IMPLEMENTATION OF HUMAN RESOURCE

INFORMATION SYSTEM IN ACCENTURE

Submitted To:
Prof. Himanshu Joshi

Submitted by:
Pratik Khandelwal – 19PGDM235
Shubhneet Khera-19PGDM258
Somesh Agarwal-19PGDM259
Sujal Patel – 19PGDM264
Tanmay Srivastava-19PGDM268
Vaibhav Mundra-19PGDM272
About Accenture:
Accenture is a leading global professional services company, providing a broad
range of services in strategy and consulting, interactive, technology and
operations, with digital capabilities across all of these services. In 2019, the
company reported revenues of $43.2 billion, with more than 505,000 employees
serving clients in more than 200 cities in 120 countries. A Fortune Global 500
company, it was incorporated in Dublin, Ireland on September 1, 2009. Combining
deep experience and specialized skills across more than 40 industries and all
business functions—underpinned by a worldwide delivery network—Accenture
works at the intersection of business and technology to help clients improve
performance and create sustainable value for stakeholders.
Services and operations:

• Accenture Strategy provides business strategy, technology strategy and

operations strategy services.
• Accenture Consulting provides technology, business and management
consulting.
• Accenture Digital provides digital marketing, analytics and mobility services.
• Accenture Technology focuses on technology software, implementation,
delivery, and research & development, including its Technology Labs for
emerging technologies.
• Accenture Operations focuses on an "as-a-service" model of service delivery.
This includes business process outsourcing, IT services, cloud
services, managed operations and security.

Why Accenture?
As we have seen above, Accenture is a leading global professional services
company, providing a broad range of services and solutions in strategy, consulting,
digital, technology and operations. Combining unmatched experience and
specialized skills across more than 40 industries and all business functions —
underpinned by the world’s largest delivery network — Accenture works at the
intersection of business and technology to help clients improve their performance
and create sustainable value for their stakeholders.

Reasons for choosing the ogranisation for study are given as follows:-
• Helps us in gaining valuable insights for its HR function as we will see a
paradigm shift in the organisation as they move onto adopting Information
system in its HR function.

• We will dig deeper and see that how the company has improved its time and
accessibility to the data by adopting HRIS into the organization.

• It will help us to understand that how the company had incorporated data
analytics and business intelligence in HRIS.
Main Functions of Accenture:
Accenture has been one of the world’s most admired companies in the past. We all
know that to run a world class, global business of 370,000 people requires
specialized skills and capabilities.

Accenture's Corporate Function workforce is spread across seven functions. Each

one containing the deep skills that helps Accenture run like a clockwork.

The above-mentioned diagram depicts the 7 main function of the company which
are entitled as CIO, Marketing, Finance, Research & Development, HR, Legal, Geo
Services.

HR is one of the crucial functions for any company and we will look at the
HR function and how company adopted Information system in that in
more details as we go further with the project.
HRIS: AN INTRODUCTION:
A human resource information system (HRIS) is a computer system used to
acquire, store, retrieve, and distribute information related to a company’s
human resources. HRIS is a software solution that is used for data entry, data
tracking and the data management of an organization’s people. HRIS systems
keep track of your employees and the information that the company has about
them. They typically contain large quantities of employee data including
personal information, training records, skills, compensation rates and absence
records.
The purpose behind using an HRIS system is to have better access to data.
People now have better visibility of data and more access into the system. This
leads to improved efficiency as people inside and outside of HR have better
access to data. Managers can funnel out only the necessary information to take
decisions. The whole process works on the concept that if best data is provided
to the managers then it will significantly improve the decision-making process.
HRIS is also known as:
• HRMS: Human Resource Management System
• HCMS: Human Capital Management System
• HRIMS: Human Resource Information Management System

A typical HRIS has 4 components:

• Payroll
o To provide paycheck and direct deposit services to facilitate
payment of the employees
o Taking care of taxes, both on the employer and employee side of the
equation
• Tracking time and attendance
o Monitoring in and out time of employees
o Tracking paid time off to the employees
• Benefits
o Online open enrolment helps to reduce manual work as well as
errors that might take place
o Group messaging options allow widespread recognition
• HR Management
o Easy access to employee information
o Applicant tracking system that enables electronic handling of
recruitment and hiring needs
o Performance reviews
HRIS enables data storage in a format that can be conveniently accessed. HR can
also ensure who has access to what kind of data through proper security
measures. HR systems have inherent reporting and analytical capabilities. These
systems ensure workflow management as you do not have to check on other
people whether the work has been completed or not.
The various functions that HR perform can be clubbed into the above 3
categories: strategic, operational and administrative. Strategic HR is the most
important function followed by operational function and then the
administrative role.

Figure 1: Roles of an HR

The increasing use and role of strong human resource technology or HRIS has
enabled to reduce the load on administrative functions. Thus, HRIS helps
companies to effectively and efficiently manage the administrative and
operational tasks to focus more time and energy on linking human resource
strategy with the organizational vision.

The following are some of the examples of HR information systems that are
commonly being used in the market:

Figure 2: HRIS examples

Paycor calls itself as an HR software and online payroll system while

Workday is a cloud- based enterprise resource management (ERP) suite
suitable for global businesses of all sizes.
HRM AT ACCENTURE BEFORE IMPLEMENTING HRIS

• Recruitment: Initially Accenture used to outsource its hiring of level 8

and above employees to an external agency
• Performance Management: The concept of ’up or out’ was used
• Learning and Development: Employees were enrolled in courses
outside the organizations
• Workhours: It was calculated using the card swipe-in time and swipe-out
time which would lead to inefficiency

HRIS AT ACCENTURE
Dividing the entire HRIS system at Accenture in various parts, let’s look at
them one by one:

Recruitment
Accenture has developed their own systems for hiring up to level 12 employees
(entry level software engineers)
There is a central portal where the prospective candidates can apply for
various roles based on their skills as shown below:

Figure 5: Recruitment portal at Accenture

ATAS: Accenture’s talent acquisition system

• A recruitment software to digitise the full recruiting cycle, starting

with a requisition for a position to fill, through to a candidate’s
entire application and interview history
• ATAS umbrella allows for cost reductions and shorter turnaround
time, compared with the previous system that used discrete
information sources that were often manually updated and prone to
human error
• Recruiters have more time for other tasks as the new system
eliminates the need to re-work applications or repeat previously
completed steps. They are able to focus more on value-added tasks
such as stakeholder management and candidate screenings.
• Right from scheduling the next rounds to the overall decisions
made by leads are recorded and is transparent for the senior
management to monitor at all points

(This is for all lateral hires the campus hiring is still outsourced to
various firms like AMCAT)

Hence this is the first touchpoint of any employee with the centralized HRIS
system and all the data is maintained for 36 months before it is automatically
refreshed from the database.

Figure 6: Recruitment portal at Accenture

Accenture Employee Interface
The second touchpoint comes once an employee enters the company; he
provides all his/her details into the My Portal at Accenture
Initially until 2016 it was a very buggy and basic portal but in 2017 it was
transformed into a fantastic place for all workers to not just access their time
sheet /leave forms or HR contacts but an elastic place to keep in touch with
happenings of Accenture.

Figure 7: Transformed HRIS system at Accenture

Before and aftereffects of this change is Employee central portal system

Figure 8: Accenture portal journey

This portal majorly has:
• Learning and management tools
• Leave application
• Regular time sheet
• Performance management system

Learning and management tools:

• This is a core HRIS system function wherein each employee is mapped
to a specific set of courses to be completed at the end of each quarter
along with possible trainings he can attend on getting his project
approval
• Hence at the backend it just has a set prior courses assigned based on
the project lead demand and the Dept demand (Ex-Health and Public
sector dept has specific courses assigned to them apart from tech
courses like public health policy 101 etc.)
• After completion of these courses the lead is notified and the progress of
each dept employees is given to lead every fortnight along with the HR
of that particular project for tracking

In the MyLearning Portal Accenture has made their own standard

curriculum available that trains people for a specific role. Employees
use a web interface to sign up for training (both in classrooms and
computer-based), and they are scheduled for them and notified of their
scheduling through this interface as well. In addition, the application is
coupled to the MyPerformance application, through which the
agreements made with every employee can be monitored.

(Data given by Animesh Tripathi LKM team)

Regular time sheet:

• This is a basic application of the HRIS system where the time sheet is
submitted by each employee and the project time sheet is mapped
with the same

• After the time sheet is submitted before every fortnight it is approved

by the lead of the project where it again goes to project manage

Finally, the leakages and the milestone mapping are done to find if the
targets are achieved or not for that month
Hence just a basic collated timesheet is used in forecasting of the
performance of the team
(Data given by Senior Manager H&PS team)

Scheduling

Scheduling is an important aspect of retention management since it allows

the company to assign employees to work.

The MyScheduling tool enables these managers to take account not only of
each employee’s availability but of their competences, their agreed
professional development and their experience. Using this tool, these
managers can do their work decisively. For these weekly scheduling
activities, the HR managers have more information available than only that
directly concerning employees and their availability.

Performance Management System

This is the most intensely monitored part of HRIS and probably the most
powerful

• Every employee’s individual development objectives are laid down

in Accenture’s MyPerformance application.

• It is a centralized system where at the end of each quarter each

employee writes his/her accomplishments and the expectations
and learning from the tenure

• It is then reviewed by the direct supervisor and the senior lead with
specific points given for areas of improvement and also the tasks well
performed etc. and a further one to one meeting is scheduled

• At the end of each year a peer evaluation and a one to one HR connect is
scheduled in the tool itself and all these data are stored and maintained
in the HRIS system

Hence right from recruitment to PMS each stage has been given in detail to
the working of a HRIS system at ACCENTURE.

Other HRIS tools are as follows:

• Celebrating Performance: It is an application that enables business

managers to reward professionals extra. The budget available to do so
depends on these managers’ position within the organization.
• MyHoldings: It registers the stocks held by Accenture employees and
facilitates their transactions. It also enables the company to offer its
employees stocks against reduced rates.
Security of Information Systems at Accenture:
Accenture generates billions of data interactions daily, transmitting information
through various networks, platforms, systems and geographic locations. Keeping
the technical infrastructure and data secure while allowing our employees the
appropriate flexibility to do their jobs is a continual challenge.
Challenges:
• The size and scope of Accenture’s businesses create a unique, complex
infrastructure—one with numerous entry points to information on various
applications and servers
• Different teams work collaboratively across multiple ecosystems and
applications, all requiring at some point access to the same account,
managing access to all this data can be daunting
• Ensuring proper and protected authorized credential usage

PAM: Privileged Access Management

In collaboration with Accenture’s internal IT organization, Accenture’s
Information Security team integrated an automated privileged access
management approach (PAM).
This solution further protects Accenture and client data through enhanced
security controls tracking when information is being accessed, handled,
transmitted, hosted or stored. Specifically, only those individuals in approved,
role-specific positions with authorized credentials are allowed access to certain
types of data, environments, infrastructure and platforms.
The PAM approach requires employees to follow an established process to gain
access to privileged credentials information no matter where they are located
across the workstream.
The functioning of PAM can be understood in the following way
Data analytics and business intelligence in HRIS
Recruitment:

• Each role in Accenture has a set of keywords in the central repository

and each word will have an individual weight attached to it hence once
the resume is uploaded by the candidate his resume is mined for those
keywords and a weight is given to each resume along with weights given
to previous employment company and also his tenure in the previous
organization

• The highest scores are sent to the HR team along with the respective
team lead for further evaluation process

• Identifies the candidates with required skillset as well as cultural

fit, HR Analytics can improve the hiring of right fit employees up to
80%
Technology Infrastructure:
• E-Recruiting:
Recruitment portal at Accenture- ATAS: Accenture’s talent
acquisition system
• E-Learning:
MyLearning Portal Accenture has made their own standard
curriculum available that trains people for a specific role.
Employees use a web interface to sign up for training (both in
classrooms and computer-based), and they are scheduled for them
and notified of their scheduling through this interface as well
• E-Performance Management:
Accenture portal journey: This portal majorly has
1)Learning and management tools
2)Performance management system
 HRM activities and the functionalities of the Accenture HRM application suite

HRM Accenture HRIS application suite

activities Celebra
ting
ATA MySched MyLear MyPerfor MyHoldi SA ABACU
S uling ning mance Perform ngs P S

ance
Recruitment
& √ √
selection
Scheduling √ √
Education &
√
training
Performance
√
management
&
talent
management
Compensation √ √ √
& benefits
HR √
administrati
on & payroll
Role and Responsibilities of HRIS Manager, HRIS
specialist, HRIS analyst:
• Record-keeping: Recording and processing the information about
employees including working hours, salary, leaves etc.
• Supervising the day-to-day operations and activities of our HR
Information Systems.
• Maintain data integrity in systems by regularly analysing data.
• Work alongside the IT department to perform regular assessments and
improvements to the HRIS.
• Designing user-friendly processes, documentation and guidelines.
• Oversee all system upgrades and system additions in partnership with the
Information Technology (IT) department.
• The HRIS specialist is responsible for implementing and maintaining the
HRIS for the organization
• Researching and resolving HRIS problems and being a liaison with other
parts of the business, like finance/payroll.
• Ensure all HR-related systems are compliant with data protection laws.