MIS in a Digital Firm

Sandvik is a high-technology engineering group with advanced products

and a world-leading position in selected areas. The Group is represented in 130 countries
and has about 50,000 employees and sales of approximately SEK 93 billion ( 6120
Crore). Operations are based on unique expertise in materials technology and knowledge
of the customer’s processes.

Sandvik Operations are divided into three core areas:

• Tools in cemented carbide and high-speed steel for metal
cutting, blanks and compo- nents in cemented carbide and
other hard materials
• Equipment and tools for the mining and construction industries
• Stainless and high-alloy materials, special metals, resistant
materials and process systems
• There are a great number of common processes and
denominators between the business areas. A strong focus on
materials technology, obvious R&D orientation, highly refined
prod- ucts, a global presence, a large internal recruitment
base and the aim of working close to
• There are a great number of common processes and
denominators between the business areas. A strong focus on
materials technology, obvious R&D orientation, highly refined
prod- ucts, a global presence, a large internal recruitment
base and the aim of working close to
There are a great number of common processes and denominators between the
business areas. A strong focus on materials technology, obvious R&D orientation,
highly refined prod- ucts, a global presence, a large internal recruitment base and the aim
of working close to customers create comprehensive synergy possibilities. Coordinating
financing, acquisition know-how and marketing experience are other strength factors
which increase the competi- tive approach of the group.

Sandvik’s R&D is goal oriented which means use of leading-edge

technology, strong patent activity, high added value and maximum customer value.
 Through Sandvik’s close cooperation with customers, we can offer optimal solutions
to enhance customer value. The Group’s comprehensive global organization ensures
that customers have a reliable partner in Sandvik.
Sandvik business philosophy is driven by
• Global Leadership And Niche Focus on customer
• Productivity And Profitability
• Long-Term Approach And Willingness To Change
• Offering of Customer Value And Product Reliability
• World-Class Production
• Speed And Breadth in product offering
• Goal Oriented & targeted R&D for gaining high value for
customer.
PeopleSoft is the global IT-system Sandvik Human Resources have
chosen to support the business in HR issues.

PeopleSoft system provided online HR processes & related transactions as

per below.
• Workforce Admin : Transfer, Promotion, Reporting Change,
Contract Administration, Expatriate Handling, Change Job Data,
Request new Modified Report, Disciplinary Action, Monitoring
Disciplinary Action, Mass Reorganization, Manage MRD change,
Manage Contingent Workers, Retirement Administration, Exit
Administration
• Resourcing: Job opening Management, Assessment and Selection
process, Offer administration, Post offer administration, Direct hire,
Management candidate pool, Follow up with new employees,
Campus Recruitment.
• Reward & Recognition : Individual Salary Change, Mass Pay
Change, Ad hoc Salary Change, Annual Variable Salary (AVS),
Expatriate Handling, Full/Part Time Status Change, Leave of
Absence, Manage Benefit Enrolment & Termination, Service Award
Program
• Competency Development and Performance Management : e-
training, Job descriptions & Competencies, Performance
Management toolkit, online performance management, Enterprise
learning management
PeopleSoft & HR Portal has generated on line HR support services for
employees AT Sandvik
• HR Portal - provides HR information, such as policies, guidelines,
tools etc. The HR Portal gives access to Manager Self Service (MSS)
and Employee Self Service (ESS).

Manager Self Service (MSS)

MSS is a tool for performing transactions like transfer, promotion or initiates
recruitment.

Employee Self Service (ESS)

ESS is a tool for updating personal information and apply for jobs.
Brief Description of some benefits achieved through PeopleSoft (MSS + ESS) & HR portal
Implementation
Sr. No. Process/ Activity Benefit Achieved Earlier Concerns
1. Organizational • All & any changes in the organization is Updated organization was not
Structure maintained maintained.
• Proper approvals for each organizational
change.
2. Recruitment • On line CVs sent to Managers (Time sav- • No traceability of hard copy docu-
ing, Paper Saving) ments.
• On line availability of Candidate status • Time needed to prepare status re-
e.g. call for interview, hire, offer letter etc. port in excel
• Recruitment history for each position • Assumptions for cycle time calcu-
available in one page e.g. no. of profiles lations
sent, interviewed etc.
• On line data moved in system.
• On line measurement of recruitment tar-
gets. (Time saving, clarity & transparency
in measurement)
3. On boarding • Structure approach to joining documen- • No Structured follow-up & closing
Process tation of activity with appropriate inti-
• Employee integration plan ensured PC, mation to new hire.
Mail ID, User ID, Desk, Office stationary • Lack of employee integration
etc. availability prior to joining date of plan, so Lack of clarity in respon-
new hire. Additionally it introduced ex- sibilities.
haustive follow-up for orientation & in- • New hire use to spend lot of Time
duction plan. in getting access to PC, Mail ID, of-
• Time bound closing of all joining sub- fice place etc.
processes e.g. I-Card, Bank account,
Superannuation, PF etc.
4. Superannuation • Initiated Superannuation policy ID inti- • Lack of employee awareness
mation to employee. about his superannuation policy
• Increased awareness about superannua- ID, benefits etc.
tion scheme & it’s benefits • Many times employee not re-
• Initiated once in a week help desk for ceived his annual statement.
employees in company premises thru
service provider.
• Initiated systematic annual statement
distribution method.
5. Medical Insur- • Delay in nomination processes reduced. • Nomination use to get register
ance • Initiated once in a week help desk for only after a month.
employees in company premises thru • Employee use to receive cashless
service provider. cards after 6 months of joining or
• Cycle time for cashless cards distribution sometime never use to get it.
& corrections (if any) in cards reduced.
 • Decision support information a click away.
• Reduction in ambiguity due to access to information, current &
historical, and clarity & transparency on process flow.
• On line approvals saved hard copy & ensured instantaneous
simultaneous communication to all who matters.
• Reduced exit administration cycle from 6 months/one year to few days.
• HR portal provided the benefit of single point information
Repository eliminating different formats, forms, definition and
increasing Information integrity.
• Drastic reduction in time of issuing the appointment letters, Confirmation letters etc.
• On line CVs & Recruitment history and other documents
eliminated the problem of traceability when needed & saved time in
Decision making.
• All 16 processes became efficient & effective due to saving in cycle
time, cost of trans- action/event processing; complete transparency
in process.
• Employee confidence in the organization increased due to empowerment.
The benefits realized by HR department are also realized by the other business functions
such as Marketing, Manufacturing, Finance, R&D and so on.