Case Study Benchmarking Ericsson's Hr Practices At Genpact

Benchmarking Ericsson’s HR practices

GENPACT

Genpact is a multinational IT and Business Process Outsourcing (BPO) firm that was formed as a business unit of General Electric in 1999. It became an independent unit in 2005. Genpact has been growing rapidly with revenue of $2.31billion and more than 64000 employees in over 25 countries.

Genpact offers services to its clients by helping them devise Global Business Services strategy which include small interventions or larger aspects such as designing, building and improving services.

HR Systems at Genpact

Genpact believes in the power of an effective and motivated workforce in positively transforming an organization. Their HR department known as the ‘People Function’ takes care of the end to

Genpact has one of the lowest attrition rates in the industry and this is attributed to some of its exemplary People practices –

• Pre Orientation Program ‘HAWK’ – Helps potential employees get a feel of the organization and job profile – provides a reality check. The program is conducted by a senior employee and gives employees a chance to rethink their decision to join Genpact

• Performance Management – Bi-annual process, based on Forced Distribution model. In-depth analysis of an employee’s performance is very important in succession planning. A career path is developed for each employee as per his interest. Under performers are put on a Performance Improvement Plan for three months.

• Communication – All employee meetings, all manager meetings and Straight Talks with CoE leaders are the three important methods used by Genpact to maintain an effective two way communication with all the employees. ‘All Employee Meet’ and ‘All Managers Meet’ are two events which are conducted on a monthly basis to foster communication between various levels. Straight talk is an online web chat tool which allows employees to interact with CoE leaders directly to raise their