The year 2020 has been no less than a long and unpleasant rollercoaster ride. With things going haywire, the one thing which kept the business going were its employees. And keeping the employees connected and safe was difficult. And how did organisations achieve that? With the help of technology, which once was considered as a bane, turned out to be a boon! Next time a debate comes up, I’m sure you’ll be thinking otherwise!
Going Digital is what has been the forefront in tackling this pandemic. According to ICUBETM report by Kantar, the total number of monthly active internet users has witnessed an annual growth of 24% which points to an overall penetration of 41% in 2019. Organisations which were trying to move fast in terms of adapting to the new mode of work, needed quick resolution and better output. This marked the levelling up of the HR Tech Game. Strong organisations were not just looking for a partner “on paper”, but a potential partner throughout the journey of the organisation.
And here, stepped in Darwinbox.
For any digital transformation process to be successful, it’s very important to know the requirements for an organisation beforehand, coupled with a strong supporting structure of implementation process and planning. And when it comes to implementation, Darwinbox definitely outperforms many in the market.
HCM Implementations aren't easy, especially when it comes to being in remote mode. Darwinbox was able to complete 132 Remote Implementations in the Year 2020 with 0 physical meetings!
With the advent of a properly structured HCM Implementation Roadmap, the digital transformation journey becomes a cakewalk and hence, quicker results are delivered. Here are the reasons why Darwinbox implementation is faster than others -
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Planning:
When it comes to a proper implementation roadmap structure and planning, Darwinbox divides the entire project into different Phases. The 1st Phase is the most important part of the roadmap since nearly all the Core HR Processes are simultaneously understood and mapped. This phase roughly comprises the following stages :
- Inception
- Elaboration
- Configuration
- Transition
Inception: The stage takes care of the pre-work and getting to understand the organisation's core processes. Darwinbox offers specially curated demo sessions with the stakeholders and contributors to collate all the necessary details needed to build the base of the project. This proves to be beneficial as it helps to eliminate any chances of errors in the future.
Elaboration: After the continuous exchange of information and process understanding, the implementation team lays out the roadmap and business process mapping stages for each specific module. What differentiates Darwinbox here is, since we do one-on-one conversations on the process mapping, the team creates separate process flow documents which keeps record of all the mapping possibilities and consistently speeds up the actual mapping process.
Configuration: After the process mapping documentation is completed, the team shares highly customised data collection templates with the organisation wherein they would only require to feed the data accordingly and within days, the files are ready to be used for a single import task which shapes the HRMS. Here, 2 parallel teams work hand in hand with one team integrating the details on a testing instance and taking step by step approvals, while the other team builds the original instance as the approvals start coming. This helps in cutting down any additional time which might be required if the process is not done simultaneously.
Post all the data configuration and approvals/sign-offs, the Core processes of the business are integrated with the platform.
Transition: Once the initial Core HR processes are integrated, the team moves towards training and soft go-live. The soft go-live is done after a pilot test by the appropriate stakeholders. As the phase 1 implementations are completed, the Phase 2 implementation is taken up which generally encapsulates the remaining business processes. There is a standard training time kept for the organisation champions to help them understand the product and accordingly transfer the knowledge to the employees.
Here is how the training sessions are handled -
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Training:
The implementation process is never deemed to be complete if the end user has no clue of how the platform works! Darwinbox works on a specially curated project plan for training where the organisation suggests a few ‘champions’ from their IT and HR teams.
The champions are then given a thorough training on the platform with all the necessary details and manuals for them to learn on and test.
The plus point in this exercise is that the training is done on a dummy platform which is an exact replica of the original instance. This helps to pinpoint any drawbacks or shortcomings which need to be addressed to. The implementation team, on getting feedback from the champions, executes the changes only after the approval from the said champions. This eliminates re-work and saves a lot of time.
The champions are then tasked with training the users wherein there is 24 hours support from the implementation team with help videos and product walkthroughs available for reference.
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Change Management:
Darwinbox not only delivers what the organisation would need, but being an HR Tech, we provide certain improvements/updates to the current business processes of the company.
Why? One might ask, the answer is pretty simple. To bring the best solutions in place for the organisation and to transform their work. Here, Darwinbox steps in as a support system for change management. The process happens in the following stages :
Change Plan: During the inception stage of phase 1 of implementations, there is a high possibility that a few shortcomings might come into light. This not only becomes a hindrance to the organisation's overall growth but also to the implementation process. Experienced leads come in and share insights on how to make the process more streamlined.
Stakeholder Analysis: After the plan is proposed, appropriate stakeholders take a call on either going ahead with the mentioned changes or to amend any points on the planning and start the process. Here, it is the call of the stakeholders to either take the change plan forward or to continue with the existing process.
Change Impact Analysis: Once the stakeholders have given their go-ahead, the impact of the change plan is stipulated during the elaboration stage. If there is no considerate impact, the process is not continued further and either the existing process is picked up or the plan is changed accordingly.
Business Adoption: Post the successful implementation of the change plan, the process is then taken forward to the Production stage.
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Go-Live and Support:
The entire process of implementation runs parallelly by different teams, cutting down any delays to build the entire platform. With different module experts working on the modules and their implementation, the process becomes fairly straightforward and streamlined. The process of integrations is completed in no time and with the official go-ahead from the organisation, the go-live is completed and the platform is available for use.
For each customer, a dedicated team from the account management function is tagged to each SPOC who would govern them post go-live and assist them for any systematic errors or needs which come up. Darwinbox’s customer centric approach makes it stand out from the market and if there is a need for a particular update, the same is done within months and taken live accordingly.
With dedicated teams and a structured approach to implementation, Darwinbox has been able to onboard 215 global enterprises during a tough year of 2020. Here's our journey through 2020 and how Darwinbox was able to go against the odds and prove it’s worth!
If you’re someone who is looking for a faster and better digital transformation for your organisation, feel free to get in touch with us here.
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