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Name of Organization/Company: Tech Mahindra Ltd., Pune, Maharashtra, India
Category: Achievement in HR Technology

Entry Title: HR technology in employee lifecycle


Tech Mahindra (TechM) offers innovative and customer-centric digital experiences, enabling enterprises, associates and the society to Rise™.

TechM was incorporated as Mahindra British Telecom(MBT) in 1986. Today it’s USD 5.1 billion organization with 121,00+ professionals across 90 countries helping 1000+ global customers, including Fortune 500 companies.

TechM is focused on leveraging next-generation technologies including 5G, Blockchain, Cybersecurity, Artificial-Intelligence, and more, to enable end to end digital transformation for global customers. TechM’s core operations are been built around the credo ‘Connected World. Connected Experiences.’

TechM is one of the fastest growing brands and amongst the top 15 IT service providers globally. With the NXT.NOW framework, Tech Mahindra aims to enhance ‘Human Centric Experience’ for its ecosystem and drive collaborative disruption with synergies arising from a robust portfolio of companies. TechM delivers tomorrow’s experiences today and believes that the ‘Future.is.Now’.

TechM is part of the Mahindra Group, a USD 19.4 billion federation of companies that enables people to Rise. It enjoys a leadership position in utility vehicles, information technology, financial services and vacation ownership in India and is the world’s largest tractor company by volume. The Mahindra Group is headquartered in India and employs over 2,56,000 people across 100 countries.

Website- https://www.techmahindra.com/

Life-cycle: Technology at every Step
o Induction: Pre-Onboarding portal for document submission. DOVE-App for on-boarding formalities, virtual facility tour, GPS navigation & content about TechM
o On-boarding:. mEASY-App for digital ID, benefits, leave management etc. Rise-With-Dice game to understand culture. Register for Facial Recognition for touch-less attendance.
o Wellness: Mhealthy for COVID-19 risk-assessment. Associate-Welfare-Trust sign-up for medical exigencies. Wealth-of-Wellness portal for well-being programs. Aasana YogaBOT on desktop to exercise at your-desk.
o Performance Management: Ide@s portal for KPI goal-setting, mid-term and annual appraisal.
o Employee-Engagement: JOSH-App to participate in cultural, sports, quiz etc. activities. TechMighTea to get randomly paired by AI and meet a colleague. iVolunteer-App to do some social outreach as per Individual-Social-Responsibility program
o Rewards: Kudos portal for recognizing and rewarding peers. Online store for redemption of points including donating them to charity.
o Support Groups: Reverse Mentoring to connect with a leader to teach/learn. Career Counselling portal to discuss career options. BeMe– AI-driven tool for real-time coaching/mentoring linked to the mailbox.
o Cobots: UVO ChatBOT and K2-Humanoid to converse and resolve HR queries
o Technical-issues: myHUB to raise tickets with shared-services team
o Grievance: CARE portal to raise interpersonal issues. Corporate Ombudsman for ethics and whistle-blower complaints. POSH for sexual harassment
o Learning: #NAD.Learn portal for AI-recommended learning
o Career Growth: Career-Turbo game to understand career-paths. CareNET portal for updating professional profile. Talex, AI-driven talent marketplace to find roles in line with career aspiration and facilitates job-rotation.
o Exit: Remembers portal for ex-employees to get documentation

Unique: Industry-first HR-Technology
o Facial-Recognition: Uses Microsoft FACE-API to identify human faces and 8-moods linked to it. Linking Facial-Recognition to a mood-o-meter helped calculate the location happiness-index. Costs just $500 and 82% employees are registered users
o Talex: Uses AI to match open job-roles to employee-skills and invites applications. Along with a percentage-match, employees can bid for a job role to express motivation-to-apply. Improved internal fulfilment to 65% and 3.7x increase in recruiting-efficiency
o K2-Humanoid: Cobot designed to assist the HR team provide enhanced employee-experience. Developed for $5000 and 90% success-rate for query-resolution.
o TechMighTea: Platform that randomly matches two colleagues based on common area of interest and invites them to meet for a conversation. Has helped connect 20,000+ remotely-working TechMighties
o Kudos: Social networking R&R platform to celebrate achievement and milestones via reward badges. Helped utilize 99.7% of Rewards budget with 51.5% TechMighties recognized (above industry-standard)
o Ide@s: Driven end-to-end Performance-Management. Features include Career-Development-Plan (Goal-setting & career-aspirations), Training-Needs-Identification, Succession Management, 360-degree feedback etc. 100% of eligible employees completed appraisals on time.
o #NAD.Learn: Uses AI-technology to recommend relevant career-paths to the employees based on their current skillset, time to upskill and opportunities available. It offers 1000+ Skilling-Units covering 90+% of skills. Has improved self-learning to 82%, savings of USD $45Mn and improved learning reach to 93%.
o Mhealthy: Has 32 screening-tests for scanning multiple comorbidity factors as – COVID-19 Anti-bodies, Body-Mass-Index, Blood-Pressure, Heart rate etc. AI-ML algorithm prepares multi-parametric report on future health-risks. Links to virtual tele-consultation app.

Enabling: Technology in HR
o People transformation precedes digital transformation: Propagating HR Technology requires change-management to educate employees about the benefits of digitalization
o Improving end user experience: Study process lifecycle and identify experience dips. Use Digital-Technology/Non-tech solutions to make kaizen improvements
o Build trust in technology: With privacy concerns and data as a commodity, build trust in technology. Get consent for usage, ensure data is protected & delete data on employee exit.
o Adapting next-gen technologies: Build internal-capability to leverage next-gen technologies like 5G, Internet-of-Things, Big-Data, Cloud, Robotic-Process-Automation etc.
o Retire old-technologies: Digital progress involves transitioning to new-technology platforms. Ensure smooth-transition through training, communication and technology-champions
o Build Momentum: Identify and promote employees who adopt quickly to new technologies
o Impact of COVID-19: The pandemic has accelerated the pace of change as next-gen technologies are adapted for new uses. Hence, invite ideas, express interest, and develop new tools.

Impact: Empowering Stakeholders to Rise
o Employees: Create consumer like experiences at work. Aligning career aspirations to opportunities. Personalized attention and responses 24x7. Drive innovation and make flexible and remote working easy. Bring Health and Wellness to the forefront.
o HR: Use automation to remove the “robot” from human and help them focus on value-added tasks. Increase cost-savings from using tools like Robotic-Process-Automation and AI-driven recommendations. Ensure sustained employee experience with quick response-time.
o Business-Leaders: Improved Employee engagement and retention scores. Build strong employer brand and attract talent
o Customers: Benefit from better products and services with established use-cases.

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