Our challenge was driven by the need to remain the "employer of choice" and evolve its value propositions based on employee preferences, changing workforce demographics in the region and fit for the future.
Employee experience is shaped by three key elements: societal change, technological evolution and employee-changing needs and expectations.
Cultural diagnostic
We conducted an employee value proposition diagnostic on five key lenses: Pay and Rewards, Organisational Culture, Workplace, People, and Growth.
Our diagnosis identified the need for improved career conversations between line managers and employees tailored to their specific needs and expectations, and for raising awareness of benefits and rewards available to them in the present and potentially in the future.
We designed an employee typology framework, with embedded drivers and attributes, enabling a data-driven approach and actionable insights to talent life cycle management
Culture change by Design
We identified our design hypothesis, "How might we enable line managers to have better informed and tailored career and growth conversations with their employees ?
Our design solution requires a concerted effort of purposeful technology and supplemental coaching or guidance for line managers. We developed a sustainable change blueprint to define the mindset, systems and structures needed to enable the line managers' behavioural shift towards a growth mindset.
We designed a digital prototype to help us communicate the future we want and to drive the momentum for change. We laid out the line manager enablement pilot program plan focusing on the business-critical admin areas.
The Employee Value platform orchestrates and integrates all existing HR solutions into a unified experience layer. We leverage the smart and dynamic AI driven tool to, drive personalisation and enhance awareness of the elements of the Employee Value Proposition.