Sapient Corporation | HR Case Study

Date : Saturday, March 20, 2010

Sapient Corporation | HR Case Study

Sapient was founded in 1990 with a single promise: "To do whatever it takes to deliver the right business results, on time

and on budget."

Sapient is a public company, headquartered in Boston, it maintain a strong global presence with offices across the United States and in Canada, Germany, the Netherlands, India and the United Kingdom.

Sapient is a global services firm that innovates in marketing, technology and business operations. They operate two service groups:

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Sapient Corporation | What it Does‘Sapient Interactive’ and ‘Sapient Consulting’.

Sapient Interactive provides brand and marketing strategy, award wining creative, web design and development, ecommerce and emerging media expertise.

Sapient Consulting provides business and IT strategy, process and systems design, program management, package implementation, systems integration, testing & outsourcing.

Recent Acquisitions : 17th June 2009 - Sapient acquired Nitro Group, a leading global advertising network that serves major clients such as Mars, ConAgra, Volvo, Nike and Foot Locker.

Now it is

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Mission & Vision

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Purpose

Being a great company enabling human potential

Vision

Sapient is renowned for creating extraordinary experiences, unprecedented outcomes and fanatical advocates.

Core Values

People Growth, Leadership, Creativity, Relationships, Client-Focused Delivery, Openness

People Success (HRM)

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Recruitment and Selection Goal

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• “People we look for” - Passionate about making a difference to the business

• Consulting skills – communication, presentation, facilitation

• Cultural fit – do I want the person on my team?

• Have a sense of urgency to create change

• Team orientation

•Strong on aptitude and hands-on domain experience

Recruitment Sources Employee referral system (internal)

People portal (intranet)

External Job boards to attract candidates across domains. The external job descriptions include a brief summary of the role and outline

the primary responsibilities and requirements, including education and experience guidelines

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Recruitment and Selection Recruitment and Selection

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Selection Process Selection Process

Recruitment

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Keeping Sapient People Connected & Aligned

Statistics (Sapient Global Operations)

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Career Framework | Career Planning

Career Framework | Career Planning

Enabling human potential is the foundation of Strategic Context and enabling your career growth is the purpose of the Career Framework

Expectations with respect to your title The role you are playing, typical roles you can play, and what is required to be

successful The various career paths available to you A framework for planning your long term growth How all its internal people processes will connect with Career Framework

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Performance Assessment Performance Assessment is an important step in the Performance Management

process. Supervisors assess the actual and relative performance of individuals against the objectives/expectations set 360 degree appraisal, Rating scale method Open Feedback Good compensation I grow with You, grow with me

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Compensation

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» Payroll Decided on the basis of individuals expertise

» Benefit• Bonus & Equity Plans • Pension & Retirement Plans • Vacation and Time Off • Disability, Life & Accident Insurance • Health Care Benefits • International Travel: Health Insurance • India car lease • Tuition Reimbursement • India Meal Coupon • Corporate Credit Card• Car Fuel and Maintenance Reimbursement • American Airlines Discounts• Club Membership

» Payroll Decided on the basis of individuals expertise

» Benefit• Bonus & Equity Plans • Pension & Retirement Plans • Vacation and Time Off • Disability, Life & Accident Insurance • Health Care Benefits • International Travel: Health Insurance • India car lease • Tuition Reimbursement • India Meal Coupon • Corporate Credit Card• Car Fuel and Maintenance Reimbursement • American Airlines Discounts• Club Membership

Learning & Development | Sapient Approach Kirkpatrick Model

There are three ways to develop people:

Structured learning

Informal learning through assignments

Coaching

L&D focuses on influencing behavior with structured learning and coaching

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@ L

earn

ing

Cent

er New Hire Curriculum

Intensive and consistent across all geographiesDomain and role specific trainings to help people succeed in their role @

Sapient Ongoing Regular Curriculum Career Stage Curriculum

Processes and ToolsConsulting SkillsDomain Skills (Practice specific)

Technology QA Interactive

Industry TrainingSales Negotiation/Consultative Selling SkillsTRM InstituteDigital Ecommerce Institute

Outcome focused learning programsPerformance Management Series : Managing Expectation for Performance

and Coaching For Performance Mandatory Training

Training tied to career stages/titlesCompletion of current title and next title trainings mandatory for promotion

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Learning & Development - How sapient looks at ROI

It measure the value at three levels:

Increase revenue – focus here is

making people billable, e.g. Inner

workings, TRM Institute

Develop knowledge and skills – the

majority of its programs, measured in

Learning Units

Reduce training costs – through

eLearning, smarter procurement,

logistics to reduce travel

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Safe and Healthy Work culture 24x7

H1N1 Preventive measures Cab Squad with womenDesk security & LockersNo Cabin CultureWeekly meetingSecurity Top 10Buddy ConceptDaily MeetingGood Employee Relation

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Comparative Study

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#1 Microsoft India #2 MindTree Consulting #3 Sapient India

Source : BT-Mercer-TNS Study, Business Today, Nov. 18, 2007 IssueOLB-Hewitt Salary Survey 2008, Outlook, June 1-14, 2008

Recommendations

No Work Life BalanceRelative Score

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Thank You….

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