Essay About Assortment Of Disparate Human Resource And Large Scale Expansion

Assignment on HrWeatherford with 53,000 employees in over 100 countries and 800 locations worldwide had completed more than 270 major strategic acquisitions in less than 12 years becoming one of the largest and most diverse oil & gas service companies in the world. This large scale expansion resulted in assortment of disparate human resource (HR) systems with associated operational efficiencies.

Thus, Weatherford needed to unify as many as 43 disparate systems across its 270 worldwide acquisitions and operations needs of 100 countries to a single platform to aid its aggressive growth plans. It envisaged a transformational global Human Resource Managements (HRMS) that brings together its employees into a one standardized culture, process and spirit. In order to achieve its human resource global management, Weatherford launched a program called “One Weatherford,” a vision aimed at standardizing its HR systems and doubling the company’s size within the next four years.

The program ‘One Weatherford’ led Weatherford to chose Infosys as its implementation partner to launched their new program based on Infosys enterprise software expertise, business consulting and technology leadership. The companies collaborated to re-engineer many key HR processes that can leverage Weatherford’s competitive advantages in oilfield operations. After a thorough evaluation, Weatherford selected Oracle’s PeopleSoft Enterprise Human Capital Management solution based on its ability to adapt to the variety of local requirements in each country. As a result, Weatherford’s corporate and regional HR groups were able to provide their insight into HR practices in the respective countries to enhance the effectiveness of the program

Over a period of 18 months, Weatherford consolidate, standardize and automate processes across 800 service bases around the world. The HRMS system designed in software included:

Workforce AdministrationsFull Position Management and Profile Management (Manage Competencies)eVacation/Monitor BaseSelf Service Management for Manager and EmployeePayroll Authorization (ePerformance, ePay, eDot)Enterprise Learning Management SystemIn one instance, the implementation of a single automated process produced more than US$3 million in savings. Weatherford business managers are now able to make strategic decisions based on real-time information. The HRMS system enables instant access to data relating to employee capabilities of the company’s 53,000 employees doing work in more than 100 countries, so managers can meet particular client needs as well as fulfill regional legal compliance mandates automatically. By moving to streamlined operations, the

Hired employees

now have a natural-going, proactive view of the whole customer that focuses on solving business problems‪ and is able to find and solve problems without having to search for solutions on its own, instead of relying on a single IT department. This changes the way HR managers view and interact with their clients.

Hired Employees The Workforce is an organizational entity that supports large-scale work forces as well as individual employees, as well as organizations, industries and companies with an annual budget of US$1 billion or more. Employer productivity, employee satisfaction and employee’s health and well-being—along with the impact on the corporate economy—are all critical components of their success at bringing companies to a greater level. HRs can help organizations to improve their performance, create more resilient, sustainable growth, help them meet a global target and strengthen their business model while increasing employees’ performance, the best way to grow is through proactive, collaborative, competitive and cost-efficient processes, which can also benefit organizations. With today’s technology, employees can take action to improve their productivity and make their employees easier to work with and take advantage of.

Workforce Leader® Position Management and Profile Management for Manager Management are designed to enhance team performance by building relationships, ensuring consistency of execution and improving team performance. For example, the “Managing Manager” system is designed to align the performance of the workers with the goals set by the manager­to fulfill. “The Professional Manager” system is developed so that managers can work in the best team, meet the best employee needs and meet their team’s needs in a professional and agile way. HR managers can also work in teams in order to improve organizational efficiency and also provide management and management support such as team meetings and working groups, so that more effective management and managers can focus more attention on their teams, thus reducing costs, improving organizational outcomes, and making the workforce more productive. In addition, HR programs will enhance the ability to achieve their goals effectively and achieve business success through professional development and learning. Working with HR professionals and stakeholders will greatly strengthen and accelerate organizational performance in the future. Our Workforce Leader features a variety of tools, which can aid in increasing the productivity of the workforce. In addition, such tools can also be useful in managing employee well-being and employee career development.