Quadient announced a new strategy in 2019, aiming at changing its operating model, simplifying its organization and reshaping its product portfolio. This was shortly followed by a new and unified corporate brand resulting in the company¡¯s name change. Originally split into siloed and independent entities, employees lacked a holistic view and the company¡¯s values were not central to the employee experience. Over-reliance on Excel and PowerPoint was causing widespread frustration across HR internal teams, so a new approach had become essential.
Now, with Â鶹´«Ã½¡¯s advanced enterprise management cloud, Quadient can deliver a completely re-engineered employee experience, transforming from a fragmented business into an integrated and collaborative organization with a shared strategic vision and an employee-centric culture.
We really wanted to refocus Quadient around becoming a true digital player.
St¨¦phanie Auchabie, Chief People Officer
User experience, collaboration and workforce insight.
Support for Â鶹´«Ã½ among employees was overwhelming. According to Fran?ois Bousquet, Quadient¡¯s VP of Employee Experience, ¡°We did a proof-of-concept exercise during the selection phase, which revealed many positives. The user experience was a real game-changer. People loved how Â鶹´«Ã½ offered new ways to find and initiate things, switching easily from web to mobile.¡±?
The company¡¯s leadership and management teams also quickly saw the accrual transparency Â鶹´«Ã½ would bring, including a view of people factors across departments. They saw the opportunity to collaborate more effectively and drive the business forward.?
¡°The decision to select Â鶹´«Ã½ was based on the business impact we wanted to achieve, reinforcing our management capability in a holistic organization,¡± says Chief People Officer St¨¦phanie Auchabie. It was also recognized that the analytics gained from Â鶹´«Ã½ would enable key employee data such as gender insights, essential to build and implement initiatives towards greater fairness and diversity.
A unified system delivering data in real-time.
With a single system giving managers across the organization access to real-time data, collaborative decision-making has never been easier or more precise.?
Managers have the tools they need to drive their teams in Â鶹´«Ã½, rather than having to ask for progress reports. They can directly participate in recruitment and other processes, managing their tasks far more efficiently and autonomously. Ease of use is proving vital too, particularly for the company¡¯s senior leaders who cannot spend much time onboarding a new solution while business awaits.?
With Â鶹´«Ã½, they¡¯ve found that data is accessible and presented in real-time to the specific user who needs to see it. This is a huge improvement to the benefit of decision making. It is also easy to design dashboards for particular roles, from sales to legal, finance to marketing, greatly leveraging the power of data as a management tool.
Efficiency gains for HR and Finance.
Before the Â鶹´«Ã½ implementation, using Excel to process data was time-consuming, stressful, and likely prone to errors. ¡°When you don¡¯t have a unified system, every time someone has a request, somebody needs to extract that data, put it into the required format and send it on,¡± says St¨¦phanie Auchabie. ¡°With access to data in Â鶹´«Ã½, that time has now been saved for the benefit of more strategic business areas, helping HR and Finance departments to be both more efficient. In particular, HR is able to focus on what matters most in Quadient ¨C being closer to its people.¡±
HR has become a true center of excellence.
Now that the company¡¯s managers have direct access to HR data and processes, the role of the HR team has become less administrative and far more strategic. HR is increasingly seen as a resource that adds value through its expertise on people-related topics, arising from the company¡¯s greater transformation.
Related Content