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Accenture Philippines HR SWOT

proposed SWOT analysis for HRD

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126 views18 pages

Accenture Philippines HR SWOT

proposed SWOT analysis for HRD

Uploaded by

sulitevie
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
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S W O T

ANALYSIS
SUBJECT: HUMAN RESOURCE MANAGEMENT PREPARED BY EVELYN V SULIT
PROFESSOR: MR. GERNEIL RIVERA SID: 2303864
TABLE OF CONTENTS

1 4
7
INTRODUCTION STRENGTH THREAT

2 5
8
HR OPERATIONS WEAKNESS
ACTION PLANS

3 6
ORGANIZATIONAL 9
OPORTUNITY
CHART REFERENCES
INTRODUCTION
Accenture in the Philippines is one of the largest and most
mature IT companies, with an impressive track record of
delivering complex technology-based solutions and outsourcing
W
S
capabilities1. As of August 31, 2022, here are some key
highlights:
Years in the Philippines: Over 35 years
Clients serviced worldwide: 9,000+
Employees: More than 85,000

Accenture’s commitment to innovation, diversity, and community


O T
impact sets it apart. They invest in their people through
comprehensive total rewards programs, creating an inclusive
work environment where creativity and ingenuity thrive. If you’re
interested in joining Accenture, explore their campus careers
and programs2 or consider opportunities in finance and
accounting3
INTELLIGENT TALENT
AND HR OPERATIONS

Accenture’s HRD operates with a focus on intelligent talent and HR


operations. Here are some key aspects:

Talent Services:
Accenture aims to maximize workforce performance by creating
consumer-inspired experiences. These experiences are delivered in
the moment, driven by technology, digital engagement, and analytic
insights.
The HRD leverages SynOps for Talent and HR, which enables agility,
maximizes investments, and boosts growth and consumer
experiences
INTELLIGENT TALENT
AND HR OPERATIONS

Accenture’s HRD operates with a focus on intelligent talent and HR operations.


Here are some key aspects:

Employee & HR Services:


The HRD transforms human resources into a strategic asset, delivering
tangible outcomes to the business, workforce, and communities.
Notable achievements include:
i. A 114% revenue increase per new hire.
ii. A 20% improvement in employee satisfaction.
iii. A 30% increase in self-service adoption.
iv. A 40% decrease in time to fill a position.
v. A 50+% reduction in OPEX.
vi. A 50% improvement in new hire talent retention1
ORGANIZATIONAL CHART
ACCENTURE PHILIPPINES

Accenture prioritizes human ingenuity and fosters a


workforce where technology elevates people, freeing them
up for more creative thinking and exciting work.
STRENGTH
1.Diversified Service Offerings: Accenture provides a
comprehensive range of services across consulting, strategy,
digital, technology, and operations1. This diverse portfolio allows
the HR department to tap into various expertise areas and support
the organization effectively.

2.Global Presence and Workforce: Accenture operates in over 120


countries with a workforce of over 720,000+ employees1. The HR
department can leverage this global reach to attract top talent,
foster diversity, and drive innovation.

3.Financial Performance: As of FY22, Accenture’s revenues


reached $61.6 billion, with a record increase of 22% in U.S. dollars.
Earnings per share (EPS) also rose significantly1. A strong financial
position enables the HR department to invest in employee
development and well-being.
WEAKNESS

1.Budget Constraints: Like any HR department,


Accenture’s HR team may face budget
constraints and cuts. Balancing cost-effective
solutions while maintaining employee
satisfaction can be challenging2.

2.Internal Communication: Ensuring effective


communication across a large, global workforce
can be complex. The HR department needs to
address communication gaps and promote
transparency.
OPPORTUNITY

1.Digital Transformation: Accenture’s expertise


in technology and digital solutions presents an
opportunity for the HR department to enhance
processes, such as recruitment, onboarding,
and performance management.

2.Talent Acquisition and Retention: With a


global presence, Accenture can attract diverse
talent. The HR team can focus on employer
branding, employee engagement, and retention
strategies.
THREATS

1.Competition: The professional services


industry is highly competitive.
Accenture’s HR department must stay
agile and innovative to retain top talent
and maintain its competitive edge.

2.Cybersecurity Risks: As Accenture


deals with sensitive employee data,
ensuring robust cybersecurity measures
is crucial. The HR team must protect
against data breaches and privacy
violations.
ACTION PLAN

Employee Training Programs (Strength):

Recommendation: Strengthen existing training programs by


incorporating more interactive and practical learning
experiences.

Action Steps:
Customization: Tailor training content to individual roles and
career paths.
Continuous Learning: Implement ongoing learning modules
to keep employees updated.

Feedback Loop: Gather feedback from participants to enhance


program effectiveness.
ACTION PLAN

Effective Performance Appraisals (Strength):

Recommendation: Enhance the performance appraisal


process for better alignment with employee development.

Action Steps:
360-Degree Feedback: Include feedback from peers,
subordinates, and managers.
Clear Objectives: Set specific, measurable goals during
appraisals.
Regular Check-Ins: Conduct frequent performance
discussions throughout the year.
ACTION PLAN

High Employee Turnover (Weakness):

Recommendation: Address turnover by improving employee


satisfaction and retention.

Action Steps:
Exit Interviews: Analyze reasons for turnover through
exit interviews.
Retention Strategies: Develop targeted retention
programs (e.g., mentorship, career growth).
Work-Life Balance: Ensure a healthy work-life balance
to reduce burnout.
ACTION PLAN

1. Embrace Digital Technologies:

Recommendation: Fully embrace digital solutions to


enhance HR processes.

Action Steps:
Cloud Adoption: Migrate HR systems to the cloud for
scalability and flexibility.
Automation: Implement robotic process automation
(RPA) for routine tasks.
Analytics: Leverage data analytics for workforce
insights.
ACTION PLAN

Proactive Partnerships:

Recommendation: Strengthen partnerships with technology


providers and HR solution vendors.

Action Steps:
Collaborate: Engage with SAP SuccessFactors and
other partners for innovative solutions.
Customization: Tailor solutions to meet specific HR
needs.
Agile Integration: Seamlessly integrate partner services.
ACTION PLAN

Data Management Excellence:

Recommendation: Prioritize data quality, migration, and


conversion.

Action Steps:
Data Governance: Establish robust data governance
practices.
Testing: Rigorously test data migration processes.
User Training: Train HR staff on data management best
practices.
REFERENCES

All information are taken from Accenture’s


website:https://www.accenture.com/us-en/about/company/annual-
report https://www.accenture.com/ph-en/about/company/philippines

SWOT Analysis:
https://www.scribd.com/document/105092529/Swot-Analysis-of-
Accenture

Annual Reports:
https://www.accenture.com/us-en/about/company/annual-report

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