Revolutionizing HR in the Automotive Industry | Digital Transformation Success Story

Revolutionizing HR in the Automotive Industry | Digital Transformation Success Story

Sep 13 ,2023

The journey of digital HR transformation in the automotive industry, as exemplified by Cycle and Carriage Singapore, is a compelling case study in how innovation, user-centric design, and adaptability can reshape HR practices and drive organizational success. This article highlights key takeaways from Jeslin Lim, the GM and Head of HR at Cycle and Carriage Singapore, as she shares her insights and experiences in this transformation journey.

Join Adrian Tan and our guest Jeslin Lim, GM and Head of HR at Cycle and Carriage Singapore, for an illuminating episode. Explore their remarkable journey of digital HR transformation in the automotive industry.

The HR Tech Stack at Cycle and Carriage Singapore

Fast forward to today, Cycle and Carriage Singapore boasts a state-of-the-art HR tech stack that supports flexible working arrangements and enables employees and managers to work independently without needing a physical office presence. Jeslin proudly shares, “Less than 10% of our processes require a physical presence in the office. We have embraced digital solutions that empower our workforce and enhance productivity.”

Overcoming Challenges and Slaying Sacred Cows

Implementing a major digital HR initiative has its fair share of challenges and obstacles. Jeslin recounts one such challenge related to the confirmation appraisal process. She explains, “We questioned the traditional confirmation appraisal process and asked ourselves, ‘Why are we doing this?’ We realised that improving the onboarding and goal-setting process could eliminate the need for confirmation appraisals.” This shift in mindset required buy-in from hiring managers and a reimagining of the hiring process. Jeslin adds, “We wanted to create a culture where new hires are auto-confirmed, and their roles are designed to confirm. This change streamlined the process, improved the candidate experience, and reduced non-confirmation cases.”

The Power of Design Thinking in HR

Jeslin’s approach to digital HR transformation is rooted in design thinking. She emphasises the importance of considering the user perspective and designing intuitive and efficient processes. Jeslin shares an example of how design thinking influenced their application system: “We asked ourselves, ‘Are candidates willing to click 20 times to complete an application, or would they prefer a streamlined process?’ By putting ourselves in the candidates’ shoes, we could design a pleasant application experience with just five clicks.” This user-centric approach improved the candidate experience and increased the number of quality applicants.

Dealing with Unexpected Outcomes and Roadblocks

Only some plans work perfectly in real life, and Jeslin acknowledges that unexpected outcomes and roadblocks are part of the digital HR transformation journey. She shares an example of a roadblock they encountered when some users were not fully utilising the system as intended. Jeslin explains, “We realised that some users treated the system as an afterthought rather than an integral part of their workflow. We addressed this by engaging with individuals and understanding their perspectives. By emphasising the system’s benefits and the importance of data accuracy, we aligned everyone’s mindset and ensured the system was being used effectively.”

Key Metrics and Outcomes of Digital HR Transformation

Measuring the success of a digital HR transformation requires a comprehensive set of metrics and outcomes. Jeslin highlights two key areas where they have seen positive results. The first is the recruiting and turnaround time, which has significantly improved due to the streamlined workflows and automated processes. Jeslin explains, “We now have a proper structure for tracking and measuring our turnaround time, which allows us to identify bottlenecks and make improvements in the hiring process.” The second area is the candidate experience, measured through surveys and feedback from candidates and hiring managers. Jeslin adds, “By continuously monitoring and improving the candidate experience, we have been able to reduce non-confirmation cases and ensure a smoother onboarding process.”

The Importance of Continuous Improvement and Adaptability

Jeslin emphasises the need for continuous improvement and adaptability in the ever-changing landscape of HR tech. She advises HR leaders to challenge the status quo and constantly seek ways to enhance processes and solutions. Jeslin says, “HR tech is an ever-changing process. What worked well three years ago may not work well today. It’s important to have the mentality to always look for improvements and be open to change.” She also highlights the importance of understanding the business perspective and designing solutions that provide relevant and actionable insights for business leaders.

Conclusion and Future Outlook

The journey of digital HR transformation at Cycle and Carriage Singapore has been a testament to the power of innovation and user-centric design. Jeslin and her team have created a more efficient and employee-centric HR ecosystem by challenging the status quo, embracing technology, and continuously improving processes. Jeslin envisions further advancements in HR tech, particularly in dashboard analytics. She believes that providing relevant and actionable insights to stakeholders will be crucial in driving strategic decision-making and shaping the future of HR.

In conclusion, the digital HR transformation at Cycle and Carriage Singapore is a blueprint for HR leaders looking to embark on their transformation journey. Organisations can create a more efficient, productive, and engaging work environment by adopting a user-centric approach, challenging the status quo, and continuously seeking improvements. The future of HR lies in embracing technology, leveraging data, and designing solutions that empower both employees and business leaders.

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