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Dxc Technology Hr

To build exceptional teams that drive innovation and customer success by becoming the leading IT services provider that unlocks technological potential

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To build exceptional teams that drive innovation and customer success by becoming the leading IT services provider that unlocks technological potential

Strengths

  • TALENT: Global workforce with deep industry expertise
  • DEVELOPMENT: Robust learning and upskilling programs
  • DIVERSITY: Strong commitment to inclusion initiatives
  • BENEFITS: Competitive compensation and benefits packages
  • ANALYTICS: Advanced HR analytics capabilities

Weaknesses

  • RETENTION: Higher than industry average attrition rate (18%)
  • CULTURE: Inconsistent employee experience across regions
  • TECHNOLOGY: Legacy HR systems limiting operational efficiency
  • RECRUITMENT: Extended time-to-hire affecting talent acquisition
  • LEADERSHIP: Gaps in middle management development pipeline

Opportunities

  • SKILLS: Strategic workforce planning for emerging technologies
  • REMOTE: Expand global talent access through flexible work models
  • PARTNERSHIPS: Strengthen university and training partnerships
  • ANALYTICS: Implement predictive workforce analytics
  • AUTOMATION: Streamline HR processes through intelligent systems

Threats

  • COMPETITION: Intense market competition for tech talent
  • SKILLS GAP: Rapidly evolving technological skill requirements
  • ECONOMY: Macroeconomic uncertainties affecting hiring plans
  • REGULATIONS: Changing global employment legislation complexities
  • BURNOUT: Increasing employee wellness and burnout concerns

Key Priorities

  • ENGAGEMENT: Develop comprehensive employee experience strategy
  • DIGITAL HR: Modernize HR technology stack and capabilities
  • TALENT PIPELINE: Build strategic workforce planning process
  • RETENTION: Implement targeted retention and career programs
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To build exceptional teams that drive innovation and customer success by becoming the leading IT services provider that unlocks technological potential

EXPERIENCE EXCELLENCE

Create an exceptional employee journey at every touchpoint

  • ENGAGEMENT: Increase employee engagement score from 72% to 78% by Q3 through targeted experience improvements
  • FEEDBACK: Implement continuous listening platform with 85% participation rate across all regions
  • ONBOARDING: Redesign digital onboarding experience reducing time-to-productivity by 25%
  • RETENTION: Decrease voluntary attrition rate from 18% to 14% through targeted retention initiatives
DIGITAL HR

Transform HR with cutting-edge technology solutions

  • PLATFORM: Complete implementation of integrated cloud HR platform for 100% of workforce by Q3
  • AUTOMATION: Automate 40% of routine HR transactions through intelligent workflow solutions
  • ANALYTICS: Deploy predictive attrition model with 80% accuracy rate for proactive interventions
  • EXPERIENCE: Achieve 80% employee satisfaction with new digital HR service delivery model
TALENT PIPELINE

Build future-ready workforce for strategic growth

  • PLANNING: Implement strategic workforce planning for 100% of critical business units by EOQ
  • SKILLS: Develop skills taxonomy and assessment for 85% of technical roles within organization
  • DIVERSITY: Increase diversity in leadership pipeline by 15% through targeted development
  • RECRUITMENT: Reduce time-to-hire for technical roles from 65 to 40 days through process optimization
AI CAPABILITY

Harness AI to transform HR effectiveness

  • TRAINING: Upskill 90% of HR team with AI literacy and practical application training
  • GOVERNANCE: Establish comprehensive AI ethics framework for HR with 100% compliance
  • DEPLOYMENT: Implement AI-powered solutions for 3 key HR processes with demonstrated ROI
  • INSIGHTS: Deploy predictive workforce analytics dashboard used by 100% of business leaders
METRICS
  • Employee Engagement Score: 78%
  • Voluntary Attrition Rate: 14%
  • Time-to-Hire for Critical Roles: 40 days
VALUES
  • Deliver: Excellence in execution and results
  • Collaborate: Foster teamwork across boundaries
  • Community: Create positive social impact
  • Care: Prioritize employee wellbeing and development
  • Do the Right Thing: Operate with integrity and transparency
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Align the learnings

Dxc Technology Hr Retrospective

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To build exceptional teams that drive innovation and customer success by becoming the leading IT services provider that unlocks technological potential

What Went Well

  • TALENT: Successfully recruited 250+ specialized tech professionals
  • DIVERSITY: Improved gender representation in leadership by 8%
  • LEARNING: Launched digital academy with 85% employee participation
  • EFFICIENCY: Reduced HR operational costs by 12% through process changes
  • WELLBEING: Wellness program engagement increased by 24% year-over-year

Not So Well

  • ATTRITION: Key talent losses in cloud services impacted delivery
  • ENGAGEMENT: Employee satisfaction scores declined 6% in APAC region
  • HIRING: Extended time-to-fill for critical roles averaging 65 days
  • SYSTEMS: HR technology transformation projects behind schedule
  • ANALYTICS: Limited actionable insights from workforce analytics

Learnings

  • RETENTION: Technical career paths need clearer progression frameworks
  • FLEXIBILITY: Remote work policies require standardization globally
  • DEVELOPMENT: Leadership pipeline needs strengthening at mid-levels
  • COMMUNICATION: Change management requires more robust approaches
  • CULTURE: Regional cultural differences require localized strategies

Action Items

  • RETENTION: Implement targeted retention program for high-value talent
  • TECHNOLOGY: Accelerate HR systems modernization and integration
  • ANALYTICS: Develop predictive workforce analytics capabilities
  • LEADERSHIP: Launch enhanced leadership development for mid-managers
  • EXPERIENCE: Create consistent global employee experience framework
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To build exceptional teams that drive innovation and customer success by becoming the leading IT services provider that unlocks technological potential

Strengths

  • INNOVATION: Existing AI Center of Excellence with HR use cases
  • INFRASTRUCTURE: Cloud-based HR data platforms ready for AI
  • SKILLS: Data science team with HR analytics expertise
  • LEADERSHIP: Executive commitment to AI transformation
  • PILOTS: Successful AI recruitment screening pilots

Weaknesses

  • DATA: Inconsistent data quality across HR systems
  • ADOPTION: Limited AI literacy among HR team members
  • GOVERNANCE: Underdeveloped AI ethics and governance framework
  • INTEGRATION: Siloed HR applications hindering AI deployment
  • RESOURCES: Insufficient dedicated AI budget for HR initiatives

Opportunities

  • PERSONALIZATION: AI-powered personalized employee experiences
  • PREDICTIVE: Attrition prediction and proactive interventions
  • EFFICIENCY: Automate routine HR processes with AI assistants
  • INSIGHTS: Advanced workforce analytics for strategic decisions
  • SKILLS: AI-based talent marketplace and skills matching

Threats

  • PRIVACY: Employee data privacy and ethical AI concerns
  • BIAS: Algorithmic bias risks in talent management processes
  • COMPETITION: Competitors advancing AI HR capabilities faster
  • RESISTANCE: Employee resistance to AI-enabled HR processes
  • REGULATION: Evolving AI regulatory landscape uncertainties

Key Priorities

  • CAPABILITY: Build HR team AI literacy and implementation skills
  • FOUNDATION: Establish HR data governance and quality controls
  • EXPERIENCE: Deploy AI solutions for enhanced employee experience
  • ETHICS: Develop comprehensive AI ethics framework for HR