Case Study - aQayo Platinum

One of the largest companies in Thailand, a Fortune 500 company and the recipient of multiple HR excellence awards, was confronted with a range of challenges.

The company is a national petroleum exploration and production company dedicated to providing a sustainable petroleum supply to Thailand and other countries they operate in as well as to bringing in foreign exchange earnings to their country.

As a top-ten publicly-listed company in the Stock Exchange of Thailand, it operates more than 30 projects around the world and has a workforce of over 2,000.

 

The main objective of using aQayo is to develop and provide a state-of-the-art but user-friendly talent management platform that would allow the easy management of internal recruitments by giving employees visibility to internal positions. aQayo also provides the tools to source from the internal candidates’ pool and support internal transfer policies and processes, as well as recruitment of talents worldwide.

The goals of the new Performance & Talent Management process are to modernize a 20-year-old decentralized and cumbersome performance management process that was slightly to significantly different within every region as well as to provide different levels of authorisation to the employees and set up an employee appraisal system.

 

The system has been developed using the latest web-based technologies for easy global access and scalability. This platform has immediate and long-term impact on recruitment and Human Resource Management.

All types of communication with the candidates is logged and all interview notes are recorded for future reference. Candidates who applied years ago have a recorded history of their preferences and career goals. When candidates with similar skills are required in future, the process of identifying candidates from the existing talent pool database is faster and provides a higher rate of success.

The robust architecture provides solid integration between performance and compensation, and demonstrates an ability to scale alongside the company’s needs.

The centralized information will help HR departments screen applicants from the moment they apply, thus allowing them to present the best candidates to recruiting departments in the shortest period of time. This is a completely automated performance management process that consistently evaluates every salaried employee worldwide.

 

The employee tracking system works independently from legacy systems allowing HR departments to control the information they need to facilitate career development. The direct interface with employees communicates current openings and increases cross-company mobility.

This system has considerably sped up the recruitment process, improved the quality of hire and mobility within the company. It has offered this company access to external talent resources, cut costs and increased retention.