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Assignment No.2

Case Study:
New Systems Help
Plan International
Manage Its Human
Resource
GROUP NO. 4
 GROUP MEMBERS AND CONTRIBUTION
ROLL NO. NAME CONTRIBUTION
MB016 Devanshi Raval Q1
MB017 Dharmik Karkar Q2
MB018 Dhimahee Joshi Q5
MB019 Dhruvi Shah Q3 &Q4
MB020 Fazela Shaukat Introduction, Diagrams and Formatting
ABOUT PLAN INTERNATIONAL
• Plan International is one of the oldest and largest children’s development organizations in the
world.
• It is into promoting children’s rights and opportunities for those who are in need.
• Global Headquarters in Surrey, UK and is operating in more than 70 countries.
• As per 2014 data, so far, they had worked with 81.5 million of children and more than 86,676
communities.
• Their workforce consists of more than 1,200 paid staff and more than 9,000 volunteers,
• They obtain their half of the donations from corporations, governments and trusts and other
half from individuals willing to sponsor a child.
• Plan international work with children, families, local government to bring positive change for
children health, education, water and sanitization, protection, economic security and other
natural disaster.
• Plan runs public health information campaigns and trains health and aid workers.

CASE STUDY OBJECTIVE OF PLAN INTERNATIONAL

To reach out to as many disadvantaged children as possible and help them.
In case of emergency, Plan should be able to deploy the most efficient worker and allocate most
appropriate resources whenever and wherever required.

PROBLEM STATEMENT OF THE CASE STUDY

To fulfil their objective of deploying right people at right time and with right number of resources required
the Plans head office to sift through data on all of its 10,000 workers spread across the 70 countries and
see which people have the appropriate skill set and experience as per the situation that required help.
BEFORE INTRODUCING NEW HR SYSTEMS
• They had very outdated decentralized system and it was partially manual.
• To keep a track of people the organization used a patchwork of 30 different human resource
systems, spreadsheets and documents.
• In the time of crisis, it would take weeks to locate people with right language skills, disaster
experience, medical training.
• Example: When a massive earthquake struck Haiti in 2010 Plan had to email everyone asking if
staff knew any people who could speak French, had the appropriate disaster management skills,
and were available to help.

SOFTWARES USED BY PLAN INTERNATIONAL

AFTER THE IMPLEMENTATION OF SOFTWARES
• Plan now could track the skills people bring in when they were hired and also additional training
or experienced, they received for disaster response emergencies while working for Plan
• Helps plan to manage grant and donation received by finding the appropriate people who will
manage it and allocate it as per the requirement
• The system provided a centralized employee profile with a comprehensive view of employee
skill sets, expertise, experience, and carcer interests. Through an intuitive interface, employees
can update their own information, creating an easily searchable directory that every employee
can excess
• The software helped Plan workforce, showing immediately how many people work for plan,
where they are located, what skills they possess, their job responsibilities, and their career
paths
• Due to this system Plan is able to maintain transparency between the donors and the
company’s allocation of sources
Q-1) Describe the problem faced by Plan International. What management, organization and
technology factors contributed to this problem?
The problem Plan International was originally faced was finding people with the appropriate skills and
experience in medical aid, child protection, education, and shelter management to provide the necessary
services.
The second major problem was in decision-making problem because they didn’t have updated information
to make quick decision in a critical situation and they used to work with very outdated decentralized
systems that were partly manual.
Also, huge donations and contributions were made so without the information system it was difficult to
maintain transparency for the donors.
Factors that contributed in this problem:

Management:
In the management the ones who were contributing to this problem were the people within the
Human Resources department. Their inability to quickly find the necessary aid workers severely
hindered their ability to help in a timely fashion.
Organization:
Their problem came from a breakdown in the business process of finding a qualified individual
within Plan with the necessary set of skills to help the affected areas.
Plans International did not have a way to track skills that a person had when they were hired for the
job, and any additional training or experiences they had acquired in response to disaster
management emergencies.

Technology

Plan was faced with having to manually sift through their internal data of 10,000 aid workers across
70 countries in order to find the proper people. This process included sifting through 30 human
resource systems, spreadsheets, and paper documents.

Plan international shift through data on all its 10,000 aid workers in 70 countries to see which
people have the appropriate skills and experience in medical aid, child protection, education and
shelter management. When a disaster struck, Olan had to send an email to everyone asking
whether the staff knew any people who could speak the appropriate language, had the appropriate
disaster management skills, and were available to help.
Q2) Describe the system solution to this problem. Describe the types of systems used for the solution.
Plan now has the ability to see data about all its workers’ skills because of its new human resources
systems. The cloud-based HR system was implemented in only 16 weeks at Plan’s headquarters and all
international regions were brought into system by 2014. It is accessible through the internet for all users.
Employees can now update all their own information, creating an easily searchable directory that every
employee can access.
The technology Plan international selected was from SAPs success factors as well as on premises software
from SAP. This included personnel administration and organization management software.
Software’s used by Plans International

Name of the Software Purpose of using

Success Factors software Recruiting, performance and goals, succession and development,
compensation and learning
Success Factors Workforce It entails systematic identification and analysis of what an time,
Planning Software organization is going to need in terms of the size, type, experience,
knowledge, skills, and quality of its workforce to achieve its business
objectives
SAP’s Personnel Administration To manage employee recordkeeping and organizational data
Software concerning the recruitment, selection, retention, development, and
assessment of personnel
SAP's Organization To depict and analyse their organizational and reporting structures
Management

Q3) Why is human resources so important at Plan International?

Human Resources are so important for Plan International because it works with human, which means the
main objective of the company is aligned in helping humans and taking care of them. Without human this
organization is invaluable. Human resource planning is an important factor over here as it enables
businesses to meet their current and future demands for talent allowing human resource managers to
anticipate and develop the skills that are most valuable to an organisation and proving the enterprise with
the optimal balance of staff in terms of available skill-sets and number of personnel. When disaster strikes,
it is people who make the differences in the recovery. Because plan international did not have a way to
track experience, training, skills, or expertise of its employees, it was not able to deploy the appropriate
resources to the disaster site in a timely basis.
04)How did these systems improve operational efficiency?
These Systems improved operational efficiency by providing better services in short time. Before
implementing these systems, it took more time to communicate with almost all over the world because
they didn’t have enough data available, but now they have latest data available on the systems. Therefore,
it takes less time to communicate and provide better services in any difficult situation.
Due to lack of appropriate technology, it was difficult to maintain transparency between the donors but,
now Plan can also show its donors exactly how their contributions were spent and the results. These
systems helped Plan International to maintain transparency and increase in the flow of contribution and
donations.
Plan international new human resource system provide birds eye view of the entire workforce. Manager
know immediately how many people work for plan, where they are what skill they possess, they job
responsibilities and their career paths. Employees can access their own records online and update
information such as address, family details, and emergency contacts. Much of these information’s used to
take days or months to compile. Now all it takes is the press of a button. The new HR system saves
valuable human resources staff time that can be directed towards more value- adding work.

Q5) How did these systems improve decision making? Give example of 2 decisions improved by plan’s
new systems?
The new human resources systems have the updated information on the systems. So, it helped Plan to
make quick decision in any critical situation. Also, these systems provide a faster and easy way to find any
information about the entire workforce by showing immediately how many people are working and what
skills they possess and what are the job responsibility and when they are working in the field.
Two examples:
1. By using SuccessFactors and SAP human resources software, Plan staff could identify and dispatch relief
workers to disaster areas within hours. When Typhoon Haiyan struck the Philippines in November 2013,
Plan specialists were on the scene within 72 hours.
2. Assembling and analysing data from employee performance reviews, including performance-based
salary calculation, used to take up to six months. Now all it takes is the press of a button.
REFRENCES
• https://www.guru99.com/sapsuccessfactor.html#:~:text=SAP%20SuccessFactors%20is%20a%20cloud,execut
ion%20and%20get%20better%20results.
• https://www.softwareadvice.com/hr/successfactors-software-profile/
• https://plan-international.org/
• https://plan-international.org/news/2010-01-20-plan-helps-earthquake-hit-haiti
• https://www.sap.com/corporate/en/company.html
• https://plan-international.org/publications/typhoon-haiyan-plan-international-emergency-response