Accenture HR Practices Analysis

This report analyzes the HR practices at Accenture Australia. It covers performance, culture, and engagement-related initiatives. The report provides recommendations for improvement.

Running head: ACCENTURE HR PRACTICES
ACCENTURE HR PRACTICES
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Table of Contents
Introduction......................................................................................................................................2
Performance-related initiatives........................................................................................................2
Culture-related initiatives................................................................................................................3
Engagement-related initiatives........................................................................................................5
Recommendations............................................................................................................................6
Conclusion.......................................................................................................................................7
References........................................................................................................................................8

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Introduction
The report is focused towards the effective analysis of the various aspects related to
organizational human resource functions and management. Accenture Australia is selected as the
organization in focus for the report. The most important aspects related to the company’s HR
functions are analyzed in order to understand their greater significance towards determining
employee satisfaction, functional efficiency and employee retention. The company takes various
initiatives that are focused towards improving the HR management. The initiatives are discussed
in accordance with the specific actions that are taken by the organization to ensure their smooth
management. The relationship between the organization and the employees are explored through
the analysis.
Performance-related initiatives
The company treats performance management with much importance. The functions of
the organization are focused toward improving the individual abilities of the employees.
Subsequently, the company focuses on using individual abilities towards improving collective
performances. The company uses an efficient performance management system that utilizes
performance data of the employees. The company also utilizes reward systems to motivate the
employees to perform better. The company makes effective usage of technology to improve its
performance. The company uses the latest in performance management technology. Being a
consultancy firm providing essential services and solution to other organization helps Accenture
to understand the essential aspects related to performance management (Accenture 2019). The
performance management system is connected to the overall organizational strategy. Hence,
performance management is taken in a holistic sense. The performance management functions of

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the organization are systematic in nature. Hence, the individual performances are monitored and
assessed by the team leaders. The team performances are managed by the senior team leaders
(Cascio 2015). The performances of the teams managed by the senior team leaders are in turn
managed by the higher management and so forth. The systematic flow of performance
management is supported through quality, feedback and HR teams that assist in performance
management.
Accenture puts more emphasis on understanding the performance capabilities of the
workforce. Individuals are selected on the basis of their effective performance potential. The
company uses a strong feedback mechanism to help employees perform better. There is a
performance based reward system that is currently used in the organization. The rewards are
provided half-yearly and annually based on the performances of the employees. The employees
that are the highest achievers are provided rewards in accordance with various categories. The
annual rewards and recognitions consider more categories than the half-early events. The half-
yearly and annual rewards are focused towards not only rewarding but recognizing the
exceptional performers for the organization. The rewards consider individuals, teams, managers
and people of the higher management that had greatly contributed to the growth of the
organization. Certificates are provided to commemorate the winners and achievers.
Culture-related initiatives
The company has a culture based on mutual respect and coordination of all employees. In
Australia individualism is more predominant in the organizational environment. Hence, in most
cases the organizational culture that is prevalent is based on individual performance,
development and growth. Accenture is to some extent affected by the individual oriented culture

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of the country. However, at the same time the values of mutual respect, wellbeing and collective
performance improvement is also focused by the organization (Morgan 2008). The company is
continuously trying to improve its culture. Culture is also given much preference in instances of
change oriented activities. As an organization Accenture promotes multiculturalism and
workplace diversity. Equal opportunity for growth is provided to individuals of all cultural
backgrounds. The company focuses more on making corporate citizens. It recognizes experience
through tenure based incentive and bonus plans for the employees. The company is also
essentially focused towards improving its corporate social responsibility functions.
The company utilizes diverse teams to improve the performance potential of each team
working for the organization. Much importance is provided towards supporting, leading and
sustaining efficient team performances (Brown 1992). The company motivates employees to
innovate and provide newer ideas to help their teams in the various tasks. One of the most
important cultural aspects of the organization is the focus on individual development that
ultimately helps the teams to perform better. For achieving this the culture of the company
focuses on creating a safe workspace and takes strict actions against any form of mental or
physical intimidation or harassment that employees can face. The HR department supports the
functions of the teams that are engaged in productive functions. Birthday celebration of team
members, employee tenure anniversaries, happy hours and team bonding sessions like outings
and tours are encouraged by the HR department. Relationship management is an essential
function of the organization. The organization is focused towards creating a strong bond between
employees and their teams. Much importance is provided towards nurturing the talents of
employees in a safe and friendly working place.

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Engagement-related initiatives
Employee engagement is a significant function of organizations. It helps to create
mutually beneficial relationships between the organization and the employees. Essential
engagement is necessary to improve the performance related functions of the organization. In
most organization the focus is on engaging with employees on both professional and personal
levels. This creates an environment where the employee can actually identify his/her own goals
with the goals of the organization. One of the most important employee engagement approaches
that is taken by Accenture as an organization is a human centered employee engagement
approach (Accenture 2019). The employee engagement functions are optimized in accordance
with the service delivery model that is utilized by the organization. The essential needs of the
modern workforce are considered to provide a strong and effective employee engagement
framework. The company focuses on the initiative of identifying moments that matter. Some
important touch points are considered based on personas of employees and experience oriented
principles. Three important aspects are considered by the organization. Firstly, the organization
creates employees personas based on ethnographic data and employee background information.
The Second step is the creation of journey maps. The maps are focused towards visualization of
the priorities of individuals. The third aspect is related to the principles of employee experiences.
This factors is derived from the guidelines that are already present in regards to the experiences
of the employees. Much importance is provided to the flexible work needs of the employees as
and when required and if possible. The employees are provided feedback to guide their
performance, rewards to recognize their productivity and ample leaves to cater to their life
requirements. The moments that matter are essentially the exact points when the employees need
to interact with the organization for some form of assistance or help. To facilitate employee

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engagement the company utilizes technology. Employee portals are created where employees
can ask for leave, provide feedback, report grievances and even report abuse if necessary. The
employees are given ample channels to interact with the organization.
Recommendations
The company has used many of the essential HR techniques to improve its HR
interactions. However, there are more things that the company can do to improve employee
interactions further. The recommendations can be given in regard to each of the areas that have
been identified above.
Firstly, for better performance management the company can increase the half-yearly and
annual rewards to quarterly rewards. In this case the employees would be rewarded on the basis
of their performances more. Employees would be rewarded for their performance in each of the
four quarters of the financial year. Employees would be more motivated to perform better as they
can get rewarded more often than having to wait for six months and one year. The monthly,
reward systems that are already in place could provide further strength.
Secondly, for further improving the cultural factors, the organization would need to
implement special sessions for enhancing the cultural understanding between the people of
diverse cultures. Cross-cultural training should be provided to the employees in order to help
them live up to the standards of cultural communication that is required in Accenture. More
emphasis should be given towards creating an environment of acceptance and cooperation. It is
important that the employees and the management develop essential relationships.
Thirdly, coming to the engagement related initiatives, it is seen that the organization does
not have much health related or sports related activities. Thus, it becomes important that the

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organization takes special initiatives to create health awareness and sportsman spirit within the
employees. It is important that the organization organizes special sports events where the
employees can participate. This would ensure greater participation and engagement of the
employees. The organization needs to provide values that go beyond simple organizational value.
Conclusion
In conclusion, it can be said that Accenture Australia does have an effective system of
HR practice. The performance related initiatives help to maintain employee productivity. The
culture related initiatives ensure that optimal levels of organizational culture are maintained. The
engagement related initiatives ensure that the employees are more inclined towards the
organization and perform as motivated individuals. The organization has been able to perform
significantly well due to the various approaches it has undertaken to perform better in the
operational environment. If the recommendations are considered, the company can optimize its
HR functions.

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References
Accenture, (2019). [online] Available at: https://www.accenture.com/au-en/careers
Albrecht, S.L., Bakker, A.B., Gruman, J.A., Macey, W.H. and Saks, A.M., 2015. Employee
engagement, human resource management practices and competitive advantage: An integrated
approach. Journal of Organizational Effectiveness: People and Performance, 2(1), pp.7-35.
Brewster, C., Vernon, G., Sparrow, P. and Houldsworth, E., 2016. International human resource
management. Kogan Page Publishers.
Brown, A., 1992. Organizational culture: The key to effective leadership and organizational
development. Leadership & Organization Development Journal, 13(2), pp.3-6.
Cascio, W.F., 2015. Managing human resources. McGraw-Hill.
Morgan, G. (2008). Images of organization. Thousand Oaks, Calif.: SAGE Publ.