Accenture India Employee Engagement Insights
Uploaded by
Vijay STopics covered
- Diversity and Inclusion,
- Talent Program Management,
- Business Continuity Management,
- Persons with Disabilities,
- Employee Lifecycle,
- Collaboration with Business Le…,
- Sensitization Programs,
- HR Metrics,
- Change Management,
- Market-leading Benefits
Accenture India Employee Engagement Insights
Uploaded by
Vijay STopics covered
- Diversity and Inclusion,
- Talent Program Management,
- Business Continuity Management,
- Persons with Disabilities,
- Employee Lifecycle,
- Collaboration with Business Le…,
- Sensitization Programs,
- HR Metrics,
- Change Management,
- Market-leading Benefits
Common questions
Powered by AISuhas Noronha managed the Business Continuity Management framework by documenting processes, conducting training, communicating protocols, and executing recovery processes, thus ensuring the HR team's preparedness and resilience during disruptions .
To position Accenture as an Employer of Choice, Suhas Noronha shaped the talent strategy in alignment with business priorities, built a framework to enhance Accenture’s reputation in the talent market, and enabled the definition and adoption of Accenture India's Integrated Culture Model .
Suhas Noronha designed the 'Leadership Connect' agenda which ensured effective communication of business strategies by leaders to the wider employee base. This initiative facilitated alignment and understanding of strategic goals across the organization .
The development of Accenture's Integrated Culture Model under Suhas Noronha's guidance was critical in driving awareness, adoption, and advocacy of desired cultural attributes within the company. It likely improved employee engagement by fostering a unified and culturally-aligned working environment .
Suhas Noronha revamped the Employee Referral Program strategy to engage employees more effectively and establish it as the primary hiring source. He collaborated with global Talent Acquisition teams to enhance local strategies, managed platforms to support the program, and partnered with directors to leverage referrals for business growth .
Suhas Noronha led the India program strategy for creating employment opportunities and career growth for Persons with Disabilities (PwD) at Accenture. He partnered with external networks to provide thought leadership, formulated supportive policies, and developed the ecosystem to empower PwD. He also established sensitization programs, anchored the India Accessibility Council, conceptualized capabilities-focused learning programs, and created a Virtual Reality experience of disabilities as a training module .
Suhas Noronha aimed to enhance leadership skills and plan for future leadership roles within Accenture. He managed the Leadership Development agenda by coordinating with specialized teams to deliver bespoke programs. Additionally, he implemented succession planning and defined development actions for potential leaders, ensuring a robust pipeline for leadership roles .
Suhas Noronha created the first Virtual Reality experience of disabilities as a training module. This innovative approach aimed at enhancing empathy and understanding among employees towards Persons with Disabilities, thus improving workplace inclusivity and awareness .
Suhas Noronha designed and implemented performance and career management processes for Accenture's large employee base, managed engagement and retention initiatives, ensured internal HR compliance with international standards, and executed business recovery processes. This comprehensive management ensured high HR standards and operational resilience .
Suhas Noronha developed staffing and acquisition strategies using diverse sourcing channels, and managed staffing operations to control pyramid costs while utilizing recruitment and contracting efficiently, thereby achieving cost-effective staffing solutions .
