Rahul International School

Overview

When the HR team at The Rahul International School (RIS), Mumbai set out to find a cloud-based HR solutions partner, the search was driven by the need to find a company that could adapt to the school’s requirements for managing a unique educational model. In general, managing HR in education poses a special balancing act. Unlike in the private sector, where HR managers first seek ways to keep employees engaged in the organization, the education HR manager first looks to better support the teacher’s engagement with his or her students (and then promote organizational commitment). HR demands compete for a teacher’s precious time – time spent either with, or preparing to be with, students.

Background

Rahul Education, the parent organization covering five registered educational societies, is a reputed quality education provider. It comprises of 36 institutions spread across Thane and Palghar districts of Maharashtra, and Chandauli district of Uttar Pradesh. Ever since the commencement of its first school in Bhayander in the year 1992, Rahul Education has diligently followed the path of delivering 360 degree quality education. Rahul Education is already providing education in all streams of Engineering, Polytechnic, Architecture, Design Studies, M. Ed., B. Ed., D. T. Ed., E. C. C. Ed., Junior College (Commerce and Science), IGCSE, ICSE, CBSE, & SSC Curriculum. It is further expanding its horizons by venturing into the following educational milestones like Medical College, Established Deemed University, Spreading Education to 100000 students by 2021.

Challenge

2-3 short paragraphs describing what they were doing before they purchased your product and what challenges this presented and/or what goals they were trying to achieve.

Result

Implementing Global HR was so straightforward that the existing HR team could get Global HR up and running at a particularly busy time for the business. The people at Global HR provided excellent levels of service and made the whole process manageable for RIS allowing them to achieve the benefits quickly producing a very fast return on investment.

Prior to Global HR, information was centred in paper files and on areas of the network that only HR people could access and an antiquated HR solution with limited functionality was in place. A new system was needed to help reduce the weight of the administrative workload that fell on the small HR team as it processed information and provided it to Teachers and staff. The solution would automatically involve staff and individuals throughout the business in people-management activities. The new system also should provide more sophisticated information and reports to assist with business improvement.

Areas where HR workload was high and where the business would especially benefit from involving Head of Department directly included:

• Absence and holiday management. In RIS as in most educational environments, managing absence and holiday for its large number of staff is a huge task.
• Providing information to HODs about the people in their department, including sickness and timekeeping information so they could directly manage disciplinary procedures and lectures.
• Reminding people to take part in routine processes such as appraisals that involve individuals, teachers, HODs and HR.