Case Study Background
PrimeRealty Developers Ltd., a publicly listed real estate company headquartered in Gurugram, is one of Northern India's fastest-growing property developers. With a portfolio spanning residential, commercial, and mixed-use developments, the company has experienced rapid growth over the past decade, expanding from 300 to over 2,500 employees across multiple locations in the Delhi-NCR region.
Mr. Rajiv Sharma, CEO of PrimeRealty Developers, has recently unveiled "Vision 2035" – an ambitious growth strategy focused on sustainable development, technological innovation, and expansion into tier-2 cities. "Our people are our greatest asset," emphasizes Mr. Sharma. "To realize our Vision 2035, we need to transform how we identify, develop, and deploy talent throughout our organization."
Dr. Neha Kapoor, CHRO at PrimeRealty, has identified significant challenges in the company's talent management ecosystem:
- High employee turnover in critical roles (property managers, sales executives)
- Inconsistent performance across similar project teams
- Difficulty identifying and developing high-potential employees
- Skill gaps emerging as technology transforms the real estate sector
- Lack of clear career pathways leading to employee disengagement
"We need to move beyond traditional job descriptions to a skills-based architecture that enables greater workforce agility," explains Dr. Kapoor. "This isn't just about implementing new technology; it's about fundamentally rethinking how we understand and develop talent."
With the board's approval, Dr. Kapoor has initiated a strategic project to implement SAP SuccessFactors Talent Intelligence Hub (TIH) as the cornerstone of PrimeRealty's talent transformation journey.
Implementation Challenges
As a consultant engaged to support this implementation, you must address the following questions, considering both technical aspects and organizational change requirements.
Case Study Questions
- Skills Ontology Development
PrimeRealty currently uses traditional job descriptions that vary significantly across departments. How would you design a comprehensive skills ontology that aligns with both the company's current needs and Mr. Sharma's Vision 2035? Outline specific real estate sector skills you would include and how you would categorize them in the Talent Intelligence Hub.
- Executive Alignment Strategy
Dr. Kapoor has observed resistance from some department heads who are concerned about disruption to existing processes. How would you leverage SAP SuccessFactors' visualization capabilities to demonstrate the value of TIH to PrimeRealty's executive team? Include specific dashboards or reports you would prioritize.
- Data Migration Approach
PrimeRealty currently stores competency information across multiple systems, including their legacy HRMS, Excel spreadsheets, and Job Description Manager (JDM). What approach would you recommend for migrating and standardizing this data into the Job Profile Builder (JPB) as a prerequisite for enabling TIH?
- Growth Portfolio Implementation
How would you configure the Growth Portfolio feature to support PrimeRealty's diverse workforce, from construction supervisors to architectural designers to corporate functions? Detail how the system could accommodate different career paths within the organization.
- Learning Integration Strategy
PrimeRealty has partnerships with several external training providers as well as an internal learning academy. How would you integrate these learning resources with the Talent Intelligence Hub to create personalized development journeys based on identified skill gaps?
- Competency Framework Realignment
Dr. Kapoor believes the current competency framework doesn't adequately reflect emerging skills in sustainable construction and proptech. How would you evolve PrimeRealty's competency framework using TIH to incorporate these future-focused capabilities?
- Opportunity Marketplace Design
PrimeRealty operates across multiple project sites and functions. How would you design and implement the Opportunity Marketplace to facilitate internal mobility and project-based assignments? Include specific consideration for how employees could discover opportunities aligned with their Growth Portfolio.
- Succession Planning Enhancement
Mr. Sharma is particularly concerned about succession planning for critical leadership positions. How would you utilize TIH's AI-driven insights to identify high-potential employees and create development pathways for key roles within PrimeRealty?
- Change Management and Communication Plan
Outline a comprehensive change management approach to ensure successful adoption of the Talent Intelligence Hub at PrimeRealty. Include specific communication strategies for different stakeholder groups (executives, managers, employees) across the implementation lifecycle.
- Strategic Workforce Planning Integration
PrimeRealty's Vision 2035 includes expansion into new markets and technologies. How would you leverage the Talent Intelligence Hub to support strategic workforce planning, ensuring the company develops the capabilities needed for future success? Include specific examples of how predictive analytics could inform talent acquisition and development strategies.
Evaluation Criteria
Students will be evaluated on:
- Technical understanding of SAP SuccessFactors capabilities
- Strategic alignment with business objectives
- Practical implementation considerations
- Change management approach
- Innovation in applying skills ontology and capability frameworks
- Appreciation of real estate industry context
This case study aims to develop students' ability to implement sophisticated talent management systems while addressing real-world organizational challenges in Gurugram's competitive real estate sector.
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