The Changing Face of Employee Profile


Allowing employees to create and edit their profiles is one of the most basic features of most HR applications that enable employee and manager self-service. Employees can verify the information in their profiles, and managers can look at key information for the employees reporting to them.

The employee profile as offered by major Human Capital Management (HCM) products has seen a major facelift in recent times. Till not very long ago, an employee profile contained static data related to personal details and employment. Maintaining the accuracy of such personal data was a challenge. This data accuracy challenge was compounded by the fact that many employees and managers did not have access to employee data on the portal. Compensation data, for example, is critical, since it directly impacts salary; this used to be painstakingly verified and maintained by other means.

Though the challenge of personal data accuracy persists for some enterprises, most have largely overcome this. A few years ago, TCS had developed and deployed an employee profile feature for a few of our clients. The one-page profile had information pertaining to personal details, professional experience, and talent information. This was well received by all the clients, since it gave them an easy way to maintain updated, relevant employee information. It also provided employees and managers ready access to key employee details on a single page.

The employee profile is now seeing further enhancements including the following:

  • Social profile (that displays the employee’s contributions, blog posts, influence, score, etc.)
  • Details of employee engagement
  • Information about work and progress on goals
  • Career progression
  • Analytics (such as insights into alignment of employee performance with business results, trends in learning, and the impact of training on performance)
  • Better cross system integration and data consolidation
  • Enhanced usability across a range of devices

What was once considered a basic feature in HCM applications has evolved into something sophisticated and of great value to employees, managers, and HR teams.

What other elements do you think will soon be part of employee profiles? What other aspects do you think are useful and should be part of the profile? Any thoughts are welcome.

About the Author

Bharath Ramakrishnan
Bharath Ramakrishnan is Head, Product Engineering – Human Capital Management, Platform Solutions. He manages the HCM product solutions offered on a cloud platform. He is responsible for solution development, and supports project delivery and pre-sales. Bharath has over 21 years of experience in Information Technology and has held several strategic and critical management roles at TCS.

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