Managing employee lifecycle from hiring to termination and re-hire for hundreds (or even thousands) of employees can become tedious for any company. This is especially true if manual processes are involved to onboard new employees or provide them with role-based access to the system, tools, and applications needed to perform their job.
For an average company, this seemingly simple burden of provisioning and onboarding new employees can take up to two hours or more. If this labor cost can simply be avoided, the highly skilled employee resources performing this repetitive task could be shifted to more important, interesting and valuable work.
Topgolf, a global sports entertainment company, experienced this problem while they were in an aggressive expansion mode to open many new locations. Topgolf grew from 14 locations in 2015 to 60 locations by the end of 2019, leveraging RoboMQ’s Hybrid Integration Platform (HIP) to integrate and automate the manual processes involved to onboard new employees. Doing so, Topgolf was able to save over $700,000 per year in direct labor costs.
Topgolf has grown its operations and employee headcount substantially in recent years. With 22,000 or more employees in 60 venues across the globe, the company could no longer rely on time-consuming, tedious manual processes to onboard and provision new employees from ADP Vantage to Active Directory (AD). On top of this, Topgolf needed to create role-based accounts and access to:
RoboMQ was asked to design, develop, and maintain an integration solution on the RoboMQ Hybrid Integration Platform to streamline and automate the role-based provisioning process for onboarding new employees. RoboMQ’s design approach was a modular provisioning process, which allowed flexibility for the addition of more functionality as the company grows. The major functionality provided was:
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