PT InfraCom Technology has delivered data center infrastructure, information security, infrastructure management and IT services to enterprise customers since 2006. Its engineers and consultants work across multiple customer locations on schedules set by role, project and client requirement.
The Challenge
Until 2021, InfraCom ran HR entirely manually, with three HR professionals supporting 300+ employees who spent most of their week at customer sites.
- No HR system behind any process.
Attendance ran on fingerprint terminals and paper worksheets, and compliance with recording was inconsistent. - Manual employee documentation.
Appointment letters and employee documents were produced and issued by hand. - Limited visibility across a dispersed workforce.
Fixed terminals could not capture presence for engineers working at customer and offsite locations. - Performance without structure.
No structured process existed to track how the technical workforce was performing. - A lean HR team carrying the manual load.
Administrative effort grew with headcount, and any improvement had to work without adding HR staff.
Why Darwinbox
As COVID-19 dispersed the workforce further, InfraCom selected Darwinbox in 2021 for one system that could carry its HR processes and give it performance visibility.
- Performance Management as the anchor.
Goal Plan, Review Framework and Calibration run as an annual cycle administered independently by HR. - Mobile attendance for a field workforce.
Multiple check-ins capture presence wherever engineers work, replacing fingerprint terminals and paper worksheets. - Digital HR administration.
Appointment letters for every new permanent employee are generated and issued in-system. - Employee self-service and travel.
Employee requests, HR documents and travel requests moved from manual handling to self-service. - A branded employee experience.
Web and mobile interfaces configured to InfraCom's colors and organizational identity.
The Implementation
In the first year or two, greater attendance traceability was felt as control rather than support, and the HR team worked through it rather than around it.
- Configured around the operating model.
Engineers kept their deployments and schedules; the platform absorbed that variability rather than removing it. - Change support through early resistance.
HR supported employees as mobile check-ins replaced fingerprint terminals and paper worksheets. - Platform as the default route.
Employees were encouraged to treat Darwinbox as the ordinary route for HR processes, not an extra layer. - Coverage widened over five years.
The platform took on a growing share of HR operations while the HR team stayed at three.
Implementing Darwinbox was more than a system migration, it was a cultural transformation. The real challenge was not the technology itself, but helping people embrace a new way of working. Looking back, the journey was worth it as it enabled our HR team to become more efficient, proactive, and focused on creating value for the business.
The Impact
- 100% mobile app adoption.
The entire 300+ workforce is active on the Darwinbox mobile app. - 55.5% performance cycle completion.
Up from 37.04% across consecutive annual cycles, both run on Darwinbox. - Approximately 90-92% of HR processes on Darwinbox.
InfraCom's own estimate after five years on the platform. - Three-person HR team supporting 300+ employees.
Platform coverage widened without adding HR headcount. - Attendance captured where the work happens.
Mobile check-ins cover field and offsite deployments that fixed terminals never reached. - Appointment letters issued in-system.
Every new permanent employee receives their letter through the platform.