Phase 1

Phase 2Employee directory (Who’s who)Org charts (Nakisa)Performance management (PM)360 degree feedbackCompensation management (ECM) forsalary review and incentive paymentsESS country services for RSP, RNA, RUK,RAF, REE and Germany

Phase 3

To exploit the SAPHRONphase 1 and 2 investment

Standardisation and automation

To support and enable other keyprogrammes

HR/IS systems strategy

Personal administration (PA)Organisation management (OM)

Global reporting and statistics

Exploitation of investment – Close down local systems and ensure SAPHRON is single source of HR data

Process excellence focusedon achieving business results

ESS

&M

SSvi

aSA

PPo

rtal

Who

’sW

ho/O

rgan

isatio

nCh

arts

Perfo

rman

ceM

anag

emen

t

360

Degr

eeFe

edba

ck

Ente

rpris

eco

mpe

nsat

ion

Mgt

.(EC

M)

Succ

essP

lann

ing

Pers

onne

lcha

nge

requ

ests

(PCR

)

E-Re

crui

tmen

t

Exte

nded

ESS

e.g.

E-Le

ave

HRAn

alyt

ics

Phase 1Building thefoundation

Phases 2 to 5Driving processexcellence

HR/IS systems strategyExecution of optimised,standardised, integrated andautomated people excellenceprocesses

The Linde Spirit with its values and principlesSafety, Integrity, Sustainability, Respect

High performance organisation (HPO)

Cust

omer

focu

s

Proc

ess

exce

llenc

e

Abili

tyto

exec

ute

Peop

leex

celle

nce

Leading

Only when we can measureCan we improve

By integrating allpeople excellenceprocesses thenmanagers will havedetailed analyticsand statistics

People Excellence – the alignment of:HPO Focused goalsPerformance managementCompetency alignmentPay for performanceEmployee developmentSuccession planning and developmentRecruitment and learningPeople analytics and statistics

High performance organisation (HPO)Business results

LeadIng

Business strategyVision, Values, Principles

Cont

inuo

usim

prov

emen

t

HR/IS systems strategy

Only when we can measureCan we improve

Phase 3 scope

Succession planning and visualisation

Personnel change requests (PCR)via MSS Workflow

Enhanced portal functionality via SAP HRenhancement pack EHP7

Phase 3 scope

E-Recruitment via SAPHRON interface to 3rd partyLeave requests via ESS and MSSHR analytics

Risk assessmentMajor Risks in

Project ExecutionImpact Likelihood Mitigation Risk Owner

SAP HR and SAP Portal technicalupgrade project is a pre-requisite and

may delay start.

High Medium High focus is to be placed ondependent project milestones

completion

IS Technical – Basis,Developers, etc.

HR and IS resource capacity due toconflicting projects

High Medium Regional project activities are to bescheduled such that they avoid

conflicts with other projects

HR & IS; Global and Regional

Fixed Budget High Medium Any cost or time overrun will bemitigated by a reduction in scope,

e.g. EHP7 enhancement functionality

HR & IS; Global responsiblepersons

After PCR prototype finalization theIdentity Management IDM must be

potentially adopted . The related impacteffort could not be assessed in the

current phase.

Medium High Alignments workshops includingprototyping to take place early in the

project lifecycle to address this

HR & IS; Global responsiblepersons with Security

responsible person

Language

Culture

Translation of manuals

Ownership of data

Org units propertiesPositionsJobs

Data governance

Data protection

Literacy / computers

Support packs / upgrades

Local Laws

Challenges & benefits

CHANGE MANAGEMENT