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SSON 12th Annual European Shared Services & Outsourcing Week: HR Transformation
Game Changing Technology: The Powerful Opportunity Behind HR 2.0 – SaaS, Workforce Analytics, TM Systems & What’s Next.......
Andy Moffat, HR Director, Aviva Europe
May 2012
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How Aviva Addressed This Subject
1. Introduction to Aviva
2. Why Saas/Cloud Technology was the Right Choice for Aviva ?
3. Now We Are Live, What’s SaaS/Cloud Really Like to Live With?
4. Looking Forwards, What’s Next?
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Aviva: A 300 Year Heritage
1861
1865
1797
1696
1998 2000
2002
London & Edinburgh 1998
1905 Hand in Hand
2005 2006 2009
One Global Brand Aviva
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Aviva Facts And Figures
We have worldwide sales of £47 billion
We have 36,100 employees worldwide
We have £263 billion of funds under management
The world’s sixth largest insurance group
44.5 million customers worldwide
Aviva, a $6 billion global brand
300 years of history We operate in
21 countries, with focus on 12 core markets
We’ve insured everyone from Sir Isaac Newton to
John F Kennedy
We sponsored Dee Caffari, the first woman
to sail non-stop both ways around the world
60,000 hours of employee volunteering in 2011
The largest insurance services provider in the UK
Aviva Markets 2012
•Canada •China •France •Hong Kong •Lithuania •Malaysia •India •Indonesia •Ireland •Italy •Poland •Russia •Singapore •South Korea •Spain •Sri Lanka •Taiwan •Turkey •UK •USA •Vietnam
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Why Aviva Chose Saas/Cloud Technology for its HRMS: Workday
Workday is a Software as a Service (SaaS) solution, i.e. a software delivery model where a software vendor develops a web-native software application and hosts and operates the application for use by its customer over the internet through a single subscription fee.
What Workday
manages for Aviva
Upgrades Patches Availability Backup Network Storage Operating system Database Integration Provisioning Security Data center Disaster recovery System maintenance Performance tuning
Why Aviva Benefits
Ability to leverage the best of the web
Cheaper & faster than ERPs of similar scope and scale
Rapid delivery of new functionality (3 releases per year)
Immediate improvement of HR operations through best practice
Ability to dynamically maintain & measure
Data security complying with our data protection requirements
What Aviva gets for its money
Newest in Innovations
Rapid implementation
Immediate upgrades
Lower operating costs
Better service levels
Comprehensive Security
Discipline & Governance Forced to stay vanilla as configuration not customisation
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Now we are Live, What’s SaaS/Cloud Really Like to Live With – The Positives?
• 3 Releases a year ensuring on-going global compliance and introducing new functionality you can adopt when you want eg Performance Mgt
• Ease of Configurability – Configuration in HRs hands not dependant on IT availability (although configuration does require some governance oversight)
• Single instance – global data available instantly to support decision making
• Access any time anywhere through mobile devices – ipad, iphones, blackberries
• Ease of Use - Modern look and feel naturally driving high levels of employee adoption with low training requirements.
• Cost of ownership: New functionality included within regular releases eg succession planning; annual reward and bonus cycle; global mobility
• Single platform facilitated the creation of HR Shared Services
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Now We Are Live, What’s SaaS/Cloud Really Like to Live With – Lessons Learned
• Initial disbelief in speed of deployment particularly amongst third party incumbant suppliers - strong change management needed for all parties that are not familiar with Saas/Cloud technology
• Upfront definition of data dictionary critical to maximising global MI & Reporting benefits
• Put in place governance to minimise configuration variation by country/function to minimise overhead from new release testing. This governance has to continue in BAU.
• Scarcity of experienced resources
• Dependant upon supplier for new functionality so need to take an active role in appropriate communities to shape and influence demand for new functionality
• Whilst self service is intuitive, continued monitoring is required to continue to drive high self service utilisation levels
Example Utilisation Metrics
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ESS Compliance MSS Compliance 95% 88%
Business Process ESS HR MSS Total Blueprint %
Compliance Change Marital Status 13 13 ESS 100% Change Personal Information 2 2 ESS 0% Change Photo 4 4 ESS 100% Change Primary Address 18 1 19 ESS 95% Correct Date of Birth 4 4 ESS 100% Correct Time Off 64 6 70 ESS 91% Create Primary Address 5 5 ESS 100% Manage Goals 85 85 ESS 100% Move Worker 1 1 2 MSS 50% Request Compensation Change 1 1 MSS 0% Request Delegation Change 16 1 17 ESS 94% Request Leave of Absence 66 20 15 101 ESS 65% Request Return from Leave of Absence 52 14 7 73 ESS 71% Request Time Off 496 5 501 ESS 99% Set Review Content for Performance Review 515 1 516 ESS 100% Terminate Employee 1 11 12 MSS 92% Transfer Employee 3 30 33 MSS 91% Grand Total 1338 55 65 1458
Current state:
System utilisation and blueprint compliance results continue to be very good in Spain. A lot of work has been put into encouraging the managers to use MSS and supporting them in doing so.
Low compliance in some transactions is related to exceptional cases when the manager is external and not easily available.
Next Steps:
We will look closer into possibility of differentiating planned leaves from unexpected ones as well as into possibility of treating LoA-related processes as MSS or HR (exceptionally) and not as ESS.
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Looking Forwards
• Great source of global data – Maximise the use of this data particularly focussing on resource planning, talent management and succession planning
• Digital media is creating additional data that we need to be actively using to continue to improve services eg listening audits, web page on which candidates abandon etc
• Optimising the use of new functionality to take maximum advantage of what’s available in the core product
• Increased virtual and cross border working making mobile technology even more important
• Moving to predictive analytics
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Looking Forwards – What’s Next for Aviva...
Software-as-a-Service
End-user applications delivered as a service
Significantly lower run cost of ownership for Aviva
Mobile Technology
Gives self-service access to data to run our business effectively
anytime, anywhere
Recruitment Technology Learning Management Solution
Saas Based Integrated LMS via preferred supplier
Digital Media Strategies
Currently reviewing how digital media could provide more effective ways to
attract talent to Aviva. Piloting a number of different approaches to inform our
digital media strategy
Workday will be our primary, single source of HR record globally and with the fully integrated learning solution (Cornerstone OnDemand) and recruitment technology provides our core HR technology offering globally.
Data Warehouse, Data Archiving & Document
Management Strategies
Currently reviewing whether we need A data warehouse, approach to data Archiving and document mgt strategy
Saas based candidate tracking and CRM solutions
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© Aviva plc 2009
Thank You & Questions
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© Aviva plc 2009