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Global deployment of a core HR SaaS solution: Is it worth the effort?Joost van Daelen
Introduction
YES, IT’S WORTH IT, BUT …
Essential ingredients
Essential protection
Essential color
Global paints, coatings and specialty chemicals company
4
€14.3 billion revenue (2014)80+ countries~46,000 employees~200 production sitesLeadership positions in many markets
Revenue by Business Area
42%
19%
39%
15%
10%
37%8%
26%
4% North AmericaLatin AmericaMature EuropeEmerging EuropeAsia PacificOther
39%
27%
34%Performance Coatings
Decorative Paints
Specialty Chem-icals
Operating income by Business Area Revenue by geographic region
5
Support functions are transforming towards Global Business ServicesDecentralized functions
Function reporting and alignment
Shared Services Global Business Services
Human ResourcesInformation Management
Finance
Procurement (non product related)
6Capital Markets Day 2015
Our case
We needed to improve quality of HR dataIssue
Impact
Solution
• Many processes, systems and data definitions• No global organizational structure• Employee data not visible to managers or employees • Legacy Global HR database inflexible and not up to date
• Data inconsistency and errors• International managers lack overview of employee data• Workflows lack managerial lines• Low quality and speed of onboarding to systems• “Hidden data factory “
• One HR core, ‘real time’, including org structure• View access to managers and employees in all countries • Self service in 9 countries (70% of employees) • Automated reuse of data (no manual data intervention)• Data quality via HR Shared Services
Not one system of record
HR data not available
SaaS solution: myHR
Value from creating a single source of employee data now (not tomorrow)Value from creating a single source of employee data
8
• Introduce standard way of working (shared services)• Harmonize processes (global unless)• One HR data source, connected to payroll
we needed to increase speed as money and patience were running out, so we moved to:
• Connecting to other global systems• Double data entry for small countries
The core HR system in the landscape: driving value delivery (blue are global systems)
In Country Payroll
myCareer
Recruitment, Performance,Talent & Succession, Learn
Expenses
Financial ReportingFTE files
Identity & Access Mgt
Active Directory
myHR
Personnel AdministrationOrganization Management
myTime
Time & leave data
Time data collection(Time Clocks)
10
Lessons learned
This is what we learned…
11
Double data entry is difficult, connecting to payroll is more difficult
Only disrupt if you can bring something in return
You can implement without consultants, but it’s a lot of work
The environment is never stable
Focus on data quality
and would have done differently
12
Payroll: more detailed strategy how to connect
Benefits: control over downstream benefits projects
External help: more and higher quality resources
Change mgt: simplification and harmonization upfront
Data Q: stronger central team to drive data quality
Global deployment of a core HR SaaS solution: Is it worth the effort?
13
Consider: All your data is with your vendor
You rely fully on the solution and services of the vendor
The more you integrate and reuse the data, the greater the lock in with that vendor.
YES, IT’S WORTH IT, BUT …
14
Next steps
123
Establishing a data quality mindset and understanding
Evaluate our vendor and prepare roadmap for next steps
Keep connecting our ‘core HR database’ to make the lives of our managers and employees easier