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ADP ReThink Global HCM: Best Practices in Executing HCM Strategy

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by Luke Adams
Director, HRIS Payroll
Abercrombie & Fitch

More in: Technology , Business
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  • 1. Best Practices in Executing to the HCM Strategy Luke Adams Director, HRIS Payroll Abercrombie & Fitch
  • 2. About Abercrombie & Fitch
  • 3. Iconic brands with global appeal and a clearly defined aesthetic
  • 4.   Iconic brands with global appeal and a clearly defined aesthetic Corporate Strengths   High quality merchandise and store environment   Highly consistent store execution   Top-talent and can-do culture   Significant international penetration, and infrastructure to expand
  • 5. Associate Population Profile
  • 6. Young associates Attributes Driving Payroll Strategy Highly mobile Technically savvy High turnover Store Managers:   Focused on operations   High percentage of Expats   Increased pay complexity verses U.S.
  • 7. U.S. 100,000 Associates, 90% are part-time International Part-Time 22% Part-Time 68% International 24% Full-Time 2% Full-Time 8%
  • 8. International Expansion Abercrombie & Fitch - Paris 23 avenue des Champs-Elysées
  • 9. International Expansion -1995 2006 2007 Canada 2008 UK 2009 2010 Italy Japan Germany Spain Denmark 2011 2012 2013 Australia Korea France Poland Ireland Sweden Netherlands Austria Belgium China Hong Kong Singapore ADP Localized Products ADP GlobalView 2014 UAE
  • 10. International Footprint Payroll Service Centers
  • 11. Pillars of Operational Excellence
  • 12. Payroll Operations Excellence Global HCM Strategy Organizational Alignment Technology
  • 13. Pillar 1: Global HCM Strategy
  • 14.   Implement global solutions Global HCM Strategy   Centralize processing and control   Regional associate support and audit   Integrated organizational structure   Leverage automated solutions
  • 15. Pillar 2: Organizational Alignment Abercrombie & Fitch - Honk Kong Pedder Building, Central HK
  • 16. HR Associate Relations Payroll & HRIS Alignment Store Operations Legal Payroll & HRIS International Payroll Payroll Operations Payroll Accounting and Tax HRIS Finance I.T.
  • 17. Pillar 3: Technology
  • 18.   Service delivery   Self-service Technology Capability Profile   Mobile   Electronic content management   Social and collaboration   HR analytics and BI   Workflow and process automation Basics Compelling Advanced - Pull Advanced - Push Foundational   Talent Management   HRMS core   Workforce management   Security
  • 19.   Incremental configuration   Quicker expansion into new markets Global Solutions Enablement: Foundational   Lowers incremental costs   Lower training and cross training effort   Lower headcount   Lower risk   Greater transparency   Lower maintenance costs
  • 20. Service Delivery Global Solutions Enablement: Basics   Tier 0 – 3 support   Service and risk mitigation Self-Service   The only option for cost effective service 24/7, 365
  • 21. Global Solutions Enablement: Compelling Capability Coverage   Workflow and process automation   Mobile   Electronic content management
  • 22. Global Solutions Enablement: Advanced Pull Capability Coverage   Social and collaboration
  • 23. Global Solutions Enablement: Advanced Push Capability Coverage   Business intelligence   Analytics
  • 24. Technology Maturity Curve
  • 25. Electronic personnel files CRM (Incident Management) Associate communication Technology Maturity Curve Mobile solutions Associate self-service (Portal) Manager self-service Global payroll Global HRMS
  • 26. Lessons Learned   Table stakes   Building the business case   ROI considerations
  • 27. Associate Perspective
  • 28. Thank you