More than a bandage for johnson & johnson's hcm

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Talent Management – Optimizing Your Workforce With a Unified Solution

It’s no longer just about talent for talent’s sake. It’s about the overall health of your organization and aligning your workforce to the rest of your business. Check the box on recruiting and retaining and make your way to truly engaging. Find out how a unified solution will give Johnson & Johnson a more complete operational picture of its workforce to provide that lever for optimization, and how it can do the same for you.

In this webcast you’ll learn:
- Johnson & Johnson’s journey to the cloud.
- How better access to real-time integrated people data results in more informed decisions.
- Why a more consistent and easy-to-use experience improves engagement.
How a unified set of data and metrics ensures the right talent, in the right roles, at the right time.

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More than a bandage for johnson & johnson's hcm

  1. 1. More than a Bandage for Johnson & Johnson’s HCM Optimizing their Workforce with Workday’s Unified Solution Michelle Frank HR Director Workday I Johnson & Johnson Cristina Goldt Director of Product Marketing | Workday
  2. 2. Our world is changing Changing User Expectations Simple, Intuitive Engaging Changing Technologies Mobile, Social Cloud Changing Business Landscape Global, Complex Speed
  3. 3. Poor Visibility Inefficient Higher Cost Rigid and Complex
  4. 4. Poor Visibility Inefficient Higher Cost ERP Rigid and Complex
  5. 5. HUMAN RESOURCES TALENT BENEFITS PAYROLL MOBILE CONSUMER UI TIME TRACKING RECRUITING ACTIONABLE ANALYTICS GLOBAL AT THE CORE COLLABORATION ADAPTIVE FOUNDATION TECHNOLOGY FOUNDATION MULTI-TENANT IN MEMORY OBJECT ORIENTED SECURITY EMBEDDED SERVICES INTEGRATION CLOUD CONFIGURABLE BUSINESS PROCESSES SETTLEMENT ENGINE REPORTING & WORKTAGS GOVERNANCE & COMPLIANCE
  6. 6. COMPENSATION ABSENCE CAREER & DEVELOPMENT ONBOARDING GOALS SUCCESSION HUMAN RESOURCES TALENT ORGANIZATIONS PERFORMANCE TIME TRACKING BENEFITS BENEFITS HUMAN RESOURCES BENEFITS RECRUITING RECRUITING RECRUITMENT RECRUITING TALENT TIME TRACKING TIME TRACKING PAYROLL PAYROLL PAYROLL RETIREMENT
  7. 7. COMPENSATION ABSENCE CAREER & DEVELOPMENT ONBOARDING GOALS SUCCESSION ORGANIZATIONS BENEFITS PERFORMANCE HUMAN RESOURCES PAYROLL RECRUITING PAYROLL RETIREMENT RECRUITMENT CHOICE & FLEXIBILITY TIME TRACKING TIME TRACKING BENEFITS RECRUITING TALENT USER ENGAGEMENT COMPLETE INSIGHT
  8. 8. Johnson & Johnson’s Journey 2009 Global HR Transformation SAP We learned some lessons: • Dependence on an outsourcer led to transaction quality issues • Complex technology involved heavy IT support • Inelegant user interface required training and customer support • Launch in largest markets amplified impact And missed opportunity to fully realize ROI.
  9. 9. Johnson & Johnson’s Journey 2009 Global HR Transformation December 2011
  10. 10. Johnson & Johnson’s Journey 2009 December 2011 October 2012 Phase 0 Go Live ~ 4,000 Global HR Transformation Indonesia Korea Philippines Vital Capabilities By population across the enterprise Core HR By country Taiwan Thailand Vietnam
  11. 11. Johnson & Johnson’s Journey 2009 Global HR Transformation December 2011 October 2012 Phase 0 Go Live April 2013 December Q2/Q3 2013 2014 Insource all HR Operations Phase I Countries ~27,000 Wave 1 Wave 2 Ireland China Hong Kong Austria Japan France Australia United Kingdom New Zealand
  12. 12. Johnson & Johnson’s Journey 2009 Global HR Transformation December 2011 October 2012 April 2013 Phase 0 Go Live Insource all HR Operations 100+ HR Systems Q2/Q3 2014 Phase 1 Go Live 2015+
  13. 13. Adding to the Conversation *coming 2014 5 Employee December / January • Enter goals & leadership commitments • Enter development Plan • Update talent profile • Document progress and results to date • Complete self-evaluation ratings and comments Manager In Workday June / July 4 Year-End Compensation January 3 Year-End Performance 2 Succession Planning Mid-year Performance Performance Planning 1 • Approve goals, leadership commitments and development plan • Complete manager talent assessment • Add mid-year comments and approve • Maintain succession plans • Request stakeholder feedback • Complete manager evaluation 4 5 Employees can make ad-hoc adjustments to goals, leadership commitments, development plan and talent profile throughout the year Formal Conversations Ongoing Conversations Actions in Workday 1 9
  14. 14. To deliver greater value Leaders Employees Human Resources Better access to real-time integrated people data for decision making A more consistent and easy-to-use experience, improving engagement Unified set of data and metrics to ensure the right talent is in the right roles at the right time Improving our ability to respond to the market and drive value for our customers
  15. 15. HR Strategic Priorities HR is Leading toward Our Future     Develop world-class and diverse talent at all levels Drive organizational capability and new business models Enable a credo-based, high-performance culture Develop exceptional talent and operational excellence in HR Attract BBHR Reward SGs Develop HR Services Assess Harmonized processes and policies across sectors within a country Technology to enable an integrated approach to talent management Optimized HR Service Delivery Model
  16. 16. Reactions to Workday Now we have system support which helps us to control employees’ data more effectively and save time. I can find my employees’ data in one place! I am confident about the system stability! Workday is a userfriendly system.

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