Hr Transformation Overview
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Hr Transformation Overview

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A disciplined approach to achieving world-class HR operations.

A disciplined approach to achieving world-class HR operations.

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Hr Transformation Overview Hr Transformation Overview Presentation Transcript

  • HR Operations Moving to World Class A Sample Case Study Integrating Business Transformation, Technology Integration and Change Management Last Revised: 29-Apr-2009 Copyright © 2009, Banner Solutions Corporation. All rights reserved.
  • Organizational Summary Rapidly growing organization Employees experience frequent and substantial change Diverse and energetic workforce Supports HR mostly with custom-built technologies but have implemented SAP Growth and globalization increasingly challenge the efficiency and effectiveness of existing HR service models Copyright © 2009, Banner Solutions Corporation. All rights reserved.
  • Sample Goals Transition HR service delivery to World-Class standards in terms of effectiveness and efficiency. Self-service and data management Organizational effectiveness Human capital management Policy administration Define the appropriate technology mix to support World-Class service delivery given continued growth and an increasingly global presence. Oracle ERP and other COTS applications Custom in-house solutions Outsourced providers Manage the organizational change resulting from this sort of transformation and validate value through ROI, retention and employee satisfaction. Copyright © 2009, Banner Solutions Corporation. All rights reserved.
  • Approach as an FTE Baseline Prioritized Implementation Visioning Gap Analysis Assessment Quantification Planning 2-3 Weeks 6-8 Weeks 7-9 Weeks 2-3 Weeks 1-2 Weeks 1-2 Weeks • Define a Vision • Performance • Assessment of • Integrate vision • Review strategy and High-Level metrics analysis processes and strategies • Create roadmap Strategy based • Interview key against a best with the document on the following executives and practice benchmark including key results: selected regional/ repository results recommendations • Outcomes functional leads • Identification of • Prioritize with a high level • Outputs • Review processes, primary recommended timeline • Interim roles, technology business portfolio of • Build the business Results and governance process initiatives case for the first • Clarify any • Collect other data improvement based on phase guiding as appropriate initiatives and benchmark and • Consider • Strategy principals quick wins best practice • Value • Clarify gap • Achievability technology assessment • Client buy-in integration results points Change Management Get acclimated Copyright © 2009, Banner Solutions Corporation. All rights reserved.
  • Approach as a Consultant Baseline Prioritized Implementation Visioning Gap Analysis Assessment Quantification Planning 1-2 Weeks 5-7 Weeks 7-9 Weeks 2-3 Weeks 1 Week 1-2 Weeks • Define a Vision • Performance • Assessment of • Integrate vision • Create roadmap and High-Level metrics analysis processes and strategies document Strategy based • Interview key against a best with the including key on the following executives and practice benchmark recommendations results: selected regional/ repository results with a high level • Outcomes functional leads • Identification of • Prioritize timeline • Outputs • Review processes, primary recommended • Expand your • Clarify any roles, technology business portfolio of strategy to guiding and governance process initiatives account for interim principals • Collect other data improvement based on results • Complete as appropriate initiatives and benchmark and • Build the business project logistics quick wins best practice case for the first • Clarify gap phase technology assessment • Consider • Strategy integration results • Value points • Achievability • Client buy-in Change Management Copyright © 2009, Banner Solutions Corporation. All rights reserved.
  • Managing Change Establish a Assess the Sustain the Strong Enable Change Environment Change Foundation • Articulate the • Survey a cross • Build and • Increase compelling need sampling of implement your momentum based for change employees communication on proven success • Create an • Interview key strategy • Reinforce adoption executive steering stakeholders • Leverage the low and adopters team • Complete a hanging fruit • Clarify the vision readiness • Remove barriers for the future and assessment for adoption communicate considering: • General • Culture • Based on • Communication departmental • Training impact analyses • Impact • Design and deliver • Leadership the appropriate • Risks and training Issues • Obtain feedback • Incentives and modify tactics Stakeholder Analyses Copyright © 2009, Banner Solutions Corporation. All rights reserved.
  • Key HR Technology Considerations Start simple and incrementally build on success Emphasize quick wins Anchor with a compelling solution Use a phased-in approach Establish a strong foundation Increase demand and momentum with solutions clients want Expand accessibility so they can use it Integrate into a single B2E solution Accommodate service demand and HR business needs Manage with a steering team and functional ownership Work within the IT umbrella Executive sponsorship and HR Leadership Team embracement Account for organizational readiness, placing strong emphases on communications, marketing and change management Copyright © 2009, Banner Solutions Corporation. All rights reserved.
  • SAMPLES Vision and Mission Statements High-level World-Class HR Model (Includes Technology) World-Class Web Solutions Model Strategic Implementation Plan (For Technology Integration) Copyright © 2009, Banner Solutions Corporation. All rights reserved.
  • Vision, Mission Statements and Core Values Company Name Company Name Company Name Company Name Copyright © 2009, Banner Solutions Corporation. All rights reserved.
  • Sample World-class HR Model Information on business opportunities and use resources to solve issues Program design and supporting tools llen of Ge ce Ex nters Fie alist ne ld s r ce Ce IT Sc Re reca Da tom o & po r d ta s rts s Cu HRIS al s ion IVR Spd pro an Sp ue rat Self-Service ec gr ec iss ope ial am ial ize r rd iss da d H eq ue an R uire s St ex m Integrated pe en rtis ts Service Center e Copyright © 2009, Banner Solutions Corporation. All rights reserved.
  • Sample World-Class Integrated Web Solutions Model n Eff re t io B2 ctu cep n ro C ic i d u ras r pe rati B2 B e nc ctio me ne re ya n Web su Ge Da Da Solutions ta b ta b nd tr u on ue (Portal, as as d c en co Strategy, ee Inf an Rev st Business Analyses, Vendor Management, Content Management) Security Cost reduction and employee satisfaction B2E Copyright © 2009, Banner Solutions Corporation. All rights reserved.
  • Strategic Implementation Plan Business to employee solutions 1999 2000 2001 2002 2003 Initial Implementation Phase Compelling Product Accessibility Integrated B2E Single Corporate Platform - Dev elop and implement - More transactions - Life ev ents - We bring w hat y ou need to y ou - Initial consolidation of Southern Today - Basic Transactions - Functional enhancements - Client Sponsored Projects - Reorganization/Redesign and PeopleNet New Development - Consolidation - PeopleSoft Integration - Personalize/Customize - Seamless login Focus - Information - Internet Access - Surv ey ing Solutions - Total Policy solution - Security - Career Maps - Div ersity - Web Platform - Personal Data Update - Internet access - Migration to PeopleSoft 8 - .net integration - Information Repository - Prototy pe HR Adv isor - Web Authentication - New Employ ee login - Seamless login w ith v endors - Communications Tool - On-line pay roll functions - YGTB Adv isor - Adv anced HR Adv isor - Know ledgebase business case - Consolidated Transactions - PeopleSoft Adv isor - Phy sical's Adv isor - Database Search - Job Agent Job Finder - Access to Personal Data - Training Web applications - Contractor ex ceptions - Opinionw are - WebTrends - Created New Sites - Ex ternal Web Bridges - Terms and Conditions - Upw ard Assessment - Add Gulf materials Key Features - Administration Tool - Employ ee Direct Access - Leadership Dev elopment - Complete site automation - Support Role - LearningSOurce - JobSOurce - Update Personalization - Basic Personalization - Update Customization - Basic Customization - Manager Dashboard - .net Security - Search engine updates - RoboHelp and PDF support - Resources - Finding content across serv ers - Compressed time - Budget limitations - Budget limitations - PeopleSoft/PeopleNet Integration - Consolidate HR Policies - IR partner uncertainties - Resources - Resources - Getting employ ees to use Employ ee - Office 2000 - Transaction culture shift - Getting Employ ee Direct Access to - Coordination of resources Challenges - Platforms and technology - Limited resources/budget w ork Direct Access - Help desk role - Consistency and QA - Funding and cost allocation - Established a foundational platform for - Prov ided ROI that offset dev elopment - ROI continued to generate net - Employ ee efficiencies - Design, dev elopment and eHR solutions from w hich w e could and maintenance costs sav ings for HR - Meets div ersity requirements maintenance efficiencies build. - Sav ings from 1999 implementation - Prov ided a platform for access from - Greater net ROI - Employ ee efficiencies from consistent - Established the basis for future ROI solutions generated net ROI to HR home, w ork or other locations on or off - SHIPS user efficiencies and unified presentation Benefits a company computer - Ease of finding information - Greater manager support - Supported training at a greatly - Greater net ROI reduced cost - Improv ed ov erall quality - Ease of finding information - Greater industry standard support Budget 454K 499K 997K 1.15M 1.5M NOTE: This strategic implementation plan is short enough to easily fit on a PowerPoint slide. I have samples of HR strategic implementation plans that are much larger. Copyright © 2009, Banner Solutions Corporation. All rights reserved.
  • ABOUT MARK J GAVORA Overview Quotes About Me and My Work References Copyright © 2009, Banner Solutions Corporation. All rights reserved.
  • Overview SUMMARY DISTINCTIVE POINTS I am a senior change management leader ENERGY & DRIVE: I become energized talking about with 15 years experience transforming strategy, implementation and technology integration businesses, managing organizational change provided there is a clear link to value. My enthusiasm and integrating technology. My experience derives from my history of success and the opportunity includes benchmarking, best practice to focus my skillset on needs I am confident I can solve. alignment, readiness assessments, VISIONARY: No matter how you choose to define communication planning and training design. visionary, I have demonstrated that I am one. With I have a results-oriented yet friendly technology innovation, for example, I defined a strategy personality complimented by high energy and balanced the appropriate level of technological and am particularly driven by roles letting innovation with cultural readiness. Change was managed me define solutions that demonstrate through awareness campaigns that included road shows, sustained adoption as well as value. While I town halls and on-site training. The results were enjoy leading people and processes, I am staggering with unprecedented adoption of innovations, happy to roll up my sleeves as needed to skyrocketing demand for more automation and the get the job done. record-breaking satisfaction ratings. My solutions served as a foundation for work at Home Depot, SouthTrust Bank, RandStad, SunTrust and Emory University. More PERSONALITY recently, at CPS Energy, I drove the transformation of HR Departments to world-class effectiveness and Proactive efficiency with a four year strategic plan, clearly defined Collaborative metrics and a proposed organizational structure. Innovative CHANGE AGENT: I embrace change as an agent, sponsor and advocate. I led change initiatives for ERP, Strategic general technology and global organizational initiatives Results-driven both as an employee and as a consultant. I am experienced with the full change lifecycle and have had to Structured foster buy-in with employees at corporate and in the field (at plants and as part of line crews). At the same time, I have worked with executives (including C-level) in assigning the appropriate urgency, articulating a vision for change and defining a change management strategy. Copyright © 2009, Banner Solutions Corporation. All rights reserved.
  • What Others Say About Me and My Work I recommended Mark to my leadership in HR to Southern Company’s eHR solutions are leaps assist with our strategic planning efforts and like and bounds ahead of other businesses me, they were extremely impressed with his regardless of industry line. depth and breadth of knowledge from —Patti Steelman, Cedar Consulting Services Information Technology to HR. Mark was hired as a SME for Change —Chris Knox, CPS Energy Management for a corporate-wide initiative and Mark's expertise proved invaluable to our was instrumental in establishing our successful project. Very thorough and methodical. Great Change Management process. visionary. Ability to quickly learn the culture and —Frank Segoria, CenterPoint Energy business. Mark was recognized as a leader in HR portal —Sylvia Vasquez, CPS Energy technology and was a frequent speaker at While we have contracted with other agencies conferences. Mark is particularly effective at and experienced a number of consultants, I am research and strategy development and may be very impressed with the professionalism, counted on to take you to the next level of dedication and overall excellence of the products performance. delivered. I would recommend him highly for —Greg Huddleston, Southern Company providing leadership on complex change Mark is a great people-person with a keen eye management initiatives at other organizations. for pleasing the client. Under Mark, I was able —Joe Valdez, California Department of Motor to quickly come up to speed and help the client Vehicles through their critical SAP integration needs. Our vision was to create a self-service platform —Greg Mantel, National Institute of Health and make HR products and services more accessible and convienient for employees, while realizing a real-dollar return on investment. PeopleNet has clearly achieved that goal and much more. —Chris Womack, Southern Company Copyright © 2009, Banner Solutions Corporation. All rights reserved.
  • References Full contact information is available on request Organizational Strategy/HR Transformation 1. Howard W., Southern Company Project Manager, Office of the General Counsel (Formerly Director, Human Resource Strategy) 2. Anna L., CPS Energy (Retired 2008) Client Sponsor, HR Business Consulting 3. Devan S., Formerly The Hackett Group Project Manager, Motorola Global HR Transformation Initiative Technology Integration 1. Greg H., Southern Company Director, Human Resource Business Systems 2. Gary N., Gas South (Formerly Southern Company) Director, Applications Services (at Southern Company) 3. Dorinda R., Rolle and Associates President Change Management 1. Julienne S., CenterPoint Energy Client Project Manager 2. Rosa S., California Department of Motor Vehicles Client Project Manager 3. Wayne U., Alvarez and Marsal Senior Director Copyright © 2009, Banner Solutions Corporation. All rights reserved.