slide deck

1. In order to transform, the first thing Human
Resources must do is to ENSURE it’s focused on the
right priorities, building programs that are meaningful
to the business.
1
Solving the Knowledge Gap
HR Transformation Meets the Digital World

2. 2
Corporate Services
Energy & Resources
Government
Healthcare
Schools
Seniors
Sports & Leisure
Universities
Sodexo

3. Metrics Lower Than Peer Group
Error rates in transactions
Transactional time allocation
Transactional cost allocation
Application integration
Self-service automation
Role of HR as strategic partner
Management Reports Automated
Time spent collecting or compiling
data vs. analyzing
3
Why HR Transformation

4. Business Benefits of HR Transformation
4
Total potential value of highly
effective HR function:
PRICELESS!
Mitigate increased resource
needs as employee population
grows
VALUE
Benefit
Less Unit Management Time
Improved LOA Processing
Enhanced Management
Engagement
Improved On-boarding
Reduced Cycle-time Candidate to
Hire
Increased Front-Line Engagement
IncreasedOrganization
CapacityandImproved
BusinessOutcomes
Cost
Avoidance
More Effective Technology
Utilization
EEO Settlement Reductions
Reduce Litigation Cases and
Costs
Reduce
Cost

5. HR Service Delivery Model
5
HR Centers HR Shared
Service
Business Unit/Business Operations
(HR Customers)
HR Business Partners
Specialty functions
& Services
Operational
transaction & queries
Standardized policies &
processes
 Centralized
transaction
processing
 Value-Added
activities
 Strategic
Initiatives

6. Phase: DISCOVER DEFINE DEVELOP DELIVER
Investigate and
evaluate business
and user needs,
technology
capabilities and
assets needed
such as content
Determine and
specify
requirements,
establish user
experience and
design and define
content
framework.
Deploy and
release beta and
full versions.
Execute change
management and
communications
plans.
Build and execute
portal. Perform
quality assurance
and user
acceptance
testing.
Methodology for Implementation

7. TIER 0 TIER 1 TIER 2 TIER 3AllEmployees
Inquiries
Transactions
Service
Analyst
Business Process
Owner Policy Experts
Subject Matter/
Process
Experts
Information
HR Centers
HR Business Partners
Inquiries Self Service
14%45% 1%100% 40%
IT Support
HR Online Shared Services
SDM in Action

8. Leveraging Agile
 Rapid, iterative development cycles
 Five sprints
 Focus is on speed to market
 Dedicated resources
 On the spot problem-solving &
decision-making
8

9. Findings Used to:
 Define scope
 Access needs
 Gather requirements
 Identify deficiencies
9 –
Engagement Activities:
 Stakeholder Interviews
 Employee Focus Groups
 Card Sort Exercises
 User Eye Tracking Tests
 Frontline Surveys
 Taxonomy Workshops
 User Navigation Testing
Understanding Employee Portal Needs

10.  “One stop shopping”
 Personalized and role-based
 Real-time access to information
 Promotes Increased productivity
 Consistent, current and accurate
 Single source for employee and organizational
reporting
 Consistent presentation and navigation for an
optimized user experience
10
HR Portal Value Proposition

11.  500+ requirements
 Associated user stories
 Phase and business priority mapping
 Audit trail of changes to requirements
 Some future requirements identified
 Review comments included
 Source of requirement identified
11
Business Requirements

12. Content Development Process

13. Content Design
 Content Taxonomy
 Controlled Vocabulary
 Content Metadata
 Thesaurus
Topics
Document
Types
Triggering
Events
Case Types+ + +
 Improved “findability”
 Intuitive association
 Smart display
 Relevant Search results

14. Knowledge Masters
14
HR Reps Legal Team
Union
Frontline
People Managers
HR Business Partners
HR Business Owners
Audit
In Unit HR
Management
Operators
HR Functional Teams

15. Wireframes to Reality
SELF-
SERVICE
Scrolling headlines, call to action buttons and
integrated calendars actively encourages
employees to seek their own answers.

16. SELF-
SERVICE
Employees can view and
manage their own cases.
Wireframes to Reality

17. Wireframes to Reality
FINDABILITY
Through powerful search features and the use of
end-user influenced terminology, the portal makes
finding information intuitive and reliable.

18. Wireframes to Reality
AUDIENCE SEGMENTATION
Information on the portal is role
specific, meaning that employee
groups can only see what they have
permission too.

19. Wireframes to Reality
PERSONALIZATION
Employees can see their specific benefits and
pay information.

20. 20
Content
Management
System (CMS)
Publish Portal
(Intranet)
Case
Management
(Tier Ticket/Service
Requests Tracking
and Management)
Search Engine
(Index, tag, prioritize
content for easy
search)
Knowledge
Management
(Document policy,
FAQ, and
procedures by
employee type)
Call System
Management
(Routing of calls,
display and
reporting)
Document
Retention and
Management
(scanning, storage,
searching of
documents)
Technology Needs

21. CTI
G@TES
 Exempt
 Frontline (new)
Portal and
Content Management
System
Knowledge Base
Service Console
(Case Management)
Employee Master
Unit/Location
Role-Based Security and
Assignments
Quality Management
(Voice and Screen
Recording)
Avaya Phone
(routing of calls,
display and
reporting)
Existing HR Vendor Systems
 Payroll
 Benefits
 401K Savings Plans
Third Party Integrations
Employee Details to
support role creation
(may be handled with
Employee ETL below)
Salesforce
Enterprise Data
Warehouse
ETL
Trigger
Informatica ETL
Interfaces
Role Provision
Jahia (Sodexo
Net)
Search Integration
Systems at Work

22. 98%
Management
Employee Adoption
72% - Desktop
24% - Mobile
4% - Tablet
43%
Frontline Employee
Adoption
49%
Total Employee
Adoption
Current Statistics
56,531 Total Active Users

23.  Interactive Content
 Collaboration stations
 Social Networking
 Chat Bot
 My Unit, My Department pages
 Employee Life-cycle workflows
 Reward points for participation
23
Next Gen Portal 2.0

24. Shavanna Jagrup
Shavanna.Jagrup@Sodexo.com
24
Questions