Successfully reported this slideshow.
We use your LinkedIn profile and activity data to personalize ads and to show you more relevant ads. You can change your ad preferences anytime.

Implementing and using employee self-service software

Russel Piper, HR Director, GE SeaCo Services Limited

An insight into how implementing and using employee self-service software can free up HR teams to concentrate on more value-add activities.

Related Books

Free with a 30 day trial from Scribd

See all
  • Login to see the comments

  • Be the first to like this

Implementing and using employee self-service software

  1. 1. PICTURE HOLDER GE SeaCo Ships in HR Software
  2. 2. Using HR Software to Implement Worldwide HR Solutions Presented By Russell Piper (HR Director) GE SeaCO SERVICES LTD
  3. 3. About GE SeaCo Joint Venture Between SeaCo and General Electric Formed to manage assets from SeaContainers and Genstar in 1998 Administration and day to day run by independent operations run by GESeaCo but previously by SeaContainers. 2006 Necessitated separation into own identity with individual HR function. Assets of $3.5b over 950,000 teu. Top 4 asset owner in the market. Offices or Agencies in 20 countries around the World Experienced equipment leasing company Previous ‘traditional’ approach to the HR function
  4. 4. Challenges Maintaining up-to-date & No controls/worldwide policy accurate information No dedicated function Paper records Disparate Responsibilities No Systems Worldwide Salary Not tailor-made Software Reviews/Bonuses No worldwide consistency of IT Upgrade issues - suspicion information Ethics Programmes Accessibility GE Compliance No access centrally SOX Compliance Excel spreadsheets
  5. 5. What were we looking for ? Worldwide Access Centralised Culture change Control Tool Which System? Remote Individual Wall of Involvement Records- Scan /archive policy - Individual Responsibility Individual Record Upkeep.
  6. 6. How to find the right system HRD knowledge Trade press Shopping list Deliver solution timescale Sales documents Organisational Pain
  7. 7. Our hurdles for implementation HR impact in areas across the world Speed of implementation Why do we need it? What will it do for us? Profile of HR Too many projects and too many changes Organisational Stabilisation
  8. 8. Why SnowdropKCS ? Could be a web-based system User licences Could be customised – especially My HR Flexible as to how much/little you have Ease of navigation Ongoing support Clear implementation plan
  9. 9. Implementation: Personnel + Self-Service September/November End of June 2007 2008 System Training September/October Sept – Oct Concurrent Uploaded all employee 1st August 2007 Data Upload with Snowdrop Chosen information Dedicated Resource Jan 2008 August 2007 GO Live Jan/Feb SDS Workflow April Training 2008
  10. 10. Further Additions Performance Management System August 2009 Upgrade June 2009 Customised Time Management System June 2009 Intranet Linking March 2009 Cultural Change Tool
  11. 11. Success of the system Data accessibility Key training dates Reorganisation tool Reporting tools - Dashboards - Adhoc/disposals SnowdropKCS Workflow. Performance management system. Whereabouts
  12. 12. My HR
  13. 13. Any Questions ? GE SeaCo