Keynote Presentation by Benoît Houtevels of the HR track on the SAP Innovate or Die Event. Leuven, 18 June 2014

1. GDF SUEZ Energy Europe
Innovate or Die
Leuven
18/06/2014
The Journey to A Unified HR IS
Benoît HOUTEVELS
GSEE HR Information Manager

2. GDF SUEZ Energy Europe - BEEtle – 18/06/2014
 Context
 HR IS Masterplan 2013-2015
 Deployment Options
 BEEtle Project
 Roadmap & Scope
 What’s in it for us?
 Questions & Answers
Agenda
GDF SUEZ Energy Europe
Innovate or Die
Leuven
18/06/2014
2

3. GDF SUEZ Energy Europe - BEEtle – 18/06/2014
Context
GDF SUEZ REVENUES, WORKFORCE AND CAPACITY BY REGION*

4. GDF SUEZ Energy Europe - BEEtle – 18/06/2014
Context
GDF SUEZ ENERGY EUROPE: A LEADER IN THE EUROPEAN ENERGY MARKET
4
2012 year-end figures
* *Including SPP in Slovakia; GDF SUEZ shares sold in early 2013 – Gas, Electricity and service customers contracts
** Unless otherwise stated, all figures are as of December 31, 2012. They take into account 100%
of the capacities of assets held by GDF SUEZ regardless of the actual holding rate.6
23.7
million customers*
83
production sites
of more than 50 MW
36.9 GW
power generation capacity
of which 7.2 GW from
renewable energies**
27,200
employees
44.4 bn
Euros in revenues
4.2 bn
Euros in EBITDA
3 Métiers
• Generation
• Energy Management Trading
• Marketing & Sales
Industrial and/or commercial
presence in
14 Countries
5 Corporate
Directions
Industrial presence
Commercial presence
(B to C, B to B, industrial Key
Accounts - Giants)
France
Spain
Italy
Germany
Belgium
The Netherlands
Austria
Czech Republic
Poland
Hungary
Romania
Greece
Luxembourg
Portugal

5. GDF SUEZ Energy Europe - BEEtle – 18/06/2014
Context
GDF SUEZ ENERGY EUROPE: A MATRIX ORGANIZATION
5

6. GDF SUEZ Energy Europe - BEEtle – 18/06/2014
HR IS Masterplan 2013-2015
BUSINESS NEEDS
6
 Common Business Line Talent process for a selected
population
Consolidation 3
Employee lifecycle
1  Setup of a management reporting dashboard
HR Management Processes
4  Integration of employee master data in a Business Line
central tool linked with local tools/systems
Administration & Payroll
2  Manage the organization at the Business Line Level
and keep local flexibility
Organisation
5  Improve the operational reporting quality
 Reinforce the communities where collaborators can
share their experience and exchange their ideas
Supporting HR Processes

7. GDF SUEZ Energy Europe - BEEtle – 18/06/2014
HR IS Masterplan 2013-2015
BUSINESS PRIORITIES
 Synthesis of the business needs
7
Domain Nature of the need
Organisation Organization tool at the Business Line level
Employee
lifecycle
Support a common and integrated Talent process
(incl. Shared populations)
Administration
& Payroll
Per country and inter-Business Lines
Centralized and integrated employee master data
Supporting HR
Processes
Ensure the reporting consistency
(incl. Standard group requests)
Single point of access for the HR applications
Reinforcing sharing communities
BEL
UX
FR NLBEE PLDE HU IT ROSPEMT
B
D
E
A
C
F
G
Priorities 2013 MUST
Priorities 2014
MUST
NICE TO HAVE
BA C
D
E F G

8. GDF SUEZ Energy Europe - BEEtle – 18/06/2014
HQ EMT FR BE NL DE
D
PL HU RO IT IB
HR IS Masterplan 2013-2015
SYSTEMS OVERVIEW
8
ORGANIZATION TOOL
TALENT SUITE
(PM, L&D, Career)
BUSINESS LINE CENTRAL MASTER DATA
(Common Referential of 80 fields)
10 COUNTRIES / 3 Areas + HQ
MANAGEMENT DASHBOARD TOOL
LOCAL ADMIN, TIME & PAYROLL

9. GDF SUEZ Energy Europe - BEEtle – 18/06/2014
Deployment Options
CLOUD OR ON-PREMISE?
9

10. GDF SUEZ Energy Europe - BEEtle – 18/06/2014
Deployment Options
HOW TO DECIDE?
10
Accenture HR Roundtable 24/04/2012

11. GDF SUEZ Energy Europe - BEEtle – 18/06/2014
Deployment Options
SUCCESSFACTORS TOOL
 Offers a complete and integrated HCM platform (HR Core & Talent +reporting)
 Accessible from everywhere (cloud-based)
 Highly scalable solution in terms of perimeter & modules
 Automatic upgrades
 Hardware, maintenance & security included in the service offered
 Pay at use (license per employee/per module/per year)
 Known for it’s userfriendliness
 Is an SAP company
11
Employee Central
Goals Performance Compensation Succession AnalyticsRecruiting Learning Jam
BizX Insigts

12. GDF SUEZ Energy Europe - BEEtle – 18/06/2014
HR IS TOOLS
Business Requirements VS SuccessFactors
SuccessFactors vs BEE Requirement
 “Employee Central+”
 Employee Central + Analytics
 Covers A, B & C
 “Talent Suite”
 Exact modules and perimeter
(to be defined by Talent BEE in 2013)
 Covers D
12

13. GDF SUEZ Energy Europe - BEEtle – 18/06/2014
Roadmap BEEtle
HIGH LEVEL PLANNING
13
2012 2013 2014 2015
Module Q3 Q4 Q1 Q2 Q3 Q4 Q1 Q2 Q3 Q4 Q1 Q2 Q3 Q4
Employee
Central
Workforce
Analytics
Performance
Management
People and
Positions
Review
Learning &
Development
Process design involving BEE entities
Discovery Phase and 3 iterations with Success Factors
User Acceptance Tests
Implementation and Change Management
Go Live
Scope: HQ BEE & EMT
Scope: BEE exempt
Scope: BE, DE, NL, HU, FR, PL, IT, IB & RO
Scope: HQ BEE,
EMT, BE & FR
Scope: DE, NL, HU, PL,
IT, IB & RO
Scope: HQ BEE, EMT, BE, DE, NL, HU, FR, PL, IT, IB & RO
Scope: HQ BEE, EMT, BE, DE, NL, HU, FR, PL, IT, IB & RO

14. GDF SUEZ Energy Europe - BEEtle – 18/06/2014
BEEtle
WHAT’S IN IT FOR US?
 One unique database for our HR colleagues
Benefits for BU’s with multiple (or no) source systems
 Org chart tool and directory
• Cross country/company
• Hierarchical & functional relationships
 Benefits All
 Reduced Group and Business-Line reporting data centrally available
• No need to fill in separate reports (i.e. for data included in Employee Central)
Benefits All
 Advance operational & strategic reporting capabilities:
• Ad-hoc reporting & Advanced Reporting (Online)
• Workforce Analytics (Dashboards, Charts, Publishing & Benchmarking)
 Benefits All
 Evolution to the best talent suite on the market
 Benefits All
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15. GDF SUEZ Energy Europe - BEEtle – 18/06/2014
Questions?
15
Questions?