Cognizant's HCM Capabilities

HCM @ Cognizant:
Capability Overview
July, 2014

| ©2013, Cognizant
Cognizant at a glance
2
………………………..
Teaneck, NJ
Headquarters
……………….……….………..
1000+ active customers ……………….
50+ Global Delivery
Centers
………………….…...
$7.35 Billion
Revenues for 2012
…………………….……….
.
………………..……..….…..
Over $18 Billion
Market Capital
………………………….
.
180,000+
Employees Globally
12,000+ Projects in
40 countries
Founded in1994
(NASDAQ: CTSH)
………………………..
25+ Regional
Sales Offices
……………….……….………..

| ©2013, Cognizant
Key Focus Areas:
• Integrated Talent Management and HCM Advisory
Services
• Branded “Talent in a Box” Accelerated Implementations
• Talent as a Service BPaaS solutions
• HCM Application Integration and Implementation
• Core HR and Talent Services
• Managed/ Shared services
• OnPremise/ Hybrid and Pure Cloud
Practice highlights
• A global team of 2000+ dedicated HCM associates across
business consulting, product implementation and support
services
• >125 HCM engagements to date across multiple leading
solutions
• More than 5000 person-years of experience in HCM
domain
• Proven track record of implementation and integration
experience of Cloud-based and OnPremise solutions
• Cross application investment in Accelerators and Tool kits
We Provide a Comprehensive Human Capital Competency
HCMAlliances and Product Expertise
• PeopleSoft to Workday application migration for a
leading Nationwide Insurance Exchange Organization
• Implementation of full suite SuccessFactors solution for
largest global food distribution organization, winning the
2013 President’s Award from SuccessFactors
• 25+ HCM engagements in 2014 from 7 different
industries
• Largest end-to-end Implementation of PeopleSoft HCM
Functionality for 156,700+ Users
Success Stories
3

| ©2014, Cognizant
Cognizant HCM Solution Offerings
4
Industry Verticals
Life Sciences
& Healthcare
Retail &
Hospitality
Manufacturing
& Logistics
Consumer
Goods
IME &
Communications
Banking
Insurance
HCM Cloud
1) HCM Consulting 3) BPaaS Talent as a Service2) Implementation, Upgrades & Rollouts
Cognizant Learning
Cognizant Talent Solutions
Social Media
Mobility
Analytics
Cloud
Vendors
Workday Oracle CornerstoneSAP/ SuccessFactors
Program Management
Governance Framework
Quick staffing and ramp up
SME Approach & Training

| ©2014, Cognizant5
Key Client Outcomes
(Illustrative)
1. Cost per
Employee
2. Fill Rate
3. Cost per Hire
4. Employee
Engagement
5. Time to Hire
6. Average Tenure
7. Product/ Service
Proficiency
8. Employee
Productivity
9. Cost
Optimization
BusinessOutcomes
Talent as a Service
Talent Acquisition Talent Development
Sourcing
Analytics
Assess, Select &
Onboard
New Hire
Training
Strategic
Sourcing
Performance
and Goals
Learning as a Service
Succession
Workforce Engagement and Retention Talent Deployment
Attrition
Management
Exit Interview Engagement
Strategies
Engagement
Surveys
Use of
contractors
Project
Logistics
Virtual
Workplace
International
Assignment
Contact Center Admin and
Transaction ReportingSelf Service
Analyze,PlanandForecastAdvisory
Workforce KPI Catalogue
Cognizant’s HCM Framework of Services

| ©2014, Cognizant
Cognizant has embarked on a Comprehensive HCM Strategy
based on Process, Applications and Industries
6
Consulting
HR Implementation & Global Roll-Outs
Upgrades
Development & Staff Augmentation
Production Support & Maintenance
Strong
Product
Alliances
HCM COE /
Trainings
Tools &
Accelerators
Client Connect &
Project Experience
Vertical
Industry
Expertise
Process
Expertise –
HCM &
Talent
Management
ERP Product
Expertise - SAP,
PeopleSoft,
Oracle EBS,
Fusion, Taleo,
WorkDay,
Success Factors
Providing Complete HR Business Solutions to our Clients

| ©2013, Cognizant
Process Led Cloud Transformation Approach
7
Our strategic approach to end-to-end transformation combined with deep HCM domain expertise supports our
HCM Clients business re-engineering impacts
Identify
Business
Imperatives
Identify
Process
Imperatives
Define
Process KPI
Future State
Business
Process
Future
Business
State
Process
Transformation
1
2
3
4
5
6
Process Requirements How Cloud Helps?
Simplify existing Processes Cloud enablement enables shift in
mindset to adopt simpler process
Harmonize Processes
across Organization
Leverage Best-in-class processes from
leading Cloud Platforms
Enable New business
Processes (Social, Mobile)
Rapidly pilot and scale new Processes
using Cloud Platform
Unify siloed Processes Facilitate process integration using
robust technology tools
Innovate and Embrace
best-in-class processes
Cloud platform updated on a regular
basis with new best-practices &
features

Cognizant HCM: Adding Value through Vendor Relationships
PREMIER ACCESS TO CURRENT AND UPCOMING VENDOR SOLUTIONS
EXCLUSIVE ACCESS TO TRAINING AND CERTIFICATION TO ENSURE QUALITATIVE IMPLEMENTATION AND UPGRADE
DEDICATED ALLIANCE DIRECTOR TO OBTAIN FASTER RESOLUTION
IMPROVED INSIGHTS INTO SUPPORT NEEDS OF VENDOR PARTNERS FOR SMOOTH IMPLEMENTATION AND ROLLOUT
ABILITY TO SERVE AS A SINGLE POINT OF CONTACT TO THE CLIENT FOR COORDINATION WITH LMS VENDORS
EFFICIENT & EFFECTIVE COLLABORATION WITH PARTNERS FOR SMOOTH EXECUTION AND IMPROVED COST
ADVANTAGE
CO-INNOVATION AND CO-DEVELOPMENT TO MEET TRANSFORMING NEEDS IN LEARNING TECHNOLOGY
EXCLUSIVE ACCESS TO PARTNER RELATIONSHIP PROGRAMS
PERIODIC PRODUCT ROADMAP REVIEWS
JOINT PROJECT IMPLEMENTATION / PRODUCT FEASIBILITY ANALYSIS
GLOBALSTRATEGICPARTNERSHIP

| ©2013, Cognizant
Two-in-a-Box Delivery Model
9

| ©2013, Cognizant
DeploySuccess: Our Implementation Methodology
10
• Customized DeploySuccess Implementation methodology for Whirlpool needs
• Accelerated “Plan” and “Assess” phase to:
• Reconfirm our interpretation of the initial assessment
• Address any gaps/new requirements/improvements

| ©2013, Cognizant
Our Approach to Change management
11
Key Business Imperatives
 Usability improvements
 Simpler to implement
 Simpler to maintain
 Strong audit capabilities
Key IT Imperatives
 Usability improvements
 Application flexibility to suit the
business needs
 Improved workflow capabilities
 Improved reporting
BUT… migrating to the cloud represents change across many dimensions:
Key Considerations
 Managing this change
proactively is critical to
driving adoption and
achieving success
 Set expectations on the
capabilities AND the
limitations of SaaS with
the business (e.g. limited
customization)

Cognizant Pre-Configured HCM Solution kit: Technology Agnostic
• Headcount Detailed Report
• Performance Status Summary
• Performance Rating Summary
• Y-o-Y Performance Rating
• Rating Distribution Summary
• Simplified Compensation Planning
• Simplified Goal Management
• Guided Performance Management
• Talent review
• Performance Process flow
• Pre-defined Compensation Plan
• Pre-defined Compensation Statements
• Pre-defined Competencies
• Pre-defined Goals
• Pre-defined Rating Models
• Pre-defined Feedback Questions
• Data Migration Data Collection Templates
• UI Layout Questionnaires
• Solution Installation documents
• Data Migration execution documents
KPI’s:
Standard Data sets:
Industry Standard Processes:
• Pre-built training material (UPK) • Ready available test plans
for SIT/UAT

Our Proprietary Accelerators, Tools, Templates
 Artifacts from HCM Cloud projects that accelerate project /PMO
start-up tasks, estimate task complexity, effort and duration
 Sample work plans and schedules, templates on projects /PMO
structure & staffing for timely completion of projects
 Sample HCM Cloud requirements
for various modules
 Fit/Gap knowledge of core HCM
Cloud applications (limitations and
issues)
 Best practices For HCM Cloud
Implementation
 Design templates for Core HR,
Performance Management
,Compensation Management and
HCM Cloud Interfaces
 Reusable designs for some objects,
e.g., employee, vendor, bank
interface, supplier integration, ADP
Interface
 Sample HCM Cloud
Architectural schematics and
instance mgt. landscape
 HCM Cloud
Applications/Technical
Environment trouble-shooting
and ramp-up tips and
workarounds for navigating
HCM Cloud applications
 Strong Oracle contacts in
product development, support
and On-demand
Project Planning
Requirements AnalysisCloud Tech Architecture
Testing / SR Management Design
Development
Our Proprietary
Accelerators,
Tools,
Templates
 Library of configuration templates , set up documents and
reusable objects for conversions, interfaces and reports
 Fusion Middleware Development Environment/Tools repository,
documentation and lessons
 Extensive library of test
cases for HCM Cloud
Applications
 Well documented SR
matrix of all known defects
and bug fixes
 Expertise in QA testing of
HCM Cloud Applications
(Quality Center, code
validation)

| ©2014, Cognizant
Case study - HCM Cloud Implementation
HIGHLIGHTS
 MIX OF ONSITE AND OFFSHORE SUPPORT MODEL EXECUTION
 KEY INTERFACE TO SUCCESSFACTORS TECHNICAL RESOURCES
 TECHNICAL AND DOMAIN EXPERTISE AIDED THE CLIENT IN
QUICKLY UNDERSTANDING SAAS, ITS ADVANTAGES AND
LIMITATIONS
 EXTENSIVE RE-ENGINEERING OF EXISTING MODULES,
MIGRATION OF LMS TO SAAS, INTRODUCTION OF NEW
MODULES
BUSINESS NEED SOLUTION BENEFITS
 The customer decided to move to
SaaS based SuccessFactors B1302
LMS from Plateau LMS V5.8
 Upgrade from old SuccessFactors
GUI to Revolution
 Reconfigure PM, GM, Succession
 Rollout of Calibration, Comp,
Recruiting, Workforce
Analytics/Planning
 Customer Needed ‘horsepower’
for developing testing, training,
and change management tracks
Company Overview: The Customer is a the
World’s Largest Food Distributor
 Tool with high user acceptance
and usability
 Capability to encompass all
work streams under one
vendor with Cognizant
 Option for managed service at
substantial cost savings using
offshore model
Client was awarded SF’s
highest honor, The
President’s Award, at
SuccessConnect 2013 for this
project execution
Cognizant performed the below activities as part of implementation &
extension
 Consulting
 Understanding current system and requirements
 Mapping the requirements with new system
 Define & Design migrations, integration points
 Assisted with training and change management strategies
 Developed testing plans and scripts
 Advised on mobile strategy and security
 Implementation & Rollout
 Use of Agile Hybrid methodology
 Global Application Configuration – International Customer
 Data Upgrade and Migration –Customer wished to retain
Learning history
 Data Cleanup – LMS
 LMS Courseware Testing
 Mobile enablement across the SF suite
 Performed integration testing
 Supported customer User Acceptance Testing

| ©2014, Cognizant
Case study - University and Health System Implementation
HIGHLIGHTS
 USED THE RIGHT BALANCE OF ONSITE/OFFSHORE RESOURCES
TO EXPEDITE DEPLOYMENT AND ISSUE RESOLUTION
 LEVERAGED STRATEGIC PARTNERSHIP WITH SUCCESSFACTORS
TO PROVIDE OPTIMAL SOLUTION
 EXTENSIVE TESTING TO SIGNIFICANTLY MINIMIZE POST GO-
LIVE DEFECTS
BUSINESS NEED SOLUTION BENEFITS
 Played key advisory role in process re-design to ensure continuity
 Developed nine performance forms (six annual and three
probationary) which integrated into the calibration module
 Created two 360 Multi-Rater forms, incorporating competencies
recognized by client as strategic and functional
 Configured the employee profile module and interface from SAP to
include data that was previously unavailable to end users
 Utilized role-based permissions and designed a security model that
dynamically supported the client entities, ensuring that each entity
remained segregated while still allowing cross organizational
reporting to support managers with reportees in different entities,
within one instance
 Utilized features such as ‘Show Me Video’ and ‘Help & Tutorials’ as
self service tools to minimize the need to contact help desk
 Utilized the EAS agile/waterfall hybrid implementation methodology
designed to provide greater flexibility while still maintaining close
control on quality and project scope
 Harmonized business processes
 Minimized effort due to automated
processes for generating performance forms
 Greater peer to peer development feedback
through 360 Multi-Rater
 Capability to align goals throughout org.
 Real time reporting and analytics on
performance and goals
 Streamlined reporting and integrated central
recruitment to speed up time to hire
 Common performance forms, goal plans and
requisitions
 Ability to calibrate and ensure performance
rating guidelines are met
 Ability to view entire team from one
centralized location and compare employees
side by side in real time
 Provided HR with the ability to easily access
past performance appraisals
 Duplicated administrative work was
eliminated due to the solution being
implemented in one instance
Company Overview: The Customer is a Not-
for-Profit Private Research University that
provides medical education, research and
clinical care
 Lack of common language and vast
differences in business processes
 Alignment between the various
client entities
 Cumbersome processes around
performance, goals and recruiting
 Absence of common functional
competencies and core values
 Multiple forms for requisitions and
applicants
 Non-integrated systems supporting
performance, goals and recruiting
processes
 The annual performance process was
being executed through Excel
Spreadsheets and PDF documents
 Manual report generation and lack
of real time information
 Separate instances for various client
entities

| ©2014, Cognizant
Case study - Advisory HCM Upgrade for Sports and Entertainment Client
HIGHLIGHTS
 MIX OF ONSITE AND OFFSHORE SUPPORT MODEL EXECUTION
 UTILIZED THE EAS AGILE/WATERFALL HYBRID
IMPLEMENTATION METHODOLOGY DESIGNED TO PROVIDE
GREATER FLEXIBILITY WHILE STILL MAINTAINING CLOSE
CONTROL ON QUALITY AND PROJECT SCOPE
BUSINESS NEED SOLUTION
 Product adoption was low due
to usability issues with respect
to the UI and missing system
functionality
 PM form lacking functionality
which was vital to their
business process
 Inability to access ratings and
form status in real time
 Compensation statements and
compensation sheets did not
have local currency
functionality
 Upgraded from the v11 Ultra UI to v12 Revolution UI and
designed a client theme to enhance user experience
 Configured the ‘Get Feedback’ button and reorganized sections
of the performance form
 Configured the local currency view within the Compensation
Sheet and Compensation Statement to show local currency
 Enabled Dashboards 2.0 and provided managers, matrix
managers and HR representatives with access
 Provided a solution and process to update the User Directory File
for terminated users
 Utilized features such as ‘Show Me Video’ and ‘Help & Tutorials’
as self service tools to minimize the need to contact help desk
 Empowered managers with the ability
to have more complete performance
assessments through peer feedback
 Increased system usability with the
client theme
 Real time reporting and analytics on
performance and goals
 Terminated or severance employees
eligible for bonus payout were
planned for in one pool rather then in
each org unit pool
 Greater usability during compensation
planning with the inclusion of local
currency functionality
 Eliminate the need for employees to
convert their compensation
statements from USD to local
currency
Company Overview: The Customer integrated
media and entertainment company that
engages in the sports entertainment business
BENEFITS

Workday Support and Integration
Business Need Solution Approach
Technology Stock :Technology Stack
Benefits
Implement a new Global HRMS system
Provide real-time, accurate information on the
talent within organization including their
capabilities, cost information and turnover. This
will enable to conduct better analyses around
the workforce and teams, which will help
individuals make better business decisions
Automate the Payroll Integrations with Internal
or External Vendors.
Provide reporting analytics that enable the
business to make informed and timely decisions.
Planning, Co-ordination & Execution
 Gathered Employee Master Data and Compensation Data
from Regional HR Teams for Data Conversion Process and Data
Load into Workday
 Performed Business Analyst role to gather requirements from
each country Payroll Vendors to implement Payroll
Integrations .
 Load Data from Legacy systems to required Tenants of
Workday
 Designed and developed integrations using Workday best
practices involving selection of technology options based on
data volume, frequency, complexity, performance
considerations
 Implemented SAP Business Objects Data Services as
Middleware to Integrate Workday with Payroll Vendors as a
common architecture.
 Responsible to complete Functional Acceptance Testing
 Facilitated and supported User Acceptance Testing for all the
regions
 Conducted Parallel Payroll Testing , compared and involved in
Sign-Off of all the integrations
Others
 Workday Release Update regression testing
 Internal Audit remediation actions
 Ensure Integrity of HR Master Data
 Change Management and Documentation
 Deliver Reporting & Analytics
 Production Support & Enhancements
 Provide Training to both KC IT and Regional HR Analysts on
the Workday Processes and develop training materials.
 Visibility into headcount and labor costs via
leader dashboards.
 MEA Budget Planning for 2013
 Asia-Pac Product Supply Talent Review
 Comparisons by country for Regional
Presidents
 Automated Payroll Integrations to the Payroll
Vendors across all regions there by reducing the
manual effort in payroll processes.
 Onsite/Off-shore Production support model
helped supporting all region integrations 24/7.
Process Improvements
 Improved Data Conversion and Load Process
 Implemented Job Automation of Workday
Integrations through Web Services and BOBJ
which is FOAK in KC
 Established automated process for Data
Auditing between Workday and Payroll Vendor
systems
 Agile development technique for building,
testing, and deployment of integrations to
sandbox tenant for User acceptance testing and
Production deployment
 Workday Studio Integrations(Cloud)
• Payroll Integration Common Output File (PICOF)
• Workday Web service API
• Workday Studio
• XSLT and XQuery
• Enterprise Interface Builder
• SAP Business Objects Data Services

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