HPE HR Transformation

At Hewlett Packard Enterprise, an HR TransformationWorkday platform delivers advanced tools for strategically managing HPEs human capital“Generally, a project of this scope would take up to three years to complete, from design to switch-on. We compressed the timeline by leveraging effective management tools, as well as the deep talent pool available to us here at HPE.”

– Scott Spradley, HPE CIO

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Attracting, cultivating, and retaining top talent is critically important to HPE. So the company’s Human Resources organization implemented a new, state-of-the-art HR platform that is more efficient and cost-effective, and equips HR with the capabilities it needs to achieve its strategic business goals.

HPE may be a global technology leader, but technology alone can’t fully explain the company’s success.

That takes people as well—the right people. “HPE’s technology solutions are only part of what makes this company great,” notes Cyrille Charpin, former HPE director, HR & Payroll IT. “Human Capital is also a critical component. It’s HPE employees who drive technology innovation. It’s HPE employees who work with our customers so they can harness that innovation in their homes and businesses.”

For HPE’s HR organization, attracting, cultivating, and retaining human talent is a business-critical responsibility. It’s also an enormous challenge. HR must accommodate dozens of languages, multiple time zones, a mind-boggling array of regional laws and customs, as well as a mature and complex organizational structure.

To do this, the HR organization implemented a new, end-to-end HR platform that leverages Workday Human Capital Management (HCM) software and HPE Marketing Optimization software.

Time-consuming processes— frustrated employees The issues that were arising within HPE’s legacy HR platform were typical of any aging, heterogeneous application environment. Comprising over 100 disparate HR applications and tools and 6,000 web pages of content with no consistent designs or usage standards, processes and systems were disconnected and confusing to navigate. The employee experience was both time wasting and a source of frustration for the HPE workforce; as a result, HPE employees and managers were reluctant to use the company’s self-service HR tools. Also, HR personnel were frequently bogged down in time-consuming, unproductive activities.

“The legacy solution met our basic needs for employee data administration, but it didn’t support HPE’s growing need to manage our human capital and support managers as they make business decisions,” Charpin notes. HPE employees were also frequently frustrated by the software. “People told us that the system made them feel lost. Navigating the sites and tools felt like going in circles.”

Objective Optimize Human Resources processes and capabilities to maximize the organization’s ability to manage and retain world-class talent, enable timely and effective decision making for HPE’s workforce, and give significant time back to employees and managers

ApproachImplement state-of-the-art HR platform, along with re-defined HR processes

IT Matters• Complex implementation

completed in only 15 months

• 86 manager and employee processes now standardized in106 countries

• 400 integrations developed(Workday and IntegratedData Store)

• 600 reports developed (Workday and internal datawarehouse) and more than400 decommissioned

• 18 million rows ofdata converted

• HR website footprint reducedby 40%

• Significant reductions ininfrastructure

HPE HR Transformation

Business Matters• Freed up HPE IT and

HR resources to focus on innovation rather than maintenance

• HR organization better equipped to manage HPE talent

• HR processes more efficient: one process that took 72 hoursnow takes 6 hours

• HPE managers can make more effective decisions about talent, locations, people

• Improved employee productivity delivers at least $60 million annually in indirect,measurable cost savings

• As SaaS platform, Workday environment updated regularlyand automatically, ensuring continuous improvementsover time

So the HR organization began researching its options. It facilitated a two-phased Request for Information (RFI) and Request for Proposal (RFP) project, with the vision to deploy an overall solution that would provide quick access to cutting edge capabilities, serve up data and analytics at the point of transaction, and provide embedded help materials. The ultimate goal was to enable timely and effective decision making for HPE’s workforce, and give significant time back to HPE employees and managers that they could then reinvest in their primary duties such as sales, customer support and product development.

A short list of four HR platform vendors was selected. Of the solutions, Workday HCM stood out for several reasons. It is offered as a Software as a Service (SaaS) solution, which meant that HPE would not have to manage upgrades in the future: upgrades would be delivered automatically, ensuring that the software would always be up-to-date. Workday also provided an out-of-the- box mobile solution. This meant that HPE could avoid the cost of developing a custom HR mobile solution.

HPE decided to pair Workday with cuttingedge web content management (WCM) tools from the HPE Marketing Optimization portfolio: HPE Teamsite, HPE LiveSite, and HPE MediaBin. “HPE Marketing Optimization software supports functions like integrated reporting and media management,” says Travis Boeck, Human Resources vice president, HR Global Operations.

“But perhaps most important, the Marketing Optimization portfolio allowed us to design web applications that respond dynamically, delivering the exact content our users look for as they navigate the site. This maximizes the usability and the value of the platform to HPE employees.”

Once the software was selected, a transformation team defined new, more efficient HR processes to guide the configuration and integration decisions around the new Workday platform. The team also developed an implementation plan and blueprints to guide system integration, data conversion, the retirement of legacy software, and change management.

Workday implementation completed in 15 months

Because the new Workday platform requires hundreds of integrations with other HPE enterprise applications, one of the most critical aspects of this phase was integration. To address this, HPE’s Enterprise Services (now DXC Technology) personnel played a major role in the design and implementation of the integration of Workday from the HPE legacy environment: a Workday Practice comprising around 90 Workday-certified DXC staff to support the project was created.

The implementation was a hugely complex project—Despite its size and complexity, however, the first phase implementation was completed in only 15 months.

HPE HR Transformation

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New platform immediately embraced

The new platform was embraced immediately by HPE employees: within the first few days, for example, 85% of HPE managers accessed the Workday application, and 70,000 Workday integrations ran in the first month. Today, the platform supports HPE employees and managers in 106 countries; 33 local languages are enabled, with another eleven translated.

In addition, 86 manager and employee processes are now standardized across HPE’s global enterprise.

The new Workday platform also attracted attention from outside HPE: nearly 50 HPE customers contacted the company in the first few weeks after the platform deployment to understand how HPE performed the roll-out. “The real heavy lifting involved in a project like this, which touches almost every aspect of our corporation, comes from integrating the new Workday HR system back into the enterprise and the HPE Portal, and ensuring that business-critical systems are working together and function properly,” notes Stacia Bedford, Director, Practice Leader – Workday / Workforce / Salesforce. “Participating in the initiative—one of the largest of its kind— gave our DXC consulting professionals the opportunity to ‘self-apply’ our industry-leading applications planning and implementation strategies and expertise.”

Website footprint reduced 40% plus substantial productivity gained

HPE continues to roll out additional enhancements to its Workday platform, including support for its annual performance and compensation processes.

And in the meantime, the solution has already delivered a wide range of tangible and intangible benefits. For example, the HR website footprint was reduced by 40%, which lowers infrastructure, overhead, management, and maintenance costs. As an integrated, state-of-the-art solution, HPE’s new Workday platform also arms its HR organization with powerful functionality that helps them excel at onboarding and managing talent, and administering critical programs such as employee benefits and performance reviews.

HR processes are also more efficient. “We identified one process that took 72 hours every time we performed it, and we performed it thousands of times per week,” says Spradley. “With our new Workday platform, the process dropped to only 6 hours. That’s an enormous savings in efficiency, and it’s just one of a multitude of improvements we’ve gained by this transformation.”

“With our new Workday platform, we can better manage our workforce — which is one of HPE’s most critical assets.”

– Cyrille Charpin,former HPE director, HR & Payroll IT

Customer at a glance

Software• Workday Human

Capital Management

• HPE Marketing Optimization

- HPE Teamsite

- HPE LiveSite

- HPE MediaBin

DXC services• DXC Enterprise Software as

a Service

HPE HR Transformation

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The new platform replaced non-standard, offline workforce processes from business units, regions, and countries with standardized on-line talent reviews and dashboard. “HPE managers can now make more effective decisions when it comes to our talent, locations, and people,” Charpin explains.

And as a SaaS solution, the Workday environment is updated regularly and automatically, ensuring continuous improvements over time.

The new platform also benefits HPE managers and employees. “Our HR processes are now more efficient and more effective,” Charpin explains. “We’ve greatly simplified the HR application ecosystem, and we’ve made it more consistent, which also improves usability.”

HPE calculates that by improving employee productivity, the new platform delivers at least $60 million annually in indirect, measurable cost savings.

And most important, notes Mike Dallas, senior vice president, HR Global Operations, is the project’s impact on the quality of HPE’s HR services to employees. “We’re better equipped to optimize employee acquisition, and maximize employee engagement and retention,” Dallas concludes. “And that means we’re better equipped to contribute to HPE’s leadership and success. You really can’t put a price tag on the value that delivers to HPE.”

“In the past, HPE had so many disparate systems and employee experiences it was often times confusing or overwhelming to perform a simple task. By consolidating and standardizing on one platform, with a more engaging user interface and simpler integrated leaner HR processes, we save employees and managers time that they can now spend on developing and selling the best products in the industry.”

– Cyrille Charpin,former HPE director, HR & Payroll IT

www.dxc.technology

About DXC DXC Technology (NYSE: DXC) is the world’s leading independent, end-to-end IT services company, helping clients harness the power of innovation to thrive on change. Created by the merger of CSC and the Enterprise Services business of Hewlett Packard Enterprise, DXC Technology serves nearly 6,000 private and public sector clients across 70 countries. The company’s technology independence, global talent and extensive partner alliance combine to deliver powerful next-generation IT services and solutions. DXC Technology is recognized among the best corporate citizens globally. For more information, visit www.dxc.technology.

© 2017 DXC Technology Company. All rights reserved. DXC_4AA5-3269ENW. September 2016

HPE HR Transformation