lehrn member exchange: andersen corp hr systems · 2018-03-31 · employer brand strategy/smashfly...
TRANSCRIPT
LEHRN MEMBER EXCHANGE:ANDERSEN CORP HR SYSTEMS
December 15, 2017
HR TECHNOLOGY OVERVIEW Melissa Richardson, Technology & HRIS Manager
Andersen Corporation - Confidential
HUMAN RESOURCES AT ANDERSEN
HRCS
Total Rewards Corp. Affairs
Safety, Disability & Security
Communications
Sustainability
Talent Acquisition
Human Resources
HR Technology & Analytics
Talent & Org. Development
Andersen Corporation - Confidential
Andersen HRCS Technology Enablement RoadmapRoadmap to be reconfirmed every 3-6 months
Q3 Q4
FY2016 FY2017FY2015
Q1 Q2 Q3 Q4 Q1 Q2 Q3 Q4
Learning & Development
Talent Acquisition
FY2018
Succession &
Leadership Dev
PS 9.2 Upgrade
Employer Brand Strategy/Smashfly implementation
ATS Tech Re-evaluation
LMS Assessment, Selection, Implementation
Total RewardsBenefit Comm Test 1
Talent MgmtTech
Workforce
PlanningBI Tool: Phase I
Monitors in Plant Site Test
PS Workflows for HRIS Processes
Engagement, Communication & HR Shared Services
Environmental,
Health Safety &
Sustainability
EHSS Management Software Assessment, Selection & Implementation
Helmsman to PS Integration
Network Bandwidth
Expanded Collaboration Tools
Internet Bandwidth
HRCS Governance &
Strategy
Prim
ary
Capabili
ty M
atu
rity
Gaps
Secondary
Capabili
ty M
atu
rity
Gaps
HR
CM
Te
chn
olo
gy r
e-e
valu
atio
n
Access for All strategy
Driver ATS
Temp Labor 2.0
Recruiting Kiosks: Phase II
Technology/Change Management Communication
Strategy & Roadmap Governance Process
Sales Assessment
The Circle Redesign
Your Cause
Andersen Corporation - Confidential
HUMAN RESOURCES | CORPORATE SERVICES
HRCS TECHNOLOGY PORTFOLIO
Bold = Cloud solutions*Does not include interfaced TPA solutions (13-Total Rewards; 2-Safety/Disability Mgt.; 1-Talent Acquisition)
HR Core Functions
• PeopleSoft• Authoria (MyView)• OrgPublisher• Power BI• M360 Survey Solution• Clear Company
Total Rewards*
• Cornerstone (merit) • MarketPay• Benefitsatandersen.com• Kronos• Telescope3• Verint (call recording)• Edify IVR
Talent & Organization Development
• Cornerstone (LMS)• Lynda.com• Training Manager• True Office Learning
Talent Acquisition*
• Taleo• Smashfly• Timetrade• Sitekiosk
Safety, Disability Management and Security*
• Intelex (EHSS)• Brady360• Safetech• OHM• Safety Audit• Safety Performance Metrics• Velocity• EasyLobby
Enterprise Communications and Corporate Social Responsibility
• GIFTS• Hootsuite• Cision• YourCause• The Circle
Cloud/Total
3/6Cloud/Total
3/7Cloud/Total
1/4
Cloud/Total
3/4Cloud/Total
1/8Cloud/Total
4/5
Andersen Corporation - Confidential
HUMAN RESOURCES AT ANDERSEN
HRCS
Total Rewards Corp. Affairs
Safety, Disability & Security
Communications
Sustainability
Talent Acquisition
Human Resources
HR Technology & Analytics
Talent & Org. Development
Andersen Corporation - Confidential
HRCS TECHNOLOGY LIFECYCLE
Andersen Corporation - Confidential
Intake & Readiness
Prioritization & High-level Estimates
2 Step Approvals
• First Approval: Go proceed with estimates and resourcing
• Second Approval: Work toward implementation/prioritization
Knowledge Exchange
Execution Readiness (after 2nd approval)
HRCS TECHNOLOGY GOVERNANCE
Andersen Corporation - Confidential
Level 4
CHRO & Direct Reports
Approves all strategic initiatives
Unresolved issues related to resources
and/or budget
Changes or additions to Technology
Roadmap
Level 3Requesting
Business Leaders
Confirmation and possible negotiation
of priority
Confirm and resolve Budget (availability
and allocation)
Level 2
HRTS & HRIT Leaders
Process improvements
extending outside HRCS business areas
Strategic Initiative
(resource allocation)
Resource/budget constraints addressed
Level 1
IT & HR BA’s
Changes to existing applications
Business process improvements
(enhancements)
No resource/budget constraints
Request Intake & Readiness Complete
WHERE IS HR TECHNOLOGY FOCUSING?
Andersen Corporation - Confidential
Capacity Model
Value Focus
Strengthening Partnerships
HR ANALYTICS JOURNEYAnna Gindorff, HR Business Intelligence Analyst
Andersen Corporation - Confidential
Difficulty
Val
ue
Descriptive Analytics
Diagnostic Analytics
Predictive Analytics
Prescriptive Analytics
What happened?
Why did it happen?
What will happen?
How can we make it happen?
ANALYTICS MATURITY CURVE
WHERE
WE WERE
WHERE WE
WANT TO BE
Andersen Corporation - Confidential
WHY A SINGLE SOURCE OF TRUTH IS CRITICAL
PeopleSoft
Spreadsheet
Word of mouth
Comshare
Manager
Workforce Analytics
HR Operations
Leadership
So..what’s my production headcount?
Supply Chain System
Finance
Supply Chain
Andersen Corporation - Confidential
HOW DID WE GET HERE?
Basic and minimal reporting
•Spreadsheets with no analysis or insights
•Definition variation
Established partnership with Enterprise BI team
•Introduced to Power BI
•Took HR leaders through metric prioritization exercises and identified champion group
•Developed a campaign around HRCS Analytics program
Released interactive dashboard in Power BI
•Self-service model
•Data refreshed weekly
Eliminated almost all manual behind-the-scenes work
•Created a direct data feed from PeopleSoft into Power BI
Conducting frequent enhancements and updates
•Generational data
•Manager data
•Updated termination reason list
•Tenure buckets
•Trending (terminations)
Pre-June 2016
Dec 2016
By April 2017
PeopleSoft Spreadsheet
June 2016
Ongoing
Andersen Corporation - Confidential
REPORTING LOOKED SOMETHING LIKE THIS…
Andersen Corporation - Confidential
HOW DID WE GET HERE?
Basic and minimal reporting
•Spreadsheets with no analysis or insights
•Definition variation
Development began
•Metric prioritization with HR leaders and identified champion group
•Developed a campaign around HRCS Analytics program
•Created playbook
Released interactive dashboard in Power BI
•Self-service model
•Data refreshed weekly
Eliminated almost all manual behind-the-scenes work
•Created a direct data feed from PeopleSoft into Power BI
Conducting frequent enhancements and updates
•Generational data
•Manager data
•Updated termination reason list
•Tenure buckets
•Trending (terminations)
Pre-June 2016
Dec 2016
By April 2017
PeopleSoft Spreadsheet
Aug 2016
Ongoing
Andersen Corporation - Confidential
HRCS ANALYTICS BRANDING CAMPAIGN
Andersen Corporation - Confidential
HOW DID WE GET HERE?
Basic and minimal reporting
•Spreadsheets with no analysis or insights
•Definition variation
Began building analytics program
•Metric prioritization with HR leaders and identified champion group
•Developed a campaign around HRCS Analytics program
•Created playbook
Released interactive dashboard in Power BI
•4 key metrics
•Consistent definitions
•Self-service
•Data refreshed weekly
Eliminated almost all manual behind-the-scenes work
•Created a direct data feed from PeopleSoft into Power BI
Conducting frequent enhancements and updates
•Generational data
•Manager data
•Updated termination reason list
•Tenure buckets
•Trending (terminations)
Pre-June 2016
Feb 2017
By April 2017
PeopleSoft Spreadsheet
Aug 2016
Ongoing
PeopleSoft Spreadsheet
Andersen Corporation - Confidential
HRCS POWER BI DASHBOARD
Andersen Corporation - Confidential
HOW DID WE GET HERE?
Basic and minimal reporting
•Spreadsheets with no analysis or insights
•Definition variation
Began building analytics program
•Metric prioritization with HR leaders and identified champion group
•Developed a campaign around HRCS Analytics program
•Created playbook
Released interactive dashboard in Power BI
•4 key metrics
•Consistent definitions
•Self-service
•Data refreshed weekly
Eliminated almost all manual behind-the-scenes work
•Created a direct data feed from PeopleSoft into Power BI
Conducting frequent enhancements and updates
•Generational data
•Manager data
•Updated termination reason list
•Tenure buckets
•Trending (terminations)
Pre-June 2016
Feb 2017
By April 2017
PeopleSoft Spreadsheet
Aug 2016
Ongoing
PeopleSoft Spreadsheet
May 2017
Andersen Corporation - Confidential
HOW DID WE GET HERE?
Basic and minimal reporting
•Spreadsheets with no analysis or insights
•Definition variation
Began building analytics program
•Metric prioritization with HR leaders and identified champion group
•Developed a campaign around HRCS Analytics program
•Created playbook
Released interactive dashboard in Power BI
•4 key metrics
•Consistent definitions
•Self-service
•Data refreshed weekly
Eliminated almost all manual behind-the-scenes work
•Created a direct data feed from PeopleSoft into Power BI
Conducting frequent enhancements and updates
•Generational data
•Manager data
•Updated termination reason list
•Tenure buckets
•Trending (terminations)
Pre-June 2016
Feb 2017
By April 2017
PeopleSoft Spreadsheet
Aug 2016
Ongoing
PeopleSoft Spreadsheet
May 2017
Andersen Corporation - Confidential
WHAT’S NEXT?
Enhancements and updates
Data warehouse
•Single source of truth
•Will allow for trending capabilities
• Incorporation of non-HR data
External data
•Census data
•Market trending
•Benchmarks
Ongoing 2018 Beyond
Andersen Corporation - Confidential
WHAT QUESTIONS DO YOU HAVE?
• Anna Gindorff [email protected]
• Melissa Richardson [email protected]