more than a bandage for johnson & johnson's hcm
DESCRIPTION
Talent Management – Optimizing Your Workforce With a Unified Solution It’s no longer just about talent for talent’s sake. It’s about the overall health of your organization and aligning your workforce to the rest of your business. Check the box on recruiting and retaining and make your way to truly engaging. Find out how a unified solution will give Johnson & Johnson a more complete operational picture of its workforce to provide that lever for optimization, and how it can do the same for you. In this webcast you’ll learn: - Johnson & Johnson’s journey to the cloud. - How better access to real-time integrated people data results in more informed decisions. - Why a more consistent and easy-to-use experience improves engagement. How a unified set of data and metrics ensures the right talent, in the right roles, at the right time.TRANSCRIPT
More than a Bandage for Johnson & Johnson’s HCM
Michelle Frank HR Director Workday I Johnson & Johnson
Cristina Goldt
Director of Product Marketing | Workday
Optimizing their Workforce with Workday’s Unified Solution
Our world is changing
Changing
Business Landscape
Changing
Technologies
Changing User
Expectations
Global, Complex
Speed
Mobile, Social
Cloud
Simple, Intuitive
Engaging
Poor Visibility Higher Cost Rigid and Complex Inefficient
ERP
Poor Visibility Higher Cost Rigid and Complex Inefficient
BENEFITS
ACTIONABLE
ANALYTICS MOBILE
COLLABORATION CONSUMER UI
ADAPTIVE FOUNDATION
TECHNOLOGY FOUNDATION EMBEDDED SERVICES MULTI-TENANT
OBJECT ORIENTED
IN MEMORY
SECURITY
INTEGRATION CLOUD CONFIGURABLE BUSINESS PROCESSES
REPORTING & WORKTAGS
SETTLEMENT ENGINE
GOVERNANCE & COMPLIANCE
GLOBAL
AT THE CORE
TALENT
PAYROLL
HUMAN
RESOURCES
RECRUITING TIME TRACKING
BENEFITS
RECRUITMENT RETIREMENT
PAYROLL
ONBOARDING
ABSENCE
ORGANIZATIONS
COMPENSATION
PERFORMANCE
SUCCESSION
CAREER & DEVELOPMENT
GOALS
TIME TRACKING
RECRUITING
TALENT
PAYROLL RECRUITING
TIME TRACKING BENEFITS
HUMAN
RESOURCES
TIME
TRACKING
PAYROLL
BENEFITS
TALENT HUMAN RESOURCES
RECRUITING
CHOICE &
FLEXIBILITY
COMPLETE
INSIGHT
USER
ENGAGEMENT
RECRUITMENT RETIREMENT
TIME
TRACKING
PAYROLL
BENEFITS
TALENT HUMAN RESOURCES
RECRUITING
BENEFITS
PAYROLL
ONBOARDING
ABSENCE
ORGANIZATIONS
COMPENSATION
PERFORMANCE
SUCCESSION
CAREER & DEVELOPMENT
GOALS
TIME TRACKING
RECRUITING
Johnson & Johnson’s Journey
2009
Global HR
Transformation • Dependence on an outsourcer led to transaction
quality issues
• Complex technology involved heavy IT support
• Inelegant user interface required training and
customer support
• Launch in largest markets amplified impact
We learned some lessons:
And missed opportunity to fully realize ROI.
SAP
Johnson & Johnson’s Journey
2009
December
2011
Global HR
Transformation
Johnson & Johnson’s Journey
2009
December
2011
Global HR
Transformation
Vital Capabilities
By population across the enterprise
Core HR
By country
October
2012
Phase 0 Go Live ~ 4,000
Indonesia
Korea
Philippines
Taiwan
Thailand
Vietnam
Johnson & Johnson’s Journey
2009
December
2011
October
2012
April
2013
Global HR
Transformation
Insource all HR
Operations Phase 0
Go Live Phase I Countries ~27,000
France
United Kingdom
Ireland
Austria
China
Japan
Hong Kong
Australia
New
Zealand
December
2013
Wave 1 Wave 2
Q2/Q3
2014
Johnson & Johnson’s Journey
2009
December
2011
October
2012
April
2013
Global HR
Transformation
100+ HR Systems
2015+
Insource all
HR Operations
Phase 0
Go Live
Q2/Q3
2014
Phase 1
Go Live
1
9
4 5
Adding to the Conversation Em
plo
yee
M
anag
er
• Approve goals, leadership commitments and development plan
• Complete manager talent assessment
• Document progress and results to date
• Add mid-year comments and approve • Maintain succession plans
• Complete self-evaluation ratings and comments
• Request stakeholder feedback • Complete manager evaluation In
Wo
rkd
ay
• Enter goals & leadership commitments • Enter development Plan • Update talent profile
Formal Conversations Ongoing Conversations Actions in Workday
January June / July December / January
1
Pe
rform
an
ce
Pla
nn
ing
3 2
Su
cce
ssio
n
Pla
nn
ing
Mid
-ye
ar
Pe
rform
an
ce
5 4
Ye
ar-E
nd
Com
pe
nsa
tion
Ye
ar-E
nd
Pe
rform
an
ce
*coming 2014
Employees can make ad-hoc adjustments to goals, leadership commitments, development plan and talent profile throughout the year
To deliver greater value
Leaders Employees Human Resources
Better access to
real-time integrated
people data for
decision making
A more consistent and
easy-to-use experience,
improving engagement
Unified set of data and
metrics to ensure the
right talent is in the right
roles at the right time
Improving our ability to respond to the market and drive value for our customers
HR
Services
SGs BBHR
Attract
Develop
Assess
Reward
Optimized HR Service
Delivery Model Technology to enable an
integrated approach to talent
management
Harmonized processes and
policies across sectors
within a country
HR is Leading toward Our Future
Develop world-class and diverse talent at all levels
Drive organizational capability and new business models
Enable a credo-based, high-performance culture
Develop exceptional talent and operational excellence in HR
HR
Str
ate
gic
Pri
ori
tie
s
Workday is a user-
friendly system.
I can find my
employees’
data in one
place!
Now we have system
support which helps us to
control employees’ data
more effectively and save
time.
I am confident
about the
system
stability!
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