building an hr strategy for the...
TRANSCRIPT
PwC’s Digital Services
Building an HR Strategy for the FutureSAP HR Day - September 2018
Agenda
01
16
02
03
04
05
WELCOME
THE “WHY”
THE “HOW”
THE “WHAT”
Q&A
16
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Welcome
01
Welcome
by Bogdan Belciu
Bogdan BelciuPartner Advisory Services
The “why”
02
Why does your company need a cloud-based solution for the core HR processes?
The world is changing at an incredible pace
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WHY | HOW | WHAT
Strategy is the key, innovation is the solution
Key Ingredients for Today’s Innovation BXT Innovation
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WHY | HOW | WHAT
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Although salaries in Romania remains at the second lowest level in Europe, they continued to grow in the past years
Source: INSSE
596585
530
476
2018 Mid Year
20172015
+1.7%
+11.3%
2016
+10.5%
Average Monthly Salary, EUR/Month Net Average Hourly Salary (Cost to the Company), EUR / Hour
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At the same time, labour productivity in Romania is one of the lowest in Europe, though it is growing relatively fast
Source: INSSE
Labour productivity per person employed and hour worked (EU28=100)
466567687 27 37 57 67 68081818284
96100102103
106106109111113114115117
122128129
161189
CroatiaEstonia
LatviaRomania
Slovakia
United Kingdom
Poland
Spain
Lithuania
Slovenia
GreecePortugal
Czech Republic
MaltaCyprus
GermanyIceland
FinlandNetherlands
Italy
Sweden
Bulgaria
Hungary
Ireland
Norway
Luxembourg
FranceDenmark
SwitzerlandAustria
Belgium
6562
5957565652515151
4540
36
46454444434442413939
36
7 47 47 47 47 37 0
6562616061
808183
86878686
989898101
98
90
2005 2006 2007 2008 2009 2010 2011 2012 2013 2014 2015 2016 2017
7674
36 38
Greece
Bulgaria
Poland
Romania
The human capital represents
40–60% of the operating expenses
95% of the human capital does not understand the company strategy and goals.
Norton & Kaplan
50% of the averagehuman capital’s capacityis wasted on non-productive work.
Corporate Strategy Board Research:
Measures that Matter
84% of companies aren’t using their human capital to its full potential.
Saratoga Institute
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Leveraging technology to deliver employee experience
“It is not the strongest of the species that survive, nor the most intelligent, but the ones most responsive to change.”
Thomas Edison
Our vision is to close the digital gap between everyday life and work.Make your business future-proof. Now – for the technology of tomorrow.
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WHY | HOW | WHAT
The “how”
03
How can you enable the digital transformation of your core HR processes?
What does your company need in order to envision the new HR strategy?
In order to provide a consistent employee experience, the review and redesign of the core processes is needed.
The cutting-edge technology offered by Success Factors can support the creation of relevant and simple-to-use processes across all types of devices.
Process alignment
End-user perspectiveTechnology
Smooth integration
WHY | HOW | WHAT
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HR Strategy – Smooth integration
Text
Text
Create an agile, flexible and reactive organization built on collaborative culture
Ensure HR becomes central to realizing transformation and continuous change.
Drive HR transformation through a highly engaged workforce.
Develop, retain and attract the right talent into and within the
business.
HR departments wish a solution that frees up time for HR admin, allows for strategic inputs and helps them deal with planning, resourcing, and development issues.
Line-of-business managers need their staff to be engaged, with a high level of self-service, and able to fulfil HR-related tasks with ease and on time.
Executives want to conclude business transformation projects that will future proof their organizations. They care about efficiency, engagement, and productivity.
Employees value self-service, zero-hassle and easy-to-use HR tools that help them keep track of their KPIs, their development goals, and their prospective paths.
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WHY | HOW | WHAT
HR Strategy – Process alignment
› Ensure a consistent employee experience across divisions and geographies.
› In order to attain this, a review and redesign of the core processes is needed so that global minimum standards can be secured.
› Leverage ambassadors network: Essential for a successful change is the involvement of the business stakeholders at an early stage. People in the business are the “eyes and ears” of the project team and act as ambassadors in outlining the transformation, testing, training and communication.
WHY | HOW | WHAT
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HR Strategy – Technology
› Digital transformation needs to be applied and undertaken on a company-wide level.
› It should immerse into any company’s strategic planning, and members of the board should be eager to embrace the benefits that any digital transformation execution process is bringing.
› Effective digital transformation should not be only about outdistancing businesses from the risk of digital disruption, but more about placing them in a position that will allow them embrace innovative and disruptive approaches on their own.
Developing capability
Driving growth
Unleashing potentialConfidential information for the sole benefit and use of PwC’s client
HR Strategy – End-use perspective
Create relevant and simple-to-use processes. 35% of employees say their jobs are hurting their physical and/or emotional health.
“Think about the positive impact on your business if we can improve mentally and physically the well-being of every single employee in your company” (Greg Tomb, president of SAP SuccessFactors)
Empowerment Consumer
Experience
Digital HCM
Strategy
More empowerment and self-services in the cloud for
employees
A simple and convenientexperience that makes it easy to
initiate, update and track changes
People are the center of digital transformation
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WHY | HOW | WHAT
The “what”
04
What is the solution to your Talent Management needs?
There are countless reasons why you should choose a top-rated HCM software
Easy to maintain
Empower your experts to run SAP SuccessFactors at its best
Breadth and depth of solutions
Supporting your total workforce with an end-to-end suite
Built-in Decision Support
Fully integrated with HR processes to enable your people and make their jobs easier
Consumer Style Experience
Enterprise solutions that behave like consumer applications
Better Technology for better Cloud
Comprehensive and scalable to meet your needs
Deployment options
Flexibility to start anywhere, go everywhere.
Local compliance, around the world
Supporting the world through a local lens
Empowerment and support
Supporting you through the journey
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WHY | HOW | WHAT
Start anywhere, go everywhere
Start:Solve an immediate pain point (e.g. Learning)
Replace:Move all CM to the cloud
Leverage:on-premise HCM investments
Start Here
Start Here
Start Here
Start Here
Start Here
Start Here
Start Here
Start Here
Start Here
Start Here
Employee Central:✓ People Profile✓ Time Management ✓ Organizational and Position
Management
Succession & Development: ✓ Position-based Succession
Planning✓ Use Talent Pools✓ Use Performance-Potential
Matrix for Calibration
HR Analytics (Reporting):✓ Standard reports✓ Shareable reports✓ As-of-date/date range
reporting ✓ Online report designer
Workforce Planning: ✓ Strategic workforce planning ✓ Operational headcount
planning
Payroll:✓ Payroll Processing✓ Legal Reporting✓ Communication to
Authorities✓ Salary Payment✓ Pay Statement Printing
Performance and Goals:✓ Goal Setting;✓ Continuous Feedback and
Coaching✓ Manage Performance
Improvement✓ 360 Degree Review
Recruiting:✓ Requisition creation and
posting✓ Job Application Management;✓ Candidate relationship
management
Compensation: ✓ Reward employees based on
performance ✓ Award salary
increases/bonuses ✓ Ensure compliance to
guidelines
Learning:✓ User Assignments✓ Cost tracking&Revenue
Management✓ Training Record Keeping✓ Access to Online Content✓ Online Testing and Evaluation
Onboarding: ✓ Intuitive task management✓ Flexible workflows✓ Connect development and
learning activities to onboarding
✓ New hire socialization
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WHY | HOW | WHAT
You draw on the HR Cloud solution, which will make your process structures more flexible
Benefiting from our longtime experience and excellent knowledge in the implementation of HRIT solutions we support you by generating competitive advantages. Thereby we consider at any time your business and HR requirements and help meeting future trends:
Flexibility Investments
Implementation Security
Updates Transparency
Small Investments✓ Low costs based on the standardization of HR
processes✓ No expensive licensing fees for the usage of a
performance oriented HRIT
1
Quick Implementation ✓ Implementation in your existing HRIT
strategy in a few weeks ✓ Prevention of a supplier dependence
2
Enhanced Transparency ✓ Global communication of the HR Strategy
and HR goals 3
Increased Flexibility✓ Quick extension through the integration of other
HR applications✓ Creation of free capacities✓ Provisioning of a global HR network
4
Low Risks✓ By dynamic and flexible HR applications✓ By continuous servicing of the HR
processes
5
Additional Updates ✓ Multiple updates per year without further
costs ✓ Continuous adjustments of the HRIT to
match the requirements of the user
6
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WHY | HOW | WHAT
PwC’s Digital Services
Thank You
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