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Enabling User Adoption & Engagement

Nico Orie

HR TECH Europe, Amsterdam October 24, 2014

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Nico Orie Integration and Change lead HR Digital Program Philips

http://nl.linkedin.com/in/nicoorie/

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Do you think it has become easier or more difficult to implement HR Technology?

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• Higher expectations

• New HR (Cloud) Technology is easier….but not that easy

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• Information overload with employees and managers

• 65% of executives in a recent survey* rated the “overwhelmed employee” an urgent or important trend, while 44 percent said that they are not ready to deal with it

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Deloitte: Human Capital Trends 2014 report

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Multi-Generations and preferred Learning Styles

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Baby Boomers Group Activities

Gen X Asking Questions &

Challenging Materials

Gen Y Edutainment & Collaboration

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• More Global big-bang Go-live scenarios…Most projects replace HRIS + Cloud HR enables warp speed implementations

• Can we go Big-Bang in Change too?

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Confidential 8

The Challenge

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Implement Cloud HR (Workday)….

Organizational Management

People Data Processes

Global Onboarding

Staffing Processes

Advanced Reporting

Detailed User Profiles

Phase 1, April 2014

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… let’s go for Global Big-Bang Go-live….

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118,010 Accounts

13,056 Supervisory Organizations

77 Countries Languages

719 Locations

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…and do it in < 12 months….

All Devices

10 Mio data fields converted

62 integrations

40 Globally standardized processes including MSS Position management

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…next accelerate further……

Performance Management

Succession Planning

Goal Setting Talent Management

Phase 2, Global Big Bang Dec, 2014

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..and make next step in more precise and real-time Talent Analytics..

• Retention Risk prediction • Succession Plan Conversion rates • Performance Potential • View Goal Alignment • Employee Goal Analysis • Performance Potential Grid • Performance Rating distribution • Pay for Performance analysis • …and more

Phase 2

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..and Parallel start Phase 3

US market 23K employees Accelerated implementation of other top countries planned for 2015

Absence Management

Compensation

Local Processes Local Onboarding

Phase 3, US – Dec 2014

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Approach

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Integrated approach

CMCT: Change Management, Communication and Training

Communication Plan

Training Plan

Change Management Plan

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Different questions and expectations to manage

Works Councils What about security

and data privacy?

HR Community What does this mean for

my job? I have high expectations.

People Managers I have no time for change.

This better be good.

Be transparent, involve early

Appeal via Vision, Train and make

Ambassador for Change

Positive Surprise, Just-in-time

Training

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Different questions and expectations to manage

Business Leaders I want more. Can’t my assistant do it for me

though?

Employees Do I get an iPad now? Do I

have to do more?

Manage Expectations, Explain Journey

Manage Expectations Just Try it Out

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Examples of what we did …there is a lot more but not enough time to show you all

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1 Social Network

918 Posts

2,754

3,014 Comments

Likes for Content in the Group

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2 Video Tutorials

Subtitled in 6 Languages

Available in each core process

Over 20,000 Views

Example

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2 Video Tutorials

Subtitled in 6 Languages

Available in each core process

Over 20,000 Views

Example

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3 And much more…

• Help text creation in 24 languages

• How do I’s on the HR Portal

• Work instructions for Service organization

• 76 Web casts

• Step guides

• Train the trainers

• ….and a lot more

• Go-live events

• Line Manager sessions by HRM/HRBP

• Class Room training for Service organization

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Conclusion

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Achieved: • Global launch • Good level of usage and

understanding

Work in progress • Full acceptance MSS in all

markets • Knowledge HR teams

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• New HR Technology requires next level Change, Communication and Training

• Invest in sufficient budget and resources to do it right

• Journey continues after go-live

Learnings

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Questions

Confidential 29

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The HR Digital program in summary

Our current HR processes and systems are not effective enough and do not meet the growing demand for an easier user experience, more precise people data and integrated,

End-to-End Talent Management processes.

Workday will be our new Global Philips HR system that empowers users with a modern user

interface, more precise people data and integrated talent processes in order to enable our HR

vision and serve our clients in the most optimal way

1 April 2014 Core HR Global 2 Dec 2014

Talent and Perf. Mgt Global 3 2014-2015

Comp. & Absence Mgt.