global hr @ schott ag - sapevent.ch · overview of schott 2. hr operational excellence 3. global hr...

Global HR @ SCHOTT AG

Eike Krull, Roland Granzer, Roman Seeberger (ROC) – November 2014

SAP Forum für Personalmanagement

Agenda

© SCHOTT AG

1. Overview of SCHOTT

2. HR Operational Excellence

3. Global HR Projects Scope

2

4. Implementation and Training

5. Project Results


© SCHOTT AG

SCHOTT is a globally active technology group

SCHOTT is an international technology group with more than 125 years of experience in the areas of

specialty glasses, materials and advanced technologies. We rank as number one in the world with

many of our products.

Our core markets are the household appliance, pharmaceuticals, electronics, optics, solar power,

transportation and architecture industries.

We are committed to managing our business in a sustainable manner and supporting our employees,

society and the environment.

3


© SCHOTT AG

€ 118 million

Key Figures

Capital investments in property, plant and equipment € 122 million

Worldwide sales, 85 % generated outside of Germany € 1.84 billion

Employees, 5.300 of whom are based in Germany 15,400

Production sites and sales offices In 35 countries

EBIT

Fiscal Year 2012/13

4


© SCHOTT AG

China

Dubai

India

Indonesia

Israel

Japan

Malaysia

Singapore

South Korea

Taiwan

Thailand

Close to Customers

all over the World North America

Canada

Mexico

USA

South America

Argentina

Brazil

Colombia

Asia

Europe

Australia

Austria

Croatia

Czech Republic

Denmark

France

Germany

Great Britain

Hungary

Italy

Netherlands

Poland

Russian

Federation

Spain

Sweden

Switzerland

Turkey

Africa Tunisia

Sites Sales Offices

5


Agenda

© SCHOTT AG




6


5. Project Results


© SCHOTT AG

Starting Point for PACE HR

Initial situation

Lack of global consistency

Manually intensive and time-

consuming

Low level of automation

Lack of global HR IT processes

and data models

Heterogeneous HR IT landscape

Limited reporting tools

One-off demands for information

are met only with high effort

One common, integrated reliable HR

Information System

Better data availability, transparency,

accuracy & quality

Optimized HR reporting capabilities

Pro

ce

sse

s

HR

IT

Ongoing implementation

Global, standardized, streamlined

and integrated

Reduced manual work through

integrated and automated

processes

Higher efficiency through the usage

of self service capabilities

Operational excellence

Improved “Added Value HR”

Transparency on HR services with

respect to quality and costs

High costs due to high HR

involvement

Inefficiencies due to redundancy

of activities

Unclear responsibilities and

accountabilities

HR

Op

era

tin

g

Mo

de

l


© SCHOTT AG

Goal: One global IT HR system (SAP) for global processes

8

• Global

• Integrated

• Transparent

• Local

• Fragmented

• Intransparent

62 running IT systems in HR One global base system

processes

&

systems


© SCHOTT AG

Vendor Selection for the global HR Implementation

9

Product Selection first (01/2011-03/2011)

Evaluation of alternatives (SaaS, Cloud, best of breed,..)

Decision for SAP HR mainly due to high integration, existing

infrastructure, inhouse knowhow

Implementation Partner Selection (03/2011-05/2011)

Request for Proposal process with 5 consulting firms

ROC convinced by

Strong experience, proven record of success

Supporting tools and methods

Financially sound offer

.


ROC Group – “global HR experts”

Established 1998 in the United Kingdom

Head office Hersham Place Technology Park, UK

Other locations Represent on 5 continents

Main locations: UK / Switzerland / USA / Germany / Poland / Austria

/…..

Employees More than 250 consultants in over 10 countries / regions

Expertise Focus on (SAP) HCM A ROC consultant has an average of more than 9 years of experience

Management

CEO

Jerry Chilvers

Chairman

Les Hayman (ex-SAP global Board member)


Agenda

© SCHOTT AG




11


5. Project Results


© SCHOTT AG

The Schott HR Cycle

12

Defined at

beginning

of project


© SCHOTT AG

Target Group for Global HR Processes

Employees, Managers, HR

13

White collar approx. 5.500 (included in LSO)

Exempt employees*

Graduates

Only these employees are considered by

the Talent & Performance Management process

Exempt employees* = All Company Grade employees

Key Positions (non-exempt

employees)

Global and

local HR

specialists

support the

global HR

processes


© SCHOTT AG

14

FY 2013

Roadmap Global HR Projects

Current Plan (Approved)

Planned Go Live

Financial Year

Work packages

Global Template

Payroll/Time Mgt

Talent Mgt

Learning Solution

Enterprise Comp. Mgt

BI Reporting

M J A A S J N D O F M J M J A A S J N D O F M J M J A A S J N D O

FY 2011 FY 2012

Workflow/SSC

FY 2014

Org Management

F M J

Performance Mgt

M J A

Successful Go Live

Change/Project Mgt

Pilot Group BI (DE) Rest of World

Data Cleanup

Pilot EP

GT DE, US Asia South SG Americas Asia North Europe

Payroll harmonization CZ, CN

Payroll harmonization JP

Rest of World

worldwide

DE , CH Rest of World

ECM worldwide

Absence Request

PM 2.0

TM 2.0

Hiring Request

SAP Payroll CH

Build central OM Team


Agenda

© SCHOTT AG



3. Global HR Projects

15


5. Project Results


© SCHOTT AG

16

Setup of timelines per workstreams, example Talent Management

2011 2012

Jun Jul Aug Sep Oct Nov Dec Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov SAP Talent Management

MSS Oct 1st

ESS, TMS Aug 31st

Test & Train

Alignment Phase

Go Live TMS

Jan 13th ESS, MSS

Nov 21st

Build Phase, Test & Train

Blueprint

Go Live

Pilot Group BU EP

Rest of SCHOTT world

ESS = Employee Self Service, MSS= Manager Self Service, TMS= Talent Management Service


© SCHOTT AG

17

One example of what has been set up:

Former process - Talent Management by Excel


© SCHOTT AG

18

Project Goal:

New process – SAP Talent Management Online


© SCHOTT AG

My Profile – Data entered by employee using ESS

19

Data can be used e.g. for searches, in Talent Review Meetings, Manager Information…


© SCHOTT AG

SCHOTT SAP HR global Implementation highlights:

20

Online Portal functionality for:

Employees (Talent Profile, Appraisals, Absences, Learning,…)

Managers (Reporting, Employee Assessments, Workflows Inbox,…)

HR staff (BI, Talent Review Meetings, Reporting, Learning Admins, …)

Global Full Employee Master data:

Master data includes also Basic Pay, variable Compensation

Basis for all global HR-processes

Easy Global Reporting capabilities

Supports local HR processes

In some countries also supports local HR processes, e.g.

Feeds outsourced local Payroll Systems

Local Payroll in SAP HR (DE, US, CH)


Project Results: HR IT-Landscape Survey 2010 vs. 2013 (I) 2

0 1

3

2 0

1 0


Project Results: HR IT-Landscape Survey 2010 vs. 2013 (II) 2

0 1

3

2 0

1 0


© SCHOTT AG

Efficiency & Quality Improvements

Globally harmonized HR processes and master data enable:

Transformation of HR into a truly global function

Global transparency and reporting capabilities (e.g. HR KPIs)

Significantly improved data consistency and data quality

Increased efficiency through workflows

Simplified implementation and adaption of new global HR processes

Additional HR Benefits:

Automated assignment of system authorizations

Non- HR Benefits:

Single Master data source for many non-HR processes like:

CRM, Health and Safety, IT Service request tool, Benchmarking…


© SCHOTT AG

Lessons Learned

25

Good cooperation among involved organizations is one key to success

Full management support from Top Management (HR and IT)

Flexible working relationship with Vendor was essential

Local HR and IT Involvement is very important:

Business Input (expertise) and buy-in from Local HR is needed

Testing by local Units has to be planned thoroughly

Have an eye on:

Data quality: needs to be monitored continuously


© SCHOTT AG

Global Feedback by ESS and MSS User

26

ESS / MSS questions :

Q1: I am familiar with the HR cycle of FY 2012/13.

Q2: I am familiar with entering data in "My Profile" (e.g. mobility) into the SAP HR system.

Q3: I am familiar with entering focus activities into the online SAP Performance appraisal document.

Q4: The training session was a helpful preparation for working with the SAP HR system

Q5: The training material (videos, documentation) was a helpful preparation for using the SAP HR system according to the defined process.

Q6: I know whom to contact if I have any questions

3,82 3,773,97

3,653,95

1

2

3

4

5

Germany NorthAmerica

Asia Europe SouthAmerica

Means per region all questions (ø 3,83)Fully agree

Agree

Partly agree

Disagree

Fully disagree


© SCHOTT AG

Status 17.11.2014

Established during the Project: A SAP HR IT Key-User Concept

29

Regional

Key-User HR

Country

Key-User HR

Europe North

America

South

America Germany

Local HR

Experts

Asia

Corporate

Key-User HR

CIT HR

Goal: Ensure sustainable and confident system use, high data quality and efficient processes

HR

Local IT

support

Manager &

Employees

global hr @ schott ag - sapevent.ch · overview of schott 2. hr operational excellence 3. global hr...

Documents