Digitalisering i Hydro. Eyvind Haaland HR Tech 7. februar 2018

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1 Digitalisering i Hydro Eyvind Haaland HR Tech 7. februar 2018

2 En kort introduksjon Eyvind Haaland HR Information System Application Manager Sitter i Global HR på Vækerø i Oslo Har vært i nåværende rolle siden 2016 Utdannet siviløkonom fra Norges Handelshøyskole Bakgrunn fra konsulentbransjen med fokus på IT og outsourcing

3 Dagens agenda 1 Hvem er Norsk Hydro? 2 Digitaliseringsreisen begynner for Hydro 3 Hva er robotisering? 4 RPA i hydro møt Robert 3

4 Hvem er Norsk Hydro?

5 Engaged in the entire aluminium value chain Bauxite Alumina Energy Primary metal Casthouse Rolled products Extrusion Solutions Recycling Rolling Recycling Bauxite Alumina Energy Primary Casting Products Extrusion Recycling (5)

6 Product service offering and quality throughout the value chain Built on market understanding, customer closeness and competence North America #3 position extrusion ingot ~24% market share in extruded products Europe #1 position in value added metal products 2 Strong presence in the Nordic power market Strong market presence across segments 3 ~22% market share in extruded products ~18% market share in building systems Asia Rolled Products Primary Metal Globally Top 3 positions in extrusion ingot and PFA 4 Energy Bauxite & Alumina Extruded Solutions Recycling Top 3 positions in 3 rd -party bauxite & alumina market globally 1 #1 position precision tubing globally #1 positions foil and litho globally 1 Outside China; 2 Extrusion ingot, sheet ingot, primary foundry alloys and wire rod; 3 Packaging, automotive, litho, building & construction and general engineering; 4 Primary Foundry Alloys 6

7 Digitaliseringsreisen begynner for Hydro

8 At the beginning of 2017 digital was not on the business plan 8

9 Achieving the digital vision requires all parts of the organization pulling in the same direction Hydro Digital Strategy 9

10 HR seeks to improve and develop HR services through digitalization Increase customer centricity Through digitalization: Design digital HR services and processes based on customer s needs to improve their HR service experience and contribute to the employment attractiveness of Hydro Improve availability of HR services to HR customers (any time, any place and on any device) Build digital competence to develop HR and support digital development in the business Contribute to better decision making Through digitalization: Provide better information and more insights from data and analytics (both descriptive and predictive) to enable continuous improvement and more fact based and value adding decisions in HR and business areas Improve efficiency and/or quality Through digitalization: Simplify, standardize and renew core HR processes Support continuous improvement Reduce cost, time and waste spent on manual HR tasks Increase consistency, quality and compliance 10

11 The Digital HR Roadmap was developed with a bottom-up approach Strong involvement of key stakeholders to identify opportunities and prioritize initiatives Opportunities identified Opportunities checked towards purposes Most opportunities on main HR processes Opportunities prioritized Opportunities developed to business cases Initiatives recommended and timed

12 Recommended HR initiatives in roadmap Effect, effort and fulfilment of purposes were evaluated to decide what opportunities to prioritize Recommended initiatives Roadmap Implement robotics (RPA) Procure an HR suite and plan implementation Expand HR dashboard v1.0 Provide HR info on tablets and mobile private devices Conduct PoC for gamification Conduct feasibility studies for: - elearning - Position management - Shift planning Implement certificate module Improve user friendliness of My Way / Hydro Academy Utilize portable web cameras for interviews Conduct studies of: - Kiosks - Payroll system principles - Master data enrichment - Payroll portal in Germany Conduct RFP for Hydro Monitor system Implement robotics (RPA) Implement an HR suite Go-live recruitment and onboarding modules Expand HR dashboard v2.0 Conduct proof of concepts for: - Alerts - Chatbot - AI for recruitment Utilize digital communication for employer branding Implement elearning authoring tool Conduct studies of: - Travel mgmt. system, - Job posting web shop - Compensation overview - Organization chart creator Implement an HR suite Go-live HR suite Expand HR dashboard v3.0 Go-live chatbot Go-live AI Implement position mgmt. 12

13 Hva er robotisering?

14 What are we talking about when we are talking about robotization Physical robots Robotic Process Automation (RPA) 14

15 RPA i Hydro møt Robert

16 Before we dive in what systems are we looking at Robert works in all the systems below HR case management and digital personell files Global HR master data system (system name PMD) Standard application for all Hydro users Employee number generator. Custom built to generate and manage unique employee numbers for Hydro 16

17 We «recruited» a new robot employee - Robert Peder Andersen who is Accurate Scalable Secure but needs clear processes and standardization Consistent I am Cost effective & loyal Document all steps Productive 24/7 Free up time for co-workers Figure: Screenshot of a process in Blue Prism (RPA software) 17

18 Three processes have been considered for the first robotization Onboarding of external consultants Termination or extension of external workers Onboarding of new employees Tasks Based on customer s request, order employee number, update PMD, inform line manager and local security Follow up end date with line manager and extend or terminate external worker and update local security Manage onboarding (all practical tasks) with line manager, local security, employee data and probation period 18

19 1 Managing contingent workers Demo Time savings Today 20 min 19 vs. RPA 30 s

20 2 Every month managers need to manually assess a report with all external workers end date and respond accordingly As-is process Termination or extension of external workers 20

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22 3 Onboarding of employees - many steps over a long time period many steps can be automated Send welcome mail to Robert Andersen Time savings Get Robert to confirm/update personal information To do: Request access card to Robert Andersen Find out where to inform occupational health about new employee Today 50 min vs. RPA 1 min 22

23 Main lessons learned from RPA Processes We had a good starting point after completing HR standardization with defined processes and process owners 70-80% of the RPA work is related to process improvements and standardization The effect of RPA will increase if we look at end-to-end workflow including functions outside HR Technology The software* worked well with other applications and solves the tasks as expected RPA may complicate the application landscape *Blue Prism was used new standard tool for Hydro is UiPath 23

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