Human Capital Management by SAP HCM

Transcription

1 Human Capital Management by SAP HCM 1

2 THE MISSION To contribute to the growth of the Lavazza Group, maximizing development of human capital through common processes and advanced technology 2

3 CONTEXT Internationalization and Globalization organizational vision, global information, policies, tools and common HR processes, HR community Support Business with powerful tools and fast information direct interaction web portal Adaptation of human capital to the evolution of the Company knowledge and expertise, training, development and performance Integration of business applications Controlling, Accounting, Payroll 3

4 Business Value HR Evolution: function as a Business Partner High Business Partner Agent of Change Adopts a pro-active approach working together with you in order to achieve business results HR Specialist Supports you providing efficient HR processes Administrative Role Supports you by accomplishing administrative processes and offering technical support Adopts a re-active approach delivering specialist support where requested Organizational Influence High 4

5 ERP, not best of breed A multi-country, multi-lingual, multi-currency, multicompany System Native integration: all standardized processes in one system and related to each other Same application, same way of working (for different entities, subsidiaries, team leaders, HR,...) Comparable and interchangeable data The latest technological frontier THE TOOL HCM by SAP 5

6 THE PHASES OF THE PROJECT The design of the model The implementation 6

7 THE MODEL (Principles with which "the tool was designed) 1. Application of International Best Practices (Price Waterhouse & Coopers) 2. Accordant to SAP features... wisely declined in the reality of Lavazza Group Definition, standardization and introduction of new tools for HR processes Global Template approach Maximum integration of information (between processes, between applications, between companies) Flexibility to adapt to organizational updates Planning and use of performance indicators (KPIs) on people, functions, organization 7

8 Company in scope (all over the world) Country Company Tot Tot Italia LUIGI LAVAZZA S.P.A. 1 1 Italia LEA S.R.L. 1 Italia COFINCAF S.P.A. 1 Italia FONDAZIONE G. E P. LAVAZZA ONLUS 1 Italia FINLAV 1 Italia L.C.S. S.R.L. 1 Italia ERCOM S.P.A. 1 Francia LAVAZZA FRANCE SAS 1 1 USA LAVAZZA PREMIUM COFFEE CORP 1 1 Brasile LAVAZZA DO BRASIL 1 1 Austria LAVAZZA KAFFEE GMBH 1 1 Svezia INTERCOFFEE STOCKHOLM AB. 1 1 UK LAVAZZA COFFEE LTD. 1 1 Spagna LAVAZZA SPAGNA 1 1 Spagna PANAROM S.L. 1 Portogallo SOGEFRAN 1 1 Germania LAVAZZA DEUTSCHLAND GMBH 1 1 India FRESH & HONEST CAFE' LTD. 1 1 India BARISTA COFFEE COMPANY LTD. 1 TOTALE Each issue is global: implementation has been contextual for all the subsidiaries of the Group and Go-Lives are simultaneous. 8

9 THE TOOL HCM Key elements A new way to integrate PEOPLE, PROCESS and TECHNOLOGY. 9

10 1) BEST HR PROCESSES Master Data Management Organizational Structure Management Job System Management Workforce Planning E-Recruiting Compensation Management Appraisal Management MBO Performance Competencies (qualifications) Training Personnel Development Development Plans Career Plans Succession Plans 10

11 Modules in black will be implemented in Lavazza Group 11

12 How to manage processes: Forms and Workflow In Lavazza every change or insertion in the system must first be approved or guided by a workflow. After that, updates can be recorded in the system (many of these updates, will be automatic at the end of the workflow). The word workflow, in this context, stands for process. This particular functionality helps each actor (HR Office, Team leader or Employee) to work on processes easily and more efficiently. Each workflow starts from a specific FORM available on the PORTAL. 12

13 Actors 1/3 Employee They can view personal information, org-chart, appraisals, etc.. Each person in the Lavazza group who has a personal computer personally assigned by the company; a personal company address; internal active people; no trainees or outsourced temporary workers. 13

14 Actors 2/3 Team Leader They can use the employee function to browse all data and manage HR processes for employees reporting directly to them hierarchically (eg. Objects on loans Personal and working data, etc..). Team Leaders can also activate Forms based on specific tasks assigned to positions (if owned), for example: Workforce planning Recruiting activation Organizational management Job System Management Compensation Appraisal MBO Appraisal Performances Appraisal Competencies. An employee is considered a Team Leader if he/she is responsible for at least one resource within the organizational structure. 14

15 Actors 3/3 Local HR the office (or person) responsible for the subsidiary s HR activities. He generally reports hierarchically to the Subsidiary s General Manager and functionally to Central HR. We have distinguished Local HR (typically Business HR) from the Local Administrative HR (who manages administrative employment aspects) Central HR the office responsible for Lavazza Group s Human Resources; divided between C&SO office (Compensation and Sviluppo Organizzativo) and GSRU office (Gestione e Sviluppo Risorse Umane). Central HR DOP corresponds to the Director of Human Resources. CEO the Chief Executive Officer of Lavazza Group. 15

16 THE TOOL HCM Key elements 16

17 2) GLOBAL ORGANIZATION AND JOB SYSTEM Unità organizzativa AZIENDA Posizione Direzione X Job Macro Job Direzione Commerciale Direzione Y Direzione Rete Persona Direttore Commerciale Direttore Rete Area Nord Area Centro-SUD Filiale Milano Filiale Roma Filiale Aosta Capo Area Nord Capo Area Centro-sud Responsabile Filiale Milano Responsabile Filiale Roma Responsabile Filiale Aosta Venditore prodotto A Venditore Prodotto A Addetto Sportello Addetto Sportello Venditore Prodotto B Addetto Sportello Assistant Assitant 17

18 SAP HCM provides an integrated view of main Organizational concepts and Job System Organizational Unit Macro-Job Includes Person Covered by Position Describes Job Requires Competence Organizational Structure Job System SAP HCM enables you to enhance Organizational Structure and Job System integration. 18

19 Job System: Macro Job and Job A Macro Job includes all jobs sharing the same behavioral competencies (capabilities) profile. Each job has its own job profile including all required technical competencies (skills): Macro Job profile Macro-Job Team Assistant Capabilities Required Level Accuracy 3 Flexibility 3 Teamwork 4 Achievement 3 Sales Team Assistant Marketing Team Assistant Finance Team Assistant Job profile Sales Team Assistant Skill Required Level Budgeting 2 Accounting 2 Cost controlling 2 English 3 Business knowledge 3 19

20 The Job System supports integration of all HR processes The Job System matches the structure with its contents (processes), according to the needs of Human Capital Management processes. Performance Mgmt. Personnel Development Recruiting Compensation Training Qualification Mgmt. SAP HCM Org. Mgmt. and Master Data Job System 20

21 Contents of the Capabilities dictionary - ita 1. COMUNICAZIONE 2. NEGOZIAZIONE 3. COSTRUZIONE RAPPORTI 4. LAVORO DI GRUPPO 5. TENSIONE AL RISULTATO 6. ORIENTAMENTO AL CLIENTE 7. PIANIFICAZIONE 8. ORIENTAMENTO AL BUSINESS 9. INTEGRAZIONE 10. LEADERSHIP 11. IMPATTO E INFLUENZA 12. SVILUPPO DEGLI ALTRI 13. ANALISI 14. DECISIONALITA 15. SINTESI 16. ACCURATEZZA 17. INNOVAZIONE 18. SPIRITO DI INIZIATIVA 19. FLESSIBILITA' 20. AUTOCONTROLLO 21

22 Contents of the Skills dictionary - ita ll dizionario delle Skills individua e descrive le conoscenze tecniche classificandole nelle seguenti categorie: Trasversali Generiche di Business Vendite e Marketing Tecniche, Ingegneria e Processi Produttivi Tecniche R&D Qualità Supply Chain Economico Gestionali Amministrativo Contabili Sistemi Informativi Risorse Umane e Organizzazione Legali Supporto Manageriale 22

23 THE TOOL HCM Key elements 23

24 3) INFORMATION How SAP HCM can support you during daily activities: some examples A top manager gets all updated organizational information he/ she wants without asking his/ her secretary; he/ she gets from HR function an organizational simulation to understand what is needed to address a new market A manager compares the skills of his/her people with those required by the position and agrees with the HR a development plan The portal becomes a fundamental tool for communication, networking and decision support for both employees and managers Local HR can autonomously manage HR processes and use state of the art tools, in line with his/ her needs 24

25 THE TOOL HCM Key elements 25

26 3) PORTAL: NEW INTERACTION CHANNEL The "easy to use" as a success key: practical examples REAL-TIME ORGANIZATIONAL INFORMATION: top managers can get all the information related to the organizational and personnel management they need, in real time. Both for the subsidiary and for the parent company, they can create simulations for planning organizational actions and developing Human Capital; PROFILE MATCH-UP: qualification GAP between Position and Person: the team leader will be able to compare the technical skills (skills) and behavioral competencies (capabilities) of his/her employees with those required by the position; they can therefore use the HR function to request the construction of an appropriate development plan to fill in any gaps that emerge; WEB PORTAL: Employees and Team Leaders will appreciate the functionality and effectiveness of the web portal. 26

27 Where do you come across HCM System There are two types of System : HCM Portal (via web) Each process must first be approved or guided by a Workflow. It starts from a specific function available on the Team Leader or Employee Portal or on the HR Portal Actors in the workflows are: Employees, Team Leaders, Local (business or administrative) HR, Central HR (C&SO or SGRU), DOP, CEO SAP HCM Standard (by Backend) At the end of the workflow we can use Transactions to update the system (many of these updates will be automatic at the end of the workflow). For certain process, we don t need to use forms or workflows, we can manage Personnel Actions directly in the SAP System. 27

28 Where do you come across HCM System Web Browser Internet Explorer SAP Gui New instance only for HCM ECC6 Local Systems Team Leaders Employees 28

29 Where do you come across HCM System Team Leaders Employees Estimated users 29

30 Where do you come across HCM System HCM PORTAL for Employees, Team Leaders and HR users 3 different Folder Employee ME Team Leader MY TEAM HR HR The Employee folder is assigned to all users and that folder is the first page that every user will see after login. The other folders (MY TEAM and HR) depends on user access rights. For example, if a Team Leader is also an HR, he/she will have all the 3 folders active on the portal. The folders and the agenda have different rules depending on the folder chosen. 30

31 Where do you come across HCM System: HCM PORTAL for Employees, Team Leaders and HR users - Security USERS are defined in SAP HCM with a specific ROLE and a specific CONTEXT. Role is assigned based on the type of Actor (Employee, Team Leader, Local or Central HR, Local Administrative HR, Central HR (C&SO or SGRU), DOP, CEO), Depending on that Role, a user inherits a set of FUNCTIONALITIES allowed on the system (SAP transactions or portal functionalities). Context is assigned ad personam to define VISIBILITY OF INFORMATION (the right to see data only about specific Company, Subarea, SubGroup, Group, Infotype, Organizational Units, etc ): Folder ME Employee manages his own data Folder MY TEAM Team Leader manages his team data (sees his direct and indirect collaborators, and manages only his direct ones) Folder HR HR manages the data of assigned employees (his Company, i.e. a specific subarea, a specific set of Organizational Units,..) 31

32 WHAT WILL HAPPEN? A huge cultural change for the Company On 5 th September s will be sent to Team Leaders and Employees, communicating the link, user and password needed to access the HCM Portal, see personnel data and Team data. 32

33 GO LIVE TIME.. Explanation available: WIKI MANUAL On the portal they will find the "USER WIKI MANUAL" which explains the Project, Workflows and the System. 33

34 GO LIVE TIME.. Questions already answered In the section F.A.Q. (frequently asked questions) they will find answers to many questions: 34

35 GO LIVE TIME.. Explanation available: CARTOONS (1/4) On the portal they will find CARTOONS to explain processes: Organizational Structure Management and Job System Management Workforce planning Appraisal Management Compensation Management Recruiting Development Plan Management, Training, Career and Succession Plan 35

36 GO LIVE TIME.. Explanation available: CARTOONS (2/4) 36 36

37 GO LIVE TIME.. Explanation available: CARTOONS (3/4) 37

38 GO LIVE TIME.. Explanation available: CARTOONS (4/4) 38

39 Worldwide Post Go Live Support Technical and IT issues Processes and functionality issues Your Local IT Your Local HR Lavazza Service Desk On User WIKI Manual Second level Support 39