Seminar C2 Moving from Transactional to Strategic HR to Add Value to Your Business

Transcription

1 Sponsored by Seminar C2 Moving from Transactional to Strategic HR to Add Value to Your Business

2 MOVING FROM TRANSACTIONAL TO STRATEGIC HR TO ADD VALUE TO YOUR BUSINESS Mark Judd, VP, HCM Product Strategy, EMEA Alison Cowdall, Senior Director HR Services, AstraZeneca Helen Gowler, Global HR Technology Lead, Avon

3 Workday Confidential Your Success Is Our Success

4 Technology Designed for the Digital Age One version One source of truth One experience One security model One architecture One Deployment model One community

5 Moving from Transactional To Strategic HR Using Technology to Add Value Alison Cowdall- CIPD Conference October 2017

6 AstraZeneca Who are We? A 59,700 employees globally; 13,700 in N. America 3 Strategic Priorities Focus on discovery, development, commercialization of primary/specialty-care meds 137 projects in clinical pipeline; 11 new molecular entities in late-stage clinical development or under regulatory review Achieve Scientific Leadership Return to Growth Be a Great Place to Work Main Therapy Areas Opportunity-Driven Oncology Workday Confidential Respiratory, Inflammation & Autoimmunity Cardiovascular & Metabolic Diseases Infection, neuroscience, and gastrointestinal

7 The Problems We Needed to Solve: Perception of Inefficiency No consistent HR Metrics Non Consistent Global Processes Inconsistent Administration and Delivery Multiple sources of data Payroll Accuracy Data gathering rather than decision making No seat at the strategic business table 7

8 HR Technology Transformation Timeline: Workday HR Function May 2015 HCM Performanc e Jan 2016 Advanced Comp 50 countries 2016 Change Payroll arrangements 73 countries January 2016 November 2017 Launch My HR Advisory Teams July 20 December 2016 Aug 2016 Launch new Global Career Site Oct 2016 Recruitin g 53 countries Jan 2017 Advanced Comp 23 countries Apr 2017 Deploy Field Glass 9 countries November 2017 June 2018 Deploy SABA Cloud to all countries Recruiting 20 countries Nov 2017 Succession Deployment of Workday Time / Absence 58 countries October 2016 January 2018

9 HR.Possibly Too Exhausted to be Strategic 9

10 Challenges of Transitioning to a Strategic Approach: Adoption of new Processes / governance Change fatigue Capability Culture 10 Data Accuracy

11 Becoming a more strategic HR Using Data Execution Focused Goal setting Linking reward to performance Capability Gap Development Metrics Driven Recruitment Performance Employees with plans Benefits Achieved Financially Savvy Manage spend in annual reward Tracking of recruitment costs 11

12 Might seem like that sometimes

13 questions and comments??

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15 Confidentiality Notice This file is private and may contain confidential and proprietary information. If you have received this file in error, please notify us and remove it from your system and note that you must not copy, distribute or take any action in reliance on it. Any unauthorized use or disclosure of the contents of this file is not permitted and may be unlawful. AstraZeneca PLC, 1 Francis Crick Avenue, Cambridge Biomedical Campus, Cambridge, CB2 0AA, UK, T: +44(0) , 15

16 The Journey from Transactional to Strategic HR Helen Gowler CIPD Conference Workday Confidential

17 Who are we?

18 Workday Confidential Our Vision

19 Workday Confidential Just 3 years ago

20 What was the problem we were trying to solve No centralised people analytics strategy Missing or incorrect data Lack of core Global HR processes Inconsistent definition of data fields What did we need? Innovative, designed for speed, usability, flexibility Cloud-based technology, lower total cost of ownership Global source of truth for human capital management Actionable insight using sophisticated HR Analytics Constant innovation, new version every six months Intuitive user interface Workday Confidential

21 HR Technology Timeline: HR Technology Workday HCM Comp 64 countries Apr 2014 Oct additional payroll countries Global Talent Review and Succession Planning 64 countries Nov 2014 Oct 2015 Advanced Comp 64 countries Launch Global Data Governance Program Performance Management 64 countries Jan 2016 Advanced Review of Scorecards and Dashboards Mar 2016 July 2017 Launch review of Global HR Portal Workday Value Realisation Study Deploy case management tool with enhanced functionality Diagnostics for WF Planning, Recruiting, Learning solutions

22 Activities to support the implementation of our people strategy Phase Activity Workday Advanced Comp, HCM, Talent, Performance, Scorecards and Dashboards Value Realisation of our core system of record Workday, deployment of core modules Supporting Technology Diagnosis of Workday Usage, Global Portal and Case Management Review, Advanced Analytics, review of Payroll Investigate additional areas for future HRIS solutions, including portal, workforce planning, recruitment and learning platforms Validation of findings and assumptions Analyse which areas can improve in terms of business value and provide an enhanced associate experience Strategy * Names and roles in appendix

23 HR Technology Landscape: Where is Avon Cosmetics vs. High Performers HR Strategy Alignment Leading Edge Advanced HR Data and Analytics HR Service Delivery Model Emerging Foundational HR Business Process Definition Talent Management High Performers Maturity HR Technology Score Landscape Your Maturity Score

24 Workday Confidential Apply Business Judgement through Change

25 Avon has outlined a high-level action plan to achieve leading edge Headline Objective Actions Integrated Associate Centred Technologies Enhance the Associate Experience Leverage Workday functionalities current suite and mobile Assess other HRIS solutions to improve HR processes Leverage single sign on to access Workday process Unified Business Analytics Strategy Maximise the value of the people data Leverage full capabilities of insights, dashboards, worklets, alerts, reports, and harmonize the data model Drive evidence based decision making supported by robust reporting framework People Data Framework and Service Model Enable process and technology to support HR future roadmap Review business process design to leverage self service: simple, predictable process and maximise functionality to store key documents Refine Global Security Model: simplify model and architecture; improve control and audit procedures; enable HR to access and view relevant data HR Core Processes Maximise HR strategic advantage with effective process design Harmonize processes with end-user lens: roles, responsibilities, governance Leverage additional functionality to enhance the User Experience

26 Workday Confidential Future Opportunity

27 Questions?