lehrn member exchange: andersen corp hr systems · 2018-03-31 · employer brand strategy/smashfly...

LEHRN MEMBER EXCHANGE:ANDERSEN CORP HR SYSTEMS

December 15, 2017

HR TECHNOLOGY OVERVIEW Melissa Richardson, Technology & HRIS Manager

Andersen Corporation - Confidential

HUMAN RESOURCES AT ANDERSEN

HRCS

Total Rewards Corp. Affairs

Safety, Disability & Security

Communications

Sustainability

Talent Acquisition

Human Resources

HR Technology & Analytics

Talent & Org. Development

Andersen Corporation - Confidential

Andersen HRCS Technology Enablement RoadmapRoadmap to be reconfirmed every 3-6 months

Q3 Q4

FY2016 FY2017FY2015

Q1 Q2 Q3 Q4 Q1 Q2 Q3 Q4

Learning & Development

Talent Acquisition

FY2018

Succession &

Leadership Dev

PS 9.2 Upgrade

Employer Brand Strategy/Smashfly implementation

ATS Tech Re-evaluation

LMS Assessment, Selection, Implementation

Total RewardsBenefit Comm Test 1

Talent MgmtTech

Workforce

PlanningBI Tool: Phase I

Monitors in Plant Site Test

PS Workflows for HRIS Processes

Engagement, Communication & HR Shared Services

Environmental,

Health Safety &

Sustainability

EHSS Management Software Assessment, Selection & Implementation

Helmsman to PS Integration

Network Bandwidth

Expanded Collaboration Tools

Internet Bandwidth

HRCS Governance &

Strategy

Prim

ary

Capabili

ty M

atu

rity

Gaps

Secondary

Capabili

ty M

atu

rity

Gaps

HR

CM

Te

chn

olo

gy r

e-e

valu

atio

n

Access for All strategy

Driver ATS

Temp Labor 2.0

Recruiting Kiosks: Phase II

Technology/Change Management Communication

Strategy & Roadmap Governance Process

Sales Assessment

The Circle Redesign

Your Cause

Andersen Corporation - Confidential

HUMAN RESOURCES | CORPORATE SERVICES

HRCS TECHNOLOGY PORTFOLIO

Bold = Cloud solutions*Does not include interfaced TPA solutions (13-Total Rewards; 2-Safety/Disability Mgt.; 1-Talent Acquisition)

HR Core Functions

• PeopleSoft• Authoria (MyView)• OrgPublisher• Power BI• M360 Survey Solution• Clear Company

Total Rewards*

• Cornerstone (merit) • MarketPay• Benefitsatandersen.com• Kronos• Telescope3• Verint (call recording)• Edify IVR

Talent & Organization Development

• Cornerstone (LMS)• Lynda.com• Training Manager• True Office Learning

Talent Acquisition*

• Taleo• Smashfly• Timetrade• Sitekiosk

Safety, Disability Management and Security*

• Intelex (EHSS)• Brady360• Safetech• OHM• Safety Audit• Safety Performance Metrics• Velocity• EasyLobby

Enterprise Communications and Corporate Social Responsibility

• GIFTS• Hootsuite• Cision• YourCause• The Circle

Cloud/Total

3/6Cloud/Total

3/7Cloud/Total

1/4

Cloud/Total

3/4Cloud/Total

1/8Cloud/Total

4/5

Andersen Corporation - Confidential

HUMAN RESOURCES AT ANDERSEN

HRCS

Total Rewards Corp. Affairs

Safety, Disability & Security

Communications

Sustainability

Talent Acquisition

Human Resources

HR Technology & Analytics

Talent & Org. Development

Andersen Corporation - Confidential

HRCS TECHNOLOGY LIFECYCLE

Andersen Corporation - Confidential

Intake & Readiness

Prioritization & High-level Estimates

2 Step Approvals

• First Approval: Go proceed with estimates and resourcing

• Second Approval: Work toward implementation/prioritization

Knowledge Exchange

Execution Readiness (after 2nd approval)

HRCS TECHNOLOGY GOVERNANCE

Andersen Corporation - Confidential

Level 4

CHRO & Direct Reports

Approves all strategic initiatives

Unresolved issues related to resources

and/or budget

Changes or additions to Technology

Roadmap

Level 3Requesting

Business Leaders

Confirmation and possible negotiation

of priority

Confirm and resolve Budget (availability

and allocation)

Level 2

HRTS & HRIT Leaders

Process improvements

extending outside HRCS business areas

Strategic Initiative

(resource allocation)

Resource/budget constraints addressed

Level 1

IT & HR BA’s

Changes to existing applications

Business process improvements

(enhancements)

No resource/budget constraints

Request Intake & Readiness Complete

WHERE IS HR TECHNOLOGY FOCUSING?

Andersen Corporation - Confidential

Capacity Model

Value Focus

Strengthening Partnerships

HR ANALYTICS JOURNEYAnna Gindorff, HR Business Intelligence Analyst

Andersen Corporation - Confidential

Difficulty

Val

ue

Descriptive Analytics

Diagnostic Analytics

Predictive Analytics

Prescriptive Analytics

What happened?

Why did it happen?

What will happen?

How can we make it happen?

ANALYTICS MATURITY CURVE

WHERE

WE WERE

WHERE WE

WANT TO BE

Andersen Corporation - Confidential

WHY A SINGLE SOURCE OF TRUTH IS CRITICAL

PeopleSoft

Spreadsheet

Word of mouth

Comshare

Manager

Workforce Analytics

HR Operations

Leadership

So..what’s my production headcount?

Supply Chain System

Finance

Supply Chain

Andersen Corporation - Confidential

HOW DID WE GET HERE?

Basic and minimal reporting

•Spreadsheets with no analysis or insights

•Definition variation

Established partnership with Enterprise BI team

•Introduced to Power BI

•Took HR leaders through metric prioritization exercises and identified champion group

•Developed a campaign around HRCS Analytics program

Released interactive dashboard in Power BI

•Self-service model

•Data refreshed weekly

Eliminated almost all manual behind-the-scenes work

•Created a direct data feed from PeopleSoft into Power BI

Conducting frequent enhancements and updates

•Generational data

•Manager data

•Updated termination reason list

•Tenure buckets

•Trending (terminations)

Pre-June 2016

Dec 2016

By April 2017

PeopleSoft Spreadsheet

June 2016

Ongoing

Andersen Corporation - Confidential

REPORTING LOOKED SOMETHING LIKE THIS…

Andersen Corporation - Confidential

HOW DID WE GET HERE?

Basic and minimal reporting

•Spreadsheets with no analysis or insights

•Definition variation

Development began

•Metric prioritization with HR leaders and identified champion group

•Developed a campaign around HRCS Analytics program

•Created playbook

Released interactive dashboard in Power BI

•Self-service model

•Data refreshed weekly

Eliminated almost all manual behind-the-scenes work

•Created a direct data feed from PeopleSoft into Power BI

Conducting frequent enhancements and updates

•Generational data

•Manager data

•Updated termination reason list

•Tenure buckets

•Trending (terminations)

Pre-June 2016

Dec 2016

By April 2017

PeopleSoft Spreadsheet

Aug 2016

Ongoing

Andersen Corporation - Confidential

HRCS ANALYTICS BRANDING CAMPAIGN

Andersen Corporation - Confidential

HOW DID WE GET HERE?

Basic and minimal reporting

•Spreadsheets with no analysis or insights

•Definition variation

Began building analytics program

•Metric prioritization with HR leaders and identified champion group

•Developed a campaign around HRCS Analytics program

•Created playbook

Released interactive dashboard in Power BI

•4 key metrics

•Consistent definitions

•Self-service

•Data refreshed weekly

Eliminated almost all manual behind-the-scenes work

•Created a direct data feed from PeopleSoft into Power BI

Conducting frequent enhancements and updates

•Generational data

•Manager data

•Updated termination reason list

•Tenure buckets

•Trending (terminations)

Pre-June 2016

Feb 2017

By April 2017

PeopleSoft Spreadsheet

Aug 2016

Ongoing

PeopleSoft Spreadsheet

Andersen Corporation - Confidential

HRCS POWER BI DASHBOARD

Andersen Corporation - Confidential

HOW DID WE GET HERE?

Basic and minimal reporting

•Spreadsheets with no analysis or insights

•Definition variation

Began building analytics program

•Metric prioritization with HR leaders and identified champion group

•Developed a campaign around HRCS Analytics program

•Created playbook

Released interactive dashboard in Power BI

•4 key metrics

•Consistent definitions

•Self-service

•Data refreshed weekly

Eliminated almost all manual behind-the-scenes work

•Created a direct data feed from PeopleSoft into Power BI

Conducting frequent enhancements and updates

•Generational data

•Manager data

•Updated termination reason list

•Tenure buckets

•Trending (terminations)

Pre-June 2016

Feb 2017

By April 2017

PeopleSoft Spreadsheet

Aug 2016

Ongoing

PeopleSoft Spreadsheet

May 2017

Andersen Corporation - Confidential

HOW DID WE GET HERE?

Basic and minimal reporting

•Spreadsheets with no analysis or insights

•Definition variation

Began building analytics program

•Metric prioritization with HR leaders and identified champion group

•Developed a campaign around HRCS Analytics program

•Created playbook

Released interactive dashboard in Power BI

•4 key metrics

•Consistent definitions

•Self-service

•Data refreshed weekly

Eliminated almost all manual behind-the-scenes work

•Created a direct data feed from PeopleSoft into Power BI

Conducting frequent enhancements and updates

•Generational data

•Manager data

•Updated termination reason list

•Tenure buckets

•Trending (terminations)

Pre-June 2016

Feb 2017

By April 2017

PeopleSoft Spreadsheet

Aug 2016

Ongoing

PeopleSoft Spreadsheet

May 2017

Andersen Corporation - Confidential

WHAT’S NEXT?

Enhancements and updates

Data warehouse

•Single source of truth

•Will allow for trending capabilities

• Incorporation of non-HR data

External data

•Census data

•Market trending

•Benchmarks

Ongoing 2018 Beyond

Andersen Corporation - Confidential

WHAT QUESTIONS DO YOU HAVE?

• Anna Gindorff Anna.Gindorff@andersencorp.com

• Melissa Richardson Melissa.Richardson@andersencorp.com