GDF SUEZ Energy Europe
Innovate or Die
Leuven
18/06/2014
The Journey to A Unified HR IS
Benoît HOUTEVELSGSEE HR Information Manager
GDF SUEZ Energy Europe - BEEtle – 18/06/2014 2
Context
HR IS Masterplan 2013-2015
Deployment Options
BEEtle Project
Roadmap & Scope
What’s in it for us?
Questions & Answers
Agenda
GDF SUEZ Energy Europe
Innovate or Die
Leuven
18/06/2014
GDF SUEZ Energy Europe - BEEtle – 18/06/2014
ContextGDF SUEZ REVENUES, WORKFORCE AND CAPACITY BY REGION*
GDF SUEZ Energy Europe - BEEtle – 18/06/2014
ContextGDF SUEZ ENERGY EUROPE: A LEADER IN THE EUROPEAN ENERGY MARKET
4
2012 year-end figures* *Including SPP in Slovakia; GDF SUEZ shares sold in early 2013 – Gas, Electricity and service customers contracts** Unless otherwise stated, all figures are as of December 31, 2012. They take into account 100%
of the capacities of assets held by GDF SUEZ regardless of the actual holding rate.6
23.7million customers*
83production sites
of more than 50 MW
36.9 GWpower generation capacity
of which 7.2 GW from renewable energies**
27,200 employees
44.4 bn Euros in revenues
4.2 bn Euros in EBITDA
3 Métiers• Generation• Energy Management Trading• Marketing & Sales
Industrial and/or commercial presence in
14 Countries
5 CorporateDirections
Industrial presenceCommercial presence(B to C, B to B, industrial Key Accounts - Giants)
France
SpainItaly
GermanyBelgium
The Netherlands
Austria
Czech Republic
Poland
Hungary
Romania
Greece
Luxembourg
Portugal
SY
NE
RG
Y A
ND
IN
TE
GR
AT
ION
GDF SUEZ Energy Europe - BEEtle – 18/06/2014
ContextGDF SUEZ ENERGY EUROPE: A MATRIX ORGANIZATION
5
GDF SUEZ Energy Europe - BEEtle – 18/06/2014 6
HR IS Masterplan 2013-2015BUSINESS NEEDS
Common Business Line Talent process for a selected population
Consolidation 3Employee lifecycle
1 Setup of a management reporting dashboard
HR Management Processes
4 Integration of employee master data in a Business Line central tool linked with local tools/systems
Administration & Payroll2 Manage the organization at the Business Line Level and
keep local flexibility
Organisation
5 Improve the operational reporting quality Reinforce the communities where collaborators can
share their experience and exchange their ideas
Supporting HR Processes
GDF SUEZ Energy Europe - BEEtle – 18/06/2014 7
HR IS Masterplan 2013-2015 BUSINESS PRIORITIES
Synthesis of the business needs
Domain Nature of the need
Organisation Organization tool at the Business Line level
Employee lifecycle
Support a common and integrated Talent process (incl. Shared populations)
Administration & Payroll
Per country and inter-Business Lines
Centralized and integrated employee master data
Supporting HR Processes
Ensure the reporting consistency(incl. Standard group requests)
Single point of access for the HR applications
Reinforcing sharing communities
BELUX
FR NLBEE PLDE HU IT ROSPEMT
B
D
E
A
C
F
G
Priorities 2013 MUST
Priorities 2014MUST
NICE TO HAVE
BA C
D
E F G
GDF SUEZ Energy Europe - BEEtle – 18/06/2014 8
HQ EMT FR BE NL DE
D
PL HU RO IT IB
HR IS Masterplan 2013-2015SYSTEMS OVERVIEW
ORGANIZATION TOOL
TALENT SUITE(PM, L&D, Career)
BUSINESS LINE CENTRAL MASTER DATA(Common Referential of 80 fields)
10 COUNTRIES / 3 Areas + HQ
MANAGEMENT DASHBOARD TOOL
LOCAL ADMIN, TIME & PAYROLL
GDF SUEZ Energy Europe - BEEtle – 18/06/2014 9
Deployment OptionsCLOUD OR ON-PREMISE?
GDF SUEZ Energy Europe - BEEtle – 18/06/2014 10
Deployment OptionsHOW TO DECIDE?
Accenture HR Roundtable 24/04/2012
GDF SUEZ Energy Europe - BEEtle – 18/06/2014 11
Deployment OptionsSUCCESSFACTORS TOOL
Offers a complete and integrated HCM platform (HR Core & Talent +reporting) Accessible from everywhere (cloud-based) Highly scalable solution in terms of perimeter & modules Automatic upgrades Hardware, maintenance & security included in the service offered Pay at use (license per employee/per module/per year) Known for it’s userfriendliness Is an SAP company
Employee Central
Goals Performance Compensation Succession AnalyticsRecruiting Learning Jam
BizX Insigts
GDF SUEZ Energy Europe - BEEtle – 18/06/2014 12
HR IS TOOLSBusiness Requirements VS SuccessFactors
SuccessFactors vs BEE Requirement
“Employee Central+” Employee Central + Analytics
Covers A, B & C
“Talent Suite” Exact modules and perimeter
(to be defined by Talent BEE in 2013)
Covers D
GDF SUEZ Energy Europe - BEEtle – 18/06/2014
Roadmap BEEtle HIGH LEVEL PLANNING
13
2012 2013 2014 2015
Module Q3 Q4 Q1 Q2 Q3 Q4 Q1 Q2 Q3 Q4 Q1 Q2 Q3 Q4
EmployeeCentral
WorkforceAnalytics
Performance Management
People and Positions
Review
Learning & Development
Process design involving BEE entities
Discovery Phase and 3 iterations with Success Factors
User Acceptance Tests
Implementation and Change Management
Go Live
Scope: HQ BEE & EMT
Scope: BEE exempt
Scope: BE, DE, NL, HU, FR, PL, IT, IB & RO
Scope: HQ BEE,EMT, BE & FR
Scope: DE, NL, HU, PL,IT, IB & RO
Scope: HQ BEE, EMT, BE, DE, NL, HU, FR, PL, IT, IB & RO
Scope: HQ BEE, EMT, BE, DE, NL, HU, FR, PL, IT, IB & RO
GDF SUEZ Energy Europe - BEEtle – 18/06/2014 14
BEEtle WHAT’S IN IT FOR US?
One unique database for our HR colleaguesBenefits for BU’s with multiple (or no) source systems
Org chart tool and directory• Cross country/company• Hierarchical & functional relationships Benefits All
Reduced Group and Business-Line reporting data centrally available• No need to fill in separate reports (i.e. for data included in Employee Central)Benefits All
Advance operational & strategic reporting capabilities:• Ad-hoc reporting & Advanced Reporting (Online)• Workforce Analytics (Dashboards, Charts, Publishing & Benchmarking) Benefits All
Evolution to the best talent suite on the market Benefits All
GDF SUEZ Energy Europe - BEEtle – 18/06/2014 15
Questions?
Questions?