Our AXA story

Chasing continuous improvement

AUFO | HCM communityParis – April 2019

107 M116 K No.1

Our playground makes the challenge

Country based insurance companies

64countries

Transversal companies

…

CustomersEmployees (165 K incl.

distributors)

Best Insurance Global Brand

for the 9th consecutive year

(Interbrand)

…How to secure efficiency and compliance of our Corporate activities…

Considering our diversity… … while raising the bar of our HR practices everywhere?

2

Why did we move to the Oracle cloud-based solution?

Triggered by the necessary IT refresh of our Global PeopleSoft platform

Benefit from enhanced capabilities: mobile, social, analytics…

Position HR as a Cloud-precursor

Benefit from continuous improvement

UX

Hybrid model for entities: CoreHR master or talent base (interfaced)

Configuration possibilities to deal with AXA organization, bringing flexibility

HR process alignment at Group level

Enhance User Experience, with a hire-to-retire suite

3

4

Our HRIS: a necessary HR backbone

5

Our business transformation forces us to refine our employee lifecycle

Strategic Workforce Planning

HR strategy

DEVELOPPROMOTE

REWARDRETAIN

IDENTIFYASSESS

AXA Business Strategy

ATTRACTONBOARD

6

Building a common & integrated HRIS to support our HR processes

Strategic Workforce Planning

HR strategy

DEVELOPPROMOTE

REWARDRETAIN

IDENTIFYASSESS

AXA Business Strategy

ATTRACTONBOARD

Resourcing- 20,000 entries a year

Learning- 3.1 training days per employee- 85% of employees follow at

least 1 training per year

Group Executive Compensation Review (Group ECR)- Around 300 people ( GSEs &

identified staff)

Long Term Incentives (LTI)- 8,000 beneficiaries- 100+ legal entities

Talent & Succession Planning (OTR)- 150 GSEs + key positions +

successors + talent chosen by entities

Performance Management- All employees go through Goal

Setting, Check-Ins, Year-End Review

Socia Data Reporting (SDR)- 150+ indicators- 300+ legal entities

On-demand People Insight- Gender Pay Gap, DJSI,

agencies ratings…

Group-led processCommon process

Core HR- Organizational, personal,

job data

Compensation- 11,000 employees covered

7

Our HRIS bricks at a glance

ATTRACTONBOARD

Strategic Workforce Planning

HR strategy

DEVELOPPROMOTE

REWARDRETAIN

CoreHR & Data (Oracle HCM cloud)

Business Intelligence

Social Data Reporting (Oracle PaaS)

Architecture & Integration

Data Privacy & Security

Mobility & Recruitment (Taleo)

Contingent Workforce Management

(FieldGlass)

Performance and Talent Management

(Oracle HCM cloud)

CompensationManagement

(Oracle HCM cloud)

Long Term Incentives

(Oracle PaaS)

Learning Management System

(Cornerstone)

IDENTIFYASSESS

AXA Business Strategy

Snapshot 1: our architecture at a glance

Mobility & Recruitment

Taleo

CoreHR & Talent Base

Hybrid model

Performance & Talent

LOCAL HRIS

Business Intelligence

Group Directory

Learning Management

System

Integration

Compensation

AXA built-in modules• Long Term Incentives• Social Data Reporting

SaaS environment

PaaS environment

…

PaaS environment

Inte

rfac

ed

Master

Diverse landscape from one country to anothercovering payroll, time & attendance, benefits, workforce administration…

OTHER GROUP PLATFORMS

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HR Data quality

Snapshot 2: our HR data management approach

Common set of data

Personal Data

Job Data

Career Events

Last name, first name, date of birth…

Manager name, legal entity, FTE…

Hire, internal move, promotion…

Organizational Data

Legal entity, Business Unit…

Enabling data culture within HR, fostering data-driven decisions related to people & organization challenges

HR Data Glossary in a Master Data

Management tool

HR Data certification process

Scoring reports

On-going challenge on data quality engagement

Securing the integrityof our data model

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Snapshot 3: an opportunity for re-engineering our HR processes

Development focused conversation

Continuous & stakeholders feedback

Simple, flexible and business relevant

Our new AXA performance management mindset

Mid-year reviewObjectives setting Year-end Review

Before

Business & development

goal settingYear-end ReviewCheck-inCheck-in(s) Check-in(s)

After

On-going updates of goal settingsContinuous feedback between manager & employee

Balanced with development 1 overall ratingFeedback open to various sources

?

10

Social Data Reporting (SDR)

Snapshot 4: leveraging the Oracle PaaS to deal with a specific need

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- Legal French requirement to consolidate and publish Human Capital Data

- 300+ legal AXA companies

- 150+ indicators

- 6 weeks process every year, 238 HR people involved across the Group

- Migration of history data & KPIs since 2008

Go for pre-calculation feature: Build a bridge between CoreHR and SDR exercise in order to automatize the production of indicators

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Our HRIS deployment

CoreHR

Mobility & Recruitment

Performance & Talent

Management

Our deployment strategy at a glance

10 000

50 000

116 000

2015 2016 2017 2018

Mass deploymentPilot CoreHR

GO for Global move

Core models definition

Pilot Performance

Recruit

10

5

2014

countries

countries

RRoll-out in Asia

…13

We opted for a stream-focused organization

1 Group Process Owner / stream

1 Solution Lead / stream

GROUP HR GROUP IT

Program Management Office (incl. transversal change management team)

…

1 project team / entity / stream

1 HR Transformation Lead / entity

OUR PARTNERS

Program Direction Governance & Strategy & Vendor relationship

Fully owned by AXA

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Our change management approach

1 Change CoEat Group HR level

Local Change Leads in all entities

Common vocabulary & methodology

1 HRIS Change global community with regular community calls

1 HRIS Change shared document repository with best practices, material, methodologies…

A bootcamp approach (live & remote) to kick-off project with entities

Responsible for:- Global storyline- Common change approach- Change consistency across streams

Responsible for:- Local change plan building- Local change plan deployment- Best practices sharing to the community

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Our “keep improving” challenge

From deployment … to adoption & continuous improvement

Waterfall Agile

Program Management Continuous Improvement

We are here

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Our turning point: from mass deployment to continuous improvement

50 000

100 000

150 000

2015 2016 2017 2018

Mass deployment

201418

Piloting Oracle HCM CloudCore models definition

Decision to move from PI to Oracle HCM

0…

CONTINUOUS IMPROVEMENT

Deployment driven efforts

FROM TO

Solutions improvements efforts

Waterfall program management Agile organization

Building a common HR data approach & glossary

Managing reliable HR data and giving data back to the business

Making solutions available Driving user adoption

Collecting entities Enhancement Requests through Helpdesk

Structured collection of entities voice of customer

Operational report by domain

Generate people insight through cross domains advanced analytics

YES Core HR

YES Recruit

YES Develop & Perform

YES Compensation

YES Learning

Pe

op

le’I

nd

eco

mm

issi

on

ing

2019

April 201919A

June 4, 2019 YES Update

January 201918C

YES UPDATES

YES

TECHNICAL

HCM RELEASES

FUNCTIONAL

HCM

June 201919B

September 201919C

Enhancement Enhancement Enhancement

User impact level

Managing shorter updates cycles (“releases”)

TBDYES Update

Managing enhancements requests: an example of agile prioritization

From a centrally managed long list of enhancements & projects… …to a customer value-based decision matrix

?

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Our recent moves to work on our HRIS adoption

GUIDED TOURS

Absence (entities in Asia and AXA Gulf)

Year-End Review (available since Nov 2018)

Goal Setting (early Feb 2019)

HR Hub

A new place to simplify the way we interact with our HR colleagues in entities

Step-by-step navigation guidance 1 unique platform for HR experts at AXA

HRIS Service Management

• New community calls for HRIS SPOCs• Service Management satisfaction polls

(67% to 89% overall satisfaction)

28%

23%29%

11%

9%

168 instant feedback from employees

The importance of HRIS SPOC role in AXA entities:

- Single Point of Contact for Service Management topics

- Overall knowledge of HRIS topics in your entity (HR processes in YES, security, and some coordination on IT topics)

- 360° view, working closely with Local Process Owners (Performance, Talent, Core HR…)

➢ Key expert to contribute to the change management efforts in AXA entities

Increased support to HRIS SPOCs

Support local HR teams: our roadmap for YES Update | June 4

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April May June

YES Service Management

April 17

Event

Community calls

Hands-on weekMay 13-17

YES UpdateJune 4

OutageMay 31-June 3

Core HR & DataApril 16 & 18

Core HR & DataJune 25 & 27

Hands-on weekLive support from Group

teams (Paris time)

Talent & perfTBD

HR Hub – To remain informed of the latest news !

Material delivery:• What’s new• How-to

Discovery tour testing

Challenges ahead for a sustainable success

Harvesting SaaS promise Staying at the cutting edge

Streamlining UX Leveraging the power of data

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Thank you