reflections saas adoption - melanie sowerby and david thornewill
TRANSCRIPT
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REFLECTIONSSAAS ADOPTION
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The context
Reflections SaaS Adoption | HR Tech Paris | 27 October 2015
2011• Existing bespoke Performance Management system on path to sunset
– then eRecruiting system
– then Learning Management System
• Additional ‘People Development’ requirements costly to develop in existing system
• Compensation management requirement for Global Application & link to performance results
• Duplication of ‘master data’ maintenance as no integration between ERP’s and Global Applications
• Introduction of business unit charging for Global Applications
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The mission
Reflections SaaS Adoption | HR Tech Paris | 27 October 2015
Implement an ‘off-the-shelf’ solution:Replace legacy systems
Meet new business requirements
Leverage the opportunity to:
benefit from market best practice in performance management, recruitment & learning
address data quality and integration issues
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2015The status
Reflections SaaS Adoption | HR Tech Paris | 27 October 2015
Achievements
• Implemented data hub for 400,000+ employees• Launched ‘Recruiting’ for 2,000 recruiters;
12k posted positions and 210k applicants• Launched ‘Learning’ for 400k users;
470k course bookings across 100k participants• Set up steady state ‘Platform Management’ and
‘Support’ organisations & processes• Launched 2015 Performance & Talent cycle for 4,000
executives• Launched 2015 performance year end processes for
+28,000 employees and executives
Plans
• Transition ‘Performance & Talent’ from project to steady state
• Launch ‘Performance Management’ for c.8,000 users in Germany population
• Develop + implement bespoke compensation solution• Determine Performance & Talent roadmap• Continue roadmap development and release
management for Recruiting, Learning
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Reflections (1/4)
Reflections SaaS Adoption | HR Tech Paris | 27 October 2015
Approach
Culture
• Lower cost (but it’s more than the subscription)
• Data protection
• Best practice adoption
• Focus on configuration and not on technology
• Demands a single data feed
• Perceived ‘lock-in’ constraint
To SAAS or not to SAAS
Data
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Reflections (2/4)
Reflections SaaS Adoption | HR Tech Paris | 27 October 2015
Approach
Culture
• User master data clean-up – authentication & access rights
• Data structures and definitions to be explored and determined up front with vendor involvement
• Process data requirements and data mapping
• On-going data management responsibilities and organisation requirements
To SAAS or not to SAAS
Data
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Reflections (3/4)
Reflections SaaS Adoption | HR Tech Paris | 27 October 2015
To SAAS or not to SAAS
Data
Approach
Culture
• Required a more agile, inclusive style of working
• Jointly define requirements through configuration workshops
• Opportunity to shift dialog from what isn’t possible to solution options
• Configuration workshops are a critical change management event – more than only determining technical configuration
• Decision makers must be part of project team every day – join configuration or really delegate authority
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Reflections (4/4)
Reflections SaaS Adoption | HR Tech Paris | 27 October 2015
To SAAS or not to SAAS
Data
Approach
Culture
• Deep, rich and specific discussion with the business / key stakeholders about dimensions of change, degree of flexibility and governance scope / span
– Processes and standards
– Data clean-up and ongoing management
– Support model and helpdesk
– Charging model
• How to make the changes stick
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Reflections (4/4)
Reflections SaaS Adoption | HR Tech Paris | 27 October 2015
To SAAS or not to SAAS
Data
Approach
Culture
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Reflections (4/4)
Reflections SaaS Adoption | HR Tech Paris | 27 October 2015
To SAAS or not to SAAS
Data
Approach
Culture
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The ripples
Reflections SaaS Adoption | HR Tech Paris | 27 October 2015
Vendor quarterly releases
Business roadmaps & requirements
Regular service and security reviews
Other regulatory or compliance requirements
change is constant
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The key take-aways
Reflections SaaS Adoption | HR Tech Paris | 27 October 2015
SaaS
Change Management
• Consistent suite vs. heterogeneous BoB (best of breed per module)• Interface & infrastructure considerations eliminated• Consistent look & feel• Rigorous data integrity
• Standardization – pre-requisite or forced through a system• Determine degree of acceptable change • Work together - Project & BAU teams; HR & IT teams• The ‘project’ never ends - ongoing config, change, training + comms
CLASSIFICATION
REFLECTIONSSAAS ADOPTION