Achieving HR services excellence to support Schneider Electric’s strategic transformation -...
-
Upload
hr-tech-world-congress -
Category
Recruiting & HR
-
view
973 -
download
0
Transcript of Achieving HR services excellence to support Schneider Electric’s strategic transformation -...
The path towards Excellence in HR Services
Presented by: Pierre Yves Dauvergne
HR Services France
Confidential Property of Schneider Electric
Schneider Electric changed dimension over the past 15 years from the leader in Power & Control to the global specialist in energy management
•Revenues grew from 9,8Md€ in 2001 to 25Md€ in
2014
•Between 2000 and 2010, 20 new companies
joined the group per year
•Staff increased from 70000 to 170000
•Growth in new economies was such that today’s
Schneider’s footprint is well balanced across all
world regions
•The company’s portfolio transformed so as to
offer products and solutions
25% North
America
19% Rest of
the World
28% Western
Europe
28% Asia-
Pacific
►Our People Strategy has been the
catalyst of our Company’s
transformation
►The HR function is the principal
enabler of our People Strategy
►Within the HR function, HR
Services played a key role
Great people make
Schneider Electric a great
company Our People and our Culture
make the difference
Page 4 Confidential Property of Schneider Electric |
There was no choice but to reach Excellence in HR Services
►Excellence in HR Services establishes a strategic partner
and maximize value generation for each HR organization,
►It accelerates integration of new acquisition, while
optimizing synergies,
►It promotes Process control and Compliance,
►It enables faster implementation of new HR Policies,
Strategies
►It reduces HR function costs
Page 6 Confidential Property of Schneider
Electric |
Services
excellence
Quality
•1HR for 85EEs
Operational
Efficiency
Internal
Customer
Satisfaction
Compliance
•Cost of non compliance
(ie payroll: < 0,05%)
Agility
Employee
Engagement
In HR Services we have 6 objectives of excellence
Page 7 Confidential Property of Schneider
Electric |
At the heart of our strive for excellence, there is our 3 pillars HR
delivery model
Human Resources
1.HR Business
Partners 2.HR Solutions 3.HR Services
Report to HR leader
and/or Business leader
Report to Global
HR Function
HR Shared Services
Business
Managers
Report to Business
leaders
Business partnership
Day to day support to managers and
employees for their HR requirements
Anticipate skill requirement and employee
development
Manage social relations
Become a strategic advisor, aligned
directly with line leaders and embedded into
the business
Define group policies
Create and develop comprehensive
solutions to the organization’s strategic
challenges in key areas, such as
compensation, benefits, human capital
development, training and performance
management.
Deliver services
Drive Global HR transformation
program Deploy SSC’s to optimize
efficiency and costs
Deploy HR tools: IS strategy,
Employee direct, Call centers, HR
Metrics & Data quality
First HR
define employee goals
manage performance
define development plans define
recruitement needs
Page 8 Confidential Property of Schneider
Electric |
HR services delivery model a mixed delivery model results to better balance costs and risks
•Legal requirements
•Proximity with country stakeholders (legal, country HR,
Business leaders...)
•Process complexity (example: payroll), requiring deeper
expertise/experience
•Proximity with local partners or state authority
Local (country)
- Differentiation at local country is critical or mandatory
based on regulatory requirements
-Coordination role (management of change, exception
handling, escalation)
-Local contract governance
-Hybrid model (in & out sourced)
Regional (Mexico, Poland, Russia, China,
India) -Consolidation of operational teams
- Location strategy
-Country cluster model, with cross country supporting
teams: hiring, finance, Process efficiency, Quality and CI
Multi HR shared services center
-in sourced model
•Synergies & economies of scale
•Labor arbitrage
•Cost saving
•Continuous improvement and customer intimacy mindset
Drivers
Drivers
Page 9 Confidential Property of Schneider
Electric |
A team of ~1000 professionals to serve 137000 employees
80% coverage
With a global Footprint
138
China
Hub
125 India
Hub
90
Poland
Hub
99 Local
teams
237 NA
Hub
202
35
NA
32000 EEs served
EMEAS
57000 EEs served
India
15 000 EEs served
APAC
33 000 EEs served
CIS
65
Page 10 Confidential Property of Schneider
Electric |
Services offering Coverage of the entire hire to retire employee cycle
Mobility Administration
(international)
Payroll (IS partner)
Employee
Administration
Recruitment
Administration
HR Metrics &
Reporting
L1 - PeopleLink
L2/L3 support
Post Merger
Integration
HR IS Project
Learning
Administration
HRIS – Payroll systems remain local, HR is global
Payroll SI Local
Payroll teams are Schneider, Payroll IS is mixed (ie in France, NGA)
Core RH
Development and
Performance
Reward
Recruitment
Training
TALENTLINK PERFORMANCE
Currently PeopleSoft, being replaced by TALENTLINK
Centralized and worldwide system
Currently PeopleSoft, being replaced by TALENTLINK
ORACLE TALEO
CORNERSTONE – My Learning Link
Local SI Corporate SI
HR Document
Management System
Solution implemented as pilot: complements Core HR with dedicated functionalities for HR Document
Digitization (automatic document generation, workflow, electronic signature, archiving…)
Establishing further as a strategic partner Delivering SSC 2.0 benefits to support Schneider Electric strategy
Time
Value
benefits:
•Cost reduction
•Transparence of Service performance
•Continuous improvement
•Transformation enablement
benefits:
•Simplification
•End to end process ownership
•Compliance
•Consistent HR experience for ALL employees
2011 2013 2015 2017 2019
• Consolidated Services Delivery
• Process Standardization
•Service governance
•Transactional services (high volumes)
•One HRIS/Payroll IS
•Provide solutions (ie digitization& self service, global
coverage…)
•Collaborate rather than consolidate (end to end
coverage)
•Client satisfaction culture
•Constantly measure & compare
SSC 2.0
SSC 1.0
Current state HR S 2020
vision
Aligned with Business
Strategy, People Strategy,
Life is On Company program
Next disruptives ideas