Adalbert Powol
Global HR IS Program Manager, Syngenta AG
Syngenta's HR Information System strategy – ready for the Cloud?
SAP Forum Basel, 20.-21.April 2015
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Content
● HR Vision / Vision of Simplicity
● Connecting with the HR Strategy
● Trends and Directions
● Data and HR Systems Architecture
● Our Journey
● Landscape simplification
● What we have achieved
● Outlook
SAP Forum Basel, 20.-21.April 2015
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Our vision guides everything we do
Working with leaders, we contribute to business success and build
a strong culture, while making Syngenta a great place to work.
Working with leaders, we take shared responsibility for business
success and build a strong culture, while making Syngenta a
great place to work.
“Common processes and platforms
will be the key enablers to helping
Syngenta achieve its full growth
potential over the coming years”
Mike Mack CEO
SAP Forum Basel, 20.-21.April 2015
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Vision of Simplicity
From local HR that is excessively
customised with no ability to
manage a Global HR
To a Global Core HR platform that run
standard processes. A “step change” by
integrating Cloud and Service Partners
SAP Forum Basel, 20.-21.April 2015
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HR Transformation - a way forward based on 4 pillars
● Enabling sustainable and scalable solutions, requires a closely joined up view on
Business strategy, Processes, Technology, Data and Operating model
● The Business Architecture for HR is building that link ensuring the Business
can gain maximum value from an integrated HR solution
● The architecture is designed around five basic principles which will serve as a
guideline for any future demand/ change initiative
● The Implementation of the Business Architecture will be driven through
initiatives that are part of the portfolio rather than an isolated Implementation
SAP Forum Basel, 20.-21.April 2015
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HR Strategic Agenda
Focusing on key themes
1. Accelerating business growth through
developing the future workforce
2. Developing leadership and building
capabilities across Syngenta
3. Energizing employees through focusing
on individual and organization health
4. Valuing diversity and contribution
across the organization through inclusion,
performance management and reward
5. Implement scalable global policies and
platforms
6. Effectiveness of the function through
the HR Target Operating Model One HR function supporting the Business
SAP Forum Basel, 20.-21.April 2015
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HRIS Strategic Requirements
Feedback and leading practices confirm the need for simplification to build a scalable and
future-proofed platform to achieve our strategic HR objectives
Cross stream Dialog Data Quality,
Visibility, Reports Integrated Delivery
Single System of Truth
Simplified OM Intuitive Self Service
Robust Analytics Collaboration &
Innovation Social, Mobile &
Cloud
SAP Forum Basel, 20.-21.April 2015
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Business-Architecture is not primarily about Systems…
Business architecture is about understanding
● the strategy
● how the strategy is delivered and
● how the effectiveness and efficiency of the
strategy and their delivery is measured
This is translated into the right
● Data
● Systems
● Quality - to enable the above
Data and Systems
KPI’s & Analytics
Processes,
Policies,
Services,
TOM
HR &
People
Excellence
Delivered through
Measured by
Enabled by
SAP Forum Basel, 20.-21.April 2015
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… there are a number of approaches to building a companies people data base… (Gartner Inc.)
In this architecture, everything is from one vendor, and integration with third party applications is rather difficult. Typical ERP pitch of the mid-nineties.
We can do everything ...
Big core system, running most of the processes, with a series of smaller, tactical solutions interfaced around the edges.
Typical HR IT architecture of many ERP-Centric organizations.
Small core system on premise, but most of the action takes place in the systems around the edges.
Increasingly common as SaaS vendors continue to deliver richer functionality.
No significant core system, SaaS petals dominate. Still very rare, but we expect to see more of these, challenging the traditional core and peripheral model.
BSC 2010-07-14 aw
from
to
SAP Forum Basel, 20.-21.April 2015
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HR IS Principles
● HR will introduce Common Global Processes and Services
● HR IS landscape is SAP-centric
● Customization is centrally governed and limited
● One Global Syngenta’s People Master Data
● Maximize Self Services (ESS and MSS)
● Clear cut-offs and boundaries of data scope agreed
● Clear separation between Global Strategic Data needs and Local Operational
needs
● Global Analytics needs global Master Data, even for local data.
● Easy Accessibility of Core People Data
(easy interfaces to access Syngenta internal public data)
● Strict Governance of systems and applications
Updated: 2011-08-19 aw
SAP Forum Basel, 20.-21.April 2015
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HRIS enabling the HR Strategy
Underpinned through Information, Data, and Systems
eHR
core
Operational &
Strategic
Workforce
Planning
Reward
&Talent
Management
Mobile
Solutions
Cloud
Integration
Client
Experience
Self Service
SAP Forum Basel, 20.-21.April 2015
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Data Principles
Core-Data will be stored in a single central repository
A single definition and a consistent usage of data elements will ensure a single version of the truth
Every data element has a single system of record
Clearly identified business owner are accountable for the data quality
Technical interfaces will be build to ensure the same data can be used across processes.
SAP Forum Basel, 20.-21.April 2015
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Importance of the Core eHR for Process, Reporting, Solutions
PM
TD/SM
LMS / Recruit
GSM 1
Reward / WFP / Others
eHR
OM
PA GJC
Only works effectively if:
• Each new solution builds on the same core data
• Continuing use to improve its quality
• Is the foundation for all people operations
• Having complete data avoids challenges and
workarounds
Identify eligible employees
Identify managers of WL5 and
above
Identify in scope employees
PA, GJC, and OM provide the
core data for RTW
PA, OM, GJC allow us to
apply business rules to
segment and drive GSM
processes and reporting
Iterative segmentation using
accurate information e.g.
SAP Forum Basel, 20.-21.April 2015
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HR target operating model
● Business partnering: providing strategic
guidance; defining and delivering people
strategy and plans; single point of contact
● Centers of expertise: develop policy,
strategy & direction providing specialist
knowledge; bringing in new thinking and
practice; training generalists (POD; C&B)
● Syngenta Business Services: providing
efficient and effective processes, services
and transactional activities
HR delivered through three groups operating and working together
EAME
CH
APAC LATAM NAFTA
People and Organizational Development
Compensation and Benefits
Global & local Business Partners
Syngenta Business Services
(Global HR Services)
The leveraging of the model is based on the implementation of modern systems
and effective outsourcing
SAP Forum Basel, 20.-21.April 2015
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Our journey till today…
New global systems infrastructure based
on SAP core by leveraging cloud solutions
Toolsets and processes to support the
worldwide implementation of key HR policies
Implemented core master data worldwide
Enhanced global reporting and analytic
capability
Implemented an HR outsourcing model
PA & OM - 40,000 people
PM - 25,000 users
TD - 4892 Employee Assessments
5192 Employee Profiles
COMP & BEN - 89 countries
Global Job Catalog
Self Services on to new HR Solutions
HR Services - TOM
This Enabled
What we have achieved
SAP Forum Basel, 20.-21.April 2015
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Can you see the daisy ?
eHR
OM
PA GJC
Publish
Recruitment
&
Talent
Learning
&
Development
Payroll
Processes
SWP, Benefits, Time Mgt
Various Apps
Master Data
Out
Exploiting our Core SOR provides HR flexibility to plug in with Publish/Subscribe integration
giving an end to end solution
SAP Forum Basel, 20.-21.April 2015
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Benefits
● Flexible, scalable architecture enabling full alignment of processes, data and
systems with the business strategy
● Integrated Reporting and Analytics solution
● Improved, sustainable data quality leading to improved user experience
● Establish one single source of truth to reduce errors and improve performance
● Improve the user experience to support ESS / MSS and provide functionality to
allow for virtual and mobile working
● Ensure timely information visibility and robust HR analytics so that every
stakeholder can access necessary information to speed up the decision making
process and get better results
● Robust platforms enabling future growth
SAP Forum Basel, 20.-21.April 2015
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The Journey needs to continue beyond 2014
Today
2010
2014
2015
2013
ASE 2012-04-23 aw
Establish Platform Optimize Leverage & Scale
2017
One Single Core,
Global processes
PA/OM/GJC PM/TD
L&D, Rec, C&B, Payroll
Reporting & Analytics ...
… still need to consolidate
and optimize our platforms
by embedding our Global
Support Model …
… implement scalable
solutions that support the
HR strategy now and for
the future
SAP Forum Basel, 20.-21.April 2015
19 SAP Forum Basel, 20.-21.April 2015
Q&A
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