IBM Vision 2013 Breakout Session - Managing a Multi-phase Implementation of IBM Cognos ICM

Managing a Multi-phase
Implementation of IBM Cognos ICM
Luke Marciniak
with Barbara Weigel
1069

©2012 IBM Corporation©2012 IBM Corporation
Barbara Weigel
Vice President – HRS Incentive
10 years of Incentive Administration
Management Experience
Luke Marciniak
Project Manager
6+ years in the Sales Performance
Management Space
Introductions

Agenda
§  Vendor Selection
§  Phase I
§  Organizational Change
§  Phase II
§  The Future

Huntington National Bank Overview
§  $56 billion regional bank holding company headquartered in
Columbus, OH
§  Principal markets:
–  Ohio, Michigan, Pennsylvania, Indiana, West Virginia and Kentucky
§  Primary distribution channels:
–  700 traditional and convenience branches
–  Alternative distribution channels including internet, mobile,
telephone banking and more than 1,400 ATM’s

Customer
Interviews
POC
It Started Like Any Other Project
Vendor Selection
Demos
RFP
Business
case

Business Case
§  3 retail legacy systems at end of life
§  More flexibility to respond to the business needs
§  Reduced internal costs
§  Less reliance on IT partners
§  Risk mitigation
§  Enterprise-wide platform

Vendor Selection
§  RFP
–  4 vendors
§  Demo’s
–  4 vendors
§  POC
–  2 vendors
IBM Cognos
§  Easy to use
§  Open architecture
§  Customer-centric
§  Reporting functionality
§  Web from functionality

And Then…The Project Started
§ Phase I
§ Organizational Restructuring
§ OpenSymmetry
§ Phase II
§ The Future

§  Project Scope
–  300 Payees
–  15 Plans
–  16 Presenter Reports
–  20 Web Forms
–  34 Data Feeds
–  Complex Crediting and
Eligibility Rules
–  Complete Incentive Data Mart/
ETL Build
§  Project Team
–  2 PM’s: Varicent/HNB
–  2 Full time HNB IT resources
+ 3 contractors
–  1 Full time business segment
resource
–  2 part time HNB Incentive
Admin team resources
–  4 Varicent consultants
Phase I – HNB Call Center Employees

Phase I – HNB Call Center Employees
§  What we learned:
–  Needed more SPM implementation experience on the HNB project
team
–  Simultaneous build of data mart, ETL and configuration of IBM
Cognos solution
–  Underestimated timeline required of building the data mart and ETL
processes
–  Underestimated HNB staffing required to successfully support the
project tasks
–  Managing changes requested from the business segment

Change Management
§  Organizational Change
§  Future State Planning
–  Staffing models
–  Production support
–  Future phases
§  Communication Strategy
–  Payees/Managers
–  Business sponsors and management
–  Future segments

Organizational Change
The History of Incentive Administration in Huntington
Sales…Finance…Sales Support…Human Resources
§  Why Restructure?
–  Create centralized organizational infrastructure to support enterprise wide
implementation of IBM Cognos
–  Establish oversight for all incentive plans
–  Increase effectiveness in incentive plan management
–  Mitigate risk of single subject matter expert housed within a business
segment
–  Enhance ability to manage date
–  Single source IT support
–  Single point of contact
–  Build bench strength for development in IBM Cognos within one team

Recognized need for
expertise in
compensation
organization structure
Recognized need for
future state planning
Recognized need for
custom training
Engage an SPM partner
to assist
How to
Execute

OpenSymmetry Overview
§  Global experts in Sales Performance Management
headquartered in Austin, TX with offices in 7 countries
§  Service Offerings:
–  Strategic Services
–  Implementation
–  Managed Services
§  Why OpenSymmetry?
–  We deliver value added consulting
–  We partner with you, it’s all about teamwork
–  We can provide independent advice
–  We deliver successful results, whatever the challenge

Final State:
§  Human Resources
–  Incentive Administration Team
–  IBM/Cognos Development
and Production Support Team
–  User Acceptance Testing
Team
§  IT
–  Incentive Data Mart/ETL
–  QA Testing Team
§  Business Segment
–  Plan design
–  Subject matter experts
–  Liaison with HR Incentive
Teams

§  OpenSymmetry
–  Side-by-side player/coach with HNB staff
–  In-depth knowledge of IBM Cognos
–  Organizational assessment/staffing needs
–  Future state planning
–  Training
–  Testing

Phase II
§  3 Business segments
–  Call center
–  Branch and in store channel
–  Business banking
§  Project Scope
–  5,000 Payees
–  48 Plans
–  2,000 Calculations
–  300 Tables
–  45 Data Feeds
–  30 Reports
–  20 Webforms

Phase II - Scope
§  Complete redesign of incentive plans for 2013
–  90% rework of IBM Cognos calculations already complete and
implemented for the call center
–  100% rework of Phase I presenter reports
–  10 new or redesigned data feeds
–  Design considerations for building 2013 on top of 2012 plans in
production
And…Go Live in 7 Months

Phase II – How did we do it?
§  Pre-project on site player/coach activity with HNB and
OpenSymmetry
§  Global OpenSymmetry resources
§  Dedicated HNB project team
§  Dedicated IT Staff with augmentation
§  3 PM’s: IT, HR Incentive Team, OpenSymmetry
§  Business segment participation
§  Dedicated HNB Incentive Team Resources
§  Dedicated HNB QA and UAT teams

Phase II - Challenges
§  Integration of new build while keeping the integrity of reusable
component and calculations
§  Requirement gathering approach
§  Volume of requirement documentation
§  Non-negotiable timeline
§  Learning curve of HNB and OpenSymmetry team
§  Large team with independent assignments
§  Use of standard HNB testing methodology
§  QA team with limited experience in SPM tool

§  Development team involvement in gathering and documenting
requirements
§  Careful resource planning for component development
§  Team approach to component development and table
management
§  Frequent peer reviews of build
§  QA team to work closely with build team
§  QA testing within the IBM Cognos solution
Opportunities for Future Phases

Staffing
§  Production support for the current build
§  Project team for new business segment implementations
§  Project team for year over year plan changes
Planning for the future phase
§  Development timeline for all business segments
§  Generating excitement – “Who is next?”
§  Pre discovery via questionnaire and interviews
§  Development of a long term budget and staffing road map
The Future

Thank You!
§  Luke Marciniak
luke.marciniak@opensymmetry.com
§  Barbara Weigel
barbara.weigel@huntington.com
Data Driven Results…

©2012 IBM Corporation
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Acknowledgements
&
Disclaimers
Availability. References in this presentation to IBM products, programs, or services do not imply that they
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© Copyright IBM Corporation 2012. All rights reserved.
–  U.S. Government Users Restricted Rights - Use, duplication or disclosure restricted by GSA ADP Schedule
Contract with IBM Corp.
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