Explore in this webinar recording how NGA HR successfully completed their digital HR journey beginning 2018, moving from SAP On Premise to the cloud. Our own digital HR success story: the launch of OneHR Shared Services, in more than 35 countries, unifying and improving the employee experience and engagement for all 5.300 NGA employees worldwide with SAP SuccessFactors. NGA’s Chief People Officer, Michael Rogers reveal how NGA HR increased productivity, reduced the cost of HR processes through a combination of forming the OneHR Shared Services and utilising the digital HR capabilities of SAP SuccessFactors. Also improving employee engagement through continuous performance management. You’ll gain insights into: • NGA’s journey – why NGA HR needed to change • The NGA as-was and who/where NGA HR is today • Threats and drivers for change • Why digital HR is the core enabler to improve the employee experience • The benefits of OneHR, to NGA HR and the employees • Best practices, tips and tricks and lessons learnt Watch the webinar recording: https://www.ngahr.com/hr-libraries/webinar_onehr

1. Copyright NGA Human Resources. All rights reserved. 1
Live Webinar, 27 November 2018
HR and Payroll Transformation Case Study

2. Copyright NGA Human Resources. All rightsreserved.
Martin Brockett
Digital HR Transformation Lead
Implementation Programme Manager
2
Welcome
Michael Rogers
Chief People Officer
Programme Sponsor
Mark Butler
Account Director –
Digital HR Services

3. 15 May 2013
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Agenda
The Context of NGA’s HR Transformation
Project OneHR: What happened? What changed?
What are the expected benefits?
Benefits Achieved
Lessons Learned
New Opportunities -
Q&A

4. 4
Our Context
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Why did we need to change?
Transform HR
- better service to
customers
Implement global process
management and
controls
Exploit the HRIS integrated
platform of SuccessFactors
Improve the quality
and timeliness of
information
Full integration between
Finance and HR systems
Increase productivity
and reduce the cost
of HR processes
Improve line mgmt
efficiency
- Self managed and reliant
(direct access to data).
Be a case study for our
deployment methodologies
and technology/services
…in other words –
NGA will be drinking
its own champagne

6. 7
Project OneHR is born
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v
8
OneHR project main objectives
One single
HR SS team
Evolve to a
global process
centric
approach
Centralize
all admin
tasks
Reduce
HR costs
Improve
quality and
productivity
Simplify &
Integrate
More HRIS
landscape
Facilitate
Access &
Usage of
HR data
Improve HR Shared
Services model
Improve
HRIS landscape
Improve quality of
HR service

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What were the intended benefits of OneHR?
Enable business
partners to add real
HR insight to our
businesses
Have a dynamic
single view of your
team and org chart
Single core HR
system managed out
of the Shared Service
Centre
Elimination of manual
procedures
Improve self-service
empowerment for
colleagues
Enable mobile
access
Simplified Budgeting
Improved Reporting
capability
Improve compliance
and workflow tracking

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Why we moved to a cloud solution like SuccessFactors
Move NGA from
on-premise to the cloud
Richness of functionalities
available in all HR processes,
compared to competitors
Certified NGA IP Connector
hrX able to connect
SuccessFactors to
various SAP and
non-SAP PY systems
User-friendly look & feel
Reflect our SuccessFactors
implementation partnership
Provide global case study for
a successful NGA HR
implementation
It is part of our strategic
IT roadmap to align with
SAP products (Finance,
Expenses, Travel…)

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FROM: Complex & Manual ‘As Is’ HRIT Landscape –

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TO: ‘To Be’ Landscape – Removal of manual feeds
SSO/SAML2.0
EE Details Rest/SOAP
SAP FI
ResourceLink
BW
Compensate
?
Standard Integration
via PEX and BOOMI
Preceda
CostCenter
Other
Payrolls
GlobalForce
Benefits/
Choice
Concur
NPOPS Skillstream
Contract EE Details
Bacstel/HMRC/BanksPostings
Payroll Journals
EE Details
Optimum
Skillsoft
Recruiting Compensation
EC - Global Core HR
Performance
Triggers

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SCP
30 Country Payroll Systems
‘To Be’ Landscape – HRIS incorporating NGA innovation via SCP
Payroll Integration
HR Shared Services
HRIS
Performance
& Goals
Recruitment
Compensation
And
Variable Pay
Time Off
Mobile
Deployment
LMS Succession
Case Management
(MyHRW) App
MyPay (Payslips)
App
MyForms (PEX
Forms) App
Employee Central

13. 14
Benefits Achieved
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What benefits have been achieved by OneHR?
15
HRBPs seen as adding
data-driven insights
to their Business Unit
Leadership
Improved global
communications
using SF Org chart
and profiles
Single core HR
system managed out
of the Shared Service
Centre
Removed multiple
“fringe” systems and
Excel processes
More colleague
ownership of and
engagement with HR
data
Great participation
via mobile
Improved budgeting
and visibility of cost
ownership for finance
Global standard
Reporting across the
business
GDPR Compliance
…and some benefits we didn’t expect…

15. 16
Lessons Learned
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Lessons Learned
• NGA were “typical” in many respects – resource availability, the pull of “business-as-usual”
• Business process needs to be aligned with the technical functionality
• Change management is invaluable
• Where we encountered adoption issues, the deployment of change techniques, not tech was the answer
• Resistance can come from the most unlikely places!
• This was especially key where we moved or changed tasks performed in our Kochi SSC
• Systems do not like un-cleansed data!
• When we saw an opportunity to go further we changed the project scope and went for it
• E.g. external learning platform, CPM
17

17. New Opportunities!
Introducing “DNA”
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DNA – Continuous Performance driven by SFSF
19
Challenges
The new process:
▪ Promotes regular feedback
and 1:1s
▪ Employee driven
▪ Focus on development
The change management:
▪ Communication
▪ Training
▪ Change network
v
▪ Drive manager and employee ownership
▪ Create feedback culture
▪ Making reward decisions without ratings
Next Steps
▪ Embedding DNA into NGA
culture
▪ Lessons Learned
▪ Reward Decisions
Campaign
▪ Continuation of comms and
training features
Launch

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Continuous Performance Management – via Mobile

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DNA – ‘Feedback is a Gift’
Robin Haughan
Juan it was a perfect meeting with the client, You handled the responses really well. Maybe as an
improvement next time you could prepare an extra slide for those questions.
Thanks for the feedback.
Juan Lopez
Juan Lopez

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Take-Aways
Stay focussed
on the business
benefits, not just
the tech roll-out1
Change Management was the
key to our cultural changes
and benefits realisation, tech
was the enabler2
The devil is in the
detail data
3
The Cloud paradigm
enables HR can be agile to
adopt new ways of working
4

22. www.ngahr.com
23
For more questions, contact us
Martin Brockett
Global HR Change and Transformation Lead
Digital HR Services
martin.brockett@ngahr.com
+44 (0)7796 831901
Mark Butler
Digital HR Sales Leader
mark.butler@ngahr.com
+44 (0)7973 731397