Ce diaporama a bien été signalé.
Le téléchargement de votre SlideShare est en cours. ×

HR Tech Interactive 2016 - Keynote by Adam Spring

Publicité
Publicité
Publicité
Publicité
Publicité
Publicité
Publicité
Publicité
Publicité
Publicité
Publicité
Publicité
Chargement dans…3
×

Consultez-les par la suite

1 sur 11 Publicité
Publicité

Plus De Contenu Connexe

Diaporamas pour vous (20)

Publicité

Similaire à HR Tech Interactive 2016 - Keynote by Adam Spring (20)

Plus récents (20)

Publicité

HR Tech Interactive 2016 - Keynote by Adam Spring

  1. 1. Prudential Asia’s HR Journey to the Cloud Adam Spring – Senior Director, HR Effectiveness 1
  2. 2. 2 Who we are: Prudential Corporation Asia is a leading life insurer and asset manager in Asia, with a presence in 15 markets covering Cambodia, China, Hong Kong, India, Indonesia, Japan, Korea, Laos, Malaysia, the Philippines, Singapore, Taiwan, Thailand, the United Arab Emirates and Vietnam. +90 years in Malaysia +80 years in Singapore +50 years in Hong Kong Approaching 20 years in Vietnam
  3. 3. Why we chose Workday – success criteria: 1. Simplify complex people processes and help provide greater control, accountability and governance 2. Create a single version of the truth with consistent, high quality and real-time core data & analytics 3. Provide a sustainable technology platform working across multiple companies, languages, currencies and channels 4. Provide a unique identifier for every Prudential employee throughout their career 5. Put more control back to the business through Employee and Manager Self-Service +100 HR Processes +40 legacy HR applications +20 Payroll arrangements Multiple employee IDs January 2012 54 Consistent Processes Single Source of Truth +50 system integrations 1 single employee ID September 2016 3
  4. 4. Workday’s Global Customer #245 Workday’s Asia Customer #1 Oct 2011 Dec 2012 2013April 2012 2014 Phase 1 Regional Office Core HR Time Off Phase 3 Performance Management & Mobile Signed with Workday Phase 2 Country Implementations complete Phase 4 Talent Management & Succession Analytics Phase 5 On-Boarding Share Plans Payslips & Tax Forms 2015 HCM Core HCM Optimization 2716 11 Workday Updates 2018 • Benefits • Learning Our Workday Story – implement & extend: Workday Inspire Award Winner 2015 4 2016 • Annual Pay Review • Safety Incidents • Business Assets 2017 • Recruiting • Feedback • Surveys
  5. 5. Our experience since implementation: • (The pace of change at Workday) • Simplicity - Intuitive user experience that’s improving all the time • Translations • Reporting capabilities • Reliability – very few performance issues / downtime • Mobile solutions • The Community • The pace of change at Workday • Business Processes take a while to settle and can easily be “over-engineered” • Security is thorough but has complex concepts that need to be learnt (ie intersections) • Changes to the IT infrastructure requirements & time-zone issues can be frustrating (ie Workday’s Browser support policy) • Not enough Asia focused developments 5
  6. 6. Technology that engages our employees: 6 70% 75% 80% 85% 90% 95% % of employees accessing Workday 79% low 94% high 86% average
  7. 7. Technology that engages our employees: 7 Significant increase in the number of Workday mobile sessions each month in the last year 0 1,000 2,000 3,000 4,000 5,000 6,000 7,000 8,000 Workday Mobile Logins +138%
  8. 8. Technology that allows for different kinds of managers: Absence Manager Compensation Manager Staffing Manager Performance Manager Merit ManagerTalent Manager Stock Manager Generic Workday Manager Role – gives access to a supervisory org only 8Security GroupsSecurity Roles Security Domains Business Processes
  9. 9. Personalization: Using Workday to provide an individual experience for every employee 9 Home Page “Happy Birthday” message for every employee Home Page “Happy Anniversary” message for every employee Personalized Share Award certificates available directly from Workday All Annual Pay Review letters distributed electronically via Workday Using Workday to trigger staff offers and incentives Individual Onboarding Experience
  10. 10. Analytics – our single source of truth: Consistent approach to calculating key people metrics across all our businesses Example Dashboards & Reports in Workday  Executive dashboards - Summarize key business metrics to “monitor” the organization’s health including high performer turnover, voluntary turnover rates by quarter, hires and terminations, etc.  Compensation Dashboard – Allows reward team to quickly isolate a population and their compensation details to make informed decisions on compensation offers, promotions, etc.  Performance Management Dashboard – tracking of status of individuals in objective setting, mid year and end of year reviews by grade, local business unit, department, division, performance rating, etc. Very low chance of error Snapshot in time BEFORE AFTER Data from Multiple sources Drive Data Integrity via a Single Data Source Accessibility At Anytime Time consuming Manual process Simple, fast, automated process Error Prone Real Time 10
  11. 11. Some recommendations: 11 Be active in the Workday Community Be clear about your on-going support model right from the start Add as many self-service “hooks” to Workday as you can Continually challenge the effectiveness of your HR processes Use Workday to help drive your people analytics agenda Track emerging data privacy regulation across Asia and understand how that impacts Workday

×