mats pettersson, ncc - a single view of talent
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NCC AB 1
HR Tech Europe Amsterdam 25th of October 2013
Mats PetterssonSenior Vice President Human Resources NCC
2013-10-23
A single view of talent – HR transformation
2013-10-23 NCC AB 2
Creating future environments for working, living and communication
Sales of SEK 57.2 billion 2012
18,200 Employees
Operations in the Nordic region, Germany, Estonia, Latvia and St. Petersburg
Thousands of projects, both large and small
Equal opportunities
External challenges and possibilities
2013-10-23 NCC AB 4
Globalization Lack of labor Generation shift
DiversityCareer development
Internal challenges – From a holding company to One NCC
2013-10-23 NCC AB 5
Construction and civil engineeringIndustrial Development
≥ 2 times GDP growth ≥ 2 times GDP growth ≥ 7,000 housing units
Profitable growth
Customer focus Marketleading Cost One NCC Housing Sustainability
NCC AB 6
NCCstrategy
Leadership RewardsCompetence
supply
One NCC – values, leadarship profile, common processes, HR shared service center
To become the preferred employer
The HR transformation program
Health & safety
How do we meet these challenges in HR?
2013-10-23
NCC AB 7
Background to the
HR Program
2013-10-23
The financial crisis 2008 status around personnel basic data
Misallocations of HR-resources
Mismatch between the HR support and the business needs within:
• long term resource planning
• salary and bonus systems
• competence development
• recruitment
• leadership development
NCC AB 8
HRLön
38 HR functions
As it was...
2013-10-23
No common processes
Over 60 system solutions
Admin.
Strategic
Operational
Heavy administration
HR and payroll shared-service
center
HR transformation
2013-10-23 NCC AB 9
Common processes
Common IT-system
NCC AB 10
Old systems – low cost, but
risky
No common processes
Lack of common data-base
Already efficient HR organisation
Business case?
2013-10-23
Hard to get a business case that worked!INVESTMENT IN THE FUTURE
NCC AB 112013-10-23
One NCC – HR Program Goal
Strengthen managers, employees and HR’s ability to support, develop and challenge NCC’s business short and long term
NCC AB 12
One NCC – HR Program Target
2013-10-23
• Control over facts and figures related to our employees
• Employees take more responsibility for their own development
• Managers actively support and drive employee performance and development
• HR proactively support the organization and work with topics of more strategic character
This is done through:
• High performing group common HR processes
• Common HR Talent Management system
• A clear delivery model that supports a more efficient HR
• Changed responsibilities, behaviors and ways of working
HRstrategy
Businessstrategy
Delivering Value to NCC
2013-10-23 NCC AB 13
Organizational management
Talent acquisition
Talent planning and
evaluation
Total rewards
Healthand safety
Learning and development
HR Expert Areas
One NCC HR Program
Goal and Targets
Enabling the HR Strategy
2013-10-23 NCC AB 14
Common processes and policies
New HR Delivery Model
Redefined roles and responsibilities
Integrated HR Talent Management System
Ongoing work within HR
Other HR Projects
BusinessstrategyBusinessstrategy
Business management
Employees
NCC HR Delivery Model – NCC Group
2013-10-23 NCC AB 15
HR Director and Group HR ExpertsSetting the Strategy
Group HR Process Owners & Business Solution Manager:
Architecting the solution
HR Services: Delivering Transactional and Enabling Services
Technical Infrastructure & Applications
HRS(e.g., Phone, E-Mail)
HRS Case Workers
• HR Admin
• HR Process Drivers
• Solution Specialist
Group HR Process
• Owners
• Business Solution Mgr
• HR Specialists
Self-Service and Portals
LineManagers
Designing and building human
capital
Senior HR Business Partners
HR Business Partners
Tier 0 Tier 1 Tier 3Tier 2Local HR Generalists: Delivering Consultative Services
Local HR Specialists: Delivering Local Transactional and Enabling Services
NCC AB 16
Demands on a new
HR system
2013-10-23
Cover all our markets
One system or as few as possible
Core data and defined processes within talent management
Scalable and development of the system
Easy to use
Infor Talent Management System
Met our requirements
Wide range of products
Use S3-system within Finance
Ranking
Some modifications needed to be able to meet NCC needs
New LMS module
2013-10-23 NCC AB 1717
2013-10-23 NCC AB 18
The way forward
18
Country roll-out core-data
step 1
Change management!
Keep track of costs and
benefit realization
Struggle with finding the
right resources
Develop and roll-out
processes step 2 and 3
2013-10-23 NCC AB 19
NCC AB 20
What will we get?
2013-10-23
Control of facts and figures – short and long-term resource planning
Track of what competencies: today and in the future
Appraisals logically connected to: • performance reviews
• development plans
• succession planning
• salary setting
• bonus plans
Tools for managers and for employees development
Visibility of competencies – use the right resources in the right time and place
HR will focus on the right issues
15% less time spent on administration
Faster recruitment processes
NCC AB 21
HR Leadership Team Success Factors
04/13/2023
Shared commitment
Quality and speed of decision-making
Mindset for success
Business performance
Active Engagement
Guiding Principles
2013-10-23
Buy-in from the Business Maintain
Commitment from Business
and HR
Organize Leadership
and Sponsorship
Manage One Global HR
Establish Self Service Culture
Achieve Compliance to New Ways of
Working
Manage the Business Partner
Challenge
Prove the Value
Critical Success Factors
2013-10-23 NCC AB 22
2013-10-23 NCC AB 23
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