how to make the jump to the cloud but still have a soft landing: meggitt

Copyright © 2014 Meggitt All Rights Reserved.

How To Make the Jump to the Cloud

But still have a Soft Landing


How much has your business

changed over the last 10 years?

Your Customers?

Your Products?

Your Competition?

Your Markets?

Your Employees?

Your Talent Pools?


Who are we?

British FTSE -100 company

Global Engineering Group specializing in

extreme environments

11,000 employees

17 countries

Speaking 6 languages (7 if you count British)


Who are we?

We can trace our roots back to the very first altimeter

You will find our products:

− From the moon to the bottom of the sea

− On the battle field and in the medical field

− And on every commercial airliner in the Western world

http://www.google.com/url?sa=i&rct=j&q=&esrc=s&frm=1&source=images&cd=&cad=rja&docid=dFw1DWPw2NX7dM&tbnid=nctOo7LIUtgyeM:&ved=0CAUQjRw&url=http://images.yourdictionary.com/operation&ei=ZCxSUp2_C6ePigLApIDoAg&bvm=bv.53537100,d.cGE&psig=AFQjCNGOys4Bt6b7wmo2TL42ywp3lhp3Xg&ust=1381203416829292

at the challenge is:

markets


Our markets were telling us that the old

model was not working

Financial holding company

Competing with ourselves

Not working together

Not being our best


talent


Aging workforce leads to talent crisis

Average age 49

Reliant on skills that are disappearing

Reliant on skills that have not been invented yet

“Give me a new engineer, right out of school, let

him apprentice for us for about 20 years and then

we might have something.”


communication


Visibility and communication lacking

Years of growth through acquisition has led to a complete lack of

visibility into process, inconsistent policies and no visibility

Did I mention the 6 languages

− Did I mention the British thing? (7/11/13)

Our engagement surveys are good, not great (trust)

We have aspirations but no clear way to disseminate our goals

and objectives

We use brute force over finesse

Last year we hired 1200 employees more than we thought we had

= HRIS budget approved


change


Structure

Foundational Elements

People


Does Any of this Sound Familiar?

Mastering HR & Payroll with SAP & SuccessFactors | 13


Were We Ready For Change? . . . Are You?

Is Anyone?

The Comcast Center

The First “Green” Skyscraper in the U.S.


change

Our Challenge is to:

Choose a new global, integrated HRIS

Implement it globally faster than any Meggitt program has ever been

implemented

Leverage it to harmonize policy and process around the globe

Start a global performance management system to disseminate goals

Give us hard numbers to help us better run our business

Develop an employment brand that will attract the best and the

brightest

Harmonize our compensation programs

Deliver it in 7 languages

Train everyone in HR

Stay on budget

Do it all in 14 months


To do this we chose


How To Make the Jump to the Cloud

But still have a Soft Landing


What did we convert from?


How did we chose SuccessFactors?

Talked to everyone

Demoed quite a few

Laid out what we thought we needed

Looked for the best match, but kept an open mind


Key factors in choosing


Leverage Integrated Solutions

RIP – Best of Breed

Integration adds substantial flexibility


Integration


Security

Have the security

Have proven the security

Willing to talk about the security

23


Speaks to the higher needs of HR

We started by looking for a great system of record for core HR transactions

We ended up by realizing that the need for talent support would quickly become the most important factor and would drive the ROI

Copyright © 2014 Meggitt All Rights Reserved. 26

Project Goals and Scope Timeline and Scope

Apr May Jun Jul Aug Sep Oct Nov Dec Jan Feb Ma Apr

Employee Central

Compensation

Performance and Goals

Recruiting

Learning

Analytics


Premium Service and Premium Data Center is not the

same

Customer Success Team, early engagement

This is not On-Premises

− Testing

− Iterate, Iterate, Iterate

Do not confuse an Employee Central based

implementation with any other SuccessFactors

implementation

− Implementation Partner

− SuccessFactors

27

What to Know About SuccessFactors (tips)


Review Your Processes

Harmonize Your Processes

Discard Old Processes to Avoid Clutter

Adapt Your Processes


Lessons Learned

Develop a close relationship with SuccessFactors

Find a great implementation partner – we use Accenture

Ask lots of questions, assume nothing

Work out the division of labor between HR and IT

Review your documents and policies before you start

International: Data privacy will take much longer than you

think

The solution in very intuitive

Start simple but broad

Tell SuccessFactors what you want, you might just get it

29


View from the Clouds One Global System of Record for all employee data and is used by all other systems that require employee data

Recruiting/On-boarding system that promotes the Meggitt employment brand and provides an efficient and satisfying experience for candidates (internal & external), recruiters and hiring managers

Unified, Consistent Performance Management system that rates what benefits the employee adds in their current role and how they adhere to the overall enterprise values

Easy to administer Compensation system

that motivates and rewards high performance

Talent Review system that allows us visibility into and development of our bench

Learning system that supports employee development and compliance activities

Analytics that help us run our businesses better


Butch O’Hare

First “Ace” of WWII

Medal of Honor

Navy Cross

USS O'Hare

O'Hare International Airport

You can CHANGE your Organization


Easy Eddie

Lawyer

Al Capone

Good Name

Example




Edward O’Hare, Sr. Edward O’Hare, Jr.




34

Here We Go!

Questions?

Michael V Molinaro

Sr Vice President, HR Operations

Tel: +1 (805) 584 4184

[email protected]

Linkedin: http://www.linkedin.com/pub/mike-molinaro/4/71b/9b0/

mailto:[email protected]

how to make the jump to the cloud but still have a soft landing: meggitt

Recruiting & HR

meggitt program

rights reser

changeour challenge

british ftse

talent pools

years of growth

british thing

hris budget