refreshing our hr technology approach - coca cola
TRANSCRIPT
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David Crumley
VP, HRIS & Continuous Improvement
Coca-Cola Enterprises, Inc.
Refreshing our HR Technology Approach
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• $8.1 billion revenue
• 90+ years in Europe
• 40+ brands
• 12,000 employees
• 17 manufacturing facilities
• 30 billion servings to 170 million consumers
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“I envision a world where HR Technology will be as simple to use as
Facebook or Amazon”
-Albert Einstein
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Our HR technology mission
To shape and deliver excellent HR customer
experience through innovative technology
solutions, simple processes, and connecting the
business with the right information and insights
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Prior to 2009…
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The right structure is Critical
VP, HRIS
Reporting & Analytics
Production Support
HR Continuous Improvement (Lean/6 Sigma)
HR IT Development Deployment
HR IT
…and Evolves!
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Learning Management
Analytics/ Scorecards/ Dashboards
Video Interviewing
Incentives
Employee Portal/Policies & Procedures
Evolution of our HR technology platform
Timekeeping
Performance & Talent
Management
Compensation
Recruiting & Onboarding
Cloud / Software as a
Service
SAP Core HR
SAP Payroll
Interfaces
SAP ESS/MSS
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Why refresh our HR technology strategy?
• Nearly all processes are automated • Mobile capabilities • Multitude of reports, metrics, dashboards • Adherence and visibility to key HR processes
• Adherence doesn’t equal effectiveness • Automation doesn’t equal simplicity • Lots of measurements doesn’t equal actionable insights • Bar keeps raising to meet vision / CHRO expectations
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A shift in focus
Exploit our Data
Drive Evolution of HR
Modernize User
Experience 80% of our efforts Team
Leaders
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We must flip the iceberg Exploit our
Data
Drive Evolution of HR
Modernize User
Experience
Upgrades / Service Packs
Writing Code
Complex Configuration
Complex Interfaces
Hosting / Maintenance
Hardware
Requirements / Tech Specs
Mountains of Supt. Tickets
20%
80%
Re-Training
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• SAP Core HR to SuccessFactors Employee Central
• SAP Payroll to ADP GlobalView
• All interfaces to Dell Boomi (cloud-2-cloud integration)
Our solution: ‘Project Cumulus’
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What most days of this project felt like…
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What we learned moving Core HR to the Cloud
• Cloud based Core HR is still in its infancy
• The products are still playing catchup to meet needs
• Firms are playing catchup to build expertise
• Data migration and integrations are a ______!
• It’s NOT ERP!
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RESULT: A simple, sustainable, integrated platform
100% CLOUD! 100% MOBILE!
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The Yin and Yang…
…of Cloud HCM
Real-time data integration
All data viewed and entered into SF –
“Mash-up”
1 system to learn!
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RESULT: A new kind of HR Technologist
IT Nerds: • Understand coding and config • Trying to figure out HR • Reacting to requests • Saying NO a lot!
Solution Consultants: • Understand HR / business user needs • Can administer simple SaaS solutions • Driving and planning strategy • Saying YES a lot!
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On our radar
• New mobile and mashup capabilities
• Mentoring
• New performance gauges
• Real-time engagement tracking
• Enhanced analytics visualization
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• Get mobile, now
• Focus on team leaders
• Go deep with data, but build a strong foundation first
• Find a way to refocus your efforts
• Enable your team to say yes!
My advice
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THANK YOU! Enjoy an ice-cold
Coca-Cola
this weekend!