success lies in the journey planning and preparation

Copyright NGA Human Resources. All rights reserved.

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Destination Digital: Success Lies in the Journey Planning and Preparation


Welcome and Introduction

Sylvain Buhler

Global Business Consulting Director,

NGA HR

Aitor Vinos

Vice President, Digital HR Services

Client & Market Leadership , NGA HR

2


3 Take-Aways

1 What did we learn

from the first Cloud

projects?

10 case studies to

make it come alive

2 How to avoid

pitfalls and ensure

the success of your

Cloud project?

3 How to deal

with Payroll

in your Cloud

journey?

3


Cloud HR Projects

4

PROJECT STAFFING AND PMO STRUCTURE 1

Lessons Learned, Best & Not so Best practices sharing

Project Team

underestimated the efforts

HR Network is live

since day 1, with enough

bandwidth

Ask for external resources,

in a hurry

HR function owns this project

Project budget

increased

by 40%

Project delivered

on time

Case Study #1: Insurance company / 13 countries / Core HR + Talent

Case Study #2: Cabling company / 40 countries / Core HR


Cloud HR Projects

5

HR PROCESS ALIGNMENT 2


Customer expected to get

a standard processes

provided by the HR system

Iteration phase has been only

dedicated to process improvement

and not to customizing decision

Delay of the project

Forecast :

+6 months

Case Study #3: Glass Company / 1 Country / Talent

Process Alignment

workshop done prior

to the kick off

Perf & Goals Forms haven’t

been challenged by the

business during the project

Gaps have been identified and

mitigated prior to the design phase

Workaround solutions have

been found

No adoption, no buy-in

by the end users

Project went as

planned

Difficulties in

kicking off a new

module as per the

roadmap

Case Study #4: Manufacturing Company / 9 countries / Core HR + Talent

Case Study #5: Agricultural cooperative / 1 country / Talent


Cloud HR Projects

6

CHANGE MANAGEMENT

Big efforts put on the

onboarding of

the Testers

Short training prior to every

iteration in order to avoid fake bugs

disturbing the test phase

Project was on

time

Case Study #6: Packaging company / 32 countries / Core HR + Talent

Great buy-in from the users

Project went too fast,

managers were not ready!

Change Management positioned at

PM level

Emergency go-live support

towards end-users

High self-service

adoption

Silent go-live,

without users

Case Study #7: Chemical company / 6 countries / Core HR

Case Study #8: Food & Beverage company / 9 countries / Core HR + Talent


3


HR ROADMAP 4

Cloud HR Projects

7

SF EC interfaced with

32 local payrolls with

few errors

All the risks of having

an EC as Master have

been listed

The customer had a very good

knowledge of the local payroll

systems prior to Day 1

The customer made decision

based on scenario testing

Project quality

was as planned

Project roll-out

is taking these

risks into

account

Case Study #9: Pharmaceutical company / 32 countries / Core HR + Talent

Case Study #10: Banking sector company / 9 countries / Core HR + Talent



What is Different in the Transition to the Cloud?

8

Speed Strong HR implication

Customization vs

development Full functional coverage

Employee &

Manager role A new cost balance


3 Take-Aways

9

1 What did we learn


projects?

10 case studies to

make it come alive

2 How to avoid

pitfalls and ensure

the success of your

Cloud project?

3 How to deal

with Payroll

in your Cloud

journey?


A Pre-Study Before Your HRIS Project Kick-Off

10

HR Roadmap Future State

Org Design

Executive

Committee

Preparation

HR Process

Alignment

Change

Management

As Is Project Kick-Off

Maturity & Ambition

assessment, Scenarios /

Mix of population,

geography & processes

Stakeholders /

Organization

Business Case

Strategic Note, fitting in

your Global Digital

transformation vision

Global Design with

Localization + SF sanitary

check

Impact Analysis & Detailed

Change Management Plan

Project staffing Payroll

Cloudify or not? / Payroll

impacts / Payroll Decision

Matrix

Workload & PMO

structure

Our recommended building blocks to get ready


A Pre-Study Before Your HRIS Project Kick-Off

11

Our recommended building blocks to get ready

• AS-IS Analysis - analyze HR IS landscape, current HR organization and processes. Maturity Assessment.

• Needs -clarify business, HR and IT requirements (Which Population / Geography / Processes and When?)

• Design scenarios and evaluate various project plans

• Assess the current situation in terms of costs, activities / time, organisation / governance, services /

processes, people and technology / facilities and to identify potential improvement

• Define scenarios for the future HR service delivery model & Evaluate them

• Determine how many FTE’s will be needed, globally & locally, with which capability & availability. Identify

potential Gaps of knowledge or resources

• Define PMO & governance organisation

• Prepare the key elements to draft the Strategic Note, fitting in your Global Digital transformation vision

• Calculate the Business Case, potential savings & ROI

• Align HR operating Model & new HR processes, starting with our Best Practice Standard processes.

Design Swim lanes

• Performing a sanitary check of these To Be processes in a Cloud World

• Impact Analysis to identify who is impacted and how.

• Detailed Change Management Plan which coordinates targeted training, communications and stakeholder

actions.

• Cloudify or not? / Payroll impacts / Payroll Decision Matrix

HR Roadmap

Payroll

Future State

Org Design

Extended Project

team staffing

Executive Committee

Preparation

HR Process

Alignment

Change Management


HR Roadmap

12


What is the FTE Required?

13

Reality Vendor will do 70% of the

tasks required by the projects

My IT department will do the

majority of the tasks dedicated

to the customer on my project

A few FTE is enough

Reality

Reality

1

for the Vendors

1

internal costs

≅

Pe

rc

ep

tio

n

Project

Management

20%

HR

45%

IT

35%

Project

Management

Business

Coordination

Core HR

Implementation

Support

Country

Coordination

Change

Management

User

Acceptance

Tests

Copyright NGA Human Resources. All rights reserved. 14

Why the Impact Analysis is the Cornerstone of Change Management, especially for Cloud projects

Deliver a diagnosis at the beginning of the project

Optimize change management investment

Start involving main stakeholders

• Identify main stakeholders and

their issues

• Identify impacts, risks and

opportunities, for each main

stakeholder

• Identify position of main

stakeholders vs. the projects (pro

/ neutral / contra)

• Impact Analysis delivers factual

elements to decide how to

distribute change management

efforts: allocation of main efforts

on most impacted / most

influential population

• It enables the choice of relevant

actions, depending on the type of

impacts (e.g. training is of little

help for an organizational change)

• Presenting some output from the

impact analysis is already a

communication action on the

project

• Due to their participation to

interviews or workshops,

stakeholders are implicated,

therefore starting to project

themselves in the future and

adopting an active posture.

• Listening to potential ”opponents”

of the project helps taking into

account their point of view and

reducing resistance during the

project

Identify all main issues at the very

beginning of a Cloud project, so that

you have time to solve them. Once you

are in the configuration phase, you

won’t have time for this anymore.

The timeslot for Change Management

in a cloud project is very short; you

need to make sure you prioritize the

most impactful actions.

Involve main stakeholders as soon

as possible, as they will have little

time to mature the change.


3 Take-Aways

15

1 What did we learn


projects?

10 case studies to

make it come alive

2 How to avoid

pitfalls and ensure

the success of your

Cloud project?

3 How to deal

with Payroll

in your Cloud

journey?


NGA Cloudify Payroll

✓ ✓

SuccessFactors

Employee Central

Implementation

✓

Taking advantage of NGA’s IP including standardization and integration capabilities

NAME ARCHITECTURE SCENARIOS

HRIS SW MIDDLEWARE

LAYER PAYROLL

MULTI

COUNTRY LOCAL

HANA

Solution Overview

• Pre-packaged solution for onPremise to Cloud

migration of HCM PY solutions

• Convenient SuccessFactors licensing options

• End-to-end solution maintenance

• One time:

• SAP HCM Lift & Shift to Cloud

• Employee Central implementation

• Employee Central Integration

• Ongoing Application Management Services

• Payroll

• Employee Central and Release

Management

• Integration Monitoring


Cloudify Payroll, Designed to Run Simple

• Proper legal risk protections

• Matrix of roles/responsibilities within Statement of Work

• Defined transition schedule with acceptance criteria

• Established governance and service levels

• Standard baseline pricing tied to scope and assumptions

• Comparable against interface counts, reports and support hours

• Fixed terms to be agreed upon; tied to performance

Standard Contractual Agreement

Straightforward Pricing

Simple Terms


NGA Cloudify Payroll - Transition and Transformation (I)

From a solution perspective the following components are identified with the objective of having a reliable,

integrated, cost-effective payroll in the Cloud, under a single proven end-to-end provider.

• One-time:

• Customer SAP ERP HCM Hosting migration to NGA Cloud

• Ongoing:

• NGA Cloud hosting, Platform as a Service for HCM Payroll

• Application Management Services for Payroll including Integration

• One-time:

• Employee Central Implementation (Rapid Deployment)

• Ongoing:

• NGA provisioned SuccessFactors licenses (VAR/BPO)

• Application Management Services for SuccessFactors including integration

SAP ERP HCM is the core HR payroll engine in the market; and SAP SuccessFactors is the talent market

leader HRIS platform; any customer requirements in terms of application maintenance are covered by

NGA Application Management Services (AMS).

Due Dilligence

Payroll Lift & Shift to Cloud

SuccessFactors Core HR


NGA Cloudify Payroll - Transition and Transformation (II)

• Cloudify payroll offering ensures end-to-end maintenance of the entire solution by provisioning ongoing

Application Management Services covering:

• Payroll

• SuccessFactors EC

• Integration

• Cloud Hosting and SAP Basis

• Application Management Services teams provide support worldwide in English as standard.

• Additional languages are optionally available;

on an ad hoc basis can also be bundled with other BPO services.

19

End-to-end Application Management Services

Language coverage


Conclusion

20

Are your teams equipped to lead a project to change at a

rapid pace and in a very short time? Do you have PMO?

Do you have all processes mapped out and aligned

global-local?

Do you know what are the selected data within your

future Core HR?

Have you planned organizational changes and

skills related to cloud?

Have you identified the impacts, risks and opportunities,

for each main stakeholder ? Do you know how to distribute change management efforts?

Are you ready for the HR Operations Team to lead

functional testing and requirements analysis?

Have you identified the risks of Cloud implementation?

?

Do you know how you are going to phase your

deployment (scenarios)? Is your HR roadmap articulated?


Upcoming Digital HR Webinars

Register Now

@

www.ngahr.com/digitalhr

http://marketing.ngahr.com/digitalhr/


Contact Us

More questions? Contact us.

Sylvain Buhler

Global Business Consulting Lead,

NGA HR

Contact me:

[email protected]

Aitor Vinos

Vice President, Digital HR Services

Client & Market Leadership , NGA HR

Contact me:

[email protected]

mailto:[email protected]

mailto:[email protected]


Thank You