Benoît Houtevels - The Journey to a unified HR IS - Electrabel Employee Central

GDF SUEZ Energy Europe

Innovate or Die

Leuven

18/06/2014

The Journey to A Unified HR IS

Benoît HOUTEVELSGSEE HR Information Manager

GDF SUEZ Energy Europe - BEEtle – 18/06/2014 2

Context

HR IS Masterplan 2013-2015

Deployment Options

BEEtle Project

Roadmap & Scope

What’s in it for us?

Questions & Answers

Agenda

GDF SUEZ Energy Europe

Innovate or Die

Leuven

18/06/2014

GDF SUEZ Energy Europe - BEEtle – 18/06/2014

ContextGDF SUEZ REVENUES, WORKFORCE AND CAPACITY BY REGION*


ContextGDF SUEZ ENERGY EUROPE: A LEADER IN THE EUROPEAN ENERGY MARKET

4

2012 year-end figures* *Including SPP in Slovakia; GDF SUEZ shares sold in early 2013 – Gas, Electricity and service customers contracts** Unless otherwise stated, all figures are as of December 31, 2012. They take into account 100%

of the capacities of assets held by GDF SUEZ regardless of the actual holding rate.6

23.7million customers*

83production sites

of more than 50 MW

36.9 GWpower generation capacity

of which 7.2 GW from renewable energies**

27,200 employees

44.4 bn Euros in revenues

4.2 bn Euros in EBITDA

3 Métiers• Generation• Energy Management Trading• Marketing & Sales

Industrial and/or commercial presence in

14 Countries

5 CorporateDirections

Industrial presenceCommercial presence(B to C, B to B, industrial Key Accounts - Giants)

France

SpainItaly

GermanyBelgium

The Netherlands

Austria

Czech Republic

Poland

Hungary

Romania

Greece

Luxembourg

Portugal

SY

NE

RG

Y A

ND

IN

TE

GR

AT

ION


ContextGDF SUEZ ENERGY EUROPE: A MATRIX ORGANIZATION

5


HR IS Masterplan 2013-2015BUSINESS NEEDS

Common Business Line Talent process for a selected population

Consolidation 3Employee lifecycle

1 Setup of a management reporting dashboard

HR Management Processes

4 Integration of employee master data in a Business Line central tool linked with local tools/systems

Administration & Payroll2 Manage the organization at the Business Line Level and

keep local flexibility

Organisation

5 Improve the operational reporting quality Reinforce the communities where collaborators can

share their experience and exchange their ideas

Supporting HR Processes


HR IS Masterplan 2013-2015 BUSINESS PRIORITIES

Synthesis of the business needs

Domain Nature of the need

Organisation Organization tool at the Business Line level

Employee lifecycle

Support a common and integrated Talent process (incl. Shared populations)

Administration & Payroll

Per country and inter-Business Lines

Centralized and integrated employee master data

Supporting HR Processes

Ensure the reporting consistency(incl. Standard group requests)

Single point of access for the HR applications

Reinforcing sharing communities

BELUX

FR NLBEE PLDE HU IT ROSPEMT

B

D

E

A

C

F

G

Priorities 2013 MUST

Priorities 2014MUST

NICE TO HAVE

BA C

D

E F G


HQ EMT FR BE NL DE

D

PL HU RO IT IB

HR IS Masterplan 2013-2015SYSTEMS OVERVIEW

ORGANIZATION TOOL

TALENT SUITE(PM, L&D, Career)

BUSINESS LINE CENTRAL MASTER DATA(Common Referential of 80 fields)

10 COUNTRIES / 3 Areas + HQ

MANAGEMENT DASHBOARD TOOL

LOCAL ADMIN, TIME & PAYROLL


Deployment OptionsCLOUD OR ON-PREMISE?


Deployment OptionsHOW TO DECIDE?

Accenture HR Roundtable 24/04/2012


Deployment OptionsSUCCESSFACTORS TOOL

Offers a complete and integrated HCM platform (HR Core & Talent +reporting) Accessible from everywhere (cloud-based) Highly scalable solution in terms of perimeter & modules Automatic upgrades Hardware, maintenance & security included in the service offered Pay at use (license per employee/per module/per year) Known for it’s userfriendliness Is an SAP company

Employee Central

Goals Performance Compensation Succession AnalyticsRecruiting Learning Jam

BizX Insigts


HR IS TOOLSBusiness Requirements VS SuccessFactors

SuccessFactors vs BEE Requirement

“Employee Central+” Employee Central + Analytics

Covers A, B & C

“Talent Suite” Exact modules and perimeter

(to be defined by Talent BEE in 2013)

Covers D


Roadmap BEEtle HIGH LEVEL PLANNING

13

2012 2013 2014 2015

Module Q3 Q4 Q1 Q2 Q3 Q4 Q1 Q2 Q3 Q4 Q1 Q2 Q3 Q4

EmployeeCentral

WorkforceAnalytics

Performance Management

People and Positions

Review

Learning & Development

Process design involving BEE entities

Discovery Phase and 3 iterations with Success Factors

User Acceptance Tests

Implementation and Change Management

Go Live

Scope: HQ BEE & EMT

Scope: BEE exempt

Scope: BE, DE, NL, HU, FR, PL, IT, IB & RO

Scope: HQ BEE,EMT, BE & FR

Scope: DE, NL, HU, PL,IT, IB & RO

Scope: HQ BEE, EMT, BE, DE, NL, HU, FR, PL, IT, IB & RO

Scope: HQ BEE, EMT, BE, DE, NL, HU, FR, PL, IT, IB & RO


BEEtle WHAT’S IN IT FOR US?

One unique database for our HR colleaguesBenefits for BU’s with multiple (or no) source systems

Org chart tool and directory• Cross country/company• Hierarchical & functional relationships Benefits All

Reduced Group and Business-Line reporting data centrally available• No need to fill in separate reports (i.e. for data included in Employee Central)Benefits All

Advance operational & strategic reporting capabilities:• Ad-hoc reporting & Advanced Reporting (Online)• Workforce Analytics (Dashboards, Charts, Publishing & Benchmarking) Benefits All

Evolution to the best talent suite on the market Benefits All


Questions?

Questions?