WHY BEQOM FOR PERFORMANCE AND COMPENSATION MANAGEMENT

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eRewardDriving Workforce Behaviour 14th October 2014


Why?

People are a company’s biggest asset

People are also one of the biggest costs


Current State

Most large organisations still use Excel / homegrown systems or a combination of….

Believe there is no way of systemising reward processes effectively

‘Put up’ and struggle with the difficulties of managing the processes


Future State

The unknown is certainly achievable

As demonstrated by our clients

Example processes:• Salary Alignment• Bonus / STIP• LTIP / Deferred Bonus• Sales Incentive Management


FINANCE

• Increased focus on process improvements, data consistency, transparency and IT costs

• Mergers, aquisitions, reorganisations, sell-offs require the ability to ensure rapid integration, negotiation and transparency

• Pace of business is getting faster• New products are launched faster and

product life-cycles are shorter• Cumbersome home grown systems


BNP Paribas

Need

• Link employees more closely to orgnanisation strategy through effective KPI management

• Transparent compensation process• Reduce costs by improving global

productivity• Manage a very complex LTI

management process

Results

• Compensation processes compliant with regulatory guidelines and security requirements

• Highly flexible management of all deferred bonus and LTI processes at Group level

• Easily managed in one solution from initial allocation to payments over the year/s

• Ability to manage situation changes


Fidelity International

Need

• Reduce the risk of Key-man dependency

• Manage ASR; Bonus and LTI/deferrals in ONE solution

• Manage a complex, multi level (upto 20) approval process

• Global ( 24 countries ) multi-currency

• Handle mobility

Results

• HR/reward in control of the processes

• Internal users can load data, create new reviews, update review parameters without IT

• Simulate impact of new reviews• Clear communication to the

employees• Reduction in time and ease of

managing the processes


TELCO / TECHNOLOGY

• Need to manage many different processes• International context multi-lingual/currency,

regulations by country• Optimise plans to achieve highest effectiveness vs.

available budget• Complex compensation plans

• for different roles• different products and services• complex revenue recognition rules: overlay quota’s, sales

splits etc.• Complex ASR – individual performance/country/region/etc.


Microsoft

Need

• Manage STI for sales and professional services

• Have a consistent view and approach to plans worldwide

• Simplify the plans to effectively drive individuals

• Simplify and improve communication worldwide

• Close integration with SAP/HR• Ability to implement quick changes

to compensation plans

Results

• Improved communication has led to higher engagement with employees

• On-time and accurate payments• Greater control of each step of the

process: Set-up; Simulation; Accrual; Communication; Payment

• Managing 1000 different Comp Plans for 25k employees rolled out to 100+ countries


Vodafone

Need

• A compensation platform to accelerate their HR transformation

• A global framework with local autonomy

• Save time and resource and improve motivation

• Needed strong analytics and simulation engine

• Global; robust to manage 85,000+ employees

Results

• A clear view of the Vodafone organisation hierarchy

• Accommodating a myriad of different local rules within a common framework

• Access to source data – worldwide central installation

• Performance Evaluation with calibration

• ASR, Bonus and LTIP


MANUFACTURING

• Need for Total Compensation platform• Complex ASR and Bonus processes, multi-

company; multi-brand; multi-region …• Need to optimise budget allocation for

merit increases and bonus across companies/divisions/ business units

• Transparent, consistent and structured communication of reward to employees and sales partners/dealers globally in currency


Total

Need

• Replace bespoke (Excel) development

• Automate very manual processes• Simulate staff cost• Manage a very complex and

detailed salary review process• Provide managers with all the

information required at their level to carry out the reviews

Results

• Automated and self-service processes

• Quality of communication and clarity of rules

• Ability to manage matrix-based envelope definition over 35 populations for base and bonus with special envelope for new promotion, gender equality

• Manages a very complex workflow • Global processes drastically reduced

in time and resource


SERVICES

• Need for cost modeling, benchmarking and scenario simulation

• Complex matrix based organiastions with multiple hierarchies

• Management of promotions as a separate process

• Transparency and risk management• Total compensation statements


Logica CGINeed

• Replace bespoke (Excel) development with a robust workflow driven solution

• Put line-managers at the centre of the process

• Rapid deployment• Deliver in French and English• Comprehensive management

information and Executive reporting

Results• HR now focus on process control

and analysis• Managers are provided with all the

information needed to be involved in the process and make decisions

• Managers have access to benchmarks and can propose increases in compliance with HR guidelines

• Removal of duplication and reduction of risk across the firm

• Access to analysis and reporting at all levels


What do the stories tell us?

• There are common drivers for automating compensation processes

• Every company manages compensation slightly differently

• The importance of key ‘needs’; ‘must haves’ varies

• Often there are many more benefits than those first identified


What do you get from an automated tool?

• A way to drive workforce behaviour rather than just managing it

• Transparency, security and control

Happy People

Business

WHY BEQOM FOR PERFORMANCE AND COMPENSATION MANAGEMENT