Syngenta's HR Information System strategy ready for the · PDF fileSyngenta's HR Information System strategy – ready for the Cloud? ... Working with leaders, ... Quality - to enable

Adalbert Powol

Global HR IS Program Manager, Syngenta AG

Syngenta's HR Information System strategy – ready for the Cloud?

SAP Forum Basel, 20.-21.April 2015

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Content

● HR Vision / Vision of Simplicity

● Connecting with the HR Strategy

● Trends and Directions

● Data and HR Systems Architecture

● Our Journey

● Landscape simplification

● What we have achieved

● Outlook


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Our vision guides everything we do

Working with leaders, we contribute to business success and build

a strong culture, while making Syngenta a great place to work.

Working with leaders, we take shared responsibility for business

success and build a strong culture, while making Syngenta a

great place to work.

“Common processes and platforms

will be the key enablers to helping

Syngenta achieve its full growth

potential over the coming years”

Mike Mack CEO


4

Vision of Simplicity

From local HR that is excessively

customised with no ability to

manage a Global HR

To a Global Core HR platform that run

standard processes. A “step change” by

integrating Cloud and Service Partners


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HR Transformation - a way forward based on 4 pillars

● Enabling sustainable and scalable solutions, requires a closely joined up view on

Business strategy, Processes, Technology, Data and Operating model

● The Business Architecture for HR is building that link ensuring the Business

can gain maximum value from an integrated HR solution

● The architecture is designed around five basic principles which will serve as a

guideline for any future demand/ change initiative

● The Implementation of the Business Architecture will be driven through

initiatives that are part of the portfolio rather than an isolated Implementation


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HR Strategic Agenda

Focusing on key themes

1. Accelerating business growth through

developing the future workforce

2. Developing leadership and building

capabilities across Syngenta

3. Energizing employees through focusing

on individual and organization health

4. Valuing diversity and contribution

across the organization through inclusion,

performance management and reward

5. Implement scalable global policies and

platforms

6. Effectiveness of the function through

the HR Target Operating Model One HR function supporting the Business


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HRIS Strategic Requirements

Feedback and leading practices confirm the need for simplification to build a scalable and

future-proofed platform to achieve our strategic HR objectives

Cross stream Dialog Data Quality,

Visibility, Reports Integrated Delivery

Single System of Truth

Simplified OM Intuitive Self Service

Robust Analytics Collaboration &

Innovation Social, Mobile &

Cloud


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Business-Architecture is not primarily about Systems…

Business architecture is about understanding

● the strategy

● how the strategy is delivered and

● how the effectiveness and efficiency of the

strategy and their delivery is measured

This is translated into the right

● Data

● Systems

● Quality - to enable the above

Data and Systems

KPI’s & Analytics

Processes,

Policies,

Services,

TOM

HR &

People

Excellence

Delivered through

Measured by

Enabled by


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… there are a number of approaches to building a companies people data base… (Gartner Inc.)

In this architecture, everything is from one vendor, and integration with third party applications is rather difficult. Typical ERP pitch of the mid-nineties.

We can do everything ...

Big core system, running most of the processes, with a series of smaller, tactical solutions interfaced around the edges.

Typical HR IT architecture of many ERP-Centric organizations.

Small core system on premise, but most of the action takes place in the systems around the edges.

Increasingly common as SaaS vendors continue to deliver richer functionality.

No significant core system, SaaS petals dominate. Still very rare, but we expect to see more of these, challenging the traditional core and peripheral model.

BSC 2010-07-14 aw

from

to


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HR IS Principles

● HR will introduce Common Global Processes and Services

● HR IS landscape is SAP-centric

● Customization is centrally governed and limited

● One Global Syngenta’s People Master Data

● Maximize Self Services (ESS and MSS)

● Clear cut-offs and boundaries of data scope agreed

● Clear separation between Global Strategic Data needs and Local Operational

needs

● Global Analytics needs global Master Data, even for local data.

● Easy Accessibility of Core People Data

(easy interfaces to access Syngenta internal public data)

● Strict Governance of systems and applications

Updated: 2011-08-19 aw


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HRIS enabling the HR Strategy

Underpinned through Information, Data, and Systems

eHR

core

Operational &

Strategic

Workforce

Planning

Reward

&Talent

Management

Mobile

Solutions

Cloud

Integration

Client

Experience

Self Service


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Data Principles

Core-Data will be stored in a single central repository

A single definition and a consistent usage of data elements will ensure a single version of the truth

Every data element has a single system of record

Clearly identified business owner are accountable for the data quality

Technical interfaces will be build to ensure the same data can be used across processes.


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Importance of the Core eHR for Process, Reporting, Solutions

PM

TD/SM

LMS / Recruit

GSM 1

Reward / WFP / Others

eHR

OM

PA GJC

Only works effectively if:

• Each new solution builds on the same core data

• Continuing use to improve its quality

• Is the foundation for all people operations

• Having complete data avoids challenges and

workarounds

Identify eligible employees

Identify managers of WL5 and

above

Identify in scope employees

PA, GJC, and OM provide the

core data for RTW

PA, OM, GJC allow us to

apply business rules to

segment and drive GSM

processes and reporting

Iterative segmentation using

accurate information e.g.


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HR target operating model

● Business partnering: providing strategic

guidance; defining and delivering people

strategy and plans; single point of contact

● Centers of expertise: develop policy,

strategy & direction providing specialist

knowledge; bringing in new thinking and

practice; training generalists (POD; C&B)

● Syngenta Business Services: providing

efficient and effective processes, services

and transactional activities

HR delivered through three groups operating and working together

EAME

CH

APAC LATAM NAFTA

People and Organizational Development

Compensation and Benefits

Global & local Business Partners

Syngenta Business Services

(Global HR Services)

The leveraging of the model is based on the implementation of modern systems

and effective outsourcing


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Our journey till today…

New global systems infrastructure based

on SAP core by leveraging cloud solutions

Toolsets and processes to support the

worldwide implementation of key HR policies

Implemented core master data worldwide

Enhanced global reporting and analytic

capability

Implemented an HR outsourcing model

PA & OM - 40,000 people

PM - 25,000 users

TD - 4892 Employee Assessments

5192 Employee Profiles

COMP & BEN - 89 countries

Global Job Catalog

Self Services on to new HR Solutions

HR Services - TOM

This Enabled

What we have achieved


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Can you see the daisy ?

eHR

OM

PA GJC

Publish

Recruitment

&

Talent

Learning

&

Development

Payroll

Processes

SWP, Benefits, Time Mgt

Various Apps

Master Data

Out

Exploiting our Core SOR provides HR flexibility to plug in with Publish/Subscribe integration

giving an end to end solution


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Benefits

● Flexible, scalable architecture enabling full alignment of processes, data and

systems with the business strategy

● Integrated Reporting and Analytics solution

● Improved, sustainable data quality leading to improved user experience

● Establish one single source of truth to reduce errors and improve performance

● Improve the user experience to support ESS / MSS and provide functionality to

allow for virtual and mobile working

● Ensure timely information visibility and robust HR analytics so that every

stakeholder can access necessary information to speed up the decision making

process and get better results

● Robust platforms enabling future growth


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The Journey needs to continue beyond 2014

Today

2010

2014

2015

2013

ASE 2012-04-23 aw

Establish Platform Optimize Leverage & Scale

2017

One Single Core,

Global processes

PA/OM/GJC PM/TD

L&D, Rec, C&B, Payroll

Reporting & Analytics ...

… still need to consolidate

and optimize our platforms

by embedding our Global

Support Model …

… implement scalable

solutions that support the

HR strategy now and for

the future


19 SAP Forum Basel, 20.-21.April 2015

Q&A

Documents

Syngenta's HR Information System strategy ready for the · PDF fileSyngenta's HR Information System strategy – ready for the Cloud? ... Working with leaders, ... Quality - to enable