HR Transformation – Leading it!
HR Plus - Human Capital Management (HCM) System
HR Transformation – Leading it!
Implementation of HR Plus - Human Capital Management (HCM) System
50,000 team members Personnel Administration
OUR WORKING FIELD
OUR SCOPE
2,000 HR team members Comp & Ben
10.5 M Budget Recruiting
• WAVE 1 – LATAM
1.5 years project • WAVE 2 – EU & NAM Talent Mgmt.: Learning & Development
• WAVE 3 – ME & ASIA
HR Transformation – Leading it!
HR Plus - Human Capital Management (HCM) System
WE NEED TO TRANSFORM OUR WORKING ENVIRONMENT
Employee Experience Engagement VS Turn-Over Business Continuity
Employees are our key clients. Providing Companies are facing a difficult
them with up-to-date tools is a must if we moment, increasing turn-over indexes Being a globally connected company
want them onboard the future business show us employees are looking for a in a digital world has never been
challenges this “new” context is creating. new way of working after the pandemic more necessary.
Employees expect material that is easy to situation. Having the proper systems,
find, consume quickly, and in the format of The digital era has been here by a few capabilities and an integrate
their choice, regardless of location or years now, but now being an active management, based on a strong
device. Daily, they are accustomed to this digital leader through this momentum is digital culture has become the key
as their smartphones are the path through key to retain those who are key people through the following years.
a digital (smooth) experience. for the sustainability of the business.
HR Transformation – Leading it!
HR Plus - Human Capital Management (HCM) System
LATAM Scope
ARGENTINA
BRAZIL
COLOMBIA
CHILE
LATAM
PROJECT TIMING
6 months plan starting in APR 22
HR Transformation – Leading it! HR Plus – HCM System – WAVE 1
OUR KNOW-HOW GOING DIGITAL ADJUSTMENTS
Understand our way of working MESSUREMENT
Transformation of core HR After the pilot, what do we have to
Keep record of all processes, roles Goals – Results - Improvements
processes improve?
and tools IT department Key partner
APR JUN
SEP NOV
JUL
APR
EVERYONE ONBOARD!
Official kick-off across the
company
MAY AGO OCT
PACK EVERYTHING WE NEED TEST DRIVE READY, STEADY, GO!
Tech-skills learning path Pilot deployment in Argentina AR, BR, COL & CHI GO LIVE
HR Plus – HCM System – WAVE 1
HR Transformation – Leading it!
EVERYONE ONBOARD! Official kick-off across the company: worldwide CEO message as the key
APR
sponsor of the Project.
Creation of the Leading it! Committees: 1 Expertise Committee by continent.
LATAM Committee: HR key roles + IT Business Partners + Accenture
APR OUR KNOW-HOW team. The HR key roles reps are locally identified considering their
know-how and seniority.
Main goal: Keep record of all procedures, roles and tools involved in HR
CORE processes in Argentina, Brazil, Chile and Colombia.
MAY PACK EVERYTHING WE NEED Deployment of Tech-skills learning path for HR users, focused on HR
PLUS system and general digital capabilities.
Partnering with IT all CORE HR processes are digitally “translated” into HR
JUN PLUS processes.
GOING DIGITAL Trials by process are conducted on an HR PLUS demo version.
JUL
A Users Support Platform is developed as a space for them to ask for
assistance through a ticket system (an issue created is assigned to an IT rep)
HR Plus – HCM System – WAVE 1
HR Transformation – Leading it!
Pilot deployed in Argentina.
AGO TEST DRIVE During the AR Pilot the LATAM Committee keeps record of the deployment
and HR Users experience through a weekly pulse survey (content to-be-
defined) and the Users Support Platform tickets.
The LATAM Committee reviews the outputs of the TEST DRIVE.
SEP ADJUSTMENTS The committee deliberates if any adjustments must be done before the GO
LIVE stage.
Argentina, Brazil, Colombia and Chile GO LIVE
Weekly the LATAM Committee applies a follow-up process based on the
OCT READY, STEADY, GO
Project check list (content to-be-defined) and the Users Support Platform
tickets.
LATAM Committee goes through the weekly follow-up check list.
Creation of the Employee Experience Survey Pulse to be deployed for the
NOV MESSURAMENT following 3 moths.
The Committee meets once a month to analyze the Employee Experience
Survey Pulse results and define an action plan if needed.
HR Transformation – Leading it!
How do we keep-up with the transformation mood?
We are embarking on a long-term challenge; we need to create a solid and sustainable framework.
To create a business around new technology we must invest in
improving human capabilities to take advantage of these new
Tech-skills learning path prospects.
Develop and deploy a Tech-Skill learning path customized to the
company´s needs and aligned to the Business Continuity goals.
Monthly Employee Focus on micro-moments and behavior instead of relying on annual or
Experience Survey Pulse even quarterly survey. Get real-time pulse of what´s going on!
To have everyone onboard surfing the digital era we must encourage
users to transform their working behaviors. Design a recognition
Gamification action for those who maximize the system as best users applying
digital quizzes, puzzles and games.
