Towers Watson s 2013 EMEA HR Service Delivery and Technology Forum

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1 Towers Watson s 2013 EMEA HR Service Delivery and Technology Forum Building and delivering on an HR technology strategy Helen Jenks and Juliette Trollope, National Grid Paula Robertson, Towers Watson 24 September Towers Watson. All rights reserved.

2 National Grid Who We Are National Grid is an international electricity and gas company based in the UK and northeastern US. We play a vital role in connecting millions of people to the energy they use, safely, reliably and efficiently. We are one of the world s largest investor-owned utilities with almost 28,000 employees - 63% work in the US; 37% work in the UK. We hold a vital position at the centre of the energy system. National Grid is at the heart of securing energy supplies for future generations. 2

3 National Grid & Towers Watson Worked in partnership since 1982 Benefits Retirement Health and Group Benefits Benefits administration Technology and Outsourcing Solutions International Consulting Talent and Rewards Technology Solutions Talent Management Rewards Employee Surveys Communication and Change Management Executive Compensation Global Data Services HR Service Delivery Risk and Financial Services Insurance Consulting Investment Services Reinsurance Brokerage Financial Modeling Software Risk Management 3

4 Previous Global HR systems at National Grid March 2012 Many HR systems supporting processes with a lack of integration and functionality in some areas GPCS Performance and Compensation process for management population Talent Management / Succession planning managed on spreadsheets/word documents SAP + others UK recruitment WBT Manager Supporting spreadsheets SAP UK Learning SAP UK Training Manager Pro Legacy Keyspan Peoplesoft Legacy NGrid Peoplesoft InfoHRM Strategic Workforce Planning LearningLink US Learning system US Recruiting system 4

5 Why National Grid selected Towers Watson Functionality They met the brief Some functionality within Talent REWARD was richer than their competition Were cost effective Were honest about what they could deliver now and in future releases The Relationship Were trusted by National Grid Delivered what they were asked to throughout the sales process Total Solution Provided a comprehensive solution (technology + consulting + change) Developed, delivered and supported their own solution (no 3rd parties) 5

6 Planned Global HR Systems at National Grid Integrating processes Enabling a global view of the organisation Improved functionality PeopleHub Supporting Strategic Workforce Planning, Learning, Compensation, Performance and Talent Management/Succession planning globally SAP UK SAP US Taleo UK e-recruitment and onboarding Taleo US e-recruitment and onboarding 6

7 PeopleHub Scope Original Module Scope Population Performance Management Compensation Talent Strategic Workforce Planning Learning P4G performance ratings, development plans Managers annual salary review, Annual Performance Plan and LTPP Succession planning, annual talent review process Strategic workforce planning, workforce analytics To manage leadership, professional and technical training and development 6,500 management employees 6,500 management employees 6,500 management employees 27,000 employees 27,000 employees + contractors Added Performance Management & Compensation Competencies Performance objectives and ratings and salary review Diagnostic tool for assessing professional, leadership and technical competencies c.5,000 unionised employees TBC 7

8 National Grid Workforce Planning Approach Business Plan Inputs Business Plan Capital Plans Demand Forecasting Regulatory Plan 10 year forecast of:- Base assumptions Job families Skills Numbers Determine Workforce Gap For each job family Workshops to share requirements & determine future strategies Business Approval Yr 1-2 resourcing numbers Yr1-10 demand WFP Resource Strategies Risk analysis Workforce Strategies Y3-5 Implement HR strategies to recognise and mitigate risks e.g. retention, training, retirees Supply Forecasting Workforce Retirements Analysis Resignations Critical job families Base assumptions Resourcing success vs planned Resourcing Plan Y1-2 Resourcing approvals Execute attraction plans Quarterly reviews against demand 8

9 Benefits of the new system Overall Single platform for employees to access, single global source of employee data Enhanced reporting capabilities and analytics Flexibility Not restricted to use on NG network Performance/ Talent/ Compensation Additional capabilities for matrix managers HRBPs and managers can link information e.g. high potentials development needs and learning activities Learning Direct assignment of learning to employees Personalised view of the Learning Catalogue based on individuals role/business area and relevant learning activities Ability to push out learning resources The system will be an enabler for further technology utilisation in the business e.g. introduction of trainer/assessor mobile device solutions Deliver compliance analysis reporting not available in SAP 9

10 Towers Watson System at National Grid 10

11 Towers Watson System at National Grid 11

12 PeopleHub Training Approach Training for relevant individuals for the performance, talent, learning and compensation modules is through an online interactive user guide called hints and tips which can be accessed through the PeopleHub page on infonet and within the PeopleHub system This has different sections relevant to those who are individual contributors or managers of others Pre-recorded webinars for Performance on PeopleHub Infonet page A series of live meetings for compensation took place for managers to support them in the process Towers Watson delivered user training in both UK and US for the strategic workforce planning system 12

13 Hints & Tips preview 13

14 Hints & Tips preview 14

15 PeopleHub Launch so far Performance, talent, compensation and strategic workforce planning launched Learning module is progressing Feedback has been very positive in the UK and US, general themes have been that it looks good, is intuitive and easy to use We have experienced some data challenges Embedding the support model 15

16 A comprehensive approach to HR Technology Integrated technology Intuitive user interface Designed by HR professionals Leading edge SaaS technology Process design and consulting Global network of reward and talent management consultants Best practices, local trends, global experience HR process review and design Change & Comms Global network of change management consultants Communication strategy Stakeholder and enduser engagement Global compensation salary surveys Data Employee engagement surveys HR service delivery reports 16

17 17

18 Today s Presenters Helen Jenks Project Director Juliette Trollope Global Workforce Planning Manager Paula Robertson HR Technology, Sales Lead EMEA

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