Syngenta's HR Information System strategy ready for the Cloud? Adalbert Powol Global HR IS Program Manager, Syngenta AG

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1 Syngenta's HR Information System strategy ready for the Cloud? Adalbert Powol Global HR IS Program Manager, Syngenta AG

2 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 2

3 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 Common and build a strong processes culture, while and making platforms Syngenta a great place to work. will be the key enablers to helping Syngenta achieve its full growth potential over the coming years Mike Mack CEO 3

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 4

5 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 5

6 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 6

7 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 7

8 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 HR & People Excellence Delivered through Processes, Policies, Services, TOM Measured by KPI s & Analytics Enabled by Data and Systems 8

9 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. from 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. to 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 aw 9

10 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: aw 10

11 HRIS enabling the HR Strategy Underpinned through Information, Data, and Systems Self Service Client Experience Operational & Strategic Workforce Planning ehr core Cloud Integration Reward &Talent Management Mobile Solutions 11

12 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. 12

13 Importance of the Core ehr for Process, Reporting, Solutions Iterative segmentation using accurate information e.g. PA, GJC, and OM provide the core data for RTW Identify in scope employees Identify managers of WL5 and above Identify eligible employees TD/SM LMS / Recruit GSM 1 PA, OM, GJC allow us to apply business rules to segment and drive GSM processes and reporting Reward / WFP / Others OM PM Only works effectively if: GJC ehr PA 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 13

14 HR target operating model HR delivered through three groups operating and working together APAC LATAM NAFTA EAME Global & local Business Partners People and Organizational Development Compensation and Benefits Syngenta Business Services (Global HR Services) CH 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 The leveraging of the model is based on the implementation of modern systems and effective outsourcing 14

15 Our journey till today What we have achieved 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 This Enabled PA & OM - 40,000 people PM - 25,000 users TD Employee Assessments 5192 Employee Profiles COMP & BEN - 89 countries Global Job Catalog Self Services on to new HR Solutions HR Services - TOM 15

16 Can you see the daisy? Exploiting our Core SOR provides HR flexibility to plug in with Publish/Subscribe integration giving an end to end solution Recruitment & Talent OM Payroll Processes ehr Publish Master Data Out GJC PA Learning & Development SWP, Benefits, Time Mgt Various Apps 16

17 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 17

18 The Journey needs to continue beyond 2014 Today Establish Platform Optimize Leverage & Scale 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 ASE aw 18

19 19 Q&A

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