IHRIM Recognition Awards
IHRIM Project of the Year Award
The IHRIM Project of the Year Award honors project teams for their successful completion of an HR information management project. The team may include both internal and external contributors and projects may range from a single, narrowly focused activity to a large, multipart initiative, so long as the results can be clearly linked to the goals of HR and the organization.
Americas HRMS Team, Exel
Exel is part of the Supply Chain division of Deutsche Post DHL, the world's leading logistics group, with more than 285,000 employees in more than 220 countries and territories around the world and 2012 annual revenues of more than 55 billion Euros.
Implementing the Oracle HRMS tool across the Americas region is a critical part of the Exel HR and IT strategies so that Exel Americas can benefit from having one centralized HRMS system to efficiently manage employee information. Exel recognized the need to have a robust HR system to provide high data integrity, tight security around sensitive employee information, efficient HR processes, visibility to employee data, and comprehensive HR metrics.
Implementing HRMS in Brazil would allow 96% of their employees in the region to be on the same HR platform, following previous conversions in the US, Canada and Mexico. The implementation in Brazil would bring forth the following benefits:
• Automation – manager self-service, electronic approvals and reporting.
• Standardization – common HR data and processes, improved data integrity, and one
source for HR information.
• Integration – connect HRMS with financials, payroll, benefits, recruiting and travel and expense systems.
• Expansion – ability to implement other enabling applications that rely on the HRMS platform for timekeeping, purchasing and salary administration.
The decision was made to implement the Oracle HRMS module for the Brazil operations. This project included the design and setup of the Brazil HRMS business group, the conversion of existing Brazil employee data into HRMS, the setup and training of Brazil HRMS users, and the design and development of key interfaces, reports and customizations to support Brazil HR business needs – all while addressing bi-lingual issues.
The conversion was completed with minimal impact to the country and new end users. Data conversion was completed with less than 0.2% errors. The project was finished on time and under budget.
HR Systems Team, Qualcomm
Qualcomm Incorporated is the world leader in 3G, 4G and next-generation wireless technologies. From its beginnings in 1985, Qualcomm has grown into a world-leading provider of wireless technology and services. Qualcomm, headquartered in San Diego, California, has 170+ global office locations and employs over 25,000 people.
In the summer of 2012, the HR Systems team began prototyping possible systems solutions that would integrate a new module into the existing MySource HRMS solution to address one of the most time consuming activities for managers in the Engineering divisions: the Employee Calibration process which is used to ensure that engineers, across job levels, divisions and disciplines, are reviewed and rated consistently. The process required managers within the various Engineering groups to manually create power points detailing the assignments/accomplishments of every employee within their team.
This functionality was needed for the Fall 2012 Total Rewards cycle, which was just a few months away and HRMS did not have the budget to deliver this unscheduled project. Partnering with the Engineering community and convincing them to fund the software development was a huge hurdle, but accomplished quickly. The HRMS team created the strategy and project plan. The various software modules, called the Online Performance Review Document tool, were developed in San Diego, by the Qualcomm IT department, as well as off-shore, via their 3rd party vendor, Tata Consultancy Services.
The impact to the Qualcomm Engineering management team was enormous. The entire
Engineering calibration process will no longer be done outside of the HRMS system, via PowerPoint, but integrated as part of Qualcomm's MySource Total Rewards process. Moving forward, the calibration details will be generated online and available in a secured HRMS system.
Onboarding Re-Design Project Team, We Energies
We Energies is the trade name of Wisconsin Electric Power Co. and Wisconsin Gas LLC, principal utility subsidiaries of Wisconsin Energy Corporation. We Energies, with almost 4,500 regular employees, provides electric service to customers in portions of Wisconsin and Michigan's Upper Peninsula and serve natural gas customers in Wisconsin and steam customers in downtown Milwaukee.
We Energies undertook the Onboarding Re-Design project as phase 2 of a larger Staffing Improvements project by the company, with phase 1 including the implementation of a new applicant tracking system and interview tools. The Onboarding Re-Design project examined, recommended and implemented new processes to align the onboarding process with the company's talent management goals to attract (Engage), develop (Equip) and retain (Excel) the best talent.
We Energies' plan was to engage new hires on a consistent basis right after they accept a position and provide information and tools to get them up to speed as quickly as possible in their new job once they start. An outcome to this objective resulted in the elimination of the in-person new hire orientation which was not only labor intensive, but ineffective for preparing new hires for successful integration into the company culture and into their respective roles and is also supported by industry research.
Project documentation demonstrated clearly stated objectives, scope, schedule and budget, which enabled them to deliver an on time and on budget a new process where information is now pushed out to new hires prior to their start date, automating all new hire paperwork (except benefits enrollment, which was not included in the scope of the project). The amount of time now spent in Human Resources on an employee's first day is only 5-10 minutes, a reduction of 60-83%. Additional automation and tools for managers now provide a consistent approach and company messages to all new hires. |
