1. Global Conference 2012:
Motivate – Activate – Participate
“Implementation on the fly” Chesapeake Energy
Implements HR Help Desk in 10 weeks!
Keitha Plumlee, Chesapeake Energy
Corporation
Bryan Hinz, Apex IT

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Program Agenda
 Company Overviews
 Chesapeake HR Structure
 Project Overview
 Success/Stars Aligned
 A Look to the Future
 Lessons Learned
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About Chesapeake
 #18 in Fortune 100 Top Companies to Work For
 #5 in U.S. among companies with more than 10,000 employees
 #7 in Computer World 100 Best Places to Work in IT
 Second-largest producer of U.S. natural gas and a Top 15 producer
of U.S. liquids
 Country’s largest drilling program
 Largest U.S. leaseholder
 World class leading Reservoir Technology Center
“Our employees' dedication, work ethic and attitude allowed
us to stand among the elite of the nation’s finest companies.”
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Chesapeake’s Operating Areas
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CHK Helping Create a Need
 Transportation Changes
 Bi-fuel trucks and vans introduced by Ford, Chrysler, and GM in 2012
 Natural gas HD truck engines by Cummins-Westport, Navistar, and
Caterpillar
 New affordable home fueling appliances to provide potential lease
opportunities by local gas utilities
 Retailers offering CNG; market growing daily
 New CNG tank technology – 3M and CHK
 Infrastructure is growing
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Apex IT at a Glance
 Apex IT’s HR Service Delivery practice is focused on HR
Help Desk and its intersection with key areas of the
Shared Service Model
 Tier 0 Self-Service
 Tier 1 & 2 Shared Services
 Employee Relations
 Workforce Communications
 Platinum Certified Advantage Partner
 Full service consultancy – supporting the entire application
implementation continuum – from strategy development
and implementation, to training and support
 Oracle’s strategic partner for product positioning,
demonstration, quantifying value via business cases/ROI
and Oracle’s Insight process
 Member of Oracle’s PeopleSoft HRHD Advisory Board
 HR Shared Services Knowledge Portal
 Quarterly Apex IT HR Help Desk User Group
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Chesapeake Human Resources
 14,000 Employees Supported By
 220+ HR Staff
 42 HRIS Staff
 6 Benefits Connection Team Members
 Benefits Connection Team Fields Questions
Regarding
 Benefits Enrollment
 Payroll
 Policies
 Beneficiary
 Leave
 PTO
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Why HR Help Desk?
 Address Needs of A Varying Workforce
 Only half of employees have access to PC’s
 Build a Knowledge Library for HR Agents and Employees
 Provide consistent answers to employee questions
 Reporting and Visibility
 Why are employees calling HR
 View open and outstanding Tickets
 CHK has several in house companies
 They serve as a hedge against oilfield inflation
 They provide certainty and safety of development program
 Biggest difference with peers
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Project Team
HRIS Benefits
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Project Timeline
METHODOLOGY TIMELINE
1. Roadmap Engagement to establish high-level Before Project
scope Started
2. Trained Bas & SMEs on functionality and typical use Week 1
cases via demo and Best Practice Use Cases
3. Modified Use Cases to match CHK’s process Week 1
4. Determined System Layout (which screens to use, Week 1
fields needed or not needed, required fields, etc.)
5. Filled out Configuration Workbook Weeks 2 - 3
6. Setup EIPs, Configured the system Weeks 4 - 8
7. Tested Weeks 8 - 9
8. Trained & Deployed Week 10
9. Stabilized Weeks 11 - 13
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How the Stars Aligned
 Planning engagement before project start
 Early alignment created between Business and IT
 Rapid implementation possible by managing scope
 Rapid Implementation Starter Kit from Apex IT
 Very experienced PeopleSoft team
 Implemented an application that was built for this
and had best practices and integration with HCM
Metrics
 4,361 Total Cases 2012 (YTD)
 Benefits - 2763
 Leave - 279
 Wellness - 75
 Payroll - 35
 401K - 30
 HR - 17
 Stock - 1
 Other - 1,161
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Benefits Received
Increased agent and employee efficiency
Saves time when 2 or 3 Benefits Connect reps have talked to the same employee.
Reduces time spent researching the same issue or duplicating work.
Reduces and provides visibility to employees who are “answer shopping.”
Improved employee service
Simplifies transferring employees over to another Benefits Connect rep if someone calls in again
or a Benefits Connect rep is out of the office – they don’t have to start back at square one.
Personalized service– “Yes, I remember talking to you last week about _.”
The 360 dashboard allows them to quickly see everything they need to see about an employee.
Better visibility and insight into HR performance
Track number of issues and topics – Management likes to see value in Benefits Connect group
Track open cases
Ability to track missing documents
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Lessons Learned
 It’s never too early to plan
 Engage early for implementation discussions
 Start small, don’t bite off more than you can chew
 Match scope with project timeline
 Be realistic
 Be flexible with your process, be open to change
 Created more work while trying to reduce clicks
 Balance Quick Codes and CTD’s
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Looking Ahead
 Continue Building Knowledge library
 Introduce Self-Service
 Fully Leverage Email Integration (ERMS)
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Please Complete a Session Evaluation !
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Contact Information
Keitha Plumlee Bryan Hinz
keitha.plumlee@chk.com Bryan.Hinz@apexit.com
612.964.5596
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