International Automotive Components Group: The Power of One… Enabling Global HCM
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How to take a strategic HR approach to creating seamless global systems.
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International Automotive Components Group: The Power of One… Enabling Global HCM
- 2. FIONA JONASSON VP CORPORATE HR ADMINISTRATION & COMPLIANCE The Power of One… Enabling Global HCM
- 3. 24kEmployees $4.4bGlobal Sales 50Manufacturing Facilities 14Countries 50Locations 19Design, Technical and Commercial Centers
- 4. What Makes Us Different? Complex Demographics Process Innovation Unique Skillsets Across Borders
- 5. Act Local. Think Global. Standard & Automated Processes Language & Culture Global Compliance Validating Analytics
- 6. IAC Strategy • Standardize the approach to integrated systems • Invest in technology as an enabler • Build agility in the face of changing demands • Global shared services to empower strategic HR • ONE global vendor • Integration across global systems
- 7. • Drive efficiencies • Allow for growth Scalable • Able to input info directly • One system of record HR Role of Global Integration at IAC • Easy access • Connect to multiple countries Data
- 8. Our Transformation UK Czech Republic USA Mini-implementationSplit =
- 9. What’s Next… Connect Streamline Countries Manager & Employee Self-Service Slovakia • January 2018 Spain • March 2018 Poland • eTime • March 2018 Germany • eTime & GlobalView • March 2018
- 11. Adversity“ can stress us or bless us.” – Helen Steiner Rice
Notas del editor
- About IAC…International Automotive Components 24k employees worldwide – Europe, America, Asia Estimated $4.4bn USD sales in 2017 50 Manufacturing locations in 14 countries Before ADP: over 30 payroll systems Challenges: Language barriers, cultures, legal regulations NOTE: IAC split in October (joint venture spinoff)
- What makes us different Unique skillsets Process innovation Complex demographics Union codes Work across borders
- Standardized and automated -Much more than EC, more precise Share: Sweden story -Globally career-level mapping -Everyone has a job code -Sweden legal requirement to report to national authorities -Need to think about local requirement for that specific job code Czech Republic concurrent employment -work in progress Disability reporting
- “Grain to bread” approach: -Tend to have decentralized time and attendance -Papers floating around with details; need to somehow get it entered into GlobalView -Need to move toward integration -Talk the power of workflows – possibility of paperless
- Role of global integration The information and the data we need is at our fingertips Can gather data on Multiple countries at once and report on that Where we are expecting big wins? Headcount reporting Take a snapshot in time compare to real time HR to have one system of record Made them truly accountable HR is directly able to enter information Payrolls not joined at the hip – the platform connects the data and allows reporting North America – finance; everywhere else HR owns In process all payroll to finance Driven efficiencies Scalable as we grow
- Our transformation: Logical split brought on another mini-implementation: GlobalView, e v5 and HCM UK, Czech Republic USA Logical split payroll at the same time What does it take to do all this at once
- What’s next for IAC? Live with Slovakia by end of January Live with Spain by end of March Finalization of our connector for Streamline countries Currently eTime implementation for Poland; live in March eTime and GlobalView in Germany in April Roll out for manager and employee self-service
- Lessons learned: There are always challenges when you implement multiple systems Pre-planning – Global template to get your analytics Project team must be global for input Planning your go-live days You have to freeze systems before you go into a new one Prioritize – what to do first? Data cleansing Business partnerships While we understand our business, ADP had the benefits of their experience SHARE>>>how IAC implemented multiple systems at once? – Global View, Streamline, HR (Success Factors), eTime Four countries UK, Sweden, Corp USA and Czech Republic, followed by Mexico and USA UK, Mexico and USA weekly pay, no room for error We did our own training We did live support We did mop up …lessons learned after each payroll shared with countries about to go live
- People have asked me, why we would take on so many implementations at once? It’s about understanding the end goal and learning to manage adversity. American writer Helen Steiner Rice said, “Adversity can stress us or bless us. The way we use adversity is strictly our own choice.”