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Amway Kick-Off Meeting January 26, 2011. TopicPresenterTime WelcomeRich Jones10 minutes Executive IntroductionKelly Savage Video/Frank Dorrien5 minutes.

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Presentation on theme: "Amway Kick-Off Meeting January 26, 2011. TopicPresenterTime WelcomeRich Jones10 minutes Executive IntroductionKelly Savage Video/Frank Dorrien5 minutes."— Presentation transcript:

1 Amway Kick-Off Meeting January 26, 2011

2 TopicPresenterTime WelcomeRich Jones10 minutes Executive IntroductionKelly Savage Video/Frank Dorrien5 minutes What Is This? Why Do It?Rich Jones30 minutes Team Structure/GovernanceRich Jones30 minutes SuccessFactors MethodologyHerb Leibacher15 minutes SuccessFactors OverviewWendy Schultz15 minutes BreakAll15 minutes System DemonstrationTrent Friedrich60 minutes Project Plan ReviewHerb Leibacher20 minutes Technical OverviewChris Albert10 minutes Communication PlanningRich Jones15 minutes Next StepsRich Jones15 minutes Agenda

3 Welcome

4 Amway Participants  On-site – Corporate Team Members  Remote – Regional Team Members SuccessFactors Participants  On-site – PMO and Executive Team  Remote – Project/Track Team Consultants Meeting Format

5 High-level overview of project structure and timeline Full agenda with a lot of information to get through Many remote participants Logistically difficult to do a lot of interactive Q&A Upcoming team meetings will be the best place to get more details and answers to your general questions Please send an IM during the GoToMeeting with any critical issues that need to be addressed immediately (e.g., can’t hear / see meeting) Meeting Format

6 WE ARE EXCITED!!! Meeting Format

7 Executive Introduction

8 Welcome From Kelly Savage

9 Welcome From SuccessFactors

10 What Is This Project? Why Are We Doing It?

11 HR Future FocusCurrent State 1Creating and sustaining the global Strategic Operating Model for a more effective and efficient global organization. 2Implementing our HR Strategic Operating Model for a more effective and efficient global HR function. 3Supporting strategic initiatives such as ATLAS in their rollout with global employee data that they will need for setting up security access in Oracle.

12 What Is This Project? Why Are We Doing It? Current State Insufficient global systems to support a talent environment No global platform to drive global consistency Lack of a cost effective solution % of Affiliates

13 What Is This Project? Why Are We Doing It? HR Future FocusCurrent State 1Creating and sustaining the global Strategic Operating Model for a more effective and efficient global organization. 2Implementing our HR Strategic Operating Model for a more effective and efficient global HR function. 3Supporting strategic initiatives such as ATLAS in their rollout with global employee data that they will need for setting up security access in Oracle.

14 What Is This Project? Why Are We Doing It? HR Future FocusCurrent State 1Creating and sustaining the global Strategic Operating Model for a more effective and efficient global organization. Lack of integrated talent management system makes it extremely difficult for HR to be a business driver. 2Implementing our HR Strategic Operating Model for a more effective and efficient global HR function. 3Supporting strategic initiatives such as ATLAS in their rollout with global employee data that they will need for setting up security access in Oracle.

15 What Is This Project? Why Are We Doing It? HR Future FocusCurrent State 1Creating and sustaining the global Strategic Operating Model for a more effective and efficient global organization. Lack of integrated talent management system makes it extremely difficult for HR to be a business driver. 2Implementing our HR Strategic Operating Model for a more effective and efficient global HR function. Few standardized global processes and technologies make management of global talent ineffective and very inefficient. 3Supporting strategic initiatives such as ATLAS in their rollout with global employee data that they will need for setting up security access in Oracle.

16 What Is This Project? Why Are We Doing It? HR Future FocusCurrent State 1Creating and sustaining the global Strategic Operating Model for a more effective and efficient global organization. Lack of integrated talent management system makes it extremely difficult for HR to be a business driver. 2Implementing our HR Strategic Operating Model for a more effective and efficient global HR function. Few standardized global processes and technologies make management of global talent ineffective and very inefficient. 3Supporting strategic initiatives such as ATLAS in their rollout with global employee data that they will need for setting up security access in Oracle. No single source of global employee information -- dozens of standalone systems or MS Excel -- create challenges for strategic initiatives requiring employee data.

17 What Is This Project? Why Are We Doing It? HR Strategic Operating Model TeamRecommendation Human Capital Planning Global system Talent SupplyGlobal system Leadership & DevelopmentGlobal system High PerformanceGlobal system Employee InformationGlobal Integrated Talent Management Suite

18 What Is This Project? Why Are We Doing It? HR Strategic Operating Model Presentations made to GGT members in September, HR SOM Team recommendations showed the critical need for an integrated global talent management system. SuccessFactors was identified as an excellent solution to meet our organizational needs for talent management based on fit analysis and vendor research. Demonstration of SuccessFactors to GGT and subsequent approval to move forward with project. Business case/funding approved by Steve Van Andel in December, 2010.

19 What Is This Project? Why Are We Doing It? HR Reaction to Approval of Business Case and Project Funding

20 What Is This Project? Why Are We Doing It? Why Partner With SuccessFactors? Tightly coupled with HR applications driving competitive advantage Loosely coupled with transactional applications not driving competitive advantage Real-Time Integration Batch Integration An Integrated Talent Management Platform

21 What Is This Project? Why Are We Doing It? Implementation of SuccessFactors Modules: Employee Central (including Self-Service) – HRMS Job Description Manager Recruiting Management Goal & Performance Management / Calibration Compensation Management (Merit) & Variable Pay (Bonuses) Career Development & Succession Management Reporting/Analytics All Language Packs included Global Support (24x7)

22 What Is This Project? Why Are We Doing It? HR Future FocusFuture State 1Creating and sustaining the global Strategic Operating Model for a more effective and efficient global organization. 2Implementing our HR Strategic Operating Model for a more effective and efficient global HR function. 3Supporting strategic initiatives such as ATLAS in their rollout with global employee data that they will need for setting up security access in Oracle.

23 What Is This Project? Why Are We Doing It? HR Future FocusFuture State 1Creating and sustaining the global Strategic Operating Model for a more effective and efficient global organization. Supports the SOM globally through standardization, alignment, visibility, development, and analytics. 2Implementing our HR Strategic Operating Model for a more effective and efficient global HR function. 3Supporting strategic initiatives such as ATLAS in their rollout with global employee data that they will need for setting up security access in Oracle.

24 What Is This Project? Why Are We Doing It? HR Future FocusFuture State 1Creating and sustaining the global Strategic Operating Model for a more effective and efficient global organization. Supports the SOM globally through standardization, alignment, visibility, development, and analytics. 2Implementing our HR Strategic Operating Model for a more effective and efficient global HR function. Creates a more effective and efficient Global HR function, capitalizing on global talent, economies of scale, standardization of processes and technologies. 3Supporting strategic initiatives such as ATLAS in their rollout with global employee data that they will need for setting up security access in Oracle.

25 What Is This Project? Why Are We Doing It? HR Future FocusFuture State 1Creating and sustaining the global Strategic Operating Model for a more effective and efficient global organization. Supports the SOM globally through standardization, alignment, visibility, development, and analytics. 2Implementing our HR Strategic Operating Model for a more effective and efficient global HR function. Creates a more effective and efficient Global HR function, capitalizing on global talent, economies of scale, standardization of processes and technologies. 3Supporting strategic initiatives such as ATLAS in their rollout with global employee data that they will need for setting up security access in Oracle. Supports the ATLAS project and other strategic initiatives by providing a single source of global employee information through integration.

26 Team Structure and Project Governance

27 Project Team

28

29 Steering Committee

30 Project Team

31

32

33

34 Project Management

35 Project Team

36 SuccessFactors Project Team

37 Project Team

38 Communications

39 SuccessFactors Methodology

40 Deployment Strategy

41 Iteration Cycles of gathering specifications, signing off on the specifications in the Configuration Workbook, and then configuring the system to match the specifications. A typical implementation has three iterations where each iteration gets more refined and closer to the end product. Key Project Terms

42 Global Design Local Design Implementation Seven Customer Sign Off Documents

43 SOW Sign Off Configuration Workbook 1 Sign Off Global Design Local Design Implementation 1 2 Seven Customer Sign Off Documents

44 SOW Sign Off Configuration Workbook 1 Sign Off Configuration Workbook 2 Sign Off Global Design Local Design Implementation Seven Customer Sign Off Documents

45 SOW Sign Off Configuration Workbook 1 Sign Off Configuration Workbook 2 Sign Off Configuration Workbook 3 Sign Off Configuration Sign Off Testing Sign Off Production Readiness Sign Off Global Design Local Design Implementation Seven Customer Sign Off Documents

46 SuccessFactors Configure & Unit Test Jointly Review Configuration Customer Provide Feedback Customer Sign Workbook Jointly Create Design Iteration 1 – Global Design 2 Configuration Iteration 1

47 SuccessFactors Configure & Unit Test Jointly Review Configuration Customer Provide Feedback Customer Sign Workbook Jointly Create Workbook Iteration 1 – Global Design SuccessFactors Configure & Unit Test Jointly Review Configuration Customer Provide Feedback Customer Sign Workbook Jointly Update Workbook Iteration 2 – Local Design 2 3 Configuration Iteration 2

48 SuccessFactors Configure & Unit Test Jointly Review Configuration Customer Provide Feedback Customer Sign Workbook Jointly Create Workbook Iteration 1 – Global Design SuccessFactors Configure & Unit Test Jointly Review Configuration Customer Provide Feedback Customer Sign Workbook Jointly Update Workbook Iteration 2 – Local Design SuccessFactors Configure & Unit Test Jointly Review Configuration Customer Provide Feedback Customer Sign Workbook Jointly Update Workbook Iteration 3 - Implementation Configuration Sign Off Configuration Iteration 3

49 SuccessFactors Company Overview

50 About SuccessFactors Customers 180 Countries 60+ Industries 31 Languages Global Presence Industry Leader in Talent Management Strong Balance Sheet Stability: In business since 2001 / Went public in 2008 Existing partnership with Amway for Talent Management Significant R&D investments: Over 15 products 8.0+ Million Users

51 Provider of Talent Management applications Headquarters in San Mateo, California Thirty-two offices worldwide Provides Hosted software providing security, performance, scalability, and one code base for all customers – “Software as a Service” (SaaS) Provides cost effective solutions: Eliminates many fixed costs (hardware/software) No customizations No upgrade or conversion costs Pay as you go – purchase seats as needed About SuccessFactors

52 Reduces demands on IT team Delivers a “Learning Platform” – best practices from extensive user base Delivers new releases 5 times a year – focus on customer input for enhancements Enables a rapid implementation cycle Integrated suite Configuration vs. customization About SuccessFactors

53 Key Project Terms Configuration – Take decisions made by the client on how they would like the system to operate and sets up the environment to match those decisions, using existing functionality. Not Customization – Create a new feature or function that does not yet exist in SuccessFactors and is specific to a certain customer

54 Key Project Terms Configuration – SuccessFactors Professional Services Consultant sets up the environment based on client decisions. – Example: Create form template; Enable or disable certain system features, etc. Administration – Customer uses the Admin tools in the application to manage system usage on an ongoing basis (global/regional/local). – Example: Mass create forms for employees; Grant or revoke certain user permissions; etc.

55 Break

56 System Demonstration

57 Project Plan Review

58 Global Design: thru March – April 80% of global requirements – ALL REGIONS INVOLVED! Global Design Deliverables 1.Process design – set of global processes – Need to identify the activities around the various talent management components – Remember that SuccessFactors is just a tool to enable and facilitate global processes 2.Critical Business Decisions – set of specific questions posed by SF to flush out configuration decisions 3.Iteration 1 Configuration Workbook – match the requirements to system configuration options Each track’s global design/configuration requires Steering Committee approval/signoff before proceeding Key Deliverables

59 Local Design: thru May - June Up to 20% of global requirements – Only Wave 1 Regions in 2011 Compliance/regulatory/language requirements Iteration 2 Configuration Workbook Includes addition of local requirements (by wave) Tweaks to Iteration 1 Configuration based on team testing Wave 1 Implementation: thru year end 2011 Iteration 3 Configuration Workbook – Tweaks to Iteration 2 Configuration based on team testing Configuration Sign Off Testing Sign Off Production Readiness Sign off Key Deliverables

60 Configuration sign off by track Planned Steering Committee reviews for Iteration 1 configurations Tracks progress on their own implementation schedule but with similar milestones Project plan is made up of tasks that are dependent on each other. It is critical to the overall success of the project that tasks be completed on time. Task progress will be continually monitored by Project Managers and Program Managers. Project Plan

61 Implementation Independently track by track when ready No “big bang” implementation Regions in Wave 1 must ALL be ready in order for a track to implement Employee Central implementation (likely last) will impact other tracks Regions currently using SuccessFactors will continue to use the system through 2011 Current detailed plan covers Wave 1 only thru 2011 Wave 2 detailed project plan to be similar and developed in 2011 (in time for annual budget planning) Project Plan

62 Technical Overview

63 Computer Access Does everyone have access to a computer who needs to login to the system? U.S. requires e-signature for all performance reviews even though a large population do not have their own computers (kiosks, workstations in break rooms, etc.) All SuccessFactors applications are fully browser based No special software installations needed Available through any internet connect – work or home – 56K or equivalent (but faster is better) Browsers 128 bit encryption Minimum ReleaseRecommended Release Microsoft Internet Explorer Firefox (Mozilla Corporation) Technical Details

64 Flash Player v.9 required for some Succession module functions Single Sign-On is a component of this project SaaS (Software as a Service) Implementation All data stays on SuccessFactors servers Modules are fully integrated Workflow and Business Rules control who can see forms and data Extract data into a flat file for importing to other systems SuccessFactors can interface with other systems using FTP Technical Details

65 Communication Planning

66 Identified Corporate Communications Resource – Bill Porter Conducted Communications Workshop on January 17 SME’s developed a list of the most important themes that need to be communicated about their track. Also discussions on communication strategies to maximize user adoption. Team is currently developing the Communications Plan based on the workshop Communications

67 Regional Communication resources need to be solidified Current plan is for key communication points and templates to be driven out of Corporate Regional communication will be done by regional communication team Translations to other languages Minor modifications to communications set by Corporate, but key points must be delivered Use communication vehicles that best suit region Communications will be targeted to leadership and employees Communications

68 Next Steps

69 Track Team meetings Kickoff meetings the week of January 31 Weekly 90 minute meetings lead by SF Consultant and SME Meeting times alternate 7AM and 7PM (Ada time) every other week (may not always be ideal for all team members) Team member attendance at these meetings is CRITICAL! Meetings must start promptly, so please work out connection issues in advance of the meeting Most team member work will occur outside of meeting time (homework) – must deliver on commitments Documents will be available for you to review before the track kickoff (via SharePoint) Process Design template Critical Business Decisions document Next Steps

70 Track Team meetings (cont.) Team Member Responsibilities Develop global process and confirm configuration Develop rollout strategy and materials Identify data elements specific for each region Develop test plans Develop training materials Develop resource plan Identify regional legal/compliance issues Provide language requirements and translation content Conduct testing and training Assist with regional system/process rollout Next Steps

71 IT technical planning meeting to be scheduled soon Data migrations Interfaces Single Sign-On /SPAM issues Computer access Complete resource assignments All project documents will be stored in SharePoint ing documents causes confusion over latest version Site to be structured by track Next Steps

72 We have a LOT to be EXCITED about! Next Steps

73 Thank-You! Next Steps


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