Presentation December 2018

About ENGIE

A global organisation close to the customers & territories

North America

Brazil

Latin America

Asia Pacific

Middle-east, South &

Central & Asia, Turkey

Africa

China

GTT

TractebelEngineering

Global Energy Management

France (8 BUs)

NECST

BENELUX

UK

GRDF

GRTgaz

Elengy

Storengy

France B2B

France B2C

France Renouvelables

France Réseaux

GEN

23 Business Units, of which:

19 Geographical BUs

4 Global BUs

5 Métiers

Métier B2B

Métier B2C

Infrastructures

Métier B2T

Centralised generation

Hydrogen

ENGIE Benelux – Key figures 2018

37 TWh

natural gas

sales to end

consumers

9 Billion €

turnover

22,3 TWh

Electricity

sales to end

consumers

367 MW

Renewables

6 285 MW

Generating

capacity

19 787

Employees

Group transformation towards Energy transition

5

Decarbonization

Renewable energy or

CO2-poor generation

Digitalization

Digital solutions to

manage consumption

Decentralization

Systems at the measure of

houses, cities, companies

Decrease of demand

Other and less consumption

Get rid of your ballast

Never give up

“Success is not final, failure is not fatal: it is the

courage to continue that counts.”

Winston Churchill

Be curious

“Be curious, not judgmental.”

Walt Whitman

Change of mindset towards trust supported by the digitalization & step-by-step approach

Why digital transformation in HR?

Different actors in ENGIE Belgium

BU Benelux (BE)

15 000 FTE

Axima Electrabel

New

Corp

GEMBU GEN

GBSShared

Service Centre

Tractebel

Cofely Fabricom

Why digital transformation in HR?

Enforce the HR role of

business partner and

decrease administration

by automatization and

digitalization (paperless)

Employees as consumers

Simplification of work

environments &

increase of maturity,

become more agile

Expectations of the

millennial workforce

Global competition for talent

Increasing skills gap

Cost efficiency

HR transformation @ ENGIE Belgium

Towards a better employee experience

Customer centric

Standardize

Responsibilizing line

management

Input once

Self Service driven

Paperless

TriA (1)

Sourcing

Inflow

Recruiting

Contracting

OnboardingMaster data

Development

Performance

managementReward

Expenses

Career counselingPromotion

Mobility Departure

Outflow

(1) Any place, anytime, any

Engie device

New landing page, video interviewing, matching tool

Sourcing

Contracting

Onboarding

My DNA

My Fit

My Progress

Dynamic reporting

Dashboarding

Analytics

Digital HR transformation @ ENGIE Benelux> 80 processes reviewed

Salary and bonus calculations

Flex Income Plan (My Choice)

Admin and Pay(43 processes)

Reporting

Analytics

Recruitment(13 processes)

Career &

Learning(15 processes)

Reward(10 processes)

Self service

Digital signature (ITS ME)

On- and offboarding

A new value chain for more efficient interaction

Become a business partner…

30% on supporting

global strategy

50% on supporting collaborators

on a day-to-day basis

20% on administrative tasks

and implementing procedures

1 single point of entry

to encourage

efficient interaction

Employee

Manager

HR Advisors

Ba

ck o

ffic

e’s

Exp

ert

s

MY PORTAL

Knowledge

Management

Self-service

Case

management

Change management approach

How Why Impact

Workshops with stakeholdersUnderstand business needs and co-create

business supported solution

Customer focus and stakeholders

awareness

Workshops and tests with stakeholders on the

developed solution

Check if business needs are met as defined

and existing “pain points” are solvedIncrease engagement of stakeholders

Involve unions and Management Teams on

changes to come.

Prepare, inform and earn support on the future

changeSupportive Management and Unions

Train the trainer: physical, Skype Prepare local ambassadors (HR & Key users)

to train and guide employees

Creation of a local HR community that

support each other and employees

when using the solution

Info sessions employees

Email employees and grant access

HR Q&A sessions based on real cases

Coffee corner sessions

HR communication kit (video’s, QRC’s,…)

Explain the current and future changes

“What’s in it for me”

Give comfort and support

HR and employees ready to use the

solution

1 2 3 4

1

2

3

4

5

Involve stakeholders

Communicate and support to End user5Prepare Ambassadors

Communication

official bodiesDevelop & TestAnswer Business Needs

HR Digital Transformation Journey

Jun – October: My Portal: Part of Energy (+-2 000 employees)

Start

Nov 2018: Landing page

Feb: Career

Mar:

Video interviewing

Matching tool

Q3 - Q4 2019: My

Portal remaining

Services

2019

2018

My Portal

Recruitment

Reward

Career & Learning

Reporting Analytics

Feb: My Portal On- &

offboarding

Q1 – Q2: My Portal

Remaining part Energy +

Services part

Q2 2019: Contracting

Jun 2019: Reward

FTE’s & Mobile Expense

Training - Absenteeism

2020…

Q3 Learning

Takeaways /lessons learned

Takeaways / Lessons learned

Digitalization = more than just IT • Importance of change management

• Stakeholder management

Organization/processes complexity• Align processes

• Align systems

Tools are mainly a co-construction• HR Operational

• Operations

03

02

04

Customized Communication channels• Adapt to population

06

Proximity between project and business analysts• Business needs vs technical limits

05

DARE!

01