Cognizant's HCM Capabilities
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Transcript of Cognizant's HCM Capabilities
| ©2013, Cognizant
Cognizant at a glance
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Teaneck, NJHeadquarters
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1000+ active customers ……………….50+ Global Delivery
Centers
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$7.35 BillionRevenues for 2012
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Over $18 BillionMarket Capital
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180,000+Employees Globally
12,000+ Projects in
40 countries
Founded in1994(NASDAQ: CTSH)
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25+ RegionalSales Offices
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| ©2013, Cognizant
Key Focus Areas:
• Integrated Talent Management and HCM Advisory Services
• Branded “Talent in a Box” Accelerated Implementations
• Talent as a Service BPaaS solutions
• HCM Application Integration and Implementation
• Core HR and Talent Services
• Managed/ Shared services
• OnPremise/ Hybrid and Pure Cloud
Practice highlights
• A global team of 2000+ dedicated HCM associates across
business consulting, product implementation and support
services
• >125 HCM engagements to date across multiple leading
solutions
• More than 5000 person-years of experience in HCM
domain
• Proven track record of implementation and integration
experience of Cloud-based and OnPremise solutions
• Cross application investment in Accelerators and Tool kits
We Provide a Comprehensive Human Capital Competency
HCMAlliances and Product Expertise
• PeopleSoft to Workday application migration for a
leading Nationwide Insurance Exchange Organization
• Implementation of full suite SuccessFactors solution for
largest global food distribution organization, winning the
2013 President’s Award from SuccessFactors
• 25+ HCM engagements in 2014 from 7 different
industries
• Largest end-to-end Implementation of PeopleSoft HCM
Functionality for 156,700+ Users
Success Stories
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| ©2014, Cognizant
Cognizant HCM Solution Offerings
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Industry Verticals
Life Sciences & Healthcare
Retail & Hospitality
Manufacturing & Logistics
Consumer Goods
IME & Communications
BankingInsurance
HCM Cloud
1) HCM Consulting 3) BPaaS Talent as a Service2) Implementation, Upgrades & Rollouts
Cognizant Learning
Cognizant Talent Solutions
Social Media
Mobility
Analytics
Cloud
Vendors
Workday Oracle Cornerstone SAP/ SuccessFactors
Program Management
Governance Framework
Quick staffing and ramp up
SME Approach & Training
| ©2014, Cognizant 5
Key Client Outcomes(Illustrative)
1. Cost per Employee
2. Fill Rate3. Cost per Hire4. Employee
Engagement5. Time to Hire6. Average Tenure7. Product/ Service
Proficiency 8. Employee
Productivity 9. Cost
Optimization
Bu
sin
ess
Ou
tco
mes
Talent as a Service
Talent Acquisition Talent Development
Sourcing Analytics
Assess, Select & Onboard
New Hire Training
Strategic Sourcing
Performance and Goals
Learning as a Service
Succession
Workforce Engagement and Retention Talent Deployment
Attrition Management
Exit Interview Engagement Strategies
Engagement Surveys
Use of contractors
Project Logistics
Virtual Workplace
International Assignment
Contact Center Admin and Transaction ReportingSelf Service
An
alyz
e, P
lan
an
d F
ore
cast
Ad
viso
ry
Workforce KPI Catalogue
Cognizant’s HCM Framework of Services
| ©2014, Cognizant
Cognizant has embarked on a Comprehensive HCM Strategy based on Process, Applications and Industries
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Consulting
HR Implementation & Global Roll-Outs
Upgrades
Development & Staff Augmentation
Production Support & Maintenance
Strong Product
Alliances
HCM COE / Trainings
Tools & Accelerators
Client Connect & Project Experience
Vertical Industry Expertise
Process Expertise –
HCM & Talent
Management
ERP Product Expertise - SAP,
PeopleSoft, Oracle EBS,
Fusion, Taleo, WorkDay,
Success Factors
Providing Complete HR Business Solutions to our Clients
| ©2013, Cognizant
Process Led Cloud Transformation Approach
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Our strategic approach to end-to-end transformation combined with deep HCM domain expertise supports our HCM Clients business re-engineering impacts
Identify Business
Imperatives
Identify Process
Imperatives
Define Process KPI
Future State Business Process
Future Business
State
Process Transformation
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3
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6Process Requirements How Cloud Helps?
Simplify existing Processes Cloud enablement enables shift in mindset to adopt simpler process
Harmonize Processes across Organization
Leverage Best-in-class processes from leading Cloud Platforms
Enable New business Processes (Social, Mobile)
Rapidly pilot and scale new Processes using Cloud Platform
Unify siloed Processes Facilitate process integration using robust technology tools
Innovate and Embracebest-in-class processes
Cloud platform updated on a regular basis with new best-practices & features
| ©2014, Cognizant8
Cognizant HCM: Adding Value through Vendor Relationships
PREMIER ACCESS TO CURRENT AND UPCOMING VENDOR SOLUTIONS
EXCLUSIVE ACCESS TO TRAINING AND CERTIFICATION TO ENSURE QUALITATIVE IMPLEMENTATION AND UPGRADE
DEDICATED ALLIANCE DIRECTOR TO OBTAIN FASTER RESOLUTION
IMPROVED INSIGHTS INTO SUPPORT NEEDS OF VENDOR PARTNERS FOR SMOOTH IMPLEMENTATION AND ROLLOUT
ABILITY TO SERVE AS A SINGLE POINT OF CONTACT TO THE CLIENT FOR COORDINATION WITH LMS VENDORS
EFFICIENT & EFFECTIVE COLLABORATION WITH PARTNERS FOR SMOOTH EXECUTION AND IMPROVED COST
ADVANTAGE
CO-INNOVATION AND CO-DEVELOPMENT TO MEET TRANSFORMING NEEDS IN LEARNING TECHNOLOGY
EXCLUSIVE ACCESS TO PARTNER RELATIONSHIP PROGRAMS
PERIODIC PRODUCT ROADMAP REVIEWS
JOINT PROJECT IMPLEMENTATION / PRODUCT FEASIBILITY ANALYSISGLO
BA
LST
RA
TEG
ICP
AR
TNER
SHIP
| ©2013, Cognizant
DeploySuccess: Our Implementation Methodology
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• Customized DeploySuccess Implementation methodology for Whirlpool needs• Accelerated “Plan” and “Assess” phase to:
• Reconfirm our interpretation of the initial assessment• Address any gaps/new requirements/improvements
| ©2013, Cognizant
Our Approach to Change management
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Key Business Imperatives
Usability improvements
Simpler to implement
Simpler to maintain
Strong audit capabilities
Key IT Imperatives Usability improvements
Application flexibility to suit the business needs
Improved workflow capabilities
Improved reporting
BUT… migrating to the cloud represents change across many dimensions:
Key Considerations
Managing this change proactively is critical to driving adoption and achieving success
Set expectations on the capabilities AND the limitations of SaaS with the business (e.g. limited customization)
| ©2014, Cognizant12
Cognizant Pre-Configured HCM Solution kit: Technology Agnostic
• Headcount Detailed Report• Performance Status Summary
• Performance Rating Summary• Y-o-Y Performance Rating• Rating Distribution Summary
• Simplified Compensation Planning• Simplified Goal Management• Guided Performance Management
• Talent review• Performance Process flow
• Pre-defined Compensation Plan • Pre-defined Compensation Statements • Pre-defined Competencies
• Pre-defined Goals• Pre-defined Rating Models• Pre-defined Feedback Questions
• Data Migration Data Collection Templates• UI Layout Questionnaires
• Solution Installation documents• Data Migration execution documents
KPI’s:
Standard Data sets:
Industry Standard Processes:
• Pre-built training material (UPK) • Ready available test plans for SIT/UAT
| ©2014, Cognizant13
Our Proprietary Accelerators, Tools, Templates
Artifacts from HCM Cloud projects that accelerate project /PMO
start-up tasks, estimate task complexity, effort and duration
Sample work plans and schedules, templates on projects /PMO
structure & staffing for timely completion of projects
Sample HCM Cloud requirements
for various modules
Fit/Gap knowledge of core HCM
Cloud applications (limitations and
issues)
Best practices For HCM Cloud
Implementation
Design templates for Core HR,
Performance Management
,Compensation Management and
HCM Cloud Interfaces
Reusable designs for some objects,
e.g., employee, vendor, bank
interface, supplier integration, ADP
Interface
Sample HCM Cloud
Architectural schematics and
instance mgt. landscape
HCM Cloud
Applications/Technical
Environment trouble-shooting
and ramp-up tips and
workarounds for navigating
HCM Cloud applications
Strong Oracle contacts in
product development, support
and On-demand
Project Planning
Requirements AnalysisCloud Tech Architecture
Testing / SR Management Design
Development
Our Proprietary Accelerators,
Tools, Templates
Library of configuration templates , set up documents and
reusable objects for conversions, interfaces and reports
Fusion Middleware Development Environment/Tools repository,
documentation and lessons
Extensive library of test
cases for HCM Cloud
Applications
Well documented SR
matrix of all known defects
and bug fixes
Expertise in QA testing of
HCM Cloud Applications
(Quality Center, code
validation)
| ©2014, Cognizant
Case study - HCM Cloud Implementation
HIGHLIGHTS
MIX OF ONSITE AND OFFSHORE SUPPORT MODEL EXECUTION
KEY INTERFACE TO SUCCESSFACTORS TECHNICAL RESOURCES
TECHNICAL AND DOMAIN EXPERTISE AIDED THE CLIENT IN
QUICKLY UNDERSTANDING SAAS, ITS ADVANTAGES AND
LIMITATIONS
EXTENSIVE RE-ENGINEERING OF EXISTING MODULES, MIGRATION OF LMS TO SAAS, INTRODUCTION OF NEW
MODULES
BUSINESS NEED SOLUTION BENEFITS
The customer decided to move to SaaS based SuccessFactors B1302 LMS from Plateau LMS V5.8
Upgrade from old SuccessFactors GUI to Revolution
Reconfigure PM, GM, Succession
Rollout of Calibration, Comp, Recruiting, Workforce Analytics/Planning
Customer Needed ‘horsepower’ for developing testing, training, and change management tracks
Company Overview: The Customer is a theWorld’s Largest Food Distributor
Tool with high user acceptance and usability
Capability to encompass all work streams under one vendor with Cognizant
Option for managed service at substantial cost savings using offshore model
Client was awarded SF’s highest honor, The President’s Award, at SuccessConnect 2013 for this project execution
Cognizant performed the below activities as part of implementation & extension Consulting
Understanding current system and requirements Mapping the requirements with new system Define & Design migrations, integration points Assisted with training and change management strategies Developed testing plans and scripts Advised on mobile strategy and security
Implementation & Rollout Use of Agile Hybrid methodology Global Application Configuration – International Customer Data Upgrade and Migration –Customer wished to retain
Learning history Data Cleanup – LMS LMS Courseware Testing Mobile enablement across the SF suite Performed integration testing Supported customer User Acceptance Testing
| ©2014, Cognizant
Case study - University and Health System Implementation
HIGHLIGHTS
USED THE RIGHT BALANCE OF ONSITE/OFFSHORE RESOURCES
TO EXPEDITE DEPLOYMENT AND ISSUE RESOLUTION
LEVERAGED STRATEGIC PARTNERSHIP WITH SUCCESSFACTORS
TO PROVIDE OPTIMAL SOLUTION
EXTENSIVE TESTING TO SIGNIFICANTLY MINIMIZE POST GO-LIVE DEFECTS
BUSINESS NEED SOLUTION BENEFITS
Played key advisory role in process re-design to ensure continuity
Developed nine performance forms (six annual and three probationary) which integrated into the calibration module
Created two 360 Multi-Rater forms, incorporating competencies recognized by client as strategic and functional
Configured the employee profile module and interface from SAP to include data that was previously unavailable to end users
Utilized role-based permissions and designed a security model that dynamically supported the client entities, ensuring that each entity remained segregated while still allowing cross organizational reporting to support managers with reportees in different entities, within one instance
Utilized features such as ‘Show Me Video’ and ‘Help & Tutorials’ as self service tools to minimize the need to contact help desk
Utilized the EAS agile/waterfall hybrid implementation methodology designed to provide greater flexibility while still maintaining close control on quality and project scope
Harmonized business processes
Minimized effort due to automated processes for generating performance forms
Greater peer to peer development feedback through 360 Multi-Rater
Capability to align goals throughout org.
Real time reporting and analytics on performance and goals
Streamlined reporting and integrated central recruitment to speed up time to hire
Common performance forms, goal plans and requisitions
Ability to calibrate and ensure performance rating guidelines are met
Ability to view entire team from one centralized location and compare employees side by side in real time
Provided HR with the ability to easily access past performance appraisals
Duplicated administrative work was eliminated due to the solution being implemented in one instance
Company Overview: The Customer is a Not-for-Profit Private Research University thatprovides medical education, research andclinical care
Lack of common language and vast differences in business processes
Alignment between the various client entities
Cumbersome processes around performance, goals and recruiting
Absence of common functional competencies and core values
Multiple forms for requisitions and applicants
Non-integrated systems supporting performance, goals and recruiting processes
The annual performance process was being executed through Excel Spreadsheets and PDF documents
Manual report generation and lack of real time information
Separate instances for various client entities
| ©2014, Cognizant
Case study - Advisory HCM Upgrade for Sports and Entertainment Client
HIGHLIGHTS
MIX OF ONSITE AND OFFSHORE SUPPORT MODEL EXECUTION
UTILIZED THE EAS AGILE/WATERFALL HYBRID
IMPLEMENTATION METHODOLOGY DESIGNED TO PROVIDE
GREATER FLEXIBILITY WHILE STILL MAINTAINING CLOSE
CONTROL ON QUALITY AND PROJECT SCOPE
BUSINESS NEED SOLUTION
Product adoption was low due to usability issues with respect to the UI and missing system functionality
PM form lacking functionality which was vital to their business process
Inability to access ratings and form status in real time
Compensation statements and compensation sheets did not have local currency functionality
Upgraded from the v11 Ultra UI to v12 Revolution UI and designed a client theme to enhance user experience
Configured the ‘Get Feedback’ button and reorganized sections of the performance form
Configured the local currency view within the Compensation Sheet and Compensation Statement to show local currency
Enabled Dashboards 2.0 and provided managers, matrix managers and HR representatives with access
Provided a solution and process to update the User Directory File for terminated users
Utilized features such as ‘Show Me Video’ and ‘Help & Tutorials’ as self service tools to minimize the need to contact help desk
Empowered managers with the ability to have more complete performance assessments through peer feedback
Increased system usability with the client theme
Real time reporting and analytics on performance and goals
Terminated or severance employees eligible for bonus payout were planned for in one pool rather then in each org unit pool
Greater usability during compensation planning with the inclusion of local currency functionality
Eliminate the need for employees to convert their compensation statements from USD to local currency
Company Overview: The Customer integratedmedia and entertainment company thatengages in the sports entertainment business
BENEFITS
| ©2014, Cognizant17
Workday Support and Integration
Business Need Solution Approach
Technology Stock :Technology Stack
Benefits
Implement a new Global HRMS system
Provide real-time, accurate information on the
talent within organization including their
capabilities, cost information and turnover. This
will enable to conduct better analyses around
the workforce and teams, which will help
individuals make better business decisions
Automate the Payroll Integrations with Internal
or External Vendors.
Provide reporting analytics that enable the
business to make informed and timely decisions.
Planning, Co-ordination & Execution
Gathered Employee Master Data and Compensation Data
from Regional HR Teams for Data Conversion Process and Data
Load into Workday
Performed Business Analyst role to gather requirements from
each country Payroll Vendors to implement Payroll
Integrations .
Load Data from Legacy systems to required Tenants of
Workday
Designed and developed integrations using Workday best
practices involving selection of technology options based on
data volume, frequency, complexity, performance
considerations
Implemented SAP Business Objects Data Services as
Middleware to Integrate Workday with Payroll Vendors as a
common architecture.
Responsible to complete Functional Acceptance Testing
Facilitated and supported User Acceptance Testing for all the
regions
Conducted Parallel Payroll Testing , compared and involved in
Sign-Off of all the integrations
Others
Workday Release Update regression testing
Internal Audit remediation actions
Ensure Integrity of HR Master Data
Change Management and Documentation
Deliver Reporting & Analytics
Production Support & Enhancements
Provide Training to both KC IT and Regional HR Analysts on
the Workday Processes and develop training materials.
Visibility into headcount and labor costs via
leader dashboards.
MEA Budget Planning for 2013
Asia-Pac Product Supply Talent Review
Comparisons by country for Regional
Presidents
Automated Payroll Integrations to the Payroll
Vendors across all regions there by reducing the
manual effort in payroll processes.
Onsite/Off-shore Production support model
helped supporting all region integrations 24/7.
Process Improvements
Improved Data Conversion and Load Process
Implemented Job Automation of Workday
Integrations through Web Services and BOBJ
which is FOAK in KC
Established automated process for Data
Auditing between Workday and Payroll Vendor
systems
Agile development technique for building,
testing, and deployment of integrations to
sandbox tenant for User acceptance testing and
Production deployment
Workday Studio Integrations(Cloud)• Payroll Integration Common Output File (PICOF)• Workday Web service API• Workday Studio • XSLT and XQuery• Enterprise Interface Builder
• SAP Business Objects Data Services