achieving hr strategic objectives through project management · “cb&i out, fluor in at vogtle...
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© 2010 Fluor. All Rights Reserved.
Achieving HR Strategic Objectives
through Project Management
GSHRM Conference
HR Impact: Delivering Business Results
August 2017
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Speaker Introduction
♦ Stephanie Frazier
– Director, HR at Fluor Corporation
– Greenville, South Carolina
– Experience in domestic and
international locations serving
diverse industries
– “Not a typical HR person!”
14 Years of Experience
2 companies
6 Years in HR roles
8 Years in other roles
8 offices
3 relocations + 1 assignment
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HR Transformation
The Future of Human Resources
♦ Analytics and big data is changing the future of HR.
♦ Video by SAP
♦ How will this effect our future work?
– Recruiting
– Talent Management
– Retention
– Compensation
– Etc.
“There is a renewed recognition of the important role
that human capital plays in driving both revenue and
growth”
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Today’s Agenda
♦ Why Project Management in Human Resources?
♦ 5 key phases of PM
♦ Real life examples
♦ Takeaway Templates
♦ Conclusion
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Why Project Management?
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Why do projects often fail?
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More importantly!
Top 5 Reason HR Projects Fail
1. Lack of clear executive leadership
2. Skills of staff
3. Governance not set-up properly
4. Not managing stakeholders effectively
5. Project complexity across multiple businesses and
geographies
http://www.glassbeadconsulting.com/
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5 key phases of Project Management
♦ Initiation
♦ Planning
♦ Execution
– Change Management
– Risk Management
♦ Monitoring & Control
♦ Close
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Real Project Examples in Human Resources
1. Mergers & Acquisitions
2. Selecting/Implementing a new HR system
3. Developing employee job descriptions
4. Implementing new FLSA status
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An Example: Mergers & Acquisition
♦ Company named by
Westinghouse Electric Company
to Manage Construction of
Nuclear Power Projects in
Georgia and South Carolina.
♦ The acquired workforce
represents ~6,000 new hires.
“Company to support transition planning and develop definitive agreements related to Plant Vogtle Units
3 & 4 and Generating Units at the V.C. Summer Nuclear Station” www.fluor.com
“CB&I Out, Fluor In at Vogtle and V.C.Summer Nuclear Power Plant Construction Projects” -Power
Magazine
“SCE&G brings in Fluor to take over V.C.Summer plant nuclear construction” – The State Newspaper
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Continued Example: Mergers & Acquisition
♦ Challenges for Human Resources:– Aggressive project schedule (6 months)
– Unknowns with incumbent contractor
– Unclear scope to “minimize disruption “ to new employees
– Coordination of dispersed project team over multiple locations
♦ What worked well?– Certified PMP required to closely align different teams: Client,
Communications, Unions, Legal, Payroll, IT, Operations,
Benefits, TD, Policy, Recruiting, etc.
– Pre loading the employee data into our HR system
– Coordinating one start date for orientation of new employees
– Improved / electronic on boarding for craft utilizing on site
laptops/scanners/printers
– Pre populated tax forms based on client data, reduced errors and
improved processing time.
– Individualized confirmation letters and new hire orientation
invitations provided to salaried employees
– Organized group orientation sessions (including three
customized videos) at site prior to effective start date
– Toll-Free on boarding help line
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Continued Example: Mergers & Acquisition
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Example:
Selecting/Implementing New HRIS System
♦ How to choose a new HR system?
– Initial Assessment
– Assessing the Organizational Needs
– Assessing the Project Parameters/Constraints:
• Budget
• Technology
• Time
– Evaluate available systems against needs & parameters
– Select the project committee
– Request for Proposal (RFP)
– Demonstrations
– Choose between the finalists; then the real fun begins!
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Example: Employee Onboarding system
evaluation
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Takeaway Templates
♦ Project Charter
♦ Project Schedule
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Conclusion
• Through training and implementation of project
management principles and processes, your
organization can reap the benefits of:
• clear communications
• an understanding of performance expectations
• vertical alignment of human resources (people) to
drive strategic goals and objectives
• improved overall productivity
http://www.leoforce.com
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References
♦ Project Management Institute (www.pmi.org)
♦ Strategic Initiative Management, The PMO Imperative
by BCG and PMI, Nov 2013.
♦ Society of HR Management (www.shrm.org), How to
Select an HRIS