afrasia oracle hcm cloud implementation · 2019-03-12 · why oracle hcm cloud for afrasia? the...
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Afrasia Oracle HCM Cloud Implementation
Customer Success Story
October 2018
Project objectives
Timelines and scope
Results Achieved
Lessons learned
About AfrAsia Bank
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Headquartered in Mauritius’ International Financial Centre with
representative offices in Johannesburg and Cape Town, AfrAsia
Bank Limited bridges Africa and Asia, two of the fastest-growing
markets. As a leading Domestic Systemically Important Bank, it
provides a wide range of tailored financial solutions to
corporations, financial institutions, governments and individuals.
The Bank operates in four core business segments and is
complemented by its assets management organization, AfrAsia
Capital Management Ltd.
Customer-Focus Teamwork Innovation Sustainability
Strategic Priorities
› Short Term Funding
› Term Funding
› Structured Products
› Transactional Banking
Global B u s i n e s s
B a n k i n g
C o r p o r a t e
B a n k i n g
› Transactional & Payment Services
› Cash & Liquidity Management
› Other Products & Services
C o n s u m e r
B a n k i n g
› Private Banking
› Personal Banking
› Asset Management
T r e a s u r y &
M a r k e t s
› Foreign Exchange
› Money Markets & Fixed Income
› Structuring
› Financial Institutions
About project objectives
HCM Cloud implementation project is a part of AfrAsia digital transformation: Embrace an innovative
mindset and become the ‘Digital Bank’ that empowers customers;
Automate and re-design the operating processes to standardize and align with global best practices;
Improve data security, access to information and support Maker-Checker principle.
Reduce operational issues;
Support a growing number of employees. Attract, develop and retain the best people by defining a
strong corporate identity, creating a culture of excellence and helping employees create their best
place to work
Improve decision-making based on BI reporting
Why Oracle HCM Cloud for AfrAsia?
The cloud is a proven delivery model, with a growing number of enterprises realizing impressive agility and efficiency benefits.
Cloud crunches the implementation timeframes, and therefore improves the time to market, considerably. This is crucial for
geographies like Mauritius where the waiting period for hardware delivery and setup is a significant part of a typical project’s
duration.
Oracle HCM Cloud Benefits: Less dependency on IT; Lower cost of ownership; Ability to take advantage of software innovations or quick release cycles; Consistent user-experience; One vendor, one platform, one unified data model.
Packaged implementation of international software that covers all required HCM functional areas.
Oracle HCM Cloud gives a lot of opportunities for further development of the system (HR Help Desk. Volunteering, Competitions,
Wellness, Chatbots).
Social and Mobile Capabilities across Apps.
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Why Cloud?
Why Oracle?
Confidential6
Gartner Magic Quadrant
for Cloud HCM Suites for Midmarket and Large Enterprises
Oracle HCM Cloud
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Workforce Modeling
Workforce Predictions
Workforce Directory
Core HR
HR Help DeskExpense
Management
Project Management
Learning
Career Development
Talent Review& Succession
Goals & Performance
Sourcing, Recruiting & Onboarding
Absence Management
Time & Labor
Benefits
Incentive Compensation
Compensation Management
Global PayrollMy
Competitions
My Reputation
My Volunteering
My WellnessHCM CLOUD
Global HRWorkforce Rewards
Workforce Management
Talent Management
Work Life
Oracle Global HR and Workforce Rewards
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Oracle Talent Management
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Project objectives
Timelines and scope
Results Achieved
Lessons learned
Project Approach
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COMPLETE
ENGAGING
INFORMATIVE
ADAPTABLE
AttractTalent
Hire & Onboard
Set Goals
Performance
Compensation
Develop / Grow Talent
Review Talent
Time andLeave
Pay & Benefits
Manage Organization
OptimizeWorkforce
Phase ICore HR + Performance
Management (R12)
Phase IITaleo Recruitment
Learning + Compensation + Benefits + Talent Management (R12)
Upgrade to Release 13
Integration with other systems
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Document Management system
Loan Origination system,
Scoring system
Access control system.
Outsourcing company
Outsourcing company
How project was delivered without Customizations?
What are the key advantages of rejecting customizations:
Simplify IT processes;
Reduce the cost of maintaining and managing;
Use the best practices embedded in Oracle HCM Cloud;
Follow Oracle’s upgrades. HCM Cloud is constantly updated system with quarterly releases.
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Use standard functionality of Oracle HCM Cloud and standard approval workflows and notifications.
Part of customer’s requirements were realized during updated to Release 13. Another non-critical desirable. requirements were
registered as Enhancement requests and were approved for the next releases.
BI reports were derived from standard reports.
Detailed Change Management approach was designed to help AfrAsia Employees to feel comfortable with new work model.
What we did instead of using customizations:
Migration of Master & Other Data to HCM Cloud System
Org Structures
Employee data
Job Profiles
Competencies
Etc..
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Manual Entries: Low volumes
Fill in Dataload Templates Oracle HCM Data Loader
Automated Entries: High volumes
Level 2
DEP
ASL
APM
Level 2 et 3
E&W Personnel
Management Assist.
Level 2
et +
Communication
CAO
Project
officer CAO
FRH
EmployeesEmployees
STP
FOR
RSC / CSI
RSC / CEF
MOS
RSI
SIH
Career
Management
HANDICAP
HR actors of SGPM
Others customers
Central services
employees
Formulaire
RH en
ligne
Formulaire
RH en
ligne
Training Approach
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FEB
6-days training of Key Users for Core HR module
Support materials: Training presentations
Training tasks (for practical tasks)
User Guides (for Employee, Line Manager and HR specialist)
Support during UAT testing based on our prepared test scenarios and
answering all remaining questionsAPR
JUN
JUL
4-days training of Key Users for Performance
Management module
Support materials: Training presentations
Training tasks (for practical tasks)
Summary presentations for each day
User Guides (for Employee, Line Manager and PM
specialist)
Support during UAT testing based on our prepared test
scenarios and answering all remaining questions
5-days training of Key Users for Learning and Recruitment modules
Support materials: Training presentations
Training tasks (for practical tasks)
Different User Guides (for Employee, Line Manager and LM specialist)
Support during UAT testing based on our prepared test scenarios and
answering all remaining questions
Special training for IT Team covering all modules
Support materials: Setups description files for each module
AUG
2-weeks Self-Service training for End Users (more than 350 Employees)
Support materials: Training presentations
Training tasks (for practical tasks)
User Guides (for Employee, Line Manager and different specialists)
SEP
6-days training of Key Users for Talent Management,
Compensation and Benefits modules
Support materials: Training presentations
Training tasks (for practical tasks)
Different User Guides (for Employee, Line Manager, TM
specialist, CB Specialist)
Support during UAT testing based on our prepared test
scenarios and answering all remaining questions
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November December January February March April May June July August September
Go-Lives Timetable
Core HR
Self-Service Training
Upgrade to Release 13
Performance
2017 2018
Learning
Recruitment
Compensation
Benefits
Talent Management
Project Launch
Project objectives
Timelines and scope
Results achieved
Lessons learned
Results achieved
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Core HR Module is used by HR Specialists, Managers and Employees in their everyday work.
Mobile application allows to AfrAsia employees to have access to the system at any time and in any place.
Absences and work schedules are registered and maintained in the system.
First vacancies have been uploaded in Taleo Recruitment system and are using for onboarding process in AfrAsia.
company.
First Performance Cycle in a new system has been launched for the year 2018/2019 for evaluating employee’s goals
and competencies. And results for the previous period are already in the system.
First training courses have been uploaded in the system and are used by Employees.
Employees can communicate using their new corporate social network embedded in the system.
Project objectives
Timelines and scope
Results Achieved
Lessons learned
Lessons learned
Initial aggressive timelines have ben achieved and even improved for the last
2 modules:
Between 30% and 50% faster project compared to On-Premise model,
Possibility to accelerate project rhythm after the first 3-4 months.
Upgrade from one version to another version is smooth and mostly requires
only testing.
Zero customization objective can be achieved.
Change management is more important than for On-Premise.
Cloud services delivered by Oracle after Go-Live also require a skilled
internal or external AMS team (even reducing its size from On Premise
model).
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thank you.