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How Wesfarmers manages talent with Successfactors
May 2018 Brock Pescud – Talent & Systems Specialist
Brock Pescud
Talent & Systems Specialist
Previous experience in generalist HR and
Systems & Reporting roles
Managing SuccessFactors
across all Wesfarmers
brands
Fun Fact: ‘Brock’ means ‘Badger’ and ‘Pescud’ means ‘Peapod’
About me
| 2
Agenda
| 3
Implementation Challenges
Managing our talent
220,000 employees
Established in 1914
Shareholder base of 530,000
Who are Wesfarmers?
| 4
The SuccessFactors Journey
| 5
2012• SuccessFactors installed• Used for Group Talent
Reviews• Not adopted by divisions
2016• System overhaul• Build SuccessFactors to suit
the divisions• Reap the flow-on effect
2018• Divisions are rolling-out
SuccessFactors• Used for Divisional Talent
Reviews• Desire from divisions to use
additional modules
Early Adopters + Design to business needs = Success
Wesfarmers Talent Team
| 6
Align system with strategy
Succession & People Profile
Learning
Jam Mentoring
Development
Reporting
People Profile
| 7
Aspirations
Role Based Permissions
Succession Org Chart
| 8
Clear view of
Successors
Highlights succession
gaps
Succession of Critical Positions
Succession Org Chart
| 9
Talent Card
Comparison of
successors
Talent Pools
| 10
Skill Based
Role Based
Performance & Potential Matrix
| 11
Justify nominations
to roles
Highlight top talent
Tiles & Dashboards
] 12
Identify nominees to multiple roles
Gender Balance of Leadership team &
Successors
Succession Strength of
Roles
Early Adopters
Consider how different parts of
the business interpret key
concepts
Use Multiple Succession
Methods
Develop methods to justify
succession choices
Hints & Tips
| 13
