Not many worldwide organizations have to quickly start a human resources (HR) system from scratch, but this is precisely what happened at Alcatel-Lucent Enterprise.
Following M&A activities last year, the company, now a midsize, leading-edge telecommunications solutions provider, needed to quickly ramp up a new HR system for 2,800 employees in over 50 countries. Johannes Neumann, HR Project Manager at Alcatel-Lucent Enterprise, was recently at the SAPPHIRE NOW + ASUG Conference, where he described why his company turned to SAP SuccessFactors.
“It was the first tool we brought in for the new company, and we couldn’t believe it would be possible to go live in just six months,” said Neumann. “But we were able to bring all employees in every country on the system, providing the master data that feeds all of our important systems to connect the layers with employee information.”
“Those three modules were exactly what we needed,” said Neumann. “We had no infrastructure for our people − both employees and contingent workers − and needed a tool for basic HR processes like self-service for managers and employees. We also urgently needed recruitment that allowed for candidate sourcing and application processing, and performance management and goal-setting tailored to our new company. We also had to carry over our existing information. This included all employee data, as well as recruitment information and performance management goals.”
Alcatel-Lucent Enterprises accelerates HR reporting time by over 80% using SAP SuccessFactors
Accelerated Reporting Time by Over 80 Percent
Replacing disparate, paper-based recordkeeping with centralized, updated information has helped Alcatel-Lucent Enterprise achieve significant time-savings, particularly in meeting HR key performance indicators (KPIs). In a major milestone for headcount reporting, the company reduced the time required to obtain accurate data on the number of employees from three weeks to several days.
“The information we provide through bi-weekly management reports to senior-level teams is directly used to support decision-making in areas including headcount allocations, hiring and addressing attribution issues,” said Neumann. “Now we have an accurate employee headcount much faster, supporting better decision-making. Management can make faster decisions based on updated data in the system.”
Integrated workflows allow Finance, IT, HR and all team managers to streamline approvals and other processes across departments. One of the biggest impacts has been around payroll for employees located in 50 countries. Employees are using the system to create their own profiles, and manage all of their personal and career-related information. Meantime, the payroll team automatically receives information on employee-related data through the system.
“We’ve realized huge time-savings going from manual systems to automated processing of information to the payroll team. In total it’s the equivalent of one full-time employee,” said Neumann. “
Integrated recruiting is another major advancement. In shifting from manual job postings and candidate correspondence to automated workflows, the company has streamlined informed decision-making for the entire hiring process, from job requisitions and candidate recruitment through employee onboarding.
“The information we receive from our HR KPIs on who is working where, being recruited or leaving is coming from SAP SuccessFactors,” said Neumann. “We can quickly decide where we need to recruit and manage the whole process smoothly.”
Accelerated Performance Management
Replacing legacy and partially paper-based goal-setting and performance management processes with SAP SuccessFactors allows managers and employees to use the system together setting, analyzing, discussing and finalizing goals. Besides yearend performance reviews, managers can provide assessments, and employees have the opportunity for self-assessment. Many have benefitted from the live, online interactivity.
“The tool is a great foundation to have quality conversations between managers and their employees because the process is lean and user-friendly. It’s highly accepted,” said Neumann. “Employees receive cascaded goals from management via the tool, and some had an almost live online exchange with their managers making suggestions and gaining agreement on goals.”
Speed and innovation have long been the hallmarks of Alcatel-Lucent Enterprise. Now the company’s HR processes are aligned with the company’s commitment to meet the future of enterprise communications and services, empowering managers and employees with transparent, streamlined ease. “We’ve gone from an ultra-complicated approach to something that’s simple and easy to use,” said Neumann. “We’ve done some configuration after the launch, and have had significant positive feedback from employees.”
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