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How Ansell Ditched Spreadsheets and Deployed Best Practices

Sunita Khatri
Director, Product Marketing

Ansell Healthcare began its Oracle Human Capital Management Cloud implementation in December 2014 and went live in July 2015. This blog post is based on a Q&A with Vikrant Rajput, Ansell’s director of global HRIS and workforce analytics, at the recent Oracle CloudWorld event in New York City.

Q: What were the high-level criteria in Ansell’s decision to move HR to the cloud?

A: The high-level criteria for choosing Oracle HCM Cloud for compensation were the ability to deploy a global application that lets Ansell deploy best practices in HCM compensation consistently and globally while still deploying regional and country-specific requirements, and to provide our users with a user-friendly interface that can guide them through the process with minimal training.

Q: How is your current implementation working or integrating with your legacy products and existing systems?

A: The cloud implementation is working well with our on-premises [Oracle E-Business Suite] system. We have built interfaces between the two systems that sync the data on a preset frequency. HCM Cloud’s compensation function has been able to integrate well with our third-party vendors as well.

Q: What is the behavior of HR now that you have Oracle HCM technology in place? For example, are people able to spend more time on HR functions, be consultative to the business, etc.? What sort of engagement difference are you seeing with employees?

A: We received great feedback on the rollout from people managers and HR. Having the technology will enable HR now and in the future to work more as a business partner to the managers. Before the implementation, the compensation process was spreadsheet-driven, and the primary responsibility for HR during the compensation cycle was to ensure the data is accurate and manage an onslaught of [Microsoft Excel] worksheets globally. This was not the vision for HR in our organization. However, after the implementation, we see HR progress in the right direction. Senior management and line managers increasingly see HR in a more strategic and consultative role.

Q: Any advice on which applications to tackle first, or on how to prioritize which modules to attack first?

A: It’s a very personal choice. I wouldn’t say one module is easier than the other one. First we did compensation, and next recruiting and onboarding. We did an engagement survey on better understanding what the true pain points are.

For Ansell, compensation management was the biggest pain point, so we implemented HCM Cloud for compensation first. Next is recruiting and onboarding. With the global workforce rapidly evolving, we need to have the latest technology and lean processes to attract and retain talent.

Q: As you looked to partner across your organization in your implementation, especially with IT, did you feel more or less dependent or in sync with your IT business team?

A: Obviously, there was some initial anxiety related to HR’s move to the cloud. We worked closely with Oracle sales in organizing product demos to stakeholders, and based on what we learned from the demos we created a business case and a cost-of-ownership analysis. It was quite clear that with HCM Cloud we can achieve our objectives in a more cost-effective manner. The demos and business cases helped us get alignment in the organization.

Q: More often than not, we desire the ability to customize our applications and systems to our liking. How easy are extensions in the cloud?

A: HCM Cloud helped us to deploy best practice solutions globally. The application actually helped us drive consistency in our processes. The application was able to meet our business requirements and was quite accommodating to regional and country-specific variations. During requirements gathering, we discouraged non-value-add processes and worked toward process streamlining.

Q: In a perfect world, we get everything right the first time. In your experience, what would you do differently if anything at all?

A: If anything, we would have focused even more on change management and training. Next, building and leveraging the change network from project inception to create awareness of impact and devise a feedback loop back to the core project team. Also, focus on change management and training within HR in the same way as toward the planning managers.

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Vikrant Rajput is the Director of HRIS & Workforce Analytics at Ansell Healthcare and has 15 years of experience in HR technology strategy, planning and implementation. At Ansell, Vikrant is leading HR transformation initiative through deploying best in class HCM technology and workforce analytics. Vikrant’s vision is to make HR a data driven strategic partner to the organization.

Vikrant holds MBA degree from NYU Stern School of Business and Bachelors’ degree in Technology (B.Tech) from IIT Varanasi, India.

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