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.