Enterprise Workforce Planning: The Intersection of Finance, HR, and IT - Emtec, Inc.

Emtec, Inc. Proprietary & Confidential. All rights reserved 2015.

Enterprise Workforce Planning

The Intersection of Finance, HR, and IT

Paul Finley, Kristen Virgilio and Bill Lowry, Emtec

Emtec, Inc. Proprietary & Confidential. All rights reserved 2014.Emtec, Inc. Proprietary & Confidential. All rights reserved 2014.

Agenda

• Introductions

• Industry trends and concerns of Finance

• Workforce Planning as a competitive advantage

• Practical considerations of the tools and the process

• A recent Case Study

• What can I do to learn more?

2


Introductions

• Bill Lowry

–Leader in Enterprise Performance Management

[email protected]

• Kristen Virgilio,

–Leader in Human Capital Management

–[email protected]

• Paul Finley,

–Leader in Client Services

–[email protected]

3

mailto:[email protected]




Why Workforce Planning Matters


What Are CFOs Thinking About Today?

The top three most pressing concerns for CFOs

1 Measuring and monitoring business performance

2 Providing inputs into enterprise strategy

3 Developing talent in the finance organization

* Source: Forbes Magazine & IBM CFO Study

Only 47% think they’re effective at measuring and managing performance

CFOs are dubious about how well their own finance organization fulfills some of these duties

82% of CFOs see the value of integrating enterprise-wide information

Only 24% think their team is up to the task

5


What should a CFO really care about when it comes to Workforce Planning?

1. Driving Growth

2. Managing Risks

3. Reducing Costs

In order to invest in & drive profitable growth, full-time and contingent

labor costs must be realized so that we can adapt and plan more rapidly

The lack of qualified talent is widely recognized across industries. We

need the ability to replace talent in an agile process in order to manage

the risks of the scarcity of talent

Organizations must keep their costs of labor down. Proper planning and

scenario-based modeling enable for reduction of costs associated with

the workforce

6


Scenarios of Workforce Planning as a competitive advantage

• Growth Strategy is through Acquisition

–New regions/countries where localization will help

–New talent needs based on new business lines

–Evaluation of new companies to acquire where scenario modeling capabilities

will be of great benefit

–Reorganization of post-merger entities

• Global Economic uncertainty

–Need ability to contract and expand more rapidly based on exchange rates and

local events (i.e. Greece)

–Need ability to transfer labor costs to less expensive regions with similar

skillsets

–Need to associate product profitability with labor costs


Scenarios of Workforce Planning as a competitive advantage

• Technology transformation

–Cloud-delivered model is transforming the IT support, infrastructure ,and

development organizations need for labor, and shifting of labor costs

–New customer Experience technology like mobile and big data analytics is

requiring more planning and new skillsets needed to support initiatives

–Improvements with Recruiting and Onboarding processes now make branding

of technology even more important, and requires different skills than before

8


Whet is driving the activity around workforce planning?

• The “events” are what matter. Some are created for us, and some we create

–M&A

–Market volatility

–Company performance challenges

–Company new product opportunities

–Rapidly increasing technology spend (HR experiencing explosive spend)

• As those trends continue, there will be increased alignment between Finance,

Human Capital Management, and IT to enable actionable data

9


Workforce Planning: Some Practical Considerations


What is Workforce Planning? a process first, a tool second…

11

O

B

I

E

E

F

O

U

N

D

A

T

I

O

N

PeopleSoft E-Business SuiteOracle Cloud

ENTERPRISE RESOURCE PLANNING and HCM Platform)

ENTERPRISE PERFORMANCE MANAGEMENT (EPM)

Planning & Forecasting Financial Close

Hyperion Planning

Workforce Planning

Capital Asset Planning

Project Financial Planning

Balance Sheet Planning

Strategic Finance

HFM

Financial Close Management

Disclosure Management

Tax Provisioning

Profitability & Cost Mgmt.

Profitability & Cost Management

Metadata / Data Management

Data Relationship Management

Financial Data Quality Mgmt. EE

EPMA

OBIA Advanced Analytics Mobility Big Data

BUSINESS INTELLIGENCE

Reporting

Financial Reporting

SmartView for MS OfficeEssbase

Other ERP and HCM


Workforce Planning is NOT a Human Resources System

12

Users sometimes stop at the word “Workforce”…..actual examples….

“Can we use Workforce to manage our bonus payouts?”

“Why can’t Workforce tell me who our new hires were last month?”

“We will need to use Workforce to provide payroll tax reporting.”

“I thought you said that Workforce can be used to track candidates for open

positions.”

“Workforce will automatically update the names of new hires into open positions,

right?”

The focus should be on the word “Planning”


Workforce Planning is an Awesome People Costs Planning Tool

13

Workforce rocks at……

• Budgeting and Forecasting people costs

• Planning costs at the individual, position, or role levels

• Consolidating plans across companies, currencies, and regions

• Bringing together data from multiple systems and sources

• Managing people costs consistently

• Segregating sensitive data from the rest of the Budget and Forecast processes

• Allocating costs

Workforce Planning is a Powerful Financial Planning and Reporting Tool


Additional benefits and business value of Workforce Planning

•Can handle multiple tax and benefit rules

•Powerful currency translations

•Headcount and FTE calculations

•Employee allocations (see next slide)

•Employee profitability contributions

•Secure detailed data while pushing summary data to overall plan

• Interfaces seamlessly with CapEx

All of these benefits enable a faster and more accurate production of

actionable data

14


Employee Allocations and Workforce Planning

Commonly Required Custom Functionality

• Integrates Human Resources and Financial data

•Requires an additional step after calculating employee costs to allocate those

costs to the appropriate data points

- Can Provide a P&L View by Customer, Market Segment, Product Line, et cetera

- Source for the initial allocation spread percentages

- Users have the ability to maintain drivers

- Need to be mindful of performance and data volumes

- May eliminate or minimize the need for Employee Transfers

•Considerations

- Allocation for an individual may spread beyond a person’s security access

- Making sure that the employee is fully allocated (Need exception report)

- Very Important to have a designated “home” business unit or organizational structure

15


Financial Services Client, a Case Study

Existing Workforce Planning Application

•Manage Domestic Headcount and Budget Dollars

•Actuals

•TBT

•TBH

•Quarterly Planning Cycle & 3 Year Plan

Implementation of Position Management in PeopleSoft HCM

•1:1 Position to Associate Relationship

•Creation of Position Request Form to meet Organizational requirements

•Automated Workflow

•Multilingual Forms

•Managerial Training

16



• Enhancement of Workforce Planning Application

GOAL: Automate and streamline the associate planning process by improving

productivity and efficiencies across the organization to allow for enhanced

budgeting, forecasting and business analytics.

•Position Number

• International Associates

• International Tax and Benefits Calculations

•Enhanced Comparison Analyses

–Timely and up to date information for Open and Filled Positions

–Actual to Forecast and Actual to Budget Reporting

17



What did we learn?

Timing

•Coupled with Taleo Implementation

•Roll Out when existing Planning Process is complete

Communication

•Top Down Approach

•Be clear about what this does for the organization and why it benefits direct

line managers. Make the business value clear.

Involvement

• Incentivize Managers

•Partnership between Human Resources and Finance Teams

18


Advisory Options to consider

Planning Process Health Check

• Identify optimization opportunities

• Identify best practices

•Set framework for strategy enablement

Systems Roadmap Workshop

•By business process

•By business unit

•By function, (I.e.. Finance)

Product Selections

Process and Technical Performance Tuning

19


73%

YEARS

47serving clients

OUR COMPANY

500dedicated

associates17

over

years

BESTPLACES

TO WORK2012

TECHNOLOGYEMPOWERED

BUSINESSSOLUTIONS

“right size provider”

“client for life”

IndiaPune

Bangalore

USAIL, PA, NJ,

GA, VA, MN,

FL

CanadaToronto

Ottawa GLOBAL

DELIVERYOUR SERVICES

87% 14prior tier 1

consultancies

avg. years

experience

fulltime

employees

OUR PEOPLE

25+

OTHER

PARTNERS

- onshore

- offshore

- nearshore

- blended

managed services

Advisory Applications Cloud Analytics Infrastructure

strategy

governance

process

ERP, HCM, CRM,

app. development,

mobile solutions

applications

infrastructureenterprise reporting,

predictive analytics,

big data

service management

enterprise infrastructure

end user computing

Business and Technology Empowered


An Exciting Year For Emtec… And Or Clients!

Vertical Focus

• Strategy

• Enterprise

Solutioning

• Management

Consulting

• Line of Business

Expertise

Advisory Services Expansion

Services

GEO

Vertical

SMAC


Emtec Services Align Well with each stakeholder community

ENTERPRISESUITE

SALES & MARKETING

360 degree view of the customer

Sales force automation

Customer Service

Marketing Automation

Customer and Product Data

Management

BI / Analytics

HCM

Workforce Planning

HR Analytics

Talent Management

Employee Self-Service

Performance Management

Total Compensation

CFO

FINANCE

Budget & Planning

Financial Close Mgmt

Procure to Pay

SEC Reporting

Financial Analytics

Cash Management

OPERATIONS

Forecasting

Operational Analytics

ERP

Project Costing

TECHNOLOGY

Advisory Services

Application Development &

Maintenance services

Business Intelligence & Big

Data

Cloud Strategy and

Implementation

Independent Verification &

Validation

Infrastructure Services

Managed Services

IT Service Management

Procurement Services

Business Strategy

Managed Services & Outsourcing

Advisory Services

Analytics

Governance

POWERThe

of Emtec


THANK YOU FOR YOUR TIME

Please visit us online at www.emtecinc.com

THANK YOU FOR YOUR TIME

Please visit us online at www.emtecinc.com

http://www.emtecinc.com/

http://www.emtecinc.com/

Date post:	19-Jul-2015
Category:	Technology
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