Presentation December 2018 About ENGIE A global organisation close - - PowerPoint PPT Presentation

Presentation December 2018

About ENGIE

A global organisation close to the customers & territories

North America Brazil Latin America Asia Pacific Middle-east, South & Central & Asia, Turkey Africa China GTT Tractebel Engineering Global Energy Management France (8 BUs) NECST BENELUX UK

GRDF GRTgaz Elengy Storengy France B2B France B2C France Renouvelables France Réseaux

GEN

23 Business Units, of which:

19 Geographical BUs 4 Global BUs

5 Métiers

Métier B2B Métier B2C Infrastructures Métier B2T Centralised generation Hydrogen

ENGIE Benelux – Key figures 2018

37 TWh natural gas sales to end consumers 9 Billion € turnover 22,3 TWh Electricity sales to end consumers 367 MW Renewables 6 285 MW Generating capacity 19 787 Employees

Group transformation towards Energy transition

5

Decarbonization

Renewable energy or CO2-poor generation

Digitalization

Digital solutions to manage consumption

Decentralization

Systems at the measure of houses, cities, companies

Decrease of demand

Other and less consumption

Get rid of your ballast Never give up

“Success is not final, failure is not fatal: it is the courage to continue that counts.” Winston Churchill

Be curious

“Be curious, not judgmental.” Walt Whitman

Change of mindset towards trust supported by the digitalization & step-by-step approach

Why digital transformation in HR?

Different actors in ENGIE Belgium

BU Benelux (BE)

15 000 FTE

Axima Electrabel New Corp GEM BU GEN GBS

Shared Service Centre

Tractebel Cofely Fabricom

Why digital transformation in HR?

Enforce the HR role of business partner and decrease administration by automatization and digitalization (paperless) Employees as consumers Simplification of work environments & increase of maturity, become more agile Expectations of the millennial workforce Global competition for talent Increasing skills gap Cost efficiency

HR transformation @ ENGIE Belgium

Towards a better employee experience

Customer centric Standardize Responsibilizing line management Input once Self Service driven Paperless

TriA (1)

Sourcing

Inflow

Recruiting Contracting Onboarding Master data Development Performance management Reward Expenses Career counseling Promotion Mobility Departure

Outflow

(1) Any place, anytime, any Engie device

New landing page, video interviewing, matching tool Sourcing Contracting Onboarding My DNA My Fit My Progress Dynamic reporting Dashboarding Analytics

Digital HR transformation @ ENGIE Benelux > 80 processes reviewed

Salary and bonus calculations Flex Income Plan (My Choice)

Admin and Pay

(43 processes)

Reporting Analytics Recruitment

(13 processes)

Career & Learning

(15 processes)

Reward

(10 processes)

Self service Digital signature (ITS ME) On- and offboarding

A new value chain for more efficient interaction

Become a business partner…

30% on supporting global strategy 50% on supporting collaborators

• n a day-to-day basis

20% on administrative tasks and implementing procedures 1 single point of entry to encourage efficient interaction

Employee Manager HR Advisors Back office’s Experts MY PORTAL Knowledge Management Self-service Case management

Change management approach

How Why Impact Workshops with stakeholders Understand business needs and co-create business supported solution Customer focus and stakeholders awareness Workshops and tests with stakeholders on the developed solution Check if business needs are met as defined and existing “pain points” are solved Increase engagement of stakeholders Involve unions and Management Teams on changes to come. Prepare, inform and earn support on the future change Supportive Management and Unions Train the trainer: physical, Skype Prepare local ambassadors (HR & Key users) to train and guide employees Creation of a local HR community that support each other and employees when using the solution Info sessions employees Email employees and grant access HR Q&A sessions based on real cases Coffee corner sessions HR communication kit (video’s, QRC’s,…) Explain the current and future changes “What’s in it for me” Give comfort and support HR and employees ready to use the solution

1 2 3 4 1 2 3 4 5 Involve stakeholders

Communicate and support to End user

5

Prepare Ambassadors Communication

• fficial bodies

Develop & Test Answer Business Needs

HR Digital Transformation Journey

Jun – October: My Portal: Part of Energy (+-2 000 employees)

Start

Nov 2018: Landing page Feb: Career Mar: Video interviewing Matching tool Q3 - Q4 2019: My Portal remaining Services

2019 2018

My Portal Recruitment Reward Career & Learning Reporting Analytics

Feb: My Portal On- &

• ffboarding

Q1 – Q2: My Portal Remaining part Energy + Services part Q2 2019: Contracting Jun 2019: Reward FTE’s & Mobile Expense Training - Absenteeism

2020…

Q3 Learning

Takeaways / lessons learned

Takeaways / Lessons learned

Digitalization = more than just IT

• Importance of change management
• Stakeholder management

Organization/processes complexity

• Align processes
• Align systems

Tools are mainly a co-construction

• HR Operational
• Operations

03 02 04

Customized Communication channels

• Adapt to population

06

Proximity between project and business analysts

• Business needs vs technical limits

05

DARE!

01