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1、NCE HR Assessment Project,Final Presentation December 1998,1,Table of Contents,Project background and approach . Page 3 Key Issues: Challenges facing NCE HR today . Page 11 Overarching Issues, Benchmarks need automated job description, incentive plan administration automation, market pricing automat
2、ion, etc.,19,Compensation Recommendations,Strengths include: Good understanding of the company; the dimensions of the positions and how they inter-relate Accomplished technical abilities Future Improvement Opportunities/Recommendations: Evaluate the risks and consequences of allowing the business un
3、its to own compensation practices Review compensation grade structure: this may result in a simpler structure with fewer grades and ease of administration Make use of automation to speed up processes: automate job descriptions and place them on the company intranet; automate incentive plan administr
4、ation and market survey database which includes receiving market survey information electronically and tracking trends from year to year electronically Develop, communicate and enforce NCE-wide policy/philosophies concerning pay, total compensation and base pay vs. incentive pay (below, at, or above
5、 market) across the Business Units By eliminating rework reported in the group, Compensation should be able to eliminate over 1.5 FTEs of non-value-added rework, allowing Compensation personnel to work on other value-added activities,20,Looking at HR today and tomorrow - Ideas about current and futu
6、re state of NCE HR,HR functional group analyses there is too much rework Increase utilization of intranet to provide HR data such as organization chart, head count and turnover information There is a need for more training and cross training Incorrect/incomplete forms received from employees,Payroll
7、/HRIC Analysis,25,Key issues reported by department personnel include (Continued): HRizon problems and technology issues System crashes No on-line account number validation Learning curve/training Time keeper errors into TED Wrong information entered Input error Strengths include: Customer responsiv
8、e Well trained and well organized staff Future Improvement Opportunities/Recommendations: Roles and responsibilities need to be clearly defined between NCE HR and IBM HR support Identify and prioritize the organizations technology needs and develop cost/benefit analyses Payroll largest cost is its s
9、ystems but they could be used more efficiently functionality enhancements may improve cost effectiveness. Also, the timekeepers substantially increase the payroll FTEs and associated cost. Consider eliminating the timekeepers and implementing a system which eliminates multiple time entry, i.e. each
10、person would be responsible for entering his/her own time in the system or it would be captured via the time clocks automatically (i.e. Kronos). Implement training and process root cause analysis for payroll data entry personnel to decrease the number of errors in the employee database and reduce re
11、work. Consider reimbursing employees through payroll instead of issuing them a separate accounts payable check. By eliminating rework reported in the group, Payroll/HRIC should be able to eliminate over 1.5 FTEs of non-value-added rework, allowing Payroll/HRIC personnel to work on other value-added
12、activities,Payroll/HRIC Recommendations,26,Looking at HR today and tomorrow - Ideas about current and future state of NCE HR,HR functional group analyses they currently have responsibility for policy setting, procedure development and auditing for overall compliance - no enforcement authority Move i
13、ndustrial hygiene to internal audit, or to a core function, to better control overall exposure, cost and compliance, as well as translating best practices company wide Plant safety representatives inability to interpret/know regulations Lack of clear definition of roles and responsibility between fi
14、eld and core Company wide confusion about who is responsible for what (safety receives calls about claims, accidents, vehicle, facility, security, etc. which are the responsibility of other areas),37,Future Improvement Opportunities/Recommendations: Develop philosophy and strategy regarding safety a
15、nd Industrial Hygiene programs determining the risk profile and tolerance to better control exposure,cost and compliance. Redesign Safety and Industrial Hygiene organizational structure by establishing oversight responsibility in shared services and compliance and prevention within the business unit
16、s. Establish roles and responsibilities for the shared services and business unit positions. Explore integrating risk management functions with Safety and Industrial Hygiene such as fire prevention, vehicle accident prevention, and health insurance loss contract By eliminating rework reported in the group, Safety and IH should be able to eliminate over 1 FTE of non-value-added rework, allowing Safety and IH personnel to work on other value-added activities,Safety and IH Recommendations
