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1、NCE HR Assessment Project Table of ContentsProject background and approach . Page 3 Key Issues: Challenges facing NCE HR today . Page 11 Overarching Issues, Benchmarks however, this ratio is unevenly distributed and there is opportunity to reduce costs by expanding the span of control in some areas
2、(ex: compensation), and under the modified HR organizational structure to be discussed later in the presentation. * Benchmarks exclude Safety, IH, Payroll and Learning * FTE count excluding current temporary employees * NCE data is based on HR budgeted operating expense in the 1998 business plan. Th
3、ese numbers may contain or exclude cost components that are excluded or contained in the benchmarks from Watson Wyatt and Saratoga. * This number is based only on the HR employees who responded, i.e. it is not extrapolated, and includes the 12 FTEs detailed in the HR functional group analyses need a
4、utomated job description, incentive plan administration automation, market pricing automation, etc.Compensation RecommendationsStrengths include: Good understanding of the company; the dimensions of the positions and how they inter-relateAccomplished technical abilitiesFuture Improvement Opportuniti
5、es/Recommendations:Evaluate the risks and consequences of allowing the business units to own compensation practicesReview compensation grade structure: this may result in a simpler structure with fewer grades and ease of administrationMake use of automation to speed up processes: automate job descri
6、ptions and place them on the company intranet; automate incentive plan administration and market survey database which includes receiving market survey information electronically and tracking trends from year to year electronicallyDevelop, communicate and enforce NCE-wide policy/philosophies concern
7、ing pay, total compensation and base pay vs. incentive pay (below, at, or above market) across the Business UnitsBy 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
8、 activitiesLooking at HR today and tomorrow - Ideas about current and future state of NCE HRHR functional group analyses there is too much reworkIncrease utilization of intranet to provide HR data such as organization chart, head count and turnover informationThere is a need for more training and cr
9、oss trainingIncorrect/incomplete forms received from employeesPayroll/HRIC AnalysisKey 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 info
10、rmation entered Input errorStrengths include: Customer responsive Well trained and well organized staffFuture 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
11、and develop cost/benefit analyses Payroll largest cost is its systems 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 impleme
12、nting a system which eliminates multiple time entry, i.e. each 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 decre
13、ase the number of errors in the employee database and reduce rework. 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
14、, allowing Payroll/HRIC personnel to work on other value-added activitiesPayroll/HRIC RecommendationsLooking at HR today and tomorrow - Ideas about current and future state of NCE HRHR functional group analyses they currently have responsibility for policy setting, procedure development and auditing
15、 for overall compliance - no enforcement authorityMove industrial hygiene to internal audit, or to a core function, to better control overall exposure, cost and compliance, as well as translating best practices company widePlant safety representatives inability to interpret/know regulationsLack of c
16、lear definition of roles and responsibility between field and coreCompany 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)Future Improvement Opportunities/Recommendations:Develop philosophy and strategy regarding
