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Rob Briggs
Human Capital Management
Introduction
Robert Briggs
Human Capital Management
IBM Business Consulting Services
Agenda
3. Lessons learnt
Introduction
Robert Briggs
Human Capital Management
IBM Business Consulting Services
Agenda
3. Lessons learnt
THE HR VISION
“To create the highest performing workforce in the financial services industry
in the UK”
THE HR MISSION
“To work in partnership with business units to build the capability to achieve sustained
competitive advantage through strong customer franchises”
Sufficient A natural
resources expectation of high
to do the job performance by their colleagues
Success Criteria
Leadership benchstrength
? Could a diverse organisation of 77,000 employees deliver this strategy using paper processes
Introduction
Robert Briggs
Human Capital Management
IBM Business Consulting Services
Agenda
3. Lessons learnt
Process
Request Initial Business Invitation to Product Final Business
Design & Contract
for Information Case Tender Selection Case
Requirements
Executive Engagement
6 months 12 months
Pilot/
Design Labs
User Conference Phase 1 Phase 2 Phase 3
“To be” System built
Acceptance Room Implementation Implementation Implementation
Processes
Pilots
9 months 18 months
GO LIVE
Executive Engagement
Introduction
Robert Briggs
Human Capital Management
IBM Business Consulting Services
Agenda
3. Lessons learnt
Lessons learnt
Phase 1: Initiation Phase 2: Study
Defining requirements is crucial and
Request
Process
Initial Business
often overlooked
Invitation to Product Final Business
Design & Contract
for Information Case Tender Selection Case
Requirements
We developed over 300 documented requirements
9 months 18 months
GO LIVE
Executive Engagement
Lessons learnt
Enterprise-wide
Phase 1: Initiation vs Best of Phase 2: Study
Breed
Process
Request Initial Business Invitation to Product Final Business
Design & Contract
for Information Case Tender Selection Case
Requirements
During the ITT we reviewed 3 potential
suppliers including the option of
extendingEngagement
Executive our Oracle HR system
Lessons learnt
Phase 1: Initiation Phase 2: Study
Process
Request Initial Business Invitation to Product Final Business
Design & Contract
for Information Case Tender Selection Case
Getting the Board to fund the
Requirements
investment
Executive Engagement
Executive engagement is key to getting investment
funding 6 months 12 months
The project
Phase needsBuild
3: Design sponsorship at a senior level within
and Test Phase 4: Implementation
the business
Pilot/
Design Labs
Creating User Conference Phase 1 Phase 2 Phase 3
“To be” a “demo” tobuilt
System enable Execs to visualise how the
Acceptance Room Implementation Implementation Implementation
system would work was a crucial part of the executive
Processes
Pilots
engagement campaign
Balanced Learning Talent
Scorecards
9 months 18 months
GO LIVE
Executive Engagement
Lessons learnt
The importance
Phase 1: Initiation of User Acceptance Phase 2: Study
Testing and Conference Room
Design & Pilots
Process
Request Initial Business Invitation to Product Final Business
Contract
for Information Case Tender Selection Case
Requirements
6 months
We significantly under-estimated the amount of time 12 months
and effort to write UAT scripts and agree Acceptance
criteria3: Design Build and Test
Phase Phase 4: Implementation
Pilot/
Design Labs
CRPs
“To be” were aSystem
great built
way of piloting
User the system in a safe
Conference Phase 1 Phase 2 Phase 3
Acceptance Room Implementation Implementation Implementation
environment and raising confidence levels that the
Processes
Pilots
system would work when implemented
Balanced Learning Talent
Scorecards
9 months 18 months
GO LIVE
Executive Engagement
Lessons learnt
Phased
Phase 1: Initiation implementation Phase 2: Study
Contact details
e-mail : Robert.Briggs@uk.ibm.com