【正文】 et survey database which includes receiving market survey information electronically and tracking trends from year to year electronically ? Develop, municate and enforce NCEwide policy/philosophies concerning pay, total pensation and base pay vs. incentive pay (below, at, or above market) across the Business Units ? By eliminating rework reported in the group, Compensation should be able to eliminate over FTEs of nonvalueadded rework, allowing Compensation personnel to work on other valueadded activities 1/20/2023 20 Looking at HR today and tomorrow Ideas about current and future state of NCE HR HR functional group analyses remendations ? Compensation Administration ? Benefits Administration ? Payroll/HRIC ? Learning ? Workforce Relations ? Staffing ? Safety and Industrial Hygiene ? Disability Management ? Field Services Benefits 1/20/2023 21 ? Customer satisfaction results: ? Largest gaps today in meeting current customer needs according to those surveyed: ? Knowledgeable and timely response to benefit questions ? Access to simple and plete benefit information ? Functioning as educators rather than recordkeepers ? Benchmarking results: ? Customer service representative ratio*: ? Foster Higgins: 1:1500 ? Intel: 1:1333 ? NCE: 1:330 *Includes only active employees ? Key issues reported by department personnel include: ? Number and plexity of existing benefit plans ? Lack of training and education for department members on benefit plans and processes ? Procedures within the department are inconsistent and not well documented ? Customers and Field Services consultants are calling more than one department member for problem resolution ? Several HRizon and technology issues exist ? Some plans are not automated on HRizon, some “shadow systems” exist outside of HRizon ? Employees are not trained on the HRizon system ? Errors in electronic vendor updates: update files are pletely overlaid as opposed to “changes only” ? There is a lack of accessible information (policies, SPDs, plan information) to allow employee selfsufficiency (Customer selfservice capability not yet implemented, kiosk, IVR functionality) ? Benefits expense per FTE employee: ? Watson Wyatt: $6,970 ? NCE: $25,532 Benefits Analysis 1/20/2023 22 ? Strengths include: ? Some employees in the group have good technical abilities/knowledge ? Future Improvement Opportunities/Remendations: ? Benefits Philosophy and Policy definition ? Analyze and document the pany?s strategic direction regarding benefits (. which plans may be subject to business unit discretion vs. NCE corporately mandated ) ? Analyze and document risk and business implications for such decisions (. cost, legal, nondiscrimination testing, etc.) ? Establish philosophy and policy guidelines and monitor as a group of HR leaders ? Conduct plete, detailed Benefit approach review once Business Unit and Corporate HR Philosophies and Policies have been defined, including: ? Cost analysis (to determine why cost/FTE of $25,532 greatly exceeds benchmark cost of $6,970) ? Vendor/plan consolidation ? Outsourcing of certain Benefit activities based on NCE HR philosophy and Business Unit needs ? Develop a call center (user support line) to address benefit inquiries during (and beyond) this HR transition ? Call center user support model applies to other HR functional areas beyond Benefits ? Implement Benefit information systems (HRizon and/or other technologies) to provide NCE users with on line direct capability for benefit enrollment, changes, and beneficiary designations ? Conduct HRizon training for Benefits personnel and other appropriate staff ? By eliminating rework reported in the group, Benefits should be able to eliminate over FTEs of nonvalueadded rework, allowing Benefits personnel to work on other valueadded activities Benefits Remendations 1/20/2023 23 Looking at HR today and tomorrow Ideas about current and future state of NCE HR HR functional group analyses remendations ? Compensation Administration ? Benefits Administration ? Payroll/HRIC ? Learning ? Workforce Relations ? Staffing ? Safety and Industrial Hygiene ? Disability Management ? Field Services Payroll/HRIC 1/20/2023 24 ? Customer satisfaction results: ? Largest gaps today in meeting current customer needs according to those surveyed: ? Simple and efficient reporting process ? Benchmarking results: ? Total Annual Payroll Cost per Employee ? Median $ NCE: $ (3rd quartile) ? Total Payroll Cost per Paycheck ? Median: $ NCE: $ (4th quartile) (Perhaps due to high system costs) ? Payroll Systems Cost per Paycheck ? Median: $ NCE: $ (beyond 4th quartile) ? Direct Deposit % ? Median: 48% NCE: % (1st quartile) ? Key issues reported by department personnel include: ? There is a need for greater clarity in roles and responsibilities between Shared Services, Field Services, HRIC, and IBM ? HR needs to work more as a team。 need automated job description, incentive plan administration automation, market pricing automation, etc. 1/20/2023 19 Compensation Remendations ? Strengths include: ? Good understanding of the pany。 however, this ratio is unevenly distributed and there is opportunity to reduce costs by expanding the span of control in some areas (ex: pensation), and under the modified HR anizational 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. These numbers may contain or exclude cost ponents that are excluded or contained in the benchmarks from Watson Wyatt and Saratoga. **** Th