【正文】 16 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 When reviewing the following information many observations may appear to be critical of current practices. The nature of these analysis projects focuses more on improvement opportunities than on what is really working well. The important questions to keep in mind are: “Can the way we?re currently working survive the test of customer choice?” “Are we operating as an effective, petitive ?Businesswithina business today?” HR Functional Group Analysis Remendations 1/20/2023 17 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 Compensation 1/20/2023 18 Compensation Analysis ? Customer satisfaction results: ? Largest gaps today in meeting current customer needs according to those surveyed: ? Communicating pensation policies ? Effective and fair pensation system ? Employees not pensated for petencies that add anizational value ? Key issues reported by department personnel include: ? Files are not plete and current regarding position descriptions ? There is a lack of munication and information sharing between HR departments ? There is a lack of training for Field Service consultants which results in Field Service consultants giving managers “what they want instead of what they need” ? The job evaluation system is outdated and there are too many grades within salary structure causing hair splitting between grades ? Technology support is lacking。 automate incentive plan administration and market 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