【正文】 For Discussion Only Do Not Duplicate Do Not Distribute ? 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 3/23/2023 23 For Discussion Only Do Not Duplicate Do Not Distribute 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 3/23/2023 24 For Discussion Only Do Not Duplicate Do Not Distribute ? 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。 there is too much rework ? Increase utilization of intra to provide HR data such as anization chart, head count and turnover information ? There is a need for more training and cross training ? Incorrect/inplete forms received from employees Payroll/HRIC Analysis 3/23/2023 25 For Discussion Only Do Not Duplicate Do Not Distribute ? Key issues reported by department personnel include (Continued): ? HRizon problems and technology issues ? System crashes ? No online account number validation ? Learning curve/training ? Time keeper errors into TED ? Wrong information entered ? Input error ? Strengths include: ? Customer responsive ? Well trained and well anized staff ? Future Improvement Opportunities/Remendations: ? Roles and responsibilities need to be clearly defined between NCE HR and IBM HR support ? Identify and prioritize the anization?s technology needs 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 implementing a system which eliminates multiple time entry, . each person would be responsible for entering his/her own time in the system or it would be captured via the time clocks automatically (. 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 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 FTEs of nonvalueadded rework, allowing Payroll/HRIC personnel to work on other valueadded activities Payroll/HRIC Remendations 3/23/2023 26 For Discussion Only Do Not Duplicate Do Not Distribute 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 Learning 3/23/2023 27 For Discussion Only Do Not Duplicate Do Not Distribute Learning Analysis ? Customer satisfaction results: ? Largest gaps today in meeting current customer needs according to those surveyed: ? Timely employee development and career planning ? Systematic and standardized training program for employees ? Proper training necessary to support business requirements ? Effective, timely, and consistent training ? Employee/manager feedback for future training needs ? Benchmarking results: ? Percent of total employees trained: ? Saratoga: % ? NCE unable to provide data ? Key