【正文】 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 For Discussion Only Do Not Duplicate Do Not Distribute Printed on: 7/6/2020 Page 26 ? 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 For Discussion Only Do Not Duplicate Do Not Distribute Printed on: 7/6/2020 Page 27 Looking at HR today and tomorrow Ideas about current and future state of NCE HR HR functional group analyses amp。 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 For Discussion Only Do Not Duplicate Do Not Distribute Printed on: 7/6/2020 Page 23 ? 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 For Discussion Only Do Not Duplicate Do Not Distribute Printed on: 7/6/2020 Page 24 Looking at HR today and tomorrow Ideas about current and future state of NCE HR HR functional group analyses amp。 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 For Discussion Only Do Not Duplicate Do Not Distribute Printed on: 7/6/2020 Page 21 Looking at HR today and tomorrow Ideas about current and future state of NCE HR HR functional group