【正文】 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 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。NCE HR Assessment Project Final Presentation December 1998 1/20/2023 1 Table of Contents Project background and approach …………………………………………………………………………………………………... Page 3 Key Issues: Challenges facing NCE HR today …………….……………………...………………………………………..……. Page 11 Overarching Issues, Benchmarks Customer Satisfaction Levels NCE Today: Function by function analysis/Strengths Future Opportunities Compensation Administration Benefits Administration Payroll/HRIC Learning Workforce rela