PROJEKT LIGHTHOUSE. Der Weg zum harmonisierten globalen HR- Reporting über 17 Länder. Irmgard Drey. Björn Zimmermann. Media-Saturn-Holding

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2 Der Weg zum harmonisierten globalen HR- Reporting über 17 Länder Irmgard Drey Head of Group HR Services & Processes Media-Saturn-Holding Björn Zimmermann Director Workforce Analytics and Planning Kivala HR Deutschland GmbH 2 Media-Saturn-Holding GmbH

3 Globales HR-Reporting über 18 Länder, Stufe I Agenda Media-Saturn-Holding Kivala-HR Part I 3 Media-Saturn-Holding GmbH

4 DIE STARKE UNTERNEHMENSGRUPPE Europas Nummer Eins im Elektrofachhandel Über Mitarbeiter in 17 Ländern Mehr als 750 Media Märkte Rund 220 Saturn-Märkte Zwei starke Online-Händler: redcoon und 003.ru Beteiligungen an 24/7 (JUKE), FLIP4NEW und xplace Jahresumsatz: 21 Mrd. Euro Mehr als die Hälfte des Umsatzes außerhalb Deutschlands 4

5 FLÄCHENDECKENDE PRÄSENZ Märkte und Onlineshops in 17 Ländern Multichannel-Händler: Online-Only-Händler: 5

6 MARKANTE ZAHLEN Wissenswertes aus der Welt von Media-Saturn Mehr als 950 Märkte gibt es weltweit. Quadratmeter Verkaufsfläche haben alle Märkte zusammen. sogenannte Inselmärkte gibt es u.a. auf Sizilien, Teneriffa und Mallorca. Nationalitäten arbeiten bei der Media-Saturn-Unternehmensgruppe Kunden hatte Media-Saturn 2013 inklusive Internet. beträgt die Pick-up-Quote (Direktabholung im Markt vor Ort) bei Media Markt und Saturn in Deutschland 6

7 Basisdaten: Fokussierung auf die Personalwirtschaft Kivala-HR auf einen Blick Gegründet 2008 in Genf (CH) Niederlassungen: Deutschland (Essen), UK (London), USA (Denver) Entwicklungspartner in Spanien Mitarbeiter: 114 (davon 46 in Deutschland) Partnerschaften: SAP, SuccessFactors, Accenture SAP Add-ons Projektschwerpunkte: Workforce Analytics and Planning Talent Management ESS/MSS Implementierung und Erweiterung HR Datenharmonisierung/Systemkonsolidierung für globale(s) Prozesse/Reportingetc.) SAP HCM Core-Funktionen (OM, PA, PT, PY, etc.) 13% 22% 36% 5% 7

8 Globales HR-Reporting über 18 Länder, Stufe I Agenda HR Reporting Project Lighthouse Why? Reporting overview Dashboard Current status Next steps Part II 8 Media-Saturn-Holding GmbH

9 The HR Reporting System gives answers to imporant HR issues Examples: How does the personnel structure look like concerning Headcount and FTE? What is the average amount of payments for employees? What is the average fluctuation rate? How many overtime hours are paid? What is the average length of service? 9

10 Main objectives of the project Single-point-of-truth Efficient Reporting Overall objectives Targeted, transparent reporting (e.g. MSH and country management, Metro Group and stores) Definition of internationally harmonized HR key figures Automation of report generation, reduction of manual workload Implementation of MSH standard reports Efficient implementation of new reporting requirements Simple integration of new companies Gradual replacement of individual solutions Discharge of the SAP HR System Harmonization of interfaces 10

11 Current Situation High rate of manual workload Local data storage Individual queries Reports/ key figures Lack of transparency No standard reporting defined No harmonized key figures defined Media-Saturn Countries Master data SAP BW HR temp. Reports/ key figures Reports/ key figures Holding Stores NON-SAP Flatfiles SAP ERP HCM FI/CO Reports/ key figures 11

12 Future Situation: HR Reporting System Stores Executives HR-departement Harmonized key figures defined Standard reporting defined Consistent authorization concept Reduction of manual workload FI/CO Implementation of data quality process Consistent reporting standards Encoded data transmission Harmonized data base 10 second Query response time FI/CO NON-SAP Flatfiles SAP ERP HCM Data delivery Portal Reports/ key figures SAP BW HR 12

13 Advisory/Support Group HR Group Finance Group HR MS ITS PROJEKT LIGHTHOUSE Project organisation PMO Steering Committee CHRO CFO Russia CFO Austria Group Finance Group Finance MS ITS Overall Project Management Drey Quality Control FB & MS ITS Analysis & Design Zimmermann BI-Analyses & Concept Quality & Documentation Rollout & Communication Rollout-Management Countries Rollout Management MSH IT-Project-Management Zimmermann IT-Concept, Realization MSITS Coordination & Operations & Maintenance Team Team 13

14 Project Plan and Milestones J A S O N D J F M A M J J A S O N D Concept & harmonization Develop functional concept Design mapping & harmonization Develop rollout concept Develop maintenance concept On Hold IT-Concept &Implementiation Create IT-concept Setup Quality Assurance (K) for Russia Setup production (F) for Russia Rollout & Go-Live Russland Optimize BI-System Check hardware & Review data model Move & Setup to new provider Move P29 F

15 Project Plan and Milestones Rollout Germany User Acceptance Test Preperation Go-Live Go-Live Rollout other Countries Hong Kong 24/7 redcoon xplace Hungary Italy Austria Poland The Netherlands Spain Portugal Sweden Turkey Switzerland Luxemburg Belgium Greece China Post Go-Live Support Project completition J F M A M J J A S O N D J F M A M J J A No longer relevant Flat-File SAP Undefined Project End 15

16 Proceeding Definition of standard reports Creation of harmonization concept Creation of authorization concept Creation of quality concept Analysis of the current situation (CHRO, Metro, interfaces) Definition of key figures and characteristics Creation of training concept and user manual Technical concept and implementation MSH Lighthouse HR Reporting System 16

17 HR Reports Personnel Structures Personnel Times Personnel Movements Personnel Payments Others Headcounts and FTE Age structures Part time retirement Severely challenged Length of service & jubilee Analysis of diseases Extra work / overtime Holiday contingent Flex Time Accounts Organizational reassignment Fluctuation overview Entry analysis Leaving analysis Position migration Salary analysis Average salary Overtime Retirement provision Company car Group accident insurance Executives 17

18 Six templates to combine all business and technical specifications Template I: Key Figures & Characteristics Template III: Rules Master Template II: Harmonization Rules Four Templates for the Rollout Template IV: Roles & Reports Template VI: Technical Definition Reports Template V: Roles & Authorizations 18

19 Six templates to combine all business and technical specifications Template I: Key Figures & Characteristics Template II: Harmonization Rules Four Templates for the Rollout Template IV: Roles & Reports Template V: Roles & Authorizations 19

20 Local Data Aquisition Layer Global Harmonisa tion Layer Reporting Layer Presentait on- Layer PROJEKT LIGHTHOUSE Data Model Naming Provider P* PA PB Same Data model for PT and PY. Including Key figures and characteristics corresponding to Template I and III PT, PY Naming Provider R* PA *(2) *(2) PB *(2) These InfoProviders are Semantic Partitioned Objects (SPOs) PT, PY Naming Provider H* PA *(2) *(2) PB PT, PY *(1) 1. Harmonization from local to international keys (=mapping) corresponding to Template II Naming Provider A* REMPLO Accumulation (Master data) PA PA Other SAP countries Non-SAP Flat files Mapping*(1) *(2) *(2) Accumulation (Master data) SAP Source Systems: Russia, Germany, etc. PB Other SAP countries Non-SAP Flat files PT, PY PT, PY 2. Derivation of new characteristics corresponding to Template I 20

21 Rollout Concept and Timeframe Standardized rollout concept for all countries Detailed task planning for the entire rollout phase Assignment of responsible rolls for each task Detailed time frame Description of supporting documents 21

22 Complexity of the Presentation Layer PROJEKT LIGHTHOUSE Different requirements of user-groups for a HR reporting system Executives Regular recurring need of information Performance trends / Timelines / Drilldown-Analyses Scenarios / What-If-Analyses HR-Controller Report-Designer and Key-user Knowledge of specific and technical data model Dynamic and prompt need of information Clerk User in department Regular recurring need of information Drilldown-Analyses 5 10 % Decision maker 15-20% Analyst 75-80% Consumer User 22

23 Complexity of the Presentation Layer PROJEKT LIGHTHOUSE Different requirements of user-groups for a HR reporting system Executives Dashboards/ HCM Cockpits Mobile Solution HR-Controller Dashboards BEx Web Reports Employee Profile Clerk Bex Web Reports 5 10 % Decision maker 15-20% Analyst 75-80% Consumer User 23

24 Standardized Dashboards and Reports Standard Report All reports and dashboards are based on the same information A key figure is a single time defined and provided in various reports One authorization concept for all representation forms 24

25 Potential Dashboard for the CHRO 25

26 Replaced Interfaces HR Reporting SAP BW HR HR Reporting SAP ERP HR PA PT PY OM HR Metrics for METRO SAP BW CO HR Reporting HR Metrics for CO Country Agents MIK-Report ERP FI/CO non SAP HR Country Agents SAP BW Country Agents HR Reporting CO CSV Files Metro ECCS Group HR Services & Processes 12 different CO managers involved Media-Saturn ECCS 26

27 Replaced Interfaces SAP ERP HR SAP BW HR LIGHTHOUSE HR Reporting non SAP HR PA PT PY OM SAP BW CO CSV Files ERP FI/CO SAP BW File Metro ECCS Media-Saturn ECCS 27

28 Lessons Learned und Erfolgsfaktoren Projektorganisation: Projektsponsor Mitglied der Geschäftsführung Starkes, flexibles Beraterteam mit langjähriger fachlicher und SAP HR BI Expertise Identifikation von Wissensträgen und KeyUsern (zentral und dezentral) Fachliches Know-how als Voraussetzung in den Ländern Vorgehen: Analyse der bestehenden Auswertesysteme zukünftige Anforderungen Gemeinsames Verständnis der Fachabteilungen über Kennzahlen und Definitionen (globales vs. nationalem Reporting) Berichtsgetriebenes vs. Kennzahlengetriebenes Vorgehen Zwei Fokusländer, die 90% aller Länderanforderungen abdecken Integratives Vorgehen von Fachkonzept und IT-Konzept mit Templateunterstützung 28

29 Lessons Learned und Erfolgsfaktoren Technik und Datenmodell: Passende Oberfläche für die jeweiligen Empfängergruppen - Dashboard vs. Standard Report (Query) Hoch integriertes analytisches Berechtigungskonzept über alle Berichtsebenen Harmonisierung von Auswertungskriterien (Merkmalen) Nachhaltigkeit und Stabilität: Kann unser Datenmodell auch den Anforderungen von morgen gerecht werden (z.b. Ein-/ Ausgliederung von Organisationseinheiten)? Performance und Sizing von BI-HR Hardware vs. Datenmodell und mobilen Endgeräten Länderspezifische Berichtssprachen Sicherstellung Datenqualität bei heterogenen Quellen 29

30 Thank you for your attention Irmgard Drey Head of Group HR Services & Processes Björn Zimmermann Director Workforce Analytics and Planning Media-Saturn-Holding Wankelstraße 5 D Ingolstadt drey@media-saturn.com Kivala HR Deutschland GmbH Brosweg 16 D Essen bjoern.zimmermann@kivala-hr.com 30