PGS

Daphne Bjerke

Ongoing Changes in HR Service Delivery Shaping the Landscape of Business Requirements

PGS is a dynamic organisation, and we are constantly looking for ways to automate and digitalise our processes. We are part of a group designated for the technical aspects of Global HR, and our mission is to seek opportunities and implement improvements in our suite of responsible applications. 

Experiences from One of the Projects That You Were Recently Involved In

Our performance management process was previously based on a fixed flow. Employees were asked to create goals for the calendar year; they were reviewed mid-year and evaluated at the end of the year. If they changed jobs or responsibilities, it was cumbersome to adjust accordingly as their performance goals had already been approved by their manager. Calibration of an employee’s overall evaluation was done manually outside the HR system with help from Excel worksheets.

With our new performance management process, goals are dynamic and can be changed throughout the year according to the employee's current responsibilities. A yearly evaluation task collects the relevant goals to be evaluated by the employee and their manager. Once this process has been completed, the calibration task is supported by dashboards in our HR system and Power BI reports.

Our new process has improved our data security and accuracy.

Challenges in Business That Current Services Are Unable to Solve

Communication between our application systems and personal data can sometimes be challenging. Our HR system is the master of our personal data, except for salary data. We have built multiple APIs to facilitate data transfer, but there is always a synchronisation delay. This can be challenging when working with offshore employees with limited connections, systems that have their sync schedule, etc.

‘Empower users to have control over their personal data in alignment with GDPR regulations and responsibility for own career development.’

Identify a Technology Trend in HR Service Delivery That Captivates Your Interest

Increase focus on employee self-service to improve the quality of our data. Empower users to have control over their personal data in alignment with GDPR regulations and responsibility for their own career development. This will give HR staff more time to focus on HR business and more accurate data to work with.

Advice to Professionals in the HR Industry in Terms of Do’s or Don’ts

DO’s:

Obtain upper management support for all processes. Partner with your IT department. Communicate and document all processes and changes technically. In addition, when this information is conveyed to the end users, make sure it is understandable and adapted to their needs. Ensure that change management is understood to honour the resistance and overcome it. Use data to support and evaluate changes.

DON’Ts:

Don’t assume that everyone understands what you are trying to do. Don’t apply too many changes at the same time. Don’t listen to the loudest voices. Don’t be discouraged if something doesn't work 100%.