Employee-centric operations unlock savings

Call for change

A multinational food manufacturer was under pressure to become more competitive and boost productivity.

It saw an opportunity to digitize its talent and HR operations and reshape the employee experience to meet customer needs. Many of its global HR processes were non-standardized and inefficient. Employee data was scattered and being managed across multiple platforms which made it difficult to access.

Employee satisfaction ratings of only 61% revealed a widespread frustration with outdated tools and systems, and leadership lacked the deep insights and analysis they needed to make informed decisions that could boost productivity and performance.

The company recognized the need for change and knew that its people were its most prized assets. Partnering with Accenture, it sought to implement an agile, scalable and employee-centric operating model that would place its workforce at the heart and drive results.

When tech meets human ingenuity

The team used SynOps, our human + machine platform, with cloud-based technology – SAP Success Factors, to transform. Employee data was consolidated from multiple platforms to a single human resources information system (HRIS). By automating and cleansing the data audit process they improved data accuracy and compliance. HR processes were standardized and self-service options were implemented for tasks such as updating employee records pertaining to changes in position, pay, lateral transfers or working hours.

Business rules were created within SAP® SuccessFactors® to generate proactive alerts for discrepancies in self-service requests, resulting in a reduced cycle time, fewer inquiries for the HR department to manage, and a more efficient process. A single shared services centre was established to preside over the management and reporting of workforce data to produce insights and analysis for business decision-making and ensure consistency and integration across all employee services.

In 2020, in the midst of the COVID-19 pandemic, the Minna Bank project team continued to press forward. It took no more than 18 months to invent and launch a transformational bank in a country with strict regulations governing financial institutions—an unprecedented achievement.

"If it wasn't for cloud, we would have been six months late in opening. Cloud's scalability, speed of deployment and efficiency in fixing bugs are the reasons for the agility of our banking services," said Yokota.

A valuable difference

The company’s intelligent talent and HR operating model is helping the organization deliver on its aims to become more data-driven, competitive, and meet customer needs by optimizing talent.

Now with manual tasks automated and streamlined productivity has increased and employees have more time available to work on strategic, value-adding activities like innovation and new product development.  

Leaders have also become more empowered, with greater access to information to help them understand and analyze aspects of their workforce management from the onboarding experience for new joiners, to diversity and inclusion. With quicker access to reporting, managers are better equipped to plan and make decisions based on accurate data and deeper insights.