HRSS Cherobelle (2)

Email: cherobelle@equip-global.com | Tel: +65 6376 0804 | www.equip-global.com for more information
About Your Expert Trainer
Andrew Spence
Founder and Managing Director, Glass Bead Consulting
There are only a small number of experts who can claim to have successfully delivered major HR Transformation
projects, and few better qualified to help you navigate the diverse and complex field of HR Transformation than
Andrew Spence, Glass Bead Consulting’s Founder and Managing Director.
Andrew is an established expert in the design and implementation of HR Operating Models having worked on over
22 major change and transformation programmes for diverse organisations including: BP, Novartis, John Lewis
Partnership, ESAB, United Health Group, and the UK Department for Transport.
He founded his Consulting firm to support clients to achieve their HR shared services and transformation objectives
through consulting services, innovative tools and educational services. He has nearly 20 years client and vendor
experience which includes working within Accenture, Deloitte and Aon Hewitt.
His key message is simple - HR Shared Services Operating Models need to align process, technology, strategy and
people to deliver business goals. He is passionate about creating meaningful change within organisations and
regularly chairs and delivers keynote speeches at leading HR conferences around the world.
Equip Global – Your Trusted Global Training Provider
DuPont HR Shared Services Journey Day
– “HR Shared Services – Unlocking the Value”
Sandeep Tandon
Director - HR Shared Services at DuPont
Sandeep Tandon is Director - HR Shared Services at DuPont. He oversees two HR Shared Service centers in Asia
located in Hyderabad and Manila respectively. The centers provide HR Services support to Asia, Latin America and
North America.
Sandeep has over 20 years of experience in Human Resources and has worked with organizations like Aon Hewitt,
Hewlett Packard , Genpact and DuPont. He holds a Masters in Business Administration from University of
Strathclyde (UK).

Driving Value in HR Shared Services
29 September – 2 October 2015, Singapore
Course Overview
You have been tasked to transform your HR function by transitioning to shared services and providing maximum value to
the business. As with all major initiatives, we know it is challenging.
However, the benefits of HR Shared Services can be enormous if planned and done correctly. HR Shared Services allows
your organization to cut costs within their enterprises, leverage economies of scale by consolidating resources and
streamlining processes through effective use of technology and a simplified hierarchy of service delivery. In addition, by
consolidating administrative functions into a shared service setting, it allows you to concentrate on strategic and value
added initiatives such as recruitment, talent management and organizational development, thus giving HR an opportunity
to prove yourself as a valued business partner within your organization.
This practical 3-day training course is designed to help you effectively transform your HR function into shared services
and overcome challenges you might face/are facing during the transition. The training course will provide you with
proven strategies, expert tips, latest industry insights and most importantly proven transformation blueprints from past
HR shared services implementations which can leverage to make sure you have the best chance of success.
Key Topics Covered
 Lessons learned from case studies of past HR shared services implementation
 Building a personalized roadmap for your HR transformation
 Understanding how Shared Services fits with the overall HR Operating Model
 Building a business case for your HRSS initiative
 Best practices when modifying existing HR service delivery models to increase efficiency and effectiveness
 Planning & Implementation – gain practical tools and knowledge you need to transform your HR service delivery
model and become a true partner to your business
 Tying HR metrics to business performance measures – drive performance and effectiveness
 Best practices in rolling out new value propositions for your shared services center
 Steps to implementing an effective change management
 HRSS employee engagement and talent management strategies to achieve service excellence
 HR service process selection and design
 Shared services site selection – regional, domestic and international
Benefits of Attending
 Learn how you can effectively design, build and launch shared services for human resources
 Find out how you can maximize HR’s value by becoming an internal business consultant throughout your
organization
 Know how you can streamline processes, reduce costs, improve services levels, increase stakeholder value, enhance
employee and customer loyalty
 Learn how you can build an infrastructure that enables greater access to HR shared services and improve employee
satisfaction to focus on customer-centricity
 Overcome people-related and change management related challenges when transitioning to HR shared services
 Discuss globalization and HR shared services generational shifts – find out how you can successfully undertaking
global standardization efforts while meeting local demands and responsibilities
 Automation – whether to automate, when to automate, what to automate and how to automate
 Find out how you can create and deliver a successful value business case that garner return on investment for HR
shared services

Programme format
This unique, cutting edge programme will be delivered in a highly
interactive and practical, tutorial style format. Theory will be supported
and illustrated through a combination of real-world case studies and an
extended hypothetical scenario that enables participants to easily
incorporate the programme insights, techniques and procedures into
their own organisations
Pre-course questionnaire
To ensure that you gain maximum benefit from this event, a detailed
questionnaire will be sent to you to establish exactly what your course
needs are. The completed forms will be analysed by the course
facilitator. As a result, we ensure the course is delivered at an
appropriate level and that relevant issues will be addressed. The
comprehensive course material will enable you to digest the subject
matter in your own time.
Certificate
Upon completion of the course, you will receive a Certificate of
Attendance bearing the signatures of both the Trainer and the Course
Organizer. This Certificate will testify to your professional development
and assist in your advancement.
In-house Training (Save up to 15%)
This course can be presented exclusively for your organisation on an in-
house basis, tailored to meet your specific needs, at a place and time of
your convenience. If you have a team of 10 or more interested in this
course, let’s discuss how we can work together to meet your training
needs. Please contact us and we will be pleased to assist.
Who Should Attend?
 Heads and Managers of HR Shared
Services
 Heads and Managers of HR
 Heads and Managers of Shared Services
 Heads and Managers of Payroll/Benefits
 Heads and Managers of HR Information
Systems/Technology
 Heads and Managers of Employee
Services
 HR Transformation Programme
Managers
Program Schedule (Day 1 to Day 3)
 08.00am Registration
 08.30am Morning session begins
 10.20am – 10.40am Morning break
 12.30am Lunch
 13.30pm Afternoon session begins
 15.20pm – 15.40pm Afternoon break
 17.30pm End of Day
Program Schedule (Day 4)
 08.00am Registration
 08.30am Morning session begins
 10.20am – 10.40am Morning break
 12.30am Lunch and End of Course
DuPont HR Shared Services Journey Day - HR Shared Services – Unlocking the Value
Presented by Mr. Sandeep Tandon
Director - HR Shared Services at DuPont
8:30am – 12:30pm, 2 October 2015
Successful HR shared services demands more than simply centralizing the HR function within the shared services model.
It requires designing and implementing key organizational, process, documentation, metrics and technology
components—all of which play a critical role in delivering and managing the end-to-end HR service. Mr. Tandon will
bring you through the real experiences of driving a successful HR organization—one that is stable, sustainable and able
to drive long-term value and strategic changes for your organization.
By attending this session, you will:
 Understand and align with the HR Transformation Strategy
 Understand the Operating Discipline (the world of processes, documentation, automation, metrics and SLA)
 Bringing it all together (leveraging Quality, Continuous Improvement, Training, Knowledge Management and People Practices)
 Managing Change (with the key constituents HR Business Partners, COE, Managers and Employees)
 Delivering the Promise (Budgets, Reporting and Governance)
 Evolving to Next Generation

Training Agenda
Overview the Key Trends in Global Shared Services
 Why do organisations establish Global Shared Services and what
are the key benefits
 How Global Shared Services fit into modern HR Operating Models
 Cloud-based technology solutions are forcing HR to standardise
processes
 Consistency and quality, not cost, are the leading drivers for
implementing global shared services.
 HR organizations are increasingly focused on customer-centric
models.
 Outsourcing remains an important component of the HR service
delivery strategy.
 Many companies employ a globally coordinated strategy with
regional service centers.
 Rigorous change management, centered on HR itself, is a critical
success factor.
The Impacts of HR Shared Services to the Current Structure
 Review the impact of HR Shared Services to the organisation -
Governance, Leadership, Process ownership, Continuous
improvement, Service management, Customer interaction, People
development, Culture, Systems and master data, Location and
sourcing.
Road map of HR Shared Services Implementation Process
 Assess feasibility
 HR process design
 Build and test
 Implement and roll out
 Optimise your HR shared services
Phase One - Assess feasibility
 Define baseline and vision
 Define service delivery model
o Define process splits
o Consider technology issues
o Define high-level organisation structure
o Conduct high-level site location analysis
o Review potential outsourcers
 Finalise strategy and develop cost-benefit analysis
o Assess “to be” solution
o Develop a high-level project road map
o Conduct cost/benefit analysis
o Identify implementation barriers
o Determine a communications strategy
o “Go, no-go” decision
Phase Two – HR Process Design
 Develop a clear framework – scope, initiation document and shared
vision
 Create project structure and build your team
o Establish team structure
o Assign a skilled project Manager
o Bring the right people on board
o Identify the SSC director on-board early
 Develop a comprehensive plan
o Plan effectively
o Manage risk
o Monitor progress
o Measure benefits
 Initiate change enablement
o Focus on critical success factors
o Identify stakeholders
o Engage stakeholders and communicate change
o Overcome resistance
 Process
o Create process designs
o Determine design priorities
o Develop detailed process designs
o Assess legal and regulatory impact
o Design technical requirements
o Prepare business continuity strategy and plan
 Technology
o Implement or consolidate
o ERP or ERP-related systems
o The impact of cloud based solutions on HR
o Implement enabling technologies
 Organisation
o Develop operating model
o Determine accounting approach
o Define legal structure
o Review banking and treasury arrangements
o Determine tax impact of operating model
o Build the team
 Determine SSC locations – design physical and technical
infrastructure
 Develop service level agreements (SLAs) and performance measures
 Develop governance structure
Phase Three – Build and Test
 Process
o Create detailed process maps
o Develop user documentation
 Technology
o Build custom programmes and interfaces
o Prepare data for conversion
o Implement technical infrastructure
o Test all components
 Organisation/HR
o Build the organisation and recruit SSC personnel
o Conduct training
o Create support systems
o Finalise relationship between SSC and the rest of the business
o Implement physical infrastructure

 Organisation/HR
o Establish continuous communications strategy
o Monitor changing role of local business unit finance
o Optimise resourcing model
o Motivate the retain employees
o Identify and develop skills of SSC employees
o Update SLAs and pricing model
o Location optimisation: globalisation and outsourcing
The Realistic Timetable of Shared Services Implementation
 Assessment, Feasibility, Design, Build, Implementation, Transition,
Optimisation
Manage your outsourcing providers to ensure consistent
quality and service levels
 Overview of HR Outsourcing - the benefits and pitfalls
 HR Outsourcing market overview
 Ensuring your vendor understands your business process thoroughly
 Communicating and guaranteeing compliance with your company
policies
 Maintaining relationships and robust procedures
 Critical factors to choose the right long-term partner
Avoid the Common Pitfalls of HR Shared-Services
 HR Shared-Service Mistake # 1: Not setting up the Programme to
succeed
 HR Shared-Service Mistake # 2: Underestimating the Need for
Change Management
 HR Shared Service Mistake # 3: Solely Selecting Shared-Services for
Cost Savings
 HR Shared Service Mistake # 4: Not having the right skills to do the
job
DuPont HR Shared Services Journey Session- Hr Shared
Services – Unlocking the Value
 Understand and align with the HR Transformation Strategy
 Understand the Operating Discipline (the world of processes,
documentation, automation, metrics and SLA)
 Bringing it all together (leveraging Quality, Continuous
Improvement, Training, Knowledge Management and People
Practices)
 Managing Change (with the key constituents HR Business Partners,
COE, Managers and Employees)
 Delivering the Promise (Budgets, Reporting and Governance)
 Evolving to Next Generation
Phase Three – Build and Test
 Process
o Create detailed process maps
o Develop user documentation
 Technology
o Build custom programmes and interfaces
o Prepare data for conversion
o Implement technical infrastructure
o Test all components
 Organisation/HR
o Build the organisation and recruit SSC personnel
o Conduct training
o Create support systems
o Finalise relationship between SSC and the rest of the
business
o Implement physical infrastructure
Phase Four – Implement and Roll Out
 Develop a clear transition roadmap
o Define transition approach
o Define migration strategy
o Establish a roll out plan: “big bang” or phased
implementation
o Choose a pilot
 Change management and communication – manage people and
change
o Assess impact
o Develop communications
o Manage job losses
o Retain quality employees
o Extend training to the local business
o Communicate quick wins
 Knowledge transfer
o Implement work shadowing
o Implement reverse work shadowing or post-migration
support
 Manage the transition for each business
o Set “go live” criteria
o Complete the first month-end close
 Manage relationships with business partners
o Sign off SLA
o Initiate service management governance
Phase Five - Optimise your HR shared services
 Benchmark performance against original business case
 Process
o Establish a continuous improvement capability
o Conduct regular LBU visits
o Reengineers/improve processes
o Refine policies and procedures
o Expand the share services scope and footprint
 Technology
o Refine system configuration and controls
o Streamline MIS reporting
o Automation, self-service and lights out processing

TRANING COURSE PACKAGE PRICING STRUCTURE
TRAINING COURSE EARLY BIRD PRICE STANDARD PRICE Equip Global recognises the value of learning in teams
Group bookings at the same time from the same
company receive the following:
3 or more at 7% off; 5 or more at 10% off
This offer is exclusive of the early bird discount. Call us
for a special discount rate for teams of 8 and above.
* Singapore companies, please add prevailing GST.
3 Day Training
29 September – 1 October SGD 3,499*
Payment by 30 May 2015
SGD 3,999*
3 Day Training + DuPont HR
Shared Services Journey Day
29 September – 2 October
SGD 4,799*
Payment by 30 May 2015
SGD 5,299*
In-House Training: I would like to organise this training on-site and save on total course fees! For further information about On-site Solutions, please
+65 6376 0908 or email enquiry@equip-global.com
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HRSS Cherobelle (2)

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