HR Then & Now. A path to the next generation of HCM systems.

2. NGA Human Resources confidential. 2 NGA HR by the Numbers 7m+employees served by NGA HR 150+ Working with 7,500employees in 35 countries 1,000+HR system implementations 444m £FY2016 revenue | c. 675m USD 145 Providing HR & Payroll services in 8 HCM platforms which NGA can deliver HR services on 25+ 1 out of 5 of Fortune 500 companies countries languages supported in our HR service centers UK SMB <500 employees 3key market segments UK Large & Mid-Market >500 employees Enterprise >5,000 employees HR BPO & BPaaS clients 1969 In the business of HR & payroll since

3. NGA Human Resources confidential. 3 “How can we know where we are going if we don't know where we’ve come from…” David McCullough American historian

4. NGA Human Resources confidential. 4 Mainframe

5. NGA Human Resources confidential. 5 Personal Computing

6. NGA Human Resources confidential. 6 ERP : integrated HR business processes

7. NGA Human Resources confidential. Copyright NGA Human Resources. All rights reserved. ERP deep pockets vs Cloud startups Workday SuccessFactors SalesForce Oracle/Peoplesoft/Taleo SAP 2007: Core HR in the cloud

8. NGA Human Resources confidential. History of HR profession & HR technology 8 ... – 1980 1980 – 1995 1995 – 2010 Today Tomorrow • Payroll administration • Payroll administration • Workforce Admin. • Timekeeping • HR Reporting • Payroll administration • Workforce Admin. • Timekeeping • Recruiting • Talent • HR self-service • Move of HR Reports to Dashboards • Payroll administration • Workforce Admin. • Timekeeping • Recruiting • Talent • HR self-service • HR Dashboards • Predictive & prescriptive analytics • App driven approach HR Management Business Partner Strategy Enabler’Personnel’ HR tech HR org HR delivery GBS, BPaaS & Apps ? Corporate/central Finance driven Standalone function HR in the business, Shared services & BPO Legacy & Mainframe Local applications PC based ERP OnPremise Client/server Global & Cloud based

9. NGA Human Resources confidential. 9 “Atomization” of HR processes and technology Payroll HR Comp Performanc e Mgmt Engage- ment Learning HR Admin Leave Management Benefits Admin Wellness/ Health Recruit Onboarding Employer Branding Payroll Travel Management Time Absence Mgmt Workforce Planning Recruit Talent Mgmt Benefits HR Payroll Time ... – 1980 1980 – 1995 1995 – 2017 Today & Tomorrow ’Personnel’ HR Management Business Partner Strategy enabler Legal & mainframe Local best-of-breed & PC-based ERP Onpremise / Client-server Global & Cloud-based platform Corporate/centra As a separate line of business HR in the business GBS, BPaaS & Apps & Shared services & BPO Expense Management Apps & integrations

10. NGA Human Resources confidential. Your current HR systems landscape? 10 Core

11. NGA Human Resources confidential. All rights reserved. ERP OnPremiseLocal PC based applications Business drivers for HR 11 Time ... – 1980 1980 – 1995 1995 – 2010 Today Tomorrow Mainframe local PC solutions ERP Cloud HR-As-a-Service What about the level of integration of HR systems? What about the cost of HR Delivery? What about the value and empowerment of HR? Mainframe Cloud Solutions How to solve this conundrum?

12. NGA Human Resources confidential. All rights reserved. 12 Towards HR-as-a-Service, powered by a Digital Core Automation Transactions & services In-house Outsourced Integration Apps & 3rd parties Cloud-based HR data ‘Digital Core’

14. NGA Human Resources confidential. All rights reserved. HR-As-A-Service thinking 1. Assess your legacy • Engineer for speed & agility 2. Adopt standards • On a technology & process level • For integration & interoperability 3. Enable automation & self-service • Organize transactions at lowest cost 4. Flexible cost models • By-the-drink pricing • Scale up – scale down 5. Adopt As-a-Service mindset • Software-as-a-Service: HR in the cloud • Platform-as-a-Service: strong core – versatile apps • Business Process-as-a-Service: outsource compliance risk 14

15. NGA Human Resources confidential. All rights reserved. Thankyou Ivan Mostien Pre-Sales Director Europe & Latam ivan.mostien@ngahr.com Michael Custers SVP Strategy & Marketing michael.custers@ngahr.com 15

Hinweis der Redaktion

HR Value: beperkt tot payroll Integration/Technology: output focussed and limited to payroll
- Workday continues expansion - MCP agreement - SFSF - professional services agreement & exploring opportunities jointly - Salesforce.com > Rypple - CSOD > Sonar6 => conclusion: it's all about SaaS & TM - NGA acknowledges the importance of these movements, but - what about organizations who can't be self-reliant, what about critical processes such as payroll (nobody gets fired when your performance system is down for a week - don't try that with payroll), and What about HR data & process integration (all this things need to talk to each other) => response = the business platform aka BPaaS
Past 30 years have seen the HR function evolve dramatically under the influence of new technology. Compliance <-> Business Admin <-> Executive Transactional <-> Transformational Clerical <-> Strategic Manual <-> Automation
Consequences Integration Coordination Uniform processes Standardization Security Compliance

HR Then & Now. A path to the next generation of HCM systems.

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HR Then & Now. A path to the next generation of HCM systems.

Hinweis der Redaktion