See how a telecommunications company built a global HR organization from scratch in just 6 months across 50 countries in response to an organizational restructuring. Learn how Alcatel Lucent Enterprise used SAP SuccessFactors solutions to simplify HR processes, enable self-service, and accelerate headcount reporting by 87% with Capgemini’s help. Presented by Johannes Neumann, Alcatel Lucent, at SAPPHIRE NOW 2016.

1. 1
Capitalize on an Enterprise-Wide
Reorganization by Redesigning HR
SAPPHIRE 2016 Orlando
Johannes Neumann – HR Project Manager Alcatel-Lucent Enterprise

2. 2
SAPPHIRE 2016 Agenda
Who is ALE?
! Our Company: ALE
! The Spin-Off
! The HR Challenge
SF Implementation - How did we do it?
! Before and After SuccessFactors
! Our SF Implementation Partner: Capgemini
! Selecting an HRIS
! The implementation Team & Timeline
! The Configuration
! The Roll Out
! Measuring the Roll Out Success
Discussion and Q&A

3. Providing enterprise communications solutions
from the office to the cloud
Who is Alcatel-Lucent Enterprise?

4. Our Company
About Us
Our company is a leading provider of enterprise
communications solutions and services, from the
office to the cloud, marketed under the
Alcatel-Lucent Enterprise brand.
With communications, networking and cloud
solutions for business of all sizes, our team of
technology experts, service professionals, and
2900+ partners serves more than 830,000
customers worldwide, tailoring and adapting our
solutions and services to local requirements.

5. 5
The Spin-Off
! October 1st 2014 Alcatel-Lucent completed the sale of its
Enterprise business to China Huaxin
! 15% minority stake held by Alcatel-Lucent " A new era
for ‘ALE’ begins!
! The new company - Complex task of creating a new
infrastructure to become an independent company:
• Creation of new legal entities and offices worldwide
• New IT/IS systems
• New financial infrastructure
• A new HRIS for all employees
! 15 months down the road we are an independent, mid-
sized business with strong existing assets in
50 countries.

6. 6
The HR challenge
! Become standalone in 3 months for 15 countries with over 2000 employees
! Become standalone in 15 months for all 50+ countries with 2700+ employees
! Build a global HR team from scratch in 6 months supporting all countries
! Implement payroll and benefits
! Design and implement basic global HR processes
! Change processes and mindset from a large multinational to a midsized company (from
60.000 to 2700 employees)
SIMPLIFY, SIMPLIFY, SIMPLIFY !!

7. Providing seamless access
inventing tailored solutions delivering
tangible outcomes
Implementing SF – How did we do it?

8. Before and After SuccessFactors
! October 2014:
• Multiple legacy HR tools for employee data management,
performance management and recruitment.
• Dropping out of legacy tools quickly.
• Broken approval & workflows.
• Manual and resource-intensive workarounds: emails and
Excel tables….no legal compliance
! October 2015:
• SuccessFactors implemented for all 2700 employees and 800
contractors.
! Recruitment
! Performance Management
! Employee Central for data mgmt and employee self
service

9. 9
! Understood our specific circumstances
! Open minded for alternative selection and
implementation approaches
! Understood our need for forced simplification and
for‚ keeping things light‘
! Approach: self-service tool, light on maintenance,
HR not being ‚the police‘‚ off the shelf‘
implementation with minimum configuration
Our SF Implementation Partner

10. Selecting an HRIS
! Our comparison and selection process narrowed down to 2 major cloud-based applications:
SuccessFactors Competitor
User Interface ++ ++
Integration of modules + ++
‚Fit‘ for ALE: flexibility of
configuration
++ +
Suitable Implementation Partners ++ +
Overall ++ +
! ‚On-premise‘ solutions: too costly, too time-consuming and not ‚off the shelf‘
* This is our own and ‚subjective‘ perception when comparing the 2 tools & vendors

11. 11
The Implementation Team
Employee Central Recruitment Performance Management
ALE 2x IT, 3x HR and the ALE PM 1 HR and the ALE PM 1 HR and the ALE PM
Capgemini
Depending on phase: 1
Consultant and the Cap PM
1 Consultant and the Cap PM 1 Consultant and the Cap PM
! On the ALE side: a core team with a mix of HR, IT and
Business Representatives.
! On the Cap side: a dynamic core team consisting of the
Project Director, a PM, Consultants and additional
resources depending on the project phase

12. 12
The Implementation Timeline
GO-Live
GO-Live
JunMayJan Feb Mar Apr Jul
20152014
Nov Dec
Solution selection Core HR – SF EC
Sign Off 1st Configuration-WB
Final Configuration Sign Off
Technical GO-Live
Big Bang
Recruitment Mgt
Goal Setting & Perf. Management
Sign Off 1st Configuration-WB
Final Configuration Sign Off
Big Bang
Global meeting
2 iterations
First
iteration
Prepare
Realise
Verify
Launch
Iteration
feedback
Roll-out
Legend
Milestone
Sign Off 1st Configuration-WB
Final Configuration Sign Off
Big Bang
GO-Live
2 iterations
Contracts &
Project Planning

13. 13
! Off the shelf (to the max. possible): our implementation partner advised us on the ‚lightest‘ approach
to avoid too much configuration.
! Employee Central: no position mgmt, no absence mgmt, no global assignments and a
simplified BU/BD structure
! Recruiting: simple and efficient requisition form, mostly pre-populated approval paths, standard career site
! Performance Mgmt: Goal Plan and Performance Mgmt. Module: minimal configurations
! No payroll integration via connectors (implementation too time-consuming and too costly)
" All payroll relevant transactions are covered with workflows that include the payroll team:
The Configuration - Summary
Payroll team performs
change in local payroll engine
Change of payroll-relevant
data in SF
Payroll team (by country)
included into workflow
(as ‚approver‘) in SF
Manager
Employee
HR

14. The Roll Out
! Big Bang! - All employees and contractors
globally-All modules
! Multiple communication channels
(emails to employees, intranet articles)
! Self learning for employees: variety of self produced
1 minute video clips
! Virtual training sessions for HR users
! Virtual training sessions for people managers: 8
alternative training sessions (30 min each) covering
300 out of 500 people managers (so far)

15. 15
Measuring the Success of the SF Roll - Out
Before SF With SF " What has been improved
HC reporting: creating
snapshot and inflow/outflow
reports
2 months 1 week maximum Saves ½ FT in Finance, ½ FT in HR and ½ to ¼ hct in Sales (Sales
Operations)
Employee data and payroll
changes
Multiple emails and
phone calls
Workflow via tool Managers and HR now have self-service - including approval by
management and receipt/validation by HR / Payroll
Recruitment Approval via email.
Posting via multiple
tools. Application of
candidates via email
Approvals and
posting via SF,
candidates via SF
Self-service for managers to register requisition. Approval process via
tool. Candidates via tool (no emails).
Goal Setting and
Performance Mgmt
Excel forms or
interim self-
programmed tool.
No monitoring of
progress or reporting
Process via SF
including reporting
Full visibility and reportability of goal setting and perf mgmt
process by:
! Individual
! Team
! Country
! BU
! Manager

16. Discussion and Q&A

17. 17
Discussion and Q&A
Implementing a new HR tool: a unique chance to revise and
simplify your core HR processes!

18. Discussion and Q&A
‚Out of the box‘ – approach: implementing Successfactors
Employee Central with 1 iteration only: realistic?

19. Small to mid-sized companies and cloud HR tools: over the top
or perfect match?
Discussion and Q&A

20. BPR: before, during or after the implementation?
Discussion and Q&A

21. 21
Linkedin.com/company/alcatellucententerprise
Twitter.com/ALUEnterprise
Facebook.com/ALUEnterprise
Youtube.com/user/enterpriseALU
Slideshare.net/Alcatel-Lucent_Enterprise
Storify.com/ALUEnterprise
Follow us on:
THANK YOU!

22. ! 1 iteration only
! originally 17 workflows only (3 had to be added in the meantime and the rest had to be re-worked, please see ‚Lessons
Learned‘…)
! only 2 organisation levels (‚BU‘/‘BD‘) and 2 levels of job families (‚job function‘ /‘job function type‘)
! changes in around 40 data fields automatically trigger 10 different workflows (via ‚event derivation rules‘)
! 5 languages enabled for manager and employee self-service - but so far only 2 languages (English and French) fully
configured and all UDFs translated for EC, Performance Mgmt & Recruiting
! 6 countries (China, India, Germany, France, USA, Russia) with individual data fields
! only current employee data – no historical data. Data import via standard import templates
! Standard reports
! basic configuration of Mobile app for all 3 modules
APPENDIX: The Configuration – Employee Central

23. ! 2 iterations
! Standard set up for req creation, approval path, posting and candidate management
! Requisition creation via manager self-service
! Only 2 req templates: internal and external recruitment
! Approval path partially autopopulated (depending on internal or external recruitment):
• User only needs to select his HR/Recruiter and his corresponding member of the ALE Excec committee.
• All other approvers including CFO and CEO (in case of external recruitment) are autopopulated
! Basic automated candidate correspondence
! Standard internal and external career site with minimum configuration only (ALE company presentation)
! We manually migrated re-approved requisitions from legacy tools into SuccessFactors before the launch
APPENDIX: The Configuration - Recruiting

24. APPENDIX: The Configuration – Goal Setting & Performance Mgmt
! 2 iterations
! Goal Setting module:
! with efficient configuration of Goal Template
! ‚Cascading‘ functionality enabled
! Goal name, Goal description, Goal measurement
! collaborative setting for both manager and employee to enter/edit goals at the same time
! Performance Management module:
! 2 review phases: ‚Mid – Year review‘ and ‚Overall Year assessment‘
! employee self assessment and manager assessment
! " we migrated 2015 goals of employees into SuccessFactors via file load

25. APPENDIX: Consultation Processes & Data Security Audits
! Information processes to worker representatives or authorities in a number of countries
! France:
! Consultations with local union representatives on all ALE sites in France
! Detailed demonstrations of all 3 modules to union representatives
! Q&A on data security and technical measures to protect access& data
! Germany: consultation and co-determination
! presentations to works council and signing of an agreement (‚Betriebsvereinbarung‘) for the SF usage
! data security audit with external consultant
! ‚data order processing contract‘ between French mother company (ALE International) and subsidy in Germany (ALE
Deutschland GmbH) including list of technical and organisational measures to protect data security
! detailed grid explaining view and edit rights for each user role for all data field in all 3 modules

26. SuccessFactors HRIS Architecture at ALE
ADP GlobalView
ADP Streamline: multiple local payroll
providers and tools
‘Employee Central’: MASTER
SYSTEM (for hires, terminations,
data changes etc)
China: FESCO
SLAVE SYSTEM (for basic payroll information uploaded into SF)
PAYROLL TOOLS
Cost Center
Information
IAM
• Payroll tools produce flatfiles which will be uploaded into SuccessFactors regularly
• No automated integration from SuccessFactors to Payroll tools!
Performance Mgmt
Module
Recruitment
Module
SuccessFactors to payroll systems:
payroll team included as ‚approver‘ in
all payroll-relevant workflows
USA: Insperity
Expense Mgmt, employee communication,
Travel mgmt

27. 27
enterprise.alcatel-lucent.com