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HR & Payroll Management Systems specifying the PDR functionality that we have applied and that led them fairly easily to offer training and support. But it is not that challenging from a users point of view bearing in mind we are deploying it to senior managers around the globe, it is a relatively simple and intuitive process. Most people are used to performing transactions online nowadays so performing basic transactions on your employers database in relationship to your employee records or performance review process is much easier today than not so long ago. We now have over 50 different users throughout the business; these are a mixture of dedicated professional HR administrators, where they exist, or personnel assistants. They are performing the same type of role in dealing with the paperwork of senior managers coming onboard in whatever country. We have rolled out the system to our top 450 managers and it is our aim to deploy the self- service capabilities to a population of just under 2,000 managers. Q: W HAT BENEFITS HAVE YOU SEEN FROM THE NEW SYSTEM ? A: We have had previous attempts at providing global grading, compensation and benefits and performance management, all of which have had mixed success at embedding in the organisation. But we have now been able to deploy this functionality quickly across our geographic spread in an integrated way that allows the processes to be easily adopted by the business units. When we presented the approach to our chief executive and board, they were very keen to ensure that we adopted an integrated approach. It wasnt just about delivering a database so that we could get management information at the www.conspectus.com PERSONAL FILE N AME : Fergal Harkin. B ACKGROUND : While being a career HR professional, Fergal has also enjoyed working outside the function on a number of occasions. He has worked at Rentokil Initial for the past three years. The first two he worked in the IT function reporting to the CIO as a change and programme manager, including IT contract negotiations with software and service providers. Last year he was invited to help the group HR function reporting to the HR director and working with Rentokils retained consultants, PwC to initially plan and deliver the new three-year HR strategy and operating plan. He took up his current position to support the group HR director and drive that strategy and plan through, managing a number of change projects including the HR.net Enterprise implementation. Prior to joining Rentokil Initial, Fergal held a number of senior HR positions across different sectors, including HR director, as well as implementing HR operational change and system implementations including SAP and Oracle. centre, although this does help. It was about delivering with HR.net Enterprise a database with workflow applications and process enablement that would really help to embed global processes across a previously siloed organisation. Managers obviously have their own local processes and procedures but they know that in their role as a middle to senior manager in the organisation, they are very much part of a global Rentokil community. Q: H AS THE NEW SYSTEM ALLOWED THE HR DEPARTMENT TO CHANGE ITS ROLE IN THE ORGANISATION ? A: Different parts of the organisation have different HR professional resources some have relatively mature HR functions while other areas have very little or in some cases none at all. Therefore, particularly for those more immature HR functions, being able to deploy the system and work with the processes across their division has really enabled them to build and establish their role within their particular business unit. It has also helped to bring together an HR function which hitherto has operated fairly independently, in the same way as the business has been structured. So HR.net Enterprise is very much a part of a more integrated HR strategy than has been the case in the past. They now see it as the tool that will help that process continue. In time, it will eradicate what has been a fairly laborious process of getting in PDRs and analysing the numerics around the performance review process and presenting that in spreadsheets. Similarly, the salary review and bonus allocations, again largely built around innumerable different spreadsheets that have to be cut and pasted together, will be replaced. For the HR function it will help to deliver a much slicker administrative process and enable them to provide improved management information. Q: H OW WILL YOU DEVELOP THE SYSTEM IN THE FUTURE ? A: The greatest concern with a standalone HR database is that it withers on the vine because of the span of control, therefore we need to hook it into other business processes to ensure that it remains robust and up- to-date. We have signed a major deal with Google for Gmail as our corporate email system. Thats a bit of a bold move but again it gets around real infrastructure and standards problems we have with all our email systems around the globe. This will obviously require an effective global starter and leaver process to maintain the directory and we are looking to see if HR.net Enterprise can provide this global directory and management hierarchy. We are also providing an online procurement system in the UK (procure-to-pay). This will require a management hierarchy to maintain its authority levels, and the data in the hierarchy can be driven from HR.net Enterprise. These integration capabilities are key at the end of the day. Q: I S THERE ANY ADVICE YOU WOULD GIVE TO OTHERS CONTEMPLATING A SIMILAR UNDERTAKING ? A: From an HR communitys point of view it is important to understand what processes you want to enable with this technology. If you are looking at a particular process and you are not too concerned about the detail of how the organisation arrives at that process, then buying something off the shelf is fine. With HR.net Enterprise you have to think about what you want, how you want it to work and then ensure you can develop it. But the basic framework, form design and workflow engine gives you the necessary infrastructure to design more tailor-made and flexible processes to meet your organisations exact requirements. JANUARY 2010 CONSPECTUS 13 HR & Payroll Management Systems View from the top PROFILE Organisation: Rentokil Initial plc. Interviewee: Job Title: The Subject: Fergal Harkin. Group HR head of programmes. Rentokil Initial has installed a new HR system to help align its global human resources processes and provide standard system HR & Payroll Management Systems specifying the PDR functionality that we have applied and that led them fairly easily to offer training and support. But it is not that challenging from a users point of view bearing in mind we are deploying it to senior managers around the globe, it is a relatively