Adding Value to the Business
Jean-Luc Augustin
Vice-President
Human Resources
Bombardier Transportation
Products and services
A full spectrum of railway solutions
Rail vehicles






Light rail vehicles
Metros
Commuter trains
Regional trains
Intercity trains
High speed
Trains
 Locomotives
Transportation
systems
 Monorail
systems
 APM systems
 Light rail
systems
 ART systems
 Metro systems
 Intercity
systems
Services
 Fleet
management
 Operations &
maintenance
 Material
solutions
 Vehicle
refurbishment
 Component
reengineering
Rail control
solutions
Transit security
solutions
 Integrated control
systems
 Automatic train
protection and
operation:
wayside and
onboard
 Interlocking
systems
 Wayside
equipment
 Services
 Train-based
broadband
network
 Sensor systems
 Security systems
recording
 Security system
viewing and
event
management
Propulsion
& controls
 Traction
converters
 Auxiliary
converters
 Traction drives
 Control and
communication
Bogies
 Portfolio to
match entire
range of rail
vehicles
 Full scope of
service over the
lifetime of a
bogie
Bombardier Transportation around the world
Headquarters & Major Sites
2006
 Need for change (“Traditional vs Business”)
 Several attempts of Transformation
 Restructuring
The “People” challenge:
 Attracting
 Developing
TALENT
 Retaining
in a tight Labour Market within a growing Business Context
The customer feedback:
HR to be: VISIBLE
CREDIBLE
and to DELIVER MORE VALUE
TO THE BUSINESS
The external benchmark:
4th Quartile
3rd Quartile
2nd Quartile
HR Effectiveness
Median
High
Low

1st Quartile
WORLD
CLASS
Focus!
Important but has
to drive efficiency
Median
HR Efficiency
A CALL FOR ACTION
Our Response:
World Class by 2010
We will drive efficiency and effectiveness through
two key initiatives
PEOPLE
• Acquire talent
• Develop talent
• Develop organisational
capability (competency)
• Create a boundary-less
organization
WHAT we do
HR TRANSFORMATION
• Implement an improved HR
Service Delivery Model
HOW we do it
Our HR Model to achieve excellence:
HRBP-SSO-COE integration
Centers of
Expertise
ONE
HR
Shared
Services
HR Business
Partners
World class
delivery on
PEOPLE
STRATEGY
Integrated HR IS infrastructure
SSO to be a world-class operations
World Class HR
Next steps:
 Call Centers / ESS / MSS
 HRBP role
 Asia
World Class HR for BT
World Class HR
Business Partners
Proactive, from diagnosis to
action, “trusted advisor”,
someone who challenges, drive
leadership culture
Excellence in
Talent processes
Talent acquisition
proactive for key talent (eg graduates,
engineers), fast reaction to fill gaps
Talent management
pipelines for key positions, career
development for individuals
Talent development
leadership, management, technical
and behavioural skills
A “ delivery
engine” for all
other HR processes
Reliable, responsive,
transparent, easy to access/
easy to use, cost effective,
stable, meets the SLAs
13
Way Forward
 The Employment Value Proposition
 Measure People effectiveness and efficiency
 Leadership, leadership, leadership
 Engagement
 Support the operational excellence
Our HR Vision
Visible, Credible and Added Value
Business Partners
A solid system solution is essential to enable a world
class HR organization
• Access to relevant,
timely and accurate
data across borders
supporting the
decision making
process of BT leaders.
World Class
HR Business
Partners
Excellence in
Talent
processes
• Interface to all key
systems supporting
Talent processes
with essential and
accurate data
A “ delivery
engine” for
all other HR
processes
• One system for all data management processes
• Supporting a centralized organization through
global access & authorizations
The starting situation forced us to review the
system approach
Where we started (2008)
Where we want to be
PA:
PA:
More than 50 different systems were used to
One common system containing all HR master data
administer employee master data.
interfacing to other key systems – replacing BTs
One global system (SAP), not interfaced to any other
currently Global SAP HR
system, consolidates all master data on company
level
Payroll:
Payroll:
11 countries required Payroll replacement over the
The accurate and legally compliant payment of all
next 4 years for an amount of 9.5 Mio. €.
our employees is stable secured.
The solution is the outsourcing of payroll and personnel
administration
 Payroll as key source for correct employee data drives decision for global
solution including payroll
 One single source for master employee data across the organization
 Self-Service functionality allocates process and data ownership at its
source

System to become the backbone for the HR Shared Services Organization
 Payroll is currently already outsourced for 10.500 BT employees
(approx. 1/3 of BTs workforce)
Selecting ADP to become a strategic partner
 ADP is one of the few true global providers of a Payroll and Personnel
Administration solution
 Working with specialised, experienced vendor as ADP reduces the
implementation risks
 With ADP access to the latest proven SAP platform is enabled allowing
global usage of Personnel Administration as well as Self Services
functionalities
 ADP is already BTs outsourcing partner in US and France
The scope of the solution with GlobalView covers 96% of the BT workforce
in 18 key countries
Small size countries – out of scope(3,8%)
Outsourced Countries (96,2%)
UK & Nordic
NA
Western Europe
RoW
Central Europe
SAP Business Warehouse
Taleo (Recrut.)
Technomedia (WF Developt.)
Managers & Employees Self-Services
Organisational Management (PA-OS) & Employee Global Data (PA)
Payroll (PY)
Time Calculation Level 1 (PT-RC)
HR Level 3 (CM – Compensation Management)
Local Solutions
Transfer
Local Time & Attendance Systems
BT Global Solutions
ADP SAP Global View
TBD….
Singapore (3)
South Korea (32)
Brazil (111)
Greece (3)
Turkey (11)
Russian Fed. (70)
Finland (40)
Norway (109)
Taiwan (68)
Malaysia (3)
Philippines (9)
China (69)
Thailand (139)
Portugal (107)
India (173)
Australia (270)
Hungary (1344)
Switzerland (675)
Czech Rep. (538)
Austria (574)
Poland (800)
Germany (7511)
Italy (641)
France (1663)
Belgium (795)
Spain (472)
Denmark (388)
Sweden (1592)
UK (4518)
Mexico (930)
Canada (2261)
USA (2787)
Global Solutions
The new timeline of the GlobalView implementation runs until the last go-lives
in January 2014
Jan Feb Mar Apr May Jun
Jul
Aug Sep Oct Nov Dec Jan Feb Mar
Apr May Jun
2010
Jul
Aug Sep Oct Nov Dec Jan Feb Mar
2011
Apr May Jun
Jul
Aug Sep Oct Nov Dec Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov Dec Jan
2012
2013
HR
migr
ation
GV HR
Denmark
14
Live
Live
Germany
Live
France
Live
Belgium
Live
Austria
Live
Switzerland
Live
Spain
Live
Hungary
Live
Italy
Live
Czech Rep.
Live
Sweden
Live
Poland
Live in November 2009
UK
live in April 2009
US
Live
Canada
Live
pre-project
Mexico
Australia
India
Prep
Blueprint
Realisation
Final
Go-Live
Live
Live
live in April 2009
Since 2008 four countries have gone live with a lot
of lessons learnt on the way
UK and India live since April 2009 – on time
Poland live since November 2009 – one month delay
Sweden live since March 2010 – 10 months delay
Overall timeline shift:




– Initial:
2008-07 to 2011-01
– Revised: 2008-07 to 2014-01
 Intense joint (ADP/BT) lessons learnt exercise in mid 2009
– Reshaping of overall approach
– Stronger global BT template definitions
– Better up-front preparation per country
– Longer implementation timeline per country
– Skilled project management resources leading a country
Current countries in implementation (Denmark and Germany) are on track
23