Leveraging gamification and networking for HR capability

Sergei PolianskiCorporate HR Center DirectorHR Solutions/Analytics/Services/Employer Brand/Comms

[email protected]

LEVERAGING NETWORKING AND GAMIFICATION CAPABILITIES

Human ResourcesCorporate HR Center

© Copyright JTI

JTI today

JTI at a glance 2

26,000employees

364 offices

25factories

8research & development centers

5 tobacco processing facilities

• JTI is the JT Group’s international tobacco business

• A global Fortune 500 company

• We employ people in 70 countries around the world

• We are a leading international tobacco product company created in 1999

• We sold 398 billion cigarettes2

• The Company’s core revenue is USD 11,911 million

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HR Power User Concept: Driving HR Capabilities

HR Power Users: Embracing Networking and Gamification Capabilities

© Copyright JTI 2016 4

HR Power Users: Catalyst for Business AdoptionChanging Business Culture

Goal = User Effort & Compliance Goal = User Engagement and Agility

One time roll-out of a new system

Led from the top

Clear end state

Focus on buy-in and compliance to process and system

Train employees in “how to do things”

Continuous process of learning and adapting

Owned by all

Ongoing capability to evolve

Focus on ability to change – “agility” of process and system

Enable and empower employees to self-serve and learn

User Adoption as an Event User Adoption as a Constant

HR-CENTRIC USER-CENTRICHR Power Users: Embracing Networking and Gamification Capabilities

© Copyright JTI 2016

HR Power User Role

HR Power Users:

• Key knowledge holders

• ‘Ambassadors’ who ensure integrity of HR global processes and systems

• Act as BRIDGE between Corporate and Local HR

Essence

5HR Power Users: Embracing Networking and Gamification Capabilities


Maintain

Test / Improve

Train

Change

Power User Activities

• Participates in Corporate projects (e.g. Regression testing)

• Identifies system gaps and submits Change Requests

• Drives local change management activities

• Adapts global processes in local HR organization

• Ensures excellent data quality • Ensures that the system is

maintained in a timely manner

• Possesses Business Process and System Expertise

• Delivers training and onboarding to local end users



HR Power User Specializations

• HR Power Users specialize in one of 4 areas: Core SAP, Compensation, Talent, e-Recruitment

• Depending on location, one Power User can combine several areas

Core SAP (OM, PA, Time)

Compensation Talent e-Recruitment

1 2 3 4

HR Power User



HR Power User Grades

• Power User Grade = Skills + Activities• Based on activities performed

throughout the year and PU Assessment results an HR Power User can achieve one of 3 grades: Silver, Gold and Black

• Status is valid for 1 year and evaluated annually

Silver, Gold, Black

Silver Gold Black



Knowledge and Activities

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Knowledge

Activities

• Taking Training Opportunities (Classroom-Webinar-Self);

• Participation in Best Practice Sharing (Power User Round Tables);

• External Outlook (External Webinars or Conferences).

• Managing change at local level.

• Ensuring adoption of HR systems/processes locally

• Governing data quality• Participating in the

Projects (Learning by Doing, Project as a development opportunity)

• Helping others - Buddies Program

• Power Users earn points • for every training opportunity they have utilized;• through participation in corporate initiatives and performance of local activities;• ensuring stable data quality.

• Points earned are entered into activity log where the Power User can monitor the progressas well as see where they stand against other power users

• At the end of the year total number of points is calculated: belts are attributed according to the amounts of scores collected

Knowledge Sustained through Performing Activities

Ground Rules

10% Black 30% Gold 60% Silver


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Types of Power User Rewards

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Reward Visual Black Gold Silver

Power User PackagePlastic card, statue, letter of acknowledgement X X X

Recognition Letters X X X

Draw of iPads, Amazon cards X X X

Nomination for Expert Roundtables X X

Participation draw in 2015 External Conferences: HR Vision, HR Tech, other X


Aug

Sep

DecJan

Feb

JulMay

Apr

Mar

Nov

Oct

Jun

• Participation Regression Testing

• Participation in Scoping workshops for E-Recruitment

• HR Academy learning opportunities• Power User programs• Power User Race

Enter objectives in Dialogue

Employer Value Proposition-Western Europe Round Table Employer Value Proposition-Central Europe Round Table

myHR Solutions and Compensation –Europe Round Table


Round Tables

• Talent Management Round Table - Asia

myHR Solutions and Compensation –Asia Round Table

Participation in Corporate Initiatives

• Talent Management Round Table - Europe

myHR Solutions and Compensation –MENEAT Round Table


Power User Assessment

HR Power User Role• HR Academy learning opportunities• Power User programs• Power User Race

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Example of 2016 Power User Cycle


© Copyright JTI 13

87 105

171

226250 261

212 210

0

50

100

150

200

250

300

7 year journeyHR Power Users

2008 2009 2010 2011 2012 2013 2014 2015

PU Number

Proficiency (of 3.0)

*The number includes e-Recruitment Power Users

Workshops2 WarsawSt-Petersburg2 GenevaMadrid43 Participants

Power User MeetingsKuala Lumpur Warsaw Budapest/Singapore Dubai Istanbul Barcelona

Target Audience All PUs New PUs Gold&Black / Blue&Silver PUsGold & Black PUs All PUs All PUs

Number of Participants 109 59 45 / 93 92 184 197

RoundtablesIstanbulBangkokAmsterdamKuala Lumpur Vienna

2.01

2.42.27

2.472.68 2.68

2.85 2.87


EnterprisingOpenChallenging

Leveraging gamification and networking for HR capability

Presentations & Public Speaking

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