The xerox story april 25 webinar
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The Xerox Story: How Job Descriptions Drive Talent Management Xerox Confidential Judy Miller – HR Project Manager Judy Miller currently holds the position of HR Project Manager at Xerox Corporation. For eight years, Ms. Miller was involved with Leadership & Management Development for Xerox Europe working on the identification and development of future managers and leaders. During that time, Ms. Miller also led a global team that designed and developed a system to assess employees against defined competencies and role profiles that would subsequently provide a gap analysis and offer development suggestions linked to Xerox’s LMS system. In February 2011, Ms. Miller joined the corporate HR team responsible for the development and deployment of a suite of HR systems and programs. Within that team, she has been responsible for the development of the Global Job Library, working to meet the overall HR Roadmap requirements and goals. Prior to joining Xerox, Ms. Miller worked for International Computers Ltd., now Fujitsu where was an HR Manager. She also holds a degree in Humanities, plus professional HR qualifications as a Member of the Chartered Institute of Personal and Development.
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Judy Miller, Human Resources Project Manager at Xerox Corporation, shares how with HRTMS Jobs, she was able to create continuity between job descriptions, establish a searchable and archived job description repository, use multi-language features to meet Xerox’s global needs, and integrate their job descriptions with their recruiting, performance, and other systems.
Transcript of The xerox story april 25 webinar
The Xerox Story: How Job Descriptions Drive Talent Management
Xerox Confidential
Judy Miller – HR Project Manager Judy Miller currently holds the position of HR Project Manager at
Xerox Corporation.
For eight years, Ms. Miller was involved with Leadership &
Management Development for Xerox Europe working on the
identification and development of future managers and leaders.
During that time, Ms. Miller also led a global team that designed and
developed a system to assess employees against defined
competencies and role profiles that would subsequently provide a
gap analysis and offer development suggestions linked to Xerox’s
LMS system.
In February 2011, Ms. Miller joined the corporate HR team responsible for the development and
deployment of a suite of HR systems and programs. Within that team, she has been
responsible for the development of the Global Job Library, working to meet the overall HR
Roadmap requirements and goals.
Prior to joining Xerox, Ms. Miller worked for International Computers Ltd., now Fujitsu where
was an HR Manager. She also holds a degree in Humanities, plus professional HR
qualifications as a Member of the Chartered Institute of Personal and Development.
Case Study
The Xerox Story: How Job Descriptions Drive Talent Management
Judy Miller – HR Project Manager
Who we are
Xerox Confidential
With sales of $22 billion, we are the world’s largest enterprise for business process and document management
• Employees: 136,000 worldwide
• History: Founded in 1906 as The Haloid Company; named Xerox in 1958 and Xerox Corporation in 1961; acquired Affiliated Computer Services in 2010
• Headquarters: Norwalk, CT
• Chairman and CEO: Ursula M. Burns
“We operate our businesses in
ways through which economies
grow, societies benefit and the
environment is protected. Some
call it the triple bottom line.
We call it the best thing for
our business success.” Ursula M. Burns, Chairman and CEO
FORTUNE magazine's annual ranking
of the World’s Most Admired
Companies places Xerox at the No. 4
position in the computer industry.
Xerox Corporation Capabilities
Xerox Confidential
Services
IT Outsourcing
Document Technology
Business Process Outsourcing
Document Outsourcing
Office Systems
Production Systems
Xerox – Human Resources
In the past:
Decentralised HR function, processes and systems
• Different systems = different data structures
• Many local systems to maintain / develop
• Duplication of resource and cost
• Challenge to assemble global data
Xerox Confidential
• 136,000 employees worldwide
• 160 countries: Europe, USA,
Canada, Developing Markets
Xerox – HR Roadmap
Xerox Confidential
Global Employee
Data
Global Decision
Support
Global
Compensation
Talent Acquisition Performance &
Goals
Global Succession
Planning
Global Job
Library
Global
Hierarchies
Market
Reference
Job Descriptions
Historically:
• Duplication of effort
• Potentially out-of-date descriptions
• Lack of consistency
• Variable quality
• Little integration with other systems &
processes
• No central repository
• Some regional systems
Xerox Confidential
• 136,000 employees worldwide
• 160 countries: Europe, USA,
Canada, Developing Markets
Global Job Library – desired state
One central repository for all key job descriptions
Consistent, concise and easy to update
Multiple languages
Foundation element for global HR systems
Xerox Confidential
“The failure to have a clear and
unequivocal perception and
definition of what work is, is the
source of inordinate confusion and
a costly waste of effort.”
Elliott Jaques – Requisite Organization
Foundation Data
Xerox Confidential
Global Job
Library
Talent Acquisition
Performance Management
Succession Planning
Global Data
Opportunities
Short term:
• Gather existing job descriptions
into one place, in one format –
accessible globally
• Consolidate multiple descriptions
• Simplify maintenance
Long-term
• Integrate with HR systems
Xerox Confidential
Global Job Descriptions enable
consistent hiring and management
practices.
Requirements and Resources
Internal systems
Google search
Professional bodies: Corporate Leadership Council; Institute of Personnel & Development
Global Purchasing support
Narrowed the field to 4 suppliers
Xerox Confidential
• Centralised
• Easy to maintain
• Multiple Languages
• Integration with other systems
The Solution
Well developed product
Additional features
Expertise in the field
Flexible & highly configurable
Competitively priced
Shared our global vision
Xerox Confidential
• Product demonstrations
• Tender process
• Contracts signed June 2011
Implementing the Solution
Understanding the system’s capabilities
Consulting with stakeholders
Agreeing upon the approach
Building the Library structures
Adding content
Refining
Xerox Confidential
Keeping an open mind
Learning from others
Investing time to understand all options
Implementation – Lessons Learned
Consultation with key users
• HR Business Partners
• Resourcing & Compensation
Communications
• Webinars
• Video overviews of the systems
Keep it simple
• Key / strategic jobs
• Scale up
• Expect revisions
Xerox Confidential
Iterative process
Small project team
Data cleaning
Ongoing process
HRTMS Benefits to Xerox
Xerox Confidential
Eliminate duplication Integration Multiple Languages
Benefit to Xerox: Eliminate duplication
Task:
Compare Job Descriptions in order to create Global Job Descriptions.
Tools:
• Job families
Xerox Confidential
Eliminate duplication
View Job Families
Xerox Confidential
Benefit to Xerox: Eliminate duplication
Task:
Compare Job Descriptions in order to create Global Job Descriptions.
Tools:
• Job families
• Advanced search
Xerox Confidential
Eliminate duplication
Xerox Confidential
Advanced Search
Benefit to Xerox: Eliminate duplication
Task:
Compare Job Descriptions in order to create Global Job Descriptions.
Tools:
• Job families
• Advanced search
• Side-by-side view
Xerox Confidential
Eliminate duplication
Side by side view
Benefit to Xerox: Eliminate duplication
Task:
Compare Job Descriptions in order to create Global Job Descriptions.
Tools:
• Job families
• Advanced search
• Side-by-side view
• Related jobs
Xerox Confidential
Eliminate duplication
Related Jobs
Benefit to Xerox: Integration
Integrate with Talent Acquisition system
• Updated, accurate job & candidate
descriptions
• Reduced time to create job postings
Design
• Data extracted from key parts of the
job description
- Position Description
- Scope & Main Responsibilities
- Candidate Description
• “Ready to export” flag
Xerox Confidential
Integration
Integration
Integration Process
• Consolidate Job Descriptions into an export file
• Daily feed to Talent Acquisition system
Global Implementation Team
• Xerox / HRTMS / Talent Acquisition
Xerox Confidential
JD in HRTMS
Xerox Firewall
Job Posting in Talent
Acquisition
Benefit to Xerox: Multiple Languages
Requirements:
• One job description identifier – multiple languages
• Facilitate process of translation and validation
• Central file of translations for re-use
• Reusable elements in Job Description master
Xerox Confidential
Multiple Languages
Multiple Languages
Xerox Confidential
Multiple Languages
Translation is an expensive business
Consistency across job descriptions is desirable
Reusable, standard statements are highly beneficial
• Build into master template for all job
descriptions
• Offered as choices when building a job
description
Reusable statements Translation costs
Reusable Standard Statements
Reusable Standard Statements
How is it going?
To date, we have:
• 300 jobs in our Job Library
• Started the process of consolidation
• Raised 40% of new job postings from job description templates
• Reduced the time to update job descriptions in the Library after business unit name changes
Xerox Confidential
Meeting our objectives
Future Enhancements
Integrate with HR Roadmap systems
• Performance & Goals
• Succession Planning
Add Competencies
Define and improve workflow
• Approvals
• Translations
• Validations
Xerox Confidential
Continue to add value
Final words
Best Practices:
• Consistent, simple, concise
• Discourage originality
• Guidance and training
• Holistic approach
• Maintenance and ownership
Xerox Confidential
What can you do now?
Questions for the Panelists
Xerox Confidential
How to contact us
Mitch Stephens [email protected]
Bill Rost
919.351.JOBS (5627) www.hrtms.com
Xerox Confidential
