Posted tagged ‘Whirlpool’

Kenexa’s Analyst Day and 7th World Conference – A Winner: Part 2

October 24, 2012

Gary Bragar, HRO Research Director, NelsonHall

For the last couple of years, Kenexa has been rapidly growing its RPO client base globally and 2012 has been no exception.

Recent RPO wins include BOSCH, FMC, and BT, all of which have been multi-country awards. It also has two additional RPO contracts pending. Reasons cited by the clients for selecting Kenexa for the new contracts include:

  • Quality of hire
  • RPO experience including engineering and technical recruiting
  • Cultural fit with Kenexa
  • Global capability
  • Flexibility of solution design.

Further information on the pending contracts will be released soon on NelsonHall’s website.

The customer panel at the analyst event included United Healthcare (UHC), AMD, and Fluor.

AMD:

  • Issue: AMD’s global salesforce and internal formal training were not meeting its needs.
  • Solution: Kenexa implemented its social LMS, which helped employees gain access to experts quickly.
  • Result: AMD went from 39 separate websites of products and training to one LMS with Kenexa that is hosted to eliminate IT and technical issues.

UHC:

  • Issue: UHC had a decentralized team, poor technology, low hiring manager satisfaction, and other metrics did not exist. It was hiring ~11,000 employees per year and wanted to standardize services and deploy a consistent system, starting with non-exempt hiring for a call center and extending into some exempt level recruitment.
  • Solution: Kenexa is using a hybrid delivery model of service center and onsite employees. Monthly and quarterly business reviews are conducted that include reviewing metrics such as on-time delivery within 26 days, acceptance rates, class fill rates, and candidate and hiring manager satisfaction.
  • Result: UHC is expanding the contract from the U.S. to include Europe (U.K., Ireland) and APAC (Philippines).

Other developments at Kenexa include:

  • A new RPO COE in Raleigh, NC (others are in Shanghai, Dubai, Buenos Aires, Krakow, Vizag (India), and Frisco (TX))
  • Fit Compass, which includes an interview guide that the hiring manager receives with custom questions tailored to each candidate based on the outcomes of the Fit Compass Assessment and an onboarding tool, Personal Fit Planner, to ease the transition from candidate to employee. It can also be used for development, career planning, and team building.

With each RPO engagement, Kenexa begins with an analysis of the client’s culture; it then trains its recruiters on educating the candidates and what it’s like to work for the employer. Some clients also include additional services. For example, Whirlpool’s contract also included a career site, social media, employment branding, and marketing.

At the Kenexa World Conference on October 17th, I attended two sessions:

  • Improving Quality of Hire at the Entry Level: A Strategic Application of Assessment, by Home Depot: Home Depot screens hundreds of thousands of candidates each year for hourly in-store positions and needed a more strategic method. It implemented Kenexa’s large library of assessments and Kenexa’s 2x BrassRing to improve the quality of hire and efficiency.
  • RPO 2.0: Creating the Hybrid Model, by PAREXEL: PAREXEL’s original five year contract with Kenexa was to end in 2011, but it renewed and implemented a hybrid model. Kenexa’s services include sourcing, screening, and candidate interview management; PAREXEL retained strategy, candidate relationship, job offers, and reference checks. The two companies work effectively side-by-side meeting with hiring managers to understand their needs; outsourcing is transparent to the client and SLAs have mutual accountability.

In sum, it was a fulfilling analyst day and World Conference. I look forward to the next IBM Kenexa Analyst Day, which will include a smarter workforce track.

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HR Tech Another Success: Part I

October 16, 2012

Gary Bragar, HRO Research Director, NelsonHall

HR Tech was again a very worthwhile investment of my time. Here are some highlights of the new Outsourcing Track presentations I attended:

  • Cisco Uses RPO to Help Hire Up to 15,000 a Year:Using a hybrid co-ownership model, the Randstad Sourceright recruitment team works alongside the Cisco recruitment team to provide services including sourcing, recruiting, and onboarding. Services provided are primarily in the Americas, but may expand into EMEA and possibly Asia where Randstad Sourceright has a presence. Using the hybrid model, Cisco has been able to cut its $120m talent acquisition spend in half.
    • Mark Hamberlin, VP HR Global Staffing, Cisco
    • Rebecca Callahan, President RPO, Randstad Sourceright
  • Ericsson Outsources Global Payroll in Manila:Ericsson issued a RFI to 25 vendors, then created a short-list of 5, and ultimately selected Talent2. Managed payroll services provided by Talent2 for Ericsson in Southeast Asia and Oceania include 4,500 employees in 12 countries, which prior to outsourcing had 12 different payroll processes. Manila is the shared service center. Major benefits obtained by Ericsson thus far include: reduced risk management, minimized complexity of dealing with local tax laws, and ease of expanding into new countries.
    • Mark Howes, HR Director Asia Pacific, Ericsson
    • Mary Sue Rogers, Global Managing Director, HR Managed Services, Talent2
  • Whirlpool Leverages RPO to Transform Talent Acquisition:Pre-RPO recruitment was decentralized and lacked consistency and methodology in its sourcing approach. Business partners were also spending a lot of time doing transactional work including screening and reviewing resumes. Kenexa’s RPO services include: sourcing, screening, administration, candidate management, creation of employment value proposition, and management of the candidate experience primarily in North America with some testing in Europe. KPI’s include: time to fill, quality of the candidate slate, diversity slate, and end-user satisfaction.
    • Lynanne Kunkel, VP of HR, Whirlpool North America
    • Rudy Karsan, CEO, Kenexa

Here are highlights from my RPO meetings:

  • Pinstripe and Ochre House: Pinstripe has won 12 new RPO contracts YTD and its partner Ochre House continues to win new contracts in EMEA including North Africa and the Middle East as a result of its acquisitions of TAAHEED and Carmichael Fisher in early 2012.
  • ManpowerGroup Solutions: New contract wins YTD include 40+ RPO deals globally in 20 countries. It has also expanded existing clients into new geographies including a U.S.-headquartered firm that expanded into China and Southeast Asia and a Spanish-headquartered firm that expanded throughout Europe and Latin America.
  • Randstad Sourceright: Currently with ~100 RPO clients, it won 18 new contracts YTD. Four of its new wins are global deals as a result of the merger of Randstad and SFN Group, which was completed in September 2011. Its fastest growth has been in the mid-market.
  • The RightThing, an ADP Company: Total RPO client count is at 80+. YTD wins include several enterprise and mid-market clients with ~50% as new clients and ~50% as existing ADP clients that added RPO services.
  • WilsonHCG: Primarily serving large and mid-size clients, WilsonHCG also has small clients with <500 employees. The company has a 94% satisfaction rating with candidates and hiring managers across clients.

Stay tuned for my next blog where I will discuss additional meetings I had with Patersons, IBM, Hogan Assessments, SHL Assessments, Secova, ADP, Equifax Workforce Solutions, HireVue, and JobVite.

In the meantime, NelsonHall just published its fourth global RPO market analysis.

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Countdown to the 2012 HR Technology Conference

July 10, 2012

Gary Bragar, HRO Research Director, NelsonHall

This year’s HR Technology Conference is just twelve weeks away. It will be held in Chicago from October 8–10. Be sure to check out the agenda, especially the new outsourcing track, which includes the following presentations:

  • Cisco Uses RPO to Hire Up to 15,000 a Year, presented by Mark Hamberlin, VP of HR Global Staffing at Cisco and Rebecca Callahan, President of Randstad Sourceright
  • Ericsson Outsources Global Payroll in Manila, presented by Mark Howes, HR Director of Asia Pacific at Ericsson and Mary Sue Rogers, Global Managing Director of HR Managed Services at Talent2
  • Benefits in a Time of Uncertainty, a panel discussion including Artell Smith from Aon Hewitt, Brian Johnson from Fidelity Investments, Norbert Englert from Mercer, Gail McKee from Towers Watson, and Tom Maddison from Xerox Corporation
  • Whirlpool Leverages RPO to Transform Talent Acquisition, presented by Lynanne Kunkel, VP of HR at Whirlpool North America and Rudy Karsan, CEO of Kenexa.

I’ve attended the conference the last two years and continue to find it an invaluable investment of my time to:

  • Attend presentations
  • View technology exhibits
  • Network with peers.

Presentations: In addition to Outsourcing, session topics include:

  • Strategic View
  • Talent Management
  • Social in the Enterprise
  • Workforce Analytics and Planning
  • HCM and Workforce Management
  • Recruiting
  • Expert Discussions.

Whether your company has outsourced or continues to do everything internally, there are bound to be several sessions that will teach you how to improve HR in your organization and be a better business partner. When I was on the buy-side prior to joining NelsonHall, I would attend such HR conferences to:

  • Learn about the broader industry
  • Think about how our HR outsourcing contract compared to others
  • Get ideas on improvements we could make.

Technology Exhibits: Since technology is changing so rapidly, it is often difficult to keep up with new applications that are available. The conference is a great way to get exposed to a broad-range of recent innovations, e.g., ADP’s Mobile Application, talent management offerings, etc. You can stop by any booth and see a demo; there is no pressure and vendors are excited about their new products and services and are happy to show you.

So here is your chance to make a difference at your organization; you might stumble onto a better, more user-friendly technology for example. Even if you are not the decision-maker, you can always tell your organization about it when you return and request a customized demo. Alternatively, if you are already outsourcing, you might see something that you don’t have and can bring it to your provider’s attention.

Network: The conference provides an opportunity to expand your network with others including HR practitioners, buyers, providers, analysts, etc. I also like to meet individually with companies I do business with and others I want to learn more about. In addition to the daytime events, there are evening socials too. HR deserves to have fun!

As a reader of my blog, you are entitled to a discount. Register for the conference and enter promotion code HRO12 to save $500.

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Does HRO Help or Hurt in Achieving Human Capital Leadership?

February 24, 2012

Can employers be recognized as leadership development advocates and a great place to work and still take advantage of HRO services? Yes—and recent “best companies” announcements provide plenty of examples.

Fortune’s annual 100 Best Companies to Work For list includes a number of companies known to use HRO services. RPO examples include: American Express (Hays RPO), Edward Jones and Intuit (Manpower Group), Microsoft and Novartis (Alexander Mann Solutions), and SAS and Telefonica (Ochre House). Accenture, which provides HRO services, is on the list as an employer.

HRO clients are also among the recognized companies in the 2011 Top Companies for Leaders, another recent Fortune study in association with Aon Hewitt. PepsiCo (Aon Hewitt) and Unilever (Accenture, IBM) are among the multinationals taking the lead in developing leaders. Again we see RPO as a common talent management service selection; Eli Lily and Novartis AG (The Right Thing, An ADP Company), GE and Siemens AG (KellyOCG), and Whirlpool (Kenexa). IBM, another major HRO player, is recognized, as is Wipro. Accenture is noted on the U.S. list and Infosys is on the Asia Pacific list. ADP is included in the 2012 list of 10 Best  Companies for Leaders rankings by the Chief Executive.

Business Today has just released its 11th annual “Best Companies to Work for” in India and top companies include HRO providers such as Accenture, IBM, Infosys, Wipro, and TCS. Honeywell International (SourceRight Solutions) also made the list and is on the U.S. list for Leaders as well.

The lists go on and on and you will find companies that use HRO as well as HRO providers among the best of the best. You can be a pioneer in leadership development and use HRO in critical talent management areas. You can achieve greatness in any region of the world. You can even look to some of the HRO providers to share their own expertise as a “best company” in the human capital leadership arena.

Will HRO automatically make you the best company? No. However, HRO will not slow you down and may even provide a committed partner in accelerating your success.

Linda Merritt, Research Analyst, HRO, NelsonHall

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