1. Page 19/18/2015 Movex User Association Conference – 22 October 2008 Implementing Lawson’s Strategic Human Capital Management A Customer Case Study Kristin Trecker SVP- HR

2. Page 29/18/2015 Movex User Association Conference – 22 October 2008 Agenda  Company vision and link to our implementation  Implementation Objectives  The Global Implementation Process  Success Measurements and KPI’s  Lessons Learned

3. Page 39/18/2015 Movex User Association Conference – 22 October 2008 Vision To be the global leader by:  Focusing our development and go-to-market effort in our target markets  Offering our customers a superior experience  Attaining world-class performance in each of our functional disciplines

4. Page 49/18/2015 Movex User Association Conference – 22 October 2008 Implementation Objectives

5. Page 59/18/2015 Movex User Association Conference – 22 October 2008 Stop Paving the Cow Paths Jim Highsmith

6. Page 69/18/2015 Movex User Association Conference – 22 October 2008 Implementation Objectives 1.Establish processes to drive efficiencies around the globe (avoid paving the cow path!)  Assessed where Global Programs/Polices/Process were appropriate and where local / regional should apply  Reduce number of systems which require the same data (9 systems required the same employee information)  Automate / reduce manual work where possible  Identify “real” reporting needs

7. Page 79/18/2015 Movex User Association Conference – 22 October 2008 Implementation Objectives 2. Establish foundation for World Class Performance  Improve data integrity by allowing those closest to the information to own it  Improve management effectiveness by reducing time spent on “administrivia”  Launch global talent management approach (no small feat!)

8. Page 89/18/2015 Movex User Association Conference – 22 October 2008 3. Be one of the four charter beta-sites  System met our requirements for global HR system  New application, technology, and SAAS model met new challenges that we were ready for Implementation Objectives

9. Page 99/18/2015 Movex User Association Conference – 22 October 2008 Global Implementation

10. Page 109/18/2015 Movex User Association Conference – 22 October 2008 Global Implementation  Pre Roll-Out –Developed multi-tactic communication plan including them of “Claim Your Space” –Prioritized geographical roll-out –Held in-country training for power-users specific to their role (e.g. payroll, HR) –Created triage for helpdesk –Established “operations center” to take escalated calls –Conducted an audit led by HR Generalists and then asked employees to validate their information

11. Page 119/18/2015 Movex User Association Conference – 22 October 2008 Global Implementation  Pre Roll-Out, continued –Identified regional champions (HR or Payroll people) –Created role-specific training (e.g. HR Generalist, Payroll, Manager, Employee, Helpdesk, etc) and role-specific communication –Established daily 30 minute meeting with team and weekly 60 minute meeting with executive sponsors

12. Page 129/18/2015 Movex User Association Conference – 22 October 2008 Global Implementation  Day One-Go Live –Video announcement reminding employees of objectives –Created a “war- room” for escalated triage and changes employees could not make –Had back-up team in place in the event that volume exceeded expectations

13. Page 139/18/2015 Movex User Association Conference – 22 October 2008 Global Implementation Live on: –Talent Acquisition –Global System of Record –Compensation

14. Page 149/18/2015 Movex User Association Conference – 22 October 2008 Success Measurements and KPI’s

15. Page 159/18/2015 Movex User Association Conference – 22 October 2008 Measuring our Success  Talent Acquisition System: −Reduction in hiring agency usage by minimum of 30% (approx. £1.5M annually) −Real-time global view of hiring activity −Increases accuracy and visibility of openings report −Improves ability for employees to review and apply for global openings −Provides a shared global database of candidates −Ease in allowing recruiters globally to assist each other during peak periods

16. Page 169/18/2015 Movex User Association Conference – 22 October 2008 Measuring our Success  Talent Acquisition System: −Reduced paper-based processes −Helps manage excessive resume volume −Allows managers to be engaged and / or inspect the hiring process more closely putting greater accountability on all −Captures important data about the hiring process (e.g. source, new applicants, screened, declined, etc) −Automation allows better way to assess ROI of different job boards and sources

17. Page 179/18/2015 Movex User Association Conference – 22 October 2008 Measuring Our Success  Global System of Record −Automatic feed of data from Talent Acquisition application improved data integrity and reduced administrative processes including multiple data entry points −Reduced employee entry from 9 systems to 2 (and to 1 in December) and automates on-boarding tasks −Approximately 700 adds/changes made in the first two weeks −Small volume of calls to helpdesk. Most around security/access issues. Most resolved in 1 day.

18. Page 189/18/2015 Movex User Association Conference – 22 October 2008 Measuring Our Success  Compensation System −Incentive plans rolled out electronically −All incentives payments (other than sales) will be automated using this tool −Required signatures for all employees to “force” usage of tool −Automate Merit increase process using market rates by country

19. Page 199/18/2015 Movex User Association Conference – 22 October 2008 Lessons Learned

20. Page 209/18/2015 Movex User Association Conference – 22 October 2008 Lessons Learned  What Went Well −Process mapping process was invaluable −Data audits conducted by HR in advance “fixed” many errors −It helped that incentive payments process “forced” people to go to website

21. Page 219/18/2015 Movex User Association Conference – 22 October 2008 Lessons Learned  IT support changes (SaaS model- do we really need IT???)  Spend a lot of time on the ground where the changes will be considered the biggest  Link in various functions early in project - never too early  Communication is by role - don’t forget any  Ensure you have dedicated resources  Turn off access to other sources

22. Page 229/18/2015 Movex User Association Conference – 22 October 2008 Lessons Learned  Communicate, communicate, communicate  Be clear about how you measure response time  Beware of a company restructure before go-live  Leverage “outsiders” for review of communication and training  Screen shots for training purposes were found to be helpful

23. Page 239/18/2015 Movex User Association Conference – 22 October 2008 What Next?  Prioritize implementation of additional functionality. This is the foundation for global Talent Management.  Continued focus on global adoption of technology.

24. Page 249/18/2015 Movex User Association Conference – 22 October 2008 QUESTIONS

25. Page 259/18/2015 Movex User Association Conference – 22 October 2008 Lawson’s Drive to Our Journey Towards World-Class Performance A Case Study From Lawson Kristin Trecker SVP- Human Resources 22 October 2008