| | JUNE 20168CIOReviewIN MY OPINIONBy Carmine Renzulli, EVP & CHRO, Cypress Semiconductor Corp.Achieving a Single System Vision Post-MergerThe current changes in the technology industry are palpable, as companies continually announce acquisitions, mergers, restructurings and re-brandings. While analysts and investors worry most about how the public views finances and product portfolio compatibility, human resources (HR) is the organizational department that is most affected internally. In regard to mergers and acquisitions specifically, the new organization will likely be left with multiple HR management solutions to work with and multiple HR policies to sort through; having unnecessary duplicates can be costly, inefficient and downright confusing.With the completion last year of the merger between Cypress Semiconductor Corp. and Spansion Inc., the new company's HR team faced this very challenge of trying to manage three HR systems (with the third being used by Spansion in Japan as a remnant from a previous merger), dozens of payroll systems and two data warehouse systems. This meant employee data was being tracked across different programs with varying rules based on the country and prior company of the specific employee. As a result, trying to provide a holistic, consistent and accurate analysis and report of employee data became increasingly difficult.To remedy this and streamline HR data management, analysis and reporting, Cypress set a goal to move to a single, core Human Resources Information System (HRIS). In addition to managing information on a global scale, Cypress needed a solution that could be utilized throughout the full lifecycle of the employee relationship: from the time a manager thinks about hiring for a new position, to the time the employee decides to exit the organization.Cypress put together a three-phased plan, which kicked off last year to achieve its single-system vision: Phase one-merge the localized Cypress Japan HR system into the global HRIS; Phase two-merge all legacy Cypress employees into the global HRIS; Phase three-migrate the independent recruiting system into the global recruiting/onboarding system. The plan calls for all three phases to be worked on concurrently to minimize total project time. 1HRIS System RoadmapCore HRLegend:HR SystemPayroll Systemmanual data xferSingle systemAuto data feedCurrentNewSuccessFactorsLacras (JPN)Silk RoadPeopleSoftLacras (JPN)ADP (US)Local PayrollsSuccessFactor (US)Local PayrollsRecruitingPayrollLacras (JPN)Local PayrollsCore HRRecruitingPayrollSuccessFactor (US)SuccessFactors#1#2#3Carmine Renzulli
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