Issue link: https://www.e-digitaleditions.com/i/227268
First-Hand Account Your new model operates on a Workday platform. What are some benefits of being SaaS based? Engagement At A Glance: Motorola Solutions and Aon Hewitt Number of countries: 63 Number of employees: 23,000 Number of languages: There are a number of benefits we see using the SaaS model. The fact that we are all on the latest version of the system and that it's updated regularly—three times in 2013 and two times a year in 2014—means we see system uptime pretty much at 100 percent with no customization costs. You run the latest version of the system at all times so you are not locked into old software or prevented from upgrading due to prohibitive costs. There is a significant saving in the total cost of ownership versus a more traditional model. You pay a subscription charge, but you no longer have hardware, software, or database costs either through buying or maintenance. We found that customizing our old system led to significant maintenance charges every time there was a system upgrade. We've also found that the overall user experience is much improved. Accessing the system is easy and finding information within the system is fairly intuitive. We see this through the number of employees who regularly access the system. The system is available 24 hours a day and can be accessed securely from virtually anywhere. Once we get through our initial transition to Workday and our new administration processes, we will make the mobile version of Workday available to employees. This will be a huge step forward, allowing many of our employees who are on the move to access and transact on the system using their smartphone or tablet. We also still need to realize the full benefit of the reporting and analytics capabilities, and have plans to put much more focus in this area as we move into 2014. We see big benefits for our business by doing this. Any data around return on investment you can share? Right now we are on track to realize the return on investment we used in our original financial model which was based over a five-year term. 7 Scope: Global service center support (with centers in four different countries), global workforce administration, global staffing administration, North American absence management, U.S. health and welfare benefits, U.S. benefits accounting, and international benefits. Platform: Workday The Provider Perspective "MSI began their transformation journey in 2011 which led them to choose Aon Hewitt," recalls Heather Perguidi, service delivery manager for Aon Hewitt. The engagement was no easy feat with tight parameters: a speedy implementation timeline of 12 months. The secret to making it work? Change management. "We see change management as critical," notes Pam Hein, partner, Aon Hewitt. "What Motorola Solutions did more effectively than most is that they brought the regions and HR leaders into the fold prior to even working with Aon Hewitt. So in the design and implementation phase, they already had people on board and part of the process. We were lucky that Motorola really believed in change management and getting people involved. They wanted to make sure they were telling a cohesive story, a broad HR transformation story." How did they execute on a communications strategy? Motorola voiced a very clear cut campaign through emails, videos, meetings, webinars, and more. They also got leadership involved. "The most important part of what happened Time frame: was their communications from the top," reports Sandy Miller, managing 1 year principal at Aon Hewitt. "They involved leaders in each of the regions. They felt they needed local buy in, local involvement, and they needed everybody to understand that this was an organizational transformation." [62] HRO TODAY MAGAZINE | NOVEMBER 2013