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With Oracle HCM Cloud, MoneyGram International is streamlining onboarding and recruiting, making it easier for...
employees to receive HR services and overhauling performance management and compensation planning.
Those are several of the benefits of a global HR management project outlined by Paula Peacher, senior director of global payroll and HRIS at Dallas-based MoneyGram International.
MoneyGram, which provides money transfer and payment services, went live with Oracle Taleo recruitment, core HR and U.S. payroll on April 1. Performance management will go live in November, and workforce compensation, which allows managers to plan for merit pay and bonuses for staff, will follow in January.
While the company faced difficult integration challenges and the global HR management project was delayed by a few months, Peacher said the effort was worthwhile.
"We have definitely realized significant savings and efficiencies in our processes by implementing the Oracle application," she said during a session at the HR Technology Conference and Exposition.
Oracle supplants assortment of vendors
Previously, MoneyGram used an array of different vendors, including Ceridian for core HR, iCIMS for applicant tracking and recruiting, and ePayroll and TALX for U.S. payroll. Halogen talent management and Stewart Daly Inc. for compensation are set to be replaced.
MoneyGram also chose to keep several of its existing applications and to integrate them with Oracle. During the Oracle implementation, MoneyGram integrated Cornerstone OnDemand for learning management, Kronos for time and attendance, and TotalRewards for managers to plan for complete compensation packages, including salary, long-term incentives and benefits.
Peacher said some key advantages in global HR management are being achieved with Taleo recruitment and onboarding, as well as HR self-service for employees and managers.
In recruitment, MoneyGram, which operates in more than 40 countries, saw its average time to offer a new job reduced from 62 to 40 days, and its time for a new employee to start declined from 88 to 60 days. The averages are inflated by contract laws in Europe that require workers to give between 30 to 90 days' notice.
MoneyGram sees recruiting efficiencies
Oracle recruiting provides "tremendous efficiencies" for candidates, hiring managers and recruiters, Peacher said.
The Oracle Cloud HCM mobile platform, for example, allows people to apply for jobs with their phone or any device and improves collaboration for hiring managers and HR.
In the software, managers also now initiate a form for a new position, job change or termination, something that previously was only done by HR. When a manager initiates a form, the software automatically notifies people in compensation, facilities, HR, executives and finance.
While some leaders were concerned about manager adoption, managers are finding the software simple to use and are adapting to it willingly, Peacher said.
A requisition in Oracle is largely autopopulated, with only six unique fields for completion by a manager, including the business justification, the legal employer, the HR partner, the hiring manager, the job type and the primary location.
Onboarding no longer fragmented
Previously, onboarding was fragmented. Recruiting coordinators would send emails to the company to obtain employee identification numbers and to generate network identification numbers. Facilities and executive assistants were copied, so they could coordinate desks and equipment. HR would send emails to new hires a week before they started.
All those functions are in one place now in Oracle for global HR management.
Before Oracle went live, onboarding occurred on paper, and it could sometimes take a month or more to complete all the forms.
Now, the company typically allows two weeks to complete onboarding forms in the software, and it is a lot more efficient partly because of integrations, including one with a vendor for background checks, Peacher said.
HCM project more difficult than anticipated
Don't underestimate the complexity of integrations in a cloud-based global HCM project.
That's a key message from Paula Peacher, senior director of global payroll and HRIS at MoneyGram International.
"One of the lessons learned is that the cloud is not to be taken lightly," she said at the HR Technology Conference and Exposition. "You either need to have IT staff with experience in development in the cloud and know the cloud, or you need to go buy that experience."
The implementation of Oracle HCM Cloud at MoneyGram included 36 integrations, inbound and outbound. The IT department was determined to build those integrations and continued to reassure Preacher everything was on track.
However, IT was too optimistic, maybe partly because of pride, she said.
After four months, Peacher flew to Minneapolis, the location of the company's data center and IT department, and sat down with management from applications development. "They had to finally raise their hands and acknowledge, 'We don't have this,'" she said.
MoneyGram hired KBACE Technologies, a top Oracle partner, to a two-year contract for integration services. The company also hired Triad HR to supplement HR staff during implementation.
"Don't for one minute think that your existing staff can do their day jobs and this project at the same time," Preacher said.
Core HR provides self-service
A "key driver" for Oracle core HR was to establish and use standard best practices and globalized business processes.
"All data entry was manual, and we were completely paper-based," Peacher said. "We had no self-service for employees and managers, and we were using a U.S. core HR system for global data. Data outside the U.S. does not look like data inside the U.S. We had to do a high degree of customization to house global data in our old system."
Navigation in Oracle allows for easy reviewing of organization charts and also provides a search function for any employee a user might wish to look up.
Employees can also change their address, emergency contact, phone numbers and emails, as well as refer candidates for internal jobs and apply for internal openings.
The Oracle HCM Cloud for MoneyGram "works awesome" in all modules for five different languages, including English, French, German, Polish and Spanish, Peacher said. Users can choose a language to operate in recruiting, core HR or onboarding.
Oracle compensation replaces spreadsheets
With Oracle workforce compensation, executives are no longer using spreadsheets and different systems to collect and allocate pay recommendations from managers.
Paper has not disappeared altogether for global HR management. The company generates a ticket for global transfers and leaves of absences, and a small team handles those tickets.
In conjunction with choosing Oracle, MoneyGram scrapped the traditional performance-review process and its former vendor for that purpose, Halogen. The company will no longer use scaled ratings during annual reviews, Peacher said.
MoneyGram held a formal bidding process and chose Oracle over Workday, the other finalist, primarily because the company believed Oracle was stronger than Workday for global recruiting and for handling scale, such as an acquisition or closing an operation, she said.
Integration of payroll with the general ledger was also easier with Oracle, since MoneyGram is a longtime user of Oracle on-premises E-Business Suite for financials.
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