Aviva and Oracle HRMS

Achieving Successful Human Resources Management

Jean Timms, Head of UK HR Systems

© Aviva plc
Agenda

• Who is Aviva?
• HR Policy
• HR Systems Strategic Approach
• Strategic use of Oracle e-business suite
• Extracting value from Oracle HRMS applications:
- How we started
- Where we are today
- Future Directions
- And how are we doing it ...

© Aviva plc
Who is Aviva?

• Launched in July 2002 as the new name for CGNU, the group
created by the merger of CGU and Norwich Union in May 2000
• World’s seventh-largest insurance group and the biggest in the
UK
• The group has 59,000 employees and 25 million customers
worldwide
• Aviva operates in around 30 countries:
- 90% of our business comes from Europe
- 52% comes from the UK
• £28 billion premium income and investment sales from
continuing operations and more than £200 billion of assets
under management

© Aviva plc
 HR Policy

• The Group aims to have in place competitive and fair reward

policies in the countries in which it operates. HR departments
will lead in setting policy and practice which they believe will
allow them to attract, retain and motivate the level of talent
necessary to deliver their business plans successfully. They
will also take account of their businesses ability to meet the
costs of proposed reward policies.
• We believe our people are a source of competitive advantage.
The company will invest in its employees’ training and
development, building their capabilities to meet the business
plans and provide internal management succession.

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The UK HR Systems Strategic Approach

• HR should deliver its core operational processes through common,

technology driven solutions
• Staff should manage and own their personal data on line
• Relevant training and development should be delivered through
commonly developed technology based training
• Transactional processing will be automated wherever possible to
reduce HR’s administration role
• We should be creating business insights through the effective
reporting and analysis of data on our human capital
• Our HR Systems development plan should deliver functionality and
capability to the business as it can be absorbed

© Aviva plc
Key Operational Requirements

• We must support the legal and regulatory requirements of the business.

• Our solutions must be scaleable, so that growth in our user base can be
readily accommodated.
• Our activities and the way the team behaves must support our values and
behaviours, particularly those of team work, progressiveness and
outperformance.
• We should aim to keep our solutions simple, which means packages will
be implemented with minimal customisation.

© Aviva plc
Use of Oracle e-business suite

• Our first and preferred solution to a systems problem

should be found within the Oracle suite of products
• If the Oracle solution does not meet our
requirements, then any alternative technology
solution adopted should be UK wide in application
and Oracle compatible

© Aviva plc
 How we started: HR Records and Payroll

• Went live October 2001

• New installation

• 35,000 staff and 4,500 pensioners

• 9 payrolls, 329 pay elements

• 40 interfaces to and from other systems

• data conversion of 2001 data

• automated letters / contracts

• workflow
• effective MI
© Aviva plc
 Where we are today: Oracle Self Service

 Direct Access rollout started Jan 2003

 Manager and Employee update
 Personal details, online payslips,
 MI for managers
• Leavers
• Cost centre changes
• Absence recording
• Discoverer/ Business Intelligence

“Everyone has now logged on and the general feedback is that the system
is very good and user friendly. A few problems arose with some people
not having a hierarchy but this was quickly fixed by the helpdesk who
were very efficient”
© Aviva plc
Where we are today: Oracle Training Administration

• Due to go live October 2003 to

Training Administrators
• Replacing legacy training
systems and MANY
spreadsheets
• Opportunity for consolidated
training MI for all Business Units
• Will be linked by Skills and
Competencies to HR
• To be rolled out to all staff in the
UK as part of Oracle Self Service

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 Future directions: i-learning

• 2004
• training modules in support of:
- key business initiatives
- product training
- procedural/ systems
training
• linked back to skills and
competencies

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 Future directions: Oracle i-recruitment

• 2004
• e-recruitment effectiveness proven
through hosted pilot
• Drivers:
- to reduce costs
- enhance brand management
- standardisation of procedures
• looking to link internal and external
hires seamlessly to core HR

© Aviva plc
And how are we doing it ...
BU HR
Ownership of
UK-wide project Testing
minor enhancements HR System
teams System
Changes requests

Group HR
HR Systems Central Team

Consultancy, Impact Support: Help Desk

Analysis, testing, training
Strategic Projects
coordination::
Non-strategic projects /
Minor enhancements
open 8.00-5.30
tracking of all change
requests and user
problems; training

NUCS IT
IT Development team (ITD) - NUCS Support team (ITD)
Mandatory projects /minor enhancements/ Strategic projects - NUCS

IT Infrastructure team

© Aviva plc
© Aviva plc