DNV GL uses Oracle Cloud to manage a global workforce
DNV GL, formed in 1864 as a classification society for Norwegian ships, implemented Oracle HCM to lead its global workforce as it moves into new businesses.
“We’re in a much better situation in HR technology, in the way we are organized and the way we work globally, since completing our Oracle Cloud HCM implementation.”
With 12,000 full-time employees plus 8,000 contingent workers in more than 100 countries, DNV GL needed a way to provide uniform human resources policies and processes around the globe. DNV GL, after more than 150 years of growth and diversification, offers insurance, quality assurance, and certification services to its 100,000 customers in industries including maritime shipping, construction, oil and gas, renewable energies, food, healthcare, and many others. The company implemented Oracle Cloud HCM to meet its needs.
For Competence and Qualification Management, DNV GL needs to follow business-critical market regulations defined by external regulatory bodies, which regularly audit the company. Therefore, the build of a specific application to support those processes was required. DNV GL built the bespoke Competence Management module based on platform-as-a-service (PaaS) services in Oracle Cloud. What really helped us was the close collaboration with the ‘Oracle A-Team.’ They helped us get the necessary understanding about Oracle Cloud technologies. They also helped us build the right architecture for our business needs.
Why DNV GL chose Oracle
The benefits DNV GL derives from Oracle Cloud HCM includes further streamlining of processes, as well as secure and compliant handling of personnel data. Additionally, Oracle Cloud HCM provides enhanced analytics and reporting that enables HR users to better manage their workforce and report out of one system across the different modules implemented, such as Performance Management, Workforce Compensation, and Succession Management.
Employee and line manager self-service, supported by system-based approval workflows, have been introduced in some HR processes. This gives the DNV GL workforce direct access to HR data and allows them to take an active part in HR processes.
With all these HR self-service capabilities running from one system instead of several individual applications, the user has a consistent user experience throughout the HCM suite. This also means less new learning for newly deployed applications in Oracle Cloud HCM.
DNV GL was also able to decommission legacy systems, reducing double data entry while improving data quality. Real-time information on org charts, competencies, and skills across the larger DNV GL community lets the team easily respond to customer needs.
Finally, an improved user interface lets self-service users navigate the system more intuitively, enables possibilities to use different devices, and helps users find the information they need quickly, including reports on key data. The new user experience Oracle provided was especially helpful in the areas of Performance and Succession Management, as well as core HR self-services.
"Before the Oracle Cloud HCM implementation, we were convinced that having an integrated HCM system supporting many HR functions was the right thing to do for DNV GL. Having all HR-related information in one secure place and being able to utilize that information for multiple business purposes brings us many benefits,” says Richard Verhart, DNV GL's global HR service delivery manager and project manager for Oracle Cloud HCM.