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.

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Oracle Cloud HCMの導入を完了してから、HRテクノロジー、組織のあり方、グローバルな仕事の進め方において、状況ははるかに改善されています。

Guttorm AndresenSenior Principal HR Officer, DNV GL

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Business challenges

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.

能力と資格の管理において、DNV GLは、定期的に会社を監査する外部の規制機関によって定義された、ビジネスに不可欠な市場規制に従う必要があります。したがって、これらのプロセスをサポートするために、アプリケーションを構築する必要がありました。DNV GLは、Oracle CloudのPaaS(Platform-as-a-Service)サービスをベースに、能力管理モジュールをカスタマイズして構築しました。本当に助かったのは、"Oracle A-Team "との緊密なコラボレーションです。彼らのおかげで、Oracle Cloudの技術について必要な知識を得ることができました。また、私たちのビジネスニーズに適したアーキテクチャの構築をサポートしてくれました。

Mathias ProchaskaHead of Application Services, DNV GL

Why DNV GL chose Oracle

DNV GL chose Oracle HCM Cloud because it supported the company to set up a global, shared-service organization which is delivering HR services from nine different geographical regions across the different business areas. In addition, Oracle could provide HCM functionalities supporting HR processes in a holistic way from end to end. The Oracle Cloud HCM suite offers high configurability that enabled the adaption to DNV GLs global HR processes.

Results

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.

公開日:August 11, 2020

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