Transformation Of The Hr Department Of Baker Hughes, A Global Company

1011 words - 5 pages

Managing large fluctuations of employee numbers across multiple geographies

and entities while ensuring a correct and timely payroll processing, is not an easy

task for HR departments. In order to tackle this challenge and to increase HR

service delivery efficiency, Baker Hughes, a global oilfield services company

active in more than 90 countries across the globe, decided to globally transform

its HR department.

In addition to improving payroll accuracy and increasing HR Challenges and Objectives

efficiency, Baker Hughes also wanted to comply with legal and In 2007, Baker Hughes decided to look for a long-term HR partner

regulatory requirements and, most importantly, reduce HR to support them in achieving the following objectives of their HR

operational costs. transformation program:

•Ability to focus on value added activities to help the business

To achieve these objectives, Baker Hughes decided to adopt a

develop and grow

new global HR information system, to harmonize and consolidate

•Ability to readily comply with legal and regulatory requirements

their global HR processes, and to outsource their payroll in 14 •Ability to meet expansion and contraction of the employee base

countries, managing over 11,500 employees. As a result, HR can

and ensure payroll accuracy

now focus on delivering added-value services to support the

• Consolidate and outsource HR administration and payroll

business and the future growth of the company. activities in order to increase efficiencies

• Cost reduction

Overall, Baker Hughes’ main HR objective was to increase HR

About BAKER HUGHES

service delivery efficiency while reducing HR costs and operational

Baker Hughes Incorporated is a global oilfield services

efforts. Therefore, they wanted to collaborate with a single partner

company delivering focused efforts on shale gas and other

which could support them from an HRIS and HR services

oilfield services.

...

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