HROD ICT Update Lynne Ridsdale Director of HROD - Human Resources Sub Group
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Manchester City Council Item 2
Human Resources Sub Group 28 November 2017
HROD ICT Update
Lynne Ridsdale
Director of HROD
Item 2 - Page 1Manchester City Council Item 2
Human Resources Sub Group 28 November 2017
Improvements so far
Greater use of technology to support people management is an important element of Our People Strategy, so far:
• Launch of mi people self service in July 2015 gave self service access to circa. 5,500 staff allowing them to:
view payslips, update their contact details, claim annual leave, work expenses and additional hours (including
overtime) and record sickness absence
• Collaboration across GM with new tools for streamlined recruitment ( Jan 2017) and agency resourcing (Oct
2017)
• A new joint HROD & Shared Services Centre Intranet site was launched in summer 2017 responding directly to
staff feedback with the content aligned to customer themes as opposed to service structure
• mi people Phase 2 in 2017: improved the look and feel of the system and streamlined processes to claim
mileage, book leave and record sickness absence. Changes were made to expense categories and sickness
reasons and parental and volunteering leave were added in response to staff feedback. The end-to-end process
for managing attendance including AMRs and AMHs was also brought in scope and the need for paper forms (e.g.
Return to Work form) removed
• New Intranet based staff directory go live in October 2017.
Item 2 - Page 2Manchester City Council Item 2
Human Resources Sub Group 28 November 2017
The Role of Technology in Supporting Our People
Our People Strategy is about making the Our Manchester behaviours real day-in, day-out in the heads,
hearts and habits of the workforce. - Technology has a role to play in supporting this by giving managers
and staff improved tools to get the job done. However, ultimately it’s about people.
Managers are key:
• Improved systems for recording absence more easily and greater access to intelligence will help
managers in monitoring and managing absence and the organisation in understanding trends. BUT
only through effective, supportive and strengths based people management in line with our behaviours
and policies and a culture which encourages access to corporate support, like the EAP, will we truly
improve absence levels
• Streamlined processes and technology to support resourcing, staff movements and payments will help
managers respond more quickly to service demands and ensure resources are in place to deliver BUT
the increased trust and flexibility this brings to enable Services to control their own resources needs to
be used cognisant of our budget constraints and in the best interests of the Council as a whole with
high trust and high accountability balanced by clear management responsibility in line with our
Item 2 - Page 3
behavioursManchester City Council Item 2
Human Resources Sub Group 28 November 2017
The Role of Technology in Supporting Our People (cont’d)
• Streamlined processes and technology to support resourcing, staff movements and payments will
help managers respond more quickly to service demands and ensure resources are in place to
deliver BUT the increased trust and flexibility this brings to enable Services to control their own
resources needs to be used cognisant of our budget constraints and in the best interests of the
Council as a whole with high trust and high accountability balanced by clear management
responsibility in line with our behaviours
• Talent Management technology will help the organisation develop skills for the future and
individuals to access the training they need to deliver BUT this will only work if it is underpinned
by quality people management which gets the basics right with regular About You discussions
and team meetings and a balanced focus on managing staff as individuals as well as strong
performance management.
This isn’t just about managers: every employee has a role to play in taking advantage of the
technological and other tools and resources developed to support them and Our Manchester.
Item 2 - Page 4Manchester City Council Item 2
Human Resources Sub Group 28 November 2017
HROD ICT Priorities 17/18 - 18/19 and Beyond
We want to expand, improve and innovate in the use of technology to support the delivery of Our People
Strategy.
Council-wide discussions are underway on future options for SAP. - Our long term aim is for a people
management system which incorporates core back office and self serve transactional processes as well
as a talent management solution and comprehensive management information.
A new solution to replace our existing SAP platform will need to be in place by 2025.
The next slide set out the HR ICT Priorities for the coming circa. 18 months cognisant of this direction
and with the aim in maximising the use of existing assets, addressing the most urgent and high risk
areas and/or quick wins and increasing, improving and innovating whilst minimising required investment.
Item 2 - Page 5Manchester City Council Item 2
Human Resources Sub Group 28 November 2017
HROD ICT Priorities 17/18 - 18/19
2. Skills Audit 3. Org animation Modeling 4. mi people phase 3
1. Universal Access
Providing a solution for staff and Viewing Improvements and
Delivery of the initial phase to record and update their enhancements to mi people
Implementing a tool to view
of work to provide intranet skills, qualifications and self service with a range of
and model the organisational
access to all staff and scoping aspirations to support potential areas identified,
structure and manage
to broaden this to include workforce development and including enhanced reporting
changes more easily,
email and, ultimately other corporate planning. and, potentially, skills and
potentially through NAKISA.
systems including SAP. (Potentially linked to mi qualifications.
people phase 3)
Other Potential Work
Immediate delivery priorities
● Opportunities from Business Objects upgrade and BPC for
● ELearning risk analysis and solution to enable launch reporting
● About You recording
● Opportunities from new intranet
● Requirements from learning and development review
● Opportunities for interaction and collaboration.
Improvements to support Our People Strategy through improved technology and behavioural change in line with our 3-5 year
journey for HR ICT
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