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Founded at the end of the 19th century, VINCI is a global player in concessions and construction. Its mission is to design, finance, build and manage infrastructures and equipment that help improve the daily life and mobility of all of its customers. The group achieved sales of €38.5 billion in 2015, 42% of which were made abroad. The Group now has more than 185,000 employees and is present in some 100 countries.

Complex and diverse HR systemsIn any international group, communication with employees, collaboration, and identifying and sharing expertise are essential. But at VINCI, managing employees turned out to be a matter of consolidating information contained in highly complex and diverse IT systems, with different SAP HR instances in each country and 73 various payroll systems in the construction division alone.

While many divisions have structured their activities around an ERP, the individual constituent companies might each maintain a different version or settings, because the group’s philosophy is to encourage autonomy among its subsidiaries – a major marker of VINCI’s identity. Moreover, its international development (a strategic priority) requires a very dynamic policy of external growth that includes acquisitions in various countries, thus enhancing the diversity of the information system.

With as many as 30% of internal emails failing to be sent, VINCI has become aware of the need to better manage and continually update data on employees, including information about new arrivals, departures and transfers. Retaining former employees in the directory made confidentiality of data, and even the security of activities vulnerable.

Why Talend?Since 2007, VINCI has been using Talend’s data integration technology. “Having already acquired Talend’s in-house capabilities, we naturally tested its Master Data Management (MDM) offer to create a single employee platform to be shared by all applications. We called on the Jems Group, a Talend partner, to support us in this endeavor,” Jean Huot, VINCI’s Director of Infrastructure and Services, explained.

The first step in this project focused on data governance, in other words, on defining who was responsible for the data. The new HR directives stipulate that employees are required to protect their data. The stakes were high. We had to allow autonomy while monitoring data.

The second step was to determine the necessary information and its format: last name, first name, photo, status, hierarchical position, contact (email, telephone) and location, and to work with Talend MDM to create a common language to be shared between all divisions, which determine their own employee data collection systems. IT used Talend Data Quality to correct these data and return them to all divisions and employees.

All of the data were then pooled in a group directory that includes all employees, organizations and companies of the group. This directory is supplied by the group’s various HR systems (consolidated at the level of the division heads), and now contains information on 155,000 employees, 15,447 organizations and 4,515 companies, and all information is updated on D+1.

With Talend MDM (managed by about a dozen

Optimizing human capital management

“Talend provides us with a one-stop, instant overview of our employees, helping us better manage skills and talents and the whole of our HR programs.

CA S E S T U DY

INDUSTRY

• Construction

INFORMATION• HQ: France

• 10,001+ employees

USE CASE• Human Resource Management

CHALLENGE• Complex and diverse HR systems

TALEND PRODUCT USED• Talend MDM

PARTNER• Jems Group

RESULTS

• A one-stop, instant overview of 157,000 employees

• Rate of emails to employees failing to be sent dropped from 30% to 0%

• Information updated starting on D+1

”Jean Huot, Director of Infrastructure and Services, VINCI

people), VINCI created a unique and shared identifier for each employee in the group. Even if the employee receives a new assignment within the group, he/she retains his/her credentials, which gives him/her access to all applications. An SSO function was set up in less than one month to secure this access, and people’s information is now traced over time.

“Since each division operated independently, it was important to make each division responsible for governing its own data. A major correction project was initiated, based on exchanges with each division. The IT department used Talend Data Quality at this stage to ensure the relevance of the data: deduplication, error detection, data formating, etc.,” Erwan Jegaden, Head of the Integration Platform, explained. “The fact that these exchanges were structured with Talend MDM gives us traceability today that allows us—in case of error—to immediately determine its origin and thus how to rectify it.”

The data in the group directory are directly accessible with Talend ESB via Web Services: search, profile creation, etc. Consultation is done in real time with inquiries made through applications or directly in the HR systems of the different divisions.

In a third phase, a support team was put in place to monitor the quality of the data and to identify errors in a monthly report. The group’s HRMs also regularly intervene to alert employees; identifying errors is an ongoing task and it is essential for all departments to be made aware of the impact of these errors on their activities. Today, the error rate is as low as 0.05%, compared to nearly 8% in the past.

Better management of skills and talentsThe implementation of a database containing all employees, with a unique user name assigned to each one, allows VINCI to better monitor the quality of its data. While updating information has taken up to six months in the past, it is now updated on D+1.

Beyond the significant improvement in data quality, one of the main benefits of the project lies in the implementation of a single, high security authentication system that enables employees to easily access their applications with their user name and a password. Jean Huot is pleased to say that “for certain applications, this authentication is even automatic. We’ve gained agility; in the past, if employees needed to use an application, they had to create accounts locally, which was very time-consuming. Today, with SSO, rights are instantaneously activated.”

The new platform supports access to various VINCI applications, including a profit-sharing program, talent management, skills development and training, travel and collaboration on social networks.

“The unique identifier gives the employee access to a social network that symbolizes the added agility we enjoy. It is a space for sharing expertise that greatly improves our ability to work together. The user simply has to enter his/her skills, or even his/ her interests, and the data are added to the group directory,” Jean Huot continues. “Locating expertise has become a breeze. Without our Talend database, we would never have been able to implement this type of process or talent management strategy. Not only did we devise a solution for a problem we had managing our contacts, which ultimately could have compromised the security of our activities, but our new platform also allows us to create new value-added services such as this social network.”

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