stage tech5 pierro a .pdf



Nom original: stage_tech5_pierro_a.pdf
Titre: Projet SIRH Groupe
Auteur: Renaud LANCRENON

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RAPPORT DE STAGE
FRÉDÉRIC PIERRONNET
PIERRO_A
INTÉGRATEUR PEOPLENET

PROJET SIRH GROUPE
RAPPORT DE STAGE

INDEX

1.

TERRENA’S PROJECT ENVIRONMENT .......................................................................... 3
1.1.
LOGICA’S BACKGROUND .......................................................................................... 3
1.1.1.
LOGICA’s General Description ................................................................... 3
1.1.2.
LOGICA’s Identity card............................................................................ 4
1.1.3.
Organization of LOGICA France .................................................................. 5
1.1.4.
HRP’s Division ..................................................................................... 8
1.2.
PROJECT’S CONTEXT ............................................................................................... 14
1.2.1.
Actors ..............................................................................................14
1.2.2.
TERRENA’s project ...............................................................................16
1.3.
PROJECT’S ARCHITECTURE ........................................................................................ 17
1.3.1.
Project’s Fonctional Architecture .........................................................17
1.3.2.
Project’s Technical Architecture ..........................................................18
1.4.

TEAM’S ORGANIZATION ........................................................................................... 20

2.

LETTER TO MY SKILL’S MANAGER ........................................................................ 22

3.

LETTER TO HRP’S DIVISION MANAGER ................................................................ 23

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1. TERRENA’S PROJECT ENVIRONMENT
1.1. LOGICA’S BACKGROUND
1.1.1. LOGICA’S GENERAL DESCRIPTION

LOGICA is a European enterprise specialized in business management, technologies’
adaptation and externalization.
LOGICA’s group took its roots in the successive fusion and acquisition of a large number
of business management and consulting companies such as Logica, CMG and Unilog.
CMG was created in 1964 in Great Britain by the fusion of three companies (Collins, Mills
and Gorman). It was a company of advice in telecommunication and information technology.
In 1995 the company was publicly traded in London and Amsterdam’s exchange.
Unilog was created in 1968 in France. It was specialized in consulting for the information
technologies and business management.
Logica was created in 1969 in Great Britain and publicly traded in 1983. It was developed
in information technology services for company in consulting business, information
technologies’ adaptation and outsourcing.

Created in 1964

Created in
1969

Logica and CMG made a fusion in 2002
creating LogicaCMG

January 2005 : Acquisition of 60% of
EDINFOR
January 2006 : LogicaCMG buy group
Unilog
August 2006 : LogicaCMG buy group
WM-data
February 2008 : LogicaCMG become
LOGICA
May 2011 : LOGICA buy GESFOR in
Spain

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In May 2012, the Canadian group CGI working in the information technologies and
communications made a buying proposition to the group LOGICA of 2.1 billion Euros.
This acquisition has been archive on 20th of August 2012; unfortunately, that is a too recent
change to be able to detail the consequences of this purchase.

1.1.2. LOGICA’S IDENTITY CARD

PDG LOGICA

Andy Green

PDG LOGICA France

Jean-Marc Lazzari

Registered head office

London (United Kingdom)

Activity

Services, Industries, Finance

Products

Council, Systems Integration, Outsourcing

Workforce

41 000 (9 200 in France)

Turnover

4,9 Bd € (2011)

Jobs

Management consulting, management and
information technology, systems integration
and outsourcing

Sectors and markets

Public sector, Banking & Insurance,
Telecommunications, Army, etc…

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1.1.3. ORGANIZATION OF LOGICA FRANCE

LOGICA mainly acts on information system projects integrating a high dimension of
consulting. The LOGICA group deploys on these projects its well-recognized skills in
engineering, system’s adaptation and outsourcing. On purpose to develop client’s offer two
complementary jobs are proposed by LOGICA: the consulting and the training.
Below: the distribution of revenues between the various LOGICA activities:

Turnover
Integration and
developpement

5%

Consulting

29%

43%
Externalisation
Training
23%

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1.1.3.1.

LOGICA F RANCE ORGANIZATION CHART

Picture from LOGICA’s intranet.
1.1.3.2.

LOGICA’ S ENTITIES

LOGICA France is composed of four distinct entities:
-

LOGICA Business Consulting

-

LOGICA ITS Paris

-

LOGICA Régions

-

LOGICA Outsourcing

The two major entities are: LOGICA Business Consulting and LOGICA ITS Paris.

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1.1.3.2.1.

LOGICA B USINESS C ONSULTING :

The consulting entity of LOGICA employs 3 000 consultants in Europe including 1 000 in
France. Its main goal is to help companies to increase their performance by accompanying
them during the implementation of their transformation and by valorizing the human
dimension. This entity gives advice on the organization, their process and their management
including their information system
1.1.3.2.1.

LOGICA ITS P ARIS

This entity, with more than 6 500 engineers and experts in Europe is the biggest of
LOGICA. It brings to companies its ability to communicate the most innovative technologies
with existing systems.
The system’s adaptation division helps clients during the process of the management of
information’s system for:
-

Development technologies at the forefront of innovation.
Integration into the existing system.
Anticipation and help with the rapid increasing evolution of the technological
environment especially through many service centers.

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1.1.4. HRP’S DIVISION
1.1.4.2.

D ESCRIPTION

The HRP division (or Human Resource Performance) is the division where I have done my
internship. Its goal is to work with issues related to human resources in companies.
Through this division, LOGICA helps its clients with the standardization of their process
and their technologies’ resources on the objectives of the HR functions.
The services assumed by HRP’s division members help the clients to increase their HR
services level for their interlocutors, whether internal (employees) or external (candidates).
The center focuses its expertise in three key areas:
1- The Human Resources :
a. Optimization of HR’s organizations performance and give them some objective
control tools.
b. Design and deploy the process and solutions of skill’s management and training
in complex or international company.
2- Administrative management :
a. Increase services level
b. Optimize the cost associated with the production of the pay slip
3- Time management, activity and planning:
a. Move from a simple administrative information gathering to a real capacity of
management and planning assignments for Human Resources.
By focusing on key activities of human resources, LOGICA helps its customers to acquire
a better management of their workforce.

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1.1.4.3.

A CTIVITIES

The diversification of activities provided by HRP’s division has a good reputation
supporting clients in all phases of their projects.
These different activities are:

Council

1

Job’s council
HR development
White paper payroll
Process Optimization

HRIS Council
Urbanization
Master plan
Choosing help

Organization council
Organization of HR services
Establishment of Services centers

Council, in Job’s council, in development and HR’s optimization process in companies,
HRIS’s council or council in RH’s services organization. These jobs are important in front
end of projects to help clients to choose the best HR’s strategy for their companies and the
HRIS who suits the best to their particular situations.

AMOA

2

FRONT END
HRIS integration
framework
HRIS Auditing
Specifications

Functional test
Design
Third Application Testing
Assistance in general and
Assistance in functional test
detailed design
and double paycheck
AMOA expertise
calculation

Transition
Change management
Starting help
Deployments help

Project Auditing – Governance and Steering – Transverse Coordination

The AMOA (« Assistance à Maîtrise d’Ouvrage » in French) is present on all project
phases. In front End, AMOA’s collaborators help the client on the analyses of the existing
system and the specifications’ redaction. During the conception, LOGICA provides to clients
all the help they need to create general and detailed specifications. On the Functional testing
phase, the AMOA offers to establish a Third Application testing or an assistance in functional
test.
Finally, in the transition phase, the collaborators establish a change management,
assistance for the beginning and a deployment’s assistance. We can also find this unit on
project audits and on projects’ governance and steering for clients.

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INTEGRATION

3

General design

Detailed design

Development and
Tuning

Technical and
functional tests

Technical
Assistance

The integration starts with the creation of the general and detailed specifications. These
documents will allow the development and the tuning of the HRIS. It ends with the technical
and functional tests before putting the new system into production.

OUTSOURCING

4

Infrastructure Hosting

Third Party Maintenance

Services’ execution in BPO mode

The outsourcing, with infrastructure hosting, establishment of third party maintenance and
the services’ execution in BPO mode (Business Process Outsourcing) consists in the
extraction of a part or all the HR activity of the client by LOGICA’s integrator.

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1.1.4.4.

J OS AND ORGANIZATION

In a more detailed level, across the different activities of HRP entity, there are LOGICA’s
teams called “skills” or “practices”. Each team is specialized in one HRIS (or more for
some teams).

HRP France
190 HR Collaborators – CA 2011 34 B€
Council/AMOA – Integration
AMOA

SAP HR

HR Access

Meta 4

GTA

15
consultants

35
consultants

60
consultants

5
consultants

20
consultants

Certifi
é

Solutions
dédiées
RH
30
consultants

Certifié
Preferr

HRP’s entity includes six « skills »:

The HR ACCESS’ skill: It is currently the first integrator of the « HRa suite 7 »’s solution
of HR ACCESS editor in France. It is today the most developed practice in HRP’s entity of
LOGICA France. With its 60 consultants in the 190 of HRP’s entity, this practice operate on
the market of the largest French companies.

The SAP HR’s skill: like HR ACCESS’s practice, it is now the first French integrator of
the SAP HR’s solution.

The Meta4®’s skill: During my training, I worked for this particular skill. This skill is
growing up quickly. It is in charge of the integration of Meta4® PeopleNet solution.

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The GTA’s skill is specialized in time and activity management on several HRIS such as
Horoquartz, SAP or HR ACCESS. In fact, this activity of the Human Resources is often
managed outside of payroll and administrative management issues and generally is poorly
developed in the HRIS. Therefore, it requires a different IS who will work with the central
HRIS, and thus representing some full integration projects.
The «solutions dédiées RH» skill and more precisely the Best of Breed are generally
some solutions specialized in one of the HR’s activities.

1.1.4.4.1.

Meta4®’s Skills

Meta4®’s skill goal is the integration of HRIS created with Meta4® editor’s solution for
our clients.
Originally members of the skill « Solutions dédiées RH » with the other Best of Breed, the
skill Meta4® has become independent really recently.
The evolution of the solution and the ability to compete with the other major integrators
(SAP, HR ACCESS) have led LOGICA to devote this activity same importance as to other
skills.
The practice being emerging, it is composed of a few employees who must be versatile in
all the activity, whether the client supports phases of the specifications with the development
of general and detailed design but also on the development phase until the final integration of
the HRIS for our client and support during the start-up of its systems.

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1.1.4.4.2.

Meta4®’s Skills Organization

Meta4®’s practice started to grow up in LOGICA and have now five employees and three
students. LOGICA also have a third party maintenance team in Bordeaux’s Meta4®’s skill
center created in 2009 and having 8 employees.

HRP Paris:
HRP
Paris

SOL
Bordeaux

JOBS :
Council
AMOA
AMOE
Advantages :
Client’s proximity
Editor’s proximity

SOL Bordeaux:
JOBS :
Third party
maintenance
Advantages :
Economic gains

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1.2. PROJECT’S CONTEXT
1.2.1. ACTORS
1.2.1.1.

T ERRENA

Terrena is a French agribusiness group created in 2004 by the fusion Cana, Caval and
CGA’s cooperative. With annual turnover of 4.4 Billion Euros, 22 000 farmer members and
11 821 employee, Terrena is one of the biggest actor in French’s agriculture and agribusiness.
Terrena’s adherent production is evaluated to 2.3 Billion Euros, representing about 10% of
the agricultural production in the Great West, a key region in Europe.
The group is devised in three big activity sectors:

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1.2.1.2.

M ETA 4®

Meta4®, expert since 20 years in solutions design to Human capital’s management, has
been recognized a few years ago by the very famous analyst firm Gartner as one of the three
worldwide major suppliers in management payroll and human resources applications.
Meta4® offer HRIS solutions adapted to medium and big company’s issue in every
activities sector. Across the world, its solution Meta4® PeopleNet based on an advanced
technology, deployed in licensed or SaaS mode, Meta4® is an answer for more than 1600
customers in more than 100 countries.
Since its creation in 1991, Meta4® applications are managing over 18 million people
across the world.

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1.2.2. TERRENA’S PROJECT

The Terrena group is composed of three entities and each of them has its own HRIS. In
order to unify these three entities, to have a stronger group identity and to normalize group’s
management, Terrena’s group is looking for an HRIS to homogenize and centralize these
management operations.
In September 2010, LOGICA, in partnership with Meta4®, realized suitability study who
demonstrating Meta4®’s solution called PeopleNet© is was enough powerful to natively
answer most TERRENA’s group functional and technical needs.
However at the beginning, the project had some difficulties. Indeed, the HRIS’s group was
suspended.
Fortunately, Elivia entity had a more urgent renewal need of its HRIS and called again
LOGICA to work on their HRIS project.
Finally, after the steering comity of the 28/10/2011, TERRENA’s group wanted to restart
the project “HRIS Group” by extending the scope of Elivia’s HRIS project to initiate the
construction of an HRIS Group and allowing group’s HRD to answer its needs.
The objectives of the first wave of this project are:
1.

To implement the payroll of Elivia in HRIS’ group in 2012

2.

To centralize TERRENA’s group employees’ files in PeopleNet© to allow a better
management and implement evaluation and skill management’s process

3. To provide indicators allowing the development of a group’s social control

At the start of the project, TERRENA’s group’s HRD recalled the main motivations of this
project:
-

A consolidated and more reliable group’s social report
A better skill and employee management
A unified IS payroll and some shared payroll’s skills

The goal is to keep Meta4®’s standard as much as possible and to use a maximum of
native system’s capabilities. TERRENA’s interest is in the structuring ability of this software.

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1.3. PROJECT’S ARCHITECTURE
1.3.1. PROJECT’S FONCTIONAL ARCHITECTURE

PeopleNet©’s Modules

On TERRENA’s project we will have to implement a numerous modules such as:
-

-

Personal’s administration :
This module includes all employees’ files.
Organization :
This module manages the description of all physical and legal structure of the
company.
Skill and Training
This module works on individual skill and Training information.
Time Management
This module is responsible of the schedule of the employees.
Payroll calculation
This module is responsible of the Payroll definition and calculation.

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1.3.2. PROJECT’S TECHNICAL ARCHITECTURE

TERRENA’s project has several environments to answer its many needs.
There is some development’s environments:

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And the preproduction and production’s environments:

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1.4. TEAM’S ORGANIZATION

Meta4®’s skill organization chart:

Skill’s manager

Sylvain Cartier

Renaud Lancrenon

Project’s manager

Sara Blouz

Technical and payroll
expert

Sophie Ruffault

Mohamed Medkour

Hedi Ladram

Thibaud Lecreux

Skill’s member

Frédéric Pierronnet

Students

Meta4®’s Skill being the smallest of HRP’s division, all its members who live in Paris are
working on TERRENA’s project.
In a first time, we frequently went to the client’s location, in Angers in order to establish
together the FCD (functional conception documentation). During development phase, we
moved to Pleyel’s site.
For the same raisons as mentioned above, team’s member had to be versatile, however,
some tasks have been assigned to precise member of the team.
Sara Blouz and Thibaud Lecreux moved to payroll development, Hedi Ladram was
assigned to ADB’s configuration (ADB is the business management tool in charge of the
creation of social’s steering indicators).
At the beginning of the development phase of the project, Mohamed Medkour, Sophie
Ruffault and I were in charge of specification’s development on Organization and Personal’s
management modules of PeopleNet. Then our task evolved. Therefore Mohamed Mekdour
had joined Sara Blouz and Thibaud Lecreux on Payroll development. Sophie Ruffault went on
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ESS/MSS portal’s development (Employee Self Service/Manager Self Service this is a web
portal dedicated to managers and employees).

And finally, I was assigned to database maintenance (for pure maintenance or the insertion
of client’s data) and to the development of the module called “Interface cadres”.
« Interface cadres » module is in charge of the transfer of all employees’ files and their
maintenance (the projects being in three waves, all entities of TERRENA’s group don’t do the
transition at the same time on PeopleNet©, employees’ file will be updated every day from
their old HRIS in order to begin the creation of their historical records).

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2. LETTER TO MY SKILL’S MANAGER
Logica
17 Place des Reflets
92097 Paris La Défense

Houilles, August the 25th

Dear Mr Sylvain Cartier,

I wish to apply to a position of consultant in your company.
I’ m particularly interested in establishing functional and technical specification, creating
programs and meeting the final customers.

During my training session you could appreciate my professional qualities: excellent
communications skills, deductive reasoning and logical thinking. Even under pressure I was
able to maintain high standards. During these six months with you, I’ve improved my
technical knowledge of PeopleNet. I fill like a real member of the team.

I think I would be particularly suitable for the demands of working as consultant on
another project and I am very interested to work with your company.

Looking forward to reading you

Sincerely yours
Frédéric Pierronnet
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3. LETTER TO HRP’S DIVISION MANAGER
Logica
17 Place des Reflets
92097 Paris La Défense

Houilles, August the 25th

Dear Sir

I wish to apply to a position of manager.

During six month for my training session, I’ve worked on a whole project. I could
participate to all the sessions of the project, from the functional and technical specifications to
the creation and the delivery of the new system to the customer. Not only I was very
interested in each part of the project, but I was really involved. Even when working at high
speed, I do not neglect accuracy and maintain high standard.

Taking advantage of my manager large experience, Mr Sylvain, this training session has
improved my professional qualities and my leadership ability. He prepared me in assuming
high responsibilities.

I would enjoy meeting you soon in order to convince you.

Sincerely yours
Frédéric Pierronnet

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