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The New Face of Human Capital Management

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The New Face of Human Capital Management …

The New Face of Human Capital Management
Eugen Paul
Sales Director EMEA Emerging markets

Published in: Business, Technology

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  • 3 objectives for this presentation:Share our vision for how we see Human Capital Management evolvingProvide you with an overview of the SuccessFactors Core HR platform, Employee CentralOffer some early visibility into the momentum we’ve seen, and how we plan to accelerate that momentum in the coming months with SAP
  • To start, I wanted to share a few interesting stats about the workforce with you:93% of the workforce doesn’t understand the company strategy and goals84% of companies aren’t using their workforce to its full potential50% of the average workforce’s capacity is wasted on non-productive workIt’s increasingly evident that the biggest opportunity for organizations is to move from the automation of processes to the optimization and improvement of people…Consider the business challenges caused by these realities: what does an unaligned or unproductive workforce do to an organization’s ability to innovate? How does it impact your ability to grow or move into new markets? What does it do to your corporate culture or your ability to retain the people who are getting calls from your competitors? These are major challenges that organizations are facing today…so it’s not surprising that things like workforce alignment, efficiency and productivity have entered the spotlight as the CEO’s most critical business prioritiesAnd because HR is the only group with the perspective and ability to affect the entire workforce—where they work, how they work, what they’re working on, how they get up to speed and share knowledge, etc. – the role of HR MUST evolve to inform and facilitate the organization’s most strategic workforce decisions.[CLICK TO BUILD]But today’s reality is that HR leaders aren’t equipped to own this transition…A recent study indicated that only 7% of CHRO’s leverage data-driven metrics and analytics to make strategic workforce decisions. This means 93% of CHRO’s are either not involved in the workforce decision making process at all, or they’re making decisions based on limited or no measurable data. Transition: But what if you could get the kind of visibility required to help the organization meet its business priorities?
  • If you think about it, there’s a ton of data being generated about the workforce across an organization’s core HR, benefits, payroll, and talent management applications…in fact, it’s all there: from the structured enterprise profile of an employee, job information, job history, compensation, performance, development plans, career aspirations, and just about anything else you can think of. But, how effectively is that data being used to drive business outcomes? The reality is that traditional HCM systems have served as more of a business “utility” than an engine for business execution. While these systems have been (and continue to be) effective at helping organizations drive regulatory compliance and keep the “people lights” on, they’re rarely (if ever) regarded as investments that drive strategic business value.[CLICK TO BUILD]So the opportunity we see for HR is to see “the bigger picture” as it relates to the productivity, utilization, abilities of the workforce—to inform and influence strategic workforce decisions—and to effectively execute on those decisions. What if you could understand your organization’s revenue per employee across different lines of business? Could you use that as a metric to help you determine which teams/functions are most productive and which ones need help? What if you could compare your organization’s productivity against industry benchmarks to see how you’re stacking up against your competitors?What if you could mitigate turnover among critical roles and top performers because you’re able to understand why they might leave before they do? What could it mean for your business if you were able to reduce turnover among top performers by 5 or 10%?And as your organization evolves—you acquire companies, you move into new markets or new regions—what if you could make data-driven decisions that ensure the right people are working on the right things; the right people are in the right functions and locations…etc.Transition: These are just a few examples that speak to HR’s opportunity to lead an organization’s shift from automation to workforce optimization….but why are we saying that these things are possible now? What’s different today as compared to a few years ago?
  • For starters, one of the biggest evolutions the industry has seen is in how HCM solutions are consumed and delivered. Companies are making a big shift away from legacy, premises-based HR systems to SaaS-based solutions that offer a number of proven benefits:Significantly better TCO delivered through reduced infrastructure & personnel costs, and consistent, subscription-based pricingFaster implementations and upgrades, with almost no downtimeAnd a platform from which to take advantage of innovation on a much more frequent, and ongoing basis. In short, SaaS frees up valuable time and resources for CIO’s to spend less time worrying about managing and maintaining technology, and more time focused on strategic initiatives that drive growth, productivity, and innovation for the organization….less time as a utility, and more time focused on business drivers…Transition: So, from our perspective, SaaS is an important evolution in how organizations consume and deploy applications…which is why SuccessFactors has been a true SaaS provider for HR and talent applications from the start.
  • SuccessFactors delivers its BizX suite of applications as a service, in what we call the “BizX Cloud”We’ve led the way in developing and refining SaaS-based HR applications since the company was founded over a decade ago. Today, SuccessFactors has more than 3,500 customers, and over 15 million users in the BizX Cloud — the most users of any business software cloud on the planet, and more than all our major competitors combined. Our largest customer deployment is to 2 million users on a single instance…We offer true, end-to-end security with ISO 27002 and SSAE 16 SOC2 compliance across all of our products, and are an active contributor to cloud security standardsUnlike some of our competitors who deliver their software as a service by dedicating a single instance to each customer, SuccessFactors delivers true multi-tenant SaaS via a modern, and extensible architecture…this enables significantly more efficiency and scale, and enables us to accelerate our innovation much faster than our peers—our customers take advantages of 4 major releases to our software per year. So, SaaS is absolutely in our DNA but, from our perspective, it’s really just table stakes. Transition:While we see SaaS as an important EVOLUTION in how business applications are delivered and consumed, we look at the ways in which these applications can be used—what we call “business execution”—as the real REVOLUTION.
  • Rather than attempting to simply offer legacy technology alternatives in the cloud and calling it a revolution, we are taking a top down approach to HCM—starting with the business priorities, and mapping an HCM strategy to those priorities to support…Most companies have a challenge turning their strategy into business results because of poor or unfocused execution. They have an ‘execution gap’ between their intentions and their actions. We believe that YOU are the key to eliminating the execution gap. And that’s where SuccessFactors can help. Our BizX suite helps you do three things better than any other business software – align and optimize your people and accelerate your business results: Align : your workforce with your business strategyOptimize: workforce performance across the organization Accelerate: business results with the Workforce(BizX) Insights you need to answer the strategic questionsTransition:SuccessFactors’ BizX suite gives you the tools to turn your strategy into business results through your workforce.Rather than attempting to simply offer legacy technology alternatives in the cloud and calling it a revolution, we are taking a top down approach to HCM—starting with the business priorities, and mapping an HCM strategy to those priorities to support…Most companies have a challenge turning their strategy into business results because of poor or unfocused execution. They have an ‘execution gap’ between their intentions and their actions. We believe that YOU are the key to eliminating the execution gap. And that’s where SuccessFactors can help. Our BizX suite helps you do three things better than any other business software – align and optimize your people and accelerate your business results: Align : your workforce with your business strategyOptimize: workforce performance across the organization Accelerate: business results with the Workforce(BizX) Insights you need to answer the strategic questionsTransition:SuccessFactors’ BizX suite gives you the tools to turn your strategy into business results through your workforce.
  • Aligning and getting people working on the right things is what a lot of you know us for. We started here, and we continue to lead here because it’s so critical to a company’s success. Our solution helps drive alignment across your entire organization by breaking down your strategy into a series of goals, cascading those goals to every employee in the company, and then tracking progress against those goals. This ensures that your people are aware of the company strategy, and working on the right things to support that strategy. In this way we’ll help you drive focus, visibility, and accountability across your business. We’ve been aligning workforces for more than ten years, and we’re the best at it. Next, SuccessFactors helps you optimize your workforce performance with the broadest and deepest set of talent management solutions on the market. We offer solutions for every part of the employee lifecycle to make sure that you can find the right people, get them in the right roles and can reward, motivate and develop them into future leaders. Our tightly integrated solutions support a full set mobile devices and functions across the suite. Then we help you accelerate the business and speed workforce productivity through our Workforce Analytics and Social Collaboration solutions (Jam). Perhaps most important of all is the foundation for our BizX suite – our next generation, global, core HR solution, Employee Central, which captures and combines the employee system of record with all of this additional data that is being generated about them in the suite of talent applications. Transition: Business Execution is what sets SuccessFactors apart, and it’s consistently why our customers choose us.
  • We hired a top three strategy consulting firm to survey over 500 of our customers about the value they’re getting from SuccessFactors, and this is what they heard:In terms of workforce alignment:Customers saw a 5.5% increase in time spent on strategic initiatives13.8% decrease in low performersAnd a significant increase in the communication and dissemination of the company strategyWorkforce optimization:A 15.2% decrease in turnoverAlmost 5% increase in high performers17% increase in people getting the right trainingAnd a 13.7% increase in internal job fillsAnd for acceleration:It’s all about speeding and improving workforce productivity: a 14% increase in project completion, and over 5% increase in high end productivity…These are real resultsand, as you can see, they’re being realized by some of the world’s largest companies and most popular brands…THIS is the opportunity we see for HR, and it’s consistently why our customers choose SuccessFactors. Transition: So, before we take a look at how Employee Central is built for BizX, let’s take a closer look at some of the challenges with traditional approaches to Core HR.
  • Designed for the global enterprise:Our heritage is in designing applications that cut across all types of users in the organization: HR, Managers, Employees, and Business leaders. Our approach with Employee Central is no different. For HR: One core global system-of-record offers a single view into all workforce data including effective-dated job, pay, and organization information, across geographies, cost centers, legal entities, and employee types. Strong auditing capabilities help you meet regulatory requirements and easily report on workforce and organization changes over time. For Managers: Manager self-service lets you easily process requests for any kind of employee transaction, in a language you can understand!Setup virtual groups for teams to collaborate, share information/documents/videos.Gain visibility and insight across your team, manage performance and talent reviews, and make more informed workforce decisions. For Employees: Social collaboration lets you securely share content of any kind, find info/expertise, form virtual groups, & manage your profile page as a personal “brand” to the rest of the organization. Improve employee productivity “from hire to retire”: recruiting, on-boarding, training/learning, knowledge transferProvides visibility and access to a previously untapped pool of valuable insight, all managed and populated by the employee—interests, published work/content, connections with other employees and/or groups, etc.For Business Leaders: Built-in report designer & analytics dashboards enable you to generate and view reports in any format, analyze trends, and model the impact of how talent flows across the orgQuantify workforce productivity and measure business impact of HR strategies and programsUse external benchmarks to compare against metrics like industry, region, and size…and internal benchmarks to compare across targets, divisions, performers, job families, etc. And, of course, the BizX mobile app gives access to all of these experiences on the go.
  • Self-Service:Easily process requests for any kind of employee transaction, in a language you can understand!Setup virtual groups for teams to collaborate, share information, documents, videos.Gain visibility and insight across your team; manage performance reviews, and make more informed workforce decisions.
  • Social collaboration: Build & manage rich profiles, share content of any kind, find info/expertise, form virtual groups, “follow” colleaguesVideo: Capture and share video as easily as text; enhance social on-boarding, social learning experiencesMobility : Access and participate in any experience via any mobile device
  • Built-in report designer & analytics dashboards enable you to generate and view reports in any format, analyze trends, and model the impact of how talent flows across the orgQuantify workforce productivity and measure business impact of HR strategies and programsUse external benchmarks to compare against metrics like industry, region, and size…and internal benchmarks to compare across targets, divisions, performers, job families, etc.
  • [CLICK TO BUILD] According to Gartner, integration between Core HRMS and Talent Management Applications is critically important as inconsistency in data between the two can result in breakdowns in processes like: workforce planning, talent acquisition, pay for performance, or workforce development. (Note: for more info, check out the Gartner report titled “Integration Challenges Can Thwart Getting Value From Talent Management Application Investments”, Feb 24, 2012)
  • Transcript

    • 1. 1SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved.What’s In It For YouProposed Agenda:08:30 - 09:00 SF BIZ X Presentation – Eugen Paul09:00 - 09:40 SF BIZ X Demo – Brendon Gass09:40 - 10:30 SF Learning – Bob Ward10:30 - 10:45 COFFEE BREAK10:45 - 11:30 SF Recruiting – Steven Jones11:30 - Onwards – Q & AThe SAP HCM Team
    • 2. 2SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved.SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved.© Copyright 2011. All rights reserved.Eugen PaulSales Director EMEA Emerging marketsSuccessFactorsThe New Face of HumanCapital Management
    • 3. 3SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved.HR is increasingly essential tobusiness success95% of the workforcedoes not understand thecompany strategy andgoalsNorton & Kaplan50% of the averageworkforce’scapacityis wasted on non-productive workCorporate StrategyBoard Research:Measures that Matter84% of companiesaren’t using theirworkforce to its fullpotentialSaratoga InstituteOnly 7% of CHROs leverage data-driven metrics andanalytics to make strategic workforce decisions
    • 4. 4SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved.What if you could see thebigger picture?Understand your organization’srevenue per employee acrossdifferent lines of businessPredict how yourworkforce needs to evolvein order to enter newmarkets, effectivelyintegrate with acquiredcompanies, acceleraterevenue growthMeasure the productivity of yourworkforce compared with that ofyour competitorsFind consistent patterns in what topperformers do differently than lowerperformersUnderstand the causes and costs ofvoluntary turnover among criticalroles & top performers
    • 5. 5SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved.The HR technology EVOLUTION:Software as a Service (SaaS)11% lower TCOthan on-premiseover 7 yrsReducedinfrastructure &personnel costsSubscription-basedpricing keeps costsconsistent36% fasterimplementationvs. on-premiseScale & upgradewithout downtime orsignificant investmentFaster paceof innovation
    • 6. 6SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved.SuccessFactors: Over 10 YearsPioneering SaaS-Based HR“We calculated a 40% reduction in cost over 3 years by moving toSuccessFactors’ SaaS solution from the highly customized solutionwe had in place. “Tim Schwab,Director of Enterprise Application Division11% lower TCOthan on-premiseover 7 yrsReducedinfrastructure &personnel costsSubscription-basedpricing keeps costsconsistent36% fasterimplementationvs. on-premiseScale & upgradewithout downtime orsignificant investmentFaster paceof innovation3500+ Customers;15M+ usersEnd-to-endSecurityTrue Multi-Tenant SaaS4 releasesper yearModern, ExtensibleArchitecture
    • 7. 7SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved.But The REVOLUTION IsBusiness ExecutionGet people workingon the right thingsFind the right peopleand make them greatRun thebusiness betterAlign Optimize Accelerate
    • 8. 8SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved.But The REVOLUTION IsBusiness ExecutionGet people workingon the right thingsFind the right peopleand make them greatRun thebusiness betterEmployee CentralGoals WorkforcePlanningPerformance Compensation Succession AnalyticsRecruiting Learning Jam
    • 9. 9SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved.Employee CentralGoals WorkforcePlanningPerformance Compensation Succession AnalyticsRecruiting Learning Jam5.5%increase in time spenton strategic priorities1 – 8+ weeksFaster communicationof strategy17%Increase in people gettingthe right training13.8%Decrease in lowperformers15.2%Decrease inturnover13.7%Increase in internaljob fill rate14%Increase in projectcompletion5.4%High-end increase inproductivity4.9%Increase in highperformersCustomers Choose SFSFFor Business ExecutionSource: Top 3 Strategy Consulting firm surveyof CxO’s at 500+ SuccessFactors Customers
    • 10. Challenges OfThe Old Model:Core HR Built ForHR Automation
    • 11. 11SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved.Siloed data repositories; lack of a single global viewChallenges of The Old Model
    • 12. 12SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved.Core data only; tactical view of employee profile Personal information Payroll/Benefits data Employment historyReporting structure× Knowledge, skills, expertise× Performance scorecards× Career & development plans× Informal connections, social graphChallenges of The Old Model
    • 13. 13SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved.Disconnected from other Enterprise dataCRM FinancialsSurveyERPChallenges of The Old Model
    • 14. 14SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved.Inflexible, difficult to configure & adapt with your businessChallenges of The Old ModelManufacturing Sales Marketing FinanceHRReviewsCompensationPlanningPayroll
    • 15. 15SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved.Designed for HR only; bad usability & low adoptionChallenges of The Old Model
    • 16. EmployeeCentral:Core HR, Built ForBusiness Execution
    • 17. 17SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved.Employee Central is BuiltFor Business ExecutionCapture a single global system of recordfor all workforce data
    • 18. 18SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved.Employee Central is BuiltFor Business ExecutionIncludes talent data for a morecomprehensive and insightful employee profileWorkforcePlanningGoals Performance Compensation Succession AnalyticsRecruiting Learning Jam
    • 19. 19SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved.Employee Central is BuiltFor Business ExecutionGoals WorkforcePlanningPerformance Compensation Succession AnalyticsRecruiting Learning JamCRM FinancialsSurveyCorrelate with data from any other enterprise system toanswer questions that drive business execution
    • 20. 20SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved.Configurable to mirror and adapt with your businessEmployee Central is BuiltFor Business ExecutionEmployee CentralYour Org Models Your Pay Structures Your Processes
    • 21. 21SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved.Employee Central is BuiltFor Business ExecutionHR Manager Employees Business LeadersDesigned For Everyone
    • 22. 22SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved.Employee Central is BuiltFor Business ExecutionHR Manager Employees Business LeadersHR Manager Employees Business Leaders• Org-Chart interface• Single view into all globalworkforce data• Easy to perform employeetransactions• Strong auditing &reporting capabilities forregulatory compliance
    • 23. 23SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved.Employee Central is BuiltFor Business ExecutionHR Manager Employees Business Leaders• Manager self-service withno HR jargon!• Single source to view & updateemployee records, accessperformance reviews,development plans, and more.• Virtual groups for team-basedcollaboration• Manage team on the go withBizX mobile app
    • 24. 24SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved.Employee Central is BuiltFor Business ExecutionHR Manager Employees Business Leaders• Social collaboration: Build &manage profiles, share content,find expertise, form groups,“follow” colleagues• Video: Capture and share videoas easily as text; enhance socialon-boarding, social learningexperiences• Mobility : Access and participatein any experience via any mobiledevice
    • 25. 25SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved.Employee Central is BuiltFor Business ExecutionManager Employees Business LeadersHR• Built-in report designer &analytics dashboards• Quantify workforce productivityand measure business impact ofHR strategies and programs• External benchmarks compareagainst metrics like industry,region, and size• Internal benchmarks compareacross BUs, divisions, performers,job families, etc.
    • 26. Partnerships &Integrations
    • 27. SAP + SuccessFactors: BetterTogether– SAP and SuccessFactors arecombining SuccessFactorsBusiness Execution (BizX) suitewith SAP offerings to provide themost comprehensive andinnovative HCM solutions to themarket+Expansion │ Commitment │ ChoiceThis presentation and SAP‘s strategy and possible future developments are subject to change and may be changed by SAP at any time for any reason without notice. This document is provided without a warranty of anykind, either express or implied, including but not limitedto, the impliedwarranties of merchantability,fitness for a particular purpose, or non-infringement
    • 28. Summary of Solution Portfolio for LoB HR* Go-forward solution indicates SAP’s intention to focus our innovation investments and what to position with new customers. Solutions not highlighted will see continuous improvement investments andsupport. (1) Including payroll, benefits administration, time & attendance managementOn-Premise Solutions Cloud SolutionsHR Core SAP ERP HCM(1) SuccessFactors Employee CentralPerformance& GoalsSAP ERP HCMSuccessFactors Performance &GoalsCompensation SAP ERP HCM SuccessFactors CompensationSuccession &DevelopmentSAP ERP HCMSuccessFactors Succession &DevelopmentRecruiting SAP E-Recruiting SuccessFactors RecruitingLearning SAP Learning solution SuccessFactors LearningSocialTalent ManagementSuccessFactors JamWorkforcePlanningSuccessFactors Workforce PlanningWorkforceAnalyticsSAP Business Objects for HCM Analytics SuccessFactors Workforce AnalyticsMobile HCMSAP mobile apps based on SybaseUnwired PlatformSuccessFactors BizX Mobile
    • 29. 29SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved.The New HCM TechnologyLandscapeLearningSocialCollaborationRecruitingGoalsManagementCompensationSuccessionPerformanceManagementWorkforceAnalyticsWorkforcePlanningTalent ManagementWorkforce IntelligencePayrollBenefitsAdministrationTime &AttendanceCore HREmployee Transaction Management
    • 30. 30SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved.PayrollBenefitsAdministrationTime &AttendanceCore HRLearningSocialCollaborationRecruitingGoalsManagementCompensationSuccessionPerformanceManagementWorkforceAnalyticsWorkforcePlanningEmployee Transaction ManagementTalent ManagementWorkforce IntelligenceBusinessExecutionHRAutomationStrategicRelevanceWhere SuccessFactors PlaysStrategic Partnerships
    • 31. CustomerSuccess
    • 32. 32SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved.100+ Customers & Growing Fast!~100 customers, 150K seats sold, 45% outside the US20+ “go lives” per quarterScaling aggressively for deployment
    • 33. 33SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved.100+ Customers & Growing Fast!
    • 34. 34SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved.
    • 35. 35SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved.
    • 36. 36SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved.
    • 37. http://www.youtube.com/watch?v=3ped9h2bdII
    • 38. 38SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved.