SuccessFactors Overview
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SuccessFactors Overview SuccessFactors Overview Presentation Transcript

  • 1SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved.SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved. SuccessFactors Overview Elios CHAHLA SAP Solution Consultant - EMEA © Copyright 2011. All rights reserved.
  • 2SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved. 2 Typical Company 40% Workforce 60% Marketing Travel & Entertainment G&A IT Depreciation Facilities Outside Services Business Process Re-Engineering ERP Cost Take Out % OPEX Improvements ???
  • 3SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved. 3 HR is essential to business execution You cannot optimize company performance without optimizing workforce performance 95% of the workforce does not understand the company strategy and goals Norton & Kaplan 50% of the average workforce’s capacity is wasted on non- productive work Corporate Strategy Board Research: Measures that Matter 84% of companies aren’t using their workforce to its full potential Saratoga Institute
  • 4SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved. 4 Business Results Manage Top Talent Manufacturing Sales Marketing Finance But, are you moving beyond efficiency to Business Results? HR Goal Alignment Reviews Compensation Planning Payroll Workforce Analytics
  • 5SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved. 5 Can you answer these questions? • How are individual employee goals tied back to the company strategy? • What is the average time to full productivity for new hires? • Are you using the right channels , at the lowest cost, to find the best candidates? • What percentage of our critical job roles are at high risk for departure ? • How are your investments in compensation programs improving productivity, increasing revenue or reducing attrition?
  • 6SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved. 6 Is your technology helping you become more strategic? • What happens when every employee can tie their own goals back to the company strategy? • What if you could bring new employees up to speed 20% faster? • What if you could fill your open positions faster, with higher quality candidates and at a lower cost? • Can you tell the specific impact turnover has on revenue?
  • 7SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved. 7 SuccessFactors can help Get people working on the right things Find the right people and make them great Run the business better Align Optimize Accelerate
  • 8SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved. 8 Employee Central Goals Workforce Planning Performance Compensation Succession AnalyticsRecruiting Learning Jam BizX Insights SuccessFactors BizX
  • 9SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved. 9 Goals Workforce Planning Performance Compensation Succession AnalyticsRecruiting Learning Jam Strategy Financials Supply Chain Operations Employee Survey CRM Delivering BizX Insights Employee Central BizX Insights
  • 10SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved. 10 Source: Top 3 Strategy Consulting firm survey of CxO’s at more than 500 Successfactors Customers 17% Increase in people getting the right training Strategic Alignment 5.5% increase in time spent on strategic priorities 1 – 8+ weeks Faster communication of strategy Cost Savings (13.8)% Decrease in low performers 15.2% Decrease in turnover 13.7% Increase in internal job fill rate Business Results 1% Revenue added back to profit Productivity 14% Increase in project completion 5.4% High-end increase in productivity 4.9% Increase in high performers Over 3500 customers and 15 million subscribers Producing Profound, Measured Business Impact
  • 11SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved. 11 SuccessFactors drives business results Optimize Find the right people and make them great Accelerate Run the business better Align Get people working on the right things Strategy Results
  • 12SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved. 12 SuccessFactors customers are getting results “The SuccessFactors dashboard is a reliable, dynamic, customizable, and consistent source of human capital data for WellPoint.” “At Nissan, we focus on two different kinds of metrics: efficiency and effectiveness. By changing the HR culture and using a data-driven approach, with the help of SuccessFactors, we have moved the needle on both fronts.” “SuccessFactors has a profound impact on the way that we assess our business.”
  • 13SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved. 13 Global leaders are choosing business execution
  • 14SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved. 14 A Global Leader Ten years all in the cloud 3,500 customers/~15M users Largest cloud deployment- 2M users 35 Languages - 168 Countries Closing in on $1/2 Billion 2012 Billings
  • 15SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved. 15 Analysts Agree SuccessFactors is the Leader SuccessFactors continues to be the clear market share leader Prominent end-to-end solution, leading the marketplace SuccessFactors leads the market SuccessFactors' …a global powerhouse in end-to-end talent management software. “ ” “ ” “ ” “ ”
  • 16SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved. 16 Dominant leadership position
  • 17SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved. 17 Bold Move and Dramatic Shift in SAP Strategy What Industry Analysts Think About SFSF + SAP… “ …This addition will….create significant cross-sell opportunities.” Accelerates Cloud Strategy “ This greatly accelerates SAP’s move into the cloud and makes it…one of the world’s leading cloud solutions.” Positive Move for SAP “ …acquisition immediately makes SAP a leader in Cloud business solutions – with strong synergies in terms of target (large-enterprise) customer footprint.”
  • 18SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved. 18 Align 18 Workforce Planning Performance & Goals
  • 19SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved. “SuccessFactors makes it very easy to communicate across the company and hold people accountable to their goals.” Solutions that get people working on the right things Identify talent Revolutionize performance reviews Bring performance to the next level Install a meritocracy Align Improve goal alignment Strengthen accountability Boost employee engagement Keep on track Plan for talent shortages Forecast supply & demand Decrease workforce risk Performance Management Goal Management Workforce Planning
  • 20SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved. 20 Performance & Goals
  • 21SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved. Performance & Goals Performance Reviews • Legal Check •Coaching Assistants • Team Rater • Team Overview SuccessFactors Performance & Goals Goal Dev & Management • Writing Assistant •Goal Library w/ more than 500 SMART Goals • Boost engagement & accountability Calibration •Visual Comparison •Objectivity Across all Departments • Impact to Pay/ Meritocracy Reporting & Analytics 360o Reviews • Socialize the review process • Variety of sources • More comprehensive assessment
  • 22SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved. Companies that are not Aligned Do Not Execute Inadequate or unavailable resources Actions required to execute not clearly defined Poorly communicated strategy Unclear accountabilities for execution Organizational silos and culture blocking execution Inadequate performance monitoring Inadequate consequences or rewards for failure or success Poor senior leadership Unapproved strategy Uncommitted leadership Other 20% 12% 10% 8% 5% 2% 14% 11% 8% 7% 2% Source: Harvard Business Review – Turning Great Strategy into Great Performance, Mankins and Steele, July 2005 45%
  • 23SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved. Goal Development & Management  SMART Goal Wizard  Quickly assess everyone on your team – in real time  Instantly see your team ranked from top to bottom  Identify your top players and cultivate them  Spot your lowest performers  No tie scores
  • 24SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved. Not Getting Performance Right is Costly 48% lower revenue per employee 67% more turnover of high-performers Performance management practices have the biggest impact, on employee productivity, of any talent process. “ ”
  • 25SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved. Engaging Performance Reviews  Intuitive, Easy to Use  Writing and Coaching Assistants  Legal Check  Integrated with BizX Suite for Comprehensive Talent Management “SuccessFactors offers best-in-class performance management functionality”
  • 26SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved. Beyond the Performance Review – Team Rater  Unique Team Rater  Quickly assess everyone on your team – in real time  Instantly see your team ranked from top to bottom  Identify your top players and cultivate them  Spot your lowest performers  No tie scores
  • 27SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved. Calibration for Fairness and Accuracy • 9% of performance ratings are changed during calibration • Lower comp or higher comp than deserved • Review pay and rating decisions together • Adjust pay immediately • Eliminate subjectivity • Simple and automated process “62% of employees get different ratings from different managers. ”
  • 28SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved. 360 Degree/ Multi-Rater 360-Degree Feedback Systems Can Yield A ROI as high as 700%* *Lyle Spencer and Charles Morrow, The Economic Value of Competencies: Measuring ROI • 360 Development surveys & Multi-Rater assessments • Break down barriers • Find hidden strengths and weaknesses • Take action with intuitive charts, graphs and reports • Support for internal and external raters • Configurable workflows • MS Outlook integration
  • 29SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved. • Performance management raised engagement to 75% • EPS increased from $1.87 to $3.18 in same time period • Tried to boost business results through higher employee engagement • Employee survey revealed better performance management was key to higher engagement • SF Performance & Goal Management • 100% compliance in performance reviews • In-built coaching tools to provide consistent and meaningful feedback to employees Success Factors has become an important tool for helping us to manage our team’s performance - Roy Vallee, CEO & Chairman Execution Gap Solution Results “ ” Avnet Increases Performance with SuccessFactors
  • 30SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved. SuccessFactors was one of the key drivers of our tremendous growth and our new status as a power sports industry leader - Tom Porter, Human Resources • Jumped from #3 in market share to tie for #1 in 3 years; goal and performance management partly responsible • Goal management heightened awareness to the overall satisfaction score in JD Powers survey • Better utilization of people per $ spent • Aggressive goal to increase market share in 3 years in highly competitive market • No tools to orchestrate concerted effort across multiple functions in a fragmented organization • No visibility into readiness of employees to support this goal • Success Factors’ Performance and Goal Management. • SF Goals used to align finance, legal, R&D, distribution, customer service, accessory sales, sales, HR, marketing, product planning • SF Performance used to monitor employee performance and design development plans Kawasaki Becomes USA Market Leader EXECUTION GAP SOLUTION RESULTS ” “
  • 31SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved. We’re clearly in front… but SOURCE: Gartner MQ: Employee Performance Management, 2011
  • 32SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved. 32 Workforce Planning
  • 33SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved. Aligning your future workforce to your strategy CEO’s are asking: •Can you tell me what kind of workforce we will need in 3- 5 years to execute on our strategy? •Will your talent strategy build that workforce, at optimal cost, just in time? The answer: Strategic Workforce Planning, which will mitigate the risk of talent shortfalls that would threaten strategy execution
  • 34SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved. You need workforce planning for 34 Merger & Acquisition Due Diligence (Human Capital) Entry Decisions for New Markets Internal Consulting w/ Other Functions New Product Development Deep-Dives into Workforce Analytics Employee Value Proposition
  • 35SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved. Know the Impact of Decisions Before Making Them Answers Questions Like: • How many people will we need in the next 5 years to be successful? • What skills and competencies are most important for our key roles? • What do we have to do now to make sure that we’re prepared? Execution • Mitigate risks to your strategic plan • Create strategies to insure readiness for the future • Map out necessary skills and competencies for success • Ensure accountability with clear action plans and owners Workforce Planning
  • 36SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved. • Automatically calculate supply and forecast demand for critical capabilities • Dynamically model and save multiple scenarios • Analyze gaps in supply and demand Capability modeling and forecasting Powerful modeling tools follow proven methodology
  • 37SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved. • Automatically calculate supply and forecast demand • Dynamically model and save multiple scenarios • Analyze gaps in supply and demand • Measure results with planning metrics Action planning and measurement Identify risks and create action plan
  • 38SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved. • Automatically calculate supply and forecast demand • Dynamically model and save multiple scenarios • Analyze gaps in supply and demand “What-if” financial modeling “What-if” financial modeling communicates the business impact
  • 39SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved. Designed for Multiple End-Users 39 HRBP Data AnalystExecutive • Access key performance indicators • Create demand forecasts • Analyze retirement patterns • Build financial models • Participate in scenario planning & strategy development • Incorporate forecast data into strategic plans • Review monthly dashboards • Manage a workforce plan • Assess human capital risks • Devise action plans • Implement next steps The solution was so easy to use and had the best practices built in so I could deliver real business impact from day one. “ ”-Mike Molinaro, VP HR Operations
  • 40SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved. Mitigating Execution Risk with Strategic Workforce Planning “ “ • Providing scholarships to technical officers • Building pipeline in school age children and increased graduate program • Introduced flexible career paths for critical roles • Auditing operating risks and expenses for real-time adjustments to policies and programs • 40+% of critical job roles at risk of retirement by 2020 • Decreasing supply of engineers • Olympics, rail system, clean energy increased demand for new/different hires • SuccessFactors Workforce Planning • Created multiple supply and demand scenarios • Identified skills and talent gaps and action plan to address EXECUTION GAP SOLUTION RESULTS We know from our workforce planning that nearly 1,000 engineers are needed by 2020 and within that time up to one third of our engineering workforce could retire. This is one of the biggest challenges we face as a business. STEVE HOLLIDAY, CEO
  • 41SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved. 41 Optimize Recruiting Compensation Learning Succession
  • 42SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved. Solutions that find people and make them great “By working with SuccessFactors and changing the way we hire and promote our employees, the company is seeing a marked difference in its customer satisfaction levels, as well as employee engagement.” Compensation Improve retention Calibrate Optimize budget Eliminate errors Learning Learning management Social learning i-Content Extended enterprise Recruiting Talent Attraction Talent Engagement Talent Selection Talent Insight Optimize Succession Build your bench Assess talent Uncover hidden talent Find the best every time
  • 43SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved. 43 Recruiting
  • 44SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved. Other Solutions Don’t Solve All Your Recruiting Problems Dated recruiting solutions haven’t kept up ATS = Electronic Filing Cabinet Candidate Experience = Confusing Maze Recruitment Spend = Expensive Guessing Game $ $ $ $ $ $ $ $ $ $ $ $ $ $ $
  • 45SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved. The talent has shifted how it look for jobs online
  • 46SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved. You Need a Total Solution Your strategy must evolve to keep up with the market Talent AcquisitionTalent EngagementTalent Attraction Search Engine Recruiting (SEO) Next Generation Career Sites Talent Community Development (CRM) Social Network Integration Mobile Career Sites Internal Mobility Social Network Recruiting Smart Job Publishing Referral Recruiting Sourcing Optimization Requisition Management Offer Creation & Management On-Boarding Compliance Social Selection & Assessment Recruiting Analytics & Insights Engine
  • 47SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved. Only SuccessFactors has a complete solution 47
  • 48SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved. Recruiting Execution = Recruiting Marketing and Management Social Recruiting Mobile Career Site Recruiting Marketing Platform Career Site Talent Landing Pages (SEO) Smart Job Publishing Talent Community Requisition Management Sourcing & Social Referrals Recruiting Dashboard Recruiting Management Platform Offer Management Onboarding Talent Mobility Assessment & Interview Mgmt
  • 49SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved. SuccessFactors Recruiting delivers better hires Right for everyone Built for Business Execution Recruiting Management Social and collaborative SuccessFactors Recruiting Management has helped us improve how we hire and deploy the right employees on key projects - Melynda Fox-Lieby, Sr. Corporate Recruiter ” “
  • 50SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved. Integrated analytics give deeper recruiting insights
  • 51SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved. Siemens rolls out Recruiting globally BIGGEST STANDARDIZED SuccessFactors was the clear winner by a significant margin 80 Countries 20 Languages Replaced 7 recruiting solutions Only global application besides email + 420k Users Marion Horstmann, Head of Corporate Human Resources + 18k Job Requisitions + 5k Job postings per month + 2M Candidates migrated + 400k Applications created ”“
  • 52SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved. With SuccessFactors Recruiting we are making much better hires than ever and our hiring managers LOVE the system. Aileen, Gronewold, Staff VP, Human Capital • 75% A-Player hire goal was exceeded • Recruiters now support 65% more hiring managers • 37% total stock return since Jan 2008 • CEO mandate to “upskill” entire org based on new strategy • Part of new strategy called for growing key BU’s; required identifying and resolving talent gaps • Existing ATS was hard to use and not collaborative • SF Recruiting for 3,000 users, with Succession, Goals, and Performance for a smaller pilot group • Expanded reach of corporate hiring to the branches • Hiring managers can review resumes, insert comments, and collaborate Execution Gap Solution Results Leggett & Platt hires more A- Players ” “
  • 53SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved. 53 Compensation
  • 54SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved. Smart Compensation Pays Off Improved Employee Retention Decreased Costs Saratoga Institute Companies with higher standard deviations in compensation have 15 – 20 % greater performance when measured by revenue and profit growth. Employee compensation management may improve employee retention by as much as 27% Companies gets 20% savings on HR headcount on admin and support of compensation with usage of technology enabled compensation planning Better Business Results “ ” “ ” “ ”
  • 55SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved. Awakening to Value Automated, intuitive comp as part of talent management • Talent management process integration • Core HRIS integration • Support for complex comp scenarios • Easy to administer/use SOURCE: Bersin, April 2011, Comp Research Bulletin , Gartner 2011 EPM MQ,, Ventana, Trends in Total Comp Management, 2011 Today Tomorrow Still relying on insecure, error-prone spreadsheets?
  • 56SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved. Simplified, Comprehensive Compensation Base Comp/ Salary • Base pay, adjustments, lump sum, stock, equity • Functional and employee currency • Sr. Manager/ Exec Editing SuccessFactors Compensation Variable Pay • Bonus • Goal achievements tied to bonuses • Position specific payments Calibration • Objective reviews across groups •Tie performance to comp • Ensure rewarding and retaining high performers Reporting & Analytics
  • 57SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved. I am really happy with compensation. The linkage between performance and compensation is excellent. It has surpassed my expectations. Achieve Pay-for-Performance Optimize your Budget and Maintain Compliance Support for Planning and Analysis Compensation Management -Don Hopkins, VP and CIO ” “ Compensation Made Powerful and Easy Embedded Analytics show real-time results
  • 58SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved. Live Analytics for Compensation
  • 59SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved. Calibration for Fairness and Accuracy – Remember the 9% • 9% of performance ratings are changed during calibration • Lower comp or higher comp than deserved • Review pay and rating decisions together • Adjust pay immediately • Eliminate subjectivity • Better use of budgets “Compensation management improves employee retention by as much as 27%. ”
  • 60SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved. Who’s the LEADER in Compensation Management? SOURCE: Gartner MQ: Employee Performance Management, 2011 SuccessFactors