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Loud in the cloud - Customer Spotlights

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We are proud that many of the best names in the world rely on SuccessFactors software to deliver workforce performance that is second to none....

We are proud that many of the best names in the world rely on SuccessFactors software to deliver workforce performance that is second to none.
With approximately 3,500 customers and 15 million subscription seats globally, we strive to delight our customers every day by delivering innovative solutions and best-practice insights.
This “Loud in the Cloud” reference booklet highlights the benefits and real business results companies have achieved by partnering with us.

Enjoy the read!

Lars Dalgaard

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    Loud in the cloud - Customer Spotlights Loud in the cloud - Customer Spotlights Document Transcript

    • LOUDIN THECLOUDCustomer SpotlightsVol.1 | May 2012
    • Contents at a GlanceIntroduction . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1SuccessFactors Business Execution Suite . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2Customer Testimonials . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3Case Studies . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4 AMD: AMD Goes from Surviving to Thriving with SuccessFactors Employees: 11,000 l Technology . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4 BARCO: SuccessFactors Business Execution Suite Helps Barco Reposition Itself For Continuous Growth Employees: 6,500 l Technology . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5 BECHTEL: SuccessFactors’ Recruiting Modules Improve Bechtel’s Hiring Process Around the Globe Employees: 53,000 l Manufacturing . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6 BLACK HILLS: Black Hills Corporation Uses SuccessFactors to Fuel Rapid Growth Employees: 2,100 l Energy . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7 BLACKROCK: BlackRock Raises the Talent Bar with SuccessFactors Employees: 9,127 l Financial Services . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8 COLT GROUP S.A.: SuccessFactors Supports Colt’s Expansion into New Markets Employees: 5,000 l Telecommunications . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9 DEPARTMENT OF LABOR: The United States Department of Labor (DOL) Centralizes Content with SuccessFactors Employees: 17,000 l Public Sector . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10 DESTINATION HOTELS: Destination Hotels Integrates SuccessFactors As A Key Building Block In Linking Strategy, Execution And Talent Employees: 9,000 l Hospitality . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11 H-E-B Mexico: H-E-B Implements SuccessFactors to Support its Most Valuable Asset Employees: 7,300 l Retail . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12 HILTI: Hilti uses SuccessFactors to Build the Workforce of the Future Employees: 20,350 l Manufacturing . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13 HILTON WORLDWIDE: Hilton Worldwide Keeps Pace with Global Workforce Employees: 135,000 l Hospitality, Hotel . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14 INSCAPE: SuccessFactors Goals, Performance Management and Social Collaboration Helps Inscape Improve Business Results Employees: 400 l Manufacturing . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15 KLEINFELDER: Kleinfelder Implements SuccessFactors to Align Business Execution with Talent Management Employees: 1,600 l Engineering . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16 LANCASTER LANDMARK HOTEL GROUP: SuccessFactors Helps the Lancaster Landmark Hotel Group Identify the Right Cultural Behaviors for Strategic Talent Management Planning Employees: 600 l Hospitality, Hotel . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17
    • LEGGETT & PLATT: Leggett & Platt Hires More A-Players with SuccessFactors to Drive Business Results Employees: 19,000 l Manufacturing . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18 LUXOTTICA: Luxottica Retail Accelerates Global Training for 38,000 Employees with SuccessFactors Learning Management Employees: 38,000 l Retail . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19 NASA: NASA Deploys SuccessFactors Learning Management System (LMS) to Meet Government Mandated e-Training Initiatives Employees: 18,000 l Industry: Public Sector  . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20 NEC: SuccessFactors Plays Key Role in NEC’s Overseas Business Expansion Employees: 23,935 l Technology . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21 NISSAN: SuccessFactors Gives Nissan the Tools to Achieve Company-wide Growth Employees: 26,500 l Automotive . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22 ROYAL AHOLD: Ahold Achieves Success with a Centralized Learning Management System Employees: 240,000 l Industry: Retail . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23 SECURITAS SECURITY SERVICES: The SuccessFactors Talent Management System Simplifies and Standardizes Training for 93,000 Securitas Employees Employees: 260,000 l Defense & Security   . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24 SUNCORP GROUP: Suncorp Experiences Increased Productivity with SuccessFactors Talent Management Employees: 16,000 l Financial Services . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25 SWISS RE: SWISS RE invests in SuccessFactors for Learning Management Employees: 11,000 l Financial Services . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26 TELECOM NEW ZEALAND: Telecom New Zealand Experiences Improved ROI with Fully Integrated SaaS Solution Employees: 8,500 l Telecommunications . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27 THOMSON REUTERS: Thomson Reuters Transforms Learning Management Employees: 17,500 l Media . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28 UNDER ARMOUR: Under Armour partners with SAP/SuccessFactors to Build Infrastructure to Support Extreme Growth Employees: 4,900 l Consumer Goods . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29 VALLOUREC: Vallourec uses SuccessFactors to Re-energize its Global HR Process for Operational Excellence Employees: 20,000 l Manufacturing . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 30 VARIAN: Varian drives Business Execution through SAP HR & Cloud based Talent Management Employees: 5958 l Manufacturing . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 31 Showcase YOUR Company . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 32
    • Successin the CloudWe are proud that many of the best names in the world rely onSuccessFactors software to deliver workforce performance that issecond to none.With approximately 3,500 customers and 15 million subscriptionseats globally, we strive to delight our customers every day bydelivering innovative solutions and best-practice insights.This “Loud in the Cloud” reference booklet highlights the benefitsand real business results companies have achieved by partneringwith us.Enjoy the read!Lars DalgaardFounder and CEO, SuccessFactors,and Member, SAP Executive Board 1
    • SuccessFactorsBusiness Execution SuiteIn the next few pages you will see evidence of SuccessFactors Business Execution (“BizX”) in action.SuccessFactors’ vision for Business Execution is about helping organizations move beyond automating HRprocesses to actually aligning, optimizing, and accelerating workforce productivity in a way that drivesmeasurable business results.Why customers choose SuccessFactors For more information or to take a quick tour, click here: http://www.successfactors.com/business-execution-software/ 2
    • Measurable business results are the driving force behind the choice to partner with SuccessFactors, but each customerhas a unique story to tell about their path to success. We talked to our customers in businesses large and small, indiverse industries, across the globe and asked them to share their process and results.Here are some of our favorite quotes from customers “We went from surviving to thriving with SuccessFactors.” “We were looking for a solution that would - Ronald Miller, Director support our HR business unit in the fastest “SuccessFactors has of HR Shared Services, and most secure manner possible, and the become the global IT- HRIS and Metrics, AMD result of our investigations showed that standard for our core HR (United States) SuccessFactors offered by far the most processes in recruiting complete solution for achieving that. The and people development.” BizX cloud solution has proven to be the - Dr. Norbert Kleinjohann, most solid in the market with its CIO, Siemens AG (Germany) functionality, architecture and security.” - Stefaan Kindekens, Chief Information Officer, Barco, (Belgium) “The SuccessFactors modules enabled us to build a consistent and structured human resource practice around performance management, enabling us to gain insight into our internal talent information across all “Through the locations and all employees on demand. They SuccessFactors SaaS were also well received by our staff as the Learning Management modules are both easy to use and flexible.” solution we will see 40% - Paula Aarnio, Executive Vice President, Human reduction in our overall cost Resources and Sustainability, Ahlstrom Group for the next three years.” (Finland) - Tim Schwab, Executive Director, Enterprise Applications Division, Online Computer Library Center (United States) “We analyzed the players in this market and were seduced by SuccessFactors not only for the extended range of features, scalability and reliability of their solution, but also for the quality of their teams in “SAP/SuccessFactors is providing the France and the high level of infrastructure to get ahead of the satisfaction of their major tremendous growth we continue to customers.” experience at Under Armour.” - Jean-André Laffitte, Human - Troy Barnett, Director of HR Technology Resources Director, Auchan and Process, Under Armour (United States) (France) We invite you to check out our website for more information at www.successfactors.com/customers. 3
    • Company: AMD SuccessFactors Tools Help AMDIndustry: Technology Survive in a Challenging EconomyEmployees: 11,000 AMD (Advanced Micro Devices) is an innovative global semiconductor manufacturer thatSuccessFactors Solutions: designs and builds cutting-edge computer processors for the commercial and consumerGoal Management markets. AMD’s graphics and computing technologies power a variety of solutions including PCs, game consoles and the servers that drive the businesses across the world – and thePerformance Management Internet itself.Succession PlanningCareer & Development ChallengePlanning In addition to the difficult macro-economic conditions of 2009, the company also struggled with a history of inconsistent employee performance. In order to address these issues, as well as develop a more modern, design-conscious image, they needed to address the following challenges: • Employee goals were not aligned with corporate objectives • Performance reviews were irregular • No centralized employee performance tracking system Solution AMD turned to SuccessFactors for a solution to communicate unified goals and measure employee performance. They initially selected the SuccessFactors core modules, Performance Management and Goal Management, but quickly added Calibration, Career & Development Planning, Succession Planning and 360 Degree Reviews. Using these modules, AMD was able to: • Align individual goals with corporate strategy • Hold employees accountable by measuring performance on goals • Establish an overall career development plan to increase productivity Results AMD implemented SuccessFactors and achieved the following business results: • Employees are engaged and able to focus on the right things to ensure the company’s success • 97% of AMD’s workforce is tracked in the centralized Performance Management system • The organization runs more efficiently with more time to keep up with tech trends and improve product offerings “Before implementing SuccessFactors modules, less than 50% of our workforce had any kind of performance plan. SuccessFactors makes it very easy to communicate across the company and hold people accountable to their goals.” Ronald Miller, Director of HR Shared Services, HRIS and Metrics, AMD 4
    • Company: Barco SuccessFactors Business ExecutionIndustry: Technology Suite Helps Barco Reposition ItselfEmployees: 6,500 For Continuous GrowthSuccessFactors Solutions: Barco is a global technology company that designs and develops visualization solutions for aPerformance & Goals variety of professional markets: medical imaging, media and entertainment, infrastructure andLearning utilities, traffic and transportation, defense and security, education and training and corporate audio-visual. The company offers technologically innovative, but highly user-friendly imagingSuccession products that optimize productivity and boost business efficiency. Barco has sales andRecruiting marketing, customer support and manufacturing facilities across Europe, North America, AsiaCompensation Pacific and Latin America. Challenge Following the 2008 global financial crisis, Barco devised a corporate strategy that addressed the following challenges: • New corporate strategy set for sustainable, profitable growth for 10 years • Goals of 3,700 employees needed to be aligned to the strategy • Homemade HR system was fragmented and complicated • Unclear compliance to HR processes, limited visibility for talent management Solution Barco turned to SuccessFactors to provide a company-wide talent managementsolution to enable them to obtain the workforce they needed to execute on its new strategy including: • Defining, reviewing and adjusting goals that continuously tie back to the business strategy • Ability to better support and mobilize talent to the right places at the right time to achieve better operating results. • Customer soon deploying Learning to develop both staff and customer competencies Results Barco implemented SuccessFactors and achieved the following business results: • 97% of employees have goals set and communicated in line with strategy (up from 50%) • All managers and employees carrying out reviews and objectives setting within six months of roll out • Enhanced visibility for talent management • Quick, easy and fully integrated HR reporting • Measurable KPIs • HR team free to focus on adding value to the business “The BizX cloud solution has proven to be the most solid on the market with its functionality, flexibility and agility. It allowed us to question, adapt and improve along the way; so the result is a simple and highly usable process.” Jan Van Acoleyen, Chief Human Resources Officer, Barco 5
    • Company: Bechtel SuccessFactors’ Recruiting ModulesIndustry: Manufacturing Improve Bechtel’s Hiring ProcessEmployees: 53,000 Around the GlobeSuccessFactors Solutions:Goal Management Named the top construction company in the United States for 13 straight years, Bechtel is a global leader in engineering, construction and project management. The company has 53,000Performance Management employees in nearly 50 countries across the world.CompensationManagement Challenge To remain and grow even more successful globally, Bechtel needed to address the followingSuccession Planning challenges:Recruiting Management • Quickly find and recruit specialized talent – internally and externallyEmployee Profile • Develop a deep talent pool to be prepared to move into senior leadership roles Solution Bechtel deployed Recruiting Management, Goal Management, Employee Profile, Performance Management, Compensation Management and Succession Planning, which enabled it to support its global talent strategy by: • Implementing a set of standard, integrated processes globally • Creating a holistic view of the employees and the workplace • Increasing visibility into internal talent pools for succession planning Results Bechtel implemented SuccessFactors and achieved the following business results: • Centralized systems integrated and streamlined the internal and external recruiting processes • Able to identify best internal candidate no matter where they are located • Better succession planning through visualization and talent analysis “With TalentWorks (our Branded version of SuccessFactors) we are replacing multiple applications with a unified platform and creating a single user experience to execute our global talent strategy.” Peter Reeves, HR Systems Manager, Bechtel 6
    • Company: Black Hills Black Hills Corporation Fuels RapidIndustry: Energy Growth Using SuccessFactorsEmployees: 2,100 Business Execution SoftwareSuccessFactors Solutions:Goal Management Black Hills Corporation generates wholesale electricity, natural gas, oil and coal, and other forms of energy for more than 762,000 utility customers in the Midwestern United States.Performance Management Founded in the late 1880s and based in Rapid City, South Dakota, the corporation continuesSuccession Management its 127-year history as a leading utility provider, delivering excellent service to its many customers in Colorado, Iowa, Kansas, Nebraska, South Dakota, and Wyoming.CompensationManagement ChallengeCareer & Development To manage considerable growth Black Hills needed to address the following challenges:Planning • Acquisition doubles employee workforce and creates need for integrated talent managementRecruiting Management processesWorkforce Analytics • Effective management and development for existing, specialized talent poolWorkforce Planning • Planning for the impact of rapid turnover due to a large percentage of its workforce reaching retirement age Solution SuccessFactors Business Execution Suite modules provide: • Powerful analytics and reporting capabilities to help drive strategic and timely decisions for the business Results Black Hills implemented SuccessFactors and achieved the following business results: • The Workforce Analytics module enabled Black Hills to model turnover scenarios to quantify the impact of the impending retirement surge and proactively address the issues • Performance, Goal, and Compensation Management enabled Black Hills to create a seamless performance management cycle • With the simplicity of the new processes and ability to easily track completion, the company has now reached 100% compliance on annual reviews “Over the next seven years, 24% of our workforce will be eligible for retirement. We are determined to be prepared for this transition and stay on top of employee development and succession. With the information revealed from the SuccessFactors Analytics tool, we are now armed with the knowledge we need to address this issue − before it can impact our business and service levels.” Bob Myer, Senior Vice President and Chief Human Resources Officer, Black Hills Corporation 7
    • Company: BlackRock BlackRock Raises the Talent Bar withIndustry: Financial Services Partnership and InnovationEmployees: 9,127SuccessFactors Solutions: BlackRock is one of the world´s leading providers of investment, advisory and risk management solutions. With more than $3.5 trillion under its management, BlackRock holdsGoal Management the distinction of being the largest money manager in the world. BlackRock employs morePerformance Management than 9,000 professionals in 26 countries.Succession Management ChallengeCareer & Development BlackRock’s purchase of Barclays Global Investors in 2009 created the need to establish aPlanning common culture and approach to talent practices and technology. BlackRock needed to address the following challenges:Learning Management • Integrate multiple talent management processes globally • Access robust employee information to make better business decisions • Provide unsurpassed service to their clients through employee development Solution In 2010, BlackRock partnered closely with SuccessFactors to implement modules for Goal Management, Performance Management, Succession Management, Career Development & Planning and Calibration under the internal brand “SuccessPath”. These products enabled BlackRock to create a unified company by: • Combining all talent processes into a “One BlackRock” employee experience • Allowing access to important business data in an intuitive, thoughtful and useful way Results BlackRock implemented SuccessFactors and achieved the following business results: • Employees are being developed to evolve in their work to deliver amazing results to their clients • Human Resources is positioned as a revenue-generating center within the organization “Thought leadership is embedded in our culture at BlackRock – we are constantly innovating and evolving – and in this way we have an equal partner in SuccessFactors.” Joe Crowley, HRIS Director, BlackRock 8
    • Company: Colt Group S.A. SuccessFactors Performance andIndustry: Talent Management Supports Colt’sTelecommunicationsEmployees: 5,000 Expansion into New MarketsSuccessFactors Solutions: Colt Group S.A. is Europe’s leading information delivery platform, enabling its customers toGoal Management deliver, share, process, and store their vital business information. An established leader in delivering integrated computing and network services to major organizations, midsizedPerformance Management businesses and wholesale customers, Colt operates a 21-country, 35,000 km network thatCompensation includes metropolitan area networks in 39 major European cities with direct fiber connectionsManagement into 17,000 buildings and 19 Colt data centers.Recruiting Management ChallengeEmployee Profile As a rapidly growing business, Colt needed to address the following challenges: • Drive a “High Performance” culture • Ensure Colt had robust succession plans and a well-defined talent management strategy to support learning & development and career management • Simplify and standardize how people are rewarded • Drive employee engagement across Colt • Drive HR operational excellence Solution Colt Group S.A. deployed SuccessFactors Performance and Goal Management suite to all 5,000 employees across Europe and India. Using SuccessFactors, Colt was able to support the business and customers by: • Creating a consistent system that related performance to business metrics • Gaining insight into skills gaps and roles necessary for expansion and success • Examining bench strength and forecast readiness for promotion and vacant positions • Linking learning and development with Talent Management to include structured learning opportunities Results Colt Group S.A. implemented SuccessFactors and achieved the following business results: • Savings of approximately €1.4 million in HR operations through operational excellence and expenditure reductions • Optimized ability to have right people in the right roles with increased visibility into talent pool • Created a high-performing workforce where employees were engaged, connected to the corporate strategy and compensated based upon performance Our company is looking to save €1.4Million in HR operations in 2011 through a combination of streamlining processes and pursuing strategic priority areas. SuccessFactors is key in enabling this savings.” Paul Musson, Executive Vice President of Human Resources, Colt Group S.A. 9
    • Company: Department of The United States Department ofLabor (DOL) Labor (DOL) Centralizes ContentIndustry: Public Sector with SuccessFactorsEmployees: 17,000SuccessFactors Solutions: The United States Department of Labor (DOL) fosters and promotes the welfare of the job seekers, wage earners, and retirees of the United States. Based in Washington, D.C. withLearning Management approximately 17,000 employees, the DOL administers and enforces more than 180 federal laws that cover many workplace activities for 10 million employers and 125 million workers. Challenge DOL needed to address the following challenges: • Multiple, disparate areas of content administration needed to be centralized • Inconsistent content management and delivery • Manage multiple training types in various formats Solution The DOL implemented SuccessFactors Learning Management as its sole enterprise-wide solution and is now able to: • Manage the spectrum of training content (content management consolidation) • Automate and simplify processes • Meet the volume needs of organizations of all sizes Results DOL implemented SuccessFactors and achieved the following business results: • Single log-on for all training • Employees can manage their own compliance • Deliver a variety of media • Centralized system saves time and resources “SuccessFactors iContent makes life a lot simpler because our content is in one location. Anything an administrator would want to present through an LMS DOL can deliver through iContent.” Mike Malehorn, Department of Labor 10
    • Company: Destination Hotels Destination Executes Integratedand Resorts Talent ManagementIndustry: HospitalityEmployees: 9,000 Destination Hotels and Resorts is one of the largest independent hotel management companies -- based on revenue -- in the United States. Destination employs approximatelySuccessFactors Solutions: 9,000 employees and operates in 37 locations in the domestic U.S.Performance Management and Hawaii.Goal Management ChallengeCompensation By 2014, Destination forecast an expansion that would employ over 16,000 people in 48Succession Planning locations. To accommodate this rapid growth Destination needed to address the following challenges:360 Feedback • Talent management systems and processes disjointed and untenableEmployee Profilet • Compensation programs lacked the ability to ensure fairness and retain top talent • Employee development planning was non-existent Solution Destination chose SuccessFactors’ cloud-based system because it clearly provided access to greater technology at lower costs. With the right technology in hand, Destination is now able to: • Improved accuracy, decision-making and controls of limited compensation dollars • Alignment and visibility of goal setting throughout the organization • Enhanced reporting and visibility into the organization Results Destination implemented SuccessFactors and achieved the following business results: • Improved retention of key talent • Improved employee engagement • Lowered cost basis to manage HR technology “Executing SuccessFactors integrated talent management platform was a key building block in linking strategy, execution and talent.” Robert Mellwig, SVP, Human Resources. 11
    • Company: H-E-B Mexico H-E-B Implements SuccessFactors toIndustry: Retail Support its Most Valuable AssetEmployees: 7,300 H-E-B Mexico is directed by Howard E. Butt III and a talented team of executives. CurrentlySuccessFactors Solutions: the chain has establishments in Mexico, in two formats, H-E-B and Mi Tienda del Ahorro.Goal Management H-E-B has distinguished itself as a company committed to providing its customers with exceptional service, low prices and friendly shopping.Performance Management Challenge H-E-B needed to address the following challenges: • Employee data was outdated and paper based • Job Profiles were not aligned • Outdated processes to measure behaviors • Time consuming, paper-based processes Solution With the implementation of SuccessFactors’ Talent Solution, H-E-B Mexico has been able to change into a self sufficient HR business unit. H-E-B is now able to: • Understand its workforce • Resolve issues quickly Results H-E-B implemented SuccessFactors and achieved the following business results: • All employees have business and development goals • A comprehensive Performance Management process in place, segmented by position • Executives and high potentials with development plans • Leverage “timely” and “fresh” information for decision support • Enables Talent Scorecard and Roadmaps • Easier process for recruiting positions among internal personnel “If your employees are your most valuable asset, ensure all of them feel that way.” Guillermo Varela, HR Director Mexico Division, H-E-B Mexico 12
    • Company: Hilti Hilti Builds the Workforce of theIndustry: Manufacturing FutureEmployees: 20,305 Hilti provides leading products, systems and services to the global construction industry.SuccessFactors Solutions: Headquartered in Schaan, in the Principality of Liechtenstein, the worldwide group started asGoal Management a small family business in 1941. Sixty years later, with more than 20,000 employees in 120Performance Management countries, Hilti prides itself on retaining the core values that drove its success: integrity, courage, teamwork and commitment.Succession ManagementRecruiting Management Challenge Hilti launched an aggressive growth strategy aimed at doubling revenues and operating profit. ToEmployee Profile execute this strategy, Hilti needed to address the following challenges: • Align individual and team objectives with the business strategy • Centralize a global, multilingual Human Resources System (HRS) to drive quality and consistency of information • Develop the expertise of existing staff, attract and integrate new, highly-skilled employees and enhance their leadership qualities Solution Hilti deployed Goal Management, Performance Management, Employee Profile, Succession Management, 360-Degree Reviews and Recruiting Management in 22 countries, and to more than 11,000 users in 9 languages. These solutions enabled Hilti to support its global HR strategy by: • Aligning individual and team targets to Hilti’s business plan • Assessing and identifying resource shortfalls and matching people development to the needs of the business • Using 360 Degree Review feedback to create employee development plans Results Hilti implemented SuccessFactors and achieved the following business results: • Individual and team objectives for 20,000 employees worldwide aligned with the business strategy • Transparency across the organization • Optimized staff potential by matching people to the needs of the business faster than ever before “The SuccessFactors solution has helped us guarantee that individual targets are aligned with those of the business, communicated clearly to employees - and that individuals have the right skills to achieve them. In short, it has helped us to build for success.” Eivind Slaaen, Senior Vice President Human Resources, Hilti 13
    • Company: Hilton Worldwide SuccessFactors’ PerformanceIndustry: Hospitality, Hotel and Compensation System HelpsEmployees: 135,000 Hilton Worldwide Keep Pace withSuccessFactors Solutions: Global WorkforceGoal ManagementPerformance Management Hilton Worldwide is a global hospitality company that owns more than 3,700 hotels and resorts in 85 countries. The company owns, manages, and/or franchises a portfolio of leading brandsCompensation Management including Waldorf Astoria Hotels & Resorts, Hilton Hotels & Resorts, and Hampton Hotels.Succession Management Hilton Worldwide is owned by the Blackstone Group, a private equity firm.Employee Profile ChallengeJam Hilton Worldwide needed an efficient operations plan to manage their aggressive growth in emerging global markets. To manage their large and diverse workforce, the organization needed to address the following challenges: • Needed a single system to support the performance management needs of two distinct employee populations: corporate employees and hotel employees • Implement a consistent streamlined compensation process to recognize employee performance Solution Hilton Worldwide deployed Goal Management, Employee Profile, Compensation Management, and Performance Management to support its global talent management processes by: • Implementing a set of standard, integrated processes globally • Providing clear and accurate performance reviews consistently Results Hilton Worldwide implemented SuccessFactors and achieved the following business results: • Significantly decreased time necessary to complete talent management processes such as entering objectives and competencies • More complete talent management data is captured for a global snapshot of the organization • Tighter integration between employee goals and the company’s strategic plan “Managers can do performance and compensation seamlessly, including merit increases, bonuses, and long-term incentives in real time. We knew we were getting that by using SuccessFactors across the board – but we didn’t realize what a big impact that would have.” Doug Krey, SVP, Systems & Services, Hilton Worldwide 14
    • Company: Inscape SuccessFactors Goals, PerformanceIndustry: Manufacturing Management and Social CollaborationEmployees: 400 Helps Inscape Improve BusinessSuccessFactors Solutions: ResultsGoal ManagementPerformance Management Inscape Corporation is a leading designer, manufacturer and marketer of office systems, storage and architectural wall solutions for commercial office environments. Inscape’sJam installations have improved the working environment at many of America’s leading companies, including Blue Cross-Blue Shield, Lockheed Martin, Willis Insurance, American Family Insurance, University of Colorado, Healthways, Maple Leaf Foods, Echostar and AOL. Challenge With more than 400 employees spread across multiple locations in North America, Inscape’s senior management realized that many of the employees didn’t always understand how their efforts contributed to the company’s overall strategic plan. They needed to close the following gaps: • Lacked alignment of individual goals to the corporate objectives • Paper-based performance review process was inefficient and time-consuming • Highly distributed workforce needed more than just email for communication and collaboration - one missed message could delay a product several weeks Solution Inscape turned to SuccessFactors for a goal and performance management solution that would work in combination with a communication and collaboration solution to improve business execution. They were able to: • Streamline their performance review process and help align individuals to the overall corporate strategy • Provide management and around-the-clock access to employee goal performance • Improve internal communication and idea sharing, which helped keep product development on schedule and lead to greater product innovations Results Inscape implemented SuccessFactors and achieved the following business results: • Aligned workforce around corporate objectives • Avoided 8-16 week delays on new product deliveries • Savings of up to $100,000 on tooling costs “The combination of SuccessFactors Goal and Performance Management modules with the Jam communication and collaboration platform is really helping us implement and execute on our corporate strategy.” Doug Lennox, Vice President of Information Technology, Inscape 15
    • Company: Kleinfelder Kleinfelder ImplementsIndustry: Engineering SuccessFactors to Align BusinessEmployees: 1,600 Execution with Talent ManagementSuccessFactors Solutions: Kleinfelder is an employee-owned company offering comprehensive engineering, scienceGoal Management and architecture consulting services to clients worldwide. With more than 50 years ofPerformance Management experience, the organization has successfully delivered on thousands of complex projects inSuccession Planning the energy, facilities, federal, transportation, and water markets. Learning Management ChallengeRecruiting Management When Kleinfelder realized that its business strategy was disconnected from its people strategy the organization implemented a talent management solution that addressed theCompensation following challenges:Succession and Development • C-level executives reaching retirement age • No system to facilitate manager training • Career development was disconnected from talent management systems Solution Kleinfelder chose SuccessFactors to align its business execution with its talent management. The technology assisted the organization with: • Planning for changes in the workforce • Developing training programs that accelerate employee development Results Kleinfelder implemented SuccessFactors and achieved the following business results: • The entire organization has performance reviews • Performance is now tied to compensation • Positive “Pay for Performance” culture change • Saved thousands of dollars with Learning Management online delivery “As an employee owner of Kleinfelder we are really proud of what we do, and the people that we have working for us, and we are equally as proud to partner with an organization like SuccessFactors.” Mary Jane Riccardi, Senior Learning & Development Manager, Kleinfelder 16
    • Company: Lancaster SuccessFactors Helps the LancasterLandmark Hotel Group Landmark Hotel Group Identify theIndustry: Hospitality, Hotel Right Cultural Behaviors for StrategicEmployees: 600 Talent Management PlanningSuccessFactors Solutions: The Lancaster Landmark Hotel Group specializes in the four and five star sector of the hotelGoal Management market. With 600 employees, the hotels are each run as an independent business and operatePerformance Management as separate entities. The group prides itself in offering outstanding facilities and a high level of professionalism, unrivalled in Europe.Succession Management Challenge The entire hotel industry is facing the on-going challenge of a transient workforce. In many instances, front line hotel staff members are not always working in the hotel as a long-term career option. In order to decrease turnover and build employee loyalty Lancaster Landmark decided to address the following challenges: • Recruit front-line people with the right behaviors, not just the right skills. Wanted to hire the attitude and train the skill – not the other way around • Identify high-performing employees to offer long-term career opportunities and coach them for success • Lack of performance and goal measurements made planning challenging Solution Lancaster Landmark Hotel Group used SuccessFactors Performance and Goal Management to create a competency framework to identify specific hospitality behaviors and improve employee recruitment, retention, and engagement. This enabled Lancaster Landmark to: • Build the competencies needed to measure and align employee performance with business objectives • Present recruiters with a set of established competencies that provided a clearer blueprint of what they were looking for in applicants Results Lancaster Landmark Hotel Group implemented SuccessFactors and achieved the following business results: • Identify, recruit and measure against specific hospitality behaviors • Improve recruitment and gain better strategic talent management planning • Achieve better employee retention, increased employee engagement, and increased customer satisfaction • Align employees around company objectives “SuccessFactors has allowed us to give a very clear set of hospitality and management behaviors that enable us to give clear and regular performance reviews. This helps us continue to meet our business objectives now and into the future.” Will Newbigging, Director of Organizational Development, Lancaster Landmark Hotel Group 17
    • Company: Leggett & Platt Leggett & Platt Hires More A-PlayersIndustry: Manufacturing with SuccessFactors to DriveEmployees: 19,000 Business ResultsSuccessFactors Solutions: Leggett & Platt is a diversified manufacturing company that conceives, designs, andGoal Management produces a wide range of engineered components and products that can be found in mostPerformance Management homes, offices, and automobiles, and also in many retail stores. The firm is composed of 19Succession Management business units, 19,000 employee-partners, and 140 manufacturing facilities located in 18 countries.Recruiting Management Challenge After more than a century of success Leggett & Platt was faced with declining growth and a stagnant stock price. The CEO and senior management designed a radically new strategy to boost business results and improve the stock. To obtain the workforce that Leggett & Platt needed to execute on its new strategy, it needed to address the following challenges: • Needed better hires to execute their business strategy (goal of 75% “A-player” hire rate) • Improve the efficiency, productivity and collaboration of their Talent Advisors and hiring managers Solution Leggett & Platt turned to SuccessFactors to provide a company-wide talent management solution that included Recruiting Management to enable them to obtain the workforce they needed to execute on its new strategy. This solution enabled them to: • Meet and exceed goal of hiring 75% “A-Player” employees • Increase Talent Advisor productivity enabling them to support 65% more hiring managers Results Leggett & Platt implemented SuccessFactors and achieved the following business results: • Achieve a 68% Total Shareholder Return (46% for the S&P 500 over the same period) • Redirect the HR Talent Group’s focus to more strategic initiatives driving greater business execution and better business results “With SuccessFactors Recruiting we are making much better hires than ever and our hiring managers love the system.” Aileen Gronewold, Staff Vice President, Human Capital, Leggett & Platt 18
    • Company: Luxottica Luxottica Retail Delivers Training toIndustry: Retail 38,000 Employees Faster with LowerEmployees: 38,000 Cost and Human CapitalSuccessFactors Solutions:Learning Management Luxottica Retail, a business unit of Italian eyewear giant Luxottica Group, is one of the world’s leading operators of optical stores. With both franchised and company-owned stores, its chains include LensCrafters, Oakley, Pearle Vision, Sunglass Hut and in-store optical centers for Sears and Target, as well as optical manufacturing centers and wholesale divisions across the globe. Challenge In order to train and manage its diverse and geographically distributed 38,000 employees Luxottica has invested heavily in implementing job specific, product, leadership, and corporate- wide training programs that utilize custom training content as well as content purchased from third-party vendors. The company needed to address the following challenges: • Streamline content procurement, administration and management processes • Develop a single point of contact for delivering onboarding, sales procedures, compliance, leadership and continuing education courses to more than 38,000 employees in more than 6,200 locations worldwide • Solve IT, manpower and contracting issues Solution Luxottica decided to use SuccessFactors Learning and iContent and is now able to: • Effectively manage and execute training programs • Pick and choose highly targeted content – and pay only for courses that will be used • Handle purchasing, catalog updates and reporting by one project manager and one system administrator Results Luxottica implemented SuccessFactors and achieved the following business results: • Reduced the time and cost for procuring content, administration and delivery to employees • Accessibility to training from any location through iContent • 24-hour turnaround for purchasing and deploying courses • Track compliance training and deliver automatic updates to ensure employees are up to speed on legal and federal mandates “Having function-specific training available on demand is huge. For example, the 85 people who take our new retail training through iContent make million-dollar purchasing decisions. So even if they learn one thing in taking this training, it could save our company millions of dollars.” Angi Willis, Learning Technology Project Manager, Luxottica 19
    • Company: NASA NASA Deploys SuccessFactorsIndustry: Public Sector Learning Management System (LMS)Employees: 18,000 to meet Government MandatedSuccessFactors Solutions: e-Training InitiativesLearning Management Since its inception in 1958, NASA has been synonymous with space exploration and scientific achievement. NASA’s mission is to pioneer the future in space exploration, scientific discovery, and aeronautics research. This prolific government agency is moving forward with a new focus for the manned space program: to venture beyond Earth’s orbit. Headquartered in Washington D.C., the agency has ten Centers around the United States. Challenge NASA’s need for a new Learning Management System (LMS) was multifold. The agency had three legacy learning management systems across the ten Centers supporting over 55,000 employees, which includes a large contractor population. The agency also had four major disciplines (IT Security, Safety & Mission Assurance, Integrated Enterprise Management, and the Academy for Program/Project and Engineering Leadership), which needed to be involved in implementation decisions. In addition, NASA was mandated to meet the government e-training initiative as part of the U.S. President’s Management Agenda. With SuccessFactors solutions NASA addressed the following challenges: • Consolidate three legacy learning management systems • Standardize training processes across ten Centers • Meet the U.S. President’s Management Agenda Solution NASA selected the SuccessFactors LMS and named the new system SATERN (System for Administration, Training, and Educational Resources for NASA. The solution enabled NASA to: • Give employees the ability to register online for any course • Allow supervisors to assign and track training and manage individual learning plans • Standardize training evaluation for classroom and online training Results NASA implemented SuccessFactors and achieved the following business results: • Consolidated systems across ten NASA centers • Standardized processes and expanded training options 20
    • Company: NEC SuccessFactors Plays Key Role inIndustry: Technology NEC’s Overseas Business ExpansionEmployees: 23,935 NEC Corporation began operation in 1889. The organization is focused on the platformSuccessFactors Solutions: business, carrier network business and IT service with cloud computing. The companyEmployee profile provides global solutions to realize an “information society friendly to people and the earth.”Succession Management ChallengeCareer and Development Accelerated overseas expansion required that NEC find a technology partner that could supportPlanning its growing global business. NEC looked to SuccessFactors to help address the followingPerformance Management challenges: • Establish a system to tie business strategy and human resources • Gain greater insight into its global workforce Solution The SuccessFactors’ SaaS platform enabled a swift solution to NEC’s global business challenges. The organization is now able to: • Quickly collect employee data from numerous overseas offices across the globe • Enable multilingual functionality • Cover global business needs Results The leadership at NEC recognizes that management strategy and HR strategy are inextricably linked. To cope with the swiftly changing business environment, business strategy must also change flexibly. Naturally, human resources strategy must also follow suit. NEC implemented SuccessFactors and achieved the following business results: • HR system to support global business, regardless of scale • Align human capital with business needs • Greater insight into global workforce “To grow a business globally, regardless of scale, organizations must upgrade their human resources information tool to enable better visibility into the business. “ Hideaki Sato, HR Manager, NEC 21
    • Company: Nissan SuccessFactors Gives Nissan theIndustry: Automotive Tools to Achieve Company-wideEmployees: 26,500 Growth(Americas region workforce) Nissan is a global automotive company that takes pride in building vehicles that are “moreSuccessFactors Solutions: efficient, more beautiful, more inspiring and more human than ever before.” Meeting theseGoal Management goals requires a creative, talented and diverse employee base.Performance Management ChallengeSuccession Management To meet an aggressive strategic growth plan, Nissan needed to address the following challenges:Compensation Management • Track portable talent through a centralized talent solutionCareer & Development • Link performance to a global strategic planPlanning • Develop workforce planning capability in order to fill the right positions with the right peopleEmployee Profile Solution Nissan implemented several of SuccessFactors’ products: Performance and Goal Management, Compensation Management, Employee Profile, Succession Management, Career & Development Planning and Calibration to form a “CareerVision” process. Using this streamlined system Nissan was able to support its business by: • Having a flexible system that created a consistent structure for goals and performance • Gaining insight into skills gaps and roles necessary for expansion and success • Tracking leadership potential for succession planning and future growth • Integrating multiple systems across multiple countries Results Nissan implemented SuccessFactors and achieved the following business results: • Increased focus on strategic activities – from 20% to 80% • Reduced HR cost per FTE by 22% over the past 5 years • Streamlined the performance review process and reduced time spent on the process by 50% • Optimized ability to have right people in the right roles with increased visibility into talent pool • Consolidated seven legacy performance systems into one integrated system “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.” Anish Baijal, Director, Talent Management & HR Services, Nissan Americas 22
    • Company: Royal Ahold Royal Ahold Achieves SuccessIndustry: Retail with Centralized LearningEmployees: 240,000 Management SystemSuccessFactors Solutions:Learning Management Ahold is an international group of quality supermarkets and foodservice operators based in the United States and Europe. Since its parent company’s first Albert Heijn store opened in the Netherlands in 1887, the organization has become a $56 billion enterprise with six brands in the United States and 240,000 employees worldwide. Challenge Ahold needed to develop and retain employees with key competencies. The organization had a decentralized Learning Management system for ten independent business units which made this goal unattainable. The organization looked to SuccessFactors to provide a single Talent Management system and address the following challenges: • Implement globally managed LMS to meet the needs of our unique local businesses • Ensure timely compliance and general employee training • Flexible and configurable system to support changing business needs Solution The SuccessFactors Learning Management solutions enabled Ahold to: • Manage and deploy a variety of content seamlessly to end-users • Enable each organization to individually select and manage content sources • Create collaboration and consistency among businesses • Train large number of employees quickly Results Ahold implemented SuccessFactors and realized the following business results: • Increases in training efficiency and effectiveness • Qualitative increases in productivity for content developers at the store level • Tremendous time savings “The transparency of our content delivery makes for a very streamlined learning process for our associates. Thanks to our SuccessFactors LMS, we were able to get 7,000 people trained in a 30-day period.” Renee Wallace, Vice President of Training and Development, Royal Ahold 23
    • Company: The SuccessFactors TalentSecuritas Security Services Management System Simplifies andIndustry:Defense & Security Standardizes Training for 93,000Employees: 260,000 Securitas EmployeesSuccessFactors Solutions: Securitas, the world’s #1 security services company, provides security guards, alarm systems,Learning Management and cash transportation services to banks, retailers, large corporations, small businesses, and residential customers in more than 20 countries, mainly in North America and Europe. Securitas Security Services has 260,000 employees in 30 different countries. Of these employees, 93,000 are based across Canada and the United States. Challenge The company needed a unified Learning Management System (LMS) with the functionality to handle the differing state requirements and to serve as a single point of control for compliance, organizational development and proprietary systems training. In order to meet this goal the organization needed to address the following challenges: • Create a learning solution to manage systems training, organizational development and state- by-state licensing and compliance requirements for 90,000 diverse employees across the U.S and Canada • Software as a Service (SaaS) model for the LMS to streamline the resources required to keep content and the system up to date Solution Securitas didn’t want to compromise — the company’s regional training directors and content development team wanted a system robust enough to deliver what the business needed. By implementing SuccessFactors Learning and iContent solution Securitas Security Services was able to: • Automate, deliver and document the correct state-by-state licensing training required for security officers and other employees nationwide • Integrate with the Oracle HRMS • Create a Client Portal Results Securitas implemented SuccessFactors and realized the following business results: • Smooth and quick rollout • Simplified and standardized training • Competitive advantage • Evidence of compliance “SuccessFactors was very supportive and we’re very happy with all SuccessFactors has to offer.” Kelly Iblings, Senior IT Analyst, IT Training Department, Securitas 24
    • Company: Suncorp Group Suncorp Experiences IncreasedIndustry: Financial Productivity with SuccessFactorsServicesEmployees: 16,000 Talent ManagementSuccessFactors Suncorp’s mission is to foster and promote the economic well-being and growth of itsSolutions: members. The organization includes leading general insurance, banking, life insurance,Goal Management superannuation and investment brands in Australia and New Zealand. It has approximately 16,000 employees and more than nine million customers.Performance ManagementCareer & Development ChallengePlanning In order to sustain its industry lead; Suncorp sought to address the following challenges:Succession Management • Standardize processes after mergers and acquisitions created an excess of twenty different HR operations around talent management • Adapt to the changing demographics of its talent pipeline with an intuitive system that is accepted by the new range of employees • Create a culture of continuous performance improvement Solution Suncorp rolled out SuccessFactors talent management products, Performance Management, Goal Management, Career and Development Planning, Calibration, Succession Management and 360 Degree Reviews. Suncorp met its talent management objectives by: • Streamlining HR processes with Success Factors’ integrated solutions. • Responding to demographic changes by implementing intuitive and engaging systems for all ages and abilities. Establishing a performance improvement culture with tools that motivate and retain employees Results Suncorp implemented SuccessFactors and realized the following business results: • Increased productivity with standardized talent management processes • Transformed evaluations with modules that create a feedback loop between managers, subordinates, and peers • Engaged the entire workforce with intuitive tools to maintain and monitor individual and organizational goals for greater success “Suncorp has tackled projects with SuccessFactors that dramatically impact business behavior and success.” Paul Eisenberg, Technology Advisor, Suncorp 25
    • Company: Swiss Re SWISS RE Invests in SuccessFactorsIndustry: Financial Services for Learning ManagementEmployees: 11,000 Swiss Re is the world’s leading and most diversified global reinsurer, offering financial servicesSuccessFactors Solutions: products that enable risk taking essential to enterprise and progress. Founded in Zurich,Learning Management Switzerland, in 1863, Swiss Re employs 11,000 people in more than 30 countries and provides its expertise and services to clients throughout the world. Challenge As a global company Swiss Re had a scattered learning environment. The company had learning units in different parts of the globe, operating independently with their own solutions for managing training. Some were simple access databases, others were home grown Learning Management Systems (LMS). The company formed the Swiss Re Academy to centralize its Learning Management System and meet learning needs throughout the company. Swiss Re needed to address the following challenges: • Consolidate disparate learning management solutions • Provide common platform for users around the globe • Track and report training to meet compliance regulations • Streamline learning and link to competencies Solution Swiss Re wanted a hosted solution and one that aligned with the IT architecture landscape. SuccessFactors Learning Management Solution enabled Swiss Re to fill following gaps: • Locations can comply with regional regulations • Centralized management for all types of learning • Alignment of business needs with learning and development opportunities • Expanded functionality to tie training, competencies and performance management into a “one-stop shop”´ Results Swiss Re implemented SuccessFactors and achieved the following business results: • Decommissioning the legacy system will create substantial savings • Streamlined processes that ensure regulatory needs can be met efficiently and effectively • Customized the training needs for employees from region to region • Centralized iCampus LMS gives users a common training and communication platform for a consistent learning experience “We need to prepare ourselves to do the job of tomorrow, not just be there to fill gaps. We need to be a strategic partner of the business to really be successful in the future. SuccessFactors can help us with this important role in providing and supporting our LMS tool.” Franziska Stadelmann, Head of Global Learning Services, Swiss Re 26
    • Company: SuccessFactors Provides TelecomTelecom New Zealand New Zealand with Fully IntegratedIndustry:Telecommunications SaaS solutionEmployees: 8,500 Telecom New Zealand is a communications service provider that brings fixed-line phoneSuccessFactors Solutions: services to more than 1.1 million residential and business customers and wireless serviceGoal Management for 2 million and mobile subscribers. Telecom NZ also offers wholesale network, communications and IT services. Telecom NZ is one of the largest companies by value onPerformance Management the New Zealand Exchange (NZX).Compensation Management Challenge To maintain top performance in a competitive and rapidly growing industry, Telecom NZ needed to address the following challenges: • Align individual employee goals to company-wide strategies. • Ensure every employee has a regular half year and year performance review. • Reduce the time it takes to manage the compensation process. Solution Telecom NZ deployed SuccessFactors talent management products, Compensation Management, Calibration, Goal Management, Performance Management, and Employee Profile. Telecom NZ was able to support its talent management goals by: • Aligning company strategy to individual goals for a clear path to success • Responding to changes in corporate strategy with tools that quickly realign goals • Communicating performance expectations and accomplishments • Tracking performance in real-time to verify employees’ are meeting their objectives Results Telecom New Zealand implemented SuccessFactors and achieved the following business results: • Increased goal plan participation from 70% to 100% • Streamlined processes and increased productivity with critical, user-friendly talent management tools for the entire organization • Decreased administrative time and costs associated with managing the compensation system “SuccessFactors gave us the ability to align employee goals to company -wide-strategies to achieve greater success.” Richard Parker, General Manager HR Service Delivery, Telecom New Zealand 27
    • Company: Thomson Reuters Thomson Reuters TransformsIndustry: Media Learning Management withEmployees: 17,500 SuccessFactors Thomson Reuters is the world’s largest multi-media information organization with 17,500SuccessFactors Solutions: employees and several thousand contractors in 92 countries. Headquartered in London, theLearning Management global company provides indispensable information tailored for professionals in the financial services, media, and corporate markets. Challenge Thomson Reuters wanted to make sure it had the tools needed to support its people throughout their employment with the company. To make this goal a reality, the organization decided that it needed to address the following challenges: • Align learning with talent, and learning with performance • Consolidate disparate learning applications • Deliver enhanced user experience Solution The company rolled out SuccessFactors Learning Management, in eight months, to the entire organization, including employees and contractors—a total of 23,000 people in 92 countries. With the robust, stable and fully supported solution Thomson Reuters was able to: • Improve user experience with deep link functionality • Enhance supplier relationships through catalog connectors • Give managers a quick, complete view of employee training Results Thomson Reuters implemented SuccessFactors and achieved the following business results: • Centralized, single point for all content • Enhanced user experience and simplified access and reporting • Stronger relationship with suppliers through catalog connectors to pull item-related content into the system-- creating a portal-like environment for end users • Enhanced functionality and reporting • New visibility supports performance initiatives “SuccessFactors LMS has enhanced the user experience greatly and simplified access and reporting. The partnership with SuccessFactors has been just great SuccessFactors certainly meets our needs.” Charles Jennings, Global Head of Learning, Thomson Reuters 28
    • Company: Under Armour Under Armour partners withIndustry: Consumer Goods SAP/SuccessFactors to BuildEmployees: 4,900 Infrastructure to SupportSuccessFactors Solutions: Extreme GrowthPerformance&GoalsCompensation Founded in 1996 by former University of Maryland football player Kevin Plank, Under Armour is the originator of performance apparel, footwear, and accessories - gear engineered to keepSuccession&Development athletes cool, dry and light throughout the course of a game, practice or workout. UnderLearningManagement Armour’s mission is to make all athletes better through passion, design, and the relentless pursuit of innovationRecruiting Challenge Under Armour’s HR was not equipped to handle the extreme growth the organization was experiencing. The company needed to address the following challenges: • No standard process for managing talent • Disparate technology • Inconsistent HR data • Company growth outpaced systems Solution Under Armour partnered with SAP & SuccessFactors to provide the infrastructure it needed to manage the demands of its rapid growth. Now that Under Armour has its system in place it is able to: • Align goals from the Executive team through associates • Increased usage of systems by consolidating processes in centralized location • Increased integration of data throughout HR landscape Results Under Armour’s partnership with SAP/SuccessFactors has helped them to achieve the following business results: • 97 percent of company goals for 2012 were in the system before then end of February • Ability to assign courses from LMS based on goals and competency in performance management • Administer a paperless candidate and new hire experience from Recruiting to Onboarding for all areas of the business “SAP/SuccessFactors is providing the infrastucture to get ahead of the tremendous growth we continue to experience at Under armour. Troy Barnett, Director of HR Technology and Process, Under Armour 29
    • Company: Vallourec SuccessFactors Helps Vallourec toIndustry: Manufacturing Re-energize its Global HR ProcessEmployees: 20,000 for Operational Excellence Vallourec is a world leader in premium tubular solutions serving the energy markets and otherSuccessFactors Solutions: industrial applications. With 20,000 employees, integrated manufacturing facilities, advancedGoal Management R&D, and a presence in more than 20 countries, Vallourec offers its customers innovative global solutions to meet the growing energy challenges of the 21st century.Performance ReviewCompensation Management ChallengeSuccession Planning To manage a growing and diverse global workforce, Vallourec needed to address the following challenges:Employee Profile • Update and centralize legacy HR systems • Retain highly skilled staff across all areas of business • Improve overall business performance through talent management and development Solution Vallourec initially deployed Employee Profile, Goal Management, Performance Reviews, Compensation Management and Succession Planning in five languages to 3000 employees across 10 countries. Vallourec was able to improve operational excellence by: • Creating an integrated HR cycle that enabled managers across the business to conduct performance reviews, identify and develop talent, plan compensation and motivate employees • Increasing visibility into talent pools for succession planning • Creating a more meritocratic work environment, thereby increasing employee loyalty and retention Results • Vallourec implemented SuccessFactors and achieved the following business results: • Increased engagement in formal HR process – up from 60% to 98% • Speed of performance review process increased by up to 300% • Centralized processes were significantly more cost efficient than traditional in-house ERP tool “The speed of implementation, ease of use and cost savings associated with the SuccessFactors ´solution have made all the difference to the experience and, in the long-term, to our ability to perform as a global company.” Philippe Ferrie, Worldwide Employee Relations Coordinator and HRIS Director, Vallourec 30
    • Company: Varian Medical Varian Medical Systems Case StudySystems Driving Business Execution through SAP HR &Industry: Manufacturing Cloud based Talent ManagementEmployees: 5,958SuccessFactors Solutions: Varian Medical Systems is the world’s leading manufacturer of medical devices and softwarePerformance & Goals for treating cancer and other medical conditions with radiotherapy, radiosurgery, proton therapy, and brachytherapy. The company supplies informatics software for managingCompensation comprehensive cancer clinics, radiotherapy centers, and medical oncology practices. Varian isSuccession & Development a premier supplier of tubes and digital detectors for X-ray imaging in medical, scientific, and industrial applications and also supplies X-ray imaging products for cargo screening andRecruiting industrial inspection. VMS is an S&P 500 company. Challenge Managing growth and maintaining productivity is an ongoing goal for a company with a footprint as significant as Varian. In order to meet this goal the organization needed to address the following challenges: • o global talent management system N • eeded a reliable process and data to track performance N • eeping innovative with new talent management technology K Solution Since innovation is at the heart of Varian’s business, it recognized that significant changes were being made in talent management technology and that the standout in this race was SuccessFactors. To accomplish global talent management, Varian decided to build on its SAP human resources management solution with SuccessFactors’ cloud-based technology. SuccessFactors technology enabled Varian to: • Develop a global and consistent process to set and align goals • Understand the scope of individual and team contributions and increase productivity Results Varian implemented SuccessFactors and achieved the following business results: • 5% of employees have work goals aligned with the strategic goals of the global business 9 • 88% of employees will have a coaching meeting with their manager “With SuccessFactors we were able to develop a global and consistent process that enabled everyone in Varian to set and align goals, and visualize the scope of their contribution.” Charlotte Woo, Enterprise Applications Manager, Varian 31
    • Want to showcaseYOUR company’ssuccess?We invite you to share your organization’s success with ourBusiness Execution software solutions either by a written orvideo case study.Let us help highlight your success - contact:Lisa HartleyDirector, Customer Marketing and Advocacylhartley@successfactors.com 32
    • About SuccessFactorsSuccessFactors is the global leader inbusiness execution software. Our suite ofon-demand applications is relied upon bycompanies of all sizes around the world toalign their businesses to their strategies,arm their organizations for success andincite their employees to greatness – everyday. For more information, visitwww.successfactors.com or call 1-800-9920SuccessFactorsGlobal Headquarters 1500 Fashion Island Blvd. Suite 300 San Mateo, CA 94404, USATOLL FREE    800 809 9920PHONE    650 645 2000FAX    650 645 2099EMEA    +45 33 349 349APAC    +612 9238 6680 San Mateo, California London, United Kingdom Sao Paulo, Brazil Boston, Massachusetts Beijing, China Mexico City, Mexico San Francisco, California Hong Kong, China Dublin, Ireland Copenhagen, Denmark Tokyo, Japan Shanghai, China Paris, France Manila, Phillipines Bangalore, India Munich, Germany Singapore Brisbane, Australiasuccessfactors.com Zürich, Switzerland Seoul, South Korea Sydney, Australia