TechnoNICOL is a Russian company that manufactures building insulation materials. It previously lacked a unified HR system to manage its 5,000 employees across 30 countries. It implemented the SAP SuccessFactors suite including recruiting, performance management, learning, and future compensation modules. This provided a single system for talent management globally. Key benefits included increased transparency of employee information, more efficient HR processes, and ability to better develop and retain talent to support the company's continued global expansion.

1. SAP SuccessFactors Business Transformation Study | Engineering, Construction, and Operations | TechnoNICOL
©2017SAPSEoranSAPaffiliatecompany.Allrightsreserved.
TechnoNICOL: Increasing Competitiveness
in a Growing Global Enterprise with SAP®
SuccessFactors® Solutions
When a building needs the best insulation against the forces of Mother Nature,
architects can rely on TechnoNICOL. Sharing information about its talents is key
for the company to stay innovative and competitive. But TechnoNICOL lacked a
unified HR system to provide that information – until it found SAP® SuccessFactors®
solutions. Now it’s fit for the future – come rain or shine.

2. 2 / 6 © 2017 SAP SE or an SAP affiliate company. All rights reserved.
“We used to consider ourselves an international company. By giving us one model for talent
management and recruiting, SAP SuccessFactors solutions have made us a truly global company.”
Natella Pulariani, HR Project Manager, TechnoNICOL
BUSINESS TRANSFORMATION
Objectives
•• Recruit and retain the best people to support continuous innovation
•• Share data on talent to support decision making as manufacturing
expands globally
•• Become more competitive by standardizing HR processes
Resolution
•• One model for talent management using SAP® SuccessFactors® solutions
for recruiting, performance and goals, succession and development, and
compensation
•• 24x7 recruiting process, including a new central candidate database for
internal and external stakeholders
•• Convenient learning environment with the SAP SuccessFactors Learning
solution
Benefits
•• More transparency with all HR information available on one system
•• More efficient HR organization
•• Ability to share talent information across the organization and compare
business divisions on their talent management efforts
•• Higher employee satisfaction
•• More unified company with a truly global personality
Company
TechnoNICOL
Headquarters
Moscow, Russia
Industry
Engineering, construction,
and operations
Products and Services
Materials for roofing and
insulation
Employees
5,000
Web Site
www.technonicol.com
Partner
SAP Digital Business
Services organization
SAP SuccessFactors Business Transformation Study | Engineering, Construction, and Operations | TechnoNICOL
Executive overview
Read more
100%
Of white-collar employees
now have e-learning train-
ing in one system
30%
More managers are in-
volved in the performance
management process
Continuous
Ability to recruit,for a
competitive edge

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SAP SuccessFactors Business Transformation Study | Engineering, Construction, and Operations | TechnoNICOL
Creating agile processesExecutive overview
Company objectives
Resolution
Business transformation
Future plans
In winter, temperatures in Novosibirsk, Siberia’s
largest city, rarely go above the freezing point. But
inside homes and buildings insulated withTechnoNICOL
materials, it’s always warm and cozy. TechnoNICOL
is Russia’s largest manufacturer and supplier of
roofing and insulation materials, with manufacturing
activities in more the 30 countries across Asia and
Europe.
Despite its international footprint, TechnoNICOL
lacked a common talent management model shared
by all business units. Most of its 49 manufacturing
plants had their own HR management practices. As a
result, it was impossible to obtain one view of its
workforce. Worse, many local businesses had their
own view of how to manage HR processes.
In recruiting, the lack of visibility of people data
could lead to truly awkward situations. For example,
it wasn’t uncommon for TechnoNICOL to let go of
people who hadn’t fulfilled expectations, only to
learn that the same people were hired back by
another division.
“HR at headquarters had no control over the talent
processes, and we had no way to track people’s
careers and development,” explains Natella Pulariani,
HR project manager at TechnoNICOL.“We didn’t
know whom the businesses hired, which criteria they
used, and whether the criteria even matched our
corporate competency model.”
TechnoNICOL therefore wanted to standardize and
simplify its talent management processes and
manage them from a single system in order to build
a more unified company and culture. It was con-
vinced that having one HR platform would make the
company more agile and competitive, and improve
employee satisfaction.

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SAP SuccessFactors Business Transformation Study | Engineering, Construction, and Operations | TechnoNICOL
Air-tight data security with convenient
mobile access
Executive overview
Company objectives
Resolution
Business transformation
Future plans
Selecting the technology was critical because the new
solution would underpin the entire HR organization
and be used by every employee. The SAP® Digital
Business Services organization served as a trusted
partner from the beginning.“SAP helped us under-
stand what we really wanted from our new HR
system,” says Pulariani.
TechnoNICOL defined around 200 criteria for the
new solution. The main reason for selecting SAP
SuccessFactors® solutions was that SAP was the
only company that could guarantee air-tight data
security, with servers in Russia for its Russian clients.
TechnoNICOL introduced the entire talent manage-
ment suite.The SAP SuccessFactors Recruiting
solution was integrated with TechnoNICOL’s career
site (with an interface for internal candidates) and
local job boards, allowing internal recruiters to easily
post new jobs. External headhunters also have access
to the candidate database, preventing them from
offering the same candidate.
The mobile access to the solutions is a huge benefit.
As a result, hiring managers and recruiters can
always track what’s going on with their requisitions
and provide feedback, approve, and hire using their
smartphones.
The SAP SuccessFactors Performance & Goals
solution is used to assess performance for 2,500
white-collar workers.“Middle managers really like
being able to give their employees feedback,” says
Pulariani. The 360-degree feedback tool in the
solution has given the company a refreshing new
angle on the leadership capabilities of more than
500 managers.
Three months after implementing the SAP
SuccessFactors Learning solution, white-collar
employees could select among 50 courses.
In the near future, the configured SAP SuccessFactors
Compensation solution will allow TechnoNICOL to
link performance review forms and employee rewards.

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SAP SuccessFactors Business Transformation Study | Engineering, Construction, and Operations | TechnoNICOL
Better decisions about talentExecutive overview
Company objectives
Resolution
Business transformation
Future plans
By creating a single vision of how to recruit, assess,
and develop talent, TechnoNICOL is no longer just an
international company. It is now a truly global one.
Today recruiting happens 24x7, creating a real
competitive advantage. TechnoNICOL attracts the
right people, too, because all information about
candidates – and all feedback about them – is
captured centrally in one system.
Managers have become more involved in perfor-
mance management and employee development.
TechnoNICOL can also better track employees’
career development and make better use of its
talent. Pulariani explains,“We would theoretically be
able to tap talent from the Far East to be successors
for roles in central Russia.”
In addition to tracking individual talents,TechnoNICOL
can also compare business units on its talent
management efforts. And those comparisons are
meaningful because they are based on a common
performance management process, performance
rating system, and competency model. Pulariani
says,“Overall, SAP SuccessFactors solutions allow
us to determine: ‘Do we have the right people in the
right positions? And if not, how can we develop them
in such a way?’ By having one way to recruit, assess,
and develop talent, we can make better decisions on
talent.”
Finally, instead of just focusing on their current day
jobs, employees can now think about their future.
The reason is that the new solutions allowed
TechnoNICOL to create company-wide career-level
ladders.“We still have to fine-tune the model and
define the roles, but already we have the ability to
chart different career paths for our employees within
the entire organization. And our plans are to develop
this tool,” Pulariani says.

6. 6 / 6
Adding the missing
piece: one core HR
system
TechnoNICOL
Executive overview
Company objectives
Resolution
Business transformation
Future plans
TechnoNICOLhas come a long way since implementing
the cloud-based talent management solutions. But
one piece was missing until now: a single system for
all master HR data.
Master HR data is still held by the local manufacturing
plants.“Without one master system, it’s difficult to
make some decisions – for example, about compen-
sation,”says Pulariani.“We also can’t produce fast and
reliable headcount reports.” Implementing the SAP
SuccessFactors Employee Central solution could
solve that, and therefore this may be the next step in
TechnoNICOL’s digital transformation.
In addition, HR will continue to fine-tune its new
talent model and leverage all the features of its new
cloud solutions. For example, although all white-collar
staff now have development plans, the company still
needs to set personalized goals and translate the
information on its talent into concrete succession plans.
Studio SAP | 48775 (17/04) © 2017 SAP SE or an SAP affiliate company. All rights reserved.

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