Key trends in HR including Performance Management trends, digital workforce, evolution of Management Thinking, simplifying HR, SuccessFactors, Appificaiton of HR, Intelligent Services, analytics
Kenny & Company Management Consulting - Portfolio Management January 2018Will Yen
What is Portfolio Management?
Project Portfolio Management: “Everyone says they are doing it, but few are, and those that are, are unsure if they are doing it right.”
Digitization of hr slideshare kenny company 2018 pdf versionWill Yen
In 2016, HR technology funding reached record levels with 402 deals worth approximately $2.2B, more than 5 times the funding in 2012. This innovation in the market place has created a new wave of adoption and digitization by HR organizations.
Insights into non-payroll workers | SAP FieldglassSAP Fieldglass
How much do you know about your non-payroll workers?
Only 31% of executives are highly informed about the quality of work done by their non-payroll workers. That is just one finding from SAP Fieldglass’ latest global research study with Oxford Economics.
To get work done, organizations increasingly turn to non-payroll workers such as independent contractors, freelancers and temporary staff. Non-payroll workers account for a major share of total workforce spend. Yet many organizations under-manage them, preventing them from reaching their full potential, as well as putting their organizations at risk.
View the SlideShare to discover four key actions organizations can take to unlock more value from their non-payroll workers and mitigate risk. The SlideShare also looks at Pacesetters – organizations that excel in managing non-payroll workers – and shows how their strong management capabilities pay off in superior business results.
About the research
SAP Fieldglass collaborated with Oxford Economics to survey 1,050 senior executives in 24 industries across 21 countries about their use and management of the external workforce. One-third of respondents are C-suite leaders, including Chief Procurement Officers and Chief HR Officers. From a qualitative perspective, Oxford Economics also conducted in-depth interviews with multiple executives to capture their insights and reactions to the survey findings.
Capgemini Consulting: Using Digital Tools to Unlock HR’s True PotentialCapgemini
In this Capgemini Consulting research report we look at why talent has gone digital and HR has not. We also outline how HR can unlock its true potential through digital tools.
The Story of Intelligent Talent ManagementSaba Software
Most talent management solutions aren't all that different from each other. But this one is: it’s built around a machine-learning brain—technology that quickly digests incoming workforce data, evaluates it, and learns from it. Correlating diverse inputs to deliver ideas and options you didn't know you had.
See the tangible difference this makes. Download our LookBook to learn how Saba Intelligent Talent Management:
Delivers relevant, personalized recommendations
Provides answers to critical HR questions—before you even ask
Individually mentors every employee
Advises you of problems before they materialize
To get the LookBook, register here.
Kenny & Company Management Consulting - Portfolio Management January 2018Will Yen
What is Portfolio Management?
Project Portfolio Management: “Everyone says they are doing it, but few are, and those that are, are unsure if they are doing it right.”
Digitization of hr slideshare kenny company 2018 pdf versionWill Yen
In 2016, HR technology funding reached record levels with 402 deals worth approximately $2.2B, more than 5 times the funding in 2012. This innovation in the market place has created a new wave of adoption and digitization by HR organizations.
Insights into non-payroll workers | SAP FieldglassSAP Fieldglass
How much do you know about your non-payroll workers?
Only 31% of executives are highly informed about the quality of work done by their non-payroll workers. That is just one finding from SAP Fieldglass’ latest global research study with Oxford Economics.
To get work done, organizations increasingly turn to non-payroll workers such as independent contractors, freelancers and temporary staff. Non-payroll workers account for a major share of total workforce spend. Yet many organizations under-manage them, preventing them from reaching their full potential, as well as putting their organizations at risk.
View the SlideShare to discover four key actions organizations can take to unlock more value from their non-payroll workers and mitigate risk. The SlideShare also looks at Pacesetters – organizations that excel in managing non-payroll workers – and shows how their strong management capabilities pay off in superior business results.
About the research
SAP Fieldglass collaborated with Oxford Economics to survey 1,050 senior executives in 24 industries across 21 countries about their use and management of the external workforce. One-third of respondents are C-suite leaders, including Chief Procurement Officers and Chief HR Officers. From a qualitative perspective, Oxford Economics also conducted in-depth interviews with multiple executives to capture their insights and reactions to the survey findings.
Capgemini Consulting: Using Digital Tools to Unlock HR’s True PotentialCapgemini
In this Capgemini Consulting research report we look at why talent has gone digital and HR has not. We also outline how HR can unlock its true potential through digital tools.
The Story of Intelligent Talent ManagementSaba Software
Most talent management solutions aren't all that different from each other. But this one is: it’s built around a machine-learning brain—technology that quickly digests incoming workforce data, evaluates it, and learns from it. Correlating diverse inputs to deliver ideas and options you didn't know you had.
See the tangible difference this makes. Download our LookBook to learn how Saba Intelligent Talent Management:
Delivers relevant, personalized recommendations
Provides answers to critical HR questions—before you even ask
Individually mentors every employee
Advises you of problems before they materialize
To get the LookBook, register here.
The Multi-Channel Workforce: Transforming the Way Work Gets DoneSAP Fieldglass
In the fast-paced digital economy, organizations who can be agile have the advantage. The more nimble a company is, the better it can respond to competitive threats and pivot to capitalize on new opportunities. As a result, the way businesses operate is changing. Today, organizations rely on many sources of talent beyond their full-time employees – from contingent workers to Statement of Work-based consultants, freelancers to gig workers and beyond.
At SAP Fieldglass, we refer to this as the multi-channel workforce.
Engaging the multi-channel workforce allows companies to access critical skills, scale up and down to meet demand and increase speed to value. So to be successful, they need to be able to deploy these resources quickly and manage them effectively.
This is where SAP Fieldglass comes in. Our platform helps customers find, source and strategically manage their multi-channel workforce. It easily connects them with millions of resources around the globe and helps them answer critical questions including:
• Who is working for you?
• What are their skills? And what are they doing?
• Where are they located?
• Which facilities and systems are they accessing?
• How much are you paying them?
View the slideshare to learn how today’s multi-channel workforce is helping companies be more agile, strategic and resourceful in their use of external talent.
Boost Engagement and Performance with Your Talent Management System in 2015Saba Software
Keys to Selecting Your TMS
Watch Recording: http://www2.sabameeting.com/GA/main/0000003f1ec869014b7c797af5007ed1
Traditional performance reviews and talent management systems aren't helping today's HR teams as they are trying to boost retention, engagement and employee performance. The latest technological advances like predictive analytics, mobile, cloud and machine learning are dramatically changing the game. The longer a company goes without a modern talent management system today, the more difficulty it will face in attracting, engaging and retaining the talent needed to execute its business strategy.
In this 20-minute presentation, you will learn key criteria to consider when selecting a talent management system that:
Drives employee engagement and collaboration
Increases agility, innovation and leadership
Reduces complexity and costs
Improves retention
Join us for this interactive TIM Talk , where Babak Salimi, Senior Director of Product Marketing at Saba, will discuss what you need to think about as you're defining your talent management strategy to drive innovation and increase business growth in 2015.
Data Science and Analytics in Human Resources - Moneyball comes to HRJosh Bersin
Latest research on the imbalance in employment and the need for data science and assessment science in HR. Applies the concepts of the book Moneyball to HR.
Webinar – Engaging a multi-generational workforceKNOLSKAPE
About the Webinar: We have multiple generations working together and contributing at the workplace today. Given this reality, building intra- and inter-generational engagement is an imperative for people managers.
A webinar by Subramanian Kalpathi (Subbu) Senior Director, Centre of Expertise (COE) | Author, The Millennials: Exploring the world of the largest living generation
Webinar – The Evolution of Digital Talent: Implications for Talent DevelopmentKNOLSKAPE
About the Webinar: The L&D and Talent development functions are fast evolving in the 21st century. Anytime, anywhere learning tools are now commonplace, and the modern learner is no longer just dependent on formal learning tools to guide his or her learning. Given this backdrop, Dr. Swatee Sarangi, Head - Capability Development, Corporate HR at Larsen & Toubro and Subramanian Kalpathi, Head of KNOLSKAPE Insight Centre address the following subjects:
1) Introduction to latest research from KNOLSKAPE
2) The evolution of digital talent, and what this means for talent development
3) The missing link: building soft digital skills among your workforce
4) How learning culture plays a vital role in the success or failure of your talent initiatives
Hr Transformation Roadmap- Aligning with the Business Commercial AgendaChazey Partners
HR touches every aspect of operations and is valued as a critical enabler of business strategy. However, it still struggles with being weighed down by administrative tasks and not having enough bandwidth to drive the kind of added value business operations increasingly demand. As organizations complement a push towards more efficient processes with deploying more effective talent solutions, HR is as much under the spotlight as any other function. This article shares tips on how to structure your HR so that it has a real impact on successful business outcomes.
HR Transformation-The Digitization Impact: The Future is NowManish Mohan Misra
Business Environment is massively impacted by VUCA, Technology & New workforce. New business models are fast emerging and are totally different from the current ones. The new dynamics will require HR to undergo a metamorphosis in order to deliver value. The Future of HR is NOW.
Why HR Service Delivery Is Pivotal for Employee ExperienceWorkday, Inc.
Employee experience continues to be a top priority for the C-suite. And HR service delivery is a critical component of that experience.
In this slide deck, learn how Workday can help you take a more people-centric approach to HR service delivery to make your people feel more connected and supported.
HR in IT services- the strategic shifts over yearsKrish Shankar
Looks at the changing focus of HR in IT services industry, and outlines a framework for arriving at a HR strategy given the environmental changes and business strategy.
Brandon Hall Group: A New Approach to Managing TalentSaba Software
As you already know, performance reviews have been standard business practice for decades. Yet, only a meager few have figured out how to garner real value from it.
It’s time to seriously reconsider traditional approaches and reinvent your performance review process. The most successful companies have evolved from appraising past performance to developing future potential. How did they do it? Join this live webinar to learn their secrets.
In this session, Brandon Hall Group’s VP and Principal Analyst Talent Management Practice will:
Explore today’s performance management drivers, challenges and philosophies
Share their proprietary framework for transforming to a new approach
Present the business value of adopting the new approach
Describe success levers of the new approach
Offer examples of how to put the new approach into practice
The workforce and HR play a major role in a company’s digital transformation. Learn about new trends and strategies to jump start and fuel your journey.
The Future of Finance in a World of Global Digital Transformation3Sixty Insights
Blue Hill Research's Hyoun Park explores how the Future of Finance will change as Digital Transformation, the Internet of Things, the Subscription Economy, and microservices start to take over the business world.
The Multi-Channel Workforce: Transforming the Way Work Gets DoneSAP Fieldglass
In the fast-paced digital economy, organizations who can be agile have the advantage. The more nimble a company is, the better it can respond to competitive threats and pivot to capitalize on new opportunities. As a result, the way businesses operate is changing. Today, organizations rely on many sources of talent beyond their full-time employees – from contingent workers to Statement of Work-based consultants, freelancers to gig workers and beyond.
At SAP Fieldglass, we refer to this as the multi-channel workforce.
Engaging the multi-channel workforce allows companies to access critical skills, scale up and down to meet demand and increase speed to value. So to be successful, they need to be able to deploy these resources quickly and manage them effectively.
This is where SAP Fieldglass comes in. Our platform helps customers find, source and strategically manage their multi-channel workforce. It easily connects them with millions of resources around the globe and helps them answer critical questions including:
• Who is working for you?
• What are their skills? And what are they doing?
• Where are they located?
• Which facilities and systems are they accessing?
• How much are you paying them?
View the slideshare to learn how today’s multi-channel workforce is helping companies be more agile, strategic and resourceful in their use of external talent.
Boost Engagement and Performance with Your Talent Management System in 2015Saba Software
Keys to Selecting Your TMS
Watch Recording: http://www2.sabameeting.com/GA/main/0000003f1ec869014b7c797af5007ed1
Traditional performance reviews and talent management systems aren't helping today's HR teams as they are trying to boost retention, engagement and employee performance. The latest technological advances like predictive analytics, mobile, cloud and machine learning are dramatically changing the game. The longer a company goes without a modern talent management system today, the more difficulty it will face in attracting, engaging and retaining the talent needed to execute its business strategy.
In this 20-minute presentation, you will learn key criteria to consider when selecting a talent management system that:
Drives employee engagement and collaboration
Increases agility, innovation and leadership
Reduces complexity and costs
Improves retention
Join us for this interactive TIM Talk , where Babak Salimi, Senior Director of Product Marketing at Saba, will discuss what you need to think about as you're defining your talent management strategy to drive innovation and increase business growth in 2015.
Data Science and Analytics in Human Resources - Moneyball comes to HRJosh Bersin
Latest research on the imbalance in employment and the need for data science and assessment science in HR. Applies the concepts of the book Moneyball to HR.
Webinar – Engaging a multi-generational workforceKNOLSKAPE
About the Webinar: We have multiple generations working together and contributing at the workplace today. Given this reality, building intra- and inter-generational engagement is an imperative for people managers.
A webinar by Subramanian Kalpathi (Subbu) Senior Director, Centre of Expertise (COE) | Author, The Millennials: Exploring the world of the largest living generation
Webinar – The Evolution of Digital Talent: Implications for Talent DevelopmentKNOLSKAPE
About the Webinar: The L&D and Talent development functions are fast evolving in the 21st century. Anytime, anywhere learning tools are now commonplace, and the modern learner is no longer just dependent on formal learning tools to guide his or her learning. Given this backdrop, Dr. Swatee Sarangi, Head - Capability Development, Corporate HR at Larsen & Toubro and Subramanian Kalpathi, Head of KNOLSKAPE Insight Centre address the following subjects:
1) Introduction to latest research from KNOLSKAPE
2) The evolution of digital talent, and what this means for talent development
3) The missing link: building soft digital skills among your workforce
4) How learning culture plays a vital role in the success or failure of your talent initiatives
Hr Transformation Roadmap- Aligning with the Business Commercial AgendaChazey Partners
HR touches every aspect of operations and is valued as a critical enabler of business strategy. However, it still struggles with being weighed down by administrative tasks and not having enough bandwidth to drive the kind of added value business operations increasingly demand. As organizations complement a push towards more efficient processes with deploying more effective talent solutions, HR is as much under the spotlight as any other function. This article shares tips on how to structure your HR so that it has a real impact on successful business outcomes.
HR Transformation-The Digitization Impact: The Future is NowManish Mohan Misra
Business Environment is massively impacted by VUCA, Technology & New workforce. New business models are fast emerging and are totally different from the current ones. The new dynamics will require HR to undergo a metamorphosis in order to deliver value. The Future of HR is NOW.
Why HR Service Delivery Is Pivotal for Employee ExperienceWorkday, Inc.
Employee experience continues to be a top priority for the C-suite. And HR service delivery is a critical component of that experience.
In this slide deck, learn how Workday can help you take a more people-centric approach to HR service delivery to make your people feel more connected and supported.
HR in IT services- the strategic shifts over yearsKrish Shankar
Looks at the changing focus of HR in IT services industry, and outlines a framework for arriving at a HR strategy given the environmental changes and business strategy.
Brandon Hall Group: A New Approach to Managing TalentSaba Software
As you already know, performance reviews have been standard business practice for decades. Yet, only a meager few have figured out how to garner real value from it.
It’s time to seriously reconsider traditional approaches and reinvent your performance review process. The most successful companies have evolved from appraising past performance to developing future potential. How did they do it? Join this live webinar to learn their secrets.
In this session, Brandon Hall Group’s VP and Principal Analyst Talent Management Practice will:
Explore today’s performance management drivers, challenges and philosophies
Share their proprietary framework for transforming to a new approach
Present the business value of adopting the new approach
Describe success levers of the new approach
Offer examples of how to put the new approach into practice
The workforce and HR play a major role in a company’s digital transformation. Learn about new trends and strategies to jump start and fuel your journey.
The Future of Finance in a World of Global Digital Transformation3Sixty Insights
Blue Hill Research's Hyoun Park explores how the Future of Finance will change as Digital Transformation, the Internet of Things, the Subscription Economy, and microservices start to take over the business world.
Summary of key HR trends affecting the workforce including the digitial workforce, continuous performance management, the "appificaiton" of HR, extensibility, analytics, and much more.
The 2015-16 General Update Courses focuses on Farewell HUD-1? Hello TRID! What's TRID? Sales of Vacation Rentals, Real Estate Agent Safety, Changes in Commission Rules, Contracts and Addenda, License & Education Review To maintain an active license,
The 2015-16i BICUP discusses. Farewell HUD-1? Hello TRID! What's TRID? Sales of Vacation Rentals , Real Estate Agent Safety , Changes in Commission Rules, Contracts and Addenda , License & Education Review, How to Handle Complaints, Handling of Trust Monies
Summary of key HR trends for 2016 including continuous performance management, digital workforce, analytics, evolution of management thinking, simplifying HR, flexibility and extensibility in total workforce management, appification of HR, intelligent services.
O conteúdo aborda as principais características do atual ambiente de negócios, comportamento dos consumidores e as principais tendências tecnológicas que exploram essas características.
Cloudway Consulting Pvt Ltd Is a SAP Strategic Sourcing Consulting Company For SAP, SAP S4 Hana, SAP Ariba, SAP C4C, Success Factor and Business By Design for More Call us at +0120-4226511
Today, 1/41 of HR leaders state that they are unable to easily deal with change or make
decisions efficiently because they don’t have the information they need on hand. Tight
controls and cost reductions, stringent objectives, “client” focused service delivery models,
transforming organizational structures, changing workforce demographics, regulatory compliance and political cycles present tough dynamics. Public sector HR leaders are
under pressure to “do more with less” and still achieve improved agility, quality and
innovation. Smart human capital management solutions built to simplify processes and provide
valuable insight hold the key to operational efficiency in public sector organizations.
Talent Has Gone Digital, but How About HR?
The on-going digital transformation brings new challenges and opportunities. After stabilizing, improving and fine tuning core HR, we see a new wave within HR; innovation and adoption to the new paradigm. To take the lead and win the game, HR leaders must understand the demographic, technological and societal shifts - and prepare themselves accordingly. They also have to make sure to have a toolset that supports the transformation. The Future of HR is in the Cloud.
Bust the myths of talent management — key points for deploying a unified tale...Human Capital Media
With so many talent management solutions in the marketplace, organizations are even more challenged to determine which talent management solution best meets their specific needs.
In this webinar, Mark Brandau, senior director at SuccessFactors, will help bust the top talent management myths by reviewing the key questions HR executives need to ask — and answer — when evaluating and deploying a unified talent management solution.
Attendees of this webinar will:
•Get a detailed list of specific questions HR executives need to ask — and answer — as they prepare for the workforce of the future.
•Review what key processes businesses should adopt and avoid.
•See how a unified approach to talent management demonstrates immediate business value to executives.
•Acquire best practices on how to effectively establish the business value of talent management strategies and execution.
•Learn how to combat decreasing global competitiveness caused by skill and competency gaps, a lower-performing workforce and misalignment of employees.
•Review latest analyst reports on a unified talent management solution.
HR and IT managers that want to achieve a successful digital transformation must make fundamental changes. Whether businesses are looking to increase agility, improve customer service, streamline processes or drive innovation, change needs to start in the workplace. This is because the performance of individual employees is decisive in a world increasingly characterized by knowledge work. However, employee performance can only improve when the work environment is adapted and optimized to their respective roles and requirements. Equipping workers with new mobile devices or collaboration tools is not a solution in and of itself.
Based on PACs view of Digital Workplace as a holistic design and service concept, this presentation offers a 360° view on critical issues related to workplace modernization. It gives insight into current trends, investment plans and challenges relating to digital workplace initiatives.
The challenges facing human resources (HR) executives have changed significantly over the past 10 years. Today, HR is an important part of overall corporate performance. This is driven by several factors, including the growing needs to: attract and retain talent; implement strategic succession planning; access and analyze workforce data; and manage a culture that enables multi-generational workforce expectations. Microsoft has a technology platform that HR decision makers can use to address these challenges and deliver business impact.
The Connected Digital Economy and Benchmarking for Competitive Advantage - Hu...ADP, LLC
In this Issue of Human Capital Management Vol. 4: The Connected Digital Economy
Benchmarking for Competitive Advantage New Year Presents New ACA Opportunity:
Strategies for Communicating with Your Employees
Put people at the heart of your HR transformation – and improve the employee experience – with SAP SuccessFactors. This industry-leading cloud human capital management (HCM) suite uses the latest technologies to help you win the war for top talent, connect people to purpose, and drive results across your business.
Improving Business Results Through People -
Today’s rapidly and continuously changing business environment demands greater agility than ever and the ability to quickly develop new strategies as circumstances evolve. But, it’s also critical to be able to execute those strategies rapidly and effectively.
The SuccessFactors HCM Suite includes a complete set of tightly integrated talent management solutions, robust workforce analytics and planning, plus a next generation core HR solution.
With over 3600 customers and more than twenty million users in 177 countries, SuccessFactors HCM Software is the most adopted Software-as-a-Service (SaaS) business software in the world.
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Modern Database Management 12th Global Edition by Hoffer solution manual.docxssuserf63bd7
https://qidiantiku.com/solution-manual-for-modern-database-management-12th-global-edition-by-hoffer.shtml
name:Solution manual for Modern Database Management 12th Global Edition by Hoffer
Edition:12th Global Edition
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All chapter include
Focusing on what leading database practitioners say are the most important aspects to database development, Modern Database Management presents sound pedagogy, and topics that are critical for the practical success of database professionals. The 12th Edition further facilitates learning with illustrations that clarify important concepts and new media resources that make some of the more challenging material more engaging. Also included are general updates and expanded material in the areas undergoing rapid change due to improved managerial practices, database design tools and methodologies, and database technology.
Artificial intelligence (AI) offers new opportunities to radically reinvent the way we do business. This study explores how CEOs and top decision makers around the world are responding to the transformative potential of AI.
Oprah Winfrey: A Leader in Media, Philanthropy, and Empowerment | CIO Women M...CIOWomenMagazine
This person is none other than Oprah Winfrey, a highly influential figure whose impact extends beyond television. This article will delve into the remarkable life and lasting legacy of Oprah. Her story serves as a reminder of the importance of perseverance, compassion, and firm determination.
Oprah Winfrey: A Leader in Media, Philanthropy, and Empowerment | CIO Women M...
2016 HR Trends
1. 2016 HR Trends
Helping You Meet the Challenges of the New Year
March 2016
SAP Point of View
2. Trends Shaping the HR Function
and Financial Services Industry
• Digital economy is transforming how people live and
work
– AirBnB, Uber, GM investing $500M in Lyft
• Simplifying “HR Complexity” is critical to address the
pace of change– flexibility and scalability are table
stakes
– Collaboration is driving all areas within HR
• Career and Performance Management is
undergoing significant transformation
• Social and mobile technology are changing
employee engagement and organizational productivity
• Evolving workforce demographics driving need for
better planning and analytics
2 | SAP proprietary and confidential
3. What is the Digital Economy
Five Technology Trends have Converged into the
“Digital Economy”:
• Hyper-Connectivity
• Super Computing
• Cloud Computing
• A smarter world based on outcomes
• Cyber Security
Impact on HR?
Employees EXPECT a new type of experience – one
that is frictionless, where information is accessible
and seamless and where technology is invisible! One
that makes their lives and careers better.
SAP proprietary and confidential | 3
4. And Requires a Reimagining of HR Strategies with a
Digital Approach
The digital economy is significantly reshaping how HR supports the organizational
strategies.
Intelligent
Flexible
Cloud
Useful
McKinsey defines the digital experience as something that should be seen less as a thing and more a way of doing
things with three attributes:
• Creating value in the business
• Creating value in the processes to support the vision
• Building the foundational capabilities for the organization
Teamwork
Learning
CollaboratingManagement
Working Remote Performance Management
“Being digital requires being open to
reexamining your entire way of doing
business and understanding where
the new frontiers of value are”.
McKinsey Digital, July 2015
4 | SAP proprietary and confidential
What Does Digital Mean to HR
5. The Evolution of Management Thinking
Operational Efficiency
Profit, Growth,
Financial Engineering
Customer Service,
Employees are
Leaders
Mission, Purpose,
Sustainability
Industrial Age People
as Workers
The Corporation is
King
Andrew Carnegie
Henry Ford
Jack Welch Peter
Drucker
The Executives are
King
Management by
Objectives
The People are
King(s)
Howard Schulz Steve
Jobs
Servant Leadership
Work Together
The Teams and Team
Leaders are Kings
Netflix, Google,
Facebook, Amazon
Empower the Team
The Industrial
Corporation
Hierarchical
Leadership
Collaborative
Management
Network of
Teams
Purpose,Meaning,andEmpowerment
<1950s 2020Today1990s1960s-80s
Bersin by Deloitte, July 2015
SAP proprietary and confidential | 5
According to Deloitte’s new research, High Impact Talent Management (2015), the data shows that “building an
inclusive culture is now the #1 predictive strategy for global financial performance”. The new digital world changes
how we live and work. Through better inclusion and social collaboration the next phase of management thinking
has evolved – The Network of Teams. To respond to this trend, HR needs to significantly rethink how they are
meeting the needs of the new workforce.
6. By 2020 there will be 200 billion
connected devices on the Internet of Things.
Source: Intel, A Guide to the Internet of Things Infographic
“Enterprise software used to be about making existing
work more efficient. Now, the opportunity for
software is to transform the work itself.”
Source: Aaron Levie, @levie
74% of companies believe business complexity
hurts their ability to meet goals, but only 17%
believe current simplification efforts are very effective.
Source: Knowledge@Wharton, Business Simplification 2015: The Unmet
Strategic Imperative
7. Useful – We Need to Simplify HR
• Integrated HCM Suite
• Embedded Content
• Mobile
• Total Workforce Management
The Impact of the Network of Team on Customer Satisfaction
Simplified Processes
Realize HR efficiency and
ensure compliance
SAP proprietary and confidential | 7
To support the Network of Teams and enable the “connection of brains”, organizations must have Integrated
Talent Management systems and social collaboration tools to deliver on the business strategy in an intuitive,
accessible and simple way.
8. Intelligent Services
Useful – Unmatched Solution Breadth and Depth
Supporting your total workforce, partners and third-party
administrators
Core HR
Payroll
Time & Attendance
Global Benefits
Shared Services
Employee Recordkeeping
Organizational Management
Talent Management
Recruiting
Onboarding
Learning
Performance & Goals
Compensation
Succession & Development
Our Partners
Time & Attendance
Payroll
Benefits
Recruiting & Onboarding
Our Partners
8 | SAP proprietary and confidential
Everything in HR is connected. To support your total workforce, and support the network of teams, organizations
need to simplify their infrastructure and focus on delivering the HR programs and services to drive collaboration
and support the digital economy.
9. Useful – Built-in Decision Support
We’ve learned from the best, and
made it a practice
• Pre-delivered Talent Questions
• Industry-specific Job Descriptions
• Job Families
• Skills Catalog
• Competencies Catalog
• Learning Reports and Dashboards
• Recruiting Best-practice Templates
• International and Country-specific Reports
• Compensation Metrics and Reports
• Workforce Analytics Metrics
• Core HR Workflows
• Assessment Coaching Assistant
• Assessment Writing Assistant
• Goals Catalog
• Comprehensive Benchmarking
• Live Compensation Dashboards
19,500+
Unique HR content elements
SAP proprietary and confidential | 9
10. Customer-experience
Omni channel
Assets and the
internet of
things
Supplier collaboration
business networks
Digital Core
Workforce
Engagement
Flexible – Total Workforce Management Integrates the
Customer/Employee Experience
How do you make the employee experience flexible without significant customization? Through advanced
technology you can now have a fully configurable system with pre-built connections to all your employee
experience system and have the ability to build new applications which are unique to your organization.
SAP HANA Cloud
Platform
Core Business and
Industry Solutions
10 | SAP proprietary and confidential
11. Flexibility – The “Appification” of Everything –
Organizations must be Flexible and Scalable
The Financial Services sector is undergoing significant transformation. In order to meet the evolving needs of your
organization you must be able to respond quickly. With the SAP SuccessFactors suite of products you don’t need
to disrupt your existing core processes to design a unique solution or pilot a new program – we can help you to
build the apps that meet your unique business needs.
Enterprisejungle.com
SAP proprietary and confidential | 11
12. Candidates today are not looking for a career…
they are looking for an experience.
Intelligence
Careers have changed and so have people
12 | SAP proprietary and confidential
13. The Evolution of the Talent Acquisition Process
Redefine Talent Acquisition
As the labor market continues to shrink and the shortage of skilled labor shifts their focus to other industries, the Financial
Services sector must significantly refine how they attract the necessary skills for the future. It is no longer a post and pray
environment. New intelligence is required to meet the evolving business needs. To compete in the future organization need to
move from the traditional six-phased approach to a Social Collaboration approach.
Job Requisition Job Posting Applications
Interviews Job Offer On Boarding
Smart Job/
Publishing Needs
SEO
Social Souring
Referral
Marketing
Multiple Branded
Job Sites
Talent/ Campaign
Landing Pages
Social Matcher
Job Feeds
Career Site
Mobile
Career Site
Job
Posting
Job
Application
Competency
Based
Interviewing
Job Offer
Job Requisition
Candidate
Talent Profile
On-boarding
Measure
Engage
TalentCommunity
Attract Select
SAP proprietary and confidential | 13
Traditional Six-phased Approach
Social Collaboration Approach to Talent Acquisition
14. Intelligence
This heartbeat proves…
Engaged People = Extraordinary Results
71% of respondents rank employee engagement as
imperative to achieving business success.
Harvard Business Review71%
14 | SAP proprietary and confidential
15. Intelligence - The New Workforce
The digital economy has changed how we work
The Network of Teams and digital transformation are clearly evidenced in the top drivers of sustainable
employee engagement. The need for goal alignment, flexibility, mobility and collaboration are the key
drivers.
Top Drivers of Sustainable Employee Engagement
SAP proprietary and confidential | 15
Leadership
• Effective at
growing the
business
• Sincere interest in
employees well
being
• Behavior
consistent with
the organization’s
core values
• Trust and
confidence in job
being done
Goal and
Objectives
• Good
understanding of
organization
business goals
and steps needed
to reach the goals
• Understanding of
how job
contributes to the
organization
achieving its
business goals
Workload Work/
Life Balance
• Healthy balance
between work
and personal life
• Work
arrangements are
flexible
• Enough
employees in
work group to get
job done right
• Amount of work
required is
reasonable
Image
• Organization
highly regarded
by general public
• Organization
conducts its
business with
honesty and
integrity
Empowerment
• Management
involve
employees in
decisions that
affect them
• Organization
seeks
opinions/suggesti
ons of employees
• Organization acts
on employees
suggestions
Source: What are the top drivers of employee attraction, retention and sustainable engagement. Towers Watson, December 2014
16. Intelligence - Engaged Workforce
Learning and Development
To achieve the ultimate goal of attracting, retaining and engaging your employees, one of the most
important aspects is having the ability for them to grow and learn so they can enhance their personal and
professional career goals. Yet, learning has changed significantly and will continue to change over the next
several year. In the Network of Teams we see collaboration taking unprecedented focus in how people
learn, both through communities, MOOCs and concept oriented on the job training.
Social Learning
• Mentoring/development
• QuickGuides
• Concept oriented OJT
• Near real-time knowledge objects from SMEs
• Collaborative groups and communities
Mobile Learning
Role Based Access
Learning Management System
• Instructor Led Training (ILT)
• eLearning
• Task oriented OJT
• MOOCs
• Exams/assessments
• Reporting & Dashboards
16 | SAP proprietary and confidential
17. Intelligence Trends in Performance Management
Yet, all we are hearing is how everyone is “getting ride of performance management”. So how can goal
alignment, which is a key driver of employee engagement be managed in the future?
NOT Eliminating Performance Management
SAP proprietary and confidential | 17
18. Trends in Performance Management
Simplify Goal
Mgmt Process
• Move from annual
goals to either
project based or
quarterly goals
• Limit the number
of goals to no
more than 3-4
with short and
realistic time
frames
Eliminate Forced
Ranking
• Eliminate the
forced,
distribution
ranking process
• No Bell Curve
Accurate
Employee Rating
• Rate employees
according to their
performance
against the job
with no limit to a
specific rating
(i.e., no more
“you were
exceptional but I
can only give one
person that
rating”)
Multiple Inputs
Consider multiple
ratings based on
quarterly goals,
development
activities, etc.
• Reduces an
annual one-time
impact and
empowers
employees with a
multi-dimensional
view of their
contribution to the
organization
Frequent
Feedback
Moving from an
annual review to
frequent feedback
sessions with a
focus on:
• Performance
against goals
• Development for
the future
• Focus is on
regularly
supporting and
positioning
employees to
perform better for
the future (versus
just how they did
in the past)
2
1
3
18 | SAP proprietary and confidential
No other area of HR is undergoing greater transformation than in the area of Performance Management.
The following details the key evolving trends.
19. 78% of employees say it is very important to work for
a digitally enabled company or a digital leader.
Source: MIT Sloan Management Review, Is Your Business Ready
for a Digital Future?
78%
20. How Does it all Come Together - Analytics
Changing workforce demographics demands
planning and analytics
Actionable Insight: Predict, plan, take action, and measure
• Being digital is about using data to make better and faster decision and putting the information in the
hands of the decision maker.
• Strategically forecast and grow the required talent
• Scale for new, emerging competencies in the future
• Make decisions based on intelligence that are personalized and relevant to the employee
• Evaluate the effectiveness of the HR programs and adjust as necessary
20 | SAP proprietary and confidential
22. 22 | SAP proprietary and confidential
Summary and Next Steps
Key Trends:
• Digital Economy is rapidly changing the way we work
• We must simplify how employees work and enable
access to what employees need to be productive
• The talent shortage and the impact of the digital world is
driving new ways of attracting, retaining and engaging
our talent
• The focus on social, mobile technology is reinventing
how we work and learn
• We must have the tools to plan and analyze our
workforce and HR programs to maintain competitiveness
How Can We Help:
• Engage with our team of HR Transformation Advisors to
assess your current HR Strategy and infrastructure to
identify areas for opportunity
• Contact your Account Executive to see first hand how
SAP SuccessFactors can help you meet the challenges of
tomorrow.