Accelerate change, strategic transformations and reorganizations with Nakisa's HCM solutions
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Accelerate change, strategic transformations and reorganizations with Nakisa's HCM solutions
- 1. The webinar will begin shortly 700+ enterprise customers 4M+ subscribers Caters to 24+ industries Utilized in 125 countries Available in 18 languages @NakisaInc #AccelerateChange Providing solutions since 2001 Headquartered in Canada Leader in Human Capital and Financial Management Solutions
- 2. Accelerate change, strategic transformation & reorganizations with Nakisa’s HCM Solutions Tuesday, November 25, 2014 8:00 a.m. – 9:00 a.m. EST #AccelerateChange © 2014 Nakisa Inc. All rights reserved. #AccelerateChange 2
- 3. Your presenters Chuck Frosst Chief Operating Officer & HR Professional Chuck.Frosst@nakisa.com Raagi Pandya Global Director, HCM Evangelist Raagi.Pandya@nakisa.com @NakisaInc #AccelerateChange © 2014 Nakisa Inc. All rights reserved. #AccelerateChange 3
- 4. Webinar navigation Control panel Type your questions here © 2014 Nakisa Inc. All rights reserved. #AccelerateChange 4
- 5. Agenda Key business trends Leading the change Nakisa® solutions Key takeaways and recommendations Q & A © 2014 Nakisa Inc. All rights reserved. #AccelerateChange 5
- 7. The C-Suite’s top 3 business priorities Growth at the top of the agenda 1. Increasing enterprise growth 2. Delivering operational results 3. Reducing enterprise costs © 2014 Nakisa Inc. All rights reserved. #AccelerateChange 7
- 8. Key Business Trends Globalization 68% of HCM executives cited the scarcity of critical talent available in the marketplace as a top HCM pressure Aberdeen: HCM Trends 2014 Developing a Critical Eye for Talent
- 9. Key Business Trends Transactions Mergers, Acquisitions & Divestitures 9/10 corporate executives said that transactions completed in the past two years have not generated their expected value or return on investment Deloitte: M&A Trends Report 2014
- 10. Key Business Trends Human Resources Managing change & mitigating risk 82% of organizations are minimally or moderately effective at managing organizational change PMI: Enabling Organizational Change Through Strategic Initiatives 2014
- 11. Key Business Trends Performance Strategic change 15% of every dollar spent on strategic change is lost – US$ 149 million of every US$1 billion spent. PMI: Enabling Organizational Change Through Strategic Initiatives 2014
- 12. Which strategic initiatives are senior executives most focused on? 01 02 03 04 05 © 2014 Nakisa Inc. All rights reserved. #AccelerateChange 12
- 13. It’s all about Human Capital HR asked to provide business value Effective management of change
- 15. Analyzing the gap between present & future business reality Current Business Model New Business Model Internal Factors External Factors Change GAP ANALYSIS Strategic Human Resource Plan © 2014 Nakisa Inc. All rights reserved. #AccelerateChange 15
- 16. New retail stores © 2014 Nakisa Inc. All rights reserved. #AccelerateChange 16 16 Leading change: From minor to major transformation Realign to new culture Right sizing of major levels Consolidation of supply chains Moving to new operating models Department alignment New management Consolidations Consolidation of development offices Opening new markets
- 17. Leading change: Change impacts entire business Process Process Culture People Structure What do you need to ensure the result is Structure People What do you need to accelerate this process? accurate? © 2014 Nakisa Inc. All rights reserved. #AccelerateChange 17
- 18. Assessing current state What’s working What isn’t working Potential barriers Structure Process People Culture impact © 2014 Nakisa Inc. All rights reserved. #AccelerateChange 18
- 19. How to drive the rate of change in your business Speed © 2014 Nakisa Inc. All rights reserved. #AccelerateChange 19
- 21. Nakisa’s offerings Human Capital Management Finance Organizational Management Talent Management Leasing & Financials © 2014 Nakisa Inc. All rights reserved. #AccelerateChange 21
- 22. Org management solutions Managing organizational change with Nakisa Org Chart™ Organizational Management by Visualization & Collaboration Data Integrity Org Transformation Data Maintenance Org Hub for Mobile™ Org Chart Employee Org Chart™ Org Audit™ Org Management Suite Manager HR Executive Org Modeler™ Team Manager™ © 2014 Nakisa Inc. All rights reserved. #AccelerateChange 22
- 23. Organizational modeling Solution overview
- 24. Organizational management Org change challenges HR is bogged down by admin tasks Lack of self-service ownership of change processes Lack of org agility & flexibility for change Difficulty making critical decisions for change or © 2014 Nakisa Inc. All rights reserved. #AccelerateChange 24
- 25. Enable sound change management Unique guided write-back functionality Creation of “what-if” scenarios Intuitive drag-and- drop functionality Real-time, accurate data Visualization of key analytics Collaborative yet secure modelling Key capabilities of OrgModeler™ Integrated approval workflows © 2014 Nakisa Inc. All rights reserved. #AccelerateChange 25
- 26. OrgModeler™ typical use case LOB manager org maintenance with central governance Central Governance 1 2 3 4 Central Governance Approval Managers VP/LOB Managers HR Compliance HRAdmin/Manager Executive/HR HR Professional • Simple process with simple interface • Business/HRBP makes change request offline • Workflow manages Approval and sign-off • HR does compliance and write-back © 2014 Nakisa Inc. All rights reserved. #AccelerateChange 26
- 28. OrgModeler™ Large-scale re-org/planning with cascading assignments 1 2 3 4 5 VP/ LOB Mangers Central re-org team SVP/ VP HR Compliance Executive HRAdm/Manager SVP/ VP Central re-org team Executive HR Professional • Multi-step process with many actors • Starts and ends with HR • Executives set the objectives and KPIs • Cascading objectives to LOB managers/HR • Approval review and sign-off • HR compliance and write-back © 2014 Nakisa Inc. All rights reserved. #AccelerateChange 28
- 29. OrgModeler™: Ideal for managing change! LOB Manager initiated Org Unit/Position maintenance Organizational Planning – budgeting for future needs Project based planning and cost estimation Succession Models “what happens if…” Data Merge: M&A or moving to a single source of truth © 2014 Nakisa Inc. All rights reserved. #AccelerateChange 29
- 30. Technology improves the efficiency of managing organizational change Improves decision-making by providing accurate quantitative data and a “single source of truth” Increases the efficiency (speed + accuracy) of change execution Reduces risk by enabling staged changes Accelerates stakeholder buy-in and sign-off by providing a tool for communication and approvals Increases the measurable success of transformations by enabling an accurate and efficient changes © 2014 Nakisa Inc. All rights reserved. #AccelerateChange 30
- 31. The pillars of Nakisa’s solutions Org and talent management pillars Delivering business value Org Hub Talent Hub Org Modeler Org Audit Org Chart Succession Planning Goals & Performance Career Planning Talent Calibration & Review Team Manager Fully integrated org & talent management suite © 2014 Nakisa Inc. All rights reserved. 31
- 32. Key takeaways and recommendations
- 33. Thank you! Questions? Chuck Frosst | Chief Operating Officer | Nakisa Inc. Chuck.Frosst@nakisa.com @NakisaInc #AccelerateChange Raagi Pandya| Global Director, HCM Evangelist | Nakisa Inc. Raagi.Pandya@nakisa.com
- 34. Key takeaways • Give HR the ability to quickly and accurately respond to change • Give HR the opportunity to drive business value • Leverage your existing SAP investment Single source of truth Comply with data access security and roles already defined in SAP Implement change in SAP quickly, securely and accurately © 2014 Nakisa Inc. All rights reserved. #AccelerateChange 34
- 35. Resources VISIT the Nakisa Resource center for on-demand webinars, solution briefs, case studies, whitepapers & more. http://www.nakisa.com/resources.htm BOOK a personalized product demonstration: nakisa@nakisa.com CONNECT with us on Twitter, LinkedIn, Facebook, YouTube, and Google+ for the latest news & events. WATCH The organizational and talent management demo sneak peeks videos http://www.youtube.com/user/Nakisainc?feature=watch VISIT the Nakisa Org Management webpage. http://www.nakisa.com/solutions/soluti ons-overviews/org-management.htm © 2014 Nakisa Inc. All rights reserved. #AccelerateChange 35
- 36. 700+ enterprise customers 4M+ subscribers Caters to 24+ industries Utilized in 125 countries Available in 18 languages @NakisaInc #AccelerateChange Providing solutions since 2001 Headquartered in Canada Leader in Human Capital and Financial Management Solutions
Editor's Notes
- Hello and welcome to Nakisa’s webinar: The secret ingredient to success: Aligning your top talent with your most strategic objectives. We’re very excited that you could join us today and to have the opportunity to share with you information and some real-life examples of how Organizational Management is the foundation of building an effective HCM strategy. We’ll also cover how Sap organizational visualization by Nakisa provides you with the tools to enable smooth and effective HR management practices. My name is Amani and I work in the Marketing Department at Nakisa. I’ll be your moderator today and will be facilitating questions and answers at the end of the webinar. So please don’t be shy to send in your questions. Before we start, I’d like to introduce the team.
- Speaking on the panel today are Chuck Frosst and Raagi Pandya Chuck is the Chief Operating Officer here at Nakisa, as well as a seasoned HR expert with over 20 years of experience in the profession. His specialties include executive leadership and coaching in human capital management, global business management, organization and talent management, and business strategy and planning. Raagi is the Global Director and HCM Evangelist here at Nakisa. He has been involved extensively in the HCM space for over (X) years and works closely with many organizations worldwide to build sustainable HR strategies and develop new innovations. Please note that you can find us on Twitter @NakisaInc., and we encourage you to tweet during today’s webinar using hashtag KEY2HR
- Before we start today’s session, we’ll just go over a few navigation pointers about the GotoWebinar service. To ensure the best audio quality possible, everyone except for our panelists is muted. You may ask questions at anytime during the webinar by typing them in the questions tab located in the control panel to the right of your screen. This session is being recorded and both the slides and the content will be made available to you after the webinar session has closed. So, let’s get started. Over to you, Chuck.
- Chuck
- 2014 will be the year that CEOs and senior executives prioritize growth, according to a recent survey by Gartner, Inc. The 2014 Gartner CEO and Senior Executive Survey found that that there is currently a "risk-on" period when CEOs perceive that risk is lower, and they are prepared to invest in longer-term growth. The top three business priorities were: Increasing enterprise growth Delivering operational results Reducing enterprise costs The survey results show that growth is the top priority by far, with CEOs and executives displaying a bullish attitude toward technology-related business growth in 2014 and 2015. http://www.gartner.com/newsroom/id/2707517
- Key Trends: Globalization Accessibility to the globe expands Access to talent – stay agile Access to markets and capital
- Key Trends: Transactions Significant increase in M&A&D activity Speed to transaction imperative Larger, more complex mergers
- Key Trends: Human Resources Transitioning to building / implementing next generation technology Differentiating its Employer brands Managing / leading significant change
- The failure of strategic initiatives has a significantly greater financial impact: nearly 15% of every dollar spent on strategic initiatives is lost – US$149 million of every US $1 billion spent.
- What Nakisa provides visibility and process execution using powerful Organization Management and Talent Management solutions to identify, engage and cultivate talent to build a sustainable workforce. Who We target large enterprises with complex organizations and problems. How We offer a secure and reliable way to transform your workforce data into strategic business intelligence, allowing you to make better-informed talent and org decisions. Contextual data driving critical decisions and dialogs.
- Chuck
- Clarity – in organization, structures and reporting hierarchies SPEED Continuously Improve – processes, decisions and metrics
- We highlighted Talent and Org management as Nakisa core strengths. Today we are foucing on our Org Management Technology for your challneges. Having a full suite of Org management solutions enables us to share perspective and expertise. To View , Navigate, communicate and colaborate in your organization Org Charting enetrprise and mobile As part of our Suite: Org Audit is a data Quality solution OrgModeler – is a predictive what if scenario modeling solution Team Manager – enables position Management
- HR: Administrative vs. Strategic “…nearly half of organizations (47%) feel that HR is bogged down with administrative tasks.” (Aberdeen group: Human Capital Management, De. 2012) HR does all types of system update tasks Must deal with many separate inputs (forms, self-service) In some cases doing 100-1000’s of changes per month Too busy to do Talent, pipeline or any strategic functions Demand for Org Agility Speed to market – Manage business shifts, product launches, re-alignments quickly – have the organization ready once the announcement is made Comprehensive Analytics – understand the real impact of changes on the organization, costing and budgets. Track employee fully loaded costs, termination costs, and headcount changes Set High-Level Objectives and Collaborate – eliminates confusion, encourage consensus, enforces responsibility and accountability Enabling Self-Service/Ownership by the Business Easy to use tools, designed of the business Simple but clearly defined and secure processes, approvals, workflows Compliance and Auditing Still maintain overall control, but give ownership to the business
- Central Governance (HR Compliance) Creates templates to provide best-practice framework for data, analytics and approval workflows for LOB Manger change requests Optionally creates scenarios and grants access to LOB managers/VP/Org Planners based on AOR VP/LOB Manager (HR Admin/Manager) Creates AOR scenarios based on templates or uses provided scenarios Changes organizations based on requirements, Tracks KPI targets and actively models to met those targets Finalizes model when ready – starts approval/ writeback workflow Executive/HR (Approval Manager) Review and approve scenarios relevant to manager’s AOR Ensure KPI’s and targets are achieved Ensures business/ strategic objectives are achieved Approves/rejects scenario for writeback Central Governance (HR Compliance) Reviews scenario for errors/inaccuracies Performs write-back simulations Corrects any small non-business-impact errors Approves/rejects scenario for writeback Performs write-back and manages post write-back processes
- Central Governance (HR Compliance) Creates top level scenario with required views, analytics, KPI’s and approval framework Manages access to scenario by assigning sub-portions of scenario to other VP/LOB managers/planners Monitors and finalizes model when ready – starts approval/ write-back workflow Executive (C-Level/SVP/VP) Perform top-level reorganization May lead/link to separate planning exercise (see next use case) Establish/import cascading KPI’s requirements VP/LOB Manager (HR Admin/Manager) Manages access to scenario by assigning sub-portions of scenario to other planners/VP/LOB managers Changes organizations based on requirements Tracks KPI targets and actively models to meet those targets Executive (C-Level/SVP/VP) Review and approve scenarios relevant to manager’s AOR Ensure KPI’s and targets are achieved Ensures business/ strategic objectives are achieved Approves/rejects scenario for write-back Central Governance (HR Compliance) Reviews scenario for errors/inaccuracies Performs write-back simulations Corrects any small non-business-impact errors Approves/rejects scenario for writeback Performs write-back and manages post write-back processes
- OrgModeler is not just for large reorganization events LOB Manager initiated Org Unit/Position maintenance Can be used as the basis for a distributed OU/Pos maintence workflow – provide ability for managers to manage changes but final approval comes from centeral HR. Organizational Planning – budgeting for future needs Project based planning and cost estimation Project-based estimation – for construction projects, factory building, etc. Succession Models – what happens if…. Modeling the effects of succession triggers – what-if cascading succession models Data Merge – M&A or moving to a single source of truth Visual Data merging from external sources: view, organize and clense merge data before uploading it to SAP. We also have connectors for non-SAP ERPs (Oracle, Peoplesoft, etc).
- What Nakisa provides visibility and process execution using powerful Organization Management and Talent Management solutions to identify, engage and cultivate talent to build a sustainable workforce. Who We target large enterprises with complex organizations and problems. How We offer a secure and reliable way to transform your workforce data into strategic business intelligence, allowing you to make better-informed talent and org decisions. Contextual data driving critical decisions and dialogs.
- More info Look official
- Jon
- Unfortunately, that’s all the time we have for today. We will be responding to all the unanswered questions in the coming days. If you have any more questions, please feel free to contact Raagi, Chuck and/or Nakisa@Nakisa.com. We invite you to visit the various resources we have available to you: The Org Management webpage for information on the solution suite as all of its modules, our resources page for thought leadership, tools and tips for organizational success and the solutions available at Nakisa that will help support your performance management strategy Our social media channels to keep up to date with the latest news and events, And our youtube channel for short demo videos on our Organizational and talent management solutions
- Unfortunately, that’s all the time we have for today. We will be responding to all the unanswered questions in the coming days. If you have any more questions, please feel free to contact Raagi, Chuck and/or Nakisa@Nakisa.com. We invite you to visit the various resources we have available to you: The Org Management webpage for information on the solution suite as all of its modules, our resources page for thought leadership, tools and tips for organizational success and the solutions available at Nakisa that will help support your performance management strategy Our social media channels to keep up to date with the latest news and events, And our youtube channel for short demo videos on our Organizational and talent management solutions