SuccessFactors HCM Suite is a cloud-based human capital management software that includes solutions for core HR, talent acquisition, onboarding, performance management, compensation, succession planning, learning, workforce planning, and analytics. It aims to optimize organizations' workforces to execute business strategies. Studies show the Suite increases focus on strategic priorities by up to 40% and improves project completion by 13.8%. It has over 3,600 customers in 177 countries.
To maximize return on investment in Human Resources, top performing organizations are integrating what have traditionally been separate HR initiatives into a cohesive human capital management strategy. This approach enables HR to deliver relevant services that produce quantifiable results.
Findley Davies has leveraged the insights and expertise of thought leaders from its Compensation and Rewards Management, Communications and Change Management, and HR Innovation Practices to develop a distinctive blueprint for how to build a cohesive human capital strategy.
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
Agile Transformation promote a disciplined project management process to give high quality product to the clients.So if you are looking for agile training for your team members then choose experienced trainers to improve your company performance.Visit agiletransformation.com
Is the lack of access to good employee data stopping you from making the best decisions possible about your talent and your business? Employee information spread across multiple systems, spreadsheets and sometimes just in legend and folklore is not only frustrating, it can stop us from being as effective and create expensive regulatory compliance and security headaches. And waiting around for some magical data warehouse solution or an expensive system consolidation just isn’t practical.
Join Paul Hamerman, vice president and principal analyst at Forrester Research, and Steve Parker, vice president at SumTotal Systems, as they discuss how to use technological innovations to quickly and inexpensively solve your HR data woes and move on to those strategic initiatives you’ve been waiting to tackle.
In this webinar, you will learn:
How to achieve a global system of record for employee information without having to rip and replace current systems.
How a comprehensive employee lifecycle master data model (MDM) can help solve data issues.
How the same technology can provide access to HR data in context — when and where needed — to drive better decision-making and actions.
Starting a new job for anyone is a major life change and career transition. The on boarding experience is personal and affects the bottom line, productivity, culture and future ability of any firm to hire THE best talent. The detailed report leveraging global firms located in Nigeria has a number of interesting ideas for you to consider to Re imagine On boarding for your organization.
IDC believes it is the responsibility of HR to address and deliver key elements of digital transformation, as well as transforming the HR function itself. To aid organizations in this process, IDC has identified five key trends and actions that support digital transformation and the development of HR. This tool enables HR professionals to understand the delivery roadmaps for realizing these key transformation
To maximize return on investment in Human Resources, top performing organizations are integrating what have traditionally been separate HR initiatives into a cohesive human capital management strategy. This approach enables HR to deliver relevant services that produce quantifiable results.
Findley Davies has leveraged the insights and expertise of thought leaders from its Compensation and Rewards Management, Communications and Change Management, and HR Innovation Practices to develop a distinctive blueprint for how to build a cohesive human capital strategy.
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
Agile Transformation promote a disciplined project management process to give high quality product to the clients.So if you are looking for agile training for your team members then choose experienced trainers to improve your company performance.Visit agiletransformation.com
Is the lack of access to good employee data stopping you from making the best decisions possible about your talent and your business? Employee information spread across multiple systems, spreadsheets and sometimes just in legend and folklore is not only frustrating, it can stop us from being as effective and create expensive regulatory compliance and security headaches. And waiting around for some magical data warehouse solution or an expensive system consolidation just isn’t practical.
Join Paul Hamerman, vice president and principal analyst at Forrester Research, and Steve Parker, vice president at SumTotal Systems, as they discuss how to use technological innovations to quickly and inexpensively solve your HR data woes and move on to those strategic initiatives you’ve been waiting to tackle.
In this webinar, you will learn:
How to achieve a global system of record for employee information without having to rip and replace current systems.
How a comprehensive employee lifecycle master data model (MDM) can help solve data issues.
How the same technology can provide access to HR data in context — when and where needed — to drive better decision-making and actions.
Starting a new job for anyone is a major life change and career transition. The on boarding experience is personal and affects the bottom line, productivity, culture and future ability of any firm to hire THE best talent. The detailed report leveraging global firms located in Nigeria has a number of interesting ideas for you to consider to Re imagine On boarding for your organization.
IDC believes it is the responsibility of HR to address and deliver key elements of digital transformation, as well as transforming the HR function itself. To aid organizations in this process, IDC has identified five key trends and actions that support digital transformation and the development of HR. This tool enables HR professionals to understand the delivery roadmaps for realizing these key transformation
Corporate Recruitment 2020 Maturity Model Feb 2017 Gareth Flynn
Corporate Recruitment / Talent Acquisition Maturity Model - How Talent Acquisition will evolve in the next 5-8 years. A Model developed by TQSolutions and PwC with input from industry.
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.
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.
With so many different functions operating under the simple title of “Human Resources,” tech has stepped up to help lift the burden. New tools are being released daily, but HR pros should know the most important and valuable tools in the HR tool belt.
Join EPAY Systems as we walk through the top talked about and most vital tools that HR departments must have to successfully manage an hourly, distributed workforce. These tools aren’t new to the block, but they have become integral pieces to the HR process for meeting top human resource challenges.
The 45-minute presentation will cover:
Top predicted challenges for HR in 2019
Importance of mobile technology
Growing value of workforce learning and development
Plus, a short demo of EPAY’s innovative tools for managing the hourly, distributed workforce!
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.
A Holistic Approach to Modern Talent ManagementDATIS
Does your organization practice goal and performance management? Do you complete development plans for employees? Are employee goals aligned with the organization’s strategy?
A recent study by McKinsley & Company has found that, “Human capital departments are struggling to deal with a talent shortage, adapt to a changing workforce, and develop new flexible working models to meet the needs of tomorrow’s workers.” This has triggered a fundamental shift in the HR function from information management to practices that aim to attract, develop, and retain top talent.
Topics covered include:
Unifying talent management into your workforce strategy for a holistic approach
Best practices for employee and manager performance appraisals
Cascading goals that align employees with the organization
Development plans with customized training requirements for individuals, groups, or departments
Big Trends in HR Tech for 2014 and Beyond - Human Resource Executive WebinarH3 HR Advisors, Inc.
Slides presented by Steve Boese, Co-Chair HR Technology Conference and Trish McFarlane, VP of HR Practice, Brandon Hall Group for a Human Resource Executive Webcast, August 2014.
With the emergence of cloud based HR solutions, HR, traditionally not the main buyer or project leaders, now find themselves thrust into a new position of responsibility, one that is exciting and promising, but also dogged by stories offering false hope for HR transformation.
10 Things | Cloud HR Technology Myths will shine a light on some common misconceptions surrounding cloud based HR technology solutions and reveal some home truths about these new SaaS tools.
Focus HR management efforts on maximizing personnel transactions and service effectiveness including reduction in personnel spending thus increasing HR team’s service orientation and response time to business needs
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.
Contemporary techniques, tools and technology now enable organizations, small, medium and large, to deploy true best-fit solutions. Pilat HR Solutions can work with you to increase individual, team and overall performance and capability by implementing processes that seize on the behavior engineering and business intelligence power of technology and that reflect the very latest in human dynamics understanding.
Corporate Recruitment 2020 Maturity Model Feb 2017 Gareth Flynn
Corporate Recruitment / Talent Acquisition Maturity Model - How Talent Acquisition will evolve in the next 5-8 years. A Model developed by TQSolutions and PwC with input from industry.
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.
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.
With so many different functions operating under the simple title of “Human Resources,” tech has stepped up to help lift the burden. New tools are being released daily, but HR pros should know the most important and valuable tools in the HR tool belt.
Join EPAY Systems as we walk through the top talked about and most vital tools that HR departments must have to successfully manage an hourly, distributed workforce. These tools aren’t new to the block, but they have become integral pieces to the HR process for meeting top human resource challenges.
The 45-minute presentation will cover:
Top predicted challenges for HR in 2019
Importance of mobile technology
Growing value of workforce learning and development
Plus, a short demo of EPAY’s innovative tools for managing the hourly, distributed workforce!
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.
A Holistic Approach to Modern Talent ManagementDATIS
Does your organization practice goal and performance management? Do you complete development plans for employees? Are employee goals aligned with the organization’s strategy?
A recent study by McKinsley & Company has found that, “Human capital departments are struggling to deal with a talent shortage, adapt to a changing workforce, and develop new flexible working models to meet the needs of tomorrow’s workers.” This has triggered a fundamental shift in the HR function from information management to practices that aim to attract, develop, and retain top talent.
Topics covered include:
Unifying talent management into your workforce strategy for a holistic approach
Best practices for employee and manager performance appraisals
Cascading goals that align employees with the organization
Development plans with customized training requirements for individuals, groups, or departments
Big Trends in HR Tech for 2014 and Beyond - Human Resource Executive WebinarH3 HR Advisors, Inc.
Slides presented by Steve Boese, Co-Chair HR Technology Conference and Trish McFarlane, VP of HR Practice, Brandon Hall Group for a Human Resource Executive Webcast, August 2014.
With the emergence of cloud based HR solutions, HR, traditionally not the main buyer or project leaders, now find themselves thrust into a new position of responsibility, one that is exciting and promising, but also dogged by stories offering false hope for HR transformation.
10 Things | Cloud HR Technology Myths will shine a light on some common misconceptions surrounding cloud based HR technology solutions and reveal some home truths about these new SaaS tools.
Focus HR management efforts on maximizing personnel transactions and service effectiveness including reduction in personnel spending thus increasing HR team’s service orientation and response time to business needs
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.
Contemporary techniques, tools and technology now enable organizations, small, medium and large, to deploy true best-fit solutions. Pilat HR Solutions can work with you to increase individual, team and overall performance and capability by implementing processes that seize on the behavior engineering and business intelligence power of technology and that reflect the very latest in human dynamics understanding.
Steps to build SAP SuccessFactors support model HR Path
What are the key elements and steps to follow to ensure that your SAP SuccessFactors Support organization is efficient and that your SuccessFactors Solution is maintained properly?
Put structure into your strategy deployment program, set expectations with precision and install a genuine sense of ownership at all levels of your company with
PRESTO Digital Enterprise,
the performance-oriented, corporate governance solution offering 360° visibility into your mission statement, the vision of senior management and the supporting initiatives and performance indicators driving your day-to-day business
Put structure into your strategy deployment program, set expectations with precision and install a genuine sense of ownership at all levels of your company with
PRESTO Digital Enterprise,
the performance-oriented, corporate governance solution offering 360° visibility into your mission statement, the vision of senior management and the supporting initiatives and performance indicators driving your day-to-day business
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.
1. SuccessFactors HCM Suite
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.
A Harvard Business Review study1
revealed that almost
40% of the company’s strategy is diluted due to poor
execution. It’s no wonder that a Conference Board survey2
of 180 CEOs showed that execution related issues were
among the top three concerns.
It’s the people inside the company that execute the
strategies, so companies that want to set-up for success
know they need a business solution to optimize their
workforce for today and prepare it for tomorrow.
SuccessFactors HCM Suite is that solution. SuccessFac-
tors improves executive insight and decision-making while
ensuring you have the right people with the right skills
doing the right work.
SuccessFactors HCM Suite
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. SuccessFactors customers have
seen tangible and measurable results such as:
• Mandarin Oriental Hotel Group saved over $5 million in
recruiting fees alone by developing an internal talent
pipeline.
• Avnet increased engagement to 75%, improving
accountability and achieving higher performing branches.
• Novo Nordisk has improved its quality of hire by
35%, which has also reduced attrition from 5% to less
than 3% across the company.
• Comcast increased customer satisfaction 10% by
reducing turnover of call center staff.
Unique Competitive Advantage
The SuccessFactors HCM suite is comprehensive,
engaging and flexible enough to start with any product
and expand to every product in the suite. Success-
Factors ties people strategy to business strategy with
workflows, content, insights and expertise that directly
impacts business results and drives company success.
1
Harvard Business Review, Turning Great Strategy into Great Performance, Mankins and Steele
2
The Conference Board – CEO Challenge 2008
BROCHURE
SUCCESSFACTORS HCM SUITE
INCREASES FOCUS ON STRATEGIC
PRIORITIES BY UP TO 40% &
IMPROVES PROJECT COMPLETION
BY 13.8%.
–Customer Survey Conducted by Top 3
Management Consulting Firm
“ SUCCESSFACTORS CONTINUES TO
INTRODUCE INNOVATIVE CAPABILITIES
INTO ITS HCM SUITE THAT GET TO THE
HEART OF HOW COMPANIES GET
STUFF DONE. ”
–Lisa Rowan, Program Director, IDC
2. SuccessFactors HCM Suite includes:
• Employee Central - Deliver real business impact with a
next generation core HR system that puts the ‘self’ back
in ‘self-service’. Strategically-minded HR and IT teams
have realized that user-friendly core HR solution is the key
to accurate employee data. Capturing employee,
organizational and talent data all in one solution delivers
better results, faster.
• Recruiting - Transform recruiting into a continuous,
strategic part of your talent strategy with the only end-to-
end recruiting solution that helps you attract, engage and
select better candidates and then measure the results.
• Onboarding - By guiding hiring managers, empowering
new hires and connecting onboarding to other key talent
management activities, SuccessFactors makes onboard-
ing a strategic process that improves job satisfaction,
time to productivity and first year retention.
• Performance & Goals - Communicate strategy, create
meaningful individual goals across the organization, and
focus employees on what matters, while enabling
executives to monitor goal progress in real-time. Then
reward, measure and tie employee performance to
business results, streamline the performance appraisal
process, and enable meaningful feedback.
• Compensation - Pay your people based on achievement,
establish a pay-for-performance culture – retain top talent
and increase productivity across the organization.
Calibration drives better compensation decisions with and
objective ratings.
• Succession & Development - Anticipate and plan for
staffing changes and assure the readiness of employee
talent at all levels. Align learning activities with compe-
tency gaps to arm your workforce for current and future
needs. Improve motivation with continuous develop-
ment and career planning.
• Learning - Develop a comprehensive learning strategy
with a complete learning management solution (LMS) that
enables you to manage, develop and deploy instructor-
led, and formal and social online training. Our Content-
as-a-Service (CaaS) solution eliminates your need to
manage the infrastructure, bandwidth & delivery, man-
agement, security and updates for all of your e-learning
programs.
• Workforce Planning - Leverage in-depth workforce
information and benchmarks to assess readiness to
execute strategies, forecast the impact of business
decisions, mitigate risk and take action.
• Workforce Analytics & Reporting - Deliver actionable,
quantitative insights to your business leaders with a
powerful combination of talent and business data that
produces easy to understand and consume information.
Creates a catalyst for positive change in the business.
• SAP Jam - Improve employee productivity and teamwork
by combining collaboration, communication and content-
creation tools with a private social network for your
organization. Jam’s remarkably simple video and screen
capture lets everyone share his or her expertise – even
right from a mobile device.
Delivered via Software as a
Service (SaaS)
SuccessFactors HCM Suite is delivered on
a secure, reliable, and highly scalable
architecture that offers customers rapid
deployment, rapid results, and continuous
innovation at a lower total cost of owner-
ship than other solutions.
“ DENTSPLY LOOKED AT MANY AL-
TERNATIVES, BUT WE WERE REALLY
LOOKING FOR A TOTAL SOLUTION.
THE ONLY COMPANY THAT COULD DO
THAT WAS SUCCESSFACTORS! ”
– Paula Caya, Corporate Human Resources
Director, Dentsply
“ AT NISSAN, WE FOCUS ON TWO
DIFFERENT KINDS OF METRICS: EF-
FICIENCY AND EFFECTIVENESS. BY
CHANGING THE HR CULTURE AND US-
ING 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
About SuccessFactors, an SAP Company
SuccessFactors HCM Suite helps HR drive business
execution with solutions that are complete, beautiful and
flexible enough to start anywhere and still go everywhere.
SuccessFactors solutions are supported by a global
partner ecosystem and the experience and commitment of
SAP. SuccessFactors is the leading provider of cloud-based
HCM software, which delivers business results through
solutions that are complete, beautiful and flexible enough to
start anywhere and go everywhere. SuccessFactors’
customers represent organizations of all sizes across more
than 60 industries. With approximately 20 million subscrib-
ers globally, we strive to delight our customers by delivering
innovative solutions, content and analytics, process
expertise and best practices insights from across our
broad and diverse customer base. Today, we have more than
3,600 customers in more than 177 countries using our
application suite in 35 languages.
salesinfo@successfactors.com | Toll Free: 800 809-9920 | www.successfactors.com
SuccessFactors, an SAP company, retains the right to change the Service and this brochure at any time in its sole discretion. Accordingly, each
Product of the Service may, subject to the terms of the Agreement, change in design and/or functionality over the applicable subscription term.