This document discusses leadership challenges for high performing companies and how SAP solutions can help address them. It outlines key challenges such as globalization, economic downturn, innovation demands, and talent retention. SAP presents itself as the #1 leader in HR software with over 20,000 customers and 500+ in India. The document advocates using SAP's integrated suite to automate transactions, improve reporting and analytics, and enable best practices in areas like skills inventory, talent management, and end-to-end performance management. Case studies show how SAP can help with workforce planning, training, and succession strategies.
Improving business performance through the recession: Are your HR systems fit...Softworld
Chris Murray and Andrew Knight, HR Technology Consulting, PricewaterhouseCoopers
Practical advice on using HR technology to deliver business strategy, maximise return on investment and gain competitive advantage as you exit the recession.
Definitive Guide to Strategic Human Capital ManagementSumTotalSystems
The Definitive Guide to Strategic Human Capital Management” provides insight into:
The visibility and information needed to proactively manage your business and your talent
Keys to recruiting and hiring the best talent
Ways to nurture and optimize your existing talent, including best practices in assessing and developing employees
Mitigating risks and lost productivity due to employee absence
Benefits of developing a high-level view of the health of the company using HCM data and KPIs
Improving business performance through the recession: Are your HR systems fit...Softworld
Chris Murray and Andrew Knight, HR Technology Consulting, PricewaterhouseCoopers
Practical advice on using HR technology to deliver business strategy, maximise return on investment and gain competitive advantage as you exit the recession.
Definitive Guide to Strategic Human Capital ManagementSumTotalSystems
The Definitive Guide to Strategic Human Capital Management” provides insight into:
The visibility and information needed to proactively manage your business and your talent
Keys to recruiting and hiring the best talent
Ways to nurture and optimize your existing talent, including best practices in assessing and developing employees
Mitigating risks and lost productivity due to employee absence
Benefits of developing a high-level view of the health of the company using HCM data and KPIs
Learn about how to shape the organization structure, processess, and functions in line with the business strategy and realities of the business. HR becomes a strategic partner with the business leaders in driving bottom-line results.
Why you need SuccessFactors to salvage your SAP investmentAlex Shevelenko
This little white paper, which I wrote back in 2008, pretty much explains why SAP simply HAD to pay $3.4 billion price tag for buying SuccessFactors at the highest premium for a business cloud application. Aah the fun days of disrupting the giants!
Learn about how to shape the organization structure, processess, and functions in line with the business strategy and realities of the business. HR becomes a strategic partner with the business leaders in driving bottom-line results.
Why you need SuccessFactors to salvage your SAP investmentAlex Shevelenko
This little white paper, which I wrote back in 2008, pretty much explains why SAP simply HAD to pay $3.4 billion price tag for buying SuccessFactors at the highest premium for a business cloud application. Aah the fun days of disrupting the giants!
MDP on Financing Energy Efficiency Project - January 31st to February 1st 2014UPES Dehradun
A MDP on Financing Energy Efficiency Projects is scheduled to be held on January 31, 2014 & February 1, 2014 to develop understanding on various concepts across policy dynamics, enhanced energy audit skills, sector specific EE technology and best industrial practices, developing knacks for preparation of bankable DPRs, path to financing access for EE projects, abilities on EE project evaluation, monitoring and valuation etc. of practitioners from energy intensive industries as well as designated consumers under the PAT mechanism.
New Frontiers In EOR Methodologies By Application Of EnzymesUPES Dehradun
A Technical Paper titled “ID: 154690-MS, New Frontiers In EOR Methodologies By Application Of Enzymes” by Mr. Tarang Jain and Mr. Akash Sharma, students of B.Tech Applied Petroleum Engineering, UPES and member of UPES SPE Student Chapter got selected in SPE EOR Conference held in the Oil & Gas West Asia Conference, in Muscat, Oman and was published in One Petro, SPE’s e-library.
We are proud of you.
The students of BBA (oil and gas) UPES visited to ONGC museum situated inside the TEL BHAVAN . The trip proved of immense help in gaining knowledge and exposure related to OIL AND NATURAL GAS CORPORATION especially about the history as well as the invention of OIL & GAS in different parts of INDIA. Under the guidance of faculty Mr. Sunil Barthwal, students gathered memorable learning from this trip.
The museum is based on the discovery of ONGC as well as the upstream activities of ONGC. Upstream activities include exploration & production of oil.
SDM adalah leverage dalam organisasi. Susah ditiru dan harus dikelola sebagai capital. Perlu paradigma baru dalam memandang SDM dengan pandangan yang holistik, berpikir kesisteman (system thinking) dan berpikir serba sistem (systems Thinking).
"Intuit Transforms HR," introduced by Dave Duffield and presented by Jennifer Hall, VP of HR with Intuit, provider of Quicken, TurboTax, QuickBooks, and online banking services. In this session, Jennifer Hall will share details of Intuit's HR transformation.
Presentation on "Views on 2030" by Dr. Robin Mann during the 6th International Benchmarking Conference organized by Dubai Quality Group from 6-7 March 2012 at Al Bustan Rotana Dubai
More than ever, as HR organizations strive to enhance both their business alignment and impact, decision support is becoming a key attribute of High Impact HR organizations. While many organizations struggle with how to make this happen, Bersin & Associates will present its research and a common-sense approach to building and maintaining a capability that both informs and drives business decision making. Participants will gain an understanding through a state-of-the-industry view of:
The importance and impact of quality HR measurement on talent and business outcomes.
How analytics helps address critical talent challenges organizations face today.
How to evolve and mature your analytics capability.
How current technologies can be readily leveraged to build an analytics capability that enhances both the prioritization and outcome achievement of your human capital initiatives.
SAPience.be User Day 13 - Keneos - SAP HCM and SuccessFactors integrationKeneos
Since the acquisition of SuccessFactors by SAP and the announcement of the go-forward strategy for talent management, technical integration is a hot subject. But what about the security of my HR data? And the integration in my existing ESS and MSS Portal? Discover the secure and seamless integration between both solution.
UPES SPE Student Chapter wins the Outstanding Chapter Award for the 4th conse...UPES Dehradun
UPES SPE Student Chapter wins the Outstanding Chapter Award for the 4th consecutive session. We take pride on being the first to achieve this feat in the Indian subcontinent. Also, in terms of total student membership count, we are 2nd to only Texas A&M.
High Powered French Academic Delegation in UPESUPES Dehradun
We are proud to share that a high powered delegation of educationists from France led by Dr Jean Pierre Trotignon, former Ambassador of France to United Kingdom and currently the Executive Director of “N plus I ” addressed a massive gathering today. Our students received the opportunity to explore new avenues beyond the boundaries of our country.
A high powered delegation of educationists from France led by Dr Jean Pierre Trotignon, former Ambassador of France to United Kingdom and currently the Executive Director of “N plus I ” arrived in Bidholi campus of UPES today. “N plus I” is a semi-government organization in France which co-ordinates and facilitates all foreign Engineering students pursuing their post- graduation and above studies in French Institutions. Accompanying him are Ms. Sapna Sachdeva, French Embassy Attache in India on University Relations, Ms. Golda Malhotra, Representative of French Culture Centre of “N plus I ” in India and Mr Sylvain Choin, Regional Director of ‘Alliance Francaise’ on 8th Feburary 2017.
The University of Petroleum and Energy Studies (UPES), Dehradun, campus buzzed with excitement on the eighth day, i.e. June 28th, 2016, of Phase I of its 4th consecutive Orientation Program - ‘Monsoon Management Magic - M3’.
University of Petroleum and Energy Studies (UPES), Asia’s first core sector University, today conferred degrees to 1854 students from 53 different courses during its 14th annual convocation.
University of Petroleum and Energy Studies is collaborating with Wisdom Society of Creative Arts and organized All India Artist Camp (Painting) from 2nd June to 04th June, 2016 at Bidholi Campus, Dehradun.
A guest lecture at the College of Legal Studies, UPES UPES Dehradun
A brief of the guest lecture at the College of Legal Studies, UPES with Mr Ashok Kumar, Additional Director General of Police - Intelligence & Security, Uttarakhand and Director Vigilance, Uttarakhand .
4 Day International Moot Court Competition 2016UPES Dehradun
6th edition of Dr. Paras Diwan Memorial (Energy Laws) International Moot Court Competition concluded in Kandoli Campus of UPES on Sunday. This annual competition was organized by the Moot court Association in College of Legal Studies at UPES (CoLS) from 7th – 10th of April
“INNOFINITY” Design Conclave organized in School of Design Studies at UPESUPES Dehradun
SoDS organized a “Design Conclave” for the very first time in its campus at Bidholi. This conclave had two distinct components called ‘Design Dialogue’ and ‘Design Opera’.
UPES announces the addition of three new specialised undergraduate offerings taking the total number of undergraduate offerings in its ‘College of Management & Economic Studies’ to eleven.
Biological screening of herbal drugs: Introduction and Need for
Phyto-Pharmacological Screening, New Strategies for evaluating
Natural Products, In vitro evaluation techniques for Antioxidants, Antimicrobial and Anticancer drugs. In vivo evaluation techniques
for Anti-inflammatory, Antiulcer, Anticancer, Wound healing, Antidiabetic, Hepatoprotective, Cardio protective, Diuretics and
Antifertility, Toxicity studies as per OECD guidelines
How to Make a Field invisible in Odoo 17Celine George
It is possible to hide or invisible some fields in odoo. Commonly using “invisible” attribute in the field definition to invisible the fields. This slide will show how to make a field invisible in odoo 17.
Safalta Digital marketing institute in Noida, provide complete applications that encompass a huge range of virtual advertising and marketing additives, which includes search engine optimization, virtual communication advertising, pay-per-click on marketing, content material advertising, internet analytics, and greater. These university courses are designed for students who possess a comprehensive understanding of virtual marketing strategies and attributes.Safalta Digital Marketing Institute in Noida is a first choice for young individuals or students who are looking to start their careers in the field of digital advertising. The institute gives specialized courses designed and certification.
for beginners, providing thorough training in areas such as SEO, digital communication marketing, and PPC training in Noida. After finishing the program, students receive the certifications recognised by top different universitie, setting a strong foundation for a successful career in digital marketing.
Model Attribute Check Company Auto PropertyCeline George
In Odoo, the multi-company feature allows you to manage multiple companies within a single Odoo database instance. Each company can have its own configurations while still sharing common resources such as products, customers, and suppliers.
Francesca Gottschalk - How can education support child empowerment.pptxEduSkills OECD
Francesca Gottschalk from the OECD’s Centre for Educational Research and Innovation presents at the Ask an Expert Webinar: How can education support child empowerment?
Exploiting Artificial Intelligence for Empowering Researchers and Faculty, In...Dr. Vinod Kumar Kanvaria
Exploiting Artificial Intelligence for Empowering Researchers and Faculty,
International FDP on Fundamentals of Research in Social Sciences
at Integral University, Lucknow, 06.06.2024
By Dr. Vinod Kumar Kanvaria
2024.06.01 Introducing a competency framework for languag learning materials ...Sandy Millin
http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
This webinar will introduce you to my framework, highlighting the key competencies I identified from my research. It will also show how anybody involved in language teaching (any language, not just English!), teacher training, managing schools or developing language learning materials can benefit from using the framework.
Macroeconomics- Movie Location
This will be used as part of your Personal Professional Portfolio once graded.
Objective:
Prepare a presentation or a paper using research, basic comparative analysis, data organization and application of economic information. You will make an informed assessment of an economic climate outside of the United States to accomplish an entertainment industry objective.
3. Today - Organization challenges
Global economy (Monkey on the back – CHINA)
Economic Downturn, Cash Flow
Increasing focus on innovation and growth
Quality combined with mass production
Faster ROI demands (high quality assets)
Drive performance and improve efficiency
Higher costs of attraction and retention
A unique set of business challenges requires a new
way of managing the workforce and its talent
4. Human Capital Challenges for the future
Based on SHRM 2007 study of global HR executives, priorities are listed below:
1. Succession Planning
2. Recruiting and Selecting Talented Employees (HIPO/HIPE – Top 2-3%)
3. Engaging and Retaining Talented Employees
4. Providing Leaders with Skills to be Successful
5. Rising benefits Costs
6. Creating/Maintaining a Performance-based Culture
*Source: McKinsey “Making Talent a Strategic Priority”, Jan’2008
5. Are You Ready to Move-the-Needle?
What-if analysis aligned with growth strategy
(Simulation of current and future strategy)
Company
Low High
12.2%
Employee1 Cost %
ABX 19.1% 0.8% XYZ
of Revenue
0.50
Opr. Income per
XYZ 0.09 1.52 ABC
Employee (Rs. Cr)
153.79
Production per
ABX 100.93 4,191.88 XYZ
Employee (tons)
13.5%
Prod. per Emp.
BAD -7.3% 16.3% ABC
Growth Y-o-Y, FY – 08
• This conversation leads to focus on core competency improvement areas.
• People Strategy
6. Significant Opportunity for Further Value
Addition Exists
Function Potential for Value
Creation Through
IT/Best Practices
Enablement
Drive HR Strategy and Leadership
Effectiveness -M&A Execution
-Talent Management
-Consolidated IT Platform
-Global Shared Services/ Workflows
Strategic/
Decision Support
“Innovate”
Compensation/ Benefits Planning
Performance Management
Expertise Workforce Planning
Based Activities
“Grow Business” Recruitment and Staffing
Training and Development
Compensation/ Benefits Administration
Personnel Data Management
Drive
Efficiency Transactional
Payroll Administration
Activities
“Maintain Status-Quo” Time and Attendance Recording
Self-services and Work-flows
High Potential of Value Creation through IT Sufficient Potential of Value Creation through IT High IT Maturity – Value Creation Potential in Selected Areas
7. How SAP is supporting?
Automate
Manpower
Planning Improve
Create Skills
Training/
Inventory
Development
Consistent
Automate
Performance
Transactions
Management
Better Integrated
Reporting/ HR IT
Analytics Landscape
Note 1 - Source: Based on SAP interviews with Tata Steel HR function owners and key process leads
8. Example: Create Skills Inventory
Map skills inventory for each
position and employee
Assign training programs
and development plan
using Talent Review.
Monitor progress
Visibility of key talent
demand and supply
needs
Define and assign
job-rotations within / Global internal talent
outside domains pool
using training
module. Identify
mentors in system
Insight into global workforce = ability to tap into employee potential = leadership
continuity and alignment with key business objectives
9. Example: End-to-End Talent Management
Connect Employee Performance Management, Succession Planning and
Employee Management to maximize workforce potential.
Head of HR
Line of Business Manager Line of Business Manager CLO, LoB Mgr & Employees
Employee Performance
Succession Planning Employee Development
Management
Conduct Participate in
LOB Enter Self- Appraisal Maintain classroom &
Book Training
Assessment Feedback Talent Profiles e-learning
Employees Discussion training
Review Appraise Conduct
LOB Identify Conduct Approve Monitor
Objectives Performance Appraisal Recommend
Potential Talent Review Booking learning
and & Assess EE’s Feedback Trainings
Line Manager Successors Meeting Activities progress
Achievements Potential Discussion
Define Training
HR Start Central Create Talent Identify
Calibrate Identify Key Opportunities
Appraisal Review Potential for Top
HR Specialist/HR Appraisals Position
Process Meeting Successors Performers
Business Partner
Create, Manage
HR or Training Integrate & Publish
External Training Catalog
Training and Development
Training Administrator Planning
10. Implications of Higher Investment in Strategic HR
Cross Industry Analysis
HR Cost as % Sales - 29%
Operating Income/
Employee + 74%
16% 10%
Strategy/
Leadership
Talent Management/
Expertise Based 48%
60%
Support
Transactional 36%
Business Support 30%
Average Company Top Performer
Source: ASUG/ SAP benchmarking
11. How Do Companies with Leading HR
Practices Differentiate Themselves?
Leading companies assess training effectiveness in line with overall corporate goals and link compensation planning
to performance management
Best Practice: Automated training effectiveness
assessment by correlating corporate KPIs to training
results
44 Evaluation of training
Training Hours per
83%+ needs during
Employee
24 performance appraisal
helps increase training
effectiveness by 4 times
Peer Group World Class
Best Practice: Automated compensation plan impact
analysis and reporting
Automated
34% compensation
Employee Cost
adjustments based on
(% of Op. Ex)
56%-
15% performance ratings lead
to 35% lower employee
cost overhead and 85%
Legend:
lower churn rate
Peer Group World Class
Avg. Company
World-class/ Leading Company
Note 1 - Source: Based on statistical analysis of best practice adoption levels and KPI performance for over than 250 participants in the SAP ASUG (America SAP User Group)
Human Capital Management benchmarking initiative. Participants range across diverse industry verticals with varying employee numbers
12. How Do Companies with Leading HR
Practices Differentiate Themselves?
Best Practice: Web-based tool to record time & Higher employee engagement levels leads to more
attendance with automated reporting productivity (revenue earned per employee)
Revenue per Employee
Avg. Admin. Costs for
T&E Recording per
0.61
Employee (US$)
61
53%-
(US$ million)
29
91%-
0.32
Peer Group World Class Low High
Engagement Engagement
Best Practice: Balance Score-card based employee goal
alignment with org. strategy
Organizations that
Turn-over Rate (%)
14% 36%-
9% support personalized
and effective learning
experience a 65%
reduction in turnover rate
Peer Group World Class
Legend:
Avg. Company
World-class/ Leading Company
Note 1 - Source: Based on statistical analysis of best practice adoption levels and KPI performance for over than 250 participants in the SAP ASUG (America SAP User Group)
Human Capital Management benchmarking initiative. Participants range across diverse industry verticals with varying employee numbers
13. Shared Services Drives Value
Net Cost Savings % Effectiveness Improvement %
STAGES OF MATURITY
32%
23%
15% 14%
8%
5%
1% 0.5%
No Shared Service Emerging Established Leaders
TYPICAL PROFILE
Fragmented Centralized Automated Transactions Highly Automated
Varying Processes Mostly Standard Processes Consistent Service Levels Highly Integrated
Varying Service Levels Efficiency Metrics System Consolidation
Comprehensive Metrics
Governance
Source: ASUG/SAP 2006 Shared Services Study
14. SAP is Investing in Driving Next-
Generation HCM Capabilities
Focus Area Business Value
Workforce Closed loop execution on
1 Planning and
Analytics
Modeling and simulation
of workforce needs
Business Reason
people strategy
Talent Ensuring future leaders are
2 Management
The right people in the
right roles when needed
identified, developed, and
ready
Service
3 Delivery
Efficient delivery of HR
services
Increased quality of HR
Services at lower TCO
Scheduling and
4 Deployment
Optimizing workforce
utilization
Workforce efficiency and
productivity
Collaboration & Enabling structured and
5 Learning unstructured knowledge sharing
A more connected and
educated workforce