This document summarizes how companies can leverage SuccessFactors' performance and talent management software to optimize their human capital investment and gain a competitive advantage. The software extends existing SAP HR systems to provide strategic functionality for goal management, performance reviews, learning and development, succession planning, and analytics. It seamlessly integrates with SAP while offering enhanced usability, flexibility, and faster return on investment compared to traditional ERP systems.
The document discusses talent management at LeasePlan. It provides an overview of LeasePlan's organizational lifecycle model and how critical success factors change over time as a company matures. It also discusses LeasePlan's strategy for developing talent, including identifying high potentials, developing career paths, and holding management development platforms. The talent development programs aim to provide leadership training, management skills training, and broader business knowledge.
This document discusses two surveys conducted by the ADP Research Institute regarding small and mid-sized businesses' competitive strategies, business concerns, and confidence in HR compliance.
The surveys found that the top three strategies for maintaining a competitive edge are keeping overhead low, focusing on employee productivity, and hiring top talent. The biggest business concerns impacting goals are rising benefit costs, locating qualified employees, and rising material/fuel costs.
The document also compares businesses to clients of ADP's PEO solution, ADP TotalSource. A majority of TotalSource clients indicate it plays a role in their ability to focus on key strategies and agree it is a key partner to business success by helping manage the HR function and compliance concerns
The document discusses how top-performing companies maximize enterprise value through operational improvement and business process optimization. It finds that maximum value can be derived from a small set of high-impact initiatives that are identified through performance benchmarking. Specifically, the document outlines some potential high-yield strategies for procurement, supply chain, and G&A expenses that top companies employ, such as driving more spend under contract and integrating planning processes. It also stresses the importance of taking an end-to-end process view and establishing governance structures to ensure continuous value creation.
This document discusses how HR can evolve to achieve a competitive advantage and remain relevant. It suggests that HR needs to move from focusing on "doing things right" to "doing the right things" by becoming more strategic, integrated, and customer-driven. Specifically, it recommends that HR (1) act as a strategic partner in setting business direction, (2) effect organizational change and transformation, (3) champion employees, and (4) optimize administrative processes through technology. The document argues that developing a system-driven HR delivery model can help HR move from operations to a more strategic role and better measure its impact on business performance.
The document discusses maximizing talent through Oracle's unified HCM solution. It outlines examining current trends in a changing workforce, taking an active approach to talent management, and using Oracle tools like unified profiles, performance management, learning management, and analytics to help align talent with organizational objectives. The presentation provides an action plan to define a talent strategy, focus on existing talent, and plan for the future by projecting needs, developing programs, and completing succession planning.
Leadership map by Mr Sudhakar Rao at HRRT organised by ISPE & UPES DehradunUPES Dehradun
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.
Strategic workforce planning ensures organizations have the right resources with the right skills in the right jobs at the right time to execute their business strategy. It addresses challenges from trends like an aging workforce and emerging markets. Strategic workforce planning analyzes internal and external workforce supply and demand to identify gaps and develop action plans to acquire, engage, and retain human capital to meet strategic goals. Progress is monitored to ensure plans align with changing business needs.
Building a Business Technology Alignment: Techniques to Gaining HR Business T...HR Network marcus evans
Vana Matte, Dollar & Thrifty Automotive Group - Speaker at the marcus evans HR Technology Summit 2012, held in Las Vegas, NV, delivered her presentation on Building a Business Technology Alignment: Techniques to Gaining HR Business Team Confidence over IT
The document discusses talent management at LeasePlan. It provides an overview of LeasePlan's organizational lifecycle model and how critical success factors change over time as a company matures. It also discusses LeasePlan's strategy for developing talent, including identifying high potentials, developing career paths, and holding management development platforms. The talent development programs aim to provide leadership training, management skills training, and broader business knowledge.
This document discusses two surveys conducted by the ADP Research Institute regarding small and mid-sized businesses' competitive strategies, business concerns, and confidence in HR compliance.
The surveys found that the top three strategies for maintaining a competitive edge are keeping overhead low, focusing on employee productivity, and hiring top talent. The biggest business concerns impacting goals are rising benefit costs, locating qualified employees, and rising material/fuel costs.
The document also compares businesses to clients of ADP's PEO solution, ADP TotalSource. A majority of TotalSource clients indicate it plays a role in their ability to focus on key strategies and agree it is a key partner to business success by helping manage the HR function and compliance concerns
The document discusses how top-performing companies maximize enterprise value through operational improvement and business process optimization. It finds that maximum value can be derived from a small set of high-impact initiatives that are identified through performance benchmarking. Specifically, the document outlines some potential high-yield strategies for procurement, supply chain, and G&A expenses that top companies employ, such as driving more spend under contract and integrating planning processes. It also stresses the importance of taking an end-to-end process view and establishing governance structures to ensure continuous value creation.
This document discusses how HR can evolve to achieve a competitive advantage and remain relevant. It suggests that HR needs to move from focusing on "doing things right" to "doing the right things" by becoming more strategic, integrated, and customer-driven. Specifically, it recommends that HR (1) act as a strategic partner in setting business direction, (2) effect organizational change and transformation, (3) champion employees, and (4) optimize administrative processes through technology. The document argues that developing a system-driven HR delivery model can help HR move from operations to a more strategic role and better measure its impact on business performance.
The document discusses maximizing talent through Oracle's unified HCM solution. It outlines examining current trends in a changing workforce, taking an active approach to talent management, and using Oracle tools like unified profiles, performance management, learning management, and analytics to help align talent with organizational objectives. The presentation provides an action plan to define a talent strategy, focus on existing talent, and plan for the future by projecting needs, developing programs, and completing succession planning.
Leadership map by Mr Sudhakar Rao at HRRT organised by ISPE & UPES DehradunUPES Dehradun
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.
Strategic workforce planning ensures organizations have the right resources with the right skills in the right jobs at the right time to execute their business strategy. It addresses challenges from trends like an aging workforce and emerging markets. Strategic workforce planning analyzes internal and external workforce supply and demand to identify gaps and develop action plans to acquire, engage, and retain human capital to meet strategic goals. Progress is monitored to ensure plans align with changing business needs.
Building a Business Technology Alignment: Techniques to Gaining HR Business T...HR Network marcus evans
Vana Matte, Dollar & Thrifty Automotive Group - Speaker at the marcus evans HR Technology Summit 2012, held in Las Vegas, NV, delivered her presentation on Building a Business Technology Alignment: Techniques to Gaining HR Business Team Confidence over IT
The Cloud Computing China Congress (CCCC http://www.cloudcomputingchina.org ) is specially designed for senior IT and line of business executives evaluating and making purchasing decisions in the areas of on-demand infrastructure and software services.
The document summarizes Deloitte's perspective on customer insights and analytics. It discusses how clients are asking questions about re-engaging customers, attracting new customers, leveraging tools to target customers, and more. Case studies show how analytics helped clients increase revenue, reduce costs, and improve the online experience. It also outlines how analytical capabilities can deliver deeper customer insights over time, from basic reporting to predictive modeling and innovation. Finally, it discusses how the changing marketing landscape increases the need for advanced analytics and describes the components of a turnkey marketing platform.
HUMAN RESOURCES SOFTWARE PLATFORMS
Our concern to increase service efficiency has led us to develop, based on our long-term experience, two online platforms dedicated to HR specialists.
APTITUDE HR is an integrated platform of human resources management (HRMS - Human Resources Management System) that meets the flexibility requirements of the modern HR management models. It has a modular structure based on the field-specific processes. Tailored to the real needs of any organization,
APTITUDE HR supports the following activities:
- Organizational structure management
- Recruitment and selection management
- Competency assessment through questionnaires, multiple choice tests and assessment centres
- Staff hiring and administration
- Timesheet management and holiday planning
- Compensation management
- Performance management
- Development programme planning and implementation
- Corporate travel management
- Financial management of service contracts
- Internal control and auditing
- Operational parameters and performance indicators reporting
The application’s modules enable operational efficiency of all major activities of human resources management, and offer practical support in monitoring and automating all phases of the employee lifecycle from recruitment through to exit. The platform is 100% web based, information is centralized and functions are self-service, both for employees and managers. APTITUDE HR uses an advanced security system with role-based access control and passwords and can be hosted on the users’ own servers or delivered as SAAS (software as a service). The platform allows simultaneous management of employees across multiple companies (holding entities) and offers flexibility in managing different employment modalities. APTITUDE HR also enables integration with other applications via export/import and advanced work process customization and parameterization in compliance with the user company’s internal procedures. The application is available in both Romanian and English and, upon request, can be adapted to accommodate the most used European languages.
APTITUDE HR is readily tailored to suit the customer’s business requirements due to the high degree of adaptability and easy implementation. The platform has wide applicability regardless of industry or business volume and the application is being constantly developed to keep up with the market dynamics and the evolution of the HR management sector.
For more interesting information on this top-quality product, we invite you to visit our website at http://www.aptitude.ro . Feel free to ask any questions you may have (contact details are available on site).
Take Me Out to the Ball Game - Competency Based Talent Managementthempowergroup
The document discusses competency based talent management in strategic sourcing and supply chain roles. It notes that current approaches to talent management in these areas have fallen short and produced suboptimal results. The document then outlines TMG's experience implementing competency based talent management programs across multiple industries. TMG has a history of developing competency models, assessing gaps, and creating customized development programs to improve performance in sourcing and supply chain organizations.
How Engaged Are My Employees Exec R R Guideshershenow
This document discusses the importance and impact of employee engagement. Key points include:
- Disengaged employees cost companies billions per year in lost productivity and revenue. Highly engaged companies see significantly higher growth and profits.
- Only 17% of workers are highly engaged and willing to contribute fully. 19% are actively disengaged, undermining their organizations.
- Senior management demonstrating genuine interest in employees is the top global driver of engagement.
- Engaged employees stay longer, drive higher customer satisfaction and retention, and increase company profits. Proper employee engagement programs are critical for business success.
- Effective engagement programs align corporate objectives with rewards, recognize positive behaviors, and motivate employees to achieve
Transform Talent Management S W P V R E G E N C EJajohn
Strategic workforce planning (SWP) can transform talent management by providing a long-term, strategic approach to understanding future talent needs. The document describes Regence's journey implementing SWP through pilots, building internal capability, and establishing repeatable processes. Key lessons included gaining business buy-in, focusing on critical roles, and using data to prioritize talent investments and actions. Regence now incorporates SWP into annual planning to better connect people strategies to business strategies.
This document defines terms related to strategic management. It provides definitions for accountability, action plans, agency theory, and aim. It also defines terms like appraisal and staff development, attractiveness-strength matrix, barriers to entry and exit, baseline, and basket of indicators.
Right Management provides an online job board and candidate profile database called RightjobopportunitiesTM and Right Talent to help hiring managers and recruiters efficiently identify and hire qualified candidates from Right Management's network of professional outplacement clients with skills in various industries and functions. The free services allow users to search candidate profiles, create candidate shortlists, post jobs, and include company information to facilitate connections between employers and candidates.
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).
SumTotal provides a dynamic workforce scheduling and optimization solution that incorporates employee preferences, skills, overtime rules, and other factors to generate optimal staffing schedules. The solution ensures the right number of qualified employees are scheduled at the right times. It gives managers flexibility to optimize staffing needs, make substitutions when needed, and adjust schedules in real-time. Key features include optimizing staff assignments, shift trading capabilities, and equalization of overtime among employees.
While the demand for experienced leaders is high, companies find it challenging to manage talent strategically. The three key areas to ensure success are discussed in Talent Scorecard – How to ensure your company is managing talent strategically:
• Align business and talent strategies
• Look ahead, not behind
• Track the talent profile
The Talent Dialogue approach aims to establish an ongoing, two-way dialogue between employers and employees to better understand employee needs, preferences, and goals. Unlike point-in-time employee engagement surveys, Talent Dialogue facilitates continuous conversation and involvement of employees in shaping talent management strategies. Implementing Talent Dialogue can help increase employee engagement by making employees feel included in important decisions and foster a culture of engagement through management's commitment to seeking employee feedback.
This document discusses rightsizing as a strategic challenge for HR. It outlines the objectives of providing balanced practices for workforce rightsizing that limit business risks and optimize strengths. Various options for rightsizing are presented, including internal structure revamp, headcount rationalization, and focusing on core competencies. The importance of respectful practices, strong leadership, communication, and managing costs and risks is emphasized to help balance rightsizing efforts. A case study example from the automotive industry in KSA is also provided.
This document discusses the benefits of outsourcing human resources functions. It argues that outsourcing HR can help companies reduce costs, attract and retain better employees, increase productivity, and reduce legal liability. Specifically, outsourcing allows companies to gain expertise in HR without having to hire specialists internally. This can help improve areas like recruiting, compensation, training and development. The document also provides an example of how the costs of maintaining the status quo internally for HR functions over five years could significantly impact a company's cumulative profits compared to outsourcing HR.
This document describes the services offered by In-Sell to provide business insights, install new processes and tools, and instill changes to increase performance. It focuses on talent assessment, sales improvement, leadership development, and strategic planning. In-Sell's approach includes understanding a business, identifying key areas for improvement, and helping people achieve through coaching, mentoring, tools, and measuring return on investment. The goal is to provide insights, make changes stick, and increase business performance over the long term.
Talent Analytics provides solutions to help organizations better understand their talent and improve business performance. Their solutions include talent scoring and benchmarking, rich profiles of individuals and teams, and tools to optimize collaboration, onboarding, coaching, and succession planning. These solutions help address common business problems such as correlating talent to performance, building effective teams, and maximizing employee potential.
Career-Forward is a human resources consulting firm that delivers customized HR solutions to meet the ever-changing needs of businesses. With over 15 years of experience, they partner with clients to understand their challenges and deliver targeted strategies aligned with business goals. Career-Forward helps companies integrate strong people strategies that enhance competitive advantage through leadership development, talent management, and other strategic HR solutions. Their services are designed to maximize return on investment in human capital and bring out the best in organizations and their workforce.
Gregory Scott is a C-Suite executive with over 35 years of experience in senior finance roles. He has a track record of transforming struggling organizations through cost reduction, profitability increases, and turnarounds. Scott links strategic decisions to operational impacts and creates exceptional value beyond financial measures alone. He has experience in 39 industries and a philosophy of customer-focus, people-first leadership, and technology-enabled processes.
Laird Enterprises is a boutique advisory firm that provides strategic planning, leadership training, and operational improvement services to small and mid-sized businesses. It helps clients enhance performance and increase shareholder value. The firm's team of advisors have over 80 years of combined experience in business ownership, operations, and consulting. Laird Enterprises offers services in management consulting, executive training, strategic planning, best practices identification, performance metrics, and M&A preparation and integration to help clients strengthen their businesses.
The document discusses challenges that enterprises face in aligning business strategy and IT systems. It notes that typically there is a gap of 12-16 months between a CEO deciding on a strategy and IT systems reflecting that strategy. It then lists key challenges for management, business folks, and IT folks around issues like managing organizational alignment, defining frameworks and models, identifying bottlenecks, and defining architecture governance.
Ubuntu 12.04 Malayalam user manual - ODTDanial Jose
Ubuntu 12.04 user manual in Malayalam, created by it@school Kerala team.
I have uploaded the odt (open document text), so you can modify the manual as per the changes in new Ubuntu Linux versions.
The Cloud Computing China Congress (CCCC http://www.cloudcomputingchina.org ) is specially designed for senior IT and line of business executives evaluating and making purchasing decisions in the areas of on-demand infrastructure and software services.
The document summarizes Deloitte's perspective on customer insights and analytics. It discusses how clients are asking questions about re-engaging customers, attracting new customers, leveraging tools to target customers, and more. Case studies show how analytics helped clients increase revenue, reduce costs, and improve the online experience. It also outlines how analytical capabilities can deliver deeper customer insights over time, from basic reporting to predictive modeling and innovation. Finally, it discusses how the changing marketing landscape increases the need for advanced analytics and describes the components of a turnkey marketing platform.
HUMAN RESOURCES SOFTWARE PLATFORMS
Our concern to increase service efficiency has led us to develop, based on our long-term experience, two online platforms dedicated to HR specialists.
APTITUDE HR is an integrated platform of human resources management (HRMS - Human Resources Management System) that meets the flexibility requirements of the modern HR management models. It has a modular structure based on the field-specific processes. Tailored to the real needs of any organization,
APTITUDE HR supports the following activities:
- Organizational structure management
- Recruitment and selection management
- Competency assessment through questionnaires, multiple choice tests and assessment centres
- Staff hiring and administration
- Timesheet management and holiday planning
- Compensation management
- Performance management
- Development programme planning and implementation
- Corporate travel management
- Financial management of service contracts
- Internal control and auditing
- Operational parameters and performance indicators reporting
The application’s modules enable operational efficiency of all major activities of human resources management, and offer practical support in monitoring and automating all phases of the employee lifecycle from recruitment through to exit. The platform is 100% web based, information is centralized and functions are self-service, both for employees and managers. APTITUDE HR uses an advanced security system with role-based access control and passwords and can be hosted on the users’ own servers or delivered as SAAS (software as a service). The platform allows simultaneous management of employees across multiple companies (holding entities) and offers flexibility in managing different employment modalities. APTITUDE HR also enables integration with other applications via export/import and advanced work process customization and parameterization in compliance with the user company’s internal procedures. The application is available in both Romanian and English and, upon request, can be adapted to accommodate the most used European languages.
APTITUDE HR is readily tailored to suit the customer’s business requirements due to the high degree of adaptability and easy implementation. The platform has wide applicability regardless of industry or business volume and the application is being constantly developed to keep up with the market dynamics and the evolution of the HR management sector.
For more interesting information on this top-quality product, we invite you to visit our website at http://www.aptitude.ro . Feel free to ask any questions you may have (contact details are available on site).
Take Me Out to the Ball Game - Competency Based Talent Managementthempowergroup
The document discusses competency based talent management in strategic sourcing and supply chain roles. It notes that current approaches to talent management in these areas have fallen short and produced suboptimal results. The document then outlines TMG's experience implementing competency based talent management programs across multiple industries. TMG has a history of developing competency models, assessing gaps, and creating customized development programs to improve performance in sourcing and supply chain organizations.
How Engaged Are My Employees Exec R R Guideshershenow
This document discusses the importance and impact of employee engagement. Key points include:
- Disengaged employees cost companies billions per year in lost productivity and revenue. Highly engaged companies see significantly higher growth and profits.
- Only 17% of workers are highly engaged and willing to contribute fully. 19% are actively disengaged, undermining their organizations.
- Senior management demonstrating genuine interest in employees is the top global driver of engagement.
- Engaged employees stay longer, drive higher customer satisfaction and retention, and increase company profits. Proper employee engagement programs are critical for business success.
- Effective engagement programs align corporate objectives with rewards, recognize positive behaviors, and motivate employees to achieve
Transform Talent Management S W P V R E G E N C EJajohn
Strategic workforce planning (SWP) can transform talent management by providing a long-term, strategic approach to understanding future talent needs. The document describes Regence's journey implementing SWP through pilots, building internal capability, and establishing repeatable processes. Key lessons included gaining business buy-in, focusing on critical roles, and using data to prioritize talent investments and actions. Regence now incorporates SWP into annual planning to better connect people strategies to business strategies.
This document defines terms related to strategic management. It provides definitions for accountability, action plans, agency theory, and aim. It also defines terms like appraisal and staff development, attractiveness-strength matrix, barriers to entry and exit, baseline, and basket of indicators.
Right Management provides an online job board and candidate profile database called RightjobopportunitiesTM and Right Talent to help hiring managers and recruiters efficiently identify and hire qualified candidates from Right Management's network of professional outplacement clients with skills in various industries and functions. The free services allow users to search candidate profiles, create candidate shortlists, post jobs, and include company information to facilitate connections between employers and candidates.
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).
SumTotal provides a dynamic workforce scheduling and optimization solution that incorporates employee preferences, skills, overtime rules, and other factors to generate optimal staffing schedules. The solution ensures the right number of qualified employees are scheduled at the right times. It gives managers flexibility to optimize staffing needs, make substitutions when needed, and adjust schedules in real-time. Key features include optimizing staff assignments, shift trading capabilities, and equalization of overtime among employees.
While the demand for experienced leaders is high, companies find it challenging to manage talent strategically. The three key areas to ensure success are discussed in Talent Scorecard – How to ensure your company is managing talent strategically:
• Align business and talent strategies
• Look ahead, not behind
• Track the talent profile
The Talent Dialogue approach aims to establish an ongoing, two-way dialogue between employers and employees to better understand employee needs, preferences, and goals. Unlike point-in-time employee engagement surveys, Talent Dialogue facilitates continuous conversation and involvement of employees in shaping talent management strategies. Implementing Talent Dialogue can help increase employee engagement by making employees feel included in important decisions and foster a culture of engagement through management's commitment to seeking employee feedback.
This document discusses rightsizing as a strategic challenge for HR. It outlines the objectives of providing balanced practices for workforce rightsizing that limit business risks and optimize strengths. Various options for rightsizing are presented, including internal structure revamp, headcount rationalization, and focusing on core competencies. The importance of respectful practices, strong leadership, communication, and managing costs and risks is emphasized to help balance rightsizing efforts. A case study example from the automotive industry in KSA is also provided.
This document discusses the benefits of outsourcing human resources functions. It argues that outsourcing HR can help companies reduce costs, attract and retain better employees, increase productivity, and reduce legal liability. Specifically, outsourcing allows companies to gain expertise in HR without having to hire specialists internally. This can help improve areas like recruiting, compensation, training and development. The document also provides an example of how the costs of maintaining the status quo internally for HR functions over five years could significantly impact a company's cumulative profits compared to outsourcing HR.
This document describes the services offered by In-Sell to provide business insights, install new processes and tools, and instill changes to increase performance. It focuses on talent assessment, sales improvement, leadership development, and strategic planning. In-Sell's approach includes understanding a business, identifying key areas for improvement, and helping people achieve through coaching, mentoring, tools, and measuring return on investment. The goal is to provide insights, make changes stick, and increase business performance over the long term.
Talent Analytics provides solutions to help organizations better understand their talent and improve business performance. Their solutions include talent scoring and benchmarking, rich profiles of individuals and teams, and tools to optimize collaboration, onboarding, coaching, and succession planning. These solutions help address common business problems such as correlating talent to performance, building effective teams, and maximizing employee potential.
Career-Forward is a human resources consulting firm that delivers customized HR solutions to meet the ever-changing needs of businesses. With over 15 years of experience, they partner with clients to understand their challenges and deliver targeted strategies aligned with business goals. Career-Forward helps companies integrate strong people strategies that enhance competitive advantage through leadership development, talent management, and other strategic HR solutions. Their services are designed to maximize return on investment in human capital and bring out the best in organizations and their workforce.
Gregory Scott is a C-Suite executive with over 35 years of experience in senior finance roles. He has a track record of transforming struggling organizations through cost reduction, profitability increases, and turnarounds. Scott links strategic decisions to operational impacts and creates exceptional value beyond financial measures alone. He has experience in 39 industries and a philosophy of customer-focus, people-first leadership, and technology-enabled processes.
Laird Enterprises is a boutique advisory firm that provides strategic planning, leadership training, and operational improvement services to small and mid-sized businesses. It helps clients enhance performance and increase shareholder value. The firm's team of advisors have over 80 years of combined experience in business ownership, operations, and consulting. Laird Enterprises offers services in management consulting, executive training, strategic planning, best practices identification, performance metrics, and M&A preparation and integration to help clients strengthen their businesses.
The document discusses challenges that enterprises face in aligning business strategy and IT systems. It notes that typically there is a gap of 12-16 months between a CEO deciding on a strategy and IT systems reflecting that strategy. It then lists key challenges for management, business folks, and IT folks around issues like managing organizational alignment, defining frameworks and models, identifying bottlenecks, and defining architecture governance.
Ubuntu 12.04 Malayalam user manual - ODTDanial Jose
Ubuntu 12.04 user manual in Malayalam, created by it@school Kerala team.
I have uploaded the odt (open document text), so you can modify the manual as per the changes in new Ubuntu Linux versions.
This document discusses investing in Israeli high-tech. It summarizes:
1) Israel has a highly educated workforce and world-class universities that fuel innovation. Over 6% of GDP is spent on education.
2) The Israeli government strongly supports the tech sector through funding for R&D, incubators, immigration programs, and the military which helps develop talent.
3) Israel's technology sector has expanded internationally, with the high-tech industry now accounting for 45% of economic growth. Israeli companies have raised billions through foreign public equity offerings.
1. Fenomena seks bebas di kalangan remaja saat ini sangat mengkhawatirkan. Data menunjukkan 50% responden telah berhubungan seks sebelum dewasa dan sumber informasi seks mereka berasal dari film porno dan pengalaman teman.
Lessons From the Israeli Case-Study: It's All About Clusters! by Assaf Luxemb...Leadel
Assaf Luxembourg is an international marketing and business development professional, advising several projects and endeavors. Assaf talks to various audiences and groups from abroad, presenting the Israeli economy and the "Start-up Nation". Assaf also speaks about tech entrepreneurship in Israel, how Israel's eco-system works, and about the Israeli business culture.
Assaf also mentors and teaches entrepreneurs how to write business plans, conduct market research, manage databases in early stages and how to effectively build pitches and presentations to investors. More so, Assaf speaks about the BrandIsrael project and new concepts in Israeli public diplomacy. Assaf is an approved speaker by TAGLIT-Birthright Israel.
Assaf Works at BDO Israel as a Business Development Senior Associate, and is also a Board Member at CityTLV- The Association for the promotion of Greater Tel Aviv as an International Financial Center. In his past, he led the International Department at StarTau, Tel Aviv University Entrepreneurship Center, worked at overseas public diplomacy at the Israeli Ministry of Finance, and at TAGLIT-Brithright Israel. Assaf holds a BA in economics and political science at the Hebrew University of Jerusalem.
Assaf Luxembourg is an international marketing and business development professional, advising several projects and endeavors. Assaf talks to various audiences and groups from abroad, presenting the Israeli economy and the "Start-up Nation". Assaf also speaks about tech entrepreneurship in Israel, how Israel's eco-system works, and about the Israeli business culture.
Assaf also mentors and teaches entrepreneurs how to write business plans, conduct market research, manage databases in early stages and how to effectively build pitches and presentations to investors. More so, Assaf speaks about the BrandIsrael project and new concepts in Israeli public diplomacy. Assaf is an approved speaker by TAGLIT-Birthright Israel.
More Slides by Assaf http://www.slideshare.net/assaf_l
Add your voice to creation of Leadel FLY Conference 2016 http://goo.gl/forms/7vmpV0Kysy and stay informed about mentorship opportunities from Leadel FLY speakers!
Visit www.leadel.com/materials to receive access to more valuable tips.
Sharon Weshler is a social media expert who has given hundreds of lectures and pitches on using social media for business purposes. She has over 7,500 LinkedIn connections and 2,000 Twitter followers. Weshler helps businesses leverage social media tools like LinkedIn, Facebook, and Twitter to generate views, contacts, and business opportunities.
Israel has a population of around 7.2 million people and has experienced steady GDP growth in recent years. It has a strong high-tech sector with many foreign companies establishing R&D centers in Israel to take advantage of the entrepreneurial and innovative environment. The government provides strong support for investment and economic growth through grants, tax benefits, and other policies aimed at promoting sectors like technology, life sciences, and clean technologies.
The Performance Conference will be held May 3-5, 2011 in Chicago, IL. It will feature 12 comprehensive tracks on strategies for driving growth, sustaining results, managing organizational performance, and more. Business executives from various industries will gather to explore ways to overcome challenges in business performance, discover innovations in performance management, process improvement, customer experience, and business intelligence. The conference will focus on performance management systems, measures, metrics, employee performance, and customer experience. Attendees will include C-level executives, directors, managers, analysts, and others involved in business planning, corporate performance, and strategy execution from industries such as financial services, retail, healthcare, technology, and more.
1) Contact centers collect large amounts of data but it is often siloed and difficult to access, organize, and interpret. As a result, many centers focus on easily measured metrics that do not strongly correlate with profitability or customer loyalty.
2) Performance management applications help centers monitor, measure, and improve processes by providing dashboards and scorecards to keep employees focused on key performance indicators. This drives operational improvements across areas like sales, collections, and customer service.
3) Proper performance management addresses identifying top performers and those needing guidance, proactively solving problems, documenting actions and results, and preparing for changing business conditions. The flexible Performance Management Dashboard Solution provides visibility into data and business intelligence.
1) Contact centers collect large amounts of data but it is often siloed and difficult to access, organize, and interpret. As a result, many centers focus on easily measured metrics that do not strongly correlate with profitability or customer loyalty.
2) Performance management applications help analyze data to monitor key performance indicators and drive improvements across processes. This helps centers improve customer experiences and operate more efficiently.
3) JumboAnalysisTM provides performance scorecards that aggregate data from different systems. This introduces more objectivity and allows managers to identify areas and employees needing attention to address issues at their root cause.
Profitiviti Business Operations Intelligence ArticleSteve Raack
The document discusses a methodology called Business Operations Intelligence that helps companies gain insights into their business operations through data analysis. It involves defining all business processes, including both departmental and enterprise-wide processes. The methodology then ranks processes based on their impact and efficiency to identify opportunities for improvement. Implementing this methodology provides executives with information to make more informed decisions and pursue initiatives that can significantly improve profitability.
AIT Group is a global management consulting firm that has over 10 years experience in Lean Six Sigma Training, Coacing, and Certification as well as Supply Chain using the SCOR model to transform business processes to standardized and streamlined value streams.
AIT Group is a global management consulting firm that has over 10 years experience in Lean Six Sigma Training, Coacing, and Certification as well as Supply Chain using the SCOR model to transform business processes to standardized and streamlined value streams.
Accelerate Value Creation: The Virtuous Cycle of Using Technology to Maximize...FindWhitePapers
Explore the relationship between IT investment and performance and productivity gains. This paper describes how companies can best maximize value from their IT investments and can take part in the virtuous cycle of IT.
The document discusses the growing importance of HR analytics and tools. It notes that HR analytics can help identify opportunities for HR impact, support organizational strategic planning, prioritize HR investments, demonstrate the bottom-line impact of HR practices, and help managers make better workforce decisions. Additionally, the document outlines how HR analytics and tools are transitioning from functional performance metrics to more predictive strategic measures. It provides examples of analytics areas like retention, training, talent acquisition, and strategic workforce planning tools that organizations can use.
This document discusses talent management and its importance for organizations. It addresses challenges such as positioning the organization for growth, identifying and developing high-potential employees, and creating a competitive advantage through people. Talent management is defined as supporting employees throughout their careers by integrating recruitment, development, engagement and retention processes. The benefits of talent management include improved performance, ability to adapt to economic changes, and attracting and retaining top talent. An overview of a talent management framework and PeopleFirm's approach to helping organizations define their talent inventory, refine employee experiences, and align with their environment is also provided.
Seven HR Capabilities that Drive Performance Leadership - Hackett Group June ...Nhat Nguyen
The 2015 analysis of The Hackett Group’s HR benchmarking database quantifies the performance advantage of world-class companies compared to typical HR organizations. Among the results: world-class HR organizations spend 37 percent less (Figure 1) – up to $17 million for the typical company1 and use 31 percent fewer FTEs (Figure 2) than peers. Analysis also revealed the hallmarks of current world-class HR organizations and the critical capabilities they leverage to achieve superior results.
The document discusses how HR departments can use scorecards and dashboards to translate HR strategies into meaningful metrics and stay focused. It explains that the balanced scorecard approach involves setting objectives and metrics across four categories or "legs" - customer focus, financial performance, internal processes, and employee learning and growth. An effective balanced scorecard involves creating a strategic map linking these categories to overall organizational goals, then developing metrics at strategic, operational and tactical levels to monitor performance. HR plays an important role by ensuring employees have the skills and competencies needed to achieve goals in each category.
This document provides a summary of an executive's experience including:
- Building new teams and implementing processes to improve operations and reduce costs at several companies.
- Turning around underperforming teams and addressing revenue backlogs.
- Providing financial and administrative leadership while managing remote global teams.
- Negotiating contracts and leases to reduce expenses and improve margins.
This document discusses the importance of aligning workforce strategies with business objectives to achieve sustainable growth and profits. It emphasizes that people performance is a key driver of success and outlines an accelerated process for creating a workforce strategy grounded in business needs. An example case study shows how one company improved multiple metrics like profits, employee commitment, and customer loyalty through implementing an aligned HR strategy.
CH Mack provides enterprise software solutions to help managed care organizations decrease costs through administrative efficiencies and integrated systems while increasing competitiveness and compliance via care management tools. The market opportunity for these types of solutions is significant given the growth of the US healthcare system and need for improved efficiency and quality. CH Mack offers both lower-cost, quick start solutions as well as more advanced, feature-rich options. They have experienced leadership from Fortune 50 healthcare companies and startups. Revenues increased 140% in 2008 with 85% of 2009 revenues already under contract. Going forward, CH Mack will focus on aggressive revenue growth, executing current implementations, and further developing advanced platforms to position themselves for continued success.
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
Compelling forces in the business landscape drive the need for Integrated
Talent Management
Research shows that companies with stronger Human Capital
Management outperform in both Total Return to Shareholders and
Annualized Return to Shareholders
Human Capital Management is a Leading Indicator of financial
performance
Significant improvement in engagement for the typical S&P 500
company is associated with an increase in revenue per employee of
$4,675 or over $93M per year.
In addition, significant demographic and other trends will continue to drive
talent scarcity
Cost of Talent Acquisition and impact of losing Talent are both increasing
Talent Management is a key driver of Line of Sight and Employee
Commitment – both of which strongly correlate with improved company
performance
SmallBizWorks provides free business consulting services to small businesses in Southwest Colorado, including strategic planning, marketing, finance, and operations assistance. They offer rapid response teams to provide tailored advice, and strategic, marketing, and operational audits to assess businesses and suggest improvements. SmallBizWorks also runs a profit improvement program and workshops to help businesses stabilize finances and boost growth.
This document discusses strategies for transforming the retail workforce to achieve high performance. It addresses three key areas:
1. Recruiting - Retailers need to update their recruitment and selection processes to focus on identifying candidates with the skills and experiences that are most predictive of high performance in today's retail environment. New technologies can help with this.
2. Learning - Providing ongoing learning and development is important for equipping workers with the knowledge needed to perform well. High-performing companies closely align learning with business needs and measure its impact.
3. Performance management - Performance should be evaluated based on both behaviors and results. An effective governance process called "Talent Interlock" can help ensure alignment between learning
Stork Asset Performance Solutions provides comprehensive asset optimization solutions through expertise in various domains. They take a holistic approach to addressing clients' challenges in production optimization, cost reduction, compliance, and ensuring professionalism. Stork aims to help clients achieve their ambitions by coordinating knowledge and experience, and providing integrated solutions from concept to implementation. Their global network allows them to standardize asset management for multinational clients.
Learn2 Peform Sap Success Factors Asug 041712tfenyes1
This document outlines an agenda for a presentation on SAP cloud computing solutions. It discusses SAP Business ByDesign for small and midsize businesses, SuccessFactors talent management solutions including recruiting, learning, and workforce analytics, and the integration between SAP on-premise solutions and SuccessFactors cloud solutions. The presentation will cover the business case and benefits of SAP's cloud human capital management solutions. Contact information is provided for additional information.
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2. Unlock the Value Enterprise Insight Series
Implement a robust Performance & Talent Management
solution that extends your SAP HR technology
For years, organizations like yours have relied on Enterprise Resource Planning (ERP) software to help
manage employee transactions across the enterprise. It was during this time that SAP earned its
well-deserved reputation as one of today’s most robust and stable back-end HR systems.
The SAP Human Resource Information System (HRIS) was originally built to help administrators
automate transaction-based processes such as payroll and benefits enrollment. While such administrative
transactions remain necessary, most are now commodities which are unlikely to generate game-changing
business impact.
To stay competitive in today’s marketplace, organizations need to focus on more strategic initiatives
such as leveraging and optimizing the talent of their employees. Addressing this challenge is a new
breed of Strategic Human Capital Management (HCM) applications that support the “best practices” for
managing the performance of people in the workplace.
This whitepaper will explain the critical need for enhanced performance management for today’s
businesses, plus outline how you can seamlessly deploy the best-of-breed performance and talent
management solutions.
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3. Unlock the Value Enterprise Insight Series
Formulating a more powerful strategy for maximizing
human capital
People make up the single largest investment for most businesses, comprising nearly 70% of total
operating costs. Unfortunately, most companies struggle to optimize their workforces, squandering the
true value of this critical investment.
To get the most out of their people, leading organizations leverage software and best practices to energize
their people, increase workforce productivity, and drive better financial results. These businesses think
strategically about their workforces and recognize the importance of investing in solutions that optimize
employee performance that’s aligned with both individual and organizational goals.
Utilizing powerful Strategic HCM software solutions, these organizations:
• Focus employees on critical tasks
• Increase overall employee productivity
• Identify and reward top performers
• Invest in ongoing employee development
• Place the right person in the right job to be successful
• Ensure readiness to execute on changing business strategies
While transactional HR applications have reached a relative parity in the market, the chasm is getting
wider between best-of-breed strategic HCM applications and functionality available from ERP vendors.
This difference between vendor offerings is not a mere set of feature-function benefits. It translates
into change management and quantifiable financial impact for your business. Evidence suggests that
best-of-breed Performance & Talent Management processes bring about better financial results,
including faster top-line and profitability growth relative to industry peers.
“ ompanies that deploy On-demand Performance and
C
Talent Management solutions appear to achieve on
average 2 percent higher annual revenue growth within
three years of deployment relative to the industry
norm, with some achieving up to 3 or even 4 percent.”
Saugatuck Technology Inc.*
*Source: “Strategic Talent Management Solutions and Superior Topline Growth” Saugatuck Technology Inc., March 31, 2008
http://www.successfactors.com/research/financial-advantages/
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4. Unlock the Value Enterprise Insight Series
SuccessFactors: the leader in Performance
Talent Management
SuccessFactors is the leading provider of Performance Talent Management solutions with more than
4 million end users in 185 countries. With SuccessFactors, your company can directly align every
executive, manager and employee with the mission of your organization. You’ll cover more ground,
faster, with the same resources — achieving the kind of success that moves markets.
An integrated solution
The SuccessFactors Performance and Talent Management Suite is the industry’s first complete suite of HCM
applications delivered as a service, enabling organizations to rapidly source, align, develop, motivate, and
maintain a high-performance workforce. With seamless integration across each module, SuccessFactors
gives you the visibility to optimize the performance of your people to drive business results.
gy / Execu
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Goal Performance
Management Management
egree Revie
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Recruiting Reporting Compensation
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Succession Learning
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Management Development
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5. Unlock the Value Enterprise Insight Series
Among its many capabilities, the SuccessFactors Performance Talent Management Suite seamlessly
extends your existing SAP investment with best-of-breed functionality. The functionality that is either not
available or not widely deployed by ERP vendors, includes:
• oal Management. Automates the process of creating, cascading, monitoring and assessing the
G
progress of company-wide goal completion.
• earning and Development. Supports management, delivery, and measurement of learning
L
content and activities.
• erformance Management. Streamlines the performance appraisal process and helps transform
P
the often rushed and tedious once-a-year performance review into an ongoing performance
management process that ties employee performance to bottom-line business results.
• ompensation Management. Allows organizations to effectively implement pay-for-performance
C
initiatives by integrating and aligning goal management, performance management, and
compensation processes with a single integrated application.
• uccession Management. Helps organizations gain greater visibility into their employees’ skills
S
and background, identify and anticipate leadership gaps, and perform necessary planning and
analysis to ensure there is adequate bench strength throughout the organization to ensure
workforce continuity.
• ecruiting Management. Streamlines the process of identifying, screening, selecting, hiring,
R
and on-boarding internal and external job applicants.
• mployee Profile. Gathers employee performance data and profile information, such as work
E
experience and educational background, and puts it into a centralized, master data repository
that can be accessed at any time, from any place.
• usiness Analytics and Reporting. Draws data from each application module enabling
B
extensive views into the performance of the entire organization, including goal achievement,
performance review ratings, and compensation.
• ontent Packs. Delivers rich libraries of goals, development advice, competencies, job
C
descriptions, wage data, interview questions and other general and industry-specific best
practice tool-kits.
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6. Unlock the Value Enterprise Insight Series
Building a bridge from SAP into the future of enterprise software
SuccessFactors Performance Talent Management Suite seamlessly integrates with your current SAP installation, as well
as any future product migrations, including Oracle, PeopleSoft, or HR outsourcing. SuccessFactors’ HCM system features:
• ntuitive Operation. SuccessFactors sports an easy-to-use graphical user interface (GUI). Because of its unified
I
and consistent operation across all applications, employees, managers, and executives can quickly master the
system and begin putting its incredible power to work for your company.
• eamless SAP Integration. SuccessFactors utilizes industry-standard technologies to enable frictionless system
S
integration and single sign-on capabilities with SAP. Plus because SuccessFactors data is instantly shared across
all modules, the system greatly facilitates data flow, navigation and analytical reporting functions while
eliminating duplicate data entry.
SuccessFactors and SAP — The Best of Both Worlds
SuccessFactors offers a tried and tested integration that lets organizations quickly expand their investment in SAP
with the best of performance and talent management. Our in-house SAP expertise guides the integration process
and gets customers “live” quickly and cost-effectively.
SAP HRIS SuccessFactors
Full Integration • SAP Expertise • Fast Time to Value
• aximum Flexibility. Modular by design, SuccessFactors makes it easy to add new HCM functionality whenever
M
you want — without negatively impacting your entire ERP system. Plus, SuccessFactors’ HCM functionality can be
configured to match your company’s specific business requirements and workflow processes.
• aster ROI. As a hosted application, SuccessFactors naturally takes much less time and effort to deploy than
F
typical ERP installations. In fact, most companies can be up and running on the system in just three to six weeks.
And with no hardware or software to maintain, you also enjoy a drastic reduction in your total cost of system
ownership. The result? A much quicker return on investment (ROI) for your company.
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7. Unlock the Value Enterprise Insight Series
Web-based delivery for the 21st century and beyond
Today’s competitive business environment not only demands a new breed of strategic people
management applications, it also requires a new way of delivering these solutions—one that allows
for a continuous stream of innovation.
Hosted, web-based solutions present the ideal delivery method, offering an easy path to implementing
powerful Performance Talent Management throughout your organization. Industry analysts agree
that on-demand next-generation offerings are now the standard because they help your business align,
develop, motivate, and maintain a high-performance workforce more rapidly.
Today’s best-of-breed solutions, like SuccessFactors, have been natively designed for the web and can
be easily integrated into existing HRIS applications or payroll systems. Because these solutions are
delivered as “Software as a Service,” up-front costs are not only straightforward, they are also very
predictable. Plus, shorter implementation times mean quicker time-to-value for your company.
Software as a Service is now the standard choice
for Strategic HCM Applications
Old Model New Model
ERP SuccessFactors
Big upfront costs including Lower cost, paid as value
Purchase ongoing maintenance is received
Implementation Slow and expensive via Fast time to value
Upgrades significant IT resources
Risk Customer owns risk SuccessFactors owns risk
Customer success as
Incentives Maximize upfront deal size evidenced by renewals
The new Software as a Service model for delivering Software reduces implementation adoption
risks and ensures full alignment between customer and vendors.
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8. Unlock the Value Enterprise Insight Series
ERP software: Past its prime
As your company has probably already discovered, legacy enterprise applications such as SAP, Oracle (PeopleSoft,
E-Business, Siebel, JD Edwards) and Lawson are not only limited in functionality, but must also support an out-dated,
architecturally-constrained software model.
ERP software, originally built in the 1980s, inherited many built-in deficiencies and hidden costs, including:
• sability Shortfalls. Designed for administrators performing specific transactional processes, most ERP
U
applications feature unintuitive user interfaces, complex functionality, and steep learning curves.
• nflexible Workflow. As business needs change, your company must be able to react quickly to create and
I
rollout new workflow processes. But with their static workflow rules, most ERP systems cost your company
precious time and capital to implement all but the most minor of changes.
• nwieldy Reporting. Your senior management requires ready access to Performance Talent Management data
U
if they are to make quick decisions that could affect the long-term health and wellbeing of your business. But with
most ERP systems, managers and executives must first submit a request to a system administrator, and then wait
for a report to be generated.
• ustomization Snafus. Customizing an off-the-shelf ERP system to meet your specific needs can be a
C
time-consuming and expensive process. Therefore, any customization your company undertakes will likely delay
the rollout and return on investment (ROI) of your Performance Talent Management solution.
• ncompatible Upgrades. Adding a new application such as Performance Talent Management to your existing
I
ERP system often means upgrading to an entirely new release of the product.
• ardware and IT Expense. ERP solutions, by definition, come with the ongoing expense of maintaining the Web
H
servers and other required hardware. Compare that to a hosted solution that requires no additional hardware
investment and prevents hidden costs.
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9. Unlock the Value Enterprise Insight Series
Summary
Most ERP solutions began their lives as transactional payroll systems built solely for administrators.
While these systems may excel at administrative process automation, a new breed of best-in-class
solutions addresses more strategic initiatives such as Performance Talent Management and
productivity. As HR organizations move beyond tactical functions and begin aligning their workforce with
their corporate goals, they require a more strategic set of HCM applications. SAP customers can optimize
their current ERP system by integrating the SuccessFactors Performance Talent Management
Application Suite, a best-in-class solution that delivers greater functionality, usability, and flexibility for
deployment across the enterprise.
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10. Unlock the Value Enterprise Insight Series
Alex Shevelenko
Director, Business Transformation Solutions
Alex Shevelenko is Director of Business Transformation Solutions at SuccessFactors where he oversees
the development and implementation of technology-enabled talent management solutions to maximize
business results.
Mr. Shevelenko has over a decade of experience in providing strategic advice and delivering
transformational technology solutions to Global 2,000 corporations.
Prior to joining SuccessFactors, Mr. Shevelenko held positions at technology providers Salesforce.com
and Microsoft and a leading strategy consulting firm, Mercer Management Consulting / Oliver Wyman.
Mr. Shevelenko worked with a variety of industries including retail, healthcare, private equity,
manufacturing, information technology, finance, and public sector organizations.
Mr. Shevelenko holds an MBA from Stanford Graduate School of Business and dual-degree from the
University of Pennsylvania cum laude: B.S. in Economics from the Wharton School of Business and B.A.
in International Relations from the College of Arts Sciences. Mr. Shevelenko is the U.S.A. recipient of
2004 Award from the Association of Management Consulting Firms Foundation for Excellence in
Management Consulting.
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11. Unlock the Value Enterprise Insight Series
About SuccessFactors
SuccessFactors delivers easy-to-use technology that helps businesses of all sizes align, develop and
motivate employees. With a suite that includes solutions for goal alignment, performance management,
compensation, uccession planning, learning, recruiting, and workforce analytics, SuccessFactors
s
offers the most innovative HR technology available today. Visit www.successfactors.com to learn more.
The Enterprise Insight Series
This ongoing set of guides is designed to provide HR professionals in large companies with insights
and solutions that can be applied in everyday efforts. Contributing authors include HR experts, as well
as leading companies that have improved business results by using the latest HR technologies.
Visit www.successfactors.com to download more of the Enterprise Insight Series:
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