5 gestion del talento como clave del exito casos de exito y referencias
TRANSCRIPT
7/29/2019 5 Gestion Del Talento Como Clave Del Exito Casos de Exito y Referencias
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©Nakisa Inc. 2009
Talent Management
Optimize your workforce
Madrid, 29 Oct 2009
Andre Willems
Director Alliances EMEA Nakisa GmbH.
Tel: +31 6 511 49 752
http://www.nakisa.com
7/29/2019 5 Gestion Del Talento Como Clave Del Exito Casos de Exito y Referencias
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Nakisa corporate background
Founded in 1990 as an SI; Introduced first product in 2000
Headquartered in Montreal, Canada EMEA; office in Walldorf, Germany, 11 employees, 18
partners, 80+ resources trained
APJ ; office in Singapore; 2 resources, 4 partners, 25+resources trained
Total: approx. 140 employees
SAP partner since 2002
High growth and profitability (2008: 50% growth)
Representative customers / references
~50% of Nakisa customers are SAP install base
Customers across multiple verticals: Discrete – 35% Process – 25% Services – 15% Public Services – 15%
Financial Services – 10%
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Agenda
• Topics
• Market trends ?
• The SAP - Nakisa partnership
• Product demonstration
• Reference cases
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The Talent Management Imperative
Aging workforce
War for Talent
Economic changes & challenges
Faster ROI demands , more dynamics
And so on
Today’s business challenges
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Hype Cycle for HCM Software, 2008/2009 (Source: Gartner)
Talent Mgmt incl. Suites (5-10) Visualisation(2-5) & Succession Mgmt (5-10) continue to be hype
ESS for BlueCollarsWorkers has been identified as a fast growing market space (2-5+)
K EY MESSAGES
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Agenda
• Topics
• Market trends ?
• The SAP - Nakisa partnership
• Product demonstration
• Reference cases
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What we can see is only
the tip of the iceberg
Information that is readilyavailable and we can assimilate
What we cannot see
Complex workforce & talentdata not at our fingertips likestructural data, talentprocesses, succession plansand bench strength
Visualizing Informationfor Better Business Decisions
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SAP Talent Visualization by Nakisa
Part of an Integrated SAP Talent Management Offering
Learning
Pathing
Match-up
Development
Plan
Identify
Needs
Applicant
Tracking
Talent
Search
Attract
Candidates
Talent
Pipelining
Identify Key
Positions
Talent
Search
Succession
Management
Successor
Tracking
Talent
Pipelining
MBO
Appraisal
Compensation
Payroll
Performance
Rating
Identify &
Grow
Pay for
Performance
Educate &
Develop
Attract &
Acquire
SAP Talent V isual izat ion by Nak isa
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SAP and Nakisa Partnership: Our Strengths
Back -end func t iona li t y
Ownership of data, processes,authorizations
Consolidation and integration of applications
Transactions and end-to-endprocesses
Standards and compliance
Service & Support (Global)
Navigat i on and Visua l izat ion Strategic software and solution
partner in HCM
Interactive visualization of complexstructures
Maintenance of key data forsuccession and talent management
Re-Usable UI components
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SAP <> Nakisa strategy; Product roadmap
Step 1:Tier 1 Partnership (Q4-2007) STVN 1.1
• Utilize current capabilities of Nakisa application to enhance SAP’s talent managementapplications.
• Reach SAP customer base with all releases from R/3 4.7 up.
Step 2: ERP Enhancement Package 4 (Q2-2009) STVN 2.0
• Develop additional capabilities for SAP talent management applications.• Integrate Nakisa app seamlessly with SAP Succession Management application.
• Deliver pre-configuration for Nakisa integration to accelerate implementation.
Step 3: ERP Enhancement Package 5 (Q2-2010) STVN x
• Extend the reach of Nakisa application to all talent management processes andintegrate seamlessly with all respective SAP applications.
• Deliver Nakisa application based on NetWeaver platform.
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How SAP Talent Visualization by Nakisa helps
Mission Statement SAP Talent Visualization by Nakisa (STVN)
offers an intuitive way to enhance yourcapabilities in key areas including successionmanagement, organizational management, and
HCM analytics
High-impact visuals and relevant analytics todrive organizational and talent strategies
Solut ion 1: Org Chart
Take inventory of the workforce to develop thetalent pipeline
Perform gap analysis and ensure adequatebench strength
Solution 2; Succession Planning
Model “what-if”scenarios to determine theimpact of organizational change
Solution 3; Org. Modeler
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Employees
HR Professionals LOB Managers
1. OrgChart
2. Success ionPlanning (Frequent use;
Creation and review of plans;Enterprise wide)
3. OrgModeler
Talent Planning
©SAP 2007 / Page 12
SAP Talent Visualization by NakisaCapabil ities by role
1. OrgChart
2. SuccessionPlanning (Departmental creation and review of p lans; Casual
use)
Talent viewing
1. OrgChart
Organizational chart
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Agenda
• Topics
• Market trends ?
• The SAP - Nakisa partnership
• Product demonstration
• Reference cases
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Let’s have a look;
DEMOOrg. Charting
Succession planning
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SAP TVN Organizational charting; Benefits
Clearly and objectively enable transparency intothe organization’s segregation of duties andcompliance vulnerabilities at any time
• Inability to clearly demonstrate theaccountability of roles while alsotracking the status of workforcecompliance across the enterprise
Web based, thin client and real time access torelevant information from a single source of truth
• Inconsistent and out-of-datereports and charts, leading to poordecisions
Clear visibility into structures, roles, skills and
responsibilities for effective collaboration
• Difficulty connecting with the rightcollaborators and contributors
across the organization
Automate the creation of reports, analytics andorganizational charts
• Inefficient process of generatingand distributing charts
Powerful and intuitive search, with aggregationand presentation of the right information for theright person based on roles
• Time and value lost searching forthe right org information
BenefitsChallenges Addressed
Enable
Compliance
Increase
Productivity
Cut
Costs
Cut
Costs
Increase
Productivity
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SAP TVN Talent & Succession Management; Benefits
Track employee performance, potential, flightrisk, and aspirations and match the rightemployees with the right roles and career paths
• Identify and retain top performers whilealigning them with strategic goals,despite strong competition for skilledtalent
Develop and monitor a reliable bench of potentialsuccessors to serve as backup for planned or
unplanned vacancy of key roles
• Prepare for talent loss
Analyze key talent indicators, such as successorreadiness, successor ranking, impact of employee loss and talent potential, in 9-boxreports
• Clearly highlight and assess key factorsthat influence workforce sustainability
Aggregate the right data for the right employee in
a clear, visual, manner that enables effectivedecisions and actions
• Improve the quality of workforcedecisions
Automate reports and seamlessly integrate withthe data and tools of the complete talentmanagement strategy
• Increase the efficiency of talentmanagement processes
Flag key roles clearly and consistently throughoutthe organization
• Clearly identify and track the rolescritical to sustainable success
BenefitsChallenges Addressed
Foster
Sustainability
+
Foster
Sustainability
+
Foster
Sustainability
+
Cut
Costs
Increase
Productivity
Foster
Sustainability
+
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SAP TVN Organizational Modeling
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SAP TVN Organizational Modeling; Benefits
Carefully examine both costs and value of the
workforce and generate scenarios that clearlydemonstrate the retention of value
• Cut costs via workforce separation while
safeguarding the right talent for asustainable business
Enable the development of different organizationalcontingency plans, in preparation for potentialeconomic and market shifts or crisis
• Prepare for predictable & unpredictablechange
Powerful talent search and org chart creation tobuild effective virtual and cross functional teamswith the right mix of skills
• Enable seamless collaboration between,and optimal use of, different resourcesspread across matrix organizations anddifferent functional groups
Model different ‘what if’ scenarios via drag & droporganizational charts
Visualize analytics and metrics that update with
your model in order to see how different scenariosand plans impact real figures
Expedite the executive approval process and fosterbuy-in by distributing the final model
Collaborate with colleagues (in person or online) towork on different pieces of a large model
• Need to effectively execute complexreorganization and M&A
BenefitsChallenges Addressed
Manage
Change
ManageChange
Manage
Change
Increase
Productivity
Increase
Productivity
Foster
Sustainability +
Foster
Sustainability
+
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Solution offering Solution offering ……
We can offer you: Out-of-the-box functionality Quick installation for faster impact:
Org. Chart; 6 man days fixed price
Succession Planning; 30+ man days
With a relatively small investment, optimize your entire SAP HR investment
Nakisa’s solutions fully leverage SAP ERP: Single Source of Truth - No duplication of data Inherits SAP security, Single Sign-On Fully adapts to existing business processes
Scalable
Strong SAP relationship: SAP resells NakisaÆ "SAP Talent Visualization by Nakisa“ SAP supports Nakisa, like any SAP solution (using Solution Manager, OSS) All Nakisa solutions are premium qualified by SAP
Strong & growing partner network: Open to work with existing SAP system integrators, HCM boutiques Local, global players Fast enablement; 5-day consultant training, Nakisa partner portal
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Solution Offering – Some Technical Details
• Live connection to SAP ERP or DB stagedenvironment
• 2 pre-configured security roles (employee +executive)
• Support for SAP 4.6 / 4.7+• Multiple language support (14)
• English
• French
• German
• Spanish
• Portuguese
• Italian
• Dutch
• Danish
• Swedish
• Russian
• Hebrew
• Simplified Chinese
• J apanese
• Korean
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Agenda
• Topics
• Market trends ?
• The SAP - Nakisa partnership
• Product demonstration
• Reference cases
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Nakisa references
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Nakisa and SAP Shared Customers for Organization Management
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Case 1SAP HR; Organization Structure with KPI’s & Audit view
As of today
Click
Trend for the last 12 months
Click
E O V
Number at the top shows theabsolute number of errors
displayed for this Org Unit for
the respective month
Number underneath shows the
ratio of errors in relation to the
number of heads in the Org Unit
for the respective month
Click
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Case 2
Vestas Succession Management with SAP TVN
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Case 2 Vestas Succession Management with SAP TVN
1. Before Excel spreadsheet
Easy to use for Managers
Difficult for Super Users Validation of data Manual consolidation of data Lots of data handling – risk for making
errors – valid data ?
No real data security
Burdensome reporting
Lots of mail correspondence
2. Why SAP TVN Nakisa way of thinking Succession Management
SAP compatibility / fully integrated
SAP partnership – fits SAP all strategy
Good product presentations
3. Project 6 core members of project team
Nakisa partner Gavdi
Nakisa – Development. (remote most of the time)
Kick-off:01.09.2008
Planned go-live: 01.02.2009
Realized go-live: 20.03.2009
4. Live 15 Business Units + staff are using Nakisa now
2200 employees and positions will be documented in Nakisabetween 1. April and 1. J uly 2009
More than 350 managers will use the system in their preparation
System is running and stable
Performance is good
Minor errors are continually reported and handled
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Case 3Statoil + Hydro = StatoilHydro
Key challenges Lacked a graphical solution to display and communicate globalorganizational structure; With the merger of Statoil and Hydro, many positions becameavailable, requiring the companies to effectively communicate open
positions to all Statoil and Hydro employees;
No solution in place to allow employees to visualize or apply forpositions in the new organization structure;
Extremely tight timeline for receiving position applications.
Project objectives Provide an efficient and easy-to-use graphical tool that integrates with
SAP ERP HCM and SAP E-Recruiting Seamlessly integrate with Statoil’s corporate portal and Hydro’sIntranet, enabling 10,000+ users to navigate through open positions and
facilitate on-line applications using SAP E-Recruiting.
The results
Over 8,000 users navigate the corporate portal to access detailedposition information and can easily apply on-line;
Easy-to-use, intuitive interface; resulting in very few Helpdesk calls; Over 75% of employees indicated interest in positions of their liking by
the required deadline; Seamless integration with SAP via the SAP NetWeaver
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©Nakisa Inc. 2009
Think big, start small…
Thank you !
Andre Willems
Director Alliances EMEA Nakisa GmbH.
Tel: +31 6 511 49 752
[email protected]://www.nakisa.com