successfactors overviewdocshare04.docshare.tips/files/28849/288491133.pdf · successfactors...

1 SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved. SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved.

SuccessFactors Overview

Elios CHAHLA SAP Solution Consultant - EMEA

© Copyright 2011. All rights reserved.

2 SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved. 2

Typical Company

40% Workforce

60%

Marketing

Travel & Entertainment

G&A

IT

Depreciation Facilities

Outside Services

Business Process

Re-Engineering

ERP

Cost Take Out

% OPEX

Improvements

???


HR is essential to business execution

You cannot optimize company performance without

optimizing workforce performance

95% of the workforce

does not understand

the company strategy

and goals

Norton & Kaplan

50% of the average

workforce’s

capacity

is wasted on non-

productive work

Corporate Strategy

Board Research:

Measures that Matter

84% of companies

aren’t using their

workforce to its full

potential

Saratoga Institute


Business Results

Manage Top Talent

Manufacturing Sales Marketing Finance

But, are you moving beyond

efficiency to Business Results?

HR

Goal Alignment

Reviews

Compensation Planning

Payroll

Workforce Analytics


Can you answer these questions?

• How are individual employee goals tied back to the company strategy?

• What is the average time to full productivity for new hires?

• Are you using the right channels , at the lowest cost, to find the best candidates?

• What percentage of our critical job roles are at high risk for departure ?

• How are your investments in compensation programs improving productivity, increasing revenue or reducing attrition?


Is your technology helping you become more strategic?

• What happens when every employee can tie their own goals back to the company strategy?

• What if you could bring new employees up to speed 20% faster?

• What if you could fill your open positions faster, with higher quality candidates and at a lower cost?

• Can you tell the specific impact turnover has on revenue?


SuccessFactors can help

Get people working

on the right things

Find the right people

and make them great Run the

business better

Align Optimize Accelerate


Employee Central

Goals Workforce Planning

Performance Compensation Succession Analytics Recruiting Learning Jam

BizX Insights

SuccessFactors BizX


Goals Workforce Planning

Performance Compensation Succession Analytics Recruiting Learning Jam

Strategy Financials Supply

Chain

Operations Employee Survey CRM

Delivering BizX Insights

Employee Central

BizX Insights


Source: Top 3 Strategy Consulting firm survey of CxO’s at more than 500 Successfactors Customers

17% Increase in people getting the right

training

Strategic Alignment

5.5% increase in time spent on strategic priorities

1 – 8+ weeks

Faster communication of strategy

Cost Savings

(13.8)% Decrease in low

performers

15.2% Decrease in turnover

13.7% Increase in internal

job fill rate

Business Results

1% Revenue added back to

profit

Productivity

14% Increase in project

completion

5.4% High-end increase in

productivity

4.9% Increase in high

performers

Over 3500 customers and 15 million subscribers

Producing Profound, Measured Business Impact


SuccessFactors drives business

results

Optimize

Find the right people

and make them

great

Accelerate

Run the business better

Align

Get people working

on the right things

Strategy Results


SuccessFactors customers are getting results

“The SuccessFactors dashboard is a reliable, dynamic, customizable, and consistent source of human capital data for WellPoint.”

“At Nissan, we focus on two different kinds of metrics: efficiency and effectiveness. By changing the HR culture and using a data-driven approach, with the help of SuccessFactors, we have moved the needle on both fronts.”

“SuccessFactors has a profound impact on the way that we assess our business.”

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Global leaders are choosing business execution


A Global Leader

Ten years all in the cloud

3,500 customers/~15M users

Largest cloud deployment- 2M users

35 Languages - 168 Countries

Closing in on $1/2 Billion 2012

Billings


Analysts Agree SuccessFactors is the Leader

SuccessFactors continues

to be the clear market

share leader

Prominent end-to-end

solution, leading the

marketplace

SuccessFactors leads

the market

SuccessFactors' …a global

powerhouse in end-to-end talent

management software.

“ ”

“ ”

“ ”

“

”


Dominant leadership position


Bold Move and Dramatic Shift in SAP Strategy

What Industry Analysts Think About SFSF + SAP…

“ …This addition will….create significant cross-sell

opportunities.”

Accelerates Cloud Strategy

“ This greatly accelerates SAP’s move into the cloud and makes

it…one of the world’s leading cloud solutions.”

Positive Move for SAP

“ …acquisition immediately makes SAP a leader in Cloud

business solutions – with strong synergies in terms of target

(large-enterprise) customer footprint.”


Align

18

Workforce Planning

Performance & Goals

19 SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved.

“SuccessFactors makes it very easy to communicate

across the company and hold people accountable to

their goals.”

Solutions that get people working on the right things

Identify talent

Revolutionize

performance reviews

Bring performance

to the next level

Install a meritocracy

Align

Improve goal alignment

Strengthen accountability

Boost employee engagement

Keep on track

Plan for talent

shortages

Forecast supply

& demand

Decrease

workforce risk

Performance

Management Goal Management

Workforce

Planning


Performance &

Goals


Performance & Goals

Performance

Reviews

• Legal Check

•Coaching Assistants

• Team Rater

• Team Overview

SuccessFactors Performance & Goals

Goal Dev &

Management

• Writing Assistant

•Goal Library w/ more

than 500 SMART

Goals

• Boost engagement &

accountability

Calibration

•Visual Comparison

•Objectivity Across all

Departments

• Impact to Pay/

Meritocracy

Reporting & Analytics

360o Reviews

• Socialize the review

process

• Variety of sources

• More comprehensive

assessment


Companies that are not Aligned Do Not Execute

Inadequate or unavailable resources

Actions required to execute not clearly defined

Poorly communicated strategy

Unclear accountabilities for execution

Organizational silos and culture blocking

execution Inadequate performance monitoring

Inadequate consequences or rewards for failure or success

Poor senior leadership

Unapproved strategy

Uncommitted leadership

Other

20%

12%

10%

8%

5%

2%

14%

11%

8%

7%

2%

Source: Harvard Business Review – Turning Great Strategy into Great Performance, Mankins and Steele,

July 2005

45%


Goal Development & Management

SMART Goal Wizard

Quickly assess everyone on your

team – in real time

Instantly see your team ranked from

top to bottom

Identify your top players and cultivate

them

Spot your lowest performers

No tie scores


Not Getting Performance Right is Costly

48% lower revenue per employee

67% more turnover of high-performers

Performance management practices have the biggest impact, on

employee productivity, of any talent process. “

”


Engaging Performance Reviews

Intuitive, Easy to Use

Writing and Coaching

Assistants

Legal Check

Integrated with BizX Suite for

Comprehensive Talent

Management

“SuccessFactors offers best-in-class performance management

functionality”


Beyond the Performance Review – Team Rater

Unique Team Rater

Quickly assess everyone on

your team – in real time

Instantly see your team ranked

from top to bottom

Identify your top players and

cultivate them

Spot your lowest performers

No tie scores


Calibration for Fairness and Accuracy

• 9% of performance

ratings are changed

during calibration

• Lower comp or higher

comp than deserved

• Review pay and rating

decisions together

• Adjust pay immediately

• Eliminate subjectivity

• Simple and automated

process

“ 62% of employees get different ratings from

different managers.

”


360 Degree/ Multi-Rater

360-Degree Feedback Systems Can Yield A ROI as high as 700%*

*Lyle Spencer and Charles Morrow, The Economic Value of Competencies: Measuring ROI

• 360 Development surveys &

Multi-Rater assessments

• Break down barriers

• Find hidden strengths and

weaknesses

• Take action with intuitive

charts, graphs and reports

• Support for internal and

external raters

• Configurable workflows

• MS Outlook integration


• Performance

management raised

engagement to 75%

• EPS increased from

$1.87 to $3.18 in same

time period

• Tried to boost business

results through higher

employee engagement

• Employee survey

revealed better

performance

management was key to

higher engagement

• SF Performance & Goal

Management

• 100% compliance in

performance reviews

• In-built coaching tools to

provide consistent and

meaningful feedback to

employees

Success Factors has become an important tool for

helping us to manage our team’s performance - Roy Vallee, CEO & Chairman

Execution Gap Solution Results

“ ”

Avnet Increases Performance with SuccessFactors


SuccessFactors was one of the key drivers of our tremendous growth and our

new status as a power sports industry leader

- Tom Porter, Human Resources

• Jumped from #3 in market

share to tie for #1 in 3

years; goal and

performance management

partly responsible

• Goal management

heightened awareness to

the overall satisfaction

score in JD Powers survey

• Better utilization of people

per $ spent

• Aggressive goal to

increase market share in 3

years in highly competitive

market

• No tools to orchestrate

concerted effort across

multiple functions in a

fragmented organization

• No visibility into readiness

of employees to support

this goal

• Success Factors’

Performance and Goal

Management.

• SF Goals used to align

finance, legal, R&D,

distribution, customer

service, accessory sales,

sales, HR, marketing,

product planning

• SF Performance used to

monitor employee

performance and design

development plans

Kawasaki Becomes USA Market Leader

EXECUTION GAP SOLUTION RESULTS

” “


We’re clearly in front… but

SOURCE: Gartner MQ: Employee Performance Management, 2011


Workforce

Planning


Aligning your future workforce to your strategy

CEO’s are asking:

•Can you tell me what kind of workforce we will need in 3-

5 years to execute on our strategy?

•Will your talent strategy build that workforce, at optimal

cost, just in time?

The answer: Strategic Workforce Planning, which will

mitigate the risk of talent shortfalls that would threaten

strategy execution


You need workforce planning for

34

Merger & Acquisition Due Diligence (Human Capital)

Entry Decisions for New Markets

Internal Consulting w/ Other Functions

New Product Development

Deep-Dives into Workforce Analytics

Employee Value Proposition

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Know the Impact of Decisions Before Making Them

Answers Questions Like:

• How many people will we need in the next 5 years to be successful?

• What skills and competencies are most important for our key roles?

• What do we have to do now to make sure that we’re prepared?

Execution

• Mitigate risks to your strategic plan

• Create strategies to insure readiness for the future

• Map out necessary skills and competencies for success

• Ensure accountability with clear action plans and owners

Workforce Planning


• Automatically calculate

supply and forecast demand

for critical capabilities

• Dynamically model and

save multiple scenarios

• Analyze gaps in supply and

demand

Capability modeling

and forecasting

Powerful modeling tools follow proven methodology







demand

• Measure results with

planning metrics

Action planning and

measurement

Identify risks and create action plan







demand

“What-if” financial

modeling

“What-if” financial modeling communicates the business impact


Designed for Multiple End-Users

39

HRBP Data Analyst Executive

• Access key performance

indicators

• Create demand forecasts

• Analyze retirement patterns

• Build financial models

• Participate in scenario

planning & strategy

development

• Incorporate forecast data

into strategic plans

• Review monthly dashboards

• Manage a workforce plan

• Assess human capital risks

• Devise action plans

• Implement next steps

The solution was so easy to use and had the best practices built in so I

could deliver real business impact from day one. “

” -Mike Molinaro, VP HR Operations

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Mitigating Execution Risk with Strategic Workforce Planning

“

“ • Providing scholarships to technical

officers

• Building pipeline in school age children

and increased graduate program

• Introduced flexible career paths for

critical roles

• Auditing operating risks and expenses

for real-time adjustments to policies

and programs

• 40+% of critical job roles at risk

of retirement by 2020

• Decreasing supply of engineers

• Olympics, rail system, clean

energy increased demand for

new/different hires

• SuccessFactors Workforce

Planning

• Created multiple supply and

demand scenarios

• Identified skills and talent gaps

and action plan to address

EXECUTION GAP SOLUTION RESULTS

We know from our workforce planning that nearly 1,000 engineers are needed by 2020 and within

that time up to one third of our engineering workforce could retire. This is one of the biggest

challenges we face as a business.

STEVE HOLLIDAY, CEO


Optimize

Recruiting

Compensation

Learning

Succession


Solutions that find people and make them great

“By working with SuccessFactors and changing the way we hire

and promote our employees, the company is seeing a marked

difference in its customer satisfaction levels, as well as employee

engagement.”

Compensation

Improve retention

Calibrate

Optimize budget

Eliminate errors

Learning

Learning

management

Social learning

i-Content

Extended

enterprise

Recruiting

Talent Attraction

Talent Engagement

Talent Selection

Talent Insight

Optimize

Succession

Build your bench

Assess talent

Uncover

hidden talent

Find the best

every time


Recruiting


Other Solutions Don’t Solve

All Your Recruiting Problems

Dated recruiting solutions haven’t kept up

ATS =

Electronic Filing Cabinet

Candidate Experience =

Confusing Maze

Recruitment Spend =

Expensive Guessing Game

$

$

$

$

$

$

$

$

$

$

$

$

$

$

$


The talent has shifted how it look for jobs online


You Need a Total Solution

Your strategy must evolve to keep up with the market

Talent Acquisition Talent Engagement Talent Attraction

Search Engine

Recruiting (SEO)

Next Generation

Career Sites

Talent Community

Development

(CRM)

Social Network

Integration

Mobile Career

Sites

Internal Mobility

Social Network

Recruiting

Smart Job

Publishing

Referral

Recruiting

Sourcing

Optimization

Requisition

Management

Offer Creation

& Management

On-Boarding

Compliance

Social

Selection &

Assessment

Recruiting Analytics & Insights Engine


Only SuccessFactors has a complete solution

47


Recruiting Execution = Recruiting Marketing and Management

Social Recruiting

Mobile Career Site

Recruiting Marketing Platform

Career Site

Talent Landing

Pages (SEO)

Smart Job Publishing

Talent Community

Requisition Management

Sourcing & Social Referrals

Recruiting Dashboard

Recruiting Management Platform

Offer Management

Onboarding

Talent Mobility

Assessment & Interview Mgmt


SuccessFactors Recruiting delivers better hires

Right for everyone

Built for Business Execution

Recruiting Management

Social and collaborative

SuccessFactors Recruiting Management has helped us improve how

we hire and deploy the right employees on key projects

- Melynda Fox-Lieby, Sr. Corporate Recruiter

” “


Integrated analytics give deeper recruiting insights


Siemens rolls out Recruiting globally

BIGGEST

STANDARDIZED

SuccessFactors was the clear winner by a significant margin

80 Countries

20 Languages

Replaced 7 recruiting solutions

Only global application besides email

+ 420k Users

Marion Horstmann, Head of Corporate Human Resources

+ 18k Job Requisitions + 5k Job postings per month

+ 2M Candidates migrated

+ 400k Applications created

” “


With SuccessFactors Recruiting we are making much better

hires than ever and our hiring managers LOVE the system. Aileen, Gronewold, Staff VP, Human Capital

• 75% A-Player hire goal

was exceeded

• Recruiters now support

65% more hiring

managers

• 37% total stock return

since Jan 2008

• CEO mandate to

“upskill” entire org

based on new strategy

• Part of new strategy

called for growing key

BU’s; required

identifying and resolving

talent gaps

• Existing ATS was hard to

use and not collaborative

• SF Recruiting for 3,000

users, with Succession,

Goals, and Performance

for a smaller pilot group

• Expanded reach of

corporate hiring to the

branches

• Hiring managers can

review resumes, insert

comments, and

collaborate

Execution Gap Solution Results

Leggett & Platt hires more A-Players

” “


Compensation


Smart Compensation Pays Off

Improved Employee Retention

Decreased Costs

Saratoga

Institute

Companies with higher standard deviations in compensation have 15

– 20 % greater performance when measured by revenue and profit

growth.

Employee compensation management may improve

employee retention by as much as 27%

Companies gets 20% savings on HR headcount on admin and

support of compensation with usage of technology enabled

compensation planning

Better Business Results

“

”

“ ”

“ ”


Awakening to Value

Automated, intuitive comp as part of

talent management

• Talent management process integration

• Core HRIS integration

• Support for complex comp scenarios

• Easy to administer/use SOURCE: Bersin, April 2011, Comp Research Bulletin , Gartner 2011 EPM MQ,, Ventana,

Trends in Total Comp Management, 2011

Today Tomorrow

Still relying on insecure,

error-prone spreadsheets?


Simplified, Comprehensive Compensation

Base Comp/ Salary

• Base pay, adjustments,

lump sum, stock, equity

• Functional and employee

currency

• Sr. Manager/ Exec Editing

SuccessFactors Compensation

Variable Pay

• Bonus

• Goal achievements tied to

bonuses

• Position specific payments

Calibration

• Objective reviews across

groups

•Tie performance to comp

• Ensure rewarding and

retaining high performers

Reporting & Analytics


I am really happy with compensation. The linkage between performance

and compensation is excellent. It has surpassed my expectations.

Achieve Pay-for-Performance

Optimize your Budget and

Maintain Compliance

Support for Planning and Analysis

Compensation Management

-Don Hopkins, VP and CIO

” “

Compensation Made Powerful and Easy

Embedded Analytics show

real-time results


Live Analytics for Compensation


Calibration for Fairness and Accuracy – Remember the 9%

• 9% of performance

ratings are changed

during calibration

• Lower comp or higher

comp than deserved

• Review pay and rating

decisions together

• Adjust pay immediately

• Eliminate subjectivity

• Better use of budgets

“ Compensation management improves employee

retention by as much as 27%.

”


Who’s the LEADER in Compensation Management?

SOURCE: Gartner MQ: Employee Performance Management, 2011

SuccessFactors

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