week 2 unit 1: driving successful business outcomes

Week 2 Unit 1: Driving

Successful Business Outcomes

© 2015 SAP SE or an SAP affiliate company. All rights reserved. 2 Public

But must change also

HR Systems/

Technology

Business

Strategies

Business

Outcomes Process Automation

Driving Successful Business Outcomes Technology plays a key role


Unique combination of

five key factors for

success for our

customers’ journey

Talent & Core HR

Applications

State-of- the-Art

Technology

Content

Workforce Analytics

Modern User Experience

Driving Successful Business Outcomes Five key factors for success

Business

Strategies

Business

Outcomes


Driving Successful Business Outcomes Mile-wide, mile-deep capabilities

Succession &

Development

Compensation Performance &

Goals

Learning Onboarding Recruiting

Core HR and Payroll: Employee Central

Employee Record | Organizational Management | Payroll | Shared Services

Time Sheet | Absence Management | Global Benefits

Competencies, Skills, Best Practices

Thank you

Contact information:

[email protected]


© 2015 SAP SE or an SAP affiliate company. All rights reserved.

No part of this publication may be reproduced or transmitted in any form or for any purpose without the express permission of SAP SE or an SAP affiliate company.

SAP and other SAP products and services mentioned herein as well as their respective logos are trademarks or registered trademarks of SAP SE (or an SAP affiliate

company) in Germany and other countries. Please see http://global12.sap.com/corporate-en/legal/copyright/index.epx for additional trademark information and notices.

Some software products marketed by SAP SE and its distributors contain proprietary software components of other software vendors.

National product specifications may vary.

These materials are provided by SAP SE or an SAP affiliate company for informational purposes only, without representation or warranty of any kind, and SAP SE or its

affiliated companies shall not be liable for errors or omissions with respect to the materials. The only warranties for SAP SE or SAP affiliate company products and

services are those that are set forth in the express warranty statements accompanying such products and services, if any. Nothing herein should be construed as

constituting an additional warranty.

In particular, SAP SE or its affiliated companies have no obligation to pursue any course of business outlined in this document or any related presentation, or to develop

or release any functionality mentioned therein. This document, or any related presentation, and SAP SE’s or its affiliated companies’ strategy and possible future

developments, products, and/or platform directions and functionality are all subject to change and may be changed by SAP SE or its affiliated companies at any time

for any reason without notice. The information in this document is not a commitment, promise, or legal obligation to deliver any material, code, or functionality. All forward-

looking statements are subject to various risks and uncertainties that could cause actual results to differ materially from expectations. Readers are cautioned not to place

undue reliance on these forward-looking statements, which speak only as of their dates, and they should not be relied upon in making purchasing decisions.

http://global12.sap.com/corporate-en/legal/copyright/index.epx



Week 2 Unit 2: SuccessFactors Talent

Foundation Skills & Competencies


Decisions Understand your

workforce and talent

processes. Facilitate

conversations.

Blueprint Set up a framework that

allows you to manage

an agile workforce in a

volatile world.

People

Reach the people and

allocate the information and

services they need.

SuccessFactors Talent Foundation Skills & Competencies A solid foundation is key to effectively manage your talent


SuccessFactors Talent Foundation Skills & Competencies Organizations lack clear and flexible structures

We help you CREATE A FRAMEWORK to manage and

adapt your talent based on the needs of the business with

org charts, Job Profile Builder, and Skills Library


SuccessFactors Talent Foundation Skills & Competencies Job Profile Builder: your framework to compare apples to apples

Clearly define the needs of the business,

communicate expectations, and match people

with opportunities

Create and manage job profiles, templates,

and content in an adaptable framework

Integrate with talent processes


SuccessFactors Talent Foundation Skills & Competencies Skills Library: jump-start skills management with the right content

Manage the workforce based on

skills

Define and reengineer job profiles

with a library of skills models and

templates organized into business

categories

~14,000 skills and knowledge

elements

250 sample job families


Talent Foundation

Presentations Reporting and Talent Insights

Job Profile Builder

Homepage Employee Profile

Org Chart

Decisions

Blueprint

People Talent Search SAP Jam

Skills Library

SuccessFactors Talent Foundation Skills & Competencies SuccessFactors Foundation fuels all talent processes

Workforce Planning & Analytics

Succession &

Development

Compensation Performance &

Goals

Learning Recruiting &

Onboarding

Thank you


[email protected]

Week 2 Unit 3: SuccessFactors

Talent Analytics & Planning


SuccessFactors Talent Analytics & Planning Organizations that embrace workforce analytics and planning outperform those that don’t

30% greater stock returns than average

2x as likely to improve leadership pipelines

2x greater talent mobility

15x improvement in customer satisfaction

79% higher return on equity

Source: High-impact Talent Analytics: Building a World-class HR Measurement and Analytics Function.

Bersin by Deloitte 2013; Sierra-Cedar 2104 HR Systems Survey, and Human Capital Management Trends,

2012. Aberdeen Group


SuccessFactors Talent Analytics & Planning The road to success has many hurdles

Capability

Analytics has traditionally not been in the domain of HR.

Complexity

Accessing HR data from multiple sources is difficult and

analytics solutions are hard to use for the non-specialist.

Criticality

There’s been a lack of executive ownership and an

atmosphere of deferral.


SuccessFactors Talent Analytics & Planning SuccessFactors solutions for data-driven decision making

Information, insight, and impact every step of the way

Access to

operational

reporting and

analytics with

embedded

intelligence

Bring HR and

non-HR data

together and

demonstrate

impact with

workforce

analytics

Equip central

planning teams

and guide

tomorrow’s talent

decisions with

workforce

planning

Solutions for

every step in

your

transformation

Thank you


[email protected]


Recruiting Marketing


SuccessFactors Recruiting Marketing Challenges across the board

Nearly one-half (48%) of

companies have difficulty hiring

employees with base-level skills

32% of companies say difficulty

of recruiting specialized talent

is having a significant impact

65% of global leaders cite

talent & leadership shortages

as #1 challenge

300+ million monthly job searches

start in a search engine

90% of candidates don’t apply the

first time they see an interesting job


SuccessFactors Recruiting Marketing A critical part of the recruiting framework

Attract Engage Select

Measure

Hiring Process


SuccessFactors Recruiting Marketing Better recruiting = better results

Optimize marketing spend: 30% – 50%

reduction in cost

Reduce headhunter fees: 10% – 20%

Broad reach across channels (social, search, etc.) Increase quality of hire

Show business results

Overall yield on

recruitment investment

of 2.5x to 5x

Attract Better

Engage Better

Select Better

Measure Results

Increase candidate conversion rate

Improve candidate experience

Reduce time to fill: 25% – 50%

Increase in recruiter efficiency: 20% or more

Improve recruiter to line of business

engagement and collaboration

Increase hiring manager adoption

Thank you


[email protected]


Recruiting Management


SuccessFactors Recruiting Management A critical part of the Recruiting framework

www.successfactors.com/recruiting

65% of global leaders cite

talent & leadership shortages

as #1 challenge

90% of candidates don’t

apply the first time they see

an interesting job


SuccessFactors Recruiting Management Challenges across the board

Attract Engage Select

Measure

Hiring Process


SuccessFactors Recruiting Management Results-driven recruiting

Increase quality of hire

Show business results

Overall yield on recruitment investment of 2.5x to 5x

Select Better

Improved recruiter-to-line-of-business

engagement and collaboration

Increased hiring manager adoption

Measure Results

Thank you


[email protected]

Week 2 Unit 6:

SuccessFactors Onboarding


100%

100%

100%

189%

190%

250%

Revenue Growthper Employee

Profit Margin

Profit Growth

Return on Best-In-Class Onboarding

Best-In-Class Onboarding

Onboarding Laggards

SuccessFactors Onboarding What SuccessFactors Onboarding can do for your organization

http://aberdeen.com/Aberdeen-Library/8383/RA-strategic-onboarding-talent.aspx

https://www.bcgperspectives.com/content/articles/people_management_human_resources_leadership_creating_people_advantage_2012/














SuccessFactors Onboarding Are you laying the foundation for new hires to succeed?

The majority of new hires fail to complete their first milestone on time.1

>80% of new hires decide whether to stay with a company (or not) within the first six months.2

And 1 in 4 leave the company in the first year.3

1 & 2 Aberdeen

3 Workforce Mobility Survey, Allied HRIQ

4 “The first 90 days” by Michael D. Watkins

The break-even point, where new hires add more value than they consume, is reached after 6.2 months.4


SuccessFactors Onboarding Setting the stage for employee success

Administration

Contribution

Information

Socialization

Source:

SuccessFactors Research

Guide the team

Flawless and delightful experience

Empowered managers quickly engage new hires

Automated legal and corporate compliance

Develop the talent

Seamless integration to talent processes

Engaged new hires from the get-go

Connect the players

Faster path to employee productivity

Connected new hires, even before the first day

Thank you


[email protected]

week 2 unit 1: driving successful business outcomes

Documents