successfactors for professional services - brucke service payroll operational reporting analytics...
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SuccessFactors for Professional Services
Aaron Tanenbaum
Senior Industry Value Engineering Principal
2 SuccessFactors Proprietary and Confidential © 2013 SuccessFactors, An SAP Company. All rights reserved.
What are top of mind issues? Revenue/Utilization/Margin Professional Service Industry Trends That Impact HR
49% of the revenue is charged with total compensation ... the top performing firm
decrease the
compensation as % of Revenue by 10%
CAN WE…
Identify the number of days it takes before new hires bill on projects
Recruit efficiently to propose and staff engagements more effectively
Use the right channels, at the lowest cost, to find the best candidates
Identify what percentage of our critical job roles are at high risk for
departure
Answer how our investments in compensation programs improve
productivity, increase revenue or reduce attrition
Create a culture of Innovation and Leading Edge technology for the
workforce (and prospective workforce)
Identify skillset needs, recruit, hire, onboard, train to get that new hire
consultant ready and BILLING faster to support client engagements.
Share knowledge through collaboration tools (lifeblood of Prof Services)
Define career path so that every junior consultant understands how they
will become a PARTNER someday. Decrease voluntary turnover and retain
top talent.
Recognize best talent to increase bill rates and drive revenue.
Source: SPI – 2013 Professional Services Maturity Benchmark
3 SuccessFactors Proprietary and Confidential © 2013 SuccessFactors, An SAP Company. All rights reserved.
What will Professional Services HR leaders need to do? The Right Resource, at the Right Time, at the Right Customer
Attract and hire the best talent quickly
Recruit best talent and get them billing fast
Develop or buy the right skills
Grow the skillsets you need within or find them
outside
Reduce attrition
Identify and incent the right talent and leaders
Workforce optimization
Optimize and right size your workforce according to
market dynamics
Match client demand to supply
Align talent management with resource management
processes
Establish an environment in which
our employees feel engaged so we
retain our top talent?
Anticipate and meet the business’s
workforce demands and prepare for
growth?
Streamline and automate our
processes to increase productivity
and reduce the cost of operations?
4 SuccessFactors Proprietary and Confidential © 2013 SuccessFactors, An SAP Company. All rights reserved.
Cloud HCM
Performance & Goals
Compensation Recruiting Execution Learning
Succession & Development Competency Management
Organizational Mgmt. Life Events Master Data
Self Service Payroll
Analytics and Dashboards Ad-Hoc Reporting Operational Reporting
Talent Management
Employee Central (Core HRIS)
HCM Reporting
Cloud Benefits Cloud Time & Attendance
Content Integration Extensibilit
y
Workforce
Planning
Social
Collaboration
Recruiting
Core HR
Wrapped together with
Pre-delivered content
Full integration platform
Extensibility tools
Onboarding
Learning
Succession &
Development Performance
& Goals Compensation
Workforce
Analytics
SuccessFactors ‘Best of Breed’ HCM Suite
5 SuccessFactors Proprietary and Confidential © 2013 SuccessFactors, An SAP Company. All rights reserved.
Proven Transformation. Proven Impact. Proven Results.
5.5% increase in time spent
on strategic priorities
1 - 8+ weeks
faster communication
of strategy
(13.8)% decrease in low
performers
(14.9)% decrease in turnover
1% revenue added
back to profit
14% increase in project
completion
3% average increase in
productivity
Strategic Alignment Cost Savings Business Results Productivity
10.8% increase utilization
rate*
(33)% Decrease time to
productivity for new
hires*
4.9% increase in high
performers
Source: Top 3 Strategy Consulting firm survey of CxO’s at 500+ SuccessFactors
Customers.
*2013 ASGU/SAP Benchmarking
6 SuccessFactors Proprietary and Confidential © 2013 SuccessFactors, An SAP Company. All rights reserved.
SuccessFactors Positioned as a Leader In the Top 10 Industry Analyst Reports for the Last Year
• The Forrester Wave™: Talent Management,
Q1 2013
• 2012 Nucleus Research HCM Value Matrix
• Ventana Research Value Index: Total Compensation
Management in 2012
• All six IDC Integrated Talent Management MarketScope
Reports for 2012
Sources: Forrester Research, Inc., IDC 2012, Ventana Research 2012
7 SuccessFactors Proprietary and Confidential © 2013 SuccessFactors, An SAP Company. All rights reserved.
SuccessFactors Positioned as a Leader In Garter’s 2013 Magic Quadrant for Talent Management Suites
Gartner “Magic Quadrant for Talent Management
Suites” by Thomas Otter, Jeff Freyermuth, Ron Hanscome, March 14, 2013. This graphic was published by Gartner, Inc. as part of a larger research document and should be evaluated in the context of the entire document. The Gartner document is available upon request from SuccessFactors. Gartner does not endorse any vendor, product or service depicted in its research publications, and does not advise technology users to select only those vendors with the highest ratings. Gartner research publications consist of the opinions of Gartner's research organization and should not be construed as statements of fact. Gartner disclaims all warranties, expressed or implied, with respect to this research, including any warranties of merchantability or fitness for a particular purpose. http://sfsf.ly/gartnermq
8 SuccessFactors Proprietary and Confidential © 2013 SuccessFactors, An SAP Company. All rights reserved.
SAP HCM Customer: Cloud Transition Scenarios Establish end-to-end processes with delivered and maintained integrations
Clo
ud
So
luti
on
s
Talent Hybrid
Core HR
SAP ERP
Talent Solutions, Workforce Planning, Workforce Analytics
Core HR (Employee Central) Talent Solutions
Workforce Planning and Workforce Analytics
Full Cloud HCM
SAP ERP
Cloud HR
Two-tier HCM
Core HR
SAP ERP
Headquarters
Subsidiaries
Cloud Core HR
Talent Solutions, Workforce Planning, Workforce Analytics
Cloud Core HR
On
-pre
mis
e S
olu
tio
ns
Delivered and Maintained Integration
SAP’s Move to the Cloud Pamela Seplow-Silberstein Global Head of Leadership Experience September 17, 2013
© 2013 SAP AG. All rights reserved. 10
Case for Change
WAY OF WORKING IS CHANGING AROUND
THE WORLD SAP’s WAY OF WORKING IS CHANGING
© 2013 SAP AG. All rights reserved. 11
SAP HR solutions leverage people’s way of working
HYBRID
DEPLOYMENT
MOBILITY & USABILITY NETWORKS & INTEGRATION
Mobile access to systems
and processes anywhere
anytime
Look and feel meeting
todays user’s expectations
Extended reach delivering
self-services to employees
and managers
Integrated systems, e.g. one
talent management for goals,
development, performance
and rewards
Collaboration for sharing
knowledge
Link to networks, e.g. in
recruiting to find candidates
© 2013 SAP AG. All rights reserved. 12
SAP’s path towards a cloud solution architecture
up to 2012
Stepwise functional evolution
Full integration into ERP
Single-system architecture
69 countries, 163 country codes
33 in-house, 36 outsourced
payroll solutions
Several external service provider
interfaces (e.g. benefits, mobility,
equity, etc.)
2012/2013
Upgraded functionality through
best-practice cloud solutions:
People Profile
Talent Management
Succession Management
Integrated Performance Mgmt.
Salary Planning
Learning
Analytics
Recruiting Mktg. (SAP) &
Recruiting Mgmt. (Ariba)
Data feed from IPP to
SuccessFactors BizX Suite
2013/2014+
Migrate HCM Core to cloud
(Employee Central) plus all other
functions to follow
Always state-of-the-art best
practice business processes
Reduce TCO through standard
cloud solution
Consistent user experience
Validate the feasibility
Functionality
Geographical coverage /
localization
Multi-dimensional business
model
ON PREMISE
HYBRID
CLOUD
© 2013 SAP AG. All rights reserved. 13
"It’s not about the cloud solution rather it was a
catalyst to drive business change within SAP"
First-hand experiences with SuccessFactors
Simplification
Truly global processes
and approach
Employee-centric
approach for career
development &
learning
Drink our Own
Champagne
Learnings for the
benefit of our
customers
Positive user-
experience
Transparency
Shifting role of
manager accountability
Business execution
maps & tools
Integrated end-to-end
talent management
Mindset
Change of people
behaviors
Connection of people
processes to business
execution
© 2013 SAP AG. All rights reserved. 14
Changes driven by SuccessFactors deployment
… FOR EMPLOYEES … FOR PROCESSES … FOR SYSTEMS
All employees are
recognized as a talent
People profile for all
employees globally to
develop and create their
personal brand
Development planning is
employee owned -
managers have read-only
access to documents
One ongoing development
plan during their career at
SAP rather than an annual
document
Consistent measure of not
only the “what”, but also the
“how” through goal setting
and evaluating based on the
SAP Passions
Combined calibration for
performance and talent
Business Execution tools
provides more transparency
and allows for targeted
coaching for success
HR does not have the ability
to enter/modify goals or
proxy access, but has robust
reporting and dashboards to
support managers
“Real time” integration with
performance management
Variabilization of cost –
on-demand consumption of
IT assets
Lower TCO due to fix cost
degression
Reduced time to value due
to shorter release-cycles
and release update efforts
66% less support tickets in
performance management
cycle as compared to prior
years
© 2013 SAP AG. All rights reserved. 15
SAP’s SuccessFactors Deployment in 2012
12,000
Users
Feb 1 Apr 12 May 16 Dec
Kick off Accessible to
55,000 Employees 65,000 Users
Early Adoption
A few modules
live to pilot
groups in
selected areas
Global Viral Adoption
Technical go-live of People Profile
and Development Plans to 55,000
employees
Aim is to generate excitement and
interest - no mandatory use of tool
Global Roll-out
Usage of Success-
Factors solution by
all employees for TM
processes
Full enablement and
change management
© 2013 SAP AG. All rights reserved. 16
SAP’s migration from HCM Core to Employee Central
2,600 Users
Aug 15
2013
Jan 14
2014
Jun 30
2014
Jan 31
2015
Kick off 8,600 Users 65,000 Users
Pilot
Employee Central fully
integrated with all Talent
Management processes
One Employee Central
instance in whole SAP
19 countries
Roll-out – phase I
Migration of all SAP
countries with
outsourced payroll
Data feed from
Employee Central for
remaining functions
Global Roll-out
Migration of all SAP
countries with in-
house payroll to
Employee Central
© 2013 SAP AG. All rights reserved. 17
Initial Management Insights and Lessons Learned
"… it will support all pillars in our
people strategy. We can develop
people in the right roles, tasks
and responsibilities… and
usability is brilliant"
"SuccessFactors Goals Management
helps to provide alignment and
transparency between company
and individual goals."
"So user friendly for
managers and employees"
"Continuous process through out the year
creates more meaningful conversations"
LESSONS LEARNED
Pilot experience and input is
extremely valuable
Engage Social Partners (Works
Councils) early
The tool does not create change by
itself but enables it
Must not be positioned as an HR
initiative, but needs to be a business
imperative
Integrated cloud solution can expose
complexity & gaps in process
Difficult balance of philosophy /
behavior change and tactics