INTRODUCING THE SUCCESSFACTORS HCM SUITE11 WAYS TO BUILD AND MANAGE A 21ST CENTURY WORKFORCE

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Find your talent blueprintCREATE AN AGILE WORKFORCE READY FOR A RAPIDLY CHANGING WORLD

Gone are the days of the personnel department.

As a business or HR leader, you approach talent

strategically as an asset, not a commodity.

However, the pace of business is accelerating.

Success is a destination you must reach before

your competition. Your people can give your

business the momentum it needs to achieve

your goals, but you must overcome significant

challenges.

Changing workforce demographics:

Todays diverse workforce is multigenerational,

multicultural, and multinational. Its mobile,

socially connected, and hungry for

development. Many of your people may not

even be full-time employees.

An evolving workplace: The modern

workplace is more a concept than a location.

Highly connected virtual teams may not share

the same continent, much less the same office.

Collaboration has never been more important

or more difficult to achieve.

Consumerization of technology: With the explosion of social and mobile technologies, employees

expect business technologies to offer a simple, beautiful user experience equal to the best consumer

technologies. Most legacy HR and business systems cant keep up.

Increasing need for talent intelligence: Workforce analytics driven by big data offers new

opportunities for business insights. The challenge is presenting the results in a way managers on the

front lines can understand and act on.

You can turn these challenges into your greatest advantage. With the right technology and a solid foundation

of data, you can get better results and keep pace with the speed of business today.

THIS E-BOOK IS FOR YOU As a business, HR, or technology leader, you

probably have a comprehensive corporate vision.

If you work in a talent management, recruiting,

compensation, workforce planning, learning, or

analytics role, youre likely to have more immediate

functional requirements. No matter where you want

to begin, SuccessFactors has a blueprint to drive

business execution and see real results.

In this e-book you will see how you can improve

business execution with solutions that span

the entire employee lifecycle and hear from

customers whove done just that. Youll also

discover the advantage of a global partner

ecosystem and of having SAPs experience and

commitment behind you. And youll be able to run

at the right speed, in the right direction, to win.

Start anywhere today. Go everywhere tomorrow.

Eighty percent of company valuations are

intangibles related to talent, such as IP,

know-how, and expertise.

SOURCE: Deloitte. Extracting Maximum Value From

Intangible Assets. 2010.

1 32 4 INTRODUCTION

The only certainties in business today are risk, sudden change, insufficient access to critical skills, and the need to fully engage your people. You need HR to make a meaningful and measurable business impact.

System requirements for videoThis is an interactive PDF. Viewing the video clips requires an Internet connection and Adobe Acrobat X or greater, or Adobe Reader X or greater. Other PDF readers and earlier versions of Acrobat/Reader may not support video play.

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Find your talent blueprint

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A single system of record brings all of your data together and builds a foundation of HR information.

For Knowledge Universe a leading global private education company the system of record is

SuccessFactors Employee Central. Knowledge Universe had no legacy systems and wanted to make a

quantum leap to:

Gain strategic insight: Seeing how employee and talent data fits with information from other enterprise systems gave senior leaders a new perspective. When they first got to work with HR data at a strategic

level you could see the lights go on, said Rupert Brown, vice president of human resources for

Knowledge Universe. They absolutely bought into the process and are delighted with what we can do.

Increase user adoption: According to Brown, employee feedback has been very positive. We chose SuccessFactors over other vendors based on the user interface. Working with software will only happen if

the user interface is incredibly intuitive, he said.

Improve scalability: As a growing company with 10,000 employees across four markets, Knowledge Universe is ready for the future. With a single, global system of record, theres no need to reconcile

multiple disconnected systems. And when the company is ready for talent management solutions, it will

be easy to add them.

Automation reduces the compliance risks and information gaps that come from manual people processes.

However, the ultimate value is improved insight and execution, made possible by faster access to accurate

workforce data.

Build a strong foundation (Employee Central, including payroll) |

Build a strong foundationIMPROVE VISIBILITY WITH A SINGLE SOURCE OF TRUTH

SOLUTION SPOTLIGHT: SUCCESSFACTORS EMPLOYEE CENTRALSuccessFactors Employee Central is what core

HR should be a global system of record with a

consumer-like, intuitive user interface that captures

key workforce data and uses it to create tangible

and measurable business results. With Employee

Central, you get:

A single view into all workforce data

across geographies, cost centers, and

employee types

An easy way to tie in Employee Central Payroll

or connect with other on-premise or cloud-

based payroll, time and attendance, and

benefits solutions

The ability to map to your data structure

and processes

Mobile functionalities

Strong auditing capabilities to meet

regulatory requirements

Built-in reports and dashboards

Integration for efficiency, collaboration,

and productivity

Support from SAPs global ecosystem,

including localized compliance for more than

50 countries and 35 languages, and global

payroll for more than 20 countries

Large companies still have an average

of seven HR systems in place.

SOURCE: Bersin by Deloitte

2

Think of all the employee data in your organization payroll, benefits, performance reviews, time off, org charts, and so on. This information is often fragmented among multiple disconnected systems. The lack of integration leads to a lack of insight for strategic planning.

Rupert Brown, vice president of human resources for Knowledge Universe, explains how Employee Central transformed HR for his company.

FOCUS ON THE RIGHT THINGS

http://www.youtube.com/watch?v=hy8dgVnIBeMhttp://www.successfactors.com/content/dam/successfactors/en_us/resources/brochures-product/employee-central.pdfhttp://www.successfactors.com/en_us/solutions/bizx-suite/core-hr-cloud/payroll.html

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Know your talent needsGET YOUR WORKFORCE READY FOR TOMORROW

Many companies in the energy industry face these exact challenges. As experienced workers begin to

retire, many energy employers are racing to train new workers and close the gaps. Black Hills Energy, a utility

provider in the Midwest U.S., is no different. It takes several years to complete the apprenticeship programs

and obtain the necessary certifications required to climb high-voltage electricity towers or repair power lines,

said Bob Myers, SVP and CHRO for Black Hills Energy.

As a result, the company faces a significant challenge: 24 percent of its workforce with more than 8,000

years combined experience is eligible to retire in the next seven years. Black Hills is preparing to meet its

talent challenge with SuccessFactors Workforce Planning to:

Forecast workforce needs: Black Hills modeled several turnover scenarios to quantify the impact of the impending retirement surge. Being able to effectively manage and develop our existing talent pool is

key to our continued success as an energy company, Myers said.

Identify and quantify critical skills gaps: Black Hills found that 57 percent of the employees eligible to retire were working in critical roles. Action was critical because much of that experience couldnt be

replaced from traditional talent pools.

Assess different scenarios: Studying what ifs enabled Black Hills to proactively develop a strategy. We are now armed with the knowledge we need to address this issue before it can impact our

business and service levels, Myers said.

Black Hills now has a plan to get the next generation of skilled workers on the job. The company also used

its workforce planning data in testimony for two rate case proceedings. As a result, the Black Hills was able

to include the costs associated with the advanced hiring of replacements in its rate base.

SOLUTION SPOTLIGHT: SUCCESSFACTORS WORKFORCE PLANNINGI dont know is always a scary answer to any

question about your workforce. It can also have a

frightening impact on your strategy. SuccessFactors

Workforce Planning eliminates the pain and helps

you mitigate exposure to future risk and make

proactive choices that will help you execute your

strategy effectively. You can:

Gain a better understanding of the talent you

have a