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EXTERNAL
Søren Højby, SAP
Jan 31, 2018
Saml dine data i SAP Analytics Cloud ogunderstøt med WFA/WFP i SuccessFactors
1EXTERNAL© 2017 SAP SE or an SAP affiliate company. All rights reserved. ǀ
The information in this presentation is confidential and proprietary to SAP and may not be disclosed without the
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decisions.
Legal disclaimer
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About Successfactors
Business Challenges
Workforce Planning Product overview
Demonstration
Wrap-up
Agenda
About Successfactors
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Unmatched solution breadth and depth
Supporting your total workforce
Core HR
Payroll
Time & Attendance
Global Benefits
Shared Services
Employee Recordkeeping
Organizational Management
Talent Management
Recruiting
Onboarding
Learning
Performance & Goals
Compensation
Succession & Development
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SAP SuccessFactors Human Capital Analytics
Capabilities for every step in data-based workforce decision-making
from HR & Operational
Embedded Insights & Reporting
Standard and ad-hoc reports
Embedded intelligence
Report and dashboard builder
to Business
Workforce Analytics
Automated data integration
Ensures data quality
Predefined metrics, analyses,
benchmarks & best practices
Workforce Planning
Supply-demand
gap analysis
Financial modeling and
business impact
Risk analysis
and strategy guidance
& Strategic
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Fast time to Value; Confidence in data
The SAP SuccessFactors difference
Accelerate adoption of analytics, improve results
30 years of
leadership
2,000 pre-defined
metrics; benchmarks
World-class
frameworks and
methodology
Role-based;
secure, global
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SAP SuccessFactors Makes It Simple to:
Access data from multiple and disparate sources
Survey OperationsTalent
Mgmt.HR Financials Labor Stats Sales
Workforce
Planning
Workforce
Analytics
2,000+ Metrics, Reporting,
Analytics, Workforce
Planning
Benchmarks & Peer Networking
Pre-Built SAP Integration
OR 3rd Party Integrations
Contingent
Start Anywhere, Extend As You Need
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SAP SuccessFactors Makes It Simple to…
Access 2,000+ predefined metrics for HR, talent and other sources
Additional Metric Packs:
Absence Management
Career & Development Planning
Compensation Planning
Financial Management
Goals Management
Learning Management
Leave Accrual
Health and Safety (OH&S)
Performance Management
Recruitment / Staffing / RM
Payroll and Benefits
Succession Management
Survey
Fieldglass
ADP
Foundational Metric Packs
Core Workforce and Mobility -or -
Employee Central -or-
Workforce Planning
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SAP SuccessFactors Makes It Simple to…
Use standard definitions, formulas, and data guides
Term
Definition
How to
Interpret
Related
Measures
Calculations
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SAP SuccessFactors Makes It Simple to…
Drill to detail from aggregated data and take action
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Enterprise Analytics
Linking SuccessFactors analytics with the broader SAP ecosystem
Digital BoardroomIcon
BusinessObjects Cloud
WFA Analytical connector for
pre-calculated KPIs
Transactional Connector for SF
application level objects
S/4HANAHadoop
All SuccessFactors data plus
external HR & Talent Sources
(e.g., SAP HR, Oracle,
PeopleSoft, etc.) all unified
within SF WFA
Business Challenges
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Defining workforce planning
Workforce planning is the process by which organizations ensure they have:
Right place* Right skills
Right time* Right price
Right people*
… in order to execute business strategy successfully and minimize risk.
It is ALWAYS relevant – in good economic times as well as bad.
* Source: Manpower Planning for High Talent Personnel, Eric Vetter, 1967.
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SAP Performance Benchmarking 2013/14
Organizations that plan better perform better
32%lower employee
turnover
10%higher employee
engagement
18%more trained
employees
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… Why?
Yet, very few do …
Source: Sierra-Cedar 2104-15 HR Systems Survey
22%use workforce planning
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Common obstacles have been hard to overcome
High-impact Talent Analytics: Building a World-class HR Measurement and Analytics Function. Bersin by Deloitte. 2013.
CEB. Talent Management Report in The Times. October 2013.
Criticality Atmosphere of deferral
Clarity Too much data, not enough insight
Complexity Data from multiple sources
Capability Not HR’s usual domain
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Key reasons workforce planning fails
Generic planning tools, disparate sources of data
Partial solutions
Lack of expertise
Product Overview
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What we uniquely do to help you with workforce planning
A comprehensive,
solution purpose-
built for HR that
built upon years of
experience to turn
plans into action.
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Workforce Planning Solutions from SAP
Tactical to strategic
SAP Workforce
Forecasting & Scheduling
by Workforce Software
SAP Multiresource
Scheduling (MRS)
SAP Cloud Resource
Scheduling (CRS) (Plan)
Tactical Strategic
SAP SuccessFactors Workforce Planning
Headcount Planning Strategic Workforce Planning
Operational Workforce
Planning
Operational
Scheduling
Critical Capacity Groups
Strategic Workforce Planning Years
Shift/Project
Entire
Workforce
0 to 18 Months 6 to 24 Months 24 Months +
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Headcount
Strategy
Budget
Competencies
“Finance sends us a
spreadsheet and
asks for next
period’s staff
numbers”
“To increase APAC
sales, we need new
strategies to hire up
to 500 staff with
local language
fluency over the
next 2-3 years”
“We’re doing a skills
assessment of our
current workforce to
see where the
biggest gaps are”
“At last, someone is
taking a step back
and asking: Do we
have the talent we
need?”
Drivers of
Workforce
Planning
Focus of Workforce Planning
Drivers and focus of workforce planning
Do we face critical
talent gaps?
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SAP SuccessFactors strategic workforce planning
Methodology
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Determining critical capacity gaps example
Can be first done for each capacity family and then each capacity function
100
Engineers
Current
Workforce
Structure
Current
Business
Strategy
100
Engineers
-20%
Projected
Shortage or
Surplus
Workforce Assumptions• Retirement
• Early Retirement
• Attrition
• Hiring of Trainees
2 resign
24 Retire
Strategic Assumptions• New technologies
• Growth targets
• New business models
Productivity increase
7 Fewer engineers needed because of
changes in strategy and productivity
Projected
Workforce Supply
in 2020
Will have 74 Engineers
Will need 93
Engineers
Projected
Workforce
Demand in 2020
Estimate workforce Supply in 3 years
Estimate workforce Demand in 3 years
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Action Planning: Six ways to close the talent gap
Fall into two categories and integrate with multiple people processes
Increase your future supply for qualified workers
• Transfer employees (Balance) u Core HRMS
• Train employees (Build) u Learning & Succession Planning
• Increase employee retention (Bind) u Integrated Talent Management
• Recruit more employees (Buy) u Recruitment (Rx)
Source: The 6 B’s - HCI and David Ulrich.
Reduce your future demand for labour
• Increase productivity (Boost) u Scheduling, Integrated Talent Management
• Outsource work (Borrow) u Contingent Staffing & Service Procurement
Estimate workforce Supply in 3 years
Estimate workforce Demand in 3 years
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• Understand where critical resource gaps remain
that will impede business progress
• Understand the future impact of workforce decisions
• Reduce risk associated with sourcing, especially for
highly skilled and technical personnel
What does this mean for your business?
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The future for workforce planning
Focus on critical roles, risk mitigation
and on providing guidance for the
future business development.
Workforce budget is planned
considering different dimensions (e.g.
jobs, countries etc.)
Budget set boundaries for the future
organizational set up including the
creation or delimitation of positions.
During the succession planning
procedures, persons out of the
successor pool are mapped
against identified key positions.
€£
FTE
Jobs
Countries
BUs
Strategy
Management
HR
BD
Finance
SAP all
Strategic
Workforce
Planning
Operational
Workforce
Planning
Budget
Position
People
27EXTERNAL© 2017 SAP SE or an SAP affiliate company. All rights reserved. ǀ
Headcount
Strategy
Budget
Competencies
“Finance sends us a
spreadsheet and
asks for next
period’s staff
numbers”
“To increase APAC
sales, we need new
strategies to hire up
to 500 staff with
local language
fluency over the
next 2-3 years”
“We’re doing a skills
assessment of our
current workforce to
see where the
biggest gaps are”
“At last, someone is
taking a step back
and asking: Do we
have the talent we
need?”
Drivers of
Workforce
Planning
Focus of Workforce Planning
Drivers and focus of workforce planning
Which positions
do we plan to
open next year?
Wrap-up
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Where to Find More Information
SAP SuccessFactors Workforce Planning and Analytics Roadmaphttps://www.sap.com/products/roadmaps.html
Operational Workforce Planning is Quietly Transforming HR www.ihrimpublications.com/WSR_Online_Archives/WSR_AprMay13_Smolders_and_Rivera.pdf
Seven Ways Operational Workforce Planning Moves HR Up to the Level of Finance https://blogs.sap.com/2013/10/09/seven-ways-operational-workforce-planning-moves-hr-up-to-the-level-of-finance/
Mind the Gap: A Vision of Integrated Strategic & Operational Workforce Planning
www.linkedin.com/pulse/mind-gap-vision-integrated-strategic-operational-planning-collins
SAP Help Documentation, Administration Guide on Analytics
http://help.sap.com/hr_analytics
Thank you.
Contact information:
Søren Højby
Sr. Director of Product Management,
Workforce Planning
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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,
and they should not be relied upon in making purchasing decisions.
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