successfactors for professional services - brucke service payroll operational reporting analytics...

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


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?


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


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


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


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


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


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


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


"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


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


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


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


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


Questions & Answers

successfactors for professional services - brucke service payroll operational reporting analytics...

Documents