Prepare for your SAP SuccessFactors Journey

Transcription

1 Prepare for your SAP SuccessFactors Journey

2 Increasing pace of change in technology Increasing demand for new skills Tomorrow s jobs don t exist today 2

3 The dynamics of how we engage people are transforming at an unprecedented speed Dynamic workforce Technology shifts Millennial effect Globalization, contingent workers, people networks, gig-economy, attitudes, definition of employee Capabilities in artificial intelligence, collaboration a paradigm shift Expect up to date technology, more feedback, training at work 3

4 Mastering these challenges requires a digital approach to HR HCM technologies and strategies must encompass a new set of digital capabilities Continuous Intelligent Extensible Encourage continuous usage and engagement, and foster continuous innovation Use data to suggest and recommend Across the total workforce Expand solutions and build own apps to meet current and future needs. 4

5 IT under pressure By % technology spend driven from outside of IT* Consumer technology has outpaced the rate of innovation Business stakeholders have new alternatives and budgets IT held back by legacy technology and highly customized on-premise environments *Gartner 5

6 Digital Transformation doesn t equal Automation More is needed to move beyond automation and begin digitally transforming Automation Repeatable Often Easier Self-Service Faster, But Often Outdated Fragmented and Disconnected Digital Transformation Engaged All-In Workforce Improved Business Agility More Competitive/ Effective Automated/ Intelligent Services Diverse and Included Workforce 6

7 Reasons for customers to move to the cloud? Create a sustainable HR environment HR HR Change the way HR serves the business Rethink and simplify (Core) HR Engage your workforce IT Keep pace with technology innovations IT Make HRIS as agile as your business Free up IT resources Comply to ever changing laws and regulations 7

8 The journey pays off. But, where and how to start? Evaluate process and organizational complexity Do your users have up-to-date technology What s your approach to diversity and inclusion? Do you know your future leaders? Are they prepared? 8

9 Deployment options that meet your needs Modular approach lets you start anywhere, go everywhere Workforce Planning START HERE Workforce Analytics Talent Management START HERE START HERE START HERE Recruiting Onboarding Learning Performance & Goals Compensation Succession & Development START HERE Employee Central (Cloud Core HR) SAP ERP HCM (On-premise Core HR) Social Collaboration (SAP JAM) & Mobile apps With SAP SuccessFactors you can: Solve an immediate need without a large-scale rip/replace Re-think and standardize core HR processes Manage your change according to YOUR organization s priorities 9

10 Examples HR On-Prem HCM to SuccessFactors customers Snohomish County Public Utilities District USA case study Employees: ~980 Industry: Utilities Products: Compensation, Employee Central, Learning, Onboarding, Performance & Goals, Recruiting, Succession & Development, Workforce Analytics, Workforce Planning ATB Financial Canada case study video Employees: 5,000+ Industry: Banking Products: Employee Central, Employee Central Payroll, Learning, SAP Jam, Workforce Analytics Amtrak USA case study Employees: 20,000+ Industry: Public Sector Products: Compensation, Performance & Goals, Recruiting, Succession & Development, Workforce Analytics, Workforce Planning New York Life USA case study Employees: 12,000 Industry: Insurance Products: Employee Central British Columbia Lottery Canada reference slide Employees: 860 Industry: Sports and Entertainment Products: HCM Suite NTT DATA USA case study video customer journey story Employees: 75,000 worldwide Industry: Professional Services (Telecommunications, IT Services) Products: Compensation (including variable pay), Employee Central, Performance & Goals The St. Lawrence Seaway Management Corporation (SLSMC) Canada case study video Industry: Public Sector Products: Employee Central, Performance & Goals Varian Medical Systems USA case study video customer journey story Employees: 6,600 Industry: Healthcare Products: Compensation, Performance & Goals, Succession & Development 10

11 Prepare for your SAP SuccessFactors journey What every HR On-premise customer needs to know

12 Empowerment and support Supporting you through your journey SAP Transformation Navigator Product Advisory Boards Solution Adoption Programs Customer Community SAP HCM on Prem in the SF community Peer match Virtual & In-Person (VIP) Events Industry Analyst Reports HCM Research Center Product Direction & Roadmaps for SAP HCM and SuccessFactors Digital Workforce Transformation workshop Peer Benchmarking Business Case Best practices documentation Robust UI texts In-app admin help Admin Centers for enterprise grade admin Globalization services Ongoing learning resources SF Expert accreditation Our Customer Partner Eco System (implementations, apps) Cloud Specific Implementation Methodology Choice of Cloud Deployment Models (4x) Best practice Process Library Prepackaged Integrations SAP - SAP Transport Center to move configuration Pre-configured global solution with Model Company for HR Data migration tool (EC Infoporter) 12

13 SAP Investment Strategy On-Premise SAP ERP HCM > customers Innovation investments focused primarily on User Experience and Localization across Core HR and Payroll processes Mainstream maintenance guaranteed through 2025 Cloud SAP SuccessFactors > customers Most innovation investments are focused here to re-think and re-imagine HCM SaaS is similar but not the same 13

14 SAP SuccessFactors product strategy Incorporating digital concepts into HCM Continuous Intelligent Extensible Encourage usage as part of everyday work life; create an all-in workforce Use data to intelligently suggest, recommend, and guide Quickly realize new ideas; easily incorporate ideas from others User Experience: Browser, Mobile, Conversational 14

15 SAP SuccessFactors Unsurpassed breadth and depth across all HR processes User Experience: Social Mobile Intelligent Services Human Capital Analytics Talent Management Recruiting Onboarding Learning Performance & Goals Compensation Succession & Development Competencies Skills Best Practices Core HR Employee Recordkeeping Organizational Management Global Benefits Shared Services Payroll Time & Attendance Technology: Secure Integrate Extend 15

16 Assess - Get your business case right It s a business application, not an IT project Leverage HR data from permanent and external workers with select data from talent and business apps delivering unprecedented business insight to improve: Core HR Decision making Workforce engagement Business performance 16

17 Designed for People Intuitive, user friendly with anywhere, anytime secure access Actionable, intuitive and personalizable to enable and engage the workforce Proven user adoption and improved employee productivity resulting in revenue growth by 2-5% Automated and streamlined HR processes equals greater employee adoption Mobile first Collaborate, work and deliver value anywhere, anytime 15 seconds tasks 17

18 Apply Digital Capabilities to Solve Business Issues Business Beyond Bias Embed anti-bias capabilities into every decision point to detect, prevent, and eliminate bias across the entire HCM suite to help prevent when it happens: Analytics Recruiting Onboarding Core HR Performance & Goals Training Succession Compensation Who is Promoted Who Leaves and When Who is Recognized and Rewarded Human Capital Management Technology Who is Developed Who Applies Who is Hired How People are Managed 18

19 SAP SuccessFactors product strategy Incorporating digital concepts into HCM Continuous Intelligent Extensible Encourage usage as part of everyday work life; create an all-in workforce Use data to intelligently suggest, recommend, and guide Quickly realize new ideas; easily incorporate ideas from others User Experience: Browser, Mobile, Conversational 19

20 Intelligent Services HR processes are often complex Events start in SAP SuccessFactors and span multiple systems Multiple systems Multiple geographies Multiple kinds of events Require a lot of manual work = High Expense Travel & Expense Finance Benefits Recruiting Provisioning Systems Onboarding Assessment Vendors Procurement Background Check Vendors Imagine if intelligent, adaptable software could fill the gap? Service Providers Payroll Systems Learning Compensation Core HR SAP JAM Succession & Development Performance & Goals & Calendar Project Systems Health & Wellbeing 19 rights reserved SAP SE or an SAP affiliate company. All 2017 SAP SuccessFactors ǀ All rights reserved

21 SAP SuccessFactors integration strategy Implement standard processes fast and simple Integration Packages Integration Tools Build innovative solutions with modern tools Standard Business Processes Custom 21

22 Integration tools and technology SuccessFactors Integration Center Non-technical user interface Easy to build No additional license cost No middleware required 22

23 Productized integrations Designed, built, delivered, and maintained by SAP and leading partners SAP Solutions ERP Our Partners Benefits Time & Attendance Payroll Recruiting & Onboarding Platform 23

24 What differentiates SAP Successfactors integrations? User experience Intelligent Services Full lifecycle Where all the competition has data integration we deliver End-to-End integration. This means: SAP Cloud Platform Integration End-to-end view Productized integrations Data Migration Process Integration Monitoring Tools Integration Center 24

25 SAP SuccessFactors product strategy Incorporating digital concepts into HCM Continuous Intelligent Extensible Encourage usage as part of everyday work life; create an all-in workforce Use data to intelligently suggest, recommend, and guide Quickly realize new ideas; easily incorporate ideas from others User Experience: Browser, Mobile, Conversational 25

26 Extensibility is core to SAP SuccessFactors strategy % of SAP SuccessFactors Employee Central customers use extensions 26

27 Why does Extensibility matter? One size doesn t fit all Mandatory Differentiate Beyond Things you need to do to keep the lights running Things you need to do create a competitive advantage Things you need do to expand your capabilities Go beyond delivered solutions and configuration 27

28 SAP SuccessFactors Extensibility SAP SuccessFactors Extension Center Create new extensions without the need to code Manage and edit objects associated with extensions SAP Cloud Platform Extend SAP SuccessFactors functionality with new apps built by you or partners Apps integrate natively with SAP SuccessFactors 28

29 SAP SuccessFactors Extension Center Build, manage and edit extensions with an enhanced UI Designed for business users Guided workflow to build and edit extensions Serves as a one-stop shop for all extensions built in SAP SuccessFactors 29

30 SAP SuccessFactors Extension Center Search Search across all extensions and Metadata Framework (MDF) objects Browse all relevant extensions, objects, rules, UIs Will locate all former objects created in the Metadata Framework 30

31 SAP SuccessFactors Extension Center View Extension Details Delivers a comprehensive view of what s under the hood of an extension Manage, edit and view all objects, rules, workflows, and configurable UIs that are relevant to the extension View extension icon and title Edit the description Publish to test/production instance 31

32 SAP SuccessFactors Extension Center Object Relationship View Delivers a visual representation of each object and and entity relationship Add new and existing objects to the extension Publish to test/production instance 32

33 SAP Cloud Platform The platform-as-a-service to extend, integrate, and build business apps Extend Integrate Build Cloud & On-Prem Apps Quickly add new functionality to your existing cloud and on-prem apps to optimize your existing investments Your Apps and Data Connect your cloud and on-prem apps to eliminate data silos and make digital access simple, secure, and scalable Brand New Cloud Apps Rapidly build and run new cloud apps to solve new problems, engage new customers, and drive new revenue 33

34 Resources on SAP Cloud Platform for SAP SuccessFactors SAP Cloud Platform for SuccessFactors information: ios/humanresources.html Browse the SAP App Center: usecase:successfactorsext 34

35 Prepare for your SAP SuccessFactors journey Building the business case for innovation

36 Building The Business Case SAP Business Transformation Advisory Trends Benchmark & best practices What do analysts say? What/Why do I need to anticipate? How others / leaders do? Compared / to me? Is there a best practice? Vision and Strategy Roadmap Case for Change What do I want/need to change? Is it prevention of pain or pursuit of pleasure? Where do I want/ need to go? How will I get there? What value do I (others) want to get out of it? What do I risk if I do nothing? Where do I start from? What are my difficulties? What is the context / paramaters? 36

37 SAP SuccessFactors opens up new possibilities to RE-think your HR processes this will have a significant impact in how you construct your business case 37

38 SAP s Benchmarking Program Benchmarking is a free service that helps you establish a baseline of your performance Baseline your improvement Target what isn t working well Put evidence behind decisions SAP's benchmarking program is a powerful tool for all ASUG members who want to better utilize the technology they've already purchased and get insight for future implementations Geoff Scott, CEO of the Americas' SAP Users' Group (ASUG), September

39 Leverage SAP s Benchmarking Program to discover, assess and prioritize opportunities Scale Content Platform 18,000+ Participants 50+ Business Process Assessments On Demand Analytics 4,000+ Companies Global: 60% of participants outside of U.S. 137 Business Case templates and 62 Surveys available in survey catalog Over 1,800 KPIs Over 2,500 Best Practices Over 300 peer groups With flexible peer group assessments Online self-service survey completion Benchmarking convinced us about Value Management. The effort was a few hours, and we received quickly valid data from which we were able to derive initial results and value potential. Dirk Sanderschaefer, Lead IT Coordination and Org., Robert Bosch Car Multimedia 39

40 What is Measured in the Benchmarking Survey? Most Relevant KPIs Example: Best-Practice Coverage & Importance Example: Recruiting Onboarding Performance & Goals Compensation Succession Development & Learning Social Collaboration Workforce Analytics & Planning 40

41 Benchmarking can provide great insights into what is superior performance Employee Engagement (1-low, 10-high) Employee Turnover (in %) Example: HR Top 25% Average Bot 25% Company Value Top 25% Average Bot 25% Company Value Employees per HR FTE 185 HR Cost per Employee Top 25% Average Bot 25% Company Value Top 25% Average Bot 25% Company Value Source: SAP Performance Benchmarking; Benchmarking Disclaimer 41

42 via a clear quantitative analysis vs. a peer group Example: HR Peer Group Metric Company Value Average Top 25% Voluntary Turnover (in %) Manager Voluntary Turnover (in %) Employee Loyalty (in years) Critical Position Vacancies (in %) Employee Referral Rate (% of external hires) Candidates Hired through Social Sourcing (% of new hires) Bad Hires (in %) Time to Hire (in days) Cost per Hire 8,570 3,315 1,148 Interview Time per Hire (in hours) Conversion Rate of Unique Career Site Visitors to Job Candidates HR Administrator Hours on Processing New Hires (Annual per New Hire) HR Administrator Hours on Re-keying and Correcting Data (Annual per New Hire) Time to Full Productivity for New Hires (in days) Ranking: Below Average Between Average and First Quartile First Quartile Outlier Source: SAP Performance Benchmarking; Benchmarking Disclaimer 42

43 and qualitatively via SAP s best practices Company Best Practice Importance Compared to Coverage Contrasted Against Peer Responses Recruiting Marketing Recruiting Onboarding Performance Goals Compensation Administration Succession Development Learning Social Collaboration TOP 25% Average Customer Coverage Customer Importance 1 = No Coverage 5 = Full Coverage Source: SAP Performance Benchmarking; Benchmarking Disclaimer 43

44 Measuring the value of your HR software investment Draw a line in the sand establish a baseline of your current performance Benchmarking helps comparing your current performance with your peers Set the foundation for a full Business Case 44

45 Estimated Annual Benefits from Employee Central and Payroll is between <$X Y M> Reduce Cost of HR Delivery Impact Business Outcome Increase Compliance, Reduce associated Risks and Costs Total $XX M $YY M Conservative Likely Reduce Manual Time on Transactional Activities $XX M $YY M Reduce Cost of Error Corrections / Investigations $XX M $YY M Reduce Organization and Personnel Data Mgt. Function Cost $XX M $YY M Reduce Time & Attendance Function Cost $XX M $YY M Reduce Cost of Payroll Management $XX M $YY M Conservative Likely Improve HR Reporting and Analytics Capability $XX M $YY M Enhanced Employee Self Service $XX M $YY M Enhanced Manager Self Service $XX M $YY M Reduce Overtime Payments $XX M $YY M Increase HR Administrator Efficiency due to Intelligent Services $XX M $YY M Improve Productivity due to Real Time Processing $XX M $YY M Conservative Likely Reduce Compliance Cost $XX M $YY M Reduce Non-Compliance Risk $XX M $YY M Reduce Localization Cost (One Time) $XX M $YY M Reduce Localization Cost (Recurring) $XX M $YY M 45

46 Establish project economics After Tax Cash Flows ($ Millions) 7,76 6,44 4,94 3,45 1,96-2,20 Today -2,10 Year 1-1,75-1,50-1,50-1,50 Year 2 Year 3 Year 4 Year 5 Benefit Assumptions Weighted Average Cost of Capital 10% Benefit Realization Total Cost Annual Benefits Yr 1 Yr 2 Yr 3 Yr 4 Yr 5 Costs and Benefits quantified for a compelling story for HR Transformation 28% 50% 69% 89% 100% 46

47 What is the cost of staying OnPremise? Maintenance, Upgrades, Hardware, Innovation Cost, Compliance Cost 47

48 How do OnPremise and Cloud cost models compare? OnPremise systems are significantly high to maintain and innovate OnPremise vs. Cloud Costs SucessFactors OnPremise Cost Categories Cost Categories 48

49 SAP Activate implementation approach Transformative for Cloud Let us guide you Traditional Can I take your order? Consultative approach Blueprinting workshops Highly customized solution Development, not configuration Time consuming and costly Lead with best practices Rapid, prescriptive, repeatable delivery steps Accelerated by tools, templates and predefined content Agile approach with 3 iterations Enabled for the cloud 49

50 SAP Model Company for HR Building Blocks Preconfigured Solution Support of your End-to-End HR processes, leveraging the full integration capabilities of SAP SuccessFactors. Leading Practices Comprehensive HR business process documentation, leveraging extensive knowledge of global customer projects led by SAP Services Localization Supports local legal & regulatory requirements Modular Approach Sample Data Sample master and transactional data to showcase SAP SuccessFactors Smart Delivery Local consultants and experts in SAP Near-Shore centers worldwide Accelerators Test scripts, project plans and many more templates and tools Fit-to-Standard, Add-ons and individual enhancements if required

51 Support your system SAP Customer Support Operational support as an intrinsic part of Software as a Service SAP Preferred Success Plan Enhancing the Foundational SAP Enterprise Support, Cloud Editions ONBOARD IMPLEMENT LAUNCH UTILIZE Success Resources Learning Resources Advanced Support SAP Preferred Success Recommended success plan for public cloud customers Metric-driven consumption planning Guided onboarding & proactive safestart approach Engagement tracking checkpoints SAP Preferred Success community Collaborative and optimized release planning for new features Enhanced success and engagement reporting Access to additional focused learning components such as exclusive webinars Support on the execution of the adoption roadmap System administrator and end user trainings Access to testing best practices Advanced service-level agreements for faster issue resolution Prioritized handling of top issues SAP Enterprise Support, Cloud Editions Foundational success plan Proactive checks Access to product expertise SAP Enterprise Support value maps Schedule-an-Expert* and Meet-the- Expert sessions Release update information Self-service onboarding, product road map information & reporting Learning resources from the SAP Enterprise Support Academy SAP Help documentation Portal Service-level agreements 24x7 mission-critical support SAP support knowledge base / notes Next-Generation Support features End-to-end support across solutions based on SAP ONE support approach Global support backbone 2017 SAP SE OR AN SAP AFFILIATE COMPANY. ALL RIGHTS RESERVED

52 Upgrade Center Admins can learn about and apply solution upgrades Read about available upgrades, view screenshots and videos, and link to additional documentation. Lists prerequisites of the upgrade, the permissions required to perform the upgrade, and configuration steps you need to take after the upgrade. Legal upgrades with Upgrade Center (opt in and regulatory) Available upgrades can be saved for later 52

53 Optimize - Learn & Share Value and Innovation in Practice (VIP) Three Major Types of Events: Webcasts customer best practices; product enhancements, administrator tips Customer Success Days onsite customer-hosted networking events focused on regions, industries, or solutions Annual Open Houses opportunities for customers to visit our offices and meet face to face with Customer Success experts Collaboration between SAP SuccessFactors, our Customers and our Partners Innovation-In-Practice/ct-p/Thought-Leadership 53

54 Adopt best practices Community of 45,000 strong, and growing Customers value community for mutual support: sharing, insights, best practices We support online forums, peer-to-peer discussions and VIP events Customers influence our focus and road maps through advisory councils 54

55 In summary - considerations Start with a Cloud Mindset Manage the Change Business Application, not an IT project. Think of how to manage the change in the organisation ESS/MSS Data accuracy accountability vs transaction Single source of truth also for other processes Do homework upfront - thoughtfully design your business processes Aim for standardisation Involve auditors Change later is easy! Project Governance and Mandate Speed & Integrations Check, measure and adjust Our Customer 55

56 What would be your next step? Assess Run HR Operating Model, Re-think HR Processes, Standardize, set KPI s and Map Capability, Value Assessment, RoI, TCO and Business Case Optimize Admin & Support, Upgrades & Releases, Governance Learn & share, peer match, customer days, value adoption, community, VIP sessions Implement Partner Selection Build the Journey Map / deployment option & Implementation Planning At Pace, Quick Wins, Fast Time to Benefit Evaluate Organization Strategy Digital Workforce Transformation Manage the Change Expand Adopt, value advisory, consume innovations, customer influence through advisory councils 2017 SAP SE or an SAP affiliate company. All rights reserved. ǀ 56

57 Thank you. Luminita Scarlat SAP Romania Luminita Scarlat Business Solution Architect SAP Romania SRL M E l.scarlat@sap.com