Ordina: Unlocking New Sources of Revenue with SuccessFactors Solutions

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1 Ordina: Unlocking New Sources of Revenue with SuccessFactors Solutions The shortage of technical and IT skills is a major concern of companies today Ordina included. To gain more insight about its workforce, the company beefed up its performance management and learning processes with solutions from SuccessFactors, an SAP company. Today Ordina can identify, reward, and train key employees in a more targeted way, creating new areas of growth for the company.

2 Company Ordina Headquarters Nieuwegein, Netherlands Industry High tech Products and Services IT and business consulting, IT services for various industries Employees 2,900 Revenue 366 million (2014) Web Site BUSINESS TRANSFORMATION Objectives Replace the heterogeneous IT landscape in HR with one software solution Create one way to measure and rate performance management company-wide Build a strong learning platform on which to eventually offer courses and training to the external market Resolution Smooth transition from the on-premise SAP ERP Human Capital Management (SAP ERP HCM) solution to cloud-based SuccessFactors Performance & Goals and SuccessFactors Learning solutions Ability to monitor the entire performance management process Relevant courses automatically suggested and added to employees learning schedules depending on their goals Benefits Faster identification of top performers and 24x7 access to performance and goal information for employees and HR, and easier task management for line managers Higher productivity in the learning academy back office Read more 100% Employees using SuccessFactors Performance & Goals 100% Staff members with a learning schedule 50% Faster plotting of employees performance Everyone likes using the SuccessFactors solution because of the ease of use and the way it looks. And for me in HR, a big plus is that the analytics are already in place. Jeroen Schenk, HR Program Manager, Ordina Netherlands 2 / 6

3 for talent management Founded in 1973 and listed on the NYSE Euronext, Ordina is a leading provider of IT and business consulting services in Benelux. A few years ago Ordina decided to update its on-premise SAP ERP application. But for HR it wanted to take a different path by bringing its most important HR processes to the cloud in one modern solution. One reason was the desire to eliminate the multitude of online and offline tools that it was still using in performance management (including Microsoft Word and Excel). For learning, it had a stand-alone Web site called Ordina Academy that kept its catalog of courses. Ordina had already introduced agile working, which provides flexible work environments and IT tools to empower staff members to do their jobs when, where, and how it best suits them. Introducing a single cloud solution would support this new way of working and contribute to a more open and collaborative culture. Having one cloud solution for HR would also help Ordina identify its talent better. Talent management was our biggest challenge, explains Jeroen Schenk, HR program manager with Ordina Netherlands. We have a lot of different specialists in the company, and we need to know where they are so we can place the right people at our clients. If you can t identify your talent, you can t attract the right talent. Recognizing how scarce IT skills are in today s fast-changing digital economy, Ordina has a vision for learning: it wants to develop its own people so well that it eventually sells its learning and development know-how and courses externally. To achieve this vision, it would need one solution to link performance, goals, and learning. 3 / 6

4 As a specialist in offering IT solutions to its own customers, Ordina was already familiar with SAP and its products. We knew what SAP solutions were capable of, so SuccessFactors was at the top of my list, says Schenk. Ordina implemented the SuccessFactors Performance & Goals solution for its 2,500 employees in the Netherlands. Everyone immediately embraced it. Employees can now access their performance and goal information anytime and anywhere without having to search through paper and online files, as they did in the past. Managers see which HR tasks they need to complete and by when. And HR can monitor every step of the performance management cycle. We also have more insight into goals, says Schenk. Are the goals smart enough, and is a manager capable of describing a goal? A year later Ordina introduced SuccessFactors Learning. For the first time, employees can now browse through the catalog 24x7 and sign up for any of 280 courses themselves, including classroom, e-learning, and external courses. The goal is to increase that number to around 400. In our line of work, we re often in a war for talent everyone wants the same people, says Schenk. Our unique selling point is not just the salary you can earn here but also our culture and the great opportunities for learning and development. Schenk appreciates the versatility of SuccessFactors Learning to support different goals. Managers can add specific courses to an employee s learning schedule to reflect development goals. HR can upload Webinars and develop special training for specific employee groups, such as new employees. Ordina also uses SuccessFactors Learning as a platform to find in-house specialists. 4 / 6

5 high-potential employees SuccessFactors solutions generate a treasure trove of data that gives clues as to how well line managers are developing their people. For example, HR can see whether individuals are rated as expected and whether there are differences in performance ratings between business units. All the information is transparent now, says Schenk. If goals or competences are not being developed as they should be, it is now possible to discuss this with the responsible manager on much shorter notice. In the past, Ordina s efforts to identify its talent were rudimentary. It used Excel to create a grid that plotted employees performance on one scale and their potential on another. Today, SuccessFactors Performance & Goals does the plotting automatically, which takes 50% less time than before the implementation. Ordina can identify its best IT specialists and people managers and take actions to retain them before they defect to a competitor. While an extra bonus might retain a talented employee today, long-term retention efforts must be ongoing, supplemented by interesting projects and ongoing training and development. SuccessFactors Learning supports Ordina in this by automatically suggesting courses depending on the skills an employee has filled in SuccessFactors Performance & Goals and adding them to his or her learning schedule. This is one of my favorite functionalities. I really like this integration between the solutions, says Schenk. Because of such integration, the back office of the training academy can see how the demand for courses is developing and then plan their workload accordingly. This has led to higher productivity. 5 / 6

6 Ordina Generating new sources of revenue with learning Ordina plans to introduce other SuccessFactors solutions to help it foster an open culture and stimulate learning and development throughout employees careers. I can t wait to introduce the SuccessFactors Compensation and SuccessFactors Succession & Development solutions, says Schenk. Then we ll really get a lot of valuable information things like the impact of losing a high-potential employee or where most of our high potentials are located in the organization. The company is also considering SuccessFactors Recruiting solutions. SuccessFactors Learning is also helping Ordina adopt new business models. The company plans to develop more of its IT talent and leadership from within by creating high-quality proprietary courses, which it will then offer to its customers and others in the market. This will strengthen customer intimacy and unlock new revenue sources. Our customers should notice how well trained our people are and then say to us, If you can develop your staff that well, come and train ours too, says Schenk (15/07) 6 / 6

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