The future of the digital workplace

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2 The future of the digital workplace The future workplace is a business strategy that promotes employee empowerment and agility through a more consumerised work environment. Increasing velocity More collaborative Personalized DRIVERS CUSTOMER EXPERIENCE BUSINESS AGILITY TALENT SUCCESS

3 Organizations expect more Employees expect more Alignment with business strategy High-performance culture Actionable workforce insights Innovative talent solutions HR Engagement across geography Continuous professional development Flexibility and work/life balance Alignment to business impact

4 Create an aligned and personalized talent experience Find and hire the right people for the job and company culture Accelerate timeto-impact with new hire onboarding Drive talent success with professional development Optimize HR programs with insightful people analytics Strategy that drives high-impact corporate culture, diversity, inclusion and equality

5 *Brought to you by Adobe Marketing Cloud

6 Attract Empower Optimize

7 Human capital management solution with people-centric, intuitive talent experiences People Analytics Employee Candidate

8 Talent Alignment Business Strategy Business Environment Operational Excellence Aligned HR programs Insight-driven Talent Lifecycle People Analytics Attract Empower Grow Analyze > Understand > Cultivate > Empower Talent Experience

9 Attract experience: engage candidates 360 candidate view Build a centralized profile unifying data from LinkedIn, resume, application and to candidate assessments. Transparency and collaboration Improve access to information and provide quick feedback. Streamlined interviews Streamline the interview process for candidates, hiring managers and HR. With automated scheduling everyone is kept up-to-date. Personalized engagement Leverage insights and resources to create individualized and engaging candidate experiences. 150% Dun and Bradstreet Business Research of the salary to replace management positions

10 Prepare Attract Explore Mine Engage Interview Selection Streamline recruiting for HR, hiring managers and candidates.

11 Engage experience: Onboard Evangelize culture Connect and network Proactively track progress 30% Turn-over in the first three months. British Columbia Human Resource Management

12 Provision Educate Connect Track Set new hires up for success and improve retention

13 Engage experience: performance and feedback Reward high performers Collaborate Foster a culture of excellence 605B in lost productivity costs due to actively disengaged employees Business Journal

14 Set Goals Perform Track Measure

15 Growth experience: Learning Role driven Intelligent course management Sharable organizational knowledge 83% Deloitte University Press Identify always-on learning experiences that allow employees to build skills on their own terms, as very important.

16 Set Goals Explore Learn Assess

17 Self-service experience Proactively manage profile Mobile access Intuitive usability 56% Of employees use more than 3 devices at work Forrester

18 HR experience: administration Configurable Compliant Actionable 20% Economist Intelligence of a CEO s time is being spent on talent management

19 HR experience: People analytics Move beyond standard HR reports Bring your data to life Monitor your HR programs and employees with rich dashboards available on any device. Arm HR with the data and analytics needed to generate insights, take action and improve talent outcomes. Insight-driven decisions Enable cross-functional collaboration and access to real-time and actionable data to deliver business impact from anywhere, anytime and on any device.

20 Platform experiences Mobile interface Intuitive and seamless user interface to do business anywhere, anytime, on any device. Task-based mobile apps Activity-based mobile applications enable your employees to complete commonly repeated tasks easily on their preferred mobile device. Innovation at pace Drive faster innovation and continuous improvement with minimal disruption to satisfy customer demands. Seamless integration Seamless end-to-end integration to minimize disruption and provide end-to-end coverage. Microsoft custom research on digital transformation of sales, 2016

21 On-premises Dynamics AX 2009 Dynamics AX 2012 Key Benefits: Empower employees with connected talent experiences Remove barriers to digital transformation Save time and costs Improve HR programs Leverage the power of Microsoft Cloud to run LIVE business Cloud Dynamics 365 for Talent Live business Our disaster recovery solution cost 100,000 per year to keep a replica of our records and systems. With Dynamics, creating a replica in the Azure environment only costs 15,000 We didn t view control of our data or availability as a risk. Physical security is the most important thing, and Microsoft spends billions of dollars every year, which we could not do. Security is better after going to the cloud. LCS was very useful from the beginning. It has shortened time and reduced effort at least 30%. We planned for a four-month deployment and it took about a month less time.

22 Power of cloud Predictable, repeatable implementations Repeatable high quality implementation, update or upgrade through Microsoft Dynamics Lifecycle Services (LCS). Business continuity Seamlessly integrated applications to ensure business continuity with high availability and disaster recovery. Global footprint Grow new business into existing market or expand to new markets easily and confidently. I m convinced that with the Microsoft solutions we brought in, we are able to much better compete. We wouldn t be this fast operating company as we can be today. Paul Ossewold, VP of Digital Operations, Priva