Preparing for the Workforce of the Future

transcript

Preparing For the Workforce of the Future with

SuccessFactors

Jane Juergens

CEO/Founder, PeopleGen, LLC

Former VP of HR & Talent Management

American Municipal Power, Inc.

Martine Spann

Senior Solutions Consultant

SuccessFactors, An SAP Company

American Municipal Power (AMP)

American Municipal Power (AMP) is a nonprofit corporation that owns and

operates electric facilities for the purpose of providing electric power to 129-

Members in 7-States

These combined public power systems serve over 625,000 customers

Owns and manages a mix of power resources

• Fossil Fuels

• Hydroelectric

• Solar

• Wind

Currently 150-employees at headquarters and generating facilities

American Municipal Power (AMP)

Operates Ohio’s first utility-scale commercial wind farm

Developing 4-additional hydroelectric plants for a total of 350 MW

Additional member services include:

• Engineering

• Financial

• Generation

• Legal

• Environmental

• Public relations

• Energy efficiency

The ability to execute the business strategy and quickly adjust to changes

is crucial to the success of AMP and its members

Agenda for Building the Workforce of the Future

• Background with SuccessFactors

• Beginning of strategy

• The future workforce

• Transformation to BizX strategy

The Beginning

Performance & Goals Module

Outcomes

Cloud -- SaaS Model Online Access

Electronic Tracking Writing and Coaching Assistant

Competency Libraries Objective Distribution

Reporting and Analytics Administrative Tools

Cool Technology!

The Beginning – continued

Performance & Goals Module

Evaluation Form Status Rating Distribution Administrative Tools

More Modules, More Improvement

2008-2009

Upgraded SuccessFactors -- Added Modules

Outcomes

Ultra Version

Talent Tracker

Company Information

Employee Files (Employee Central)

Nine-Box Capabilities

More Modules, More Improvement

Org Chart Employee Scorecard Nine Box

Built-In Nine Box

The Rapidly Changing Workforce

Social Media Statistics

• Over 1 Billion users on Facebook

• If Facebook were a country it would be the world’s 3rd largest and 2x

the size of the U.S. population

• In 10 years over 40% of the Fortune 500 will no longer be here

• 92% of children in the US have a digital footprint/shadow – By Age 2

• Every Second -- 2 new members join LinkedIn

• Every Minute -- 72 hours of video is uploaded to YouTube

• New Yorkers received tweets about an East Coast earthquake 30-

seconds before they felt it

Social Media Statistics - continued

Lady Gaga, Justin Bieber and Katy Perry have more Twitter followers than

the entire populations:

• Germany

• Turkey

• South Africa

• Canada

• Argentina

• United Kingdom

• Egypt

Changing Demographics

1997-? <1997 <1976 <1964 <1946

Are We Speaking the Same Language?

¿Que estamos

hablando el mismo

idioma?

Noi stiamo parlando la

stessa lingua?

Nous parlons la

même langue ?

我们在说同一种语言吗？

Ли мы

говорить на

одном языке?

Sprechen wir die

gleiche Sprache?

Start by Revolutionizing HR

Sharpen and update HR skill sets on

• Coaching

• Mentoring

• Collaboration

Learn the Business and Facilitate Solutions

From “No Because” to “Yes If”

Create a “Not To Do” list –

the Language of Your

Business

Remember – “C-Speak” is different than “HR-Speak”

Human Capital and Operational Excellence

are the Top Global Challenges for 2013

Global Rank Challenges 2013 Score

1 Human Capital 2.44

2 Operational excellence 2.1

3 Innovation 1.99

4 Customer relationships 1.72

5 Global political/economic risk 1.68

6 Government regulation 1.55

7 Global expansion 1.31

8 Corporate brand and reputation 0.92

9 Sustainability 0.82

10 Trust in business 0.46

The Conference Board 2013

Align Objectives with your

Company’s:

• Mission

• Vision

• Strategic Plan

Compare current workforce skills with the skills necessary for future

operations – Fill Talent Gaps

Determine High Performance and High Potential for Succession Planning

BizX Strategy

The Modern Era – 2010 and Beyond

Additional and Additions to Modules

Careers and Recruiting Compensation Stack Ranker

Badges Career Development Engagement Surveys

Succession Org Charts Free Version JAM Implementing LMS

The Modern Era - continued

Badges Compensation Succession Org Chart

• Developed annual work plan from 3-year strategic plan

• Arranged annual work plan objectives by projects

• Used cascading and linking functions to consolidate goals under

projects

• Created a robust ad hoc report that illustrated goals/objectives

and results

• Managers used ad hoc report as basis for recommendations

and employee feedback -- CEO used to calibrate bonuses

• Effectively tied performance to compensation

Strategic Goal/Objective Alignment

The Right SuccessFactors Components

• AMP’s most recent innovative efforts were geared toward our

operations and engineering group – first utilization of the

succession org chart

• Operational competencies can take decades to build and we

need to make sure we identify, develop and retain successors

• The process includes reviewing career aspirations via the SF

employee profile and discussing career paths with nominated

employees

Strategic Succession Planning & Development

Learning opportunities are assigned

• On-the-job learning opportunities are identified

• Nominees schedule follow up coaching sessions with me

• As a consultant, I’m helping AMP implement SF’s LMS

We reassess periodically

• Retention statistics offer visual proof of the ROI this process

brings to the employee and the organization

Strategic Succession Planning & Development -

continued

Increased the use of assessments to determine

• Behaviors

• Motivators

• Business Acumen

• Competency Levels

System-Supporting Tools and Processes

Assessments are utilized to enhance

• Recruiting

• Coaching

• Development

• Management

• Training

• Conflict resolution

• Team Building

Assessment results and/or ensuing goals are being incorporated

into several modules:

• Recruiting

• Employee Profile

• Career Development

• Succession

• Talent Tracker

• Collect wants and needs from business leaders to build business

cases both departmentally and organizationally

• Be clear about business outcomes and what success will look like

• Start with pilot groups before rolling initiatives out to the entire

company

• Incorporate learning and career development into the culture of

your organization

• Identify high-potential employees and customize career plans to

advance and keep them

Good Luck!

Tips for Your Success

Please feel free to contact me with any questions

jane@people-gen.com

614-832-4075

Contact Information

Demonstration

Martine Spann

Senior Solutions Consultant

Questions?

No part of this publication may be reproduced or transmitted in any form or for any purpose without the express permission of SAP AG.

The information contained herein may be changed without prior notice.

Some software products marketed by SAP AG and its distributors contain proprietary software components of other software vendors.

National product specifications may vary.

These materials are provided by SAP AG and its affiliated companies ("SAP Group") for informational purposes only, without representation or

warranty of any kind, and SAP Group shall not be liable for errors or omissions with respect to the materials. The only warranties for SAP Group

products and services are those that are set forth in the express warranty statements accompanying such products and services, if any. Nothing

herein should be construed as constituting an additional warranty.

SAP and other SAP products and services mentioned herein as well as their respective logos are trademarks or registered trademarks of SAP AG in

Germany and other countries.

Please see http://www.sap.com/corporate-en/legal/copyright/index.epx#trademark for additional trademark information and notices.