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Presented by
Steve Bradley Global Director for HCM Cloud
KPIT
Why Strategic Talent Management is Critical for your Organization June 12, 2014
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HCM Cloud Warrior
Steve Bradley Global Director, HCM Cloud
KPIT Executive
443-858-6652
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The Challenge
What is consistently reported as the #1 business
challenge?
• No matter what size
• No matter what industry
• No matter what country or culture
• No matter how old or how new
PEOPLE
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Traditional WorkForce Decision Making
• Compensation cost
• Resume / Reference
• Gather opinions
• Performance review
• Referral
• Background check
• Nepotism
• Manager gut or
relationship
• Singularly objective
• Advertising
• Time Consuming
• Not Calibrated
• Subjective
• Lacks context
• Biased
• Biased and not
calibrated
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Human Capital Management (HCM) is an
approach to employee staffing that perceives people as assets (human capital) whose current value can be measured and whose future value can be enhanced through investment.
Talent Management vs. Human Capital Management
Talent Management (TM) refers to the
processes of planning for, attracting, selecting, training, developing, promoting and retaining employees for an organization, including analysis to improve these processes in support of the overall achievement of organizational goals.
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Compensatory Non- Compensatory
CORE HR
Payroll
Time & Attendance
Benefits
Compliance
TALENT
MANAGEMENT • Plan
• Acquire
• Develop
• Advance
• Retain
Human Capital Management Suite
Talent Management vs. Human Capital Management
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The Revolution in HCM
How Google Is Using People Analytics to Completely Reinvent HR
• “All people decisions at Google are based on data
and analytics”
• The goal is to … “bring the same level of rigor to
people-decisions that we do to engineering
decisions.”
Recently rated as the 3rd most valuable company in the world based
on market cap. And the youngest among the top 25
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Google’s Data Analytics Team’s Proven Approach
“Top 10” of Google’s past and current people management practices to highlight its
data-driven approach
1. Leadership characteristics and the role of managers -
Identified the 8 characteristics of great leaders. Managers are rated
twice a year by their employees on their performance on the eight
factors
2. The PiLab - Dedicated group that conducts applied experiments
within Google to determine the most effective approaches for
managing people and maintaining a productive environment
(including the type of reward that makes employees the happiest).
3. A retention algorithm - Mathematical algorithm to proactively and
successfully predict which employees are most likely to become a
retention problem
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Google’s Data Analytics Team’s Proven Approach
“Top 10” of Google’s past and current people management practices to highlight its
data-driven approach
4. Predictive modeling - Predictive models that use “what if” analysis to
continually improve forecasts of upcoming people management
problems and opportunities. Also use analytics to produce more
effective workforce planning
5. Improving diversity - Analytics are used to solve diversity problems.
As a result, the people analytics team conducted analysis to identify the
root causes of weak diversity recruiting, retention, and promotion
6. An effective hiring algorithm - Algorithm for predicting which
candidates had the highest probability of succeeding. Little value was
added beyond four interviews, dramatically shortening time to hire.
Hiring decisions are made by a group in order to prevent individual
hiring managers from hiring people for their own short-term needs.
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Google’s Data Analytics Team’s Proven Approach
“Top 10” of Google’s past and current people management practices to highlight its
data-driven approach
7. Calculating the value of top performers - Calculated the
performance differential between an exceptional technologist and an
average one (as much as 300 times higher). Proving the value of top
performers convinces executives to provide the resources necessary
to hire, retain, and develop extraordinary talent
8. Workplace design drives collaboration - Focus on increasing
collaboration between employees from different functions. It has found
that increased innovation comes from a combination of three factors:
discovery (i.e. learning), collaboration, and fun
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Google’s Data Analytics Team’s Proven Approach
“Top 10” of Google’s past and current people management practices to highlight its
data-driven approach
9. Increase discovery and learning - Rather than focusing on
traditional classroom learning, the emphasis is on hands-on learning
(the vast majority of people learn through On-the-job / social learning)
10. Don’t dictate; Convince with data - Rather than demanding or
forcing managers to accept its approach, it instead acts as internal
consultants and influences people to change based on the powerful
data and the action recommendations that they present
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Workforce
Planning Integrated with the business plan, this process
establishes workforce plans, hiring plans, compensation
budgets, and hiring targets for the year.
Recruiting Goals and competencies set the baseline on what talent is
needed. An integrated process of recruiting, assessment,
and hiring brings the right people into the organization.
Performance
& Goal
Management
By using the business plan, the organization establishes
goals and competencies and processes to measure and
manage employees.
Onboarding The organization must train and enable employees to
become productive and integrated into the organization
more quickly.
Key Activities to Support Strategic Talent Management
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Key Activities to Support Strategic Talent Management
Learning &
Development Provide learning and development programs to all levels
of the organization to increase corporate capability
Succession
Planning
As the organization evolves, people need to move into
critical management positions. Succession planning,
enables the organization to identify the right candidates for
a position.
Compensation
Planning Organizations tie comp plans directly to performance
management so that compensation, incentives, and
benefits align with business goals and business execution.
Workforce
Analytics
Data gathered from the foregoing processes are
continuously monitored and evaluated against key
measures that determine effectiveness, efficiency and
strategic decisions.
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Reliable Data Requires Systemization and Consistency that Can Only Be Achieved Through Integrated Technology
CLOUD Solutions Provide Greater Flexibility and
Extensibility…Better Accessibility and Security and….
Reliable Analytics Needs a Reliable Platform
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Social Learning, Collaboration and Mobility
Social
Collaboration
Social platforms provide for informal learning and
information sharing through virtual and global communities
of interest lead mentors and innovators
Mobility
Mobile access increases reach, engagement, productivity
and social connectivity across a geo-dispersed or mobile
workforce; available on the user’s schedule
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Challenge: Retain knowledgeable key senior workers to help transfer knowledge to new hires and management trainees
Succession
Planning
Identify individuals with key skills and or relationships for
flight risk. Consider updating roles to include employee
development, mentoring and knowledge transfer. Identify
potential successors and start training them early to
minimize the impact of separation.
Performance
& Goal
Management
Introduce organizational goals to support retention
objective and cascade down through the organization so
that the objective becomes part performance criteria
Compensation
Planning
Build incentives to retain key individuals and their
successors to accelerate their development
Learning &
Development Leverage the LMS and CDP for leadership,
management, sales, product and other training. Align
individual development with corporate retention objective
Example #1 - Using SuccessFactors to Solve Business Issues
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Challenge: Retain knowledgeable key senior workers to help transfer knowledge to new hires and management trainees
Example #1 - Using SuccessFactors to Solve Business Issues
Social
Collaboration
Support the effectiveness of training by connecting groups
through communities of practice and mentors for continuous
learning. Increase engagement with mobile. Use the JAM
recorded to capture moments of inspiration and innovation
on Mobile device and share with other in your JAM
community. Mobility
Onboarding Connect new hires on day one (or even before that) to
team members, communities and Mentors through the
OnBoarding portal. Pre-enroll them into training and
meetings.
Workforce
Planning &
Analytics
Monitor development and readiness of key successors.
Assess the impact of the loss of key relationship managers
who manage Suppliers or Retailer accounts. Subscribe to
WFA “Headlines” to get automatic push notifications when
warning thresholds for key measures are crossed.
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Challenge: Be more effective in attracting younger tech-savvy workforce. Identify candidates with best cultural and capabilities fit (the right stuff!)
Example # 2 - Using SuccessFactors to Solve Business Issues
Goal
Libraries
Use Recruiting Management to develop candidate profiles
that align with company competencies and then target to
attract the best candidates. Assess how they match up to
the ideal profile to meet those goals. Add mobile to allow
managers to share candidate profiles and act quickly for
approval of hot prospects
Recruiting
Management
Mobility
Goal
Libraries
Leverage RMK to increase “passive” recruiting and market
awareness to identify candidates that are not in the active
job market but may be acquirable. Use RMK analytics to
identify sources for the best candidates. Connect with
prospects on Mobile devices and social sites, where they
spend the much of their time. Market company culture
values, benefits and career opportunities to attract
candidates who hold similar values and likes.
Recruiting
Marketing
Mobility
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Challenge: Be more effective in attracting younger tech-savvy workforce. Identify candidates with best cultural and capabilities fit (the right stuff!)
Example # 2 - Using SuccessFactors to Solve Business Issues
Onboarding
Increase New Hire time to value and productivity, by
using OB to speed processing of new hire data into your
HRIS. Use Mobile to accelerate engagement minutes
after the offer is accepted. Get new hires immediately
aligned with goals, learning activities, company systems
and introductions to important team members and
mentors with JAM. Help them to feel immediately
engaged.
Mobility
Social
Collaboration
Workforce
Planning &
Analytics
Leverage industry benchmarks and compensation survey
data to develop competitive and attractive compensation
and incentive programs. Use incentives to encourage
current employees to recommend other potential
candidates.
Compensation
Planning
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SuccessFactors BizX Suite Get people working on the right things
Find the right people and make them great
Run the business better
Employee Profile and Platform
Goals Workforce Planning
Performance Analytics Jam
Align Your People Strategy with
Your Business Strategy
Compensation Succession Recruiting Learning Onboarding
Integrated Talent Management Suite Align Your People Strategy with Your Business Strategy
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Get people working on the right things
Find the right people and make them great
Run the business better
Complete Human Capital Management Suite Payroll | Time & Attendance | Benefits | ESS | MSS
Goals Workforce Planning
Performance Analytics Jam Compensation Succession Recruiting Learning Onboarding
Employee Central Cloud HCM
SuccessFactors HCM Suite
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SuccessFactors / SAP Cloud HCM Deployment Options
Most common deployment.
Connects SFSF BizX to existing
customer OnPremise or other
Cloud payroll & benefits systems
Similar to Hybrid, but adds SFSF
Employee Central as Employee
system of record but connected to
OP or other Cloud Payroll
Adds Cloud Payroll from SFSF to
replace OP Payroll, Cloud Benefits
and Cloud Time & Attendance
through SAP/SFSF.
Not HR System of Record SF is HR System of Record
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SAP HCM On-Premise vs. SuccessFactors Cloud On Premise Solutions Cloud Solutions
HR Core SAP ERP HCM SuccessFactors Employee Central
Performance
& Goals SAP ERP HCM
SuccessFactors Performance &
Goals, 360, Calibration, Team Rater
Compensation SAP ERP HCM SuccessFactors Compensation
Succession &
Development SAP ERP HCM
SuccessFactors Succession &
Development & Job Profile Builder
Recruiting SAP E-Recruiting SuccessFactors Recruiting, Recruiting
Marketing
OnBoarding SuccessFactors OnBoarding
Learning SAP Learning solution SuccessFactors Learning
Social
Collaboration SuccessFactors JAM
Workforce
Planning SuccessFactors Workforce Planning
Workforce
Analytics SAP Business Objects for HCM Analytics SuccessFactors Workforce Analytics
Mobile HCM SAP mobile apps based on Sybase Unwired
Platform SuccessFactors BizX Mobile
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Why is Integration Such a Big Deal?
Employee System of Record on the Cloud allows for seamless organizational changes (employee
movement, mergers & acquisitions) to flow through to Payroll and Finance.
Single Source
of Truth WorkForce/Kronos
6 pre-packaged integrations:
• Organizational Management
• Department ,Employee -
Department Assignment ,Employee
- Cost Center Assignment
• Reporting Line
• Employee Data
• Cost Center
LMS
RMK
OB
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Value Proposition
SuccessFactors is a provider of the leading Cloud-based Business
Execution (BizX) software for Human Capital Management – over 4,000
customers in more than 100 countries and over 20 million users…More
than any Cloud Business Solution
Offers the ONLY full HCM Cloud Suite in the market today
Start Anywhere – Choose which functionality to implement and in what
order
Provides cost effective solutions:
• Eliminates many fixed costs (hardware/software)
• No customizations (only sophisticated configurations)
• No upgrade or conversion costs (included in subscription)
• Pay as you go – purchase seats as needed. Implement when you are ready
The Platform provides security, performance, analytics, mobility,
scalability, and one code base for all customers
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Value Proposition
Reduces demands on IT – No infrastructure to maintain
Obsolete Proof! - New functionality released every 3 months
Rapid implementation cycle
Pre-Delivered value and Best Practices - 19,500 Unique Content
Elements!
• Skill Library - 13,000 skills across 5 levels of proficiency
• Competency Library – 86 competencies, with Writing Assistant to support
reviews
• Goal Library with more than 500 SMART Goals (Specific, Measureable,
Attainable, Relevant, Time bound
• Coaching Wizard – Comment support for Managers and Employees to better
align organizational goals and avoid compliance issues
• WFA Strategy Bank –determine action when issues are identified.
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Summary
• Strategic Talent Management is a tool for solving Business
Issues
• Modern HCM decision making is driven primarily by Analytics
• HCM organizations should consider a dedicated workforce
analytics group
• An integrated Cloud HCM solution is essential for capturing
solid and consistent data to support analytics
• Social collaboration and learning systems are now essential
tools of a high performing workforce
• Mobility is also an essential component of a diverse workforce
• SuccessFactors has the most complete enterprise Cloud
HCM solution on the market
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Questions
[email protected] | kpit.com | 888-985-0301
Want To Know More? Contact Us With Your Questions.