Week 2 Unit 1: Driving
Successful Business Outcomes
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But must change also
HR Systems/
Technology
Business
Strategies
Business
Outcomes Process Automation
Driving Successful Business Outcomes Technology plays a key role
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Unique combination of
five key factors for
success for our
customers’ journey
Talent & Core HR
Applications
State-of- the-Art
Technology
Content
Workforce Analytics
Modern User Experience
Driving Successful Business Outcomes Five key factors for success
Business
Strategies
Business
Outcomes
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Driving Successful Business Outcomes Mile-wide, mile-deep capabilities
Succession &
Development
Compensation Performance &
Goals
Learning Onboarding Recruiting
Core HR and Payroll: Employee Central
Employee Record | Organizational Management | Payroll | Shared Services
Time Sheet | Absence Management | Global Benefits
Competencies, Skills, Best Practices
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© 2015 SAP SE or an SAP affiliate company. All rights reserved.
No part of this publication may be reproduced or transmitted in any form or for any purpose without the express permission of SAP SE or an SAP affiliate company.
SAP and other SAP products and services mentioned herein as well as their respective logos are trademarks or registered trademarks of SAP SE (or an SAP affiliate
company) in Germany and other countries. Please see http://global12.sap.com/corporate-en/legal/copyright/index.epx for additional trademark information and notices.
Some software products marketed by SAP SE and its distributors contain proprietary software components of other software vendors.
National product specifications may vary.
These materials are provided by SAP SE or an SAP affiliate company for informational purposes only, without representation or warranty of any kind, and SAP SE or its
affiliated companies shall not be liable for errors or omissions with respect to the materials. The only warranties for SAP SE or SAP affiliate company 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.
In particular, SAP SE or its affiliated companies have no obligation to pursue any course of business outlined in this document or any related presentation, or to develop
or release any functionality mentioned therein. This document, or any related presentation, and SAP SE’s or its affiliated companies’ strategy and possible future
developments, products, and/or platform directions and functionality are all subject to change and may be changed by SAP SE or its affiliated companies at any time
for any reason without notice. The information in this document is not a commitment, promise, or legal obligation to deliver any material, code, or functionality. All forward-
looking statements are subject to various risks and uncertainties that could cause actual results to differ materially from expectations. Readers are cautioned not to place
undue reliance on these forward-looking statements, which speak only as of their dates, and they should not be relied upon in making purchasing decisions.
Week 2 Unit 2: SuccessFactors Talent
Foundation Skills & Competencies
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Decisions Understand your
workforce and talent
processes. Facilitate
conversations.
Blueprint Set up a framework that
allows you to manage
an agile workforce in a
volatile world.
People
Reach the people and
allocate the information and
services they need.
SuccessFactors Talent Foundation Skills & Competencies A solid foundation is key to effectively manage your talent
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SuccessFactors Talent Foundation Skills & Competencies Organizations lack clear and flexible structures
We help you CREATE A FRAMEWORK to manage and
adapt your talent based on the needs of the business with
org charts, Job Profile Builder, and Skills Library
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SuccessFactors Talent Foundation Skills & Competencies Job Profile Builder: your framework to compare apples to apples
Clearly define the needs of the business,
communicate expectations, and match people
with opportunities
Create and manage job profiles, templates,
and content in an adaptable framework
Integrate with talent processes
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SuccessFactors Talent Foundation Skills & Competencies Skills Library: jump-start skills management with the right content
Manage the workforce based on
skills
Define and reengineer job profiles
with a library of skills models and
templates organized into business
categories
~14,000 skills and knowledge
elements
250 sample job families
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Talent Foundation
Presentations Reporting and Talent Insights
Job Profile Builder
Homepage Employee Profile
Org Chart
Decisions
Blueprint
People Talent Search SAP Jam
Skills Library
SuccessFactors Talent Foundation Skills & Competencies SuccessFactors Foundation fuels all talent processes
Workforce Planning & Analytics
Succession &
Development
Compensation Performance &
Goals
Learning Recruiting &
Onboarding
© 2015 SAP SE or an SAP affiliate company. All rights reserved. 8 Public
© 2015 SAP SE or an SAP affiliate company. All rights reserved.
No part of this publication may be reproduced or transmitted in any form or for any purpose without the express permission of SAP SE or an SAP affiliate company.
SAP and other SAP products and services mentioned herein as well as their respective logos are trademarks or registered trademarks of SAP SE (or an SAP affiliate
company) in Germany and other countries. Please see http://global12.sap.com/corporate-en/legal/copyright/index.epx for additional trademark information and notices.
Some software products marketed by SAP SE and its distributors contain proprietary software components of other software vendors.
National product specifications may vary.
These materials are provided by SAP SE or an SAP affiliate company for informational purposes only, without representation or warranty of any kind, and SAP SE or its
affiliated companies shall not be liable for errors or omissions with respect to the materials. The only warranties for SAP SE or SAP affiliate company 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.
In particular, SAP SE or its affiliated companies have no obligation to pursue any course of business outlined in this document or any related presentation, or to develop
or release any functionality mentioned therein. This document, or any related presentation, and SAP SE’s or its affiliated companies’ strategy and possible future
developments, products, and/or platform directions and functionality are all subject to change and may be changed by SAP SE or its affiliated companies at any time
for any reason without notice. The information in this document is not a commitment, promise, or legal obligation to deliver any material, code, or functionality. All forward-
looking statements are subject to various risks and uncertainties that could cause actual results to differ materially from expectations. Readers are cautioned not to place
undue reliance on these forward-looking statements, which speak only as of their dates, and they should not be relied upon in making purchasing decisions.
Week 2 Unit 3: SuccessFactors
Talent Analytics & Planning
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SuccessFactors Talent Analytics & Planning Organizations that embrace workforce analytics and planning outperform those that don’t
30% greater stock returns than average
2x as likely to improve leadership pipelines
2x greater talent mobility
15x improvement in customer satisfaction
79% higher return on equity
Source: High-impact Talent Analytics: Building a World-class HR Measurement and Analytics Function.
Bersin by Deloitte 2013; Sierra-Cedar 2104 HR Systems Survey, and Human Capital Management Trends,
2012. Aberdeen Group
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SuccessFactors Talent Analytics & Planning The road to success has many hurdles
Capability
Analytics has traditionally not been in the domain of HR.
Complexity
Accessing HR data from multiple sources is difficult and
analytics solutions are hard to use for the non-specialist.
Criticality
There’s been a lack of executive ownership and an
atmosphere of deferral.
© 2015 SAP SE or an SAP affiliate company. All rights reserved. 4 Public
SuccessFactors Talent Analytics & Planning SuccessFactors solutions for data-driven decision making
Information, insight, and impact every step of the way
Access to
operational
reporting and
analytics with
embedded
intelligence
Bring HR and
non-HR data
together and
demonstrate
impact with
workforce
analytics
Equip central
planning teams
and guide
tomorrow’s talent
decisions with
workforce
planning
Solutions for
every step in
your
transformation
© 2015 SAP SE or an SAP affiliate company. All rights reserved. 6 Public
© 2015 SAP SE or an SAP affiliate company. All rights reserved.
No part of this publication may be reproduced or transmitted in any form or for any purpose without the express permission of SAP SE or an SAP affiliate company.
SAP and other SAP products and services mentioned herein as well as their respective logos are trademarks or registered trademarks of SAP SE (or an SAP affiliate
company) in Germany and other countries. Please see http://global12.sap.com/corporate-en/legal/copyright/index.epx for additional trademark information and notices.
Some software products marketed by SAP SE and its distributors contain proprietary software components of other software vendors.
National product specifications may vary.
These materials are provided by SAP SE or an SAP affiliate company for informational purposes only, without representation or warranty of any kind, and SAP SE or its
affiliated companies shall not be liable for errors or omissions with respect to the materials. The only warranties for SAP SE or SAP affiliate company 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.
In particular, SAP SE or its affiliated companies have no obligation to pursue any course of business outlined in this document or any related presentation, or to develop
or release any functionality mentioned therein. This document, or any related presentation, and SAP SE’s or its affiliated companies’ strategy and possible future
developments, products, and/or platform directions and functionality are all subject to change and may be changed by SAP SE or its affiliated companies at any time
for any reason without notice. The information in this document is not a commitment, promise, or legal obligation to deliver any material, code, or functionality. All forward-
looking statements are subject to various risks and uncertainties that could cause actual results to differ materially from expectations. Readers are cautioned not to place
undue reliance on these forward-looking statements, which speak only as of their dates, and they should not be relied upon in making purchasing decisions.
Week 2 Unit 4: SuccessFactors
Recruiting Marketing
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SuccessFactors Recruiting Marketing Challenges across the board
Nearly one-half (48%) of
companies have difficulty hiring
employees with base-level skills
32% of companies say difficulty
of recruiting specialized talent
is having a significant impact
65% of global leaders cite
talent & leadership shortages
as #1 challenge
300+ million monthly job searches
start in a search engine
90% of candidates don’t apply the
first time they see an interesting job
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SuccessFactors Recruiting Marketing A critical part of the recruiting framework
Attract Engage Select
Measure
Hiring Process
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SuccessFactors Recruiting Marketing Better recruiting = better results
Optimize marketing spend: 30% – 50%
reduction in cost
Reduce headhunter fees: 10% – 20%
Broad reach across channels (social, search, etc.) Increase quality of hire
Show business results
Overall yield on
recruitment investment
of 2.5x to 5x
Attract Better
Engage Better
Select Better
Measure Results
Increase candidate conversion rate
Improve candidate experience
Reduce time to fill: 25% – 50%
Increase in recruiter efficiency: 20% or more
Improve recruiter to line of business
engagement and collaboration
Increase hiring manager adoption
© 2015 SAP SE or an SAP affiliate company. All rights reserved. 6 Public
© 2015 SAP SE or an SAP affiliate company. All rights reserved.
No part of this publication may be reproduced or transmitted in any form or for any purpose without the express permission of SAP SE or an SAP affiliate company.
SAP and other SAP products and services mentioned herein as well as their respective logos are trademarks or registered trademarks of SAP SE (or an SAP affiliate
company) in Germany and other countries. Please see http://global12.sap.com/corporate-en/legal/copyright/index.epx for additional trademark information and notices.
Some software products marketed by SAP SE and its distributors contain proprietary software components of other software vendors.
National product specifications may vary.
These materials are provided by SAP SE or an SAP affiliate company for informational purposes only, without representation or warranty of any kind, and SAP SE or its
affiliated companies shall not be liable for errors or omissions with respect to the materials. The only warranties for SAP SE or SAP affiliate company 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.
In particular, SAP SE or its affiliated companies have no obligation to pursue any course of business outlined in this document or any related presentation, or to develop
or release any functionality mentioned therein. This document, or any related presentation, and SAP SE’s or its affiliated companies’ strategy and possible future
developments, products, and/or platform directions and functionality are all subject to change and may be changed by SAP SE or its affiliated companies at any time
for any reason without notice. The information in this document is not a commitment, promise, or legal obligation to deliver any material, code, or functionality. All forward-
looking statements are subject to various risks and uncertainties that could cause actual results to differ materially from expectations. Readers are cautioned not to place
undue reliance on these forward-looking statements, which speak only as of their dates, and they should not be relied upon in making purchasing decisions.
Week 2 Unit 5: SuccessFactors
Recruiting Management
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SuccessFactors Recruiting Management A critical part of the Recruiting framework
www.successfactors.com/recruiting
65% of global leaders cite
talent & leadership shortages
as #1 challenge
90% of candidates don’t
apply the first time they see
an interesting job
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SuccessFactors Recruiting Management Challenges across the board
Attract Engage Select
Measure
Hiring Process
© 2015 SAP SE or an SAP affiliate company. All rights reserved. 4 Public
SuccessFactors Recruiting Management Results-driven recruiting
Increase quality of hire
Show business results
Overall yield on recruitment investment of 2.5x to 5x
Select Better
Improved recruiter-to-line-of-business
engagement and collaboration
Increased hiring manager adoption
Measure Results
© 2015 SAP SE or an SAP affiliate company. All rights reserved. 6 Public
© 2015 SAP SE or an SAP affiliate company. All rights reserved.
No part of this publication may be reproduced or transmitted in any form or for any purpose without the express permission of SAP SE or an SAP affiliate company.
SAP and other SAP products and services mentioned herein as well as their respective logos are trademarks or registered trademarks of SAP SE (or an SAP affiliate
company) in Germany and other countries. Please see http://global12.sap.com/corporate-en/legal/copyright/index.epx for additional trademark information and notices.
Some software products marketed by SAP SE and its distributors contain proprietary software components of other software vendors.
National product specifications may vary.
These materials are provided by SAP SE or an SAP affiliate company for informational purposes only, without representation or warranty of any kind, and SAP SE or its
affiliated companies shall not be liable for errors or omissions with respect to the materials. The only warranties for SAP SE or SAP affiliate company 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.
In particular, SAP SE or its affiliated companies have no obligation to pursue any course of business outlined in this document or any related presentation, or to develop
or release any functionality mentioned therein. This document, or any related presentation, and SAP SE’s or its affiliated companies’ strategy and possible future
developments, products, and/or platform directions and functionality are all subject to change and may be changed by SAP SE or its affiliated companies at any time
for any reason without notice. The information in this document is not a commitment, promise, or legal obligation to deliver any material, code, or functionality. All forward-
looking statements are subject to various risks and uncertainties that could cause actual results to differ materially from expectations. Readers are cautioned not to place
undue reliance on these forward-looking statements, which speak only as of their dates, and they should not be relied upon in making purchasing decisions.
Week 2 Unit 6:
SuccessFactors Onboarding
© 2015 SAP SE or an SAP affiliate company. All rights reserved. 2 Public
100%
100%
100%
189%
190%
250%
Revenue Growthper Employee
Profit Margin
Profit Growth
Return on Best-In-Class Onboarding
Best-In-Class Onboarding
Onboarding Laggards
SuccessFactors Onboarding What SuccessFactors Onboarding can do for your organization
http://aberdeen.com/Aberdeen-Library/8383/RA-strategic-onboarding-talent.aspx
https://www.bcgperspectives.com/content/articles/people_management_human_resources_leadership_creating_people_advantage_2012/
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SuccessFactors Onboarding Are you laying the foundation for new hires to succeed?
The majority of new hires fail to complete their first milestone on time.1
>80% of new hires decide whether to stay with a company (or not) within the first six months.2
And 1 in 4 leave the company in the first year.3
1 & 2 Aberdeen
3 Workforce Mobility Survey, Allied HRIQ
4 “The first 90 days” by Michael D. Watkins
The break-even point, where new hires add more value than they consume, is reached after 6.2 months.4
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SuccessFactors Onboarding Setting the stage for employee success
Administration
Contribution
Information
Socialization
Source:
SuccessFactors Research
Guide the team
Flawless and delightful experience
Empowered managers quickly engage new hires
Automated legal and corporate compliance
Develop the talent
Seamless integration to talent processes
Engaged new hires from the get-go
Connect the players
Faster path to employee productivity
Connected new hires, even before the first day
© 2015 SAP SE or an SAP affiliate company. All rights reserved. 6 Public
© 2015 SAP SE or an SAP affiliate company. All rights reserved.
No part of this publication may be reproduced or transmitted in any form or for any purpose without the express permission of SAP SE or an SAP affiliate company.
SAP and other SAP products and services mentioned herein as well as their respective logos are trademarks or registered trademarks of SAP SE (or an SAP affiliate
company) in Germany and other countries. Please see http://global12.sap.com/corporate-en/legal/copyright/index.epx for additional trademark information and notices.
Some software products marketed by SAP SE and its distributors contain proprietary software components of other software vendors.
National product specifications may vary.
These materials are provided by SAP SE or an SAP affiliate company for informational purposes only, without representation or warranty of any kind, and SAP SE or its
affiliated companies shall not be liable for errors or omissions with respect to the materials. The only warranties for SAP SE or SAP affiliate company 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.
In particular, SAP SE or its affiliated companies have no obligation to pursue any course of business outlined in this document or any related presentation, or to develop
or release any functionality mentioned therein. This document, or any related presentation, and SAP SE’s or its affiliated companies’ strategy and possible future
developments, products, and/or platform directions and functionality are all subject to change and may be changed by SAP SE or its affiliated companies at any time
for any reason without notice. The information in this document is not a commitment, promise, or legal obligation to deliver any material, code, or functionality. All forward-
looking statements are subject to various risks and uncertainties that could cause actual results to differ materially from expectations. Readers are cautioned not to place
undue reliance on these forward-looking statements, which speak only as of their dates, and they should not be relied upon in making purchasing decisions.