Post on 29-Jan-2018
SAP HCM Innovation Day - HR Analytics
Frans Smolders, Solution Management LoB HR
14 May 2014
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Agenda
1. The Business Priority
2. Where should you start?
3. How We Provide Guidance and Results
4. Q&A
The Business Priority
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0 50 100
Percentage of CEOs
Labor costs
Return on investment in
human capital
Assessments of internal
advancement
Employees’ views and
needs
Costs of employee
turnover
Staff productivity
Information is Important
Receives Sufficient Information
Only a Minority of CEOs Receive
Comprehensive Data on Their
Workforce Percentage of CEOs Who Believe Information is Important and
Sufficient for Decision-Making, PwC Survey, n=1,258
Source: PwC, 15th Annual Global CEO Survey, 2012.
Executives Lack Data Needed to Make Effective Talent Decisions
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A Missed Opportunity
82% 83% 85% 80% 95%
of business
leaders don’t
trust talent data
of business
leaders don’t
believe talent
analytics are
focused on the
right issues
of HR leaders
have not used
information
gleaned from
data analytics to
change a
business
decision
of senior HR
leaders believe
staff capabilities
are a barrier to
improving HR
analytics
of senior HR
leaders plan to
increase
investments in
HR data and
analytics in the
next two years
Source: CEB | Talent Management Report in The Times, October 2013 www.executiveboard.com/exbd/en-gb/human-resources/campaign-pages/times-talent-report/index2.page
Where Should You Start?
Can Talent Programs Really Drive Business Results?
What if you could
bring new
employees up to
speed 20% faster?
Can you tell the
specific impact
turnover has on
revenue?
How are individual
employee goals
tied to the
company
strategy?
What if you could fill
your open positions
faster, with higher
quality candidates
and at a lower
cost?
What percentage of
critical job roles are
at high departure
risk, and why?
Who are the top
successors based
on skills and
competencies for
each critical
position?
How are learning
programs improving
productivity,
increasing
revenue, or
reducing attrition?
Learning & Development Succession Recruiting
Onboarding Financials Goals and Performance
Core HR
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ACTION IMPACT
Grow 20%
Expand new markets
Cut operating costs
Improve service
Cut time to market
Innovate
Do we have the talent to execute on our strategy? Where are future talent gaps?
Are we maximizing new hire investments?
In which workforce segments does the increase in voluntary turnover present greatest risk?
Are we retaining our high performers?
Which workforce programs have the highest projected financial impact?
Do we pay for high performance?
Manager tenure
Staff turnover
Quality of hire
Pay distribution
Workforce planning
Optimize pay distribution
Change on-boarding
Growth
Cost reduction
Effective leadership
Productivity
ASK THE RIGHT
QUESTIONS
INSIGHT STRATEGY
BASE ANSWERS ON
FACTS VS. GUT
FEELINGS
KNOW THE
IMPACT OF YOUR ACTIONS
CHALLENGES
1. What business outcomes are we trying to
impact?
2. What are the human capital drivers of these
outcomes?
3. What is our current state compared to the optimal
state?
4. What talent strategies drive these outcomes?
A Framework for Actionable Analytics
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• Branding and advertising
• Improve customer satisfaction
• Improve employee satisfaction
• Improve service delivery
• Access new markets
• Attract and retain top-tier employees
• Ensure workforce demographics mirror customer base
• Emphasize performance management expectations
• Assess Total Cost of Workforce
• Identify pockets of excessive turnover cost
• Managing salary growth
• Strengthen non-financial EVP
• Average Manager Tenure
• Employee Retention Index
• Managerial Quality Index
• Staffing Rate – Expatriates
• Training Hours/FTE
• Voluntary Termination Rate – HIPO
• Employee Retention Index
• Managerial Quality Index
• Employment Brand Strength
• Ethnic Background Staffing Rate
• Performance Rating Distribution
• Voluntary Termination Rate
• Market Compensation Rates
• Net Hire Ratio
• Return on Human Capital Investment Ratio
• Operating Profit per FTE
Corporate
Strategy
Business
Drivers
Human
Capital
Metrics
Functional
Strategy
Customer Acquisition
Customer Retention
Hire Top Talent
Diverse Workforce
Reduce Turnover Manage C&B
Create a High Performance Team
Increase Market Share Reduce Operating
Expenses
A Visual for Linking Metrics to Relevant Business Issues
How We Provide Guidance and Results
Analytics Use data to align HR strategies with business strategies
Business Strategies
Business Outcomes
Enabling HR’s role as agile advisor to the business
Assess HR
Strategy with Workforce
Analytics
Shape HR Strategy with Workforce Planning
Benchmarks against peers
2,000+ metrics, standard definitions and formulas,
best practices
Strategic workforce planning with built-
in methodology
Reliable and credible data foundation
As little as 100-day implementation
SuccessFactors WFAP
Self-service analysis with SAP Lumira
Dashboards & aggregations with SAP Design Studio
Enterprise BI Predictive analytics with SAP InfiniteInsight
Standard reporting with SAP Analysis
for Office
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Maximize impact to the
business
• Workforce Analytics
Drive fact-based HR
decisions with 2,000+
workforce metrics,
benchmarks, and best
practices
• Workforce Planning
Plan your future workforce
based on business need
and trends: from global
talent shortages to an aging
workforce
SuccessFactors HR Analytics Solutions Insights Into How Investments in Talent Are Impacting Business Outcomes
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Product Demo
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Survey
Operations Talent
Mgmt. HR Financials Labor
Stats Sales
Workforce
Planning
Workforce
Analytics
2,000+ Metrics, Reporting, Analytics, Workforce Planning
Benchmarks & Peer Networking
Integrating data from disparate sources, providing out-of-the-box content and insights
SuccessFactors HR Analytics Solutions Single Source for Workforce Data
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Data
Acquisition
Project Plan and Data Specification Sign-Off
Day 14
Your HRIS
Initiate
Day 1
SOW Sign-Off and Project Kick-Off
Data Load &
Verification
Integrated
Data
Platform
Day 50
Data Load/ Discrepancy and
Verification Sign-Off
Beta Site
Publication
Day 90
Beta Site Publication/ Acceptance Testing
Sign-Off
Production Site
Day 100
Rollout and Change Management
Consulting and iterative implementation methodology with five well-defined stages
Scope of the Implementation Process
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Global Leaders Choose SuccessFactors for Advanced Reporting, Workforce Analytics and Strategic Workforce Planning
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100
Reliable data foundation
2,000+ metrics, standards,
best practices
Benchmark against peers
Tools and content for everyone
30 years of strategic & consulting
experience, community of peers
Fast time to value
Designed around HR’s role as advisor to
the business
7 Key Points to Take Home
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Thank You!
Contact information:
Frans Smolders
Solution Manager, SAP
frans.smolders@sap.com
Twitter: @FransSmolders
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SuccessFactors Differentiators
• Strength in data integration from any source
• A turn-key solution designed for the domain
• Very short time to implement compared to traditional BI build
• Analytic content and expertise (e.g. metric definitions/standards, our data modeling team)
• Benchmarking depth and experience in HR domain
• Workforce planning experience & first to market solution
• Case studies and customer references
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Designed around HR’s role as advisor to the business; removes complexity in assembling and communicating insight
Comprehensive library of 2,000+ metrics, HR strategies, predictive models, standard definition and formulas, strategy guides, help tools, etc.
Transactional benchmarking of workforce data across industries, regions, and company sizes
Rich content such as talent flow models and career-pathing analysis enables faster utilization of insights
Multi-organization design, slice & dice deep into a matrix structure
35 extractors for SAP standard delivered integration; non-SAP integrations like PSFT
SuccessFactors Workforce Analytics Key Capabilities
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Best practice methodology and best in class strategic workforce planning solution to align your talent strategy with your business objectives
Built-in methodology, templates, and case studies to guide you through the process
Demand and supply modeling, financial modeling, simulation, and “what-if” scenarios
Refine complex workforce models driven by strategic revenue, FTE, hiring and attrition rates, retirement age, and cost
Segmentation and focus on critical roles/skills
Embedded risk analysis, action planning
SuccessFactors Workforce Planning Key Capabilities