ASUG PPT 2014 Chapter Presentation Why STM Crtical 061214 (1)

Presented by

Steve Bradley Global Director for HCM Cloud

KPIT

Why Strategic Talent Management is Critical for your Organization June 12, 2014

HCM Cloud Warrior

Steve Bradley Global Director, HCM Cloud

KPIT Executive

443-858-6652

[email protected]

mailto:[email protected]

The Challenge

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

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

A New Approach to HCM

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.

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

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

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




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.




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




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

Components of Integrated Talent Management

HCM ANALYTICS INPUTS

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

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.

Analytics Means Insight and Opportunity

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

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

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

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.

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

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

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

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

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

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

The Value Proposition

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

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.

Business Impact – By the Numbers

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

Questions

[email protected] | kpit.com | 888-985-0301

Want To Know More? Contact Us With Your Questions.

ASUG PPT 2014 Chapter Presentation Why STM Crtical 061214 (1)

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