HR Journey To The Cloud - · PDF fileHR Journey To The Cloud Empowering People, ... 80% of...
Transcript of HR Journey To The Cloud - · PDF fileHR Journey To The Cloud Empowering People, ... 80% of...
© 2016 SAP SE or an SAP affiliate company. All rights reserved. 2Public
HR Journey To The Cloud
Empowering People, Empower Success
Rob Hill, SAP SuccessFactors
July 7, 2016
© 2015 SAP SE or an SAP affiliate company. All rights reserved. 4
Agenda
09:30 – 10:00: Arrivals and Registrations
10:00 – 10:30: It’s A New World With New Rules…Rethinking HR Strategies Is A Must: Tom Loeffert, SAP
10:30 – 11:00: Customer Business Case: Dominic Howson, Hovis
11:00 – 11:30: Customer Business Case: Matthew Jones, States of Guernsey
11:30 – 11:40: Coffee Break and Networking
11:40 – 12:10: Customer Business Case: Ben Wharfe, EDF Energy
12:10 – 13:10: Buffet Lunch with Gold and Silver Sponsors
12:10 – 12:30: Digital Board Room (Room 3.04)
12:30 – 12:50: Digital Board Room (Room 3.04)
12:50 – 13:10: Digital Board Room (Room 3.04)
12:40 – 13:10: HANA Cloud Platform Show and Tell (Room 3:01 and 3:02)
13:20 – 13:50: The Digitisation of HR, Mike Theaker, SAP
13:50 – 14:20: Employee Central Session: Wim Valstar
14:20 – 14:30: Coffee Break and Networking
14:30 – 15:00: SAP SuccessFactors Employee Central – SAP’s Digital Core HR Platform: Lynn Brown, SAP
15:00 – 15:15: SAP Close, Rob Hill, SAP
15:15 – 16:15: Networking Drinks with HCP App Sponsor Demos
© 2016 SAP SE or an SAP affiliate company. All rights reserved. 5Public
SAP Runs SAP HCM :
Reimagining HR for the Modern Employee Tom Loeffert, HR Director, SAP UK
© 2016 SAP SE or an SAP affiliate company. All rights reserved. 6Public
SAP Runs SAP HCM :
Reimagining HR
for the Modern Employee
© 2016 SAP SE or an SAP affiliate company. All rights reserved. 8Public
SAP is a long time trusted leader in transforming businesses
Our mission is help business and the world run better
Our future is built on a long history of business success
43+
20.80 130+
Customers
in 190 countries across 25 industries and 12 LoB
300,000+
Years of history
of innovation and growth, true industry leader
Annual revenue 2015
in billion € (IFRS)
Locations
in more than 130 countries
#1
Fastest-growing
enterprise cloud company
76,800+
Employees
with 120 nationalities worldwide
9
© 2016 SAP SE or an SAP affiliate company. All rights reserved. 10Public
74%of the world’s
transaction revenue touches a SAP
system
98%of the top 100 most
valued brands in the world are SAP
customers
cloud subscription and support
revenues in 2015
€2B+
© 2016 SAP SE or an SAP affiliate company. All rights reserved. 11Public
is the next wave of change
Digitisation
© 2016 SAP SE or an SAP affiliate company. All rights reserved. 12Public
of CEOs see a lack of technical skills as an obstacle to growth
73%14%British freelancers
have grown over the last decade
2B+
jobs will disappear by 2030 because of
technology advances
The future of work
© 2016 SAP SE or an SAP affiliate company. All rights reserved. 13Public
Of the global workforce will be
comprised of millenals by 2020
50%50%of ipads in use are
used daily in business settings.
2014The year that the world saw more
mobile users than desktop users.
The future of mobile
© 2016 SAP SE or an SAP affiliate company. All rights reserved. 15Public
SAP is Undergoing DigitalTransformation
SAP HR is Undergoing Digital
Transformation.
16
Trend towards digitisation Proactively managing complexity,
speed and volume of a digital
workspace
Our global, diverse workforce expects
more digital HR services
New business modelHR function that can effectively
support a cloud business model
Drive Standardised and Globalisation
of world class HR services.
Leverage cloud technologies that are
agile and keep pace with our modern
business environment.
Changing expectations of internal customers Employees look for state-of-the-art HR services, fast and
easy to consume
Managers ask for HR expert know-how, anytime and
anywhere
Executives and senior managers require enhanced
support for strategic HR topics
Public 3
Win the war for talent in the
digital age.
Be a leader in HR processes
and IT solutions.
Simplify.
Standardise.
Satisfy internal customers.
Securely manage All
HR processes.
© 2016 SAP SE or an SAP affiliate company. All rights reserved.
Our Challenge:Stay Ahead of the
Competition
Public 3© 2016 SAP SE or an SAP affiliate company. All rights reserved.
Our Challenge:Simple and standard business
–anywhere, anytime
Need for faster consumption
of innovations
Application of best practice –
based processes built on
standard capabilities
Significant need for adoption of
mobile solutions to run the HR
business anywhere, anytime
Continuous improvement
through quarterly standard
updates
• Use familiar consumertechnologies to reachemployees
• Use multiple channels toprovide services on an anytime- anywhere basis
• Integrate channels to let employeees use the devicesof their choice
Provide employees rich access to HR services
• Apply techniques ofindividualised targetedmarketing to talentmanagement
• Use the technology tocustomise talent practices and communications to specific groups and individuals
• Offer tailored optionsforemployees
Avoid one-size-fits-it-all approach
• Extend HR processes out intothe organisation
• Enable employees andmanagers to perform these processes themselves
• Involve employees and managers in recruiting, performancereviews, career development andmore
Embed talent management into the business
Building the Digital HR Organisation
Enable new approaches to deliver HR services
Drive thedemocratisation of talent management
Enable HR to act morelike marketing+ +
Source: Building the Digital HR Organization, 2015
© 2016 SAP SE or an SAP affiliate company. All rights reserved. 21Public
Drive Business Results with a
Learning Culture.
Attract Talent and Develop People
Creatively.
Maximize Success by embracing difference
and Inclusion .
Dare to Disrupt and Elevate to Next Level
HR .
SAP HR‘s Transformation Roadmap2012 2013 2014 2015 2016+
Talent Hybrid Full HCM Suite Integration
Implement first Modulessuch as Jam People Profile Goal/Performance Calibration Development Succession Compensation
Phased Approach driven by
SAP’s Business needs along Strategic HR (Recruiting,
Learning) HR Core Contingent Workforce
Management (Fieldglass) Quick Wins
(User Experience, SAP Partner Solutions)
Next-Generation HR Practices Continuous Dialogue
based Performance Management
Alumni Relationship Management Predictive Analytics Artificial Intelligence apps Intelligent HR Services
Continuous change & enablement of HR and SAP’s Business
Continuous
Innovation
80% of all SAP HR Processes are in the Cloud
HCPLMS Onboarding
Forms
Pre-Start
Portal
People Profile
Employee Central
Recruiting Marketing
Recruiting Management
Multi-Posting
Compensation Performance and Goals
Development Planning
360° Feedback
Succession Management, Talent Search & Presentations
Workforce Analytics
SuccessFactors Mobile
SAP Jam
HCP = HANA Cloud Platform app
Alumni
Network
JobPts
HCP
HCP
Public 3
Since 2012 SAP has successfully implemented all SuccessFactors (SFSF) modules. We work in close cooperation with SAP Product Management in multiple areas such as Standard Interfaces, Data Protection,
Employee Central, Learning, Recruiting, and Continuous Performance Management
ITM Goal & Performance Management
Talent ManagementEntities: SAP, SFSF, Ariba, Hybris / Geography: Global / # of Users: 75.000+
Employee CentralEntities: SFSF / Geography: Global excl. German
Managers of SFSF EE’s # of Users: 2.900
360° FeedbackEntities: SAP, SFSF, Ariba, Hybris
Geography: Global
# of Users: 30.000
Recruiting
ManagementEntities: SAP, SFSF, Ariba, Hybris
Geography: Global
# of Users: 7.000 (w/o applicants)
CompensationEntities: SAP, SFSF, Ariba, Hybris / Geography: Global / # of Users: 75.000+
ITMDevelopment PlanningEntities: SAP, SFSF, Ariba, Hybris / Geography: Global / # of Users: 75.000+
JamEntities: SAP, SFSF, Ariba, Hybris,
Contractors & external participants /
Geography: Global
# of Users: 112.000+
LearningEntities: SAP, SFSF, Ariba, Hybris
Geography: Global / # of Users: 75.000+
BizX MobileEntities: SAP, SFSF, Ariba, Hybris / Geography: Global / # of Users: 75.000+
People ProfileEntities: SAP, SFSF, Ariba, Hybris, Contractors / Geography: Global / # of Users: 100.000+
Workforce AnalyticsEntities: SAP / Geography: Global / # of Users: 6.000
Recruiting MarketingEntities: SAP, SFSF / Geography: Global
# of Users: 200 (w/o applicants)
ITMSuccession Management
& Talent SearchEntities: SAP, SFSF, Ariba, Hybris / Geography: Global w/o Germany
# of Users: 3.000
OnboardingEntities: SAP, SFSF, Ariba, Hybris
Geography: US (Managers and Hires)
# of Users: 1.600+
PresentationsEntities: SAP, SFSF, Ariba, Hybris
Geography: Global w/o Germany
# of Users: 5.000
Updated May 1, 2016
Recruiting – Global Process and Platform
Almost 10.000
hirings
supported by
our RCM
solution
Almost 7.000
interview
feedbacks
collected
> 600.000
talent
community
members
SF RCM supports
global hirings
10K 7K 600K+
Potential
candidates showing
their interest by
joining our talent
communities
The mobile-enabled
Interview central
uses targeted
role-based
competencies to
collect interview
feedback
> 5.000.000
visitors on our
recruiting sites
5 Mil+
We’re moving from
a dual RMK
strategy (A global
one & one for
Germany) to a
single RMK
strategy.
Jobs.sap.de will be
retired.
Success Map Recruiting is an end-to-end recruiting solution that enables us to attract and engage top talent.
A simplified and practical recruiting solution for our global team.
“Drag and drop functionality
is awesome”Quote from SAP Recruiter
“Provides candidate profiles and summary
of interview requests”Quote from HR Shared Services
“Very intuitive way to manage requisitions
and candidates. Moving candidates
through the selection process is much
faster than before.”Quote from a Hiring Manager
82% of the
candidates find
our SF RCM
solution easy to
use
82%
Information
collected during
regular user
feedback surveys
Recruiting
Awards
In 2015
In the categories
“Strategic Use of
Technology” and
“Employee
Branding”
“Mobile apply enables applicants to apply
directly on any device. Sending a link with
a mobile device to complete the process on
a desktop is no longer required.”Quote from SAP Recruiter
Social Collaboration
“SAP Jam allows me to network with SAP
employees around different countries around
the world”Quote from a new hire during the onboarding process
SAP Jam as an enabler for social learning• 70% learn and develop through experience and day-to-day tasks
• 20% learn and develop with and through others
• 10% learn and develop through structured courses & programs70:20:10 framework established by various researchers
Over 80% of our
users visit SAP
Jam
80%
Activity reports
show 80.541
unique internal user
visits per month
and 22.296 unique
external user visits
per month on public
SAP Jam groups
SAP Jam empowers our employees and customers in social collaboration and social learning.
> 11,5 Million
page visits per
month
Average
member visits
per month on
public SAP Jam
groups
Activities per
month
On average the
public SAP Jam
pages are visited
over 11,5 Million
times per month
11%11,5+
Mil162 25
11% of our
users own a
public SAP Jam
group
Activity reports
show that ± 11.500
users own one or
multiple public SAP
Jam groups. Private
SAP Jam groups
are not included in
this figure
On average each
active and recent
public SAP Jam
group has 25
activities recorded
by its members per
month
On average each
active and recent
public SAP Jam
group gets 162
unique member
visits per month
Average group
members
90+
On average there
are over 90
members per public
SAP Jam group,
varying from a few
employees to a few
thousand
One Learning Platform
“I get personalized access to learning. The
tools cover my learning related business
tasks. The search feature is helpful and easy
to find courses I am interested in”Employee satisfaction feedback
“I easily get an overview of my team’s
learning. The solution helps me to support
my team’s development”Manager satisfaction feedback
“I can easily create items and curricula. I can
easily maintain scheduled offerings and
record learning event completions.”Learning administrator satisfaction feedback
Success Map Learning supports SAP to establish a strong learning culture.
Attendance in
virtual sessions
High adoption
rates in every
region
> 1.000.000
courses
The participation in
Learning COE²
virtual sessions
increased by 17%
75% +17% 84% 1Mil+
+8 points
increase in
learning score
The learning score
collected through
the SAP People
Survey increased
from 67% to 75% in
2015
We delivered over
1.000.000 courses
to learners in 2015
The percentage of
employees who
have taken learning
is very good In
every region with
APJ/China leading
the way with nearly
a 90% adoption
rate
59% of
surveyed users
use the tool at
least once/week
59%
Information about
the frequency of
usage of our tools
is regularly
collected during
user feedback
surveys
High Net
Promoter Score
(NPS) of our
leadership
programs
+80%NPS
According to
PeopleMetrics the
industry standard
NPS for learning
programs is 42.
SAP achieves 80
Annual Compensation Review
> 39.000
employees
managed for the
Global Revenue
Enabling Roles
Bonus plan
> 15.000 career
movements
More that 7.400
managers
involved
> 73.000 online
compensation
statements
56% less errors
during the HR
review phase
All SAP eligible
employees under
the global RE bonus
plan for all funding
pools
The entire annual
compensation
review is
performed in a
period of 3 weeks.
Before it took 9
weeks
Major reduction in
HR efforts
compared to the
start of audits
thanks to simplified
compensation
planning
77K+ 39K+ 15K+ 73K+
> 77.000
employees
under
Compensation
Review in 69
countries
SAP, SF, Ariba,
hybris and Concur
employees in ONE
annual compensation
review
New statement was
released to
managers for
communication and
later to employees
via people profile
where it always
remains accessible
3 weeks
56%
We have successfully managed the 4th annual compensation review leveraging Success Map as our
Cloud HCM solution.
More than 6200
promotions to the
next career level
and 9100
progression to the
next grade level
within global
compensation
framework
“All the relevant data presented in a single
place, e.g. compensation, people reporting to
one, available budget, current and past
salaries, compa-ratio.”Quote from a manager
“It is a good solution where you can find all
the information/data you need to help making
your compensation decisions.”Quote from a manager
“Easy to use and navigate, e.g. simulation,
modification of overall allocations. All actions
done on one screen.”Quote from a manager
> 35.000 EES
granted Long-
term incentives
(LTI) allocations
The new SAP equity
plan was allocated
to over 35.000
eligible employees
35K+
Simplified Integrated Talent Management
± 2000
calibration
sessions
40% support
effort reduction
in the year-end
process
Over 85% of our
employees
regularly use
the ITM tools
The performance
reviews are
consolidated and
validated in approx.
2.000 calibration
sessions
75K+ 2000 40% >85%
> 75.000
performance
reviews
launched
100% of the SAP
employees have a
performance review
form available in
Success Map
Information about
the frequency of
usage of our tools
is regularly
collected during
user feedback
surveys
The ticket volume
for the performance
year-end review
has significantly
decreased since we
use our Success
Map solution
“Helps me and my manager on track through
the year e.g. it is easy to get and review the
goal and how much % I reached.”Quote from an employee
“It is somewhere I can refer back to so as to
ensure I am approaching my tasks in line
with my goals.”Quote from an employee
“Straight forward, easy to use and self
explanatory”Quote from a manager
Goal planning
process is 33%
faster than
before
33%
A simplified goal
planning process
reduces the
administrative
efforts for the
employee and the
manager
With Success Map Integrated Talent Management we simplified our goal and performance management process.
Succession Management
For 111 critical
positions on
GET / SET level
the successors
are ready now
The more successors
are ready immediately
or on a short term, the
less business
disruption will occur
46%242
242 critical
positions on
GET / SET level
require
succession
planning
Critical positions
include positions with
high demand, low
supply and hard-to-
develop skillsets
For 998
positions a
succession plan
is in place
998
Succession planning is
possible for all
positions, with focus on
business critical
positions. In total 1535
successors have been
identified
For 171 critical
positions on
GET / SET level
a succession
plan is in place
72%
Some business critical
roles don’t require a
succession plan
“Identifying successors gives the manager
the chance to raise the bar and gives the
candidates what they need to prepare for the
next step.”Quote from a manager
“… We have the right tool to promote live
succession planning … and that helps us simplify
the whole process considerably and focus on the
quality of the discussions and outcomes.”Quote from a manager
“Provides easy access to relevant
succession information for key roles”Quote from a manager
73 GET / SET
level successors
nominated
outside their
board area
14%
Cross board area
nominations enable to
establish end-to-end
leadership and
broadens the
understanding of the
business
Cultivating the Leadership of tomorrow with Success Map Succession Management.
Users indicate
that the solution
increases
effectiveness
69%
NPS
Information about the
effectiveness of our
tools is regularly
collected during user
feedback surveys
Self-Service HR Analytics
HRBPs spent
less efforts per
month on HR
reporting to the
business
3 days/month
Self Service reports
provide managers
the necessary
insight into their
area of
responsibility
“It's a big step forward compared to
existing reporting tools, especially in
visualization.”Quote from HR BP
“I never had any difficulty to use the
tools but have to admit that the current
user experience is much better.”Quote from HR BP PMO
“One stop to view HR statistics is great”Quote from HR BP on WFA
We aim to provide each role in the organization with the necessary business insight into the workforce.
Reduction in
Ad-Hoc
requests in
EMEA
The HR Analytics
capabilities have
reduced the number
of Ad-Hoc reporting
requests in EMEA
with 39%
-39%
27 KPI’s are
part of the
HR Mission
Control Center
27
The HR Mission
Control Center
enhances the
steering capabilities
of SAP’s HR
function
103 tiles in 20
HR dashboards
72 tiles are
mobile-enabled
The HR Analytics team
delivered 20
dashboards in various
functional areas
consisting of 103
different tiles
103
± 130 recurring
reports
provided
130
Every month the
HR Analytics team
provides about 130
reports to internal
customers
Over 60
standard
reports in use
The HR Analytics team
delivered 20
dashboards in various
functional areas
consisting of 103
different tiles
60+
People Profile & Core HR –“The New Foundation”
Employee Central is already the gateway for HR Mini Master in Success Map via integration with
SAP HCM and will become the new Core in Q1 2017
> 75.000
employee HR
mini masters in
Employee
Central (EC)
> 10.000 (46%)
org units
obsolete
Net Promoter
Score of +41%
for Employee
Central
(APJ & Greater
China)
> 800 data fields
are becoming
redundant in the
new design
EC is the gateway to
integrate HR mini
master data from
SAP HCM into
SFSF
First impression
surveys with 152
country experts
conducted
100K+ 75K+ 10K 800+
> 100.000
People Profiles
All SAP employees
and contractors
have a people
profile and access
to the company
directory
Simplification of
new HR Core data
model and
workflows
+41% NPS
Simplified org
management in
SAP HCM to
support the EC
migration
“I think it is well designed and it will make
HR professionals and managers lives
easier in managing employees.”Quote from an HR country expert
“Very nice application, grouped in a logical
way, I love the self-services, do not need to
log a ticket.”Quote from an employee
“I would like to use it asap.”Quote from a manager
© 2016 SAP SE or an SAP affiliate company. All rights reserved. 33Public
Keep the focus on the end-user experience
Consider pilots/early adoption for drive
adoption
Lessons Learned
Provide robust enablement and
support
Engage Social Partners (Works Councils) early
on
Needs to be business driven,
not just HR driven
The tool does not create change by itself
but enables it
© 2016 SAP SE or an SAP affiliate company. All rights reserved. 35Public
Customer Business Case: HovisDominic Howson, IS Director, Hovis
© 2016 SAP SE or an SAP affiliate company. All rights reserved. 36Public
Cloud HRThe Hovis SuccessFactors Journey
© 2016 SAP SE or an SAP affiliate company. All rights reserved. 37Public
Who We Are…
Hovis Limited is a vertically integrated baking and flour milling business jointly owned by The
Gores Group (51%) and Premier Foods plc (49%). The Company was created in April 2014.
The Company is head-quartered in High Wycombe and operates as a stand-alone business.
Hovis Limited employs approximately 3,800 people at 8 bakeries, 6 flour mills and 2 regional
distribution centres across the UK. Hovis is one of the largest bakery brands in the UK and
amongst the best known food brands in the country. Hovis Limited also makes Mothers Pride,
Ormo and retailer branded bakery products and supplies flour to a range of customers under its
Rank Hovis, Fleming Howden and Holgran trading platforms.
© 2016 SAP SE or an SAP affiliate company. All rights reserved. 38Public
38
AIX Private
Cloud
Private Cloud
iSeries
Cloud Service
Connected by
© 2016 SAP SE or an SAP affiliate company. All rights reserved. 39Public
Where Did We Start From
Paper
Based
Manual
Inputs
Inconsistent
Approach
Disparate
Systems
Site
Based
Teams
No
On Boarding
No Careers
Site
No
Employee
Hub
© 2016 SAP SE or an SAP affiliate company. All rights reserved. 40Public
• No 1 Tool
• Builds on existing HCM Investment
• Too many point solutions
• Self Sufficiency for Employees and Line Managers
• Efficient Admin processes
• Engaged work force
• Professional On Boarding and Recruitment platform
• New Front end portal for all employees
• Improvements in Absence and Labour Planning
• Better management of overtime and shift planning
• Reduced HR structure
• Removal of Job Advertising cost
• Reduction in External Recruitment Cost
The Business Case
© 2016 SAP SE or an SAP affiliate company. All rights reserved. 41Public
Watch Outs
Make sure you are VERY clear what you sign up for
Path Clear and remove any weekly payrolls
Find the best combination of SAP and Partners to implement
Training Structure is important
• Trained the Site Champions who then trained Line Managers.
• Different Training for Different Roles. Trained the HR team
Wrote our own manuals and guidelines….speak to me later for a price!!!
Get yourself and your business ready for a Cloud platform. Regular Updates can cause a bit of chaos mid project. Make
sure you know who to call and what to read.
Ensure you are close to the SAP SuccessFactors team to give you updates on Support issues
Strong Project Team and groups of key believers/early adopters
© 2016 SAP SE or an SAP affiliate company. All rights reserved. 43Public
• Rebranded SuccessFactors to MyHovis
• Posters and leaflets were distributed around the sites
• Letters were sent home to every employee with their
logon details
© 2016 SAP SE or an SAP affiliate company. All rights reserved. 44Public
Functionality has allowed us a single portal for
Communications to all our employees
Intranet news feed linked into EC
Links to all the other Employee benefits
Recruitment process is streamlined and a
simplified Interim process.
Holiday booking is very straightforward, allowed
multiple systems and paper to be removed
Works on all our mobile devices
© 2016 SAP SE or an SAP affiliate company. All rights reserved. 45Public
• Kiosks with secure tablets and Thin Client terminals installed at all sites
• Driver Tablets on Fleet will have MyHovis access
© 2016 SAP SE or an SAP affiliate company. All rights reserved. 46Public
Careers Website
All Employee Hub
First portal for all
employees.
External Talent
Growing External Talent
Pool.
Electronic Onboarding
process.
Benefits Central
Central point for all
employee benefits.
HR Organisation
Fit for purpose Value Add
structure.
StandardProcesses
Uniform ways of working
across all of our locations.
Paper Free
Removal of all paper
based admin.
HR Shared Service
Centralised HR Team and
removal of site roles.
OnBoarding
© 2016 SAP SE or an SAP affiliate company. All rights reserved. 47Public
Contact Details
47
+DominicHowsonHovis
@DominicHowson
DominicHowson
© 2016 SAP SE or an SAP affiliate company. All rights reserved. 48Public
Customer Business Case: States of GuernseyMatthew Jones, Central Services Director, States of Guernsey
50© 2015 SAP SE or an SAP affiliate company. All rights reserved.
Introducing Guernsey
The Bailiwick comprises four islands, 80 miles from England, 20 miles from France.
Guernsey: 25 square miles, 63k residents, 23k houses.
Not part of UK, not part of EU. We are a Crown Dependency.
Key industries: Finance, Business, IT, Tourism, Public.
Unemployment rate: 1.3%.
States of Guernsey provides:
• All public services you might associate with
parish, local, regional and national government
in the UK. Everything except defence.
• But really, you can get used to low tax, lovely
people and zero crime quicker than you think!
51© 2015 SAP SE or an SAP affiliate company. All rights reserved.
The States and SAP
Customer since 2003.
System use includes:
Materials Management (MM), Finance & Controlling FI/CO, Plant Maintenance (PM), Human
Capital Management (HCM) (Inc Payroll), Flexible Real Estate (FRE), Supplier Relationship
Management (SRM), Master Data Management (MDM), Business Data Warehouse (BW), Business
Intelligence (BI), Business Intelligence - Integrated Planning (BI-IP), Dashboards, Portal, Employee
Self Service (ESS), Manager Self Service (MSS), SuccessFactors (Foundation & Recruitment
Execution), Vendor Invoice Management (VIM), Opentext, Central User Administration (CUA),
Process Integration (PI), Governance, Risk and Compliance (GRC) - (Firefighter).
Slightly schizophrenic relationship with the SAP system around the States. We totally depend on it,
and it is very well established, but user expectations and processes are a continual challenge.
52© 2015 SAP SE or an SAP affiliate company. All rights reserved.
The States and Shared Services
Service Delivery
DepartmentDepartment
Department
DepartmentDepartment
Department Accounts Payable
Accounts Receivable
Payroll
Recruitment
Pensions Insurance
Master Data
HR Admin Support
Training Debtors Reception
Public and stakeholders
The States and Shared Services
53© 2015 SAP SE or an SAP affiliate company. All rights reserved.
Workforce of 5,500 across all sectors including:
• Police
• Teachers
• Air traffic controllers
• Lawyers
• Nurses
• Environmental health
• Planners • Etc Etc Etc
…Plus we have a work licence
system on Guernsey:
which results in an artificial
turnover rate.
Who do we need to recruit?
……Which leads to a huge amount of recruitment activity, year round.
54© 2015 SAP SE or an SAP affiliate company. All rights reserved.
What was the problem with recruitment?
A lot!
Number one gov.gg destination, and it
looked like this:
1,500 jobs per year, competing globally for
staff.
3,500 applications, but only 30% made on
line.
Big source of grumbles to the CEo when he
toured SoG.
Clear dissatisfaction from staff, recruiters
and candidates.
Something had to be done!
What was the problem with recruitment?
55© 2015 SAP SE or an SAP affiliate company. All rights reserved.
How did we get a grip of the problem?
We started with a different question: “How do you want our recruitment system to support your work
?” rather than “Here’s the system you’re having to support your work”.
This gave us a clear steer on:
• System access (We needed all devices and browsers to be compatible out of the box),
• Great user experience (We wanted modern, clean, fast and logical screens that can be
personalised for specific applicants),
• Internal processes (We have to have processes around the system that helps everyone get the
result we need).
All together, we collated 67 detailed requirements and improvements that made our product
selection a very straightforward process.
In turn allowing us to appoint implementation partners…
56© 2015 SAP SE or an SAP affiliate company. All rights reserved.
Leading HCM
software system
globally
Entirely cloud based
(pay as you go)
model.
Genuine client
satisfaction with the
product.
Patching, up time and
performance all the concern
of the vendor
35 million users, 85
countries
Full range of SAP
connectors available
to link to our system.
Enter SuccessFactors
57© 2015 SAP SE or an SAP affiliate company. All rights reserved.
What’s been achieved?
It met our 67 requirements!
The demos answered all our questions. In a live environment.
Our CIO introduced a ‘cloud by default’ policy, but SF was first.
We could see it running live across lots of third parties, which put us in a position of knowledge for
the production of the spec.
It worked on all devices, making it easy to demo and get buy in.
Kivala answered all our questions, and could meet our 100 day delivery timeframe.
Easy to configure, but otherwise best of breed processes.
(Relatively) low cost, for a SAP product anyway!
Data issues easy to satisfy.
Gateway product for FIORI, wider SF suite etc..
….So, what does it look like then?
Why the SF (cloud) product continued..
61© 2015 SAP SE or an SAP affiliate company. All rights reserved.
What’s been achieved?
Launched on time and on budget after 100 days of project.
Zero complaints from candidates since launch.
100s of profiles have been created.
Published 1,000’s of jobs.
>80% of applications are now on line.
Big pressure to ‘Successfactor’ the rest of SAP!
Applications per post hugely increased, egs: 63 ATCOs.
Job alerts really popular.
Improvement packs ready to launch (because this is SAAS).
And we won a gong….
What’s been achieved?
62© 2015 SAP SE or an SAP affiliate company. All rights reserved.
What’s been achieved?
See the system at www.gov.gg/careers
Thank you.
Happy to answer questions.
© 2015 SAP SE or an SAP affiliate company. All rights reserved. 63
Customer Business Case:EDF EnergyBen Wharfe, Principal Business Partner, EDF Energy
A modern, digital, flexible and future proof HR function that can meet the needs of the business now and
in the future
productivity crisis
engagement crisis
people are working differently
change is the new constant
data changes everything
Internal and external challenges mean we
have to change in EDF Energy
Inconsistent and
complicated processes
Old clunky systems that
provide a poor user
experience
Inaccurate data that
people can’t trust
Falling energy prices and increase
competition has meant we need a greater
focus on cost
People are working
differently
A new Group strategy
A modern, digital, flexible and future proof
HR function that can meet the needs of the
business now andin the future
Future HR will deliver our vision through
focusing on 3 cornerstones……
Future HR will……Make life easy for
Employees and Managers
Save Employees
and Managers time
Provide accurate data
and analytics that
Managers can self-
serve
Have simple, efficient
& standard HR
processes
Ensure clear
roles and
responsibilities
Allow HR to have a
stronger focus on the
Business
Deliver HR for a
cost the
business can
afford
A standard approach
but a flexible
business case story
© 2015 SAP SE or an SAP affiliate company. All rights reserved. 78
You never customised your SAP / ERP system
HOW MANY OF YOU BELIEVE…
You were happy with SAP HR the day it went live
Think your HR system landscape delivers an
excellent user experience
Believe that implementing SAP was a fast-paced,
agile and engaging experience
Think your business users love using the current HR
systems
With cloud you must think differently
Build Adapt
Try and make it do everything Use it for what it’s designed for
Liner & slow implementation Fast agile implementation
Process focused User focused
Highly customised Standardised
Painful to change & upgrade Always updated & constantly evolving
Learning lessons from the pastTo deliver digital you have to think and work differently
GET STARTED AHEAD
OF TIME
It’s never too early to
start with data
Get your integrations
mapped early
You can write your
change approach now
FAST, AGILE,
COLLABORATIVE
APPROACH
The implementation will be
different – fast & agile
‘Why not’ approach
Simple & standard
approach using minimum
viable product
DON’T START UNTIL
YOU’RE READY
No matter how much
Stakeholder Engagement
you’ve done, it’s not
enough!
Don’t cut your business
case too tight
Picking the right partner is
critical
EVOLVE
Continual evolution and
change
Focus on the skills we
need in the future
What next – big data,
cognitive?
154 people from across HR & the
business were involved in a Business
Alignment Assessment
49 people from across all areas of HR
were interviewed to understand how fit
for purpose our HR processes are and
identify improvement opportunities
66 people from across all areas of HR
were involved in pulling together our
1,000+ requirements
Over 50 people from HR and the business
took part in a 2 day assessment to select
SAP SuccessFactors
Circa 90 people from HR and some
friends from the business attended a kick-
off event in London
There are plans to visit ALL sites by the
end of July including 8 Nuclear power
stations, 3 CCGT, call centres and offices
Future HR app has an average
of over 60 users per day
Engaging HR & the business
© 2015 SAP SE or an SAP affiliate company. All rights reserved. 84
The Digitisation of HRMike Theaker, Business Transformation Advisor, SAP SuccessFactors
© 2015 SAP SE or an SAP affiliate company. All rights reserved. 86
DIGITISATION and CONSUMERISATION
means
DISRUPTING BUSINESS MODELS
© 2015 SAP SE or an SAP affiliate company. All rights reserved. 87
Examples….
Taxi Companies are substituted… … by UBER rides.
The Hotel business becomes… … AirBnB room-sharing.
No. 1 communication companies… … own no telco networks.
Industrial equipment manufacturers… … commit the output of their machines.
Selling cars becomes… … providing mobility services.
And OnPremise software… … moves to the Cloud.
© 2015 SAP SE or an SAP affiliate company. All rights reserved. 88
… To Providing Mobility Services
EMOTIONS PRAGMATISM
INDIVIDUALISATION STANDARDISATION
FUNCTIONS & FEATURES EASY-TO-USE, VALUE-ADD EXPERIENCE
R&D, MAKE, SELL AND AFTERSALE DEVELOP, PARTNER, SUBSCRIBE AND SERVICE
DATA LOW, ASSET RICH DATA RICH, ASSET LOW
UPFRONT BUY AND PAY PAY AS YOU GO
HIGH MARGIN, VARYING VOLUME LOW MARGIN, HIGH VOLUME
SALES QUANTITYRE-USE / RENEW
CUSTOMER LOYALTY CUSTOMER SATISFACTION
From a PRODUCT business… … to a SERVICE business
© 2015 SAP SE or an SAP affiliate company. All rights reserved. 89
What does “Digitising HR“ then actually mean?
1. Digitising human labour / people / employees
2. Serving the workforce in a digitised enterprise
3. Digitising the HR Function in the enterprise
© 2015 SAP SE or an SAP affiliate company. All rights reserved. 91
… by Replacing them with Robots
Knowledge work automation
tools could take on tasks equal to
the output of up to
140 millionFTEs
By 2025
1
Low-skill workers
90-95 million
2
Will not be needed by employers
and will be vulnerable to permanent
joblessness
by 2020
20%Of all jobs that exist today will have
been automated away
Within 5 years 3
1. McKnsey Global Institute, 2013.
2. McKinsey Global Institute, 2012.
3. Rohit Talwar, Futurologist
Fields of usage
HealthcareFraud
Detection
Legal Services
Financial Services Logistics EducationAudit & Tax
© 2015 SAP SE or an SAP affiliate company. All rights reserved. 92
Investment in AI and Robotics Continues to Rise
Google2013 - acquired Boston Dynamics
and seven other robotics companies
2014 – paid $500m for Deepmind
and $3.2bn for Nest Labs
Amazon2012 - $775m for Kiva Systems –
intelligent machines for warehouse
servicing
Facebook2014 - acquired Oculus VR (virtual
reality) and Ascenta (pilotless
drones)
From 2010 to 2014 Private investment in AI has grown from $1.7b to $14.9b
Pepper (2014)
Humanoid robot by Aldebaran
Robotics and SoftBank Mobile,
designed to read emotions.
Atlas (2013)
High mobility, humanoid robot by
Boston Dynamics, designed to
negotiate outdoor, rough terrain.
© 2015 SAP SE or an SAP affiliate company. All rights reserved. 94
… in a Digitised Enterprise
The makeup of the workforce is changing in a variety of ways – and these shifts impact best practices for organisations.
4. “Millennials: Breaking the Myths,” The Nielsen Co., January 27, 2014
5. “Gen Y Women in the Workplace,” BPW Foundation.
6. Christopher J. Dwyer, “The Future of Contingent Workforce Management Webinar Recap,”
DCR Workforce Blog, January 5, 2015.
7. Linda Yueh, “The Rise of the Global Middle Class,” BBC News, June 18, 2013.
Millennials
will comprise
75%of the global
workforce by 20255
of the world’s
workforce will be
contingent workers
by the end of 20176
45%Nearly
people are entering
the middle class for
the first time.7
5 billion
Approximately Millennials
represent
24%of the U.S.
population4
The nature of work is
changingWorkforce expectations are
changing
© 2015 SAP SE or an SAP affiliate company. All rights reserved. 95
3. Digitising the HR Function…
HR Services
© 2015 SAP SE or an SAP affiliate company. All rights reserved. 96
…̀ through Automation, Cloud, Mobile, Social, Apps,
Analytics … and a Change of Mindset! - 1 of 2
HR Services
Intelligent ServicesNext generation self-
services; end-to-end
intelligent services that
cross software
modules and integrate
disparate processes.
Digital FirstDriven by workforce
needs and UX; re-
definining how people
processes are
designed, delivered
and accessed.
HR AppsFocused mobile-
enabled Apps,
accessible 24 x 7 on
any device.
Extensibility.
AnalyticsIntegrate analytics into
every process.
Real-time; predictive.
Segment the workforce
to better understand
drivers, preferences and
behaviours.
© 2015 SAP SE or an SAP affiliate company. All rights reserved. 97
…̀ through Automation, Cloud, Mobile, Social, Apps,
Analytics … and a Change of Mindset! - 2 of 2
HR Services
Chatbots
Growing with Siri on the
iPhone and Cortana on
Windows 10. Gartner
predicts by 2017 the
cost of managed
services will fall by 60%
.
Algorithms
Recommend Learning
activities based on peers
– Amazon style!
Recommend potential
sources of applicants and
predict the success of
applicants. Predict “At
risk”.
Sentiment Analysis
Monitor what
candidates, employees
and alumni say online
about the company and
maintains its employer
brand. Identify and
target key influencers.
Virtual Recruiter
AI in Recruitment:
virtual interviewer that
identifies if an
interviewee is focused
or leaving their chair;
algorithms create
questions based on the
previous answer.
© 2015 SAP SE or an SAP affiliate company. All rights reserved. 98
The Impact on HR Operating Models, Roles, IT …
HR Services
Is the future of HR “No HR”?Yes, for commodity services – No, for high touch and strategic HR services
HR Service CenterAutomation, Intelligent Services, Self-Service = “business as usual” - reduce the
role and size of the HR SSC / HR BPO. Fewer, but more skilled HR resources.
Technology
Shift from “HR tools” to “Employee Tools”. Consumer-grade, mobile, real-time.
HR
HR Skills & CapabilitiesNeed to “raise the bar”: business understanding; analytics; mass-customisation;
workforce-centric; building digital HR platforms; design thinking; consultative skills
HR RolesHR Business Partners more embedded in the Business; specialist HR resources
focusing on specific segments of the workforce? Project oriented (e.g., M&A)?
HR MindsetDigital First. Challenge everything we’ve been doing so far!
© 2015 SAP SE or an SAP affiliate company. All rights reserved. 99
To Conclude
Technological advancements and globalisation
are creating disruptive business models
• Changing the nature of work
• New combinations of human and machine resources
Workforce expectations have changed:
• How, where and for how long they want to work
• How they interact with the business and expect to be managed
• How they expect to manage their careers, learning and rewards
and collaborate anytime, anywhere on any device
Requires a “Digital First” HR Strategy and Service
Delivery Model
• Challenge everything we’ve been doing so far!
• Re-imagine with digital HR platforms and networks
• Create the Uber of Total Workforce Management
© 2016 SAP SE or an SAP affiliate company. All rights reserved. 101Public
Employee Central – How to Get There?
Supporting the JourneyWim Valstar, Business Domain PrincipalEmployee Central -EMEA
Wim Valstar, Business Domain Principal Employee Central - EMEA
Employee Central – How to Get There?Supporting the Journey
© 2015 SAP SE or an SAP affiliate company. All rights reserved. 103
SAP product lines for HCMInvestment direction
SAP ERP HCM
Innovation investments focused primarily
on User Experience and Localization
across Core HR and Payroll processes
Mainstream maintenance through 2025
SAP SuccessFactors
Most innovation investments are focused
here to re-think and re-imagine HCM
CloudOn-Premise
© 2015 SAP SE or an SAP affiliate company. All rights reserved. 104
What’s driving the move to cloud?
Use of data to improve business
processes and competitive advantage
Pressure on IT to be more agile
and responsive to business needs
Focus more on innovation and less on
maintenance of legacy systems
Reduce capital expenditures and shift
costs to operating budgets
© 2015 SAP SE or an SAP affiliate company. All rights reserved. 105
Requiring a digital approach to HR strategies and technologies
Continuous Comprehensive Flexible
Encourage continuous usage
and engagement
Use data to suggest and
recommend
One size doesn’t fit all All employees, just in
time
Intelligent
© 2015 SAP SE or an SAP affiliate company. All rights reserved. 106
SAP SuccessFactors Employee Central: Complete Core HR System of Record in the Cloud
Employee Recordkeeping
Organizational Management
Global Benefits
Case Management (HR Help Desk)
Time and Attendance Management
Payroll
Localization
Integration
© 2015 SAP SE or an SAP affiliate company. All rights reserved. 108
The Cloud Requires People and Businesses to Adapt
HR ITWhere do I start?
How will this integrate with our
existing systems?
How secure will our data be?
We have unique processes that
differentiate us. Can we keep them?
Will this new technology be compliant
with local rules/regulations?
ExecutivesHow will this investment contribute to
our business results?
How do we ensure a fast time to
value and meet ROI targets?
believe technology complexity has strongly inhibited business results 56%
© 2015 SAP SE or an SAP affiliate company. All rights reserved. 109
Core HR MomentumYou’re Not The First and You’re Not Alone
Customers
660
1118
2015 2016
+69%EC Customer Growth
vs. 2015.
By Region Q1 2015 Q1 2016 y/y growth
NoAm 237 331 40%
EMEA 236 445 89%
LatAm 90 149 66%
APAC 97 193 99%
Total 660 1118 69%
Recent Customer Wins• HSBC (EMEA)
300,000+ Employees
• KPMG (EMEA)105,000+ Employees
• ThyssenKrupp (EMEA)155,000+ Employees
• Faurecia (EMEA)103,000+ Employees
• British American Tobacco (EMEA)Approx. 57,000 Employees
• NIKE (NoAm)50,000+ Employees
• Air France / KLM (EMEA)50,000+ Employees
• Doosan (APJ)41,000 Employees
• Kellogg Company (NoAm)30,000 Employees
Better with SAP
1,400+ Customers
w/ SAP ERP and Cloud HCM
1,600+ Customers
w/ SAP HCM and Cloud HCM
440+ Customers
w/ EC and SAP ERP
430+ Customers
w/EC and SAP HCM
Packaged Integrations
available for SAP ERP and
SAP HCM customers.
© 2015 SAP SE or an SAP affiliate company. All rights reserved. 110
Customers Can Choose Their Journey to the Cloud with Core HR
Move all HR processes to SuccessFactors: Big bang transition to complete cloud for HR
SuccessFactors Employee Central in phases during growth or modernization:
leverage existing investments while transitioning
OR
New countries
(Expansion)
New companies
(Acquisition)
HR system
modernizationCore HR Process
modernization
GROW MODERNIZE
© 2015 SAP SE or an SAP affiliate company. All rights reserved. 111
So, whatever your starting point and strategy…
Keep OM, PA, Payroll, etc on
premise, connect to SAP
SuccessFactors talent solutions
Move all/most HR processes to
SuccessFactors, integrate HR data
with ERP/Financial processes
1
2
3
4
Move PA/OM to SuccessFactors,
Keep Payroll/Time & Attendance
on-premise
Move all HCM to
SuccessFactors
Move selected countries to
SuccessFactors
Talent Hybrid
Core Hybrid
Full Cloud
Side-by-side
SAP is enabling your journey to the cloud with productized integrations that connect SAP on-premise
solutions with the SuccessFactors cloud solutions.
© 2015 SAP SE or an SAP affiliate company. All rights reserved. 112
Cloud Deployment Models
Talent Hybrid Side-by-Side
3 41 2
Core Hybrid Full Cloud
Talent
Analytics
Talent
Analytics
Personnel Admin. (PA) &
Org. Mgmt. (OM)
PA & OM
Payroll
Talent Solutions
Workforce Analytics
PA & OM
Talent Solutions
Workforce Analytics
Time & Attendance
Payroll
PA & OM
ERP ERP
Time & Attendance
Payroll
PA
ERP
Time & Attendance
Payroll
ERP
Productized Integrations
© 2015 SAP SE or an SAP affiliate company. All rights reserved. 113
SAP SuccessFactors integration strategyComprehensive integration approach to reduce complexity, cost, risk
APIs
Packaged
Integration
Content
Integration
tools and
technology
Full catalog of APIs to
extract and upload data
to/from SuccessFactors
applications
Productized integrations built
and maintained by SAP:
SuccessFactors–SAP
SuccessFactors–Partners
Integration Center: Easily build, maintain, and monitor
simple integrations
SAP HANA Cloud Integration:Full platform to build and manage
complex integration needs
© 2015 SAP SE or an SAP affiliate company. All rights reserved. 114
Integration tools and technology SuccessFactors Integration Center: Example
Create a
Simple Export
© 2015 SAP SE or an SAP affiliate company. All rights reserved. 115
Packaged integration contentProductized integrations designed, delivered, and maintained by SAP
Productized Integrations for faster time-to-value, lower cost of ownership
Our Partners
• ERP HCM
(run talent in
the cloud)
• ERP (move all
HCM to the cloud)
• Get the total
workforce view
• Leap into the
next generation
Benefits
Time & Attendance
Payroll
Recruiting & Onboarding
SAP Solutions
© 2015 SAP SE or an SAP affiliate company. All rights reserved. 117
ExtendDeliver differentiating capabilities – your way
Expand delivered functionality
without the need to code Build new apps and integrate
external data with HR
Metadata Framework SAP HANA Cloud Platform
© 2015 SAP SE or an SAP affiliate company. All rights reserved. 118
SAP Activate Implementation Approach
Traditional
“Can I take your order?”
Transformative for Cloud
“Let us guide you”
• Lead with best practices
• Rapid, prescriptive, repeatable
delivery steps
• Accelerated by tools, templates
and predefined content
• Agile approach
• Enabled for the cloud
• Consultative approach
• Highly customized solution
• Development, not configuration
• Time consuming and costly
© 2015 SAP SE or an SAP affiliate company. All rights reserved. 119
SAPACTIVATE for SF Implementations
Realize
Start with
executable
content
Tailor solution
in short, time-
boxed sprints
Prepare
Self-Enablement
Deploy
Data Migration
E2E Test Readiness Check
Go-LiveProject Setup Configuration
Cutover
Cutover and
begin
productive use
Walkthrough
Initial System
Public Cloud
Explore
Verify solution
scenarios meet
business needs
Configuration Workbooks
Gap Identification
Sprint Plan
Solution Validation
© 2015 SAP SE or an SAP affiliate company. All rights reserved. 120
Implementation Toolkit and Resources
• Pre delivered content
• Configuration Workbooks with Best Practices
• Product Documentation
• Project Management Tools and Templates
• Training Guides and Job Aides
• Pre-Packaged Integrations
© 2015 SAP SE or an SAP affiliate company. All rights reserved. 121
Empowerment and supportSupporting you through the journey
Community
Optimize Expand
Learn &Share
Adopt
Assess
Business Case
Evaluate
CloudStrategy
Implement
BusinessOutcomes
Run
Admin &Support
© 2015 SAP SE or an SAP affiliate company. All rights reserved. 122
SAP SuccessFactors Employee Central –SAP’s Digital Core HR Platform Lynn Brown, SuccessFactors Solution Consultant, SAP UK
© 2016 SAP SE or an SAP affiliate company. All rights reserved. 124Public
SAP SuccessFactors Employee Central: Complete Core HR System of Record in the Cloud
Employee Recordkeeping
Organisational Management
Global Benefits
Case Management (HR Help Desk)
Time and Attendance Management
Payroll
Localisation
Integration
© 2016 SAP SE or an SAP affiliate company. All rights reserved. 125Public
Unmatched solution breadth and depthSupporting your total workforce
Core HR
Employee Recordkeeping
Organisational Management
Global Benefits
Case Management (HR Help Desk)
Time & Attendance Management
Payroll
Localisation
Integration
Talent Management
Recruiting
Onboarding
Learning
Performance & Goals
Compensation
Succession & Development
© 2015 SAP SE or an SAP affiliate company. All rights reserved. 127
The SAP SuccessFactors team are delighted to extend an invitation to…
• An in-depth SAP SuccessFactors demonstration experience• A 2-day demonstration experience in central London where our expert team will present all SAP SuccessFactors modules including
Employee Central, Talent Management, HCP, Digital Boardroom and SAP Fieldglass.
• SAP SuccessFactors User Group invitation – with Coke Cola on Monday 11th July
• Move to the Cloud workshop series• A series of 3-hour workshops addressing key stages of journey:
• How to gather business requirements and write an RFP
• How to write the Business Case for Cloud HR
• How to tell the story of Digital HR change to your business
• Developing your Roadmap to the Cloud• A full engagement with the SAP Business Transformation team to develop a bespoke Move to the Cloud roadmap including a Point
of View booklet outlining the business case for change, a graphical roadmap, summation of investment with indicative ROI and how
the SAP Cloud Extension policy can make the journey cost effective.
The next steps to Move to the Cloud
© 2015 SAP SE or an SAP affiliate company. All rights reserved. 129
© 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
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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
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