IBM SAP SuccessFactorsWhy IBM for SuccessFactors?

May 2017

2

• A SuccessFactors strategic partner and reseller since 2003

• IBM is currently utilizing SuccessFactors Performance and Goals globally

• IBM’s Global HCM practice has over 5,000 resources in 42 countries

IBM’s SuccessFactors Practice…

350+ SuccessFactors Practice

1,000+ SAP HR Resources

19 Global Delivery Centers

17 Strategic HR Centers

3

IBM Differentiators

HR

Transformation

Experience

Breadth of IBM’s

Portfolio

SuccessFactors

and SAP

Relationship+

Low Risk,

Greater Value &

Benefits

We have the depth, breadth, capabilities and commitment to help our clients achieve their goals

+ =

4

IBM EmpowHR Preconfigured

Solution

IBM EmpowHR Assessment IBM M&A Strategy and Delivery

IBM EmpowHR SuccessFactors

Health Check

IBM EmpowHR

Transition-to-Cloud

IBM

Kenexa/SuccessFactors

IBM EmpowHR Offerings Enable Organizations to Drive Business Value

5

Accelerate Your SuccessFactors Implementation

Pre-configured template system (Iteration 0) based on leading practices

Pre-populated workbooks based on leading practices

Leading practice process flows (Blueworks Live)

Comprehensive database of local legal and regulatory requirements

Ready to use test scripts that require minimal client-specific changes

Ready to use knowledge transfer materials and admin guides

Digital Change for SaaS methodologies

6

Accelerate End-to-End Process Design Through IBM Blueworks Live

Discovery MapAllows you to view and organize the

process milestones and activities

Process DiagramPrepopulated leading practice end to

end process maps for SuccessFactors

DocumentationOwners, risks, change impact

statements, groups affected

downstream, policies, etc.

IBM Can Help Clients Focus on Activities to Manage Risk

System

Architects

Blueworks Live A Global

Practice

Innovation

8

IBM Thought Leadership

IBM Benchmarking

Program

Institute for Business

Value (IBV)

Frequently Published

Whitepapers Across

Every Service Area

IBM HR Services for SAP SuccessFactors

Improves Operational Effectiveness to Transform HR

Applies Advanced Analytics to HR Data,

Processes and Operations to Gain

Insights

Provides Flexible Services to Unlock

the Value in HR SaaS Technologies

10

IBM and SAP Partnership for Digital Transformation

$1 Million in Marketing Palo Alto WalldorfOver 40 Resources

Invested from IBM

and SAP

IBM and SAP co-innovate solutions through cognitive extensions, enhanced customer and user experiences, and

industry-specific functionality.

Investments:

+ +

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IBM and SAP Partnership for Digital Transformation

Solutions:

+Workforce

EngagementCustomer

Experience

Omnichannel

Digital Core

SAP HANA

Cloud Platform

Supplier

Collaboration

Business

Networks

Assets

IOT & HCP &

Cognitive assets

Cognitive MobileCloud

+ +

12

IBM and SAP Partnership for Digital Transformation

Results:

Industry

Thought

Leadership &

Value Roadmaps

Cognitive / Cloud /

Mobile / Industry /

HOP Solutions

Full

Service

Model

+ +

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The Power of Partnership: IBM and SAP

S/4HANA Partner

of the Year Award

2016The number of S/4HANA deals and our strong

expertise and experience in digital transformation

were contributing criteria to this win, alongside

business process design and organization; end to

end migration, upgrade and implementation

services; and additional services including hosting

and application management.

Cloud Partner of

the Year 2016

This award covers SAP Cloud solutions such as

SuccessFactors, Ariba SAP Hybris, and HEC. Our

key differentiators were cloud related bookings,

digital transformation conversions; CXO business

development; and use of HANA Cloud Platform.

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How Clients Benefit From This Partnership

Thought Leadership Proof of Concept

Solutions

Digital

Transformation

Workshops

Hands On: Co-

Innovate with IBM

and SAP

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Join the Journey with IBM in the Cognitive Era

3. Data

Exploration

5. Prescriptive

Modeling

2. Descriptive

Reporting

4. Predictive

Modeling

1. Data

Foundations

6. Cognitive

ComputingOptimized for

Scale

Optimized for Insight

Cloud HCM

Cognitive HR

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IBM Cognitive Talent Advisor for Recruiting

Powered by SAP SuccessFactors

and IBM Watson

The App uses the IBM Watson

Personality Insights and Tone

Analyzer API’s which provide

more accurate recommendations

and learn from past performance. Talent Advisor

Business problem:

“How can I tell which

candidates represent the

best long-term investment

for our organization?”

“Which resources within the

company are the best fit for

this project?”

IBM Cognitive Solution:

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Benefits of Talent Advisor with SuccessFactors

Increase your speed to locate candidates1

Increase your candidate pool

Improve your quality of candidates

Fill more jobs internally

Reduce your manual tasks for recruiters

Perform more strategic recruiting

Insights applied to branding and recruiting strategies

2

3

4

5

6

7

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IBM is Top Ranked in the in Forrester Wave: Services Providers for Next-Generation SAP Products, Q1 2016.

The Forrester Wave™: Services Providers for Next-Generation SAP Products, Q1 2016; Forrester Research, Inc., March 17, 2016

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SuccessFactors Accolades

IBM was named a Leader in the

Gartner Magic Quadrant for SAP

Implementation Services,

Worldwide in 2015

“IBM GBS is SAP’s largest partner globally.

They continue to be a leader in customer

satisfaction.”- Bill McDermott

SAP CEO

IBM is top ranked in the Forrester

Wave: Services Providers for Next-

Generation SAP Products, Q1 2016

Source for Consulting was ranked

IBM #1 in Thought Leadership for

the 3rd year in a row

IBM was ranked a Leader in the

HFS Blueprint Report:

SuccessFactors Services, Q1 2016

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IBM SuccessFactors

Projects

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SuccessFactors Awards

2016 Presidents

Award

2016 People

Pioneer Award

2016 Better

Business Results

Award

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November 2016, IBM SuccessFactors Jaguar Land Rover project won the

Silver Winner of the SAP UKI Quality Awards in HR Cloud.

“This year’s winners demonstrated a deep understanding of how technology can have a powerful business impact. They seized the

opportunity to drive forward programs that are making a real difference to organizations and ultimately benefiting customers.”

-Cormac Watters, managing director, UKI, SAP UK

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Cloud-Based HR-technology is Not a Futuristic Idea —It’s an Essential Component of Remaining Competitive in the Marketplace

• Your workforce is increasingly global and multi-generational

and your employees expect anytime, anywhere access to HR

services

• Consolidating your workforce data to draw meaningful

insights is difficult

• Your IT costs remain consistently high for application upgrades,

support, and maintenance

• You run into major challenges expanding your applications to

new markets and geographies and/or integrating business

entities during mergers and acquisitions

With IBM’s Transition-to-Cloud offering, we can enable you to leverage your SAP on premise

investment while capitalizing on new cloud capabilities and technologies—with SAP SuccessFactors!

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SuccessFactors

Take Your HR Technology Transformation to the Cloud

• Standardizes processes

• Reduces costs

• Increases business efficiencies

• Empowers employees to work anytime and

anywhere

• Provides access to critical workforce data

• Reduces risks to the business

Employee

CentralWorkforce

Analytics and

PlanningTalent

Processes

SAP On Premise

IBM’s HCM

Integration Services

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Options for Your HR Technology Transformation to the Cloud

Talent Hybrid Side-by-Side Core Hybrid Full Cloud

1 324

Time and Attendance

Payroll and Benefits

Self and Manager Services

Personnel Administration and

Organizational Management

ERP

Time and Attendance

Payroll and Benefits

Self and Manager Services

Personnel Administration and

Organizational Management

ERP

Time and Attendance

Payroll and Benefits

ERP ERP

On Premise On Premise

Talent and

Analytics

Talent,

Analytics

and Core HCM

Core HCM

Talent Solutions

Workforce Analytics

Core HCM

Payroll Talent

Solutions Workforce

Analytics

On Premise

On Premise

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IBM Tools Build Robust and Credible SuccessFactors Business Cases to Help With Your Technology Journey

IBM Business Case TemplatesBenchmarking WizardCloud HCM Benefits Calculator

Analyst Reports Libraries

HR Maturity Assessment Tools

WHY

Success

Through Our

Unique

Experience

Implementation

with

Simplification &

Adoption

Risk Mitigation Employee

Focus

Value Driven

Through

Disruption

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Case Study: Brooks Brothers

Wave 1:

Employee Central

Boomi Integration

Integration to SAP

Integration to JD Edwards

Integration to POS

Coordination with other partner implementing Talent Suite

Benefits Realized

Solution Overview

Business Challenge

An almost 200 year old high end clothing manufacturer with 8,000 employees globally and retail stores in some of the world’s most prestigious locations.

• Consolidated and integrated Core HR and Talent Systems

• Improved self-service for managers and employees

• Faster implementation of HR technology

• Improved business controls

• Overall Project Management & Governance

• Design & Configuration

• Interface Development

• System & Integration Testing, User Acceptance Testing Support

• Talent management process coordination

• Training materials and administrator training

• Knowledge transfer and capability building in HRIT organization

Factors of Success:

Align stakeholders in Human

Resources and Information

Technology

Keep processes simple

Train and Empower managers in

stores to hire staff

Simplify data to reduce errors

Support the entire talent

implementation as the foundation

Lack of a globally integration HRIS application to support growing company. Existing HRIS solution required replacement with a state of the art application with an intuitive front-end to empower managers and employees.

Client Overview

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Case Study: Allstate

Waves 1 through 3:Employee Profile

Goals, Performance,

Career Development

Workforce Planning

Succession Planning

Analytics / Reporting

Learning Management System

Compensation

Variable Pay

Wave 4:Recruiting Management

Onboarding

Wave 5: Employee Central

Benefits Realized

Solution Overview

Business Challenge

One of the largest Property and Casualty insurance companies in the US employing 70,000 employees.

Improved self serve end user interface and more clearly defined business processes. Higher quality real-time data with one source of truth for the entire organization. Better talent decision-making through easy access to data on a 7x24 basis. Enhanced ability to measure and reach strategic goals. Successful roll-out due to focus on training, messaging and business process

• Employee directory and display of basic information

• Ability to view, edit and create objectives and cascade

• Ability to measure performance via rankings /calibration

• Performance management includes 360 degree ratings

• Security which leverages role based permissions

• Customized performance review form w/ competencies

• Reporting dashboards with interactive drill down

• Ability for users to create ad hoc reports

• Learning Management catalog and curriculum

• Compensation management and sales commissions

Factors of Success:

Clearly define business process

before system design

Ensure organizational change

readiness

“Over” train and “over”

communicate

Process and system should

have equal focus in training

Keep process and application

guides short and simple

Lack of an easy, intuitive and engaging end user experience. Decentralized, disparate set of databases not always accessible via the Internet. Delay in data availability and ability to report, inefficient use of talent pool. Inability to measure organization’s progress against strategic goals

Client Overview

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Case Study: Neste

Phase 1:

Employee Central(+ Compensation, excl. Position mgmt.)

Learning Management

Recruitment Management

Onboarding

Standard reporting

Phase 2:

Performance & Goal Management

Succession & Career Development

Compensation Management

Variable Pay

Standard reporting

Workforce Analytics & Planning

Benefits Realized

Solution Overview

Business Challenge

This Corporation is an oil refining and marketing company located in Finland. It produces, refines and markets oil products and provides engineering services, as well as licensing production technologies.

• Immediate end user adoption due to the intuitive and proved self service application.

• Increase reporting capabilities on global scale

• Manual processes were automated leading to the reduced administrative burden on the HR team

• Overall Project Management & Governance

• SAP SF System Design & Configuration

• SAP SF System Integration

• SAP SF Integration Testing and Support of User Acceptance Testing

• Cutover Plan, Data Migration

Factors of Success:

Leveraging IBM’s experience and

lessons learned in SAP and SF

Client had done their pre-work,

processes were harmonized and had

strong commitment to stick with one

global process supported by HR

Director and the steering group

Client was able to make quick

decisions and had a strong

commitment to stay on schedule

Client allocated enough fulltime

resources and IBM made sure that

they clearly know their role and

responsibility

The client needed to reduce and replace manual processes that lead to inconsistent and unavailable data. The global harmonization and transparency of HR was also a challenge for them. Line managers and HR had a lot of issues with easy access to relevant data and reporting.

Client Overview

31

Case Study: BCLC

Wave 1:

Employee Central

Performance and Goals

Recruiting

Learning

Wave 2/3:

Compensation

Succession Planning

Workforce Analytics and Planning

Onboarding

SAP JAMBenefits Realized

Solution Overview

Business Challenge

Crown corporation of the Province of British Columbia operating lottery, casinos, bingo, and online gambling for 30 years.

• Standardization and automation of business processes

• Reduced administrative HR work

• Enhanced analytics to drive business decisions

• Improved business processes

• Overall Project Management & Governance

• Design & Configuration

• System & Integration Testing, UAT Support

• Talent management process design/optimization

• Change Management

• Learning needs analysis, preparation of training materials and end user training

• Knowledge transfer and capability building in HRIT organization

Factors of Success:

Leverage out-of-the-box functionality

to provide business value

Modify and simplify processes,

getting rid of existing inefficiencies

Engage all levels of the business to

ensure buy-in

Lack of strategic insight of workforce to effectively plan for the future and make data driven decisions, combined with HR staff spending too much time on administrative tasks instead of providing high value advice. High cost and inefficiencies with maintaining existing HR applications which are poorly integrated.

Client Overview

32

Case Study: Cascades

Phase 1:

Employee Central

Performance and Goals

Compensation Management

Phase 2

Learning Management

Recruitment Management

Succession Planning

Phase 3

Workforce Analytics

Recruitment Marketing

Onboarding

Benefits Realized

Solution Overview

Business Challenge

Cascades produces, converts, and markets packaging and tissue products composed mainly of recycled fibers. Has 11,000 employees in over 100 locations in North America.

• Standardization and automation of business processes

• Shared Services Model to support all HR processes

• Consolidated HR systems and centralized operating model

• Industry best practices and efficiencies for processes

• Overall Project Management & Governance

• Design & Configuration

• System & Integration Testing, User Acceptance Testing Support

• Talent management process design/optimization

• Change Management

• Learning needs analysis, preparation of training materials and end user training

• Knowledge transfer and capability building in HRIT organization

Factors of Success:

Leverage out-of-the-box functionality

to provide business value

Modify and simplify processes,

getting rid of existing inefficiencies

Engage all levels of the business to

ensure buy-in

Cascades is under a transformation where they are consolidating all their business processes, have implemented the IBM Better Change Method, and are in process of adopting a shared services model. SuccessFactors is the technology enabler for the transformation in the HR organization.

Client Overview