A major European SAP Partner...1 A major European SAP Partner 100% focus on SAP solutions +250 experts +7 years average seniority +20M turnover in 2013 +50 active customers HQ: Belgium

1

A major European SAP Partner

100% focus on SAP solutions

+250 experts +7 years average seniority

+20M turnover in 2013 +50 active customers

HQ: Belgium - Wavre Regional offices: FR: Paris, Lyon

CH: Geneva, LU: Windhof DE :Frankfurt

UK: Richmond Surrey

2

Our Key Value

Keneos helps enterprises realize the full potential of SAP based

solutions to optimize their business

3

Human Capital Customers

Banking

Industry

Pharma & Chemical

Public Sector

Telecom & Utilities

Retail

Transport

4

SuccessFactors BizX

15/05/14 Keneos © 2013 4

5

In This Session

We will tell you about our first-hand experience with implementing a cloud HR solution. We’ll tell you about the Enovos business context behind the project, the reasons we chose SuccessFactors, and how the project went. And we’ll give you a live demo of the solution, taking you through a complete recruiting process and the related reporting and dashboards.

6

What We’ll Cover

o  About Enovos o  A look at the project goals and requirements o  Planning out the project scope and our approach o  Let’s take a look: Demo o  The benefits of our implementation o  Wrap-up

7

About Enovos

Leading energy supplier in the Greater Region, flexible partner Europe wide.

8

Covering the entire value chain for electricity and natural gas.

Renewable and conventional energy production

Storage Purchasing Transport Trading / Portfolio

Sales

Upstream Downstream

Development, construction and operation of renewable and conventional generation plants

Storage of natural gas Hydraulic pumping station

Medium and long term procurement contracts/ spot market

Sales to -final customers (all sectors) -distributors

Portfolio Management Trading in electricity, natural gas, oil products and derivates, coal, CO2 certificates

Energy services

Energy services and consultancy

About Enovos (cont.)

9


Energy for today. Caring for tomorrow

10


Enovos’ clients are served by an international team of highly motivated and experienced energy experts, fully dedicated to their customer’s needs, with fast response times combined with effective communication.

> 1,300

employees

11

HR Vision and Mission

New HR Positioning -> HR @ Your Service

HR Vision is to become a business enabler for both Enovos and Creos, by assigning

HR Mission is to deliver quality services to its customers by

•  Optimally staffing the organisation (right size, career paths, right competencies) •  Motivating and retraining, notably through attractive rewards and benefits •  Measuring continuously and improving the performance delivered

in order to execute the corporate strategy effectively and efficiently

•  the right people •  to the right positions •  at the right time

12

HR @ Your Service

Objective: Strengthen and develop key HR capabilities

13

Our HR Business Challenges

Applications received

Personnel requisitions

Interviews performed

Number of days from job opening to hiring

14

Our HR Business Challenges (cont.)

Growth: Major increase in recruitment activity over last 5 years o  378% increase in open positions o  326% increase in applicants o  284% increase in interviews performed Business Innovation: Renewable energies, new services o  Specialized and rare profiles needed

New generation of candidates with new expectations o  Using new recruitment channels o  Expecting a fast, efficient process

15

Need to Renew Processes and Systems (cont.)

Challenges o  Capacity

Ø  2-person recruitment team: 481 job interviews in 2012.

o  Efficiency Ø  Heavy & stressful administration load (up to 23 steps in candidate

process), highly paper based, reflecting long process times (average 159 days from job posting to hire).

o  Transparency Ø  No direct manager access to processes; reduced visibility!

o  Systems Ø  4 different tooling to support the process with no concurrent access to

Recruitment database possible. •  Data quality issues.

16


As-Is Process for new staff requisitions o  Fill Job requisition (paper-based form) by manager. o  Request number from HR Administration. o  Present Job requisition to Executive Committee for approval. o  Transmission to HR Management. o  Information to manager about acceptance (or refusal). o  Issuing and internal publishing of the open job position. o  Internal candidate(s) available -> Screening -> Assessment -> Fix

interview, else Publish through media (newspapers and/or web). o  External candidate(s) available -> Screening -> Assessment -> Fix

interview, else Contract with headhunter.

17


As-Is Process for new staff requisitions (cont.) o  Candidate(s) from headhunter available -> Screening -> Assessment ->

Fix interview. o  Selection of “ideal” candidate -> Fix interview with management. o  Contract issuing and proposal to selected candidate. o  Hiring. As-Is Tooling o  MS Access, Excel, Word, Outlook

18

What We’ll Cover


19

Project Goals

Enable a small recruitment team to keep pace with growth o  Implement a solution that helps the HR recruitment team to gain in

productivity by reducing overall transaction time through a higher level of automation and integration and a user friendly/ intuitive GUI.

Reduce number of lost candidates (long lead times) o  Improve considerably the lead time from job opening to hiring and

enhance communication with the applicants to avoid loss of potential good talent and improve corporate image.

Increase management visibility o  Empower managers by offering them a higher level of transparency so

that they have an immediate and easy access to all relevant applications and thus gain back control.

20

Project Goals (cont.)

Accelerate the process o  Eliminate inefficiencies of the As-Is process through the design of a

new process matching best practices thus reducing the overall workload and cost of the process.

Measure recruitment channel efficiency o  Get analytics on the process thus enabling real-time monitoring of the

performance of the different recruitment channels allowing refinement, better targeting and cost efficiencies in terms of advertisements in papers/web (social media) or through recruitment agencies.

Reduce the stress level of the recruitment team o  Reduce phone calls by offering secured access to relevant data to

internal/external stakeholders.

21

Project Goals (cont.)

Avoid adding extra load on internal IT o  Select a solution that does not significantly increase the workload of

the scarce internal IT resources during implementation time and its following lifecycle management.

Comply with data protection policies o  Ensure secure access to the data through well defined access control

and monitoring as well as a high level of data protection by guaranteeing compliance with all relevant certifications and norms (ISO/IEC 27001:2005 , ISO 9001: 2008 , ISO 14001,...)

22

Choosing the Solution

Key Requirements o  Full support of “to-be” processes o  Fast implementation o  User friendly o  Data security and access control o  Low impact on in-house teams o  Potential to extend into other talent management areas o  Acceptable cost

23

On-Premises vs. Cloud?

Initial preference for SAP on-premise o  Enovos legacy SAP HR platform o  Doubts about cloud-based HR o  … but user friendliness and fast implementation were essential!

A third-party implementation partner helped us discover SuccessFactors o  RFP process o  Chosen partner involved from start of project

24

What We’ll Cover


25

Project Scope & Plan

End-to-End Scope o  Job requisition, posting, candidate application, screening, evaluation

and hiring processes o  Related approvals o  Management reporting o  Integration with SAP o  All Luxembourg-based entities o  All recruits – blue and white-collar

Project Plan: o  3 months to analyse, implement, and go-live!

26

The Project Approach

•  Consulting project team: Brings product expertise,

proven best practices, with a strong knowledge of HCM processes and implementation experience

•  Enovos project team: Understands the business drivers, project objectives, and manages the business issues within the organization

27

Rapid Results, Validated by Business

We worked with the BizXpert methodology – using ITERATIONS to

produce rapid tangible results

28

What We’ll Cover


29

Demo

30

What We’ll Cover


31

Benefits

Smooth integration with the company’s Web site (for external applicants)

32

Benefits (cont.)

Smooth integration with HR Portal (for internal employees)

33

Benefits (cont.)

A Faster System, supporting Growth o  We are definitely experiencing faster recruitment cycles but as we do

not have at the moment representative figures we prefer not to share them yet.

Easy Access to a central platform for all information on recruitment o  All managers and employees have easy, real-time and secured access

to all their relevant information regarding recruitment (status of processing of requisition, interview outcome, candidate evaluation, applications received,…)

34

Benefits (cont.)

Reduced workload for HR recruitment team o  Thanks to higher transparency for all stakeholders a significant

reduction on phone calls to HR department has been registered. Ø  The new system allowed to become about 70% paperless. Ø  Productivity & efficiency gains have been realized and translated into

manpower time savings.

35

Benefits (cont.)

Improved corporate image o  Through improved communication with our applicants we managed

to better stay in touch with quality talent and thus avoiding loss of candidates. Ø Also being able in case of need to refer back to candidates that

had a strong resume but have not been hired in a first run puts the company in a better shape.

Enhanced reporting for monitoring process performance o  Use of the analytics functionalities of SuccessFactors allowed us to

get real-time insight on statistics.

36

What We’ll Cover

•  About Enovos •  A look at the project goals and requirements •  Planning out the project scope and our approach •  Let’s take a look: Demo •  The benefits of our implementation •  Wrap-up

37

Where to Find More Information

Analysts Perspective on Talent Management solutions: http://www.hrzone.com/topic/technology/talent-management-vendor-selection-analyst-perspective/132562

Integration Add-On for SAP ERP Human Capital Management and

SuccessFactors Business Execution (SAP, 2012); https://help.sap.com/erp_sfi

DoD ESI White Paper: Best Practices for Negotiating Cloud-Based

Software Contracts (Kwashnik, K., 2012) ; www.esi.mil/download.aspx?id=2384

38

7 Key Points to Take Home

o  Cloud (SaaS) projects are different: more Business, less IT o  If you choose an implementation partner, find one that understands

that way of working o  Empower a focused business team to make the “set-up” choices o  Choose a solution that you can quickly start “test driving” o  Don’t forget IT and integration o  Don’t forget about Communication and Change Management o  Choose a foundation for the future!

39

Your Turn!

How to contact me: Laurent Federspiel

[email protected]

Please remember to complete your session evaluation

40

Disclaimer SAP, R/3, mySAP, mySAP.com, SAP NetWeaver®, Duet™®, PartnerEdge, and other SAP products and services

mentioned herein as well as their respective logos are trademarks or registered trademarks of SAP AG in Germany and

in several other countries all over the world. All other product and service names mentioned are the trademarks of their

respective companies. Wellesley Information Services is neither owned nor controlled by SAP.

Documents

A major European SAP Partner...1 A major European SAP Partner 100% focus on SAP solutions +250 experts +7 years average seniority +20M turnover in 2013 +50 active customers HQ: Belgium