HR Journey To The Cloud - · PDF fileHR Journey To The Cloud Empowering People, ... 80% of all SAP HR Processes are in the Cloud HCP ... Quote from a Hiring Manager

© 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. 3

Sponsors


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)



12:40 – 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


SAP Runs SAP HCM :

Reimagining HR for the Modern Employee Tom Loeffert, HR Director, SAP UK


SAP Runs SAP HCM :

Reimagining HR

for the Modern Employee


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


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+


is the next wave of change

Digitisation


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


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


The Future Is Now…..


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

Our Three Guiding Principles

Standardisation

Customer satisfaction

Simplification


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


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



Customer Business Case: HovisDominic Howson, IS Director, Hovis


Cloud HRThe Hovis SuccessFactors Journey


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.


38

AIX Private

Cloud

Private Cloud

iSeries

Cloud Service

Connected by


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


• 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


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



• Rebranded SuccessFactors to MyHovis

• Posters and leaflets were distributed around the sites

• Letters were sent home to every employee with their

logon details


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


• Kiosks with secure tablets and Thin Client terminals installed at all sites

• Driver Tablets on Fleet will have MyHovis access


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


Contact Details

47

+DominicHowsonHovis

@DominicHowson

DominicHowson


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!


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.


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


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.


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?


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…


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

http://wikieducator.org/images/d/d4/Green-Tick.svg













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..

How we look now:

How we look now:



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….




See the system at www.gov.gg/careers

Thank you.

Happy to answer questions.

[email protected]

http://www.gov.gg/careers

mailto:[email protected]


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

We are facing a global productivity

crisis

Japan

0%

10%

1950 2015

EU

US




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


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

?

Do you have any questions……


The Digitisation of HRMike Theaker, Business Transformation Advisor, SAP SuccessFactors

The Digitisation of HRMike Theaker, SAP SuccessFactors7 July, 2016

[email protected] TheakerMike


DIGITISATION and CONSUMERISATION

means

DISRUPTING BUSINESS MODELS


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.


… 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


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


1. Digitising People…


… 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


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.


2. Serving the workforce…


… 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

http://www.nielsen.com/us/en/insights/reports/2014/millennials-breaking-the-myths.html

http://www.bbc.co.uk/news/business-22956470


3. Digitising the HR Function…

HR Services


…̀ 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.


…̀ 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.


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!


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


Questions and Comments


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


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


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


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


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



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%


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.


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


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.


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


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


Integration tools and technology SuccessFactors Integration Center: Example

Create a

Simple Export


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


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


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


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


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


Empowerment and supportSupporting you through the journey

Community

Optimize Expand

Learn &Share

Adopt

Assess

Business Case

Evaluate

CloudStrategy

Implement

BusinessOutcomes

Run

Admin &Support


SAP SuccessFactors Employee Central –SAP’s Digital Core HR Platform Lynn Brown, SuccessFactors Solution Consultant, SAP UK

Lynn Brown – SuccessFactors Solution Consultant, SAP UKI Ltd

Employee Central Deriving the value


SAP SuccessFactors Employee Central: Complete Core HR System of Record in the Cloud


Organisational Management

Global Benefits


Time and Attendance Management

Payroll

Localisation

Integration


Unmatched solution breadth and depthSupporting your total workforce

Core HR


Organisational Management

Global Benefits


Time & Attendance Management

Payroll

Localisation

Integration

Talent Management

Recruiting

Onboarding

Learning

Performance & Goals

Compensation

Succession & Development



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



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Documents

HR Journey To The Cloud - · PDF fileHR Journey To The Cloud Empowering People, ... 80% of all SAP HR Processes are in the Cloud HCP ... Quote from a Hiring Manager