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Learning Management with SuccessFactors

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Agenda

Introduction

Business Goals / Benefits –> why do we do it?

Scope of this Project –> what will we do?

Project Approach –> how will we do it?

Project Schedule –> when will we do it?

Team Structure –> who will do what?

Next Steps

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Introduction

Embedded in the “Process & Systems” part of the ToBeOne program, the SuccessFactors suite will become the cornerstone for a full Talent Management Solution for Barco.

The integration of the SuccessFactors suite and SAP HCM results in the HCM Hybrid solution which we are currently building.

The second implementation phase is the Learning Management module of SuccessFactors.

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HR / IT Program Schedule 2011 – ‘12

Q4 ‘11 Q1 ‘12 Q2 ‘12 Q3 ‘12 Q4 ‘12

SuccessFactors

SAP Core HRSAP HCM

Performance Mgt

PP

Int / Ext Training

Recruitment

Reward Management

BizX Reporting

Profit Plan Study Tool still to be confirmed.

Hybridsolution

Q1 ‘13

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Business Goals

Why do we do it?

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Business Goals / Benefits of LMSAS ISAS IS Current training application:  

– Does not meet the need of customer training registration– No reporting possibility – Limited ability to add functionality and to scale– Designed as admin tool; user unfriendly– Not widely used across Barco WW– Stand-alone system, interfaces non-existing

Excel sheets to capture data is still used at many sites; inefficient, unreliable, and data not centrally available

Increasingly demanding quality standards, leading to non-compliance issues

TO BETO BE One central database for all training worldwide, both for external partners

and for employees. To improve the speed and quality of management decisions, by flexible

access to accurate data Users and admins experience simplicity, transparency and ease of use 

– Attractive and easy access of training data for internal and external users– Userfriendly and efficient system for admins– Enriched functionality and reporting

Integrated system– Link to CRM, finance, BarcoZone, My.Barco.com, – With other MyCareer modules– E-learning capabilities

Fully support the implementation of the Channel strategy

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Scope of the Project

What will we do?

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Scope of the Project

The objective of this project is to implement the Barco Learning process supported by the LMS module of SuccessFactors.

Two variants of the same process will be used depending on the target group:

– Learning for internal employees (integrated with MyCareer Performance Management)

– Learning for external users (customers, partners) as part of Barco’s service portfolio (cfr Sales Newsletter dd Jan 26th)

The project team will cover both variants at the same time.

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Project Approach

How will we do it?

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SUCCESSFULIMPLEMENTATION

SuccessFactors ENABLE Methodology

ngagement InitiationFormal kick-off, project planning, software installation.

ormalize FunctionalityIdentify configuration requirements

pplication ConfigurationConfiguration, develop prototype

asic ModificationsIntegrations, data migrations, constructing the look & feel, testing, QA

earning LandscapeAdministrator and role-based training

nterprise RolloutGo-live plan, readiness review,production rollout, transition to support

EENNAABBLLEE

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Phase 1: Engagement Initiation • Prepare Project Plan

• Clearly define tasks, timeline and responsible parties• Project Kick-Off

• Set expectations with stakeholders and confirm high level schedule

• Review objectives and critical success factors• Provide Project Team Orientation

• Provide initial application overview to core project team• Change Management Strategy Workshop

• Guide team through change management planning workshops• Installation of Application

• Conduct installation of LMS application

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Phase 2: Normalize Functionality• Configuration Workshops

• Map Barco’s business processes to LMS • Make configuration decisions

• Technical Workshops• Review of technical implementation requirements – data

migration

• Configuration Workbook• Configuration Workbook documents processes, application

configuration settings, business decisions, functional specification for technical requirements

• Milestone Review

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Phase 3: Application Configuration• Application Configuration

• Configuration of system based on decisions made in workshops

• Configuration Verification• Review and user acceptance testing of configuration and

evaluation of business processes / workflow scenarios• Results may require changes to Configuration Workbook

Test

Review

Configure

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Phase 4: Basic Modifications• Modifications/Extensions

• Discuss team policy for modifications

• System Interfaces / Integration• Technical design, development, and documentation of required

interfaces

• Verification and Validation• Unit and system testing

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Phase 5: Learning Landscape• On-Site Training

• SuccessFactors Trainer goes to customer site• Training topics aligned to specific implementation

• Training Consulting and Material Customization• Full analysis of audience, training needs• Materials can be customized to match Barco’s functionality

and look

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Phase 6: Enterprise Rollout• Go Live Preparation and Go Live Support

• Prepare production environment

• Develop go live plan

• Implement go live plan and provide assistance as required

• Transition to Customer Support• Formal transition to SuccessFactors Customer Support organization for

product related issues and questions

• Lessons Learned & Project Reviews

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Project Schedule

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When will we do it?

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Learning Management – Project Schedule

February March April May June July

Kick-off

Solution Design

WS

SOW

System Realization

T&T Strategy

Testing

System Technical Ready

Integration - SAP HCM - MyBarco - Finance

Data preparation

StrategyTraining Training Material User Training

Communication Strategy Communicate

Start using LMS

SC SC SC SC SCProject Mgt

Masterdata activities

Involve all process ownersInvolve HR business partners

Final data upload

WSWS WS

Involve Sales & Finance key-users

Configurate

Unit Test

UAT

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Team Structure

Who will do what?

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A multi-disciplinary team will combine their skills and knowledge in order to make this project a success.

This project team will consist of resources from HRIS, Barco University, IT and SuccessFactors

Team Structure – Keys to Success

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Diane Leonard

Stijn Hoegaerts

Martine Traen

Steve Cooleman

ITIT

Jan Van Acoleyen

Sam De Potter

Trainer (tbn)

James Micallef

Ravi Prakash

ITIT

SFSF

ITIT

Barco University Barco University and HRISand HRIS

Monique Carpaij

Wim Barbaix

Scott Nipper

Marieke Schietgat

Rishabh Pandey Eric Faes

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Roles and responsibilities (1/3)

Project Steering

Project Sponsors

HR IT

Jan Diane

Responsibilities Validate the target business processes and success criteria Enforce the chosen processes and tools in his scope Make resources available

Monitor project progress to drive it to a successful delivery Make IT resources available Guarantee delivery of IT parts in the project

Steering committee will be updated on regular basis (every month)

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Roles and responsibilities (2/3)Project delivery

Project TeamHR IT SuccessFactors

Sam Stijn James Micallef

Responsible and accountable for

As Global HR Process Owner:

• Coordination of all business aspects like

– Organizational changes– Translations– Procedures– Documentation– Business training– User acceptance testing– Internal- & external

communication

• Main point of contact for the IT project manager

• Building his HR project team

As IT Project Manager :

• Manage the project (budget, scope, planning, resources, risks)

• Optimize the business processes within the scope of the project

• Communicate & execute delivery of IT parts in the project

• Maintain vendor relationship

As SF Project Manager :

• Act as the primary point of contact.

• Deliver detailed Statement of Work (SOW)

• Coordinate collecting information and bringing in other SF professionals as needed

• Provide consulting and technical expertise

• Assist with the System Configuration

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Roles and responsibilities (3/3)

Project delivery

Project Team

HR IT SuccessFactors

Monique Steve / Martine  James / Ravi

Responsible and accountable for

As Process Owner:

• Define global HR learning process

• Obtain approval and buy-in from impacted divisions and departments within different regions (HR, Sales, Finance)

• Perform user acceptance testing (UAT)

• Assure end-user training

• Build HR project team and key-user network together with global process owner

• Wim• Scott• Marieke• Eric• Rishabh

As IT BDA / Functional Analyst:

• Optimize the business processes within the scope of the project

• Coordinate UAT sessions

• Support creation of training material

• Create interfaces from and to SF Learning

• Facilitate workshops

• Configure tool (together with Barco)