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SAP Talent Visualization by NakisaFrom Enterprise Learning to Succession Planning
Sandi emažar, SAP Slovenija11.junij, 2009
© SAP 2009 / Page 2
1. SAP Enterprise Learning2. SAP Talent Visualization by Nakisa
2.1. Succession Planning2.2. Organizational Chart
Agenda
© SAP 2009 / Page 3
1. SAP Enterprise Learning2. SAP Talent Visualization by Nakisa
2.1. Succession Planning2.2. Organizational Chart
Agenda
© SAP 2009 / Page 4
Enterprise Learning: Supporting BusinessNeeds
In today‘s global markets a company’s survivaldepends on the knowledge and competencies of itsemployees.
Global access to expertknowledge to drive consistency
Enabling faster delivery ofknowledge
Delivery of just-in-time,modular training
Focus on life-long learning andindividual professionaldevelopment
Reduce travel and costs relatedto training and administration
Globalization
Shorter time-to-market
Increased complexityof employee tasks
Retaining key talent
Reducing operatingcosts
© SAP 2009 / Page 5
Solution Introduction
Enterprise Learning in SAP ERP HCM. . .Is a comprehensive solution with all components seamlessly integratedIntegrates all learning methods (“blended learning”)Provides a personalized learning offering based on employee needsProvides offline learning and synchronizationEnables learning objectives and knowledge level to determine the contentand scope of the courseProvides an authoring environment compliant with internationallyrecognized WBT standards for creating reusable content, tests andstructuresIs a complete solution (learner portal, LMS, LCMS, and authoringenvironment) offered by one vendor
© SAP 2009 / Page 6
Value Proposition
Single Vendor OfferingComplete solution with building blocks of one vendor, SAP, with over a decade of experienceproviding software solutions to support learning processesSimplifies communication, upgrades, interfaces (TCO)
PersonalizationPersonalized learning offer based on job, tasks, qualifications…Adaptive and explorative learning through individual learning strategies
Strong analytical and reporting capabilitiesBI queries and analytical applications for decisions makers
Integrated collaboration scenariosSynchronous and asynchronous collaboration included and integratedProvide Blended Learning by managing and distributing all delivery methods (WBTs, Classroom,Virtual Classrooms, Curriculas…)
Compliance21CFR Part 11 Compliance (FDA)Section 508 Compliance (Accessibility)
© SAP 2009 / Page 7
Solution Capabilities
Content ManagementSystem
Learning Portal
Storage andadministration of(learning) content withversioningcapabilities
A point of entry for apersonalized learningenvironment
Enroll in coursesOverview of traininghistory and learningprogressCollaborationView competenciesand identify skill gaps
Administer courseand test catalog, tracklearning progress andanalytical reportingcapabilities
Create and structurelearning content andtests based onSCORM standards
Learning Portal
LearningManagement
System
AuthoringSystem
© SAP 2009 / Page 8
The Employee/Learner View
Messages and Notes Area
Courses can be easily set asmandatory for the learnerbased on various criteriaDisplay of missingqualifications for the currentjob and proposals forappropriate coursesOverview of current, blendedlearning activities
Display of Web-basedcourses in a separatewindowPersonalized learning pathor table of contents
Course Catalog and LearnerAccount
Course Catalog for drill-downand powerful search engineLeaner account with fulllearning history, qualificationsinformation and the preferredlearning strategy
Display of Web-basedCourses
© SAP 2009 / Page 9
Content Author View
Learning Network Explorer
Dialog Area
Workspace
Message Area
© SAP 2009 / Page 10
Training Administrator View
Dynamic Training Menu
Builds up the course catalogProcesses training topicsProcesses courses / curriculaProcesses testsCreates the required information(such as prices, target group,prerequisites, required and impartedqualifications, course schedule, linkto content)Schedules dates for trainingDistributes courses to selected jobs,departments or individualsAccesses appraisalsActivates workflow for specific coursesEnables collaboration
© SAP 2009 / Page 11
Manager View
Amount of participations andcancellationsComparison of bookings per yearQuota of participations and cancellationsComparison of training costs per yearEducation per organizational assignmentTraining fees per organizationalassignmentTraining per target groupTraining costs per target groupTest resultsMy cost center: actual training costsMy cost center: training costs per yearMy cost center: quarterly training costs
© SAP 2009 / Page 12
Value of Enterprise Learning within ERP
Overall goal - drive business performance and improve business impact asa consequence.
How - business processes must be integrated with learning processes andresults measured against the organization’s goals.
What solutions support these best practices?SAP ERP HCMSAP ERP FinancialsSAP ERP OperationsSAP Enterprise PortalSAP Business Intelligence
The ValueAutomatic update of skill/qualification catalogs (HCM)Route approval to managers through reporting hierarchy (Workflow)Bulk enrollments via organizational structures (HCM)Track training room materials e.g. course manuals (MM)Cost center allocation of training costs (CO)Company branding/culture (Portal)Analyze and measure (BI)
© SAP 2009 / Page 13
1. SAP Enterprise Learning2. SAP Talent Visualization by Nakisa
2.1. Succession Planning2.2. Organizational Chart
Agenda
© SAP 2009 / Page 14
Enabling End-to-End Talent ManagementMaximize the Value of Talent and Match Your Business Priorities
Global view of available talent
Managing succession in key positions
Personalized training offering
It's time to recognize thatfinancial performanceincreasingly comes fromreturns on talent, not oncapital.”
McKinsey
“
Talent Translatesinto Performance
Educate andDevelop
Pay forPerformance
Identify andGrow
Attract andAcquire
Identify the fewand engage them all
Analyzeand Plan
© SAP 2009 / Page 15
Building the case for succession management50% of all organizations have no talent pipeline
© SAP 2009 / Page 16
Finding an external candidate will take at leastsix months before the position is filled and the
seat is taken…
Talent visibility and development is important toeverybody in the organization
Human Resources
Executive
LOB Manager
Sorry, I have no data available on potentialsuccessors within the company…Do I have a leadership gap?
Where are the future leaders inthis company…
One of my specialist will retire, I havenobody to fill this knowledge gap…
What is my career path in thisorganization over the next 3 years?
Should I look outside thiscompany?
Employee
An external candidate needs training and coaching. It willtake almost 1 year before (s)he’s up and running…
Do you have budget forattracting and developing an
external candidate?
I am new in the organization, howto find more organizational details?
Our organizational structure is not up to date itwill take me some time to gather all information
© SAP 2009 / Page 17
Peer analyses show significant improvement potentialto increase continuity and reduce cost
36
24
12
4
0 5 10 15 20 25 30 35 40
Client D
Client C
Client B
Client A
Time to productivity (weeks)2
EXAMPLE
Reducing hiring cost as % of salary3
EXAMPLE
Best-In-Class is80% Lower
Best-In-Class isproductive 32weeks sooner
15%
13%
8%
4%
0% 2% 4% 6% 8% 10% 12% 14% 16%
Client D
Client C
Client B
Client A
Reducing employee turnover (%)1
EXAMPLE11% increase toBest-In-Class
© SAP 2009 / Page 18
Employees
HR Professionals
Executive
LOB Managers
Visualize and manage global succession and enterprise talent initiatives
Visualize, consolidate, and present metrics to support HR and talent-relatedanalysis and decision making.
Talent Planning
With SAP Visualization by Nakisa all stakeholders havethe visibility to leverage and develop talent
Visualize and manage global succession and enterprise talent initiatives
Talent viewing
Visualize, access and model human capital and organization data
Organizational chart
© SAP 2009 / Page 19
SAP Talent Visualization by Nakisa
Fully leverages the SAP backend and platform
Visualizes information that is stored in SAP ERP HCM forbusiness users
Enhances capabilities in the areas
Succession Management
Organizational Management
HCM Analytics
© SAP 2009 / Page 20
Why Nakisa as a partner solution extension?
“Nakisa, with real-time, bi-directional integration, a web-native architecture … is the mostimpressive offering in this category.” Paul Hamerman, VP, Forrester Research
Succession Planning visualization and org charting were SAP white spaces. Customers aredemanding superior visualization functionality as part of their Succession Planning requirements
Nakisa has been an SAP partner for over five years focused on delivering value to SAP ERPHCM customers
“SAP runs Nakisa” - SAP chose Nakisa because it was the best solution in the market– SAP executives are using Nakisa’s Succession Planning solution– Today, Nakisa OrgChart is accessible via the corporate portal by all employees worldwide
Nakisa offers a unique user interface that is needed to compete and win against the Org &Talent Management “Best of Suite” niche vendors
SAP and Nakisa are committed to expanding the joint solution roadmap
© SAP 2009 / Page 21
Database Services(Oracle, SQL, DB2, etc)
SAPNetWeaver Portal Web page / iViews
SAPApplications
HR
-OC
I/RFC
HCMERPBI
SAP TalentVisualization
SAP Talent Visualization offers a100% thin-client solution. No need forplug-ins / applets
SAP NetWeaver Portal integrationwith single sign-on and certifiediViews
Nakisa is an SAP Software PartnerSAP Certified IntegrationCertified xApps / Powered by NetWeaver
Simultaneous connectivity tomultiple/mixed data sources
Integration within the SAP landscape
Availability and Compatibility•SAP Talent Visualization by Nakisais available in December 2007•SAP Talent Visualization runs on a.Net application server•Only the Org modeling componentrequires a Database: MS SQL, ORCLare supported•All other Talent Visualizationprocesses update the SAP HCMsystem directly (ERP 6.0, 2004, 4.7)
© SAP 2009 / Page 22
SAP Talent Visualization – Dashboard
Prioritize action items with powerfulat-a-glance views of talent data
© SAP 2009 / Page 23
Succession Planning
© SAP 2009 / Page 24
SuccessionPlanning - 9-box Reports
Easily identify top talent by comparing keymetrics such as performance vs. potential
Demo
© SAP 2009 / Page 25
Make your organization a “Talent Factory”Succession Planning
Succession planning capabilities
Navigate organizational hierarchies and evaluate bench strength per position and organizationView details on position, person, successor, and competencySearch for successorsCompare persons, positions, and organizational units side-by-side
BenefitsDesignate successors and build bench strength
Make better, faster decisions about the talentpipeline and successor rankings
Involve all players in the succession process witha simple user experience
Develop successful people for key positionsinside the organization
Be prepared for changes and unforeseen talentdemand
© SAP 2009 / Page 26
SAP’s Talent Visualization by Nakisa supports & ensuresinternal staffing of Global Executive positions
Organizational talenttransparency on talentdemand and supply onExecutive level
Identified talents withgrowth potential for everyGlobal Executive Position
Identified successor forevery Global Executiveposition
Benefits
Faster and easier decisions,reduced administrative effortsin preparation and maintenancewith 20% compared toprevious solution
Safeguarding the business byproviding decision makers withvisualized information onsuccession planning
Higher transparency onleadership talents, theirplanned development matchingtheir career aspirations
The solution Value
SAP saved ~20% of costs for successionplanning due to faster and easierdecisions, reduced efforts(administrative) in preparation andmaintenance compared to the previoussolution
CASE STUDY
20%
Operational costs
0204060
80100120
Before Savings After
20%
© SAP 2009 / Page 27
Organizational Transparency and Simulation
OrgChart for everyone in the organization
Dynamically generate organization chartsView employee reporting structures and relationshipsGet a 360 view into your Human Capital dataGive everyone access to organizational structure to improve collaboration and
communicationOrgModeler for HCM Professionals
Build & model multiple “what-if” scenariosUnderstand ramifications of organizational changesDrag and drop functions make modeling simple
© SAP 2009 / Page 28
OrgChart
Displaydynamic org.charts
Choosefromdifferent:
OrganizationHierarchies
Styles &Views
© SAP 2009 / Page 29
OrgModeler
Before After
Demo
© SAP 2009 / Page 30
Organizational Efficiency and Transparency
OrgChart and OrgModeler: capabilities
Employee users have access to organizational charting capabilities that allow them to seedetails on themselves, their team, and reporting hierarchiesSet up and publish new organizational structure variants for reorganizations and mergers andacquisitionsData from the organizational chart view can be printed or saved as PDF or PPT files
BenefitsIncreased organizational transparency
Helps identify the right counterparts to get the jobdone (facilitates communication and collaboration)
Quickly orient new employees to their organizationsand reporting structures
Reduced error rate, reduce the cost of communicatingchanges with a real-time link to current organizationaldata in SAP software
Facilitate organizational planning for most efficientand cost effective structure
SAP runs Nakisa OrgChart
© SAP 2009 / Page 31
A number of customers improved their talentpipelines with SAP Talent Visualization by Nakisa
Challenges & Opportunities
HR: Enable HR to set up andpublish new org structures forreorganizations/M&A scenariosSuccession Planning: View position,person, successor, competencydetailsEmployees: Allow access to orgcharts to see details on themselves,their team and reporting hierarchy
BenefitsAbility to monitor enterprise talentpools to ensure organizationalreadinessAbility to effectively manage careerpaths to help retain the best peopleAccelerate time to productivityImprove ROI of SAP ERPinvestment
© SAP 2009 / Page 32
Thank you!
© SAP 2009 / Page 33
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