Cloud Successfactor 131010170832 Phpapp02 PDF

SuccessFactors
Overview
Elios CHAHLA
SAP Solution Consultant - EMEA
Copyright 2011. All rights reserved.
SuccessFactors Proprietary and Confidential SuccessFactors

2011 SuccessFactors,
Inc.
rights reserved.
Proprietary
andAll
Confidential
2011 SuccessFactors, Inc. All rights reserved.
Typical Company
% OPEX
Improvements
40%
Workforce
Marketing G&A
60%
Depreciation Facilities
Travel & Entertainment
???
Business Process
Re-Engineering
ERP
Cost Take Out
Outside Services IT
SuccessFactors Proprietary and Confidential 2011 SuccessFactors, Inc. All rights reserved.
HR is essential to business execution
95% of the workforce

does not understand
the company strategy
and goals
Norton & Kaplan
84% of companies
arent using their
workforce to its full
potential
Saratoga Institute
50% of the average

workforces
capacity
is wasted on nonproductive work
Corporate Strategy
Board Research:
Measures that Matter
You cannot optimize company performance without

optimizing workforce performance
But, are you moving beyond

efficiency to Business Results?
Goal
Alignment
Manage
Top
Talent
Reviews
Workforce
Analytics
Compensation
Planning
Payroll
Business
Results
HR
Manufacturing
Sales
Marketing
Finance
Can you answer these questions?
How are individual employee goals tied back to the company strategy?
What is the average time to full productivity for new hires?
Are you using the right channels , at the lowest cost, to find the
best candidates?
What percentage of our critical job roles are at high risk for departure ?
How are your investments in compensation programs improving

productivity, increasing revenue or reducing attrition?
Is your technology helping you

become more strategic?
What happens when every employee can tie their own goals back to the
company strategy?
What if you could bring new employees up to speed 20% faster?
What if you could fill your open positions faster, with higher quality
candidates and at a lower cost?
Can you tell the specific impact turnover has on revenue?
SuccessFactors can help
Get people working

on the right things
Align
Find the right people

and make them great
Optimize
Run the
business better
Accelerate
SuccessFactors BizX
BizX Insights
Goals
Performance Workforce
Planning
Recruiting Compensation Learning Succession
Jam
Analytics
Employee Central
Delivering BizX Insights

Strategy
Financials
Supply
Chain
Operations
Employee Survey
CRM
BizX Insights
Goals
Performance Workforce
Planning
Recruiting Compensation
Learning
Succession
Jam
Analytics
Employee Central
Producing Profound, Measured

Business Impact
Cost Savings
Strategic Alignment
Productivity
Business Results
15.2%
5.5%
5.4%
1%
Decrease in turnover
13.7%
Increase in internal
job fill rate
increase in time spent

on strategic priorities
High-end increase in
productivity
1 8+ weeks
4.9%
Faster communication
of strategy
(13.8)%
17%
Decrease in low
performers
Increase in people
getting the right
training
Revenue added back to

profit
Increase in high
performers
14%
Increase in project
completion
Source: Top 3 Strategy Consulting

firm survey of CxOs at more than
500 Successfactors Customers
Over 3500 customers and 15 million subscribers

10
SuccessFactors drives business

results
Strategy
Align
Optimize
Get people working

on the right things
Find the right people

and make them
great
Accelerate
Results
Run the business

better
11
SuccessFactors customers are getting

results
SuccessFactors has a profound impact on the way that we assess our business.
At Nissan, we focus on two different kinds of metrics: efficiency and effectiveness.

By changing the HR culture and using a data-driven approach, with the help of
SuccessFactors, we have moved the needle on both fronts.
The SuccessFactors dashboard is a reliable, dynamic, customizable, and

consistent source of human capital data for WellPoint.
12
Global leaders are choosing

business execution
13
A Global Leader
Ten years all in the cloud
3,500 customers/~15M users

Closing in on $1/2 Billion 2012
Billings
Largest cloud deployment- 2M users
35 Languages - 168 Countries
14
Analysts Agree SuccessFactors

is the Leader
SuccessFactors leads
continues
SuccessFactors
the market
to be the clear market
share leader
end-to-end
Prominent
solution, leading the
marketplace
a global
SuccessFactors'
powerhouse in end-to-end talent
management software.
15
Dominant leadership position
16
What Industry Analysts Think About

SFSF + SAP
Bold Move and Dramatic Shift in SAP Strategy
This addition will.create significant cross-sell
opportunities.
Accelerates Cloud Strategy

This greatly accelerates SAPs move into the cloud and makes
itone of the worlds leading cloud solutions.
Positive Move for SAP

acquisition immediately makes SAP a leader in Cloud
business solutions with strong synergies in terms of target
(large-enterprise) customer footprint.
17
Align
Performance & Goals
Workforce Planning
18
18
Solutions that get people

working on the right things
Align
Performance
Management
Goal Management
Identify talent
Improve goal alignment
Revolutionize
performance reviews
Strengthen accountability
Boost employee engagement
Bring performance
to the next level
Keep on track
Workforce
Planning
Plan for talent
shortages
Forecast supply
& demand
Decrease
workforce risk
Install a meritocracy
SuccessFactors makes it very easy to communicate

across the company and hold people accountable to
their goals.
19
Performance &
Goals
20
Performance & Goals

SuccessFactors Performance & Goals
Reporting & Analytics
Performance
Reviews
Goal Dev &

Management
Legal Check
Writing Assistant
Coaching Assistants
Goal Library w/ more

than 500 SMART
Goals
Team Rater
Team Overview
Boost engagement &

accountability
Calibration
360o Reviews
Visual Comparison
Socialize the review

process
Objectivity Across all

Departments
Impact to Pay/
Meritocracy
Variety of sources
More comprehensive
assessment
21
Companies that are not Aligned Do

Not Execute
Inadequate or
unavailable resources
45%
20%
Poorly communicated
strategy
14%
Actions required to execute
not clearly defined
12%
Unclear accountabilities
for execution
11%
Organizational silos and
culture blocking
execution
10%
8%
Inadequate consequences or rewards for

failure or success
Inadequate performance
monitoring
8%
Uncommitted leadership
5%
Other
2%
7%
Poor senior leadership
2%
Unapproved strategy
Source: Harvard
Business
Review
Turning
Great Strategy
Great
Performance,
SuccessFactors
Proprietary
and Confidential
2011 SuccessFactors,
Inc. into
All rights
reserved.
July 2005
Mankins and
22 Steele,
Goal Development & Management
SMART Goal Wizard
Quickly assess everyone on your

team in real time
Instantly see your team ranked from

top to bottom
Identify your top players and cultivate

them
Spot your lowest performers
No tie scores
23
Not Getting Performance Right is

Costly
48% lower revenue per employee
67% more turnover of high-performers
management practices have the biggest impact, on

Performance
employee productivity, of any talent process.
24
Engaging Performance Reviews
Intuitive, Easy to Use
Writing and Coaching

Assistants
Legal Check
Integrated with BizX Suite for

Comprehensive Talent
Management
SuccessFactors offers best-in-class performance management

functionality
25
Beyond the Performance Review

Team Rater
Unique Team Rater
Quickly assess everyone on

your team in real time
Instantly see your team ranked

from top to bottom
Identify your top players and

cultivate them
Spot your lowest performers
No tie scores
26
Calibration for Fairness and

Accuracy
9% of performance
ratings are changed
during calibration
Lower comp or higher
comp than deserved
Review pay and rating
decisions together
62% of employees get different ratings from

different managers.
Adjust pay immediately

Eliminate subjectivity
Simple and automated
process
27
360 Degree/ Multi-Rater

360-Degree Feedback Systems Can Yield A ROI as high as 700%*
360 Development surveys &
Multi-Rater assessments
Break down barriers
Find hidden strengths and
weaknesses
Take action with intuitive
charts, graphs and reports
Support for internal and
external raters
Configurable workflows
MS Outlook integration
*Lyle Spencer and Charles Morrow, The Economic Value of Competencies: Measuring ROI
28
Avnet Increases Performance with

SuccessFactors
Success Factors has become an important tool for

helping us to manage our teams performance
Execution Gap
Solution
- Roy Vallee, CEO & Chairman
Results
Tried to boost business
SF Performance & Goal
Performance
results through higher

employee engagement
Employee survey
revealed better
performance
management was key to
higher engagement
Management
100% compliance in
performance reviews
In-built coaching tools to
provide consistent and
meaningful feedback to
employees
management raised
engagement to 75%
EPS increased from
$1.87 to $3.18 in same
time period
29
Kawasaki Becomes USA Market

Leader
EXECUTION GAP
Aggressive goal to
increase market share in 3

years in highly competitive
market
No tools to orchestrate
concerted effort across
multiple functions in a
fragmented organization
No visibility into readiness

of employees to support
this goal
SOLUTION
Success Factors
Performance and Goal
Management.
SF Goals used to align

finance, legal, R&D,
distribution, customer
service, accessory sales,
sales, HR, marketing,
product planning
SF Performance used to
monitor employee
performance and design
development plans
RESULTS
Jumped from #3 in market

share to tie for #1 in 3
years; goal and
performance management
partly responsible
Goal management
heightened awareness to
the overall satisfaction
score in JD Powers survey
Better utilization of people

per $ spent
SuccessFactors was one of the key drivers of our tremendous growth and our
new status as a power sports industry leader
- Tom Porter, Human Resources
30
Were clearly in
front but
SOURCE: Gartner MQ: Employee Performance Management, 2011
31
Workforce
Planning
32
Aligning your future workforce to

your strategy
CEOs are asking:
Can you tell me what kind of workforce we will need in 35 years to execute on our strategy?
Will your talent strategy build that workforce, at optimal
cost, just in time?
The answer: Strategic Workforce Planning, which will
mitigate the risk of talent shortfalls that would threaten
strategy execution
33
You need workforce planning for
Merger & Acquisition Due

Diligence (Human Capital)
Employee Value Proposition
Entry Decisions for New Markets
New Product Development
Deep-Dives into
Workforce Analytics
Internal Consulting w/
Other Functions
34
34
Know the Impact of Decisions

Before Making Them
Execution
Workforce
Planning
Mitigate risks to your strategic plan

Create strategies to insure readiness for the future
Map out necessary skills and competencies for success
Ensure accountability with clear action plans and owners
Answers Questions Like:
How many people will we need in the

next 5 years to be successful?
What skills and competencies are
most important for our key roles?
What do we have to do now to make
sure that were prepared?
35
Powerful modeling tools follow

proven methodology
Capability modeling
and forecasting
Automatically calculate
supply and forecast demand
for critical capabilities
Dynamically model and
save multiple scenarios
Analyze gaps in supply and
demand
36
Identify risks and create action plan

Action planning and
measurement
demand
Measure results with
planning metrics
37
What-if financial modeling

communicates the business impact
What-if financial
modeling
demand
38
Designed for Multiple End-Users
HRBP
Executive
Manage a workforce plan

Assess human capital risks
Devise action plans
Implement next steps
Participate in scenario
planning & strategy
development
Incorporate forecast data

into strategic plans
Data Analyst
Access key performance
indicators
Create demand forecasts
Analyze retirement patterns
Review monthly dashboards Build financial models
The solution was so easy to use and had the best practices built in so I
could deliver real business impact from day one.
-Mike Molinaro, VP HR Operations
39
39
Mitigating Execution Risk with

Strategic Workforce Planning
EXECUTION GAP
SOLUTION
RESULTS
40+% of critical job roles at risk

of retirement by 2020
SuccessFactors Workforce
Planning
Providing scholarships to technical

officers
Decreasing supply of engineers
Olympics, rail system, clean

energy increased demand for
new/different hires
Created multiple supply and

demand scenarios
Building pipeline in school age children

and increased graduate program
Identified skills and talent gaps

and action plan to address
Introduced flexible career paths for

critical roles
Auditing operating risks and expenses

for real-time adjustments to policies
and programs
We know from our workforce planning that nearly 1,000 engineers are needed by 2020 and within
that time up to one third of our engineering workforce could retire. This is one of the biggest
challenges we face as a business.
STEVE HOLLIDAY, CEO
40
Optimize
Recruiting
Compensation
Learning
Succession
41
Solutions that find people

and make them great
Optimize
Recruiting
Compensation
Learning
Succession
Talent Attraction
Improve retention
Build your bench
Talent Engagement
Calibrate
Learning
management
Talent Selection
Optimize budget
Talent Insight
Eliminate errors
Social learning
Assess talent
i-Content
Uncover
hidden talent
Extended
enterprise
Find the best

every time
By working with SuccessFactors and changing the way we hire

and promote our employees, the company is seeing a marked
difference in its customer satisfaction levels, as well as employee
engagement.
42
Recruiting
43
Dated recruiting solutions

havent kept up
Other Solutions Dont Solve

All Your Recruiting Problems
Recruitment Spend =
Expensive Guessing Game
$
$
$
$
$
$
$
Candidate Experience =
Confusing Maze
ATS =
Electronic Filing Cabinet
$
$
$
$
$
$
$
$
44
The talent has shifted

how it look for jobs online
45
Your strategy must evolve

to keep up with the market
You Need a Total Solution
Talent Attraction
Talent Engagement
Talent Acquisition
Search Engine
Recruiting (SEO)
Next Generation
Career Sites
Requisition
Management
Social Network
Recruiting
Social Network
Integration
Social
Selection &
Assessment
Smart Job
Publishing
Referral
Recruiting
Sourcing
Optimization
Talent Community
Development
(CRM)
Mobile Career
Sites
Internal Mobility
Offer Creation
& Management
On-Boarding
Compliance
Recruiting Analytics & Insights Engine

46
Only SuccessFactors has a

complete solution
47
47
Recruiting Execution = Recruiting

Marketing and Management
Recruiting
Management Platform
Career Site
Recruiting Marketing Platform
Requisition
Management
Sourcing &
Social Referrals
Mobile
Career Site
Recruiting
Dashboard
Social
Recruiting
Assessment &
Interview Mgmt
Offer Management
Talent
Landing
Pages (SEO)
Smart Job
Publishing
Talent
Community
Onboarding
Talent Mobility
48
SuccessFactors Recruiting delivers

better hires
Recruiting Management
Built for Business Execution
Right for everyone
Social and collaborative
SuccessFactors Recruiting Management has helped us improve how

we hire and deploy the right employees on key projects
- Melynda Fox-Lieby, Sr. Corporate Recruiter
49
Integrated analytics give deeper

recruiting insights
50
Siemens rolls out Recruiting

globally
BIGGEST
+ 420k Users
+ 18k Job Requisitions
+ 5k Job postings per month
+ 400k Applications created
+ 2M Candidates migrated
80 Countries
20 Languages
STANDARDIZED
Replaced 7 recruiting solutions
Only global application besides email
SuccessFactors was the clear winner by a significant margin

Marion Horstmann, Head of Corporate Human Resources
51
Leggett & Platt hires more APlayers

Execution Gap
CEO mandate to
upskill entire org
based on new strategy
Part of new strategy
called for growing key
BUs; required
identifying and resolving
talent gaps
Existing ATS was hard to
use and not collaborative
Solution
SF Recruiting for 3,000

users, with Succession,
Goals, and Performance
for a smaller pilot group
Expanded reach of
corporate hiring to the
branches
Results
75% A-Player hire goal

was exceeded
Recruiters now support

65% more hiring
managers
37% total stock return

since Jan 2008
Hiring managers can

review resumes, insert
comments, and
collaborate
With SuccessFactors Recruiting we are making much better
hires than ever and our hiring managers LOVE the system.
Aileen, Gronewold, Staff VP, Human Capital
52
Compensation
53
Smart Compensation Pays Off

Better Business Results
with higher standard deviations in compensation have 15
Companies
20 % greater performance when measured by revenue and profit
growth.
Improved Employee Retention
compensation management may improve

Employee
employee retention by as much as 27%
Decreased Costs
Companies gets 20% savings on HR headcount on admin and

support of compensation with usage of technology enabled
compensation planning
Saratoga
Institute
54
Awakening to Value
Today
Tomorrow
Still relying on insecure,

error-prone spreadsheets?
Automated, intuitive comp as part of

talent management
Talent management process integration
Core HRIS integration
Support for complex comp scenarios
Easy to administer/use
SOURCE: Bersin, April 2011, Comp Research Bulletin , Gartner 2011 EPM MQ,, Ventana,
Trends in Total Comp Management, 2011
55
Simplified, Comprehensive
Compensation
SuccessFactors Compensation
Reporting & Analytics
Base Comp/ Salary

Base pay, adjustments,
lump sum, stock, equity
Variable Pay
Bonus
Functional and employee

currency
Sr. Manager/ Exec Editing
Goal achievements tied to

bonuses
Position specific payments
Calibration
Objective reviews across
groups
Tie performance to comp
Ensure rewarding and
retaining high performers
56
Compensation Made Powerful and

Easy
Compensation Management
Achieve Pay-for-Performance
Optimize your Budget and

Maintain Compliance
Support for Planning and Analysis
Embedded Analytics show
real-time results
I am really happy with compensation. The linkage between performance

and compensation is excellent. It has surpassed my expectations.
-Don Hopkins, VP and CIO
57
Live Analytics for Compensation
58
Calibration for Fairness

and Accuracy Remember the 9%
9% of performance
ratings are changed
during calibration
Lower comp or higher
comp than deserved
Review pay and rating

decisions together
Compensation management improves employee
retention by as much as 27%.
Adjust pay immediately

Eliminate subjectivity
Better use of budgets
59
Whos the LEADER in

Compensation Management?
SuccessFactors
SOURCE: Gartner MQ: Employee Performance Management, 2011
60

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SuccessFactors

SuccessFactors Proprietary and Confidential SuccessFactors

Travel & Entertainment

HR is essential to business execution

95% of the workforce

Norton & Kaplan

50% of the average

You cannot optimize company performance without

But, are you moving beyond

Can you answer these questions?

What is the average time to full productivity for new hires?

How are your investments in compensation programs improving

Is your technology helping you

What if you could bring new employees up to speed 20% faster?

Can you tell the specific impact turnover has on revenue?

SuccessFactors can help

Get people working

Find the right people

Recruiting Compensation Learning Succession

Delivering BizX Insights

Producing Profound, Measured

increase in time spent

Revenue added back to

Source: Top 3 Strategy Consulting

Over 3500 customers and 15 million subscribers

SuccessFactors drives business

Get people working

Find the right people

Run the business

SuccessFactors customers are getting

At Nissan, we focus on two different kinds of metrics: efficiency and effectiveness.

The SuccessFactors dashboard is a reliable, dynamic, customizable, and

Global leaders are choosing

3,500 customers/~15M users

Largest cloud deployment- 2M users

35 Languages - 168 Countries

Analysts Agree SuccessFactors

Dominant leadership position

What Industry Analysts Think About

Accelerates Cloud Strategy

Positive Move for SAP

Solutions that get people

Improve goal alignment

SuccessFactors makes it very easy to communicate

Performance & Goals

Goal Dev &

Goal Library w/ more

Boost engagement &

Socialize the review

Objectivity Across all

Companies that are not Aligned Do

Inadequate consequences or rewards for

Poor senior leadership

Goal Development & Management

SMART Goal Wizard

Quickly assess everyone on your

Instantly see your team ranked from

Identify your top players and cultivate

Spot your lowest performers

Not Getting Performance Right is

67% more turnover of high-performers

management practices have the biggest impact, on

Engaging Performance Reviews