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Using SAP Talent Management and SAP Talent Visualization by Nakisa to leverage workforce talent...
Pascal DEMAT HCM Solution Architect, SAP Belux SAP Lounge, Vilvoorde June 3-4, 2009
Agenda
1. 2. 3. 4. 5.
Business Imperatives The SAP Approach The New Face of Talent Management with SAP ERP HCM Value of Integration: Three Examples Summary
Reduce costs
Increase workforce performance Focus on your key contributors Avoid the loss of key people
Compensation
Talent development
Business applications Stand-alone processes, multiple interfaces, redundant data, inability to identify effects, and difficulty in measuring success
SAP 2009 / Page 5
Agenda
1. 2. 3. 4. 5.
Business Imperatives The SAP Approach Value of Integration: Three Examples The New Face of Talent Management with SAP ERP HCM Summary
Talent management
Service delivery
Supply of talent
Business and organizational change Retirements Voluntary turnovers New product line or service Hiring external talent Building talent internally
Holistic approach for identifying, developing, rewarding, and retaining the talent needed to execute business strategy successfully
SAP 2009 / Page 8
Talent visualization Authorizations Knowledge management Time and attendance Employee collaboration Organizational management Manager portal
Employee portal
Natively integrated One competency catalog leveraged by all processes One set of employee master data to reduce redundant users and data One organizational structure to drive workflow, security, and position management One set of consolidated, cross-ERP analytics to plan, measure, and link strategies with business outcomes One technology environment to reduce maintenance and upgrade efforts
Agenda
1. 2. 3. 4. 5.
Business Imperatives The SAP Approach The New Face of Talent Management with SAP ERP HCM Value of Integration: Three Examples Summary
User-centric design for line managers, employees, and HR Visibility and control over relevant data Intuitive and integrated interfaces Using advanced technologies for interactivity and transparency
Competency Management
Efficiently Manage Job Architecture and Qualifications
Inheritance of competencies from parent to all child objects Identification and maintenance of key jobs and key positions Career path and career level of positions or jobs
Short and long profile Complete and accurate personal data and history of candidate Profile match-up to requisition requirements Overview of all activities by requisition Accessible across the enterprise
Talent Profile
Improve Decisions Through High-Quality Information
Business card, short profile, and detailed profile Competencies, experience, accomplishments, and aspirations of employee Employee can maintain profile in employee portal High-quality information
Preparation of meeting (agenda, talents, participants, and handouts) Talent review meeting Calibrate talents Compare talents side by side Make smart decisions Support for follow-up activities
Team Calibration
Make Better Decisions and Pay for Performance
Calibration of team members in an effective, visual manner Integration with compensation management allows simulation of affects on compensation
Planning of long-term development (objectives and actions) Actively track and monitor progress Tight integration with SAP Enterprise Learning Competency management Performance management (derive short-term actions)
Succession Management
Avoid Business Disruption
Tracking of key positions at all levels Safeguarding successor bench strength Identification of potential successors and evaluate their readiness and rank Initiation of development measures Leveraging the SAP Talent Visualization application by Nakisa 2.0
Agenda
1. 2. 3. 4. 5.
Business Imperatives The SAP Approach The New Face of Talent Management with SAP ERP HCM Value of Integration: Three Examples Summary
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Lack of visibility into process success or failure
Incorrect hires and turnover disrupt business by causing the costly and time-consuming repeated need to recruit, interview, hire, and train
SAP 2009 / Page 22
Transparency and tools to find and hire the best people faster
Hire the best people, improve retention and time-to-productivity, and quantify the performance of your workforce = an agile workforce geared to tackle future challenges and business disruptions SAP 2009 / Page 23
No identification and development of top performers and prospective successors = talent and leadership gaps = potential business disruptions and poor business performance
SAP 2009 / Page 24
Insight into global workforce = ability to tap into employee potential = leadership continuity and alignment with key business objectives
SAP 2009 / Page 25
Agenda
1. 2. 3. 4. 5.
Business Imperatives The SAP Approach The New Face of Talent Management with SAP ERP HCM Value of Integration: Three Examples Summary
Recruiting
Find The Right People Quickly
Cut recruiting and sourcing costs Reduce effort to comply with regulations Maximize retention rates and minimize risk SAP ERP Human Capital Management Build and cultivate global talent pools Support your managers to efficiently fill open positions with easy-touse self-services
Performance Management
Align Your Workforce With Company Goals
Consistently achieve corporate goals by aligning individual and team goals with organizational objectives Increase workforce productivity through individual feedback and targeted development Improve execution of enterprise strategy by helping every employee understand and act upon organizational objectives
Find the best candidates for your key positions Develop a strong global talent pool across your entire organization Retain and develop talent at every level of your company Accelerate the development of key contributors Uncover hidden talent across your global organization
Employee Development
Create short- and longterm development plans and track and monitor progress Determine skill and knowledge gaps and tie directly to training plans SAP ERP Human Capital Management
Learning
Lower content development costs and roll-out time (e-learning) Improved learning Blended learning solution to appeal to all learning styles SAP ERP Human Capital Management Consistent learning offering anytime, anywhere Robust analytics to measure training impact and alignment with corporate objectives
Succession Management
Make better and faster decisions about talent pipeline and successor rankings Identify and track highpotential employees and implement development plans Identify key positions and target specific employees as potential successors
Compensation Management
Tie compensation to performance Implement innovative reward strategies, such as performance- and competency-based pay, variable pay plans, and long-term incentives reward programs Analyze and compare compensation packages using internal and external salary data to ensure competitiveness in the marketplace
End-to-end process support Real-time insight Native integration, reduced TCO Broad, global solution & global presence +20 Years HCM software expertise +12.500 SAP ERP HCM customers
SAP 2009 / Page 35
Thank you!