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1
How To Empower Your HR With The Cloud
Agenda
Introduzione
Networking Lunch
2
How To Empower Your HR With The Cloud
Speakers
Veronica Magli
Human Capital Senior Consultant
Deloitte
3
How To Empower Your HR With The Cloud
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How To Empower Your HR With The Cloud
Digital Transformation:
Costruire la Strategia HR
del Futuro
Massimo Villa, SAP SuccessFactors Sales Manager Italy, SAP
Andrea Melis, Human Capital Director, Deloitte
5
The dynamics of the world around us is changing
2016+
Higgs
Boson
2010
2000
1990
1900 1950
6
Commitment to innovation: 31 years of HCM experience
2011 +
Increasing demand
for new skills
Tomorrow’s jobs
don’t exist today
8
The dynamics of how we engage people are transforming …
at an unprecedented speed
… a paradigm shift
9
The new reality for HR
Accelerating
Rapidly The
Dynamic Technology technology
Millennial
changing opportunity
workforce shifts and timeeffect
to
workforce for HR
market
In the face of unprecedented and continuous disruptions, HR has the opportunity to take the
lead and deliver sustainable value to the business and the workforce.
10
IT under pressure
By 2020
Consumer technology has
outpaced the rate of innovation
90%
technology spend
Business stakeholders have
new alternatives – and budgets
driven from
outside of IT* IT held back by legacy technology and
highly customized on-premise environments
*Gartner
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What makes a Digital Transformation Leader?
Providing
Key qualities up-to-date technology
to all employees
include:
Digital
Transformation
Reducing complexity Developing skills and leadership
and bureaucracy Leaders: for the digital economy
16% *
Making data-driven,
real-time decisions
HR
HR IT
Change the way HR serves the business Keep pace with technology innovations
Rethink and simplify (Core) HR
IT
Make HRIS as agile as your business
Engage your workforce Free up IT resources
13
2017 Deloitte Global Human Capital Trends
14
Copyright © 2017 Deloitte Development LLC. All rights reserved.
The organization of the future:
Arriving now 88%
Very important
or important
73%
experimenting with
collaboration tools,
however only
11% 8% using
organizational
believe they understand how
to build the organization of network analysis
the future (ONA)
94%
say “agility and
6%
are highly
collaboration” agile today
are critical yet…
15
Copyright © 2017 Deloitte Development LLC. All rights reserved.
The employee experience:
Culture, engagement, and beyond 79%
Very important
or important
14%
believe their internal
processes for
23% 10%
believe their are using design
employees are fully thinking as part of
aligned with the crafting the
corporate purpose employee experience
Deloitte and Facebook, “Transitioning to the future of work and the workplace,” November 2016
16
Copyright © 2017 Deloitte Development LLC. All rights reserved.
Performance management:
Play a winning hand 78%
Very important
or important
Capabilities to
implement
performance
management
have improved by
10% since 2015
17
Copyright © 2017 Deloitte Development LLC. All rights reserved.
Leadership disrupted:
Pushing the boundaries 78%
Very important
or important
18
Copyright © 2017 Deloitte Development LLC. All rights reserved.
Digital HR:
Platforms, people, and work 73%
Very important
or important
HR is being asked to
help lead the digital
transformation in 3 areas:
56% 33%
are using some
are redesigning form of artificial
their HR programs intelligence (AI)
to leverage digital technology to
and mobile tools deliver HR solutions
19
Copyright © 2017 Deloitte Development LLC. All rights reserved.
People analytics:
Recalculating the route 71%
Very important
or important
8%
report they
have usable
data
15%
9%
have broadly deployed HR
and talent scorecards for
line managers have a good
understanding
of which talent
dimensions drive
performance
New tools are emerging and analytics
are shifting from push to pull
20
Copyright © 2017 Deloitte Development LLC. All rights reserved.
Resulting Technology Trends
The HR Technology market is not just evolving core HR applications, there are many
other capabilities and impacts fueling this digital transformation.
SaaS holds the potential to redesign HR delivery and IT architecture to accelerate the delivery of talent
Software as a Service strategies, revenue growth, and operational excellence. Multi-tenancy SaaS adds cost-efficiency and
scalability.
Today’s Digital Workforce expects mobile access to HR information and transactions and tools that support
Supporting the Digital Workforce
collaboration and social connection.
Though some best of breed solution will continue to be necessary, companies are focused on migrating to an
Fewer Best of Breeds
integrated solutions that maximize the user experience.
Flexibility differentiates the vendor. High levels of configurability and simplified integration are essential for
More Flexible Integration
both SaaS applications and on-premises applications.
Development technologies and options have improved dramatically, enabling some high-performing
DIY as an option
organizations to rapidly design, build, and deploy point solutions.
Intelligent software is now enabling the automation of time and resource consuming processing. Much
Robotics Process Automation
of the early work here is happening in HR to reduce the manual burden on employees and HR
- Don’t bring your OnPremise mess to the cloud + Go digital wherever possible
Be Strategic
- Don’t assume the same process that worked + Target upstream and downstream systems that
If it doesn’t make HCM negatively affect your HR processes/systems
yesterday is relevant today
more strategic to the
business, don’t do it - Look for innovation in your solution and the
technology supporting it
Focus on - Balance ‘vanilla’ with strategic goals. What is your + Work with an integrator that understands your
Moments that Matter business telling you about the priorities to set? business priorities and how to make it happen in SAP
SuccessFactors
Everything else is - Your culture is not multi-tenant. Fit that into your
“table stakes” solution.
+ Look for innovation in your solution and the
technology supporting
- Think outside of HR, to the business disruptors + Work with a platform that allows YOU to innovate too,
impacting the environment not just the provider.
Platform is king
- Seek opportunities to share HR information across + DIY on a platform that supports end-to-end business
Change is constant. Move the business vertical visibility
with it. - Do not isolate HR process and data to just HR.
SAP SuccessFactors:
Quello che ogni cliente on-premise
deve sapere
Massimo Villa, SAP SuccessFactors Sales Manager Italy, SAP
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Empowerment and support
Supporting you through your journey
Community
24
Evaluate Assess Implement Run Optimize Expand
1. Evaluate – cloud strategy Cloud Business Business Admin & Learn & Adopt
Strategy Case Outcomes Support Share
On-Premise Cloud
26
SAP ERP HCM
Simplifying HCM processes and user experience
Landing pages:
UI Lanes for efficient navigation
Fiori-based
ESS and MSS
27
SAP SuccessFactors simplifies the complexity of HRIS
Enterprise Portal
SAP Gateway
Self Services
(EA-HR)
BW/BI - Analytics
Netweaver
dbase
* Modeled example
28
SAP SuccessFactors product strategy
Incorporating digital concepts into HCM
Encourage usage as part of Use data to intelligently Quickly realize new ideas;
everyday work life; create an suggest, recommend, and guide easily incorporate ideas
“all-in” workforce from others
29
SAP SuccessFactors
Unsurpassed breadth and depth across all HR processes
Core HR
Employee Recordkeeping | Organizational Management | Global Benefits
Shared Services | Payroll | Time & Attendance
30
Leading industry analysts rank
SAP-SuccessFactors as a leader across all strategic HCM functions
31
Examples of customers coming from SAP ERP HCM to SuccessFactors
• Bilfinger SE (Germany)
2016 2017 Approx. 56,000 Employees
32
2. Assess - Get your business case right
It’s a business application, not an IT project…
Evaluate Assess Implement Run Optimize Expand
34
Designed for People
Intuitive, user friendly with anywhere, anytime secure access
Proven user adoption and improved employee productivity resulting in revenue growth by 2-5%
35
SAP SuccessFactors
Mobile & JAM help companies
bring HR closer to their employees
so they are more engaged, more
productive, and much smarter about
the way they work
36
Performance & Goals Lab Preview
37
Learning Lab Preview
Personalized Recommendations
38
Supporting the world through a local lens
82 1500+ 42 10 175+
Localized Regulatory updates Languages Global data centers, Countries
countries (43 for in solutions including Russia supported
payroll) annually and China
39
Reporting & Insights
Embedded Insights, real-time information where and when your managers need it
40
Intelligent Services
Travel Management
Imagine if intelligent, adaptable
software could fill the gap? Learning
…..
41
Events start in SAP SuccessFactors and span multiple
systems
Benefits Provisioning
Systems Assessment
Finance Vendors
Onboarding
Succession &
Learning Development Email &
Health &
Service Calendar
Wellbeing
Providers
Core HR
Performance
Compensation & Goals
SAP JAM
Project Systems
Payroll Systems
42
3. Implement – business outcomes
the power of many
Evaluate Assess Implement Run Optimize Expand
44
Where to start, how to get there?
Whatever your starting point and strategy, SAP is enabling your digital
workforce transformation with key scenarios to extend your current
investments with new possibilities in a high-return, low-risk approach
1 2 3 4
Talent Hybrid Side-By-Side Core Hybrid Full Cloud
45
Digital Workforce Transformation
Proven options for SAP HR on premise customers
Payroll
PA & OM
1 2 3 4
Talent Hybrid Side-By-Side Core Hybrid Full Cloud
46
Cloud deployment models
1 2 3 4
Talent Hybrid Side-by-Side Core Hybrid Full Cloud
Talent PA & OM
Talent Analytics PA & OM Payroll
Workforce Analytics Personnel Admin. (PA) Talent Solutions Talent Solutions
Workforce Analytics Workforce Analytics
& Org. Mgmt. (OM)
Productized Integrations
PA & OM PA
ERP ERP ERP ERP
47
Productized integrations
Designed, built, delivered, and maintained by SAP and leading partners
ERP
Time & Attendance
Payroll
Platform
48
What differentiates SAP SuccessFactors integrations?
User
experience
This means:
End-to-end
1 2 3
SAP Cloud view Productized
Data Process Monitoring
Platform
Integration
integrations Migration Integration Tools
Integration
Center
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Integration enables digital end-to-end business processes
Why SAP is better with SAP
HR to Agency: Recruiting
Recruiting Finance
Finance HR to FIN:
Job postings Agencies
Agencies Payroll postings for
Agency to HR:
GRC cost allocation
Payroll Corporate
External Functions FIN to HR:
Candidate Providersz Identity
Mgmt
information Benefits Cost center data for
... employee allocation
...
HR Systems Taxes
Core HR
Talent Authorities Pensions
Workforce
Scheduling
...
CRM
R&D Core
Systems Business Digital
Top Boardroom
Learning Management
Strategic
Reporting
EH&S
50
Implementation toolkits and resources
Pre-delivered content Training guides and job aids Enterprise grade product features
Configuration workbooks with best Product documentation & (e.g. Transport Center, Integration
practices installation and user guides Center, etc)
Process Library Project management tools
Prepackaged integrations and Data migration & Integration made
templates Community of peers and resources easy by EC Infoporter
https://open.sap.com/courses?lang=en&topic=Hu
https://community.successfactors.com/t5/Empowerment-Center/ct-
p/EmpowermentCenter
man%20Resources
51
4. Run – admin & support
Consumer grade UX, enterprise grade applications and support
Evaluate Assess Implement Run Optimize Expand
Position Management
Build, track, and maintain reporting relationships and organizational
structures.
Global Benefits
Configure and maintain benefits to increase employee satisfaction.
53
Position Management
54
Organizational Management
Provide insights into company structures
55
Consumer grade user experience, enterprise grade admin tools
2017
Transport
Center
Release Center Extension Center Payroll Control Center
Infoporter
Center
Picklist
Center
56
Upgrade Center
Admins can learn about and apply solution upgrades
57
5/6. Optimize & expand – continuous innovation
check, measure and adjust
Evaluate Assess Implement Run Optimize Expand
Maximizing the value your organization receives from your investment in SuccessFactors
by providing best practices and networking opportunities
59
Evaluate Assess Implement Run Optimize Expand
Expand: Adopt best practices Cloud
Strategy
Business
Case
Business
Outcome
Admin &
Support
Learn &
Share
Adopt
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How To Empower Your HR With The Cloud
Trasformazione: Decisioni da
prendere su migrazione e integrazione
Alessandro Landini, Human Capital Manager, Deloitte
Veronica Magli, Human Capital Senior Consultant, Deloitte
61
Key employee central design decisions
The following are some key design decisions that you need to make early in the design phase of the project
to avoid project delays
01 Middleware
03 Position management
04 Foundation structures in EC
Recommendation
• As part of the assessment, the appropriate middleware technology needs to be picked that provides a) most number of “out of the box” integrations, b)
flexibility to integration options and c) scale for the future.
• Dell Boomi is the proven integration platform with standard integration templates, hence if you are interested in minimizing implementation costs then Deloitte
recommends the use of Boomi
• SAP Cloud Platform Integration is SAP’s strategic integration platform for SAP Cloud Customers, hence if you are looking to capitalize on the latest innovation
then Deloitte recommends the use of SAP Cloud Platform Integration
Copyright © 2017 Deloitte Development LLC. All rights reserved. 63
2. Boomi versus Hana Cloud Integration Decision
SAP SuccessFactors Employee Central needs to be connected to 3rd party solution providers (i.e. Payroll,
Benefits) to render end to end processes. There are several middleware and integration options available to
develop integrations within modules and 3rd party vendors.
• The choice of integration • SAP HCI—Prepackaged integration content • As part of the assessment, the appropriate middleware
middleware is critical as it availability for SF Integration. Less technology needs to be picked that provides a) most
determines the complexity of Customization and development efforts. number of “out of the box” integrations, b) flexibility to
development based on what is Anticipated SAP support for future third integration options and c) scale for the future.
available “out of the box” vs. party cloud base application integration
custom development. Also, it has • Dell Boomi is the proven integration platform with
impacts to long term • Dell Boomi—Industry’s 1st PaaS for standard integration templates, hence if you are
maintenance of the integration integration. Proven Integration platform for interested in minimizing implementation costs then
platform including development SF EC Implementations. Graphical flows & Deloitte recommends the use of Boomi
of additional interfaces based on mappings. Faster implementation cycle, less
business needs. customization and development efforts. • SAP HCI is SAP’s strategic integration platform for SAP
More mature product that delivers many pre- Cloud Customers, hence if you are looking to capitalize
• Ultimately impacts project built integration templates on the latest innovation then Deloitte recommends the
timeline and budget use of HCI.
• Minimizes modifications to • Stringent organizational structure • Maximizes SF functionality for • Change required from existing
current system(s) to maintain maintenance protocol must be future/end state, aligned with SAP HCM organizational
integration to downstream followed to keep EC and SAP intended EC foundation object structure to position to position
systems with SAP HCM in sync with current SAP design concept reporting structure—a significant
• Less effort and risk to update HCM design • Provides flexibility to address change/conversion
SAP integration and reports that • Reduces value of SF existing gaps in SAP system • Requires substantial effort to
uses the organizational units implementation, i.e. using with EC functionality address downstream impact to
and chief organizational structure differently other systems (i.e. re-designing
than intended in EC design HRBP security roles, interfaces
and reports)
Recommendation: We would need to understand the downstream impacts of this change on your on premise SAP ECC system before
making a solid recommendation on this topic but historically we have strongly recommended Process Optimization whenever possible.
• Decision of how Position • Positions-drive succession management • Identify the best solutions to roll
Management is implemented • Simplify employment transactions and approval out Position Management for
can impact the delivery of workflows customer in order to simplify
Global Template, processes • Structural-based security options business processes, system
and workflows around • Track/maintain reporting relationships transactions, and to maximize
employment transactions and • Vacancy tracking SuccessFactors functionality for
other HR processes • Validate data integrity (job attributes, org data) future and end state
• Integration with BizX applications (Recruiting,
Fieldglass, etc) and external platforms
• Foundation structures impact how • Early unit-test on key Provide clear definitions on:
the system configuration, reporting, integrations 1) How Org, Job, and Pay Structures are going to be
security, and workflows are going • Minimize risks of having to used
to be designed rework system design and 2) How they relate to SAP structures (if at all)
• Seamless integrations between configurations 3) How they relate and associate to one another
SAP ERP and SFSF EC, as well as 4) Don't let the SAP design drive your decisions, let
other SFSF modules reporting and how you run your business drive
decisions
The migration of data from legacy system(s) to SAP SuccessFactors, to include current data and historical
data. History data may include inactive/termed employees/contractors, and length of historical data up to a
certain point in time (e.g. for legal reasons, reporting).
• May need to build foundation • Fulfilling legal country • Convert history into a configured history portlet (like in our
data/org structure for history, requirements for any HRFF solution)
which would require a required historical reporting • Existing EC job information portlet will contain any employee
significant amount of effort to • The employee, manager, job changes as of the EC go-live
build and validate and/or HR’s experience by • This will create two portlets to view employee history, but will
being able to view not require any foundation data to be created/converted just
historical data in one for historical purposes
system • High number of fields can be in configured history portlet
Signature Approval Matrix is the global approval workflow for all system transactions and business processes
across the organization. It streamlines business processes and approval workflows for each transaction in the
system.
• Configuration and testing • Consistency of approval workflows for all global • Clearly define global approval
efforts in the system processes workflows for all the transactions
• Level of maintenance and post- • Minimize variances on local processes and workflows and business processes by
production support leveraging Deloitte’s industry
leading practice on approval and
process flows
Copyright
Copyright ©
© 2017
2017 Deloitte
Deloitte Development
Development LLC.
LLC. All
All rights
rights reserved.
reserved. 69
7. Employee Central and Integrated Talent Modules
There are specific callouts to consider as part of the Employee Central implementation for the
existing talent modules
• Baseline configuration based on Global leading • Deloitte “TurnKEY” for SuccessFactors offers 3 different
practices will accelerate all project phases (includes packages to be implemented in a timeframe that goes
configuration workbooks, demo environment, test from 6 to 12 weeks (per module) and including licenses
scenarios and scripts, training materials) re-selling, project delivery and AMS support
• Incorporate Deloitte SAP HCM/SAP SuccessFactors • The right solutions to cover all the client specific needs,
accelerators and tools (Industry Print™, Workbook+) to support them and engage the entire organization.
1 Licenses Re-selling +
Project Delivery + AMS =
2 Licenses Re-selling +
Project Delivery =
3 Project Delivery +
AMS =
The 3 solutions can be delivered in two different time frame: 6 WEEKS 12 WEEKS
74
Why does Extensibility matter?
One size doesn’t fit all
75
Extensibility is core to SAP SuccessFactors strategy
%
of SAP SuccessFactors
Employee Central customers use extensions
76
SAP SuccessFactors Extensibility
We deliver two comprehensive options
77
SAP SuccessFactors Extension Center
78
Resources on SAP Cloud Platform for SAP SuccessFactors
79
How To Empower Your HR With The Cloud
Q&A
80
How To Empower Your HR With The Cloud
Thank you!
81