Week 2 Unit 1: Driving

Successful Business Outcomes

Driving Successful Business Outcomes

Technology plays a key role
But must change also

Business
Strategies

HR Systems/
Technology

Business
Outcomes

Process Automation

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Driving Successful Business Outcomes

Five key factors for success
Unique combination of
five key factors for
success for our
customers journey
Workforce
Analytics

Business
Strategies

Modern User
Experience

Business
Outcomes

Talent &
Core HR
Applications

Content

State-ofthe-Art
Technology

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Driving Successful Business Outcomes

Mile-wide, mile-deep capabilities

Recruiting

Onboarding

Learning

Performance &
Goals

Compensation

Succession &
Development

Competencies, Skills, Best Practices

Core HR and Payroll: Employee Central

Employee Record | Organizational Management | Payroll | Shared Services
Time Sheet | Absence Management | Global Benefits

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Contact information:
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 2015 SAP SE or an SAP affiliate company. All rights reserved.

No part of this publication may be reproduced or transmitted in any form or for any purpose without the express permission of SAP SE or an SAP affiliate company.

SAP and other SAP products and services mentioned herein as well as their respective logos are trademarks or registered trademarks of SAP SE (or an SAP affiliate
company) in Germany and other countries. Please see http://global12.sap.com/corporate-en/legal/copyright/index.epx for additional trademark information and notices.
Some software products marketed by SAP SE and its distributors contain proprietary software components of other software vendors.
National product specifications may vary.
These materials are provided by SAP SE or an SAP affiliate company for informational purposes only, without representation or warranty of any kind, and SAP SE or its
affiliated companies shall not be liable for errors or omissions with respect to the materials. The only warranties for SAP SE or SAP affiliate company products and
services are those that are set forth in the express warranty statements accompanying such products and services, if any. Nothing herein should be construed as
constituting an additional warranty.
In particular, SAP SE or its affiliated companies have no obligation to pursue any course of business outlined in this document or any related presentation, or to develop
or release any functionality mentioned therein. This document, or any related presentation, and SAP SEs or its affiliated companies strategy and possible future
developments, products, and/or platform directions and functionality are all subject to change and may be changed by SAP SE or its affiliated companies at any time
for any reason without notice. The information in this document is not a commitment, promise, or legal obligation to deliver any material, code, or functionality. All forwardlooking statements are subject to various risks and uncertainties that could cause actual results to differ materially from expectations. Readers are cautioned not to place
undue reliance on these forward-looking statements, which speak only as of their dates, and they should not be relied upon in making purchasing decisions.

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Week 2 Unit 2: SuccessFactors Talent

Foundation Skills & Competencies

SuccessFactors Talent Foundation Skills & Competencies

A solid foundation is key to effectively manage your talent

People
Reach the people and
allocate the information and
services they need.

Blueprint

Decisions

Set up a framework that

allows you to manage
an agile workforce in a
volatile world.

Understand your
workforce and talent
processes. Facilitate
conversations.

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SuccessFactors Talent Foundation Skills & Competencies

Organizations lack clear and flexible structures
We help you CREATE A FRAMEWORK to manage and
adapt your talent based on the needs of the business with
org charts, Job Profile Builder, and Skills Library

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SuccessFactors Talent Foundation Skills & Competencies

Job Profile Builder: your framework to compare apples to apples
Clearly define the needs of the business,
communicate expectations, and match people
with opportunities
Create and manage job profiles, templates,
and content in an adaptable framework
Integrate with talent processes

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SuccessFactors Talent Foundation Skills & Competencies

Skills Library: jump-start skills management with the right content
Manage the workforce based on
skills
Define and reengineer job profiles
with a library of skills models and
templates organized into business
categories
~14,000 skills and knowledge
elements
250 sample job families

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SuccessFactors Talent Foundation Skills & Competencies

SuccessFactors Foundation fuels all talent processes

Workforce Planning & Analytics

Recruiting &
Onboarding

Learning

Performance &
Goals

Compensation

Succession &
Development

Talent Foundation
People

Employee Profile

Homepage

Talent Search

Blueprint

Org Chart

Job Profile Builder

Skills Library

Decisions

Reporting and Talent Insights

2015 SAP SE or an SAP affiliate company. All rights reserved.

SAP Jam

Presentations

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Contact information:
open@sap.com

 2015 SAP SE or an SAP affiliate company. All rights reserved.

No part of this publication may be reproduced or transmitted in any form or for any purpose without the express permission of SAP SE or an SAP affiliate company.
SAP and other SAP products and services mentioned herein as well as their respective logos are trademarks or registered trademarks of SAP SE (or an SAP affiliate
company) in Germany and other countries. Please see http://global12.sap.com/corporate-en/legal/copyright/index.epx for additional trademark information and notices.
Some software products marketed by SAP SE and its distributors contain proprietary software components of other software vendors.
National product specifications may vary.
These materials are provided by SAP SE or an SAP affiliate company for informational purposes only, without representation or warranty of any kind, and SAP SE or its
affiliated companies shall not be liable for errors or omissions with respect to the materials. The only warranties for SAP SE or SAP affiliate company products and
services are those that are set forth in the express warranty statements accompanying such products and services, if any. Nothing herein should be construed as
constituting an additional warranty.
In particular, SAP SE or its affiliated companies have no obligation to pursue any course of business outlined in this document or any related presentation, or to develop
or release any functionality mentioned therein. This document, or any related presentation, and SAP SEs or its affiliated companies strategy and possible future
developments, products, and/or platform directions and functionality are all subject to change and may be changed by SAP SE or its affiliated companies at any time
for any reason without notice. The information in this document is not a commitment, promise, or legal obligation to deliver any material, code, or functionality. All forwardlooking statements are subject to various risks and uncertainties that could cause actual results to differ materially from expectations. Readers are cautioned not to place
undue reliance on these forward-looking statements, which speak only as of their dates, and they should not be relied upon in making purchasing decisions.

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Week 2 Unit 3: SuccessFactors

Talent Analytics & Planning

SuccessFactors Talent Analytics & Planning

Organizations that embrace workforce analytics and planning outperform those that dont

30% greater stock returns than average

79% higher return on equity

15x improvement in customer satisfaction

2x as likely to improve leadership pipelines
2x greater talent mobility
Source: High-impact Talent Analytics: Building a World-class HR Measurement and Analytics Function.
Bersin by Deloitte 2013; Sierra-Cedar 2104 HR Systems Survey, and Human Capital Management Trends,
2012. Aberdeen Group

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SuccessFactors Talent Analytics & Planning

The road to success has many hurdles
Capability
Analytics has traditionally not been in the domain of HR.

Complexity
Accessing HR data from multiple sources is difficult and
analytics solutions are hard to use for the non-specialist.

Criticality
Theres been a lack of executive ownership and an
atmosphere of deferral.

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SuccessFactors Talent Analytics & Planning

SuccessFactors solutions for data-driven decision making
Information, insight, and impact every step of the way

Solutions for
every step in
your
transformation

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Access to
operational
reporting and
analytics with
embedded
intelligence

Bring HR and
non-HR data
together and
demonstrate
impact with
workforce
analytics

Equip central
planning teams
and guide
tomorrows talent
decisions with
workforce
planning

Public

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Contact information:
open@sap.com

 2015 SAP SE or an SAP affiliate company. All rights reserved.

No part of this publication may be reproduced or transmitted in any form or for any purpose without the express permission of SAP SE or an SAP affiliate company.
SAP and other SAP products and services mentioned herein as well as their respective logos are trademarks or registered trademarks of SAP SE (or an SAP affiliate
company) in Germany and other countries. Please see http://global12.sap.com/corporate-en/legal/copyright/index.epx for additional trademark information and notices.
Some software products marketed by SAP SE and its distributors contain proprietary software components of other software vendors.
National product specifications may vary.
These materials are provided by SAP SE or an SAP affiliate company for informational purposes only, without representation or warranty of any kind, and SAP SE or its
affiliated companies shall not be liable for errors or omissions with respect to the materials. The only warranties for SAP SE or SAP affiliate company products and
services are those that are set forth in the express warranty statements accompanying such products and services, if any. Nothing herein should be construed as
constituting an additional warranty.
In particular, SAP SE or its affiliated companies have no obligation to pursue any course of business outlined in this document or any related presentation, or to develop
or release any functionality mentioned therein. This document, or any related presentation, and SAP SEs or its affiliated companies strategy and possible future
developments, products, and/or platform directions and functionality are all subject to change and may be changed by SAP SE or its affiliated companies at any time
for any reason without notice. The information in this document is not a commitment, promise, or legal obligation to deliver any material, code, or functionality. All forwardlooking statements are subject to various risks and uncertainties that could cause actual results to differ materially from expectations. Readers are cautioned not to place
undue reliance on these forward-looking statements, which speak only as of their dates, and they should not be relied upon in making purchasing decisions.

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Week 2 Unit 4: SuccessFactors

Recruiting Marketing

SuccessFactors Recruiting Marketing

Challenges across the board

Nearly one-half (48%) of

companies have difficulty hiring
employees with base-level skills

32% of companies say difficulty

of recruiting specialized talent
is having a significant impact

300+ million monthly job searches

start in a search engine
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65% of global leaders cite

talent & leadership shortages
as #1 challenge

90% of candidates dont apply the

first time they see an interesting job
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SuccessFactors Recruiting Marketing

A critical part of the recruiting framework

Attract

Engage

Select

Hiring Process
Measure

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SuccessFactors Recruiting Marketing

Better recruiting = better results
Optimize marketing spend: 30% 50%

reduction in cost
Attract Better

Reduce headhunter fees: 10% 20%

Broad reach across channels (social, search, etc.)

Increase quality of hire

Increase candidate conversion rate

Improve candidate experience

Overall yield on
recruitment investment

Reduce time to fill: 25% 50%

Engage Better

Select Better

Measure Results
Show business results

of 2.5x to 5x

Increase in recruiter efficiency: 20% or more

Improve recruiter to line of business
engagement and collaboration
Increase hiring manager adoption

2015 SAP SE or an SAP affiliate company. All rights reserved.

Public

Thank you

Contact information:
open@sap.com

 2015 SAP SE or an SAP affiliate company. All rights reserved.

No part of this publication may be reproduced or transmitted in any form or for any purpose without the express permission of SAP SE or an SAP affiliate company.
SAP and other SAP products and services mentioned herein as well as their respective logos are trademarks or registered trademarks of SAP SE (or an SAP affiliate
company) in Germany and other countries. Please see http://global12.sap.com/corporate-en/legal/copyright/index.epx for additional trademark information and notices.
Some software products marketed by SAP SE and its distributors contain proprietary software components of other software vendors.
National product specifications may vary.
These materials are provided by SAP SE or an SAP affiliate company for informational purposes only, without representation or warranty of any kind, and SAP SE or its
affiliated companies shall not be liable for errors or omissions with respect to the materials. The only warranties for SAP SE or SAP affiliate company products and
services are those that are set forth in the express warranty statements accompanying such products and services, if any. Nothing herein should be construed as
constituting an additional warranty.
In particular, SAP SE or its affiliated companies have no obligation to pursue any course of business outlined in this document or any related presentation, or to develop
or release any functionality mentioned therein. This document, or any related presentation, and SAP SEs or its affiliated companies strategy and possible future
developments, products, and/or platform directions and functionality are all subject to change and may be changed by SAP SE or its affiliated companies at any time
for any reason without notice. The information in this document is not a commitment, promise, or legal obligation to deliver any material, code, or functionality. All forwardlooking statements are subject to various risks and uncertainties that could cause actual results to differ materially from expectations. Readers are cautioned not to place
undue reliance on these forward-looking statements, which speak only as of their dates, and they should not be relied upon in making purchasing decisions.

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Week 2 Unit 5: SuccessFactors

Recruiting Management

SuccessFactors Recruiting Management

A critical part of the Recruiting framework

90% of candidates dont

apply the first time they see
an interesting job

65% of global leaders cite

talent & leadership shortages
as #1 challenge

www.successfactors.com/recruiting

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SuccessFactors Recruiting Management

Challenges across the board

Attract

Engage

Select

Hiring Process
Measure

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SuccessFactors Recruiting Management

Results-driven recruiting

Select Better
Improved recruiter-to-line-of-business
engagement and collaboration
Increased hiring manager adoption

Measure Results
Increase quality of hire
Show business results
Overall yield on recruitment investment of 2.5x to 5x

2015 SAP SE or an SAP affiliate company. All rights reserved.

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Thank you

Contact information:
open@sap.com

 2015 SAP SE or an SAP affiliate company. All rights reserved.

No part of this publication may be reproduced or transmitted in any form or for any purpose without the express permission of SAP SE or an SAP affiliate company.
SAP and other SAP products and services mentioned herein as well as their respective logos are trademarks or registered trademarks of SAP SE (or an SAP affiliate
company) in Germany and other countries. Please see http://global12.sap.com/corporate-en/legal/copyright/index.epx for additional trademark information and notices.
Some software products marketed by SAP SE and its distributors contain proprietary software components of other software vendors.
National product specifications may vary.
These materials are provided by SAP SE or an SAP affiliate company for informational purposes only, without representation or warranty of any kind, and SAP SE or its
affiliated companies shall not be liable for errors or omissions with respect to the materials. The only warranties for SAP SE or SAP affiliate company products and
services are those that are set forth in the express warranty statements accompanying such products and services, if any. Nothing herein should be construed as
constituting an additional warranty.
In particular, SAP SE or its affiliated companies have no obligation to pursue any course of business outlined in this document or any related presentation, or to develop
or release any functionality mentioned therein. This document, or any related presentation, and SAP SEs or its affiliated companies strategy and possible future
developments, products, and/or platform directions and functionality are all subject to change and may be changed by SAP SE or its affiliated companies at any time
for any reason without notice. The information in this document is not a commitment, promise, or legal obligation to deliver any material, code, or functionality. All forwardlooking statements are subject to various risks and uncertainties that could cause actual results to differ materially from expectations. Readers are cautioned not to place
undue reliance on these forward-looking statements, which speak only as of their dates, and they should not be relied upon in making purchasing decisions.

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Week 2 Unit 6:
SuccessFactors Onboarding

SuccessFactors Onboarding
What SuccessFactors Onboarding can do for your organization
Return on Best-In-Class Onboarding

Profit Growth

Profit Margin

Revenue Growth
per Employee

250%
100%

190%
100%

189%
100%

Best-In-Class Onboarding
Onboarding Laggards
http://aberdeen.com/Aberdeen-Library/8383/RA-strategic-onboarding-talent.aspx
https://www.bcgperspectives.com/content/articles/people_management_human_resources_leadership_creating_people_advantage_2012/
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SuccessFactors Onboarding
Are you laying the foundation for new hires to succeed?

The majority of new hires fail to complete their first

milestone on time.1

>80% of new hires decide whether to stay with a

company (or not) within the first six months.2
And 1 in 4 leave the company in the first year.3

The break-even point, where new hires add more

value than they consume, is reached after 6.2
months.4

1 & 2 Aberdeen
3 Workforce Mobility Survey, Allied HRIQ
4 The first 90 days by Michael D. Watkins

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SuccessFactors Onboarding
Setting the stage for employee success
Source:
SuccessFactors Research

Develop the talent

Seamless integration to talent processes
Engaged new hires from the get-go

Connect the players

Faster path to employee productivity
Connected new hires, even before the first day

Guide the team

Flawless and delightful experience
Empowered managers quickly engage new hires
Automated legal and corporate compliance

2015 SAP SE or an SAP affiliate company. All rights reserved.

Contribution

Socialization

Information

Administration

Public

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Contact information:
open@sap.com

 2015 SAP SE or an SAP affiliate company. All rights reserved.

No part of this publication may be reproduced or transmitted in any form or for any purpose without the express permission of SAP SE or an SAP affiliate company.
SAP and other SAP products and services mentioned herein as well as their respective logos are trademarks or registered trademarks of SAP SE (or an SAP affiliate
company) in Germany and other countries. Please see http://global12.sap.com/corporate-en/legal/copyright/index.epx for additional trademark information and notices.
Some software products marketed by SAP SE and its distributors contain proprietary software components of other software vendors.
National product specifications may vary.
These materials are provided by SAP SE or an SAP affiliate company for informational purposes only, without representation or warranty of any kind, and SAP SE or its
affiliated companies shall not be liable for errors or omissions with respect to the materials. The only warranties for SAP SE or SAP affiliate company products and
services are those that are set forth in the express warranty statements accompanying such products and services, if any. Nothing herein should be construed as
constituting an additional warranty.
In particular, SAP SE or its affiliated companies have no obligation to pursue any course of business outlined in this document or any related presentation, or to develop
or release any functionality mentioned therein. This document, or any related presentation, and SAP SEs or its affiliated companies strategy and possible future
developments, products, and/or platform directions and functionality are all subject to change and may be changed by SAP SE or its affiliated companies at any time
for any reason without notice. The information in this document is not a commitment, promise, or legal obligation to deliver any material, code, or functionality. All forwardlooking statements are subject to various risks and uncertainties that could cause actual results to differ materially from expectations. Readers are cautioned not to place
undue reliance on these forward-looking statements, which speak only as of their dates, and they should not be relied upon in making purchasing decisions.

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