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SAP 2009 / Page 1

Using SAP Talent Management and

SAP Talent V isua l iza t ion by Nak isa t o

leverage w ork force ta lent . ..

SAP WORLD TOUR 09 meets3rd SAPi ence .be TECHNOLOGY DAY

Pascal DEMATHCM Solution Architect, SAP BeluxSAP Lounge, Vilvoorde

June 3-4, 2009

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SAP 2009 / Page 2

1. Business Imperatives

2. The SAP Approach

3. The New Face of Talent Management with SAP ERP HCM4. Value of Integration: Three Examples

5. Summary

Agenda

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SAP 2009 / Page 3

The Si t uat ion Before t he Cr is isTalent Management Creates the Biggest Headaches

Source: IBM Global Human Capital Study 2008

What do you see as the primary workforce-related issues facing the organization?

Inability to develop skills rapidly to address current and futurebusiness needs

Lack of leadership capability

Employee skills not aligned with current organizational priorities

Inability to collaborate and share knowledge across the organization

Inability to attract qualified candidates

Inability to build an engaged and motivated workforce

Inability to redeploy and realign resources to new opportunities

Inability to retain key employees

Labor costs higher than competitors

Difficulty in modifying staffing levels due to local labor regulations

0 5 10 15 20 25 30 35 40 45 50 55 60

Percent

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SAP 2009 / Page 4

Turbu lent Ec onomic T imesTalent Matters Even More Today

Increase workforce performanceFocus on your key contributors

Avoid the loss of key people

Reducecosts

Talent drives the performance of your company

Increase processefficiency

Makeinformeddecisions

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SAP 2009 / Page 5

Tec hnology Is lands: Major Chal lenge for ITTalent Data Not Integrated with HR and Enterprise Data

Stand-alone processes, multiple interfaces, redundant data, inability to identify effects,

and difficulty in measuring success

Successionmanagement

Recruiting

Learningmanagement

CompensationTalent

development

Performancemanagement

HR

Businessapplications

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SAP 2009 / Page 6


2. The SAP Approach

3. Value of Integration: Three Examples4. The New Face of Talent Management with SAP ERP HCM

5. Summary

Agenda

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SAP 2009 / Page 7

An In t egral Part of SAP ERP HCMTalent Processes Tightly Integrated with HR Processes

FinanceService delivery

Talentmanagement

Scheduling anddeployment

Global HR andpayroll

Planning andanalytics

Employee dataOrganizational data

Competency data

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SAP 2009 / Page 8

Link ing Talent Demand and Supply

Business andorganizational change

Retirements

Voluntary turnovers

New product line orservice

Demand for talent Supply of talent

Building talentinternally

Building talentinternally

Hiring external talentHiring external talent

Holistic approach for identifying, developing, rewarding, and retaining the talent

needed to execute business strategy successfully

Talent management with SAP ERP HCM

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Nat i ve ly In t egrated Ac ross SAP Business Sui t eInteractions Beyond Talent Processes

SAP Business Suite

Talentmanagement

withSAP ERP HCM

Organizationalmanagement

Employeecollaboration

Time and attendance

Employeeadministration

Talentvisualization

Employeeportal

Managerportal

Authorizations

Knowledgemanagement

Payroll

Accounting

Microsoft Officeintegration

Identitymanagement

Strategymanagement

Office

procurement

Workflows

Incentive payJob architecture

SAP Business Suite software

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SAP 2009 / Page 10 SAP BUSINESS SUITE

Comprehensive And Integrat ed Talent MgmtBuilding Blocks Shared Across Processes

Talentmanagement

with SAPsolutions

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SAP 2009 / Page 11

1 SAP 2008 / Page 11

The SAP Advant age

Integration acrosstalent management:One organic solution withone point of entry and onecommon set of data

Integration with otherHCM processes:Maximum reuse of theexisting HR investment

Integration withSAP Business Suite:Cross-enterpriseintegration to provideHR data throughoutbusiness processes

Nat ive ly in tegra ted

OneOne competency catalog leveraged by allprocesses

OneOne set of employee master data to reduceredundant users and data

OneOne organizational structure to driveworkflow, security, and position management

OneOne set of consolidated, cross-ERP analyticsto plan, measure, and link strategies with

business outcomesOneOne technology environment to reduce

maintenance and upgrade efforts

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SAP 2009 / Page 12


2. The SAP Approach


5. Summary

Agenda

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SAP 2009 / Page 13

SAP Drives Adopt ion by Meet ing User NeedsAddressing the Entire Workforce Not Just HR!

User-centric design for line managers, employees,and HR

Visibility and control over relevant data

Intuitive and integrated interfaces

Using advanced technologies for interactivity andtransparency

Increased effectivenessand productivity

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SAP 2009 / Page 14

Compet ency Managem entEfficiently Manage Job Architecture and Qualifications

Inheritance of

competencies fromparent to all childobjects

Identification and

maintenance of keyjobs and keypositions

Career path andcareer level ofpositions or jobs

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SAP 2009 / Page 15

Ex t ernal Candida t e Prof i leQuickly Identify the Right Candidate and Maintain Long-Term Relationships

Short and long profile

Complete and accuratepersonal data and historyof candidate

Profile match-up torequisition requirements

Overview of all activitiesby requisition

Accessible across theenterprise

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SAP 2009 / Page 16

Talent Prof i leImprove Decisions Through High-Quality Information

Business card, short profile,and detailed profile

Competencies, experience,accomplishments, andaspirations of employee

Employee can maintainprofile in employee portal

High-quality information

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SAP 2009 / Page 17

Talent Review and Cal ibrat ionFacilitate Effective Talent Review Meetings

Preparation of meeting(agenda, talents,participants, and handouts)

Talent review meeting

Calibrate talents

Compare talents side byside

Make smart decisions

Support for follow-upactivities

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SAP 2009 / Page 18

Team Cal ibrat ionMake Better Decisions and Pay for Performance

Calibration of teammembers in an effective,visual manner

Integration with

compensation

management allowssimulation of affects oncompensation

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SAP 2009 / Page 19

Talent Development PlanStrengthen Collaboration and Prevent Loss of Key Talent

Planning of long-termdevelopment (objectivesand actions)

Actively track andmonitor progress

Tight integration with

SAP EnterpriseLearning

Competencymanagement

Performancemanagement (deriveshort-term actions)

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SAP 2009 / Page 20 SAP 2009 / Page 20

Suc c ession ManagementAvoid Business Disruption

Tracking of key positionsat all levels

Safeguarding successorbench strength

Identification of potentialsuccessors and evaluatetheir readiness and rank

Initiation of developmentmeasures

Leveraging the SAP

Talent Visualizationapplication by Nakisa 2.0

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SAP 2009 / Page 21


2. The SAP Approach


5. Summary

Agenda

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SAP 2009 / Page 22

Lack of visibility into processsuccess or failure

Incorrect hires and turnover disrupt business by causing the costly and time-consuming

repeated need to recruit, interview, hire, and train

Ex ample 1: Acqui r ing Ex t ernal TalentWithout Integration: Productivity and Innovation Disruption

Reduced employee engagementand increased turnover

?!

Lack of and competition foravailable talent

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SAP 2009 / Page 23

Ex ample 1: Acqui r ing Ex t ernal TalentWith Integration: Workforce Agility Leads to Business Value

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

Transparency and tools to findand hire the best people faster

Improved employee contributionto business value

Optimize time to productivityand reduce new hire turnover

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SAP 2009 / Page 24

Ex ample 2: Bui ld ing Talent In ter nal lyWithout Integration: Untapped Employee Potential

No identification and development of top performers and prospective successors = talentand leadership gaps = potential business disruptions and poor business performance

Inadequate training anddevelopment programs

Gaps in successorpipeline

No insight intoemployee performanceand potential

?

?

?

?

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SAP 2009 / Page 25

Ex ample 2: Bui ld ing Talent In ter nal lySAP Software Helps You Maximize Workforce Potential

Insight into global workforce = ability to tap into employee potential = leadership continuityand alignment with key business objectives

Visibility of key talentdemand and supplyneeds

Global internal talentpool

Highly skilled workforce

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SAP 2009 / Page 26

Ex am ple 3: SAP Ent erpr is e Learni ngIntegration Across SAP ERP HCM and SAP Business Suite

AdobeConnect

One data mode l

In tegra t ion by des ign

Resource and qualitymanagement

SalesAccounting

Analytics

HR masterdata

Organizational

management

Time

management

Talentmanagement

Skills andcompetencies

SAP Enterprise Learning

One data model Integration by design

Simpl ic i ty

Consistency

Max imum re-use

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SAP 2009 / Page 27


2. The SAP Approach


5. Summary

Agenda

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SAP 2009 / Page 28

Recrui t ingFind The Right People Quickly

Cut recruiting andsourcing costs

Reduce effort to complywith regulations

Maximize retention ratesand minimize risk

Build and cultivate globaltalent pools

Support your managersto efficiently fill openpositions with easy-to-use self-services

SAP ERPHumanCapital

Management

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SAP 2009 / Page 29

Performanc e ManagementAlign Your Workforce With Company Goals

Consistently achievecorporate goals byaligning individual andteam goals withorganizational objectives

Increase workforceproductivity through

individual feedback andtargeted development

Improve execution ofenterprise strategy byhelping every employeeunderstand and act uponorganizational objectives

SAP ERPHumanCapital

Management

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SAP 2009 / Page 30

Talent Review And Cal ibrat ion

Find the best candidatesfor your key positions

Develop a strong globaltalent pool across yourentire organization

Retain and develop talentat every level of yourcompany

Accelerate thedevelopment of keycontributors

Uncover hidden talentacross your global

organization

SAP ERPHumanCapital

Management

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SAP 2009 / Page 31

Employee Development

Create short- and long-term development plansand track and monitorprogress

Determine skill andknowledge gaps and tiedirectly to training plans

SAP ERPHumanCapital

Management

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SAP 2009 / Page 32

Learning

Lower contentdevelopment costs androll-out time (e-learning)

Improved learning

Blended learningsolution to appeal to alllearning styles

Consistent learningoffering anytime,anywhere

Robust analytics tomeasure training impactand alignment with

corporate objectives

SAP ERPHumanCapital

Management

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SAP 2009 / Page 33

Suc c ession Management

Make better and fasterdecisions about talentpipeline and successorrankings

Identify and track high-potential employees andimplement development

plans Identify key positions and

target specific employees

as potential successors

SAP ERPHumanCapital

Management

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SAP 2009 / Page 34

Compensat ion Management

Tie compensation toperformance

Implement innovativereward strategies, suchas performance- andcompetency-based pay,variable pay plans, and

long-term incentivesreward programs

Analyze and comparecompensation packagesusing internal and externalsalary data to ensurecompetitiveness in the

marketplace

SAP ERPHumanCapital

Management

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SAP 2009 / Page 35

Why SAP Talent Managem ent ?

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

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Copyr ight 2009 SAP AG

Al l Right s Reserved

No part of this publication may be reproduced or transmitted in any form or for any purpose without the express permission of SAP AG. The information contained hereinmay be changed without prior notice.

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