1 SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved. SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved.
SuccessFactors Overview
Elios CHAHLA SAP Solution Consultant - EMEA
© Copyright 2011. All rights reserved.
2 SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved. 2
Typical Company
40% Workforce
60%
Marketing
Travel & Entertainment
G&A
IT
Depreciation Facilities
Outside Services
Business Process
Re-Engineering
ERP
Cost Take Out
% OPEX
Improvements
???
3 SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved. 3
HR is essential to business execution
You cannot optimize company performance without
optimizing workforce performance
95% of the workforce
does not understand
the company strategy
and goals
Norton & Kaplan
50% of the average
workforce’s
capacity
is wasted on non-
productive work
Corporate Strategy
Board Research:
Measures that Matter
84% of companies
aren’t using their
workforce to its full
potential
Saratoga Institute
4 SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved. 4
Business Results
Manage Top Talent
Manufacturing Sales Marketing Finance
But, are you moving beyond
efficiency to Business Results?
HR
Goal Alignment
Reviews
Compensation Planning
Payroll
Workforce Analytics
5 SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved. 5
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?
6 SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved. 6
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?
7 SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved. 7
SuccessFactors can help
Get people working
on the right things
Find the right people
and make them great Run the
business better
Align Optimize Accelerate
8 SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved. 8
Employee Central
Goals Workforce Planning
Performance Compensation Succession Analytics Recruiting Learning Jam
BizX Insights
SuccessFactors BizX
9 SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved. 9
Goals Workforce Planning
Performance Compensation Succession Analytics Recruiting Learning Jam
Strategy Financials Supply
Chain
Operations Employee Survey CRM
Delivering BizX Insights
Employee Central
BizX Insights
10 SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved. 10
Source: Top 3 Strategy Consulting firm survey of CxO’s at more than 500 Successfactors Customers
17% Increase in people getting the right
training
Strategic Alignment
5.5% increase in time spent on strategic priorities
1 – 8+ weeks
Faster communication of strategy
Cost Savings
(13.8)% Decrease in low
performers
15.2% Decrease in turnover
13.7% Increase in internal
job fill rate
Business Results
1% Revenue added back to
profit
Productivity
14% Increase in project
completion
5.4% High-end increase in
productivity
4.9% Increase in high
performers
Over 3500 customers and 15 million subscribers
Producing Profound, Measured Business Impact
11 SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved. 11
SuccessFactors drives business
results
Optimize
Find the right people
and make them
great
Accelerate
Run the business better
Align
Get people working
on the right things
Strategy Results
12 SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved. 12
SuccessFactors customers are getting results
“The SuccessFactors dashboard is a reliable, dynamic, customizable, and consistent source of human capital data for WellPoint.”
“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.”
“SuccessFactors has a profound impact on the way that we assess our business.”
13 SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved. 13
Global leaders are choosing business execution
14 SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved. 14
A Global Leader
Ten years all in the cloud
3,500 customers/~15M users
Largest cloud deployment- 2M users
35 Languages - 168 Countries
Closing in on $1/2 Billion 2012
Billings
15 SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved. 15
Analysts Agree SuccessFactors is the Leader
SuccessFactors continues
to be the clear market
share leader
Prominent end-to-end
solution, leading the
marketplace
SuccessFactors leads
the market
SuccessFactors' …a global
powerhouse in end-to-end talent
management software.
“ ”
“ ”
“ ”
“
”
16 SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved. 16
Dominant leadership position
17 SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved. 17
Bold Move and Dramatic Shift in SAP Strategy
What Industry Analysts Think About SFSF + SAP…
“ …This addition will….create significant cross-sell
opportunities.”
Accelerates Cloud Strategy
“ This greatly accelerates SAP’s move into the cloud and makes
it…one of the world’s 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.”
18 SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved. 18
Align
18
Workforce Planning
Performance & Goals
19 SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved.
“SuccessFactors makes it very easy to communicate
across the company and hold people accountable to
their goals.”
Solutions that get people working on the right things
Identify talent
Revolutionize
performance reviews
Bring performance
to the next level
Install a meritocracy
Align
Improve goal alignment
Strengthen accountability
Boost employee engagement
Keep on track
Plan for talent
shortages
Forecast supply
& demand
Decrease
workforce risk
Performance
Management Goal Management
Workforce
Planning
20 SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved. 20
Performance &
Goals
21 SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved.
Performance & Goals
Performance
Reviews
• Legal Check
•Coaching Assistants
• Team Rater
• Team Overview
SuccessFactors Performance & Goals
Goal Dev &
Management
• Writing Assistant
•Goal Library w/ more
than 500 SMART
Goals
• Boost engagement &
accountability
Calibration
•Visual Comparison
•Objectivity Across all
Departments
• Impact to Pay/
Meritocracy
Reporting & Analytics
360o Reviews
• Socialize the review
process
• Variety of sources
• More comprehensive
assessment
22 SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved.
Companies that are not Aligned Do Not Execute
Inadequate or unavailable resources
Actions required to execute not clearly defined
Poorly communicated strategy
Unclear accountabilities for execution
Organizational silos and culture blocking
execution Inadequate performance monitoring
Inadequate consequences or rewards for failure or success
Poor senior leadership
Unapproved strategy
Uncommitted leadership
Other
20%
12%
10%
8%
5%
2%
14%
11%
8%
7%
2%
Source: Harvard Business Review – Turning Great Strategy into Great Performance, Mankins and Steele,
July 2005
45%
23 SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved.
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
24 SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved.
Not Getting Performance Right is Costly
48% lower revenue per employee
67% more turnover of high-performers
Performance management practices have the biggest impact, on
employee productivity, of any talent process. “
”
25 SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved.
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”
26 SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved.
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
27 SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved.
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
• Adjust pay immediately
• Eliminate subjectivity
• Simple and automated
process
“ 62% of employees get different ratings from
different managers.
”
28 SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved.
360 Degree/ Multi-Rater
360-Degree Feedback Systems Can Yield A ROI as high as 700%*
*Lyle Spencer and Charles Morrow, The Economic Value of Competencies: Measuring ROI
• 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
29 SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved.
• Performance
management raised
engagement to 75%
• EPS increased from
$1.87 to $3.18 in same
time period
• Tried to boost business
results through higher
employee engagement
• Employee survey
revealed better
performance
management was key to
higher engagement
• SF Performance & Goal
Management
• 100% compliance in
performance reviews
• In-built coaching tools to
provide consistent and
meaningful feedback to
employees
Success Factors has become an important tool for
helping us to manage our team’s performance - Roy Vallee, CEO & Chairman
Execution Gap Solution Results
“ ”
Avnet Increases Performance with SuccessFactors
30 SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved.
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
• 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
• 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
• 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
Kawasaki Becomes USA Market Leader
EXECUTION GAP SOLUTION RESULTS
” “
31 SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved.
We’re clearly in front… but
SOURCE: Gartner MQ: Employee Performance Management, 2011
32 SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved. 32
Workforce
Planning
33 SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved.
Aligning your future workforce to your strategy
CEO’s are asking:
•Can you tell me what kind of workforce we will need in 3-
5 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
34 SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved.
You need workforce planning for
34
Merger & Acquisition Due Diligence (Human Capital)
Entry Decisions for New Markets
Internal Consulting w/ Other Functions
New Product Development
Deep-Dives into Workforce Analytics
Employee Value Proposition
35 SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved.
Know the Impact of Decisions Before Making Them
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 we’re prepared?
Execution
• 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
Workforce Planning
36 SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved.
• Automatically calculate
supply and forecast demand
for critical capabilities
• Dynamically model and
save multiple scenarios
• Analyze gaps in supply and
demand
Capability modeling
and forecasting
Powerful modeling tools follow proven methodology
37 SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved.
• Automatically calculate
supply and forecast demand
• Dynamically model and
save multiple scenarios
• Analyze gaps in supply and
demand
• Measure results with
planning metrics
Action planning and
measurement
Identify risks and create action plan
38 SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved.
• Automatically calculate
supply and forecast demand
• Dynamically model and
save multiple scenarios
• Analyze gaps in supply and
demand
“What-if” financial
modeling
“What-if” financial modeling communicates the business impact
39 SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved.
Designed for Multiple End-Users
39
HRBP Data Analyst Executive
• Access key performance
indicators
• Create demand forecasts
• Analyze retirement patterns
• Build financial models
• Participate in scenario
planning & strategy
development
• Incorporate forecast data
into strategic plans
• Review monthly dashboards
• Manage a workforce plan
• Assess human capital risks
• Devise action plans
• Implement next steps
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
40 SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved.
Mitigating Execution Risk with Strategic Workforce Planning
“
“ • Providing scholarships to technical
officers
• Building pipeline in school age children
and increased graduate program
• Introduced flexible career paths for
critical roles
• Auditing operating risks and expenses
for real-time adjustments to policies
and programs
• 40+% of critical job roles at risk
of retirement by 2020
• Decreasing supply of engineers
• Olympics, rail system, clean
energy increased demand for
new/different hires
• SuccessFactors Workforce
Planning
• Created multiple supply and
demand scenarios
• Identified skills and talent gaps
and action plan to address
EXECUTION GAP SOLUTION RESULTS
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
41 SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved. 41
Optimize
Recruiting
Compensation
Learning
Succession
42 SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved.
Solutions that find people and make them great
“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.”
Compensation
Improve retention
Calibrate
Optimize budget
Eliminate errors
Learning
Learning
management
Social learning
i-Content
Extended
enterprise
Recruiting
Talent Attraction
Talent Engagement
Talent Selection
Talent Insight
Optimize
Succession
Build your bench
Assess talent
Uncover
hidden talent
Find the best
every time
43 SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved. 43
Recruiting
44 SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved.
Other Solutions Don’t Solve
All Your Recruiting Problems
Dated recruiting solutions haven’t kept up
ATS =
Electronic Filing Cabinet
Candidate Experience =
Confusing Maze
Recruitment Spend =
Expensive Guessing Game
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
45 SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved.
The talent has shifted how it look for jobs online
46 SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved.
You Need a Total Solution
Your strategy must evolve to keep up with the market
Talent Acquisition Talent Engagement Talent Attraction
Search Engine
Recruiting (SEO)
Next Generation
Career Sites
Talent Community
Development
(CRM)
Social Network
Integration
Mobile Career
Sites
Internal Mobility
Social Network
Recruiting
Smart Job
Publishing
Referral
Recruiting
Sourcing
Optimization
Requisition
Management
Offer Creation
& Management
On-Boarding
Compliance
Social
Selection &
Assessment
Recruiting Analytics & Insights Engine
47 SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved.
Only SuccessFactors has a complete solution
47
48 SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved.
Recruiting Execution = Recruiting Marketing and Management
Social Recruiting
Mobile Career Site
Recruiting Marketing Platform
Career Site
Talent Landing
Pages (SEO)
Smart Job Publishing
Talent Community
Requisition Management
Sourcing & Social Referrals
Recruiting Dashboard
Recruiting Management Platform
Offer Management
Onboarding
Talent Mobility
Assessment & Interview Mgmt
49 SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved.
SuccessFactors Recruiting delivers better hires
Right for everyone
Built for Business Execution
Recruiting Management
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
” “
50 SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved.
Integrated analytics give deeper recruiting insights
51 SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved.
Siemens rolls out Recruiting globally
BIGGEST
STANDARDIZED
SuccessFactors was the clear winner by a significant margin
80 Countries
20 Languages
Replaced 7 recruiting solutions
Only global application besides email
+ 420k Users
Marion Horstmann, Head of Corporate Human Resources
+ 18k Job Requisitions + 5k Job postings per month
+ 2M Candidates migrated
+ 400k Applications created
” “
52 SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved.
With SuccessFactors Recruiting we are making much better
hires than ever and our hiring managers LOVE the system. Aileen, Gronewold, Staff VP, Human Capital
• 75% A-Player hire goal
was exceeded
• Recruiters now support
65% more hiring
managers
• 37% total stock return
since Jan 2008
• CEO mandate to
“upskill” entire org
based on new strategy
• Part of new strategy
called for growing key
BU’s; required
identifying and resolving
talent gaps
• Existing ATS was hard to
use and not collaborative
• SF Recruiting for 3,000
users, with Succession,
Goals, and Performance
for a smaller pilot group
• Expanded reach of
corporate hiring to the
branches
• Hiring managers can
review resumes, insert
comments, and
collaborate
Execution Gap Solution Results
Leggett & Platt hires more A-Players
” “
53 SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved. 53
Compensation
54 SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved.
Smart Compensation Pays Off
Improved Employee Retention
Decreased Costs
Saratoga
Institute
Companies with higher standard deviations in compensation have 15
– 20 % greater performance when measured by revenue and profit
growth.
Employee compensation management may improve
employee retention by as much as 27%
Companies gets 20% savings on HR headcount on admin and
support of compensation with usage of technology enabled
compensation planning
Better Business Results
“
”
“ ”
“ ”
55 SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved.
Awakening to Value
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
Today Tomorrow
Still relying on insecure,
error-prone spreadsheets?
56 SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved.
Simplified, Comprehensive Compensation
Base Comp/ Salary
• Base pay, adjustments,
lump sum, stock, equity
• Functional and employee
currency
• Sr. Manager/ Exec Editing
SuccessFactors Compensation
Variable Pay
• Bonus
• Goal achievements tied to
bonuses
• Position specific payments
Calibration
• Objective reviews across
groups
•Tie performance to comp
• Ensure rewarding and
retaining high performers
Reporting & Analytics
57 SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved.
I am really happy with compensation. The linkage between performance
and compensation is excellent. It has surpassed my expectations.
Achieve Pay-for-Performance
Optimize your Budget and
Maintain Compliance
Support for Planning and Analysis
Compensation Management
-Don Hopkins, VP and CIO
” “
Compensation Made Powerful and Easy
Embedded Analytics show
real-time results
58 SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved.
Live Analytics for Compensation
59 SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved.
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
• Adjust pay immediately
• Eliminate subjectivity
• Better use of budgets
“ Compensation management improves employee
retention by as much as 27%.
”
60 SuccessFactors Proprietary and Confidential © 2011 SuccessFactors, Inc. All rights reserved.
Who’s the LEADER in Compensation Management?
SOURCE: Gartner MQ: Employee Performance Management, 2011
SuccessFactors