Saml dine data i SAP Analytics Cloud og understøt med WFA ... · EXTERNAL Søren Højby, SAP Jan 31, 2018 Saml dine data i SAP Analytics Cloud og understøt med WFA/WFP i SuccessFactors

EXTERNAL

Søren Højby, SAP

Jan 31, 2018

Saml dine data i SAP Analytics Cloud ogunderstøt med WFA/WFP i SuccessFactors

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About Successfactors

Business Challenges

Workforce Planning Product overview

Demonstration

Wrap-up

Agenda

About Successfactors


Unmatched solution breadth and depth

Supporting your total workforce

Core HR

Payroll

Time & Attendance

Global Benefits

Shared Services

Employee Recordkeeping

Organizational Management

Talent Management

Recruiting

Onboarding

Learning

Performance & Goals

Compensation

Succession & Development


SAP SuccessFactors Human Capital Analytics

Capabilities for every step in data-based workforce decision-making

from HR & Operational

Embedded Insights & Reporting

Standard and ad-hoc reports

Embedded intelligence

Report and dashboard builder

to Business

Workforce Analytics

Automated data integration

Ensures data quality

Predefined metrics, analyses,

benchmarks & best practices

Workforce Planning

Supply-demand

gap analysis

Financial modeling and

business impact

Risk analysis

and strategy guidance

& Strategic


Fast time to Value; Confidence in data

The SAP SuccessFactors difference

Accelerate adoption of analytics, improve results

30 years of

leadership

2,000 pre-defined

metrics; benchmarks

World-class

frameworks and

methodology

Role-based;

secure, global


SAP SuccessFactors Makes It Simple to:

Access data from multiple and disparate sources

Survey OperationsTalent

Mgmt.HR Financials Labor Stats Sales

Workforce

Planning

Workforce

Analytics

2,000+ Metrics, Reporting,

Analytics, Workforce

Planning

Benchmarks & Peer Networking

Pre-Built SAP Integration

OR 3rd Party Integrations

Contingent

Start Anywhere, Extend As You Need


SAP SuccessFactors Makes It Simple to…

Access 2,000+ predefined metrics for HR, talent and other sources

Additional Metric Packs:

Absence Management

Career & Development Planning

Compensation Planning

Financial Management

Goals Management

Learning Management

Leave Accrual

Health and Safety (OH&S)

Performance Management

Recruitment / Staffing / RM

Payroll and Benefits

Succession Management

Survey

Fieldglass

ADP

Foundational Metric Packs

Core Workforce and Mobility -or -

Employee Central -or-

Workforce Planning



Use standard definitions, formulas, and data guides

Term

Definition

How to

Interpret

Related

Measures

Calculations



Drill to detail from aggregated data and take action


Enterprise Analytics

Linking SuccessFactors analytics with the broader SAP ecosystem

Digital BoardroomIcon

BusinessObjects Cloud

WFA Analytical connector for

pre-calculated KPIs

Transactional Connector for SF

application level objects

S/4HANAHadoop

All SuccessFactors data plus

external HR & Talent Sources

(e.g., SAP HR, Oracle,

PeopleSoft, etc.) all unified

within SF WFA

Business Challenges


Defining workforce planning

Workforce planning is the process by which organizations ensure they have:

Right place* Right skills

Right time* Right price

Right people*

… in order to execute business strategy successfully and minimize risk.

It is ALWAYS relevant – in good economic times as well as bad.

* Source: Manpower Planning for High Talent Personnel, Eric Vetter, 1967.


SAP Performance Benchmarking 2013/14

Organizations that plan better perform better

32%lower employee

turnover

10%higher employee

engagement

18%more trained

employees


… Why?

Yet, very few do …

Source: Sierra-Cedar 2104-15 HR Systems Survey

22%use workforce planning


Common obstacles have been hard to overcome

High-impact Talent Analytics: Building a World-class HR Measurement and Analytics Function. Bersin by Deloitte. 2013.

CEB. Talent Management Report in The Times. October 2013.

Criticality Atmosphere of deferral

Clarity Too much data, not enough insight

Complexity Data from multiple sources

Capability Not HR’s usual domain


Key reasons workforce planning fails

Generic planning tools, disparate sources of data

Partial solutions

Lack of expertise

Product Overview


What we uniquely do to help you with workforce planning

A comprehensive,

solution purpose-

built for HR that

built upon years of

experience to turn

plans into action.


Workforce Planning Solutions from SAP

Tactical to strategic

SAP Workforce

Forecasting & Scheduling

by Workforce Software

SAP Multiresource

Scheduling (MRS)

SAP Cloud Resource

Scheduling (CRS) (Plan)

Tactical Strategic

SAP SuccessFactors Workforce Planning

Headcount Planning Strategic Workforce Planning

Operational Workforce

Planning

Operational

Scheduling

Critical Capacity Groups

Strategic Workforce Planning Years

Shift/Project

Entire

Workforce

0 to 18 Months 6 to 24 Months 24 Months +


Headcount

Strategy

Budget

Competencies

“Finance sends us a

spreadsheet and

asks for next

period’s staff

numbers”

“To increase APAC

sales, we need new

strategies to hire up

to 500 staff with

local language

fluency over the

next 2-3 years”

“We’re doing a skills

assessment of our

current workforce to

see where the

biggest gaps are”

“At last, someone is

taking a step back

and asking: Do we

have the talent we

need?”

Drivers of

Workforce

Planning

Focus of Workforce Planning

Drivers and focus of workforce planning

Do we face critical

talent gaps?


SAP SuccessFactors strategic workforce planning

Methodology


Determining critical capacity gaps example

Can be first done for each capacity family and then each capacity function

100

Engineers

Current

Workforce

Structure

Current

Business

Strategy

100

Engineers

-20%

Projected

Shortage or

Surplus

Workforce Assumptions• Retirement

• Early Retirement

• Attrition

• Hiring of Trainees

2 resign

24 Retire

Strategic Assumptions• New technologies

• Growth targets

• New business models

Productivity increase

7 Fewer engineers needed because of

changes in strategy and productivity

Projected

Workforce Supply

in 2020

Will have 74 Engineers

Will need 93

Engineers

Projected

Workforce

Demand in 2020

Estimate workforce Supply in 3 years

Estimate workforce Demand in 3 years


Action Planning: Six ways to close the talent gap

Fall into two categories and integrate with multiple people processes

Increase your future supply for qualified workers

• Transfer employees (Balance) u Core HRMS

• Train employees (Build) u Learning & Succession Planning

• Increase employee retention (Bind) u Integrated Talent Management

• Recruit more employees (Buy) u Recruitment (Rx)

Source: The 6 B’s - HCI and David Ulrich.

Reduce your future demand for labour

• Increase productivity (Boost) u Scheduling, Integrated Talent Management

• Outsource work (Borrow) u Contingent Staffing & Service Procurement

Estimate workforce Supply in 3 years

Estimate workforce Demand in 3 years


• Understand where critical resource gaps remain

that will impede business progress

• Understand the future impact of workforce decisions

• Reduce risk associated with sourcing, especially for

highly skilled and technical personnel

What does this mean for your business?


The future for workforce planning

Focus on critical roles, risk mitigation

and on providing guidance for the

future business development.

Workforce budget is planned

considering different dimensions (e.g.

jobs, countries etc.)

Budget set boundaries for the future

organizational set up including the

creation or delimitation of positions.

During the succession planning

procedures, persons out of the

successor pool are mapped

against identified key positions.

€£

FTE

Jobs

Countries

BUs

Strategy

Management

HR

BD

Finance

SAP all

Strategic

Workforce

Planning

Operational

Workforce

Planning

Budget

Position

People


Headcount

Strategy

Budget

Competencies

“Finance sends us a

spreadsheet and

asks for next

period’s staff

numbers”

“To increase APAC

sales, we need new

strategies to hire up

to 500 staff with

local language

fluency over the

next 2-3 years”

“We’re doing a skills

assessment of our

current workforce to

see where the

biggest gaps are”

“At last, someone is

taking a step back

and asking: Do we

have the talent we

need?”

Drivers of

Workforce

Planning

Focus of Workforce Planning

Drivers and focus of workforce planning

Which positions

do we plan to

open next year?

Wrap-up


Where to Find More Information

SAP SuccessFactors Workforce Planning and Analytics Roadmaphttps://www.sap.com/products/roadmaps.html

Operational Workforce Planning is Quietly Transforming HR www.ihrimpublications.com/WSR_Online_Archives/WSR_AprMay13_Smolders_and_Rivera.pdf

Seven Ways Operational Workforce Planning Moves HR Up to the Level of Finance https://blogs.sap.com/2013/10/09/seven-ways-operational-workforce-planning-moves-hr-up-to-the-level-of-finance/

Mind the Gap: A Vision of Integrated Strategic & Operational Workforce Planning

www.linkedin.com/pulse/mind-gap-vision-integrated-strategic-operational-planning-collins

SAP Help Documentation, Administration Guide on Analytics

http://help.sap.com/hr_analytics

https://www.sap.com/products/roadmaps.html

http://www.ihrimpublications.com/WSR_Online_Archives/WSR_AprMay13_Smolders_and_Rivera.pdf

https://blogs.sap.com/2013/10/09/seven-ways-operational-workforce-planning-moves-hr-up-to-the-level-of-finance/

http://www.linkedin.com/pulse/mind-gap-vision-integrated-strategic-operational-planning-collins

http://help.sap.com/hr_analytics

Thank you.

Contact information:

Søren Højby

Sr. Director of Product Management,

Workforce Planning

[email protected]

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companies shall not be liable for errors or omissions with respect to the materials. The only warranties for SAP 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 SE’s 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 forward-looking 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,

and they should not be relied upon in making purchasing decisions.

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Saml dine data i SAP Analytics Cloud og understøt med WFA ... · EXTERNAL Søren Højby, SAP Jan 31, 2018 Saml dine data i SAP Analytics Cloud og understøt med WFA/WFP i SuccessFactors