LOUD IN THE CLOUD. Customer Spotlights: Performance & Goals

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1 LOUD IN THE CLOUD Customer Spotlights: Vol. 1 October 2014

2 Contents at a glance Introduction...1 Customer quotes...2 Case studies...3 Atos: Atos makes performance count with SuccessFactors solutions Employees: 75,000 l High Tech... 3 Black Hills: Black Hills Corporation fuels rapid growth using SuccessFactors software Employees: 2,100 l Utilities... 4 Ordina: With SuccessFactors solutions, Ordina creates a fuller picture of IT talent Employees: 2,900 l Information Technology... 5 Parmalat SpA: With SuccessFactors solutions, Parmalat implements enterprise-wide goals and Performance Management Employees: 14,000 Consumer Goods... 6 Pioneer Investments: Pioneer investments achieves strong performance management worldwide Employees: 2,000 Insurance Q_PERIOR: Improving the efficiency of HR processes with SuccessFactors solutions Employees: 440 l Professional Services... 8 TeliaSonera: With SuccessFactors solutions, TeliaSonera keeps a global workforce dialed into corporate objectives Employees: 26,400 High Tech... 9 Umicore: SuccessFactors solutions give Umicore an online talent management hub Employees: 14,400 Specialty Chemicals...10 Welcome Break Group: Welcome Break Group transforms its workforce with SuccessFactors Employees: 4,500 l Hospitality...11 Customer communities Showcase YOUR company s success... 13

3 You ve landed key talent. Now what? Winning the war for talent involves much more than simply attracting and hiring the best and brightest. Once your newest employees come on board, your top priority is to manage their performance in ways that maximize their contribution to your bottom line. But achieving this laser-focus in performance management can be challenging. It involves aligning employee activities with organizational strategy. Monitoring performance in real time. Providing subordinates with continuous, meaningful feedback and coaching. And cascading corporate objectives down to all levels quickly as business needs change. SuccessFactors gives you the in-depth employee performance information you need to make good decisions about retaining, rewarding, and developing your most valuable players. Although the system supports detailed goal-setting and in-depth talent assessments, it also offers a user experience that s as intuitive as any consumer website. With SuccessFactors solutions, your organization can: Align individual employee and manager goals with company business objectives. Expand performance insight and boost retention by easily delivering focal reviews and 360-degree assessments. Make objective, fact-based assessment decisions through intuitive, visual employee comparisons. Identify potential future leaders by comparing and rating employees across the same dimensions. Help managers provide more accurate and meaningful feedback and coaching. How are leading organizations using SuccessFactors performance management solutions to reward today s high performers while developing tomorrow s? Read on to find out. 1

4 Customer quotes IT S A SIMPLE EQUATION: WE ARE A PEOPLE BUSINESS. THE MORE WE SUPPORT INDIVIDUALS PERFORMANCE IMPROVEMENT, THE MORE WE IMPROVE COMPANY PERFORMANCE. MYCAREER WILL HELP US MANAGE PERFORMANCE IN WAYS THAT DRIVE OUR GROWTH. Valérie Caillaud Group Director of Talent Management, Atos IN THE PAST, EMPLOYEES MOSTLY LOOKED WITHIN THEIR OWN BUSINESS UNIT FOR POSSIBILITIES TO GROW. NOW, SUPPORTED BY SUCCESSFACTORS PERFORMANCE & GOALS, WE CAN ENCOURAGE PEOPLE TO DEVELOP THEIR SKILLS IN OTHER PARTS OF THE BUSINESS. Jeroen Schenk HR Program Manager, Ordina ENABLING A GLOBAL PERFORMANCE MANAGEMENT PROCESS WITH SUCCESSFACTORS OPENS UP POSSIBILITIES AROUND SETTING QUALITY OBJECTIVES, MEASURING RESULTS,AND DRIVING CONTINUOUS IMPROVEMENTS FOR OUR ENTIRE WORKFORCE IN A TRANSPARENT AND FLEXIBLE WAY. Ivo Kukavica Vice President, Head of HR Common Services and s, TeliaSonera THANKS TO SUCCESSFACTORS, ALL EMPLOYEES ARE EVALUATED USING SHARED AND TRANSPARENT CRITERIA, CREATING A MUCH FAIRER AND CONSISTENT PERFORMANCE MANAGEMENT SYSTEM WORLDWIDE. Simone Martina Head of Global Compensation, Pioneer Investments 2

5 Company: Atos Industry: High Tech Employees: 75,000 Employee Profile Succession & Development Atos makes performance count with SuccessFactors solutions Atos SE is an international IT services firm with employees in 48 countries. Serving a global client base across industry sectors, the firm provides consulting and technology services, systems integration, managed services, and business process outsourcing, as well as transactional services through Worldline. Atos is focused on business technology that powers progress and helps organizations to create their firm of the future. Even before Atos acquired Siemens IT s and Services, the firm was serious about global growth. The acquisition only intensified the need for Atos to optimize employee performance around the world. To achieve this goal, Atos needed to: Eliminate data silos to form a single view of employee performance worldwide Identify, develop, and reward more outstanding performers Establish common performance management processes across the newly combined firm Increase the transparency and user-friendliness of performance management task Atos chose SuccessFactors as its performance management vendor and implemented SuccessFactors, Succession & Development, and Employee Profile. Despite an aggressive four-month deadline, Atos rolled out functionality to 46 countries in time for the 2012 performance management cycle. Using SuccessFactors solutions, Atos was able to: Build a common MyCareer talent management platform for the entire firm Integrate its cloud-based talent management with on-premise SAP HR and other systems Gain instant visibility into the entire global workforce After implementing SuccessFactors, Atos: Increased employee participation in performance and talent management from 70% to 90% Formed a clearer picture of employees value through the combination of performance and talent data Increased consistency and accuracy of performance ratings Automated creation of employee development plans Required just three staff members on the global application support team It s a simple equation: we are a people business. The more we support individuals performance improvement, the more we improve company performance. MyCareer will help us manage performance in ways that drive our growth. Valérie Caillaud, Group Director of Talent Management, Atos 3

6 Company: Black Hills Industry: Utilities Employees: 2,100 Calibration Career & Development Planning Compensation Recruiting Management Succession Management Workforce Analytics Workforce Planning Black Hills Corporation fuels rapid growth using SuccessFactors software Black Hills Corporation generates wholesale electricity, natural gas, oil and coal, and other forms of energy for more than 762,000 utility customers in the Midwestern United States. Founded in the late 1880s and based in Rapid City, South Dakota, the corporation continues its127-year history as a leading utility provider, delivering excellent service to its many customers in Colorado, Iowa, Kansas, Nebraska, South Dakota, and Wyoming. To manage considerable growth Black Hills needed to address the following challenges: Acquisition doubles employee workforce and creates need for integrated talent management processes. Effective management and development for existing, specialized talent pool is key for continued success in the energy industry. Planning for the impact of rapid turnover due to a large percentage of its workforce reaching retirement age SuccessFactors HCM Suite modules provide powerful analytics and reporting capabilities to help drive strategic and timely decisions for the business: Compensation Recruiting Succession & Development Workforce Analytics Workforce Planning Black Hills implemented SuccessFactors and achieved the following business results: The Workforce Analytics module enabled Black Hills to model turnover scenarios to quantify the impact of the impending retirement surge and proactively address the issues. Performance, Goal, and Compensation Management enabled Black Hills to create a seamless performance management cycle. With the simplicity of the new processes and ability to easily track completion, the company has now reached 100% compliance on annual reviews. Over the next seven years, 24 percent of our workforce will be eligible for retirement. With the information revealed from SuccessFactors Analytics, we are now armed with the knowledge we need to address this issue before it can impact our business and service levels. Bob Myers, Senior Vice President and Chief Human Resources Manager, Black Hills Corporation 4

7 Company: Ordina Industry: Information Technology Employees: 2,900 With SuccessFactors solutions, Ordina creates a fuller picture of IT talent As the designers, builders, and managers of a better digital world, Ordina has more than 2,900 employees who work to future-proof, rejuvenate, and improve corporate processes and IT. Ordina implements strategy and policies on the basis of real knowledge of its clients business, local laws and regulations, and language and culture and can translate this from business into IT. Founded in 1973, Ordina has offices in the Netherlands, Belgium, and Luxembourg. IT talent is scarce, and the competition to attract and keep the best people is fierce. That s why Ordina, a leading provider of IT consulting and solutions in the Benelux region, recently focused on identifying and managing its talent in a more consistent manner. To achieve this goal, Ordina needed to: Improve the quality of its existing employee information Manage employees skills and competencies in the same way across the company Create one home for all talent-related information As part of a broader ERP implementation, Ordina introduced a single talent management process based on SuccessFactors. Ordina now has a complete overview of its employee population and can better match its employees skills and knowledge to client needs. With SuccessFactors, Ordina was able to: Provide the entire organization with an appealing user interface for performance management Take advantage of analytics as well as powerful functionality Enhance the value it gets from its existing SAP solutions After going live on SuccessFactors, Ordina achieved the following business results: Established a consistent way to identify, describe, and manage IT talents as well as skill gaps Gained the ability to monitor progress of the performance management cycle and determine where managers are in the workflowanalytics for cost-saving information Achieved a full overview of all performance goals, as well as insight into whether goals are aligned with business priorities Increased awareness of the importance of internal mobility and active succession planning Gained the ability to compare talent information across business divisions and departments In the past, employees mostly looked within their own business unit for possibilities to grow. Now, supported by SuccessFactors, we can encourage people to develop their skills in other parts of the business. Jeroen Schenk, HR Program Manager, Ordina 5

8 Company: Parmalat SpA Industry: Consumer Goods Employees: 14,000 SAP Jam With SuccessFactors solutions, Parmalat implements enterprise-wide goals and performance management Italy-based Parmalat is an international producer of milk and dairy products, with 14,000 employees, 31 different brands, and annual sales of more than 4 billion in Established in 1961, Parmalat has a presence in 25 countries, and 75 percent of its revenues are from outside Europe. In July 2011, Parmalat was taken over by Lactalis Group, creating the world s biggest dairy enterprise. As it operates in a highly competitive, low-margin market, Parmalat realizes its people are its biggest difference-maker. In 2010, the company wanted to raise performance and optimize the workforce by not only identifying its most talented employees, but also helping the 10% who were under-performing to improve. To do so, Parmalat needed to: Achieve group-wide consistency in performance management Create a measurable overview of human capital across the enterprise Implement a global model called Performalat to specify requirements for performance management, reporting, action planning, and succession planning Parmalat began its transformation by designing its ideal system on paper before searching the market for a straightforward, user-friendly talent management solution. After watching a SuccessFactors demo, Parmalat s team realized it had found a close match for the performance management and social reporting functionality the company needed. With SuccessFactors, Parmalat was able to: Go live in four months with a pilot implementation for 1,300 employees in 16 countries Expand the pilot to support 5,500 additional staff in four languages Implement social networking for professional groups with mutual interests After going live on SuccessFactors, Parmalat has achieved the following business results: Give top executives a structured view of all global human capital Provide HR with real business insights on the workforce Drive high levels of user adoption across the employee base Easily identify employees who have key skills Support succession planning initiatives SuccessFactors is enabling HR to have better business conversations with the local CEOs, supported by more granular data and analysis on their human capital. Rather than going to the chief executives with an Excel spreadsheet, our HR leaders can now have a much more meaningful and structured conversation supported by real business insight. Riccardo Sebastiano Piaggi, Group Head of Organisation and Development, Parmalat 6

9 Company: Pioneer Investments Industry: Banking Employees: 2,000 Compensation Employee Central Succession & Development Pioneer Investments achieves strong performance management worldwide Founded in 1928, Pioneer Investments is the asset management division of UniCredit Group, one of Europe s leading banking groups, with assets under management of 182 billion. The company has been a global brand for more than 80 years and has remained successful through various economic cycles, effectively managing the changes and fluctuating events that have influenced the financial world. In the financial services industry, where expertise is one of the main assets a firm can provide, performance management is of the utmost importance. But Pioneer Investments maintained separate HR systems in each of its 26 countries, and lacked a global HR structure. Before it could leverage its talent more effectively worldwide, Pioneer Investments needed to: Replace disparate HR tools with a single global platform Deliver HR governance worldwide while simplifying all HR processes Gain meaningful insight into the workforce Harmonize the corporate incentive scheme across the organization Pioneer Investments partnered with SuccessFactors to implement cloud-based talent management solutions while keeping investment in IT infrastructure to a minimum. The company deployed SuccessFactors and Succession & Development to all 2,000 employees in 26 countries, and then rolled out Employee Central. With SuccessFactors, Pioneer Investments was able to: Give managers round-the-clock access to performance evaluation tools Implement a consistent performance scorecard system companywide Use calibration to increase the accuracy of the company s compensation structure By implementing SuccessFactors solutions, Pioneer Investments has achieved the following business results: Allowed managers to spend more time on the areas that matter most Gave managers greater insight into the strengths of their talent pool Increased the fairness and consistency of the performance management process Gave HR business partners more control over compensation processes Reinforced the link between performance appraisals and bonus payouts Thanks to SuccessFactors, all employees are evaluated using shared and transparent criteria, creating a much fairer and consistent performance management system worldwide. Simone Martina, Head of Global Compensation, Pioneer Investments 7

10 Company: Q_PERIOR AG Industry: Professional Services Employees: 440 Improving the efficiency of HR processes with SuccessFactors solutions Q_PERIOR is an owner-managed business and IT consulting firm. The company supports large corporations and large mid-sized companies with integrated specialized and IT competencies. To provide world-class business and IT consulting to its customers, ensuring a highly motivated and international team is key for Q_PERIOR. To this end, management and employees are in constant contact. To speed up communications, the consulting company needed HR software that could adapt to its complex management structure and integrate with its SAP software landscape. Map all core processes from target agreements to compensation and promotion models in a single system Replace labor-intensive Microsoft Word- and Excel-based processes Reduce the floods of s regarding performance management Facilitate further growth The SuccessFactors and SuccessFactors Compensation solutions are helping Q_PERIOR ensure that employees have the skills to continue providing optimal support to customers. Well integrated in the existing SAP software environment Extremely flexible solutions that can be adapted to individual processes Cloud applications, enabling fast rollouts Minimum maintenance, saving time for the IT department Continuous improvement through regular updates With SuccessFactors solutions, Q_PERIOR achieved the following business results: Far more efficient processes immediately after implementation Full transparency of all employee pay situations Time savings for the HR department and for managers of specialist departments Even variable remuneration that is calculated automatically High acceptance by all users We want to optimize support for our employees development ideas. By combining our trusted SAP software system and cloud-based SuccessFactors solutions, we can comprehensively foster development for each employee. That also benefits our clients. Henrich Götz, Head of Human Resources, Q_PERIOR AG 8

11 Company: TeliaSonera Industry: High Tech Employees: 26,400 With SuccessFactors solutions, TeliaSonera keeps a global workforce dialed into corporate objectives TeliaSonera provides network access and telecommunication services that help people and companies communicate in an easy, efficient, and environmentally friendly way. Founded in the 1850 s, the company is a pioneer of the telecom industry, one of the inventors of mobile communications, and the founder of GSM. TeliaSonera has evolved from local operators into Europe s fifth-largest telecom in less than 20 years. TeliaSonera is a telecommunications services company that offers customers a unique value proposition: the service of a local telecom combined with the strength and reliability of a global provider. To maintain its competitive edge, TeliaSonera needed to: Continue to unite the company under a common identity and vision Use human capital more effectively in providing a world-class customer experience Move a pen-and-paper performance management process online, and extend it beyond the executive team TeliaSonera implemented SuccessFactors. The company is now better positioned to cascade high-level corporate objectives throughout the organization and to engage thousands of employees worldwide in a dynamic online performance management process. Using these modules, TeliaSonera was able to: Go live quickly, thanks to the cloud-based delivery model Address a wide range of talent management needs by implementing one module at a time Meet most needs right out of the box, but customize solutions to support specific processes After going live on SuccessFactors, TeliaSonera expects to achieve the following business results: Transform performance management from a paper-based task into a dynamic activity with lasting benefits Cascade corporate objectives through all levels of the organization Use the results of performance management to enhance development, succession, and compensation activities Enabling a global performance management process with SuccessFactors opens up possibilities around setting quality objectives, measuring results,and driving continuous improvements for our entire workforce in a transparent and flexible way. Ivo Kukavica, Vice President, Head of HR Common Services and s, TeliaSonera 9

12 Company: Umicore Industry: Specialty Chemicals Employees: 14,400 Employee Profile Learning Succession & Development SuccessFactors solutions give Umicore an online talent management hub Umicore is a global materials technology and recycling group focusing on application areas where its expertise in materials science, chemistry, and metallurgy makes a real difference. The company generates most of its revenue and dedicates most of its R&D efforts to clean technologies. Umicore s efforts are based on an ambition to develop, produce, and recycle in ways that fulfill its mission: materials for a better life. The world is hungry for clean technologies and Umicore can deliver. As the company sets and achieves aggressive growth targets, it continues to add talented employees and deploy them in new markets. To meet the HR challenges that resulted from its continued growth, Umicore needed to: Maintain a complete view of talent and development processes worldwide Transition off of HR systems that mainly focused on transactions Engage employees by offering them self-service tools to manage their own careers Umicore initially planned to implement a learning management system and integrate it with its existing HR solutions until it evaluated SuccessFactors. The company implemented an integrated suite of applications that included SuccessFactors Employee Profile,, Succession & Development, and Learning. Using these modules, Umicore was able to: Integrate all HR processes into one highly intuitive user interface Unite employees from 30 countries on one talent management hub Continue managing core HR data in SAP Human Resources and integrate it with SuccessFactors Umicore implemented SuccessFactors and achieved the following business results: Enhanced the completeness and accuracy of the talent review process Increased e-courses available to employees from two to 30 Minimized travel and consulting costs associated with training Visualizing succession scenarios across the global enterprise SuccessFactors Learning lets employees complete courses on their own schedule. We re getting much greater participation in each course while also reducing travel costs and trainer fees. Mark Dolfyn, HR Development Director, Umicore 10

13 Company: Welcome Break Group Industry: Hospitality Employees: 4,500 Employee Central Learning Recruiting Management SAP Jam Succession & Development Welcome Break Group transforms its workforce with SuccessFactors As the UK s second largest operator of motorway services and hotels, Welcome Break has been operating since The company has grown from a single service area at Newport Pagnell near Milton Keynes on the M1 motorway to 28 large sites across the UK, employing more than 4,500 people. In 2009, Welcome Break Group made the conscious decision to move into world class high street brands with the goal of transforming itself from what was essentially a roadside catering company to a multi-faceted retail business. The company shifted from a decentralized business that relied on the individual initiative and business acumen of its site directors, to a more structured, centralized discipline. Welcome Break Group needed to close the following gaps: Align 4,500 employees with corporate goals at every level of the organization Provide uniform and consistent delivery of the high street brands across its numerous sites Welcome Break is currently in the process of deploying SuccessFactors Recruiting Management,, Succession & Development, Jam, Employee Central and Learning. The solutions are helping Welcome Break to: Develop internal talent, drive employee performance and transform the company s workforce Ensure corporate goal alignment across both divisions and individual employees Empower better collaboration Create a more versatile and mobile talent pool through employee training Development and career progression Support the company s online recruiting initiatives and help deliver annual six figure savings for the organization Welcome Break is half way through its two year transformation. The company began by deploying Jam, Employee Central and Recruiting Management first, with the additional solutions to follow over the coming months. Once the transformation is completed, the group estimates: It can reduce employee turnover by 10 per cent due to improved quality of hires Faster on boarding Efficient training Clear measurable objectives and career and succession planning A five figure cost savings on its external recruitment costs as 25 per cent of the vacancies will be internally filled A significant boost in employee productivity and engagement, which could also deliver six figures back to the organization SuccessFactors is far more than just an HR system. We knew it would help us get to the next stage of our strategic business execution as a company. Karl Jolly, Director of People, Welcome Break Group 11

14 Join us! You are invited to join one of our social networks, special interest groups, and global and regional user group councils! SuccessFactors Community It s your place to connect with more than 22,000 peers and SuccessFactors product experts, get new release information, submit ideas, and discuss what s important to you. Whether you have been with SuccessFactors for years or are just joining our family of customers, you will find the community to be full of great resources for everything you need to know to succeed. To get started, go to Customer user groups SuccessFactors provides support for industry and regional user groups around the world along with a global customer advisory board. User groups are supported locally and on the SuccessFactors Community. You are invited to participate: Value & Innovation in Practice (VIP) The SuccessFactors Value & Innovation in Practice (VIP) program is a series of events focused on critical business execution topics and designed to maximize the value of your investments in our solutions. To learn more about the program, please send an to SFSFVIP@sap.com To learn more about our customer programs, please contact your sales representative or send an to reference@successfactors.com 12

15 Showcase YOUR company s success Share your organization s success with SuccessFactors HR software solutions, either through a written case study or video testimonial. Let us help highlight your success contact us at: reference@successfactors.com 13

16 About SuccessFactors SuccessFactors is the leading provider of cloud-based HCM software, which delivers business results through solutions that are complete, beautiful, and flexible enough to start anywhere and go everywhere. SuccessFactors customers represent organizations of all sizes across a wide range of industries. With more than 20 million subscribers globally, we strive to delight our customers by delivering innovative solutions, content and analytics, process expertise, and best practices insights from across our broad and diverse customer base. SuccessFactors solutions are supported by a global partner ecosystem and the experience and commitment of SAP SuccessFactors, Inc. All rights reserved. SuccessFactors Global Headquarters One Tower Plaza South San Francisco, TOLL FREE PHONE FAX EMEA APAC No part of this publication may be reproduced or transmitted in any form or for any purpose without the express permission of SuccessFactors. The information contained herein may be changed without prior notice. Some software products marketed by SuccessFactors and its distributors contain proprietary software components of other software vendors. These materials are subject to change without notice. These materials are provided by SuccessFactors and its affiliated companies for informational purposes only, without representation or warranty of any kind, and SuccessFactors shall not be liable for errors or omissions with respect to the materials. The only warranties for SuccessFactors 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. SuccessFactors products and services mentioned herein as well as their respective logos are trademarks or registered trademarks of SuccessFactors Inc. (and SAP) in the United States and other countries. v