mysap ERP Talent Management Dr. Christian Acosta-Flamma

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1 mysap ERP Talent Management Dr. Christian Acosta-Flamma

2 The Talent Management Imperative SAP Talent Management Strategy Why SAP for Talent Management

3 Today s Business Environment Today s business challenges Aging workforce Industry consolidation Global economy Increasing focus on innovation and growth Faster ROI demands Unique set of business challenges requires a new way of managing workforce talent SAP AG 2006, Talent Management :: Dr. Christian Acosta-Flamma/ 3

4 Success Through People Everyone talks about it but what does it mean? Better management of talent can drive Rapid, successful new product introductions (better market agility) Sustained business results over time Higher customer satisfaction Lower production cost On-time, on-budget project deliveries Technology can support this transformation of strategic workforce management SAP AG 2006, Talent Management :: Dr. Christian Acosta-Flamma/ 4

5 Market Situation Current situation: Many definitions, many point solutions to choose from. Portal/ESS Recruiting/Applicant Tracking Qualification/Skill Databases Learning Management Which comes first? Is there more? Compensation Management Succession Planning Performance Management Analytics Talent Management is more than an Applicant Tracking system or a Performance Management tool. It is a set of integrated processes requiring synergy between different HR practice areas. SAP AG 2006, Talent Management :: Dr. Christian Acosta-Flamma/ 5

6 The Technology Situation Processes based on non-integrated technology components Recruiting Succession Management Learning Management Performance Management Career Planning Compensation HR HR Updates: Skills, Availability, Costs, etc Talent Supply and Demand Flows SAP AG 2006, Talent Management :: Dr. Christian Acosta-Flamma/ 6

7 The Data Situation Recruiting Transactional HR Applicant Data Employee Data Competency Models Organizational Data Learning Skills/Competencies Roles, Security Perf Mgmt, Comp Goals/Objectives Incentives Career Management Succession Planning SAP AG 2006, Talent Management :: Dr. Christian Acosta-Flamma/ 7

8 Results Stand-alone processes Multiple interfaces Redundant data Inability to identify effects Difficulty to measure success SAP AG 2006, Talent Management :: Dr. Christian Acosta-Flamma/ 8

9 What s Required Integrated (and global) Processes HCM ERP Integrated Data One source of Employee data One source of Organizational data One source of Competencies Integrated Analytics Understand Trends, then Plan Determine Cause and Effect Measure Results SAP AG 2006, Talent Management :: Dr. Christian Acosta-Flamma/ 9

10 The Talent Management Imperative SAP Talent Management Strategy Why SAP for Talent Management

11 mysap ERP HCM Strategy HCM is the strategy and the set of business processes that make every employee a competitive asset, driving operating and financial results. mysap ERP HCM delivers the processes and technology that enable the organization to maximize its Human Capital assets. SAP AG 2006, Talent Management :: Dr. Christian Acosta-Flamma/ 11

12 Human Capital Management Processes Talent Management Strategy: Integrate and extend strategic Talent Management processes: From applicant tracking to Attract and Acquire From training to Educate and Develop From successor searches to Identify and Grow From appraisals to Align and Motivate Delivery: Leverage HR core processes Extend key functions and capabilities Cross-process integration SAP AG 2006, Talent Management :: Dr. Christian Acosta-Flamma/ 12

13 A Better Functional Landscape Consolidated technology, Process-oriented, Cross-user Plan Enable Execute Monitor Attract and Acquire Educate and Develop Identify and Grow tomorrow s leaders Align and Motivate Analytics, Competencies, HR, SAP AG 2006, Talent Management :: Dr. Christian Acosta-Flamma/ 13

14 A More Efficient Data Model One shared data source for process planning, execution, and measurement. Competency Models Organizational Data Transactional HR Sourcing, Recruiting HR Data Talent Data Applicant Data Career Mgmt Learning Mgmt Performance Mgmt Workforce Planning Succession Mgmt SAP AG 2006, Talent Management :: Dr. Christian Acosta-Flamma/ 14

15 Attract and Acquire Plan: Analyze talent gaps, determine staffing needs Enable: Define talent profiles, build the talent pool, develop marketing programs Execute: Cultivate, Find, Track, Hire Monitor: Time to hire, quality of hire, effectiveness of process SAP AG 2006, Talent Management :: Dr. Christian Acosta-Flamma/ 15

16 Attract and Acquire Key Solution Features Vacancy Management Applicant tracking Talent relationship management capabilities Talent pools and target groups Screening, searching and matching tools Analytics, full ESS and MSS scenarios Solution Benefits Better, quicker hiring at a lower cost Wider pool of candidates for open opportunities Reduced data redundancy SAP AG 2006, Talent Management :: Dr. Christian Acosta-Flamma/ 16

17 Educate and Develop Plan: Determine education and training needs Enable: Define talent profiles, build curricula, define learning delivery methods Execute: Assign, register, update qualification Monitor: Usage, impact SAP AG 2006, Talent Management :: Dr. Christian Acosta-Flamma/ 17

18 Educate and Develop SAP Solution Features Blended learning (classroom, electronic, online, etc.) Personalized learning based on position, job, etc. Job profile and position gap analyses Offline learning Analytics, full ESS and MSS scenarios SAP Solution Benefits Comprehensive and integrated learning/skills management delivered through the portal Better insight into ROI of education initiatives Compliance with government regulations (21CFR Part 11 Compliance (FDA)) SAP AG 2006, Talent Management :: Dr. Christian Acosta-Flamma/ 18

19 Process: Identify and Grow Plan: Determine critical job families and positions Enable: Define key competencies, create development opportunities, build succession plans Execute: Calibrate, search, assign Monitor: Progress, key positions SAP AG 2006, Talent Management :: Dr. Christian Acosta-Flamma/ 19

20 Identify and Grow Key Solution Features Complete solution for managing succession in key positions Talent pool integration for identifying future leaders Integration to mysap ERP HCM Analytics, full ESS and MSS scenarios Solution Benefits Protect mission-critical roles with better bench strength More objective approach for evaluation of talent, successors Consistent competency framework for all talent-related activities SAP AG 2006, Talent Management :: Dr. Christian Acosta-Flamma/ 20

21 Align and Motivate Plan: Determine organizational goals Enable: Define MBOs, create appraisal templates Execute: Create goals, monitor, appraise, compensate Monitor: Rate of completion, performance levels, pay for performance SAP AG 2006, Talent Management :: Dr. Christian Acosta-Flamma/ 21

22 Align and Motivate Key Solution Features Consistent casual user interface for managers and employees Support for multiple appraisers Compensation Management integration Analytics, full ESS and MSS scenarios Solution Benefits Improved focus on organizational objectives React quickly to changes in strategies Pay for Performance optimizes workforce performance, costs SAP AG 2006, Talent Management :: Dr. Christian Acosta-Flamma/ 22

23 The Talent Management Imperative SAP Talent Management Strategy Why SAP for Talent Management

24 Integration Across HCM Competencies One competency catalog leveraged by all Talent Management processes Employee/HR data One set of employee master data to reduce redundant users and data Organizational Management One organizational structure to drive workflow, security, position management. Maintenance and upgrades SAP AG 2006, Talent Management :: Dr. Christian Acosta-Flamma/ 24

25 Integration Across SAP Analytics Consolidated, cross-erp analytics in BW Link strategies with business outcomes and Business planning with people planning Enterprise Portal Role based, single access points to all Talent Management processes Re-use of Knowledge Management and Collaboration capabilities Technology More effective use of existing IT assets Lower cost of ownership, greater data integrity than legacy/third-party solutions ESA strategy to enable composite scenarios and easier integration SAP AG 2006, Talent Management :: Dr. Christian Acosta-Flamma/ 25

26 Cross-Process Integration Linking MBOs with learning opportunities SAP AG 2006, Talent Management :: Dr. Christian Acosta-Flamma/ 26

27 Common Competency Framework Across All Talent Management Processes Competencies driving course offerings in Learning also drive Recruiting, Succession, and Performance Management processes in SAP SAP AG 2006, Talent Management :: Dr. Christian Acosta-Flamma/ 27

28 ERP/HCM Integration and Relevant Business Insight SAP NetWeaver Business Intelligence demonstrates the true business impact of Talent initiatives SAP AG 2006, Talent Management :: Dr. Christian Acosta-Flamma/ 28

29 Talent Pool Insight in SAP Identify skill gaps proactively and fill them via internal or external recruitment SAP AG 2006, Talent Management :: Dr. Christian Acosta-Flamma/ 29

30 Consistent, Web-based UI for Talent Management Casual user scenarios: clean UI, guidance through process steps SAP AG 2006, Talent Management :: Dr. Christian Acosta-Flamma/ 30

31 The SAP NetWeaver Advantage Collaboration rooms enrich the end user experience in Talent Management SAP AG 2006, Talent Management :: Dr. Christian Acosta-Flamma/ 31

32 Open Platform for Composite Talent Management Scenarios SAP NetWeaver enables compelling, open composite Talent Management scenarios SAP AG 2006, Talent Management :: Dr. Christian Acosta-Flamma/ 32

33 SAP Talent Management Drives Results Managing Talent in an Integrated SAP Environment Means: Management can engage in workforce development initiatives that drive business results and can measure those results Management develops a stronger workforce with minimal disruption as the business environment and workforce demographics change HR can proactively identify Talent gaps in the context of corporate strategy and proactively deal with them HR becomes a more strategic partner in running the organization Success Through People becomes a reality, not just a vision SAP AG 2006, Talent Management :: Dr. Christian Acosta-Flamma/ 33

34 Copyright 2006 SAP AG. 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 AG. The information contained herein may be changed without prior notice. Some software products marketed by SAP AG and its distributors contain proprietary software components of other software vendors. Microsoft, Windows, Outlook, and PowerPoint are registered trademarks of Microsoft Corporation. IBM, DB2, DB2 Universal Database, OS/2, Parallel Sysplex, MVS/ESA, AIX, S/390, AS/400, OS/390, OS/400, iseries, pseries, xseries, zseries, z/os, AFP, Intelligent Miner, WebSphere, Netfinity, Tivoli, and Informix are trademarks or registered trademarks of IBM Corporation. Oracle is a registered trademark of Oracle Corporation. UNIX, X/Open, OSF/1, and Motif are registered trademarks of the Open Group. Citrix, ICA, Program Neighborhood, MetaFrame, WinFrame, VideoFrame, and MultiWin are trademarks or registered trademarks of Citrix Systems, Inc. HTML, XML, XHTML and W3C are trademarks or registered trademarks of W3C, World Wide Web Consortium, Massachusetts Institute of Technology. Java is a registered trademark of Sun Microsystems, Inc. JavaScript is a registered trademark of Sun Microsystems, Inc., used under license for technology invented and implemented by Netscape. MaxDB is a trademark of MySQL AB, Sweden. SAP, R/3, mysap, mysap.com, xapps, xapp, SAP NetWeaver, and other SAP products and services mentioned herein as well as their respective logos are trademarks or registered trademarks of SAP AG in Germany and in several other countries all over the world. All other product and service names mentioned are the trademarks of their respective companies. Data contained in this document serves informational purposes only. National product specifications may vary. The information in this document is proprietary to SAP. No part of this document may be reproduced, copied, or transmitted in any form or for any purpose without the express prior written permission of SAP AG. This document is a preliminary version and not subject to your license agreement or any other agreement with SAP. This document contains only intended strategies, developments, and functionalities of the SAP product and is not intended to be binding upon SAP to any particular course of business, product strategy, and/or development. Please note that this document is subject to change and may be changed by SAP at any time without notice. SAP assumes no responsibility for errors or omissions in this document. SAP does not warrant the accuracy or completeness of the information, text, graphics, links, or other items contained within this material. This document is provided without a warranty of any kind, either express or implied, including but not limited to the implied warranties of merchantability, fitness for a particular purpose, or non-infringement. SAP shall have no liability for damages of any kind including without limitation direct, special, indirect, or consequential damages that may result from the use of these materials. This limitation shall not apply in cases of intent or gross negligence. The statutory liability for personal injury and defective products is not affected. SAP has no control over the information that you may access through the use of hot links contained in these materials and does not endorse your use of third-party Web pages nor provide any warranty whatsoever relating to third-party Web pages. SAP AG 2006, Talent Management :: Dr. Christian Acosta-Flamma/ 34

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