Research Bulletin 2013

Transcription

1 The Latest in Enterprise Learning & Talent Management October 9, 2013 Understanding Integration: SAP s HCM Integration Strategy with SuccessFactors About the Author Katerine Jones, Ph.D. Lead Analyst Bersin by Deloitte Deloitte Consulting LLP Preface Our members at Bersin by Deloitte ask us questions almost daily about application integration what it means, how it works, and how to accomplish it. This research bulletin looks at integration in the light of an on-premise solution, SAP ERP 1, and a cloud integrated talent management solution, SuccessFactors; this report discusses many facets of integration in an effort to clarify how to achieve the benefits that integration provides. Introduction Application integration is essential. It is not just a technical issue, but a business issue. Users require one source of the truth about their people and their processes in order to manage, monitor, and measure progress and success. Yet understanding how solutions that are used in business actually can connect remains elusive. This research bulletin is an attempt at clarifying the many questions our members ask on the how-tos of application integration. BERSIN BY DELOITTE 180 GRAND AVENUE SUITE 320 OAKLAND, CA (510) INFO@BERSIN.COM SAP ERP is the production basis for a great many of our customers; likewise, many use SuccessFactors applications for varying areas of talent management, including learning, performance and, increasingly, core HR in Employee Central. With the acquisition of SuccessFactors, the expectation for integration was exacerbated, leading to points of confusion as the on-premise and cloud worlds appeared on a potential 1 Enterprise resource planning (ERP) is a category of enterprise software that typically integrates financials, HR, manufacturing, order processing and customer relationship management in an integrated solution.

2 KEY POINT Application integration is not just a technical issue, but a business issue. collision course. During the ensuing months since the acquisition, SAP has made great strides in clarifying the often difficult path to a smooth product integration. Prior to the acquisition, more than 500 customers had successfully integrated SAP HCM 2 and SuccessFactors themselves with the existing available APIs 3. SAP s goal was to provide a standard set of supported integrations to relieve customers of having to define and build these integrations themselves. For the past 18 months, SAP has been productizing tools to enable customers to integrate the systems faster. Why Integration Matters There are many reasons why companies want their HR software platforms to be integrated, including the following. Data and Analytics In order to run meaningful reports, understand the state of the business, and implement talent analytics 4, companies need the equivalent of a single system of record. Wellarchitected systems integration helps to make sure that all data is coordinated, easy to find, and accurate. User Experience People will not log-in to multiple HR systems to get their work done. If systems are not integrated, employees and managers often have multiple systems with multiple user interfaces to use, making HR systems difficult to learn and not well-adopted. 2 Human capital management (or HCM) represents the practices and processes for managing people in an organization. In our research, we define HCM as the people processes and systems which comprise an organization s entire range of systems - a superset of talent management, which refers to the organizational processes of recruiting, onboarding, leadership development, succession, performance management, pay for performance, career development, training, workforce planning, employee collaboration, and other organizational design-related practices and systems. HCM, in contrast, includes other additional practices, such as HR management systems, payroll, workforce management (hourly scheduling), expense management, contingent workforce management, employee leave management, and other more administrative or transactional parts of managing people. 3 Application programming interfaces or APIs offer the ability for one application or tool to speak to or be embedded within other applications or tools. 4 For more information, Big Data in HR: Building a Competitive Talent Analytics Function The Four Stages of Maturity, Bersin & Associates / Josh Bersin, April Available to research members at Katherine Jones, Ph.D. Page 2

3 Accuracy and Compliance Most HR programs have some legal and regulatory requirements. Did a certain employee complete the mandatory compliance training, for example? If systems are not well-integrated, then these processes may not be easy to track, and it may be impossible to verify or report on compliance issues. IT Cost When systems are not integrated by vendors, IT has to pick up the bill. IT organizations are not tolerant of multiple systems (especially from a single vendor) that do not work well together. IT often puts integration projects on the back burner, furthering complicating HR s ability to provider services to its stakeholders. KEY POINT Getting the data between two or more points in the way that the user expects to see and use it is the reason why integration is so important. Application integration between unlike products is not trivial. Products created at different times use different data models basically, they store information in vastly different ways. Consider naming conventions as an easy example. One application may ask for first name, last name, while another may do the reverse; but neither have consistency in dealing with hyphenated names. One application may refer to the technical company as IBM, while another as International Business Machines, Inc.; as the data is passed between applications, will it appear as two distinct companies? Therein lays the difficulty with integration getting the data between the two or more points in the way the user expects to see and use it. It is for this reason that integration is so important and, without sound practices, analysis of data is impossible across applications. SAP and SuccessFactors Integration Overview Here we look at what our members ask about integration between these product sets. Question 1: We are using SuccessFactors for performance management and SAP HCM as our employee system of record. How do we manage the employee profile and the talent profile? Let us consider any of the talent management areas 5 (e.g., learning, recruiting, compensation planning, or succession planning) in addition 5 The SuccessFactors talent management suite enables the integration of employee data, organizational data, compensation data, application data, and data that is required for evaluation purposes. Katherine Jones, Ph.D. Page 3

4 KEY POINT Users will likely keep employee master data in SAP HCM, while pulling relevant data from SAP HCM into the talent profile. to performance management as we look at this common question. Here, the employee master data (including reporting relationships) resides in SAP ERP. The talent profile in SuccessFactors Talent Solutions provides more talent information than that of the employee system of record in SAP HCM; SAP anticipates that it is indeed the SuccessFactors talent profile that is most often accessed by HR and the employees themselves. Users will likely keep employee master data in SAP HCM, while pulling relevant data from SAP HCM into the talent profile. Today s integration, provided by SAP, supports: The employee accessing employee self-service portals, whether in SAP HCM or SuccessFactors, which have a very similar look and feel regardless of actual application location, and which can be done through single sign-on Consolidated access for the HR user data in both SAP HCM and SuccessFactors single sign-on, and a very similar look and feel To be clear, users retain two separate sources of employee information personal information (e.g., name, address, bank account, contact information, I-9 information) in SAP HCM and the richer employee talent record within SuccessFactors; details on the integration between the two follows (see Figure 1). Figure 1: Integration between SuccessFactors Talent Management Modules and SAP HCM Source: SAP, Katherine Jones, Ph.D. Page 4

5 How It Works: iflows for SuccessFactors Talent Solutions SAP HCM Connectivity Both SAP and SuccessFactors have long supplied standard, documented APIs for practitioners to use in connecting to a variety of third-party products. The key here is that these connectors (called iflows) are tested and certified for the use to which they will be put in the user s environment. KEY POINT iflows deliver the logic to integrate disparate applications, whether on-premise or in the cloud. iflows are SAP-provided connectors that support the integration of SuccessFactors applications with an SAP or thirdparty application. Some iflows are dedicated (and certified) for use between specific applications (these are discussed in more detail later) and some are generic, enabling integration with other solutions that may be used by the organization. iflows are platform-specific, and provide the integration content, mapping, and translation between the two systems. e The following are descriptions of the four integration examples that SAP has delivered under these scenarios. 1. Foundation Basic employee data and organizational data (including items such as personal and position data, pay grades, and the like; see Figure 8 for specific examples) are transferred from SAP ERP HCM to SuccessFactors applications to support all of the talent management processes. Specifically, employee master data and reporting relationships derived from SAP Organization Management are replicated in SuccessFactors. 2. Workforce Analytics Workforce data is transferred from SAP ERP HCM to SuccessFactors Workforce Planning and Analytics to support workforce planning and workforce analytics. Katherine Jones, Ph.D. Page 5

6 3. Compensation Management The integration for compensation data is bi-directional Compensation data is transferred from SAP ERP HCM to SuccessFactors to support compensation planning processes there. When the planning has been completed in SuccessFactors, the compensation planning results are returned to SAP ERP HCM, so that this data can be included in payroll and other HR processes. Compensation adjustments (such as bonuses) are maintained in the SuccessFactors Compensation Management solution, and are replicated back to SAP ERP HCM to update core HR information and payroll payouts. 4. Recruiting KEY POINT A point of integration provides the creation of a job requisition in SuccessFactors Recruiting Management from a vacancy created in SAP ERP HCM. The integration of SuccessFactors Recruiting into SAP ERP HCM allows selected candidates to be hired for positions in SAP HCM. The candidate will be either hired, rehired, or transferred to a new position, depending on whether the candidate is new, an alumnus, or an internal candidate. New-hire information maintained in SuccessFactors Recruiting Management solution is replicated back to SAP ERP HCM to update personnel administration data. Another point of integration provides the creation of a job requisition in SuccessFactors Recruiting Management from a vacancy created in SAP ERP HCM. All delivered iflows are built with on-premise NetWeaver PI middleware technology; the details are discussed below. The foundation and analytics scenarios are also delivered as pointto-point connections (think SAP HCM <-> SuccessFactors) using flat-file data delivery between the two disparate environments. This is a relatively unsophisticated way to address integration, but it does move data items from one product to another. Filebased integration is supported by: An extract tool in SAP HCM that feeds the SuccessFactors employee data file with employee and organizational data Extractors in SAP HCM to feed workforce data into SuccessFactors Workforce Analytics Katherine Jones, Ph.D. Page 6

7 The inclusion of standard coding for data extraction, SAP and SuccessFactors field mapping, generation of the.csv files, and error handling Delta data extraction support This kind of data upload/download uses the file transfer protocol (FTP) in the TCP/IP data communications technology stack. Technical Implications KEY POINT Data is bi-directional, meaning it moves in both directions between the two applications. SAP HCM is either physically located in your own data center or perhaps hosted for you at a third-party data center. Offered as a Software-asa-Service 6 application (SaaS), SuccessFactors is in the cloud, meaning that it is accessed over the Internet from SuccessFactors data centers. In this model, the two differing data or process locations are transparent to the user; amalgamated data is visible from users with appropriate access logging on to either SAP HCM or SuccessFactors applications. Data is bi-directional, meaning it moves in both directions between the two applications. Encapsulated as objects, data is passed from one application to the other. For example, in the recruiting process, employee, vacancy, and organizational data may be pulled from SAP ERP HCM and passed to the SuccessFactors recruiting module in which the recruiter might create the requisition, manage the recruiting and hiring process; then, the data which creates the new employee in the system of record (in the ERP HCM system) is passed back to the on-premise SAP system. The important factor here is that this pushing and pulling of data is transparent to the users and happens as automatic processes between the applications. To the end users in your organization, the result of such integration can appear as is illustrated in Figure 2. 6 Software as a Service (or SaaS) refers to the business of selling software over the Internet as a web service. In this business model, the software vendor charges an annual subscription fee and can predict recurring revenues far more reliably than with the licensed software model. Katherine Jones, Ph.D. Page 7

8 Figure 2: SAP HCM and SuccessFactors Data User Experience Integration Unified Access HR Processes Talent Management Cloud Talent, Analytics Solutions HR Portal (ESS, MSS, ) Integration On-Premise Core HR HR Core Source: SAP-SuccessFactors, This diagram demonstrates a similar, albeit not identical, look and feel to the HR data in the on-premise SAP ERP HCM and talent data (in SAP SuccessFactors in the cloud), though differences should not create difficulties in use. The key takeaway here is that, with a single sign-on in either application, the end-user can see the HR or the talent information on an employee. Question 2: We are using SuccessFactors applications, and want to integrate with other applications both in the cloud and on-premise. How would we accomplish this? Many users today integrate their SuccessFactors applications with thirdparty products and services. There are multiple ways to accomplish this integration, which may include: Katherine Jones, Ph.D. Page 8

9 Integrating with a third-party application (perhaps another learning management system or workforce planning application) KEY POINT SAP supports a variety of partners (such as Boomi, Cast Iron, MuleSoft, IBM, and others) to integrate its SaaS applications to third-party onpremise and cloud solutions. Integrating with an HRIS system (other than SAP ERP HCM or Employee Central) Integrating with services, such as payroll, tax, or benefits providers These applications or services may or may not also be in the cloud, that is, accessible over the Internet via browser or mobile device, rather than running natively in your data center. Users have choices in the way they choose to integrate (see Figure 3). Recognizing the heterogeneity of the technology requirements today, SAP is supporting an integration partner ecosystem (e.g., Boomi, IBM, Cast Iron, MuleSoft, and others) to provide a choice to application users that need to integrate SuccessFactors applications to either third-party on-premise or other cloud solutions. Figure 3: Integrating SuccessFactors Modules with Third-Party Application or Services Integration Choices Dell Boomi Third-Party Software IBM WebSphere Cast Iron SuccessFactor's Talent Modules Documented APIs MuleSoft Legacy Systems SAP Integration Technologies Third-Party Integration Tools Business Services (Benefits, Tax, etc.) Source: Bersin by Deloitte, Katherine Jones, Ph.D. Page 9

10 How SAP-SuccessFactors Integration Works KEY POINT An API is a library that includes specifications for routines, data structures, object classes, and variables all of which are used by an IT staffer or a third-party technologist to create the integration between two applications, processes, or services. The APIs available from SAP-SuccessFactors are tools that specify how some software components should interact with each other. Generally, an API is a library that includes specifications for routines, data structures, object classes, and variables all of which are used by an IT staffer or a third-party technologist to create the integration between two applications, processes, or services. Coding, however, may not be necessary at all in that service providers may have already made the process simple. Beyond the API itself, we have integration solutions (seen in blue in the middle of Figure 3). As only one example, Dell Boomi, in a product called AtomSphere, supports connectivity to combinations of SaaS or on-premise applications with no appliances, no software, and no coding as AtomSphere lets users drag and drop icons to create the desired integrations. As another example, MuleSoft uses an integration platform called Anypoint (a hub and spokes architecture) and dozens of predefined connectors to widely used technologies. SAP has its own version of integration middleware functionality. It provides two distinct integration technology platforms SAP NetWeaver Process Integration, which resides on-premise, and SAP HANA Cloud Integration, which resides in the cloud and is delivered as a service. HANA Cloud Integration will be discussed in more detail later in this bulletin. Question 3: We want to deploy Employee Central as a cloud-based HRIS system. How does that integrate with all of the things an HRIS needs to integrate to, such as benefits providers, payroll and tax management, time and attendance the list goes on! Where would we start? Integration is clearly an essential consideration in deploying an HRIS system. Beyond the compliance requirements of a core HR system, HR professionals may want to integrate data from background checks; competency, skill, or behavioral assessments; benefits administration; payroll and tax services; or, workforce management functions, such as clock-ins/clock-outs. SAP-SuccessFactors Employee Central is a SaaS application, so these different applications and services need to be connected to it over the cloud (see Figure 4). Katherine Jones, Ph.D. Page 10

11 Figure 4: HR Systems Must Share Information with Many Other Systems Time Management (Time entry/clocks & allocations) Service Center/ Help Desk Identity Services (Single sign-on) Third-Party Talent Management Core HR Cloud Employee Central (May include SuccessFactors Talent Management) Payroll Services (Check printing, Tax Services, Leave of Absence, Garnishments, etc.) Third-Party Payroll Payroll Processing Benefits Administration (Enrollment, Medical, Dental & Vision, Life Insurance, Savings Plans, etc.) ERP Financials & Logistics Source: SAP and Bersin by Deloitte, As of this writing, there are 43 partners certified to implement Employee Central. They may use iflows or APIs to build standard integrations in many areas crucial for HR, such as payroll, time and attendance, and benefits administration. Implementers familiar and trained on the two connected applications are necessary for installation of the iflows. Every business and corresponding implementation is different. Users may well want to integrate with solution and service providers that are not among the 43 already provided. For this, there are generic iflows, enabling you to create connections between the solutions or services required. Katherine Jones, Ph.D. Page 11

12 Figure 5: Integrating HR Solutions with Employee Central 1 Joint Go-to-market Partners 2 Generic Business Connectors Aon Hewitt BenefitFocus Generic Business Connector for Benefits Employee Central, Payroll Time & Attendance Kronos WorkForce Generic Business Connector for Time ADP NorthgateArinso Generic Business Connector for Payroll Source: SAP, Question 4: We have a global SAP ERP and are looking to deploy Employee Central in geographies where we have smaller employee counts. We also need multinational payrolls. How would we begin? In this instance, there are multiple connections about which users may care first, the connection between the HR data in Employee Central and that in the employee system of record in SAP HR in the on-premise ERP. While we discussed this connectivity above, in this instance, SAP would leverage the existing Boomi partnership for Employee Central and Payroll Integration to SAP HCM on-premise. Katherine Jones, Ph.D. Page 12

13 Figure 6: Distributed HR and Payroll via Employee Central and Boomi Integration ARIBA On-Premise SAP ERP, HCM/Payroll Cloud Financials Employee System of Record Employee Central, Payroll Travel Employee Central, Payroll Analytics Employee Central, Payroll Employee Central, Payroll Source: Bersin by Deloitte, How It Works Dell Boomi is the SAP-supported integration strategy to manage distributed payroll and to integrate distributed HR environments (using Employee Central) with one enterprisewide employee system of record in SAP HCM back at corporate headquarters. In Figure 6, Boomi is responsible for data movement between SAP HR and payroll, to and from Employee Central, and between Employee Central and the SAP cloud-based solutions for financials, travel management, analytics, and Ariba eprocurement. In addition, in this example, the disparate Employee Central application may be required to transfer data within itself (i.e., perhaps countryspecific instances consolidate to a regionwide Employee Central system, or cross-country data may be required as employees move across borders frequently with differing regulations and currencies). This Katherine Jones, Ph.D. Page 13

14 Employee Central to Employee Central integration is accomplished through cloud-to-cloud connectivity via one of the cloud connections discussed above. The payroll component worldwide is addressed through the Dell Boomi integration with on-premise payroll support, available to the Employee Central users. Question 5: We use SAP ERP HCM and NetWeaver onpremise in our organization. How do we integrate SuccessFactors talent suite with core HR in SAP HCM? NetWeaver Process Integration (NetWeaver PI), designed to facilitate the exchange of data between SAP ERP and third-party solutions, can be used to integrate on-premise SAP HCM with SuccessFactors SaaS talent applications (though, at this writing, not with Employee Central). NetWeaver PI is an integration broker that mediates between entities with different protocols or formats. The delivered iflows are provided at no extra cost to the customer. In this scenario, if Employee Central is required at a site, Boomi would be required. Question 6: We are running SAP HCM on-premise with payroll. How might we move the HR parts to the cloud, but keep payroll on premise? With NetWeaver PI, users can integrate employee, salary, and organizational data from SAP ERP HCM with SuccessFactor s compensation planning module, which returns compensation allocation for merit increases, bonuses, and lump-sum payments back to SAP Payroll (see Figure 7). Figure 7: SAP HCM-SuccessFactors Compensation/Payroll Integration for NetWeaver Users *On-premise or cloud integration. Source: SAP, Katherine Jones, Ph.D. Page 14

15 How It Works iflows Support Payroll Execution SAP has created integrations (iflows) for Employee Central and releases of SAP which are Employee Central 6.0 and above. The integrations work with NetWeaver PI, HANA Cloud Integration (discussed below), and with Dell Boomi. This integration provides an HR mini-master important in an ERP because the employee data is used in many applications beyond HR (see Figure 7). This moves employee data from Employee Central to SAP HCM Payroll and to SAP ERP Financials. Cost center data is then replicated into Employee Central and payment information from Employee Central Payroll is apparent in SAP ERP Financials. Through integration at the user interface, local payroll data is accessible to those authorized to see it within Employee Central. Question 7: We have SAP HCM and are looking at Employee Central. What data is integrated today and how is it transferred between the two solutions? Solely, a few data elements are transferred from Employee Central into SAP HCM. Those elements are summarized in Figure 8. Figure 8: Employee Central Employee Data Integrated into SAP HCM Person Information Transferred Information Personal Information Address Information Address Information Job Information Pay Component Recurring Pay Component Non-Recurring Direct Deposit National ID Card Katherine Jones, Ph.D. Page 15 Source: SAP, 2013.

16 This data goes only one way from Employee Central into SAP ERP. It is referred to as a mini-master because it represents a subset of employee master data. This data is used in other functions, such as travel management or timesheets. These data elements are mapped to matching SAP elements (see Figure 9). Figure 9: Employee Data Mapping Between Employee Central and SAP ERP Source: SAP, Technical Details Here, the ERP position hierarchy is derived out of the Employee Central employee-manager relationship. Only changed or newly created reporting lines are transferred from Employee Central into the ERP. This supports HR activities, such as approval workflow scenarios, and helps to manage position changes, such as new hires, change of manager, termination, and leaves. Katherine Jones, Ph.D. Page 16

17 Figure 10: Boomi Process for Automated Data Replication Source: SAP (Boomi), Question 8: How does SuccessFactors Recruiting data integrate with SAP Core HCM? Similarly, as in the example above, NetWeaver PI users can integrate employee, organizational, and vacancy data from SAP ERP HCM with SuccessFactors recruiting module, which returns candidate employment information back to the core HR (see Figure 11). New-hire administration is then conducted in SAP HCM. Katherine Jones, Ph.D. Page 17

18 Figure 11: Integrating Hiring Management *On-premise or cloud integration. Source: SAP, SAP NetWeaver PI provides integration tools deployed on-premise or in the cloud. Question 9: What will the impact of SAP HANA 7 Cloud Integration be on my SAP HCM/SuccessFactors HCM environment? SAP HANA Cloud Integration with SuccessFactors talent suite and with Employee Central is strategic to SAP. SAP HANA Cloud Integration is a cloud-based middleware technology that is built on and runs within SAP HANA Cloud Platform (HANA Cloud Platform is a broader Platform-as-a-Service 8 offering from SAP). Currently, SAP HANA Cloud Integration is embedded within the SAP Sales & Operations Planning and SAP Financial Services Network. It is available today with SuccessFactors talent suite integration with SAP HCM, Business ByDesign, and Cloud for Travel. It is planned to be available with Employee Central by end of the year. 7 SAP HANA Cloud Platform is a platform-as-a-service (PaaS) offering that enables developers to build, extend, and run applications in the cloud. It provides developers with a set of application and database services. HANA Cloud Integration, an integration middleware technology which could be used to connect SAP and SuccessFactors applications, is part of the SAP HANA Cloud Platform. For additional information about SAP HANA Cloud Platform, visit 8 A platform-as-a-service (PaaS) provides the tools and physical infrastructure on which to build applications in the cloud. Katherine Jones, Ph.D. Page 18

19 HANA alleviates the need for a third-party database, a cost-savings for consumers and, because of the in-memory nature of the architecture, enhances the performance of most applications. Later Stages of Integration There are general trends that companies follow in integrating disparate products and delivery technologies. Given this, Bersin anticipates that the future integration may resemble that shown in Figure 12. Figure 12: A Possible Future Integration Scenario Employee Central and EC Payroll Cost Center Employee Manager Relationship GL Accounts Employee Departments Payroll Process Payroll Results SAP ERP 6.0 (Finance) Cost Center Position Hierarchy GL Accounts General Ledger Employee Minimaster Org Units and Hierarchy Source: SAP, At this juncture, users would experience: Unidirectional synchronization of employee mini-master (job and personal information) from Employee Central to Employee Central Payroll and/or SAP ERP Automated synchronization of financial data (cost centers) from SAP ERP to Employee Central Katherine Jones, Ph.D. Page 19

20 Replication of reporting line information (employee manager relationship) from Employee Central to SAP ERP position hierarchy User-interface integration with Employee Central for payslips and payroll data maintenance user interfaces. Data model mapping will be ongoing and, over time, the need for an external router, such as Dell Boomi, may be replaced by one-to-one mapping of data elements. Conclusion The integration of two very different systems, not only with each other, but with all of the related business applications and services on which HR professionals rely, is complex hence time-consuming and has to maintain the accuracy and integrity of employee data. SAP ERP HCM and SuccessFactors data can be amalgamated via flat-file data transfer, but that is generally insufficient in providing the degree of integration which companies rely on today. Third-party transport and data-routing tools exist, but often they too lack the deep integration that many organizations seek today. Mind you, both of these measures do serve to move data from one application to another. Middleware, such as NetWeaver PI, presents another viable option for integration. With the advent of SaaS and the rapid growth of cloud computing, middleware has had to address both the on-premise to onpremise data movement and consolidation, but also on-premise to the cloud, and even further, cloud-to-cloud integration. PaaS provides a common layer for integrating software, as well as for building compatible solutions. The HANA architecture will very likely support a major portion of the SAP product line in the future. Today s users of SuccessFactors talent applications or Employee Central, whether or not they are also seeking integration with SAP ERP HCM, have tools available to ease the task. Documented APIs exist, and thirdparty applications and tools are available many of which are certified by SAP; SAP iflows provide tested, packaged connectors to address many integration requirements of users today. Katherine Jones, Ph.D. Page 20

21 The Bersin WhatWorks Membership Program This document is part of the Bersin Research Library. Our research is provided exclusively to organizational members of the Bersin Research Program. Member organizations have access to an extensive library of learning and talent management related research. In addition, members also receive a variety of products and services to enable talent-related transformation within their organizations, including: Research Access to an extensive selection of research reports, such as methodologies, process models and frameworks, and comprehensive industry studies and case studies. Benchmarking These services cover a wide spectrum of HR and L&D metrics, customized by industry and company size. Tools Comprehensive tools for HR and L&D professionals, including tools for benchmarking, vendor and system selection, program design, program implementation, change management, and measurement. Analyst Support Via telephone or , our advisory services are supported by expert industry analysts who conduct our research. Strategic Advisory Services Expert support for custom-tailored projects. Member Roundtables A place where you can connect with other peers and industry leaders to discuss and learn about the latest industry trends and leading practices. IMPACT Conference: The Business Of Talent Attendance at special sessions of our annual IMPACT conference. Workshops Bersin analysts and advisors conduct onsite workshops on a wide range of topics to educate, inform, and inspire HR and L&D professionals and leaders. For more information about our membership program, please visit us at Katherine Jones, Ph.D. Page 21

22 About Us Bersin by Deloitte delivers research-based people strategies designed to help leaders and their organizations in their efforts to deliver exceptional business performance. Our WhatWorks membership gives Fortune 1000 and Global 2000 HR professionals the information and tools they need to design and implement leading practice solutions, benchmark against others, develop their staff, and select and implement systems. A piece of Bersin by Deloitte research is downloaded on average approximately every minute during the business day. More than 5,000 organizations worldwide use our research and consulting to guide their HR, talent, and learning strategies. As used in this document, Deloitte means Deloitte Consulting LLP, a subsidiary of Deloitte LLP. Please see for a detailed description of the legal structure of Deloitte LLP and its subsidiaries. Certain services may not be available to attest clients under the rules and regulations of public accounting. This publication contains general information only and Deloitte is not, by means of this publication, rendering accounting, business, financial, investment, legal, tax, or other professional advice or services. This publication is not a substitute for such professional advice or services, nor should it be used as a basis for any decision or action that may affect your business. Before making any decision or taking any action that may affect your business, you should consult a qualified professional advisor. Deloitte shall not be responsible for any loss sustained by any person who relies on this publication. Member of Deloitte Touche Tohmatsu Limited. Katherine Jones, Ph.D. Page 22