SAP: Investing in Your People is Investing in the Workforce of the Future

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1 2015 SAP SE or an SAP affiliate company. All rights reserved. SAP: Investing in Your People is Investing in the Workforce of the Future People are very important at SAP SE. So when one of the world s largest business software companies saw the opportunity to improve HR and help build tomorrow s workforce, SAP introduced cloud solutions from SuccessFactors, an SAP company, in a worldwide rollout. As a result, SAP has boosted employee engagement and established end-to-end talent management for the global enterprise.

2 Company SAP SE Headquarters Walldorf, Germany Industry High tech Products and Services Business software and services Employees ~67,000 Revenue US$16.8 billion Web Site BUSINESS TRANSFORMATION Top objectives Simplify management of a diverse workforce Establish end-to-end talent management for a global enterprise Gain real-time workforce insight that increases the business impact of HR Attract the talent needed to meet future business challenges A detailed engagement plan to guide collaboration with local business partners A global deployment of solutions from SuccessFactors, an SAP company Fast results from a six-week pilot Key benefits A single platform for assessing current talent, identifying potential leaders, and modeling the workforce of the future Greater ability to assess the business impact of employee performance Improved employee satisfaction and reduction of internal service tickets Increased traffic at the company s career site TOP BENEFITS ACHIEVED 1 year For global HR deployment 77% Of employees engaged with personal goals 1.2million Visitors to SAP s career site in 2014 "It s not just about the technology it s about the impact of what SuccessFactors does for our overall organization. The solutions help us sustain our culture and keep a finger on the pulse of employee engagement." Brigette McInnis-Day, Executive Vice President, Human Resources, SAP SE 2 / 6

3 2015 SAP SE or an SAP affiliate company. All rights reserved. Executive overview Taking care of your greatest asset SAP SE is one of the world s largest business software companies, and SAP people are a big part of the company s success. SAP has nearly 67,000 employees in more than 130 countries around the world. They are multinational, multicultural, and multigenerational. So how does a company effectively manage such a large and diverse workforce? How do you help these valued employees build their personal brands, and how do you ensure you have the right talent to pursue future success? Companies always say that people are their best asset, explains Brigette McInnis-Day, Executive Vice President of HR at SAP. But if they aren t investing in their people from a development and technology perspective, then it s all just lip service. SAP made a significant investment not too long ago when it decided to transform talent management, facilitate collaboration, and maximize employee engagement. By doing so, SAP wanted to drive a simpler approach to HR for its employees worldwide. As McInnis-Day notes, with all the time people spend at work, the systems you use should be easy to use, simple, and intuitive." Not surprisingly, company leaders turned to SuccessFactors, an SAP company, to support their vision. SAP rolled out a comprehensive suite of cloud solutions to help establish new, end-to-end talent management across the entire global enterprise. "When you have the ability to compare your people data against your financial data, you can start to do some powerful analytics around performance and impact." David Swanson, Executive Vice President, Human Resources, SAP SE 3 / 6

4 Global planning and local collaboration make the difference 2015 SAP SE or an SAP affiliate company. All rights reserved. SAP saw the project as an opportunity to examine and enhance virtually all of its talent management processes while simplifying the HR experience for its employees. The timeframe and scope for the global rollout were aggressive. The plan included a full suite of SuccessFactors solutions, including the SuccessFactors Compensation, SuccessFactors Employee Central, SuccessFactors Performance & Goals, SuccessFactors Succession & Development solu tions as well as the SAP Jam social software platform. SAP has operations throughout Europe, so collaboration with the regional works councils on issues such as data protection and co-determination was critical to success. SAP developed a detailed engage ment plan to guide the various negotiations and identified best practices along the way. In total, SAP leaders successfully negotiated with works councils in seven countries: Germany, France, the Netherlands, the United Kingdom, Spain, Italy, and Belgium. It was a complex, but highly satisfying project, says Matthias Faust, Vice President of Labor Relations at SAP. And our successful approach can serve as a blueprint for other companies. SAP completed the entire rollout in less than a year. That included planning, process redesign, works council negotiations, and software implementation. "With a global implementation, it is critical to involve all of the affected countries early in the planning stages. Our successful approach can serve as a blueprint for other companies." Matthias Faust, Vice President of Labor Relations, SAP SE 4 / 6

5 Accelerating HR business excellence in the cloud The cloud-based HR strategy is making it easier for SAP to achieve two important goals: to manage all its employees as valued talent, and to help each employee build and promote their own personal brand. SAP wants every manager to be involved in developing the people in their various lines of business. And these employees can be deployed around the world. The company now has a single global platform for assessing current talent, identifying potential leaders, and modeling the workforce of the future. Today, there is greater visibility and agility in HR. For example, SAP was able to complete compensation planning for more than 60,000 employees in just three weeks. SAP employees also see greater transparency and flexibility in their personal career development. To date, 77% of employees are tracking personal goals in the talent management system. Employee satisfaction is up; the number of internal HR service tickets is down SAP SE or an SAP affiliate company. All rights reserved. KEY BENEFITS 20% Fewer service tickets for performance reviews in Q compared to Q weeks Compensation planning for over 60,000 employees 20% Fewer service tickets for compensation in Q compared to Q % Increase in employee satisfaction worldwide 265,000 Members in SAP s talent community in ,000 Job alerts per day in / 6

6 Recruit for future success In addition to developing current employees, SAP is recruiting the best new talent possible. We know a positive candidate experience helps build brand value, says David Swanson, Executive Vice President of HR at SAP, especially among early talent candidates just out of university. Candidate traffic is at an all-time high at SAP close to 3.7 million visits in 2014, counting the recruiting system s associated channels. And nearly 33% of Web visitors now go directly to SAP s revamped career site. SAP 2015 SAP SE or an SAP affiliate company. All rights reserved. But the true test of effective recruitment is the business result. It s distinguishing between activity and impact, says Swanson. Tracking capabilities will let SAP answer key questions. Which sources produce the best candidates? What kinds of candidates get promoted sooner? Which candidates stay the longest? With today s shortage of skilled workers, there are good reasons to invest in your employees. At SAP, there are more than 67,000 good reasons. v SuccessFactors, Inc. All rights reserved / 6

7 2015 SAP SE or an SAP affiliate company. 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 SE or an SAP affiliate company. SAP and other SAP products and services mentioned herein as well as their respective logos are trademarks or registered trademarks of SAP SE (or an SAP affiliate company) in Germany and other countries. Please see copyright/index.epx for additional trademark information and notices. Some software products marketed by SAP SE and its distributors contain proprietary software components of other software vendors. National product specifications may vary. These materials are provided by SAP SE or an SAP affiliate company for informational purposes only, without representation or warranty of any kind, and SAP SE or its affiliated companies shall not be liable for errors or omissions with respect to the materials. The only warranties for SAP SE 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, which speak only as of their dates, and they should not be relied upon in making purchasing decisions.