Netafim: Increasing the Transparency of All HR Activities with SuccessFactors Solutions

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1 Netafim: Increasing the Transparency of All HR Activities with SuccessFactors Solutions Founded 50 years ago by farmers facing a severe lack of water, Netafim is a leader in drip and microirrigation technology. Growers use its products to increase crop yields while consuming as little of our most precious resource as possible. Netafim s strong global presence called for a better way to manage its human capital. It found the answer in SuccessFactors solutions.

2 Company Netafim Ltd. Headquarters Tel Aviv, Israel Industry High tech Products and Services Drip and microirrigation solutions Employees 4,000 (global) Web Site Partners Service & Support organization; AKT Human Capital Solutions BUSINESS TRANSFORMATION Objectives Introduce one global system to manage the workforce and human capital data for 29 legal entities worldwide Select a solution that can accommodate users of both SAP and non-sap software Enable localization without local IT development Introduced the cloud-based SuccessFactors Employee Central solution Implemented in 31 countries with support from AKT and the Service & Support organization Added the SuccessFactors Performance & Goals and SuccessFactors Compensation solutions Benefits Standardized HR terminology, org charts, employee classifications, and HR processes, fostering a common corporate culture Less manual editing, with changes in SuccessFactors Employee Central automatically updated in all other solutions Ability to quickly cascade company-wide goals and CEO messages to staff Read more SuccessFactors Employee Central standardized our HR terminology and created One Netafim. We speak the same language, use the same org charts, and classify employees in the same way. Eran Benyamini, Head of Business Applications, Netafim Ltd. 90% Participation rate for performance management 100% Of employee data in one system in four months 90% Decrease in calls during the performance process 2 / 6

3 A single global database for all workforce data Do you remember your last visit to the local farmers market? The colorful, fresh rows of fruits and vegetables? And the desire to go straight home and start cooking or baking? Thank water. Everything you put on the table needs just the right amount of water to survive from seed to harvest. Drought can kill crops. So can its opposite, flooding. Netafim is a specialist in ensuring crops get the perfect amount of water. Its world-leading drip and microirrigation technologies are used by growers and farmers in more than 100 countries for row crops, orchards, vineyards, urban and residential landscapes, nurseries, greenhouses, and even mining. By dis tri buting small, precise, and uniform amounts of water and nutrients to the root level, Netafim helps growers deliver high yields from fewer resources. The people who work at Netafim cover a wide field of knowledge and expertise. They are seasonal workers, agronomists, scientists, engineers, and technical managers. Netafim has been using its on-premise SAP ERP application for more than 15 years, but the HR module of that system had only been implemented at its headquarters in Israel not at any of its other 28 subsidiaries or 16 manufacturing plants abroad. In 2013, the company appointed a new chief resource officer who challenged Netafim to introduce a global human capital management solution to capture all its workforce and human capital data. The mandate was to quickly implement a solution that could cover all 29 legal entities, support localization without having to resort to local IT development, and accommodate both SAP and non-sap software users. The search for the perfect solution began. 3 / 6

4 A modern cloud solution, with no loss of past investment Representatives from Netafim s IT, business applications, and HR departments consulted with SAP and SAP partner AKT Human Capital Solutions about its options. Netafim liked the idea of a cloud solution to hold all core employee data, because it would be quick to implement and easy for employees to access. And by linking it to on-premise SAP software, there would be no loss of past investment. SuccessFactors had the best recommendations, says Eran Benyamini, head of business applications at Netafim. Also, we knew that because SuccessFactors was an SAP company, the migration and integration with our existing SAP ERP application would work. The SuccessFactors Employee Central solution was launched to all regional HR directors in early A global HR information system (HRIS) group at the head office was also formed. The members of the global HRIS team were responsible for working with each country to determine the type of workforce data it needed for SuccessFactors Employee Central. India was the first country to introduce the solution. Because India is our biggest division, we wanted to support their needs first, explains Laura Naveh, global HRIS manager. The rollout continued in Europe, the Middle East, Africa, Asia, and the Americas. All along, Netafim s global HRIS team carried out localization, training, and support. All told, Netafim onboarded employee records from more than 29 legal entities into SuccessFactors Employee Central within four months. Two months later, it launched the SuccessFactors Performance & Goals solution, followed by the SuccessFactors Compensation solution. 4 / 6

5 Speaking the same HR language in every country A unified platform for HR processes and employee data means a more uniform corporate culture. For example, the terms temporary and seasonal were previously used interchangeably. Likewise, the terms student and intern defined the same role in different countries. SuccessFactors Employee Central allowed Netafim to define its naming conventions company-wide. We now have One Netafim, with the same HR system, the same language, and the same org charts, continues Benyamini. This standardization means Netafim can now use one onboarding wizard everywhere for new hires. Integration between SuccessFactors solutions has reduced manual work for HR and made life easier for front-end managers. Previously, if anything was changed in one HR system, it had to be manually edited in all others, explains Laura Naveh. Today, if someone leaves the company, changes their profile, or moves to another department, that change is transparent everywhere. 95.5% Completion rate for the performance management cycle 2 months To complete the entire performance cycle 29 Legal entities managed on one global system 5 / 6

6 Netafim Managing what can be measured Now that so many employees are using the new global performance management process, Netafim will implement SuccessFactors Compensation in Israel, its home market, and eight other countries. Netafim never had a global process for compensation, due to different performance cycles and the different timing of regional budgets. By automating the workflow for compensation, we will reduce the need for and manual work on the back end, and there will be fewer errors. Plus, by having an executive review during the process, rather than after, we will create even more transparency, which is very im portant, says Laura Naveh. The HR department also plans to track HR activities that can make Netafim a more attractive workplace. Naveh notes, By measuring HR activity trends such as the number of management changes, the number of new hires, internal mobility, or the reasons for a termination, we ll be able to prioritize what we need to improve and make better decisions. (15/06) 6 / 6

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