Onboarding pitch q3_2014

SuccessFactors Onboarding

Best-in-class Onboarding delivers great business value

© 2014 SAP SE or an SAP affiliate company. All rights reserved. 3

Without effective Onboarding your organization may …

Lose competitive advantage and miss sales targets

Endure prolonged productivity losses and slow innovation

Suffer from talent shortages while wasting money in hiring


3: Aberdeen http://aberdeen.com/Aberdeen-Library/8383/RA-strategic-onboarding-talent.aspx1, 2:Boston Consulting Group https://www.bcgperspectives.com/content/articles/people_management_human_resources_leadership_creating_people_advantage_2012/

Revenue Growthper Employee

Profit Margin

Profit Growth

100%

100%

100%

189%

190%

250%

Return on Best-In-Class Onboarding

Best-In-Class Onboarding Onboarding Laggards

What Onboarding can do for your organization

http://aberdeen.com/Aberdeen-Library/8383/RA-strategic-onboarding-talent.aspx



https://www.bcgperspectives.com/content/articles/people_management_human_resources_leadership_creating_people_advantage_2012/




But are you laying the foundation for new hires to succeed?

The majority of new hires fail to complete their first milestone on time1

>80% of new hires decide whether to stay with a company (or not) within the first six months2

And 1 in 4 leave the company in the first year3

1 & 2 Aberdeen 3 Workforce Mobility Survey, Allied HRIQ4 “The first 90 days” by Michael D. Watkins

The break even point, where new hires add more value than they consume, is reached after 6.2 months4


Why do companies fall behind: The inherent complexity of Onboarding

Onboarding involves many constituents …

touches many information systems …

must orchestrate and trigger various talent processes…

and yet is still mostly paper-based


Focus on what’s important: The hierarchy of new hire needs

• Information about the company • Asking ‘stupid questions’• What to expect on the first day

• Clarity on expectations• Goal alignment• Individualized development

• Formal and informal network• Quick and meaningful connections• Access to relevant content

New Hire Engagement and

Time to Productivity

Process Efficiency

Administration

Contribution

Information

Socialization

Source: SuccessFactors ‘Research

• Legal and corporate compliance• Provisioning (equipment and access)• Data entry

The path to successful Onboarding


SuccessFactors OnboardingHelp your new talent hit the ground running!

Guide Connect Develop

More Engagement,Higher Retention, and

Faster Return on Talent


SuccessFactors Onboarding in actionGuide the team

Dashboard and analysis for process transparency and to manage exceptions

New hire Hiring Manager HR Partner

Notifications and process guidance in a convenient and mobile experience

Mobile 1st day, intuitive onboarding experience,easy data entry and guided task completion


SuccessFactors Onboarding in actionConnect the players

Buddy The Team

Community Key Content

Connect to key people and relevant content

New Hire


Succession & Development

Core HR and Payroll: Employee CentralEmployee Record | Organizational Management | Payroll | Shared Services

Time Sheet | Global Benefits

Compensation Performance & Goals LearningRecruiting and

Onboarding

Competencies, Skills, Best Practices

Succession & Development

Core HR and Payroll: Employee CentralEmployee Record | Organizational Management | Payroll | Shared Services

Time Sheet | Global Benefits

Compensation Performance & Goals LearningRecruiting and

Onboarding

Competencies, Skills, Best Practices

SuccessFactors Onboarding in actionDevelop the new talent

Integrated talent management Align new hire with corporate goals


Why SuccessFactors Onboarding?

Administration

Contribution

Information

Socialization

Source: SuccessFactors ‘Research

Guide the teamFlawless and delightful experience

Empowered managers quickly engage new hires

Automated legal and corporate compliance

Develop the talentSeamless integration to talent processes

Engaged new hires from the get-go

Connect the playersFaster path to employee productivity

Connected new hires, even before the first day


Aberdeen Group on SuccessFactors

SuccessFactors Onboarding provides more guidance for the hiring manager, strong socialization capabilities and integration to the rest of the talent processes.

Combined, these features can have a significant and positiveimpact on new hire productivity, engagement and retention.

“”


SuccessFactors leads the Magic Quadrant for talent

Gartner “Magic Quadrant for Talent Management Suites” by Ron Hanscome, Jeffrey Freyermuth, Yvette Cameron, June 2014. This graphic was published by Gartner, Inc. as part of a larger research document and should be evaluated in the context of the entire document. The Gartner document is available upon request from SuccessFactors. Gartner does not endorse any vendor, product or service depicted in its research publications, and does not advise technology users to select only those vendors with the highest ratings. Gartner research publications consist of the opinions of Gartner's research organization and should not be construed as statements of fact. Gartner disclaims all warranties, expressed or implied, with respect to this research, including any warranties of merchantability or fitness for a particular purpose.

Magic Quadrant for talent management suites:Helping enterprises manage the key processes of plan to source, acquire to onboard, perform to reward and assess to develop.

Onboarding pitch q3_2014

Software

Transcript of Onboarding pitch q3_2014