SAP Talent Visualization by Nakisa

SAP Talent Visualization by NakisaFrom Enterprise Learning to Succession Planning

Sandi emažar, SAP Slovenija11.junij, 2009

© SAP 2009 /

1. SAP Enterprise Learning2. SAP Talent Visualization by Nakisa

2.1. Succession Planning2.2. Organizational Chart

Agenda

© SAP 2009 /

Enterprise Learning: Supporting BusinessNeeds

In today‘s global markets a company’s survivaldepends on the knowledge and competencies of itsemployees.

Global access to expertknowledge to drive consistency

Enabling faster delivery ofknowledge

Delivery of just-in-time,modular training

Focus on life-long learning andindividual professionaldevelopment

Reduce travel and costs relatedto training and administration

Globalization

Shorter time-to-market

Increased complexityof employee tasks

Retaining key talent

Reducing operatingcosts

© SAP 2009 /

Solution Introduction

Enterprise Learning in SAP ERP HCM. . .Is a comprehensive solution with all components seamlessly integratedIntegrates all learning methods (“blended learning”)Provides a personalized learning offering based on employee needsProvides offline learning and synchronizationEnables learning objectives and knowledge level to determine the contentand scope of the courseProvides an authoring environment compliant with internationallyrecognized WBT standards for creating reusable content, tests andstructuresIs a complete solution (learner portal, LMS, LCMS, and authoringenvironment) offered by one vendor

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Value Proposition

Single Vendor OfferingComplete solution with building blocks of one vendor, SAP, with over a decade of experienceproviding software solutions to support learning processesSimplifies communication, upgrades, interfaces (TCO)

PersonalizationPersonalized learning offer based on job, tasks, qualifications…Adaptive and explorative learning through individual learning strategies

Strong analytical and reporting capabilitiesBI queries and analytical applications for decisions makers

Integrated collaboration scenariosSynchronous and asynchronous collaboration included and integratedProvide Blended Learning by managing and distributing all delivery methods (WBTs, Classroom,Virtual Classrooms, Curriculas…)

Compliance21CFR Part 11 Compliance (FDA)Section 508 Compliance (Accessibility)

© SAP 2009 /

Solution Capabilities

Content ManagementSystem

Learning Portal

Storage andadministration of(learning) content withversioningcapabilities

A point of entry for apersonalized learningenvironment

Enroll in coursesOverview of traininghistory and learningprogressCollaborationView competenciesand identify skill gaps

Administer courseand test catalog, tracklearning progress andanalytical reportingcapabilities

Create and structurelearning content andtests based onSCORM standards

Learning Portal

LearningManagement

System

AuthoringSystem

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The Employee/Learner View

Messages and Notes Area

Courses can be easily set asmandatory for the learnerbased on various criteriaDisplay of missingqualifications for the currentjob and proposals forappropriate coursesOverview of current, blendedlearning activities

Display of Web-basedcourses in a separatewindowPersonalized learning pathor table of contents

Course Catalog and LearnerAccount

Course Catalog for drill-downand powerful search engineLeaner account with fulllearning history, qualificationsinformation and the preferredlearning strategy

Display of Web-basedCourses

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Content Author View

Learning Network Explorer

Dialog Area

Workspace

Message Area

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Training Administrator View

Dynamic Training Menu

Builds up the course catalogProcesses training topicsProcesses courses / curriculaProcesses testsCreates the required information(such as prices, target group,prerequisites, required and impartedqualifications, course schedule, linkto content)Schedules dates for trainingDistributes courses to selected jobs,departments or individualsAccesses appraisalsActivates workflow for specific coursesEnables collaboration

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Manager View

Amount of participations andcancellationsComparison of bookings per yearQuota of participations and cancellationsComparison of training costs per yearEducation per organizational assignmentTraining fees per organizationalassignmentTraining per target groupTraining costs per target groupTest resultsMy cost center: actual training costsMy cost center: training costs per yearMy cost center: quarterly training costs

© SAP 2009 /

Value of Enterprise Learning within ERP

Overall goal - drive business performance and improve business impact asa consequence.

How - business processes must be integrated with learning processes andresults measured against the organization’s goals.

What solutions support these best practices?SAP ERP HCMSAP ERP FinancialsSAP ERP OperationsSAP Enterprise PortalSAP Business Intelligence

The ValueAutomatic update of skill/qualification catalogs (HCM)Route approval to managers through reporting hierarchy (Workflow)Bulk enrollments via organizational structures (HCM)Track training room materials e.g. course manuals (MM)Cost center allocation of training costs (CO)Company branding/culture (Portal)Analyze and measure (BI)

© SAP 2009 /

1. SAP Enterprise Learning2. SAP Talent Visualization by Nakisa

2.1. Succession Planning2.2. Organizational Chart

Agenda

© SAP 2009 /

Enabling End-to-End Talent ManagementMaximize the Value of Talent and Match Your Business Priorities

Global view of available talent

Managing succession in key positions

Personalized training offering

It's time to recognize thatfinancial performanceincreasingly comes fromreturns on talent, not oncapital.”

McKinsey

“

Talent Translatesinto Performance

Educate andDevelop

Pay forPerformance

Identify andGrow

Attract andAcquire

Identify the fewand engage them all

Analyzeand Plan

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Building the case for succession management50% of all organizations have no talent pipeline

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Finding an external candidate will take at leastsix months before the position is filled and the

seat is taken…

Talent visibility and development is important toeverybody in the organization

Human Resources

Executive

LOB Manager

Sorry, I have no data available on potentialsuccessors within the company…Do I have a leadership gap?

Where are the future leaders inthis company…

One of my specialist will retire, I havenobody to fill this knowledge gap…

What is my career path in thisorganization over the next 3 years?

Should I look outside thiscompany?

Employee

An external candidate needs training and coaching. It willtake almost 1 year before (s)he’s up and running…

Do you have budget forattracting and developing an

external candidate?

I am new in the organization, howto find more organizational details?

Our organizational structure is not up to date itwill take me some time to gather all information

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Peer analyses show significant improvement potentialto increase continuity and reduce cost

36

24

12

4

0 5 10 15 20 25 30 35 40

Client D

Client C

Client B

Client A

Time to productivity (weeks)2

EXAMPLE

Reducing hiring cost as % of salary3

EXAMPLE

Best-In-Class is80% Lower

Best-In-Class isproductive 32weeks sooner

15%

13%

8%

4%

0% 2% 4% 6% 8% 10% 12% 14% 16%

Client D

Client C

Client B

Client A

Reducing employee turnover (%)1

EXAMPLE11% increase toBest-In-Class

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Employees

HR Professionals

Executive

LOB Managers

Visualize and manage global succession and enterprise talent initiatives

Visualize, consolidate, and present metrics to support HR and talent-relatedanalysis and decision making.

Talent Planning

With SAP Visualization by Nakisa all stakeholders havethe visibility to leverage and develop talent

Visualize and manage global succession and enterprise talent initiatives

Talent viewing

Visualize, access and model human capital and organization data

Organizational chart

© SAP 2009 /

SAP Talent Visualization by Nakisa

Fully leverages the SAP backend and platform

Visualizes information that is stored in SAP ERP HCM forbusiness users

Enhances capabilities in the areas

Succession Management

Organizational Management

HCM Analytics

© SAP 2009 /

Why Nakisa as a partner solution extension?

“Nakisa, with real-time, bi-directional integration, a web-native architecture … is the mostimpressive offering in this category.” Paul Hamerman, VP, Forrester Research

Succession Planning visualization and org charting were SAP white spaces. Customers aredemanding superior visualization functionality as part of their Succession Planning requirements

Nakisa has been an SAP partner for over five years focused on delivering value to SAP ERPHCM customers

“SAP runs Nakisa” - SAP chose Nakisa because it was the best solution in the market– SAP executives are using Nakisa’s Succession Planning solution– Today, Nakisa OrgChart is accessible via the corporate portal by all employees worldwide

Nakisa offers a unique user interface that is needed to compete and win against the Org &Talent Management “Best of Suite” niche vendors

SAP and Nakisa are committed to expanding the joint solution roadmap

© SAP 2009 /

Database Services(Oracle, SQL, DB2, etc)

SAPNetWeaver Portal Web page / iViews

SAPApplications

HR

-OC

I/RFC

HCMERPBI

SAP TalentVisualization

SAP Talent Visualization offers a100% thin-client solution. No need forplug-ins / applets

SAP NetWeaver Portal integrationwith single sign-on and certifiediViews

Nakisa is an SAP Software PartnerSAP Certified IntegrationCertified xApps / Powered by NetWeaver

Simultaneous connectivity tomultiple/mixed data sources

Integration within the SAP landscape

Availability and Compatibility•SAP Talent Visualization by Nakisais available in December 2007•SAP Talent Visualization runs on a.Net application server•Only the Org modeling componentrequires a Database: MS SQL, ORCLare supported•All other Talent Visualizationprocesses update the SAP HCMsystem directly (ERP 6.0, 2004, 4.7)

© SAP 2009 /

SAP Talent Visualization – Dashboard

Prioritize action items with powerfulat-a-glance views of talent data

© SAP 2009 /

Succession Planning

© SAP 2009 /

SuccessionPlanning - 9-box Reports

Easily identify top talent by comparing keymetrics such as performance vs. potential

Demo

© SAP 2009 /

Make your organization a “Talent Factory”Succession Planning

Succession planning capabilities

Navigate organizational hierarchies and evaluate bench strength per position and organizationView details on position, person, successor, and competencySearch for successorsCompare persons, positions, and organizational units side-by-side

BenefitsDesignate successors and build bench strength

Make better, faster decisions about the talentpipeline and successor rankings

Involve all players in the succession process witha simple user experience

Develop successful people for key positionsinside the organization

Be prepared for changes and unforeseen talentdemand

© SAP 2009 /

SAP’s Talent Visualization by Nakisa supports & ensuresinternal staffing of Global Executive positions

Organizational talenttransparency on talentdemand and supply onExecutive level

Identified talents withgrowth potential for everyGlobal Executive Position

Identified successor forevery Global Executiveposition

Benefits

Faster and easier decisions,reduced administrative effortsin preparation and maintenancewith 20% compared toprevious solution

Safeguarding the business byproviding decision makers withvisualized information onsuccession planning

Higher transparency onleadership talents, theirplanned development matchingtheir career aspirations

The solution Value

SAP saved ~20% of costs for successionplanning due to faster and easierdecisions, reduced efforts(administrative) in preparation andmaintenance compared to the previoussolution

CASE STUDY

20%

Operational costs

0204060

80100120

Before Savings After

20%

© SAP 2009 /

Organizational Transparency and Simulation

OrgChart for everyone in the organization

Dynamically generate organization chartsView employee reporting structures and relationshipsGet a 360 view into your Human Capital dataGive everyone access to organizational structure to improve collaboration and

communicationOrgModeler for HCM Professionals

Build & model multiple “what-if” scenariosUnderstand ramifications of organizational changesDrag and drop functions make modeling simple

© SAP 2009 /

Organizational Efficiency and Transparency

OrgChart and OrgModeler: capabilities

Employee users have access to organizational charting capabilities that allow them to seedetails on themselves, their team, and reporting hierarchiesSet up and publish new organizational structure variants for reorganizations and mergers andacquisitionsData from the organizational chart view can be printed or saved as PDF or PPT files

BenefitsIncreased organizational transparency

Helps identify the right counterparts to get the jobdone (facilitates communication and collaboration)

Quickly orient new employees to their organizationsand reporting structures

Reduced error rate, reduce the cost of communicatingchanges with a real-time link to current organizationaldata in SAP software

Facilitate organizational planning for most efficientand cost effective structure

SAP runs Nakisa OrgChart

© SAP 2009 /

A number of customers improved their talentpipelines with SAP Talent Visualization by Nakisa

Challenges & Opportunities

HR: Enable HR to set up andpublish new org structures forreorganizations/M&A scenariosSuccession Planning: View position,person, successor, competencydetailsEmployees: Allow access to orgcharts to see details on themselves,their team and reporting hierarchy

BenefitsAbility to monitor enterprise talentpools to ensure organizationalreadinessAbility to effectively manage careerpaths to help retain the best peopleAccelerate time to productivityImprove ROI of SAP ERPinvestment

© SAP 2009 /

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SAP Talent Visualization by Nakisa

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