1-5-sapience-be-userday2012-sap-accenture-1.pdf

7/27/2019 1-5-sapience-be-userday2012-sap-accenture-1.pdf

http://slidepdf.com/reader/full/1-5-sapience-be-userday2012-sap-accenture-1pdf 1/33

SAP and SuccessFactors – Better

Together

SAPience.be User Day 2012



© 2012 SAP AG. All rights reserved. 2

Product Direction across

cloud & on-premise

SAP and SuccessFactors arecombining SuccessFactorsBusiness Execution(BizX) suite with SAP offerings to provide themost comprehensiveand innovative HCM solutions to themarket , benefitting existing and prospectivecustomers.

TalentManagement

Core HR

HCM Planning& Analytics

On-Premise/CloudIntegration




Product Direction – Talent

Management

SuccessFactors Talent Management,

Compensation, Learning and

Recruiting

• Go-forward solutions for all talent

management

SAP ERP HCM Talent Management

• Continued support (selected innovations

+ maintenance through 2020)

• Further selected enhancements through

the Customer Connection program

• No forced migration to SuccessFactors




Product Direction – Core HR

SuccessFactors Employee Central

• Go-forward solution for cloud core HR

• Significant roadmap acceleration

SAP ERP HCM

•

Continues for on-premise.• Future roadmap for enhancements in

User Experience, HANA, Analytics and

Mobility will continue without disruption

SAP Business ByDesign

• Complete suite in the Cloud, HRfunctionality is not delivered stand-

alone




Product Direction – Workforce

Planning & Analytics

Workforce Analytics: Combination of

best-in-class solutions

• SAP HANA platform and solutions from

SAP Business Objects portfolio

• Rich HCM content and benchmarking

data from SuccessFactors

Workforce Planning

• SuccessFactors Workforce Planning is

go-forward solution

• Business Objects Strategic Workforce

Planning: developmentwill be stopped




Product Direction – On-

Premise/Cloud Integration

Pre-built integrations and Rapid

Deployment Solutions will be provided

to reduce the cost of integrating.

Planned deliveries include:

•SAP ERP HCM Core (OP) SF(Cloud): Employee Records,

Foundational Data

• SAP ERP HCM Core (OP) SF

(Cloud): Delta handling

• SF Compensation (Cloud) SAP ERP

HCM Payroll (OP)

• SF Recruiting (Cloud) SAP ERP

HCM Core (OP)


http://slidepdf.com/reader/full/1-5-sapience-be-userday2012-sap-accenture-1pdf 7/33© 2012 SAP AG. All rights reserved. 7

Summary: Solution Portfolio

at a Glance

Domain Available Solutions

HR Core

SuccessFactors Employee Central for Cloud

SAP ERP Human Capital Management for on-premise (also

including payroll, benefits administration, and time & attendance

management)

TalentSuccessFactors Talent Management for Cloud

SAP ERP HCM for on-premise

RecruitingSuccessFactors Recruiting Management for Cloud

SAP e-Recruiting for on-premise

LearningSuccessFactors Learning for Cloud

SAP Learning solution for on-premise

Workforce

Planning

SuccessFactors Workforce Planning for Cloud

Workforce

Analytics

SuccessFactors Workforce Analytics

SAP HANA and SAP Business Objects for on-premise

Social

LearningSuccessFactors Jam


http://slidepdf.com/reader/full/1-5-sapience-be-userday2012-sap-accenture-1pdf 8/33Copyright © 2012 Accenture All Rights Reserved. Accenture, its logo, and High Performance Delivered are trademarks of Accenture.

Leading through innovation – The

strenghts of SAP’s HCM solutions

Stefan Van der Wilt – Manager Accenture HCMS

March 2011



• Which delivery options do I have

• How to decide for “on premise SAP” or “Successfactors On Demand”

• How to implement Successfactors

• How to integrate Successfactors with SAP Core HR

• Successfactors talent suite overview

Copyright © 2012 Accenture All Rights Reserved. 2

Agenda




State-of-the-art architecture:the shifting Landscape

Option 1 – One Single System

3

There is no “one” right solution

One Single System (on-premise), where Talent

Management is part of the Global HR Solution.

Existing on-premise (i.e. ERP) with on-demand Talent

Management Suite solution (SaaS) and integration of

specified Core HR Data.

Payroll & Time Framework

Global ERP or HCM Suiteincl. Workforce Management

- Global Core HR Data-

B I – R e p o r t i n g

H R A n a l y t i c s G

l o b a l C o r e

Country 2

Time

Non-SAP

Country 1

Time

Inhouse SAP

Country 3

Time

Non-SAP

Country 4

PAYROLL

Integrated

Inter-face

Inter-face

Inter-face

Talent Management Framework

ESS PORTAL MSS

Country 3

Payroll

BPO

Country 2

Payroll

Non-SAP

Country 1

Payroll

InhouseSAP

R e c r u i t i n g

L e a r n i n g

S u c c e s s i o n

l a n n i n g

P e r f o r m a n c e

M a n a g e m e n t

C o m p e n s a t i o n

B e n e f i t

O n - p r e m i s e

g l o b a l

l o c a l

Global ERP or HCM Suiteincl. Workforce Management

- Global Core HR Data-

Payroll/Time Framework

Country 2

Time

Non-SAP

Country 1

Time

Inhouse SAP

Country 3

Time

Non-SAP

Country 2

Payroll

Non-SAP

Country 3

Payroll

BPO

Country 1

Payroll

Inhouse SAP

Country 4

PAYROLL

Integrated

Inter-face

Inter-face

Inter-face

Talent Management Suiteincl. Strategic Workforce Planning

Integrated Core HR Data

PerformanceSuccession

& Career Mgt,

EmployeeProfile

Job &Profile

Mgt, Skills&

Competency Mgt

Recruitment intern./

extern,Talent Acq.Sourcing,

LearningMgt,

Knowledge Mgt,social

Network

ESS PORTAL MSS

B I - R e p o r t i n g

H R A n a l y t i c s

O n - d e m a n d

g l o b a l

l o c a l O n

- p r e m i s e

Option 2 – Hybrid 1+1




TalentManagementSuite

Portal andcomponents

Payroll and timeNon-SAP

HRIS System

Social Technology provided as

a Solution for “how to work”

–

ESS Portal

PAYROLLTIMEInhouseSAP

Local 1

PAYROLLTIMEInhouseNon-SAP

Local 2 Local 3PAYROLLTIME

BPO

Payroll/Time Framework

Interface InterfaceInterface

Talent Management SuiteStrategic Workforce Planning

Global Core Data (PA/ OM)

PerformanceSuccession &

Career Mgt,EmployeeProfile

Job & ProfileMgt, Skills &Competency

Mgt

Recruitmentintern./

extern,Talent Acq.Sourcing,

LearningMgt,

KnowledgeMgt, socialNetwork

B I –

R e p o r t i n g / H R A n a l y t i c s

MSS

O n - d e m a

n d

g l o b a l

l o c a l

O n - p r e m i s e

Future OutlookCloud/SaaS solution incl.Global Core HR

4SAPience.be User Day 2012



Software „on demand“ Software „on premise“

• Customers pay a unique fee

• Customers own and operate the software withtheir own resources – additional costs apply

for hardware, maintenance and upgrades of the system

• Enhancement patches and release upgrademust be done by the customer or a third party

• Hardware and software are installed at thecustomer premises (company asset)

• The implemented solution is supported andoperated by the customer

• Implementation cycle depending on gapsversus standard SAP

• Implementation cost depending on gapsversus standard SAP

• Customers pay subscription fee per seat/user and module

• Hardware and maintenance fee do not occur

• The vendor releases patches, functionalityenhancements or full upgrades, so that thecustomer solution will be automatically updatedat no additional cost

• Technology platform is hosted and operated bythe vendor via Web access

• The application is offered in a multitenantarchitecture with all of the vendor’s customersaccessing a single code base

• Fast implementation cycle

• Low one of implementation cost

Possible delivery options










Agenda





Both SAP“on premise” as well as SAP Successfactors “on demand” will meetyour requirements

Nakisa - Succession Planning

Nakisa - Talent Dashboard

Successfactors - Succession Planning

Successfactors - Talent Dashboard

How to decide – The choice isyours

7



Businessrequirements

Useability

Analytics

Total cost of ownership

Security

•Business requirements should be covered independent of choice•Development vs configuration

•Useable and intuitive•Compatible with current existing user interfaces•Compatibility with mobile solutions

•Customer defined fields / infotypes vs standard reporting•Operational reporting vs strategic reporting / dashboarding

•Implementation budget•Software cost•Hardware cost•Support cost

•Data stored “on site” vs data stored “on premise”

How to decide – Possibleselection criteria



http://slidepdf.com/reader/full/1-5-sapience-be-userday2012-sap-accenture-1pdf 16/33Copyright © 2012 Accenture All Rights Reserved. 9

Data stored “on premise” vs data stored “off site” – Some questions to ask

How to decide – Security

9









Agenda




Support /

MaintenanceServiceof SaaS

ConfigureInterface DeployAnalyse/

DefinePlan/Initiate TransitionConfigureInterface DeployAnalyse/

DefinePlan/Initiate Transition

Configure

Review BestPractice &Business

Needs

ValidateConfiguration

& Sign-Off

FirstIteration

SecondIteration

ThirdIteration

Review Review

CreateWorkbook

Sign-Off Workbook

Build

Configuration

CreateWorkbook

Sign-Off Workbook

Build

Configuration

CreateWorkbook

Sign-Off Workbook

Build

Configuration

Program Management

SolutionPlanning

Plan Analyze Design Build/

Configuration

Test Deploy

Service Transition

Change Enablement and Training

Technical Solution Architecture (non-SaaS)

Application Design (Configuration Workbook)

Process Framework / Design

Solution

First set up Final Run ModeIterative design-build test cycle

Accenture‘s ADM Methodology integrated to SuccessFactors SaaSstandards guarantees a decent roll out

How to implement – Specificapproach









Agenda




There are in future two set’s of “Master data” gaining more and more importance for clients and do require aclear overall governance data model to ensure consistency& robustness of HR data:

1. Core HR Master Data & 2. Talent Management Master Data

• The system of records for a large part of Core HR data will remain as “classical” master data within the core

HR solution.

• Competencies & Skills formerly classified as Core HR data are shifting into the Talent Management

solution and become part of the “new” Talent Management Master data.

How to integrate – Which data to integrate



• Work towards a unified entry point between SAP and Successfactors to enhance enduser experience for ESS / MSS users

• Work towards a universal worklist allowing to combine SAP workflow requests and

Successfactors workflow requests

• Leverage standard connectors between SAP and Successfactors

• Work towards a landscape that can facilitate Single Sign On between SAP and

Successfactors

• Work towards a unified reporting landscape to enhance end user experience for ESS /

MSS users

How to integrate – Considerations for integration




Firewall

F i r e w a l l

F i r e w a l l

SAP ERP

SAPExchange

Infrastructure(XI / PI)

WebServices

Cloud Service On PremiseInternet

CloudIntegrationPlatform

Connector

• SAP R/3, 4.6• ECC 5x or

higher

CSV

SAPIntegration

Toolkit

SAPIntermediateDocument

(iDoc))

How to integrate – Interfacewith SAP Core HR










Agenda




WorkForce Analytics and Planning

Social Collaboration

SuccessFactors Cloud Platform

Next Generation Core HR

Alignmentand Performance

Goals

Performance

Calibration

Compensation

Attract & Retain

Succession

Recruiting 2.0

Social Sourcing

Career Planning

Learnand Develop

Learning Mgmt

Social Learning

Content-AAS

Successfactors HR Suite




18

Best in class performance management – Align & cascade

Talent Management – Performance management




Best in class performance management


19



20

Talent callibration – make informed decisions





Social learning – make it easy to learn

Talent Management – Learning solution




Maximize sourcing efficiency through Social Media Integration

Talent Management – Recruiting

22




Integrated career management empowering employees

Talent Management – Careermanagement



Visualize your talent potential

Talent Management –Succession planning





Cloud innovation through embedded analytics

Talent Management – Analytics



Questions


Questions

1-5-sapience-be-userday2012-sap-accenture-1.pdf

Documents