data-driven talent decisions...oct 28, 2016 · sap se oct 28, 2016 data-driven talent decisions...
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Dr. Christian Liebig, Senior Director HR Thought Leadership, COO HRSAP SEOct 28, 2016
Data-Driven Talent DecisionsPublic
Transform to become the most innovative Cloud Company
Grow our Talent Simplify our Organization Lead our People
One Learning Experience
Leadership Curriculum Talent Curriculum Learning Innovation*
Accelerate Winning in HRSAP Runs SAP HR (Sales enablement) HR Technology & Process Showcase (HR Goes Cloud)*
People Sustainability**
* 2016** Including Diversity & Inclusion and Health Management
Business Transformation SupportNew Equity Strategy & Plans*Total Rewards SimplificationHR Run Simple (Operating Model)
Talent Win PlanRecruiting world-class Talent*Career & Talent DevelopmentIntegrated Talent Management*Alumni Relations
Leadership Culture & BehaviorLeadership Assessments &Development
HR ThoughtLeadership
Learning Culture
HR Portfolio is designed to continuously improve and re-innovatepeople practices
2016 SAP SE or an SAP affiliate company. All rights reserved . COO HR Public 22
© 2016 SAP SE or an SAP affiliate company. All rights reserved. COO HR 3Public
Answer talent-related questions fast and accuratelySupport organization related decisionsApproach requirements proactively instead of react to themReduce risks
Nine out ofeleven years2006-2016
ANALYTICS
#1Accuracy and availability of KPIsAnalyses anytime, anywhere
* Gartner Technology Trends
Technology Trend*
© 2016 SAP SE or an SAP affiliate company. All rights reserved. COO HR 4Public
DigitalBoardroom
High-level overview on company wide steering measuresBoard Members only
HR MissionControl Center
Insights into HR focus areas and HR internal performance measuresExtended HRLT Offsite Group
Area SpecificMetric Packs
Ready-to-consume insights into HR focus areas and Area specific measuresBA / regional HRBP leads, BA COOs, BA CCOs, and business leads; COEleads
Specialized and Ad-hoc HR Reporting On-demand reports for insights into specific HR areasHRBPs, COEs, Managers, etc.
Recurring report / analysis delivery and self-service reportsHRBPs, COEs, Managers, etc.Standard HR Reporting
Descriptive stats Predictive stats
© 2016 SAP SE or an SAP affiliate company. All rights reserved. COO HR 5Public
Increase capabilities for people related data-driven insights
Focus of COO HR / Thought Leadership Function
Enable and support stakeholder groups to make people related decisions based on data-driven insights:
Create strategy for reporting and analytics assets (specific analytics packs, specialized / ad-hocreporting and standard HR reporting)Streamline, validate and prioritize analytics demandsBuild reporting related enablement program for target audiences to ensure that decision makers areable to use the provided tools
Provide stakeholder groups with predictive talent insights to anticipate trends and make decisionsaccordingly:
Push predictive models into productive systemsLeverage predictive models to other talent and organizational questions
Digital Boardroom(SAP BusinessObjectCloud)
HR Mission ControlCenter (SBEE)
Various Dashboards(SBEE; SFSF WFA)
Predictive AnalyticsEmployees at Risk
Support C-suite to transform HR into a truly data-driven business function:
Align KPI landscape with strategic priorities and implement KPI TargetsIntegrate Predictive Capabilities
Provide the Sr. leadership team with one single source of truth to increase transparency across HR:
Align KPI landscape and implement KPI TargetsIntegrate Predictive Capabilities
© 2016 SAP SE or an SAP affiliate company. All rights reserved. COO HR 6Public
Cutting-edge technology provides real-time data-driven insights
DigitalBoardroom
HR MissionControl Center
Area SpecificMetric Packs
Standard HR Reporting
Specialized and Ad-hoc HR Reporting
Descriptive stats Predictive stats
Digital BoardroomArchitecture
How the 3-screen set-up lookslike in a physicalboardroom:
How the HR Storylooks like:
Demo for Digital Boardroom here
© 2016 SAP SE or an SAP affiliate company. All rights reserved. COO HR 7Public
Decision making processes areenhanced by providing insights into allbusiness areas of SAPDiBo is accessible for Board membersonlyDisplayed KPIs cover all areas of SAPbusiness; people related KPIs similar toMCC KPIs excl. internal HR KPIsUpdates are in real time (depending ondifferent update cycle of respectiveKPIs)Three distinct areas1. Corporate Overview2. MyBoardroom for each Board
Member3. SVB / Board meeting agenda items
Digital Boardroom: Key Considerations:
© 2016 SAP SE or an SAP affiliate company. All rights reserved. COO HR 8Public
Real-time insights at the fingertips of HR Leadership Team members
DigitalBoardroom
High-level overview on company wide steering measuresBoard Members only
HR MissionControl Center
Insights into HR focus areas and HR internal performance measuresExtended HRLT Offsite Group
Area SpecificMetric Packs
Ready-to-consume insights into HR focus areas and Area specific measuresBA / regional HRBP leads, BA COOs, BA CCOs, and business leads; COEleads
Specialized and Ad-hoc HR Reporting On-demand reports for insights into specific HR areasHRBPs, COEs, Managers, etc.
Recurring report / analysis delivery and self-service reportsHRBPs, COEs, Managers, etc.Standard HR Reporting
Descriptive stats Predictive stats
© 2016 SAP SE or an SAP affiliate company. All rights reserved. COO HR 9Public
Steering the HR Board Area to Strategy
Grow our Talent Simplify our Organization Lead our People
One Learning Experience
Participation in Leadership FlagshipPrograms
Net Promoter Score in LeadershipFlagship Programs
EmployeeEngagement Index
Average Span of ControlLocation MixTeam SizeManagement Layers
Total HeadcountInternal Hiring RateShare of Early Talent HiresVoluntary Attrition RateRetention of employees of acquiredcompaniesMembers of Alumni Network
Leadership Trust IndexExecutive RetentionLeadership Principles Score**Participation in 360 Feedback**Succession Management
Women in Management Illness RateAutism atWork
People Sustainability
Drive HR Success
Shared Services Framework***
Ticket Satisfaction
Shared Services Framework***
Ticket Net Promoter Score
Employees served per HR
employee
HR cost per employee served
Cost per Hire
HR Cost as % of Revenue
HR Net Promoter Score*
HR Customer Satisfaction*
Business HealthCulture Index
Learning Coverage
* HR Survey: Survey on satisfaction with HR Services (stratified random sample)** 360 Feedback: Multi-rater feedback along SAP Leadership Principles; KPIs reflect all-but-self ratings and participation respectively*** Shared Service Framework: Global HR Ticketing Platform and Service Delivery Organization
© 2016 SAP SE or an SAP affiliate company. All rights reserved. COO HR 10Public
Manage strategic HR topics effectivelyby tracking and measuring relevantKPIsDashboard is accessible onlineanytime, anywhere (incl. mobileaccess)Start screen reflects our HR FocusAreas and one Tile for internal HRsuccess measurementDrill down capability provides additionalinsightsDashboard serves steering purposes ofHRLT, content is not shared beyondthe group of authorized persons
HR MCC: Key Considerations:
© 2016 SAP SE or an SAP affiliate company. All rights reserved. COO HR 11Public
Real-time data for HRBPs and Managers to drive their people matters
DigitalBoardroom
High-level overview on company wide steering measuresBoard Members only
HR MissionControl Center
Insights into HR focus areas and HR internal performance measuresExtended HRLT Offsite Group
Area SpecificMetric Packs
Ready-to-consume insights into HR focus areas and Area specific measuresBA / regional HRBP leads, BA COOs, BA CCOs, and business leads; COEleads
Specialized and Ad-hoc HR Reporting On-demand reports for insights into specific HR areasHRBPs, COEs, Managers, etc.
Recurring report / analysis delivery and self-service reportsHRBPs, COEs, Managers, etc.Standard HR Reporting
Descriptive stats Predictive stats
© 2016 SAP SE or an SAP affiliate company. All rights reserved. COO HR 12Public
HR Analytics and ReportingReal-time data to drive operational people matters
© 2016 SAP SE or an SAP affiliate company. All rights reserved. COO HR 13Public
Predictive ModelsData Science for a Smarter Workplace
DigitalBoardroom
High-level overview on company wide steering measuresBoard Members only
HR MissionControl Center
Insights into HR focus areas and HR internal performance measuresExtended HRLT Offsite Group
Area SpecificMetric Packs
Ready-to-consume insights into HR focus areas and Area specific measuresBA / regional HRBP leads, BA COOs, BA CCOs, and business leads; COEleads
Specialized and Ad-hoc HR Reporting On-demand reports for insights into specific HR areasHRBPs, COEs, Managers, etc.
Recurring report / analysis delivery and self-service reportsHRBPs, COEs, Managers, etc.Standard HR Reporting
Descriptive stats Predictive stats
© 2016 SAP SE or an SAP affiliate company. All rights reserved. COO HR 14Public© 2016 SAP SE or an SAP affiliate company. All rights reserved. HR Goes Cloud 7Internal
volume, highvelocity, and high variety information assets (sometimes, 2 moreVs are added: value and validity)
Umbrella term comprises beyond 3 Vs new forms of storing,retrieving, processing, and analyzing data
Big Data aims at enabling enhanced decision making, insightdiscovery and process optimization
In HR, data are usually not that huge, but the same rationale andanalysis methods will be applied
Predictive analytics encompasses statistical techniques frompredictive modeling, machine learning, and data mining thatanalyze current and historical facts to make predictions aboutthe future
Predictive models are modeling the relations between specificattributes (predictors) and outcomes (criteria) of a unit in asample. The objective is to assessing the likelihood that a similarunit (i.e. having the same attributes) in a different sample willexhibit the same specific outcome
© 2016 SAP SE or an SAP affiliate company. All rights reserved. COO HR 16Public
Predictive Analytics can answer talent questions along theemployee lifecycle
Headcount and Expense ForecastingWhich profiles of candidates lead togreater success?What is our predicted forecast for HC?By conversion? By hiring?
GROW OUR TALENTAttract, Recruit and Hire
Success Likelihood ModelingWhat groups of employees are mostlikely to be successful or highperformers?Which of the profiles lead to greatersuccess?
LEAD OUR PEOPLEManage Performance
Employee Engagement ModelingWhat interventions drive positively ahigher employee engagement?
PEOPLE SUSTAINABILITYEngage
Development ModelingWhat are recommendeddevelopment and learning activities
career?
ONE LEARNING EXPERIENCEDevelop and Train (Learning)
Retention ModelingWhat groups of employees are mostlikely to voluntarily leave?
GROW OUR TALENTRetain
Organization ModelingWhich areas may experience highattrition rates impactingorganizational design e.g. span ofcontrol?
SIMPLIFY OUR ORGANIZATIONBalance Organization
© 2016 SAP SE or an SAP affiliate company. All rights reserved. COO HR 17Public
SAP approach compliant with DPP and ethical use
2-step approach Future phases
Inform affected employees (UScolleagues in first place) and ensurebuy-in from senior management aswell as from DPPO and employee reps
Create anonymization rules andprocedures
Apply anonymization rules to largerdata-set
Provide insights attrition isthere are risks
Modeling to answer the questions
Provide forecasts of whenanticipate attrition
Leverage model to other cases
Applying to other casesAnonymization Modeling
Apr 2016 Aug 2016 Sept 2016 Dec 2016
Using data sciencefor a smarter workplace
© 2016 SAP SE or an SAP affiliate company. All rights reserved. COO HR 18Public© 2016 SAP SE or an SAP affiliate company. All rights reserved. 18Public
Thank you
Dr. Christian Liebig, Senior Director HR
HR Thought Leadership / COO [email protected]://people.wdf.sap.corp/profiles/D050058LinkedIn: http://de.linkedin.com/pub/christian-liebig/5/352/187/Twitter: @LiebigChristian
Back-upAdditional information to Predictive Models
© 2016 SAP SE or an SAP affiliate company. All rights reserved. COO HR 22Public
Busi
ness
Valu
e
Analyses Maturity / Complexity
Source: SCN, http://scn.sap.com/community/utilities/blog/2013/03/05/predictive-analysis-enables-operational-insights and Strategy @Risk http://www.strategy-at-risk.com/
DataStandardreporting
Advancedreporting
Advancedanalytics
Predictivemodeling
Simulations /Optimization
What happenedand why did it
happen?
What mighthappen?
When will ithappen? What is
the best that couldhappen?
Back-upAdditional information to SAP HR Organization
HR missionHR partners with the business to
cloud company. We foster:individuals to learn and growleaders to engage and developamazing talentorganizations to be simple andagile
HR visionWe attract, develop, retain peopleand enable organizations to:
inspire innovationlead change andcreate ultimate customersatisfaction
Our vision and mission describe why we do whatwe do and how it impacts our business
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Standardization
Customer satisfaction
Simplification
We have defined three guiding principles for HR thathelp us to do the right things right
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Growour talent
Leadour people
Simplifyour organization
One learning experience
Accelerate winning in HR
People Sustainability
Transform to become THE Cloud Company
Our HR Focus Areas 2015 - 2017 are a reflection of whatthe business and our people need to be successful
262016 SAP SE or an SAP affiliate company. All rights reserved . COO HR Public
Transform to become THE Cloud CompanyGrow our Talent Simplify our Organization Lead our People
One Learning Experience
Leadership Curriculum Talent Curriculum Learning Innovation*
Accelerate Winning in HRSAP Runs SAP HR (Sales enablement) HR Technology & Process Showcase (HR Goes Cloud)*
People Sustainability**
* 2016** Including Diversity & Inclusion and Health Management
Business Transformation SupportNew Equity Strategy & Plans*Total Rewards SimplificationHR Run Simple (Operating Model)
Talent Win PlanRecruiting world-class Talent*Career & Talent DevelopmentIntegrated Talent Management*Alumni Relations
Leadership Culture & BehaviorLeadership Assessments &Development
HR ThoughtLeadership
Learning Culture
Our HR Build Portfolio 2016 is designed to continuouslyimprove and re-innovate our services and solutions
2016 SAP SE or an SAP affiliate company. All rights reserved . COO HR Public 22
Back-upAdditional information about SAP and SAP HR
Our future is built on a long history of business success
43+
20.80 130+
Customersin 190 countries across 25
industries and 12 LoB
300,000+
Years of historyof innovation and growth,
true industry leader
Annual revenue 2015in billion (IFRS)
Locationsin more than 130 countries
#1
Fastest-growingenterprise cloud company
76,800+
Employeeswith 120 nationalities
worldwide
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as of Q2/2016
Making our people successful is key to helping our customers win in theDigital Economy
30
Attracting, growing & leading our people
Safeguard our talent pipelineOffer impactful growth opportunities for everyoneEngage our employees through impactful leadership andtalent development
Creating a learning culture
Establish a learning approach that drives measurablebusiness resultsAccelerate meaningful careers through formal, informaldevelopment
SAP is fully committed to the people side of our business.
Promoting simplicity and inclusion in our workplace
Create an inclusive and healthy environment to ensuresustainable business successSimplify practices of collaboration and recognition
Driving HR to the next level
Drive further standardization and globalization of HRservicesLeverage cloud technology creating a showcase for ourcustomers
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Digital Core
SAP HANA PLATFORM
Leading people technology helps us and our customers to engageemployees in a smarter and faster way
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SAP provides the tools for total workforce engagement to attract the best workforceacross full-time employees and contingent labor, manage the total workforce
lifecycle, and provide smarter apps with a greater user experience.
Engage, Run Simple and win!
SAP Fiori
Approx. 1,500* HR professionals around the world are deliveringbest-in class HR services
ChiefHuman Resources Officer
CHRO Office Ombudsperson
Global CustomerOperations (GCO)
& oCEO
Digital BusinessServices (DBS)
Products &Innovation (P&I)
GFA, HR& Germany
HR BusinessPartners COO HR Accelerate
Winning in HRSE & European
Labor Law
HR SharedServices
Talent Acquisition
Total RewardsDelivery
HR M&A
HR ProjectOffice
Talent &Leadership
PeopleSustainability
Learning
HR Centersof Excellence
Talent Delivery
32
as of Q2/2016
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BusinessNetworks &
Applications (BNA)
HR GlobalService Delivery
HR Transformation& Process
ManagementHR Business
Information Office(BIO)
HR Business Partners act as trusted advisors to the businesssupporting our transformation to become the #1 cloud company
Act as a trusted advisor to leaders to guidethem on execution of HR Strategy andbusiness transformation
Enable leaders to grow talents, simplifyorganizations and lead people
Understand and translate business needsinto HR solutions that make it easy for ourpeople to do business with us
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HR Centers of Excellence (CoEs) are our think tanks driving continuousinnovation to our HR Services Portfolio
Design Providethought leadership on external and internalbest practices and business needs
Guide: Lead design and rollout of new andenhancement of existing services
Govern: Monitor impact quality andeffectiveness of services
3 CoEs: Learning, Talent & Leadership,People Sustainability
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HR Global Service Delivery is our execution engine ensuring that ourservices and processes run better for our customers
Ensure that HR services and processes runbetter - consistently, effectively and efficiently
Offer high quality, integrated, end-to-enddelivery of services and solutions
Act as trusted advisors, manage interfaces tovarious partners and customers within SAP todrive optimization across HR and Board Areas
5 teams: HR Shared Services, HR ProjectOffice, HR M&A, Talent Delivery, TotalRewards Delivery
Largest unit within HR and key area forfurther evolution of the HR function
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The Talent Acquisition team makes sure we have the best people in theright places at the right time
Identify, attract, select, hire, and onboardworld-class talentstrategic goals
Understand the talent landscape and
Promote SAP as a career destinationDrive a world-class candidate and customerexperience
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The Chief Operating Office for HR partners with all HR areas to turn ourmission into action and to continuously evolve our function
Ensure that HR plans are executed in alignmentCorporate Strategy
Drivetowards the Cloud (HR Goes Cloud)
Help to provide our people with simple andefficient HR processes and service excellence
Drive evolution and scalability of the HRfunction
Topics covered: HR Strategy & Portfolio, HRBusiness Information Office (BIO), HRServices, Portfolio & Processes, HR Change &Communications, HR Thought Leadership
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Accelerate winning in HR (AWIHR) teams up with sales to leverage ourRuns HR showcase as a differentiator with our customers
Join our sales team to help supportexisting customers and win new ones
Share our storiesexecutives about how SAP has successfullyimplemented SuccessFactorssolutions internally
Co-sell to help sales colleagues gettinghigher level access to the customer
Position SAP as a thought leader
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The SE & European Labor Law team manages social partnershipsand ensures legal compliance
Manage labor relations for business owners,HR and social partners in Europe (excl.Germany) to live our social partnership, toensure flawless business execution and legalcompliance
Support business processes, activities andprojects, and manage social partnerrequirements in relation to Employee Bodiesin Europe
Engage with HR managers, provide support,and feedback on local requirements toglobal business owners and Global HR
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We take our HR Operating Model to the next level to become aleading-edge HR function
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2015 and beyondEnhanced 3-Pillar Model
2004 20143-Pillar Model
GSD
Scalable, cloud enabled and customer focused
cloud w
CoEsHRBPHRBP GSD CoEs Think tanks of HR
More consultative andmanager services
Individual consulting formanagers in strategic positions
HRServicesPortfolio
MyCareer
61Services
My Team& Org.
17Services
My NewPeople
6Services
My Data& Admin
4Services
My WorkAbroad
6Services
MyRewards
16Services
The HR Service portfolio consists of 6 categories-To-
110 services along the HR process landscapeAll services are available in the portal andaccessible for all managers and employees viaticket, call or mailThe HR Ticketing App provides mobile accessanywhere anytime
Our HR Services Portfolio provides a comprehensive overview of all theservices that we offer to our people
41
as of Q2/2016
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and gives us in HR direction for driving our work every day
422016 SAP SE or an SAP affiliate company. All rights reserved. COO HR Public