Data-Driven Talent Decisions...Oct 28, 2016 · SAP SE Oct 28, 2016 Data-Driven Talent Decisions...

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*


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


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


Cutting-edge technology provides real-time data-driven insights

DigitalBoardroom



Standard HR Reporting

Specialized and Ad-hoc HR Reporting


Digital BoardroomArchitecture

How the 3-screen set-up lookslike in a physicalboardroom:

How the HR Storylooks like:

Demo for Digital Boardroom here


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:


Real-time insights at the fingertips of HR Leadership Team members

DigitalBoardroom










Steering the HR Board Area to Strategy

Grow our Talent Simplify our Organization Lead our People


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


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:


Real-time data for HRBPs and Managers to drive their people matters

DigitalBoardroom










HR Analytics and ReportingReal-time data to drive operational people matters


Predictive ModelsData Science for a Smarter Workplace

DigitalBoardroom









© 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


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


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

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


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


Standardization

Customer satisfaction

Simplification

We have defined three guiding principles for HR thathelp us to do the right things right

252016 SAP SE or an SAP affiliate company. All rights reserved . COO HR Public

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


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


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

292016 SAP SE or an SAP affiliate company. All rights reserved. COO HR Public

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


Digital Core

SAP HANA PLATFORM

Leading people technology helps us and our customers to engageemployees in a smarter and faster way


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


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


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


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


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


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


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


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


We take our HR Operating Model to the next level to become aleading-edge HR function


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


and gives us in HR direction for driving our work every day


Data-Driven Talent Decisions...Oct 28, 2016 · SAP SE Oct 28, 2016 Data-Driven Talent Decisions...

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Transcript of Data-Driven Talent Decisions...Oct 28, 2016 · SAP SE Oct 28, 2016 Data-Driven Talent Decisions...