Social means business

Social Means Business

Kerry Brown, SAP Education

Theresa Tosca, SAP

© 2013 SAP AG. All rights reserved. 2

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© 2013 SAP AG. All rights reserved. 5 Customer

Market Disruptors

Workforce Shift

Emerging Technologies

Social Means Business…the Learning Revolution


2020

Traditionalists, 1%

Zoomers, 22%

Gen X, 20%

Millennials, 50%

Gen 2020, 7%

0% 10% 20% 30% 40% 50%


Workforce Shift

By 2020, up

to 50% of the

workforce will

be Millennials

77 million Boomers

are exiting

the

workforce What is your

knowledge

transfer

plan?


Adapted from Remy S.Leeuwin, “Organizational Change”

User adoption = key to business value


Emerging Technologies


What is Social Learning?

Social Learning is the formal or informal process of learning from and with

people unconstrained by geographic location.


TRADITIONAL VS. SOCIAL

Traditional Formal Learning

Social Informal Learning

Instructor-Led Training

eLearning Programs

Web Conferencing

References

Discussion Boards

Blogs/Microblogs

Wikis

Podcasts

Social Networking

Social Bookmarking

Simulations: Visual/Interactive

WEB 2.0

Technologies


Social Adoption


Barriers to Adoption


PLAN BUILD RUN

SUSTAIN OPTIMIZE INNOVATE

User Performance Management

More Change to

Business Process

/Attrition

Change to

Business Process

Initial

Decision

Expert

Functional

Additional

Functions

Sub-standard

Go

Live

Source:: Adapted from META Group

12 – 18 months 18– 24 months 2 – 8+ years

Us

er

Pe

rfo

rma

nc

e

End-user performance

degrades without

continuous training

TRANSFORM OPTIMIZE INNOVATE SUSTAIN


SAP Supporting Successful User Adoption

INTRODUCTION

DOCUMENTATION

OCM Setup

& Launch Change

Monitoring

Interventions Setup Monitoring Analysis

Stakeholder Management

Performance Management

Communications

Skills & Competencies

Organizational Alignment

Governance

METHODOLOGY

COLLABORATION

ACCELERATION MEASUREMENT

LEARNING

VISUALIZATION


A Case for Change: Learning at SuccessFactors

2011 New Hire Sales Reps not doing well

• Slow time-to-quota / low productivity

• High regrettable attrition

• Ineffective onboarding and new hire experience

2012 Need to “Drink our own Champagne”

• Overhaul onboarding and Bootcamp using SuccessFactors Jam & LMS

• Using our own product builds product fluency

• Sales reps speak with credibility and authenticity

• Amazing results


Jam Makes Sharing Easy and Fun

All learning experiences are a blend of modalities:

• New hire cohort is a Jam community

• Webinars lead up to instructor led training

• Jam is foundational to ILT experience (prework, daily homework, polling, quizzes,

discussion, follow up)

• Formal completion tracking and certification exams are in the LMS

• Increases engagement and ownership of learning experience

Features of Jam

• Simple video and screen capture

• Post documents and PDFs

• Public and private groups for your

company or multiple companies.

• Wall posting, chatting, wiki-like

collaboration, polling

• Access and author from your mobile

phone or tablet.


Tools: Sales University Learning Center


Outputs: New Hire Sales Bootcamp


Support: Self-Paced Courses


Enablement: Sales Playbook


Business Impact – Sales Bootcamp Nov ‘12 A

ve

. N

o.

of o

pp

ort

unitie

s

cre

ate

d in 3

mo

nth

s

NOAM 81%

LATAM 90%

EMEA 87%

APAC 88%

-6%

18%

173%

-20%

0%

20%

40%

60%

80%

100%

120%

140%

160%

180%

200%

0

1

2

3

4

5

6

Early Stage Pipelie Late Stage Pipeline Deals Won

Attended bootcamp after 90 days Attended bootcamp in first 30 days Difference

Diffe

ren

ce

in P

erf

orm

an

ce

New hires who went to the Boot camp within a month of

joining SF on an average created better quality pipeline,

closing 173% more deals.


Business Impact – Sales Bootcamp Nov ‘12

218%

69%

445%

0%

50%

100%

150%

200%

250%

300%

350%

400%

450%

500%

0

1

2

3

4

5

6

Early (3m) Late (3m) Won(3m)

Impact of Old vs New Bootcamp

Old New Improvement

2012 boot campers significantly out performed their 2011 peers in the

first 3 months, both in pipeline quantity and quality.

Ave

. N

o. o

f o

pp

ort

un

itie

s


Open Learning


0

25

50

75

100

Knowledge Leakage: Skills degrade over time

Training Lifecycle: …Essential over the long term

Skill wanes

People move

Processes change

Technology changes

New hires know “less”

Impact is dramatic …

Between 10–30%

capability per year

Team Skill

Source: IDC, Knowledge Leakage: The Destructive Impact of Failing to Train on ERP Projects (IDC # 236130, July 2012)

Replacement Workers Trained to 60%

91

71

53

41

78

24

Team skill @ 30% leakage Team skill @ 10% leakage

Goal — 100%

Year 3 Year 6 Year 1

By year 6 — it has only 24%

Year 3 — organization has 41% of its original capability


Super Users

Training Lifecycle: Communities of Practice

Upgrade/Expansion Go-Live

10

0%

Sk

ille

d

GO

AL

Kick-off

End-Users

Administrators Project Team

Executives Sponsors

Kick-off Go-Live

Communities

of Practice By

• Role, function

• Geography

• Line of business


Messaging to Build Shared Ownership

Draw new organizational lines that connect all areas of business


Identify expertise

Avoid duplication and have better coordination

Transfer knowledge

Improve best practices

Creates two-way dialogue

Makes business personal

Reduces power distance to leaders

Connects globally person by person

Forms private groups

Competitive Advantages/Benefits of Social Learning

Encourage

Sharing

Capture

Knowledge

Solve problems faster and better

Bring outsiders in

Streamline processes

Give employees a voice

Make meaningful contributions and innovations

Increase engagement, satisfaction and retention

Enable

Action

Empower

People

Source: Altimeter Group


Enablement, Transformation & Sustainability

Business process functions

One Driver

Help Desk

Tech Support

Business Stakeholders/Process Owners

Super user Monitoring Mentoring Listening

Reporting Refining Listening

Peer to peer support Continuous Training

Organizational Change Management

Business Process Improvements Enablement

Co

urt

esy: M

ich

ae

l D

oan

e &

Asso

c


Join Our Social Circle

http://www.sap.com/socialondemand

https://www.facebook.com/

http://www.linkedin.com/groups/SAP-Social-Software-2917351?gid=2917351&trk=group-name

https://twitter.com/SAPSocial

https://plus.google.com/+SAP

http://www.sap.com/training-and-education/learning-software-and-services/workforce-performance-builder/index.epx

http://www.sap.com/jam

Resources

SAP Education Information: www.sap.com/usa/services/education/index.epx

Contact your SAP Services Education Account Manager

1-888-777-1727 (option 1) or email [email protected]

Benchmarking and Best Practices Survey: https://www.benchmarking.sap.com/cgi-bin/qwebcorporate.dll?idx=CUX8C2&SHSP1Q2A=ASUG&LNG=0

Education Resource Center:

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SAP Jam Collaboration Tool

http://sapjam.com/

http://www.sap.com/usa/services/education/index.epx

mailto:[email protected]

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http://sapjam.com/

Thank you

Contact information:

F name MI. L name

Title

Address

Phone number

Theresa Tosca Account Executive

SAP America, Inc.

M 404.922.2830

[email protected]

Follow SAP Education

Kerry Brown VP Enablement

SAP America, Inc.

M 404.519.0738

@KerryBrownSAP

[email protected]

http://youtu.be/Fxe8cFKHlUc

https://www.facebook.com/SAPEducation

http://www.linkedin.com/company/1115?goback=.fcs_GLHD_sap+_false_*2_*2_*2_*2_*2_*2_*2_*2_*2_*2_*2_*2&trk=ncsrch_hits

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Social means business

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Transcript of Social means business