5 Gestion Del Talento Como Clave Del Exito Casos de Exito y Referencias

7/29/2019 5 Gestion Del Talento Como Clave Del Exito Casos de Exito y Referencias

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©Nakisa Inc. 2009

Talent Management

Optimize your workforce

Madrid, 29 Oct 2009

Andre Willems

Director Alliances EMEA Nakisa GmbH.

Tel: +31 6 511 49 752

[email protected]

http://www.nakisa.com



@2009 Nakisa Inc. Private & Confidential. Not for redistribution. All rights reserved. 2

Nakisa corporate background

Founded in 1990 as an SI; Introduced first product in 2000

Headquartered in Montreal, Canada EMEA; office in Walldorf, Germany, 11 employees, 18

partners, 80+ resources trained

APJ ; office in Singapore; 2 resources, 4 partners, 25+resources trained

Total: approx. 140 employees

SAP partner since 2002

High growth and profitability (2008: 50% growth)

Representative customers / references

~50% of Nakisa customers are SAP install base

Customers across multiple verticals: Discrete – 35% Process – 25% Services – 15% Public Services – 15%

Financial Services – 10%




Agenda

• Topics

• Market trends ?

• The SAP - Nakisa partnership

• Product demonstration

• Reference cases




The Talent Management Imperative

Aging workforce

War for Talent

Economic changes & challenges

Faster ROI demands , more dynamics

And so on

Today’s business challenges




Hype Cycle for HCM Software, 2008/2009 (Source: Gartner)

Talent Mgmt incl. Suites (5-10) Visualisation(2-5) & Succession Mgmt (5-10) continue to be hype

ESS for BlueCollarsWorkers has been identified as a fast growing market space (2-5+)

K EY MESSAGES




Agenda

• Topics

• Market trends ?



• Reference cases




What we can see is only

the tip of the iceberg

Information that is readilyavailable and we can assimilate

What we cannot see

Complex workforce & talentdata not at our fingertips likestructural data, talentprocesses, succession plansand bench strength

Visualizing Informationfor Better Business Decisions




SAP Talent Visualization by Nakisa

Part of an Integrated SAP Talent Management Offering

Learning

Pathing

Match-up

Development

Plan

Identify

Needs

Applicant

Tracking

Talent

Search

Attract

Candidates

Talent

Pipelining

Identify Key

Positions

Talent

Search

Succession

Management

Successor

Tracking

Talent

Pipelining

MBO

Appraisal

Compensation

Payroll

Performance

Rating

Identify &

Grow

Pay for

Performance

Educate &

Develop

Attract &

Acquire

SAP Talent V isual izat ion by Nak isa




SAP and Nakisa Partnership: Our Strengths

Back -end func t iona li t y

Ownership of data, processes,authorizations

Consolidation and integration of applications

Transactions and end-to-endprocesses

Standards and compliance

Service & Support (Global)

Navigat i on and Visua l izat ion Strategic software and solution

partner in HCM

Interactive visualization of complexstructures

Maintenance of key data forsuccession and talent management

Re-Usable UI components




SAP <> Nakisa strategy; Product roadmap

Step 1:Tier 1 Partnership (Q4-2007) STVN 1.1

• Utilize current capabilities of Nakisa application to enhance SAP’s talent managementapplications.

• Reach SAP customer base with all releases from R/3 4.7 up.

Step 2: ERP Enhancement Package 4 (Q2-2009) STVN 2.0

• Develop additional capabilities for SAP talent management applications.• Integrate Nakisa app seamlessly with SAP Succession Management application.

• Deliver pre-configuration for Nakisa integration to accelerate implementation.

Step 3: ERP Enhancement Package 5 (Q2-2010) STVN x

• Extend the reach of Nakisa application to all talent management processes andintegrate seamlessly with all respective SAP applications.

• Deliver Nakisa application based on NetWeaver platform.




How SAP Talent Visualization by Nakisa helps

Mission Statement SAP Talent Visualization by Nakisa (STVN)

offers an intuitive way to enhance yourcapabilities in key areas including successionmanagement, organizational management, and

HCM analytics

High-impact visuals and relevant analytics todrive organizational and talent strategies

Solut ion 1: Org Chart

Take inventory of the workforce to develop thetalent pipeline

Perform gap analysis and ensure adequatebench strength

Solution 2; Succession Planning

Model “what-if”scenarios to determine theimpact of organizational change

Solution 3; Org. Modeler




Employees

HR Professionals LOB Managers

1. OrgChart

2. Success ionPlanning (Frequent use;

Creation and review of plans;Enterprise wide)

3. OrgModeler

Talent Planning

©SAP 2007 / Page 12

SAP Talent Visualization by NakisaCapabil ities by role

1. OrgChart

2. SuccessionPlanning (Departmental creation and review of p lans; Casual

use)

Talent viewing

1. OrgChart

Organizational chart




Agenda

• Topics

• Market trends ?



• Reference cases




Let’s have a look;

DEMOOrg. Charting

Succession planning




SAP TVN Organizational charting; Benefits

Clearly and objectively enable transparency intothe organization’s segregation of duties andcompliance vulnerabilities at any time

• Inability to clearly demonstrate theaccountability of roles while alsotracking the status of workforcecompliance across the enterprise

Web based, thin client and real time access torelevant information from a single source of truth

• Inconsistent and out-of-datereports and charts, leading to poordecisions

Clear visibility into structures, roles, skills and

responsibilities for effective collaboration

• Difficulty connecting with the rightcollaborators and contributors

across the organization

Automate the creation of reports, analytics andorganizational charts

• Inefficient process of generatingand distributing charts

Powerful and intuitive search, with aggregationand presentation of the right information for theright person based on roles

• Time and value lost searching forthe right org information

BenefitsChallenges Addressed

Enable

Compliance

Increase

Productivity

Cut

Costs

Cut

Costs

Increase

Productivity




SAP TVN Talent & Succession Management; Benefits

Track employee performance, potential, flightrisk, and aspirations and match the rightemployees with the right roles and career paths

• Identify and retain top performers whilealigning them with strategic goals,despite strong competition for skilledtalent

Develop and monitor a reliable bench of potentialsuccessors to serve as backup for planned or

unplanned vacancy of key roles

• Prepare for talent loss

Analyze key talent indicators, such as successorreadiness, successor ranking, impact of employee loss and talent potential, in 9-boxreports

• Clearly highlight and assess key factorsthat influence workforce sustainability

Aggregate the right data for the right employee in

a clear, visual, manner that enables effectivedecisions and actions

• Improve the quality of workforcedecisions

Automate reports and seamlessly integrate withthe data and tools of the complete talentmanagement strategy

• Increase the efficiency of talentmanagement processes

Flag key roles clearly and consistently throughoutthe organization

• Clearly identify and track the rolescritical to sustainable success


Foster

Sustainability

+

Foster

Sustainability

+

Foster

Sustainability

+

Cut

Costs

Increase

Productivity

Foster

Sustainability

+




SAP TVN Organizational Modeling




SAP TVN Organizational Modeling; Benefits

Carefully examine both costs and value of the

workforce and generate scenarios that clearlydemonstrate the retention of value

• Cut costs via workforce separation while

safeguarding the right talent for asustainable business

Enable the development of different organizationalcontingency plans, in preparation for potentialeconomic and market shifts or crisis

• Prepare for predictable & unpredictablechange

Powerful talent search and org chart creation tobuild effective virtual and cross functional teamswith the right mix of skills

• Enable seamless collaboration between,and optimal use of, different resourcesspread across matrix organizations anddifferent functional groups

Model different ‘what if’ scenarios via drag & droporganizational charts

Visualize analytics and metrics that update with

your model in order to see how different scenariosand plans impact real figures

Expedite the executive approval process and fosterbuy-in by distributing the final model

Collaborate with colleagues (in person or online) towork on different pieces of a large model

• Need to effectively execute complexreorganization and M&A


Manage

Change

ManageChange

Manage

Change

Increase

Productivity

Increase

Productivity

Foster

Sustainability +

Foster

Sustainability

+



@2009 Nakisa Inc. Private & Confidential. Not for redistribution. All rights reserved. 19@2008 Nakisa Inc. Private & Confidential. Not for redistribution. All rights reserved. 19

Solution offering Solution offering ……

We can offer you: Out-of-the-box functionality Quick installation for faster impact:

Org. Chart; 6 man days fixed price

Succession Planning; 30+ man days

With a relatively small investment, optimize your entire SAP HR investment

Nakisa’s solutions fully leverage SAP ERP: Single Source of Truth - No duplication of data Inherits SAP security, Single Sign-On Fully adapts to existing business processes

Scalable

Strong SAP relationship: SAP resells NakisaÆ "SAP Talent Visualization by Nakisa“ SAP supports Nakisa, like any SAP solution (using Solution Manager, OSS) All Nakisa solutions are premium qualified by SAP

Strong & growing partner network: Open to work with existing SAP system integrators, HCM boutiques Local, global players Fast enablement; 5-day consultant training, Nakisa partner portal




Solution Offering – Some Technical Details

• Live connection to SAP ERP or DB stagedenvironment

• 2 pre-configured security roles (employee +executive)

• Support for SAP 4.6 / 4.7+• Multiple language support (14)

• English

• French

• German

• Spanish

• Portuguese

• Italian

• Dutch

• Danish

• Swedish

• Russian

• Hebrew

• Simplified Chinese

• J apanese

• Korean




Agenda

• Topics

• Market trends ?



• Reference cases




Nakisa references




Nakisa and SAP Shared Customers for Organization Management




Case 1SAP HR; Organization Structure with KPI’s & Audit view

As of today

Click

Trend for the last 12 months

Click

E O V

Number at the top shows theabsolute number of errors

displayed for this Org Unit for

the respective month

Number underneath shows the

ratio of errors in relation to the

number of heads in the Org Unit

for the respective month

Click




Case 2

Vestas Succession Management with SAP TVN




Case 2 Vestas Succession Management with SAP TVN

1. Before Excel spreadsheet

Easy to use for Managers

Difficult for Super Users Validation of data Manual consolidation of data Lots of data handling – risk for making

errors – valid data ?

No real data security

Burdensome reporting

Lots of mail correspondence

2. Why SAP TVN Nakisa way of thinking Succession Management

SAP compatibility / fully integrated

SAP partnership – fits SAP all strategy

Good product presentations

3. Project 6 core members of project team

Nakisa partner Gavdi

Nakisa – Development. (remote most of the time)

Kick-off:01.09.2008

Planned go-live: 01.02.2009

Realized go-live: 20.03.2009

4. Live 15 Business Units + staff are using Nakisa now

2200 employees and positions will be documented in Nakisabetween 1. April and 1. J uly 2009

More than 350 managers will use the system in their preparation

System is running and stable

Performance is good

Minor errors are continually reported and handled




Case 3Statoil + Hydro = StatoilHydro

Key challenges Lacked a graphical solution to display and communicate globalorganizational structure; With the merger of Statoil and Hydro, many positions becameavailable, requiring the companies to effectively communicate open

positions to all Statoil and Hydro employees;

No solution in place to allow employees to visualize or apply forpositions in the new organization structure;

Extremely tight timeline for receiving position applications.

Project objectives Provide an efficient and easy-to-use graphical tool that integrates with

SAP ERP HCM and SAP E-Recruiting Seamlessly integrate with Statoil’s corporate portal and Hydro’sIntranet, enabling 10,000+ users to navigate through open positions and

facilitate on-line applications using SAP E-Recruiting.

The results

Over 8,000 users navigate the corporate portal to access detailedposition information and can easily apply on-line;

Easy-to-use, intuitive interface; resulting in very few Helpdesk calls; Over 75% of employees indicated interest in positions of their liking by

the required deadline; Seamless integration with SAP via the SAP NetWeaver



©Nakisa Inc. 2009

Think big, start small…

Thank you !

Andre Willems

Director Alliances EMEA Nakisa GmbH.

Tel: +31 6 511 49 752

[email protected]://www.nakisa.com

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5 Gestion Del Talento Como Clave Del Exito Casos de Exito y Referencias