- Case Studies
The strategic 360-degree view for HR managers
Finding and recruiting highly qualified specialists and retaining them long term is the goal of every HR management department. A fair salary, made-to-measure career planning and a great team that makes work a joy are just three factors among many. Young talents demand an individual, intuitive employee experience that is stimulating, gives them orientation and supports them like a good friend. What used to be human resources management has now become human experience management (HXM).
SAP SuccessFactors aligns HR management with the corporate strategy to drive more growth over the medium to long term. The full-service cloud suite that is seamlessly integrated into SAP boosts employee motivation and productivity and strengthens employee loyalty to the company, while significantly reducing staff churn.
Based on data-driven insights from all HR processes, SuccessFactors helps HR managers make faster and better decisions. The suite pays for itself on average after 18 months (source: Forrester Consulting 2019: SAP SuccessFactors HCM Suite).
New Work requires digital transformation across all HR processes. valantic’s SuccessFactors consultants thus see themselves primarily as strategy and process consultants – enabling your employees to fully develop their potential and contribute optimally to your company’s success.
What this means for strategic HR management is that the time of stand-alone processes is categorically over. HR managers need an integrated HR suite that gives them a holistic 360-degree view of all phases of the employee lifecycle – from recruiting, onboarding and talent management to training and succession planning. HR managers need an HR suite like SAP SuccessFactors.
The six benefits of SAP SuccessFactors for employees and HR managers.
SuccessFactors is one of the world’s leading full cloud solutions for all HR topics, with over 6,750 companies and 100 million users currently relying on SAP’s HR software every day. The suite consists of nine modules that can either run as stand-alone components or be combined and booked cumulatively from the cloud depending on your operational needs.
Vacancies at German companies remain unoccupied for far too long, causing avoidable costs and lost revenue. While the average vacancy time was still only 95.7 days in May 2017, the period that HR managers needed to fill a new position had already increased to 130 days in May 2019 – a trend that is still rising.
With SAP SuccessFactors, HR managers post job ads on more than 3,000 platforms in over 80 countries. The application process can be analyzed at any time, also allowing recruiters to learn where the most suitable candidates for a position come from. At the same time, data-driven mailings, target group-specific landing pages and social media campaigns can be used to significantly boost the number of qualified applicants.
Over 80 percent of all employees decide within the first six months whether they wish to stay at a company. This makes it all the more important to familiarize and train newly hired staff systematically in order to bind them to the organization. Also, the sooner the new colleague is brought up to speed, the lower the familiarization and initial training costs will be.
For HR managers, the module fulfills a leadership function, allowing them to set targets for the first 30, 60 or 90 days via an intuitive user interface.
Cross- & offboarding as part of Onboarding: The SuccessFactors Onboarding module also assists in task structuring when employees are assigned to new roles or leave the company, helping them to quickly settle into a new role or smoothing a handover when they leave.
SAP SuccessFactors customers
million SuccessFactors users
billion supported transactions per day
Employee Central is the administrative core of the SAP HCM Suite, the control desk for successful long-term HR planning. Whether personnel or organizational management, salary or time recording – Employee Central offers fast, high-performance support for your HR work, along with an intuitive user interface. The central control of all master data also enables HR managers to identify trends and minimize risks.
The pressure of digital transformation is placing increased demands on employees and strategic HR management. Nowadays, employees must acquire – ever faster – new expertise precisely aligned with their work if they are to make a profit-oriented contribution to the company.
Self-service learning platforms – such as those of SuccessFactors – perfectly address the trends towards high mobility and flexibility. Teams can access digital learning content and exchange information on the go at any time. In this way, HR managers create an inspiring learning environment and promote a culture of continuous learning throughout the organization.
Performance & Goals informs your employees at all times about their contribution to the company’s success. Performance can be accurately evaluated and compared. HR managers use defined templates to set smart goals and ensure that their team understands the corporate strategy and can implement it on a day-to-day basis.
The SuccessFactors Performance & Goals module lets team leaders and managers discriminatively encourage and challenge their employees and give them constructive feedback.
Salaries are naturally a matter of negotiation. But a fair and performance-linked compensation model contributes significantly towards boosting motivation and commitment. Employees will then be willing to go the “extra mile” and give their very best.
HR managers use the SuccessFactors Compensation module to set base salaries, bonuses and long-term performance incentives via an easy-to-use interface. At the heart of the module is a compensation profile that is linked to the master data. Besides being able to access each employee’s salary history, managers also receive recommendations as to which salary increases are appropriate for which career steps.
Experienced managers go into retirement and a successor must be appointed. As predictable as this may sound, succession planning is often put on the back burner and simply forgotten about. With the SuccessFactors Succession & Development module, HR managers are able to plan successions strategically, for example by the long-term promotion of suitable talent within the company. HR managers orient themselves by identifying which skills and talents are in demand, and where these are available in the organization. Reports and dashboards help improve the transparency and effectiveness of company-wide succession planning.
This SuccessFactors module marries strategic and operational workforce planning. Company-wide trends such as employee motivation, diversity, performance and churn can be identified and analyzed across cost centers and business units. With machine learning, for example, HR managers are able to identify with greater accurately which applicant and employee profiles best match a vacant position, making it easier to find the optimal match.
The JAM collaboration platform connects colleagues and is SAP’s performant alternative to Teams. It has the advantage of seamless integration into the SAP ecosystem and supports internal projects across department and company boundaries. Team members automatically receive status reports on projects, can share documents and see edits at a glance. This saves time and significantly improves the work results.
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