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Why SAP Fieldglass Integration Is Key to a Modern Workforce

The chances are high that your organization is already utilizing a large external workforce. A recent SAP Fieldglass and Oxford Economics study of 800 executives found that nearly half of workforce pay—44 percent—went to labor outside of internal employees overall at the surveyed organizations.

Why are companies spending so much on external labor? Two-thirds of executives surveyed in that same study said that external workers are either important or very important to operating at full capacity and meeting market demands. This is especially true in industries such as utilities and oil and gas.

In short: Companies are spending lots on external workers because they are necessary to run the core components of their businesses. That reliance on non-payroll worker types such as contingent, freelance, and statement of work (SOW) contractors is not going away either. In fact, “outside help’s” share of the market is continuing to trend upwards.

Workplace Demographic Shifts

As workplace demographics tilt towards a younger generation of talent, the concept of the company lifer is going away. By either necessity or happenstance, Millennials and Generation Y job seekers are looking for more flexible working terms and conditions. Sometimes this happens because they lack an easy entry into their desired fields; other times it is a lifestyle decision and the ability to work non-standard hours. Businesses themselves may also be tending toward more external labor to simultaneously widen their talent pool options and reduce costs.

With some industries heavily reliant on external workforces, combined with more fluid career paths in general, the importance for organizations to be able to capture, track, and serve all laborer types is more critical than ever.

When SAP Fieldglass—the market-leading external workforce and vendor management company—initially meets with potential customers, it asks a series of simple questions: What is your headcount? Where are your workers located, what systems do they have access to and what are they supposed to be doing? How much are you paying them and for how long?

Many businesses struggle to answer these basic prompts. Most don’t know because they have no means of tracking external workers on a holistic scale. Individual departments may know, but beyond that, no one has a good grasp on organizational headcount and spend.

Fieldglass customers commonly find out that they have underestimated spend on external labor by one-third or even sometimes half. Some businesses are spending twice as much as they realize on external labor.

With that sort of underestimation, compliance becomes an issue. Laborers overstay contracts, people might not have the right training or certifications—these things happen when a company can’t accurately track external workers.

Gaining Visibility with Fieldglass

What Fieldglass does is bring that external worker data out of the dark at an organizational level. Doing that tends to bring an immediate return on investment in the first year—this is particularly true at larger organizations with great needs for contingent labor. The business case is easy to provide through cost avoidance and cost control alone.

Fieldglass gives a similar sort of visibility into external workers that a core HR system like SAP SuccessFactors Employee Central does for internal employees. The gold standard is combining those two sides of the coin to get a total view of a company’s workforce. SAP calls this Total Workforce Management.

Total Workforce Management SAP SuccessFactors Fieldglass integration

There are currently three native integrations between Fieldglass and Employee Central that enable Total Workforce Management. First, open positions created in SuccessFactors can be matched with contingent labor procured in Fieldglass. Next, once the external worker is hired in Fieldglass, another integration allows them to be populated within the Contingent Worker component of Employee Central. The newly hired contingent worker can then be viewed along with their Work Order information in SuccessFactors People Profile.  Further options for contingent labor include headcount reporting, Org Chart display and other module access for contingents are also possible.

Additionally, there is a Learning integration that allows curriculum on the SuccessFactors side to be assigned to a worker on the Fieldglass end. This integration is relatively new to the marketplace but does potentially provide a good opportunity to manage training for external workers.

Total Workforce Management Becomes Essential

Integration between a vendor management system like Fieldglass and an HR system like SuccessFactors allows for all workers to be seen in a single place. Having accurate data and information on all labor categories ensures compliance and leads to savings.

Going forward, SAP will take a prudent approach to ensure the Total Workforce integrations only happens where it makes sense. When it comes to performance management and compensation, there are risks of reclassification of an employee, so it’s likely those processes will remain separated in the proper systems.

Other possibilities remain, however, such as Fieldglass worker profiles and SOW workers integrated into Employee Central, providing another layer of the holistic view. Wherever the integrations happen next, one thing is for sure: With the changing landscape, it is essential for companies to gain visibility into their total workforces.

Find out more about how SAP Total Workforce Management builds a holistic headcount.

Molson Coors Unifies Global HR with SAP SuccessFactors

The journey to SAP SuccessFactors for Molson Coors was motivated by unifying its HR systems and processes—at one point it was working with 32 different HR systems across 32 different countries for 19,000 employees.

With the help of /N SPRO, the multinational brewing company brought in HR employee self-service. With this project, Molson Coors was able to identify best practices for HR throughout the globe and use that information to develop company-wide processes through its HR One Way program.

“When we started with /N SPRO, we felt instant chemistry,” said Diana Kuettel, who spoke with ASUG (Americas’ SAP Users’ Group) in the video below. “They were very responsive in some of our questions that we had, especially when it came to implementation and processes around best practices.”

Rather than having individual teams in each country implementing SuccessFactors, Molson Coors took the approach of having a project headquarters in Denver. This proved to be both cost effective and saved time on the implementation.

Benefits of Unified HR Going Forward

A key benefit from implementing SuccessFactors as single source of HR information was the ability to engage employees through manager self-service and employee self-service. With the core HR platform in place and employees engaged, Molson Coors now has the ability to bring in more SuccessFactors tools.

“Our next step is to implement LMS and Talent Acquisition and using /N SPRO as our business partner will point us in the right direction,” Kuettel concluded.

Want to hear more from customers? Read about Sephora’s first global HR project with /N SPRO and SAP SuccessFactors.

How SAP Total Workforce Management Builds a Holistic Headcount

When human resource departments think about a company’s workforce, they are typically focused on the full- or part-time employees that exist on a permanent basis and fit nicely into an HR system like SAP® SuccessFactors®. However, those employees aren’t the only ones providing work for most organizations—non-payroll external workers including contingent labor, SOW workers, independent contractors and freelancers may often make up a substantial portion of a company’s total headcount. To support those other external workers, SAP provides a holistic offering called Total Workforce Management.

From a software standpoint, SAP Total Workforce Management is the integration of SAP Fieldglass—SAP’s contingent labor procurement and management tool—with SuccessFactors Employee Central in order to create a comprehensive view of all the people that provide work to a company. This typically comes down to being able to produce complete headcounts and a better view of spend, but there is more to total workforce tracking then just people numbers and spend —other items such as training, education, site tagging, onboarding/off-boarding and equipment provisioning for those contingent laborers are also major organizational pains that Total Workforce Management attempts to control.

The Total Workforce View

Fieldglass provides customers with a centralized system to keep track of all contingent workers. Companies who don’t run systems like Fieldglass typically have disparate records, kept within departments, on who is being hired to do what for which project. That makes it tough to keep track of the spend and headcounts overall. Fieldglass customers are able to capture that information and provide accurate reports on external labor.

Integration with SuccessFactors takes this a step further—it brings external worker information into the core HR system to combine it with the internal worker data and position information. That allows an organization to match HR position profiles with requisition requests and eventually create a contingent worker profile—similar to an employee profile for an internal worker.

Total Workforce Management SAP SuccessFactors Fieldglass integration

Why Integration Matters

Why can’t SuccessFactors handle the external employee data on its own? It comes down to the core data model of the software, as well as compliance issues, explains Paul Rose, Aasonn Center of Excellence Practice Manager for Employee Central, in a video shot with /N SPRO HCM President Luc Hédou at SuccessConnect Berlin.

“From a pure SuccessFactors standpoint, we have a limited data set,” says Rose. “Data that businesses would be storing on contingent workforces will not be as rich as an employee, and it cannot be as well just due to legal restraints.”

Bringing HCM Sophistication to Vendor Management

With Employee Central’s focus on the internal worker, it’s important for companies who utilize large numbers of external workers to understand what Fieldglass and its integration with SuccessFactors can do for managing those vendors that supply contingent labor, says /N SPRO’s Hédou.

“Fieldglass is truly a more advanced vendor management system which can store a much more complex data set around contingent workers, and also provide additional functionalities around statements of work and how to manage them,” he explains.

Hédou says, for example, some of our customers in heavy industries struggle to get a total headcount because they have a significant volume of external workers, opening themselves up to compliance risk. Overall, there is uncertainty around contracts and invoice accuracy without the level of sophistication that exists around internal workers. Fieldglass provides that sophistication.

Integration between the two systems takes it a step further, giving a total view of a company’s workforce, no matter their designation.

SAP C/4HANA Utilizes Former Gigya Tool for GDPR Compliance

When SAP® announced SAP C/4HANA, a new customer relationship management (CRM) suite last month, the vendor made customer trust a key talking point. That’s timely, given the recent enactment of the EU’s General Data Protection Regulation (GDPR), and the general rise in interest among consumers around how the data they share with retailers and other businesses is being handled.

Before C/4HANA was unleashed on the world, SAP acquired identity management software maker Gigya at the end of 2017. This move was clearly made with GDPR in mind, as Gigya’s software provides the system of record necessary to comply with GDPR laws around customer consent and the “right to be forgotten.”

C/4HANA’s GDPR Compliance Engine

Now, as part of the C/4HANA suite, Gigya is the SAP Customer Data Cloud, comprised of SAP Customer Identity, SAP Customer Consent, and SAP Customer Profile. The significant piece for GDPR is the customer consent module, which provides the opportunity for companies to allow customers to choose how their data is stored and used.

“The whole technology to manage consent and preference used to be a point solution that was do-it-yourself. Now, it Is a platform that has to be much more robust,” says Patrick Salyer, CEO and Director at Gigya, who I spoke with earlier this year.

He expands that there is a big trend for customers going from being anonymous to companies to being asked to self-identify. This process at times can be painful for the consumer—involving filling out profiles and forms online. That leads to less self-identification.

For Gigya, and now the SAP Customer Data Cloud in C/4HANA, breaking down that barrier to self-identification is about an easier user experience—possibly by using the face or touch ID functionality on mobile devices, or authenticating through a phone number. Making it easier for customers to identify themselves, and making it easier for them to consent to use of their data, will not only comply with GDPR but also build consumer trust.

Providing a Point of Reference

In order to correctly identify customers, and connect their data preferences to their profile, there must be a software backbone to act as a point of reference, Salyer says. For most companies, that data is in silos, with different pieces of information on a customer located across disparate systems.

That leaves a business seeking to comply with regulations and protect consumer trust to either build integrations to all those data sources or create a central hub for customer information. The latter is the goal of SAP Customer Data Cloud, with a user-friendly interface on top to encourage adoption.

“Intelligent solutions are accountable for doing the right thing, but there is no way they can do that without the single source of truth,” he explains.

It’s Not Just GDPR Compliance

Most North American businesses at this point realize complying with GDPR is ultimately in their best interests, even if they don’t do much business in Europe. Salyer provides the example of one SAP customer—a large outdoor retailer which has 99 percent of its business in North America. That customer still sees it as critical to become GDPR compliant, and that’s not just about future geographic growth.

Customer trust is key to any business, and Salyer says that consumers are much more likely to share their data if given transparency and control. Trust is the “ultimate currency.”

“Consumers will share their information in return for a better experience,” he adds.

For CRMs like C/4HANA to reach their full potential in utilizing modern technologies to provide tailored consumer experiences, companies will need information on customers. With GDPR, consumers now have control over that data.

However, any customer—protected by GDPR or not—will be much more likely to respond to targeted sales if they trust that a company is using their data the right way. Products in the vein of SAP Customer Data Cloud in C/4HANA are there to provide the means for companies to connect with customers to ensure their data preferences are recorded—and their data is used the right way.

Contact /N SPRO to find out more about how SAP C/4HANA can fit into your CRM and GDPR strategy.

By | 2018-07-10T09:44:42+00:00 July 10th, 2018|Categories: Blog|Tags: , , , , |0 Comments

Best Practices for leveraging CAR Calculation views as a Data Source in SAP BW/4HANA

Introduction

SAP Customer Activity Repository (CAR) is a foundation that collects transactional data that was previously spread over multiple independent applications in diverse formats. The repository provides a common foundation and a harmonized multichannel transaction data model for all consuming applications. SAP CAR consists of POSDM, Demand Data Foundation, Unified Demand Data, Forecasting, Promotion Management, Loyalty and much more. SAP CAR offers real time insights into Inventory, On-shelf availability, Omnichannel sales across all channels,and the list goes on.
CAR Architecture is below:

CAR Architecture (Source SAP.COM)

SAP CAR and SAP BW Standalone System Architecture.

Let’s understand the architecture of CAR and BW when they are 2 separate standalone systems.
As you see from picture 1.0 SAP CAR and SAP BW are on 2 separate systems.

Picture 1.0

Main Points to note from the Picture 1.0 are:
1. CAR has POSDM/DDF/UDF/Real Time Inventory /PMR/Multi Channel Sales Query and much more.
2. CAR sits on a separate HANA Data Base where as BW has its own HANA Data base
3.BW Uses POS Standard SAP Data source- 0RT_PA_TRAN_CNTL which gets replicated from CAR into BW.
4. BW extracts Inventory/Purchasing/Billing/FI GL and other SA data from ECC using regular standard extractors.

Pros and Cons of standalone system Architecture

PROS

PROS

  • Sizing is done for each system specifically
  • Operational Reporting can still be done in CAR and also in BW
  • Core functionality like POSDM/UDF/DDF/PMR/Multi-Channel/Inventory Visibility needs various sets of data and can be availed from CAR directly using CAR Analytics. This eliminates the need to replicate the same data into BW
  • Patches/upgrades are de-coupled
  • Memory allocation/usage is well balanced and risk of out of memory dumps are very low
  • CAR can be used as a Side-car and can even replace BW with some exceptions
  • We can leverage on the CAR calculation views using ODP and persist the data in BW for any agile development/scenarios

CONS

CONS

  • Custom Fiscal time calendar needs to be maintained in CAR specially to do Year over Year and Month over Month analysis
  • Data is duplicated in CAR (from ECC via SLT to CAR). Same data is extracted from ECC into BW using Std extractors.
  • Virtual reporting in BW is possible (accessing CAR Tables/Views), but not recommended for big tables.
  • POS Sales data exists both in CAR as well as in BW
  • Doing a join b/w CAR Calculation view and BW ADSO may lead to performance issues if the data set is big.

Limitation of Standard SAP BW Content with respect to CAR:

Customers who are not on SAP BW/4HANA can use Retail Content, provided they have a Retail POSDM add on in BW. With this, customers can get Std DSO’s, Cubes, Info objects, Queries etc out of the box.
When a customer is on BW/4HANA(assuming CAR and BW are separate systems), there is no Retail specific content available from SAP.
In this case, a customer can replicate the data sources from CAR into BW, but the data flow upwards is not available. ( i.e no Std SAP ADSO’s, Composite Providers, queries). This leaves the customer with below options:
a. Transport the Cubes/DSO’s/Transformations from lower BW version to BW/4HANA and migrate them. Note- There’s a risk as not all objects/methods/classes are supported now in BW/4HANA.
b. Leverage on SAP CAR’s calculation views which I will discuss in detail below.

How to best leverage on CAR Calculation Views as a Data source to BW by using agile development and consume in BW for reporting.

Use cases:

  1. When you want to leverage on a CAR Calculation view as a data source to BW
  2. When there’s no Std SAP data source available in CAR for BW
  3. When you want to do a quick agile development

Detailed Steps:

Logon to BW Eclipse

Go to data sources tree and create a new Data source on ODP_HANA Source system. In my case its called NS2HBDSCHE.

In the search box, type “sap” and look for any Calculation view. I am taking POSSales_V2

Select that Calculation view and finish the data source creation wizard:

Activate the data source and you refresh your data source tree to see the newly created data source:

Create a ADSO and use the above data source ( POSSALESV2) as the source. Create transformations and activate the objects:

Perform a data load using DTP. Later, create a query on top of the ADSO. You can see the POS Sales data:

When to use which system for reporting:

CAR

CAR

  • Operational can be done on CAR
  • Reporting at transaction level can be performed on CAR. Eg. UPT’s
  • Real time inventory visibility can be achieved in CAR
  • Demand and Forecast reporting can be done
  • Its not a good idea to model a calculation view like a composite provider which can have multiple subject areas data
  • CAR can be used as a Side-car and can even replace BW with some exceptions
  • We can leverage on the CAR calculation views using ODP and persist the data in BW for any agile development/scenarios.

BW

BW

  • On hand inventory at any time using Std Non-Cumulative ADSO’s can be done
  • Historical and analytical reporting can be done
  • Reporting on multiple SA’s is possible. Eg: Pur Reg, PO’s, STO’s, Inventory, Distribution in and out, Material Movements, Store receipts, Store sales, allocations, replenishment and billing.
  • Using ODP, either ECC/CAR tables can be replicated into BW for agile development.
  • BW can leverage on CAR std SAP Calc views for agile development. (Replicate those views and persist)
  • Inventory Snapshots can be achieved in BW
  • Planning can be done in BW
By | 2018-07-04T14:13:06+00:00 June 29th, 2018|Categories: Blog|0 Comments

Improving Recruiting with SAP SuccessFactors Candidate Relationship Management

One of the major updates that came in the Q2 2018 SuccessFactors release was Candidate Relationship Management (CRM), a new functionality that aims to improve the job search process on both sides through better applicant engagement and an easier recruiter experience.

The CRM functionality, which is now available for customers who have both SuccessFactors Recruiting (RCM) and Recruiting Marketing (RMK), offers unique campaign landing pages and dynamic data capture forms to raise candidate conversion rates, forms targeted talent pools to identify the most sought-after candidates, provides easy-to-use interfaces for non-technical recruiters to build email marketing templates and campaigns, and creates a single view of the candidate though all data sources, from engagement, activity, history, and profiles.

How SuccessFactors CRM Improves Recruiting

SuccessFactors made a point to highlight CRM at SuccessConnect in Berlin, where it showed off many of its latest updates and upcoming innovations. Let’s dig deeper into the new features and how they will help recruiters better find and secure the best candidates.

Specific Campaigns

CRM allows for specific campaigns where recruiters can build forms right in Career Site Builder without extensive technical expertise. Additionally, SuccessFactors CRM provides a user-friendly interface for creating email marketing campaigns.

Benefits: Specific marketing campaigns allow recruiters to capture the information and attention of passive candidates. The email campaigns build on that with personalized reach out and tracking.

Talent Pools

Recruiters will be able to build talent pools in SuccessFactors CRM and indicate if those pools are private or can be shared.

Benefits: Talent pools remove the need for evergreen or sourcing requisitions and allow recruiters to directly manage candidates and keep them warm. Sharing pools means simple collaboration and engagement.

SAP SuccessFactors update CRM candidate relationship management.

SAP SuccessFactors Talent Pools interface.

Pipelines and Single Candidate View

SuccessFactors CRM allows for candidate pipelines to be created. It also provides a single view of the candidate across recruiting modules.

Benefits: Theoretically the candidate pipelines allow a recruiter to take a candidate through the whole recruiting process before even creating a requisition. With single view of the candidate, there is no need to navigate through several sections of RCM to get a full history on a potential employee.

Recruiting KPIs

There are recruiting key performance indicators (KPIs), such as time-to-fill, cost-to-fill, percentage of hires from source, recruiter time tracking, and a candidate satisfaction survey built directly into SuccessFactors CRM.

Benefits: Recruiters will find it much easier to track recruiting and recruiting marketing performance across functions.

Securing Talent in a Competitive Market

From a recruiting perspective, SuccessFactors CRM has been an ask for numerous customers over the past few years. As the market has grown and unemployment rates dropped, finding quality candidates has been a challenge. Often times, recruiters are losing candidates simply due to the fact that other organizations are moving faster in their recruiting process because of pre-existing relationships.

CRM will allow recruiters to source candidates, build a relationship with them through e-mail and conversation, and then when the right position is open can use that relationship to quickly hire the candidate.

In addition, the metrics that will be available provide insight into recruiters’ efforts, the value of advertising, and the relationships they’re building with their candidates. The days of recruiters simply waiting for candidates to apply are dissipating. The focus for recruiters has shifted back to a sales role—selling the organization and engaging the candidates early on in the process to secure the best talent in today’s competitive marketplace.

Contact /N SPRO to find out how your company can improve recruiting and get the best talent with SAP SuccessFactors.

How SAP SuccessFactors Forms the Heart of SAP’s Intelligent Enterprise

SAP® launched its Intelligent Enterprise initiative at Sapphire Now 2018 in Orlando, and last week at SuccessConnect in Berlin it pegged SAP SuccessFactors® as the heart of its intelligent suite. That’s a play on the well-known heart branding associated with SuccessFactors, but it means more than that.

“Every company needs to be a people-oriented business,” said Adaire Fox-Martin, SAP executive board member, during SuccessConnect’s opening keynote last week.

Employee engagement determines a company’s ultimate success, she added. The digital experience is now central to that engagement, and Fox-Martin says if employees can’t engage they will be less likely to advocate for the organization.

Building digital experiences that encourage employee use means better and more complete HR data. That information is what will ultimately make a business operate more intelligently.

How SAP is Making Its Software Intelligent

The phrase “Intelligent Enterprise” likely conjures up thoughts of machine learning and artificial intelligence—but that’s not what SAP is getting at here. Instead. SAP intends to make its applications more intelligent by connecting them via the same underlying data models on the same platform—SAP HANA.

SAP is making that happen across all its major cloud products. For example, solutions such as SAP S/4HANA Cloud, SAP FIeldglass, SAP Ariba®, and SAP Concur® will be connected with common data objects, enabling data sets across applications to be leveraged together.

Additionally, SAP plans to unify the user experience across all these offerings—meaning an employee flipping between S/4HANA and SuccessFactors won’t necessarily know the difference.

Where SuccessFactors Fits in the Intelligent Enterprise

How can the people data in SuccessFactors drive a more intelligent enterprise? Fox-Martin said the connection of HR and financial information provides scenarios that allow HR to support the business beyond its own department. She provides one unnamed customer example of the potential fallout when a store manager leaves a business.

In Fox-Martin’s illustration, the departure of a store manager impacted employee morale, which then impacted employee turnover and impacted store revenue. That effect compounded onto other stores that offered up their own managers to fill in while a permanent replacement was recruited. Information from the HR system helped provide a solution to this ongoing issue.

The combination of HR, financial, and operational data demonstrated to the company that it was actually more cost effective to the business to hire what they defined as floating managers—minimizing the impact a more permanently located manager’s departure may have.

“This was only achieved by being able to bring together operations, financial and HR data,” said Fox-Martin.

Keeping People in Mind Matters

That customer example ultimately came down to how data affected the bottom line—but it is important to keep in mind that it was the employee experience that was having a real financial impact. Turnover is tough to deal with—not only for the knowledge loss but for the mental well-being of employees.

“Nobody comes to work in abstencia of their humanity,” said Fox-Martin.

Delivering data-driven decisions that keep people in mind can’t be done without the HCM software piece of the equation, and that’s why SAP is putting SuccessFactors at the heart of its Intelligent Enterprise.

Contact /N SPRO to find out how SAP SuccessFactors can make your enterprise more intelligent. 

By | 2018-07-04T16:41:57+00:00 June 26th, 2018|Categories: Blog|Tags: , , , |0 Comments

SuccessConnect Berlin: SAP SuccessFactors Previews Digital Assistants and More

SAP® SuccessFactors® says the machines are here, but not to take your jobs. Instead, SuccessFactors expects machines to give people the freedom to find purpose in their work. For many years, human resources professionals have hoped manager self-service could help alleviate the burden of administrative tasks and allow for more purposeful work. SuccessFactors is now turning to machine learning to do that.

True manager self-service has often been hindered by manager knowledge of HR processes. At SuccessConnect, SuccessFactors demonstrated how introducing a digital assistant can help managers become more self-reliant for HR tasks such as promoting or transferring an employee.

SuccessConnect Berlin SAP SuccessFactors Digital Assistant

SuccessFactors product lead Amy Wilson demos the new digital assistant.

A digital assistant driven by machine learning can provide only the information a manager needs to know for a particular situation—such as what title a promoted employee should have or a suggestion on compensation. That’s without the manager needing to memorize HR guidelines on external titles or raises.

By being able to identify with a digital assistant an employee’s new title and compensation, those tasks are taken off the backs of HR employees. It also enables managers on HR processes without forcing them to become HR experts.

This technology is not far off for SuccessFactors either. SuccessFactors head of product Amy Wilson noted during her keynote speech at SuccessConnect in Berlin that digital assistants will be rolled out later in 2018, with more complex manager self-service tasks expected to be incorporated within the next year.

The best news? The digital assistants will be free—they will be included in future SuccessFactors upgrades.

SAP Analytics Cloud Integration

SuccessFactors Workforce Analytics will soon be rolled into SAP Analytics Cloud. Additionally, all current transactional reporting currently embedded inside SuccessFactors modules will be fueled by Analytics Cloud.

Those reporting and analytics changes will being going into beta this fall. Current Workforce Analytics customers will be rolled over to Analytics Cloud free of charge when that move happens, and all embedded reporting and analytics improvements will come as part of current SuccessFactors subscriptions.

SuccessFactors Android Users Rejoice!

Last year, the major SuccessFactors announcement on the mobile front was a natively built iOS app. This year, it’s time for Android users to get the special treatment.

Coming in Q3 will be a native Android SuccessFactors application that incorporates all the same functionality as the iOS app—including all SuccessFactors modules. The key difference will be that the app will be designed to fit Android user patterns—so not all screens will look exactly the same, but they will feel comfortable to the user based on their experiences with other applications.

Be Ready for Innovation

With major developments in machine learning capabilities, analytics, and mobile expected to come by the end of 2018 SuccessFactors has shown it is dedicated to providing more than just updates each quarter. Instead, it plans to innovate using the latest technologies–both SAP and beyond.

The key for customers to take advantage of these major upgrades will be effective sustainment and change management strategies to maximize their SuccessFactors investment.

Contact /N SPRO to help build your SAP SuccessFactors sustainment and change management programs. 

Why Customers Benefit from Aasonn Joining /N SPRO Under Rizing HCM

Last week, Rizing, the parent company of /N SPRO and Vesta Partners, completed the acquisition of SAP ® SuccessFactors® Gold Partner Aasonn to bolster Rizing’s already flourishing HCM business. The combination of the two HCM practices is now the largest source of Professionally Certified SAP SuccessFactors consultants in the world—meaning our expertise among our industry counterparts is unmatched.

To find out how the /N SPRO and Aasonn combination will help customers, I spoke with the two people in charge—Luc Hédou, President of /N SPRO HCM and Bill Carroll, Aasonn CEO.

How does the joining of /N SPRO and Aasonn help us better service our customers, both existing and future?

Bill: From a high-level, Aasonn started out as a cloud-based service provider, while /N SPRO began more as on-premise but shifted to the cloud in 2012 when SAP acquired SuccessFactors. Over time, Aasonn has had to get into the on-premise world, so the two of us are coming at it from two different angles. We can now better serve the segment of clients who come from SAP HR on-premise through their transformation to cloud as /N SPRO speaks that language and are experts in the complex architectures such as Core Hybrid.

That’s what makes it better for our customers. There are very specific areas, where in the past, Aasonn would outsource work to third parties instead of addressing it directly. We needed a partner network, but the /N SPRO team helps fill in those capabilities.

Luc: Yes, and from /N SPRO’s perspective, Aasonn brings in-house capabilities that can cut our services cost in those areas by roughly half from outsourcing to third parties–a huge savings that can be passed on to our customers. That’s phenomenal.

Bill: There are benefits from a geographical perspective as well. We have people in the UK and Ireland, and Aasonn is based in the Chicago area with a great number of folks in the United States—much more focused there than /N SPRO was previously. The sheer number of people we now have means shorter travel, cheaper travel and makes life easier on our employees.

Luc: There’s also the breadth of options we can now provide for customers purely based on scale, including offshoring capabilities. Personally, I am very excited about further developing the European market by expanding on Aasonn’s success in the UK and Ireland.

And I have to reiterate again how proud I am that we now have the most Professionally Certified SAP SuccessFactors Consultants of any firm in the world which provides more options to our customers and SAP. Our combined skills and specialized industry offerings allows us to drive value for our customers.

How do you expect the two companies to integrate?

Bill: The beautiful part of the integration of the two companies is that there are far more complementary than redundant activities. When you look at straight geography, skillsets, and customer bases, there is not much overlap. That means customers on both sides are set to benefit.  I will be working directly for Mike Maiolo, CEO of Rizing, to ensure the integration goes smoothly while Luc will run the overall HCM business with former Aasonn personnel reporting up through the /N SPRO organization.

Luc: I’m getting positive feedback from everyone. Positive feedback from all the employees I’ve spoken with at Aasonn and positivity from the market in general. While we don’t have a lot of overlap in those areas that Bill mentioned, there are ways that we are very similar. /N SPRO and Aasonn both are passionate about quality for our customers, we both value our people, and we both like to have fun.

We will definitely be able to learn from each other and not only build a much bigger company, but a much better company overall for our customers.

The combined forces of /N SPRO and Aasonn are at SuccessConnect Berlin this week. Stop by booth S14 for SuccessFactors demos and more.

By | 2018-07-05T16:25:33+00:00 June 19th, 2018|Categories: Blog|Tags: , , , , , , |0 Comments

SAP Unveils SAP C/4HANA Cloud CRM Suite

SAP has spent several years acquiring companies large and small to piece together a cloud CRM suite. At Sapphire Now in Orlando last week, SAP unveiled SAP C/4HANA, the vendor’s newest product aiming to put CRM’s focus more on the customer and less about the sales staff.

The brands of Hybris, Callidus Cloud and Gigya are gone, now components in the six modules of C/4HANA. SAP Sales Cloud combines the SAP Hybris Revenue Cloud and SAP Hybris Cloud for Customers solutions. SAP Customer Data Cloud is built on Gigya, while SAP Sales Cloud includes CallidusCloud. Additionally, C/4HANA is comprised of SAP Marketing Cloud, SAP Commerce Cloud and SAP Services Cloud.

“We think there is significant change taking place [in CRM],” said Alex Atzberger, President of SAP’s new Customer Experience division, during the opening Sapphire Now keynote. “Customers are looking for trusted relationships. The data needs to be protected.”

That’s where the Gigya technology comes into play. SAP acquired the vendor in 2017 to bolster its identity management capabilities. That’s important piece for customer trust, and it becomes even more vital with the implementation of the EU’s GDPR regulations in May.

Atzberger summed it up when he said, “Don’t be creepy.”

 

C/4HANA’s Impact on Retailers

SAP says C/4HANA’s goal is to create a “single view” of the customer and connecting that to the supply chain, utilizing the underlying SAP HANA platform, and it calls this the “4th generation” of CRM. That means integrating across SAP’s suite of products to provide a more tailored experience for the customer.

For retailers, connecting the customer experience to the supply chain could prove to be highly beneficial. For one, the better a retailer can predict customer behavior, the more likely they are to accurately predict necessary supply. That means less overstock, less markdowns, and less waste.

Additionally, taking a customer-focused approach with CRM can flip the script for the sales end. Rather than focusing on the products that need to be moved, retailers can put a greater emphasis on the products that customers want to buy. That creates a better experience for both sides of the equation.

Finally, SAP’s own native integration of C/4HANA with its own suite of applications is key to the new CRM’s success, but SAP has also fostered partnerships on the content side with companies such as Hootsuite. This should enable retailers to better integrate their content marketing strategies with sales goals and customer profiles.

Bottom Line for SAP Customers

The promises of a natively integrated cloud SAP CRM suite, the ability to analyze customer data in a trusted way, and connect that data to supply chain information is an intriguing prospect for retailers and all SAP customers.

Overall, this is a major development for SAP and its customers. For many years, SAP has not had a cloud CRM to match its competitors, and many SAP ERP and SAP S/4HANA shops have looked to integrate with third party CRMs. With the introduction of C/4HANA, those SAP customers can once again put an SAP CRM suite on their technology roadmap.

Contact /N SPRO to find out more about how SAP C/4HANA can fit into your CRM strategy.

By | 2018-07-05T16:32:19+00:00 June 15th, 2018|Categories: Blog|Tags: , , , |0 Comments

How Sephora Successfully Completed Their First Global HR Project with /N SPRO

I’ve been managing enterprise software projects for 15 years and I am extremely pleased to say our recent SAP SuccessFactors go-live with cosmetic retail leader Sephora was the smoothest transition to production I have ever seen.

The /N SPRO team has been highly proactive and efficient in managing the customer and project escalations. As a result, the customer is super happy with the results and even more with the process.

What was our recipe for success?

The Project Leads managed the customer as real Trusted Advisors. They didn’t say yes to everything the customer asked. Instead, they listened actively, challenged objectively and coached Sephora along the way. The Leads also leveraged the power of the team and delegated. Why’d that work so well? Because the team stepped up to the challenge. For example, this the first project I’ve been on where an architect is brought on and spends an average of 10 hours a month after the discovery phase (thanks JP!).

The team frequently communicated to ensure alignment—both internally and with the customer, choosing to communicate more rather than less. The team also kept a positive and professional attitude throughout the project, always with their eyes on the ball.

Sephora’s View

Of course, this is how we feel about our work with Sephora, but how did the project go on the customer’s end? Thomas Morabito, Sephora Global HRIS Director, gave me this feedback and context:

“Sephora is now a Global company, having experienced a tremendous growth in the last years, but still being very local in its organization. This HR transformation initiative for Sephora was our first Global HR project, and to be honest our first truly global project, and it was quite an undertaking for the organization. For me it was hugely beneficial to be able to rely on /N SPRO consultants to ensure we delivered as one team. Thanks to their experience, their flexibility and their capability to federate people from Milan, Paris, San Francisco or Singapore, they have gone over and above to ensure we were successful and have been a key partner to our success on this first implementation of our HR transformation journey.”

Why the Project Worked

Sephora was diligent—they tested our work every step along the way. That only confirmed the quality of our delivery on an ongoing basis.

Finally, this truly was a group effort, everyone stepped up when needed—including 13 consultants who volunteered to push the project past the finish line. This type of dedication, and attention to quality is in our DNA.

We look forward to continuing the work with Sephora with our sustainment services to ensure the success of this project goes well beyond the go-live.

Contact /N SPRO to help with your next big HR transformation project.

By | 2018-07-05T13:42:52+00:00 June 14th, 2018|Categories: Blog|Tags: , , , , , |1 Comment

Rizing, LLC Completes Acquisition of Aasonn, LLC

Stamford, CT – June 11, 2018 – Rizing, LLC, a privately held international company fully committed to providing leading SAP functional and technical services to its customers, announced today the acquisition of Aasonn, LLC an SAP ® SuccessFactors® Professional Services Firm headquartered in Chicago, Illinois. Aasonn joins /N SPRO, a leading SAP Human Capital Management (HCM), SAP SuccessFactors and SAP Retail services firm under the Rizing HCM business portfolio.

Mike Maiolo, CEO of Rizing stated, “The acquisition of Aasonn begins our journey on an aggressive growth strategy both organically and through acquisitions with our new investment partner, One Equity Partners. Our objective is to grow service offerings to support SAP’s initiatives around S/4HANA®, Leonardo and Cloud solutions globally.”

The completion of this acquisition further strengthens Rizing’s global position in the SAP HCM and SAP SuccessFactors market. The combined entity of /N SPRO and Aasonn now has more Professionally Certified SAP SuccessFactors consultants worldwide than any other SAP SuccessFactors services firm, allowing increased delivery and greater expertise to customers.

Bill Carroll, CEO of Aasonn said, “The acquisition directly brings increased delivery capability as well as strong skillsets in complementary SAP services and offerings that each company independently did not provide. Combining /N SPRO and Aasonn provides significant value to our customers.”

Luc Hédou, President of /N SPRO HCM added, “By having a specialized partner with scale and a unique focus on SAP’s HCM products, we provide more options to SAP and our customers. Our combined skills and specialized industry offerings make us the partner of choice to drive value for our customers.”

Aasonn and /N SPRO are market leaders in North America with a focus on strong SAP SuccessFactors Certified Professionals as well as a robust and rapidly growing international business with broad offshoring capabilities in India. Aasonn will continue to operate under its current name and go to market as “Aasonn, a Rizing Company.”

 

About Rizing, LLC

Headquartered in Stamford, Conn., Rizing is a privately held international company that provides leading SAP functional and technical consulting services to its customers. Rizing is the parent company of Vesta Partners, a leading SAP EAM services firm (www.vestapartners.com), /N SPRO, a top SAP HCM, SAP SuccessFactors and SAP for Retail services firm (www.n-spro.com) and Aasonn, a prominent SAP SuccessFactors Services Firm (www.aasonn.com). The Rizing businesses provide leading specialty SAP consulting services through deep industry experience and a proprietary approach to service delivery and use of IP tools. For more information, please visit www.Rizing.com or contact: Rizing, LLC at +1 (203) 517-0400, info@Rizing.com.

 

About One Equity Partners

OEP is a middle-market private equity firm with approximately $7 billion of assets under management focused on the industrial, healthcare, and technology sectors in North America and Europe. The firm builds market-leading companies by identifying and executing transformative business combinations. OEP is a trusted partner with a differentiated investment process, a broad and senior team, and an established track record generating long-term value for its partners. Since 2001, the firm has completed more than 170 transactions worldwide. OEP, founded in 2001, spun out of JP Morgan in 2015. The firm has offices in New York, Chicago, and Frankfurt. For more information, please visit www.oneequity.com.

By | 2018-06-14T12:44:59+00:00 June 11th, 2018|Categories: In the News, News & Announcements|0 Comments

SAP SuccessFactors Q2 2018 Release Updates and Highlights

SAP SuccessFactors releases updates to its suite of products on a quarterly schedule. The new features for the Q2 2018 release are now live to all customers as of June 2, and this time around SuccessFactors has unveiled major updates in recruiting, time management and more. We detail the highlights below, and check out the video from SuccessFactors head of product Amy Wilson for more information.

 

Candidate Relationship Management

The SuccessFactors Recruiting module is getting something brand new in candidate relationship management (CRM). This new feature is all about managing and organizing recruiting passive candidate data, as well as the content necessary to attract top talent.

SAP SuccessFactors Candidate Relationship Management

SuccessFactors Q2 2018 Candidate Relationship Management interface.

With CRM, customers will be able to create and manage talent pools, develop dynamic data capture forms on landing pages, build an expanded candidate profile that tracks candidate engagement, correspondence, and profile information, search across candidate, employee and talent pool data, and create custom e-mail marketing campaigns and landing pages.

Visa and Permits Management

Another new solution delivered in Q2 is Visa and Permits Management. This new functionality aims to manage all country-specific visa and permits processes. This will better allow customers to comply with local laws when hiring international candidates.

This solution comes with pre-built integration in SuccessFactors Employee Central.

SAP SuccessFactors Q2 2018 visa and permits management

Managing visas and permits in SuccessFactors.

Other SuccessFactors Q2 2018 Release Highlights

Time management gets some efficiency and usability upgrades in Q2 with the aim of reducing false time sheets. That will be accomplished through a renewed absence calendar that gives clearer overviews of attendance, and monthly time evaluation results directly on time sheets in SuccessFactors Employee Central.

SuccessFactors Q2 2018 Employee Central time sheet overview.

The new SuccessFactors Employee Central time sheet overview.

Additionally, there are enhancements to continuous performance management (CPM) in the SuccessFactors mobile app, the ability to give partial credit on role readiness scores in succession planning, and real-time threaded messaging within groups.

The next update, the Q3 SuccessFactors quarterly release, will be available for preview on August 4 and hit production for all customers on September 15.

Contact /N SPRO to optimize your ability to implement quarterly SuccessFactors updates.

Hydro-Québec Optimizes Training with SAP Cloud Platform

Historically, cloud software has been about standardization—meaning a company needs to adapt its processes to the technology instead of the on-premise method of adapting technology to processes. However, there are exceptions, and development tools such as the SAP Cloud Platform allow for an organization to expand on cloud software to fit a specific need.

For Hydro-Québec, North America’s largest utility, the challenge was training 20,000 employees who are serving more than four million customers. The utility industry presents a unique training challenge with many employees out in the field while others are in the office. That means training from employee to employee can vary greatly, and that presents a challenge for those tasked with scheduling and providing training.

If You Need It, Build It

Previously, Hydro-Québec used a home-grown training planning tool that wasn’t meeting the highly complex learning processes and large volumes of sessions it needed to wrangle. That made it tough to implement a successful learning strategy.

The goal for Hydro-Québec was to centralize its learning by getting a comprehensive overview of its training practices and the activities of its more than 250 trainers. Once the learning organization has that total view, it can better plan training that fits the individual schedules and function needs of its employees.

The SAP SuccessFactors Learning Management System (LMS) provided an excellent end-user experience that appealed to a wide variety of potential trainees. From there, Hydro-Québec looked to a go a step further to achieve its learning goals by creating a great experience for trainers and schedulers as well.

That’s where the SAP Cloud Platform and /N SPRO’s learning experts came into play. Hydro-Québec needed to extend its SuccessFactors LMS module, and /N SPRO helped build the LMS Planner solution on SAP Cloud Platform that gave trainers and schedulers access to all of Hydro-Quebec’s employee training needs and schedules, allowing for better coordination.

“We have enabled our training teams to react quickly and better serve our advanced operational needs,” said Marlène Larue, Director, Training and Development Human Resources at Hydro-Québec.

The Benefits of Innovation

Going forward, Hydro-Québec will benefit from the SAP Cloud Platform extension through better long-term forecasting and planning of training and greater transparency with reporting output for its business partners.

However, the overall goal of the project was to ensure Hydro-Québec provided the best service for its customers. With the ability to better target training programs for its employees in a more efficient manner, Hydro-Québec can get closer to ensuring a great customer experience across its footprint in the Quebec province. So far, Hydro-Québec has seen a 25 percent dip in the effort required for training planning optimization which equates to three full-time equivalent positions.

That’s the benefit of being able to develop extensions for cloud software beyond basic standardization. Instead of trying to fit a round peg in a square hole with its training programs, Hydro-Québec partnered with /N SPRO to build a learning management solution that fit its needs—and will fit the needs of many other companies everywhere with diverse workforces and high volumes of training.

To find out more about how /N SPRO can help you achieve a better learning program, download the LMS Planner datasheet.

By | 2018-05-30T13:05:40+00:00 May 29th, 2018|Categories: Blog|0 Comments

GDPR: Don’t Fear the EU’s Regulations, Embrace Them

Even for companies who don’t directly operate inside the European Union, it is important to be aware of GDPR—a new set of data protection laws set to be enacted in just one week. However, it’s also important to keep fear out of the equation when preparing for GDPR—this isn’t the end of the world.

Instead, GDPR is an opportunity to do right by customers, and to globalize responsibly.

The truth is, the EU’s new regulations will have minimal impact if you have been diligent in operating your business. Sure, there will still be mandatory things that need to be done—things that technologies like SAP SuccessFactors can help accomplish—but if you are doing the right things already, there won’t be much change.

GDPR is Much More Than a Compliance Headache

It’s human nature to react negatively to changes at first. There is always a misconception about new things—that they are something to be feared, and the understanding of value comes later. Instead of looking at how GDPR impacts our business processes in the immediate future, we can also look at how it may positively impact our customers, and ourselves.

There’s no doubt in my mind that businesses will adapt—GDPR is in its infancy. Soon, European citizens and eventually all of us will receive the benefits of data protections.

Additionally, while you might be focused on any headaches that may come along with increased data privacy regulations, also look at how it might prepare your company for future growth. If you are going to globalize, you’ll need to be able to handle different data laws across different countries.

If you are already prepared for the strictest data protection laws out there, then you’ll be a step ahead when looking to expand beyond new borders.

See how SAP SuccessFactors helps you stay GDPR compliant.

Don’t Fall into Y2K Hysteria

In talking to customers and observing the market, I’ve been reminded lately of the hysteria surround Y2K. Back then, companies feared the worst as to what would happen to their systems when the dial rolled back to ’00.’

Many played on those fears to great profit. I see it happening again with GDPR—some have sensed the confusion around the regulations and instead of offering up simple solutions, they are trying to sell bundles of complicated (and pricey) services.

For me, that’s not good business. A good strategic partner like /N SPRO will guide you through the GDPR process in a way that best works for you. Education is important, and so is tapping into your own internal capabilities and expanding from there.

It’s Not Too Late to Comply with GDPR

The implementation date for GDPR is close, and at this point if your company hasn’t completely prepared to comply with the regulations it may feel like it is too late. However, I’ve seen the EU accepting roadmaps for GDPR compliance by the end of the year. There’s still time.

Put together a GDPR timeline, commit to it, and be ready to show your work. Remember—GDPR isn’t out to get you. In fact, if embraced and addressed properly, it can be of great benefit to yourself and your organization.

Contact /N SPRO to help build your GDPR compliance strategy.

By | 2018-07-04T10:22:29+00:00 May 18th, 2018|Categories: Blog|Tags: , , , |0 Comments