Webinar Presentation on Talent Management Brand New HCM Model for Auto

1. HCM Talent Model for Auto
3/6/2014
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2. © KPIT Technologies Limited
Introductions and KPIT Overview
3/6/20142

3. www.kpit.com
Thank you
© KPIT Technologies Limited3 3/6/2014
Your Speakers: Steve Bradley
Steve has over 8+ years experience with
SuccessFactors. As one of the first consulting
partners since 2005, Steve has served over 500
clients and completed 800 projects to date.
Steve is KPIT's HCM Cloud Sales Director (US).
Introduction: Rupert Fallows
Business Development SAP SBU
Rupert has worked in the software industry since
1993 including working for SAP (UK) Ltd for 7
Years

4. © KPIT Technologies Limited
Agenda
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Today’s Topics
1 Introduction
2 State of the UK Auto Industry Labor Pool
3 Strategic Talent Management
4 Leveraging Talent Management in the Cloud
6 Q&A and Wrap up

5. © KPIT Technologies Limited
Quick Housekeeping
• Chat Box is available if you have any
questions
• All attendees will receive a copy of the
slides/recording
• Twitter hashtag #KPIT
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6. 6
If Vehicles get more complex then Managing
Talent becomes more complex
A survey of 2,000 motorists by Kwik-Fit found that
only 6 per cent of owners whose vehicle is three
years old or less believe it is simple to service -
compared with a third whose car is 11 years old or
more
‘Step by step, year by year, as technology has come
into modern vehicles, the chances of the DIY
mechanic being able to carry out servicing to their
car has reduced,’ said David White, the firm’s
customer services director. ‘Opening the bonnet is
like taking the lid off a PC.’
Daily Mail 11 December 2010

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Other Factors
3/6/2014

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One Unified User Experience
SAP On-Premise ERP HCM, SuccessFactors HCM Cloud Integration. You Decide
What is best for your company.
• Global HCM Cloud
SuccessFactors Practice
• Over 500 SFSF Customers
• Over 800 Projects Completed
• Solutions in ALL SFSF Modules
• 1600 SAP Consultants
• 2012 Impact Award Winner
• Gartner Recognized
• Joint Center of Excellence
with SAP
About Us

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End To End SAP Solutions
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Implementations
Global Template Developments
Rollouts
Application Maintenance Services
Technical & Functional Upgrades
Migration to HANA Services
OS/DB Migration
Mobility & User Experience
SAP ERP (Ehp 7.0)
SAP CRM 7.0 | SAP HCM
SAP SRM | Analytics
SuccessFactors | BPC | SUP
PLM | Mobility | HANA
AutoEdge
ComponentEdge
HitechEdge
Stratos CRM
UtilitiesEDGE
UtilitiesEDGE COS
BW HANA Migration RDS
RDS for SAP Mobile Sales

10. © KPIT Technologies Limited
KPIT Products and Solutions for Automobile and Heavy
Equipment Industry
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KPIT Products and Solutions for Automobile and Heavy
Equipment Industry
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• Product Innovation and Development
• Business Consulting and Operations Optimizations
• Enterprise IT Solutions
• AUTOSAR & In-Vehicle Networks
• Body Electronics
• Chassis, Safety & Driver Assistance Systems
• Engineering Design
• Functional Safety - ISO 26262
• Infotainment
• Instrument Clusters
• Powertrain
• Vehicle Diagnostics

12. © KPIT Technologies Limited
Why co-innovating is the name of the game
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Committed to Japanese
Tier1’s success since 2003,
transforming from a
Validation & Verification
(V&V) service provider to an
end-to-end Solutions Partner

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Capabilities & Experience
Since 2005, as Learn2Perform and now KPIT, we’ve delivered
the best in Learning and Performance solutions to
SuccessFactors customers with all of the benefits of the
Cloud. Given our experience with both SuccessFactors and
SAP, we are uniquely qualified to help achieve Business
Execution with SuccessFactors BizX
 1ST SuccessFactors Consulting Partner, established in 2005 (then as
Learn2Perform)
 More than 800 projects and 500 customers since 2005
 SAP HCM Partner since 2003
 Expertise across entire BizX suite
 Global / Multilingual project experience
 1st Partner to deliver end-user training solution to market in 2006
 We develop and deliver product mastery training to partners and
internal staff for SFSF
 Authorized by SFSF to develop and deliver custom reports
 Contracted by SFSF to deliver Customer Value Workshops to VIP
customers

14. © KPIT Technologies Limited
State of the UK Auto Industry Labour Pool
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Challenges and opportunities
• “Skills: The scale of these future opportunities and meeting increasing
production demand has highlighted a shortage of engineers and other
skilled workers. The UK needs to build up a comprehensive talent pipeline
including in the supply chain, starting in schools and encouraging a career
path to apprenticeships, graduates and post graduates. Failure to do this will
make the UK less attractive as a place to invest and will restrict supply chain
growth”*
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July 2013 Study - Driving success – a strategy for growth and sustainability in the UK
automotive sector

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Challenges and opportunities
The UK’s performance on the attained skill level of the workforce is not strong
enough internationally. UK trails not only western European competitors but also
those elsewhere in Europe and in the major emerging economies
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• The automotive sector's need for more skilled employees is urgent. 18 per cent
of establishments in the automotive sector reported vacancies, and indications
are that hard to fill vacancies in the sector are above average.
• Automotive sector establishments are also more likely to experience skills gaps
than others elsewhere in manufacturing or across the economy as a whole.
• 42% of the current technical workforce in automotive do not hold qualifications
at levels four or five.
• The sector has a need for a growing base of new, skilled employees to replace
future retirees – UKCES forecasts replacement demand of around 48,000 jobs
between 2010 and 2020
• The workforce in automotive is slightly older, on average, than in
manufacturing or across the whole economy as shown in the Chart below. This
is more pronounced in smaller companies.
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Challenges and opportunities

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Challenges and opportunities
Employee age profiles by sector and business size

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Challenges and opportunities
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46% 46% of staff in the Automotive Industry thought their jobs
were getting more difficult.
29% Only 29% of Automotive Managers thought they could get
the right talent.
53%
53% of respondents said - We plan to move experienced
employees from our home market to newer markets to
circumvent skills shortages.
67% 67% plan to develop and promote most of our talent from
within the company.
PWC survey 2012

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Challenges and opportunities
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“If you can’t
measure it, you
can’t manage it.”*
* Attributed to Peter Drucker, Edwards Deming and several more…

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Strategic Talent Management
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Business and Human Capital Strategies Must be Aligned
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Strategic Talent Management Process
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Setting Up The Talent Management Process
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Key Activities to Support a Strategic Talent Management
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Workforce
Planning
Integrated with the business plan, this process establishes
workforce plans, hiring plans, compensation budgets,
and hiring targets for the year.
Recruiting
Through an integrated process of recruiting, assessment,
evaluation, and hiring the business brings people into the
organization.
Performance
& Goal
Management
By using the business plan, the organization establishes
processes to measure and manage employees.
Onboarding
The organization must train and enable employees to
become productive and integrated into the company
more quickly.

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Key Activities to Support a Strategic Talent Management
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Training &
Development
Provide learning and development programs to all levels
of the organization.
Succession
Planning
As the organization evolves, people need to move people
into new positions. Succession planning, enables managers
and individuals to identify the right candidates for a
position.
Compensation
Planning
Organizations tie the comp plans directly to performance
management so that compensation, incentives, and
benefits align with business goals and business execution.
Analytics
Data gathered from the foregoing processes are
continuously monitored and evaluated against key measures
that determine effectiveness, efficiency and strategic
decisions.

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Components of an Integrated Talent Management Program
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Leveraging Talent Management in the Cloud
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29. © KPIT Technologies Limited
Reliable Data Requires Systemization and Consistency that
Can Only Be Achieved Through Integrated Technology
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CLOUD Solutions Provide Greater Flexibility and
Extensibility…Better Accessibility and Security and….

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Social Learning and Collaboration
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Social
Collaboration
Social platforms provide for informal learning and
information sharing through virtual and global communities
of interest lead mentors and innovators
Mobility
Mobile access increases reach, engagement, productivity
and social connectivity across a geo-dispersed workforce

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SuccessFactors BizX Suite
Get people working
on the right things
Find the right people
and make them great
Run the
business better
Employee Central Cloud HCM
Goals Workforce
Planning
Performance AnalyticsJam
Align Your People Strategy with Your Business Strategy
Compensation SuccessionRecruiting LearningOnboarding

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Beneficial Business Impacts Have Been Established
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33. © KPIT Technologies Limited
How SuccessFactors Addresses the Industry’s Challenges
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46% 46% of staff in the Automotive Industry thought their jobs
were getting more difficult.
Training &
Development
Provide learning and development programs to ensure
those in complex jobs are trained and mentored through
skill development
Social
Collaboration
Social platforms provide for informal learning and
information sharing through virtual and global communities
of interest lead mentors and innovators
Mobility
Mobile access increases reach, engagement, productivity
and social connectivity across a geo-dispersed workforce.
Make mentors and content more available for guidance
Recruiting
Ensure that incoming talent has the right “stuff” by
identifying critical roles and skills required for them are
well screened by the interview and assessment process

34. © KPIT Technologies Limited
How SuccessFactors Addresses the Industry’s Challenges
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29% Only 29% of Automotive Managers thought they could get
the right talent.
Recruiting
Improve local recruiting efforts by leveraging recruiting
marketing technics to find talent where it’s needed. Use
analytics to hone recruiting focus
Performance
& Goal
Management
Search employee profiles and org charts to quickly
identify candidates who have demonstrated a desire to
advance and work hard to learn new skills

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How SuccessFactors Addresses the Industry’s Challenges
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53%
53% of respondents said - We plan to move experienced
employees from our home market to newer markets to
circumvent skills shortages.
Recruiting
Improve local recruiting efforts by leveraging recruiting
marketing technics to find talent where it’s needed
Social
Collaboration
Break down distance barriers by making SMEs accessible
through virtual meeting rooms and collaborative sessions.
Provide a forum for knowledge sharing. Leverage Video
Training &
Development
Identify critical roles early and improve skill development
through career and succession planning
Workforce
Planning
Get a clear handle and future vision on workforce
requirements by location and product line

36. © KPIT Technologies Limited
How SuccessFactors Addresses the Industry’s Challenges
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67% 67% plan to develop and promote most of our talent from
within the company.
Training &
Development
Provide learning and development programs to ensure
those in complex jobs are trained and mentored through
skill development
Succession
Planning
As the organization evolves, people need to move people
into new positions. Succession planning, enables managers
and individuals to identify the right candidates for a
position.
Compensation
Planning
Align Comp and benefit plans to reward high performance
and innovation.
Performance
& Goal
Management
Use GM to set development goals and measure progress
through PM and 360 reviews

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Wrap-up and Q&A
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New Hire
Engagement and
Time to Productivity
Process
Efficiency
Administration
Contribution
Information
Socialization

38. © KPIT Technologies Limited
Key Points
• KPIT is a global company and has 20 years experience in providing
technology solutions to the Auto Industry
• KPIT is SuccessFactors’ most experienced partner and are experts in HCM
• The Auto industry must address a scarcity of skilled labor being brought on
by an aging workforce and skill shifts due to rapid advances in technology
• The industry must be able to adapt quickly by making its Human Capital
Management more Strategic and less Transactional
• The Industry can implement Cloud HCM technology faster and at a lower
cost than traditional HCM systems take advantage of the flexibility and
extensibility of Cloud technology
• SuccessFactors has the most comprehensive integrated solution on the
market today and has more users than any other Cloud software in the world
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39. Questions
© KPIT Technologies Limited3/6/201439
cloudsf@kpit.com | kpit.com | 888-985-0301
Want To Know More? Contact Us With Your Questions.

40. © KPIT Technologies Limited
THANK YOU!
40 3/6/2014
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41. © KPIT Technologies Limited
Introductions
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Rupert Fallows
Business Development Manager – UK
rupert.fallows@kpit.com
Steve Bradley
Global HCM Cloud Practice Director
steve.bradley@kpit.com
Account Management