Predicting Your Employees. Digitalize, DIGITALIZE, even your ‘Human Workforce’! Predict your employees in 4 ‘clicks’. Make decisions based on data. Accurate people management decisions are based on data. Why should yo do it? How to do it ? Do it now.

1. Predicting Your Employees
Philippe Nemery
nemeryphilippe@nemeryp
Philippe.Nemery@sap.com

2. Digitalise or Die ?
I revitalize companies with digital transformation.
BI & Predictive Analytics
Philippe Nemery

3. 3 Key Take Aways:
Digitalize, DIGITALIZE, even your ‘Human Workforce’ !
Predict your employees in 4 ‘clicks’.
Make decisions based on data.

4. DIGITAL
DARWINISM 52%
Fortune 500

5. 67DIGITAL
BENJAMIN
BUTTON
EFFECT
15
12

6. World’s most popular media
creator creates no content
World’s largest taxi
company owns no cars
The most valuable retailer
has no inventory
World’s largest hospitality
company owns no real estate

7. -
DIGITAL
ECONOMIES
ENTERPRISE
CORE

8. The entire value chain is digitized, including the core which serves as the platform for innovation
and business process optimization.
Customer Experience
Omni-Channels
Workforce
Engagement
Assets &
Internet
of Things
Supplier Collaboration
Business Networks
The Digital Business Framework
Every Company Needs to Think About Digitization Across Five Key Business Pillars

9. -
People Analytics:
« Accurate people management decisions are based on data. »
People Operations or HR-Team

10. -
Driving Deeper Insight – Aligning to Business Issues

11. Source: High-impact Talent Analytics: Building a World-class HR Measurement and Analytics Function. Bersin by Deloitte 2013; Sierra-Cedar 2104 HR Systems Survey, and Human Capital Management Trends, 2012. Aberdeen Group
Organizations that embrace Human Capital Analytics

12. 30% 75% 19X
2X
greater stock returns than average Higher return on equity
better improvement in customer
satisfaction measures
likely to improve
leadership pipelines
greater talent mobility
as effective at recruiting
Source: High-impact Talent Analytics: Building a World-class HR Measurement and Analytics Function. Bersin by Deloitte 2013; Sierra-Cedar 2104 HR Systems Survey, and Human Capital Management Trends, 2012. Aberdeen Group
Organizations that embrace Human Capital Analytics outperform those that don’t

13. of organizations use human capital
analytics solutions — workforce
analytics, strategic workforce planning,
and predictive analytics
… Why?
Yet, very few do …
12%
Sierra-Cedar 2104 HR Systems Survey

14. We live in a world informed by predictive insight

15. Organizations that anticipate what comes next
drive better decisions
68%
OF ORGANIZATIONS THAT USED
PRED.AN. REALIZED A COMPETIVE
ADVANTAGE
Verdana Research
55%
USE PRED.AN. TO CREATE NEW
REVENUE OPPORTUNITIES
45%
USE PRED.AN. FOR CUSTOMER
SERVICES
43%
USE PRED.AN. FOR PRODUCT
RECOMMENDATION
45%
USE PRED.AN. TO INCREASE
PROFITABILITY

16. of organizations use predictive analytics
in human capital management
… Why?
Yet, very few do …
4%
Sierra-Cedar 2104 HR Systems Survey

17. 26%
KEEP CURRENT EMPLOYEES IS TOP PRIORITY
Linked-In Benelux Research 2015

18. Common obstacles have been hard to overcome
High-impact Talent Analytics: Building a World-class HR Measurement and Analytics
Function. Bersin by Deloitte. 2013.
CEB. Talent Management Report in The Times. October 2013.

19. Common obstacles have been hard to overcome
High-impact Talent Analytics: Building a World-class HR Measurement and Analytics
Function. Bersin by Deloitte. 2013.
CEB. Talent Management Report in The Times. October 2013.

20. 20
Predictive Analytics at the ‘Army’ of …
Customer Case Study

21. 21
SAP PA enabled the HR Department to conduct advance and predictive
analytics to gain insight on human behaviour, recruitment, training... to
help for an optimized management of the workforce.
The first analysis consisted of:
- Recruitment optimization: part of a global recruitment campaign, how to identify key profiles/job
description. Identify talent. Start: the root cause analysis of early resignation for non-officers.
- Proactive Talent Turnover Detection: specifically focussed on offices and potential resignation after a long
carrier.
- Optimized Career Path management.
Why SAP?
• Ease of use of the solutions
• Quick results and implementation.
Predictive Analytics at the ‘Army’ of …
Customer Case Study

22. Customer Case Study

23. • SAP predictive analytics enables business users to
prepare, analyze and generate predictive models
in a highly automated fashion.
• We connected the SAP predictive engines to SAP
SuccessFactors Workforce Analytics database for
direct access to Wawa’s data.
• We ran predictive explorations across three key
areas:
1.Flight risk
2.Managerial Performance
3.Career Paths
Customer Case Study

24. Finding the ‘holy grail’ – better decisions
on strength of data
Wawa finds a high correlation between terminating
employees that are younger than 30 and have <3
months tenure.
Finds « danger zone » for high turnover risk is
employees working 7-16 hours per week and those
with less than 39 days of tenure.
If wawa can get employees to 39 days, their
probability of staying one year dramatically rises.
Wawa educates their manager on policies for new-
hire scheduling and workings hours.
With annual turnover cost savings estimated at:
Wawa now plans to revisit recruitment, onboarding,
training and other engagement practices to ensure
employees receive full cultural immersion.39
1M
Insight Action

25.  Salary
 Evolution
 Working hours
 Interactions
 Number of
years
 Churns
 Performances
 Retention
Program
 Career Paths
 Training Offer
Historical data
Typical and recurrent
behaviors
Predict and act
Predictive Analytics

26. Predictive Analytic Concepts
Explore
and prepare
your data
Design
and validate
your model
Deploy
processes and
actions
Analyze
and optimize
the results
1 2
3
4
1
solution

27. 27
Demo
4

28. 28
Demo
4 clicks = model
Screenshots Here.

29. In-database Automated
Dataset Production
Automated model
creation
Classification Regression
Clustering Forecasts
In-database Deployment
Deployment in other apps
Model productionization
Control Recalibration
Batch production
Model Industrialization (Each Step has been Automated)

30. Predictive Analytics in HR: Action, Not Just Algorithms
• Predictive algorithms are never ends in
themselves. The only thing that counts
is the business decision that a
professional would take based on the
information provided.
• Our predictive capabilities aim to make
things simpler for the user by
seamlessly integrating highly-guided
predictive functionality where it makes
sense.
Retention, Recruiting – Hiring Process, Development Program
Recommendation, Career Path Recommendation, Leadership
Discovery,…

31. Predictive analytics becoming pervasive across the suite
Example: Learning Recommendations
HANA-powered engine will provide
‘smart’, personalized
recommendations specific to every
employee – based on job, skills,
learning preferences, etc.
Powered by advanced machine
learning algorithms and HANA Graph
database matching people to content

32. SAP SuccessFactors Human Capital Analytics
Capabilities for every step in data-based workforce decision-making
from HR & Operational
Workforce Reporting
 Standard and ad-hoc reports
 Embedded intelligence
 Report and dashboard
builder
to Business
Workforce Analytics
 Automated data integration
 Ensures data quality
 Predefined metrics, analyses,
benchmarks & best practices
Workforce Planning
 Supply-demand
gap analysis
 Financial modeling and
business impact
 Risk analysis
and strategy guidance
& Strategic

33. 3 Key Take Aways:
Digitalize, DIGITALIZE , even your Human Workforce !
Predict your employees in 4 ‘clicks’.
Make decisions based on data.

35. Philippe Nemery
nemeryphilippe@nemeryp
Philippe.Nemery@sap.com
More Info about SAP Predictive Analytics 2.4:
Here – Help
Predictive Analytics 2.4 - Trial Available
Download free version and try for yourself

36. Appendix: Screenshots Demo

37. 37Back to Presentation

38. 38Back to Presentation
1
Specify your data.

39. 40Back to Presentation
2
Data is processed.

40. 41Back to Presentation
3
Define Target.

41. 42Back to Presentation
4
Choose output.

42. 43Back to Presentation
Model is generated.

43. 44Back to Presentation
What explains the target?

44. 45Back to Presentation
What explains the target?

45. 46Back to Presentation
What explains the target?

46. 47Back to Presentation
What explains the target?

47. 48Back to Presentation
How reliable is the model?

48. 49Back to Presentation
Take action: cost - benefit ?

49. 50Back to Presentation
How to deploy the model ?

50. 51Back to Presentation
Choose the deployment.

51. 52Back to Presentation
Example
Direct
Export