#sitbru Session 4 Introduction to STVN and using it to leverage better data and processes by L. Marson

1

Introduction to STVN and using it to
leverage better data and processes

© Copyright 2008 Emeritis All rights reserved.

Agenda 2

Introduction
Visualization Solutions by Nakisa 3.0
Data Integrity and Process Enhancement
Integrated Succession Management
Questions

© Copyright 2008 Emeritis All rights reserved. Introduction

Agenda 3

Introduction
Questions


Aims 4

Aims of the session
Give a brief introduction to the Nakisa 3.0 applications
Provide knowledge to the SAP community
Demonstrate how Nakisa applications have helped organizations
Raise awareness of Nakisa and its benefits within the SAP community


About Your Presenter 5

Luke Marson
Originally from the UK, now based in Antwerp working for Emeritis
Nakisa Specialist and SAP HCM Talent Management Consultant
Top contributor to SDN STVN Forum
Regular blogger on SDN
Tweets about Nakisa and Talent Management
10+ Go-Lives and 2 enhancement projects realized – 3 projects ongoing
Clients included BBC, News International, Royal Mail Group, Hampshire
County Council, Derbyshire County Council, AGC (formerly Glaverbel)
Close relationships with Nakisa executives, developers and product
experts to collaborate on training, BETA testing, product development
and support


About Emeritis 6

Emeritis
Emeritis is a SAP HCM consulting company, providing world- class
services to mid-sized and large enterprises. We are 100% focused on
HCM, using SAP as enabling technology
Based in Antwerp with offices in France and Bangkok
SAP Service Partner and SAP Lounge Partner
Nakisa Partner since 2008
Deliver core SAP (PA, OM, PY etc) plus “soft” SAP such as TM, PMP,
OpenText, Nakisa to global and local organizations


Partnerships 7

Partnership with SAP
Official Solution Extension and part of SAP Price List since 2007
Solution branded as “SAP Talent Visualization by Nakisa” (STVN)
Re-branded for release 3.0

Partnership with Emeritis
Partner with Emeritis since 2008
Emeritis was the first partner in the Belgian market

Added Value of Nakisa Products
Goal = Help organizations make strategic decisions about how to
manage their talent, optimize workforce performance and provide
greater insight, accuracy and visibility into SAP HCM data


Agenda 8

Introduction
Questions


Visualization Solutions by Nakisa 3.0 9

What we can see is only the tip of
the iceberg
• Information that is readily available
and we can assimilate

What we cannot see
• Complex workforce & talent
data not at our fingertips like
structural data, talent processes,
succession plans and bench
strength



Everybody knows something about “Nakisa”...

But what is it?



About SAP Visualization Solutions by Nakisa
Series branded Visualization Solutions by Nakisa 3.0
Split into 2 suites: “SAP Org Visualization by Nakisa” and “SAP Talent
Visualization by Nakisa” (STVN) - see next slide
Interacts with SAP in real-time, with live read and write capabilities
Leverages SAP security and authorizations
Integrates into NetWeaver Portal with Single Sign-on and graphical
alignment
Compatible from SAP 4.7+ but optimal functionality via EhP4
Co-developed with SAP for EhP4 and EhP5 data integration
Supported by SAP (via SAP Service Marketplace)
Version 3.0 released September 2010
SAP runs Nakisa internally!



Main Features
Easy to use, intuitive, graphical UI
Display data in an easy-to-interpret manner not possible through the
SAPgui
Export functionality for Image, PDF and PowerPoint
Powerful search feature
Adobe Flex-powered graphics for smooth scrolling and visualisation
functionality
Low maintenaince
Highly configurable and customizable, supplying a rich depth of
functionality to meet almost every client need
Doesn’t require any plugs – Adobe Flash Player required for Adobe
Flex graphics, but “traditional” HTML version also available (via in-
application toggle)



SAP Org Visualization by Nakisa Suite
OrgChart
Organisation structure and SAP HCM data visualisation
OrgModeler
“What if” scenario and organisational modelling
OrgManager [new]
Create and maintain SAP HCM organisation data
DataQualityConsole [new]
Identify and manage errors in SAP HCM data



SAP Talent Visualization by Nakisa Suite
TalentFramework [formerly Job Architecture]
Create and maintain the Competency Framework (aka Job
Architecture)
CareerPlanning [new]
Empower employees to define their career path and development
SuccessionPlanning
Talent Management solution for managing competency framework,
key positions, succession plans, talent pools and successors
TalentDashboard [formerly HCM Dashboard]
Visualization of Business Intelligence analytics and KPIs


Agenda 15

Introduction
Questions


Data Integrity and Process Enhancement 16

Data Integrity
Correct data = efficient…
Payroll
Workflow
Reporting
Collaboration
Processes
Better Payroll = happy employees
Better Workflow = efficient operation
Better Reporting = better decision-making
Better Collaboration = better communication and efficiency
Better Processes = saved time and saved €€€/$$$/£££s!



How and why?
OrgChart
If you can’t see it, you can’t fix it!
Visualizes organization structure
Provides access to key HCM data to Employees, Managers, HR
professionals and executives, with sensitive data secured to the
right people
Highlights data errors and anomalies
Streamlines data access and processes for Managers by providing
key data in a secure way
Enables new org structure builds to be easily verified
Gives non-SAP users access to SAP data they need for their work



How and why?
Approach - OrgChart
There is no standard package that suits all organizations
Get the business prepared ahead of requirement gathering and
blueprinting
Start with simple out of the box installation plus basic business-
specific customizations
Let HR and Managers use and evaluate the solution
Get the data right!
Enhance with further customizations based on evaluated
requirements
Recommended project time: 15-30 days



Enhancements and benefits
Visualize any structure through any evaluation path, including customer
specific evaluation paths
Add any data from SAP, including customer defined infotypes
Secure data to different security roles mapped to SAP roles
e.g. Provide Salary, Contract and Grade to Manager’s for their
direct and indirect reports
e.g. Provide diversity and equality statistics to HR and senior
executives
Use icons in boxes and change box colors based on certain attributes
Show Cyrillic and Romanized names for certain populations
Launch Portal transactions with a Personnel number (requires Portal
configuration)
Cost Center and Chief Position inheritance [standard feature]



SocialLink
Business social networking functionality offering Employee Self-Service
Employee can maintain profile including Education, Work Experience,
Interests and Awards etc
Integrates with LinkedIn to download profile data and manage LinkedIn
Groups
Encourages active use of OrgChart



OrgChart 3.0



OrgChart 3.0 – SocialLink



How and why?
DataQualityConsole
New product released in Q4 2010 as part of 3.0
Identifies errors in SAP HCM data using customizable rules
Enables tracking, management and prioritization of errors through
to resolution
Provides analytics and graphs into error trends and distribution



DataQualityConsole 3.0


Agenda 25

Introduction
STVN OrgChart
Nakisa highlights Process Enhancement
Data Integrity and
Questions


Integrated Succession Management 26

Succession Management
Key process in a Best Practice Talent Management programme
Integrated “One stop shop” best-of-breed solution needed to provide all
Succession Management functionality in one place in an easy-to-use
interface
…and take away reliance on cumbersome SAP transactions!
Integration with SAP NetWeaver Portal needed to align with ECC6.0
EhP4 Talent Management functionality and applications
New functionality required to provide better insight into data through key
metrics, analytics and KPIs
Driven by the Competency Framework – with no intuitive interface for
building or maintaining the Job Architecture hierarchy



How and why?
TalentFramework (formerly JobArchitecture module)
Rebranded product released in Q4 2010 as part of 3.0
Provides functionality to create Functional Areas and Job Families
and build Competency Framework
Allows assignment of cascading Competencies across the structure
using Job Hierarchy objects:
Functional Areas
Job Families
Jobs
Positions



TalentFramework 3.0



How and why?
SuccessionPlanning
Integrated Succession Planning solution, design as part of the
Talent Management lifecycle
Co-developed with SAP to provide true integration to other backend
processes, applications and data
Allows non-SAP specialists to perform crucial SAP-dependant
Succession Management processes
Removes reliance on error-prone, unsynchronized and unsecure
electronic and paper documents
Aligns the whole process within the organization



End-to-End Talent Management Process with EhP4
Jan - Mar Apr - Jun Jul - Sep Oct - Dec

Talent Profile Emp.

TMS Man. Man. Emp. Man. TMS Man.

Cascade
Performance Talent Talent Review
Corporate and
Appraisal Assessment Meeting
Team Goals

• Performance • Potential • Calibration
• Goals • Risks • Discussion
• Values • Mobility • Decision on
next steps
Nomination for

TMS
TMS
Succession
Talent Groups
Planning

Job Architecture



Concepts in Succession Planning
Demand for Talent Supply of Talent
Need for Talent to develop Finding, developing and
a strong sustainable future retaining Talent



How and why?
Functionality
Visualizes Talent Management data for Talent Management
Specialists, leveraging EhP4 authorizations… or even 4.7+
Successors and the “chain” of succession for each Position
Bench Strength
Successor Readiness
Performance and Potential ratings
Talent Groups
“9 box” grid to find the high performing, high potential Employees in
the organization
Profile Match to find Successors best matched for Key Positions
Displays Talent Profile and Talent Assessment information for
Employees, such as Career Goals, Mobility, Qualifications and
Risks



How and why?
Supply of Talent – Talent Pipeline
Identify high performing, high potential Employees in the
organization using the “9 box” grid



How and why?
Demand of Talent – Succession Plans
Use Talent to create Succession Plans using Profile Match



SuccessionPlanning 3.0



SuccessionPlanning 3.0 – Talent Assessment



SuccessionPlanning 3.0 – Talent Profile


Agenda 38

Introduction
STVN OrgChart
Nakisa highlights Process Enhancement
Data Integrity and
Nakisa STVN 2.1 Orgchart Demo
Questions


Questions? 39


Contact us 40


#sitbru Session 4 Introduction to STVN and using it to leverage better data and processes by L. Marson

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