Why IBM for SuccessFactors? Transforming to a state of the art complete HR solution is critical for enterprises today. IBM and SAP together provide complete solutions to enable enterprises to leverage the full potential from their SuccessFactors HR solutions.

1. IBM SAP SuccessFactors
Why IBM for SuccessFactors?
May 2017

2. 2
• A SuccessFactors strategic partner and reseller since 2003
• IBM is currently utilizing SuccessFactors Performance and Goals globally
• IBM’s Global HCM practice has over 5,000 resources in 42 countries
IBM’s SuccessFactors Practice…
350+ SuccessFactors Practice
1,000+ SAP HR Resources
19 Global Delivery Centers
17 Strategic HR Centers

3. 3
IBM Differentiators
HR
Transformation
Experience
Breadth of IBM’s
Portfolio
SuccessFactors
and SAP
Relationship
+
Low Risk,
Greater Value &
Benefits
We have the depth, breadth, capabilities and commitment to help our clients achieve their goals
+ =

4. 4
IBM EmpowHR Preconfigured
Solution
IBM EmpowHR Assessment IBM M&A Strategy and Delivery
IBM EmpowHR SuccessFactors
Health Check
IBM EmpowHR
Transition-to-Cloud
IBM
Kenexa/SuccessFactors
IBM EmpowHR Offerings Enable Organizations to Drive
Business Value

5. 5
Accelerate Your SuccessFactors Implementation
Pre-configured template system (Iteration 0) based on leading practices
Pre-populated workbooks based on leading practices
Leading practice process flows (Blueworks Live)
Comprehensive database of local legal and regulatory requirements
Ready to use test scripts that require minimal client-specific changes
Ready to use knowledge transfer materials and admin guides
Digital Change for SaaS methodologies

6. 6
Accelerate End-to-End Process Design Through IBM
Blueworks Live
Discovery Map
Allows you to view and organize the
process milestones and activities
Process Diagram
Prepopulated leading practice end to
end process maps for SuccessFactors
Documentation
Owners, risks, change impact
statements, groups affected
downstream, policies, etc.

7. IBM Can Help Clients Focus on Activities to Manage Risk
System
Architects
Blueworks Live A Global
Practice
Innovation

8. 8
IBM Thought Leadership
IBM Benchmarking
Program
Institute for Business
Value (IBV)
Frequently Published
Whitepapers Across
Every Service Area

9. IBM HR Services for SAP SuccessFactors
Improves Operational
Effectiveness to
Transform HR
Applies Advanced
Analytics to HR Data,
Processes and
Operations to Gain
Insights
Provides Flexible
Services to Unlock
the Value in HR SaaS
Technologies

10. 10
IBM and SAP Partnership for Digital Transformation
$1 Million in Marketing Palo Alto WalldorfOver 40 Resources
Invested from IBM
and SAP
IBM and SAP co-innovate solutions through cognitive extensions, enhanced customer and user experiences, and
industry-specific functionality.
Investments:
+ +

11. 11
IBM and SAP Partnership for Digital Transformation
Solutions:
+
Workforce
Engagement
Customer
Experience
Omnichannel
Digital Core
SAP HANA
Cloud Platform
Supplier
Collaboration
Business
Networks
Assets
IOT & HCP &
Cognitive assets
Cognitive MobileCloud
+ +

12. 12
IBM and SAP Partnership for Digital Transformation
Results:
Industry
Thought
Leadership &
Value Roadmaps
Cognitive / Cloud /
Mobile / Industry /
HOP Solutions
Full
Service
Model
+ +

13. 13
The Power of Partnership: IBM and SAP
S/4HANA Partner
of the Year Award
2016
The number of S/4HANA deals and our strong
expertise and experience in digital transformation
were contributing criteria to this win, alongside
business process design and organization; end to
end migration, upgrade and implementation
services; and additional services including hosting
and application management.
Cloud Partner of
the Year 2016
This award covers SAP Cloud solutions such as
SuccessFactors, Ariba SAP Hybris, and HEC. Our
key differentiators were cloud related bookings,
digital transformation conversions; CXO business
development; and use of HANA Cloud Platform.

14. 14
How Clients Benefit From This Partnership
Thought Leadership Proof of Concept
Solutions
Digital
Transformation
Workshops
Hands On: Co-
Innovate with IBM
and SAP

15. 15
Join the Journey with IBM in the
Cognitive Era
3. Data
Exploration
5. Prescriptive
Modeling
2. Descriptive
Reporting
4. Predictive
Modeling
1. Data
Foundations
6. Cognitive
Computing
Optimized for
Scale
Optimized for Insight
Cloud HCM
Cognitive HR

16. 16
IBM Cognitive Talent Advisor for Recruiting
Powered by SAP SuccessFactors
and IBM Watson
The App uses the IBM Watson
Personality Insights and Tone
Analyzer API’s which provide
more accurate recommendations
and learn from past performance.Talent Advisor
Business problem:
“How can I tell which
candidates represent the
best long-term investment
for our organization?”
“Which resources within the
company are the best fit for
this project?”
IBM Cognitive Solution:

17. 17
Benefits of Talent Advisor with SuccessFactors
Increase your speed to locate candidates1
Increase your candidate pool
Improve your quality of candidates
Fill more jobs internally
Reduce your manual tasks for recruiters
Perform more strategic recruiting
Insights applied to branding and recruiting strategies
2
3
4
5
6
7

18. 18
IBM is Top Ranked in the in Forrester Wave: Services
Providers for Next-Generation SAP Products, Q1 2016.
The Forrester Wave™: Services Providers for Next-Generation SAP Products, Q1 2016; Forrester Research, Inc., March 17, 2016

19. 19
SuccessFactors
Accolades
IBM was named a Leader in the
Gartner Magic Quadrant for SAP
Implementation Services,
Worldwide in 2015
“IBM GBS is SAP’s largest partner globally.
They continue to be a leader in customer
satisfaction.” - Bill McDermott
SAP CEO
IBM is top ranked in the Forrester
Wave: Services Providers for Next-
Generation SAP Products, Q1 2016
Source for Consulting was ranked
IBM #1 in Thought Leadership for
the 3rd year in a row
IBM was ranked a Leader in the
HFS Blueprint Report:
SuccessFactors Services, Q1 2016

20. 20
IBM
SuccessFactors
Projects

21. 21
SuccessFactors Awards
2016 Presidents
Award
2016 People
Pioneer Award
2016 Better
Business Results
Award

22. 22
November 2016, IBM SuccessFactors Jaguar Land Rover project won the
Silver Winner of the SAP UKI Quality Awards in HR
Cloud.
“This year’s winners demonstrated a deep understanding of how technology can have a powerful business impact. They seized the
opportunity to drive forward programs that are making a real difference to organizations and ultimately benefiting customers.”
-Cormac Watters, managing director, UKI, SAP UK

23. 23
Cloud-Based HR-technology is Not a Futuristic Idea —
It’s an Essential Component of Remaining Competitive in
the Marketplace
• Your workforce is increasingly global and multi-generational
and your employees expect anytime, anywhere access to HR
services
• Consolidating your workforce data to draw meaningful
insights is difficult
• Your IT costs remain consistently high for application upgrades,
support, and maintenance
• You run into major challenges expanding your applications to
new markets and geographies and/or integrating business
entities during mergers and acquisitions
With IBM’s Transition-to-Cloud offering, we can enable you to leverage your SAP on premise
investment while capitalizing on new cloud capabilities and technologies—with SAP SuccessFactors!

24. 24
SuccessFactors
Take Your HR Technology Transformation to the Cloud
• Standardizes processes
• Reduces costs
• Increases business efficiencies
• Empowers employees to work anytime and
anywhere
• Provides access to critical workforce data
• Reduces risks to the business
Employee
Central
Workforce
Analytics and
Planning
Talent
Processes
SAP On
Premise
IBM’s HCM
Integration Services

25. 25
Options for Your HR Technology Transformation to the Cloud
Talent Hybrid Side-by-Side Core Hybrid Full Cloud
1 32
4
Time and Attendance
Payroll and Benefits
Self and Manager Services
Personnel Administration and
Organizational Management
ERP
Time and Attendance
Payroll and Benefits
Self and Manager Services
Personnel Administration and
Organizational Management
ERP
Time and Attendance
Payroll and Benefits
ERP ERP
On PremiseOn Premise
Talent and
Analytics
Talent,
Analytics
and Core HCM
Core HCM
Talent Solutions
Workforce Analytics
Core HCM
Payroll Talent
Solutions Workforce
Analytics
On Premise
On Premise

26. 26
IBM Tools Build Robust and Credible SuccessFactors
Business Cases to Help With Your Technology Journey
IBM Business Case TemplatesBenchmarking Wizard
Cloud HCM Benefits Calculator
Analyst Reports Libraries
HR Maturity Assessment Tools

27. WHY
Success
Through Our
Unique
Experience
Implementation
with
Simplification &
Adoption
Risk Mitigation Employee
Focus
Value Driven
Through
Disruption

28. 28
Case Study: Brooks Brothers
Wave 1:
Employee Central
Boomi Integration
Integration to SAP
Integration to JD Edwards
Integration to POS
Coordination with other partner
implementing Talent Suite
Benefits Realized
Solution Overview
Business Challenge
An almost 200 year old high end clothing manufacturer with 8,000 employees globally and retail stores in
some of the world’s most prestigious locations.
• Consolidated and integrated Core HR and Talent Systems
• Improved self-service for managers and employees
• Faster implementation of HR technology
• Improved business controls
• Overall Project Management & Governance
• Design & Configuration
• Interface Development
• System & Integration Testing, User Acceptance Testing
Support
• Talent management process coordination
• Training materials and administrator training
• Knowledge transfer and capability building in HRIT
organization
Factors of Success:
Align stakeholders in Human
Resources and Information
Technology
Keep processes simple
Train and Empower managers in
stores to hire staff
Simplify data to reduce errors
Support the entire talent
implementation as the foundation
Lack of a globally integration HRIS application to support growing company. Existing HRIS solution required replacement with a state of the art
application with an intuitive front-end to empower managers and employees.
Client Overview

29. 29
Case Study: Allstate
Waves 1 through 3:
Employee Profile
Goals, Performance,
Career Development
Workforce Planning
Succession Planning
Analytics / Reporting
Learning Management System
Compensation
Variable Pay
Wave 4:
Recruiting Management
Onboarding
Wave 5:
 Employee Central
Benefits Realized
Solution Overview
Business Challenge
One of the largest Property and Casualty insurance companies in the US employing 70,000 employees.
Improved self serve end user interface and more clearly defined
business processes. Higher quality real-time data with one source of
truth for the entire organization. Better talent decision-making
through easy access to data on a 7x24 basis. Enhanced ability to
measure and reach strategic goals. Successful roll-out due to focus
on training, messaging and business process
• Employee directory and display of basic information
• Ability to view, edit and create objectives and cascade
• Ability to measure performance via rankings /calibration
• Performance management includes 360 degree ratings
• Security which leverages role based permissions
• Customized performance review form w/ competencies
• Reporting dashboards with interactive drill down
• Ability for users to create ad hoc reports
• Learning Management catalog and curriculum
• Compensation management and sales commissions
Factors of Success:
Clearly define business process
before system design
Ensure organizational change
readiness
 “Over” train and “over”
communicate
 Process and system should
have equal focus in training
 Keep process and application
guides short and simple
Lack of an easy, intuitive and engaging end user experience. Decentralized, disparate set of databases not always
accessible via the Internet. Delay in data availability and ability to report, inefficient use of talent pool. Inability to
measure organization’s progress against strategic goals
Client Overview

30. 30
Case Study: Neste
Phase 1:
Employee Central
(+ Compensation, excl. Position
mgmt.)
Learning Management
Recruitment Management
Onboarding
Standard reporting
Phase 2:
Performance & Goal Management
Succession & Career Development
Compensation Management
Variable Pay
Standard reporting
Workforce Analytics & Planning
Benefits Realized
Solution Overview
Business Challenge
This Corporation is an oil refining and marketing company located in Finland. It produces, refines and markets oil
products and provides engineering services, as well as licensing production technologies.
• Immediate end user adoption due to the intuitive and proved
self service application.
• Increase reporting capabilities on global scale
• Manual processes were automated leading to the reduced
administrative burden on the HR team
• Overall Project Management & Governance
• SAP SF System Design & Configuration
• SAP SF System Integration
• SAP SF Integration Testing and Support of User Acceptance
Testing
• Cutover Plan, Data Migration
Factors of Success:
Leveraging IBM’s experience and
lessons learned in SAP and SF
 Client had done their pre-work,
processes were harmonized and had
strong commitment to stick with one
global process supported by HR
Director and the steering group
Client was able to make quick
decisions and had a strong
commitment to stay on schedule
Client allocated enough fulltime
resources and IBM made sure that
they clearly know their role and
responsibility
The client needed to reduce and replace manual processes that lead to inconsistent and unavailable data. The global harmonization and
transparency of HR was also a challenge for them. Line managers and HR had a lot of issues with easy access to relevant data and reporting.
Client Overview

31. 31
Case Study: BCLC
Wave 1:
Employee Central
Performance and Goals
Recruiting
Learning
Wave 2/3:
Compensation
Succession Planning
Workforce Analytics and Planning
Onboarding
SAP JAM
Benefits Realized
Solution Overview
Business Challenge
Crown corporation of the Province of British Columbia operating lottery, casinos, bingo, and online gambling for
30 years.
• Standardization and automation of business processes
• Reduced administrative HR work
• Enhanced analytics to drive business decisions
• Improved business processes
• Overall Project Management & Governance
• Design & Configuration
• System & Integration Testing, UAT Support
• Talent management process design/optimization
• Change Management
• Learning needs analysis, preparation of training materials
and end user training
• Knowledge transfer and capability building in HRIT
organization
Factors of Success:
Leverage out-of-the-box functionality
to provide business value
Modify and simplify processes,
getting rid of existing inefficiencies
Engage all levels of the business to
ensure buy-in
Lack of strategic insight of workforce to effectively plan for the future and make data driven decisions, combined with HR staff spending too much
time on administrative tasks instead of providing high value advice. High cost and inefficiencies with maintaining existing HR applications which are
poorly integrated.
Client Overview

32. 32
Case Study: Cascades
Phase 1:
Employee Central
Performance and Goals
Compensation Management
Phase 2
Learning Management
Recruitment Management
Succession Planning
Phase 3
Workforce Analytics
Recruitment Marketing
Onboarding
Benefits Realized
Solution Overview
Business Challenge
Cascades produces, converts, and markets packaging and tissue products composed mainly of recycled fibers.
Has 11,000 employees in over 100 locations in North America.
• Standardization and automation of business processes
• Shared Services Model to support all HR processes
• Consolidated HR systems and centralized operating model
• Industry best practices and efficiencies for processes
• Overall Project Management & Governance
• Design & Configuration
• System & Integration Testing, User Acceptance Testing
Support
• Talent management process design/optimization
• Change Management
• Learning needs analysis, preparation of training materials
and end user training
• Knowledge transfer and capability building in HRIT
organization
Factors of Success:
Leverage out-of-the-box functionality
to provide business value
Modify and simplify processes,
getting rid of existing inefficiencies
Engage all levels of the business to
ensure buy-in
Cascades is under a transformation where they are consolidating all their business processes, have implemented the IBM Better Change Method,
and are in process of adopting a shared services model. SuccessFactors is the technology enabler for the transformation in the HR organization.
Client Overview