LOUD

IN THE
CLOUD

Customer Spotlights:
Talent Management

Vol.1 November 2014

Contents at a glance
Introduction . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1
Customer quotes . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2
Case studies . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3

Butterfield Bank: SuccessFactors helps Butterfield Bank align performance and goals
Employees: 1,300 l Banking . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3

H-E-B MEXICO: H-E-B implements SuccessFactors to support its most valuable asset
Employees: 7,300 l Retail . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4

Plan International: SuccessFactors solutions help Plan International change more lives
Employees: 10,000 | Nonprofit . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5

SAP: With SuccessFactors solutions, SAP Runs Simple, boosts employee engagement
Employees: 66,750 l Technology . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6

TransAlta: With SuccessFactors solutions, TransAlta powers efficiency

Employees: 2,100 l Energy . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7

Customer communities . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8
Showcase YOUR companys success . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9

Nurture star performers from

hire to retire
Each one of your employees has an enormous ability to contribute to your bottom
line. And every employee relationship starts at the moment they find out youre
hiringbut it doesnt end there. To nurture relationships to their full potential, you
must give employees everything they need to continue their growthor theyll find a
company that will.
In other words, finding the right people quickly and at the lowest cost is just one
battle in the war for talent. As many of your competitors alienate their best and
brightest employees by putting them through complicated onboarding processes,
failing to deliver appropriate training, providing only formulaic performance reviews,
and offering one-size-fits-all compensation programs, you can gain an edge by doing
moremuch more.
SuccessFactors Talent Management solutions are helping organizations like yours
maximize the value of their human capital at all stages of the employee lifecycle.
These solutions give you the recruiting, onboarding, learning, performance
management, succession planning, and compensation functionality you need to
ensure your people will always be your biggest asset
With SuccessFactors solutions, your financial services firm can:
Form a pipeline of carefully selected talent to help your recruiters achieve better
results, faster.
Plug new hires right into your employee social network, increasing their
engagement from day one. .
Accelerate employee development and boost retention by empowering managers
to give meaningful feedback and coaching.
Identify potential future leaders by comparing and rating employees across a
consistent set of standards.
Let employees learn on their own devices and scheduleand reward every
improvement in their performance.
How are organizations of all sizes using SuccessFactors Talent Management solutions
to maximize the impact of people on their bottom line? Read on to find out.

Customer quotes

SUCCESSFACTORS HAS ALLOWED

US TO PRESENT A TECHNOLOGY
ROADMAP TO OUR EMPLOYEES AND
LEADERS THAT GIVES THEM ACCESS
TO MORE RELEVANT REAL-TIME
INFORMATION. THIS ENHANCES OUR
POSITION AS A CREDIBLE PARTNER
WITHIN THE ORGANIZATION.

OVER THE NEXT FEW

YEARS, WE PLAN TO GROW
FROM AN ALMOST 700
MILLION ORGANIZATION
TO A 1 BILLION ONE.
SUCCESSFACTORS AND
SAP WILL BE ABSOLUTELY
CRITICAL TO OUR ABILITY
TO EXECUTE OUR MISSION
WORLDWIDE.

Mark Banbury
Global Chief Information Officer,
Plan International

Susanne Beaton
Director of Talent Management, TransAlta

IF EMPLOYEES UNDERSTAND WHAT THE GOALS ARE AND ARE

ALIGNED TO THE BALANCED SCORECARD, THEY ARE GOING TO
BE MORE EFFICIENT, MORE PRODUCTIVE AND MORE FOCUSED.
EVERYBODY UNDERSTANDS WHAT THE IMPACT OF THEIR JOB
HAS ON ORGANISATIONAL GOALS. EVERYBODY.

Elizabeth Depledge
Vice President, Head of Global Programmes, Butterfield Bank (Cayman)

Company: Butterfield Bank

(Cayman)
Industry: Banking
Employees: 1,300

SuccessFactors helps Butterfield

Bank align performance and goals

Learning

The Bank of N.T. Butterfield and Sons was founded in Bermuda in 1858. Although not a large
bank, the 1,300-employee bank has a wide geographical spread over seven disparate
jurisdictions. The services offered vary according to geography. While retail and corporate
banking are available in the Caribbean, a range of private banking, asset management, personal
trust, and other specialist services are available in some of these and other jurisdictions.

Performance & Goals

Challenge

Succession & Development

Performance management was a paper and pen exercise. Switching to an electronic solution
would make information more transparent and accessible, but Butterfield wanted to go further
than that. It set out to radically overhaul the procedures involved in monitoring staff performance,
to create a more standardized approach, and to begin to break down procedural and jurisdictional
silos. It also wanted a system that would ultimately support its core objective of returning to
sustained profitability:

SuccessFactors Solutions:
Compensation

Goals and competencies had historically been combined, making it confusing for employees to
understand exactly what the bank wanted them to do and how it wanted them to do it.
Strategic objectives were not cascaded down the organization.
The bank had no standardized means of assessing performance and goals for team members.

Solution
Butterfield turned to SuccessFactors for a solution to provide clarity and unity around goals, to
give management visibility into key data metrics, and to standardize a balanced scorecard
approach across all jurisdictions. The bank deployed SuccessFactors Performance & Goals,
Compensation, Succession & Development, and Learning to:
Move from jurisdictional silos to a global company with one platform for goal, performance, and
talent management
Establish a clear line of sight for executives through dashboards to drill down into data of any
jurisdiction with the ability to slice and dice the data exactly as required
Achieve employee engagement, retention, and understanding of individual objectives and their
impact on the organization

Results
Butterfield achieved the following business results:
Alignment of different jurisdictions and focus on core objectives around sustained profitability
Ability to nurture employee development through internal promotions
Transformation of the way the bank conducts performance appraisals

If employees understand what the goals are and are

aligned to the balanced scorecard, they are going to
be more efficient, more productive, and more focused.
Everybody understands the impact their job has on
organizational goals. Everybody.
Elizabeth Depledge, Vice President, Head of Global Programmes,
Butterfield Bank (Cayman)
3

Company: H-E-B Mexico

Industry: Retail

H-E-B implements SuccessFactors

to support its most valuable asset

Employees: 7,300

Performance & Goals

H-E-B Mexico is directed by Howard E. Butt III and a talented team of executives. Currently
the chain has establishments in Mexico, in two formats, H-E-B and Mi Tienda del Ahorro.
H-E-B has distinguished itself as a company committed to providing its costumers with
exceptional service, low prices and friendly shopping.

Recruiting Management

Challenge

SuccessFactors Solutions:
Employee Profile

Before acquiring SuccessFactors H-E-B experienced:

Employee data was outdated and paper based
- Job Profiles were not aligned
- Outdated processes to measure Behaviors
Time consuming, paper-based processes

Solution
With the implementation of SuccessFactors Talent Solution, H-E-B Mexico has been able to
change into a self sufficient HR business unit. H-E-B is now able to
understand its configurations and needs and resolve its own issues quickly.

Results
H-E-B implemented SuccessFactors and achieved the following business results:
All employees have business and development goals
A comprehensive Performance Management process in place, segmented by position
Executives and high potentials have development plans
Leverage timely and fresh information for decision support
Enables Talent Scorecard and Roadmaps
Easier process for recruiting positions among internal personnel

If your employees are your most valuable asset,

ensure all of them feel that way
Guillermo Varela, HR Director Mexico Division, H.E.B Mexico

Company: Plan International

Industry: Nonprofit

SuccessFactors solutions help Plan

International change more lives

Employees: 10,000

Learning

Founded over 75 years ago, Plan is one of the oldest and largest childrens development
organizations in the world. Plan works in 50 developing countries across Africa, Asia, and
the Americas to promote child rights and lift millions of children out of poverty. In 2012,
Plan touched the lives of 84 million children in 90,131 communities.

Performance & Goals

Challenge

Recruiting

Creating positive change in the lives of millions of underprivileged children around the world
takes talentand lots of it. Plan International aims to attract, develop, and reward people who
have the specialized skills to make a difference. To do so, the organization needed to address
the following challenges:

SuccessFactors Solutions:
Compensation

Succession & Development

Paper-based processes made it difficult to manage and mobilize a field staff of 9,000
Executives and managers lacked visibility into the makeup of the workforce
Individual countries and regions maintained their own disconnected talent management
systems

Solution
After considering several leading platforms, Plan International chose to implement a suite of
SuccessFactors solutions alongside its SAP HR and financials solutions. With the assistance
of implementation partner Atos, Plan International was able to:
Perform a rapid global rollout using an agile methodology
Seamlessly combine HR and financial data from its SuccessFactors and SAP platforms
Allow field staff to log onto a talent management solution from anywhere, on any device
Replace a paper-based performance management process with an online one

Results
Plan International implemented SuccessFactors and achieved the following business results:
Saved 150,000 annually by eliminating HR point solutions
Increased efficiency to enable growth from an almost 700 million to a 1 billion organization
Supporting a growth model by extending humanitarian services to new countries over the next
5 years
Helped countries that currently deliver programming and humanitarian services to begin
fundraising in their local markets
Reduced manual processes to free up more staff time for creating positive change in the field

Over the next few years, we plan to grow from an

almost 700 million organization to a 1 billion one.
SuccessFactors and SAP will be absolutely critical to our
ability to execute our mission worldwide.
Mark Banbury, Global Chief Information Officer, Plan International

Company: SAP
Industry: Technology
Employees: 66,750

With SuccessFactors solutions, SAP

Runs Simple, boosts employee
engagement

SuccessFactors Solutions:
Compensation
Employee Central
Employee Profile
Performance & Goals
SAP Jam
Succession & Development

SAP is at the center of todays technology revolution, developing innovations that not only
help businesses run like never before, but also improve the lives of people everywhere. As the
market leader in enterprise application software, SAP helps companies of all sizes and
industries run better. From back office to boardroom, warehouse to storefront, desktop to
mobile device SAP empowers people and organizations to work together more efficiently
and use business insight more effectively to stay ahead of the competition.

Challenge
Focused on helping the world run better, SAP is transforming into a cloud company. To ensure that
it could acquire and develop the key talent that would power its transformation, SAP needed to:
Simplify and enhance the way it manages people around the globe
Establish an end-to-end talent management discipline for the global enterprise
Build a clear vision of what kinds of talent would be needed to meet future business challenges

Solution
SAP jumpstarted its business transformation by implementing SuccessFactors cloud-based core
HR technology in a flexible way that allowed them to focus on talent management first. SAP now
runs its global HR processes on SuccessFactors Employee Profile, Performance & Goals,
Succession & Development, and Compensation, as well as SAP Jam and is implementing
Employee Central for core HR. Using these modules, SAP was able to:
Enjoy fast results by launching a pilot implementation of several applications within six weeks
Start anywhere, go everywhere by deploying an end-to-end global HR solution in a flexible
way that aligned with business strategy and the employee lifecycle
Help its entire HR organization run simple so that they can transform with the business and
increase employee engagement

Results
Since going live on SuccessFactors, SAP has achieved the following business results:
Increased employee satisfaction by 10% worldwide, including 30% in some regions
Achieved employee engagement of 70%
Significantly reduced service tickets submitted by employees to the companys shared services
organization
Freed up HR from manual transactions, allowing them to focus on driving transformation within
the business
Gave HR and managers a single platform for assessing current talent, identifying potential
leaders, and modeling the workforce of the future

Its not just about the technologyits about the impact

of what SuccessFactors has done for our overall
organization. The solutions help us sustain our culture
and keep a finger on the pulse of employee engagement
Brigette McInnis-Day, Executive Vice President, Human Resources, SAP
6

Company: TransAlta
Industry: Energy

With SuccessFactors solutions,

TransAlta powers efficiency

Employees: 2,100
SuccessFactors Solutions:
Compensation
Performance & Goals
Recruiting
Succession & Development

TransAlta is a power generation and wholesale marketing company. The company focuses on
efficiently operating geothermal, wind, hydro, natural gas, and coal facilities that provide
customers with a reliable, low-cost source of power. TransAlta has been selected by
Sustainalytics as one of Canadas Top 50 Socially Responsible Companies since 2009, and is
recognized globally for its leadership on sustainability and corporate responsibility standards
by FTSE4Good.

Challenge
As TransAlta produces electricity from coal, wind, gas, and hydro fuel in three countries, the
company faces a rapidly changing regulatory environment. Seeking to redeploy employees
efficiently and keep them working productively, TransAlta needed to complete core HR tasks much
more quickly. The company also aimed to:
Support an aggressive corporate growth strategy
Prepare itself to cater to a wider range of customers
Find enough talent to support the renewable energy side of its business

Solution
TransAlta soon realized that one way of making itself a more attractive employer was to put talent
management in the hands of its employeesrather than confining it to the HR organization. So
TransAlta implemented an integrated suite of SuccessFactors solutions, including Employee
Central, Performance & Goals, Compensation, Succession & Development, and Recruiting. Using
these modules, TransAlta was able to:
Go live quickly and easily on a cloud-based solution
Scale the system quickly to accommodate upcoming mergers and acquisitions
Leverage data and business practices from the companys core SAP system

Results
After going live on SuccessFactors, TransAlta achieved the following business results:
Achieved 100% completion of employee profiles
Achieved 100% participation in the succession planning and compensation planning processes
Completed most HR processes 20% more quickly
Consolidated eight talent management systems into one
Established a single source for tracking and managing employee compliance information
Won a BizX People Pioneer award from SuccessFactors

SuccessFactors has allowed us to present a

technology roadmap to our employees and leaders
that gives them access to more relevant real-time
information. This enhances our position as a credible
partner within the organization
Susanne Beaton, Director of Talent Management, TransAlta
7

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Showcase YOUR
company s
success
Share your organizations success with SuccessFactors HR
software solutions, either through a written case study or video
testimonial.
Let us help highlight your successcontact us at:
reference@successfactors.com

About SuccessFactors
SuccessFactors is the leading provider of cloud-based HCM software, which delivers business results through solutions that are complete,
beautiful, and flexible enough to start anywhere and go everywhere. SuccessFactors customers represent organizations of all sizes across a
wide range of industries. With more than 20 million subscribers globally, we strive to delight our customers by delivering innovative solutions,
content and analytics, process expertise, and best practices insights from across our broad and diverse customer base. SuccessFactors
solutions are supported by a global partner ecosystem and the experience and commitment of SAP.

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