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SAP Bus iness Suite powered by SAP HANA | Fact Book

Human ResourcesFind Out How SAPBusiness Suite powered bySAP HANADelivers Business Value in Real Time


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SAP Business Suite powered by SAP HANA | Fact Book

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All forward-looking statements are subject to various risks and uncertainties that could cause actual results to differ materially

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SAPBusiness Suite powered by SAP HANA

Human ResourcesToday nearly all companies have workforce around the globe.These companies need support to deliver standardized andautomated human resources (HR) processes across theenterprise in an efficient and cost-effective manner, while at thesame time satisfying all regulatory requirements.

Increasingly, executives globally are complaining about lack ofinsight into their organizations. Additionally, organizations areamassing more data and spending more time on analytics.Unfortunatelly due to data complexity and size, the currenttechnology cannot provide enough insight.

With changes in demographics, the new-generation workforcethat is well exposed to Internet and mobile technologies isentering the workplace. These users expect HR-deliveredservices to be ubiquitous and very user friendly, providing aconsumer-grade experience.

Companies need a foundation to deliver end-to-end processesalong with the right tools to find and analyze relevantinformation to drive actions and decisions in real time.

SAPBusiness Suite powered by SAP HANAleads the way tothe new real-time business practices in key areas of humanresources:

Core HR and Payroll............................................................................. 4

Payroll Processing ..................................................................................... 4

Workforce Planning and Analytics ..................................................... 6

Transactional Analytics ............................................................................ 6

Shared Services Framework ............................................................... 9

Effective Shared Services Delivery ......................................................... 9


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Core HR and Payroll

Payroll Processing

Business Practices Today

Payroll processing is time consuming and requires a lot of manual efforts to

complete validations and corrections for every job cycle. This process

involves long-running reports based on the current SAP payroll solution. In

addition, there is no easy way to divide tasks across the team to get errors

corrected efficiently. Some customers have built their own business logic or

adapted partner solutions to get insight into the payroll process and to make

necessary corrections.

Customers typically follow their payroll process steps on paper and manually

record information on the payroll process for auditing purposes.

Ambit ion

Automate the end-to-end payroll process, so that business users only

need to focus on exception handling

Reduce the total processing time

Increase the quality of payroll results

Provide better insight into the payroll process

Remove the need for additional tools, paperwork, audit, and process

sheets

Challenges

Many manual steps are necessary toward correct and consistent payroll

results

Large amount of overnight-running reports are necessary to obtain

information that provides insight into the payroll results

Limited transparency over complete end-to-end process and complexity

of calculation

Business Innovation wi th SAP HANA

SAP HANA allows payroll reports and diagnostics to run on transparent

tables (without clusters), which provide real-time information to business

users and enable them to take corrective measures immediately based on

payroll results.

Users can obtain insight in payroll results immediately. This dramatically

speeds up the end-to-end payroll process. It removes the need for SAP

NetWeaverBusiness Warehouse for day-to-day operational reporting on

payroll data.

IncreaseProductivity of usersresponsible forpayroll processes

ImproveEmployeesatisfaction

ReduceOverall cost of

managing payroll


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Benefits

Reduces end-to-end payroll processing time

Improves business user satisfaction

Improves payroll error handling

Improves quality of payroll results and insight into payroll

Roadmap and Outlook

Role-based payroll cockpit allows business users to analyze payroll

results and directly take action based on findings

Customer-specific checks and diagnostics run in real time and push

results to business users

Check framework allows customers to implement their checks and

optimize payroll reconciliation

Payroll process center enables one control center for the entire end-to-

end payroll process

Screenshots (Lab preview)

Figure 1 -The new payroll cockpit provides a comprehensive and intuitive interface for

displaying and analyzing payroll checks in real time.

Up to 30%process efficiency*


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Workforce Planning and Analytics

Transactional Analytics

Business Practices TodayIt is essential for every organization to attract and train high-performing

employees while keeping an eye on operating expenses. Today managers

and HR business partners struggle to get one comprehensive overview of all

KPIs that help them run their business. Research shows that on an average,

HR is working from management information that is one month old.

Ambit ion

With SAP HANA, for the first time transactional and analytical processes can

run on the same database. Traditional data warehouses, invented to avoid

analytical processes that take up too much time from transactional systems,are no longer needed.

SAP HANA allows you to run analytics on high volumes of data in real time.

It means that the changes made by managers, HR business partners, and

other users are immediately reflected in the analytical data.

It is our ambition to deliver consumer-grade user experiences and powerful

predefined data models for all business users, which enables fact-based

decision making on real-time HR-related data.

SAP HANA allows us to rethink the way we create data models. This

enables users to go beyond just HR to look into metrics, such as financeand HR (for example, revenue per FTE or profit per FTE).

Challenges

Obtaining reports for analyzing data is a time-consuming activity. It takes

too long for relevant data to be assembled and provided to managers

Inability of HR to provide timely accurate data, often caused by:

Slow transactional systems and long data loading times for data

warehouses

Lack of a quantifying culture (such as finance has)

Difficulty in translating corporate strategies into HR-related metrics,quantifying HR goals, aligning HR analytics with the organization, and

keeping HR analytics focused on HR processes

As a result, it has been difficult for managers to view the added value of HR

data in their daily work.

Real-TimeHRAnalyticsenable fact-basedHR decisions


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SAP HANA prov ides:

Virtual data models for real-time analytics, providing insight into

workforce metrics and supporting quicker, more accurate decisions

Consumer-grade user experience for the manager to view the overall

picture

Innovation in Detail

All line managers who use manager sself-service have access to embedded

analytics in their landing page. They have a comprehensive overview of all

KPIs relevant to them at a certain point in time.

In addition, KPIs exceeding a certain threshold are directly noted on their

landing page. The manager can look into the details of the metrics from the

landing page. A trend analysis indicates how the KPI is evolving, providing abasis for managers to take further action. The metrics displayed on the

landing page are available in real time from SAP HANA or can be linked via

SAP NetWeaver Business Warehouse.

Figure 2: Key metrics for the manager embedded in HCM landing pages

Increaserevenue peremployee by usinganalytics to identifystrategic advantages

Optimizeyour business withreliable real-time

HR data

Reducetime and cost ofoperational reporting


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Benefits

Increased speed and efficiency in producing accurate information that is

real time and actionable

Predefined virtual data models provide immediate value that serve as

examples for organizations to create their own metrics and KPIs. If datais pulled from one transactional system, additional data warehouse is not

required

Simplified IT architecture

Roadmap and Outlook

The first delivery provides a consumer-grade user experience for managers

and also provides predefined data models. Future deliveries can focus on

other business roles (such as the HR business partner) and provide them

with real-time information.

Product Details/Prerequisi tes

The SAP HANA virtual data models for human capital management (HCM)

are delivered as part of SAP HANA Live for SAP Business Suite 1.0. The

embedded visualizations for the manager are delivered as part of manager

self-service (HR Renewal 1.0 FP4).

How to Get Started

Download and implement:

Predefined virtual data models as part of SAP HANA Live with help of the

technical documentation on help.sap.com/hba; checksaphana.com/docsfor cookbooks on how to create custom virtual data

models.

HR Renewal 1.0 FP4 for the manager landing page
http://help.sap.com/hbahttp://www.saphana.com/docshttp://www.saphana.com/docshttp://help.sap.com/hba


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Shared Services Framework

Effective Shared Services Delivery

Business Practices TodayProviding various services to employees, managers, recruits, retirees, and

contractors has been an important part of HRs role. The HR organization

has also increasingly specialized in addressing cost pressures. HR

practitioners have created shared services centers to handle administrative

tasks, typically in locations where low-cost skilled labor could be deployed. A

tiered process was typically deployed to allow for initial triage and for

handling and escalating issues.

Call center technology is increasingly being used to enable the ticketing,

escalation, and tracking of these issues

Service-level agreements (SLAs) track accountability

Document repositories are used to store employee handbooks, scripts,

Paper records need to be accessible to representatives who might be

deployed in various locations across the globe

Customer satisfaction is being monitored using surveys

Multiple communication channels are being used to report issues

phone, e-mail, Web portal forums and chat

The challenge is to provide high-quality, low-cost service to employees by

combining these disparate systems together, automating processes, and

providing transparency into the services.

Self-service transactions and portals are also being incorporated into the

service delivery scheme as well.

Figure 3: Portals and content delivery, again pulling from multiple sources

SharedServiceFrame Workfor HRTaking employeeservice to a wholenew level


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Ambit ion

Provide high-quality, efficient, and low-cost services to employees so that

the shared services provide faster, more consistent, and more accurate

answers to employee questions. The SAP Shared Service Framework

software for HR is a unifying infrastructure that enables HR to deliver a

cohesive set of services along with visibility into its operations to enablecontinuous improvement. The software provides a platform for the

automation of previously manual tasks and processes.

SAP HANA enables employee services such as inboxes and employee

search capabilities as part of the ticketing process.

Inbox - The inbox allows an agent to review their workload and priori-

tize their tasks. The more efficient this is, the more productive the

agent can be. This results in both cost savings and higher quality ser-

vice to the employees.

Employee search - The ability for the agent to quickly search for em-

ployees using the employee identification transaction saves time for

both the agent and the employee, reducing overall cost of service de-livery and improving employee engagement.

Challenges

Employees expect to get prompt answers to their queries about HR issues.

When traditional databases are used to support some key shared services

functions, agents can be slowed down and have to wait for results. Any

added time adversely impacts the SLAs, increases costs to the shared-

services organization, and results in lower employee satisfaction. When

employees dont have to spend extra time waiting for answers, they are

more engaged.

Shared-services organizations are under constant pressure to both improve

the quality of service provided to employees and to lower the costs of

providing those services.

Performance for several interaction center functions can be relatively slow

when they are implemented on a traditional database. The inbox, for

example, is used to organize and prioritize an agents work. This is an area

where the agents performance can be adversely affected if performance is

slow. Employee identification can also be impacted by slow processing

speed, leading to suboptimal service provision. The agent uses the

employee name to search for the employees information and has to wait for

the information to be retrieved.

IncreaseProductivity forshared servicesagents

ImproveEmployeesatisfaction

ReduceOverall cost ofdelivering services


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The SAP Shared Service Framework software for HR allows agents to

integrate HR transactions directly with ticketing, improving overall efficiency

of shared-services operations. This framework allows SAP ERP HCM

customers to take advantage of the foundation that they have built and

repurpose it in a shared-services environment that provides an integratedtool.

With SAP HANA enhancing both the inbox and employee identification

functionality in the SAP Shared Service Framework, single sign-on (SSO)

users can now navigate through their inboxes more efficiently and locate

employee information more quickly. Answers can be delivered more quickly,

allowing the SSO to save valuable time and address more questions in the

same timeframe, improving SLA compliance, enhancing employee

satisfaction, and resulting in overall cost savings.

Innovation in DetailUsing SAP HANA to improve the speed and efficiency of inbox navigation

and employee identification enables the SSO to provide faster, more efficient

service to employees. In addition to increasing the speed of delivery, these

efficiencies result in reduced cost to deliver services and improved employee

engagement. This is reflected in the metrics used to measure the

performance of the SSO, namely the SLAs.

Benefits

Improved employee satisfaction - Faster employee identification allows

the agent to provide more responsive service which leads to improvedemployee satisfaction and engagement.

Increased productivity for shared services agents - Placing the interaction

center capabilities of SSF-HR onto SAP HANA has resulted in up to five

times faster call center performance. SAP HANA-based acceleration of

inbox performance speeds navigation within the inbox, allowing the SSO

agent to review and prioritize their work more efficiently.

Reduced overall costs of delivering services - Faster employee

identification allows the agent to provide more responsive service. We

have identified an increase of up to 100% in full search flexibility with

SAP HANA-enablement of search and up to 115 times improvement in

search performance.

Following is an example of how the cost savings could be realized with a

reduction in time spent to identify the employee and navigate the inbox:

An employee logs an average of five calls/year to the service center

The company has 100,000 employees

A five-second reduction in time results in a savings of 694 hours/year

or 87 person days within the services center

Up to 115ximprovement insearch performance*

Up to 5xfaster call centerperformance*

Up to

100%full search flexibilityperformance*


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Roadmap and Outlook

We will use the power of SAP HANA to improve other aspects of

performance within the shared-services environment. Since HR processes

are tightly integrated into the SSF-HR, as they are optimized for SAP HANA,

the net performance overall can improve. As reporting, analytics, and

dashboards are optimized, users of the SSF-HR can reap the benefitsbecause the dashboards are integrated into the framework.

A rapid-deployment solution can help customers to jump-start their HR

shared-services solution, improve operational efficiency by streamlining and

automating processes, and reduce personnel costs with lower administrative

demand on HR staff.

Product Details/Prerequisi tes

SAP EHP 7 for SAP ERP 6.0, version for SAP HANA

CRM EHP2 (SP06) for SAP Customer Relationship Management 7.0

* Source: SAP internal lab tests as of Sept. 2013. All performance KPIs are preliminary. SAP internal lab measurements and productive customerperformance can deviate.


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