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Performance Based Budgeting Luminita Scarlat / Senior Presales Specialist SAP Romania 28 Martie 2012
©2011 SAP AG. All rights reserved.2 Budget Formulation is an integrated component of a Complete Performance Lifecycle Analytics Cost Management Do our expenditures align with our strategic vision? What are the right things to do? Strategy Management Costs Cost Objects Activities Processes Execution SAP Public Budget Formulation SAP BPC Budget Formulation How should we allocate resources?
©2011 SAP AG. All rights reserved.3 Performance Management Company- / Area Goals Vision Enterprise Goals Board Higher Management Department Manager and Team Leader Strategic Goals Company goals and Organizational Goals Strategic Goals Company goals and Organizational Goals Operational Goals On employee basis Compensation relevant Operational Goals On employee basis Compensation relevant SAP Strategy Management SAP Human Capital Management Department and Team Goals Individual Goals Individual Goals
©2011 SAP AG. All rights reserved.4 Business Strategy Benchmarking and Key Performance Indicators Measurable Objectives External Benchmarking Internal Benchmarking Definition of Objectives Key Performance Indicators (KPI) Initiatives Definition of Objectives Key Performance Indicators (KPI) Initiatives If you can’t measure it, you can’t manage it!!!
©2011 SAP AG. All rights reserved.5 Integrated Talent Management One integrated platform for the best people and talent Performance, Compensation and Succession Management Classroom Training and E-Learning Recruiting Planning and Analytics HCM Service Delivery Integrated Talent Management Scheduling and Deployment Global HR and Payroll Administration Employee Data Organizational Data Competency Data Eliminates redundant processes and reduces integration costs Wide breadth of functionality across the entire HCM spectrum Unmatched global capabilities Key Features Focus Employee Administration Organizational Management Global Employee Management Benefits Management Payroll and Legal Reporting Workforce Analytics and Measurement Workforce Planning Travel Planning Travel Expense Manager Portal Employee Portal Employee Interaction Center Time and Attendance Shift/Roster Planning Scheduling Optimization Recruiting Onboarding Classroom Training E-Learning
©2011 SAP AG. All rights reserved.6 SAP Best Practice: Use of Position Primary driver of HCM Processes £$ € Cost Center Org Unit Org Structure/Chief Compensation Comp plan, default grade Job Job family Job Evaluation Person Requirements Skills needed Address (Office) Budgeting Salary, Facility, Travel, Education Personnel Cost Planning $ € Qualifications Skills / Competencies Learning Map Skills gap/course list Position Key Position Occupied/Vacant Security System access
©2011 SAP AG. All rights reserved.7 Employee Performance Management SAP Solution SAP Differentiators SAP Solution Goal and Objective Management including Cascading Goals Multi-rater feedback (360 0 ) and offline appraisal capabilities Full process integration to competency frameworks and learning environment to drive employee development End-to-end pay for performance process Templates for workflows and analytics Integration: Seamlessly integrated with compensation management to realize pay-for-performance as well as with other HCM and talent management processes Highly flexible solution: Allows adoption to organizational processes; cascading goals support with multiple levels of organizational goals Goal Management Planning of Individual Objectives Assessment of Performance & Potential Calibration Approval & Follow-up
©2011 SAP AG. All rights reserved.8 Enterprise Compensation Management SAP Solution SAP Differentiators SAP Solution Administration of Compensation plans and programs Budgeting Reviews and Approvals Automatic hand-over of compensation adjustments into payroll Delivered templates for workflow and analytics Integration: Integrated with Employee Performance Management to realize pay-for-performance, with Personnel Cost Planning to create budgets and predict costs, and with payroll master data records for automatic and smooth transfer of compensation changes into payroll Highly flexible solution: Enables you to meet your compensation strategies and program needs while streamlining and automating the entire process Establishment of compensation plans Manager planning and approval Follow-up
©2011 SAP AG. All rights reserved.9 Budgeting Calculation Overview Bottom-up approach Budgets are determined and saved at employee level Employee-level budget gets added up to obtain the organizational unit budget Top-down approach Budgets are determined at organizational unit level You can decide per budget type and budget period which approach to take Different scenarios for simulation
©2011 SAP AG. All rights reserved.10
©2011 SAP AG. All rights reserved.11 The Return On Investment of Integrated Talent Management Companies with integrated talent management processes and systems experience: 26% higher revenue per employee 28% fewer companies downsized during 2008-2009 40% lower turnover among high performers 87% more likely to “hire the best people“ 94% more likely to have “the right people in the right job“ 144% more likely to “plan for future talent needs” Source: Bersin & Associates, 2009 Companies with mature, integrated talent management strategies, have lower turnover, higher productivity and have experienced less downsizing through the economic recession.” Bersin & Associates, 2009 “
©2011 SAP AG. All rights reserved.12 Questions
Thank You! Luminita Scarlat SAP Romania E-mail: email@example.com@sap.com 0040 740 151 713 www.sap.com
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