1. BEST IN FRANCE BEST IN FRANCE BUSINESS OBJECTS Thomas MERON Priyanka AGARWAL Priyanka AGARWAL Abdallah DAHER Marçal VILAJELIU

2. FAST FACTS Founded in 1990 Founded in 1990 2002 Revenue : $454 million 2002 Revenue : $454 million Employee : More than 2200 Employee : More than 2200 Headquarters : San Jose (California) Headquarters : San Jose (California) Paris (France) Paris (France)

3. PRODUCTS Analytic Application Analytic Application Query, Reporting, Analysis Query, Reporting, Analysis Information Delivery Information Delivery BI Deployment BI Deployment Data Integration Data Integration BI Strategy BI Strategy

4. SERVICES Support Support Consulting Consulting Migration Services, BI Services, Analytic Deployment, Application Services, Data IntegrationMigration Services, BI Services, Analytic Deployment, Application Services, Data Integration Education Education Training Options, Classroom Training, Onsite Training, Enterprise Desktop Education, Virtual Training, Personal Trainer, Migration ClassesTraining Options, Classroom Training, Onsite Training, Enterprise Desktop Education, Virtual Training, Personal Trainer, Migration Classes Documentation Documentation

5. SOLUTIONS EPM EPM BI Solutions BI Solutions By Function By Function Marketing, Sales, Finance, Logistics, Human ResourcesMarketing, Sales, Finance, Logistics, Human Resources By Industry By Industry Telecommunications, Financial Services, Retail, Pharmaceuticals, Government, Healthcare, Manufacturing, EnergyTelecommunications, Financial Services, Retail, Pharmaceuticals, Government, Healthcare, Manufacturing, Energy By process By process CRM, ERP, Six SigmaCRM, ERP, Six Sigma For Extranets For Extranets Customer Care, Supply Chain, Partner Intelligence, BI Web ServicesCustomer Care, Supply Chain, Partner Intelligence, BI Web Services

6. GROWTH SCHEME Started by 3 entrepreneurs one of which still remains on the Board Started by 3 entrepreneurs one of which still remains on the Board Place of origin – Paris in the 90’s Place of origin – Paris in the 90’s Expansion Plans in the late 90’s in Europe Expansion Plans in the late 90’s in Europe The American office was opened in the late 90’s The American office was opened in the late 90’s

7. THE AMERICAN DREAM Office initiated by Europeans who went to the States to setup the office Office initiated by Europeans who went to the States to setup the office The office in California went on the become the headquarters along with Paris The office in California went on the become the headquarters along with Paris «THINK GLOBAL, ACT LOCAL»

8. MAJOR FUNCTIONS Major functions including HR are decentralized for Europe and US Major functions including HR are decentralized for Europe and US The worldwide head of HR is based in the US but does not involve himself with the day to day runnings of the local HR departments The worldwide head of HR is based in the US but does not involve himself with the day to day runnings of the local HR departments Reporting is done on a trimester basis essentially to share the vision they have for the future Reporting is done on a trimester basis essentially to share the vision they have for the future

9. RECRUITMENT Every European country has its own country manager who regularly communicates his needs for manpower to the local HR office Every European country has its own country manager who regularly communicates his needs for manpower to the local HR office The European HR office handles the recruitment of senior managers including country managers The European HR office handles the recruitment of senior managers including country managers A profit centric model is the key behind an increase or decrease in recruitment A profit centric model is the key behind an increase or decrease in recruitment

10. EVALUATION A function handled by the local HR offices in their respective countries upto the middle management A function handled by the local HR offices in their respective countries upto the middle management Certain functions are outsourced, like evaluation of the Country Managers and the in house HR team could or could not be invited to this assesment centre Certain functions are outsourced, like evaluation of the Country Managers and the in house HR team could or could not be invited to this assesment centre

11. POLICY «RIGHT DECISION AT THE RIGHT TIME» No certain policy for recruitment No certain policy for recruitment Italy was marked by the choice of the right team while Germany was not hence constant problems in Germany in terms of recruitment Italy was marked by the choice of the right team while Germany was not hence constant problems in Germany in terms of recruitment

12. PROBLEMS Inevitable culture differences between the US and European headquarters Inevitable culture differences between the US and European headquarters Higher level of scrutiny of people recruited in order to assess their level of adaptability Higher level of scrutiny of people recruited in order to assess their level of adaptability A structure had to be put in place so that differences in salaries could be justified A structure had to be put in place so that differences in salaries could be justified

13. ACKNOWLEDGEMENTS Mr. Stéphane MASSAS Mr. Stéphane MASSAS Vice President Human Resources Europe Mr. Michael SEGALLA Mr. Michael SEGALLA Human Resource Professor