Learn how organizations can accelerate day-to-day activities and become more agile to meet the engagement expectations of the new digital workforce. Talent acquisition, performance management, and employee engagement are key areas that must be addressed as companies modernize their HR systems and revise their overall approach to managing people.

2. Digital Transformation in HR
Improve
Employee Experience &
Team Culture
From HR
Administration to
Strategic HR
Workforce
Management and
Talent Insight
Migration
to cloud and
mobile apps
Reduce
number of
HR systems
Adapt to
cloud & re-think
HR processes

3. Value add
focused
Employee Centric
Services
Workforce
Experience
Re-Imagine Your
HR Service
Delivery Model
Governance
& Compliance
360°
view
Automate Your
HR Processes
Predictive
Analytics
Flexible
Deployment
Seamless
Integration
Embrace Digital
Technology
Seamless
Information
Flow
360
Imperatives for future Talent Engagement

4. Source: HR Functional Benchmark, The Hackett Group, 2016
Employee self-service usageManager self-service usage
“Business-centric” service design and delivery

5. Recruitment &
Onboarding
Payroll &
Compensation
Benefits Health &
Welfare
Performance
Management
Learning &
Development
Separation /
Retirement
• Offer Letter
• Job Description
• Background
Check
• References
• I-9
• NDA
• EEO
• Welcome video
• Employee
Handbook
• Forms
• Incentive Plan
• W-2
• W-4
• Direct Deposit
• Garnishments
• 401 (k)
• Beneficiaries
• Bonus Plans
• Pension Plans
• Stock Options
• Executive Plans
• Beneficiaries
• Verify Dependents
• FMLA docs
• STD docs
• Direct Deposit
• Fitness
Reimbursement
• ACA (Affordable
Care Act)
• Performance
Review
• Reference Letter
• Disciplinary Letter
• Promotion Letter
• Transfer Letter
• Expat Docs
• Job Analysis
• Certifications
• Sexual Harassment
• Trainings
• OSHA Training
• Professional
Memberships
• Videos
• Resignation Letter
• Term Letter
• Exit List
• Un-Employment
• Vacation Payout
• Legal Document
• Retirement Plans
• COBRA
• Beneficiaries
Document Intensive HR Processes

6. Recruitment &
Onboarding
Payroll &
Compensation
Benefits Health &
Welfare
Performance
Management
Learning &
Development
Separation /
Retirement
• Offer Letter
• ...
• Incentive Plan
• …
• Beneficiaries
• …
• Performance
Review
• …
• Certifications
• …
• Resignation Letter
Massive scale
of HR documents
30-50
unique HR
documents
per employee
7-30 years
document
retention time
2
transactions
per doc.
per year
1 Human Capital Institute study (2012) with 274 respondents
3 - 5 Mio.
unique HR
documents
6+ Mio.
annual
document
transactions
Volume of HR documents and
related transactions is massive
100,000
employees
(at ca. 15%
turnover rate)
Document Intensive HR Processes

7. Employee
30%
Applicant
20%
Contingent
5%
Learning
project
20%
Succession
project
10%
HR project
15%
HR Documents
Customer Example
Source: OpenText Customer Survey on Workforce Documents. 2015.
DAY-TO-DAY OPERATIONS
 High creation, discovery, & archiving costs
 Difficult access for employees and managers
PAPER HANDLING & STORAGE
 Secure transportation of employee documents
 High costs for print, copy, mail, and archive (in-
house + external)
COMPLIANCE
 Keeping up with ever-changing regulations
 High effort and risk during audits
LEGAL RISK & SECURITY
 Loss due to fire, water damage, theft
 Fines and lost litigation cases
HR is more than the Employee
Challenges with HR Document Management

8. Recruitment &
Onboarding
Payroll &
Compensation
Benefits Health &
Welfare
Performance
Management
Learning &
Development
Separation /
Retirement
 Focus of Content Services are
early phases of employee lifecycle
 Enormous potential fro Benefits,
Performance and Succession
Management
Potential for Digitization
Implemented
Huge Potential for Digitalization of HR Processes

9. Content Enriched Business Processes
360 degree view
Create /
Capture
Review /
Collaborate
Access /
Distribute
Store /
Secure
Preserve /
Destroy
Traditional Hyper Connected HR Processes
Create /
Capture
Review /
Collaborate
Access /
Distribute
Store /
Secure
Preserve /
Destroy
HR Processes SAP SuccessFactors Processes

10. 1-3 year Migration
Global Implementation
Shared Service Center
Complex scattered
landscape
Country by Country
Module by Module
Hybrid operation
Paradigm Shift
HCM
one single source of truth

11.  Resource optimization
through process
improvements and
cycle time reductions
 Reduction of admin time
by Employee Self
Service
 Automated Document
Generation
 Improvement of
document management
(tracking, versioning,
audit, security)
 Improved decision
making with full
transparency
 Reduction of processing
and handling errors
 Process acceleration
through online and
mobile access
 Fast Access to all
relevant documents
belonging to one
business transaction
 Better decision and less
errors due to consistent
documentation
 Reduction of space
required for physical
storage of files (office or
archive space)
 Elimination of paper
archiving facilities
(lockers, paper file
storage, access control
systems)
 Elimination of transport-
related expenses
(postage, internal
transport)
 Reduction of paper and
printing cost
 Reduction of
implementation cost
due to out-of-the-box
integration (API) and
best practice templates
 Elimination of trainings
costs due to better UI
 Reduction of operations
costs by cloud
deployment
 Improved compliance
and control of access
to personal data and
documents
 Unique compliance
with complex legal
requirements for data
retention and security
 Lower cost of fines
and losing litigation
cases
 Minimization of risk
through fire, theft,
water damage, loss,
and elimination of
consecutive damage
caused by such events
 Higher motivation due
to state of the art user
experience
 Mobile Access
 Social Media
Engagement
HR Admin
Efficiency
Employee and
Manager
Efficiency
Employee File
and Storage
Cost
Project,
Training and
IT Operations
Compliance
and Risk
Management
Employee
Engagement
Value Driver of HR processes

12. HR Admin
Efficiency
Employee and
Manager
Efficiency
Employee File
and Storage
Cost
Project,
Training and
IT Operations
Compliance
and Risk
Management
Employee
Engagement
USD 1,470,000
Annual Savings: up to USD 4,632,000
Customer Example 100,000 active employees:
USD 112,000 USD 1,800,000 USD 1,250,000
Huge value in
case of fines,
legal litigation
Motivational
impact
Value Driver of HR processes

13. Easy Employee Collaboration
 Seamless UI integration
 Easy Access
 File sync and share
 Mobile support
Best in Class Cloud based
Content Services for HR
Efficient HR Administration
 Self-Service
 Document Generation
 Document Onboarding
 HR Reporting & Workflows
 SAP HCM integration
Centralized Content Management
 Employee File
 Document Types
 Permission & Control
 HR Workspaces
 Dossier View
 Search
Global Information Governance
 Lifecycle Management
 Document Retentions
 Regional Compliance
 Completeness Check
 Audit & Activity Log
Extended ECM for
SAP SuccessFactors

14. Your gain. Guaranteed
governance
Reduced HR
administrative
costs
Faster
implementation
Reduced legal risk
and liability
Reduced service
center response
time
Reduced staff
communication
cycle time
Increased HR staff
productivity
Better employee
satisfaction
Reduced IT
administration and
storage costs

15. Explore More
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