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      Drive HR excellence through KPI-powered insights with SAP SuccessFactors HCM & H4S4

      SuccessFactors is a cloud-based Human Experience Management (HCM) suite that helps organisations streamline HR processes, enhance employee engagement, and drive strategic talent decisions. With deep industry insight and unmatched implementation expertise, KPMG in India helps clients unlock the real value of SuccessFactors - helping ensure thorough adoption, measurable impact, and a future-ready workforce.

      • Nearly 120

        successful deployments transformations

      • Nearly 10+

        years of SuccessFactors enabled 

      • Nearly 150+

        SuccessFactors resources

      • Nearly 100+

        countries experience

      Our key offerings

      HR transformation enabled by SuccessFactors

      We focus on HR consulting led SuccessFactors implementation embedded with inbuilt change management as part of our approach

      Pre and post implementation review

      System health check covers business process control, usage and functionalities review, data quality review and authorisation review

      Annual maintenance support

      Post implementation of SuccessFactors

      Project management and quality review

      KPMG in India Project Management Office and Quality review service during SuccessFactors implementations expected to add value across phases of the SuccessFactors implementation lifecycle

      Standalone SuccessFactors implementations with reduced involvement of HR consulting

      We focus SuccessFactors implementation embedded with inbuilt change management and reduced HR consulting during design phase

      KPMG in India assets

      • Nearly 30+

        Pre-built integrations

      • Nearly 110+

        Customised dashboards and reports on key HR KPIs

      • Nearly 75+

        Overall pre-built deliverables

      • Nearly 250+

        HR processes with workflow and activities defined

      Geo-fencing

      Learning content authoring tool

      Nearly 20+ BTP applications

      Nearly 10+ Automation solution using RPA tool

      Nearly 40 + Custom applications using MDF

      Role for HR as a business function has changed from administrative largely focus on payroll, recruiting and compliance to strategic partner proactively aligned with business goals – playing a key role in shaping culture, driving performance and supporting growth.


      ‘Nearly 81 per cent of Indian CEOs agree to invest in skills development and lifelong learning’

       

      - KPMG in India 2024 India CEO Outlook

      What are the challenges we are trying to potentially solve?


      In fact, there are many. And, the business challenges will keep evolving day by day. Below are some key challenges organisations are facing

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      Skill gap - Agility to respond to business changes

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      Consuming analytics requires energy

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      AI and automation - people relevance

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      Drive compliant and sustainable practices

      Convert metrices (KPIs) into mastery!


      There is an abundance of employee data available. Having right metrices and driving timely as well as correct insights is essential.

      • Identify the right skills – and map to appropriate job role
      • Identify right KPIs - the KPIs that matters
      • Better visualisation of insights (reports and dashboards)
      • Make people more efficient and effective
      • Empower people with AI as an enabling tool
      • Enforce and measure compliant and sustainable KPIs and KRAs

      Our approach to curate key HR KPIs

      Key KPIs curation

      K - Key KPIs curation Our team embarks on a extensive process to amass nearly 200+ HR specific Key Performance Indicators (KPIs) from KPMG in India HCAS team, tech OEM recommendations, and our customers. This diverse dataset is the cornerstone of our analysis.

      Positioning high-impact KPIs

      Leveraging analytical methodologies, the team identified high-impact metrics by discerning patterns, trends, and correlations that significantly influence organisational performance.

      Modelling KPIs by persona

      Then, the team has strategically categorised the KPIs according to various organisational personas, such as CEO, CHRO, CIO, CFO, Functional Head etc.

      Graphing KPIs on analytics platform

      Finally, the team integrates the categorised KPIs into analytics platform. They develop intuitive dashboards that feature dynamic charts, graphs, and key numeric indicators.

      Major focus areas for HR

      HR Operations

      New hire vs. turnover rate

      Headcount, diversity, attrition

      Separation reasons ratio

      Employee-HR ratio and cost

      Leave and attendance analysis

      Remote employees percentage

      PIP efficiency rate

      Performance management cost per unit revenue

      High performer retention ratio

      High potential employees retention ratio

      High potential employees percentage.

      Talent acquisition

      Job requisition cycle time

      Renege ratio

      Job offer acceptance rate

      Average recruiting time

      Time to fill positions

      Requisitions per recruiter

      Applicants per position

      Hiring efficiency

      Cancelled/closed requisitions rate

      Recruitment process cost

      New hire satisfaction rate

      Positions filled by sourcing method.

      Payroll

      Planned vs. actual salary

      Salary register

      Benefits and perks

      Spot bonus recipients ratio.

      Learning and Development

      Average learning hours per employee

      Learning investment per FTE

      External classroom training ratio

      Training gap closure time.

      Key KPIs based on HR modules/process

      Recruitment
      1. Reduction in time-to-hire
      2. Improved quality of hire
      3. Enhanced candidate experience. 
      Onboarding
      1. Faster time to productivity
      2. Increased new hire retention rate
      3. Higher new hire satisfaction score.
      Employee central
      1. Higher employee self-service (ESS) adoption rate
      2. Reduced leave and absence Turnaround time (TAT)
      3. Reduced employee lifecycle processing time.
      Time tracking
      1. Improved time tracking accuracy
      2. Lesser time-off request processing time
      3. Improved overtime tracking and compliance rate.
      Payroll
      1. Improved payroll error resolution rate
      2. Reduced payroll processing time
      3. Payroll compliance penalty reduction rate.
      Performance & Goal Management 
      1. Reduced time to complete performance reviews
      2. Increased frequency of continuous feedback session
      3. Calibration consistency index. 
      Compensation management
      1. Pay equity ratio
      2. Efficient budget utilisation rate reduced time to complete compensation planning. 
      Learning Management Solution
      1. Faster training completion rate
      2. Higher learning engagement rate
      3. Higher employee retention rate post-training.
      Succession planning
      1. Reduced leadership replacement cost
      2. Improved leadership development satisfaction score
      3. Diversity in leadership candidate identification.

      Tools and tech - Analytics value grows with output sophistication

      Learning from the past to chase future performance

      Descriptive

      What happened?

      Describe the ecosystem under consideration using data to identify trends

      Diagnostic

      Why did it happen?

      Understand why we get the performance we get and what caused it

      Predictive

      what could happen?

      Model the ecosystem and simulate scenarios to predict likely future outcomes

      Prescriptive

      How can we optimize?

      Prescribe action to take for enhancing performance outcomes

      Adaptive

      How do we learn?

      Learn from user behavior to increasingly focus skilled people on exceptions

      Below are some SAP analytical solutions available supporting both descriptive and predictive analytics: 

      • SAP Cloud Analytics (SAC)
      • SuccessFactors People Analytics
      • Oracle Fusion Data Intelligence
      • Microsoft Power BI
      • Qlik Cloud Analytics (Qlikview)
      • Tableau

      Our COE system - Key reports and dashboards

      KPMG in India, through its vast experience of HR transformation journey, has gathered and developed a strong repository of dashboards/reports that could help various personas including CXOs, business function heads, HR leads etc. to drive effective planning and measurement of KPIs. We have a repository of nearly 100+ dashboards/reports across modules in addition to standard reports delivered by SuccessFactors that are easy to deploy. We continue to add more and more such insightful dashboards.

      KPMG Powered Enterprise HR - Plug and operate implementation with SAP SuccessFactors HCM & SAP H4S4 (HCM for S4 HANA)

      Without strong foundation you cannot achieve sustainable success
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      High accuracy

      • Daily impact
        • Time
      • Monthly impact
        • Payroll
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      Medium accuracy

      • Occasional impact
        • Employee life cycle management (partially)
        • Business ERP
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      Low accuracy

      • Non-frequent impact
        • Employee life cycle management (partially)
        • Performance management
        • Compensation management
        • Learning management
      • No-impact
        • Recruitment
        • Onboarding
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      Up to date data

      • Time
      • Payroll
      • Employee life cycle management (partially).
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      Inconsistent data

      • Employee life cycle management (partially)
      • Recruitment
      • Onboarding
      • Performance and goal management
      • Career and success planning
      • Learning management
      • Compensation management
      • Business ERP

      How can KPMG in India help

      Truly HR transformation | KPMG in India difference

      We use a human-centred design approach

      We use a proprietary approach to design, leveraging human-centred design constructs to define and deliver on the experiences that matter a lot to your workforce.

      We drive HR value

      We bring a specialised team that knows both HR and SuccessFactors to truly unlock the platform’s potential and drive at the outcomes HR cares about.

      We spend our time where it matters

      We reduce time to delivery without sacrificing the solution. Our global powered HR accelerators manage the agile implementation and jump-start design, configuration, and testing.

      We deliver HR transformation through sustained change management

      We focus on embedding the new process, technology, ways of working for the long term by leveraging our well-established change management methodology

      KPMG in India’s digitally enabled HR transformation | KPMG Enterprise Powered Enterprise HR with SAP SuccessFactors HCM & SAP H4S4 (HCM for S4 HANA)

      • KPMG Powered Enterprise HR Target Operating Model (TOM) with a focus on people, process, and technology
      • A solution to jump start your HR modernisation effort and technology roadmap
      • Wide range of HR process taxonomy library detailed to desktop procedure level Continuous process updates into the library as technology updates and transforms

      • Provides an ‘enabled-technology’ transformation
      • Accelerates design decisions leveraging SuccessFactors’ out-of-the-box capabilities
      • Removes the noise for standard processes
      • Allows project efforts to focus on your specific needs
      • Enables effective collaboration across multiple geographies
      • Fosters a holistic approach – design thinking with the end in mind.

      • Increase speed to value reducing costs
      • Promote anchored agility and out-of-the-box capabilities
      • Build the foundation additional automation for HR process
      • Leverage shared learnings and enhancements
      • Mitigate risk with governance and controls

      How plug and operate implementation can help?

      Tap straight into advanced organisational design, leading technologies, processes and operating models that lead to better outcomes covering wide range of HR technology solutions.

      • Jump start your digital transformation
      • Validate pre-built operating models
      • Immediate access to deep business understanding, leading practices and processes
      • Engage key decision makers in the pre-defined technology solution
      • Demystify the technology and highlight how it can support you
      • Increase certainty of outcomes and reduce risk
      • Explore the impact of business change through multiple layers of the organisation

      Design elements of our solution

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      Deep functional understanding 

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      A view of how the future could look 

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      KPMG Powered Enterprise HR’ tools and accelerators - pre-defined deliverable assets

      Faster deployment with early benefits realisation, Lower cost of implementation and maintenance, increased certainty of outcome, educed risk, higher return on investment (ROI).

      Why KPMG Powered Enterprise HR – Plug and operate implementation?

      Technology-enabled HR transformation enables standardisation and harmonisation of HR process, robust platform with integrated business processes, scalable platform for future growth and innovations, thorough data flow with real time MIS reporting.

      Vision

       

       

      Single source of truth

      Integrated functions with standardised business processes

      Strengthen strategic and tactical decision-making process based upon real-time insights

      Unified user experience and user-friendly applications on mobile

      KPI based dashboard/analytics for HODs and managers

      Identified and digitalised centralised/decentralised HR processes at group/central at group/entity level

      But this transformation can be challenging

       

      Weighed down by creaking processes

      Legacy platforms

      Poor data management 

      People with the wrong skill sets for managing change

      Transformation can seem a daunting task

      Technology, globalisation and market disruption means that businesses are grappling with more complexity and uncertainty than ever before. 

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      SAP SuccessFactors HCM

      • SuccessFactors employee central
        • 10 to 12 Weeks
      • SuccessFactors time tracking
        • 16 Weeks
      • SuccessFactors payroll
        • 16 Weeks
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      SAP S/4 HANA rise integrated with SAP SuccessFactors

      • SuccessFactors employee central
        • 10 to 12 Weeks
      • SAP Rise Time Tracking
        • 16 Weeks
      • SAP Rise Payroll
        • 16 Weeks
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      SAP SuccessFactors HCM

      • Recruitment
      • Onboarding
      • Performance and goal management
      • Compensation management
      • Learning management system
      • Career and succession planning

      India Insights

      Our insights is your gateway to thought leadership and in-depth reports. Explore our curated collection of valuable content, where we delve into complex business challenges, share industry trends, and provide actionable insights.

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      Key contact

      Sameer Salunke
      Sameer Salunke

      Partner

      KPMG in India

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