SAP SuccessFactors HCM & SAP H4S4 (HCM for S4 HANA)

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

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.

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.

Planned vs. actual salary

Salary register

Benefits and perks

Spot bonus recipients ratio.

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

Reduction in time-to-hire
Improved quality of hire
Enhanced candidate experience.

Onboarding

Faster time to productivity
Increased new hire retention rate
Higher new hire satisfaction score.

Employee central

Higher employee self-service (ESS) adoption rate
Reduced leave and absence Turnaround time (TAT)
Reduced employee lifecycle processing time.

Time tracking

Improved time tracking accuracy
Lesser time-off request processing time
Improved overtime tracking and compliance rate.

Payroll

Improved payroll error resolution rate
Reduced payroll processing time
Payroll compliance penalty reduction rate.

Performance & Goal Management

Reduced time to complete performance reviews
Increased frequency of continuous feedback session
Calibration consistency index.

Compensation management

Pay equity ratio
Efficient budget utilisation rate reduced time to complete compensation planning.

Learning Management Solution

Faster training completion rate
Higher learning engagement rate
Higher employee retention rate post-training.

Succession planning

Reduced leadership replacement cost
Improved leadership development satisfaction score
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

Non-integrated HR system
Non-integrated multiple HR systems

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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.

Core HR, time and payroll
Other HR functions

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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

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