headlines guide for demonstrations 1308 release. 2 successfactors proprietary and confidential ©...

Headlines Guide for Demonstrations1308 release

2 SuccessFactors Proprietary and Confidential © 2012 SuccessFactors, An SAP Company. All rights reserved.

Content Summary

• Setting up for your first demonstration

• Headlines Overview

• Navigating Headlines (Web and People Insights)

• Insight Editor (for User Admins)

• Sample Demo Stories

• Frequently Asked Questions

• Headlines Roadmap

• Questions or more information?

Setting up for your first demo


Getting Going…

This is an overview of what you’ll need to do to be ready to demo. Step by step instructions are on the subsequent slides.

Set up your subscriptions.

• You must do the set up over the web (as opposed to an iPad).

• You can include any measures in the Shared Insights list, but it is best to demo on Termination Rate, Male to Female Staffing Ratio and Span of Control (stories for each are included in this deck).

Add the Headlines tile to your Homepage if it is not already there.

Set up People Insights (BizX Mobile App).

The recommended browser for the web are either Chrome, Internet Explorer, or Firefox. The recommended browser for the iPad is Safari.


Your first time using Headlines?You’ll need to add some subscriptions first…

Log into your demonstration instance and access Analytics.

On the home page of your WFA demo click on the Headlines link in the Quick Links panel.


The Headline and Manage Subscriptions page

Initially the page will be blank as there are no subscriptions.

Click the Manage Subscription link.


Managing Subscriptions

Initially the page will be blank as there are no subscriptions.

Select the blue + button to add subscriptions.


Managing Subscriptions

Click the plus sign to add an Insight.

An ‘Add Content’ window will pop up. Click through Shared Insights SuccessFactors Measure Name.

Add any of the Shared Insights that you would like. The best demo Insights are:• Termination Rate• Male to Female Staffing Ratio• Span of Control

Ignore ‘My Insights’ and ‘BizX Insights’. They are

not relevant to the demo

site.

Active/ De-active Insight

Remove Insight


Headline Tile on the Home Page

Once you have added one or more subscriptions you will see the topmost subscription appear in the Headline tile on the Home Page.

As of the b1302p1 patch release the recommended browsers for the web are Chrome & IEThe recommended browser for the iPad is Safari

Click on Headline Tile from

Home Page


Headline Tile on the Home Page

If you don’t see the Headline tile on the Home Page or in the Tile Browser then:

• Admin Tools Manage V12 Home Page (under System Properties in the old Admin Tools or Company Settings in One Admin)

• The Headline tile will be on the Not Used tab

• Click the little cog and move the Headline tile to either the Default (always shows on the Home Page) or Available (available via the Tile Browser) tabs.

• If you see the below in your Headline tile then you do not have any active subscriptions.

• If you see the below then the role your user is in does not have permission to access Headlines. Contact Analytics Product Management


Headlines and People Insights (BizX Mobile App)

• You can have multiple versions of the BizX Mobile app installed on your iPad. One can be the app from the App Store and most people activate that app against the MySF corporate instance. The other can be the demo app and this app is typically activated against your ACE demo instance.

• Download the demo version 4.1 of the BizX Mobile app onto your iPad from here (http://demo.cubetree.com:9100/)

• In Provisioning for your instance you will need to turn on the People Insights feature. Confluence guide is here http://confluence.successfactors.com/display/PRODINFO/People+Insight

• You will also need to load the Hybrid Youcalc tiles into your instance (Admin Youcalc Dashboard Manager). These tiles must be uploaded as type "Hybrid". Once they are uploaded to your instance you can add them in the People Insight iPad app. The tiles are hosted here in Confluence (http://confluence.successfactors.com/display/PRODINFO/Library+of+Youcalc+Models) . See the section heading titled “People Insight (iPad app) Tiles for Analytics”

http://demo.cubetree.com:9100/

http://demo.cubetree.com:9100/

http://confluence.successfactors.com/display/PRODINFO/People+Insight

http://confluence.successfactors.com/display/PRODINFO/Library+of+Youcalc+Models

Headlines Overview


Headlines - What is it?

What it is:A mobile-device-ready SuccessFactors add-on tool that pulls insights from workforce analytic data automatically, and pushes them out to managers who need them. These analytical insights are communicated in simple human language and offers actionable next steps for any critical issue.

What is isn’t:A deep-dive, slice n dice analytics tool. Other aspects of the Analytics application are suited for traditional power users, or analysts. Headlines is designed to communication insights to help manager make better decisions.


User / Admin decides which metrics to track and sets trigger points to flag when a metric goes out of bounds. Metrics can be compared to: • Target values

• Prior period

• Overall company values.

For example, these parameters…

Metric: High Potential Attrition RateValue: 15%Comparable: 10% [target]

…yield this headline text.

Your group is losing High Potential Employees.

From data to Headline

Full Headline examples

Navigating HeadlinesFor Web and People Insights


Headline layout

Target 4 period trend

Measure Name

Measure ValueDifference

from Comparable

Drill in here or click on the

headline

Chose your Headlines

(they will stay)

Significance color

indicator

Significance Color Legend

Acceptable or Insignificant

Tolerable

Significant or Insightful

Urgent


Full Story (Example)Top of Page

Click here or on the row to drill further to the person level

detail.

Path: Headline Full Story

Click here to see the results for all

of the key segments that

were considered.

The metric is broken down by a set of key employee segments to identify areas of interest.

Drag page to scroll down to ‘Who Left’,

‘Who else is at Risk’, and ‘How can

this be address?’


Full Story (Example)Middle of page


detail.

Click here to see the results for all

of the key segments that

were considered.

The absolute # of people who left (as opposed to the rate that they left), e.g. # of Terminations vs. Termination Rate. This broken down and ranked by key segments as well.

Path: Headline Full Story (scroll down)


Full Story (Example)Bottom of page

Click here to see who the people are that are at risk of leaving.

The # of people who are deemed a high risk for leaving.

Path: Headline Full Story (scroll down)

Mitigation strategies.


See All Segments (Example)Areas of Concern & Areas of Note

Click here or on the row to

drill further to the

person level

detail.

Path: Headline Full Story See All Segments (for Areas of Concern or Note)

Or Sorted by Segment (Breakdown Dimension).

All of the segments that were evaluated are sorted by

Significance or..


See All Segments (Example)Who Left?


detail.

Path: Headline Full Story See All Segments (Who Left?)

The absolute # of people who left (as opposed to the rate that they left), e.g. # of Terminations vs. Termination Rate. This broken down and ranked by key segments as well.


Drill to Detail (Example)

Path 1: Headlines Full Story (click See All Segments) See All Segments Drill to Detail (click on a row of data) Path 2: Headlines Full Story (click a specific segment) Drill to Detail (click on a row of data)

The people who comprise the

segment that was clicked.


Headlines in People Insights

• Click on Headline Tile to access the full headlines capability.

• You can also swipe the tile right and left to cycle through up to 5 headlines.

Insight EditorIf you would like to demo the Insight Editor, only start from New and use Termination Rate. Do not make it Public or everybody will be able to see and subscribe to it. Also please avoid saving it whenever possible to keep the shared demo environment clean.

Insight EditorDescription and Terminology

Customer Admins can use the Insight Editor to make a copy of a preconfigured Insight and customize it for their instance using a variety of preconfigured options for text, colors and story layouts. SuccessFactors must set up the original template and available options, but ultimately would like to give customers control earlier in the set up process.

Key terms for the Insight Editor:

Insight- A set of criteria applied to one WFA measure that includes dimension breakdowns, comparables, and text for different measure cases.

Public- Determines if the Insight will be available in the Subscription list.

Comparison- The value ranges that the actual measure value is compared against to define the results displayed on the Headlines. The options include targets, a prior period, or the organizational average.

Measure Case- A description of where the measure value sits compared to the comparison. Each range must have a color (Significance) assigned to it, as well as Headlines text and subtext.

These are the ranges:

• >Above Comparison Tolerable

• Above Comparison Acceptable - Above Comparison Tolerable

• Above Comparison - Above Comparison Acceptable

• Comparable - Above Comparison

• Below Comparison - Comparable

• Below Comparison Acceptable – Below Comparison

• Below Comparison Tolerable - Below Comparison Acceptable

• <Below Comparison Tolerable

Story Item- Visual displays of the results (e.g. top 5 values) that can be grouped into Story Layouts.

These are the Significance colors & labels that can be assigned to ranges:

Acceptable or Insignificant

Tolerable

Significant or Insightful

Urgent

If you would like to demo the Insight Editor, only start from New and use Termination Rate. Do not make it Public or everybody will be able to see and subscribe to it. Also please avoid saving it whenever possible to keep the shared demo environment clean.


Options to create new, save or delete an Insight.

Insight EditorPage Layout

.

Measure Case Preview.

Text ,subtext, significance, and time periods can be edited using pre-packaged content by rolling over and clicking on them when a yellow circle appears. Comparables are editable here as well.

Change the measure display name, description, make the Headline public, or change the comparable value to target, prior period or org average.

Select story items and drag and drop them into the desired order to create the Story Layout.

Navigate to Insight Editor.

Web Headlines vs. iPad Tile appearance.

Breakdown Editor.



Insight EditorCreating, Saving and Deleting a Customized Insight

There are two ways to create a new customized Insight (i.e. copy an Insight template). An Insight will not show up in this list unless a template was preconfigured by SF.

Save as Override – Continues to save existing Insight in progress.

Save as New- Creates a copy of Insight in progress.



Insight EditorQuick Options

This name can flow through to the Headline text depending on which one you chose.

Description of Insight.

Defines whether or not the Insight shows up in the Subscription list. Click to toggle between True and False.

Measure used for Insight. Clicking here will bring up a menu to chose a measure. Only measures that have been pre-configured as Insights will show up on this list.

Chose the comparison type. This could be a target ranges, a prior period or the organizational average.



Insight EditorHeadlines – Measure case Significance

Each “Measure Case” has a comparable range, Headlines text and subtext, and Significance. You can view all of the difference cases from the Preview section and edit them individually on this screen.

Changing the Headlines Text, Subtext, comparable values and time periods are covered in the next few pages. They are all tied to a specific measure case.

Changed color by clicking here.

When the value falls in this range, this is the text, colors that will display for the Headlines.

Changed measure case by clicking here. See slide 33 for details.



Insight EditorHeadlines – Measure case Headlines Text and Subtext (existing text)

New text.

Hover over text to get a yellow outline and click to see and select other options. Note that this is the text for the specific measure case.

Scroll or click to move up or down the list, then click on the text you would like when it’s in the yellow circle.

You can scroll through existing text to chose what you want to display for the measure case or you can create new text. This is how you scroll through existing text.



Insight EditorHeadlines – Measure case Headlines Text and Subtext (new or edit text)

To create new or edit or delete existing text....

New Edit Delete


Insight EditorHeadlines – Measure case Headlines Text and Subtext (new or edit text)

When you select New or Edit, you have new menu options.

Save Delete

Restrict this text to a specific measure, measure case or

comparison type if applicable.

Use tokens where

possible to make the text apply in multiple situations. Note that the third

column is a preview

of the results for that token.

Making text Bold and/or a Color

The easiest way to do this is copy existing text that looks how you want it to look and replace the text in the XML. To start from scratch:

• To make text bold, use this XML around the text:

Your text will be bold

• To make text the significance color use this XML around the text:

Your text will be a color.

• To make text the significance color and bold use this XML around the text:

Your text will be bold and a color.


Parameter Tokens are used to make formulas in the text.


Insight EditorHeadlines – Measure Case Time Periods

New time period and results for the most current period.

Hover over text to get a yellow outline and click to see and select other options.

Scroll or click to move up or down the list, then click on the time period you would like when it’s in the yellow circle. The options are currently:• Last 4 Years• Last 4 Quarters• Last 4 months• Last Months Last 4

Month• Last Quarters Last

4Quarter



Insight EditorHeadlines – Measure Case Comparables

Hover over comparable target to get a yellow outline and click to see and select other options.

A box will pop up giving you the option to change the comparable ranges for all the measure cases for that Insight. Note that the type of comparable was defined in the Quick Options section and is either targets, a previous period, or the org average. The latter two would be set as the target and you can define the ranges relative to it.



Insight EditorHeadlines – Measure Case Preview

Select a case (a tile that falls within a range) to edit or delete it.

Click Chose Preview range.

Edit

Delete



Insight EditorHeadlines – Breakdown Editor Overview

Delete Edit

This is a Preview of how the dimensions

are applied.

(Not all of the above dimensions are shown in this screenshot but they will in the app.)

The Breakdown Editor is where you can add, edit or delete the dimensions that are used in the Headlines Story.



Insight EditorHeadlines – Breakdown Editor Selections

Click Add Dimension to add nodes from a single dimension to the breakdowns.

Click Add Breakdown to add crossed dimensions to the list, e.g. Performance by Critical Job Role = Yes.

Use the Crtl button to select multiple dimensions.

If the standard qualifiers do not select the exact nodes that you want, then edit the dimension and click the nodes you would like to include.



Insight EditorStory Items – Adding a New Story Item

New Story Item

The template story items will display below the Headlines Preview. New Story Items can be added by clicking the plus sign, ticking the desired story items, and clicking Add at the bottom of the list.



Insight EditorStory Items – Deleting an Existing Story Item

Drag a Story Item to the top right corner and a red trash bin will appear. Drop the Story Item on top to delete it.



Insight EditorStory Items – Ordering

Drag and drop Story Items to order the layout.



Insight EditorStory Item - Preview

Click to Preview.


Sample Demo Stories-Voluntary Termination Rate (in depth)-Male to Female Staffing Ratio (quick)-Average Span of Control (quick)


Sample Story #1Termination Rate – Voluntary

Of the top level org units, the highest Voluntary Termination Rate is in

Healthcare.

Suggests misaligned expectations, counter offers from previous

company, or poaching.

Suggests lack of career opportunities or poor culture fit.

Voluntary Attrition has been more than twice the target for the past two

years. What is driving this?Click to see

the story

Uh -oh

The Cost of Voluntary Turnover is almost $50MM higher than the target. This is the sum of the annual salary

of the people that have left, which is a proven approximation for the cost of

turnover.

Losing this much key talent could hinder this company’s ability to

execute on their goals.


Sample Story #1 Termination Rate – Voluntary

Scrolling down from Areas of Concern, you’ll see which segments have the lowest Voluntary Attrition Rates.

If this company keeps people past 5 years, they end up leaving at a rate that provides a healthy

balance of new talent and existing experience.

The Energy and Utilities org unit has a good

Voluntary Termination Rate in critical job roles as

well.

These rates are arguably too low. If people never leave, innovation is at a

higher risk for stagnating. Also, in

higher tenure buckets this may be an indication of some people ‘retiring

on the job’. People below them may be at a higher risk for leaving due to lack of career

opportunities as well.


Sample Story #1 Termination Rate – Voluntary

Scrolling down from Areas of Note, you’ll see which segments have the highest number of people voluntarily leaving (as opposed to the rate).

Most of the people that left were in Healthcare

(28%).

While Retail and Government account for a lot of who left, those

org units are bigger so it is not as alarming.

Almost as many of the people that left had 1-2

yrs tenure.

20% of the people who left were the top

performers (5/5) in critical job roles.

Note: These numbers are annualized, so these will be the results at the end of the year if the current trend continues.



Scrolling down from Who Left,

you’ll see which remaining

employees are at risk of leaving...

…and some ideas for retaining them.



This is all great info but now I have more questions! For example, I want to see the results for all of the key segments...and I want to see trends.

Scroll up to ‘Areas of

Concern’ or ‘Areas of Note’ and clink on ‘See All

Segments’.

Here you can see the full list of key segments ranked in priority order of concern. Notice that the attrition trend for the top six segments has gone up over

the past 2 years.

Click to find out more about the people that left.



Here you can see why people left and how long they were here. The people in the 1-2 year bucket look

like there are leaving mainly because of a poor job fit or a better opportunity at a competitor. If you scroll down a little (not all shown) you’ll see a stretch of people that had 1-2 yrs tenure that left for a

new career opportunity at competing companies (Other job

competition).



Now I know something about who already left, but I now want to know more about the people who at risk for leaving.

Click the arrow to go back (twice to get to the story page)

See who is deemed a

high risk for leaving.

These are the people who are a high risk of leaving, along with the expect impact of their loss. See story page for

retention strategies.


Sample Story #1Male to Female Staffing Ratio

Your company has set a diversity goal to have 10

women for every 12 men. Your group has 10 women for

every 16 men.

What’s worse is the driving segments are high level and high paying. Senior

leadership has 16 men for every women.At least the trend has improved over the past

two years.See who the women in leadership are.


Sample Story #2Average Span of Control (a.k.a. Management Staffing Factor)

Hightowers’ team is

expected to be high because

she runs a call center, but she

still needs more mangers.

Barista runs Finance. This

type of org unit tends to have a lower span of control, but in this case there are too many

managers.These segments within your team

are over target.

These are the people in

Maya’s team. You should

consider making some

managers.

The average span of control in your team is about 1 manager per 8 people. The

target suggests you need more managers

in your team.

Frequently Asked Questions


FAQ

This is a list of questions we’ve received more than once in the Analytics Experts & Product Management JAM Group or elsewhere. We will continue to add to this list as appropriate. Please note the high level roadmap is on the next slide.

1) How do we know ‘Who is at Risk of Leaving’?

Answer: Headlines looks at every permeation of the breakdown dimensions that have been applied to the measure, ranks the values, and selects those in the group at the top of that list. For example, if the dimensions are Level (4 types), Performance (3 types), and Tenure (4 types), there would be 48 possible combinations to review and rank. While this is a common practice, over time we plan to incorporate more sophisticated modeling methods to further refine the results. One major goal with this release was to ensure users trust and understand the results in order to maximize adoption, then move along the complexity spectrum.

2) How are the Strategy Recommendations chosen?

Answer: Similar to other parts of Workforce Analytics and Planning, the strategies are selected from our Strategy Bank, which is a list of 200+ best practice strategies accumulated over our 35+ years of consultant engagements (that started with Inform). These strategies will vary depending on where the result is relative to the comparable (i.e. The Headline color, text, and strategies vary depending on the result as it compares to say a target value.)

https://www.cubetree.com/c/jamatsap.com/groups/about_page/513361

Headlines Roadmap


Safe Harbor Statement

The product enhancements and their described benefits should not be taken as guarantees of

future performance. Certain enhancements may not be available to your system because of conflicts like

product type, User Interface version, etc.


What’s coming in 1311?

Major customer facing 1311 items include:

• Switch views so an HRBP can see Headlines from the perspective of their LOB leader.

• Headlines will be able to reference the Drill to Detail views created in Query Workspace.

• Create Headlines using custom formulas. These are measures created on the fly in Query Workspace.

Questions or more information?


Questions?

Please post all questions to the

Analytics Experts & Product Management JAM Group

https://www.cubetree.com/c/jamatsap.com/groups/about_page/513361

headlines guide for demonstrations 1308 release. 2 successfactors proprietary and confidential ©...

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