Learning Management with SuccessFactors
Page 1
Agenda
Introduction
Business Goals / Benefits –> why do we do it?
Scope of this Project –> what will we do?
Project Approach –> how will we do it?
Project Schedule –> when will we do it?
Team Structure –> who will do what?
Next Steps
Page 2
Introduction
Embedded in the “Process & Systems” part of the ToBeOne
program, the SuccessFactors suite will become the cornerstone
for a full Talent Management Solution for Barco.
The integration of the SuccessFactors suite and SAP HCM results
in the HCM Hybrid solution which we are currently building.
The second implementation phase is the Learning Management
module of SuccessFactors.
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HR / IT Program Schedule 2011 – ‘12
Performance Mgt
Int / Ext Training
SuccessFactors
BizX Reporting
Hybrid
Reward Management solution
Recruit
ment
PP
Profit Plan Study Tool still to be confirmed.
SAP HCM SAP Core HR
Q4 ‘11 Q1 ‘12 Q2 ‘12 Q3 ‘12 Q4 ‘12 Q1 ‘13
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Business Goals
Why do we do it?
Page 5
Business Goals / Benefits of LMS
AS IS
Current training application:
– Does not meet the need of customer training registration
– No reporting possibility
– Limited ability to add functionality and to scale
– Designed as admin tool; user unfriendly
– Not widely used across Barco WW
– Stand-alone system, interfaces non-existing
Excel sheets to capture data is still used at many sites; inefficient, unreliable,
and data not centrally available
Increasingly demanding quality standards, leading to non-compliance issues
TO BE
One central database for all training worldwide, both for external partners
and for employees.
To improve the speed and quality of management decisions, by flexible
access to accurate data
Users and admins experience simplicity, transparency and ease of use
– Attractive and easy access of training data for internal and external users
– Userfriendly and efficient system for admins
– Enriched functionality and reporting
Integrated system
– Link to CRM, finance, BarcoZone, [Link],
– With other MyCareer modules
– E-learning capabilities
Fully support the implementation of the Channel strategy
Page 6
Scope of the Project
What will we do?
Page 7
7
Scope of the Project
The objective of this project is to implement the Barco
Learning process supported by the LMS module of
SuccessFactors.
Two variants of the same process will be used depending
on the target group:
– Learning for internal employees (integrated with MyCareer
Performance Management)
– Learning for external users (customers, partners) as part of
Barco’s service portfolio (cfr Sales Newsletter dd Jan 26th)
The project team will cover both variants at the same
time.
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Project Approach
How will we do it?
Page 9
9
SuccessFactors ENABLE Methodology
ngagement Initiation
E Formal kick-off, project planning,
software installation.
ormalize Functionality
N Identify configuration requirements
pplication Configuration
A Configuration, develop prototype
SUCCESSFUL
asic Modifications IMPLEMENTATION
B Integrations, data migrations,
constructing the look & feel, testing, QA
earning Landscape
L Administrator and role-based training
nterprise Rollout
E Go-live plan, readiness review,
production rollout, transition to support
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Phase 1: Engagement Initiation
• Prepare Project Plan
• Clearly define tasks, timeline and responsible parties
• Project Kick-Off
• Set expectations with stakeholders and confirm high level
schedule
• Review objectives and critical success factors
• Provide Project Team Orientation
• Provide initial application overview to core project team
• Change Management Strategy Workshop
• Guide team through change management planning workshops
• Installation of Application
• Conduct installation of LMS application
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Phase 2: Normalize Functionality
• Configuration Workshops
• Map Barco’s business processes to LMS
• Make configuration decisions
• Technical Workshops
• Review of technical implementation requirements – data
migration
• Configuration Workbook
• Configuration Workbook documents processes, application
configuration settings, business decisions, functional
specification for technical requirements
• Milestone Review
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Phase 3: Application Configuration
• Application Configuration
• Configuration of system based on decisions made in
workshops
• Configuration Verification
• Review and user acceptance testing of configuration and
evaluation of business processes / workflow scenarios
• Results may require changes to Configuration Workbook
Configure Test
Review
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Phase 4: Basic Modifications
• Modifications/Extensions
• Discuss team policy for modifications
• System Interfaces / Integration
• Technical design, development, and documentation of required
interfaces
• Verification and Validation
• Unit and system testing
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Phase 5: Learning Landscape
• On-Site Training
• SuccessFactors Trainer goes to customer site
• Training topics aligned to specific implementation
• Training Consulting and Material Customization
• Full analysis of audience, training needs
• Materials can be customized to match Barco’s functionality
and look
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Phase 6: Enterprise Rollout
• Go Live Preparation and Go Live Support
• Prepare production environment
• Develop go live plan
• Implement go live plan and provide assistance as required
• Transition to Customer Support
• Formal transition to SuccessFactors Customer Support organization
for product related issues and questions
• Lessons Learned & Project Reviews
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Project Schedule
When will we do it?
Page 17
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Learning Management – Project Schedule
System Technical
Kick-off SOW T&T Strategy UAT Ready Configurate
WS
WSWS WS Involve all process owners Unit Test
Involve HR business partners
System Realization
Solution Testing
Design
Involve Sales & Finance key-users
Integration
- SAP HCM
- MyBarco
- Finance Final data upload
Data Masterdata activities
preparation
Start using LMS
Training Strategy Training Material User Training
Strategy Communicate
Communication
Project Mgt SC SC SC SC
SC
February March April May June July
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Team Structure
Who will do what?
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Team Structure – Keys to Success
A multi-disciplinary team will combine their skills and knowledge in
order to make this project a success.
This project team will consist of resources from HRIS, Barco
University, IT and SuccessFactors
Steve Cooleman
Diane Leonard
Martine Traen
IT
Stijn Hoegaerts
James Micallef
Sam De Potter
Ravi Prakash SF
Monique Carpaij
Trainer (tbn) Barco University
Wim Barbaix
and HRIS
Jan Van Acoleyen
Scott Nipper
Rishabh Pandey
Eric Faes
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Marieke Schietgat
20
Roles and responsibilities (1/3)
Project Steering
HR IT
Project
Sponsors Jan Diane
Responsibilities Validate the target business Monitor project progress to
processes and success drive it to a successful delivery
criteria Make IT resources available
Enforce the chosen Guarantee delivery of IT parts
processes and tools in his in the project
scope
Make resources available
Steering committee will be updated on regular basis (every month)
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Roles and responsibilities (2/3)
Project delivery
HR IT SuccessFactors
Project Team Sam Stijn James Micallef
Responsible and As Global HR Process Owner: As IT Project Manager : As SF Project Manager :
accountable
for • Coordination of all • Manage the project • Act as the primary
business aspects like (budget, scope, point of contact.
– Organizational changes planning, resources,
– Translations
risks) • Deliver detailed
– Procedures
– Documentation Statement of Work
– Business training
• Optimize the business (SOW)
– User acceptance testing
– Internal- & external processes within the
communication scope of the project • Coordinate collecting
information and
• Main point of contact for • Communicate & bringing in other SF
the IT project manager execute delivery of IT professionals as
parts in the project needed
• Building his HR project
team • Maintain vendor • Provide consulting and
relationship technical expertise
• Assist with the System
Configuration
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Roles and responsibilities (3/3)
Project delivery
HR IT SuccessFactors
Project Team Monique Steve / Martine James / Ravi
Responsible and As Process Owner: As IT BDA / Functional
accountable for Analyst:
• Define global HR learning • Facilitate
process • Optimize the business workshops
processes within the scope
• Obtain approval and buy-in of the project • Configure tool
from impacted divisions and (together with
departments within different • Coordinate UAT sessions Barco)
regions (HR, Sales, Finance)
• Support creation of training
• Perform user acceptance material
testing (UAT)
• Create interfaces from and
• Assure end-user training to SF Learning
• Build HR project team and
key-user network together
with global process owner
• Wim
• Scott
• Marieke
• Eric
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• Rishabh
