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SAP SuccessFactors EC Implementation Case Studies Comparison
Industry | Company Name | Headquarters | Headcount | Global Presence | CEO | CHRO | Strategic Vision | Key Talent Challenges | Implementation Focus |
Real Estate | PrimeRealty Developers | Gurugram, India | 2,500 | Regional (NCR) | Rajiv Sharma | Dr. Neha Kapoor | "Vision 2035" (Sustainable development, tech innovation) | High turnover in critical roles, inconsistent performance | Skills-based architecture for workforce agility |
Banking | OzBank Financial Group | Sydney, Australia (CoE in Bangalore/Gurugram) | 45,000+ | Asia-Pacific | Samantha Jenkins | Dr. Rajiv Mehta | "Vision 2035: Building Financial Futures" (Digital transformation, customer-centricity) | 38% skills gap in emerging tech areas, 25% attrition among digital specialists | Strategic workforce planning for digital transformation |
Travel & Hospitality | GlobalVoyage Travels | Chennai, India | 15,000+ | 20+ countries | Rajan Krishnamurthy | Dr. Meera Sharma | "Vision 2035: Beyond Destinations" (Personalized experiences, sustainable tourism) | 35% turnover in customer-facing roles, seasonal fluctuations | Cross-cultural implementation across diverse locations |
Pharma | AyushVeda Wellness | Haridwar, Uttarakhand | 12,000+ | 100+ countries | Dr. Vaidya Mohan Sharma | Dr. Lakshmi Agarwal | "Vision Wellness 2035" (Ancient wisdom with modern science) | 27% attrition among R&D specialists, preserving traditional knowledge | Bridging traditional Ayurvedic knowledge with modern expertise |
Utilities | Saudi Unified Power Company | Riyadh, Saudi Arabia | 42,000 | Kingdom-wide | Eng. Abdullah Al-Quraishi | Dr. Fatima Al-Otaibi | "Vision 2035: Powering Saudi Transformation" (Sustainable energy transition) | 30% of technical specialists retiring within 5 years | Nationalization (85% Saudization target) and knowledge transfer |
Minerals | Sino-Bharat Rare Earth Alliance | Beijing (China) & India | 12,000+ | China, India, Brazil, Chile | Dr. Li Wei | Ms. Priya Sharma | "Vision 2035: Resilient Resources" (Supply chain diversification) | 32% turnover among technical specialists, cross-cultural barriers | Cross-border knowledge transfer in geopolitically sensitive industry |
Education (K12) | SanskritikPathshala | Udaipur, India | Supports 12,000+ families | Learning hubs in 18 cities, programs in 22 countries | Dr. Aditi Sharma | Mr. Vikram Patel | "Vidya Parampara 2035" (Blending Gurukul traditions with modern education) | 28% turnover among specialized educators | Preserving ancient teaching methodologies while embracing technology |
Common Implementation Themes Across Industries:
- All organizations have ambitious strategic visions requiring significant workforce transformation
- High turnover rates (27-35%) in specialized roles present a consistent challenge
- Knowledge preservation from aging/retiring subject matter experts is a critical concern
- Cross-cultural integration is essential for global organizations
- All implementations focus on bridging traditional capabilities with emerging skills
- AI-driven talent insights for strategic workforce planning is a universal requirement
Assessment Rubric for SAP SuccessFactors Talent Intelligence Hub Case Studies
Assessment Overview
This rubric provides a standardized evaluation framework (100 points total) for all SAP SuccessFactors Talent Intelligence Hub implementation case studies. Students will be evaluated on their ability to address implementation challenges and demonstrate proficiency in applying SAP SuccessFactors capabilities to solve business problems.
Evaluation Criteria | Excellent (A) | Proficient (B) | Developing (C) | Needs Improvement (D) | Points |
1. Technical Understanding of SAP SuccessFactors | Demonstrates comprehensive understanding of TIH capabilities with specific feature references; explains technical implementation details accurately | Shows solid understanding of key TIH features; provides mostly correct technical explanations | Shows basic understanding of TIH functionality with some technical errors | Demonstrates minimal understanding of TIH capabilities; significant technical inaccuracies | 15 |
2. Strategic Alignment with Business Objectives | Clearly connects TIH implementation to organization's strategic goals; quantifies expected business impact | Generally aligns TIH implementation with strategic goals; mentions business impact | Makes basic connections between TIH and business goals; limited discussion of impact | Fails to adequately connect TIH implementation to business objectives | 15 |
3. Data Migration & Integration Planning | Develops comprehensive data migration strategy with detailed phases, risk mitigation, and quality assurance measures | Provides solid data migration plan with adequate consideration of key challenges | Outlines basic data migration approach with limited consideration of challenges | Presents superficial or inadequate data migration plan | 10 |
4. Skills Ontology & Competency Framework Design | Creates detailed, industry-specific skills ontology with clear hierarchical relationships and alignment to business needs | Designs appropriate skills ontology with adequate categorization and relationships | Develops basic skills structure with limited industry specificity | Presents generic or insufficient skills framework | 10 |
5. Change Management & Adoption Strategy | Develops comprehensive change strategy with stakeholder analysis, detailed communication plan, and adoption metrics | Provides solid change management plan covering key stakeholder groups and communication approaches | Outlines basic change management elements with limited stakeholder consideration | Presents minimal or generic change management approach | 10 |
6. Implementation Phasing & Timeline | Creates detailed implementation roadmap with realistic milestones, dependencies, and resource allocation | Develops solid implementation timeline with appropriate phases and resource considerations | Provides basic implementation sequence with limited detail on timing and resources | Presents vague or unrealistic implementation timeline | 10 |
7. System Configuration Specifications | Provides detailed TIH configuration plans with specific settings, integration points, and customizations | Outlines appropriate configuration approach with adequate technical detail | Presents basic configuration elements with limited specificity | Offers minimal or generic configuration details | 10 |
8. Training & Knowledge Transfer Planning | Designs comprehensive training strategy with role-specific content, delivery methods, and effectiveness metrics | Develops solid training approach with appropriate content and delivery methods | Outlines basic training elements with limited customization | Presents minimal or generic training plan | 5 |
9. Testing & Quality Assurance Strategy | Creates detailed testing methodology covering all system components, user scenarios, and acceptance criteria | Provides appropriate testing approach with adequate coverage of key functions | Outlines basic testing elements with limited detail on methodology | Presents minimal or inadequate testing approach | 5 |
10. Overall Communication Quality & Organization | Exceptionally clear, professional, and well-structured presentation with compelling visuals and narratives | Clear and well-organized presentation with effective supporting materials | Generally clear presentation with basic supporting materials | Disorganized or unclear presentation with inadequate supporting materials | 10 |
Submission Requirements
Students must submit both of the following:
- Detailed Implementation Report (PDF) - Comprehensive documentation addressing all 10 case study questions with:
- Executive summary
- Detailed analysis and recommendations for each question
- Implementation roadmap
- System configuration specifications
- Change management plan
- Supporting diagrams and appendices
- Implementation Presentation (PPT) - Concise presentation (15-20 slides) that:
- Summarizes key implementation strategies
- Includes visualizations of the proposed solution
- Highlights critical success factors
- Provides timeline and milestone overview
- Demonstrates ROI and business value
SAP SuccessFactors Artifacts Required
For each case study, students must create and include screenshots/documentation of:
- Skills ontology hierarchy in Job Profile Builder
- Sample Growth Portfolio configuration
- Opportunity Marketplace design mockup
- AI-driven talent insights dashboard design
- Integration architecture diagram
- User access/role matrix
- Sample competency model
- Change management communication plan
- Training curriculum outline
- Implementation timeline with key milestones
Grading Scale
Score Range | Grade | Performance Level |
90-100 | A | Excellent |
80-89 | B | Proficient |
70-79 | C | Developing |
60-69 | D | Needs Improvement |
Below 60 | F | Unsatisfactory |
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