IBM Smarter Workforce

FEBRUARY 2014 CLICK HERE for IBM Smarter Updates Workforce Business Partner Guide A Seller’s Roadmap to Success

This report was sponsored by IBM. This report utilized information provided by IBM and other companies including publicly available data. This report represents Maximum Press’s viewpoint and does not necessarily represent IBM’s position on these issues.

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2 TABLE OF CONTENTS

Chapter 1: The Journey to Become Smarter...... 5 Success Stories, References, Case Studies ...... 21 A Smarter Planet . 6 Web Content Syndication (for Your Web Site)...... 21 Using Analytics, Not Instinct ...... 6 IBM Global Financing...... 21 Social: The New Production Line...... 6 Technical Support for Business Partners. 22 No Individual Is a “Segment”...... 7 Finding Success on a Smarter Planet. 7 Chapter 3: Selling IBM Kenexa Solutions. 23 A Smarter Workforce. 9 Talent Acquisition...... 24 The Rise in Social Business in the Workplace...... 10 Employment Branding...... 24 The Rise of Big Data Analytics...... 11 Discovery Questions...... 25 The Rise of Mobile Technology ...... 11 Elevator Pitch...... 25 The Rise of the Independent Worker . 12 IBM Kenexa BrassRing on Cloud ...... 26 Introducing a Smarter Workforce. 12 Elevator Pitch...... 26 IBM and Kenexa ...... 16 The Buyer...... 26 A New Opportunity—for the Right Business Partners...... 17 The Need. 26 The Products. 27 Chapter 2: Sales Programs and Resources ...... 18 Questions to Ask ...... 27 Sales Programs...... 19 IBM Kenexa Assess on Cloud...... 28 Web Sites . 19 Elevator Pitch...... 28 Smarter Workforce on IBM.com (general public). 19 The Buyer...... 28 The IBM PartnerWorld Web Site. 19 The Need. 28 IBM Kenexa Smarter Workforce Sales Kit...... 19 The Products. 29 IBM Collaboration Solutions Portal . 20 Questions to Ask ...... 29 Education. 20 IBM Kenexa Prove it! on Cloud...... 30 IBM Kenexa Education ...... 20 IBM Kenexa Organizational Cultural Match Assessment. . . . 30 IBM Collaboration Solutions Educational Roadmaps. 20 IBM Kenexa Onboard on Cloud...... 30 Social Media Resources for IBM Sellers and Business Partners. 20 Elevator Pitch...... 30

3 TABLE OF CONTENTS

The Buyer. 31 Elevator Pitch. 42 The Need. 31 The Buyer. 42 The Product. 31 The Need. 42 Questions to Ask . 32 The Products. 42 Recruitment Process Outsourcing. 32 Questions to Ask . 43 Elevator Pitch. 33 Performance Management . 44 ZOOMRecruit . 34 Talent Recognition and Rewards. 44 Discovery Questions. 34 CompAnalyst. 44 Elevator Pitch. 34 Elevator Pitch. 45 Talent Leadership. 35 The Buyer. 45 IBM Kenexa Employee Engagement Surveys. 35 The Need. 45 Elevator Pitch. 35 The Products. 45 The Buyer. 36 Questions to Ask . 46 The Need. 36 Talent Manager Compensation Module. 47 The Products. 36 Talent Analytics . 47 Questions to Ask . 37 Survey Analytics Services. 47 Succession Planning. 38 Mobile Feedback . 38 Chapter 4–Related IBM Collaboration Solutions. 49 Talent Optimization. 39 Connections . 50 Kenexa Learning. 39 SmartCloud for Social Business . 50 Elevator Pitch. 39 WebSphere Portal . 51 The Buyer. 39 IBM Employee Experience Suite. 51 The Need. 39 The Products. 40 Smarter Workforce is Smart for Business Partners. 51 Questions to Ask . 41 IBM Kenexa Competencies . 42

4 CHAPTER ONE The Journey to Become Smarter

In this chapter, we cover some basics about building a Smarter Planet and a Smarter Workforce.

5 A Smarter Planet ics is increasingly helping business and government leaders look beyond their Since 2008, IBMers have been working own biases to discern real patterns and with companies, cities, and communities anticipate events. around the world to build a Smarter Planet. We’ve seen enormous advances, A decade ago, a police department devel- as leaders have begun using the vast sup- oped an analytics platform that created ply of big data to transform their enter- multi-layer maps and spreadsheets to prises and institutions through analytics, identify and verify patterns of criminal mobile technology, social business, and activity—visualizing knowledge about the cloud. Big data has changed how where, when, and how violent crime takes these leaders work, how they make deci- place. The police department changed sions, and how they serve their custom- its patrolling strategy as a result—and ers. And the ability to harness big data is reduced crime by 24 percent. giving their enterprises a new competitive edge in today’s era of “smart.” Social: The New Production Line

Using Analytics, Not Instinct In today’s knowledge economy, the exchange of ideas has become the new Executives have traditionally regarded means of production. The advent of experience and intuition as the keys to social and mobile technology is shifting Social networks shift value formulating strategy and assessing risk. in the workplace from employers’ competitive edge from hiring knowledge that people That type of thinking may have worked workers who gather knowledge to hiring possess to knowledge that they can communicate. in an earlier time of information scarci- workers who communicate it. ty—but not in the time of big data. When every company, every city, every country, A $15 billion cement maker wanted to every individual is increasingly intercon- create its ﬁrst global brand of concrete, nected with millions of others, the cost of which required a coordination of stake- a bad call can be devastating. But analyt- holders from each country. The company

6 Effective marketing no longer aims publicity at broad demographic groups—it opens conversations with individuals.

didn’t build a new lab. It built a social slices—based on age, income, job title, Finding Success on a business network. Employees in 50 coun- hobby, and the like—but as individuals. Smarter Planet tries formed one global active community Organizations that adopt these principles, whose collaboration helped launch the And this change is already underway. as thousands have, are smarter enter- brand in a third of the anticipated time. Call centers used to be evaluated by how prises. But using technology is only part quickly they could get employees to of the story. The other challenge now is spend more time with customers to learn No Individual Is a “Segment” culture: using this emerging technology about their needs. Advertising used to be In the age of mass production and mass to change entrenched work practices. media, marketers generally understood only about selling. Now, smarter market- and served broad population “segments.” ing starts conversations and delivers use- But the age of big data and analytics is ful services—to one individual at a time. revealing customers not as demographic

7 More on the Web • A Smarter Planet info on IBM.com • IBM Smarter Planet (2:14)

• IBM CEO Ginni Rometty on IBM Smarter Planet (58:17) Police have used big data and analytics to verify patterns of criminal activity, which has led to changes in their strategy.

8 A Smarter Workforce turn, help them find work that will use and means of communication, which we their full capabilities, the employee and thought impossible only 10 years ago. “I believe the real difference between success and failure in a corporation can very often be the employer will both benefit. This Information about each topic under the traced to the question of how well the organi- requires a fundamental shift in thinking sun is not only available, it is accessible zation brings out the great energies and talents and attitudes about work. Companies in real-time at the click of a button. The of its people.“ need to rethink the way they go about speed at which people can communicate —THOMAS WATSON, JR., FORMER CEO OF IBM attracting, empowering, and motivating and connect with others located virtually their employees. anywhere in the world is changing the Work. It is something nearly 3 billion fundamental way we live, and is making people do virtually every day, but accord- With the current model of work, employ- collaboration possible like never before. ing to a 2012 survey from Salary.com, few ees struggle to gain the right skills to This shift has dynamically changed the of us really enjoy it (Gouveia, 2012). As a succeed in today’s ultra-competitive job marketplace, and it is about to change society, we seem to view work as a neces- market, to find the best way to go about business. sary evil, something we have to do rather attaining meaningful work, and to de- than want to do. termine what kind of organization best The recent advancements in human matches with their personality. insight have been extraordinary. We have Through the years, work has gone from now reached a place in time where we a means of providing basic needs, to At the same time, employers struggle know what makes people good at what granting dignity, status, and satisfaction. to find top talent, to enable their employ- they do, individually and collectively. We Work will eventually become a means ees to do their jobs, to provide the also better understand the dynamics of of identity—a time when the work you necessary skills and training to adapt to talent and the science of human behav- do will proudly define who you are. This an ever-changing marketplace, and to ior like no other society in the history of evolution is placing added complexities leverage the best from the talent they mankind. on businesses as they engage the individ- already have. ual, recognize talent, attract the very best, The combination of technology and and open up channels of communication Today’s workforce is more empowered human insight has produced mounds and collaboration. If we can help employ- and informed than ever before because of big data around human behavior and ees understand their true talents and, in of recent developments in technology workforce tendencies that employers

9 have been collecting for decades through But now, with the power of technology their legacy human capital management and collaboration, those decisions are systems, but until recently have not been being made from the bottom up to match Social Independent able to extract and use. We now have the the ﬂow of collective information. And if Business Worker ability to recognize and analyze trends businesses are listening, they will take ad- that can literally predict behavior, identify vantage of it and see the fundamental dif- talent quickly, match capabilities to ference it can make to their bottom line. Mobile marketplace needs, retain the best, and This can make businesses more ﬂexible, Big Data Technology act on time-tested insights to drive nimble, and adaptable to market change and Analytics business outcomes. and, as a result, more successful.

Businesses are starting to look at work After considering all of this, we need to The four shifts changing the nature of work. from a human insight and analytics per- understand what is driving the change spective. Workers are more empowered in work. Four major shifts are making the First, let us examine the four shifts that than ever before and our interactions world of work increasingly interconnect- are changing the way we view work. through technology continue to change ed, instrumental, and intelligent. These the landscape of work. By combining four shifts are: the rise in social business, The Rise in Social Business these two things, we can become more big data and analytics, mobile technolo- in the Workplace predictive and use those insights to drive gy, and the independent and contingent We are connecting with each other business results. worker. Each of these shifts is accelerating more quickly than ever before, and we and magnifying many of the same prob- are doing it in new ways. Employers are This workforce shift evolves into a fun- lems we have today. And they will likely efficiently and effectively flattening their damental change in management style. create entirely new obstacles for employ- organizations, enabling their workforces Businesses have typically always run on ees and employers to overcome. But the to share knowledge, build expertise, and the premise of a top-down approach. good news is that the solution lies within organize and collaborate in new ways, Decisions are made at the executive level the model of the problem. The solution is inside and outside of their firewalls. and trickle down to directors, managers, the creation of a Smarter Workforce. and eventually, rank-and-file employees.

10 By embedding social tools, media, and gather, organize, and analyze public and Chief Human Resources Officer (CHRO) practices into their existing systems and internal data, and then using what they as a trusted advisor who can help solve processes, businesses are experiencing find to attract and hire candidates. business challenges through human up to 11 percent top-line growth, and capital initiatives. As a result, the CHRO their people are increasing their produc- From creating queries to predictive is making its way into the C-Suite, where tivity by up to 12 percent, according modeling and optimization, data and important business decisions are made. to a 2012 report from McKinsey Global analytics are revealing previously unseen Institute (Chui et al., 2012). relationships and correlations. Employ- The Rise of Mobile Technology ers are using these insights to guide who Think about the ways people access in- By implementing these platforms, em- and how they recruit, how they design formation and how it has changed during ployers are capturing volumes of data on their jobs to attract and retain talent, as the past two decades. Until recently, the behaviors, morale, and productivity of well as how they manage their workplace information was available in books and their workforces. They can organize and culture and develop their existing work- various publications and from interac- analyze that data to improve individual, force. More than 60 percent of employers tions with people. When the Internet team, and business performance. who actively use data analytics in human reached the masses, knowledge became capital issues believe it is creating a com- a readily available commodity and The Rise of Big Data Analytics petitive advantage for their organization people’s worlds were instantly opened Decisions once made based on limited according to a 2012 report from the IBM up to new ideas and new information information and gut feelings are now Institute for Business Value (Schroeck et from virtually all over the globe. being made based on insights extracted al., 2012). from the exabytes of information that Today, more than 75 percent of the employers collect from candidates and This tremendous source of data is also world’s population owns a mobile device, employees. Potential employees prepare changing the nature of the human re- according to a report by the World Bank for interviews by scouring job sites to sources (HR) profession. Now, HR leaders and infoDev (World Bank, 2012), so learn about a company and those who are able to present workforce challenges information is not only accessible, but make hiring decisions. Employers are based on quantifiable insights in a way available at your fingertips. As connec- using the same Web sites to actively that has not been available to them in the tivity becomes easier, collaboration is past. More and more executives see the achieved more rapidly and decisions are

11 made much more quickly. Organizations Meanwhile, employers are networking These dynamics present IBM and Kenexa from highly populated countries such as as well. They are building their own webs the opportunity to fundamentally change India and China are innovating at a faster of talent in order to fill talent gaps faster, the way we work by: pace than those from developed coun- to derive cost-savings from an adjust- • Augmenting the power of human tries due to the ability for people to be able workforce, and to boost the ability judgment connected through mobile devices. to innovate by regularly bringing in new • Significantly reducing hierarchies knowledge and fresh ideas. This shift in • Forming a true labor market The Rise of the the workforce can also change the culture • Creating radical transparencies across Independent Worker of organizations. Organizations will see organizations As human capital becomes the leading the impact new ideas have on the compa- • Causing career paths and best fit roles to source of sustained economic value, more ny and the psyche of employers, and will be predicted workers are striking out on their own. As likely become more open, more flexible, • Creating the new supply chain for the a result, employers are looking for better and more productive. 21st century workforce. ways to partner with independent and contingent workers to take advantage of Introducing a Smarter Workforce The era of big data analytics will not this new segment of the workforce. These dynamics require one collaborative replace human judgment, but rather point of view and solution to redesign supplement it, so decisions that were At the same time, people are network- work. And in fact, IBM, because of its once based on instinct will be made on ing with other people and employers to recent acquisition of Kenexa, a leading the basis of massive data sets consisting pursue the work they want to do, for who provider of business solutions for human of hundreds of variables. These variables they want to do it, and for when and how resources, is one of the only companies will include those that no person would they want to work. These workers are be- in the marketplace that takes each of ever think of—multi-variate statistical coming hyper-specialized and extremely these dynamics into account to provide models that can analyze these numbers mobile, and can be used to solve a press- solutions that help meet the workforce in real-time. IBM introduced Watson, an ing, short-term business need before challenges of today and tomorrow. artificially intelligent computer system, moving on to the next challenge. to the world in 2011 by having it compete on one of the leading televised quiz

12 shows in the United States. Watson’s The labor market inside each organization cognitive technology can enable em- will need to change as the percentage ployers to find answers to difficult human of independent and contingent workers resources questions through the deep rises. This transformation can bring about analysis and natural language process- the creation of a true labor force. This true ing of both demographic and behavioral labor force will be global, complete with data. The effect will be similar to what the a “common currency,” a “common lan- microscope and telescope have done for guage,” and the free flow of information. human vision, enabling people to see People will earn a “talent passport” that and understand what was rarely visible expresses their true value based on their before. actual skill set, achievements, and the continuous feedback of nearly everyone When work is done by people coming they interact with at work. The data on together, hierarchies can break down and this “passport” will enable virtually every organizations can open up. The border company and individual to rely on the between an organization’s employees and accuracy of the information, and locate ad hoc workers can become more porous. experts for projects and work at just the Departmental and functional silos in the right time, creating greater efficiencies workforce can become less relevant and and more highly engaged employees. the individual can be the “unit of analysis.” The traditional role of manager as a coach, This dynamic will enable each aspect of mentor, and resource allocator can change work to become more transparent, such to be more like a guide and facilitator. The as which jobs are available, what skill set leader can become the interconnection is needed, what it is like to work for a par- point in a flat social network, helping en- ticular company—even manager or lead- sure that for a period of time, the goals of er—and the value that an individual can the employer match those of the individu- bring to an organization. Real-time and al’s career. continuous data, analytics, and a culture

13 of transparency help enable executives In the new supply chain for the 21st cen- organizations thrive because of it. to make informed decisions much more tury workforce, people will become linked • Technology does not just drive efficiency, easily and will make it more important virtually and socially through the use of it fuels collective innovation. to match the right worker with the right mobile devices in a world of instant • Analytics is both a predictive and job. These changes can transform the connection and collaboration. People will management tool critical for driving notion of professional reputation, and create enormous pools of networks, skills, continual improvement. force people and organizations to rethink and expertise—ready and able to deploy how they manage, brand, and value their at a moment’s notice to help organiza- The end result is that people will become workforce. tions achieve their business goals. educated about career opportunities and their skills; have the tools to connect, With virtually all the big data, analytical So if we can harness the power of big organize, and collaborate socially so they techniques, and mathematical models data and analytics with human insight, can constantly tap into collective exper- now available, combined with behavior- human behavior, and workforce solutions, tise available at their fingertips; become al science, organizations will be able to along with social and mobile technolo- culturally aware and understand the type predict career paths and best-fit roles for gies, we could bring people and employ- of culture they will thrive in; develop lead- candidates and employees. Employers ers together to do more meaningful and ership skills to lead in flat organizations will have the ability to find the right peo- valuable work to drive business. We call it and empower real-time development ple the first time who possess the expert a Smarter Workforce. opportunities; and define work through skills required for their work. Individuals, talent and not jobs or roles. whether they work for a company or Bringing these elements together independently, will have a better chance and leveraging them to drive business At the same time, employers will become to find the right answers to questions outcomes is what a Smarter Workforce experts at using analytics to find the right they have before they start a job or begin is about. people; have the capabilities to leverage a career. This helps individuals find and skills quickly and in a virtual work envi- undertake meaningful, fulfilling work A Smarter Workforce is actually smarter ronment; assess, recognize, and reward because work is matched to their person- when: people continuously using social business ality and style. • Behavioral science identifies what tools; help employees learn continuously makes people good at what they do and and socially; use mobile devices as the

14 predominant work tools; think of the These are just a few examples of what it social network as the 21st century supply means to build a Smarter Workforce. More on the Web chain; predict performance, engagement, • IBM Whitepaper: Redesigning Work and business outcomes; and use the When companies reduce time-to-hire, Creates a Smarter Workforce • Smarter Workforce on IBM.com knowledge of their culture to more fully increase productivity, lower turnover, and engage their people to create stakeholder increase retention rates, business wins value. by getting its products to market faster, sharing collective knowledge, and being A Smarter Workforce makes smarter more creative and innovative. These com- businesses. panies truly understand how employees • One company used human analytics and impact the bottom line. It is not just good data analytics to help hire for the first business—it is smart business. Because time. This led to a 1.2 percent increase in what is good for people is good for busi- profits per customer, resulting in millions ness, and together, they can change the of dollars in added revenue for the com- world. pany. • A construction company empowered its employees with real-time solutions that leverage the company’s collective intelli- gence. As a result, new construction sales drastically increased by 40 percent. • Attracting the right talent through employment branding enabled a large, for-profit education institution to win the war for talent while slashing the cost for recruiting employees by $2 million.

15 IBM and Kenexa of its parts. Kenexa complements IBM’s strategy of bringing relevant data and More on the Web Even before being purchased by IBM in expertise into the hands of business • IBM Kenexa info on IBM.com December 2012, Kenexa was a leading leaders within every functional depart- • Smarter Workforce info on IBM.com • Talent management solution info on provider of recruiting and talent management, from sales and marketing to prod- ment solutions. Kenexa offered a unique IBM.com uct development and human resources. • Frequently asked questions combination of Cloud-based technology • News release: IBM Completes Acquisition and consulting services that integrated The adoption of social business of Kenexa both people and processes, providing technology is further accelerating the • The Power of a Smarter Workforce (2:48) solutions to engage a smarter, more ef- growth of big data and the need for fective workforce across their most critical analytics in the enterprise. The combined business functions. strengths of IBM and Kenexa provide organizations with unique capabilities Since the purchase, IBM has been busy that allow them to increase workforce blending Kenexa’s offerings with IBM’s efﬁciencies and gain insight from their own broad set of collaboration solutions. business information. While other companies offer human resource technology, no other company Chapters 3 and 4 provide an overview can match the breadth of Smarter and quick reference for the IBM Kenexa Workforce solutions that have emerged and collaboration solutions used to build from the marriage of Kenexa and IBM a Smarter Workforce. Collaboration offerings. This broad array of integrated solutions offers business value that is much greater than the sum

16 A New Opportunity—for the Manager, etc), Other C-Suite LOB (Line of Right Business Partners Business) • Main customers have between 1000–5000 By combining the strengths of IBM employees Kenexa offerings with the wide range • Sellers and/or consultants (customer of IBM Collaboration Solutions, IBM facing) have skills in the HCM (Human Business Partners can offer their clients Capital Management)/HR (Human an unmatched capability to build a Resources) area smarter workforce. • Expertise in the HCM (Human Capital Management) area The type of business partners that are • Partnership in the HCM (Human Capital likely to have the most success selling Management) area. IBM Smarter Workforce solutions typically have the following characteristics: • A company focus on HR (Human Resources)/HCM (Human Capital Management) Consulting, HR/HCM Solution Implementation, HR/HCM Inﬂuencer • A core competency of Workforce Management • More than three bearing quota sellers (in an incentive plan) • Customer contact with CHRO (Chief Human Resources Ofﬁcer)/HR Directors & VPs, Other HR related functions (Hiring Manager, Talent Manager, Compensation

17 CHAPTER TWO Sales Programs and Resources

This chapter provides general information and valuable sales programs, tools, and other resources that will help you maximize your success in selling IBM Smarter Workforce Solutions.

18 sive public information about all things Sales Programs More on the Web related to the IBM corporation. IBM reﬁnes business partner marketing • IBM Collaboration Solutions PartnerWorld and sales program on an ongoing basis. landing page More on the Web Follow the link in the “More on the Web” • IBM PartnerWorld home page • IBM PartnerWorld news and newsletters box to stay abreast of new business part- • Smarter Workforce on IBM.com • PartnerWorld membership levels ner programs that can help maximize • Join IBM PartnerWorld your success. The IBM PartnerWorld More on the Web Web Site • IBM sales and incentive programs for IBM Kenexa Smarter business partners IBM maintains a Web site called Workforce Sales Kit PartnerWorld which has a great deal of The Kenexa Smarter Workforce Sales Kit information of use to all IBM Business is a regularly updated set of sales tools Partners worldwide. On the site you will you can use in selling Smarter Workforce Web Sites ﬁnd the latest presentations and mar- solutions. Resources include brochures, keting materials (such as brochures, data In this section, we introduce several IBM frequently asked questions, white papers, sheets, and case studies) as well as com- Web sites that are helpful to those selling case studies, and more. Check the link in petitive information, consultant reports, IBM Smarter Workforce Solutions. the More on the Web box regularly to see IBM white papers, education and events, what is available. tools, technical support, and much more.

Smarter Workforce on More on the Web IBM.com (general public) You will need your IBM-assigned user ID and password to access some areas of • IBM Kenexa Smarter Workforce Sales Kit IBM.com is the ofﬁcial corporate Web site PartnerWorld. If you don’t have your user providing information about IBM prod- ID and password, you can contact IBM ucts, services, and technology to the gen- PartnerWorld for help. (Follow the link eral public. It is a source of comprehen- provided in the “More on the Web” box.)

19 IBM Collaboration IBM Kenexa Education that will lead to success. Follow the link in the More on the Web box for more Solutions Portal Learn more about Smarter Workforce and information. There is a special section of the IBM.com Kenexa solutions by listening to recorded Web site dedicated to IBM Collaboration sessions delivered by leading sellers. Start More on the Web Solutions. It offers introductory informa- with 101 sessions, which cover subject tion, news and event info, as well as and domain knowledge. 201 sessions • ICS educational roadmaps product offering details. provide guidance on sales, buyer needs, qualifying questions, product demos, customer success stories, and more. More on the Web Social Media Resources for • IBM Collaboration Solutions info on Also available is a video demo series for IBM Sellers and Business IBM.com each Kenexa solution area, offering an in Partners depth look at the products. Social media is an increasingly important tool for connecting with our customers. Education More on the Web In order to create a more consolidated • Kenexa sessions and more in the Smarter approach supporting IBM social business, As with almost any endeavor, time spent Workforce sales kit we have identiﬁed key social media educating yourself and your team on accounts. Please take some time to review appropriate topics such as selling tech- them and actively participate: niques and product offerings will help • Follow and comment on the you succeed. In this section, we discuss IBM Collaboration Solutions Social Business Insights blog, Twitter options for you to obtain the IBM Collabo- Educational Roadmaps (use hashtag #IBMSocialBiz). ration Solutions education you need. IBM published suggested sequences • Visit the Social Business Tweets activity of educational courses in the form of every Monday for ideas on new Tweets More on the Web roadmaps for learning IBM Collaboration and topics. • IBM Collaboration Solutions education on Solutions for sales and technical sellers IBM.com who wish to gain the fundamental skills

20 • Do not create new social media IDs/ these success stories with customers to More on the Web handles if you do not have a long-term advance the sell cycle. plan to support them. If you need a lan- • Web content syndication guage specific ID, please contact Donna To browse customer success stories, Bieg for guidelines. follow the links provided in the “More on the Web” box. IBM Global Financing More on the Web IBM Global Financing (IGF) continues to • IBM Social Business info on IBM.com More on the Web focus on meeting customer needs by • Social Business Social Media Aggregator • Social Business success stories • IBM Digital Media Library concentrating on key business areas: • YouTube: IBM’s channel leasing and lending, remarketing and • Social Business Insights Blog refurbishing, and asset management. IGF • Social Business Twitter Web Content Syndication conducts business in more than 40 coun- • Social Business Facebook (for Your Web Site) tries, financing IBM and non-IBM hardware, software, and services, with a full IBM Business Partners who market and range of flexible, low-rate offerings. IGF’s sell IBM offerings can improve their Web Success Stories, References, customers find that financing their infor- presence for FREE by leveraging syndi- Case Studies mation technology solutions offers many cated Web content from IBM.com to their advantages in both robust and difficult It is often helpful to make prospective own Web sites. IBM has teamed with economic climates because financing customers aware of other businesses that WebCollage, Inc. to provide the capability frees up their capital for other invest- have successfully implemented Smarter for Premier, Advanced, and Member level ments. Many information technology Workforce solutions. For this reason, PartnerWorld participants to receive Web installations, including those for customer IBM maintains a database of existing content dynamically delivered into their relationship management, data mining, customer success stories, complete with Web sites. and e-business, require a substantial company profiles, identified needs, solu- investment. IGF financing enables cus- tions, and resulting benefits. You can use tomers to pay for their new technology in affordable monthly payments during the

21 life of the project. Our customers run the technical sales support, as well as gamut from the smallest, family-owned Competeline for win strategies and business purchasing a single server and competitive information. software to the largest, multinational • Remote solution design assistance/ corporation, acquiring tens of thousands review of PCs for offices on several continents. In • Technical marketing assistance addition to working directly with custom- • Product and promotion information ers, we work with IBM Business Partners • Configuration assistance to provide financing for their clients and • Competitive product information to help them build their own businesses. • Sales strategy information • Solution assurance assistance. More on the Web • IBM Global Financing Follow the links in the “More on the Web” box to access Technical Sales Support online (region selectable). Technical Support for Business Partners More on the Web • Contact Techline Technical sales support from IBM • Technical Sales Library provides Business Partners with extensive • PartnerWorld technical resources and pre-sales support through the support PartnerWorld program online via the Web and by voice. Voice support can be accessed via PartnerWorld Contact Services, the single point of entry to all key support organizations. PartnerWorld Contact Services provides access to Techline for hardware and software

22 CHAPTER THREE Selling IBM TALENT Kenexa ACQUISITION Solutions TALENT ANALYTICS

In this section we will take a look at the IBM Kenexa offerings and provide Science TALENT Precision LEADERSHIP valuable sales guidance. Data AND ENGAGEMENT

TALENT RECOGNITION AND AWARDS TALENT OPTIMIZATION

23 The IBM Kenexa solutions are divided into Talent Acquisition attract, loyal customers and candidates five Smarter Workforce categories which who fit their culture. include: IBM Kenexa talent acquisition solutions help businesses attract the right candi- • Talent Acquisition The key to creating a powerful internal or dates to the right roles through precision • Talent Leadership employment brand is discovering what and science, and using social tools to • Talent Optimization makes your company unique. We use pro- make them productive more quickly. • Talent Recognition and Rewards prietary cultural assessments to dig into • Talent Analytics. the soul of your organization and define Employment Branding your authentic brand. Then we translate Let’s take a look at each. Brands are meaningful, whether it’s an the insights we’ve uncovered into creative external brand or an internal brand. The communications that help attract talent- companies with the strongest brands ed people who will thrive in your culture More on the Web have the power to connect with, and and retain top performers who shape it. • The five solution areas of a Smarter Workforce

Locate Expertise Strategic Planning

Onboard

From Candidate Funnel to Tunnel Attract Source Select

24 Our web design and development • Do you have a career site that appeals to The key to creating a powerful internal or experts ensure that your unique culture candidates for your most critical jobs or employment brand is discovering what is clearly and creatively expressed job families? makes your company unique. We use through your organization’s career site • Does your career site let candidates interviews, focus groups, and proprietary and external facing media. It’s the perfect experience your culture before applying? cultural assessments to dig into the soul way to connect with candidates who are • Do you feel you could articulate the of your organization and define your the right fit and provide them insight essence of your internal culture to a new authentic brand. Then we translate the into your culture before they enter the employee? insights we’ve uncovered into creative application process. • Does your recruitment advertising reflect communications that help attract talent- your culture and your employee value ed people who will thrive in your culture Discovery Questions proposition? and retain top performers who shape it. • Do you feel like you have an employer brand that defines what it is like to work Elevator Pitch Our web design and development for the organization and represents your The key to creating a powerful employ- experts ensure that your unique culture core values? ment brand is discovering what makes is clearly and creatively expressed • Do you ever have employees join your your company unique. Through our cul- through your organization’s career site organization that just don’t fit in? tural research process we can translate and external facing media. It’s the perfect • What if you could easily leverage the this into creative communication and way to connect with candidates who are expertise of marketing and use it to its career sites that help attract talented the right fit and provide them insight advantage for employee recruiting and people who will thrive in your culture. into your culture before they enter the retention? application process. • Does your career site reflect your Brands are meaningful, whether it’s an organization’s culture so you can draw external brand or an internal brand. The talent more like your top performers? companies with the strongest brands • Does your career site offer candidates have the power to connect with, and transparency into the culture and daily attract, loyal customers and candidates life of the organization? who fit their culture.

25 IBM Kenexa BrassRing on Cloud More on the Web Why is Talent Acquisition Elevator Pitch Public Important? • Kenexa Employment Branding info on IBM Kenexa BrassRing on Cloud • The landscape for recruiting and retaining Kenexa.com delivers a proven solution that enables talented employees is increasingly competi- • Kenexa Employment Branding brochure tive many of the world’s largest and most • Kenexa Employment Branding blog search • An aging workforce creates a talent crunch • Kenexa Employment Branding Twitter successful organizations to attract, • Talent is directly related to the success of search engage, and hire top talent. Our on- organizations demand global recruiting solution is Business Partners highly configurable, scalable, and offers The Need • Kenexa Employment Branding info on unparalleled flexibility and extensive PartnerWorld language support, allowing organizations • HR • Kenexa Employment Branding - Needs to attract and recruit top talent competitive info on COMP to find, hire, and retain the best person for each position. BrassRing enables your - Needs to source people who best fit the • Kenexa Employment Branding services organization to engage candidates and organization’s culture and business (3:36) collaborate with recruiters and managers needs through award-winning mobile and - Looking to cultivate a more global, social technologies. flexible, and diverse workforce - Needs a solution to meet the needs of a The Buyer global workforce - Trying to create a collaborative • Decision Maker: VP of Recruitment/HR recruitment process that integrates • Primary Influencer: Director of Talent across HR solutions Management, Project Manager, Director • Senior Management of Procurement, IT Security, IT Apps - Wants to leverage talent acquisition technologies to drive competitive The buyer is focused on attracting, advantage sourcing, engaging, hiring, and retaining - Needs to improve business operations quality talent. and management decision making

26 - Needs tools to support a borderless • Part of Integrated Talent Suite • Is your career site engaging talent? Have organization to work globally with (Assessments, Onboarding, you incorporated the latest social tools? peers, hiring managers, and employ- Performance, etc.). • How are you managing your sourcing ees to source the best talent and drive activities? Are contacts from your social down costs. Questions to Ask networks (e.g., LinkedIn and Facebook) • What are the challenges facing your integrated into the talent acquisition The Products organization today around talent workflow? Have you considered a Candi- IBM Kenexa BrassRing on Cloud acquisition? date Relationship Management system delivers a proven solution that enables • How do you attract, engage, and hire as part of Talent Acquisition for a holistic many of the world’s largest and most quality talent? view of talent from source through hire? successful organizations to attract, • Are you facing hiring shortfalls? Resume • Do you have an hourly workforce? engage, and hire top talent. Our on- overload? Are you having difficulty training store demand (SaaS) global recruiting solution • Do you have screening and automation or restaurant managers on your hiring is highly configurable, scalable, and in place to help you easily find quality process? Would they benefit from a offers unparalleled flexibility and talent? simplified mobile user experience extensive language support. BrassRing • Do you have enough recruiters on staff (RapidHire for BrassRing for retail and offers a wide range of capabilities, to successfully evaluate applicants? hospitality managers). including: Would your organization benefit from More on the Web • Award winning mobile recruiting automating the screening and assess- • Socialization of recruitment ment of talent? Public • Recruiting info on Kenexa.com • Candidate Relationship Management • Are you engaging talent via social media today? • BrassRing data sheet (CRM) • BrassRing blog search • Are you reaching talent on mobile • Global, configurable, flexible • BrassRing Twitter search • Rules Automation Manager devices? Do you have a mobile talent • Event Manager acquisition strategy in place? Can Business Partners • BrassRing info on PartnerWorld • Mobile Hourly Hiring (RapidHire) applicants complete their full job application on a mobile device? • BrassRing Competitive Insights

27 IBM Kenexa Assess on Cloud The buyer is focused on recruiting, • Identify those with skills to support attracting, and promoting talent within organizational growth goals or identify Your organization has unique needs, the organization. existing gaps drivers, and culture—and we can deliver • Improve visibility into talent across the the appropriate blend of ready-to-use The Need organization and tailored assessments to ensure you’re • Improve business results through better • Increase the quality of the applicant pool driving talent metrics that influence quality candidates • Deliver assessments in multiple business metrics. • Improve performance and productivity languages of individuals • Configurable assessments based on Elevator Pitch • Reduce turnover unique specifications/branding needs • Drive business decisions from accurate Almost every organization’s business • Sift through applicants quickly data with strong analytics and reports performance hinges on the success of • Receive objective data for hiring and a certain job family or job role. And promotion decisions organizations want to hire more like their very best employees to help drive Types of Assessments Where Assessments Delivery Platform business outcomes. Kenexa’s assessments are Used measure capacity, capability, and organizational culture fit to help you select • Skills • Accounting • Integrates with ATS or as • Behavioral • Call Centers stand-alone solutions the right people to drive success in your • Personality • Finance • Deploys quickly and easily organization. • Cognitive ability • Healthcare • Extremely configurable • Culture fit • IT - Flexible scoring methods The Buyer • Experience/Bio-data • Industrial - Timer options • Human Resources Manager/Director • Situational judgment • Legal - Configurable branding • Talent Acquisition Manager/Director • Simulations • Office/Professional elements • Retail - Status bar • Business Unit Leader • Technical • Hiring Manager. Kenexa assessments at a glance.

28 The Products Questions to Ask More on the Web More and more companies are using • What are the key job families and how Public pre-hire assessments to help them under- do you measure performance? • Assessments info on Kenexa.com stand the critical, job-relevant attributes • Are employee performance and tenure • IBM Kenexa Assess on Cloud blog search of candidates and employees. We know if exceeding expectations? Describe any • IBM Kenexa Assess on Cloud Twitter search a company partners with a provider that gaps between actual and desired perfor- understands what makes people good at mance/tenure. Business Partners • Assess on Cloud info on PartnerWorld what they do, it will result in higher per- • What is the projected number of new • Assess on Cloud Competitive Insights formance, increased engagement, quicker hires over the next 12 months (in each time-to-productivity, and lower turnover. key job family)? • IBM Kenexa Assess demo (4:17) IBM Kenexa Assess on Cloud is a dynamic • Are you getting the quality of candidates administration system that brings togeth- you need? er Kenexa’s unparalleled content library, • How is your turnover? consulting expertise, and best-in-class • How many different assessments are you technology to provide the most powerful using now? solution to help your organization find • Would it be beneficial to combine into the very best people and maximize their one assessment that would still provide performance. the results you need to predict performance while reducing drop off rates? • How flexible is your current provider? Are you able to configure your assessments to match your branding?

29 IBM Kenexa Prove It! on Cloud Assessment will help match the values IBM Kenexa Onboard on Cloud of candidates with the values of the IBM Kenexa Prove It! on Cloud gives you With IBM Kenexa Onboard on Cloud, company—increasing overall job the power to identify and select the most you can provide a personalized onboard- satisfaction and retention. talented candidates. It includes over 1000 ing roadmap with clarity and line of sight validated assessments for clerical, soft- to performance milestones, progress Organizational Cultural Match ware, call center, behavioral, financial, measurement, and integration of new Assessment benefits: healthcare, industrial, and technical job employees into your company culture. classifications. • Increase new hire job satisfaction and engagement Elevator Pitch • Create a positive brand impression More on the Web • Reduce turnover and increase company First impressions count! Your recruitment Public stability and onboarding processes strongly affect • Prove It! brochure on Kenexa.com (PDF) • Implement succession plans for your employees’ personal investment and • Prove It! blog search candidates most likely to stay with level of discretionary effort that carries • Prove It! Twitter search the organization. through their career with your company. Business Partners The IBM Kenexa onboarding experience • Prove It! info on PartnerWorld More on the Web empowers you to provide a rich, mean- • Prove It! Competitive Insights Public ingful, and personalized experience to • Organizational Cultural Match Assessment your people starting in new positions. brochure on Kenexa.com (PDF) IBM Kenexa Organizational • Kenexa Organizational Cultural Match Cultural Match Assessment Assessment blog search “Why is onboarding Important? Companies • Kenexa Organizational Cultural Match IBM Kenexa Organizational Cultural with standardized onboarding experienced Assessment Twitter search 50% greater new hire retention, 54% new hire Match Assessment captures the unique productivity, and 2x new hire engagement. culture of your organization. When Business Partners Companies using onboarding technology selecting qualified candidates, it is • Organizational Cultural Match Assessment experienced 10% increase in hiring manager info on PartnerWorld important to ensure they will thrive satisfaction”. • Organizational Cultural Match Assessment —ABERDEEN GROUP in your environment. Using Competitive Insights Organizational Cultural Match

30 The Buyer processes—for a consistent employee • Ensure the best possible new hire • Human Resources Manager/Director/ experience. experience CHRO • Automation of onboarding processes— • Electronic new hire packets—Manage • Talent Acquisition Manager/Director electronic new hire packets, data accu- all new hire paperwork electronical- • Business Unit Leader. racy, better experience, and huge cost ly, including your corporate forms— • The influencers—IT, Compliance Officers, savings. significant time and cost savings Procurement. • Improve new hire time-to-productivity The Product • Reduce voluntary turnover and non- The Need IBM Kenexa Onboard on Cloud is our starts • Build long-term employee productivity, Getting new employees excited, en- flexible, global onboarding solution that retention, and engagement gaged, and connected into the company provides a seamless bridge between the • Comply easily with employment regula- culture, and productive in the shortest candidate experience and the employee tions—we offer a forms library with key period of time. experience. Onboard is a powerful web- based application that eliminates paper, U.S. federal forms like I-9, W-4, as well as • New hire retention—25% of new hires cycle time, and data-entry errors associ- state tax withholding forms quit before year one. The economics of ated with onboarding new employees. It • Manage all the details with dashboard sheer hiring and re-hiring is not working. helps ensure that you are providing your reports, triggered notifications, and • New hire engagement—Record job employees what they need to do their provisioning tools dissatisfaction and poor performance— jobs effectively by helping your compa- • Integrate with your HRIS and other one-third of employees fail in their job. ny extend a positive brand impression corporate systems. • Faster time to productivity—It takes through ongoing communication and 18 to 22 weeks to get managers up and socialization that reinforces your culture. running. • Compliance needs—regulatory or Key Benefits company. • Create a welcoming first impression and • Standardization of onboarding reinforce your reputation as an employer of choice

31 Questions to Ask Recruitment Process Outsourcing More on the Web • Do you have a defined onboarding You don’t need a one-size-fits-all RPO Public process? Do your new hires get a consis- • Onboarding info on Kenexa.com solution. Instead, you need a solution tent onboarding experience all across • Kenexa Onboarding blog search designed around you to give you the location/job family/managers? • Kenexa Onboard Twitter search right combination of on-site, onshore and • What is your new hire time to produc- offshore resources to find the candidates tivity? What are your new hire retention Business Partners you need—when you need them. That’s • Onboarding info on PartnerWorld metrics? why we have more than 30 locations • Onboarding competitive info on COMP • How much money did it cost to hire an globally and 11 Centers of Excellence employee and what are the costs if you • Onboarding demo (3:01) working around the clock to reach talent have to replace them in 90 days? and deliver them to your recruitment • What is the employee turnover rate in the team. first 90 days? How does that compare by job or job family? We know that finding the best candidates • What are you doing to ensure new hire is your top priority. Our unique project engagement? team structure makes sure that we find • How are you supporting your line you top talent quickly—a priority during managers to onboard better? the entire sourcing, recruiting, and hiring • Are you paying a separate vendor process. With an RPO offering designed for I-9s? And do they charge you a to support your hiring volumes, we can transaction fee? adjust support as you need it. The bottom • Who do you onboard? (new hires, line is we work to deliver a recruitment existing employees, etc.) solution that’s designed around you. • What activities are covered in your onboarding solution? (e.g., new hire paperwork, compliance—I9, E-Verify, data integration with other systems, standardization of processes)

32 Kenexa Recruitment Services benefits: Our unique and proven approach has More on the Web • Increase hiring speed helped us source over 50,000 candidates for some of the world’s top companies— Public • Improve quality of candidates • Recruitment Process Outsourcing info on decreasing time-to-hire, reducing costs, • Reduce hiring and recruitment costs, and Kenexa.com agency fees and shaping recruitment strategies that • Kenexa Recruitment Process Outsourcing • Utilize a unique recruitment process only work. We will find your organization the blog search we can offer right candidate—the first time. • Kenexa Recruitment Process Outsourcing Twitter search • Scale solutions globally to fit your What makes us unique in the market is needs—when you need them. Business Partners that we offer a complete recruitment • Recruitment Process Outsourcing info on Elevator Pitch process outsourcing solution—from PartnerWorld sourcing to technology to recruitment • Recruitment Process Outsourcing We know that making quality hires is marketing—designed around your needs. Competitive Insights your number one priority—and we’re The process starts with research to here to make that happen by creating a understand your organization and its • Recruitment Process Outsourcing recruitment strategy designed around overview (1:22) talent needs. You want more like your top you. Making the right hires for your performers, right? We help discover how organization helps you build a more to find more like your best. Those who productive workforce. With over 20 years will succeed in your organization. A of consultancy expertise and experience, tailored sourcing strategy is designed Kenexa recruitment solutions is the only and a recruitment team is created to company with the content, technology, support your unique recruiting needs. and services to create a custom recruitment solution designed specifically for your needs.

33 ZOOMRecruit Discovery Questions the expertise of our recruiting teams with Kenexa Social Solutions, you can be sure As your business grows and changes, • Are you experiencing an increase in that ZOOMRecruit will get you the talent your hiring needs will likely change too. hiring? you need—when you need it. You may experience times when your • Does your team have the bandwidth to hiring needs fluctuate dramatically for a keep up with this uptick in hiring? We also know that quick implementa- few weeks, a few months, or even longer. • Are you using a search firm or tion is key to a successful project-based Kenexa ZOOMRecruit is an ideal solution contingency firm to augment your solution. When it’s time to ramp up your when you need to find top talent quickly. hiring needs? • Do you need to scale up or down your business, the ZOOMRecruit solution can be quickly implemented in as little as ZOOMRecruit uses various methods recruiting needs quickly and easily? two weeks. Our dedicated team of of sourcing—from active to passive to experienced and expert recruiters works hidden candidates. We can help you Elevator Pitch seamlessly with your staff to augment uncover the talent you need for your When you need to fill critical jobs your hiring needs. Your Kenexa ZOOM- organization quickly and efficiently. quickly, it’s a matter of meeting deadlines, Recruiters will source, screen, and deliver or missing them—and we know missing top talent in a short period of time. Here are some ZOOMRecruit benefits: them isn’t an option. That’s why we offer IBM Kenexa ZOOMRecruit—our man- • Find quality candidates quickly Overall, ZOOMRecruit provides a tailored aged, short-term option that offers your • Reduce candidate time-to-fill solution by offering the right combi- company a quick-hitting solution to • Supplement your existing resources to nation of on-site, onshore and offshore hire candidates swiftly, efficiently, and support hiring peaks resources to deliver the candidates you effectively. • Minimize recruiting costs and reduce need—when you need them. With risks Centers of Excellence located around the ZOOMRecruit is ideal for organizations • Enhance candidate alignment and world, our solutions use technology and needing to adapt quickly to changing retention human ability to reach hard-to-find can- market needs. The strength of this offer- • Implement in as little as two weeks. didates and deliver them in real-time to ing comes from the depth of experience your recruiters, or in many cases, directly and knowledge that Kenexa, an IBM to your hiring managers. company, offers. And when you combine

34 ZOOMRecruit fits your need to fill a More on the Web Talent Leadership smaller hiring need fast. We can base project work on geography, job type, or Public IBM Kenexa talent leadership and • ZOOMRecruit info on Kenexa.com the number of positions you need to fill. engagement solutions connect the • ZOOMRecruit blog search power of a highly engaged and fully With our ZOOMRecruit option, we • Kenexa ZOOMRecruit Twitter search uncover the candidates you need quick- enabled workforce with leaders aligned ly, reduce your time-to-fill, offer tailored Business Partners with critical roles to optimize organiza- sourcing strategies for specific hiring • ZOOMRecruit info on PartnerWorld tional performance. needs, and minimize your recruiting • ZOOMRecruit Competitive Insights costs. Now that’s a solution that moves. Kenexa Employee • ZOOMRecruit overview (1:27) Engagement Survey IBM Kenexa will design a survey to work the way you work, ask the kinds of questions you need to ask, and then focus on the key items that you need in order to create a more engaged and productive workforce. Because when your workforce is engaged, your people work harder, stay longer, care more, and find more gratifica- tion in helping your company succeed.

Elevator Pitch The ﬁrst step in moving an organization forward is getting an accurate measurement of employee engagement—understanding manageable factors that cause

35 • Need to translate employee feedback into actionable, meaningful insights • Need to measure and maximize employee engagement • Have a high level of turnover or low Culture Fit levels of engagement Capacity • Need to measure employee engagement speciﬁc to business outcomes and organizational priorities.

The Products Capability IBM Kenexa provides employee engagement surveys, helping organizations listen to their employees and take action to improve engagement and better drive business outcomes. The Kenexa solution can either be highly configurable, including complex administration and reporting your people to work harder, stay longer, • Marketing and communication needs, or more pre-configured solutions and care more. • Leaders looking to maximize the for turnkey implementation and rapid performance of their employees. results. The Buyer • Human Resources Manager/Director/ The Need Research has proven that when employ- CHRO • Need a closer relationship with employees are engaged, the business grows. • Organizational development or ees to better understand the elements Kenexa defines employee engagement effectiveness that can help drive further improvement as the extent to which employees are • Leadership development and higher performance motivated to contribute to organization- • Organizational learning al success, and are willing to apply dis-

36 cretionary effort to accomplishing tasks Combined, these measures form Kenexa’s • What is your company’s approach to important to the achievement of High Performance Engagement Model linking measures of engagement with organizational goals. The most validated (HPEM), which is measured through business performance? measure of employee engagement is employee engagement surveys. • How does your organization identify an index consisting of a workforce’s and prioritize key elements to improving responses to the following questions: Questions to Ask engagement? • I am proud to work for this company • What are the most important jobs or job • Overall, I am extremely satisﬁed with this families that will allow your organization company as a place to work to deliver on the identiﬁed vital business • I would gladly recommend this company strategies? as a great place to work • What organizational factors are impact- • I rarely think about looking for a new job ing your company’s performance? with another company. • What drives engagement within your organization’s employee population? Beyond engagement, the company • What initiatives are you systematically must also create an environment where implementing (have you implement- committed employees are enabled to ed) that are helping your organization succeed. We measure high performance achieve measurable improvement? enablement via questions such as: • How are you performing with respect • Senior management is committed to to employee retention? What is your providing high quality products and employee turnover? What are you doing services to external customers. to improve turnover in your key jobs or • Where I work, we set clear performance job families? standards for product/service quality. • How are you maximizing employee per- • Customer problems get corrected quickly. formance? How do you distinguish be- • We regularly use customer feedback to tween good and excellent work? How do improve our work processes. you discern or identify these differences?

37 Succession Planning More on the Web More on the Web TalentManager delivers an integrated Public Public solution that meets your talent manage- • Employee Engagement Survey info on • Succession Management info on Kenexa.com ment needs. Featuring powerful, flexible Kenexa.com • Kenexa Employee Engagement Survey modules that tailor to your organization, • Succession Management Brochure (PDF) blog search TalentManager helps you create organi- • Kenexa succession management blog search • Kenexa Employee Engagement Survey zational alignment, connect rewards with Twitter search • Kenexa succession management Twitter performance, and manage your talent search Business Partners pipeline—resulting in better outcomes • Selling Series: Employee Engagement at both the individual and organizational Business Partners Survey solutions level. • Succession management info on • Employee Engagement Survey info on PartnerWorld • Succession management competitive info PartnerWorld The Succession Planning module from on COMP • Employee Engagement Survey TalentManager helps you identify internal competitive info on COMP candidates with the necessary skills, competency ratings, and performance histo- Survey App allows you to create single • Mobile Feedback Survey App demo (2:36) ries who best fit your succession planning item surveys or polls and distribute them strategy. You can compare candidates • ZOOMRecruit overview (1:27) to a specific group within your organiza- side-by-side, recognize skill gaps, and tion, helping you gain immediate feed- create appropriate development plans to back on critical business initiatives, stay build a deep talent pool. connected with your workforce, and get the insights you need to move your Mobile Feedback business forward. Kenexa Mobile Survey App is the latest survey tool for social mobile polling and feedback available for Apple, Android, Blackberry, and Windows devices. Mobile

38 Mobile Survey App combines all the rich Talent Optimization Elevator Pitch history, insight, and consulting expertise Our learning solutions help you optimize IBM Kenexa talent optimization Kenexa has as a global leader in em- your workforce by enabling them to more solutions help business rapidly develop, ployee surveys with the latest in mobile effectively collaborate, converse, and deploy, and optimize workforce skills survey technology. Our new tool com- learn while making it easier for them to and capabilities, while capitalizing on an plements your existing engagement and ﬁnd information at the “moment of need.” action planning programs, and empowers interconnected, social, and collaborative workforce. your company to pinpoint instant feed- The Buyer back on important business decisions. • L&D Leaders: VP, Director, Manager With Mobile Survey App, you can: Kenexa Learning (in some cases) Our Learning solution help you derive • Gather real-time data from your • Departments: Learning, Learning more worth from your people assets and employees on important topics & Development enable them to more effectively collabo- throughout the year • Training, Educational Services, HR rate, converse, and learn while increasing • Create an environment of continuous (Europe). listening within your organization their social and knowledge capital. • Gain insight on critical business initiatives The Need from your employee population. “Why is learning Important? Combining performance, compensation, career growth • Social Learner Management & LEARNING results in a 91% engagement by - Wants/needs to increase efﬁciencies, More on the Web employees (vs. 4%)”. increase cost savings, or improve Public —KENEXA HIGH PERFORMANCE INSTITUTE processes • Mobile Survey App info on Kenexa.com • Mobile Survey App user guide (PDF) - Has issues managing/documenting • Kenexa Mobile Survey App blog search their learning manually (spreadsheets, • Kenexa Mobile Survey App Twitter search etc.) - Needs to track a blended learning Business Partners program (classroom, virtual class- • Mobile Survey App info on PartnerWorld room, elearning, mobile, independent) • Mobile Survey App Competitive Insights through their LMS

39 - Needs to track learning for compliance - Needs to empower their workforce/ support of classroom, virtual class- regulations customers/partners to connect, inter- room, elearning, mobile, independent - Needs to leverage online social learning act, and share ideas and insights learning within their organization - For the student, enables simple search • Content Development & Management The Products of courses, easy enrollment and prog- - Wants to reuse or repurpose content • Social Learner Management: IBM Kenexa ress tracking for formal, social, or mo- - Has frequent content updates LMS on Cloud bile learning as well as creation and - Needs to develop content for multiple - Administrate, document, track, report, monitoring of personal education modes of delivery and deliver content and courses in plans, skills, and competencies - Needs personalization of content for various audiences/languages - Needs to meet compliance regulations DEVELOP - Needs to reduce L&D budget or headcount GROW • Mobile Content LEARN - Needs to develop mobile content for: communications, sales, or partner BE RECOGNIZED enablement, “snack”-learning, compliance training, performance support, COLLABORATE policy/regulations updates, surveys, customer/product updates ENGAGE • Social Business Software - Needs to break down geographic, organizational, and time barriers for their workforce/customers/partners - Needs to leverage the social knowledge that exists within their organization or with customers/partners 40 - For managers and administrators, colleagues and experts by using and - Do you develop content for multiple enable automated enrollments and integrating a wide breadth of so- modes of delivery? Languages? process workﬂows, and gauge progress cial software capabilities in a secure • IBM Kenexa Hot Lava Mobile through advanced real time drill-down environment - Do you have a mobile workforce you analytics capabilities - Integrates social networking, collabora- need to develop content for? - Integrates social networking, collaboration, and knowledge sharing capabili- tion, and knowledge sharing capabilities ties as well as basic interactive elements More on the Web as well as basic interactive elements to to rate learning content and share Public rate learning content and share experi- experiences • Learning info on Kenexa.com ences • Kenexa Social Learning Management • Content Development & Management: Questions to Ask System blog search Kenexa LCMS • Kenexa LMS • Kenexa Social Learning Management System Twitter search - Enables the development, management, - Do you have an existing LMS? (If Yes: maintenance, and delivery of modular Thinking of replacing it? If No: How do Business Partners and personalized training for all types of you manage your learning?) • Social Learning Management System info content. Ideal for developing and deliv- - How many learners do you have inter- on PartnerWorld ery performance support materials. nally and externally? (no less than 500) • Social Learning Management System competitive info on COMP • Mobile Capabilities: Kenexa Hot Lava - Is social learning something you are Mobile thinking about? (we have a social LMS) • Social Learning Management System - Rapidly develop, deploy, and analyze - Have you considered mobile learning demo (5:56) the use of device-independent mobile technologies to extend your learning content to support anytime, anywhere strategy? learning, performance support, and • Kenexa LCMS priority communications. - Do you manage a lot of content? • Social Business Software: - Do you update your content frequently? Kenexa Participate - Do you need to meet compliance - Supports learning with and from requirements?

41 Kenexa Competencies ing and ﬁnancial services to insurance, • Save time and money writing and devel- healthcare to pharmaceutical, and high oping competencies and job descriptions “The #1 strategy for best in class companies is tech OEM and industrial manufacturing • Develop a common language across all to establish a competency framework.” to retail. your people processes —ABERDEEN GROUP • Focus on what people do, on the skills

“To achieve competitive advantage, they must The Buyer needed that drive business results commit to developing the right skills internally.“ • Human Resources Manager/Director/VP • Increase the ROI already made in talent management tools and systems: —BERSIN BY DELOITTE • Talent Management Manager/Director/ VP/CLO performance management, learning Elevator Pitch • Organizational Development Manager/ management, applicant tracking, assessment, workforce planning, from Kenexa’s job-based competency library Director/VP vendors like Oracle Peoplesoft or Taleo, offers the broadest and deepest range • Operations or Functional Leader SAP SuccessFactors, Workday, SABA, of core and technical skills mapped to (Sales, Supply, IT, etc.) SumTotal, Lawson, Halogen, Cornersto- specific job roles. Each job is supported • Talent Management process/tool neOnDemand, etc. by competency specific SMART Goals, owners: Performance, Learning, Onboarding, RPO, Recruitment, Learning, Coaching, and Interview ques- The Products tions. The library is a huge time saver Workforce Planning, etc. for an organization trying to define and The Kenexa Job Competency Library, develop this themselves. It’s designed to The Need or Enterprise Talent Framework, is the provide a rapid out-of-the-box resource The Society for Human Resource’s most comprehensive resource available to engage people in the jobs they do, Management (SHRM) Employee engage- to structure, align, and manage the what they do, and how they do it. For an ment 11/2012 identified that being biggest asset in an organization: its organization, it describes as a hard as- recognized in using your skills is now the people. These competencies describe set what it is people really contribute. It number one concern among employees. core, functional, and technical compe- provides a framework to show how they HR and Organizational Development tencies and proficiencies supported relate to one another in the big picture, need to demonstrate to the workforce with unique learning activities, SMART across 18 industry sectors from bank- how what they do drives business development goals, coaching tips, perfor- outcomes. mance ratings, and interview questions.

42 Key Benefits Questions to Ask More on the Web • Is easily customized and rapidly deployed • What competencies/skills do you have, Public for immediate results and what competencies/skills do you • Competencies info on Kenexa.com • Establishes a common language across think you need in your organization? Are • Kenexa Competencies blog search the Smarter Workforce you writing competencies from scratch? • Kenexa Competencies Twitter search • Integrates and boosts return on invest- • Do you have job specific competencies in ments from existing talent management your talent management tools? Are they Business Partners • Competencies info on PartnerWorld and HRIS systems and processes reused across those systems? • Competencies competitive info on COMP • Enables HR as a driver of job specific • How do you tie and communicate peo- business outcomes. ple, processes, and outcomes to business • Competencies overview goals and impact? • How do you ensure that learning covers The Kenexa Job Competency Library contains over 2500 unique the competencies/skills needed in jobs? jobs and 2000+ competencies • How do you know if you are best utilizing specific to: the competencies of your employees? • General Corporate Functions (HR, Finance, • How do you plan to embed needed com- Legal, Sales, IT, etc) • Banking/Finance petencies into your culture and processes/ • CRM systems and engage employees in their • SFIA jobs? • Construction • Healthcare • How are you dealing with leadership and • Media/Publishing functional competencies? • Consulting • With people that are leaving your orga- • High Tech Software/Hardware • Manufacturing nization, what do you know about their • Education operational expertise or institutional • IT Operations memory that could be captured and • Retail • Energy reused by others? • Insurance • Real Estate

43 Performance Management • Career paths Talent Recognition • Succession management Maximizing performance is all about and Rewards • Role-based user experience aligning, developing, guiding, recogniz- • Flexible & conﬁgurable dashboards IBM Kenexa talent recognition and ing, rewarding, and engaging your • Multi-language support. rewards solutions optimize the way employees. With enterprise-class employees are recognized and rewarded performance management, including across the enterprise to attract, retain, More on the Web succession management and and stimulate top performance. compensation management, IBM Public

Kenexa TalentManager on Cloud can • Performance Management info on Kenexa.com CompAnalyst help you enhance effectiveness and • Kenexa Performance Management blog efﬁciency by leveraging talent data and Building compensation strategies that are search fair and accurate can feel like a balancing tools that will help you better manage • Kenexa Performance Management Twitter act. That’s why we build compensation and develop your current talent, while search identifying and implementing plans to programs that make you competitive in meet future needs. This means you’re Business Partners the market—without negatively affecting • Performance Management info on prepared to grow and compete in a your bottom line. PartnerWorld competitive market. • Performance Management Competitive Insights “Compensation is one of the top reasons Here are some quick TalentManager on people join and leave organizations. Employ- Cloud highlights: ees who believe they are fairly paid are nearly twice as engaged as those who don’t.” • Uniﬁed talent record • Goal planning & alignment • Performance appraisals • Development plans • Competency management • Compensation management

44 The Need Conducting external market analysis, compensation program design, and ongoing analysis of the organization’s pay programs in spreadsheets or home- grown systems is time-consuming and error-prone, leading to inconsistent results and leaving compensation teams little time to help managers, HR business partners and leaders understand how to use and communicate compensation data. • Data required to build and analyze pay programs often lives in disparate systems across the organization. • Use of manual processes across locations leads to inconsistent methodologies and variable results. • HR leadership has little visibility into Elevator Pitch business goals. It will help you build a how compensation dollars are allocated comp strategy that attracts, retains, and Our compensation data and software across the whole organization. engages the people needed for the orga- solutions help organizations analyze both nization to succeed. the external compensation market and The Products internal pay practices so that they can IBM Kenexa CompAnalyst on Cloud helps The Buyer build fair, competitive pay programs that organizations treat compensation as an support the organization’s talent and • Director/VP of Compensation investment by providing a centralized, • Vice President of Human Resources.

45 cloud-based platform for compensation tions for where to allocate compensation More on the Web data management, analysis, and model- dollars in alignment with the organiza- ing. With compensation data centralized, tion’s value and business strategy, and Public • Compensation info on Kenexa.com methodology standardized, and analyti- communicating the company’s compen- • Compensation software on Kenexa.com cal tools available, organizations can gain sation programs to employees, manag- • CompAnalyst brochure (PDF) insight that enables them to design com- ers, and executives. • Kenexa CompAnalyst blog search petitive, fair, and legally defensible pay • Kenexa CompAnalyst Twitter search programs that meet the organization’s Questions to Ask talent goals while managing costs. • Are you paying competitively for your Business Partners • CompAnalyst info on PartnerWorld most important jobs? • CompAnalyst competitive info on COMP Key beneﬁts • Are your compensation dollars being • Streamlines and centralizes market spent appropriately in each region? • CompAnalyst demo (3:09) pricing, salary range development, inter- • Do you know how you are paying your nal equity analysis, and pay program high vs. low performers? design • How do you decide what to pay people? • Provides increased visibility into compen- • Do your actual pay practices match the sation programs across the organization, company’s stated compensation including analysis of where a company approach? stands in relation to external bench- • How do you manage your compensation marks and internal targets surveys? • Easy-to-use reporting and “what-if” • Do you have difﬁculty building or modeling tools that enable extensive managing your salary structures? visual analysis of proposed programs, • Is the compensation team spending existing trends, and outliers most of its time in spreadsheets? • Reduces time spent on low-value data • Do your senior leaders have visibility into management tasks so that compensa- how compensation dollars are spent tion teams can focus on higher-value across the company? activities such as making recommenda-

46 TalentManager Compensation Here are some Compensation Talent Analytics Module Management benefits: IBM Kenexa talent analytics solutions • Manage compensation budgets The Compensation Management mod- transform the way decisions are made and allocation in a comprehensive, ule from IBM Kenexa TalentManager on through descriptive, predictive, and streamlined tool Cloud supports budgeting, allocation, prescriptive analytics, enabling data- • Create multiple workflow and approval and management of multiple pay practic- driven insights. es. With our Compensation Management hierarchies tool, you can easily review compensation • Support multiple pay and incentive Survey Analytics Services according to any frequency, collect man- practices ager pay recommendations, and manage • Ensure budget compliance and adher- IBM Survey Analytics services leverage any plan type. ence to compensation guidelines. visual analytics software to automatically extract and display over 1 million pieces of anonymous unstructured data derived The TalentManager Compensation More on the Web from employee surveys, including more Management module supports budget- Public than 4.2 million employee comments ing, allocation, and administration of • Compensation info on Kenexa.com multiple pay types. Quickly review your • Compensation software on Kenexa.com collected annually through surveys con- managers’ recommendations, create • CompAnalyst brochure (PDF) ducted by Kenexa. It also scans dynamic compensation statements, and • Kenexa CompAnalyst blog search Human Resource Information System manage multiple plan and program types • Kenexa CompAnalyst Twitter search (HRIS) data broken down by employee internationally and domestically. demographic. An easy-to-read dashboard Business Partners then visualizes findings via a sentiment • CompAnalyst info on PartnerWorld “heat map” of trends broken down by With this tool, you can configure merit • CompAnalyst competitive info on COMP matrices based on compa-ratio, position employee segments. For example, an HR in range, or market index. It also lets you manager may learn that engagement lev- easily administer and manage multiple els for computer engineers in a business pay types—from merit increases to unit rose 2 percent more than the overall long-term incentives. organization. By analyzing the results of

47 this group, it was discovered the business periods of time. With this data, the ana- unit manager developed speciﬁc action lytics software automatically identiﬁes plans around collaboration tools based other at-risk employees so changes can on the group’s feedback. With this input, be made to quota rates to ensure their managers in areas of low engagement long-standing employment. can implement a company-wide action plan.

IBM Retention Analytics services provide 3. a data-driven approach to understand- Advanced ing attrition patterns within a business. Analytics It applies predictive analytics software to enterprise HR and CRM data, and social 2. data, and then identifies high-attrition Integrated “hot spots” within the company. With this Reporting/ information it determines key drivers and Incremental specific actions to retain critical talent. Predictive For example, an organization wants to understand why turnover rates of sales executives between three and five years tenure in certain U.S. branches are much 1. lower than the overall average. Through Descriptive a breakdown of each business, the team (by product) finds that these particular executives have more realistic quota rates and therefore remain with the business for longer

48 CHAPTER FOUR Related IBM Collaboration Solutions

In this chapter, we explore some of the IBM Collaboration Solutions you can leverage to help your customers connect, collaborate, and innovate while optimizing the way they work.

49 IBM SmartCloud Engage offering com- More on the Web More on the Web bines enterprise-class email, calendaring, Public Public instant messaging, web conferencing, file • IBM Collaboration Solutions info on • IBM Connections info on IBM.com sharing and Social Business services in an IBM.com • IBM Connections blog search easy-to-deploy, simplified package. With • IBM Connections Twitter search Business Partners SmartCloud Engage, you benefit from • IBM Collaboration Solutions on Business Partners essential and effective collaboration tools PartnerWorld • IBM Connections info on PartnerWorld in a security-rich environment that help • IBM Collaboration Solutions Sales Plays • IBM Connections sales kit for Business simplify and improve your daily business Partners interactions with clients, business partners and colleagues. • IBM Connections Overview (6:50) Connections IBM Connections is a leading social soft- Here are some SmartCloud for Social ware platform that can help your organi- Business highlights: zation engage the right people, acceler- • Industry’s only no fee guest model al- ate innovation, and deliver results. This lowing collaboration with experts from integrated, security-rich platform helps inside and outside your organization people engage with networks of experts • Consumer inspired designed with the in the context of critical business process- functionality required for business es. IBM Connections provides the social • Industry’s leading social platform deliv- collaboration capabilities for Smarter SmartCloud for Social Business ered in the cloud on the broadest arrays Workforce. It allows sharing of ideas and of mobile devices IBM SmartCloud for Social Business ser- expertise, facilitates team collaboration, • Award winning controls and compliance, vices give companies the collaboration driving productivity through real-time authentication, and encryption. tools they need to be more agile, collabo- access to all tools, people, and informa- rate more effectively, capture knowledge, tion in a single place. share ideas and work across boundaries— cost-effectively.

50 WebSphere Portal agement capabilities to your intranet. This The unmatched breadth and depth of the software can be used with intranet sites IBM Kenexa and collaboration offerings IBM WebSphere Portal Server provides on a variety of platforms and devices to portfolio provides a strong foundation for custom-branded, enterprise portal support employees in or out of the office. the Smarter Workforce initiative. By com- capabilities that help you deliver a high- bining the IBM Kenexa and collaboration ly-personalized, social experience for your solution offerings, IBM is able to deliver customers. With WebSphere Portal Server, More on the Web tremendous business value to its clients. you can give customers a single point of Public access to the applications, services, in- • Employee Experience Suite info on IBM.com IBM Business Partners play a vital role formation, and social connections they Business Partners in the IBM Smarter Workforce strategy need. WebSphere Portal Server helps you • Employee Experience Suite info on and that translates into significant mar- increase visitor response and reduce web PartnerWorld keting opportunities for those firms that operations costs. have the right skills (see Chapter 1). By combining the strengths of Kenexa and More on the Web Smarter Workforce is Smart collaboration offerings, IBM Business Public for Business Partners Partners can craft sweeping and un- • WebSphere Portal Server info on IBM.com matched solutions to meet their custom- Businesses need a talented, motivated, ers’ widely-varying needs. These Smarter Business Partners and stable workforce to help them thrive • WebSphere Portal Server info on Workforce solutions merge the power and grow. In fact, CEOs often report that PartnerWorld of big data, analytics, social, and mobile their number one challenge in growing technologies with human insight and their business is developing a stronger behavior to bring people and employers global workforce. The talent management together. The result is empowerment to IBM Employee Experience Suite consulting and technology business helps do more meaningful and valuable work IBM Employee Experience Suite is a set of businesses address this vital need…and and drive business. software tools that can help you create it is a large opportunity at over $4 billion a more engaging intranet experience for in size. The Smarter Workforce initiative is employees by adding social networking, focused on a huge and growing business online collaboration, and content man-

51 opportunity. If your company has a focus on the human resource/capital management space, the new breed of integrated IBM Kenexa and collaboration solutions may represent a game-changing new business opportunity for you.