1. The new Mobility@SAP A 2014 vision
Presented at the GLOBALHR BUSINESS LEADERS CONFERENCE, Geneva Switzerland
April 6th 2011 by
Iveta Spundova, HR Global Mobility, SAP

2. Talent Mobility – the new dimension
Workforce movement – expand the customer group
Shared service organisation
Talent Mobility – protect the investment
Outlook of a Talent Mobility Framework

3. Talent Mobility – the new dimension
HR Global Mobility currently focuses mainly on handling the logistics of the move:
Workforce movement
Benefits / Allowances
Immigration / Work Permit
Tax / Social Security
Relocation
Success measured on KPI‘s
Talent Mobility should touch more aspects of the talent cycle
Workforce Planning Recruitment (Internal/External)
Workforce Development Performance Management
Rewards and recognition
Requires that Talent Mobility is embedded in
Business and HR strategy

4. How should Mobility develop – workforce movement & Talent Mobility
Where an expansion adds value
IBTs have similar compliance issues as short term and long term assignments
IBTs increasingly require Mobility infrastructure (e.g. permits, furnished apartments, taxes)
Global Policy standards are required also for IBTs on questions like working on weekends, travel time, etcetera
Domestic relocation faces similar issues as global relocation and requires similar infrastructure
Better leverage
economy of scale
Clearer ownership and reduction of duplication of effort
2002
2005
Today
Vision
250 cases
Secondments
Huge local variations & deviations
650 cases
Secondments
Transfers
Global guideline but partly local execution
4.000 cases
Assignments
Transfers
Foreign hires
All work permits
Global Visa ESS
Global Policy
Assignments
Transfers
Foreign hires
All work permits
Global Visa ESS
All international travel
All domestic travel
Talent Mobility
The same time we expand our services to IBTs and domestic relocations, we need to define and apply a Talent Mobility framework

5. Shared Service Centre Prague
August 2004
Location decision
September 2004
Company established as a legal entity, first employees hired in November 2004
By January 2005
29 employees in HR and F&A services, March 2005 launch of first HR process (Mobility) and first country in F&A (CH)
June July 2007
Various Service and Country migrations (cca. 85% of EMEA Employees served)
April 2009
EMEA SSON Award “Best mature captive Shared Service Organization 2009”
December 2011
260 FTE
© SAP AG All rights reserved. / Page 5

6. HR Shared Services @ SAP EMEA Service Portfolio
Back office services in the center (e.g. job postings, check completeness of applications)
Core recruiting tasks in countries
Recruiting
Benefits
e.g. company pension administration
Direct insurance administration
Loan administration
Time account administration
Data Management
Org Management
Personal data changes
Digital personal record
HR related questions/ needs
On-boarding
Reference letters
Contractual variations
Exit interviews
Statements
HRdirect
Global Mobility
Business traveller services (e.g. visa, local permits)
Mobility case consult.
Mobility transactional processing
Payroll
Payroll relevant data management
Payroll run
Learning & Talent Management*
E.g. training administration
Performance management administration
Electronic Bonus Letter
Objective setting and appraisal
Equity allocation
Total Rewards*
* Work in progress

7. HR Global Mobility Dashboard – December 2010

8. Talent Mobility Talent Mobility is about
Acquiring the best talent regardless of geography
Deploying the best people from the global talent pool against the best business opportunities
Developing leaders with a global mindset and experience to manage across cultural and geographic barriers
Talent Mobility in broader sense is also about
Mobility across jobs and functions
Mobility across various forms of employment (full time, part time, home or office) – being able to work anytime, anywhere

9. Talent Mobility Framework – Possible Outlook
High
Conceptual Learning
Target employees:
- Top talents and HiPos
- Employees looking for
diverse experience and
growth
Mobility Approach:
- Assignment Light
Strategic Position
Target employees:
- Future Leaders
Mobility Approach:
- Full Assignment
- Career coaching and focus
on development
- Enhanced career planning
Development Value
Learning by opportunity
Target employees:
- Volunteers
- Low cost talent
Mobility Approach:
- Local Transfers
Expert Position
Target employees:
- Strong performers
- Specialists, experts
Mobility Approach:
- Short term or local plus
- Project based Assignments
- Short dated moves
Low
Business Value
High
New tools required in the areas of:
Job identification and evaluation
Talent assessment and process
Candidate selection and deployment
On assignment evaluation and development
Succession planning and repatriation

10. Talent Mobility Framework – Possible Outlook
Developing a solid Talent Mobility framework requires cross functional collaboration in design and process execution:
Identification and Talent Assessment
Candidate selection and deployment
On Assignment Evaluation and Development
Succession planning and repatriation
Identify jobs that will develop skills and experience
Assess candidates against job and talent criteria
Measure and track perform against development objectives
Planned reassignment to capitalize on skills and experience
Identify a global talent pool of HiPos and TT and assess development needs
Develop Mobility objectives for the employee and job
Continually validate Mobility investment
Repatriate talent and experience for greatest impact
Determine the anticipated RoI
Adjust assignment objectives and job scope as required to maximize RoI

11. Current trends in Mobility
Certain Business units are asking for always faster response time.
Compliance requirements are significantly increasing. World economic crisis has led to the situation that local labor markets are more protected and tax authorities look for opportunities to increase tax revenue.
Pressure of the Business to constantly reduce costs of the Mobility program while wanting to ensure equal treatment of all employees.

12. Questions & Answers