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GS7 - Kickoff 2014

Clik on the Full-screen button, and then keep clicking on the Right arrow to move forward through the presentation. www.beqom.com
by

Fabio Ronga

on 10 December 2014

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Transcript of GS7 - Kickoff 2014

2009-2011

2011-2013

2013-2017

2018-

Compensation


Management
Compensation


Management
Compensation


Management
a
Compensation Management
solution
for
Large Enterprises
globally.
Many
Large Enterprises
added
to their application suite to drive
workforce behavior
, mostly by managing performance, compensation and recognition.
Execution
Market
1. People
+ Innovation
4. Growth
3. Customers
2012:
18 go-lives:
Public cloud (multi-tenant) application




Community



Mobile apps (3 platforms)
+
+
Leadership Team
1 Application

Large Enterprise
only
Organization:

Global & Focused
The origin of the company:
Planning & Budgeting
Goals management
Appraisal
Performance coaching
Our markets
Organization
Quota
Territory
Crediting
HR
Sales
2. Finance
driven by increase
in regulatory requirements
driven by increase
in business requirements
competition
45%
10%
45%
of our customer base
of our customer base
of our customer base
2012:
81% software rev. growth
Profitable
Positive Cash Flow
2012: beqom USA acquires our
largest customer
2013: beqom USA will represent
1/3 of revenues
30 recent software deals:
Focus on North America:
Our 5 strategic
drivers :
known logos (Large Enterprises)


from all industries


from 10+ different countries
(addressed with 1 solution)
(Employee
Perf. Mgmt)
(Sales
Perf. Mgmt)
Salary
Bonus
LTI
Recognition
Performance
Incentive
Partner Relationship
Hiring/On-boarding
HR:
Sales:
Sales+HR:
Fabio Ronga
CEO
Yves Steinhauser
CFO
Didier Katz
Customer Success
Tanya Jansen
Presales
Stephan Pohl
Products
Federico Della Casa
Sales & Marketing
Nurettin Sendogan
Technology
Joost Hoppenbrouwers
Services
SAP
Outlooksoft
Hyperion
SAP
Outlooksoft
Bearingpoint
SAP
Outlooksoft
Accenture
SAP (11 years, yes!)
SAP
Outlooksoft
SAP
Outlooksoft
Accenture
IBM
Outlooksoft
Microstrategy
Smartiks
Microsoft
Casio
includes 8 nationalities
(prioritized)
2011:
104% software rev. growth
Profitable
Positive Cash Flow
2010:
1591% software rev. growth
Profitable
Positive Cash Flow
& healthy
we identify a piece most
Large Enterprises
are missing.
2014-2017
90K employees
25K dealers
5K employees
60K employees
500K partners
Partners
100 headcount
200+ partner headcount
2013:
55% software rev. growth
Profitable
Positive Cash Flow
beqom is a
Sales and R&D business
AND
Customer Satisfation
has higher priority than
Growth (#3 vs. #4)
=
Implementation focus on 1)
fast/successful go-live
2)
know-how transfer

Strategy
Execution
use partner as much as possible
control with an average of 15-20% of mandays directly by beqom
community to support customer communication
Results
enthusiasticreferences
scope expansions
satisfaction
live (fast)
99%
...
ICE
2 trends amongst our competition:
Continuing to struggle with compensation needs:
Successfactors (SAP)
- still weak beyond Salary
Oracle and Callidus
- seem to defocus from Incentive Comp.
HR
Sales
Reconsidering the artifical HR/Sales split:
Historical HR player Cornerstone acquired Sales Incentive/Motivation company
Historical ICM/SPM player Callidus acquired several HR-oriented solution providers
Callidus website
Cornerstone press release
Bonus
Long Term Incentives
Salary Review
Incentive
Management
Recognition
ne solution
external

data
system

integration
system

integration
PEOPLE
PERFORMANCE
Operations Team, Compensation Team
Setup
Simulation
Communication
Calculation
Reporting
Managers
Target setting
Performance
Communication
Approvals
Reporting
Employees
Objectives
Performance
Documentation
Statements
Dispute Management
CFO / Auditors
Planning
Costs
Accruals
Traceability
Auditing
Reporting
World of data (by IT)
World of processes (by business)
manual

data
MARKET
Bonus
9 building blocks
to cover
Building blocks aligned for a Salary Review process at
Building blocks aligned for a Bonus process at
Building Blocks aligned for an ICM Process at
Building Blocks aligned for an LTI Process at
Salary Review
Bonus
ICM
LTI
What are YOUR processes?
Long Term Incentives
Salary Review
Incentive
Management
Recognition
organization
markets
territories
training programs
...
budget
targets
results
reviews
appraisals
...
GAMIFICATION
what we are doing:
what we need to do:
what we want to do:
presence
as a customer
OEM
marketing
structure
continued
globalization
continued
innovation
Where do we come from?

Where are we?

Where are we headed to?

2007
Decision to start a company to provide
focus
Luck factor:
Strategy
to 2014

2009-2011:
INTERNATIONAL
exclusive international rights for
2011-2013:
acquisition
2013-2017:
investment
investment
2013:
PHASE 1
PHASE 2
PHASE 3
Compensation

Large Ent.
focus
Year 5
Year 6
Year 7
Year 8
Year 9
benchmark
50M TotRev @ mid-year 9
Full transcript