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E.ON June 27 - 10am

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

Fabio Ronga

on 9 September 2013

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Transcript of E.ON June 27 - 10am

ne solution
Company vision - 2008 (1')
Compensation


Management
Compensation


Management
started with...
1999
2007
Project (30')
Compensation


Management
to provide
Large Enterprises
with a leading
Compensation Management
solution,
whatever their application suite.
creation of in 2009
Many
Large Enterprises
added
to their application suite
to
manage compensation.
Execution
Market
People
Innovation
Growth
Customers
2012:
18 go-lives:
2013:
ICE (in Venice):
face-to-face validation
Performance and Reward application




Community



Mobile apps (3 platforms)
+
+
100%(!)
Customer Success
E.g.: our
Leadership Team
includes 8 nationalities
for Large Enterprises
Compensation

Large Enterprise
Organization:

Global & Focused
DNA of software innovation
Employee
Performance
Sales
Performance
Salary
Bonus
LTI
Recognition
Our market
Sales Employees
Agents
HR
Sales
Reality check - 2013 (4')
Finance
2011:
3x rev. growth
Profitable
Positive Cash Flow

2012:
2.5x rev. growth
Profitable
Positive Cash Flow
2012:
Excentive USA brings our largest operation

2013:
Australia, Japan, Russia
26 recents software deals:
Our 5 strategic
drivers:
June 27, 2013
Compensation solution
Deep-dive

With you today:

Tanya Jansen - Solution Expert

Peter Maier-Borst - Account Manager

Stephan Pohl - Head of Product, Excentive Sponsor

Didier Katz - Head of Customer Success

Fabio Ronga - CEO

Product deep-dive (120')
external

data
system

integration
system

integration
PEOPLE
PERFORMANCE
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
Incentive
Management
9 building blocks
Bonus
Salary
Review
Incentive Management
Long Term
Incentives
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
Long Term
Incentives
Salary Review
Bonus
LTI
Let's see how we align the block for your

demo scenario to cover
1 application covering 90k employees in 32 markets
"Flexibility within Vodafone's framefork"
all employee incentives worldwide
+
"channels"
for all Sales channels
(incl. 29k external dealers)
Continue
What we have worked on...
ASR Campaign - flexibility by CBU within Vodafone's global framework

Multi Population, Multi-Matrix, Population based Rules

ASR Budget process for Total

Budget simulation by Population

Management proposal with budget control by population

Workflow follow up by Population

Bonus Process - Vodafone (in the same application as ASR & LTI)
Dedicated Bonus form

Mobility

LTI and deferred Bonus:
The key = Earnings vs. Payments!

LTI in practice
LTI Employee Statement : make complex => clear

LTI Payment report with sourcing entities
LTI Process - Vodafone

Performance rating calibration

Performance rating calibration

Partners
ASR
examples at our customers
Bonus
examples at our customers
LTI
examples at our customers
What we understood
from all this
Executives compensation
Bonus
Salary
Review
Incentive Management
Long Term
Incentives
Scenario 1
Scenario 2
Target setting by LOB/Product

Variance analysis

customer examples
Full transcript