This article announces multiple innovations available for the entire SAP SuccessFactors HCM Suite. It contains highlights in the Q2 2017 release which include Workforce Planning, Operational Headcount Planning, Time Account Process Simulator, Custom Landing Pages for career-site-builder functionality, Communities and groups for mentoring programs and New Learning Accomplishments. Following are the some of the new enhancements.



User Experience

Simple to use when you use the refreshed screens in the SAP SuccessFactors Recruiting, SAP SuccessFactors Compensation, and SAP SuccessFactors Succession & Development solutions.


Introduce new functionality to mobile application:

  • Time sheet added to Android.
  • Intuitive list view added to our company organizational chart for iOS.
  • Continuous performance management (CPM) giving administrator more flexibility to configure individual CPM features.


Workforce Planning

Operational Headcount Planning

SAP SuccessFactors Workforce Planning solution introduce operational head count planning. Enable to change operational headcount planning from a once-a-year, static event to a live, persistent strategy for managers to view and distribute the workforce, including current and planned positions.

Find out more information on SAP SuccessFactors here


Core Human Resources and Payroll

SAP SuccessFactors Employee Central

Concentrate on localization with two new country forms of SAP Employee Central Botswana and Uganda.


Time and Attendance

Enable to simulate accruals for specific employee, date and time, account type which gives a comprehensive view of the accrual calculation and its outcomes for each employee.

For more information on Time and Attendance, click here


Talent Management


Enable to create custom landing pages on the fly with career-site builder feature as a stand-alone web site pages to support career events.

Click here for more information on Recruiting


Succession and Development

Simplified working with talent pools which can characterize filters and add custom fields to give you better visibility and flexibility when working with nominations and talent pools.

Want to know more on Success and Development, click here



Learning accomplishments

Workforce and external group to target learning objective, set pace, track advance and include catalog calendar view so that courses are more effectively visible with filtering. SAP SuccessFactors Learning solution keep on expanding open content network, bringing on edX as a content partner.

Know more about Learning Accomplishments here


Platform and Technology


Business integration builder features enables replication of employee master data and organizational data from SAP SuccessFactors Employee Central to SAP ERP application based on basic back-end configuration.




New Integration with Sap Successfactors Succession & Development Supporting Mentoring and Coaching

Integration with the SAP SuccessFactors Succession & Development solution for mentoring and coaching includes new capabilities and business record information for the training and coaching work design.


New Employee Support Work Pattern for Knowledge-Base Content and Self-Service Information Access

New employee support work pattern enables another use scenario for SAP Jam produced through collaboration with SAP SuccessFactors Employee Central.


Globalization: Providing Retranslated Content on Home Pages and Group Overview Pages

Company and group administrators can provide alternate language variations which can increase content distribution and make content consumption easier for a diverse workforce.

Click here to know more on Enterprise Social Collaboration


Written by: Rubethra Vadivel, Associate Consultant (Integration)


HR operations provide a critical role in any organization. Employees turn to HR on a daily basis to get information, request answers to questions, and to resolve employee related issues ranging from revising personal information to questions about their pay check, career planning, performance reviews or even employee relations. HR operations historically has relied on many resources to help employees to get answers to those questions—paper and electronic policy guides, scripts, HR experts and even sticky notes! Traditionally, the solutions available to support HR operations have not been designed specifically to solve the unique needs of the HR line of business. Instead, many organizations have relied on employees to personally contact HR via email or telephone and have often used IT helpdesk systems to help them manage the volume of HR requests.

Developed specifically for HR organizations

SuccessFactors HCM Suite now offers a comprehensive solution to HR service delivery with the Employee Central Service Center. It was developed specifically for HR organizations to protect the confidentiality of sensitive employee data. Employee Central Service Center is an efficient solution that is both effective and engaging.

Designed for use by both employees and HR service delivery

This seamless, efficient solution is designed for use by both employees and HR service delivery, which is not typical of what is offered by other cloud HCM solutions. Centralized knowledge content allows HR to provide consistent, accurate HR information to employees. Operational management dashboards take advantage of the single source of information about all HR service-related issues to provide actionable insights into employee interactions. Requests are automatically routed to the appropriate individual or group via configurable rules that efficiently manage case assignments.

Integrates with Employee Central

For employees, the Ask HR link presents them with contextually relevant information that is smart, timely, and relevant based on where they are in SuccessFactors. If they still need additional assistance, employees can easily open a request for help or view the status of their existing requests. For the employee service representative, they have access to the pertinent employee information, right from their agent workspace, without having to access multiple systems.

Access help from anywhere within the HCM Suite

Effective service delivery is provided via the AskHR link, employees get answers to their questions from anywhere within the SuccessFactors HCM Suite—no matter where or when the employee is working. Guidance is also available to employee service reps to help them give accurate, consistent and quick answers to questions that employees can’t answer on their own.

Key Features:

Knowledge Base*

It’s not your typical knowledge base of information

  • Employees will see search results based on where they are within SuccessFactors—so information presented is always contextually relevant.
  • HR service representatives will be equipped with advanced knowledge of information that has already been presented and reviewed by employees—reducing time and improving inefficiencies.

Create, Submit and View all Requests through Ask HR

Make it easy for employees to self-manage HR-related issues

  • AskHR link is available on every page to provide employees with immediate access to find answers to their HR questions
  • Central place for employees to create requests, with up-to-date information on status of all requests. Employees can view history of all prior requests to save time and minimize duplicate requests

Consumer-grade user interface for HR Services

A system that truly makes it easier for HR Services to do their job

  • Manage all open requests through intuitive dashboards that are flexible and can be personalized.
  • Information from the HCM Suite, including Employee Central, is built in enabling HR services to effectively resolve requests in record time.
  • Reports and analytics enable HR Services to measure and continuously improve service delivery
  • Collaborate with team members for faster resolution of open requests.

Key Benefits


One central place to manage all HR service related needs.


Tools and information needed to manage and resolve HR related issues.


Consumer grade UX and optimized display results helps both employees and employee service reps deal with information overload.


One unified solution, designed by HR for HR.


Written by Syed Mansoor Ali, Integration Team Lead

Attitude is Key

“A bad attitude spoils a good deed just as vinegar spoils honey.” – Prophet Muhammad pbuh

“You cannot control what happens to you, but you can control your attitude toward what happens to you, and in that, you will be mastering change rather than allowing it to master you”. – Brian Tracy

“Nothing can stop the man with the right mental attitude from achieving his goal; nothing on earth can help the man with the wrong mental attitude.” – Thomas Jefferson

“Your living is determined not so much by what life brings to you as by the attitude you bring to life; not so much by what happens to you as by the way your mind looks at what happens”. – Kahlil Gibran

“Patience is not the ability to wait, but the ability to keep a good attitude while waiting”. – Joyce Meyer.

“Attitude is a little thing that makes a big difference”. – Winston Churchill

You may have come across the above quotes in your life. These quotes, among many, describe the importance of good attitude in one’s life. Looking for the positives in everything you do and see will ensure that you are content and happy. Therefore, there is absolutely no use of being negative and spreading the negativity around. By doing this we will not only damage ourselves but also damage our surroundings and the people we are related to in some way or the other.


As part of the rebranding process, NTT Data Business Solutions has introduced a Global NTT DATA Values described as “CLIENT FIRST, FORESIGHT AND TEAMWORK”. This is supported with the introduction of the business behaviors that we should observe namely “Collaboration, Accountability, Respect and Excellence”. These behaviors promote and encourage us to display good attitude in our day to day business. However, maintaining a positive attitude on a daily basis in the workplace is harder than you may think. Work is stressful and challenging, and most consultants face deadlines and obstacles on a daily basis. Calmly channel your issues and stress and convey your positive attitude to your colleagues and supervisors to gain benefits from this attitude shift. Actions such as using positive language, providing constructive feedback rather than criticizing others, don’t complain and avoid gossip are some necessary measures that you can take towards building up your positive attitude.

With the ongoing NDBS Malaysia 2017 Values Initiative programs and workshops coming our way, let’s work together to stimulate positive attitude and adhere to our business behaviors which in return should bring us closer to understanding the NTT DATA Values. As quoted in our Corporate Intranet, “We look forward to collaborating with you, holding ourselves accountable, respecting each other and delivering with excellence on our journey together.”


Written by: Tengku Ezwardi Tengku Bidin, Team Lead – Automotive

By: Mark Wade


Reading time: 3 mins


For some time now we’ve seen HR departments across Australia evolve – through multiple structural model changes, recognition from leadership of strategic value and increased focus on workforce planning.


We have moved beyond seeing human resource management as a series of back-office processes. It’s integral to business success. Today we see real partnerships between HR departments and business leaders. It has come about from a change in department focus; from process-driven, to people-driven.  Just consider the range of job titles we now see – Director of People and Performance, Culture, Reward and Recognition, Chief People Officer – far more personal and engaging than the traditional language of Human Resource, Personnel and Human Capital.


Fortunately, technology has followed. Without process automation, the administrative burdens of HR make it near impossible to operate at a strategic level. Couple this with a sharp rise in skills competition and the high demands of a multi-generational workforce – in some cases, up to 5 generations!


Technological priorities of HR leaders


According to the Sierra-Cedar HR Systems Survey, business process improvement has been the number one priority for organisations when considering their HR technology initiatives. In fact, it has ranked number one for the past 4 years, and over this time organisations have expanded their efforts in this area. But process improvement isn’t the whole story. High performing departments are increasingly looking for tools that provide a platform for people engagement and ensure that skills are aligned with organisation strategy. Things like social interaction, transparent career paths, and opportunities for development can all be enabled through consumer-grade information systems that employees and their managers can easily use anywhere and at any time.


So how to you get started? Most organisations will benefit from improved process automation, with key gains available in the areas of core HR, recruitment and on boarding.


For example, Relaxo Footware partnered with NTT DATA to implement the SAP SuccessFactors HCM Suite and realised some incredible results.  From the outset they had clear objectives:


  • Eliminate a paper-based process to increase data accuracy
  • Eliminate manual tracking of talent management processes
  • Bring in greater transparency and make process roadblocks clearly visible and avoidable
  • Facilitate talent recognition and development

By shifting to a paperless, integrated, transparent, cloud-based HR system they accelerated their HR processes and saw:


  • 95% improvement in the accuracy of HR data submissions
  • 80% increase in employee engagement – thanks to a simple and user friendly HR system
  • 90% reduction in the time that their HR Business Partners were spending in collecting and providing HR data
  • Faster decision making by halving the time needed to collate HR information


Building the business case


In the current environment, a tight business case is required to get most projects off the ground. This can be a challenge. A HR system investment is unlikely to produce an increase in sales or new product lines, so it’s critical to highlight bottom line savings, as well as the intangible benefits. Many of the business processes around talent management and acquisition, data analysis, social learning and collaboration have not been around that long when you compare against the core HR administration, self-service and payroll foundations.  This can make predicting the impact of process efficiencies through system investment difficult.


Incremental investment can be the ideal strategy for adopting these systems. By first building a case for a solution component, such as one which automates process around learning and development, quick wins can be achieved. With this success, and a clearer idea of how to quantify ROI, the case for additional components becomes easier to build. This also allows you to focus on areas which will provide the most value to your organisation’s priorities.


Next steps


For more resources on the efficiencies that HR systems can provide, visit our resources page. If you’re ready to explore in more detail, our Human Resources Professional Services Team, leveraging SAP SuccessFactors to power the underlying technology solution, are open to starting the conversation about an engagement framework and strategy for your organisation. Contact us to start today.


By: Mark Wade


Reading time: 4 mins


Employee engagement has been around as a concept for many years. Research in the public domain articulates the business and economic advantage; the ability for organisations to achieve ‘more with less’ through greater engagement with their workforce. Employee engagement is even touted as possibly the single most important business success metric. But what is it exactly?


An employee that turns up to work with a smile on their face, with a great work ethic and who is satisfied in their role isn’t necessarily engaged.


Employee engagement is often confused with satisfaction or happiness, but it runs much deeper. It is the level of an employee’s psychological investment in their organisation.  Independent research proves that an engaged workforce will lead to better business outcomes, productivity and bottom line financial improvement.  How so?  A satisfied employee might be one that happily works their contractual hours, sometimes more if asked to do so, and enjoys the social benefits or ‘perks’ their employer provides.  An engaged employee is one that is truly vested in the strategic success of their employer, understands its objectives and how their own efforts can contribute to that success and executes those efforts in whatever capacity to help achieve the goals of their organisation.   Engaged employees provide a higher level of service, customer satisfaction, sales outcomes and make fewer mistakes compared to those that are not engaged.  This leads to increased levels of profitability for the organisation.


How can we enable, promote and ultimately achieve employee engagement? More importantly how do we know if we have achieved it, and how much more can we do as an employer to reap the benefits of engagement and be able to measure them?


The key drivers

Research tells us some the key drivers of employee engagement:

  1. Regular dialogue and feedback from managers. According to AON Hewitt’s 2016 Trends in Global Employee Engagement, if organisations are to succeed in achieving improvements to their employee engagement, they will need to optimise the employee experience like never before. One way of achieving this could be through the concept of ‘continuous listening’ where collaborative and frequent conversations are used to collect feedback and actions throughout the employee lifecycle.
  2. Clarity of an employee’s job expectations and importance – self-worth if you like. If an employee does not have clear expectations of their job and how it aligns to their organisation’s strategy, then how can they feel connected and valuable to the organisation?
  3. Career path and development opportunities consistently rank as top drivers of employee engagement. The approach will differ when you compare large to small business, but even in small business on the job training, mentoring and individual training programs will all demonstrate to an employee that their employer is invested in them.
  4. The quality of working relationship with peers, superiors and subordinates. The employee’s relationship with their boss heavily contributes to how engaged an employee feels to their organisation. Managers that demonstrate inspirational leadership, accountability, ethics and values will naturally drive employee engagement and loyalty.
  5. Internal employee communications that keep everyone informed about what’s going on in your business.


The risk of disengagement

There are many advantages of an engaged workforce which are well worth pursuing. But it is important to also understand the risk associated with allowing the workforce to become disengaged. For example:

  • Productivity can be damaged where employees become bored and resentful. They may be in a mindset of survival rather than success. If an employees’ relationship with their manager is damaged, then no amount of incentive will persuade the employee to perform at their best.
  • Mistakes can be costly in many industries. Statistics tell us that engaged workers make less mistakes than those who are not engaged. Not only can this place risk to an organisation’s finances but also to personal safety and/or business outcomes of workers, customers and any other person that relies on the activities of disengaged employee.
  • Retaining good employees is not only key to productivity, but also avoids the financial loss an organisation incurs when having to replace an employee. In industries like healthcare for example, the cost to replace 1 nurse can range between $40,000 and $60,000 when you consider the direct and indirect costs associated such as hiring, temporary replacement, advertising, training, decreased new employee productivity etc.


A starting point

Through the drivers listed above, a couple of key factors become clear – open communication and good leadership.  These factors affect people, their satisfaction, their trust, their commitment and the culture of an organisation.  Leadership needs to distributed through the whole of an organisation and delivered by those that have the desire and vision to improve business outcomes.  Organisations that have a culture of transparency and accountability and leaders that provide clear direction and ‘walk the talk’ will achieve better outcomes than those that do not.  It’s important to not leave these to chance – or left to be driven by individual leaders, as this will mostly result in pockets of success. We have found that using technology as an enabler can dramatically increase the likelihood of success across the entire organisation. Solutions such as SAP SuccessFactors are modular and scalable to suit all types and sizes of organisations.


Next steps

For more insight on employee engagement, visit our Human Capital Management page. If you’re ready to explore in more, our Human Resources Professional Services Team, leveraging SAP SuccessFactors to power the underlying technology solution, are open to starting the conversation about an engagement framework and strategy for your organisation. Contact us to start today


Mark Wade

HCM Practice Lead QLD at NTT DATA Business Solutions

It’s that time of year again, you completed your objective and KPI setting almost 12 months ago and the e-mail from HR hits your in-box – you have 4 weeks to complete your performance self review, make sure your manager does their bit, have a conversation and hope that you achieve a decent enough rating to be in with a shout for a pay rise or bonus next year – sound familiar?…….

That is the reality for many of us and when you are of a certain age like me, remembering achievements, what went well, what didn’t over the period of a week or two is a challenge, let alone 12 months.


As I work through my self review I find myself trawling through e-mails, thinking where has this year gone, trying to cross reference the work I had completed back to my objectives and surprising myself how busy I have actually been – how am I going to articulate this to my manager in a few short paragraphs?

At NTT DATA Business Solutions we have been using SAP SuccessFactors Performance & Goals to manage our own performance and development processes. Of course it’s a great solution and allows us to capture our KPI progress during the year, collate feedback, and update our plans easily. So why am I in this position of trawling through e-mails and dusting down my memory bank? Well I’m only human, I’ve been busy, I just haven’t had the time or quite frankly the inclination to practice what I preach. So many excuses and now I am paying the price!

Earlier this year SAP SuccessFactors released a great new feature called Continuous Performance Management – and I can’t wait for us to have it up and running for next year’s process. Only now do I truly appreciate how this great addition to the employee and manager toolkit is going to make life so much easier for me, my manager and poor old HR who are chasing us all to complete our reviews.

What I love about the solution is being able to quickly capture activities as they happen and link them to objectives from any device, mobile, desktop etc. Not only that, I can keep my manager informed, set up 1:1 meetings, and turn my activities into achievements in seconds. My manager can provide me with feedback, advice and informal coaching.


And another great option – not only can Continuous Performance Management complement existing processes and seamlessly integrate with a formal objective/KPI plan, it can also be deployed ‘standalone’ for organisations that may wish to rely solely on an activity and achievement driven framework without the formalities of an annual review, whilst still aligning and measuring achievements against organisational strategy and business plans.

There are many options to deploy this great new feature. And it is available with our NTT DATA Business Solutions Ready2Run rapid deployment for SAP SuccessFactors.

Are you ready to transform your Performance Management processes and move to a next generation solution where the review forms and goal plans can simply become a repository for your workforce’s activities and achievements?

If you are quick you can still take advantage of our limited time offer with free subscriptions for the first 250 employees and a fixed price of $40,000 to have you up and running in 3 weeks.

Act now and be ready to start 2017 with our SAP SuccessFactors Performance & Goals solution, including the great new Continuous Performance Management feature.

For more details about this and other incredible limited time offers for our SAP SuccessFactors Ready2Run packages please contact me direct or visit:


As we head into the final quarter of 2016 many organisations are in the midst of, if not completed, their business strategy planning for 2017.

Business leaders and HR teams will be on notice – to prepare their teams and align their focus and objectives to that strategy.  Having a strategic business plan with what an organisation’s objectives are and what they need to do to achieve them is the platform for any successful enterprise, regardless of their size.  The task of structuring that plan into a manageable, scalable and agile workforce KPI framework is the challenge for the leaders in partnership with HR and critical to the success of the organisation.


For many who have yet to implement a sustainable solution to support this process the investment and business outcome risk can be significant year after year.  Think about the people involved to support ad-hoc systems and templates, not to mention the quality assurance of content and information that is captured and shared in the process – or maybe more to the point,  the important information, collaboration and progress tracking that is not captured or lost when there are multiple sources and disconnections in play.


So, as we accelerate towards the ‘season to be jolly’ back of mind for those involved in workforce strategic alignment will be what tasks lie ahead when we return from our seasonal breaks.

At NTT DATA Business Solutions we have a number of solution offerings, deployed using SAP SuccessFactors and our Ready2Run rapid deployment solutions that can provide businesses with modular talent management and comprehensive HRIS solutions at a fraction of the cost and implementation time compared to the more traditional implementations – typically 1/3rd.

For example, our Ready2Run perform&, powered by SAP SuccessFactors, can be deployed in as little as 3 weeks.  You can be up and running well in time for 2017 and rest easy knowing you have your solutions in place, ready to execute and cascade your business strategies throughout the whole of your workforce.

And whilst this is not quite the ‘silly season,’ you might think so when NTT DATA Business Solutions is offering our Ready2Run perform& package that includes implementation services & supporting documentation like training guides & test scripts, 12 months FREE software subscription for the first 250 employees and SAP SuccessFactors support once you are up and running all for a bundled fixed price of RM 65,000.

For more details about this incredible limited time offer and our other Ready2Run talent management and HRIS offerings powered through SAP SuccessFactors please contact me direct or visit:

Act now and be workforce ready for 2017!


MAKATI, PHILIPPINES, September 2016 NTT DATA Business Solutions Philippines, one of the co-sponsors for  “Shaping 2020: Asian Innovators Summit” at Makati Shangri-la Hotel was attended by key executives and top management from some of the biggest companies in the country.

The summit commenced with a welcome address from Scott Russell, President and Managing Director of SAP-Southeast Asia in proposition with Value Creation in a Digital Economy. Followed by series of Customer Dialogue lectures given by Harish Lade of Asian Paints and Adeline Quek of Grab for Work.

Lade demonstrated how Asian Paints utilised S/4 HANA to provide a custom service to their clientele by allowing each customer to digitally test their paint and decor choices in real time. Quek on the other hand, illustrated how Grab is aiming to provide safer, more affordable and easy expense tracking solutions for businesses via SAP S/4 HANA.

Other keynote messages were from Christian Boos, SAP Vice President and Head of Machine Learning Business Development, Asia Pacific Japan; and, Peter Moore, SAP Director, Database – SEA — both highlighting how businesses can innovate through SAP analytics solutions.

One the most notable statements was from Fabian Erbach, SAP Digital Transformation Principal, Southeast Asia. He stressed that, “[t]he role of IT will change from a service provider to a digital value producer.”

Revolutionary digital solution lands in PH

Ryan Poggi, Managing Director of SAP Philippines moderated a panel discussion on “The CEO, CIO, CFO: Who Really Owns the Change?” The speakers were Rodell Garcia, Chief Technology Officer of Manila Water and Annie Alipao, Chief Information Officer of Ayala Land. Both of whom lauded and emphasized the need to upgrade businesses in customer adoption, data model, user experience, decision making, business processes and models to ensure innovation and business transformation.

This was followed by an SAP S/4 HANA live demo which drew in the biggest crowd from the participating delegates. The Knowledge Booth provided a crash course on the interface and capabilities of S/4 HANA, underpinning how the Philippine market is looking to it as the breakthrough technology to transform their businesses leading up to 2020.


NTT DATA highlighted and showcased the innovative capabilities of on-premise, cloud and hybrid solutions in implementing S/4 HANA to aid companies in their path to digitisation.  Built on SAP HANA, S/4 HANA is the digital core that allows for immediate insight, intelligence beyond automation and integration not only within departments but also in connecting a business to the world. Companies looking at leveraging this digital core for new implementations or transforming via an upgrade, migration or conversion into the new digital platform were encouraged to reach out to NTT DATA.

As a case study, NTT DATA presented La Garda, a small business that utilised S/4 HANA to grow into a global manufacturer and distributor of espresso machines. It is an example of how scalable and agile the solution can be.

Get the La Garda case study here.

To thank the attendees, NTT DATA also handed out tokens of appreciation and one lucky participant went home with an Apple Watch.


Partnership towards the road to Digital Economy

To stay relevant in any business, companies need to rethink their business models, their business processes and how their people work. This arising need requires a revolutionary technology that will finally eliminate the gap between transactional and decision-making systems.

SAP launched the next generation business suite, S/4 HANA, to cut the hard work needed to make in combatting business challenges. It is a Digital Core that provides immediate insight, intelligence beyond automation and worldwide integration.

From your current state to digital


NTT DATA Business Solutions has been working with enterprises of all sizes in 80 countries around the world, thus the challenge in terms of transitioning to digital can always be resolved with some of the typical migration paths:

  • New customers to SAP or those ready for a fresh start can migrate data from your legacy system to a new installation of SAP S/4 HANA with integrated data management and quality tools;
  • Convert your existing SAP system to SAP S/4 HANA, and adjust customization and business flows to take advantage of innovation without re-implementation; or,
  • Simplify your system landscape to carve out selected processes functions, moving gradually to SAP S/4 HANA innovations.



itelligence, NTT DATA Business Solutions headquarters in Germany, has just been awarded the exclusive distinction of SAP’s Pinnacle Awards 2016. NTT DATA Corporation is a top 10 global IT services company and part of the NTT Group, one of the world’s largest telecommunications and IT services companies with headquarters in Japan. We operate with approximately 75,000 professionals based in more than 80 countries. Every day around the world we help clients explore new ways to respond to market dynamics with flexibility and speed, reduce costs with less risk, and increase productivity to enable growth.

For a detailed and comprehensive overview of the benefits and advantages of SAP S/4 HANA, kindly contact:


Kuhanesh Arul

Regional Business Manager

South East Asia (SEA)

NTT DATA Business Solutions APAC

T: +60 (3) 5636 9016

E: [email protected]


HRDF Malaysia

Malaysia, April 2016 - According to Human Resources online, a  new programme has been launched by Malaysia’s Human Resources Development Fund aimed to retain and train retrenched Malaysian employees.

“Malaysia’s Human Resources Development Fund (HRDF) has launched a new programme to retrain retrenched employees, using the unused portion of the monthly levies it collects from employers amounting to about RM 300 million.

The HRDF Pool Fund is expected to now be split, with 70% invested into employer-led training, and the remaining 30% to be ploughed into this new programme.

The new programme includes six core modules:

  1. Outplacement centre – for retrenched workers
  2. Train and replace – aimed at replacement of foreign workers with Malaysians.
  3. Upskilling and reskilling programmes – aimed at SMEs
  4. Programmes for future workers
  5. 1Malaysia globally recognised industry and professional certification (1MalaysiaGRIP) programme
  6. Certification and value added programmes identified by the sectoral training committees (STCs), as well as special fund for industrial association programmes

HRDF chief executive Dato C.M. Vig­naesvaran told Human Resources that the Train and Replace programme and the Outplacement Centre are expected to go live in May this year.”

Visit to read the full article.

SuccessFactors Learning helps learning professionals improve employees’ skills, develop leaders, reduce compliance risk, and better enable external audiences.

The functionality provided with SuccessFactors is world-class covering all aspects of the Learning process.  Organisations can also create and share their own training content to ensure all staff are benefitting from the knowledge, skills and experiences of their colleagues (“Social learning”) – this means the company as a whole is as strong as its strongest link.

In Malaysia, NTT DATA has seen increasing interest in the SuccessFactors Learning module and have recently implemented it for a number of well-known Malaysian brands who are leading the trend to Cloud HCM solutions.

With this recent announcement regarding the HRDF there’s never been a better time to look at your Learning/Training process and ask “How can we do this better?”

To find out more contact:

 Daire O’Mochain

Regional Manager, SAP Cloud Solutions

NTT DATA Business Solutions | APAC

T: +60 11 2339 7779

E: [email protected]

SAP Malaysia Partner Excellence Award 2015Cloud Solutions Homepage CarouselPRESS RELEASE

Malaysia, March 2016 – NTT DATA Business Solutions Malaysia Sdn Bhd was presented the SAP Partner Excellence award for Cloud Solutions category at the recently held SAP PKOM Summit in Malaysia. The Awards were given to top-performing partners that excelled in their partnership with SAP and helped customers run better and simpler with SAP solutions.

Daire O’Mochain, Regional Manager, SAP Cloud Solutions accepted the award on behalf of NTT DATA Business Solutions Malaysia team. “Accepting the award for Cloud Partner of the Year in Malaysia on behalf of our Malaysia team is a great honour.  It confirms our commitment to providing innovative solutions to our customers’ business needs across the complete SAP suite whether that be on-premise, Saas or a combination of both.  Add to that our ability to provide application hosting locally in Cyberjaya and we offer a unique proposition to local and regional businesses,” he explains.

O’ Mochain further attributes the success of the team in 2015 by a rapidly growing acceptance of Cloud solutions by HCM leadership teams in Malaysia and South East Asia.  The SAP SuccessFactors suite is an acknowledged leader in Cloud HCM and the team have built a highly experienced team in Malaysia to ensure that NDBS is a partner providing solution expertise with regional delivery experience.  O’Mochain commented that  “This is increasingly important as we see more and more customers demanding a solution that supports expansion into and across APAC as well as a partner who has a regional and global presence to match their own.  It also helps to be a customer ourselves using a number of Cloud products including SuccessFactors and Concur.”

“It is an exciting time to be in the SAP Cloud space and we look forward to building on our regional and global successes in this space through 2016 and beyond with some exciting innovations of offer to our APAC customers in coming months across SuccessFactors, Business ByDesign and Analytics,” he added.

PKOM Group Photo

Photo: SAP Malaysia PKOM group photo.  NTT DATA Malaysia’s Yin Jye Lee, (SAP Cloud Solutions Lead (SuccessFactors), SEA)with our Cloud Partner of the Year award, front row sixth from left

SAP recognised NDBS’ expertise in innovation and extended value support to ensure results and solutions to run SAP more simply in the Cloud.

Please go to for more information and insight on SAP Cloud solutions for your organisation.

# # #


Daire O’Mochain

Regional Manager, SAP Cloud Solutions

NTT DATA Business Solutions | APAC

T: +60 11 2339 7779

E: [email protected]

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