►
Description
In this session, Sreelatha N from SAP shares a brief overview on SAP SuccessFactors Learning Management System and effective learning approach.
#SAP #SuccessFactors #Learning
A
So
today,
in
the
past,
we
have
been
doing
some
of
the
transformation
engagements
with
some
of
the
customers
who
had
shared
their
story
and
in
a
couple
of
last
webinars,
we
had
been
giving
some
of
the
modules,
such
as
recruitment
by
integrations
and
all
topics
which
we
covered.
So
this
time
we
are
going
to
cover
learning
per
se
on
how
it
can
be
leveraged
in
the
organization,
and
this
has
been
delivered
by
two
of
our
senior
consultants
and
srini.
A
B
Thanks
thanks
delighten
for
doing
the
quick
intro.
I
think
we've
been
doing
this
now
for
almost
five
or
six
months
now,
maybe
before
we
start
sri
lanka.
If
I
can
ask
everyone
on
the
chat,
if
you
can
just
quickly
give
us
share
which
company
you're
from
and
which
city
you
have
logged
in
from
so
that
you
know
number
one,
we
get
to
know
people
on
the
call.
B
C
Yeah,
thank
you,
delighten.
Thank
you
mukesh
good
morning,
everyone
and
nice
to
see
you
are
all
here
and
today
I
will
driving
through
y'all,
are
taking
you
all
through
the.
What
is
these
sap
success
factors
learning
journey
and
how
we
can
transform
these
learnings
in
our
organizations
in
day
to
day
business?
So
so
I
will
before
I
will
jump
on
to
the
presentation.
C
I
will
also
hand
over
to
my
other
colleague,
srini
srinivasan.
He
will
be
giving
about
his
quick
intro.
I've
been
with
sap
since
past
12
years.
I've
been
working
with
an
sap
since
sap
on
premises
time
and
then
we
transformed
our
transition
to
and
success
factors
and
with
success
factors.
Also.
We
have
been
working
since
past
seven
eight
years
and
I
have
been
huge
experience
on
both
sap
on
premises
and
on
cloud
and
have
been
implemented.
C
All
the
modules
across
the
success
factors
and
I
have
been
and
top
most
architect
renowned
across
the
sf
fraternity,
so
hope
so
that
this
interactive
session
is
going
to
be
more
interactive
and
hopeful
helpful
for
you
all
and
I'll
hand
over
to
srini
have
a
quick,
intro
and
then
I'll
quick
start.
The
presentation
over
to
you
srini.
D
D
Like
sri,
you
know,
I
am
also
transferred
transformed
from
sap
on-prem
to
successfactors
cloud
one.
I
am
associated
with
sap
successfactors
project
management
for
the
last
five
years
and
basically
you
know
doing
the
project
management.
You
know
success
factors
and
on-prem.
Also,
thank
you.
Have
a
wonderful
session
vote.
You
see.
C
C
We
also
will
highlight
some
of
the
importance
of
this
comps,
which
it
is
in
every
day
and
day
out,
the
lms
training
admins,
which
will
be
coming
across
and
what
are
the
benefits
and
how
do
we
build
in
the
continuous
learning
culture
in
our
organizations
followed
by
shrini,
with
an
hxm
services
overview
that
we,
as
and
professional
services
we
offer
in
sap,
okay,
so
the
learning
overview
which
we
will
be
talking
about,
so
that
is
then
the
effective
learning
approaches.
So
how
do
we
do
that?
C
The
learning
effective
approaches
that
could
be
and
keeping
our
learners
always
engaged,
and
we
should
keep
in
continuous
learning
culture
in
our
organizations
and
while
doing
that,
we
also
need
to
empower
our
learner
learnings
learners
with
their
ownership,
also
to
get
involved
in
it,
and
we
also
need
to
also
check
saying
that
how
relevant
these
learnings
are
to
be
so
and
then
we
will
start
personalizing
these
learnings
to
a
specific
target
groups.
Then
also
we
will
start
inculcating
those
learning
approaches
in
our
organization.
C
So
what
is
that
in
any
organization
which
we
need
to
build
in?
So
any
organization
needs
to
have
in
learning.
That
is
an
lms
in
place.
So
in
success
factors
we
have
an
sf
learning
system
and
we
also
have
a
learning
collaboration
tools
that
could
be
a
jam
and
which
also
enables
the
mobile
and
analytics
for
the
end
users
and.
C
These
days,
only
an
lms
is
not
going
to
be
and
fulfilling
the
organization
needs.
That
is
then
okay,
so
the
learning
cultures
cannot
be
and
no
more
is
into
end
classroom,
trainings
or
an
online
web-based
trainings,
which
are
the
contents
hosted
in
our
own
organizations
right
so
to
build
an
extensive
and
explore
their
learning
capabilities
across.
C
We
also
have
in
most
of
the
organizations
which
are
hosting,
that
is
an
open
content
networks,
that
is,
an
organizations,
are
selling
their
learnings
across
and
will
be
leveraged
by
the
companies
based
on
their
requirements.
So
what
are
those
tools
which
we
are
supporting
as
in
successful
lms?
That
is
an
open
content
strategies
we
are
supporting.
We
also
have
a
tool
called
sap
enable
now
to
build
the
content
delivery
and
we
also
support
and
scom
and
ac
aicc
contents,
and
these
contents
need
to
be
and
having
a
better
performance
and
bandwidth.
C
So
we
also
provide
an
eye
content
storages
in
our
system
correct.
So
the
content
streaming
of
and
skillsoft,
comes
in
out
of
the
box
within
having
more
learning
paths
in
build
with
an
immerse
learning
experiences,
which
is
an
out-of-the-box
integration,
comes
with
the
lms,
so
the
learning
system
often
success
factors.
What
type
of
a
learnings
which
it
supports
that
is
in
compliance,
trainings,
talent,
development.
C
So
in
total,
if
we
see
the
total
success
factors,
learning
system
fulfills
as
an
end-to-end
solution
of
the
learning
system
and
a
learning
academies
so
how
it
is
being
compliant,
so
we
have
seen
as
an
product.
Technically
it's
well
worth
how
it
is
in
functionally
it
is
in
server
survi
serving
our
company's
needs.
What
is
that
company?
A
complete
solution
which
we
are
talking
about,
that
is
success,
factor
learning
which
gives
an
automated
learning
assignments.
C
Okay,
so
we
also
have
an
certification
management
so
that
certification
management
could
be
an
assessments,
quizzes
exams,
etc,
and
we
also
have
in
skill
based
knowledge,
verifications
that
could
be
and
using
in
task
based
or
mentoring
tools
and
self-directed
learnings
as
well.
So
that
leads
to
an
organizational
culture
of
learning.
So
we
also
have
in
constant
content
streaming
that
we
are
talking
about
in
skill.
C
Soft
skills
is
coming
up
within
following
slides,
I'll
explain,
it
has
been
curated
contents
already
and
it
has
in
learning
journeys
already
pathways
has
built
in,
and
the
integration
is
out
of
the
box
with
success
factor
learning
system
sap
jam,
you
all
might
be
aware,
which
is
then
goes
in
hand
in
hand
it's
in
social
collaboration
tool
which
can
be
an
fulfilling
the
learning
communities.
Then
ad
hoc
experts
can
be
sharing
their
knowledge.
C
Mentoring,
coaching
and
community
is
specific
to
their
practices,
so
learning
experience
and
the
key
paper
capabilities
which
we
are
filling
it
across
the
lms.
That
is
then,
as
we
already
mentioned,
some
could
be
and
personalized
recommendations
to
the
learners
and
creating
and
learning
culture
and
skill
verifications,
whether
these
trainings
are
being
applied
on
job
training
or
not,
and
how
we
are
using
the
created
multi-modal
contents
in
our
learning
system,
so
focus
learners.
So
what
is
that
we
are
talking
about
today?
C
C
We
keep
keep
our
keep
our
learners
so
engaged.
So
how
is
that
it
can
be?
It
can
be
true
and
blended
learning,
capabilities
and
learning
contents
that
can
be
and
relevant
to
them
and
we
have
to
provide
and
clear
career
pathways
linked
to
their
development
goals
and
continuous
learning
programs
complete
their
formal,
employee,
trainings
or
it
could
be
an
informal
trainings
or
collaborative
trainings
getting
in
experts
created
contents
and
content,
strain
naming,
etc.
C
So
these
are
the
ways
which
we
can
be
more
focused
about
our
learnings,
so
we
also
have
and
recommended
learnings
in
our
system
right.
So
what
are
those
which
how
we
can
achieve
this?
So
if
we
can
deliver
the
best
in
class,
the
learning
development
experiences
to
our
employees
through
and
personalized
learnings,
and
we
also
can
uniquely
tailor
these
goals
and
into
their
goals
and
learning
through
their
own
learning
histories
and
their
learning
career
pathways
and
sharing
how
the
peers
have
been
completing
their
learning
histories
using
a
lenardo
machining
machinery
leonardo.
C
So
the
next
one
is
then
feedback
management
we
also
have
in
in
learning.
We
already
have
the
trick
patrick
model,
that
could
be
a
happy
sheet
or
it
could
be
a
followed
by
the
quizzes
assessment
and
while
doing
that,
the
in
the
past
a
year
back
before
and
successfactor
as
an
acquired
qualtrics,
we
used
to
launch
even
the
feedback
surveys
in
the
lms
for
our
getting
a
feedback
how
our
contents
are
and
how
we
need
to
test
or
know
the
pulse
of
the
experiences
of
our
employees
right.
C
C
We
can
host
a
service
to
an
our
internal
learners
or
the
employees
and
take
their
feedback,
how
it
is
their
experiences
on
the
learnings
learning
contents,
how
they
are
able
to
apply
that
into
an
in
day-to-day
day-to-day
activities
or
not.
So
this
is
an
sap
success
factors
qualtrics,
which
is
in
totally
out
of
the
box,
which
is
an
integrated
and
which
is
also
engages
your
employees
across.
C
Most
of
the
employees
which
actually
today
report
saying
that
I
haven't
very
less
time
to
read
it
and
very
less
time
to
spend
the
time
on
the
development
or
self-skilled
upskilling
trainings
right.
This
is
becoming
a
big
challenge
for
business
today.
So
how
do
we
maximize
this?
So
we
can
start
maximizing
this
within
content
streaming
of
diskillsoft,
where
more
than
500
plus
curated
learning
paths
are
already
being
channelized
in
the
system,
and
it
is
also
having
an
out
of
the
box
curriculums,
mapping,
guides,
etc
for
their
content.
C
Curation
learning
and
their
pathways
are
out
of
the
box
embedded
synchronized
learning
assistants
are
there
in
context,
their
learnings,
the
content
streaming
which
can
be
and
predefined.
So
if
you
could
see
that
their
expert
driven
video
courses
are
there,
which
gives
an
inside
real
world
experiences
and
even
the
micro
learnings,
which
it
is
in
which
has
been
taken
care,
which
is
in
size
of
the
learning,
so
that
it
can
well
stream
across
your
any
instruments,
it
could
be
a
laptops
ipads
or
it
could
be
your
mobile
apps,
then
out
of
the
box.
C
C
So,
coming
to
the
collaborative
learning,
we
all
know
that
the
sap
provides
and
successful
sap
jam
as
a
collaboration
tool
and
which
gives
an
out
of
the
box
and
lot
of
fun
useful
things
it
right
from
the
employee
engagement
from
onboarding
to
an
as
usual
for
their
pre-learnings
or
the
post
learnings,
or
whether
it
could
be
and
programs
which
will
be
running
from
and
continuously
for
two
or
two
years
or
six
months.
It
keeps
an
audience
tied
with
within
social
collaboration
tools.
C
Okay,
so
what
is
that?
It
is
then
creating
and
learning
communities
and
the
learning
academies.
So
by
doing
this,
an
organization
is
moving
away
from
their
traditional
learning
to
an
70,
20
percent
principle
of
and
more
onto
and
collaborative
learnings
and
creating
their
more
rois
that,
in
return
on
investment
for
the.
C
So
if
you
could
see
that
on
fly,
we
can
also
create
and
importing
tools,
are
there
creating
the
tools
and
we
can
reuse
these
contents
and
creating
those
courses
and
putting
into
the
slice
and
dice
into
the
libraries
or
the
catalogs,
which
is
an
automated
way
of
using
an
assignment
profiles,
etc.
But
while
doing
that,
we
also
have
certain
resources
can
be
built
out
of
the
box.
That
is
an
e-learnings
that
is
in
contents.
Either
could
be
an
inbuilt
or
it
could
be
an
ocn.
C
C
We
have
in
question
our
session
after
the
administration
and
this
com,
so
I
will
take
it
up
at
that
time:
okay,
yeah,
okay,
okay,
so
now
in
efficient
administration's
administration
ui,
you
all
would
have
been
seen
that
2h
2020
one
h,
20
20,
I'm
sorry-
has
come
up
with
a
new
admin
ui
within
fiori
applications,
etc.
This
is
one
which
actually
enables
us
giving
us
and
very
good
ui
in
the
following
slides,
we'll
see
as
a
part
of
these
success
factors,
1h
2020.
C
The
compliance
training
is
might
be
and
unique,
which
reduces
the
administrative
work.
We
do
have
a
retraining
methods
which
can
be
an
every
year,
every
six
months
or
every
three
months
which
we
need
to
be
doing
it.
We,
it
is
also
we
can
also
enable
the
iso
compliance
trainings.
We
also
have
an
across
and
government
reporting
to
the
specific
countries
which
it
has
been
listed.
C
So
time
to
time
the
patches
will
be
and
updated
and
the
system
will
be
stable
then
compared
to
the
normal
instances
has
been
taken.
Care
instances
is
an
lms
instances
which
I'm
referring
here
so
now
we
all
have
been
hearing.
So
what
is
that
which
we
are
talking
about?
The
human
capital
management
is
transitioning
to
their
totally
to
end
human
experience
management.
So
this
is
a
violation
transition
to
an
capital
to
an
experience
management,
because
we
need
to
give
in
better
experiences
to
our
employees
and
the
better
collaborative
methods
of
it.
C
C
We
can
give
an
external
learnings
on
fly
for
their
connecting
to
an
external
systems
or
we
are
sending
them
to
an
external
learnings
capturing
those
external
learnings
here,
and
it
is
going
to
be
an
unique
and
learning
experience
for
everyone
across
the
organization
to
the
total
workforce
combining
it
could
be
and
traditional
or
not
traditional
workforce
and
getting
their
actionable
insights
in
time
to
time
across
the
total
talent
it
could
be
and
their
career
pathways.
It
could
be
unsuccession
or
it
could
be
an
identified
through
and
pi
piece.
C
C
So
this
slide
talks
about
the
external
learners,
so
some
of
the
organizations
might
be
hosting
their
trainings
to
their
subsidiaries
or
their
facilitators,
or
it
could
be
for
their
contract,
labors
or
the
contingent
labors.
So
still
success
factor
can
be
and
part
of
it
and
can
be
supporting
as
well,
and
it
has
got
an
out
of
the
box
integration
with
a
field
class
which
is
again
one
of
our
tool
which
it
is
and
supports
the
contingency
labors
or
the
contingent
workforce,
which
is
an
out
of
the
box
having
an
integration
with
this
success,
factor
learning.
C
C
So
we
have
an
integration
within
successfactor
integration
where
the
learning
history
will
show
out
of
the
box
and
where
we
can
see
the
organization
chart
which
gets
integrated
with
an
lms
as
well
job
profile
builder,
where
we
do
have
and
job
roles,
job
families
and
assign
competences
which
get
synced
with
an
sm,
successfactor
lms.
And
then
again
we
can
fill
gap,
fill
fill
gap,
these
deficiencies
of
your
employees
through
and
through
the
learnings,
which
can
be
integrated
within
career
and
development
plans
and
in
this
successors.
C
So
we
do
have
an
ad
doc
reporting
dashboards
out
of
the
box.
We
all
know
it
if
you
are
all
the
users
of
the
successfactor
lms.
We
have
in
four
types
of
reporting
tools
right,
so
out
of
the
box.
220
reports
has
been
given
in
the
success
factor
domain
and
we
do
have
an
canvas
reports
online
report
designer
which
you
can
develop.
It
or
create,
and
we
do
have
a
plateau
report
designer
which,
if
you
have
a
little
sql
skill
set,
you
can
develop
yourself
now
and
the
following
slides.
C
So
what
is
that?
Which
is
a
new
reporting
tool
which
we're
talking
about
now?
The
reporting
tool
which
is
coming
up
within
report
stories,
which
is
called
and
people
analytics,
which
comes
in
out
of
the
box,
certain
reports
and
for
sf
lms.
It's
in
the
road
map
which
isn't
going
to
get
released
very
shortly.
You
all
might
be
able
to
see
it
during
our
2h
or
2020
or
coming
releases.
C
C
C
C
C
Okay,
so
we
also
have
in
tie
up
with
n
partners,
it's
just
a
slide,
which
I
am
giving
it
across,
that
you
can
explore
by
in
the
communities.
So
what
is
that
we
are
talking
about?
So
it's
calm
contents.
While
we
are
developing,
we
need
to
take
in
care
what
is
the
size
of
the
contents
which
we
are
trying
to
build
in?
If
it
is
a
huge
content,
it's
going
to
be
and
very
big
and
then
it's
in
streaming
becomes
very
difficult.
C
C
C
Then
how
it's
the
navigation
the
moment
you
navigate
click
on
the
time
you'll
be
on
the
learning
learning
administrator
page
where
you
could
be
able
to
see
the
headers
the
full
screen
modes
here,
then
you
see
the
workspace
area
here,
the
fifth
one
which
you
will
talking
about.
Then
you
see
the
left
side.
It's
a
menu
navigation
which
talks
about.
C
Instead
of
we
having
an
separate
icons
on
the
top
as
an
old
ui,
you
can
adopt
it
a
new
ui
administration
screens,
which
has
come
up
so
such
functionalities,
the
earlier
search
functionalities
we
used
to
have
a
free
search
and
quick
search
on
the
top.
Now
it's
only
the
search
functionalities
are
restricted
inside
their
respective
entities
entities.
We
are
talking
about
the
items
or
it
could
be
in
curry,
class
classes,
schedules
etc.
So
if
you
would
have
observed
that
some
of
the
terminologies
also
has
been
changed
so
now
the
items
are
called
as
a
courses.
C
Then
it
still,
you
will
see
in
the
sum
of
the
uis,
it's
still
the
old
terminologies,
because
it's
still
under
transition.
So
the
next
one
which
we
are
talking
about,
the
managers
navigations
so
manage
user
navigation.
If
you
could
see
the
assignment
profiles
so
assignment
profiles,
when
you
see
it,
the
header
looks
like
this.
Then
push
buttons
are
being
navigated
here
to
the
libraries
here.
C
Then,
if
you
could
see
when
you
want
to
the
entity
tabs,
you
want
to
see,
it
could
be
seen
on
the
right
side
of
the
menu
bar
which
it
could
be
assigning
and
recommendations
assigning
to
the
curriculars
or
the
programs
managing
the
rules
of
those
assignment
profiles,
etc.
We
do
have
a
footer
at
the
down.
C
So
what
is
the
common
components
across
the
entities?
If
you
could
see
the
tiles
and
the
descriptions
and
entity
ids
and
images
are
the
common
across
the
entities
that
could
be
a
catalog
that
could
be
a
personalized
learnings
or
it
could
be
and
classy
it
could
be
an
items
or
the
classes
or
so
if
the
major
things
which
we
could
see
is
in
toolbars
and
you
can
scroll
the
toolbars,
the
ui
and
the
column
headers
and
the
rows
etc,
are
the
navigation
functions
so
majorly?
C
If
you
could
see
the
item,
the
major
thing
which
will
be
using
is
an
could
be
the
course
right.
The
item,
so
I
item
has
an
content
structure.
Earlier
we
used
to
have
in
pop-up
and
doing
all
those
things
now
it
is
an
inbuilt
screen
itself.
So
we
see
the
content
structures
of
the
online
content
and
the
folders
and
the
content
objects
are
defined
as
it
is.
So,
if
you
could
see
here
it
is
an
navigation
bars
has
been
given.
We
can
add
on
clicking
and
delete
when
we
want
to
click
here.
C
So
this
is
a
slide
talks
about
the
online
content
settings.
So
that
is
when
you,
when
your
content
is
being
hosted
and
ready
for
employees
to
read
it,
so
certain
settings
are
know
to
be
done
like
in
content
available
for
launch
then
skip
the
content,
so
employee
can
skip
in
the
middle
or
not
or
he
has
to
have
or
read
continuously
one
after
the
other.
The
content
types
are,
these
contents
are
downloadable
or
not.
All
these
parameters
can
be
defined
here.
C
So
this
is
a
con
content,
completion,
statuses,
which
we
are
talking
about-
the
content,
completion-
statuses-
if
you
could
see
here
if
it
is
in
com
courses,
then
by
default,
this
com
will
have
an
inbuilt
parameters
passing
to
the
successfactors
lms
or
on
based
on
the
parameters
pass.
We
want
to
list
them
as
an
employees
as
a
pass
or
a
failure
or
completion.
We
can
do
the
respective
settings
here,
so
this
is
in
classes
more.
C
If,
okay,
we
have
come
out
with
an
a
lot
of
and
traditional
earnings,
but
still
we
have
in
2010
in
our
organization
still
in
ilt
learnings.
So
these
are
the
classes.
Extensively
can
be
used,
and
this
is
the
places
that
registration
can
be
navigated
and
can
be
used
comparing
to
and
last
previous
ui.
This
is
an
ui
which
is
in
totally
onto
and
fury
based.
C
C
They
might
fail
difficulty
why
this
navigations
and
where
it
has
been
listed,
so
we
had
for
your
using
it
as
in
handy
I
have
listed
out
here
the
menus
location
changes
and
if
it
is
in
any
new
terminology
changes,
there
are
two
options
which
it
is
there.
So
what
is
that
is
then
totally
the
locations
are
changed
along
with
the
terminology,
but
some
of
the
things
are
terminologies
only
change,
but
the
locations
retain
same.
That
could
be
what
we
are
talking
about.
Learning
schedule.
C
C
We
feel
that
it
is
due
to
the
learning
system,
so
certain
precautions
and
the
steps,
if
we
take
it
while
we
are
building
our
learning
contents.
As
for
our
learning
academies,
then
that's
going
to
be
and
very
useful
and
reduce
the
it
becomes
in
life,
more
easy
and
reduces
the
effort
of
the
learning
administrators,
so
most
of
our
audience
now
might
be
knowing
about
what
is
this
com.com
is
nothing
but
a
shareable
content
object
reference
model,
so
this
is
in
content
which
can
be
shared
or
hosted
to
any
internet
site.
C
Okay,
so
this
is
actually
came
from
the
defense
academies
where
the
courses
are
getting
developed
initially
and
from
there
we
have
been
started
using
in
our
learning
systems.
So
this
open
content,
which
we
are
trying
to
use
it
embedded
into
our
learning
systems,
to
have
a
control,
completion
and
hosting
what
are
the
control
parameters
which
we
are
billing
it
for
our
employees.
C
So
this
is
one
of
the
important
and
powerful
tool
which
can
be
used
for
the
online
trainings
web-based
trainings
virtual
trainings
and
any
e-learning
content
that
could
be
not
only
the
trainings.
It
also
can
facilitate
the
inbuilt
quizzes
and
assessments
in
it
for
our
validating
weather,
how
much
our
content
is
being
reached,
our
audience
and
what
is
their
reactions
to
us?
C
So
in
this
slide
I
will,
I
have
listed
out
some
of
the
important
things
which
need
to
be
taken
care.
The
reason
behind
this
most
of
the
learning
academies
who
all
are
having
internally
in
your
organizations
and
subject
matter,
experts
and
the
learning
administrators
should
be
taken
care
of
tips
or
these
some
of
these
small
things
need
to
be
taken
care.
So
what
is
that,
while
we
are
doing
so
any
scom
content,
we
are
building
a
inbuilt
in
our
organizations
or
we
are
giving
it
to
and
vendors
to
build
it.
C
So
that
needs
to
be
taken
care
that
it
should
be
having
is
pre-structured
properly.
The
navigations
are
built
in
or
not
whether
the
navigations
are
being
sequentially
defined
or
not.
While
we
are
doing
the
navigations
and
sequentially
building,
whether
the
bookmarking
is
being
done
or
not,
so
that
the
learning
progress
can
be
passed
that
back
to
our
learning
systems,
because
certain
in
my
past
experience
I
have
seen
it
some
of
the
customers
might
have
spent
most
of
the
money
or
in
huge
amounts
of
the
money
on
the
content
building.
C
But
the
content
building
ideally
gets
developed
in
the
vendors
place
and
it
will
start
seeing
the
vendors
lms's,
not
the
learning
systems,
not
the
any
other
open
content,
open
learning
systems.
You
know
so
in
certain
in
such
type
of
the
course
developments
we
invest
money.
We
end
up
doing
duplicate
work
for
the
training
administrators
that
could
be
what
happens
is
the
learnings
progress
starts
communicating
back
into
the
vendors
lms's
or
you
have
to
generate
those
reports
and
import
back
into
the
lms,
your
lms
or
sometimes
we
need
to
pacify
saying
that.
C
Okay,
only
the
learning
course
completion
is
coming.
Learning
progress
is
not
updating
back
to
the
lms,
so
these
are
the
certain
kbs
which
it
has
been
listed
here,
which
will
be
handy
for
you
all,
okay,
so
I've
and
I
have
also
listed
out
some
of
the
things,
switches
and
tips
for
the
mobile
learning
assets
to
be
developed.
So
what
is
that
we
are
talking
about
that
is
and
now
most
of
the
people,
while
traveling
wherever
whenever
we
need
to
host
and
trainings
to
our
employees
right.
C
So
while
we
are
getting
build
the
learning
contents,
it
should
be
also
mobile
enabled
so
it
should
be,
and
while
we
are
billing
it
the
p,
the
images
should
be
of
a
specific
and
less
content,
less
usable
ones,
and
it
should
be
an
html
ui
based
one
etc.
So
that
is,
I
listed
out
here
and
you
can
go
through
there.
It
is
a
very
rare
content.
Any
customer
will
get
it
so
actually
considering
the
time.
C
C
C
C
Okay,
skill
verification
now
is
only
happening
through
and
okay
in
success
practice.
We
have
two
things:
vishal
one
is
the
skill,
libraries
and
other.
We
have
in
jpb
that
is
and
job
profile
builder,
where
we
do
have
in
job
roles
assigned
to
competencies
and
behaviors.
So
currently
we
are
actually
in
fit
gaps
or
the
fill
gaps
are
doing
within
competencies
and
the
gaps.
The
skills
also
can
be
built
as
a
part
of
the
competencies
and
skill
it
still
can
be
measured.
C
C
It's
only
hardly
takes
a
day
less
than
day
for
an
integration
for
says,
building
an
integration
between
your
skillsoft
and
sflms,
and
then
you
can
start
navigating
into
their
courses,
so
their
skillsoft
is
hosting
and
courses
in
several
types
which
I
have
mentioned
in
the
slides
so
automatically
whenever
the
course
is
having
click
means
as
in
ui
learn.
A
learner
doesn't
know
that
he
is
navigating
to
the
skill
soft
until
unless
he
sees
the
skills
of
terminology
somewhere.
Otherwise
it's
in
one
stop
shop
for
the
learners
experience.
B
C
Okay,
so
proctor
base,
we
do
have
pradhi.
As
of
now
that's
called
exams,
which
is
still
there
and
the
second
question
which
it
is
an
upload
of
the
results.
So
we
actually
doesn't
equate
the
upload
of
the
results
results
is,
then
you
are
talking
about
certain
scores.
Something
we
do
have
a
grade
is
a
field
in
it,
so
we
can
still
upload
the
grade
as
a
part
of
the
learning
history,
follow-up
and
the
third
one
mukesh.
I
skipped
off
that
scent
proficiency.
C
Right
the
case
study,
page
assessments
is
a
task
base.
We
use
it
and
otherwise
we
also
can
use
and
jam
groups
as
a
collaboration
tool
case.
Studies
can
be
done,
the
training
has
been
already
given
and
we
have
a
tied
up
jam
groups
with
the
mentoring
tools
there.
The
case
studies
can
be
completed
there
and
then,
after
the
case,
studies
are
truly
done
by
the
end
users.
That's
an
employees,
then
we
can
do
the
course.
Completion.
B
C
So
successfactor
has
a
jpb
out
of
the
box
and
it
as
as
I
said,
it
is,
and
job
roles
and
competencies
are
already
given
70
to
80
competencies.
Out
of
the
box.
It
is
certain
organization
doesn't
have
out
of
the
box,
then
they
can
start
using
which
success
factor
has
been
given.
So
we
do
have
and
now
behaviors
as
well
in
competencies
and
automatic
integration
between
the
hxm
suit
and
the
lms.
So
it
is
a
scheduled
job.
Whenever
your
partner
is
professional,
services
are
implementing
it.
It
is
a
scheduled
job.
C
B
C
Okay,
learning
pathways
is
actually
and
tied
up
within.
Other
collaborations,
like
I
said,
skillsoft
is
having
learning
pathways
and
we
have
another
partner
tools
for
the
learning
pathways.
The
other
things
is
career
pathways.
We
have
still
the
career
pathways
and
success
factors
that
is
any
person
who
is
in
today
is
a
trainee
would
like
to
navigate
to
their
director
or
the
ceo
or
to
an
from
the
middle
management
to
the
vice
president.
C
So
the
career
paths
has
to
be
defined,
which
is
a
cross
module
integration
between
success
factor
lms
and
the
career
development
there.
Once
the
career
pathways
has
been
defined,
then
we
can
deploy
the
employees
on
those
pathways
that
could
be,
and
three
months,
four
months
or
one
year,
career
pathways.
C
Yes,
correct,
patrick
three
and
four
is
also
there.
Three
is
the
one:
is
the
follow-up
service
we
do
have,
so
that
is
when
the
training
administrators
are
assigning
it.
They
will
assign
this
after
three
months
to
a
manager
and
the
employees,
so
that
how
the
learning
skills
has
been
adapted
by
the
employee.
He
also
will
give
the
feedback,
and
even
the
manager
also
how
the
employee
is
able
to
apply
it.
So
that
is
the
one
which
is
in
level
three
of
crack
chromatic
model
level.
C
B
C
Okay,
so
that's
out
of
the
box,
a
report
is
not
there,
but
still
we
can
do
it
in
ord.
I
think
so
because
the
trainer
details
we
do
have
it,
but
how
many
hours
he
or
she
is
spending
it.
It's
a
combined
report
of
an
items
and
the
instructor
you
know
so
that
I
think
still
you
can
achieve
through
a
canvas
report.
B
C
C
C
No
need
no
need,
so
this
is
and
actually,
whenever
you
are
trying
to
import
your
content,
there
is
a
checkbook
check.
Box
is
available,
that
is
in
mobile
access
once
you
click
on
it,
and
if
your
scorm
is
already
in
build
for
the
mobile,
that's
what
I
had
I'm
sharing
the
screen
here
right,
so
your
scorm
should
be,
and
mobile,
savvy
or
mobile
enabled
it
should
be
based
on
html
ui.
C
C
No
need
of
an
partner
at
all,
it's
an
lms
admin
can
do
it.
Just
go
to
and
some
gift
to
your
sites
then
take
the
code
and
try
to
paste
it
in
the
new
custom,
tiles
and
start
playing
it
out.
I
will
say
that
honestly,
maybe
and
one
day
you
spend
thoroughly
means
playing
around
with
it.
You
will
come
up
with
and
one
of
the
good
ui
I
can
say.
C
Exactly
that
steam
is
a
part
of
and
successfactor
theming
right
and
the
tiles
which
it
is
how
it
comes
see,
the
screens,
whichever
I
have
shown
right,
how
it
is
coming.
It's
again,
an
administration
work,
how
you
are
uploading,
the
images
on
your
items,
what
it's
a
relevant
images,
has
been
uploaded
on
your
items
and
how
and
the
relevant
content
has
been
published
on
the
learning
covering
pages.
So
then
that
will
give
you
and
personalized
learnings
or
the
recommended
learnings
ui,
you
know
so
initially
it
is
a
little
effort,
uploading
the
images
for
your
items.
C
C
Actually,
I
shared
one
of
the
book:
is
there
by
adl
it's
an
open
side
and
I
have
shared
the
important
kbs
once
you
go
there,
you
will
be
getting
an
ample
information
in
it
and
one
of
the
important
things
as
a
customer
you,
as
in
training,
administrators
or
in
subject
matter
experts.
You
need
to
be
taken
care.
I
have
explained
it
in
the
couple
of
the
slides.
C
C
Customized
workflows
are
not
there,
but
you
haven't.
No,
there
is
no
limit
for
the
levels,
but
as
a
leading
practice,
we
recommend
that
one
or
two
levels
only
so
if
you're
coming
up
with
an
leading
practices,
we
recommend
that
reason
behind
this.
We
think
that
it's
already
learnings
are
pre-approved
and
then
only
we
are
bringing
into
the
learning
catalogs
yeah.
B
C
Yes,
they
are
two
settings
on
the
system,
so
they
can
access
the
whole
version
or
they
should
impose
a
new
version.
So
if
you
say
that
the
check
mark
is
enabled
not
forcing
it
user
will
get
a
pop-up
whether
you
want
to
do
than
the
current
version,
because
I've
already
started
that
one
or
you
want
to
switch
over
to
the
new
version.
So
it's
again
user
discretion
right,
but
everyone
would
like
to
do
it
in
the
latest
option
or
the
latest
one.
So
yeah.
B
B
C
B
B
C
Thank
you.
Thank
you,
mukesh,
thanks
for
the
valuable
questions
as
well
hope
yeah,
so
we'll
go
to
the
tree
yeah.
So
let's
go
and
see
that
every
organization,
including
sap,
okay,
so
we'll
be
facing
all
these
questions.
How
do
we
do
the
inculcate
the
learning
culture
in
our
organizations
right?
What
trends
are
shaping
up
in
your
future?
So
what
is
that?
The
new
trends
and
the
key
objectives
of
any
organization
should
have
it,
so
that
is,
we
need
to
identify
the
trends
and
what
are
the
role
of
the
learning
place
in
the
organization?
C
The
second
one
is:
are
we
are
going
within
centralized
and
decentralized
approach
or
not
yeah,
and
we
also
need
to
consider
the
audiences
various
audiences.
What
is
the
uniqueness
of
them
and
we
are
targeting
those
uniqueness
that
is
in
more
focused
trainings
in
in
short,
okay
and
the
third
one
or
the
last
one
isn't
how
adaptive
our
learnings
are
being
hosted?
Okay,
so
what
is
the
things
that
the
few
changes
which
we
are
coming
across
that
is
and
workforce
compositions
that
definitely
any
organization
who
are
there?
C
What
we
are
presenting
to
our
permanent
alumni
retirees?
What
type
of
in
trainings
yeah?
So
you
might
be
thinking
that
watchtree
is
talking
about
retiree
center
trainings
as
well
yeah
some
of
the
trainees
and
retirees
will
be
coming
back
into
most
of
the
organization
as
a
consultants
right
and
we
do
need
to
do
in
some
compliance,
trainings
to
it
or
some
other
trainings.
Subject
matter
expert
training,
so
that
is
the
one
which
I'm
referring
here:
okay,
the
next
one
which
is
talking
about
in
leveraging
the
intelligent
technology
which
is
coming
across.
C
I
is
a
new
trends
in
our
organizations
and
prevailing
across
the
world.
Then
the
third
one
is
an
employee
expectations
and
demands
and
their
well-being,
which
need
to
be
considered
we'll
see
that
in
the
following
slides
and
upskilling
and
reskilling
so
in
it
is
not
that
any
organization
will
say
that,
okay,
this
year,
I
spend
this
much.
My
learning
trainings
and
the
learnings
are
done
for
my
organization,
know
right
so
upskilling
and
reskilling
is
and
life
cycle
and
it
is
and
continuous
process
of
any
organization.
C
So
I
have
identified
and
12
ways
of
an
upskilling
and
continuous
learning
engagements
across
across
and
with
my
past
experiences
I
have
list
down,
so
it
might
be
suitable
for
your
organizations
as
well,
so
we
listed
it
out
has
actually
and
four
things.
That
is
an
overview
of
it
and
overcoming
the
economic
learnings
and
creating
in
learning
continuous
learning
culture.
How
do
we
enhance
their
employees?
Engagement
right
so
first,
one
which
talks
about
an
economic
learnings,
it's
so
okay.
C
I
will
skip
off
this
slide,
because
this
is
the
one
which
we
talk
in
the
contin
in
the
following
slides,
okay,
I
will
stretch
and
elaborate
there
reason
behind
short
time
of
it
yeah,
and
it's
not
like
that.
It
is
a
short
time.
I
am
will
be
skipping
any
slides.
I
will
explain
in
detail
as
well
yeah,
so
the
one
which
we
have
listed
out
isn't
12
continuous.
C
Learning
cultures
can
be
done,
so
what
is
that
is
an
economic
learnings
which
we
are
talking
about,
improving
the
visibility
of
the
learning
courses
so
every
so.
If
we
go
in
in
any
organization
and
ask
what
is
the
learning
courses
you
have
done
it?
So
anybody
might
not
be
remembering
it
even
reason
behind.
Is
it
becomes
in
compulsion
and
that
last
day,
one
or
two
days
they
will
complete
it
and
they
forget
about
it.
So
it
shouldn't
be
there
like
that,
okay,
so
the
learning
academies
or
whichever
it
is,
we
are
putting
so
much
effort.
C
Okay,
improve
on
roi
that
is
and
combining
their
existing
lms
with
an
external
collaboration
systems
that
could
be
with
the
skillsoft
ocn
nodal.
So
many
mo
moc
customers,
which
are
vendors,
are
hosting
right,
tying
up
with
them
and
making
more
collaborative
learning
for
them
reduce
the
cost
and
time.
So
what
is
that
we
are
talking
about?
C
Isn't
in
past,
when
we
are
talking
about
the
building,
the
scom
courses,
it
is
it's,
it's
usually
a
huge
investment
for
any
organization
today
reduce
the
cost
and
time
in
building
that
and
start
using
and
adapt
learning
from
the
open
markets
yeah,
because
your
learning
system
can
support
that
creating
a
culture,
the
create
a
culture
of
learning.
That
is
an
empower
the
learners.
So
what
is
that
we
are
talking
about?
Isn't
where
and
wherever
it
is,
learning
should
be
available
for
access.
So,
in
my
past
experience
I
have
seen
both
type
of
fan
organizations.
C
Only
why
focus
learning
learners
could
be
the
other
people
who
might
be
interested
also
can
be
and
given
a
chance
for
them
to
learn,
so
that
if
organization
is
expanding,
merging
amalgamation,
whatever
is
happening
it
through
and
talent
polls.
You
can
identify
the
people
who
has
already
self-driven
upskilled
people
and
use
them
into
your
right.
New
business
strategies
within
less
investments.
C
Okay,
so
actively
promote
learning
then
facilitate
the
course
less
topics.
So
what
is
that
we
are
talking
about
and
facilitating
the
course
less
topics
is
and
collaborative
more
towards
the
collaborative
learning
yeah
and
they
improve
the
employee
engagement.
So
what
is
that
we
are
talking
about
not
only
subject
matter.
Experts
are
getting
involved
into
our
learning
content
building.
We
also
need
to
so
list
a
feedback
from
our
learners
and
get
it
incorporated,
and
it's
not
that
same
person.
They
are
giving
a
feedback.
C
We
can
adopt
it
in
one
go
right
so,
but
whichever
whatever
the
points
we
are
incorporating,
it
communicate
back
to
your
employees
saying
that,
yes,
these
are
the
requests
which
has
come
from
your
feedback,
but,
yes,
we
have
incorporated
20
of
it.
The
rest
will
be
continuing,
so
that
makes
the
belongingness
between
these
employees.
C
So
we
will
go
in
detail
that
is
12
points.
What
is
that
which
we
are
getting
it
so?
The
association
with
the
talent,
so
the
research
when
we
are
doing
it
in
association
with
the
talent
development?
These
are
talking
about
your
career
pathways
or
the
successes,
etc.
In
an
organization
when
you
are
trying
to
build
and
associate
with
it,
do
continue
with
that,
and
while
doing
that,
you
start
creating
a
learning
programs
which
has
and
giving
you
an
out
of
the
box
and
development
specific
professionals
in
it.
C
Okay,
so
these
professionals
will
start
train
the
trainers,
train
the
trainers
culture.
So
what
happens?
Is
your
training
academies
will
have
in
several
instruction
in
instructors
and
the
facilitators
which
will
reduce
in
turn
your
roi
of
the
investment?
So
you
it's
not
that
only
and
concentrated
group
of
people
who
are
hosting
this
trainings.
It
should
be
an
extended
across
the
organization.
C
Okay,
the
other
one
which
we
talk
about
the
blended
and
formal
informal
training,
so
blended,
formal
and
informal
is
already
you
all
might
be
knowing
it.
So
we
have
an
extensive
programs
which
it
has
been
there.
Programs
are
there.
Curriculars
are
there
which
can
be
and
b
ilt
combined
with
an
external
links
or
or
an
external
videos,
or
it
could
be
an
internal
online
contents.
So
you
can
build
an
series
of
the
programs
and
enable
them
within
blended
learning,
so
the
first
one
which
talks
about
and
actively
promotes
so
in
detail.
C
I
have
explained
here:
how
do
we
do
this
actively
promoting
these
courses?
So
employees
don't
actually
will
not
be
knowing
it
right?
So
that's
what
we
are
saying
that
not
maybe
I
wish
I
said
that
they
are
not
going
to
their
learning
systems
by
early
or
something.
Maybe
I
am
wrong,
but
some
of
the
organizations
might
be
following
it,
but
yes
in
sap,
we
do
follow
continuous
learning
process
and
do
sap
empowers
every
employee
go
and
learn
whatever
we
like.
C
You
know,
except
and
little
focus
top
management,
trainings,
okay,
so
daily
anybody
will
not
be
accessing
it
so
start
promoting
it,
sending
it
out
and
mails
or
giving
it
as
a
flash
or
giving
and
learning
opportunities
for
them.
Saying
that
these
many
new
learning
courses
are
coming
it,
so
how
do
you
do
that?
You
can
do
through
your
recommendations.
C
You
can
do
through
your
tiles,
so
what
I
was
talking
about
is
the
tiles
right.
We
give
a
custom
tile
on
it,
saying
that
these
are
the
new
programs
which
is
coming
up.
You
can
still
give
it
on
the
tiles
on
the
landing
page
so
that
they
will
be
aware
out
of
it,
that
what
is
newly
coming
up
with
the
inside
the
learning
yeah
next
is
then
get
discussion
started
before
the
course
starts.
So
it's
a
very
any
course
starts
that
could
be
an
ilt
that
could
be
an
online
any
course.
C
It
is
not
that
today
we
are
hosting
it
so
say.
For
example,
today
I
am
hosting
a
session
that
shouldn't
start
today.
Only
actually
the
pre
work
need
to
be
done.
What
is
the
course
material?
We
are
going
to
do
it
and
what
is
it
is
coming
up.
Try
to
increase
increase
the
inquisitiveness
in
the
learners.
You
know
and
start
ask
them
to
do
the
pre-work
income.
I
I
definitely
agree
that
some
of
the
organization
definitely
might
be
following
it
across,
but
still
you
know
some
might
walk
in
like
that.
C
C
So
being
a
formal
learning,
that's
what
I'm
talking
about
so
formal
learning
opportunities
into
it
than
the
informal
learning
reason
behind
is
informal
learning
which
we
are
bringing
in
so
more
liberal.
To
ask
many
questions,
and
while
I
say
that
not
only
certain
subject
matter
experts
by
giving
a
focus
learnings,
you
also
should
encourage
everyone
to
share
their
knowledge
in
this
collaboration
tools.
Those
becomes
more
handy,
so
it's
not
necessary
that
out
of
100
knowledge
sharing
experts
will
be
able
to
support,
maybe
at
any
given
point
of
time.
C
2030
will
always
will
be
able
to
support
so
incorporate
the
direct
students
and
subject
matter,
experts
feedback.
So
that's
what
I
was
saying
it
so,
which
gives
an
an
inculcative
and
inquisitiveness
along
with
that.
A
belongingness
in
the
courses
which
they
always
feel
that
okay,
some
valuable
feedback
has
been
given
to
us
and
we
are
bringing
into
our
organizational
course
learnings,
okay,
so
creating
a
culture
of
learning.
What
is
that
it
is
a
creating.
C
A
cultural
thing
is,
as
I
already
mentioned
now,
the
trend
is
across
70,
20
10,
then
afterwards,
it
might
go
away
even
within
70
30,
also,
maybe
in
coming
days,
so
most
of
the
things
in
the
cohort
situation
you
we
all
know
it
right.
All
the
trainings
are
happening
only
on
the
online
and
it
could
be
a
web-based
order,
virtual
classrooms
right.
So
now
we
are
already
experiencing
within
70
30
percent
already,
so
these
are
going
to
be
and
more
inculcative
and
encourage
you.
C
C
So
what
we
are
saying
is,
then
we
should
approach
the
people
and
ask
them
to
actively
participate,
and
in
one
of
the
learning
sessions
they
should
start
sharing
their
experiences,
what
they
have
learned,
how
they
are
applying
it
and
how
they
are
helping
the
people.
So
certain
examples
are
being
broadcasted,
informally
or
being
shared
across
the
organization.
It
also
increases,
maybe
uncertain
people
are
intimates
right
and
they
may
be
having
a
lot
of
knowledge.
C
C
Say
for
I
might
be
interested
in
something,
but
due
to
my
compulsion
of
the
job
I'll
be
doing
this
job
and
I'll
be
doing
this
training
for
the
namesake,
but
I
might
not
be
interested
in
it
right.
So
maybe
I'm
interested
in
some
other
things,
so
we
should
give
such
employees
an
opportunity
to
up
skill
in
wider
way
so
that
we
can
leverage
those
skill
sets
to
our
organization
in
our
new
strategies,
so
enhance
employee
experience.
C
Yes,
as
I
said
four
into
three
faster
than
learnings
and
earnings,
so
we
should
start
giving
credits
to
our
learnings
right,
so
we
should
start
giving
them
in
saying
that
this
many
credits,
you
get
it
once
you
complete
this
course,
maybe
because
that
becomes
and
little
inquisitiveness
and
if
your
contents
are
built
within
mobile
enabled
or
in
online
within
micro
learnings,
so
it.
In
short,
it's
going
to
be
and
very
short
videos
which
is
an
interactive
ones.
It
will
start
giving
and
basic
learnings
within
means.
C
It
gives
you
a
lot
of
meaning
when,
in
short
videos,
so
instead
of
we
dragging
it
for
an
hour
or
30
minutes
or
40
minutes,
it
should
be,
in
short,
short
crisp
videos,
so
it
inculcates
their
inquisitiveness
and
their
time
not
more
time
consuming
as
well.
So
that's
where
we
should
start
using
the
content,
building
or
content
leveraging,
along
with
the
social
collaboration
tools.
C
Okay,
the
motivation
which
is-
is
you
already
all
will
be
doing
already?
I
think
so.
So
that's
that
is
creating
a
career
pathways,
putting
them
on
to
the
career
pathways
and
see
that
in
your
career
ladder
you
do
the
certain
courses
formally
and
informally,
you
will
be
reading.
You
will
be
reaching
the
next
steps
of
your
career
building,
so
that
becomes
and
while
they
are
learning
they
are
gaining
a
knowledge
and
they
are
also
getting
and
motivated
and
ex,
with
a
greater
experience.
C
So
encourage
the
knowledge
sharing.
This
is,
I
already
have
told
you
all.
So
it's
not
only
the
subject
matter,
experts
you,
your
organization,
should
start
pulling
up
a
bigger
pool
where
you
will
start
hosting
it
internally
itself,
instead
of
hiring
their
external
instructors
or
something
so
sometimes
it
happens
also,
maybe
and
very
few
subject
matter.
Experts
are
there
and
you
will.
C
You
will
not
be
able
to
make
it
out
those
courses
continuously
hosting
as
well
reason
behind.
They
are
the
critical
resources
so
multiplying
the
subject
matter.
Experts
will
really
just
the
continuous
leverage
so
empowering
their
self-service
yeah.
This
is
one
of
the
one
which
I'm
talking
about
is
and,
as
already
mentions,
social
collaboration
tools
start
leveraging
it
that
could
be
a
sap
jam
or
any
other
tools,
but
yeah.
C
We
recommend
as
a
social
collaboration
tool
as
a
jump,
because
I
am
the
part
of
the
success
factors,
but
yes,
I
in
general,
any
social
collaboration
tool.
You
should
start
inculcating
and
expanding
through
that
as
well
your
learning
culture,
so
I
will
take
a
pause.
Some
following
slides.
Are
there
how
it
is?
What
are
the
tk
take
aways?
But
I'm
already
at
end
on
12
20
I'll,
take
a
pause
and
answer
your
questions,
because
I
need
to
give
an
opportunity
to
my
colleagues
feeny
as
well
to
present
his
session.
C
Okay,
so
whether
it
is
fine
at
least
now
it
is
in
very
quick,
so
you
might
not
been
understood,
but
in
short,
what
I'm
trying
to
say
that
isn't
key
takeaways
is
learning
culture
creation,
it's
in
the
hands
of
our
training,
academies
or
learning
academies
right,
it's
not
restricted,
so
it
should
be
an
empowered,
not
restriction.
That
is
my
request
in
past
experiences,
which
I
have
seen
it
yeah
and
if
no
questions
I'll
take
a
pause
and
I'll
hand
it
over
to
my
colleague
srini
and
he
will
start
presenting
it.
Okay,
thank
you.
C
D
Yeah,
thank
you
for
awesome
session.
I'll
just
take
you
through.
You
know,
within
the
there's
the
time
we
are
raising
his
time,
but
I
I
need
to
touch
upon
few
things
before
we
wind
up.
We
offer
a
few
hxm
services
to
our
customers.
Most
importantly,
you
know
we
do
health,
sex
and
also
you
know
we
also
do
the
vas,
which
is
called
value
assurance
services,
the
mostly
the
bias
we
do.
D
D
So
basically
this
you
know
this
will
reduce
the
the
risk,
if
at
all,
anything
coming
during
the
implementation
and
also
we
ensure
the
the
increase
in
the
quality
of
the
implementation.
During
this
past.
You
know
the
one
it's
a
more
interaction
with
the
customer
and
if
the
customer
is
engaging
the
partner,
we
also
you
know,
along
with
the
partner,
you
know
we
sit
through
in
a
few
sessions
and
ensuring
that
you
know
together
along
with
the
partner
and
customer,
we
deliver
the
quality
implementation.
D
So
that
is
the
approach
we
are
doing
it.
It
is
a
more
of
a
collaborative
approach,
not
only
sap,
you
know
it's
a
success
for
partner
and
the
the
customer.
Also
during
this
journey.
You
know
we
have,
you
know
around
six
phases
during
the
journey.
More
importantly,
you
know
we
concentrate
prepare
to
deploy
where
you
know
I
am
touching
about
the
you
know,
each
of
the
faces.
What
you
know
we
go
through,
that
we
have
a
discovery,
prepare
experience
and
deploy.
D
And
finally,
you
know
we
are
ready
for
the
go
live
and
during
the
prepare
phase
you
know
we
we
do
the
something
called
cloud
planning
workshop,
because
this
is
the
you
know
there
are
few
customers,
they
never
worked
on
the
cloud
environment.
It's
a
mindset,
change
and
most
of
the
customers
work
on
the
on-prem
and
they
move
to
the
cloud
when
it
comes
to
success
factors.
So
you
know
we
bring
our
experience
and
our
best
practices
and
see
how
you
know
we
do
the
the
cloud
implementation.
D
So
we
conduct
a
you
know
cloud
planning
workshop.
You
know
what
are
the
do's
and
don'ts.
What
are
the
key
factors
for
the
successful
implementation
that
we
do?
The
do
the
during
this
workshop
then
moving
toward
that
you
know
we
go
to
the
explore
phase.
This
is
more
towards
the
the
project
preparation
because
you
know
some
customer,
you
know
use
end
to
end
and
some
customers
use
face
phase
module.
We
also
recommend
you
know,
which
are
the
model
to
take
it
up.
D
First,
and
you
know
what
are
the
integration
point
touch
point
we
discuss
about
the
project
plan
and
dependent
teams
and
the
team
everything
put
together.
You
know
we
prepare
something
called
project
charter
or
project
preparation
during
this
phase.
This
is
a
more
of
you
know,
preparation
we
are
doing
for
the
this
successful
implementation.
D
So
we
we
do
the
design
review
saying
that,
and
these
are
the
things
they
have
where
we
bring
the
the
best
practices
into
the
place.
You
know
we
also
recommend.
You
know
there
are
places
where
you
know.
We
do
big
bang
approach
and
there
are
going
to
be
issues
that
are
going
to
be
challenges,
and
you
know
during
this
phase
we
design
properly.
D
This
design
is
important.
You
know
to
ensure
we
have
a
successful
goal.
Live
you
know
in
the
end
of
it,
so
be
pitching
in
the
design
interview
and
once
the
design
interview
is
completed.
We
also
do
the
solution
review
because
you
know,
based
on
the
discussion
we
have,
then
we
devise,
along
with
the
partner,
how
effective
solution
we
can
give.
You
know
given
this,
which
means
there
are
so
many
variances.
D
D
Once
we
complete
the
solution
review,
where
the
system
is
ready,
the
configuration
is
done,
it
has
been
tested
and
the
uat
is
done.
Then
we
do
the
radius
thickness,
because
the
readiness
sequence
also
is
the
important
phase.
Where
we
see
you
know
there
are
the
data
migration
will
be
there.
There
are
going
to
be.
You
know,
integration
across
the
system
within
a
success
factor
or
outside
the
success
factors.
D
You
know,
there's
a
you
know
in
and
out
interfaces
to
be
done
so
that
we
do
the
design
review
and
also
during
this
phase,
you
know
we
involve
our
sme
subject
matter,
expertise
now,
who
brings
a
lot
of
experience
in
terms
of
the
integration
and
architecture?
How
we
should
do
that
and
what
are
the
types
of
integration?
D
D
The
need
is
taken
care
and,
as
she
talked
about,
the
roa
is
important,
because
customer
is
spending
a
lot
of
money
on
the
implementation.
So
we
ensure
that
you
know
the
proper
guidance
is
given
to
the
customer
and
the
partner
and
the
we
see
the
happy
smile.
You
know
during
the
end
of
the
implementation.
D
As
they
mentioned
earlier,
it's
a
more
of
a
collaborative
approach
because
unless
we
have
in
same
platform
and
we
from
sap
partner
and
customer,
this
cannot
be
a
successful
one.
So
it's
more
of
a
collab
approach
which
you
do
during
the
vas
implementation,
then
I'm
jumping
to
health
services.
This
is
more
towards
the
health
check.
D
What
we
call
when
the
implementation
is
done-
and
you
know
maybe
after
a
year
or
so,
and
if
there
is
a
question
of
adoption,
the
adoption
may
be
various
reasons,
because
there
will
be
a
new
set
of
business
team
at
the
customer
place.
They
may
not
know
the
process
and
you
know
there
are.
The
implementation,
may
not
be
a
done
proper
way
kind
of
things.
Then,
in
that
case
we
do
the
health
services.
D
Basically,
the
objective
is
say
ensure
that
you
know
the
over.
The
live
implementation
is
done.
You
know
we
would
like
to
access.
You
know
we
call
as
a
checking
the
system
and
ensuring
that
everything
in
place
or
not-
and
this
is
also
we
have
a
few
phases
in
this
journey,
starting
from
preparation,
discovery,
analysis
and
the
final
report
so
they're.
Basically,
you
know:
first,
we
encourage
the
customer
to
come
out
with
if
at
all
any
issue
list
they
have
or
challenges
they
have
or
adoption
issues
they
have.
D
Then
we
request
them
to
bring
it
on
to
our
table.
We
go
through
that
and
also
we
request
the
customer
to
take
us
through
the
existing
system,
saying
that
end
to
end
what
currently
they
are
doing
it.
We
combine
both
the
challenges,
the
adoption
issues,
along
with
the
what
is
the
current
processes
we
analyze
and
come
out
with
the
recommendation?
D
Okay,
this
is
a
process.
You
know
these
are
the
things
you
can
do,
and
these
are
the
things
you
can
avoid
it.
These
are
the
configurations
to
be
done.
These
are
the
configuration
to
be
modified
because
you
know
we
also
release.
Now
we
have
reduced
the
release
and
we
do
the
halfway
releases
from
there
onwards.
D
Certain
customers
may
not
know
what
are
the
new
releases
coming
to
that
and
how
effectively
they
can.
You
know,
use
those
new
releases.
You
know
to
enhance
their
processes
for
effectiveness.
So
these
are
the
recommendations
we
do
during
the
health
sect.
This
is
what
is
a
high
level
project
plan
we
take
about
maximum
two
weeks.
You
know
to
do
this
activity
cutting
across
preparation,
discovery,
analysis
and
presentation.
D
D
I
am
just
you
know
the
rushing
anyway.
We
are
sharing
this,
the
presentation
with
you
all,
so
you
can
go
through
that.
You
know
I'm
just
elaborating
what
are
the
different
activities
we
are
doing
in
each
of
the
faces
and
if
you
have
any
queries
you
know
in
these
two
services.
You
may
please
reach
to
us
and
we
are
happy
to
assist
you
and
be
happy
to
provide
more
information
on
that.