►
Description
In this Lunch and Learn, we host the team from Ingentis. Stephan Kohler from Ingentis shared information ahout their product org.manager, that works with SAP SuccessFactors.
He shared the capabilities of their product org.manager, which connects with SAP SuccessFactors using API's and helps in visualising the org structures in many different ways (including the sunburst view, which I personally found very cool).
He also showed the different functionalities that the tool has around simulating org changes and comparing them with the as-is model. The most phenomenal part of the conversation was that he said, that the customers who are live with SAP SuccessFactors can go live in a matter of days with the tool, if they decide to go with the templates provided by them.
A
So,
in
the
same
genre
today
we
have
a
partner
with
us
in
incentives,
and
they
will
talk
about
how
they
are
actually
helping.
Sap
customers,
specifically
customers
of
sap
successfactors
in
a
very
specific
way,
for
solving
a
very
specific
problem.
So
with
that,
I'd
like
to
hand
it
over
to
stefan
and
stefan,
if
I
can
ask
you
to
quickly,
introduce
yourself
and
take
it
away,
please.
B
Okay,
thank
you
very
much.
Yes,
hello,
everyone.
My
name
is
stefan
kohler,
I'm
a
partner
manager
at
ingentis,
germany,
so
I'm
responsible
with
the
team
for
our
partnering
for
our
partners
on
the
global
level.
We
offer
software
and,
of
course,
we
like
to
sell
the
software
on
a
global
scale
and
therefore
we
take
the
actions.
B
B
Today,
I
would
like
to
give
you
an
overview
of
the
org
manager
for
sap
successfactors,
which
is
one
of
our
products,
but
first
of
all,
before
I
go
also
into
the
live
system,
I
would
like
to
show
you
also
the
system
into
a
in
a
live
state.
I
would
like
to
give
you
an
overview
of
our
company
again
this.
So
okay
incentives
is
a
german-based
company,
so
we
are
so
we
are
launched.
We
were
launched
in
1997.
B
B
Today
we
have
90
plus
employees
on
a
global
scale,
so
we
have
a
company.
We
are
located
in
nuremberg,
germany,
so
it's
in
the
south
in
the
south
of
germany,
but
we
also
have
a
company
in
the
states
for
our
american
market,
and
we
have
some
people
sitting
in
different
countries
individually,
helping
us
to
yeah
just
to
sell
also
in
the
software.
B
B
Up
today,
we
have
about
1700
work
manager,
customers
globally.
This
means
that
we
are,
we
offer
the
org
manager
for
for
every
industry
and
also
every
size
of
company.
So
we
have
small
sized
companies
up
to
big
corporations
and,
as
you
can
see
in
this
slide,
we
have
we.
We
are
offering
the
software
for
different
industries
like
automotive,
in
industry,
energy,
financial
services
and
they're,
also
they're,
small
ones
and
they're,
big
ones,
and
the
big
ones
like,
for
example,
bmw
you
see
on
the
right
side,
hand,
side.
B
And
yeah
and
again
also
another
another
slide
with
all
the
the
most
famous
yeah
customers.
Our
customers
are
very
restrictive,
so
this
means,
because
you
I
think
I
was
asked-
also
to
give
her
an
example
most
of
our
customers
don't
like
to
to.
Of
course
we
can
name
them
but
show
something
is
really
difficult
because
of
data
restrictions.
B
But
of
course
we
can
name
them,
and
one
thing
I
have
to
add
here
is
that
these
1700
customers
are
basically
based,
I
would
say,
95
19
to
95.
The
number
is
going
down
based
on
our
org
manager
on-prem,
so
we
have
different
versions
of
our
arc
manager,
but
the
number
of
course
is
going
down
because
more
and
more
companies
are
coming
and
changing,
or
switching
from
the
on-premise
to
the
cloud
and
also
to
factors.
B
So
what
areas
are
we
offering?
What
areas
of
activity,
of
course
there's
the
basic
org
chart?
So
this
is
the
really
the
simplest,
the
simplest
task
of
our
org
manager,
showing
an
org
chart
showing
a
visualization
of
your
chart.
Of
course,
we
have
more
to
offer.
We
also
offer
controlling
and
big
data
views.
This
means
that
you
can
see
a
lot
of
data
in
one
spot.
I
will
show
that
in
a
minute
and
also
controlling
means
that
we
offer
a
lot
of
kpi,
so
we
can
add
to
the
data
or
we
can
control.
B
We
can
calculate
with
the
data
what
we
get
from
success
factors
and
then
offer
additional
additional
knowledge
of
numbers
and
figures
for
the
customer.
So
this
means
this
is
an
organizational
and
effectiveness
analysis
possible
and
at
the
end
of
the
or
the
top
of
the
of
the
of
the
road
is
the
simulation.
B
This
is
what
we
see
in
the
currently.
What
we
see
is
the
most
needed
task
of
our
org
manager,
a
simulation
capability,
so
that
the
user
or
the
company
can
decide
who
is
sitting
or
what
person
or
what.
What
part
is
sitting
where
and
how
can
we
allocate
those
ftes
in
the
future?
So,
for
example,
if
there's
a
company
who
is
like
who
is
joining
another
company,
usually
the
org
manager
is
used
for
the
simulation
and
the
simulation.
So
does
the
you
see
half
scenarios,
what
you?
B
B
B
Okay,
you
can
increase
your
efficiency
because
you
know
where
and
who
is
sitting
where
you
can
have
a
look
in
your
structure
from
a
really
different
angle,
because,
like
I
said,
we
offer
this
big
data
view
so
in
a
circle,
a
circle
kind
of
view.
This
is
really
nice,
so
you
can
see
with
one
spot.
For
example,
where
are
where
is
the
missing
space
or
where's?
Where
do
we
need
people
in
the
future,
and
you
can
show
that
with
different
colors,
for
example,
and
also
the
size
shows
the
data.
B
Of
course,
your
with
these
new
insights,
your
staff
can,
or
the
staff
can
make
more
informed
decisions
and
really
also
a
lot
of
money
is
saved
with
all
this
data,
with
all
this
just
doing
with
this
org
manager,
because
you
can
design
your
structures
really
fast.
One
person
can
basically
do
this
and
you
don't
need
a
lot
of
big
staff
to
get
this
done.
B
So,
for
example,
the
acs
version
is
on
the
market
and
very
well
used,
and
we
have
the
arg
manager
for
success
factors,
there's
also
another
little
tool
available,
called
business
or
trigger.
I
would
normally
want
to
get
into
details.
It's
about
automating
business
rules
when
you
make
changes
so
that
a
lot
of
automatic
changes
are
propagated
to
to
lower
or
higher
levels.
B
In
all
versions
or
all
yeah,
all
versions
of
the
art
manager,
we
have
a
division
that
we
can
divide
the
the
product.
There
is
a
professional
version
available
and
there's
an
enterprise
version
available.
The
professional
version
version,
basically
is
the
automatic
or
charting
the
enterprise
edition
or
version
include
simulation.
So
that's
what
I
said
just
said:
planning
your
future
staff.
This
is
included
in
the
so-called
enterprise
version.
Of
course,
the
pricing
in
here
is
different.
B
On
top
of
that,
we
offer
different
add-ons,
so
something
what
you
would
like
to
see
on
the
screen.
Certain
like
I
said
this,
this
circle
view
these
are
little
add-ons.
What
we
offer
then,
if
the
customer
can
and
the
customer
can
decide,
do
I
need
this
or
no
do
I
not
need
this
and
then
can
ask
our
consulting
to
add
this
in
the
product
or
in
in
the
pricing.
B
The
org
manager
for
sap
successfactors
was
launched
in
2015,
like
I
said
it
was
based
on
25
years
of
experience
because
we
started
with
the
org
manager
long
time
ago.
It's
a
certified
extension
in
the
doorstep,
so
especially
sap.
It
was
honored
by
sap
to
being
in
doorstep.
It
runs
on
the
asap
technology
platform
and
it
integrates
with
the
employee
profile
and
ec
data.
So
this
is
almost
the
most
important
difference:
the
other
versions,
because
the
other
versions,
usually
we
can
connect
with
every
database
with
the
successfactors
version.
B
B
What
are
the
target
groups
for
the
org
manager?
So?
First
of
all,
of
course
there
are
the
hr
departments
and
or
design
teams
because,
like
I
said
when
you
like
to
move
someone
when
you
would
like
to
set
up
a
new
team,
so
you
have
these,
they
are
charting
and
you
can
of
course
add
or
view
any
reporting
lines
everything
what
the
data
offers
can
be
displayed
like
I
said
you
can
use
a
simulation
to
plan
future
structures
and
you
have
an
export
functionality.
B
B
B
B
B
B
B
Everything
which
is
it
needs
to
be
there
and
then
it
can
be
displayed
and
there
are
no
limitations
in
terms
of
design,
so
it
means
boxes.
Ui
and
the
content
which
is
displayed
can
be
a
designed
is
designed,
first
of
all
without
any
coding.
So
it's
a
standard
product,
so
it's
done
with
all
with
it's
all
there.
So
it's
only
it's
only
settings
are
done,
but
the
look
and
feel
can
be
different,
like
the
customer
would
like
to
see.
So
if
it's
rounded
circles
the
coloring
the
logo.
B
In
the
background,
the
color
of
the
whole
of
the
whole
chart,
so
everything
can
be
changed
according
to
the
needs
and
the
ui
of
the
customer,
also.
The
printout,
for
example,
also
print
out.
What's
on
the
screen.
What's
on,
the
paper
can
be
designed,
like
I
said,
before,
any
object
attribute
and
structure,
including
metrics
and
custom
reporting
lines
can
be
displayed.
B
B
This
was
also,
and
they
came
up
to
us
and
test
and
asked
us-
could
we
do
this
with
york
manager
and
one
of
our
consultants.
Yeah
was
sitting
there
for
a
couple
of
days
and
said:
yes,
it's
possible.
So
if
the
data
is
there,
it
can
be
displayed
and
then
you,
the
chart,
doesn't
look
like
a
chart.
It
looks
like
a
powerpoint,
basically
on
a
global
level,
with
all
board
meetings.
Current
times
dates
who
is
in
the
meeting?
What
are
the
topics
and
so
on?
B
B
I
said
it
before:
it's
also
a
visual
visual
hr
controlling
system
you
can
for
formatting
and
also
conditional
formatting.
So
if
there's
a
certain
level,
it
can
be
blue.
If
it's
this
level,
it
can
be
green
and
so
on.
So
we
have
individual
availabilities
to
change
the
look
and
feel,
according
to
certain
numbers
and
figures
and
facts.
B
B
B
So
this
is
just
an
example.
Not
a
I'm
repeating
myself.
There
is
no
one
there's,
not
one
customer
where
the
org
charts
look
the
same
as
the
other
one.
If
you
are
going
for
the
individual
approach,
and
here
we
have
something
new,
you
can
go
from
scratch.
You
can
tell
our
consultants
what
you
would
like
to
see
on
the
screen
and
they
would
configure
everything
in
so-called
perspectives
or
different
data
views
with
the
design
you
would
like
to
see,
but
with
yeah.
Some
customers,
of
course
came
up
said.
B
Okay
hours,
of
course,
takes
a
lot
of
hours.
Don't
you
have
anything
like
a
template?
What
we
can
use
and
maybe
then
just
adjust
that
color
or
the
the
logo-
and
this
is
something
what
we
offer
also
since
this
year
we
offer
a
template
approach.
So
this
means
we
have
a
set
of
templates
in
a
catalog
and
the
customer
can
decide
which
kind
of
template
they
would
like
to
use
in
the
future
and
simply
can
if
they
have,
the
data
available
can
set
up
these
those
templates.
B
B
B
B
B
So,
first
of
all,
the
most
important
is
here
the
the
here
this
line
here
on
top
here
this
menu,
we
have
the
so-called
perspectives.
Perspectives
are
basically
the
data
views
the
customer
is
choosing
or
the
customer
would
like
to
have
would
like
to
have
in
their
company.
So
we
have
different
overviews.
B
B
So
in
this
view
now
I'm
starting
here
with
the
organization
all
with
you.
We
have,
of
course,
a
language
change.
So
when
you
have
different,
when
you
have
a
company
in
different
locations,
you
could
also
have
different
languages
adjusted
or
entered
we
offer
here.
I
think
up
to
17
or
16
languages.
Currently
we
have
a
level,
so
this
means
now
we
level
a
change,
which
means
we
have
the
possibility
here
to
change
the
levels
I
can
see
now,
one
level
also,
we
only
have
five
levels.
It's
can
be
done
to
100
levels.
B
B
We
have
the
possibility
to
print
and
exports,
something
I
will
show
in
a
second
and
in
the
org
manager
for
successfactors.
We
can
also
change
the
date
so
a
week,
the
date
for
the
data,
what
we
see
on
the
screen.
So
if
there
everything
changes,
of
course,
should
be
done.
Usually
the
standard
change
should
be
done
in
successfactors,
but
we
can
also
import
or
yeah
change
the
date
for
for
this.
For
this,
the
oil
check
what
we
see
on
the
screen
effects
something
what
we
call
visualization
rules.
B
B
Also
something
like
this,
I
will
show
in
a
second
and
so
the
other
stuff
I
will
go
into.
I
will
show
it
to
you
also
in
a
couple
of
minutes,
so
what
we
have
on
the
left
hand,
side
is
a
hierarchy
tree.
So
basically
you
can
go
through
a
hierarchy
tree
or
you
can
simply
click
on
the
individual
fields
or
boxes.
Here
I
see
on
the
screen.
B
From
a
business
level
down
to
an
individual
department
level
and
so
on,
so
for
example,
I
click
here
on
corporate
executive,
and
I
see
here
my
best
friend
corporation.
This
is
always
the
example
corporation.
What
we
use
to
show
okay,
so
you
see
here,
of
course,
also
photos
are
not
known.
A
big
deal
can
be
included,
rounded
circles
squared.
This
is
also
something
what
we
what
we
we
can
say
within
in
the
in
the
implementation
phase.
B
B
So
this
is
the
connection
is
still
there.
You
are
currently
in
success
factors
you
just
don't
see
it
because
of
the
frame
it's
just
you're
currently
connected.
I'm
in
here
also,
as
I
said
I
have
here,
I
think
my
name
is
alicia
or
something
as
a
certain
user.
So
I'm
based
on
my
user
credentials.
I
see
some
what
I
see
on
the
screen
is
based
on
my
user
credentials.
B
So
when
I
click,
for
example,
on
a
person,
I
now
move
this
again
from
the
right
hand:
side
more
into
the
space.
I
see
a
little
business
card
now,
let's
see
a
little
business
card
of
data
of
roberto.
So
if
I
click
on
another
person
would
change
immediately
and
you
have
some
data
available
for
this
person.
B
B
Sorry
now
again,
also
when
I
click
on
on
this
on
this
a
little
on
his
name.
I
see
in
the
right
hand,
side
this
business
card
for
him
and
I
can
also
switch
back
now
to
again
to
roberto
benavidez
what
you
see
like.
I
said
what
you
see
in
the
screen
can
is
configurable,
so
this
business
card
can
also,
for
example,
be
shown
when
I
hover
over
a
person,
not
a
big
deal.
Can
we
just
implement
it?
It's
not
a
it's
nothing
such
a
setting.
So
what.
B
B
B
I
could
also,
for
example,
left
hand
side.
I
could
show
some
kpis
so
showing
kpis
on
top
below.
Wherever
would
like
to
see,
it
is
possible
so,
for
example,
here
ftes
making
positions
and
so
on
also
the
little
graph
so
overview
of
male
and
female,
for
example.
If
this
is
needed
can
be
done
now.
Let's
say
I
would
like
to,
or
the
head
of
the
apart
department
could
also
be,
for
example,
displayed
now.
B
B
B
Okay,
it's
possible
to
view
those
weight,
composition,
positions,
but
it's
not
well,
let's
it's
not
very
comfortable.
Let's
say
it
is:
let's
say
this
way
so
therefore,
we
could
also
go
for
something
different
and
that's
exactly
what
I
would
like
to
show
you
and
what
I
told
you
before
we
have.
It
says
here
we
use
sunburst.
We
have
here
this
sunburst
view.
So
when
I
hit
here
click
here
on
sunburst
view,
I
see
my
company
in
a
circle
view
with
a
chord
with
currently
three
levels.
B
B
Depending
I
think
on
the
on
the
hr
number
of
of
persons
in
the
in
the
department
currently
so
also
the
the
nump
that
the
change
here,
the
size
here
of
each
segment
can
be
changed
according
to
a
certain
figure
and
now
I
also
use
this
effects
here.
This
visualization
rules
and,
for
example,
click
here
on
bacon
positions.
B
Now
I
see
with
one
view
where,
in
my
company,
in
my
best
run
corporations,
do
I
have
making
positions
and
by
simply
here
clicking
here
with
a
double
click
going
into
the
detail.
I
see
where
exactly
in
my
in
my
here
operations
or
australia
team.
I
have
baking
positions
and,
of
course
I
can't
now
go
into
the
org
chart
card
and
see
where
it
is.
I
also
have
the
possibility
always
to
sorry
for
my
screen
to
add
it
somewhere
here
on
the
screen
in
parallel:
oh
yeah,
it's
there
it's
there.
B
There
you
go
okay,
so
sorry
this
is.
This
is
now
because
of
my
of
my
small
screen,
but
you
can
always
have
it
in
parallel
on
the
screen
and
see.
Where
do
I
have
waking
positions
and
have
the
right
chart?
Next
to
it
one
example
how
the
org
miniature
looks
like
and
how
something
can
be
can
be.
Viewed
in
my
next
example,
I
will
go
one
step
lower.
B
Let's
just
look
on
the
hour,
so,
okay,
just
to
give
you
an
overview,
what's
also
possible,
it's
the
metrics
and
retirement
view.
Basically,
here
you
see
we
have
the
visualization
rules
on
the
right
hand
side,
so
they
are
static.
Now,
not
with
a
mouse
click
open
to
be
opened.
We
have
the
tree
view
here.
Yeah
in
a
in
a
in
a
on
the
left
hand,
side
just
can
be
open
with
a
mouse
click.
I
just
keep
it
like
this
and
we
have
the
org
charting
bigger
on
the
screen.
Now,
what
I'm
doing?
B
B
What
are
the
in
terms
of
the
color
view
coding
you
see
when?
Are
they
going
to
retire?
So
something
like
this
can
also
be
displayed,
and
also
in
this
view,
you
have
the
possibility
to
set
a
filter,
for
example,
who
is
retiring
within
the
next,
let's
say
five
years
or
eight
years,
and
you
see
the
persons
underneath
with
the
with
the
individual,
color
coding
and
the
years
to
retire
also
possible,
for
example,
is
a
dashboard
just
a
simple
dashboard.
B
B
Something
I
told
you
before:
oh
sorry,
you
know
this
was
just
a
model.
Sorry,
this
one
so,
like
I
said
before,
we
a
lot
of
our
customers
would
like
to
have
the
simulation
capability
because
of
planning
new
structures
and
yeah,
for
example,
if
they
would
like
to
split
their
company
or
something
like
this
or
used
to
like
set
up
a
new
department,
something
like
this.
They
need,
or
they
are
loving
this
tool
or
loving
this
capability.
B
B
Now
it's
loading-
and
you
see
this
also
here,
underneath
there's
a
little
line
in
gray.
I
already
said
it
just
takes
a
minute,
but
just
to
save
time
I
already
made
one
before
so.
It
looks
like
this.
The
way
it's
ready
you
can
share
this
simulation
with
other
people
means
that
you
can
say:
okay,
muay
kumar.
My
colleague
can
also
see
this
simulation
can
also
work
with
the
simulation
and
can
also
make
changes
in
the
simulation.
B
What
was
done
in
the
simulation?
Currently,
it's
like
a
simulation
log.
Currently,
there's
nothing.
You
can
nothing
see
there,
because
nothing
was
done
here
so
now
I
have
my
my
simulations
ready
shows
me
down
here
a
little
overview,
so
I
double
click
and,
oh
sorry,
I
open
here
get
back
to
my
screen
now.
What
was
happening
is
that
data
was
copied
in
a
sandbox
environment
and
what
you
see
on
the
screen
currently
is
not
the
live
data,
it's
just
a
copy
and
what
I'm
doing
right
now
here.
B
I
double
click
here
again
again
into
my
executive
office
into
my
best
run
corporation
now
you
see
a
different
view
without
any
pictures.
Of
course,
just
just
the
teams
and
in
order
to
start
my
simulation,
nothing
is
different
right
now
in
order
to
start
I
click
here
on
top
enable
simulation,
and
now,
when
I
hover
over
those
all
those
details,
you
see
little
icons,
so
you
can
either
edit
delete,
create
a
new
department
here
in
this
case,
or
create
a
new
position.
B
B
This
is
something
I'd
like
to
change.
So,
for
example,
I
move
simply
this
box
here
onto
the
restaurant
corporation.
So
what
you
see,
then
it
disappears
and
with
a
double
click
you
see
a
little
bit
bigger.
Then
it
was
added
into
the
underneath,
the
level
of
the
restaurant
corporation
next
to
the
other
leadership
team.
So
I
moved
a
complete
team
underneath
the
best
run
corporation
and
it's
displayed
in
blue
showing
me
okay,
there
was
a
change
made.
B
B
B
B
Business,
you
know
anything
else
there
I
just
leave
it
like.
It
is
and
hit
save,
and
you
see
now
colored
in
green
that
there
is
a
new
position
in
the
leadership
team
in
here
I
am
even
capable
of
moving
an
individual
person.
Okay,
let's
assume
that
here
this
lady
here
from
russia
is
moving
to
this
leadership
team
emea.
B
B
B
Also,
this
takes
some
time
and
when
it's
ready
it
shows
me,
and
then
I
open
it,
and
now
I
see
what
new
objects
I
have
added,
what
objects
were
changed
and
which
kind
of
objects
were
deal
deleted.
Sorry,
so
all
three
of
them
are
displayed
in
this
list
and
now
they
can
be
exported
into
a
csv
file,
but
also
down
to
a
position
level.
You
can
always
have
an
mdf
export.
B
The
question
always
here
is:
is
there
a
workflow
behind?
No
because
there
are
a
lot
of
workflow
systems
in
the
companies
like
servicenow,
for
example,
and
so
what
we
offer
here
is
an
mdf
export
down
to
a
position
level.
This
means
all
the
changes.
What
I
made
down
to
a
position
are
exporting
them
into
a
mdf
file
and
can
then
be
imported
back
into
the
live
system.
That's
exactly
in
the
format
successfactors
is
using.
It
can
be
imported
back
into
success
factors
by
an
administrator.
So,
for
example,
your
export
make
an
export.
B
B
I
made
also
a
change
using
a
person
moving
a
person
for
this.
I
need
a
special
export,
so-called
employee
export.
Also
here
file
is
saved
or
exporting.
This
also
can
be
used
as
file
to
be
imported
back
into
the
live
system
yeah.
This
was
in
a
very
fast
way
to
show
the
the
simulation,
and
one
thing
I
would,
I
think
I
forgot
it
is
the
print
capability
of
this
is
something
I'd
like
to
show,
because
I
think
this
is
also
a
very
also
very
well
used.
B
B
B
A
B
Possible
is
a
print
job,
so
a
batch
print,
so
it
is
something
also
very
nice,
so
you
can,
for
example,
go
for
a
let's
assume.
We
go
into
our
executive
office
again
best
drunk
corporation,
and
we
can
add
all
the
child
notes
and
I
hit
print
also
here
we
get
to
the
overview
and
it
takes
a
little
bit
longer.
I
think,
because
I
hit
it
now.
B
And
you
see
here
an
overview
page
and
it's
linked
to
the
individual
pages.
So
here
I
have
my
best
run
corporation
and,
of
course,
depending
on
the
size,
you
can
jump
into
directly
into
the
individual
pages,
and
also
here
I
have
again
the
possibility
to
jump
up
and
down
with
a
double
click,
also
something
very
special
and
something
very
needed,
or
a
lot
of
times
used
in
companies.
B
B
A
B
There
you
go,
the
sunburst
is
exactly
what
I
said
is
this
view.
This
is
called
the
sunburst
view
where
you
have
on
one
spot.
For
example,
let
me
just
expand
this
to
four
levels.
Of
course,
in
my
screen,
this
doesn't
look
too
good.
Let's
go
on
for
three
levels
and
you
can,
for
example,
then
have
here
effects.
B
In
this
example,
I
only
have
the
vacant
positions,
so
this
means
what
you
see
here
in
the
screen
and
where,
in
my
in
my
company,
do
I
have
making
positions
I
see
with
one
spot
could
be
more.
Of
course
there
could
be
other
colors
for
other
for
other
rules,
then
in
parallel
you
would
have
different
colors
in
the
sunburst
view
and
see
where
or
what.
Where
do
I
have
this
rule
and
then
with
a
double
click,
you
can
jump
right
into
the
system
right
jump
right
into
the
into
this
department.
A
A
B
It
is
based
on
the
visualized
data
means.
Usually
these
are
the
employees
or
the
positions
depending
here
the
higher
number
counts.
So,
depending
usually
we
get,
we
get
a
call
and
say:
okay,
we
have
a
company,
a
thousand
people,
then
we
usually
ask
other
more
positions
or
or
or
employees
is
that
usually
employees,
and
then
it's
we
go
for
the
1000
employees,
so
we
have
different
price
ranges,
starting
from
0
to
500,
500,
000
and
so
on
and
depending
on
the
depending
on
the
yeah.
What
would
request
we
give
out
these
prices?
B
It's
not
monthly,
based
usually
five
years,
of
course,
can
be
always
discussed,
and
then
we
have.
This
is
the
monthly,
the
monthly
part,
and
then
we
have
implementation
stays
like.
I
said,
okay,
this,
if
it's,
if
it's
from
scratch
it's
more
hours,
if
it's
the
template
approach
currently
here
we
have
a
surrender
fee
of
2
650
euros.
B
B
We
have
a
calculator,
we
have
consulting
packages,
10
hours,
20
hours,
please
calculate
20
more
hours
depending
on
your
needs,
and
then
usually
can
we
can
go
on
from
this
yeah
from
this
implementation,
with,
let's
say
for
the
individual
view
or
with
an
add-on
what
you
what
you
need
and,
like
I
said
the
add-ons
are
it's
also
depending
usually
on
the
customer
when
a
customer
approaches
us
and
says
okay,
I
have
this
environment.
I
would
like
to
have,
for
example,
so
only
certain
people
should
only
see
certain
parts
depending
on
the
requirements.
B
Then
our
consulting
team
sits
together.
If
the
customer
said
okay,
this
would
go
be
the
enterprise
edition
with
this
add-on,
because
you
are,
for
example,
you
would
like
to
see
the
you
would
like
to
see
a
sunburst
view.
Okay,
sunburst
use
also
a
little
add-on
and
then,
depending
on
this,
the
price
gets
together.
A
B
B
A
B
Which
means
this
is
exactly
yes
and
certain
objects
need
to
be
there
or
certain
objects
need
to
be
filled
and
need
to
be
available.
But
it's
something
what
the
customer,
what
the
constant
selling
team
is
checking
with
the
customer
on
the
in
in
a
meeting.
They
can
tell
them
exactly
okay,
we
need
this
and
we
that
that
point,
for
example-
and
something
here
is
missing
and
then,
if
it's
set
up
also,
this
is
unusually
very
pretty
fast.
B
A
B
B
B
It's
a
call,
it's
an
email,
I
will
say
within
hours
or
let's
say
days,
a
change
is
done.
Yeah
or
if
some
like,
of
course,
it's
bigger,
if
it's
a
bigger
change
of
course,
takes
a
little
longer,
but
if
somebody
says
okay,
I
need
another
field
there
or
another
color
there.
It's
really
fun.
It's
really.
It's
really
fast.
A
B
And
yeah!
Yes,
yes,
as
far
as
I
have
seen
different
examples,
you
can
also
always
have
the
changes.
What
are
what
are
the
changes,
for
example,
for
salary
here
and
the
department
there?
Then
you
have
a
little
chart
on
the
left
hand
side,
for
example,
established,
and
then
you
see
directly
when
something
is
changing,
that
how
is
the
change
reflected?
Yes,.
A
Okay,
so
the
budgeting
and
the
cost
implications
are
available.
Maybe
one
final
question
before
we
kind
of
conclude,
because
we
are
already
on
top
of
the
hour.
If
someone
wants
to
find
out
more
information
or
want
to
reach
out
to
you,
how
can
they
find?
Where
can
they
find
out
more
information,
and
how
can
they
reach
out
to
you.