SAP HR Analytics

The paper investigates to what extent the analysis of individual strengths of team members can support the transition from a hierarchical to an agile organization. For this purpose, a functional prototype was created for metafinanz as an analytic application using SAP Analytics Cloud (SAC). This allowed the team composition to be evaluated descriptively in terms of Gallup strengths at the team level, work area level and overarching work area level. As such, it serves as a basis for optimizing the team setup or for developing different KPIs. Potential for technical improvements were also identified, such as the automation of data loads or the usability of the dashboard itself.

The aim of this work was to develop recommendations for action on the basis of secondary research, which highlights the requirements and needs of employees as regards work structures and workplace design during and after the Corona pandemic. The past and current work situation was assessed based on a company-wide survey. The results, which revealed many positive aspects such as internal communication, will also form the basis for how to move forward after the pandemic. For instance, it became clear that many employees favor flexible working hours and work locations. Topics such as working from abroad, a 4-day week or hybrid working models can now be addressed, discussed and tested for feasibility.

How strongly do soft skills contribute to employee performance in an agile organization? Which of these skills are of foremost importance? And what practical implications does this have for topics such as employee attractiveness, employee development and recruiting? The Master’s student investigated these questions on the basis of theoretical research and qualitative
interviews.

The analysis of the surveys revealed just how important a focus on employee soft skills is, especially in an agile organization like metafinanz. Furthermore, the concept of “agile P-O fit” (person-organization fit) was developed to better illustrate how skills and organizations can optimally complement one another. Based on this metric, recommendations were made as to how further studies can support this process and how specific preferred soft skills can be developed for different types of companies.

The objective of this paper was to use quantitative methods to investigate the link between agility, teamwork and job satisfaction. Furthermore, the author wanted to establish whether the connection of these variables as well as their direction and strength can be proven empirically. The study was able to demonstrate that there is a direct positive correlation between teamwork/agility and job satisfaction. This supports the theory that organizations can support agility on both a technological and social level to achieve a significant positive impact on team effectiveness.