The document discusses learning and development at SAP. It outlines trends like mobile learning, gamification and content. It discusses how companies with strong learning cultures outperform competitors. SAP focuses on informal, on-the-job learning. It has launched programs to develop leaders and measures business impacts like increased revenue and engagement. Going forward, SAP aims to increase personalized learning and expand analytics across all areas.

1. Learning and the Digital Transformation
Jenny Dearborn, Chief Learning Officer

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Agenda
• Meet the Modern Learner
• The Business Value of a
Learning Culture
• Leading Trends and Best
Practices in Learning
• SAP’s Learning Journey and
Impact
• What’s Next
© 2016 SAP SE or an SAP affiliate company. All rights reserved. 2Customer

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Modern Learners:
distracted, under time
pressure, tech-savvy,
interested in exploring
on their own and
learning from peers

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Common Themes in Learning and Development
Gamification Content Mobile

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better response
to customer needs
more likely to be
market share leaders
greater employee
productivity
more prepared to
meet future demand
more likely to be
first to market
greater ability to
deliver “quality
products”
Business Value of Learning Culture
Organizations that Embrace Learning Outperform the Competition
Research shows that
companies with a strong
learning culture, based in
measuring business impact
results, significantly
outperform their
competition.*
Employee learning and
development is a means
to an end – supporting
SAP’s strategic goals and
business objectives.
17%
34%
58%
37%
26%
46%
*Bersin & Associates, 2012

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Digital HR and Learning will help us to
reinvent L&D and HR systems
The leadership market will start a steady
process of reinvention
Diversity, inclusion and unconscious bias
will become a top priority
The L&D function will continue to struggle
The future of work is here and HR is in
the hot seat
Organizational design will be
challenged everywhere
Culture and engagement will remain
top priorities
Real-time feedback and analytics will
explode in maturity
A new generation of performance
management tools will emerge
A focus on “human performance” and
wellbeing will become critical parts of
HR, Talent and Leadership
Focus on employee experience will
overcome process design in HR
Learning Trends and Best Practices:
Bersin’s Predictions for 2017
1
5
4
3
2
7
11
10
9
8
*Bersin & Associates, “Key Predictions for 2017,” 2016
6

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SAP’s Continuous Learning Model
Creating a Culture for Ongoing Development
90% Informal Learning
LEARNING
ON-THE-JOB
EXPERIENCE
CONNECTIONS TOOLS & SUPPORT
Instructor-led and
e-courses in the LMS
Rotational programs,
fellowships, or self-directed
experiences
Coaches, mentors, sponsors
and networking with others
Content on the portal, Jam
groups, job aids, and
performance support
10% Formal Learning
Source: Bersin by Deloitte, 2013 and 2014 Corporate Learning Factbooks

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Leadership Development Roadmaps

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SAP Learning Journey
Key Accomplishments
In the 3 years since SAP
Learning was formed,
we’ve launched Success
Map Learning, introduced
new management /
leadership curriculum,
restructured the financial
model, and enabled world-
class learning content
available at no cost to all
employees.
2016 highlights include the following:
SIY
completed or registered
for Leadership Flagship
Programs Q1-Q3
People Survey Learning
Score (from 67% in 2014
to 79% in 2016)
+4 points60%
of leaders
1.3 million+
courses
>20 industry awards, including:
delivered in 2016*
per qtr in language
learning course sessions*
Focus on Insight Diversity &
Inclusion Learning Program
across all Learning CoE
programs (vs 42% industry avg)*
81 NPS*NEW!
Recognized as a
leading program in
the corporate world
16%
increase
LEAP
Brandon Hall Excellence
Award for Leadership
Development
LEAP
“Leadership 500
Excellence Award”
Global Coaching Practice
2015 Prism Award
International Coaching
Federation
12.2
courses
Challenger Program
Ultimate Award Recipient,
Bersin WhatWorks Award
participated in per
employee (avg)*
*Data is estimated, based on Q1-Q3 2016 trending and pending 2016 final inputs.

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SAP Global Programs
Analytics Confirm Business Impact and Higher Engagement
.68%
Global and
Senior leaders
“Lead SAP into
the Future”
First-level leaders
“Lead SAP Teams
to Great Results”
3.4% 3.9% 66%
LEAP for Women
t
“Leadership Excellence
Acceleration Program”
Employee
Engagement*
All Leaders
Trustworthy
Leaders Program
Leadership
Trust
Significant
Role Change
Employee
Engagement*
.4%
All Employees
Search Inside
Yourself
Unscheduled
Absences
* One percentage point difference in employee engagement can
translate to 35M EUROs in financial impact

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Business Impact Success Story
Global Customer Operations Challenger Program
Challenge
Need for sales teams to implement
new sales strategy to better address
customer needs
Solution
More than 6,000 global sales
professionals completed Challenger
Program in 2 years
Award-winning Program
Business Impact
higher revenue
generation
improvement
in size of deal
less time to
close deals
improvement in $
of pipeline
opportunities sold
27% 6x
>180M € directly attributable to Challenger
25% 3x

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Business Impact Success Story
Social Media Best Practices for SAP Channel Managers
Challenge
Increase Social Media interaction
rates for Social Media Channel
Managers worldwide
Solution
• One-hour training program
developed in partnership with
Marketing University & SAP Brand
Social Channels team
• 84% completion rate
Business Impact
LinkedIn Facebook Twitter
+58% +44% +17%
“Fantastic! One of our core
pillars to stay successful in
a digital economy.”
- Program Sponsor

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Where We Are Going
Increase learning culture and
engagement by upskilling learning
professionals across all board
areas.
Provide personalized, relevant,
and innovative learning content to
our employees, partners, and
customers
Expand analytics and business
impact model across all board area
learning teams
Accelerate SAP Learning into a high-impact organization

14. Thank You!
Questions & Answers