Published on March 14, 2014
2014 Assessing the talent across pan India in the specialized 25 skill sets of SAP Services and benchmarking major companies along strategy and talent parameters by Talent Sphere More Info: email@example.com firstname.lastname@example.org Contact: 08061341600,+91-9845213700 Visit : www.researchfox.com SAP SERVICES INDIA TALENT OUTLOOK - 2013/14 Transforming Talent Acquisition by Quantifying Talent Pie
Research Objective & Scope of Study This Segment outlines the objective, methodology, scope, and approach of the research adopted for this study: Objective of the Research To understand the SAP talent market across PAN India by addressing the challenges faced by talent acquisition teams and thereby providing 2 years forward looking deci- sion making data Scope of the Research The scope of research was limited to survey and industry analysis from talent perspective. Elements detailed in the industry analysis SAP Services Talent Outlook 2012-2013 in India: Talent Pool Mapping by Skill (Table 1.1) Location (Table 1.2) Experience Wise Breadth & Depth of Oﬀering C&B/Attrition Analysis Training Ecosystem Flexi-Hiring Ecosystem Captive Companies’ Talent Talent Mobility Elements detailed for survey was limited to understanding Existence of Demand-Supply gap SAP Practitioner’s Inclination Recruitment Drivers Top Strategic Level Hiring Challenges The Scope of the study encompasses the following 25 Skills & 8 Locations Technical Functional Core Functional Other Functional ABAP BASIS EP XI/PI MDM BI/BW BO SD HR/HCM QM PM CRM SCM SRM PLM HANA UTILITY/ISU MII SECURITY + GRC SEM PS Other MM PP FICO Location Bangalore Chennai Delhi/NCR Hyderabad Kolkata Mumbai Pune Other (Tier II Cities) 01
Key Take Away Points The key take away points were answers to following questions Scope Decision Matrixces/Outcome Decision Facilitator We understood the talent market in SAP services across India was identified along with employees’ outlook and their perspective on career growth in the SAP industry Better understanding of the SAP services talent in India markets and help the users to define their talent strategies for next 3 years Talent Acquisition Leaders HR Leaders SAP training in India and the subsequent hiring which aﬀects / enhances the recruitment cycle thereby providing insights into unorganized training industry. Clarity on demand supply perspec- tive of SAP Services talent across India which leads to optimizing training needs and fasten the hiring process by appropriate tie ups with training partners Training Leaders HR Leaders Service Area Leaders Practice Area Leaders Identified major companies across India operating in SAP Services market Benchmarking respective companies and adopting best practices to create eﬀicient business process within the company Business Leaders Practice Area Leaders Geography based segmentation Investment opportunities in respec- tive geographies as a part of expan- sion strategy Geo-Expansion Leaders Business Leaders Services based segmentation as in Consulting, Implementation, Support Provides insights into talent capabili- ties in India and which pool of the pyramid can be up skilled to high end services and build a better compe- tency Training Leaders Service Area Leaders HR Leaders Compensation & Benefits Study Understanding the compensation provided in the industry and thereby align themselves to hire best talent in India with optimized C&B approach HR Policy Makers HR Leaders Business Leaders Identified drivers, challenges and opportunities in SAP Services Industry Conversion of these challenges into opportunities makes industry leaders future ready for the upcom- ing challenges & provides drivers to face them in dynamic market giving an edge over its competitors Service Area Leaders 02
Report Overview SAP Services in India has grown by leaps and bounds in the past decade giving rise to umpteen numbers of clients adopting the enterprise software and gaining benefits beyond visibility. The intangible benefits by adoption have been the driving force behind SAP’s rise to the top of enterprise software segment across the globe. But the price factor has always pinched the company especially in emerging markets. Nonethe- less, this factor has not stopped students from taking up SAP has a profession given the fact that it is prom- ised to pay high returns on investment in the talent market. The notion of SAP employment and stability in careers has slowly dipped across volume based mod- ules like ABAP, Basis, FICO and companies are finding it very easy to adopt a hire-and-fire approach. The emergence of temporary staﬀing companies has definitely provided some relief to the companies but the employee market suggests an entirely diﬀerent story line. Employees prefer a permanent payroll and career growth looks more stable with the same. But the niche modules have still displayed an upper hand and have had the companies lurking in the dark with clients breathing down their necks. The development of cross skilling has provided companies with the opportunity to relax certain aspects and hire the required individual/s. Training ecosystem for SAP Services in India has seen the rise of unauthorized training centers and provided an opportunity for candidates to train who have a shoe-string budget but SAP has made it clear that such students cannot apply for certification unless they are trained from the authorized training centers. Captives/GICs have also groomed SAP talent although miniscule; the talent housed here is looked out as potentially hirable by the head hunting agen- cies. Undoubtedly, it is Bangalore that leads the pack in India for SAP Services and continues to do so with major companies housing their talent in the city and looking to expand accordingly. Markets Covered On the basis of India geography Tier I cities Tier II cities Upcoming IT hubs On the basis of companies Tier I companies Tier II companies SMBs On the basis of skills Technical Skills Functional Skills Techno-functional skills On the basis of nature of employment Full-time employment Captives/GICs Flexi hiring On the basis of services Consulting Implementation Support/Enhancements 03
Models ResearchFox has developed various models in-house to assist them in understanding the maturity level of companies and provide clear and deeper insights into benchmarking the companies. The Talent Vigility Model provides a holistic view on talent research across technologies and gives maturity levels of companies on various parameters distribut- ed between talent and strategy. The model used during execution of this report is Market LeadersStrong Contenders PerformersNiche Players Talent Strategy Strong Contenders– The companies here have displayed good strategies but due to lack of talent they have been found wanting. With right mix of talent, the companies here can be leaders Market Leaders – Strategy and talent find the right mix and market leaders are born. There is highly unlikely situation of them being toppled from their positions unless another player comes up the ranks in quick time Performers – undeterred by lack of strategy, the companies here can move up the ladder due to presence of good talent. The companies here, with The parameters taken into consideration are also provided to the clients in the following manner: How talent Sphere works? The RF Talent Sphere is evaluation of vendors on talent perspective. Strategic and operational level parameters are taken into consideration to address the market complexity for talent acquisi- tion / recruitment teams across India. Research firms globally follow certain industry standards in creating customer delight and ResearchFox is not an exception. Following is the step-wise execution of report creation Technology Filter Vendor (Service Provider) Selection Selection of evaluation Criteria Rating & Weighting Information Gathering & Analysis Publish Talent Sphere 04 Niche Players – Strategic evolution but limited talent and exceptional performance make these companies niche. Increase in talent and focused strategy will challenge leaders
Who can use Talent Sphere? How it Beneﬁts them? Talent Acquisition Leaders To get the competitive positioning for their technology prac- tice and thereby identifying the problem areas with respect to talent parameters. Talent Acquisition leaders comprising of recruitment and HR practices in a particular technology/skill can benefit from Talent Sphere in the areas of Talent Pool Availability Training Ecosystem in the respective skill Employee movement Education Qualification Compensation & Benefits The talent acquisition leaders can identify markets and their respective performers which can help align talent practices in place. To identify the talent presence across a selected geogra- phy provides an insight into expansion / tapping of resources to name a few. Strategic Leader To get the competitive positioning for their technology prac- tice and thereby identifying the problem areas with respect to strategic parameters. Strategic diversification plays a major role in a company’s growth and Talent Sphere provides an overview of competi- tors’ positions and helps facilitate strategies accordingly. Some of the parameters include Breadth of Oﬀerings Depth of Oﬀerings Industry expertise Latest Investments 05
To understand the complex ecosystem in which the SAP services operates, we conducted a detailed perception survey. The survey focused on understanding the major decision influencers, the needs and demands of the relevant talent ecosys- tem. We conducted an in-depth analysis of the SAP services talent currently available in the market at the same time taking into consideration priorities, growth prospects, and needs. Using proprietary talent pool assessment and analysis framework, we identified the talent suitable for the SAP Service industry with particular skills, overall maturity, and prior experience in the similar industry. About the Survey Research Design Type of Research : Quantitative/Qualitative Research Sampling Method : Purposive Sampling Sample Size : 1000 industry participants Target Geographies : PAN India (Refer Figure 5.2) Target Group: SAP Services Stake-holder (Refer Table 5.1) Duration: October 2012 – March 2013 Interviews Conducted Half of the respondents were from the South Region of India, while the other half were from other parts of the India. More than 90% the respondents were from the HR function & SAP Practitioners, while others were from other parts of the business. Respondents represented a broad cross-section of functions. The survey was conducted between June 2013 – September 2013 The margin of error for a sample of 1000 is 5% points at 95% confidence level. By Target Group Respondents % of Interviews Talent Acquisition Recruitment Business Training Information Areas SAP Practitioners# Recruiters* Solution Architect/SI Consultants* HR/Business Partners* SAP Trainers* Training Institutes Head* Practice/Service Area Leader* Mgt. Consulthing/Advisory Co.* 50% 20% 10% 10% 5% 5% 5% 5% *Face to face in-depth Interview Total of 1000 surveys were completed as follows # Telephonic Interview Research Formulation By Location 10% 4% 19% 14% 7% 8% 13% 25% Mumbai Pune Other Bangalore Chennai Delhi/NCR Hyderabad Kolkata 06
Data collected through these approaches was analyzed and compared to identify trends, divergences and patterns. Findings and issues from diﬀerent methodological approaches were triangulated and further analyzed to corroborate the evidence. Trends that emerged in the qualitative interviews were further investigated in the database to determine the consistency of the findings. Furthermore, when trends emerged in the course of the interviews, additional analysis was suggested to the database to corroborate these findings Analysis and Triangulation The triangulation methodology used Documentation review and analysis Interviews (Telephonic + Face to Face) Semi-structured SAP Practioneirs interviews and Focus group The following areas are reviewed through the triangulation of data collection Talent Pool Mapping Breadth & Depth of Oﬀering C&B/Attrition Analysis Training Ecosystem Staﬀing Ecosystem 07
Report Consumers / Target Audiences The target audiences for this report include Competitivei ntelligenceintelligence HiringFe asibility C & B / Retentio n Talent Pool Anal ysis DemandM apping SMBIntel ligence Locatio n Analysts Strategi cInsights Product Companies Advisory Companies Independent Consulting Co. Recruitment Agencies Training Institutes Startups Business Unit Heads Deal makers/Influencers Competency Leaders Practice Area Leaders BUSINESS Service Providers HR Leaders Talent Acquisition Leaders Recruitment Leaders Procurement Leaders Sales Pre-Sales Business Analyst Business Operations Recruiter Hiring Manager HR Generalist Talent Acquisition Manager OPERATIONS STRATEGY/ MARKETING HUMAN RESOURCE C O R P O R A T E P R O F I L E U S E R P R O F I L E Organization Knowledge Management Decision making at a strategic level assisted by the maturity model will help the respective deal makers, competency leaders & practice area heads Geographic reach, industry expertise, depth of SAP oﬀerings will help decision making to the HR leaders, talent acquisition leaders & recruitment leaders Talent pool mapping, breadth of SAP oﬀering, innovation across process, deliv- ery and industry-ready resources from respective training institutes and their availability will be a solution to the recruitment woes of the hiring teams across major companies 08
Table of Contents 01 02 03 04 05 06 07 08 1. Introduction i. Research Objectives & Scope ii. Key Take Away Points iii. Stakeholders of the report 2. Research Methodology & Models i. Formulating Research Methodology ii. About the Survey iii. Data Collection Approach iv. Establishing validation of data by triangulation technique and conducting analysis v. Talent Sphere - Positioning SIs within SAP Talent Market vi. Talent Curve 3. Technology Landscape i. India IT Services Market Overview ii. Technology Definitions & Introduction iii. Evolution over the years 4. Market Segmentation i. India Market Overview / Understanding India Market ii. Region based Segmentation to assess presence of talent across India ii.a. Talent Pool Visibility of various locations in India ii.b. Talent Pool Visibility of Tier I, II & III companies iii. Segmentation by Skills prevalent to SAP Services in IT Industry iii.a. Analysis of Skills within SAP recognized as employees working in modules & sub-modules iv. Segmentation by Services provided to type of client and categorized by nature of employment iv.a. Assessing permanent payroll employees rendering services to external client (Permanent Employment) iv.b. Assessing permanent payroll employees rendering services to internal clients (Captives/GICs) iv.c. Assessing temporary payroll employees rendering services to external clients (Contractual Employees) v. Segmentation of pool by nature of service roles defined as tier I, tier II and tier III services 5. Training Ecosystem i. IT Skill Training ii. SAP Training & Certification iii. SAP Training Ecosystem in India - Status Quo iv. SAP Services Training Institutes 6. Hiring Ecosystem of Permanent Employees i. Permanent Hiring in 2013 ii. Permanent Hiring across top 20 Service Providers in 2013 iii. Talent Pyramid to understand compensation structure across experience levels of permanent employees 7. Staﬀing Ecosystem - An understanding of contractual employees in SAP Services Ecosystem i. IT Staﬀing Industry in India ii. Flexi Hiring & SAP - a successful bond? iii. Overview of Non-SAP employees staﬀed contractually in the ERP umbrella against SAP 8. Channel Partner Ecosystem i. SAP Partnership Categories & Definitions ii. SAP Channel Partner Analysis iii. SAP Partner Expectations & Challenges 09
Table of Contents 09 10 9. Market Dynamics i. Drivers ii. Challenges iii. Opportunities 10. Skill Profiling i. ABAP i.a. Location Analysis i.b. Sub Modules Analysis i.c. Compensation Analysis ii. Basis ii.a. Location Analysis ii.b. Sub Modules Analysis ii.c. Compensation Analysis iii. EP - Enterprise Portal iii.a. Location Analysis iii.b. Sub Modules Analysis iii.c. Compensation Analysis iv. XI/PI - Exchange Infrastructure iv.a. Location Analysis iv.b. Sub Modules Analysis iv.c. Compensation Analysis v. MDM - Master Data Management v.a. Location Analysis v.b. Sub Modules Analysis v.c. Compensation Analysis vi. BI/BW vi.a. Location Analysis vi.b. Sub Modules Analysis vi.c. Compensation Analysis vii. BO - Business Objects vii.a. Location Analysis vii.b. Sub Modules Analysis vii.c. Compensation Analysis viii. SD - Sales & Distribution viii.a. Location Analysis viii.b. Sub Modules Analysis viii.c. Compensation Analysis ix. MM - Materials Management ix.a. Location Analysis ix.b. Sub Modules Analysis ix.c. Compensation Analysis x. PP - Production Planning x.a. Location Analysis x.b. Sub Modules Analysis x.c. Compensation Analysis xi. FICO xi.a. Location Analysis xi.b. Sub Modules Analysis xi.c.Compensation Analysis xii. HR/HCM xii.a. Location Analysis xii.b. Sub Modules Analysis xii.c. Compensation Analysis xiii. QM - Quality Management xiii.a. Location Analysis xiii.b. Sub Modules Analysis xiii.c. Compensation Analysis xiv. Plant Maintenance xiv.a. Location Analysis xiv.b. Sub Modules Analysis xiv.c. Compensation Analysis xv. CRM xv.a. Location Analysis xv.b. Sub Modules Analysis xv.c. Compensation Analysis xvi. SCM xvi.a. Location Analysis xvi.b. Sub Modules Analysis xvi.c. Compensation Analysis xvi. SRM xvi.a. Location Analysis xvi.b. Sub Modules Analysis xvi.c. Compensation Analysis xvii. PLM xvii.a.Location Analysis xvii.b. Sub Modules Analysis xvii.c. Compensation Analysis xviii. HANA xviii.a. Location Analysis xviii.b. Sub Modules Analysis xviii.c. Compensation Analysis xix. Utility / ISU xix.a. Location Analysis xix.b. Sub Modules Analysis xix.c. Compensation Analysis xx. MII xx.a. Location Analysis xx.b. Sub Modules Analysis xx.c. Compensation Analysis xxi. Security + GRC xxi.a. Location Analysis xxi.b. Sub Modules Analysis xxi.c. Compensation Analysis xxii. BCS + SEM xxii.a. Location Analysis xxii.b. Sub Modules Analysis xxii.c. Compensation Analysis xxiii. PS xxiii.a. Location Analysis xxiii.b. Sub Modules Analysis xxiii.c. Compensation Analysis xxiv. Others xxiv.a. Location Analysis xxiv.b. Sub Modules Analysis xxiv.c. Compensation Analysis 10
Table of Contents 11 12 11. Location Profiling i. Bangalore i.a. Skill Analysis i.b. Location Propensity - Why employees are attracted to move to this location? ii. Hyderabad ii.a. Skill Analysis ii.b. Location Propensity - Why employees are attracted to move to this location? iii. Mumbai iii.a. Skill Analysis iii.b. Location Propensity - Why employees are attracted to move to this location? iv. Pune iv.a. Skill Analysis iv.b. Location Propensity - Why employees are attracted to move to this location? v. Delhi/NCR v.a. Skill Analysis v.b. Location Propensity - Why employees are attracted to move to this location? vi. Chennai vi.a. Skill Analysis vi.b. Location Propensity - Why employees are attracted to move to this location? vii. Kolkata vii.a. Skill Analysis vii.b. Location Propensity - Why employees are attracted to move to this location? viii. Others viii.a. Skill Analysis viii.b. Location Propensity - Why employees are attracted to move to this location? 12. Company Profiling i. TCS i.a. Overview i.b. Talent Pool i.c. Employee Count Split on type of job roles ii. Accenture ii.a. Overview ii.b. Talent Pool ii.c. Employee Count Split on type of job roles iii. IBM iii.a. Overview iii.b. Talent Pool iii.c. Employee Count Split on type of job roles iv. Cognizant iv.a. Overview iv.b. Talent Pool iv.c. Employee Count Split on type of job roles v. HCL v.a. Overview v.b. Talent Pool v.c. Employee Count Split on type of job roles vi. Infosys vi.a. Overview vi.b. Talent Pool vi.c. Employee Count Split on type of job roles vii. Capgemini vii.a. Overview vii.b. Talent Pool vii.c. Employee Count Split on type of job roles viii. Wipro viii.a. Overview viii.b. Talent Pool viii.c. Employee Count Split on type of job roles ix. iGate ix.a. Overview ix.b. Talent Pool ix.c. Employee Count Split on type of job roles x. Mahindra Satyam x.a. Overview x.b. Talent Pool x.c. Employee Count Split on type of job roles xi. Yash Technologies xi.a. Overview xi.b. Talent Pool xi.c. Employee Count Split on type of job roles xii. Mindtree xii.a. Overview xii.b. Talent Pool xii.c. Employee Count Split on type of job roles xiii. PwC xiii.a. Overview xiii.b. Talent Pool xiii.c. Employee Count Split on type of job roles 11
Table of Contents 13 xiv. Zensar xiv.a. Overview xiv.b. Talent Pool xiv.c. Employee Count Split on type of job roles xv. Hexaware xv.a. Overview xv.b. Talent Pool xv.c. Employee Count Split on type of job roles xvi. KPIT Cummins xvi.a. Overview xvi.b. Talent Pool xvi.c. Employee Count Split on type of job roles xvii. Deloitte xvii.a. Overview xvii.b. Talent Pool xvii.c. Employee Count Split on type of job roles xviii. Bristlecone xviii.a. Overview xviii.b. Talent Pool xviii.c. Employee Count Split on type of job roles xix. Birlasoft xix.a. Overview xix.b. Talent Pool xix.c. Employee Count Split on type of job roles xx. Logica xx.a. Overview xx.b. Talent Pool xx.c. Employee Count Split on type of job roles 13. HR Leaders & Practitioners Canvas i. Demand - Supply Gap ii. SAP Practitioner’s Inclination iii. Recruitment Drivers iv. Strategic Level Hiring Challenges 12
28 Table 1: List of 25 skills studied Table 2: Locations profiled Table 3: Stakeholders of the Report Table 4: Data Collection Approach Table 5: Evaluation Criteria - Talent Table 6: Evaluation Criteria - Strategy Table 7: Market Presence evaluation based on year of establishment Table 8: Skill Analysis Table 9: Services Stack Table 10: Sub Modules Analysis of ABAP Table 11: Sub Modules Analysis of Basis Table 12: Sub Modules Analysis of EP Table 13: Sub Modules Analysis of XI/PI Table 14: Sub Modules Analysis of MDM Table 15: Sub Modules Analysis of BI/BW Table 16: Sub Modules Analysis of BO Table 17: Sub Modules Analysis of SD Table 18: Sub Modules Analysis of MM Table 19: Sub Modules Analysis of PP Table 20: Sub Modules Analysis of FICO Table 21: Sub Modules Analysis of HR Table 22: Sub Modules Analysis of QM Table 23: Sub Modules Analysis of PM Table 24: Sub Modules Analysis of CRM Table 25: Sub Modules Analysis of SCM Table 26: Sub Modules Analysis of SRM Table 27: Sub Modules Analysis of PLM Table 28: Sub Modules Analysis of HANA Table 29: Sub Modules Analysis of Utility / ISU Table 30: Sub Modules Analysis of MII Table 31: Sub Modules Analysis of Security + GRC Table 32: Sub Modules Analysis of SEM Table 33: Sub Modules Analysis of PS Table 34: Sub Modules Analysis of Others Table 35: City Overview of Bangalore Table 36: City Overview of Chennai Table 37: City Overview of Delhi/NCR Table 38: City Overview of Hyderabad Table 39: City Overview of Kolkata Table 40: City Overview of Mumbai Table 41: City Overview of Pune Table 42: City Overview of Others Table 43: Company Overview - TCS Table 44: Company Overview - Accenture Table 45: Company Overview - IBM Table 46: Company Overview - Cognizant Table 47: Company Overview - HCL Table 48: Company Overview - Infosys Table 49: Company Overview - Capgemini Table 50: Company Overview - Wipro Table 51: Company Overview - Mahindra Satyam Table 52: Company Overview - Yash Technologies Table 53: Company Overview - Mindtree Table 54: Company Overview - PwC Table 55: Company Overview - Zensar Table 56: Company Overview - Hexaware Table 57: Company Overview - KPIT Cummins Table 58: Company Overview - Deloitte Table 59: Company Overview - Bristlecone Table 60: Company Overview - Birlasoft Table 61: Company Overview - Logica List of Tables 13
List of Figures Figure 1: Target Audiences Figure 2: Research Design Figure 3: Interviews Conducted Figure 4: Talent Sphere Depiction Figure 5: Talent Sphere Maturity Model Figure 6: India IT Services Market Overview Figure 7: Technology Definition Figure 8: Research Definition Figure 9: India Market Sketch Figure 10: SAP Services India Talent Pool Figure 11: Talent Pool across Tier I, II & III Compa- nies Figure 12: Talent Pool Split by Services Figure 13: Assessing permanent payroll employ- ees rendering services to internal clients (Cap- tives/GICs) Figure 14: Staﬀing talent split by locations Figure 15: Staﬀing talent split by skills Figure 16: Staﬀing companies analysis Figure 17: SAP Hiring Structure in 2013 Figure 18: SAP Hiring Split in 2013 Figure 19: Talent Pool Split based on Payroll Figure 20: SAP Hiring against other ERP at Major Staﬀing Firms Figure 21: Training Ecosystem Filter Figure 22: SAP Services India Training Ecosystem Figure 23: SAP Training Providers Figure 24: Demand - Supply Gap Figure 25: Decision Making Preference Figure 26: Degree of usage among recruitment tools Figure 27: Percentage split in Social Media for recruitment Figure 28: Hiring Challenges faced by Leaders Figure 29: Retention Challenges faced by Leaders Figure 30: Employee Experience Pyramid Figure 31: Channel Partners in India Figure 32: Channel Partners - Talent Pool Distribu- tion Figure 33: SAP Partner Category Analysis Figure 34: SAP Partner Type Analysis Figure 35: ABAP Location Analysis Figure 36: ABAP Compensation Analysis Figure 37: Basis Location Analysis Figure 38: Basis Compensation Analysis Figure 39: EP Location Analysis Figure 40: EP Compensation Analysis Figure 41: XI/PI Location Analysis Figure 42: XI/PI Compensation Analysis Figure 43: MDM Location Analysis Figure 44: MDM Compensation Analysis Figure 45: BI/BW Location Analysis Figure 46: BI/BW Compensation Analysis Figure 47: BO Location Analysis Figure 48: BO Compensation Analysis Figure 49: SD Location Analysis Figure 50: SD Compensation Analysis Figure 51: MM Location Analysis Figure 52: MM Compensation Analysis Figure 53: PP Location Analysis Figure 54: PP Compensation Analysis Figure 55: FICO Location Analysis Figure 56: FICO Compensation Analysis Figure 57: HR Location Analysis Figure 58: HR Compensation Analysis Figure 59: QM Location Analysis Figure 60: QM Compensation Analysis Figure 61: PM Location Analysis Figure 62: PM Compensation Analysis Figure 63: CRM Location Analysis Figure 64: CRM Compensation Analysis Figure 65: SCM Location Analysis Figure 66: SCM Compensation Analysis Figure 67: SRM Location Analysis Figure 68: SRM Compensation Analysis Figure 69: PLM Location Analysis Figure 70: PLM Compensation Analysis Figure 71: HANA Location Analysis Figure 72: HANA Compensation Analysis Figure 73: Utility/ISU Location Analysis Figure 74: Utility/ISU Compensation Analysis Figure 75: MII Location Analysis Figure 76: MII Compensation Analysis Figure 77: Security + GRC Location Analysis Figure 78: Security + GRC Compensation Analysis Figure 79: SEM Location Analysis Figure 80: SEM Compensation Analysis Figure 81: PS Location Analysis Figure 82: PS Compensation Analysis Figure 83: Others Location Analysis Figure 84: Others Compensation Analysis Figure 85: Bangalore Skill Analysis Figure 86: Bangalore Location Attractiveness Figure 87: Chennai Skill Analysis 14
Figure 88: Chennai Location Attractiveness Figure 89: Delhi/NCR Skill Analysis Figure 90: Delhi/NCR Location Attractiveness Figure 91: Hyderabad Skill Analysis Figure 92: Hyderabad Location Attractiveness Figure 93: Kolkata Skill Analysis Figure 94: Kolkata Location Attractiveness Figure 95: Mumbai Skill Analysis Figure 96: Mumbai Location Attractiveness Figure 97: Pune Skill Analysis Figure 98: Pune Location Attractiveness Figure 99: Other Cities Skill Analysis Figure 100: Company Presence in India - TCS Figure 101: Company Presence in India - TCS Figure 102: Company Presence in India - Accenture Figure 103: Company Presence in India - IBM Figure 104: Company Presence in India - Cognizant Figure 105: Company Presence in India - HCL Figure 106: Company Presence in India - Infosys Figure 107: Company Presence in India - Capgemini Figure 108: Company Presence in India - Wipro Figure 109: Company Presence in India - Mahindra Satyam Figure 110: Company Presence in India - Yash Tech- nologies Figure 111: Company Presence in India - Mindtree Figure 112: Company Presence in India - PwC Figure 113: Company Presence in India - Zensar Figure 114: Company Presence in India - Hexaware Figure 115: Company Presence in India - KPIT Cum- mins Figure 116: Company Presence in India - Deloitte Figure 117: Company Presence in India - Bristlecone Figure 118: Company Presence in India - Birlasoft Figure 119: Company Presence in India - Logica 15
Sample Charts SAP Services India Talent Pool across locations Locations 0 10,000 20,000 30,000 40,000 50,000 60,000 70,000 Total Bangalore Hyderabad Mumbai Delhi/NCR Pune Chennai Kolkata Other** Skill Analysis for a Location ABAP BASIS FICO SD MM BI/BW HR CRM SCM BO PP XI/PI EP SRM PM Utility/ISU Security +... QM MDM PLM PS Other HANA MII BCS + SEM 16
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