Implementing SAP SuccessFactors solutions aligns with Louisiana Pacific's overall HR strategy and positions the company well as it strides toward world-class HR processes and systems. The HCM transformation has resulted in increased effectiveness and efficiency by putting the right information into the right hands.

1. In collaboration with
1The information contained in this document is proprietary. Copyright © 2019 Capgemini. All rights reserved.
Louisiana-Pacific’s HCM
Transformation with SAP
SuccessFactors Solutions
May 2019

2. Agenda
Louisiana-Pacific Overview: Who We Are
Business Driver
Solution
Lessons Learned

3. In collaboration with
3The information contained in this document is proprietary. Copyright © 2019 Capgemini. All rights reserved.
Speaker bio
Pav Dua
Pav Dua is a senior manager with Capgemini. Pav
has 15+ years of experience in human resource
transformation and 10+ years with Capgemini. He
has helped several customers execute their
strategies of making their workforce effective,
efficient, and engaged.
Pav is certified and experienced in 12 SAP
SuccessFactors solutions and passionate about
making sure customers get the most out of their
investment.
As program manager and solution architect, Pav
is partnering with LP to execute its
transformational journey by strategizing the
solution approach, building the project plan, and
providing thought leadership on best practices.

4. In collaboration with
4The information contained in this document is proprietary. Copyright © 2019 Capgemini. All rights reserved.
Speaker bio
Jeff Yelle
Jeff Yelle is the Director of Louisiana-Pacific’s IT
Center of Excellence, which is responsible for
providing support, training, business process
improvement, and project management for all of
LP’s business applications. With more than 25
years of experience in the forest products
industry, Jeff has held multiple roles with LP in
Operations, Engineering, and Quality Management
before moving into IT in 2012 as the Master Data
Lead for the SAP implementation. Shortly after
go-live in January 2014, Jeff led the
establishment of LP’s IT Center of Excellence,
which he continues to lead today.

5. In collaboration with
5The information contained in this document is proprietary. Copyright © 2019 Capgemini. All rights reserved.
LP Building Solutions
Company Overview
Oriented
Strand Board
Administrative
Offices
Engineered Wood
Products
EWP Joint
Ventures
Sales / Marketing
Siding
As a proven leader in high-performance building
solutions, LP Building Solutions manufactures uniquely
engineered, innovation building products that meet the
demands and needs of the building industry. LP
employs approx. 4500 across both North and South
American with 25 manufacturing facilities.
LP is headquartered in Nashville, TN and is traded
under the ticker LPX on the NYSE.

6. In collaboration with
6The information contained in this document is proprietary. Copyright © 2019 Capgemini. All rights reserved.
Business driver
The implementation of SAP SuccessFactors solutions aligns
with LP’s overall corporate strategy and positions LP to make
further strides towards closing the gap between our current
level of organizational performance and world-class processes
and systems.
Corporate strategy
Align performance with the
corporate strategy to drive a
cultural and strategic
transformation to become a
high-performing building
solutions company
Best-in-class solution
Implement a best-in-class
solution to increase efficiency
and empower employees and
managers to manage their
own data

7. In collaboration with
7The information contained in this document is proprietary. Copyright © 2019 Capgemini. All rights reserved.
Effectiveness and efficiency:
Increased effectiveness and efficiency by
putting right information in the right hands
for quick decision-making
World-class talent:
Develop and attract world-class talent
New hire focus:
Reduction of incomplete paperwork once
new hires begin on their first day, allowing
new hires to focus on meeting peers and
succeeding in the new job
Learning:
Increased ease of assignment of key
learning items and greater availability of
course content
Empowerment:
Empower employees to have more control
over their career through training and
continuous feedback around performance
Improved insights:
Improved insights and visibility of the
recruitment pipeline
Foster pay for performance:
Fostered a pay-for-performance and
continuous performance culture
Strategic alignment at employee level:
Cascading of goals to improve strategic
alignment at employee level
Creating a high-performance, world-class culture

8. In collaboration with
8The information contained in this document is proprietary. Copyright © 2019 Capgemini. All rights reserved.
Start and finish
▪ New hire paperwork
(paper, scan)
▪ Old ATS system
▪ No LMS
▪ Paper performance
reviews
▪ Multiple Excel
documents for
compensation
Old LP – Manual New LP – Automated
▪ Onboarding
▪ Recruiting
▪ Learning
▪ Performance and goals
▪ Compensation and variable pay
▪ SAP SuccessFactors Employee
Central
▪ Recruiting Integration with
Assessment Vendor
▪ Recruiting marketing (2019)
▪ Workforce analytics (2020)
▪ Succession and development (2020)
The information contained in this document is proprietary. Copyright © 2019 Capgemini. All rights reserved.

9. In collaboration with
9The information contained in this document is proprietary. Copyright © 2019 Capgemini. All rights reserved.
2017 2018
Jun Jul Aug Sept Oct Nov Dec Mar Apr May Jun Jul Aug Sept Oct Nov Dec
Design
Review
Phase 1: Onboarding, Recruiting Management and LMS Phase 2: Performance and Goals Management, Employee Central and Compensation /VP
Plan and
Governance
Integr and Conv
Strategy
Integration Build and Unit Test
Basic
Configuration
Second Round
Integration Testing
UAT
Cutover/
HyperCare
Dec 5
Change Management and Communication Change Management and Communication
Move to
Prod
UAT
Plan
Initial Iteration
Review/Finalize
Training Training
Initial Iteration
Review/Finalize
Go-Live
Testing
Complete
Complete
Workbooks
Integration and
Conv Strategy
Complete
Workbooks
Design
Review
Data Load and Validation
Integration Build and Unit Test
Second Round
Integration Testing
Test
Build
Test
Build
Basic Configuration
HyperCare
Prepare Explore Realize Deploy Explore Realize DeployPrepare
Timeline

10. In collaboration with
10The information contained in this document is proprietary. Copyright © 2019 Capgemini. All rights reserved.
Iterative approach
Complete training and
knowledge transfer process
System integration
Prepare Explore Realize Deploy
KEYCONSIDERATIONS
STRATEGIC
APPROACH
Define overall strategy and
governance
Share workbooks to capture
configuration decisions
Document all
technical work
Complete multiple
design reviews ASAP
Outline process
improvements
User experience
Security settings
Core content Reporting
overview
Execution of cutover plan tasks
Decommission legacy system
Utilize standard functionality
All conversations begin with a clear
understanding of how to best leverage the
delivered system capabilities. The goal is
to manage all process components in one
place, and with reduced complexity.
Talent lifecycle management across all systems
Start with focus on integration; track the path of migrated data across all SAP SuccessFactors
solutions and also examine data use by downstream systems such as those utilized for compliance
and reporting. Perform parallel and regression testing.
SAP SuccessFactors empowers business users to control key configuration and design settings that
may not be available for modification in traditional on-premise applications. Capgemini’s strategy is
to involve those users as early as possible, collaborating to facilitate a deeper understanding of the
system and ensuring that users have the resources they need to validate the processes that they
own.
With focus on use of accelerators to reduce manual/technical work, build and testing will hone in
on value-added components of HR and talent management.
Detailed implementation steps
Utilize a soft cutover approach to enable
new functionality without bringing the
system down.
Leverage documented and approved
cutover strategy to follow sequence of
talent management process exactly for
final confirmation.
Data migration
BENEFITS
Reduce customization effort
Work directly from to-be screens
Easy-to-predict system behavior Process automation between modules Enhanced touchpoints to external systems
Minimally invasive go-live
Increased transparency
Leading practices for SAP SuccessFactors
enablement
Iterative feedback loop End-to-end integration testing process A systematic approach to cutover
What is the to-be design? How will the new system be built? Does the solution meet requirements? How is the new release deployed?

11. In collaboration with
11The information contained in this document is proprietary. Copyright © 2019 Capgemini. All rights reserved.
Solution Landscape
Legend
Live
2020
Compensation
and Variable Pay
Succession &
Development
LearningPerformance
and Goals
Onboarding
Core HR
Employee Record | Organizational Management
Recruiting
Requisition Creation
and Approval
Job Posting and
Sourcing
Candidate
Submittal
Candidate Selection
Management
Offer Management
Prehire Verification
New Employee Data
and Forms (Tax,
Compliance)
Orientation
Performance
Developing Planning
Goal Management
Ongoing Discussion
Performance
Development Review
Calibration
Learning Strategy
and Planning
Targeted Curriculum/
Training Assigned
Skills and Competency
Development
Link Strategic and
Workforce Planning
Decisions
Analyze Gaps
Identify Talent Pools
Develop Succession
Strategies
Implement Succession
Strategies
Monitor and Evaluate
Plan Compensation Strategy
Review and Accept Incentive
Plans
Manage Incentive
Compensation Process and
Workload
Monitor Performance and
Review Incentive Results
Offer
Accepted
Insights & Analytics
Connected, Simplified & Mobile-enabled User Experience

12. In collaboration with
12The information contained in this document is proprietary. Copyright © 2019 Capgemini. All rights reserved.
Key features
Key Features Process Owner Value
Position org chart integration with RCM:
Position org chart will be fully integrated with recruitment module,
allowing recruiters to copy a position and create requisition.
HR generalists Prefilled requisitions from position attributes
Event reason derivation:
Event reason derivation will intelligently calculate the event and
event reason.
HR generalists and
manager
Consistency across the organization
Combined sheet for compensation and variable pay:
Combined worksheet for compensation and variable pay
Compensation
planners
One sheet for merit, lump sum, bonus, stocks
Cross-boarding:
Internal employees can apply for jobs and integrate back into SAP
SuccessFactors Employee Central through cross-boarding.
HR generalist
Single entry point for employees coming
requisition
Onboarding integration with active directory:
Using pre-day 1 onboarding is able to generate an outbound file.
HRIS The newly hired employees have access on day 1
Automatic rate derivation through pay scale HR generalist
No need to enter manual rates for hourly
employees

13. In collaboration with
13The information contained in this document is proprietary. Copyright © 2019 Capgemini. All rights reserved.
Lessons
Learned
Communication and training
Single sign-on strategy
Data Replication
Plan for the unknowns
01
02
03
04

15. A global leader in consulting, technology services and digital
transformation, Capgemini is at the forefront of innovation to
address the entire breadth of clients’ opportunities in the evolving
world of cloud, digital and platforms. Building on its strong 50-year
heritage and deep industry-specific expertise, Capgemini enables
organizations to realize their business ambitions through an array
of services from strategy to operations. Capgemini is driven by the
conviction that the business value of technology comes from and
through people. It is a multicultural company of over 200,000 team
members in more than 40 countries. The Group reported 2018
global revenues of EUR 13.2 billion (about $15.6 billion USD at
2018 average rate).
About Capgemini
Learn more about us at
www.capgemini.com
This message is intended only for the person to whom it is addressed. If you are not the
intended recipient, you are not authorized to read, print, retain, copy, disseminate,
distribute, or use this message or any part thereof. If you receive this message in error,
please notify the sender immediately and delete all copies of this message.
This message contains information that may be privileged
or confidential and is the property of the Capgemini Group.
Copyright © 2019 Capgemini. All rights reserved.
Rightshore® is a trademark belonging to Capgemini.