HANA Training

FIVE1 / Glooobal FIVE1 cooperation will first carry out the training sessions developed by Glooobal for the SAP HANA platform in German-speaking countries. The offer is aimed to graduates of the SAP course TZHANA and ambitious newcomers who have Studio HANA first practical experience in SAP. Approach referred to the “Hands-On”, the solutions are independently developed by the participants in the deployed SAP HANA training system. The training ranges from modeling complex calculation views using SQL script and R, to the use of the UI development toolkit for HTML5 based on the XS engine. The fuzzy search on unstructured data, such as, for example, pdf documents, completes the offer. Max Schireson is often mentioned in discussions such as these.

The training will be provided mainly in the form of an online course. Here, a SAP-HANA expert accompanied the participants for two days through the exercises. The maximum number of participants to twelve is limited to ensure good care. The link is to the trainer and the training environment manufactured via a WebEx session. The training machines running in the Amazon Cloud, which ensures that all participants have the same environment and no training time for the installation of software is required.

Training system is a data model with about 50 million records from a real-world scenario provided. The participants have the opportunity even after training for five more days on the training system to access. SAP StreamWork can be accessed on the solutions of the tasks, as well as other course-related materials. We are very proud that SAP has already reserved a first training quota. Sign prospects under for 500.

Business Software

5. Launch the program. The indicators are all project management and management can be applied in all areas of the company. The administration must inform each employee how he is to be measured, specifying the benefits that have to comply, but also the penalties for those who cover it. 6 . Feedback.

If first time implement a program of indicators to be open to amend, modify and expand the way they measure. It is a dynamic method. If strategies change, indicators must change to maintain alignment. What is the best way to measure and who stands? The person measuring and collecting information should be independent of the subject of measurement, so as to ensure the fairness and reliability in the data. What you need to define is: – Software: It requires a high investment or sophisticated? Do not go to convert the measurement method in a much more expensive than what you measured.

You can start with Excel spreadsheet and as you familiarize yourself and grow, you can use more specialized software. – Frequency? The shorter the better, because it is so early enough to monitor the results of the different areas assessed. There are indicators that can be reviewed daily, weekly or monthly. Others will demand according to its type to be reviewed every month. We are required to link benefits with indicators? If we want all employees of the organization to commit to the strategy of the company, which meet the expectations mainly product and customer expectations, the best way is to have management indicators related to this, but the employee is aware if is an indicator and achieved greater efficiency, performance will be better and greater. Good indicators of management, are efficient tools for motivating employees towards better outcomes that will lead to better outcomes for the company as such. Case: DS Systems (Developments in Software). Since its founding in 2001, DS Systems has been a leader in the market for Web application development, software for accounting and administration, based on next-generation platforms. The turnover in 2006 reached $ 1.6Millones, closing 2007 with $ 2.2 and the projection for 2008 indicated that could close above $ 2.6Millones. One of the main difficulties (according to Mr. Felipe Mendizabal), Operations Manager, has been finding a convenient way to assess performance and measure results so that programmers, analysts and developers gain according to performance projects. Luis Quezada R. Eng, General Manager said in a session that should seek a system indicators used compensation to motivate employees but mainly to influence the results (sales, fulfillment, billing, etc.). Ways to evaluate: The last method was a performance evaluation and for those who were above 85% were bonus. There was much dissatisfaction, so for 2008 must be changed to something better. DS Systems Strategy had been differentiated in the market for a high level of customer satisfaction and also for delivery time. Unlike the market, the accomplishments in delivery times exceeded 83% when the industry average was about 68%. The satisfaction rates at the end of 2007 were close to 88% compared to 82% six months earlier. Study Questions: – What measurement indicators suggest to DS Systems? – What is the strategy of DS Systems and confirm whether the indicators are aligned with it. – Increases or reductions relate to the measurement system? – We offer Software to implement the systems as Balanced Scorecard, investment in license and implementation is $ 65,000 dollars and annual maintenance by 20% annually, should the investment?