Case Study Kimberly Clark

Kimberly-Clark, a manufacturer of personal care brands, implemented a new performance and talent management process across its 57,000 employees globally using SuccessFactors. The goals were to align individual goals with business goals, link performance to compensation, and modernize outdated processes. Over 20,000 employees now use the new system in 16 languages. Business results included increased stock price, decreased turnover, and an automated consistent evaluation process for all salaried employees worldwide. Kimberly-Clark chose SuccessFactors for its rapid global implementation capabilities and commitment to being a true partner.

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Case Study Kimberly Clark

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CASE STUDY
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Kimberly-Clark
Consumer Goods
As the manufacturer of personal care and hygiene brands such as Huggies, SuccessFactors Capabilities:
Kotex and Kleenex, Kimberly-Clark’s products are sold in more than 150 coun- Performance Management
tries, reaching one billion people every day. The company posted sales of more Goal Management
than $16 billion in 2005, a record in its 134-year history.
Number of Employees:
In 2003, Kimberly-Clark was driving towards increased global growth and began
57,000
looking at the strategy, structure, processes, talent and rewards required to make
their goals a reality. With full CEO support, the HR team led a transformative effort
that would ultimately impact all of the company’s 57,000 employees. The HR Revenues:
US $16 billion
team began to execute on the goal of driving higher company performance by
revamping the organization’s performance and talent management process.

Business Drivers Business Results /Goals

The goals of the new Performance & Talent Management Currently, more than 20,000 workers in 65 countries in 16
process were to: different languages use the company’s new performance
and talent management system. The organization has
Establish clear goals across the company, enabling been successful in aligning and cascading corporate
alignment of individual objectives with overall business goals throughout the employee population and driving a
goals common view of what is considered exceptional perfor-
mance. One of the main results of these efforts has been
Develop a new corporate, pay-for-performance culture the transformation towards a more pay-for performance
to create clear and direct links between performance culture. Other business results achieved to date include:
and compensation
A stock price that has risen alongside the inception of
Close the gap between the talent currently in place the new initiative
and the talent needed to effectively execute on the
global business plan An ability to recognize, motivate and reward top
performers
Modernize a 20-year-old decentralized and cumber-
some performance management process that was Decreased management turnover
slightly to significantly different within every region
A completely automated performance management
process that consistently evaluates every salaried
Why SuccessFactors? employee worldwide
Kimberly-Clark chose SuccessFactors because it
provided the tools to quickly push the company’s global A new leadership competency model in place to
strategy forward. ensure that cultural changes are clear, consistent and
aligned with the new business model
SuccessFactors’ on-demand solution provided a swift
time to global implementation and rollout

SuccessFactors’ customer service philosophy demon-

“ Our goal is to improve the company’s overall
effectiveness so that every business, every
function, every region and every person has
strated commitment and a partner mentality maximum impact. It’s one of the key focus areas
of our global business plan to drive the com-
The robust architecture provided solid integration pany and get us to our goal to be the top global
between performance and compensation and demon- leader in the health and personal hygiene
strated an ability to scale alongside Kimberly-Clark’s
needs
market. We rely on SuccessFactors as the tech-
nology backbone and fuel for our performance
and talent management process
” - Liz Gottung
Senior Vice President and Chief Human Resources Officer

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www.successfactors.com