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Author's profile photo Luke Marson

Nakisa Partner Forum 2012

In September 2012 Nakisa held their first Partner Forum, inviting myself and Stephen Burr (whose blog you can read here). There were several aims to the forum:

  • Demonstrate new and future solutions
  • Obtain feedback on a variety of solutions, projects and initiatives
  • Re-design the Partner training program
  • Gain input into Certification
  • Record interviews with the attendees

The week was extremely well organized by Oliver Huetz, Partner Training and Certification Manager, and thoroughly prepared by all of the individuals who had sessions with us. What surprised me the most was how much everybody took the opportunity to engage with us and collect our feedback. The enthusiasm was vibrant and genuine.

I’ve been to Nakisa’s offices in Montreal several times and know many people on a personal basis, so it was great to catch up with these people. As with every company, people come and go at Nakisa and it was great to meet those that I hadn’t met before. What was even better was that they were really happy to meet me. I was amazed at how many people came up to me and knew me from my public photo – I guess I didn’t expect so many people to be using social media.

There was a pretty hefty agenda that covered sessions such as:

  • SOVN product demo
  • SOVN technical demo
  • STVN product demo
  • STVN technical demo
  • OrgHub for Mobile
  • Partner Training workshop
  • Office of the Architect
  • Support workshop
  • Professional Services workshop
  • Certification session
  • Video interview

Day 1

The week started off with seeing the SOVN 4.0 solutions, particularly the revamped OrgModeler solution which hasn’t really changed from version 1.1 up until now. I won’t go over too many details since I usually blog about the new releases and I’ve already tweeted a number of features, but I was impressed with the features around ALE writeback, ALE delta changes in scenarios, standard analytics and KPIs, approval workflow and the enhanced change logs. Raagi Pandya, the product manager for SOVN, is a great speaker and highly passionate, so it was a really engaging session to start the day off with. This was very useful after waking up early because of jet lag!

Nakisa’s product strategy has changed to really focus around the value proposition for the different audiences within an organization, rather than offering solutions that just cater to meet business challenges. These audiences are IT Management, HR & Shared Service, C-Level & LoB, and employee.

After providing feedback we were treated to a demo of the new OrgHub for Mobile application by Hossein-Gholi Hatefi, which I will be blogging about quite soon. I have seen the previous incarnations of the app and was happy that the final release lived up to my expectations and more. This was followed up with the STVN demo and this was really where I began to feel excited about the future of Nakisa.

The Talent Management product team, led by Agatha Kurjanowicz, have gone back to basics with their strategy. Agatha, and her two colleagues Julie Cliché-Dubois and Pablo Velez, began by research exactly what Talent Management is, what a talent is and how they can apply these principles to their next generation of talent visualization solutions. It sounds very obvious, but I wouldn’t be surprised to find out that other vendors weren’t doing something like this. STVN 4.0 has been given a face-lift and will have a different approach to previous versions.

Previously STVN had been four and then three solutions (TalentDasboard, their BI visualization solutions, was discontinued from STVN 3.0 SP1), but now they have been rolled into one product that has 3 incarnations. It’s a subtle but significant shift and provides Nakisa with a better platform to provide services to the three major audiences in Talent Management: HR/Talent Management Specialists & Executives, Managers, and Employees. TalentHub, as the solution will be called from 4.0, consolidates existing functionality and provides an integrated frontend for talent management services. TalentHub will be available in 3 incarnations, all intended to be used in the same Talent Management processes:

  • TalentHub for HR Executives
  • TalentHub for Managers
  • TalentHub for Employees

One of the features I like the most is the new Development Planning functionality. While I think it is still some way off from a “final” solution, it is definitely a step up from what SAP offers in the Development Plan in Talent Management. The use of Targets and Activities, and a catalog of each, provides a much more robust basis for managing development activities.

After the demos and discussion, we ran through the ideas on the Ideas Place that I had created some time ago. I had been told that Product Management was monitoring this and I was pleasantly surprised that they had reviewed every single item that had been raised.

This session concluded the first day of the Forum and had already made the trip across the Atlantic worthwhile.

Day 2

Feeling a bit fresher than the first day, our first session focussed around the AdminConsole in STVN. The AdminConsole has been freshened up and enhanced considerably in the new release and will provide much more power than before for partners and clients to configure the solutions. TalentHub was actually configured entirely in the new AdminConsole. I am already excited about the possibilities of the new AdminConsole and it will hopefully provide enough functionality that consultants will not be forced into customization, thus reducing errors caused through incorrect customizations or customization mistakes. Agatha and her team ran through a few more of the AdminConsole and technical enhancements, such as creating writeback tasks, adding/configuring TREX listings, data caching and background writeback processing, and performance enhancements for various features.

Following the technical demo was the Partner Training workshop with Oliver Huetz and Elena Deryabina. This was the first session where we were going to be active in driving the session, rather than being mostly passive. Our mandate was to help design a new training curriculum that would provide better trained resources and make better use of the time in the classroom. We had some basic discussions about the overall approach, providing pre-course materials to study, introducing prerequisites to help get attendees on the same level and whether it would be practicable to offer virtual learning courses. Following us setting the basic framework for the training program, we set about planning the curriculum. I like writing during workshops, but Stephen took this one step further and suggested we used post-it notes so that we could re-order and model the content as we went. This was to prove invaluable over the course of the rest of the workshop!

Before day 2 came to close I had to pop off to do some planning on the Rock Solid Talent Management webinar that Nakisa had invited me to participate in. We had been planning this for 2 or 3 weeks and essentially our original plan had sounded good when put together, but while realizing it we found that it fell short of our expectations. Doing a face-to-face workshop with Agatha, Tak Kusano and Melloney Jewel came up trumps and we put together an outline that we thought would offer a lot of value to the audience. Our intention had always been to hold a thought-leadership style webinar and not a product webinar – and I think we accomplished what we set out to achieve. You can watch the replay of the webinar here.

Day 3

Day continue with our Partner Training Workshop, which was scheduled for ¾ of the day. At lunchtime we were lucky to see a product demo of a future product from Nakisa, but due to the sensitivity of product design and development it would be inappropriate of me to provide details right now. What I can tell you is that I was blown away by the level of detail that had gone into such an early version of the solution.

After lunch we continue with finalizing our new Partner Training curriculum and briefly presented it to the passionate James Fabbi, VP of Alliances. I genuinely think that one of the best things to come out of the week was this new training program and I am excited about the value this will offer once it becomes available.

Once the Partner Training Workshop came to a conclusion I went off to do a dry run of the Rock Solid Talent Management webinar and Stephen visited the newly formed “Office of the Architect”. More on that later.

Day 4

Day 4 began bright and early for me as I arrived at the Nakisa offices at 6:45am ready to dry-run the Rock Solid Talent Management webinar, ahead of the live webinar at 10am. We performed a dry-run, prepared and then delivered the actual webinar. Following this it was time for the Support Workshop, in which we had an interesting session with Walid Elguebaly, Customer Support Manager. It was interesting that Nakisa get monthly reports on the number of OSS messages logged and the feedback ratings they receive after OSS messages are closed. Unsurprisingly, since 3.0 SP3 there has been a sharp downward curve on opened OSS messages and an increase in feedback ratings into the 9.0 to 10 bracket (ratings are out of 10).

It was encouraging that Nakisa Support are already trying to put in steps to prevent the number of OSS messages being raised and escalations being made. It is disappointing that a number of issues get stuck at SAP’s side and thus Nakisa have to deal with the fall out of this. Although Walid and his team had many ideas, they still found some interesting ideas from the session that can further help the process. The big thing that will help Nakisa Support is the new Partner Training program that we devised and Walid was definitely in favour of this. Around 30 messages raised a month (around 40%) are because of customization or implementation issues and not product bugs.

During lunch I recorded a video interview with Abbas Khatamian, Director of Marketing. While the final video will come out seriously, there were some quite hilarious bloomers and lots of swearing involved during the session. I quite enjoyed this and will be interested to see the final video when it is published on YouTube. I hope to be able to post it here once it is available.

The next session was with Professional Services. Unfortunately this session was reduced in scope due to the illness of Paolo Mazza, Director of Professional Services. Makram Dagher, who was planned to support Paolo in the original meeting, lead the session and we discussed the various ways in which Professional Services can support partners and how the partner packages might be best offered. Note that a follow-up session with Paolo will go ahead via conference call this week.

The final session of a busy day was the intriguingly named Office of the Architect (OOA). This is a newly formed team headed up by Nakisa’s Executive Architect Sebastiaan Bos. Sebastian is a Nakisa veteran and Nakisa guru and has assembled an experienced team of professionals from different areas of the organization to act as a design authority and as a business partner between Nakisa’s partners, professional services teams, support, and product management. Their job is to find the pain points of these audiences and prioritize the most important developments in the solution suites. While they cannot force the hand of product management, they do have an influence in what should be a priority.

Sebastian was joined by Vipin Kumar and we discussed a list of pain points that had already been identified by the OOA, as well as some of the pain points that I had come across. This was one of my favourite sessions of the week as it was really focussing on issues that weren’t entirely product specific, but were definitely important when implementing Nakisa’s solutions. We touched on items such as the Staged Extractor, security, documentation, languages, and AdminConsole functionality, among other topics. I can see the OOA playing a pivotal role in accelerating the type of developments and progression in Nakisa’s products that will make implementations easier for everyone.

Day 5

The final day was only a morning session on Certification with Oliver Huetz. I have spent a significant amount of time working with Nakisa on their previous Certification program with the former head of Alliances, before she left last year. I was very glad to see that the notes and correspondence we had created around the program had been retrieved and reviewed during the current preparations that Oliver and his team had done. I think the new certification will provide real value to help organizations identify individuals who possess the right skills and experience to properly implement Nakisa solutions.

With that session coming to end, our work was done. A formal feedback session was held with those that had conducted sessions with us and with that came the closing of the Partner Forum. Babak Varjavandi, founder and CEO of Nakisa, and James Fabbi called us into a meeting to discuss the week and find out if we had any feedback that we hadn’t given in the formal session previously. Such was the quality of the week that we hadn’t anything additional to say! We had a good conversation and then went to say our goodbyes. It was kind of lucky that most people were out at lunch because it could’ve taken a considerable amount of time!

And with that, it was time to head to the airport and return home.


Nakisa provided a week that provided excellent opportunities for us to learn more about what they’re doing, while also allowing us to influence their strategy and operations. Nakisa gained a lot of value from our opinions and expertise and, if put into practise, will help them move forward.

Despite the acquisition of SuccessFactors earlier in the year, Nakisa are surprisingly upbeat and the vibe in the office is unquestionably positive. There is no doubt that they see many opportunities that they didn’t see before and they have strong strategies in place to help them move forward at a time when you would expect them to be on the back foot.

There are many more people that I met with who I have not mentioned here and, along with the people I have already mentioned, are the backbone of a fine organization. In the current period of HCM it was refreshing to see Nakisa find opportunities to grow and improve as an organization, as well as find new ways to develop solutions that will provide real value to SAP’s on-premise HCM customers.

The only thing left to say is a big “Thank You” to everyone in Nakisa who organized a terrific and informative week.

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      Author's profile photo Former Member
      Former Member

      Hi Luke, Nakisa need to overhaul their training programme. In my opinion it is very skinny.

      Looking forward to Nakisa 4.0

      Author's profile photo Luke Marson
      Luke Marson
      Blog Post Author

      Hi Venki,

      We have overhauled it and come up with a new, more focused curriculum. There will be some e-Learning and Virtual Learning components available too now. Hopefully we can catch up on a future course! 🙂

      Best regards,


      Author's profile photo J. Pazahanick
      J. Pazahanick

      Great job and an impressive amount of detail but two things jumped out:

      - Seems like a small partnership forum with only you and Stephen (although I know you represent two of Nakisa's strongest partners).  Where was everyone else?

      - No talk about the elephant in the room which is Nakisa's relationship with SAP which would seem to be a VERY important topic for partners. From what I have seen SAP is pushing SuccessFactors Talent Management very hard to their customer base (last year at this time they were doing the same for Nakisa), they have or are swapping out Nakisa internally for SuccessFactors and I was on a call a few weeks back where SAP talked about their plan to offer embedded Organizational Visualization inside of Core HCM in 2013 (was specifically worded to be clear this wasnt a 3rd Party product).

      Sounds like Nakisa is doing a lot of right things to prepare for the new Norm which is great to see.

      Author's profile photo Luke Marson
      Luke Marson
      Blog Post Author

      Hi Jarret,

      Thanks for your comments. I probably should've mentioned that this was a test/pilot for something Nakisa plan to do long-term and they are very interested in bringing in more partners next year. I certainly made a point about bringing in partners from other geographical regions. I think Nakisa really wanted to focus on having solid expertise available so they can get a solid grounding for the 4.0 release and beyond.

      I have to say that Nakisa and SAP's partnership was not a topic of the Forum. While in this medium we can influence Nakisa, in this medium we cannot influence SAP's relationship with Nakisa. SAP's sales team are pushing SuccessFactors hard, but once their year-long incentive ends then they will push whatever fills their pockets. Right now I'm not sure which solution that will be. Nakisa's solutions have been known to be pricey for some customers and if so then the sales teams will push it hard.

      I'm very interested in SAP's plans to embed an Organizational Visualization solution into HCM. However, if it is like the MSS Visualization by Nakisa then it will not have much functionality. The value that Nakisa's OrgChart can bring is fairly significant, especially when you have experts to bring out the real value-added features (process integration, phonebook/Who's Who, employee engagement, collaboration, etc). That's not to say that SAP won't provide a valuable tool, but if they were capable of it then wouldn't they have done this before partnering with Nakisa in the first place? I'll definitely be interested to see what happens.

      Nakisa are certainly moving onwards and upwards and it will be interesting to see how things move in the next 3 to 5 years once SAP have completed their initial investment in SuccessFactors Employee Central. Integration and BizX might still provide challenges for organizations, but we'll see how that pans out.

      Best regards,


      Author's profile photo Luke Marson
      Luke Marson
      Blog Post Author

      I forgot to mention that SAP Solution Management are very much still committed to Nakisa as their on-premise partner of choice and I know this first hand from the Sol Man team.

      Author's profile photo Former Member
      Former Member

      Hi Luke,

      Interesting Article.

      I don't have the figures in front of me but for Day 4 on your presentation from Walid Elguebaly I assume that's the number forwarded to Nakisa and not the total number raised.

      Reading this paragraph one would think that SAP do nothing but get messages 'stuck'.



      Author's profile photo Luke Marson
      Luke Marson
      Blog Post Author

      Hi Matthew,

      Thanks for your comments. You are correct that this is the number forwarded to Nakisa and not the number raised. I imagine your job can be pretty ugly some weeks 🙂

      I apologize if I made it to sound like a lot of messages get stuck at SAP Support. I know there are various reasons why messages don't get to Nakisa quickly and many of these are beyond your control, such as customers not supplying correct or adequate information (for which you produced a fantastic blog: Support Questions you will be asked when creating a message), failure in the Solution Manager system between Nakisa and SAP (which has added 2 or 3 weeks to some of my issues being resolved), and the sometimes overwhelming amount of "issues" that your team has to deal with (which is hopefully less now that many people have migrated to SP3).

      My point was that Nakisa often get a bad reputation because of these type of situations and although you and they do a great job, it's not possible for to do a better job in certain circumstances. This must be very frustrating for you and is very frustrating for people like us that have to wait longer to have bone fide product bugs resolved. Hopefully with some releases that are more stable your job will become even easier.

      Best regards,


      Author's profile photo Stephen Millard
      Stephen Millard

      Hi Luke.

      Good read - thanks for posting it.

      One thing I noticed was the introduction of some new terminology that doesn't quite match up to the things I've read on the Nakisa web site.  Specifically "OrgHub" and "TalentHub".

      I figured these would be the new 4.0 names for SOVN and STVN, but the post mentions SOVN and STVN in the agenda which suggests these haven't been replaced.  However the Nakisa 4.0 press release suggests a move to these new terms and the 4.0 launch page references "OrgMobile" rather than "OrgHub for mobile".

      I figured you might be able to clarify what each of these terms now refers to and if there are in fact de facto terms to be used with 4.0.

      Also I'm very intrigued by the secret product demo.  Obviously I wouldn't want you to break any confidences (and I can be very patient) but I'm wondering if the new product fits into Org, Talent, or some other category.... You know after your description my expectations are now very high 😉


      Author's profile photo Luke Marson
      Luke Marson
      Blog Post Author

      Hi Stephen,

      Thanks for the comments. There is some new terminology coming in 4.0, but I didn't want to use a blog about the Partner Forum event to discuss new products (especially since the release is 6 weeks away and the finer details are subject to change).

      The SOVN and STVN brands will remain the same, since SAP has no plans to change their branding. However, the products within the STVN brand have changed and the new names I mentioned above reflect this - and are likely to be the final names.

      OrgMobile is the "old" name for OrgHub for Mobile. The name OrgHub wis likely to come into more usage in future SOVN solutions, but probably not for SOVN 4.0. The video you see of OrgMobile is not as new as the branding decisions around the name. I have some documentation from Nakisa that pre-dates the Partner Forum where it is referred to as OrgMobile, but at the Partner Forum I discovered it had been recently changed.

      There is a focus around creating hubs (hence the xxxHub naming) for HR and executives, managers and employees to perform various related tasks. This is much easier in Talent Management that is in OM, so the change in branding and positioning will probably evolve in time for SOVN 5.0.

      It is likely that all of the names I've mentioned here will be the final product names, but since the release is still 6 weeks away they are subject to change 🙂 .

      I can't really say anything more about the product demo than I have above. I may even have said too much already! 🙂

      Best regards,