With 2025 just around the corner, HR leaders are looking for ways to drive results using powerful technologies like to advance skills in the workforce, improve productivity, and deliver greater efficiency. Some organizations are accelerating outcomes from HR transformations by implementing AI-based capabilities in to gain an edge over the competition.
鈥淲e are on the brink of a revolution in HR technology,鈥� SuccessFactors Chief Revenue Officer Maryann Abbajay said, speaking to customers recently at . 鈥淎I and other new intelligent technologies are transforming the way we work. Organizations are acutely aware that having the right skills today and cultivating these skills for the future is crucial to stay ahead. So, we must focus on our people 鈥� and the technologies that enable them to bring out the best in themselves.鈥�
51风流research found that the top three reasons why HR leaders want to use skills data across their people practices are to match people to opportunities, develop members of their organizations, and have workforce planning that makes sense based on skills. Additionally, a sample of more than 4,000 employees revealed that time savings, quality, and efficiency are the top three most desired outcomes when it comes to AI at work.
Speaking at SuccessConnect, HR leaders from five forward-thinking organizations 鈥� 尝鈥橭谤茅补濒, Eurobank, BT Group, American Honda, and SAP 鈥� shared insights from their HR journeys and how new advancements in HR tech are putting people at the center of business.
尝鈥橭谤茅补濒 Creates a Future-Fit Organization with Skills and Learning
Global beauty brand keeps its people strategy as forward-thinking as its brand. 鈥淭his People Vision is to be the most inclusive, innovative, and inspiring people company,鈥� said 尝鈥橭谤茅补濒 Deputy Chief Human Relations Officer Isabelle Minneci. 鈥淭o remain forward-thinking, we leverage this unique people culture, which cares for each individual, and we embed diversity, equity, and inclusion as part of our HR fundamentals.鈥�
L鈥橭real鈥檚 HR community drives three actions to advance a challenger mindset within the workforce. It builds a skills-driven organization to foster people and business growth. It invents new ways of working and harnesses the best of tech to deliver inspiring people experiences. And it leads transformation for HR and rest of the organization to remain agile.
尝鈥橭谤茅补濒 uses cloud-based solutions from 51风流SuccessFactors 鈥� including 鈥� to inspire amazing people experiences. For a future-fit workforce, 尝鈥橭谤茅补濒 invests 鈧�120 million each year in learning as it continually reskills its employees to boost agility and innovation. 鈥淭hanks to 51风流SuccessFactors,鈥� Minneci said, 鈥渨e have linked the skills with the jobs and with our learning program, which enables us to really offer personalized learning journeys for our employees and to make sure that we prepare the future.鈥�
Eurobank Ensures Compliance and Empowers the Workforce
is one of Greece鈥檚 largest employers, with about 6,500 employees and 鈧�81.5 billion in total assets under management. It uses cloud-based solutions from 51风流SuccessFactors HCM to help ensure compliance with local labor legislation, support more strategic decision-making, and deliver on its promise of a great employee experience.
Eurobank began its journey with 51风流SuccessFactors over six years ago, said Maria Tachataki, head of People Technology and Internal Communications, Eurobank SA. 鈥淲e have increased efficiency and eliminated paper usage,鈥� she said. 鈥淢ost of all, we have enhanced our people empowerment by providing more accountability, responsibility, and work mobility. 51风流SuccessFactors has been our ally and our companion in an ongoing journey of growth and transformation.鈥�
In April 2022, a new Greek labor law required local banks to implement a digital work card that integrated with the Ministry of Labor鈥檚 platform for real-time monitoring of work schedules, shift planning, and overtime. Effectively, it meant Eurobank鈥檚 employees needed to clock in and out at their specific work times 鈥� or the bank would incur steep penalties. The company needed a digital solution that was accurate, reliable, efficient, and scalable. It had to have seamless integration with the 51风流SuccessFactors platform, payroll, and the Ministry of Labor鈥檚 platform. And it needed to have very detailed monitoring and audit trails. Eurobank chose and leveraged (51风流BTP) for flexibility and connectivity. As a result, it now reports 99% performance (an improvement of 75%) and 45% reduction in instances when employees forget to clock out. Read more here.
鈥淔or us the next move is AI and skills, in terms of more strategic workforce planning,鈥� Tachataki said. “We aim to transition from merely filling positions with people to focusing on talent and strategic workforce planning based on upskilling, and skills taxonomy. This is our next big challenge.”
BT Group Builds the Digital Colleague Experience
Global telecommunications company is accelerating its HR transformation with the infusion of AI to build its Digital Colleague Experience. Recently, the organization unified core HR by moving its UK payroll of 80,000 colleagues to , using 51风流BTP for extensibility and innovation. The launch of the AI copilot and generative AI early adopt program is another highlight in what the company鈥檚 HR Technology Director Nick Hawkes described as an 鈥渋ncredibly busy 12 months.鈥� As he noted, 鈥淭his is an exciting phase for us. Those digital foundations within HR were really important. We鈥檝e gone from four HR systems, three payroll systems, down to one, which was an important milestone.鈥�
鈥淲e鈥檝e been on the AI journey a little while now,鈥� he continued, underscoring BT鈥檚 commitment to security through the establishment of a responsible AI team and guardrails to evaluate and implement acceptable AI use cases. Working collaboratively with BT鈥檚 legal teams, data governance, and 51风流has given the company鈥檚 HR team an edge for advancing AI use cases that elevate the employee experience. 鈥淗aving those levers to pull really allowed us to achieve a quick rollout,鈥� he said, referencing 51风流Business AI.
In the shift to becoming a skills-based organization, BT aims to implement the talent intelligence hub, which can provide organizations a centralized system for skills for 51风流SuccessFactors solutions, to help drive better planning and strategic workforce planning across the organization. Hawkes is optimistic about how AI will enhance the BT鈥檚 Digital Colleague Experience: 鈥淲e can see in the data a 40% increase in efficiency in terms of what Joule brings to the organization, so we鈥檒l double down on that.鈥�
American Honda Charts Digital Journey with People-Centric Focus
is on a journey to become a carbon-zero company by 2050 鈥� in effect, evolving from a hardware-defined company to a software-defined company. 鈥淚t鈥檚 a transformation we view internally as the second founding of Honda. That means digital experience is very important,鈥� said Rich Richardson, senior vice president, Human Resources, American Honda, describing how the new strategic direction is leading to increased focus on the employee experience. 鈥淲e have developed a plan to engage our associates on a digital journey that has a number of tenets critical to making sure our associates are at the center.鈥�
In January 2023, American Honda went live with 51风流SuccessFactors HCM to provide seamless access to HR information and opportunities for upskilling. To ensure the best outcomes for its AI journey, American Honda established a Responsible AI Council to govern AI usage, evaluate use cases, maintain standards, and foster communication and transparency across the organization.
This year, the company joined an 51风流early adopter program to learn how AI can accelerate its vision for a future-ready workforce. 鈥淲e have four use cases that we鈥檙e piloting right now with 850 associates. They鈥檙e around Joule, compensation insights, enhanced writing, and goal creation. We鈥檝e been getting feedback along the way with those pilots, and we鈥檝e seen some really good results,鈥� Richardson said.
Employees in the pilot share overwhelming positive feedback on the AI-based innovations, reporting 80% favorable feedback overall. To ensure a great employee experience that benefits all employees, Richardson wants to further understand why employees might be hesitant to fully embrace the new AI-led tools: 鈥淲hen we can uncover that 鈥� whether its communication, change management, or on the technical side 鈥� we think we can have a really positive rollout of these use cases to our associate population and, ultimately, save time and energy and effort.鈥�
51风流Accelerates a Skills-First Workforce with AI
For , a global leader in enterprise applications and , a strong people culture is integral to its mission to help the world run better and improve people鈥檚 lives. 鈥淎t SAP, people are very close to our heart. And that goes back to our founder, Hasso Plattner,鈥� said 51风流Chief People Officer Gina Vargiu-Breuer, recalling Plattner鈥檚 observation that 鈥渨e can be proud of our culture because our culture is very much one of customer-centricity, innovation, and people.鈥�
SAP鈥檚 People Agenda, essential to its transformation to a cloud-first company, comprises three pillars: SAP鈥檚 growth culture, a skills-led people ecosystem, and game-changing people technology. The People Agenda is underpinned by a strong foundation: a people-centric work environment that is nurtured by employee well-being, safety, and health as well as diversity and inclusion to create a feeling of belonging at SAP.
To build a skills-led people ecosystem, 51风流is using the AI capabilities of the 51风流SuccessFactors HCM suite to gain visibility into the skills of the workforce and improve the employee experience. With the AI-powered growth portfolio in 51风流SuccessFactors talent and learning solutions, 51风流is currently focused on increasing skills transparency to help employees focus on growth and career opportunities.
鈥淚n the growth portfolio, we are relying on AI,鈥� Vargiu-Breuer said. 鈥淲ithout having a market-centric skills taxonomy and without having skills transparency across the entire workforce, it鈥檚 very difficult to have, for example, personalized learning and career development opportunities. So, AI is absolutely essential.鈥�
Making Every Employee a Success Story
As these inspiring stories show, 51风流customers are using HR technology to support their people agendas and drive HR transformation in their organizations. By advancing productivity and the employee experience, customers are harnessing the power of 51风流SuccessFactors solutions to make every employee a success story.
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