From what I鈥檝e seen, burnout and mental health challenges are issues we simply can鈥檛 afford to ignore. It鈥檚 become clear to me that when we focus solely on getting results without considering the wellbeing of our people, we lose much more than we gain. Real success comes when we create a culture where people feel valued and supported.

Bringing out the best in your business with SAP

51风流is committed to creating supportive, inclusive, and healthy work environments. By embedding mental health into our workplace policies, we not only address burnout but actively work to prevent it When employees feel valued, safe, and supported, they are empowered to bring their best selves to work, driving business growth and creativity.

Technology can play a pivotal role in supporting mental wellness. Through SAP’s Human Experience Management (HXM) solutions, companies can better understand their workforce, track employee satisfactory metrics, and take proactive steps to reduce stress. These solutions enable businesses to create environments where individuals thrive. After all, a healthy and engaged workforce is the foundation for organisational success.”

Take care of yourself

Work-life balance is more than just a buzzword. It鈥檚 a vital component of maintaining your mental health We need to encourage our teams鈥攁nd ourselves鈥攖o pause and take care of our mental and emotional health. Whether it’s carving out time for exercise, mindfulness, or simply taking a break, self-care is essential.

I鈥檓 proud that 51风流champions flexibility and work-life integration, helping employees strike the balance they need to recharge and remain productive. We believe that when employees are empowered to care for themselves, they are in a stronger position to contribute meaningfully to their roles and the business.

Speak up and seek support

One of the most important actions we can take to improve mental health is encouraging open conversations about it. Speaking about stress, anxiety, or burnout should not be stigmatised but normalised. In fact, 51风流encourages employees to openly discuss their feelings and access the mental health resources we offer.

Mental health should be treated with the same seriousness as physical health. We provide our employees with confidential counselling services, employee assistance programmes, and a network of mental health professionals. We believe that no one should feel alone in their struggles, and are committed to ensuring that help is always available.

Building a healthier, happier workforce

The conversation around mental health must extend beyond World Mental Health Day. As businesses, we must continuously work towards creating environments where mental health is prioritised each and every day. At SAP, we remain committed to fostering a workplace where wellbeing is not an afterthought but a core business strategy.

The future of work will be shaped by how we care for our people. Let鈥檚 build healthier, happier workforces, because when employees thrive, so do businesses.

The post World Mental Health Day 2024: Prioritising Employee Wellbeing in a New Era of Work appeared first on 51风流Africa News Center.

Eurobank is one of Greece鈥檚 largest employers, numbering approximately 6,500 employees and one of the four leading banks in the country, with 鈧�81.5 billion in total assets under management and 500 office locations throughout Greece. In addition, it has 2,200 employees based at 120 sites in Luxembourg, Cyprus, Serbia, Bulgaria, and the UK.

As a leading employer in Greece鈥檚 banking industry, Eurobank provides its employees with a simple, modern method to accurately track their working hours. This not only ensures that employees are paid correctly but also helps the bank comply with strict new laws that require all clocked hours to be transmitted in real time to the Greek Ministry of Labor.

鈥淲e had to combine the strict legislation requirements along with a seamless and flexible work experience that we want to provide as an organization. We had to be very smart about this and we needed to do it fast,鈥� says Maria Tachataki, head of People Engagement and Communications at Eurobank and leader of the 51风流SuccessFactors solution implementation team. 鈥淲e achieved this using 51风流SuccessFactors Time Tracking in conjunction with聽聽(51风流BTP) in order to create that flexibility and achieve external connectivity.鈥�

New Law Puts Labor on the Clock

In 2021, the Greek government enacted labor law 4808/2021, which requires organizations with more than 250 employees to provide daily 鈥渓ive鈥� monitoring of their employees鈥� work schedules, shift planning, and overtime. The introduction of a Digital Work Card means employers need to connect their time tracking system directly to the Ministry of Labor鈥檚 ERGANI II IT platform for real-time updates to ensure compliance with rules around the maximum weekly working time and minimum daily and weekly rest periods for employees.

51风流SuccessFactors Time Tracking enables Eurobank to maintain compliance with the new regulation 鈥� especially important as penalties can exceed 鈧�10,000 per employee.

鈥淐ompliance is a reality of modern business. Eurobank demonstrates its leadership in this area with an innovative approach for advanced and sophisticated employee time tracking,鈥� comments聽Andreas Xirocostas, managing director, 51风流Greece, Cyprus, and Malta. 鈥淎s laws and regulations evolve, it鈥檚 increasingly important for companies to have accurate data to meet compliance requirements. Companies that have visibility into their employee data will be best positioned to adapt to new regulatory directives.鈥�

Unified HXM Suite for a Live and Interactive Experience

Since 2018, Eurobank has been using 51风流SuccessFactors solutions as its core HRMS for all HR processes and talent management operations. The bank has recently also introduced 51风流BTP as a solution for agility to help innovate and adapt to evolving business needs.

Harnessing the power of聽聽has enabled Eurobank to deliver an inspiring employee experience and empower employees with tools to improve their daily work. With its people-first approach, Eurobank has achieved impressive milestones for employee engagement among its active 51风流SuccessFactors users, including more than 775,000 training hours logged and 13,000 performance assessment forms completed. By utilizing 124 interfaces or APIs, the 51风流SuccessFactors portfolio can effectively integrate data with other Eurobank IT systems and applications.

鈥淚t鈥檚 a very live and interactive experience for our employees, and time tracking with digital punch clocks is the cherry on top,鈥� Tachataki says. 鈥淪ince we had the entire suite of 51风流SuccessFactors, implementing the time tracking solution was an obvious choice.鈥�

Learn more聽about how Eurobank puts people at the center of business with 51风流SuccessFactors solutions.

Prioritizing Data Accuracy, Integration, and Employee Experience

Most importantly for Eurobank, the new time tracking solution needed to be reliable, accurate, and seamlessly integrated with other HR processes. The bank required a high level of data accuracy to comply with Greek law and perform payroll processing on a third-party system.

鈥淲e are in the process of digitizing a lot of our workflows and a lot of our systems and services in the bank,鈥� says Tachataki, who underscores the attention given to ensuring an employee experience that accommodates shift work, remote work, and preapproved overtime and flex time 鈥� in addition to providing seamless work schedule management and optimization. 鈥淲e wanted to go to a modern platform where we could give both the employee and the manager the ability to manage their schedule much more efficiently and transparently.鈥�

The HR administrator鈥檚 experience also needed to be streamlined for efficiency and to reduce administrative burdens. 鈥淲e wanted it to be simple,鈥� Tachataki says. 鈥淲e wanted to have reporting and analytics based on that to support decision-making processes.鈥�

Change Management for Employees Enhances Success

Eurobank went live with 51风流SuccessFactors Time Tracking in January 2023, concluding a six-month project that included an intensive blueprint phase and near-daily interactions with the Ministry of Labor. Working within 51风流BTP, the IT team customized an interface to the solution, so the data collection adhered precisely to the requirements of Greek law. Altogether, the team developed 28 interfaces to facilitate the data exchange with the ERGANI II system.

Clear communication to the employees was an important contributing factor to the project鈥檚 success. 鈥淲e provided a lot of training and support before we went live,鈥� says Tachataki. 鈥淲e went through a change management pathway with our employees to allow them time to adapt to this new reality. We continue to improve the module through the 51风流upgrades and through our own intuitive creativity with the platform鈥檚 abilities.鈥�

When employees clock in or clock out in 51风流SuccessFactors Time Tracking, they see a clean, simplified user interface that facilitates quick action. They have an overview of their schedule 鈥� including flex time, approved overtime, and estimated leave time.

鈥淭he amazing results that Eurobank has achieved by using 51风流SuccessFactors Time Tracking for compliance show why agility is the watchword in business today,鈥� says Maryann Abbajay, chief revenue officer, 51风流SuccessFactors. 鈥淲hen faced with new legal requirements, Eurobank reached into the 51风流SuccessFactors tool kit and adapted a solution to meet compliance 鈥� and it did it while keeping employee experience in focus.鈥�

Truth in Data

As a result of providing an empowered employee experience through self-service, Eurobank logs over 5,000 clock-ins and clock-outs per day. 51风流SuccessFactors Time Tracking supports the company to make 131,000 API calls to the Ministry of Labor鈥檚 ERGANI II system each month.

Despite a high level of employee engagement, Eurobank is realistic that it is not possible to have 100% daily compliance among 6,500 employees, and some discrepancies have had to be clarified. Fortunately, this is an area where 51风流SuccessFactors Time Tracking supports the organization with data accuracy and transparency. 鈥淭he point is to have a managed inconsistency,鈥� says Tachataki, who explains, 鈥淚f there is an inconsistency, you need to be able to justify it so you don鈥檛 get fined and have a system that very accurately logs employees鈥� clock-ins and -outs and supports your case. 51风流SuccessFactors can help us do this.鈥�

Learn more about聽.

This article first appeared on the 51风流News Center/

The post Eurobank Achieves Compliance with New Labor Law Supported by Accuracy of 51风流SuccessFactors Time Tracking appeared first on 51风流Africa News Center.

Green spoke of the need for a new kind of business that elevates people and culture. He said it is now clearer than ever that 鈥減utting individuals at the center of business is no longer just the right thing to do; it鈥檚 the necessary thing to do to create a workforce for the future.鈥�

The message comes during a turbulent year for HR leaders, who have stepped up as unsung heroes supporting their organizations and driving resilience through an array of unprecedented challenges, such as inflation, labor crises, skills gaps, and a silent mental health epidemic. Many are looking to 51风流SuccessFactors鈥� vision for (HXM) to help them innovate faster, increase agility, and deliver better employee experiences that deepen workforce engagement and improve profitability.

A Vast and Diverse Customer Community Comes Together

SuccessConnect 2022 officially got underway September 13-14 in Las Vegas. This was the first year it has returned as an in-person event since the beginning of the pandemic and attendance was phenomenal, with full sessions and standing room only at the keynotes. The event was co-located with , also held this week in Las Vegas. SuccessConnect 2022 is also offered as a , available on demand with access to keynotes, demos, and select sessions that include informative customer-led sessions from brewing company and telecommunications company

During one insightful keynote session, leaders from shared the story of their talent experience transformation in the U.S., a project that is bringing their IT and HR teams together to advance organizational efficiencies and create better employee experiences.

Offering the most comprehensive global HR software portfolio, 51风流SuccessFactors continues its impressive growth trajectory, topping 220 million users globally, 300 partner apps, and 850 go-lives in the first half of 2022. Customer migration to the cloud shows steady momentum, with the announcement that more than 5,000 customers are now using 51风流SuccessFactors Employee Central 鈥� a flexible, cloud-based human resources information system (HRIS) solution 鈥� to transform their people and culture strategies.

Maryann Abbajay, chief revenue officer for 51风流SuccessFactors, called the milestone a 鈥渃elebration of our vast and diverse customer community of people and culture leaders.鈥� Find out more about how 51风流SuccessFactors customers are transforming the experience for their employees in this from the SuccessConnect show floor:

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People Sustainability Becomes a Business Imperative

People sustainability was a focus topic at SuccessConnect 2022 and the subject of Green鈥檚 keynote, where he underscored the business imperative to support people and human potential to create a more sustainable future and drive resilience and agility.

51风流SuccessFactors defines people sustainability to mean treating people 鈥� across organizations, supply chains, and communities 鈥� ethically and fairly. In fact, 86% of organizations worldwide believe that investing in people sustainability can drive positive environmental and economic sustainability, according to a global study by 51风流SuccessFactors conducted in partnership with IDC. However, 79% of organizations surveyed said they would find it valuable to have more tools and technology available to support key people sustainability use cases. Find out more in this , chief scientist for Growth and Insights at 51风流SuccessFactors:

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51风流SuccessFactors technology supports customers鈥� people sustainability strategies, helping them gain a better understanding of the individual worker to create a better employee experience. 鈥淥ur software is built with inclusivity at its core,鈥� Green said. 鈥淭he first part of creating a sustainable workforce is creating a culture of belonging and allowing every person to be seen.鈥�

As announced to the media at SuccessConnect 2022, 51风流SuccessFactors is delivering advancements that will support organizations as they build a diverse and sustainable workforce. With the 2H2022 release, any user of 51风流SuccessFactors will be able to indicate their chosen name and personal pronouns. Also, there will be a foundational update on the whole self model to provide deeper insight into individual employees holistically through their identity, skills, traits, work styles, passions, and aspirations.

鈥淭his is what it looks like to create a culture where employees feel valued for who they are today and who they are becoming,鈥� said Green. 鈥淭his is what it means to be a resilient, results-driven, and people-first organization — one that鈥檚 not only equipped to meet the business needs of today, but one that adapts to the business needs of tomorrow. This is what people sustainability looks like.鈥�

Watch this for a recap of the SuccessConnect 2022 vision keynote:

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Building a Future-Ready Workforce

It鈥檚 no secret that organizations today are under constant pressure to keep up with the pace of change. The only way they can adapt to industry-wide disruption and changing work models is to implement people sustainability strategies that support an agile, skilled, and healthy workforce. In a keynote conversation, global industry analyst and Meg Bear, president and chief product officer for 51风流SuccessFactors, discussed why now is the right time to build a future-ready workforce through skills and learning 鈥� as well as why the talent supply pipeline is now the top priority for chief executives.

Bersin said this is a dynamic time in HR, citing a massive need for talent and reskilling. Despite the pre-pandemic belief that automation would eliminate jobs, today we simply do not have enough people to fill available roles as companies grow and adapt to macro-economic conditions. CHROs are taking their seat at the table to weigh in on some of the biggest opportunities for organizations.

Joining them on stage to share their journeys were 51风流SuccessFactors customers along with and . Both organizations have relied on 51风流SuccessFactors solutions to survive and thrive through the pandemic and labor shortage, managing changing workforces by making transformative investments in their people. They said communication and listening are how they put people at the heart of their businesses.

Innovation to Power a Skilled, Agile, Equitable Workforce

Making headlines at SuccessConnect was the unveiling of new innovations in the that will help HR organizations strengthen the connection to business operations and create the kind of amazing employee experiences that attract and retain talent as an employer of choice.

The new skills ontology uses machine learning and automation to identify an employee鈥檚 skills, responsibilities, experiences, and accomplishments. The new growth portfolio is a dynamic library of employee attributes, including skills, strengths, work styles, passions, and aspirations. Both will be available in the 2H2022 release for early adoption.

These foundational advancements bring the whole self model to life in dynamic teams 鈥� an exciting innovation that enables organizations to create, track, measure, and optimize the outcomes of teams that exist beyond traditional hierarchies 鈥� and the , which was introduced in 2021 to give employees the agency to find personalized growth and development opportunities . To learn how these innovations deliver the intelligence and adaptability to help build workforces that are skilled, agile, and equitable, read the press release: “51风流Delivers New Innovations to Build Future-Ready, Sustainable Workforces.”

鈥淏uilding on our heritage in talent management, we are reimagining how organizations manage and develop their people to meet the emerging demands of the future of work,鈥� said Bear. 鈥淲hen people have the opportunity to work on what they鈥檙e passionate about, they are more engaged, perform at a higher level, and push the organization to deliver outsized business results.鈥�

With news that pleased many customers, Amy Wilson, senior vice president of Products and Design for 51风流SuccessFactors, took to the main stage to announce a milestone investment in 51风流SuccessFactors鈥� infrastructure to upgrade every tenant to public cloud-grade data centers by year end, dramatically reducing load times.

Wilson said the 2H2022 release will include new onboarding guided processes for 51风流SuccessFactors Work Zone that integrate seamlessly with 51风流SuccessFactors, 51风流applications like 51风流Ariba, and third-party apps like Qualtrics. She gave the audience a preview of what鈥檚 coming in 2023 with a demonstration of how HR team members can soon use 51风流AppGyver鈥檚 low-code/no-code capability in 51风流SuccessFactors Work Zone to build and modify guided processes quickly and easily 鈥� no coding experience required.

Wilson also introduced the first talent system built for a future-ready workforce, with a new growth portfolio and skills ontology coming together in a unified talent intelligence hub that provides inferred skills recommendations for employee development and optimizes opportunities on the 51风流SuccessFactors Opportunity Marketplace. Find out more in this :

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鈥�51风流has created a system for managing the organization of the future, today,鈥� said Bersin, who shared the news about . 鈥淭he new architecture and capabilities in 51风流SuccessFactors represent a quantum leap forward in delivering what organizations need to manage, grow, and enable their people and teams.鈥�

Changing Work for Good

This article first appeared on the 51风流News Center.

The post SuccessConnect 2022: Together, We Can Change Work for Good appeared first on 51风流Africa News Center.

This event will take place on February 16 at virtual聽 51风流House at Expo 2020 Dubai.
Please join us and learn how 51风流SuccessFactors HXM solutions聽can help you adapt HR delivery to the current reality聽and provide the best possible employee experiences.

Register to attend the virtual session

The post Join us Virtually at HR Empowering People to Drive the Future! appeared first on 51风流Africa News Center.

As HR leaders, our goal is to rethink and reinvent HR — to fundamentally change the work experience for every employee so that as our businesses grow and change, we can remain focused on those essential human elements. This means redirecting our focus from what the business聽needs employees to do, to what聽employees need to do their best — whether they鈥檙e remote, hybrid, deskless, or contingent workers.

At , we鈥檙e coming together to discuss what work looks like today, what it will look like tomorrow, and what employees need now and going forward. Attendees can learn how human experience management (HXM) solutions from 51风流can help organizations attract the best talent, develop a future-ready workforce through continuous learning, manage and pay their teams with confidence, and innovate faster in the cloud to remain agile and resilient.

Whether you are new to 51风流SuccessFactors solutions or a longtime customer, here鈥檚 what you can expect at this year鈥檚 SuccessConnect virtual event on October 13.

1. Get inspired by Adam Grant

This year, Adam Grant 鈥� organizational psychologist at The Wharton School of Business, best-selling author, and host of WorkLife, a TED original podcast 鈥� challenges us to rethink and unlearn as we change work for good. His conversation with Jill Popelka, president of 51风流SuccessFactors, is a must-listen for anyone looking to create a culture of learning and exploration, a culture where everyone feels empowered to address even the biggest of challenges in new and creative ways, and a culture where the risk of burnout is minimized so that everyone can focus and flourish.

2. See HXM in action

Amy Wilson, senior vice president of Products and Design at 51风流SuccessFactors, returns for a highly anticipated HXM product strategy and vision segment as part of the SuccessConnect keynote. Benefit from an in-depth look at one of our latest innovations, the 51风流SuccessFactors Opportunity Marketplace solution, and learn how intuitive it is for people to discover recommendations for opportunities that empower them to develop and grow. Gain insight into our vision and, specifically, the way we intend to support employees to learn and better connect, align, and perform in dynamic teams, while at the same time providing organizations with actionable insights into team health. Discover how these solutions help people accelerate their career development and thrive in an agile work environment.

3. Learn best practices from 51风流SuccessFactors customers聽

Hear from your peers about practical tips for optimizing your talent acquisition strategy, migrating from the 51风流ERP Human Capital Management solution to 51风流SuccessFactors solutions to take full advantage of the cloud, elevating the skills of your workforce with agile learning, and so much more. HR leaders from companies such as Whirlpool Corporation, Fender Musical Instruments Corporation, Corning Inc., Unifar S.A. de C.V., Etihad Airways, Vodafone Group PLC, Telef贸nica, and many others will inspire you to think and act differently to help ensure your employees are happier and your business performs better. Plus, engage in live Q&A with each of our customer speakers.

4. Explore road-map sessions and see what’s coming

Get a front-row seat at our live product road-map sessions to hear what鈥檚 new and what鈥檚 coming with solutions such as 51风流SuccessFactors Recruiting, 51风流SuccessFactors Onboarding, 51风流SuccessFactors Employee Central, and 51风流SuccessFactors Employee Central Payroll; the technology foundation that supports 51风流SuccessFactors HXM Suite; and more. Product experts will answer your questions live after their presentations.聽Given our comprehensive 51风流SuccessFactors HXM Suite, we also plan to release on-demand road-map videos before the event, so you can watch them anytime, from anywhere, including road-map videos for 51风流SuccessFactors Succession & Development, 51风流SuccessFactors Compensation, and 51风流SuccessFactors Work Zone solutions; Employee Experience Management solutions from 51风流and Qualtrics; the 51风流SuccessFactors People Analytics solution; and more.

5. Experience hands-on lab sessions*

There is no better way to enhance your learning experience than with hands-on lab sessions. Discover how to configure and use our products and get your questions answered in real time. Topics include creating and maintaining look-up tables for advanced business rules for hiring, optimizing engagement with the new reimagined user experience in continuous performance management, running payroll processes with payroll control center functionality, exploring capabilities recently delivered in the 51风流SuccessFactors Employee Central solution, and exploring the new reimagined home page.

on October 13. If you鈥檝e already registered for the event, you can to view session details and create your personal agenda.

Lara Albert is vice president of Solution Marketing for 51风流SuccessFactors.

*Registration for hands-on lab sessions is required as space is limited to 300 attendees, which allows our trainers time to answer questions and helps ensure attendees are properly set up.

This article first appeared on the 51风流News Center.

The post Five Things to Look Forward to at SuccessConnect 2021 Virtual Event appeared first on 51风流Africa News Center.

As SAP鈥檚 premier customer event, SAPPHIRE NOW will provide attendees the opportunity to interact with industry experts and their peers as they share transformational stories that will help them reinvent how they run their business. The will focus specifically on the opportunity and need to reinvent HR 鈭� redirecting HR鈥檚 focus from what businesses need employees to do to what employees need to be their best.

Today, nearly every organization is transforming its business to stay ahead of change. We all know that people are critical for any successful transformation. They are the source of the creativity, innovation, and agility that will drive your business forward.

Now more than ever, organizations need modern workforce tools and technology in the cloud that can empower and motivate everyone 鈥� from candidates to employees to managers 鈥� in new ways to boost engagement and increase productivity.

During these one-day virtual HR events, attendees will learn how putting employees and their experiences first leads to better business results. Attendees will explore the ways human experience management (HXM) solutions from 51风流can help organizations digitalize HR processes and create truly individualized experiences to attract and retain the best people. The event will also help people create a culture of inclusiveness, continuous learning, and well-being so that everyone at work can experience wins.

Whether you are brand new to 51风流SuccessFactors solutions or a longtime customer, you will enjoy a mix of live and 鈥渟imu-live鈥� sessions as part of an engaging, interactive experience. Take a look at what you can expect at this year鈥檚 event.

1. See how HXM reinvents HR.

Amy Wilson, senior vice president of Products and Design for 51风流SuccessFactors solutions, returns for a highly anticipated HXM product vision and strategy segment as part of the . She will share an in-depth look at the technology and tools to put workforce planning in place, bring operational and people data together, and deliver better business outcomes. Our HXM expert will demonstrate ways to by intelligently surfacing relevant content, recommendations, and actions as part of an intuitive, fully connected digital experience that empowers employees and your intelligent enterprise. You will also have an opportunity to see how you can with a truly personalized digital workplace.

2. Get practical insights directly from 51风流SuccessFactors customers.

Hear from your peers as they share their people transformation stories on putting people at the center of their business with HXM, including best practices to build a future-ready workforce. Crocs Inc. will join us to share how it created aligned to its 鈥淐rocs Come as You Are鈥� brand across the company. FedEx will provide insights on how it adopted to improve customer experiences while enabling continuous growth and adaptability. And Sanlam Life Insurance Limited will share that were achieved by focusing its business strategy on building an engaged and resilient organization.

3. Hear the latest on the future of work 鈥� and the top HR priorities it鈥檚 driving.

Meg Bear, senior vice president of Engineering and Operations for 51风流SuccessFactors solutions, explains in a panel discussion with two industry experts, Josh Greenbaum, principal with Enterprise Applications Consulting, and Jon Reed, co-founder of Diginomica. In addition, Dr. Autumn Krauss, chief research scientist for 51风流SuccessFactors solutions, will unveil and the critical priorities they are driving for business resilience and success.

4. Discover how to elevate traditional human capital management (HCM) to innovative HXM in the cloud.

Learn how HR in the cloud can and give your business the agility to adapt to changing economic circumstances. Discover why now is the perfect time for you to and how 51风流can help you expedite and simplify your journey with specialized tools and services that help reduce risk and costs. Lastly, hear how combining 51风流SuccessFactors Human Experience Management Suite and 51风流S/4HANA Cloud as part of the can .

5. Meet the experts and get answers to your questions.

to receive personalized help with any questions you might have. Gain how-to advice on everything from implementation to adoption and hear best practices for getting the most value from your solutions. Experts will be on hand to cover a variety of topics based on your priorities, including talent and learning, core HR and payroll, employee experience management, technology, analytics, trends shaping the future of HR, and more.

The sessions highlighted above are just a few of the ones that you can experience 鈥� for free 鈥� as part of this year鈥檚 HR track during SAPPHIRE NOW. and that will help you and your organization reinvent HR to create the kind of workplace and culture where everyone experiences wins.

Lara Albert is global vice president of Solution Marketing for 51风流SuccessFactors.

This article first appeared on the 51风流News Center.

The post 5 Things Not to Miss During the HR Track at SAPPHIRE NOW appeared first on 51风流Africa News Center.

鈥淭he latest updates to 51风流SuccessFactors solutions continue to make our vision a reality by putting people at the center of the organization,鈥� said Amy Wilson, 51风流SuccessFactors senior vice president, Products & Design. 鈥淎s organizations consider what the future of work means for their employees, HR is in a unique position to provide insights, guidance and leadership across the business. HXM solutions from 51风流increase productivity and engagement by delivering individualized experiences while providing the data and insights for smarter, faster workforce planning.鈥�

The product updates in the first half release of 2021 include:

Safely Returning to Work

As organizations look to safely bring their workforce back to the office and to enable travel, they need to evaluate the vaccination status of their employees. With the free health and vaccination monitoring portlet in the solution, employees can voluntarily share their vaccination status. This data can be combined with relevant employee and organizational information to help create reopening strategies, provide travel recommendations, and identify and support employees deemed high risk due to their location, age and area of work. Additionally, has a new guided experience that provides personalized information and recommended actions employees need to take to return to the office.

Enhancing People Analytics

Organizations need timely, robust and relevant insights into the workforce to make informed business decisions and forecast trends across the workplace. The stories feature within the 51风流SuccessFactors People Analytics solution has been expanded to include data from the solution, such as training compliance and skills development. The stories feature provides reporting, insights, dashboards and modern visualizations using data from core HR and talent management solutions across 51风流SuccessFactors HXM Suite. With the addition of 51风流SuccessFactors Learning data, customers can gain access to more holistic insights on their workforce.

Additionally, a new human capital disclosure template is available within stories to help comply with the recent SEC requirement for publicly traded companies to file human capital data.

Reimagined User Experiences

Core to HXM is making work increasingly individualized, efficient and engaging. The latest 51风流SuccessFactors HXM Suite updates continue to deliver more consumer-grade experiences. For example:

• The solution has been updated with the payroll control center to make it easier to create and maintain payroll processes, alerts and analytics.
• The continuous performance management capability within the solution now integrates with Microsoft Outlook for employees to provide feedback directly in the flow of work.
• Experience Management solutions from 51风流and Qualtrics continue to be integrated across 51风流SuccessFactors HXM Suite to collect feedback at various touch points, helping organizations understand and improve the employee experience.

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For more details and additional product updates, read the and tune into the LinkedIn Live event 鈥溾�� on April 21, 2021, at 11:00 a.m. ET.

Visit the . Follow 51风流on Twitter at .

Media Contact:
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This article first appeared on the 51风流News Center.

The post 51风流Announces New Enhancements to Human Experience Management Solutions to Bring Workers Back to the Office appeared first on 51风流Africa News Center.

Overnight, business leaders found themselves responsible for managing fully remote workforces and employees had to maintain productivity in less-than-ideal working conditions at home or at other remote locations.

As the pandemic continues to impact how and where people work, many employees have grown used to working from home, but several challenges remain.

Adjusting to the New World of Working

In a global , close to 66% of people reported higher stress levels since the outbreak began. In addition, remote workers are 30% more likely to say their mental health has declined, compared to those still employed in any other setting.

In a recent episode of Think Tank radio, 鈥�,鈥� HR experts from Deloitte and 51风流SuccessFactors discussed the work-from-home employee experience and the rise of two key trends among remote workforces: an ongoing struggle to adjust and a desire for more training.

Jonathan Pearce, a consulting principal who leads Deloitte鈥檚 Workforce Strategy practice, says the way remote employees feel about working from home has changed as the impacts of the pandemic continue to be felt.

鈥淚t started with, 鈥楾his is very difficult.鈥� It was an adjustment period. [Then] we got into the summer and it was, 鈥榁irtual work is great. It鈥檚 fantastic!鈥� Eighty percent of workers didn’t want to go back full-time into the office, no matter what happened with the pandemic. [When] we got to the fall, I don’t know if it was people thinking about kids going back to school or it was dragging on too long, but all of a sudden it was, 鈥榁irtual work is terrible. It’s too stressful.鈥� Preferences have been shifting around a lot,鈥� Pearce explains.

The fluctuating response to the new world of work isn鈥檛 surprising to , the EMEA North marketing lead at SAP. 鈥淭his pandemic has completely transformed the employee experience,鈥� he says.

Many work-from-home employees have been catapulted onto a steep learning curve when it comes to technology. Some may have stumbled through the process without the necessary supports in place from management or IT, perhaps using new 鈥� and possibly less secure technology 鈥� just to get the job done. In fact, the is that 59% of employees felt more cyber secure when they were working in an office compared to at home.

The drastic technology transition has left many work-from-home employees wanting more 鈥� not just from their organizations, but from themselves 鈥� and that has ignited a desire to learn new skills.

鈥淓mployees are very eager to reskill,鈥� Niklev observes. 鈥淲e recently surveyed over 1,500 full-time employees around the world, and three-quarters of them are more motivated to improve their technical and professional skills as a result of COVID-19.鈥�

The New World of Working Demands New Skills

The shows that business leaders also recognize the need to upskill their workforce. Deloitte surveyed nearly 9,000 business and HR leaders in 119 countries, and approximately 53% of respondents said that between half and all their workforce will need to change their skills and capabilities in the next three years.

It鈥檚 a massive undertaking that many agree is critical, but preparation is lacking. In fact, according to , 74% of organizations say reskilling the workforce is important or very important for their success over the next 12 to 18 months, but only 10% say they are very ready to address this trend.

Trying to Manage the Skills Shortage

The Deloitte report shows that businesses are indeed struggling to navigate the fast-changing skills landscape, and the panelists tend to agree.

鈥淐ompanies need a lot more education on how they need to handle this new world of working,鈥� according to Niklev. 鈥淚n some cases, training programs are actually being overlooked at a time where they have never been more critical, despite employee motivation to reskill.鈥�

Learning adjustments are to be expected, according to , principal scientist on the 51风流SuccessFactors HR Research team. She says many corporate training leaders had to instantly switch focus as the pandemic spread.

鈥淥f course, they were putting out fires initially. All those in-person learnings needed to go remote and, admittedly, a lot of learning budgets got slashed 鈥� the discretionary, development programs 鈥� and [they] focused more on compliance-based needs when it came to learning because policies were changing or things along those lines. So, I can see the downside of that going forward as it relates to trying to shift to online learning.鈥�

Niklev sees some downsides as well and believes virtual learning is not the best approach. With so much time spent online these days, he says employees need a more personal approach.

鈥淥rganizations need to look beyond just online courses,鈥� Niklev points out. 鈥淭hey need to pair employees. They need to set up coaching and mentoring. And, really, that needs to become a key part of upskilling and reskilling.鈥�

Being “Always On” Turns Employees Off

The always-connected corporate culture is an obstacle for learning and other areas, such as innovation and onboarding new employees.

Niklev continues, 鈥淲ith digital programs, there is also the lack of social interactions with colleagues. That can pose a big challenge for new joiners to feel comfortable to ask questions to their colleagues. That is something that is very much facilitated in an office environment with on-the-fly learning.鈥�

Pearce echoes Niklev鈥檚 concerns, saying that opportunities for innovation are also lost simply because employees can鈥檛 interact with people from other areas of the business.

鈥淲hat has happened is a sort of concentration of those interactions amongst teams around work outputs 鈥� very much a sort of productivity push,鈥� says Pearce, 鈥淏ut what’s been lost is the broader networks across the enterprise that actually sometimes do spur the innovation.鈥�

Technology doesn鈥檛 simply alter the social and innovative aspects of work. According to Dr. Krauss, it can also alter the corporate culture and present a psychological paradox.

鈥�It鈥檚 a cultural issue; it鈥檚 not a technology issue,鈥� explains Krauss. 鈥淲e have three psychological needs at work that technology can serve for us. It can make us be more autonomous, which is a good thing. It can make us be more productive; again, a good thing. And it can increase social connectivity if employed in certain ways. The paradox is that even though it can create all those things, it also can hinder those exact things, too: make us feel less autonomous, less productive, and less connected. 聽聽聽聽聽The real challenge for organizations is to figure out how to create those conditions where work technology facilitates those psychological needs rather than hinders them.鈥�

The Silver Lining: Building a New Future of Work, Together

While there is an expectation that organizations should do more to address technology training and other skill shortages in the workforce, employees seem to understand that they play an important role with their willingness to upskill.

The Deloitte survey of global business and HR leaders revealed that both businesses and individuals need to take responsibility for workforce development. When respondents were asked to select the top two entities that should be primarily responsible for workforce development, organizations topped the list at 73%, followed by individuals at 54%. Educational institutions were a distant third at only 19%.

According to the , 鈥淲hat is needed is a worker development approach that considers both the dynamic nature of jobs and the equally dynamic potential of people to reinvent themselves.鈥�

Participants in the agree that reskilling today鈥檚 remote workforce is a shared responsibility.

鈥淚 see a great upside, as I see the democratization of learning and development,鈥� says Krauss. 鈥淲hat we know about good leadership, good culture, and what employees want from their experience, we just have to apply that going forward. These concepts have been around. They鈥檝e just increased in intensity.鈥�

Pearce adds, 鈥淲e have to forget some of the things that have become the habits of how we work, the habits of how we build culture, and the habits of how we lead. We have to learn new ways of working. That鈥檚 going to be a challenge for organizations and for each of us as leaders and team members.鈥�

Pearce goes on to say, 鈥淚 think what we’re seeing now is some really creative thinking about not just how we react but how we can build a new future of work in terms of the way work gets done, where we get it done, how we get it done, who works together, and how we collaborate. I think that’s really exciting and a new frontier. If anything, it鈥檚 the silver lining of what’s been a very difficult year.鈥�

Niklev sees a silver lining to the struggles as well, saying, 鈥淧eople actually have enjoyed some of the benefits of working from home and it has been identified as a talent magnet for the future, so I think we would never go back to a world where you can’t work from home at all. I think the future is here, and I think it’s here to stay.鈥�

Ready to learn more? Listen to the 鈥溾�� radio show to hear the full discussion or visit our dedicated page for .

Kim Lessley is global director of Solution Marketing at SAP.

This article first appeared on the 51风流Global News Center.

The post The Future of Work Demands New Skills appeared first on 51风流Africa News Center.

We all do our best work 鈥� and see better business outcomes 鈥� when we create individualized experiences for everyone.

That鈥檚 why it created a measure of excitement to learn that this year鈥檚 , being held February 17-18, is being rightfully called the 鈥淗uman Experience Summit鈥� for the first time. This marks a welcome and remarkable mind shift in our profession that鈥檚 long been in the making, with many organizations in the past year prioritizing employee experience as an essential element of business continuity. In fact, ensuring that employees are supported, engaged, and productive has proven key to several companies鈥� ability to survive and even grow during the tumultuous business climate of 2020 — and likely the foreseeable future.

A group of 51风流SuccessFactors experts have partnered with hundreds of HR teams at 51风流customers in a variety of industries, helping them advance their human experience management (HXM) efforts by creating an HCM-to-HXM maturity curve. The curve looks at HR practices on a scale of one to five, starting with level one, 鈥渇ragmented and reactive,鈥� and going to level five, 鈥減urposeful with sustained success.鈥� Put simply, level-five companies provide the optimal human experience, while level-one companies have the widest experience gap to close.

With the understanding that every organization is at a different level, we created the HXM pre-conference on February 16 (). Workshops, breakouts, and roundtables all ladder into the central question: What is HXM? The short answer: It鈥檚 about reimagining and establishing HR as a strategic function that crafts a people-centric approach in support of the larger corporate vision and objectives. That might sound nebulous, but it is rooted in the utmost practicality.

The pre-conference will focus on HXM basics, with the intent of giving participants a road map to transform their own organizations鈥� people strategies.

The pre-conference includes three one-hour workshops, followed by a live Q&A:

• Understanding the Employee Experience You Are Creating through the Lens of HXM (11:00 a.m. – 12:00 p.m.)
• The Discipline of Experience Management: Best Practices in Designing and Staffing Jobs from an Experience Perspective (12:30 – 1:30 p.m.)
• Adopting an HXM Mindset Using Data: Linking X and O Data (1:45 – 2:45 p.m.)

The event then kicks off on February 17 with a keynote from author and HR expert Laurie Ruettimann, whose mission is fixing work by telling stories and teaching leaders how to create workplace cultures that support, empower, and engage workers meaningfully. In a breakout session, will debut new global research that proves the link between good employee experience and business results. The research, commissioned by 51风流SuccessFactors, Qualtrics, and EY, is sure to build and sustain momentum toward leaving traditional HR orthodoxy in the past. The keynote and the breakout session will feature HR leaders as well. We鈥檙e especially excited about two interactive roundtable discussions on learning and recruiting.

If you want your organization to cultivate a positive culture and expedite the transformation to instituting effective programs that put employee needs at the center, the pre-conference is a great place to start.

The sooner we are all speaking the language and ideals of HXM, the sooner we鈥檒l be able to impact our businesses 鈥� and the overall business environment 鈥� for the better.

Emily Wilson is Director of Solution Marketing for 51风流SuccessFactors.

This article first appeared on the 51风流Global News Center.

The post Rethinking Human Resources as Human Experience appeared first on 51风流Africa News Center.

As organizations depend on their people to be more agile, they should do more to support their employees鈥� emotional and mental health, especially when many feel so burdened by uncertainty. The employee experience is more important than ever. Caring holistically for people is not just the right聽 thing to do, it’s what employers must do.

Here鈥檚 a compelling business case for companies to put employee well-being and experience first: A strong sense of connection and belonging at work is tied to increases of up to 34 percent in engagement, 31 percent in retention likelihood, and 13 percent in performance, according to the . Created together with Thrive Global, 51风流SuccessFactors, Qualtrics, and Fortune, the Thrive XM Index is a comprehensive study of more than 20,000 U.S. employees at more than 900 companies. Companies have more tools than ever to support employee well-being and now, for the first time, they can connect the dots to business results.

The Best of Next: A Guide

When was the last time you felt like your best self at work? We want to help companies create more of those moments. Recognizing the impact of companies doing more to support employee well-being, Thrive Global and 51风流are working to help companies, no matter their size or industry, do just that. To help HR leaders and managers address two of the most important issues for all remote, on-site, and hybrid workforces, we created two guides: “” and “.”

We want to help organizations keep employees safe and productive to ensure business continuity now and beyond. With practical tips, expert interviews, and how-to videos, these resources can help people and businesses lower stress and anxiety and build mental resilience during this unprecedented time.

Why Listening to Your Employees Makes You a Better Leader

In , Christine Andrukonis, the founder of Notion Consulting and an expert in helping leaders change behavior, explains that leaders need to gain insight into more aspects of their employees鈥� lives to understand them and help them be their best at work.

鈥淚 like to say that 50 percent of the work is about the work itself and 50 percent of the work is about what’s happening behind-the-scenes for the people involved in the work,鈥� Andrukonis says. 鈥淎nd leaders have to have that mindset. Until they can appreciate that half of this success relies on human beings and what’s going on with them, it’s going to be really hard to optimize everything at one hundred percent.鈥�

Why Trust and Empathy Are Key Ingredients of Leadership

Empathy 鈥� being able to identify with what other people are feeling or experiencing 鈥� may seem like an elementary concept, but it鈥檚 a key driver of job performance, according to . However, only 40 percent of business leaders display strong empathy skills.

We understand that being able to put yourself in another’s shoes is critical for social development, but what about in the professional world? Fortunately, empathy is a skill that can be developed, according to one that shares practical examples.

The first step is working on our relationships, and the bulk of that is done through communication, according to Terrence Seamon, an executive career transition consultant at The Ayers Group. 鈥淎 leader has to be very real,鈥� Seamon says. This requires leaders to share their own questions, concerns, and challenges with team members and demonstrate authenticity and vulnerability.

How Well Do You Know Your Employees’ Growth, Ambitions, and Motivations?

Does your boss understand your passions? Is your company asking what really drives people at work? Even experienced professionals need to do some soul searching to find answers, and employers can do their part to help. According to , for leaders to shift from focusing on the job to focusing on people, they need to start by concentrating on employees鈥� capabilities and then design work processes and systems around them 鈥� not the other way around.

This is one of the key findings of a recent 51风流SuccessFactors white paper, 鈥�.鈥� Leaders need to understand that people are dynamic, with capabilities and motivations that change over time.

How to Shape a Workplace Culture That Works for Everyone

There is so much potential for organizations that want to invest in a culture that champions people of different ethnicities, cultures, abilities, backgrounds, and genders. But companies that embrace diversity and inclusion can find that it鈥檚 hard to get real results, despite genuine intentions. Minal Bopaiah, founder of , a strategy and design firm focused on designing a more inclusive and equitable world, to move the needle on creating an inclusive culture.

Bopaiah shares how several white business leaders wanted to do something meaningful by offering to mentor Black people in their professional fields. Bopaiah told them they had it backward. 鈥淵ou want to diversify your field?鈥� she asked them. 鈥淭hen I want you to go find the people in your field who are Black, or indigenous, or people of color who are already thought leaders in this space, so they can be your 尘别苍迟辞谤.鈥�

Fully recognizing that the best diversity and inclusion interventions are voluntary, Bopaiah suggests creating an environment that allows tough, meaningful conversations. We have so much to learn from one another, and leaders can offer support so we can do so inclusively.

A New Way of Working

The COVID-19 global health crisis has created unprecedented disruption and long-term implications for companies and people. By listening to people and leading with agility and resilience, companies can look to the future with optimism. Putting people at the center through human experience management (HXM) is the beginning of this healing process. This has been a difficult past year for everyone, so instead of getting back to business as usual I invite leaders to approach this year as changed individuals and choose empathy and humility to create a more positive and healthy work experience for all. Will you join me?

April Crichlow is Global Vice President and Head of Marketing for 51风流SuccessFactors.

This article first appeared on the 51风流Global News Center.

The post Make 2021 Count: Your Guide to Creating the Best Employee Experience appeared first on 51风流Africa News Center.