This year, the 51风流Global Line of Business Partner Excellence Awards have once again spotlighted our partners鈥� outstanding contributions to customer success. The following partners have showcased their expertise and unwavering commitment to excellence, leading the way with groundbreaking initiatives and exceptional customer service. 

• Accenture has been recognized as the winner for Sales Success in Large Enterprises. This award illustrates Accenture鈥檚 success bringing exceptional results to the largest and most complex HR transformations. With a long-standing 51风流partnership, Accenture has built expertise across multiple industries, and, with this deep knowledge, it delivers innovative solutions and services to help our customers drive operational efficiency and enhance the employee experience.  
• NTT DATA Business Solutions stands out for winning awards in two categories: Customer Success Management and Intelligent Enterprise Value Realization. It was also a finalist in the Sales Success in Large Enterprises category. The combination of these awards highlights NTT DATA鈥檚 relentless determination to deliver throughout the customer value journey, as well as its breadth of offerings across human capital management (HCM) and SAP鈥檚 broader cloud ERP suite. NTT DATA鈥檚 consistent recognition demonstrates its leading innovation, adaptability to changing market needs, and commitment to customer satisfaction.聽聽
• Empleox GmbH has been named the winner in the Sales Success in Midmarket category. Empleox GmbH helps us meet the needs of our midsize customers by continuously innovating and designing solutions to help them grow, scale, and stay agile. Specializing in implementing and optimizing 51风流SuccessFactors solutions, Empleox GmbH empowers organizations to transform HR operations, enhance employee engagement, and achieve their business objectives.  
• OpenText has been recognized for its exceptional performance throughout 2023, alongside SAP, to bring cutting-edge solutions to the market. As the winner in the Partner Solution Success category, this recognition reflects the OpenText team鈥檚 ongoing commitment to growth and innovation. Its integration with 51风流SuccessFactors solutions provides customers with enhanced document management capabilities, helping to streamline HR processes and reduce administrative costs.聽聽
• EPI-USE has won the Delivery Quality category, which is awarded to partners for consistent excellence in project delivery across a number of metrics. This award speaks to the EPI-USE team鈥檚 commitment to customer delivery. With over 30 years of experience, EPI-USE has developed deep expertise in the 51风流SuccessFactors portfolio and has become a trusted advisor for organizations looking to optimize their HCM solutions.聽聽

“We are proud to be recognized for our commitment to Customer Success and Intelligent Enterprise Value Realization. These awards underscore our dedication to delivering innovative HR solutions to our customers worldwide. We help them to optimize their HR processes and improve their employee experience. Being a finalist in the Sales Success in Large Enterprise category further validates our strategic approach to supporting a broad spectrum in the market.”

Norbert Rotter, CEO, NTT DATA Business Solutions, and EVP, NTT DATA, Inc.

These partners have surpassed the high standard expected in our industry. We extend our heartfelt congratulations to all winners and finalists in the 51风流Global LoB Partner Excellence Awards.  

We are incredibly grateful for our entire 51风流SuccessFactors partner ecosystem, whose efforts are critical to our success. Your relentless pursuit of excellence ensures that, together, we can help our customers make every employee a success story.  

Get a detailed look at all the winners and more information about the awards.聽

Aaron Green is chief marketing & solutions officer for 51风流SuccessFactors.
Nick Holmes is vice president of Ecosystem for 51风流SuccessFactors.

鈥淎t TrustRadius, we pride ourselves on providing unbiased and transparent insights into the software industry,鈥� said Allyson Havener, senior vice president of Marketing and Community at TrustRadius. 鈥淩eceiving a TrustRadius Top Rated award is a testament to 51风流SuccessFactors HCM鈥檚 exceptional performance as validated by unbiased user feedback. This recognition highlights 51风流SuccessFactors鈥� commitment to delivering innovative human capital management solutions that truly meet the needs of businesses.鈥� 

This year, 51风流SuccessFactors earned awards across the following categories: Applicant Tracking, Compensation Management, Talent Management, Workforce Analytics, Sales Incentive Compensation Management, HR Management, Workforce Management, Employee Performance Management, Sales Performance Management, Corporate Learning Management, Succession Planning, and Internal Payroll. 

We are grateful to our more than 10,000 global customers whose partnership allows us to help make every employee a success story by harnessing the to elevate every experience, guide every people decision, and connect HR across every aspect of the business. 

In the past year, 51风流has introduced new AI capabilities that span the entire 51风流SuccessFactors HCM suite and help transform how organizations unlock individual and collective potential. , SAP鈥檚 natural language generative AI copilot, helps employees and managers work faster and smarter by making it easier to find information and complete common HR tasks. With an embedded AI-driven skills framework, 51风流SuccessFactors solutions help power an organization鈥檚 learning and talent strategy and address critical skills gaps. The combined force of these innovations helps customers better meet the business challenges of today and tomorrow.  

Below are a few reviews from our customers:

鈥淲e chose 51风流SuccessFactors over competitors for its鈥痗omprehensive HR suite, superior integration capabilities with鈥�51风流systems, and global scalability. Its user-friendly interface鈥痑nd extensive analytics stood out, offering more in-depth鈥痠nsights and a seamless experience compared to other solutions鈥痠n the market.鈥�

鈥�The benefit of [SAP] SuccessFactors is its flexibility. I have implemented鈥痆SAP] SuccessFactors at companies with as little as 1,500 employees鈥痑nd also鈥痺ith as many as 120,000 users. It can handle the complexities of global鈥痳equirements while still being able to scale to a small, midsized business鈥痠n a cost-effective manner.鈥浓赌�

鈥�51风流SuccessFactors has a clean employee view of鈥痙ata and鈥痮ffers a wide range of functionality to support midsize to large鈥痗ompanies.鈥浓赌�

Learn more about and read our customer reviews on鈥�. For more information about these recognitions, visit the . 

Aaron Green is chief marketing & solutions officer for 51风流SuccessFactors.

51风流was recognized based on its ability to execute and completeness of vision in the report. According to the report, “The market for cloud HCM suites is responding to HR leaders鈥� need to focus on delivering business outcomes while keeping a close watch on innovation catalysts such as generative AI. This research helps HR technology leaders in enterprises with more than 1,000 employees identify suitable vendors.”

provides the most comprehensive set of cloud-based solutions, connecting core HR and payroll, talent management, sales performance management, people analytics, and workforce planning to help drive organizations — and their people — forward. 

Our latest product release continues to deliver on our vision for HXM to put people at the center of every organization. We believe that future-ready organizations need to provide opportunities for people to develop and grow in line with their personal passions and the changing needs of the organization. To make this a reality, we have been steadily investing in and transforming the user experience and architecture across our solutions to be employee-centric, to provide better integrations with partners and the broader 51风流portfolio, and to be infused with AI capabilities.

At , we announced the latest AI capabilities that stretch across the suite, building on the company’s Business AI strategy to build systems of intelligence and deliver AI in a way that is relevant, reliable, and responsible. For example, Joule is our natural-language generative AI copilot, which will make it easier and faster for employees to find information, get answers to questions, and complete HR-related tasks such as approving or rejecting time-off requests. 

The talent intelligence hub acts as an AI-powered engine for an organization鈥檚 entire learning and talent strategy by creating a skills portfolio for each employee that can infer skills and attributes based on data from performance feedback and dynamic teams. This provides a single skills model to drive everything from recruiting and onboarding to learning and development to performance and succession. 

Delta Air Lines is building a dynamic skills-based experience for continuous learning with the talent intelligence hub to help employees grow from an hourly customer-facing role to the salaried corporate position of their dreams.

鈥淒elivering an elevated employee experience is important to us,鈥� said Tim Gregory, managing director of HR Innovation and Workforce Technology at Delta. 鈥淥ur people work hard to develop and hone their skills. It鈥檚 personal, and when Delta is able to go beyond the traditional lens of job hierarchies and org charts, we create the elevated experience that attracts and retains the best talent.鈥� 

The 2H 2023 release also includes a new user experience for customers using , a new recruiter user experience, improvements to the cross-system workflow, and enhanced integrations with Microsoft Teams to put HR in the flow of work. 

We plan to accelerate advancements around our user experience and deliver new AI capabilities with every release, helping people and culture leaders embrace the latest technology to drive change within their workforce and helping organizations prepare for what鈥檚 next. 

Aaron Green is chief marketing and solutions officer, 51风流SuccessFactors.

Gartner, Magic Quadrant for Cloud HCM Suites for 1,000+ Employee Enterprises, Ranadip Chandra, Sam Grinter, 18 October 2023

The report was titled as Magic Quadrant for Cloud HCM Suites for Midmarket and Large Enterprises from 2016-2018.

GARTNER is a registered trademark and service mark of Gartner and Magic Quadrant is a registered trademark of Gartner, Inc. and/or its affiliates in the U.S. and internationally and are used herein with permission. All rights reserved.
Gartner does not endorse any vendor, product or service depicted in its research publications and does not advise technology users to select only those vendors with the highest ratings or other designation. Gartner research publications consist of the opinions of Gartner鈥檚 research organization and should not be construed as statements of fact. Gartner disclaims all warranties, expressed or implied, with respect to this research, including any warranties of merchantability or fitness for a particular purpose.

We are excited and honored by this news, as it recognizes our continued innovation and the impact it is delivering to our customers. With the extraordinary surge in innovation happening today, specifically around artificial intelligence (AI), automation, and analytics, it鈥檚 not only strategic for organizations to embrace these advancements, but it鈥檚 essential for ensuring their longevity and ability to compete. HR leaders are on the forefront of understanding where and how these technologies can be used to help their workforces become more productive and impactful 鈥� and truly ignite their potential.  

At SAP, we provide a comprehensive and global suite of cloud HR solutions. spans core HR and payroll, talent management, HR analytics and workforce planning, and employee experience management. 

鈥淒espite the more challenging economic climate, the cloud HR market has been very resilient and shows strong growth,鈥� commented David Wilson, founder and CEO of Fosway Group. 鈥淔or corporates, this is driving the need for comprehensive people strategies and a strong and connected HR ecosystem. 51风流SuccessFactors has continued to be one of the leading drivers of this market at an enterprise level, both developing out new capabilities as well as improving customer performance and success.鈥�

Both multinational and midsize companies leverage 51风流SuccessFactors solutions and our robust partner ecosystem to help modernize their HR functions, allowing them to remain agile and innovative. For example, customers like Versuni and Eurobank are using 51风流SuccessFactors solutions to drive HR transformations that contribute to the overall business: 

• Versuni, formerly known as Philips Domestic Appliances, recently unified its HR system in 52 countries with 51风流SuccessFactors solutions, which has had far-reaching impact on the business. Jana Belyu拧ov谩, CHRO at Versuni, recently said: 鈥淥ur workforce planning is much more efficient. We can see much faster and more clearly for each country how the teams are composed and where needs lie. In addition, the number of information screens has been significantly reduced. That helps with finding the right information.鈥� 

• Eurobank has been able 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 solutions users, including more than 775,000 training hours logged and 13,000 performance assessment forms completed. 

Looking ahead, we are continuing to deliver new innovations for our customers so they can stay on the forefront of their industries. For example, AI is built directly into our solutions to help our customers understand the skills they have today, so they can plan what skills they will need in the future. We are also leveraging generative AI to transform the employee experience. Available next month, managers and recruiters can fine-tune job descriptions with generative AI 鈥� allowing them to create highly relevant descriptions and check them for bias, instead of starting from scratch every time a new position is created.

Aaron Green is chief marketing & solutions officer at 51风流SuccessFactors.

Today, both employees and consumers hold organizations to higher standards. Just as consumers want to spend their money with companies they trust and believe in, employees want to earn theirs from an organization that aligns with their values. In fact, almost of people report that they wouldn鈥檛 work for a company that doesn鈥檛 have a strong purpose.

Business success is no longer measured by profit alone 鈥� instead, it鈥檚 defined by the impact an organization has on every part of its ecosystem. People sustainability 鈥� the intersection of employee engagement and corporate responsibility 鈥� is critical to building a future-ready workforce and requires an organization to consider the policies and experiences of people across their entire value chain. A comprehensive people sustainability strategy can help increase overall environmental, social, and governance (ESG) metrics, drive business outcomes, and build a better, brighter future. 

Good for People, Good for Business

People create new business models, lead critical initiatives, and effect change. With a people-first approach, organizations are more resilient, more capable, more innovative, and more motivated to deliver on sustainability goals.

As the 鈥減eople鈥� experts, HR plays an important role in driving people sustainability. And with the right technology in place, it can start to take a more unified approach to people-centered initiatives. This looks like: tapping into new and diverse talent pools, empowering employees to learn and grow throughout the employee lifecycle, and creating a fair and equal workplace culture where everyone feels a sense of belonging. This not only benefits employees 鈥� it benefits business.

Forward-thinking organizations like are already moving the needle on people sustainability. MOD鈥檚 mission goes far beyond serving delicious pizza 鈥� it believes that companies can and should be a force for good in their communities. 鈥淥ur purpose is to create a place that includes everyone,鈥� Dayna Eberhardt, chief people officer of MOD, tells 51风流Chief Marketing & Solutions Officer Julia White in a recent interview for .

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The key ingredient to MOD鈥檚 success is its people. MOD is not only committed to investing in its current employees through continuous learning, development, and career advancement, but it also strives to provide opportunities to those who typically face barriers to employment. This includes, for example, individuals who have formerly been incarcerated or have intellectual or developmental disabilities. Today, 99% of company-owned MOD stores have hired people with employment barriers. These hiring practices have led to a more engaged, empowered, and equitable workforce. 鈥淥ur MOD Squad with barriers have a higher sense of belonging, a faster rate of promotion, and a higher retention rate,鈥� Eberhardt says.

Opening the door to opportunity is just the first step to workplace equity, which is why MOD makes the employee experience a top priority. When outdated HR processes were slowing down its recruiting and onboarding, MOD chose to help redefine the value of HR data and processes, empowering the company to put its 10,000 鈥� and growing 鈥� employees who make up the MOD Squad at the heart of its business.

And this is a difference MOD鈥檚 customers can taste. 鈥淲hen we take care of our people, our people take care of our customers, and the business takes care of itself,鈥� Eberhardt says.

As we move into an uncertain future, companies like MOD that are actively prioritizing people, making positive impacts on the communities they serve, and taking real steps towards zero inequality will be best positioned to meet the business needs of today and tomorrow. And by putting people at the center of business 鈥� in purpose, culture, and technology 鈥� these organizations can create a more sustainable workforce and world.

Aaron Green is chief marketing and solutions officer for 51风流SuccessFactors.

鈥淭hese awards are based directly on feedback from customers and help software buyers make better purchasing decisions by highlighting products that provide high levels of customer satisfaction,鈥� said Megan Headley, VP of Research at TrustRadius.

This year, 51风流SuccessFactors earned awards across the following categories: HR Management, Applicant Tracking, Corporate Learning Management, Talent Management, Employee Performance Management, Compensation Management, Workforce Analytics, Sales Performance Management, International Payroll, Sales Incentive Compensation Management, Succession Planning, and Workforce Management.

We are grateful to our customer community of over 9,600 organizations around the globe. Strong partnerships with customers are what allow us to continually innovate to meet their needs and expectations, delivering experiences that help their employees feel connected, empowered, and supported through every step of the employee journey.

In the past year, 51风流SuccessFactors introduced product enhancements like , which helps increase organizational agility and employee engagement, as well as a that helps streamline onboarding. 51风流is committed to delivering to help customers address skills gap challenges and create a sustainable workforce and profitable business.

Below are a few reviews from our customers:

鈥�This is the industry standard in HR. This is the go-to platform for coordinating human capital, 360-degree style. It encourages quantitative, data-driven processes that work well for everyone. Thanks to this solution, we鈥檝e automated countless HR processes, enriched our learning resources, and made our managers metrics-driven and employees goal-oriented.鈥�

鈥淚mplementation has led to a streamlined and automated HR function, improving employee experience particularly when it comes to learning sector-specific courses and getting rewarded through learning hours/credits. It has helped the organization to adapt to digitization and evolving business needs as well as develop new skill sets via reskilling and upskilling.鈥�

鈥淚f you need one solution that will save HR time to focus on HR work and employees [then] the [51风流SuccessFactors Employee Central] solution will be for you. It’s a solution that supports the full life cycle from recruitment and onboarding to offboarding. The system has the capabilities to manage employee data, salary payments, and personnel processes. You will have the capabilities to manage employees from all over the world.鈥�

Read all 51风流SuccessFactors customer reviews on . To learn more about these recognitions, visit the

Aaron Green is chief marketing & solutions officer for 51风流SuccessFactors.

It is defined by the impact an organization has on every part of its ecosystem: workers, supply chains, communities, and the environment. Yet less than one percent of organizations today are fully aligned to all 17 United Nations Sustainable Development Goals (UN SDGs).

We know that getting this right 鈥� or wrong 鈥� has real implications. As organizations increasingly shift their strategies toward a triple-bottom-line approach focused on profits, planet, and people, it鈥檚 this last pillar that is intrinsically part of the other two despite being historically overlooked. People make the decisions that impact our environment. People design and execute the strategies that drive results and profits. And people are ultimately responsible for how we shape the future of our planet.

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Introducing People Sustainability

At SuccessConnect, we introduced a new term to guide organizations on their journey to create a future-ready workforce and a more equitable world: .

People sustainability is the intersection of employee engagement, empowerment, and corporate responsibility. It is defined as treating people — within an organization鈥檚 workforce, across their supply chains, and in the communities in which they operate — ethically and fairly. Just as environmental and economic sustainability require careful preservation and use of natural and financial resources, people sustainability requires treating people and human potential as precious resources that must be supported and valued to drive resilience and agility — and the future we all wish to see.

At SAP, we define people sustainability through six core pillars. While there may be even more considerations when you think about the broader social sustainability umbrella, we determined that these are the most important pillars organizations can focus on right now to help people thrive:

• Diversity, Equity, & Inclusion (DE&I)
• Well-Being & Balance
• Trust & Transparency
• Health & Safety
• Empowerment & Growth
• Organizational Purpose

A Focus on People Sustainability Can Improve Overall ESG Metrics

New * and commissioned by 51风流demonstrates that by focusing on the needs of the people in their workforce, supply chain, and communities, organizations can drive positive results for their organization and the environment.

In other words, invest in your people and the results will follow.

Despite criticism of the current state of environmental, social, and governance (ESG) investing, the growing social and economic pressures from investors, employees, and shareholders for organizations to show how they are addressing inequity and climate change while maintaining growth indicates that ESG is here to stay. In fact, a McKinsey report found that expect that ESG programs will contribute more to shareholder value in five years than they do today.

A holistic people sustainability strategy can help organizations improve their ESG metrics across all three pillars of people, profit, and planet. Our research found that more than 86% of respondents believe that investment in people sustainability, as outlined above, can drive positive economic and environmental sustainability outcomes.

Furthermore, people sustainability pioneers, or those with the most mature people sustainability strategies, are 30% more likely than followers, those with the least mature people sustainability approaches, to include people metrics in their ESG reporting. This suggests that the pioneers see the value in demonstrating their commitment to inclusion, engagement, and well-being as an integral driver of their overall ESG success.

The results speak for themselves: our research found that employees of people sustainability pioneers reported higher employee job satisfaction and productivity, are less likely to leave their jobs, and are more enabled to achieve their career goals.

Developing a Holistic People Sustainability Strategy

We鈥檝e established why people sustainability is important, but how can leaders successfully incorporate it into their organization? It requires substantial behavioral change combined with employee engagement and the right technology. According to our research, more than three quarters of respondents at all levels — executives, managers, directors, and frontline employees — believe that behavior change is necessary at all levels of the organization.

Part of this change is approaching people sustainability holistically. The six pillars we鈥檝e identified already exist; however, they exist in silos, operated by different teams and measured with separate goals. Our research demonstrated a notable difference between pioneers and followers in how they approach this challenge: 80% of pioneers believe that addressing people sustainability with a single, unified strategy is more valuable compared to only 61% of followers.

One manufacturing employee surveyed as part of our qualitative interviews put it best: 鈥淚t鈥檚 not even a question anymore. You can鈥檛 do social sustainability in isolation. You can be the best company in the world, but if your supply chain is not on board, then it doesn鈥檛 mean anything.鈥�

While this won鈥檛 happen overnight, a unified approach will produce the rewards organizations need to build the resilient, results-driven, and people-first culture needed to meet business demands. A unified approach to people sustainability will have a positive impact on critical business KPIs, according to the research, including financial performance (71% of respondents agree), employee job satisfaction (78%), employee engagement (76%), and brand reputation (75%).

People Sustainability Helps to Change Work for Good

A sustainable workforce drives a sustainable business. At SuccessConnect, we introduced new capabilities within the 51风流SuccessFactors Human Experience Management Suite that can transform how organizations can manage their talent. Collectively, these innovations use data and artificial intelligence (AI) to understand every individual鈥檚 whole self — their skills, interests, aspirations and much more, even as they change over time — and then use that to match them with opportunities over the course of their career.

When we think of the challenges organizations face today — the skills gap, hiring challenges, and a rapid pace of change — the ability for people to move and grow within an organization is how we will successfully build diverse teams, drive growth and learning, foster belonging, and increase organizational agility.

This is why a unified people sustainability strategy is paramount to the future of work. You cannot make progress on DE&I without trust and transparency. Empowerment and growth are limited without clarity on organizational purpose. Bringing it all together is what creates 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 can learn, grow, and adapt to meet the business needs of tomorrow.

Read the 鈥溾�� IDC Document # US49724322 and join the on October 27, 2022.

Aaron Green is chief marketing and solutions officer for 51风流SuccessFactors.

*From May through August of 2022, IDC conducted qualitative and quantitative studies of employees and business leaders across multiple countries and industries; two focus groups in the U.S., 16 in-depth interviews with executives across three regions, and a survey of more than 3,500 employees and business leaders in 11 countries across NA, EMEA, APAC, and Latin America.