To date, many employers have approached pay equity at their own pace, but a new era is beginning, one that will redefine pay practices and workplace culture for organizations across the European Union (EU). Set to take effect across EU Member States in 2026, the (EU Directive 2023/970) strengthens the principle of 鈥渆qual pay for equal work or work of equal value鈥� as enshrined in EU law, requiring employers to adopt transparent pay practices and close gender pay gaps or face potential legal and financial consequences.

can provide a single source of truth for the critical data-driven insights needed to help organizations meet EU pay transparency requirements. Today, 51风流is announcing new capabilities that can make it even easier for organizations to meet their requirements across EU countries.

Launching in 1H 2026, EU Pay Transparency Insights is a new capability within the , an intelligent, AI-powered application that can deliver ready-to-use, actionable insights to help leaders make more informed decisions. EU Pay Transparency Insights enables organizations to analyze compensation, identify outliers, and address pay gaps, helping them meet reporting requirements while unlocking the workforce and business performance benefits of achieving true pay equity.

Three requirements every employer must meet鈥攁nd how 51风流SuccessFactors HCM supports them

The EU Pay Transparency Directive represents one of the most sweeping changes to workplace compensation in decades. To meet its requirements, organizations will need to reassess their current HR data management capabilities and processes and begin planning now. As countries move toward putting the directive into law by June 2026, some obligations may already apply, with others set to take effect as soon as national laws are enacted. And because pay gap reporting deadlines vary by organization size鈥攕tarting in 2027 for employers with 150 or more employees and based on 2026 workforce data鈥攐rganizations must act now to be ready.听

51风流SuccessFactors HCM is uniquely positioned to support organizations in addressing the three key requirements outlined in the directive鈥攇ender pay gap reporting, employee pay transparency, and candidate pay transparency鈥攚ith several capabilities already available today and advanced analytics for gender pay gap reporting delivered through EU Pay Transparency Insights in 1H 2026.

1. Gender pay gap reporting

Once national laws are in place, employers will be required to disclose their gender pay gaps on a predefined schedule, and any gap of 5% or more must be explained or mitigated with a joint pay assessment. With EU Pay Transparency Insights within , organizations will be able to access rich workforce insights to analyze compensation and identify drivers behind pay gaps, giving them the information they need to generate actionable reports with a complete view of workforce equity in a single place.

2. Employee pay transparency

In accordance with the directive, employees have the right to request information on average pay levels by gender for comparable roles. By leveraging the powerful document generation capabilities in 51风流SuccessFactors HCM, employers can provide employees with a self-service experience to display individual pay transparency statements directly from the People Profile in . These statements can give clear insight into the employee鈥檚 annual pay and the average pay of the same worker category broken down by gender.

3. Candidate pay transparency

Employers will be required to disclose pay ranges in job advertisements or before interviews. They will also be prohibited from asking applicants about salary history. 51风流SuccessFactors solutions help enhance pay transparency by enabling employers to display pay ranges directly within job postings published through SAP鈥檚 recruiting solutions, including 51风流SuccessFactors Recruiting and .

In addition to these 51风流SuccessFactors capabilities, 51风流continues to work with our vast partner ecosystem to support pay parity and pay transparency efforts.

An opportunity to lead with accountability

The EU Pay Transparency Directive sets a new baseline for accountability in how organizations manage and disclose pay. By preparing early and partnering with SAP, organizations can deliver transparent compensation insights, empowering employees with a clear view of their total rewards and career journey and supporting HR professionals in making consistent and measurable decisions with confidence. With continuous innovation and trusted localized expertise, 51风流helps organizations stay on top of changes and build a sustainable, employee-centered approach to pay equity across the EU.

Learn more about how 51风流SuccessFactors HCM can help your organization stay compliant with the EU Pay Transparency Directive in the

Dan Beck is general manager and chief product officer for 51风流SuccessFactors.

According to new research from SAP, employees using AI are saving 75 minutes a day 鈥� time that鈥檚 being reinvested into innovation, connection, and impact. 

But with economic volatility, shifting regulations, and a global skills crunch, organizations face a critical challenge: how to connect their people and their business in ways that drive agility, resilience, and growth. This isn鈥檛 just a moment of change; it鈥檚 a moment of unprecedented possibilities.

Unlocking new possibilities with 51风流SuccessFactors

is powering that transformation with trusted intelligence, operational strength, and innovations that turn disruption into advantage.听With over 10,000 customers worldwide, we are privileged to work with the world鈥檚 leading brands and help them guide their people and their organizations through change.听

The 51风流SuccessFactors HCM suite is a robust offering that connects all the pieces for an organization鈥檚 people strategy 鈥� from core HR and payroll, to talent acquisition and talent management, to people analytics, and beyond. 51风流Business AI is infused across our HCM suite, and 51风流Business Technology Platform (51风流BTP) enables our customers to expand and extend to meet their needs.听

We are constantly investing in our solutions based on market signals, ensuring our customers have the tools they need to stay at the forefront of innovation. 

Today at Success Connect at 51风流Connect in Las Vegas, designed to elevate the employee experience, optimize operations, and deliver actionable workforce insights. 

Elevating the employee experience  

New Joule Agents  

Agentic AI is redefining the employee experience and transforming the way work gets done by automating routine tasks, accelerating decision-making, and unlocking new levels of productivity. Joule, SAP鈥檚 AI copilot, is embedded into enterprise-wide applications to deliver real-time intelligence and automation through a simple conversational interface.  

Joule currently supports 80 percent of the most-used tasks in 51风流systems, and we are continuously expanding its capabilities. Joule is available in 11 languages, and next month the first HR-focused Joule Agent 鈥� the Performance and Goals Agent 鈥� will be generally available, with many more to follow. This agent is designed to empower managers to lead high-impact performance conversations by providing tailored insights, goal progress updates, and personalized talking points.

We鈥檒l continue to release new agents that will continue to work behind the scenes to make managers, employees, and HR teams more efficient. Today, we announced the next four听agents, available in 51风流SuccessFactors in the first half of 2026:听

• The Career and Talent Development Agent, which automates succession planning and helps managers identify and develop future leaders
• The HR Service Agent, which serves as a direct point of contact for employees and reduces the amount of time HR staff spend answering routine questions
• The Payroll Agent, which helps employees better understand their pay by combining paycheck details with time data, enabling intelligent 鈥渆xplain pay鈥� scenarios such as highlighting unexpected overtime and suggesting follow-up actions
• The People Intelligence Agent, which connects the People Intelligence Insight application in 51风流Business Data Cloud with Joule and 51风流SuccessFactors, allowing managers and HR teams to ask questions in their own words and receive intuitive, accessible workforce analytics

Introducing the workforce knowledge network

Building on these new capabilities, we are also introducing a workforce knowledge network, a first-of-its-kind integration that brings third-party content from industry experts directly into Joule, delivering enhanced insights for employees.鈥� This is a major step forward in enabling agent-to-agent interaction in order to deliver the most relevant information in one seamless experience.

Content from leading HCM industry experts from G-P (Globalization Partners) and The Josh Bersin Company will flow directly into Joule. These integrations allow Joule to ingest third-party content and interact with various agents so employees can receive guidance that is grounded in real-world insights and trusted research.

For example, HR leaders can access G-P Gia, an HR agent developed by G-P, directly within Joule, providing access to expert global employment guidance. Additionally, they can ask Joule, 鈥淲hat are best practices for hiring engineers in a high-cost location?鈥� and Joule can respond with research-backed insights and recommendations provided by Galileo, a trained AI agent developed by The Josh Bersin Company, with over 6,000 users across more than 800 companies.

鈥淛oule offers a revolutionary technology to speed and simplify the lives of every business person,鈥� said Josh Bersin, CEO of The Josh Bersin Company. 鈥淲e are very excited to connect Galileo, a leading AI agent for HR, to all 51风流users and give them deep insights into all their human capital decisions.鈥� 

Optimizing Operations

Innovations in Core HR

Operational strength is the backbone of every great employee experience; it enables scale, consistency, and confidence, especially in times of change. That is why we continue to invest deeply in core HR.

With localization support across 104 countries and usage in 179, remains the industry鈥檚 most trusted foundation for global HR operations. And today we have announced that it鈥檚 getting even stronger:

• New
  Early adopter January 2026
  This new solution enables shift planners and supervisors in manufacturing and production to create smarter schedules aligned with real-time business demand and required skills, reducing administrative burden, helping to prevent costly overstaffing and understaffing, and maintaining compliance.
• New enhanced time-off capabilities in 51风流SuccessFactors Employee Central
  Generally available next month
  This enhancement allows our customers to meet country-specific and complex leave regulations in markets including but not limited to Australia, Germany, and the U.S., helping them stay compliant while simplifying processes for managers and employees.
• 
  Generally available now
  Announced earlier this year, our new HR service delivery solution extends the power of core HR by automating workflows, streamlining service requests, and freeing HR teams to focus on high-value, strategic work.

Delivering best-in-class insights

People Intelligence

Operational excellence lays the groundwork, but true transformation happens when data becomes insight. That is where comes in. in People Intelligence announced at 51风流Sapphire in 2025 are now generally available. People Intelligence transforms people, skills, and business data into actionable, AI-driven insights that help HR and leaders make better, more strategic decisions for the business and its people.鈥�

At Success Connect, we unveiled additional prebuilt insights for recruiting, learning, succession, career development planning, and performance and goals management. People Intelligence continues to expand, with more prebuilt insights for rewards and recognition, benefits, time management, and onboarding planned for May 2026. 

SmartRecruiters

51风流is also advancing the way organizations attract, recruit, and hire top talent. Last month, we acquired SmartRecruiters to build the future of AI-driven talent acquisition. At Success Connect, we showcased how this move strengthens our vision. By combining the scale of 51风流SuccessFactors, the power of 51风流Business AI, and the expertise of SmartRecruiters, we鈥檙e delivering an intelligent, end-to-end global hiring solution that simplifies recruiting and ensures every hire is aligned to business and workforce goals.

Where innovation meets impact 

Innovation in HR has entered a new era that is defined by connection. By uniting people, processes, and intelligence, organizations can move beyond incremental change to unlock unprecedented possibilities for impact, agility, and growth. With continuous advancements in AI, a trusted global foundation, and intelligence-driven insights, 51风流SuccessFactors is helping organizations meet today鈥檚 challenges head-on and shape the future of work with confidence.

To catch our Success Connect keynote replay and learn more about the latest innovations in 51风流SuccessFactors, .

Dan Beck is general manager and chief product officer for 51风流SuccessFactors.

Attracting and hiring the best talent is more important and more competitive than ever before. According to the , 70% of organizations plan to hire new staff with emerging in-demand skills by 2030. Yet, more than three-quarters of board members and C-suite executives regard skills and talent availability as a for their organizations.

The message is clear: hiring isn鈥檛 just an HR challenge. It鈥檚 a business imperative.听

With SAP鈥檚 recent acquisition of SmartRecruiters, we are thrilled about the opportunity to help our customers face this challenge head-on. As entrepreneurs and business leaders, we鈥檝e been at the forefront of innovation in the HCM market, and we recognize that we are at a pivotal moment that demands more than incremental improvements. Together, we鈥檙e excited to deliver bold innovation and flexibility to help our customers not only attract and hire top talent, but to continuously nurture that talent to learn, grow, and push the boundaries of what is possible.听

Uniting talent acquisition and HCM leadership

51风流SuccessFactors HCM is an AI-enabled global suite of HR solutions, expanding across core HR and payroll, talent management, employee experience, analytics, and more. SmartRecruiters is a leading recruiting AI company with the mission of making hiring easy and deep expertise in high-volume recruiting, recruitment automation, and AI-enabled candidate sourcing, experience, and engagement.

Individually, we have led the way in building robust talent acquisition software to empower thousands of organizations to attract, engage, and hire the best talent. United, we are amplifying our impact.

Combining the scale of 51风流SuccessFactors, the depth of 51风流Business AI, and the expertise of SmartRecruiters will result in robust benefits for our customers.

• User-friendly interfaces and seamless workflows will provide improved decision-making, reduced time-to hire, and better experiences for candidates, hiring managers, and recruiters.
• Enhanced AI-enabled recruiting and hiring capabilities will deliver faster, smarter, and more equitable recruiting experiences — all with the relevant, reliable, and responsible approach of 51风流Business AI. We will be able to enhance our ability to deliver intelligent candidate recommendations, predictive hiring insights, and personalized candidate experiences.
• The benefits of bringing our products together extend beyond the hiring process. A single system of record and harmonized data across SmartRecruiters and 51风流SuccessFactors will provide rich insights into talent pools, hiring bottlenecks, and workforce planning — because talent acquisition is only the start of an employee鈥檚 journey with an organization.听

Talent acquisition is no longer just about filling roles. Together, 51风流and SmartRecruiters will help organizations build smarter, more resilient workforces that are agile, skills-driven, and ready to meet the future head-on.

Dan Beck is general manager and chief product officer for 51风流SuccessFactors.
Rebecca Carr is CEO of SmartRecruiters, an 51风流company.

It is happening right now, and employees are feeling the impact. They are being asked to learn new skills and work differently, all while managing return to office and intensified geopolitics.听

HR is at the center of it all 鈥� from responding to changing regulations in order to maintain compliance, to forecasting workforce needs and new skills gaps, to helping employees learn how to integrate AI into their roles. The reality is that HR is being asked to make informed and strategic decisions quickly and all employees are expected to work smarter and faster.听

At 51风流Sapphire, we announced several new 51风流SuccessFactors innovations to support organizations in navigating this rapid change. These innovations leverage the power of 51风流Business Suite 鈥� including our unmatched business data and AI 鈥� to further strengthen our global reach and connection across the enterprise that only 51风流can provide.听

Unrivaled AI to boost employee productivity and engagement 

51风流is leading the market with groundbreaking advances, helping organizations accelerate business outcomes and deliver best-in-class employee experiences. Within , AI is embedded across every product. Additionally, SAP鈥檚 AI copilot Joule is available on mobile and Joule understands more than 10 languages. Customers are already seeing incredible results.听

At 51风流Sapphire, we introduced the first of our HR agents, the Performance and Goals Agent, to give managers critical insights and drive more productive conversations with their employees. To put this into perspective, imagine you are a people manager. The Performance Agent, via Joule, can alert you that you have a performance review with one of your employees coming up but that they do not have any peer feedback. The agent can work on your behalf to collect feedback from your employee鈥檚 peers, summarize that feedback, and prepare you before your conversation.

With many more agents coming, these will collectively work together to reason and execute cross-functional, end-to-end processes.听

Unmatched data to take the doubt out of decision-making 

Geopolitical instability is making workforce planning more challenging and unpredictable. Whether it鈥檚 in response to tariffs, regulations, or shifting business priorities, HR leaders need the ability to quickly access data and insights to make strategic recommendations. 

People Intelligence in 51风流Business Data Cloud is a that transforms people, skills, finance, and other business data into readily available, AI-driven workforce insights. For example, HR and business leaders can ask questions like 鈥淒o we have the right mix of employees and contractors?鈥� or 鈥淲hich skills will be in high demand based on upcoming business initiatives?鈥� With these insights, they can make proactive, informed decisions to take more strategic actions, drive higher employee engagement, and ensure compliance.听听

More efficient workflows to drive employee productivity 

If the demand from employees and leaders alike is to facilitate ways for employees to work smarter and faster, automation and built-in guidance is key to helping them adopt new tools. 

With , we are helping organizations speed up adoption of 51风流SuccessFactors solutions. Employees can receive contextual guidance and automation for critical HR workflows. At the same time, HR leaders can access insights on how employees are using these tools to understand where there may be gaps or challenges. No-code content creation tools make it easy to customize in-app guidance and optimize workflows, helping employees quickly adapt. This means more productivity, reduced training costs, and maximized investments 鈥� all in the flow of work.听

We have also introduced a new HR service delivery solution, , to accelerate ticket case resolutions. Employees can access more self-service tools to quickly get answers and resolutions. AI-driven case management tools, powered by core HR data, enable service reps to work faster and smarter 鈥� guiding them through complex scenarios with automation, dynamic forms, AI-generated case summaries, and email drafts 鈥� boosting efficiency, compliance, and resolution speed.

Helping HR lead through change

These new innovations are strengthening the entire 51风流SuccessFactors HCM portfolio. AI is embedded, ubiquitous, and in almost all cases, accessible via Joule.

By combining business, HR, and skills data with unrivaled AI and fully integrated analytics, 51风流is giving our customers the tools they need to keep up with the rapid pace of change. The impact? Employees and leaders can be more productive, make more informed decisions, and deliver more value.

Dan Beck is president and chief product officer for 51风流SuccessFactors.

A recent report from the that 44% of employees鈥� core skills are expected to change in the next five years. To stay ahead in a constantly changing workplace, organizations must not only understand this shift but actively adopt new technology to drive reskilling and upskilling, data-driven decision-making, and continuous learning at scale.

Creating a Unified Skills Foundation for Learning and Talent

51风流provides the tools and intelligence needed for organizations to adopt a robust learning and talent strategy and meet this challenge head-on. The 51风流SuccessFactors HCM suite leverages embedded AI across the entire talent lifecycle, from recruiting and onboarding through ongoing learning and development. At the heart of this capability is the talent intelligence hub, a single source of truth for skills intelligence across the entire organization.

We recently announced that the talent intelligence hub can now integrate skills from external partners 鈥� a unique differentiator that truly empowers organizations to have one single view of the skills across their business while giving employees access to a constantly evolving skills profile. Partners like Beamery, Degreed, IMOCHA INC,听Korn Ferry, Lightcast, Phenom, TalenTeam, and TechWolf will integrate their skills data into the talent intelligence hub 鈥� with more partners to come in the future. These partnerships can empower organizations to integrate existing skills frameworks and create a more unified, future-ready workforce.

鈥�51风流has invested heavily into its skills capabilities over the last several years and it is paying off,鈥� said Josh Bersin, industry analyst. 鈥淭he promise of a skills-led workforce only works if companies have their skills in one integrated place. With these new integrations, SAP鈥檚 talent intelligence hub does just that.鈥�

Driving Continuous Growth That Evolves Over Time

Building a skills foundation has been a top priority for HR leaders for several years. found that one-third of HR leaders plan to increase learning and development spending to develop evolving skills at speed and scale.

With an established skills foundation, organizations have the data to drive ongoing growth and development for their employees. 51风流has several solutions that work together to help provide an integrated employee experience that can adapt throughout their career: 51风流SuccessFactors Learning and the newly announced 51风流SuccessFactors Career and Talent Development.

Career paths are not linear. According to the , the Baby Boomer generation held an average of 12 jobs by age 56鈥�, and Millennials are estimated to hold up to 16 jobs in their career. Rather, it鈥檚 normal for employees to switch job functions that require upskilling, mentorships, fellowships, a lateral move, or a combination. 51风流SuccessFactors Career and Talent Development helps guide employees and managers to shape careers based on personal aspirations and organizational priorities. Using AI, it can recommend skills and experiences as well as clearly defined steps that an employee would need to meet their career goals. Recommendations can be enhanced and adjusted based on how that employee progresses 鈥� whether it鈥檚 by learning new skills or participating in a new opportunity.

A critical part of any career progression and upskilling is learning. 51风流SuccessFactors Learning can complement the personalized approach in 51风流SuccessFactors Career and Talent Development with AI-recommended content that helps foster curiosity and discovery. It can go beyond mandatory learning for safety and compliance to include content for topics and skills they are interested in. In addition, skills tagged to learning items help employees to discover the next learning steps reflecting their interests, needs, and for further growth. Data from 51风流SuccessFactors Learning can filter back to the talent intelligence hub, helping to ensure employees鈥� skills profiles are constantly up-to-date.

Customer Success with 51风流SuccessFactors

51风流is helping businesses like Norsk Hydro and Grundfos Holding stay ahead by combining cutting-edge AI capabilities with a comprehensive learning and talent strategy.

By leveraging the talent intelligence hub, Norsk Hydro has adopted a unified skills model that spans recruiting, onboarding, learning, development, performance, and succession. Each employee maintains a growth portfolio, empowering them to take ownership of their career development by adding role-specific skills and focusing on their priorities. Norsk Hydro has also embraced the new integrated learning experience, using AI to recommend relevant skills-based learning opportunities. By tagging courses with the right skills and connecting learning directly to business goals, Norsk Hydro ensures that employees can easily access the training they need to grow and succeed.

is harnessing the talent intelligence hub to foster a more agile, project-based work environment, empowering employees to take on diverse roles based on their skills rather than job titles. This strategic shift not only promotes internal mobility but also enhances employee retention and satisfaction by establishing clear pathways for professional growth and development. Additionally, people leaders now have a comprehensive overview of team members’ skills, facilitating immediate skill assessments and streamlining competency management across the organization. This approach enhances the ability to align talent with business needs effectively, driving both individual and organizational success.

With today鈥檚 rapid pace of innovation, having the skills data to fuel data-driven insights for workforce planning and employee growth will be a differentiator for organizations. 51风流SuccessFactors solutions are designed to scale and evolve as business and the workforce change.

Tune into to learn more about the latest innovations in 51风流SuccessFactors solutions, including 51风流SuccessFactors Career and Talent Development.

Dan Beck is president and chief product officer at 51风流SuccessFactors.

Each year, the conducts in-depth research on the latest trends and predictions impacting the HR function. Our PhD-level organizational psychologists and market intelligence experts aggregate and analyze a mountain of HR trends and predictions data to deliver a list of actionable 鈥渕eta-trends.鈥� For 2024, a list of 611 individual trends were broken down into nine key themes.

Above all, there is no question that 2024 is the year of artificial intelligence (AI). No longer just hype or speculation, AI is officially here. Exciting possibilities have become realities and organizations must embrace AI or risk being left behind. And while our number one HR trend is AI, you can also see its effects across every trend.

Below is a snapshot of the top three 2024 HR meta-trends, with examples of how 51风流SuccessFactors solutions can help organizations stay ahead of the curve.

1. AI Upends the World of Work as We Know It

I don鈥檛 go a day 鈥� or maybe 10 minutes 鈥� without a customer asking for all the latest and greatest on AI innovation. That makes sense, as AI has dominated the 2024 trends discourse and it鈥檚 increasingly become seen as a way to augment human work.

Trends indicate that using all forms of AI to improve day-to-day productivity will be top of mind for organizations in 2024. In particular, self-serve AI tools like copilots are poised to increase employee productivity on various day-to-day tasks. As employee sentiment about using AI tools at work has improved, so has the ability of these tools to make employees more efficient and effective.

HR use cases abound, particularly within talent acquisition, but concerns continue about data privacy, ethics, and regulatory compliance. There鈥檚 a lot of noise and movement in the space, and regulators and enforcement agencies are acting quickly to keep up.

With the tech landscape and market realities in mind, the HR leaders who head AI implementation programs, maintain a strong policy posture, and avoid overhyped or underbaked propositions to take advantage of the most valuable capabilities will steer their organizations down the right AI path.

Embedding an AI copilot in HR solutions, like , can help employees and managers work faster and smarter by making it easier to find information and complete common HR tasks, such as updating personal data, giving feedback, and initiating a promotion.

2. Skills Become the Center of HR Practices

As AI needs rise within organizations, many organizations will need to immediately respond to determine what AI skills are needed, who possesses those skills, and how to fill skill gaps 鈥� whether build, borrow, buy, or bot. On the other hand, AI capabilities will also drive the ability for organizations to more effectively engage in strategic workforce planning.

Furthermore, in today’s increasingly complex business environment, traditional top-down human resources approaches fail to address employees’ increasing expectations for flexible and personalized career development. In 2024, HR will need to meet employees鈥� growing expectations for bespoke career paths while also solving the broader organization鈥檚 growing skills gaps and talent shortages, which present a major concern for leaders.

Looking forward, it will be interesting to see whether the average organization fully engages in long-term, strategic, skills-based workforce planning, which has long been a strategic objective for many but often remains out of reach as they react to immediate priorities. AI skills could work as a forcing function here 鈥� and contribute to other trend areas like learning and employee potential.

can drive better employee experiences and business outcomes by using a common skills framework across recruiting, learning, performance management, internal mobility, and development.

3. Hybrid Work Returns to the Office

Looking back at our yearly analyses of HR meta-trends, we saw the hybrid work topic shift from a focus on remote work as a reactive tactic to protect employees鈥� health and safety in 2020, to a focus on flexibility in 2021, to maintaining productivity and collaboration while working flexibly in 2022, and finally to an emphasis on underlying flexibility and the need for and benefit of malleable guidelines and principles in 2023. With the recent increase in partial and full return-to-office (RTO) policies, 2024 trends data suggests that the pendulum has swung back to hybrid, referring specifically to work location versus a broader perspective centered on flexibility.

Companies in 2024 will continue to experiment with motivating employees to return to the office in ways that promote productivity, collaboration, and cost savings but don鈥檛 alienate their top talent. But some organizations are focusing more on redesigning the nature of work rather than just mandating where or when work gets done.

help employees adopt a hybrid working model by providing options for common HR tasks regardless of when and where they are working, such as clocking in and out via desktop, mobile, or Microsoft Teams.

There are plenty more strategic takeaways in the full report 鈥� the entire paper is a must-read for HR leaders to learn more from our research team on the latest trends in:

• Diversity, equity, inclusion, and belonging (DEI&B)
• Employee mental health
• Leadership trust
• HR skills and agility
• Compensation
• Sustainability

For additional insights, .

Dan Beck is president and chief product officer for 51风流SuccessFactors.

Leaders need to embrace generative AI as a way to address these challenges with talent intelligence and advanced analytics. According to , 26% of CEOs rank the talent shortage as the top damaging factor to business outlook, and 76% of HR leaders agree they will be lagging in organizational success if they don鈥檛 adopt and implement generative AI in the next 12 to 24 months. 

 At SAP, we have a proven track record of providing HCM solutions in the cloud for leading organizations around the globe. Our customers trust us to not only manage their sensitive employee data and payroll, but to help them understand their workforces as they prepare for the skills they need in the future. 

The provides truly global HR cloud software with powerful AI capabilities to help organizations meet the challenges of today and innovate for tomorrow. Our more than 10,000 customers 鈥� from startups and midmarket companies to large enterprises 鈥� use our solutions to help bring out the best in their people by harnessing the to elevate every experience, guide every people decision, and connect HR across every aspect of the business. We do this with:听

• : A single source of truth is key for any organization to enable insight into the entirety of its workforce: employees, contingent workers, and dynamic teams. The 51风流SuccessFactors HCM suite can provide localized support for over 100 countries and territories and cloud payroll for 50 countries and territories, plus additional modular solutions for time, benefits, and HR service delivery.

• : Skills gaps and talent shortages have been persistent challenges that continue to exist across all industries. Addressing them starts with an understanding of skills that currently exist, followed by pathways for employees to find new opportunities, learn new skills, and access mentors and feedback. The talent intelligence hub across 51风流SuccessFactors solutions uses AI to continuously help organizations and employees understand their skills and match people with personalized career pathways.  

• : Every person has unique needs and preferences 鈥� in how they work, how they communicate, and what鈥檚 required for their role. Along with a refreshed, modern user experience, we鈥檝e built in generative AI capabilities throughout our solutions to help people work smarter. And with Joule, SAP鈥檚 copilot, they can quickly complete HR tasks and get conversational responses to their questions.

• : Having access to people data connected across the business is critical to building agility, speed, and resilience within an organization. With the power of the broader 51风流portfolio, organizations can improve end-to-end business processes across the entire business. This is also complemented with our partner ecosystem, which includes over 350 apps for HR.

We firmly believe that when organizations invest in their people 鈥� in their passions and potential 鈥� they return the investment over and over. And with the rapid acceleration of AI, it鈥檚 more important than ever to build pathways to employee growth, including new ways to upskill, reskill, and discover opportunities that align with a person鈥檚 skills, interests, and aspirations. 

Learn more about the .

Dan Beck is president and chief product officer for 51风流SuccessFactors.