Across many enterprises, HR, time, and payroll systems have evolved through years of growth, acquisitions, and regional customization. The result is a patchwork of disconnected tools, duplicated data, and manual handoffs that quietly slow decision-making and increase operational risk. These systems may still “work,” but they carry a hidden cost on productivity, accuracy, and confidence, as expectations on HR continue to rise and AI becomes central to how work gets done.

Fragmentation is the hidden bottleneck behind “slow” decisions

The impact of fragmentation isn’t always visible, but it shows up clearly in how decisions get made.

When decisions stall, leaders often point to approvals, governance, or external constraints. In reality, much of the friction happens earlier, when teams reconcile data across systems before decisions can even begin.

According to the research, organizations with unified HR foundations gained faster access to trusted workforce information, generating insights 60% faster and creating new position listings 53% faster. Rather than adding tools, these organizations removed friction by eliminating manual validation, shadow spreadsheets, and repeated checks to confirm data accuracy.

As organizations look to AI to accelerate workforce planning, surface risks, and guide decisions, this foundation becomes even more critical. AI is only as effective as the data it can access and trust. In disconnected environments, AI inherits the same inconsistencies, delays, and gaps, limiting its ability to generate reliable insights and recommendations.

Consider a simple workforce planning decision like headcount approval. In a fragmented environment, HR pulls data from one system, finance validates it in another, and managers reconcile discrepancies in spreadsheets. What should take hours stretches into days—not because the decision is complex, but because the data is.

With real-time, consistent workforce information, leaders can act faster and with greater confidence in their decisions. More importantly, unified data allows AI to move beyond reactive reporting to deliver proactive, decision-ready intelligence.

Most payroll errors aren’t human—they’re structural

Disconnected systems don’t just slow work; they also increase errors.

When employee data, time records, and payroll information live in different places, every handoff becomes an opportunity for mistakes. Manual reconciliation and corrective actions become routine, especially during high-pressure cycles like payroll close.

Organizations with unified platforms see a clear shift. Payroll error rates drop by 64% and payroll cycles are completed 44% faster by eliminating data gaps and automating validation across connected processes.

This is where AI begins to shift from reactive to preventative. With unified data, AI can identify anomalies before payroll runs, flag potential compliance risks, and continuously learn from patterns across the organization. Instead of fixing errors after the fact, HR and payroll teams can prevent them altogether.

That structural shift changes the nature of work for HR and payroll teams. Payroll teams saw a 21% productivity increase, while HR teams improved productivity by 14%, as time previously spent tracking down discrepancies, correcting entries, and responding to escalations was redirected toward oversight, compliance, and continuous improvement.

Fragmentation quietly erodes trust and limits AI adoption

When systems are fragmented, trust erodes quietly. Employees lose confidence when pay errors occur or self-service tools don’t reflect their reality. Managers hesitate to act when dashboards conflict. HR teams become intermediaries between systems rather than strategic partners to the business.

Integrated HR, time, and payroll systems reverse this dynamic. Employees gain easier access to self-service tools, with 28% more employees able to directly access HR and time entry platforms. Managers benefit from real-time visibility into approvals and team data. And HR teams regain credibility as the source of accurate, timely workforce information.

Over time, this trust compounds. When people trust the system, they use it. Increased usage improves data quality, and better data strengthens decision-making.

This foundation becomes even more important as organizations scale AI across HR. Employees and managers are far more likely to rely on AI-driven recommendations—whether for career growth, scheduling, or compensation—when they trust the underlying data. Without that trust, even the most advanced AI capabilities remain underutilized.

Fragmentation doesn’t just slow execution—it narrows what leaders believe is possible, forcing decisions to be shaped by system constraints rather than business needs.

The cost of standing still

The cost of fragmentation isn’t just operational; it’s financial, and it compounds over time.

Across organizations studied, the average annual quantified benefit totaled US$649,400 per 1,000 employees supported, driven by productivity gains, reduced errors, faster cycles, and better business decisions. Over three years,organizations achieved a 284% return on investment, with a payback period of approximately 15 months.

Beyond these quantified gains, there is a growing competitive gap. Organizations operating on unified platforms are not only more efficient, but they are also better positioned to embed AI across the entire employee lifecycle, from hiring and onboarding to development and workforce planning. Those still operating with disconnected systems risk falling behind—not just operationally, but strategically.

The real risk isn’t innovation

Innovation draws attention because it’s new, visible, and often disruptive. Fragmentation, by contrast, builds quietly in the background until it starts to limit how the organization operates. But as organizations ask HR to deliver more—better insights, faster planning, stronger compliance, and improved employee experiences—the limits of disconnected systems become harder to ignore.

Modern HR outcomes don’t come from layering new tools on top of outdated foundations. They come from reducing complexity, unifying data, and creating consistency across the most essential people processes. This is where platforms like 51ˇçÁ÷SuccessFactors are evolving—not just to unify core HR, time, and payroll, but to embed AI directly into the flow of work. By combining a trusted data foundation with AI-driven insights and automation, organizations can move from reactive operations to predictive, insight-led workforce management.

The question isn’t whether organizations can afford to modernize HR. It’s whether they can afford to limit the impact of AI by building on fragmented foundations.

AI doesn’t transform HR on its own; it amplifies what’s already there. And without a unified, trusted core, even the most advanced AI will struggle to deliver on its promise.

Learn how leading organizations are reducing fragmentation and building a strong foundation for AI by unifying core HR, time, and payroll with .

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Lara Albert is chief marketing officer for 51ˇçÁ÷SuccessFactors.

But new research from 51ˇçÁ÷and Wakefield* suggests a different reality is emerging. AI isn’t making early talent irrelevant. Instead, it’s accelerating how quickly they become productive, reshaping the earliest stages of work, and raising expectations far earlier in the employee lifecycle.

According to the findings, 88% of CHROs say AI is making early-career talent role-ready faster. This acceleration raises the stakes on both sides. While organizations benefit from faster productivity and earlier impact, early‑career employees are entering roles with heightened expectations and fewer traditional learning buffers—forcing leaders to rethink how success is defined and supported from day one.

AI as an accelerator of readiness

Entry-level roles have long relied on repetitive, lower-stakes tasks that helped new employees learn how work gets done. Today, AI automates much of that foundational execution.

This shift is increasingly common: 79% of surveyed CHROs report that their early-career talent receives enterprise AI tools within their first month on the job. Additionally, 87% expect new hires to be comfortable with AI on day one or learn the tools immediately after joining.

With AI absorbing traditional tasks, early-career talent is stepping into meaningful work sooner—and CHROs are already seeing the impact, with 56% reporting improved confidence and 55% citing increased productivity among those using AI.

This acceleration reflects themes we first explored in the 2025 51ˇçÁ÷SuccessFactors Future of Work Predictions , where we examined how AI might reshape entry‑level roles. As foundational tasks continue to be absorbed by AI, the question becomes not whether early‑career roles will exist, but how organizations can redesign them to build capability in new ways.

When productivity accelerates, expectations follow

As early talent ramps faster, the expectations placed on them are rising just as quickly. Several structural factors are contributing to this shift: organizations are hiring fewer early-career talent, and those who do join are expected to take on more complex work earlier in their tenure. Our upcoming research from our makes this clear, as one research participant summarized, “Entry level roles used to be focused on mundane tasks—what should they do now? They bring an incredibly unique perspective; we want to hire early talent to challenge our norms and help us find better ways of working.”

But with AI removing the mundane work, it may also remove many of the gradual, hands-on learning moments that once helped new hires build experience over time.

With these rising expectations, it’s easy to see how the cognitive load of entry level roles could increase substantially. CHROs report heightened performance pressure and increased mental effort as new hires try to keep pace with AI-accelerated work. Some researchers refer to this dynamic as “,” the cognitive strain that comes from managing rapid, AI-driven workflow.

Together, these shifts create several risks for both employees and organizations:

• Shadow AI use rises: 56%of CHROs say early-career talent turns to unsanctioned AI tools when formal guidance is unclear. This behavior may reflect entry-level hires trying to keep pace rather than intentionally breaking policy.
• Inconsistent enablement creates talent risk: 44% of CHROs say uneven access to AI tools increases attrition risk, especially for early talent who may feel unable to live up to new performance expectations without tools to automate routine tasks.
• Foundational skills may erode: Even as AI boosts productivity, 38%of leaders worry early-career talent are not building long-term skills like communication, critical thinking, judgment, and collaboration. That concern is echoed in qualitative feedback from HR leaders as well. As one noted, “We’ve observed gaps in professionalism in business settings for entry‑level talent, from collaboration and stakeholder management [to] ownership and accountability.”

Rethinking the first step into work

As traditional early‑career learning pathways narrow, organizations must now redesign how those learning moments happen. Our research points to several areas where HR leaders can intentionally strengthen the early-career ramp:

1. Build foundational skill development intentionally.

As repetitive tasks disappear, organizations have the opportunity to deliberately create new ways for early talent to build communication, collaboration, critical thinking, and decision-making skills. This can include structured, project-based experiences, clearer decision-making frameworks, and more frequent coaching that focuses on judgement and prioritization, not just task completion.

2. Design entry-level roles around higher-value work.

Early-career employees are capable of contributing more strategically when roles are designed with the right balance of scope and support. Redesigning entry‑level positions to include clear ownership—supported by explicit expectations, mentoring, and well‑defined guidance for decisions and escalation—helps early‑career talent build confidence while managing risk.

3. Establish AI governance from day one.

Without clear guidance, early talent may struggle to understand how to use AI responsibly. Introducing AI expectations during onboarding, reinforcing role-specific best practices, and normalizing manager-led conversations about AI use can reduce shadow AI and build trust in new technologies early on.

4. Ensure equitable AI access across teams and managers.

As expectations rise, uneven access to AI tools can quietly increase workload pressure and stress for early-career employees. Providing consistent access, training, and enablement helps ensure new hires are equipped to meet accelerated demands without increasing burnout or attrition.

The bottom line

AI isn’t eliminating early-career talent from the workforce; it’s reshaping the path they take to become effective and increasing the value of the work they contribute. While entry-level roles may be fewer, expectations for impact are higher, placing greater importance on pairing AI fluency with strong human skills. For new graduates, developing both will not only help them land a job but also enable them to contribute quickly and build lasting capabilities.

When early‑career talent becomes productive sooner, companies can move faster, innovate earlier, and operate more efficiently, but only if that speed is matched with structure, coaching, and intentional development. Organizations that navigate this transition successfully will ensure early talent doesn’t just ramp up faster, but also builds the judgment, collaboration, and critical‑thinking skills that AI can’t replace.

To stay on top of more upcoming research on the impact of AI on entry-level roles, visit our .

Lara Albert is chief marketing officer for 51ˇçÁ÷SuccessFactors.

*The 51ˇçÁ÷AI Talent Survey was conducted by Wakefield Research (www.wakefieldresearch.com) among 100 US CHROs (or CPO equivalent) at organizations with a minimum annual revenue of $500m where employees are using AI-enabled tools in their day-to-day responsibilities, between February 19th and March 2nd, 2026, using an email invitation and an online survey.

Today, we’re announcing that is now integrated with , working to deliver a unified experience, connected data, and integration with AI companion and to embed intelligent assistance directly into hiring workflows to help teams move faster, make better decisions, and deliver better candidate experiences. This integration, following SAP’s acquisition of SmartRecruiters in September 2025, establishes the foundation for a fully connected talent architecture, where hiring decisions, skills intelligence, and workforce planning can operate as one system.

Advancing intelligent hiring with SmartRecruiters for 51ˇçÁ÷SuccessFactors

The solution can deliver a consistent, end-to-end hiring experience designed to meet the scale, speed, and intelligence requirements of modern organizations. By combining intuitive workflows with embedded AI, recruiters can eliminate repetitive administrative tasks and focus on higher value interactions, while candidates move through a streamlined, personalized journey from first touch to offer.

The integration with 51ˇçÁ÷SuccessFactors HCM builds on these capabilities by connecting hiring processes to the full employee lifecycle and the broader business, helping to ensure that every hiring decision is grounded in real-time data and organizational context. Designed for scale, SmartRecruiters for 51ˇçÁ÷SuccessFactors helps set the foundation for a complete intelligence layer across hiring and HR, with people, job, and organizational data flowing seamlessly between 51ˇçÁ÷and SmartRecruiters.

Organizations can gain a more predictable hiring process with streamlined workflows, consistent tools, and shared real-time data across each hiring stage. They can expect:

• Single login: one entry point into 51ˇçÁ÷SuccessFactors and SmartRecruiters for recruiters, hiring managers, and approvers
• Unified navigation: a seamless experience across 51ˇçÁ÷SuccessFactors and SmartRecruiters to help reduce complexity and speed up adoption
• Aligned data: synchronized people, job, and organizational data that flows between systems, helping to ensure accuracy and consistency end to end

In practice, core organizational data like job families, cost centers, and locations can flow automatically from 51ˇçÁ÷SuccessFactors into SmartRecruiters, helping to eliminate manual entry and inconsistencies. New roles open with these attributes already applied, and user management is just as smooth: recruiters, hiring managers, and approvers created in 51ˇçÁ÷SuccessFactors appear in SmartRecruiters with the right permissions, helping to reduce errors and keep approval flows and reporting clean. As integration deepens, hiring becomes fully connected to core HR and workforce systems, creating a unified, trusted foundation for talent decisions across the enterprise.

With the enhanced benefits of SmartRecruiters for 51ˇçÁ÷SuccessFactors, simple and flexible integration paths are now available for customers currently using the 51ˇçÁ÷SuccessFactors Recruiting solution. 51ˇçÁ÷will continue to honor all contracts, and customers will not be required to migrate.

Integration that activates enterprise‑ready AI

With SAP’s continued investment, SmartRecruiters for 51ˇçÁ÷SuccessFactors is evolving quickly, bringing AI-driven innovation to every part of the hiring experience. High-volume hiring can become high-quality hiring through AI-assisted workflows, including intuitive applications, automated scheduling, intelligent matching, and streamlined interview feedback.

Beginning in 2026, Winston and SAP’s generative AI solution will work together as connected agents. Additionally, new protections such as fraud detection, enhanced consent management, and applicant data transferability will help embed trust in the hiring cycle, strengthening both system integrity and candidate confidence.

From talent acquisition to talent readiness

As organizations look beyond filling roles to building future-proof capabilities, intelligent hiring becomes just one part of a broader talent strategy. The power of integration delivered by SmartRecruiters for 51ˇçÁ÷SuccessFactors extends beyond hiring, creating a connected, AI-enabled talent experience across the entire 51ˇçÁ÷SuccessFactors HCM suite and, ultimately, . This is how organizations become skills-ready: hiring decisions tied to outcomes, and employees supported with clear paths to grow and contribute.

See SmartRecruiters for 51ˇçÁ÷SuccessFactors in action: Catch the  of our March 5 webinar – “The Future of Intelligent Hiring” – to explore how 51ˇçÁ÷is redefining hiring, talent orchestration, and long-term workforce strategy.

Lara Albert is chief marketing officer, 51ˇçÁ÷SuccessFactors.
Rebecca Carr is CEO of SmartRecruiters, an 51ˇçÁ÷company.

The IDC MarketScape for Worldwide Talent Intelligence evaluates vendors using the IDC MarketScape model, which incorporates quantitative and qualitative factors to assess vendors’ current capabilities and future road maps for delivering value to customers seeking talent intelligence. According to the report, 51ˇçÁ÷was recognized for strengths in “unified and integrated skills framework, embedded AI and analytics, and an open data ecosystem.”

Chasing innovation: powering the skills-based enterprise

At SAP, we have made consistent and strategic investments in skills, talent intelligence, and AI-driven workforce planning.

The talent intelligence hub is a unified skills framework embedded across the entire . It empowers HR with an AI-driven, consistent skills foundation to help optimize talent processes, enrich personalized employee learning experiences, and accelerate skills development—enabling organizations to build an agile, future-ready workforce.

Building on this foundation, skills and intelligence capabilities can be leveraged across multiple product areas. helps transform career growth, internal mobility, and success into a single, AI-powered, skills-based solution, helping to give leaders clear visibility into workforce capabilities while guiding employees to personalized opportunities, so you can build, retain, and deploy the talent your strategy needs to win. (generally available in 1H 2026) can enable optimized shift planning in manufacturing and production by helping to ensure the right people with the right skills are in the right place at the right time to help prevent the costly impacts of understaffing or overstaffing.  And the can bring together people, skills, and business data, from 51ˇçÁ÷SuccessFactors solutions and beyond, into actionable insights that help leaders make more informed people and business decisions.

We are also accelerating innovation with new Joule Agents to help automate repetitive tasks, guide employees with real-time, context-aware support, and enable accuracy across core HR processes, so that HR can focus on strategic people initiatives. The , now generally available, and the upcoming Career and Talent Development and People Intelligence Agents (both planned for 1H 2026) will deliver AI capabilities to help manage performance reviews, compensation planning, skills distribution, retention, personalized development, and succession. And with SAP’s acquisition of SmartRecruiters, we are strengthening our talent acquisition capabilities to deliver an even more unified, intelligence-driven hiring experience.

These innovations help organizations close skills gaps and empower employees with meaningful, data-driven growth opportunities, helping them thrive in an ever-changing workplace.

Customer insights: real outcomes from skills transformation

Our customers say it best when it comes to the impact of our skills-based innovations.

• , a global business and technology partner, is building a skills engine to support the employee lifecycle. “Skills are at the core of our company, as they support both clients and employees. Our promise to ‘get the future you want’ means thinking about future client needs and employee skills and career development. 51ˇçÁ÷SuccessFactors HCM is key in our skills-first approach to our people experience transformation,” Jihane Baciocchini, vice president and head of Talent Acquisition, Capgemini, said.
• , one of the world’s leading pump and water solutions companies, is utilizing the talent intelligence hub functionality of 51ˇçÁ÷SuccessFactors solutions to create a single source of skills information, enabling it to connect people and business needs in new ways. “There’s a consensus that what got us here won’t get us there: we need new skills and capabilities. And that’s where the talent intelligence hub in 51ˇçÁ÷SuccessFactors solutions comes in. It’s helping us build one skills foundation that feeds into critical decisions on talent—and transform skills into something we live and breathe every day,” Mads Kidmose, head of HR Technology and Data Foundation, Grundfos Holding A/S, said.

What’s next

This is a critical moment for HR leaders, as talent intelligence platforms are transforming how organizations hire, develop, and retain their workforce. Looking ahead to 2026, our focus remains on expanding skills-based capabilities and delivering AI solutions that can empower every organization to grow with confidence and thrive.

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Lara Albert is chief marketing officer for 51ˇçÁ÷SuccessFactors.

is a next-generation HR help desk and ticketing system, purpose-built for HR. It helps organizations break through those barriers by connecting AI, trusted data, and intuitive experiences to help transform HR service delivery from reactive support to proactive, human-centered impact.

From HR help desk to human impact

51ˇçÁ÷SuccessFactors Enterprise Service Management gives HR teams a unified HR service delivery platform to help manage service requests, automate workflows, and deliver consistent, guided interactions that can build trust and compliance. By moving beyond a reactive “ticketing” mindset, HR can anticipate employee needs, operating with speed, transparency, and insight, which enables the entire organization to work more efficiently.

Unlike IT-centric tools that treat employees as tickets, 51ˇçÁ÷SuccessFactors Enterprise Service Management brings together context, compliance, and connection—enabling HR to create experiences that feel personal, intelligent, and effortless.

AI for HR: delivering context-driven automation

Automation is only as effective as the context behind it. Unlike standalone AI add-ons, Joule, SAP’s AI copilot, can make every interaction faster, smarter, and more human. Employees can ask questions in everyday language and receive contextual answers grounded in verified HR data and policies.

HR teams benefit from AI-generated case summaries, pre-built templates, personalized e-mail drafts, intelligent case recommendations, and intelligent ticket deflection to help reduce manual effort and speed resolution. With agentic AI, the system continuously learns from every interaction, automatically surfacing insights, suggesting next best actions, and driving service accuracy. HR teams don’t just automate tasks; they deliver smarter, compliant, and more personalized support all within a single, secure HR system.

Connected data that powers intelligent decisions

Unlike many platforms that rely on integrations or duplicated data to connect with HR systems, the 51ˇçÁ÷SuccessFactors portfolio is connected by design. Deeply integrated with , 51ˇçÁ÷SuccessFactors Enterprise Service Management can connect every transaction, service case, and policy into a single source of truth for HR. Combined with and , this foundation can turn data into actionable intelligence: surfacing trends, predicting service demand, and improving quality with each interaction. Pre-configured HR scenarios accelerate implementation and reduce time-to-value by providing best-practice case and form definitions that can be tailored to unique organizational processes. Standard integration flows enable HR teams to update employee data directly from within the case, making it easier to get up and running quickly without starting from scratch.

Experience that feels effortless

A great HR service experience isn’t just fast—it feels easy. serves as the digital front door for 51ˇçÁ÷SuccessFactors Enterprise Service Management, 51ˇçÁ÷SuccessFactors Employee Central, and Joule.

Employees can find answers, submit requests, and collaborate in the flow of work:

• Submit requests and find answers through guided experiences.
• Initiate AI-powered knowledge searches to reduce overall case volume.
• Extend workflows quickly with seamless integration with .

Customer impact in action

Across industries, 51ˇçÁ÷customers are replacing fragmented, IT-led tools with a purpose-built HR service platform, creating measurable gains in employee satisfaction and HR efficiency.

• “By moving to next-generation service requests with [51ˇçÁ÷SuccessFactors] Enterprise Service Management, we’ve streamlined complex processes like 401(k) transfers and dramatically improved speed, compliance, and employee confidence.”  – 51ˇçÁ÷customer, Technology
• “Employees start in [51ˇçÁ÷SuccessFactors] Work Zone with Joule, search knowledge first, and only create a case when needed. That reduces case volume and service rep workload.” – 51ˇçÁ÷customer, Consumer Goods
• “We’re designing for consistency—using targeted forms aligned to service categories. Data duplication is minimized while the People Profile serves as the single source of truth.” – 51ˇçÁ÷customer, Manufacturing
• “Our front door is multi-channel—e-mail, phone, and Teams chat—all anchored in the HR knowledge base with smart routing to the right teams.” â€“ 51ˇçÁ÷customer, Aviation
• “One feature that truly stood out for us was the timeline. Finding information in our old system used to be a challenge, but with [51ˇçÁ÷SuccessFactors] Enterprise Service Management, the timeline view has been a game changer. It gives our teams instant visibility into every interaction and drives new levels of efficiency and clarity. – 51ˇçÁ÷customer, Banking
• “The guided steps for HR service representatives have transformed how our team works. Instead of navigating complex processes, they now follow clear, intuitive paths that ensure every case is handled consistently and efficiently. It’s like having an intelligent assistant built right into the workflow.” – 51ˇçÁ÷customer, Telecommunications
• “The [51ˇçÁ÷SuccessFactors] Employee Central data mashup within case management has been an absolute game changer. Having real-time employee data visible directly in each case means no more switching between systems. Our HR team can make faster, more informed decisions with complete context at their fingertips.” – 51ˇçÁ÷customer, Manufacturing

From service efficiency to experience intelligence

By uniting AI, data, and experience within the 51ˇçÁ÷ecosystem, 51ˇçÁ÷SuccessFactors solutions can turn HR service delivery into a .

Organizations can achieve:

• Faster resolution for service issues
• Personalized experiences at scale for every employee
• Actionable insights that improve both HR efficiency and employee engagement

In a world where agility and trust define competitive advantage, HR is no longer a back-office function—it’s a driver of workforce productivity, organizational resilience, and enterprise-wide success.

Learn more about .

Lara Albert is chief marketing officer for 51ˇçÁ÷SuccessFactors.

This distinction reflects the voice of customers that consistently highlight the value, innovation, and measurable results delivered by 51ˇçÁ÷SuccessFactors solutions. Solutions that qualify for the Buyer’s Choice award are based on verified reviews received between January 1 and October 17, 2025.

“51ˇçÁ÷SuccessFactors continues to set the bar for helping organizations build stronger, more connected workforces,” said Allyson Havener, CMO, TrustRadius. “Winning the 2026 TrustRadius Buyer’s Choice award reflects the trust customers have in 51ˇçÁ÷to empower people, foster growth, and create meaningful employee experiences. It’s a well-deserved recognition for a platform that truly puts people at the heart of business success.”

What our customers are saying

On TrustRadius, 51ˇçÁ÷SuccessFactors customers consistently highlight the ability to simplify HR processes, empower employees, and deliver meaningful impact.

• “51ˇçÁ÷SuccessFactors HCM stands out among other human capital management solutions due to its comprehensive suite of cloud-based tools, strong global compliance capabilities, and seamless integration with other 51ˇçÁ÷systems. Compared to competitors, it offers a more unified experience across core HR, talent management, and workforce analytics, which is essential for organizations looking to scale and adapt quickly.” –
• “With the aid of AI, we have been able to streamline our operations using 51ˇçÁ÷SuccessFactors HCM. Therefore, AI has been so helpful when it comes to improving the management of our workforce when using 51ˇçÁ÷SuccessFactors HCM.” –
• “The greatest benefit of 51ˇçÁ÷SuccessFactors HCM is how it seamlessly integrates across all areas of HR, and even sales/supply chain/finance. That integration across the different areas of the business creates efficiencies that other providers do not offer. I have also been thoroughly impressed by the People Intelligence capabilities that have been offered. The sophisticated reporting fills the need for visualization software like tableau/looker.” –

51ˇçÁ÷SuccessFactors: powering modern people strategies

51ˇçÁ÷SuccessFactors solutions bring together every element of a modern people strategy, from core HR and payroll to talent acquisition, talent management, people analytics, and more. With embedded across 51ˇçÁ÷SuccessFactors solutions and (51ˇçÁ÷BTP) enabling flexible extensions and integrations, customers can tailor their solutions to meet their unique needs.

To help our customers stay ahead in a rapidly evolving work landscape, we continuously invest in the 51ˇçÁ÷SuccessFactors portfolio, using market insights to deliver the tools and innovations they need to succeed. Last month at Success Connect at 51ˇçÁ÷Connect in Las Vegas, we unveiled the latest advancements designed to optimize operations, deliver actionable workforce insights, and elevate the employee experience. In September, 51ˇçÁ÷acquired SmartRecruiters to help enhance our talent acquisition capabilities, empowering our customers to attract, engage, and hire the right people faster and more intelligently.

Looking ahead, our focus remains on helping our customers harness the power of AI, data, and experience to build more agile, resilient, and people-centric organizations. As workforce expectations continue to evolve, we’re committed to delivering innovations that not only meet the needs of today but anticipate tomorrow’s opportunities—enabling customers to future-proof their people strategies and unlock the full potential of their workforce.

Learn more about and read more For more information about these recognitions, visit the .

Lara Albert is chief marketing officer for 51ˇçÁ÷SuccessFactors.

The impact of getting people analytics right is undeniable. According to , organizations that prioritize insights models and performance processes rooted in people data are more likely to see meaningful gains across the board: 98% continuously realize stronger employee satisfaction, 90% experience a boost in workforce performance toward strategic goals, and 87% see improved employee retention.  

Yet for many organizations, the challenge isn’t recognizing the value of people data—it’s unlocking it. Data lives in silos, systems don’t connect, and insights that could drive strategy often stay buried in spreadsheets or dashboards. And let’s face it—the power of AI rests on data. Without harmonized data in one place, organizations can’t fully tap into AI’s potential to deliver proactive insights, predictive intelligence, and personalized recommendations that drive better business decisions.  

That’s why 51ˇçÁ÷announced , now generally available, earlier this year. Built on , People Intelligence is an AI-driven application that can bring together people, skills, and business data—from 51ˇçÁ÷SuccessFactors solutions and beyond—into actionable insights that help leaders make more informed people and business decisions.  

At Success Connect at 51ˇçÁ÷Connect earlier this month, we announced in People Intelligence for recruiting, learning, succession, career development planning, and performance and goals management—helping to make it even easier for organizations to translate workforce data into measurable impact. 

Turning data into decisions 

People Intelligence combines unified data from across the enterprise with AI-driven predictions to help forecast workforce needs, anticipate labor costs and risks, and strengthen workforce planning. And with , SAP’s AI copilot, HR teams can instantly get contextual, actionable answers to critical business questions such as:  

• What’s the total count of our workforce?  
• Are employees being compensated equitably across similar roles and demographics? 
• What are the key skills gaps within my workforce, and what teams are most affected?  
• What’s the most effective way to acquire high-demand skills?  

Too often, workforce data exists in isolation from finance, supply chain, and operational metrics, which makes it nearly impossible to see how people decisions impact business results. People Intelligence can change that. By linking workforce insights to core business data in 51ˇçÁ÷Business Data Cloud, leaders can understand how talent strategies affect productivity, compliance, profitability, and agility, and they can act in real time. 

Building a future-ready workforce 

The future of work will be defined by rapid change: accelerating AI adoption, shifting skills requirements, and evolving employee expectations. Organizations that are hamstrung by siloed data or manual analysis will always be a step behind. 

People Intelligence helps provide the foundation and insights to move forward with confidence. By harnessing people data with the same rigor as financial or customer data, organizations gain clarity on how skills, roles, and costs are evolving—and the foresight to stay ahead of what’s next. 

to learn how data-driven insights can fuel your workforce strategy.  

Lara Albert is chief marketing officer at 51ˇçÁ÷SuccessFactors.

According to Fosway, vendors recognized as Strategic Leaders provide a rich suite of capability across a broad scope of features and have the sophistication to meet the needs of complex enterprise-scale customers. Strategic Leaders also have strong market performance and customer advocacy.

“The Cloud HR market remains fiercely contested and continually innovative,” said Dr. Sven Elbert, head of Analyst Services at Fosway Group. “The solution providers that thrive in this environment are the ones that maintain their momentum, expand their scope and sophistication, and leverage AI to gain competitive edge, as 51ˇçÁ÷has done and continues to do. 51ˇçÁ÷SuccessFactors is again named a Strategic Leader in 2025.”

Innovation that delivers impact 

This recognition underscores SAP’s commitment to innovation for its community of over 10,000 51ˇçÁ÷SuccessFactors customers worldwide. Over the past year, 51ˇçÁ÷has delivered significant advancements across 51ˇçÁ÷SuccessFactors HCM, many supported by AI, designed to help customers close skills gaps, boost productivity, and support their people at every stage of the employee journey.

The 51ˇçÁ÷SuccessFactors first half 2025 product release introduced over 250 new capabilities designed to increase efficiency, elevate the employee experience, and drive business impact.

At 51ˇçÁ÷Sapphire Orlando in May, 51ˇçÁ÷unveiled several new solutions and product enhancements, including:

• The can harmonize customers’ people, skills, finance, and business data into AI-driven workforce insights, enabling HR and business leaders to make smarter, more proactive decisions.
• The , our first HR Agent, equips managers with critical insights to help foster more productive conversations with employees.
• , our new HR service delivery solution, can accelerate ticket case resolutions with AI, allowing employees to quickly get answers to their questions reducing the administrative burden on HR teams.
• helps accelerate adoption of 51ˇçÁ÷SuccessFactors solutions by offering users in-app, contextual guidance while also giving HR teams the insights they need to continuously optimize workflows.

Building on this momentum, last week 51ˇçÁ÷completed its acquisition of SmartRecruiters, a leading talent acquisition software provider. This move further strengthens SAP’s ability to help customers attract and retain top talent in today’s highly competitive market.

Delivering value for customers worldwide

Organizations of all sizes are rethinking how they manage their people—balancing efficiency with innovation, global consistency with local needs, and business growth with employee experience. In Europe, 51ˇçÁ÷is a trusted partner in this journey, helping companies tackle complex workforce challenges and prepare for the future of work.

Frit Ravich

Family-run snacks company transformed its HR operations and reinforced its company culture, built on innovation and belonging, by choosing 51ˇçÁ÷SuccessFactors solutions. Now, with plans to become a skills-driven organization and double its sales, Frit Ravich is adopting AI in conjunction with 51ˇçÁ÷SuccessFactors solutions to expand career development opportunities and improve the employee experience.

“The Joule copilot will change the way we interact with our people on a daily basis. This does not mean that we’ll lose out on direct contact with them, but rather it will make HR interactions faster, more accessible, and more convenient, with 24×7 access,” said Rebeca Montilla, talent manager, Frit Ravich S.L.

Menzies Aviation 

As a global leader in aviation services “working above and below the wing,” Menzies provides a myriad of services, including ground services, fueling, air cargo handling, and executive services, together with comfortable lounges at more than 295 airports in 65 countries.

By choosing 51ˇçÁ÷SuccessFactors solutions, Menzies now has a unified platform to help it attain data-driven insights for business agility and provide a modern employee experience with opportunities for learning and career development.

Today, Menzies no longer needs to estimate how many employees it has at any given time. Having a single source of data means that it can pull up this information at the push of a button for the present as well as the historical past for comparison. “We can start to see trends, so we can start to understand what our future models would look like as well,” said Sarah Mackinlay, senior vice president of People Projects & Integrations at Menzies Aviation. “Being able to have business insight and business data to make decisions has been really important on our continued journey with 51ˇçÁ÷SuccessFactors and supporting our global strategy.”

“For us, this journey is about having a single source of truth with global consistency, data insight, and visibility yet maintaining local data ownership. Data security and integrity are at the very core,” she added.

Powering workforces for the future

As organizations face growing skills gaps, heightened employee expectations, and pressure to do more with limited resources, 51ˇçÁ÷continues to introduce new solutions to help customers tackle their most pressing business and workforce challenges. at 51ˇçÁ÷Connect, October 6-8 in Las Vegas—or virtually on October 9—to explore how our latest advancements can drive real impact across your organization.

.

Lara Albert is chief marketing officer at 51ˇçÁ÷SuccessFactors.

About the Fosway 9-Grid™ 
Fosway Group is Europe’s #1 HR industry analyst. The Fosway 9-Grid™ provides a unique assessment of the leading learning and talent solutions available to organizations in EMEA. The analysis is based on extensive independent research and insights from Fosway’s Corporate Research Network of over 250 organizations, including BP, HSBC, PwC, RBS, Sanofi, Shell, and Vodafone.
Visit the Fosway website at www.fosway.com for more information on Fosway Group’s research and services. 

51ˇçÁ÷was once again recognized for its ability to execute and completeness of vision. Gartner defines cloud HCM suites for 1,000+ employee enterprises as cloud application suites that deliver functionality for attracting, developing, engaging, retaining, and managing employees.

provides global HR cloud software to over 10,000 customers worldwide, from startups and mid-sized companies to large enterprises. With a strong global core, embedded AI capabilities, and a robust partner ecosystem, 51ˇçÁ÷SuccessFactors empowers organizations with the technology to help unlock their workforce potential. By combining skills intelligence and flexible HCM solutions, our solutions can enable organizations to stay future-ready and continuously adapt in an ever-changing world.

Shaping the future of work

At 51ˇçÁ÷Sapphire in May, we announced several exciting innovations and new product offerings designed to transform how HR and business leaders manage, empower, and support their people, including:

• , our first HR agent, equips managers with critical insights to help foster more meaningful and productive conversations with employees.
• can accelerate adoption of 51ˇçÁ÷SuccessFactors solutions by offering users contextual guidance while also giving HR teams insights into where there may be gaps.
• helps unify customers’ people, skills, finance, and business data into AI-driven workforce insights—enabling HR and business leaders to make smarter, more proactive decisions that drive measurable outcomes.
• , our new HR service delivery solution, can accelerate ticket case resolutions with AI, giving employees self-service tools to quickly get answers while freeing up HR teams from time-consuming tasks.

Our first half 2025 release also brought over 250 new innovations designed to address any business need and help organizations stay ahead of the curve, including Joule on mobile, redesigned candidate and alumni journeys in recruiting and onboarding, an enhanced user experience in 51ˇçÁ÷SuccessFactors Employee Central, and more.

As organizations continue to face growing skills gaps, 51ˇçÁ÷is committed to helping its customers attract and retain top talent in an increasingly competitive landscape. On September 11, 51ˇçÁ÷completed its acquisition of SmartRecruiters, a leading talent acquisition software provider, further strengthening the ability to support customers across the entire hire-to-retire journey.

Driving impact across industries

Customers across industries and sizes are unlocking measurable value from the 51ˇçÁ÷SuccessFactors HCM portfolio.

• , a subsidiary of Honda Motor Company Ltd., is powering EV innovation with a skills-based talent strategy. “The business AI capabilities in 51ˇçÁ÷SuccessFactors solutions empower us to be a better company, automotive producer, and mobility leader. These tools will give our associates the flexibility to gain efficiencies and the opportunity to upskill and reskill as needed, creating an interconnected environment where they can perform at their best,” said Tim Grimminger, HR Data and Technology manager, American Honda Motor Company Inc.
• , a leading bank in Argentina, is transforming its HR operations with 51ˇçÁ÷SuccessFactors solutions. “Incorporating AI technology greatly simplified the hiring experience for both the candidates and the recruiters who perform these tasks,” said Florencia Varise, Analytic Hub and IT Ecosystem lead, Galicia.
• , a global business and technology partner, is building a skills engine to support the employee lifecycle. “Skills are at the core of our company, as they support both clients and employees. Our promise to ‘get the future you want’ means thinking about future client needs and employee skills and career development. 51ˇçÁ÷SuccessFactors HCM is key in our skills-first approach to our people experience transformation,” said Jihane Baciocchini, vice president and head of Talent Acquisition, Capgemini.

Unlocking workforce potential

Looking ahead, we’re excited to continue delivering innovations that help our customers increase organizational agility and productivity, accelerate growth, and make every employee a success story.

, October 6-8 in Las Vegas, Nevada, or virtually on October 9, to learn about our latest innovations and how to build a workforce that’s ready for what’s next.

Lara Albert is chief marketing officer at 51ˇçÁ÷SuccessFactors.

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’s 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.
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.
This graphic was published by Gartner, Inc. as part of a larger research document and should be evaluated in the context of the entire document. The Gartner document is available upon request from SAP.

With AI-powered innovation and a unified approach to HR service delivery, organizations can create the seamless, connected experiences employees expect while unlocking new levels of efficiency and strategic impact for HR. That’s exactly what 51ˇçÁ÷is enabling with the 51ˇçÁ÷SuccessFactors Enterprise Service Management solution, recently delivered in the 1H 2025 release and now available.

Leading companies like , a global producer of natural ingredients for the food and beverage industry, are already seeing the impact, with benefits such as:

• 33% reduction in case resolution times
• 4X productivity increase
• 80% reduction in e-mail writing time using generative AI

Paul Wittig, head of HR Operations & Services, Döhler, said, “Enterprise service management for HR is a huge step towards a more digital and, therefore, more transparent and structured way of work.”

The future of HR service delivery is now

The employee experience is shaped not just by big career moments, but by everyday opportunities, interactions, and the ability to get support when it’s needed. That’s why one of the most critical HR touchpoints in any organization is the HR help desk—and it’s also one of the most overburdened.

HR service reps at large enterprises often work in shared business centers and are responsible for managing high case volumes and diverse requests, ensuring accuracy and compliance. They may process hundreds of service requests in a month, each taking 1-3 days to resolve depending on the complexity of the issue, leaving employees waiting for the answers they need and HR teams overwhelmed by volume.

But this model is evolving—advancements in technology solutions are fundamentally reshaping how this work gets done. It’s no longer just about processing more cases, faster. It’s about preventing many of those cases from being raised in the first place. Intelligent, AI-powered tools enable employees to find answers independently, reducing case volumes and allowing HR teams to focus on more complex issues that require human expertise.

According to Gartner*, “By 2025, 70% of organizations with more than 2,500 employees will have invested in an HR service management solution.”

The momentum is clear, and organizations taking action are already seeing the benefits: reduced case volumes, faster resolution times, and a more seamless experience for both employees and HR teams.

The potential of AI to transform service delivery is also reflected in recent 51ˇçÁ÷SuccessFactors research. In one survey, 89% of employees said their workplace experience would improve if they could use AI to get answers to HR questions. In a related survey, HR leaders identified self-service and other AI-enabled administrative tasks as the most valuable use cases for their teams—freeing them from repetitive requests and creating space for more meaningful conversations with employees, from career development to conflict resolution.

The question is: what does HR service really look like in an era where embedded AI has the potential to transform not just the speed, but the entire nature of support?

The benefits of a single cloud platform, powered by AI

51ˇçÁ÷SuccessFactors Enterprise Service Management enables organizations to completely reimagine HR service delivery with a unified cloud platform powered by AI.

Enhancing the employee experience is among the top benefits of 51ˇçÁ÷SuccessFactors Enterprise Service Management. Delivering added value to HR, the solution can harness the power of AI to help search, analyze, and update the underlying knowledge base and policy data, enabling it to better address employees’ questions in the future before cases are generated. can give employees instant access to the answers and support they need through collaboration tools, a rich knowledge base, and omnichannel self-service experiences.

For example, imagine an employee with questions about parental leave. Instead of submitting a case and waiting for an HR response, the employee can simply ask Joule the question from directly within the platform. Joule can provide accurate, personalized guidance based on company policies and the employee’s specific eligibility, helping to instantly resolve the inquiry without any manual intervention. If the question is more complex or requires documentation, the technology helps seamlessly create and route the case to an HR service rep, along with all relevant details, working to ensure fast, informed support. The best part: Joule can be accessed from anywhere across 51ˇçÁ÷and is not just contained within HR.

The solution also benefits HR teams by helping to simplify daily operations and significantly scale efficiency. 51ˇçÁ÷SuccessFactors Enterprise Service Management can enhance HR service delivery behind the scenes with AI-driven case management, automated document handling, and intelligent knowledge updates, working to reduce manual effort for service reps and improve compliance. AI at work is central to this process, enabling auto-classification of service requests, content summarization to give agents a concise, contextual view of each case, and next-best action recommendations to help resolve issues quickly and effectively. The solution can continuously learn from past interactions, helping to make classification and resolution processes smarter and more accurate over time. Generative AI can further elevate efficiency by automatically generating clear interaction summaries, consistent resolution recaps, and professional, personalized e-mail drafts—helping to accelerate case handling, enhance communication quality, and ensure a more seamless, consistent service experience for both employees and HR teams.

With embedded 51ˇçÁ÷Analytics Cloud, HR teams can gain real-time visibility into service performance, enabling data-driven decisions to further optimize operations and elevate the employee experience.

A win for the business, employees, and HR

51ˇçÁ÷customers that already use 51ˇçÁ÷SuccessFactors Employee Central for core HR are well positioned to quickly implement and reap the benefits of 51ˇçÁ÷SuccessFactors Enterprise Service Management. Together, these solutions can create a unified, AI-powered foundation that can deliver personalized, compliant HR support at every touchpoint.

Real-time, trusted core HR data from 51ˇçÁ÷SuccessFactors Employee Central helps ensure employees receive accurate, context-aware support, while quick actions embedded in the solution can make it easy to complete common HR tasks with just a few clicks—all within the flow of work. Within 51ˇçÁ÷SuccessFactors Enterprise Service Management’s case management experience, HR service reps can also benefit from direct access to the 51ˇçÁ÷SuccessFactors Employee Central people profile, available as a mash-up, helping to provide immediate, secure visibility into relevant employee information without the need to switch systems. The solution can extend core 51ˇçÁ÷SuccessFactors HCM investments with a secure, compliant service layer to help maintain centralized data governance, streamline service processes, and reduce manual effort—working to ensure a seamless, intuitive experience for employees and HR teams alike.

We all know that HR is not just a back-office function. It is central to shaping employee experience and driving business outcomes. With 51ˇçÁ÷SuccessFactors Enterprise Service Management, powered by 51ˇçÁ÷Business AI, organizations can deliver the support employees expect while reducing HR workloads and improving efficiency. The result? A triple win for the business, employees, and HR.

Learn more about .

Lara Albert is chief marketing officer at 51ˇçÁ÷SuccessFactors.

*Source: Gartner: Market Guide for Integrated HR Service Management solutions, May 2024

TrustRadius is a leading B2B software review platform, and its Top Rated awards recognize vendors with high customer satisfaction, based on verified customer reviews.

“Our Top Rated awards are based entirely on authentic customer feedback, and 51ˇçÁ÷has clearly earned the trust of its users. 51ˇçÁ÷SuccessFactors HCM stands out for its comprehensive approach to talent management, employee experience, and core HR functions,” said Allyson Havener, CMO at TrustRadius.

This year, 51ˇçÁ÷SuccessFactors earned 12 Top Rated honors across a range of categories, reflecting the breadth and depth of our HCM suite:

• 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
• International Payroll

More than 10,000 customers across the globe trust 51ˇçÁ÷SuccessFactors solutions to help them unlock the full potential of their people. Together, we’re reshaping workforces to be more adaptive, intelligent, and aligned with business goals—guided by real-time insights, assisted by AI, and connected across every corner of the enterprise.

In the past year, 51ˇçÁ÷has delivered powerful innovations that are redefining the HR experience. The 51ˇçÁ÷SuccessFactors first-half 2025 release introduced more than 250 innovative features and enhancements designed to help organizations address any business need and stay ahead of the curve.

Last month at 51ˇçÁ÷Sapphire, 51ˇçÁ÷announced new innovations to help HR leaders navigate rapid change and address skills gaps, including the first of our and three new solutions: the , , and .  

Together, these innovations can enable our customers to navigate today’s business demands while building a foundation for the future.

But don’t just take our word for it. Here’s a look at what our customers are saying:

• “51ˇçÁ÷SuccessFactors HCM is considered a ‘best of breed’ for a reason. The fact that it does allow for in-depth customization, and its ability to be tailored not only to individual business needs, but also it allows for best practice follow-up while ensuring organizations remain compliant with several legal requirements.” –
• “Effectiveness of the software in payroll figures and tax management. The software is easy to set up and implement even by unskilled persons. The pricing of the product is favorable for beginners and small organizations. The availability of unlimited customizable templates and dashboards makes the platform reliable and eloquent. Customer support services providers are available 24/7 and ready to help in real time.” –
• “Day-to-day HR tasks are automated, which relieves the company from repeated manual tasks. The process of recruitment and performance management has improved. The operation cost of HR operations has been reduced. Talent and compensation management have improved. Human resource planning has become more efficient with data-driven decision-making. The onboarding process has been enhanced, cutting the company’s time and effort.” –

Learn more about and read our customer reviews on .

Lara Albert is chief marketing officer for 51ˇçÁ÷SuccessFactors.

“This recognition is driven by the voices of customers who rely on 51ˇçÁ÷SuccessFactors HCM to elevate their workforce management strategies. It’s a testament to SAP’s ability to meet the evolving needs of HR teams and empower organizations to succeed,” said Allyson Havener, senior vice president of Marketing and Community at TrustRadius.

The Buyer’s Choice Awards are determined by verified, unbiased customer reviews. These awards recognize products that excel in capabilities, performance, value for money, and customer relationships. 

Here’s what some of our customers are saying about :

• “With 51ˇçÁ÷SuccessFactors solutions, the ease with which our people data flows throughout our organization is superb. This is key to helping us ensure compliance and high data integrity throughout the employee lifecycle, such as recording attendance at a talent review.”
  –
• “We use 51ˇçÁ÷SuccessFactors as our core HR system and have many of the modules, including Performance Management, Succession and Development, Compensation, Learning and Recruiting and we utilize it globally. 51ˇçÁ÷SuccessFactors enables us to have all of our team members in one system and manage their ongoing career development as well as the day-to-day transactions.”
  –
• “51ˇçÁ÷SuccessFactors is helping us integrate all employee management tools in one. It helps us integrate learning for the employees, tracking and approving leave application and also track employee development discussions in one place. As a manager it helps me track data for all the employees in just one place and further helps me in planning.”
  –
• “51ˇçÁ÷SuccessFactors has a robust framework which makes it an absolute platform for scaling and scaled companies, including the ones of larger sizes. [SAP] SuccessFactors is contributing to maintain the data quality and automated workflows. [51ˇçÁ÷SuccessFactors] had almost automated every single HR process which has removed the manual intervention altogether.”
  –

The provides global HR cloud software with powerful artificial intelligence (AI) capabilities to help organizations meet the business demands of today and innovate for tomorrow. More than 10,000 customers worldwide — from startups and midmarket companies to large enterprises — use 51ˇçÁ÷SuccessFactors solutions to elevate every experience, guide every people decision, and connect HR across every aspect of the business.

Innovating to help our customers solve their biggest business and people-focused challenges is at the heart of everything we do. 

Last week at , we announced several exciting new updates to the 51ˇçÁ÷SuccessFactors HCM suite, including 51ˇçÁ÷SuccessFactors Career and Talent Development, new enhancements to 51ˇçÁ÷SuccessFactors Employee Central Payroll, and several new AI capabilities, including AI-recommended jobs for candidates, AI-assisted 360-degree reviews, and, with Joule, a conversational way to complete onboarding tasks.

Learn more about Ěý˛š˛Ôťĺ . For more information about these recognitions, visit the .

Looking to share your own feedback? .

Lara Albert is global vice president of Product Marketing for 51ˇçÁ÷SuccessFactors at SAP.

51ˇçÁ÷was recognized for its ability to execute and completeness of vision. Gartner defines cloud HCM suites for 1,000+ employee enterprises as cloud application suites that deliver functionality for attracting, developing, engaging, retaining, and managing employees.

The provides global HR cloud software with powerful AI capabilities to help organizations meet the business demands of today and innovate for tomorrow. More than 10,000 customers worldwide – from startups and midmarket companies to large enterprises – use 51ˇçÁ÷SuccessFactors solutions to help elevate every experience, guide every people decision, and connect HR across every aspect of the business.

This week at SuccessConnect, we announced several exciting new updates to the 51ˇçÁ÷SuccessFactors HCM suite, including 51ˇçÁ÷SuccessFactors Career and Talent Development, new enhancements to 51ˇçÁ÷SuccessFactors Employee Central Payroll, along with several new AI and Joule capabilities. Additionally, WalkMe will be commercially available in the first half of 2025, which will allow customers to improve employee experience and adoption across common workflows. Our latest product release, available this month, features over 30 new purpose-built AI capabilities designed to enhance organizational efficiency. Customers of all sizes are already driving organizational value with the AI capabilities embedded in 51ˇçÁ÷SuccessFactors HCM.

, a diversified holding company that owns and manages a number of Brunei’s government-linked companies across various industries, has seen considerable talent management efficiency gains with 51ˇçÁ÷Business AI. According to Salehin Basir, senior human capital development manager, Darussalam Assets Sdn Bhd, “With 51ˇçÁ÷Business AI technology embedded in 51ˇçÁ÷SuccessFactors solutions, we’ve seen significant benefits, such as reducing our overall recruitment time from months to weeks. The AI features have streamlined processes for generating and updating job descriptions and creating competency-based interview questions, making our recruitment process more efficient and standardized.”

, one of the world’s leading pump and water solutions companies, is leveraging the talent intelligence hub, the AI-driven skills framework underpinning the 51ˇçÁ÷SuccessFactors HCM suite, to become a skills-first organization. “There’s a consensus that what got us here won’t get us there: we need new skills and capabilities. And that’s where the talent intelligence hub in 51ˇçÁ÷SuccessFactors solutions comes in,” said Mads Kidmose, head of HR Technology and Data Foundation, Grundfos Holding A/S. “It’s helping us build one skills foundation that feeds into critical decisions on talent – and transform skills into something we live and breathe every day.”

Grundfos’ emphasis on skills opens new doors for both employees and the organization. “By shifting our focus from job descriptions to skills and embracing intelligent technologies such as AI, we can help inspire our people to grasp new opportunities and address our skills shortage in clever ways,” said Søren Nielsen, business architect, HR Technology, Grundfos Holding A/S.

For even more on how our customers are embracing AI, stream the to hear how American Honda and BT Group have created strategies to implement AI so their HR teams and employees can thrive.

Looking ahead, we are excited to continue innovating with our customers’ biggest challenges and opportunities in mind – helping them to drive organizational agility, enhance workforce productivity, and maximize growth to stay ahead of the curve. 

Lara Albert is global vice president of Product Marketing at 51ˇçÁ÷SuccessFactors.

Gartner, Magic Quadrant for Cloud HCM Suites for 1,000+ Employee Enterprises, Authors: Ranadip Chandra, Chris Pang, Ron Hanscome, Sam Grinter, Josie Xing, Hilten Sheth, Travis Wickesberg, Harsh Kundulli, Anand Chouksey, David Bobo, Laura Gardiner, Emi Chiba, Michelle Shapiro, Published: 23 October 2024.
This report was known as Magic Quadrant for Cloud HCM Suites for Midmarket and Large Enterprises from 2016 to 2018.
GARTNER is a registered trademark and service mark of Gartner, Inc. and/or its affiliates in the U.S. and internationally, Magic Quadrant is a registered trademark of Gartner, Inc. and/or its affiliates and is 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’s Research & Advisory 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.

Vendors named Strategic Leaders have strong market performance and customer advocacy, provide a rich suite of capability across a broad scope of features, and have the sophistication to meet the needs of complex enterprise-scale customers.   

“Optimizing people processes at scale is more critical than ever for a modern business. Skills, employee experience, and talent agility all represent significant challenges for HR, and now AI is redefining how HR works and enables them. With its continued innovation, as well as global reach and market presence, 51ˇçÁ÷continues to maintain its position as a Strategic Leader in the 2024 Fosway 9-Grid™ for Cloud HR.”

– David Wilson, founder and CEO, Fosway Group

Additionally, 51ˇçÁ÷was named a Strategic Challenger in the , which analyzes talent management vendors based on performance, potential, market presence, total cost of ownership, and trajectory relative to themselves and the market as a whole. The 2024 report highlights market and solution trends aligned to SAP’s investments in talent management, including artificial intelligence (AI), which has become a critical differentiator for transforming people experiences, particularly around employee engagement, learning, skills development, career pathing, and internal mobility.

These recognitions reflect SAP’s commitment to continuous innovation for our customers of all sizes. As change and innovation surge across industries, organizations today face a myriad of HR-related challenges, such as growing skill gaps and talent shortages, changing regulations and compliance risks, evolving employee expectations, and more.

51ˇçÁ÷is helping customers stay ahead of the curve and address these challenges head-on by leveraging AI to drive organizational agility at scale and lead with an employee-first mindset.   

°Őłóąđ  provides global HR cloud software with powerful AI capabilities to help organizations meet the business demands of today and innovate for tomorrow. More than 10,000 customers worldwide — from startups and midmarket companies to large enterprises — use our solutions to elevate every experience, guide every people decision, and connect HR across every aspect of the business.

Customers like Helvetia, STADA, and Gestamp Servicios S.A. are leveraging 51ˇçÁ÷SuccessFactors solutions to drive their HR transformations and are realizing the value of 51ˇçÁ÷solutions across their workforces and organizations.  

Helvetia

With more than 12,000 employees across six countries, talent management posed a challenge for . By replacing disparate systems with a single HR portal based on 51ˇçÁ÷SuccessFactors solutions, the company is increasing transparency, boosting efficiency, and improving the employee experience.

“With unified, digital HR processes in place, we’re transforming the way we engage with our people, delivering an experience that meets their needs and expectations,” said Jochen HĂźbner, head of HR Operations, Helvetia Switzerland. 

STADA

recognized that it needed to transform to a more centralized operating structure. Putting its people at the heart of this transformation, the company decided to prioritize the implementation of a new global HR system built on 51ˇçÁ÷SuccessFactors solutions. The global implementation of 51ˇçÁ÷SuccessFactors began delivering value for STADA almost immediately. Within four months of the introduction of 51ˇçÁ÷SuccessFactors Employee Central in 45 countries and 16 languages, STADA’s leadership team already regarded it as a vital decision-making tool.

“Our standard report on employee numbers versus our staffing plans comes directly from Employee Central,” said Dr. Thomas Mattes, head of Global Culture & People Analytics and Digital Experience, STADA. “Those numbers drive our business decisions because we know they are correct.” 

Gestamp Servicios S.A.

By replacing 200 HR systems with 51ˇçÁ÷SuccessFactors software, entire business, not just HR, has access to one global system of record for employee data. Management can quickly consult more-detailed organizational charts and gain a comprehensive view of employees’ locations, skills, and performance.

“51ˇçÁ÷SuccessFactors Employee Central is the heart of talent management at Gestamp,” shared MarĂ­a JosĂŠ de Francisco, HRIS Manager, Gestamp. “Having one source of core employee data lets us unleash the capabilities of our talent solutions to help our people thrive.” 

Looking ahead, we are continuing to invest in critical areas like AI, skills, learning and talent development, and core HR and payroll to help customers solve some of their biggest challenges and stay at the forefront of their industries.

We look forward to announcing more exciting innovations across the 51ˇçÁ÷SuccessFactors HCM suite at , being held in Lisbon and virtually October 28-30, 2024.

Lara Albert is global vice president of Product Marketing for 51ˇçÁ÷SuccessFactors at SAP.

Whether you’re new to 51ˇçÁ÷SuccessFactors solutions, a longtime customer, or considering making a move, here’s what you can look forward to at SuccessConnect in 2024.

1. Join Three Inspiring Keynotes and See 51ˇçÁ÷SuccessFactors Solutions in Action

The 51ˇçÁ÷SuccessFactors leadership team will take the stage to discuss what is top of mind for HR and the in 51ˇçÁ÷SuccessFactors solutions. You’ll also hear from industry-leading customers on how they’re adopting our AI copilot Joule and generative AI to help unlock valuable insights, achieve new levels of productivity, and accelerate business outcomes with a best-in-class user experience. Plus, we’re thrilled to have Emmy award-winning actress and singer, Hannah Waddingham, join us this year to discuss her rise to fame, the importance of mental health advocacy, and women’s empowerment.

2. Explore Road Map Sessions and Discover What’s Coming

Get a front-row seat at our  to hear what’s new and what’s coming next for 51ˇçÁ÷SuccessFactors solutions. From expanding on the unique strength of our cloud-native, AI-enabled global HR core to using the AI-enabled talent intelligence hub to help deliver an entirely new career development experience, we will share and show the latest innovations across our solutions. Also, learn about the exciting enhancements in the 51ˇçÁ÷SuccessFactors technology foundation and how HCM can provide customers significant value as a critical part of SAP’s cloud ERP suite. Topics include integration, extensibility, security, system administration, and more. Attendees will have the opportunity to interact with product experts and ask questions during the live Q&A segment.

3. Experience Hands-On Lab Sessions

Elevate your learning with * that provide practical, real-time guidance. Dive into configuring and using our products while getting your questions answered on the spot. Topics include optimizing your position management processes with the 51ˇçÁ÷SuccessFactors Employee Central solution, creating compelling stories from the data in 51ˇçÁ÷SuccessFactors HCM, uncovering new enhancements for learners in the 51ˇçÁ÷SuccessFactors Learning solution, and more. To wrap up this year’s hands-on labs, we’re hosting a where you and your peers can team up for a series of interactive exercises in a live 51ˇçÁ÷SuccessFactors environment. The goal? Be the fastest team to accurately recruit, hire, and pay a fictional employee. The first team to complete the challenge will win a fun prize!

4. Learn Best Practices from 51ˇçÁ÷SuccessFactors Customers

Hear practical tips from peers on a range of topics, including transitioning to a skills-based organization using AI, migrating from the 51ˇçÁ÷ERP Human Capital Management solution to 51ˇçÁ÷SuccessFactors solutions, and staying compliant with complex labor laws using our core HR, time, and payroll solutions. Learn how technology can advance diversity, equity, and inclusion (DE&I) initiatives, especially as expectations from environmental, social, and governance (ESG) investors and the public sector increase, or hear the experiences of 51ˇçÁ÷SuccessFactors customers that have embraced AI early on to gain a competitive edge. HR leaders from companies like McDonald’s, Volkswagen, NestlĂŠ, Dr. Oetker, Delta Air Lines, Fujitsu, Eurobank, Aramark, and many others will inspire you with their stories. Plus, don’t miss the opportunity to engage in live Q&A with each of our customer speakers.

5. Meet 51ˇçÁ÷Experts and Have Fun!

Make the most of various networking opportunities to connect with HR executives, peers, partners, industry analysts, and more. For attendees who enjoy in-depth, one-on-one discussions with our product, services, and support experts, don’t miss the chance to join sessions to ask your most pressing questions and build new connections. If you prefer interactive group discussions, join sessions, where our team will answer your questions and advise you on how to tackle key business challenges.

And finally, don’t forget to join us at Pavilhão Carlos Lopes for an exciting after-hours party on Tuesday, October 29. Experience the true essence of Portugal with an evening full of surprises, delightful cuisine, and fantastic music.

Explore the  to tailor your agenda to your specific role and interest. This year, we’re offering , to expand your knowledge of the 51ˇçÁ÷SuccessFactors HCM suite. Additional fees apply.

If you are unable to attend the event in Lisbon, join us virtually by signing up for  on October 28-30, 2024.

*Hands-on lab session registration is required. Space is limited so speakers have time to answer attendee questions.

Lara Albert is global vice president of Product Marketing at 51ˇçÁ÷SuccessFactors.

Indeed, from the mainstage keynote and breakout sessions to networking with customers and partners, AI was at the center of every conversation. If you weren’t able to attend this year’s event, you can catch the latest product announcements and select content now available .

Here are three takeaways from this year’s SuccessConnect.

The Time Is Now to Adopt AI

As the pace of technological innovation continues to accelerate, organizations face an incredible opportunity to explore new ways to get work done – ways that take engagement and productivity to new heights for everyone at work. Special guest , global industry analyst and CEO of The Josh Bersin Company, discussed the urgent need for companies to get on board with AI, emphasizing how AI can help keep companies ahead of the curve by transforming the employee experience. Bersin also shared ways to increase everyone’s knowledge and confidence when it comes to adopting AI, as well as the real economic benefits organizations can achieve based on early case studies.

In addition, Julia White, member of the Executive Board of 51ˇçÁ÷SE and chief marketing and solutions officer, shared what AI means for businesses today and . She talked about the latest addition to 51ˇçÁ÷Business AI, Joule – a natural-language, generative AI copilot designed to help improve the experiences of everyone at work by making it easy for users to find information, get answers to questions, navigate processes, and complete tasks related to HR as well as finance, supply chain, and customer relationship management. She emphasized how Joule, with its AI-powered insight and assistance, can help organizations unlock new levels of performance, productivity, and efficiency.

Talent Intelligence Is Key to Closing Skills Gaps

The power of talent intelligence has far-reaching implications for how organizations can more accurately and efficiently evaluate talent across all levels and address skills gaps. During the event, there was a lot of buzz around the general availability of the talent intelligence hub, an AI-powered skills framework that’s built into the foundation of . Now organizations can have the power and simplicity of a single skills model to fuel everything from recruiting and onboarding to learning and development, as well as performance and succession.

Sam Passman, vice president, Product Management at 51ˇçÁ÷SuccessFactors, provided a comprehensive overview of the , including how organizations can better understand and leverage the skills of their workforce. “An organization that is not focused on skills is going to be left behind,” he said. “Customers often struggle with having visibility into their full skills picture and having employee profile data integrated throughout talent management processes. The talent intelligence hub is how we are making sure our customers can match the right people, doing the right work, at the right time – truly helping them become skills-based organizations.”

In addition, Tim Gregory, managing director of HR Innovation and Workforce Technology at , shared how the company is using 51ˇçÁ÷SuccessFactors solutions, including the talent intelligence hub, to create personalized career development plans for employees based not only on the skills most important to Delta but also each individual’s capabilities, strengths, and aspirations.

Other sessions provided tips for becoming a skills-based organization and focused on and use it to help guide actions across all areas of talent management and development. And, of course, a live demonstration brought the talent intelligence hub to life as part of the .

A Powerful Cloud Foundation Drives True HR Transformation

Having a cloud-based HR foundation is key for achieving true HR transformation – the kind of transformation that makes data-driven insights, smarter decision-making, automation, and a positive employee experience a reality. At the event, Mihael Sutalo, vice president, People Technology at , the world’s leading jewelry brand, shared how the company is digitalizing HR and adopting new technologies to create amazing employee experiences as a unified, global company. “We wanted to scale to future-proof the company, and we believe strongly in the power of the cloud,” he said. He explained how Pandora has successfully moved from a fragmented HR landscape to 51ˇçÁ÷SuccessFactors HXM Suite, improving the company’s ability to attract and retain top talent.

Avery Williams, manager of HR Operations Strategy at , also discussed how the company modernized its core HR technology, service delivery, and employee and partner experience by migrating 250,000 employees and partners from the legacy, on-premise 51ˇçÁ÷ERP Human Capital Management solution to a new cloud-based platform with .

In addition, Todd Asevedo, GVP, chief expert, SAP, shared a host of best practices for how customers can minimize risk and disruption as they from 51ˇçÁ÷ERP HCM to the cloud. He also outlined the various deployment options to help organizations understand the transition paths available for a smooth migration.

Couldn’t attend the in-person event? You can get the best of SuccessConnect wherever you are! Be sure to access the , , and , including road maps, product demos, and more, all available . Plus, don’t forget to sign up to stay informed about the .

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

Moving forward, the most effective leaders will embrace the fast-moving market dynamics. They’ll invest in their people to help them acquire new skills and prioritize a culture that focuses on creating the best possible employee experience to ignite the potential of their workforce and business.

At , we are bringing together our global HR community, along with inspiration, ideas, and solutions – all in one place. You’ll have the opportunity to connect with experts, partners, and peers to exchange best practices, attend hands-on labs, and see demos of the latest product innovations with 51ˇçÁ÷SuccessFactors and partner solutions. You’ll see the transformative power of AI in helping organizations streamline HR processes and enhance the employee experience to achieve new levels of efficiency and engagement first-hand. You’ll gain the tools you need to ignite the potential of your total workforce and meet the demands of a changing world.

Whether you are new to 51ˇçÁ÷SuccessFactors solutions or a longtime 51ˇçÁ÷customer, here’s how you can get the most out of this year’s SuccessConnect event.

1. Join the Keynote and Learn More About the Power of AI for HR

In the , the 51ˇçÁ÷SuccessFactors leadership team will take the stage to share what is top of mind for HR and how our latest innovations can help you build a future-ready workforce. Also, hear 51ˇçÁ÷customers discuss how they are adopting intelligent technologies such as conversational and generative AI to unlock valuable insights, automate tasks, and transform experiences for employees, managers, and HR leaders to achieve better business results. Josh Bersin, HR industry analyst and thought leader, will discuss the intersection of AI and skills and the urgent need for HR leaders to harness the power of talent intelligence and AI to attract, develop, and retain the best talent, including case studies that yield best practices for maximizing return on investment.

2. Explore Road Map Sessions and See What’s Coming

Get a front-row seat at  to hear what’s new and what’s coming with our talent acquisition, core HR and payroll, learning and talent management, employee experience management, planning and analytics, mobile, AI, and sales performance management solutions. See how the latest investments in user experience (UX) are making a difference and get a detailed look at what is planned.

Plus, learn about exciting technology innovations that support . Topics include integration, extensibility, security, system administration, and more. Attendees will have the opportunity to interact with product experts and ask questions during the live Q&A segment.

3. Experience Hands-On Lab Sessions

There is no better way to enhance your learning experience than with .* Discover how to configure and use our products while getting your questions answered in real time. Topics include writing business rules to automate processes with the 51ˇçÁ÷SuccessFactors Employee Central solution, creating compelling stories in the 51ˇçÁ÷SuccessFactors People Analytics solution, exploring the latest version of goal management, enabling your learners to share their expertise using collections in the 51ˇçÁ÷SuccessFactors Learning solution, cultivating diversity, equity, and inclusion using 51ˇçÁ÷SuccessFactors solutions, and more.

4. Discover Best Practices from 51ˇçÁ÷SuccessFactors Customers 

from your peers for hiring using AI and automation, taking learner adoption to new levels with self-paced, mobile, and virtual learning, modernizing core HR processes in the cloud, creating value through AI-enabled HR, and so much more. HR leaders from companies such as Google, Delta Air Lines, Microsoft, PepsiCo, AMD, Lockheed Martin, BT Group, Coles, Mercado Libre, and many others will inspire you to think and act differently to ignite the potential of your total workforce. Plus, don’t miss the opportunity to engage in live Q&A with each of our customer speakers.

5. Meet 51ˇçÁ÷SuccessFactors Experts and Have Fun!

For attendees who enjoy engaging in discussions with our product, services, and support experts in a small setting, we invite you to join to ask your burning questions and foster new connections. Make the most of various networking opportunities to engage with HR executives, peers, partners, industry analysts, and more. Plus, join us at TAO Nightclub for an exciting after-hours party on Tuesday, October 3. Come experience a night full of surprises, amazing food, and great music in a Balinese-inspired tropical oasis setting.

on October 2-4, 2023 at the Venetian Convention Center in Las Vegas, Nevada, and explore the so you can tailor your agenda according to your specific role and topics of interest. If you are unable to attend the event in Las Vegas, join us virtually by signing up for on October 4-5, 2023.

*Hands-on lab sessions registration is required. Space is limited so speakers have time to answer attendee questions.

Lara Albert is global vice president of Solution Marketing at 51ˇçÁ÷SuccessFactors.

With several acquisitions in recent years, the number of sellers at VMware dramatically increased. Yet the company did not have a reliable means of paying everyone accurately and on time. The company knew it needed to improve the experience for its sellers to maximize business performance.

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The Burden of Legacy Tools

For years VMware had been burdened by legacy tools that not only impacted seller productivity but also caused significant inefficiencies when it came to business operations. Reporting capabilities were limited and the company couldn’t support payouts for multiple metrics, which was problematic as the company transitioned to a model of both license and subscription sales.

In addition, introducing new plans or emphasizing specific products or geographies was highly manual, requiring significant time and effort. This impacted VMware’s ability to adapt to business needs quickly enough to remain competitive.

The Company’s Transformation Journey

VMware embarked on an initiative to modernize its incentive compensation management tools and processes, implementing .

The decision to implement 51ˇçÁ÷Commissions at VMware was based on many factors, namely the need to improve payment accuracy, gain more sophisticated reporting capabilities, and strengthen auditing capabilities.

Leaders at VMware across HR, sales ops, finance, and IT agreed that what the company required was a system that was both flexible and scalable – one that was purpose-built to handle change and provided the kind of transparency that the company’s 9,000 sellers would love.

According to Anushree Kalra, director, IT Engineering at VMware, “We used to have more than 700 compensation plans that were very difficult to manage at scale. Our goal with the modernization project was to reduce the number of comp plans to less than 50 and make it easy to change plans or add new ones. That’s exactly what we did.”

The company successfully implemented 51ˇçÁ÷Commissions in nine months, ahead of the proposed one-and-a-half-year plan, which included the switch from Oracle to 51ˇçÁ÷HANA.

Realizing the Benefits of a Modern Tool

According to Kalra, VMware now has a streamlined incentive compensation management process complimented by a system that’s capable of accommodating various compensation plans and multiple metrics for commissions. The company now changes plans every six months and can adapt to market conditions much more quickly.

“Best of all, with 51ˇçÁ÷Commissions we have a tool that allows us to pay our sellers accurately and on time,” said Kalra. “In fact, the time required for commission calculations and the time for processing commissions for VMware has been reduced from several days to a few hours.”

This is due in large part to workflows and approvals that were made much easier with 51ˇçÁ÷Commissions. Now VMware can confidently process commissions at scale even as the dynamics of its sales organization change.

The benefits of more robust reporting capabilities have also been significant. The solution helps provide personalized dashboards, allowing sellers to access the information they need – how, when, and where they want. This means VMware can load plans for sellers and instantly provide them visibility into their commissions. The company says this has helped to build trust among sellers, which has had a direct impact on satisfaction and retention.

With better operational reporting, the company is also more efficient, according to Kalra. Now, finance has what it needs for forecasting and setting quotas, for example.

Looking forward, Kalra says the team at VMware is excited about having a tool that helps to provide strategic direction for the enterprise. It’s another way VMware is leveraging technology advancements to accelerate business growth and success.

Lara Albert is global vice president for Solution Marketing at 51ˇçÁ÷SuccessFactors.

Here are a few takeaways from this year’s SuccessConnect.

Build a Future-Ready, Sustainable Workforce

The world is experiencing changes and economic pressures not seen in decades, including high inflation, a competitive labor market, and low unemployment. For talent development to be sustainable and impactful, HR leaders need a clear understanding of their workforce capabilities to ensure their people are properly skilled, engaged, and aligned to the right opportunities so that everyone can reach their full potential at work.

This was a key theme of the , where Amy Wilson, senior vice president of Products and Design for 51ˇçÁ÷SuccessFactors, showcased the latest innovations to focused on enabling organizations to solve the skills gap of today while expanding opportunities for all workers. Product demonstrations shed light on how bringing together data, machine learning, and artificial intelligence (AI) can provide organizations the necessary talent intelligence to align their people to the changing needs of the organization while enabling personal growth that’s more equitable.

The Time for HR Digital Transformation Is Now

Legacy HR systems often can’t keep up with the demands of a more permanent hybrid workforce model, ongoing market needs, and employee expectations. Investing in talent alongside technology is equally important to scaling HR operations for long-term growth. Special guest Josh Bersin, global industry analyst and CEO of The Josh Bersin Company, joined Meg Bear, 51ˇçÁ÷SuccessFactors president and chief product officer, for the to discuss how organizations can develop their people to meet the emerging demands of the future of work and the role of technology in transforming how organizations both support and empower their people.

At the event, shared how it was able to transform its global HR infrastructure within just three years through the adoption of 51ˇçÁ÷SuccessFactors solutions, optimizing the employee experience. HEINEKEN was proud to highlight that its workforce has fully embraced the new data-driven HR program, with a 95% user adoption rate. In addition, Stacie ​Overbaugh​, group vice president, Product Management, 51ˇçÁ÷SuccessFactors​, led an session where she shared exciting innovations related to suite integrations, extensibility, security, system administration, analytics, and more.

A Powerful Cloud Foundation Drives Value Realization at Scale

Establishing a cloud-based HR foundation delivers value for both HR and the business. Organizations that enjoy successful HR cloud transformations , including higher productivity, increased employee engagement, improved data security, and greater cost efficiencies. At the event, Group Plc. outlined how it embarked on a global transformation, positively impacting thousands of employees across multiple countries. Now the company provides talent management capabilities at scale with 51ˇçÁ÷SuccessFactors solutions, realizing the benefits of hyper-automation and mobile-enabled services in increasing efficiency and delivering an excellent employee experience.

Details on moving HR to the cloud were also front and center as part of this where attendees learned about the investments 51ˇçÁ÷is making to meet customer needs plus key resources including guides, tools, assets, and an ecosystem of partners. Also at the center of the discussion were the available transition paths and tips for determining what may work best for your business when it comes to successfully migrating to the cloud.

Connect HR with the Rest of Your Business to Improve Performance

Your people impact every aspect of your business, from production to sales, finance, and more. But when your organization is lacking a strong connection between HR and other business operations, your opportunity to improve business performance is hindered by latent data, incomplete insights, and siloed processes and experiences. This disconnected and reactive operating model is quickly becoming obsolete. Organizations of all sizes are making the shift to a connected cloud HXM and enterprise resource planning (ERP) approach to achieve better for their organization and their people. It all starts with having a single source of real-time data that allows business leaders to make more informed decisions from workforce supply and demand plans and forecasts to diversity and turnover.

Carrie​ Klauss, ​director of Solution Marketing, 51ˇçÁ÷SuccessFactors solutions, brought this to life as she shared a number of insights from 51ˇçÁ÷SuccessFactors customers that, through , have broken down the silos to achieve better data and insights, better processes, and better employee and customer experiences. As Klauss said, “This is when real change comes – when you can change work for good, both for your business and your people.”

Everyone Plays a Role in Co-Creating an Inclusive Future of Work

People are the critical element to moving business forward. When you make it possible for people to bring their authentic selves to work every day, you create the kind of engagement that drives a better business and a more sustainable world. During the at SuccessConnect, Baratunde Thurston, writer, producer, and TV host, led an engaging discussion with thought leaders from Microsoft, The Female Quotient, and 51ˇçÁ÷focused on how leaders and employees can co-create a future of work that cultivates new levels of engagement, productivity, well-being, and innovation by building a culture of purpose and belonging.

Couldn’t attend the in-person event? Be sure to access select road map sessions, product demos, and other content now .

Lara Albert is global vice president of Solution Marketing at 51ˇçÁ÷SuccessFactors.

Moving forward, the most effective leaders will be able to support a constantly changing workforce in light of fast-moving market dynamics. They’ll prioritize an organizational culture that focuses on individuals and creating experiences at work designed around each person’s evolving needs and motivations.

´ĄłŮĚý, we’re coming together to discuss what employees need now, what work looks like tomorrow, and new ideas to change work for good. Attendees will learn best practices to attract and win the best talent, develop a future-ready workforce, and manage and pay their teams with agility. Product experts and thought leaders will share tips for accelerating innovation in the cloud and bridging HR across the business to improve processes and efficiency while creating the kind of experiences that unlock more potential from your people.

For new or longtime 51ˇçÁ÷SuccessFactors customers as well as companies looking to make a move, here’s what to expect at this year’s SuccessConnect.

1. Join the Keynote and See 51ˇçÁ÷SuccessFactors Solutions in Action

The 51ˇçÁ÷SuccessFactors leadership team will take the stage to share new data, new product innovations, and new customer stories that demonstrate how we can change work for good. Aaron Green, 51ˇçÁ÷SuccessFactors marketing and solutions officer, will share our vision and strategy and unveil new data around people sustainability. Amy Wilson, senior vice president of Products and Design for 51ˇçÁ÷SuccessFactors, returns for a highly anticipated session to showcase the momentum behind the latest innovations that empower individuals to reach their full potential at work. Plus, Meg Bear, 51ˇçÁ÷SuccessFactors president and chief product officer, will join Josh Bersin, industry analyst and thought leader, to discuss the importance of skills and how they correlate directly to organizational growth and the power of connecting HR with supply chain, finance, sales and marketing, procurement, and more to create a more empowered workforce and profitable business.

2. Explore Road Map Sessions

Get a front-row seat at our to hear what’s new and what’s coming with our core HR and payroll, talent management and learning, analytics and planning, and sales performance management solutions. Also, learn about the exciting innovations in the technology foundation that supports 51ˇçÁ÷SuccessFactors Human Experience Management Suite. Topics include integration, extensibility, security, system administration, and more. Product experts will engage in live Q&A sessions as part of their presentations.

3. Discover Hands-on Lab Sessions

For attendees who enjoy hands-on learning, there is no better opportunity than the .* Discover how to configure and use our products and get your questions answered in real time. Topics include writing business rules to drive behavior for custom cards on the new, reimagined homepage, creating compelling stories in the 51ˇçÁ÷SuccessFactors People Analytics solution, choosing the best performance form rating option for your organization, building an engaging and outcome-based learning experience using standard or custom tiles and custom landing pages, and more.

4. Learn Best Practices from 51ˇçÁ÷SuccessFactors Customers 

about practical tips for automating recruiting, optimizing the employee HR experience, migrating from the 51ˇçÁ÷ERP Human Capital Management solution to 51ˇçÁ÷SuccessFactors solutions to take full advantage of the cloud, elevating the skills of your workforce with agile learning, keeping people and organizational culture at the heart of HR transformation, and so much more. HR leaders from companies such as Heineken N.V., PepsiCo, Whirlpool Corporation, Paramount, American Airlines, and many others will inspire you to think and act differently to help ensure your employees are happier and your organization performs better. Plus, engage in live Q&A with each of our customer speakers.

5. Meet Up with Your Peers and Have Fun!

There is no better way to connect with your peers than in person. Grab a drink and join these  to exchange information, share knowledge, and make new connections. Take advantage of the many other networking opportunities to engage with HR executives, peers, product experts, partners, industry analysts, and more. Plus, join us for an exclusive evening event at Tao Beach, the hottest club in Las Vegas, on Tuesday, September 13. Come experience a night full of surprises, amazing food, and great music in a Balinese-inspired tropical oasis setting.

on September 13-14, 2022, at the Venetian Convention Center, Las Vegas, and explore the . Registration for specific sessions goes live in mid-August.

Lara Albert is global vice president of Solution Marketing at 51ˇçÁ÷SuccessFactors.

*Hands-on lab session registration is required. Space is limited so speakers have time to answer attendee questions.

Sanlam knows that its company culture significantly impacts employee productivity, performance, job satisfaction, and commitment. Highly aware of the inestimable value its people bring to the company, Sanlam is committed to helping everyone develop their full potential to achieve even more. Its mandate and promise is “We know that your worth is infinite and unique – and want to inspire you to realize this worth.” Sanlam follows through by giving each of its employees the opportunity to make the most of who they are while they gain recognition, respect, and commensurate compensation for their capabilities and contributions.

“Our people are key in enabling the success and sustainability of our business,” says Jeanett Modise, group HR director at Sanlam. “To compete in a rapidly changing world, we need to attract the best people in the market and empower them to learn, lead, and live our shared purpose.”

Delivering a Better Experience for All Workers

Previously, Sanlam’s decentralized business model resulted in a disjointed employee experience and limited talent mobility across the group. Disparate systems and data sources made reporting and analytics inconsistent, complex, and time-consuming.

Sanlam launched a HR shared services model using 51ˇçÁ÷solutions to embrace a total workforce management strategy. From a single solution, Sanlam has been able to better manage and optimize the experience of all workers – both its permanent employees and contingent workers, who make up 28% of its South African workforce. The solutions make it easier for HR, vendors, and recruiters to find, procure, and manage external talent. In addition, Sanlam has bridged the gap between full-time employees and contingent workers in terms of experience and opportunities, helping to foster an inclusive and equitable workplace.

New insight into the skills and competencies of its employees is helping Sanlam to identify skills gaps and put programs in place to reskill and upskill its workforce for the future. For example, the company anticipates that many underwriting tasks will be automated using robotics. In response, it is investing in equipping underwriters with new competencies, such as forecasting and data analytics skills, so that they can take on new roles.

Sanlam’s reskilling program has proven such a success that the company was selected as a .

Capturing the Voice of the Employee

The importance of making employees feel heard is hard to overstate. By giving people a voice, organizations can create a culture of openness and feedback, build trust, and increase workplace happiness. Sanlam captures feedback from both permanent and contingent employees on a continuous basis, at key points across their life cycle. This insight enables the company to take specific actions to make improvements. For example, when employees commented on the need for better wellness practices, Sanlam reacted immediately, introducing new programs and policies to support employees’ health and well-being.

Meanwhile, group-wide reporting and advanced analytics for HR, finance, and other corporate data empower leaders make better data-driven decisions and help Sanlam to achieve its diversity and inclusion goals.

“Greater visibility into the total workforce and enhanced transparency and reporting have enabled us to set recruitment and succession targets around race, gender, and disability,” says Modise. “51ˇçÁ÷solutions are helping us to build a more diverse workforce, which we see as a critical factor for serving our diverse clients well.”

Lara Albert is vice president of Solution Marketing at 51ˇçÁ÷SuccessFactors.

Discovery’s workforce of 12,000 talented professionals is the engine driving the company’s ambitions. As such, ensuring that its employees have the tools, support, and guidance they need to thrive is a top priority for the company.

“Happy, informed, and empowered people make productive, engaged employees,” comments Kammy Sing, group head of People Operations at Discovery. “We’re always on the lookout for ways to better enable and support our people. Our existing processes generated complexity, high costs, significant inefficiencies, and high volumes of mundane administrative tasks. We needed to make a change and transform the services we provide to our people.”

Previously, employees at Discovery had to call or e-mail HR managers to carry out routine tasks such as booking leave and holiday inquiries or accessing company policy information. Working in this way meant that HR professionals spent a large proportion of their working day dealing with routine queries and employees had no way of tracking the progress of their queries – creating a frustrating employee experience.

Recruiters at Discovery also had to deal with a high volume of low-value administrative tasks, such as conducting pre-employee background checks. As a result, the hiring process at the company was lengthy, expensive, and risked putting off talented candidates.

Discovery recognized that intelligent technologies and employee empowerment go hand in hand. Harnessing the power of cutting-edge robotic process automation (RPA) and virtual assistants, the company automated over 11,000 recruitment admin tasks and provided employees with almost-instant answers to their queries via intelligent chatbots. Employee productivity and satisfaction have significantly improved as a result. “By putting HR in the hands of our employees with , we have created a culture of people empowerment,” says Sing.

The project was so successful that it was selected among hundreds of other companies as a finalist of the 51ˇçÁ÷Innovation Awards 2022.

With 51ˇçÁ÷solutions, Discovery has reduced time-to-hire by 25% while also freeing up time for 37% of HR staff to develop new skills and focus on higher-value tasks. At the same time, the company has gained granular insight into every aspect of its HR operations, which has helped the company stamp out inefficiencies and realize cost savings of up to €1.3 million.

Sing concludes: “51ˇçÁ÷has helped us to bring HR into the 21st century and develop an even more supportive culture throughout Discovery. We look forward to working with both 51ˇçÁ÷and our technology partners as we continue to develop and enhance the employee experience.”

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

°­Ă¤°ůłŚłóąđ°ů is a family-owned enterprise, and Founder Alfred °­Ă¤°ůłŚłóąđ°ů’s strong belief that the company had a special responsibility towards its employees continues to this day. Florence Favrot, manager, HR Technology & Digitalization, confirms: “Our people are at the heart of our success, so we place great value on providing a working environment that empowers employees to reach their full potential.”

To provide the best workplace experience for all employees, °­Ă¤°ůłŚłóąđ°ů is overhauling HR, moving from disparate on-premise systems, localized processes, and spreadsheets to a fully digital, cloud-based HR system – a new global standard based on .

“The 51ˇçÁ÷SuccessFactors portfolio ticked all the boxes in terms of functionality and fit in with our wider cloud strategy,” says Favrot. “Across the business, we are moving away from on-premise systems to take advantage of the flexibility and cost-efficiency of cloud computing.”

°­Ă¤°ůłŚłóąđ°ů began its HR transformation journey in 2018, deploying four solutions – 51ˇçÁ÷SuccessFactors Recruiting, 51ˇçÁ÷SuccessFactors Performance & Goals, 51ˇçÁ÷SuccessFactors Succession & Development, and 51ˇçÁ÷SuccessFactors Learning – for 12,000 employees in 67 countries, covering more than 90% of the workforce. In the coming years, the 51ˇçÁ÷SuccessFactors solutions will be available to all 14,500 employees worldwide.

The company also recently went live with the 51ˇçÁ÷SuccessFactors Employee Central solution, which now serves as the single point of truth for HR data globally. °­Ă¤°ůłŚłóąđ°ů chose PwC as its implementation partner and opted for a big-bang deployment strategy, rolling out the core HR solution to all 67 countries that were already using the other 51ˇçÁ÷SuccessFactors solutions simultaneously. The company also worked closely with PwC to build an interface between the 51ˇçÁ÷SuccessFactors Employee Central solution and an on-premise solution used in Germany. Due to the COVID-19 pandemic, the implementation was delivered remotely.

With operations all over the world, it is vital that °­Ă¤°ůłŚłóąđ°ů’s HR function runs 24/7. The company now runs its HR technology in a hyperscale environment for maximum availability and scalability. This helps to minimize downtime and ensure that vital HR services run reliably for all employees, no matter where they are.

“With the 51ˇçÁ÷SuccessFactors solutions, employees benefit from the convenience and simplicity of self-service HR – enhancing the workplace experience and improving access to development opportunities,” Favrot concludes. “Meanwhile, managers can recruit, develop, and retain the right talent to support the business as we continue to innovate and grow.”

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

Here are the some highlights from this year’s event.

Changing Work for Good Requires Rethinking and Unlearning

Special guest , organizational psychologist at The Wharton School of Business, best-selling author, and host of WorkLife, a TED original podcast, challenged everyone to rethink and unlearn when looking to change work for good. His conversation with 51ˇçÁ÷SuccessFactors President Jill Popelka is a must-listen for anyone working on creating a learning-focused culture where everyone feels empowered to experiment with new ways of doing things to accelerate innovation and improve adaptability and resilience. Stay on until the end of the session to hear Grant’s candid thoughts on the one thing he would do to change work for good.

New HXM Innovations Fuel Ongoing Employee Development and Growth

Amy Wilson, senior vice president of Products and Design for 51ˇçÁ÷SuccessFactors, returned for a much-loved session on SAP’s HXM product strategy and vision. In the , she shared the latest innovation, the 51ˇçÁ÷SuccessFactors Opportunity Marketplace solution, and showcased how employees can easily discover recommendations – all in one place – to further their ongoing development and growth. Recommendations range from capabilities, learning, roles, and projects to dynamic teams, mentors, and more.

In addition, Anabel Fall, group head of People Innovation and Transformation at Zurich Insurance Company, a leading Switzerland-based multi-line insurer, shared how and why work sustainability is both a commitment and responsibility of Zurich to its workforce to help employees continually grow.

Don’t Underestimate the Power of Moving HR to the Cloud

Legacy HR systems often can’t keep up with the demands of a more permanent hybrid workforce model and new employee expectations. Focusing on employees and their experience is more important than ever to keep everyone connected, supported, and empowered. The time for HR digital transformation is now.

Hear how and went from multiple on-premise solutions to 51ˇçÁ÷SuccessFactors Human Experience Management Suite. Discover how moving to the cloud helped HR leaders at Whirlpool provide strategic value and handle constant change with agility. Also, learn how and successfully created a culture of growth and opportunity by moving its HR operations to the cloud.

Agile Learning Is Key to Building a Future-Ready Workforce

The world of work has undergone a massive change during the past year. HR leaders have accelerated investment in upskilling and reskilling their workforce so their employees can master existing skills and develop new ones to support business growth.

Hear from Etihad Aviation Group and Lloyd’s Register Group Limited about how they leveraged the 51ˇçÁ÷SuccessFactors Learning solution to help meet business needs in new and more efficient ways by and focusing on skills-based learning. Discover what’s new and , and explore three factors to consider when creating your organization’s .

Building Tomorrow’s Workforce Means Reimagining Today’s Candidate Experience

Building your workforce starts with finding the right talent. Many organizations have seen year-over-year increases in turnover, time to hire, and cost of hire. While some candidates compare the experience provided to that of others competing for their talent, all of them compare it to the consumer experiences they enjoy day in and day out. How frustrating is it when you place an order and get no confirmation or delivery time frame? How does your level of engagement shift when the right recommendations are served up?

Learn to optimize your talent acquisition strategy to attract, engage, and win over today’s tech-savvy candidates and new hires. Gain insights on results and what best-in-class organizations are doing differently to competitively position and outperform others.

Don’t miss specific road map sessions, product demos, and other content now .

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

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 needs employees to do, to what employees need to do their best — whether they’re remote, hybrid, deskless, or contingent workers.

At , we’re 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 51ˇçÁ÷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 51ˇçÁ÷SuccessFactors solutions or a longtime customer, here’s what you can expect at this year’s SuccessConnect virtual event on October 13.

1. Get inspired by Adam Grant

This year, Adam Grant – organizational psychologist at The Wharton School of Business, best-selling author, and host of WorkLife, a TED original podcast – challenges us to rethink and unlearn as we change work for good. His conversation with Jill Popelka, president of 51ˇçÁ÷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 51ˇçÁ÷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 51ˇçÁ÷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 51ˇçÁ÷SuccessFactors customers 

Hear from your peers about practical tips for optimizing your talent acquisition strategy, migrating from the 51ˇçÁ÷ERP Human Capital Management solution to 51ˇçÁ÷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, TelefĂłnica, 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’s new and what’s coming with solutions such as 51ˇçÁ÷SuccessFactors Recruiting, 51ˇçÁ÷SuccessFactors Onboarding, 51ˇçÁ÷SuccessFactors Employee Central, and 51ˇçÁ÷SuccessFactors Employee Central Payroll; the technology foundation that supports 51ˇçÁ÷SuccessFactors HXM Suite; and more. Product experts will answer your questions live after their presentations. Given our comprehensive 51ˇçÁ÷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 51ˇçÁ÷SuccessFactors Succession & Development, 51ˇçÁ÷SuccessFactors Compensation, and 51ˇçÁ÷SuccessFactors Work Zone solutions; Employee Experience Management solutions from 51ˇçÁ÷and Qualtrics; the 51ˇçÁ÷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 51ˇçÁ÷SuccessFactors Employee Central solution, and exploring the new reimagined home page.

on October 13. If you’ve 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 51ˇçÁ÷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.

As SAP’s 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 − redirecting HR’s 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 – from candidates to employees to managers – 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 51ˇçÁ÷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 51ˇçÁ÷SuccessFactors solutions or a longtime customer, you will enjoy a mix of live and “simu-live” sessions as part of an engaging, interactive experience. Take a look at what you can expect at this year’s event.

1. See how HXM reinvents HR.

Amy Wilson, senior vice president of Products and Design for 51ˇçÁ÷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 51ˇçÁ÷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 “Crocs Come as You Are” 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 – and the top HR priorities it’s driving.

Meg Bear, senior vice president of Engineering and Operations for 51ˇçÁ÷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 51ˇçÁ÷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 51ˇçÁ÷can help you expedite and simplify your journey with specialized tools and services that help reduce risk and costs. Lastly, hear how combining 51ˇçÁ÷SuccessFactors Human Experience Management Suite and 51ˇçÁ÷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 – for free – as part of this year’s 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 51ˇçÁ÷SuccessFactors.

Keeping employees happy is not merely the right thing to do for them, it’s the right thing for the business. But the workforce looks much different than it did a year ago, which is why every business needs reliable, innovative, and evolving solutions to keep people engaged and productive.

That is what human experience management () solutions from 51ˇçÁ÷SuccessFactors deliver.

51ˇçÁ÷is excited to share HXM insights and showcase our products in action at the virtual  from March 16-19. We’re counting down the minutes to connect and share best practices for putting employees first in order to accelerate business success.

Here’s an overview of where you can find us at the show.

Taking a Strategic Approach to Talent: Timken Company’s Workforce Transformation

In a live interactive panel discussion, Rob Arbogast, director of People Systems and Strategy at Timken, and Lars Schmidt, HR industry expert, will join Carle Quinn, global head of Value Experience at 51ˇçÁ÷SuccessFactors, to share insights on how human resources (HR) can help empower and develop the workforce to improve organizational agility. These HR leaders will uncover how to better engage employees, upskill managers, and shift culture to be more inclusive. The discussion will also include how to build a pipeline of diverse leaders by leveraging technology to create the kind of experiences that attract, motivate, and retain top talent. Questions will be answered directly from the speakers during a live Q&A segment.

Demo: Reimagine the Employee Experience with HXM Solutions from SAP

See firsthand how HXM solutions from 51ˇçÁ÷can reinvent the employee experience within your organization to empower employees and create a more resilient business. Learn how to leverage a personalized, digital workspace to gain access to relevant information, tasks and workflows all from one place. We’ll share how HXM solutions can help organizations foster employee growth and mobility with personalized learning and development, ongoing coaching and feedback, intelligent mentoring, and more. Experts will answer questions live during the Q&A segment.

Visit the 51ˇçÁ÷SuccessFactors Virtual Booth

Connect further with 51ˇçÁ÷by accessing the “Exhibitors” tab to . There you can request a one-on-one virtual meeting with an 51ˇçÁ÷SuccessFactors expert and learn more about the 51ˇçÁ÷SuccessFactors HXM Suite that puts employees and their experiences at the center of everything. Plus, enter our virtual raffle for a chance to win great prizes.

To attend the HR Technology Conference & Expo, .

We’ll share updates live from the show through the 51ˇçÁ÷SuccessFactors Ěý˛š˛Ôťĺ  accounts. Follow us at @SuccessFactors and engage in the conversation with the hashtag #HRTechConf.

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

Businesses and employees are struggling to adapt to this rapid change. Companies are looking to shore up their businesses and create new revenue streams. This means that many employees are being asked to take on additional tasks, extend their responsibilities, or work on new teams. All of this is taking place on a backdrop of social distancing, which means that much of the workforce is working from home for the first time.

Right now, business continuity may depend on the ability to reskill and upskill a workforce. Closing skills gaps is more than a nice to do. A study found that 64 percent of employers believe there is a in their company. And in just two years, more than 54 percent of all employees will require .

51ˇçÁ÷has recognized this critical need and is offering organizations a , including a content catalog focused on business essentials, productivity and collaboration, leadership and digital transformation, and technology. With ,  learners can watch, listen, read, and practice – anywhere, anytime, regardless of learning style and preference. Employees get the learning they need to support their organization and advance their careers.

Looking out, one thing we can be certain of is that things will continue to change, rapidly and dramatically. This means that reskilling the workforce will only increase in importance.

Digital transformation is happening, whether companies are ready or not. As millions of workers adjust to new tasks and new roles while working in a new environment, it is critical that businesses adopt programs and technologies that improve overall employee capacity and agility for the coming years.

As the impacts of COVID-19 emerge, companies will be doing more with less. Talent redeployment is one way to make that happen, which means that organizations must identify critical skills, essential roles, and employees who can support. A skills gap analysis is required to appropriately retrain employees to accelerate time-to-productivity.

The current crisis highlights the fact that the keys to long-term success are agility, resilience, and a learning mindset. A strategy that centers on instilling a culture of continuous learning provides employees the necessary tools to meet their specific learning needs and sets up an organization for long-term success.

To see how human experience management (HXM) creates employee-centered experiences, hear from Josh Bersin and global leaders from 51ˇçÁ÷SuccessFactors in an on-demand virtual event on HXM in times of crisis.

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