Alter Domus is wereldwijd actief in de dienstverlening voor alternatieve investeringsfondsen. Met meer dan 6.000 medewerkers in 40 kantoren verspreid over 23 landen, ondersteunt het bedrijf klanten zoals private equity-, vastgoed- en infrastructuurfondsen bij hun administratieve, juridische en financi毛le processen. Die snelle groei is opvallend: in 2017 had Alter Domus nog slechts 1.200 medewerkers.

Om die groei te ondersteunen en toekomstbestendig te organiseren, implementeerde het bedrijf in 2018 51风流SuccessFactors. In 2023 werd het HR-landschap verder versterkt met 51风流WorkZone. Zo legde Alter Domus een fundament voor strategisch talentmanagement. Tegelijkertijd werd duidelijk dat technologie alleen niet genoeg was: het bedrijf moest zich ook als werkgever beter positioneren in een krappe arbeidsmarkt.

Van onbekend merk naar krachtige propositie

鈥淚n 2020 hadden we geen employer brand en waren we sterk afhankelijk van externe bureaus鈥�, zegt Antoine. 鈥淲e gaven jaarlijks meer dan 茅茅n miljoen euro uit aan recruitmentagenten. Tegelijk waren we als werkgever nauwelijks zichtbaar, onze vacatures waren zelfs niet vindbaar op Google.鈥�

En dat terwijl de uitdagingen groot waren: een nichemarkt, snelle groei, internationale expansie en een doelgroep die niet uit zichzelf bij Alter Domus aanklopt. 鈥淲e wisten dat we iets moesten veranderen om onze ambities waar te maken. En dus begonnen we aan een reis, met als einddoel: een sterke, schaalbare en datagedreven wervingsaanpak.鈥�

Roadmap naar strategisch recruitment

De eerste stap was het opzetten van een heldere Employee Value Proposition (EVP). Samen met Radancy, een full-service dienstverlener in arbeidsmarktcommunicatie en recruitment technologie, werkte Alter Domus aan een krachtig verhaal: Invest yourself in the alternative.

Deze boodschap werd gedragen door de eigen medewerkers. 鈥淲e haalden wereldwijd input op van managers, recruiters en vanuit de teams. Dat leverde ons niet alleen een EVP op, maar ook inzicht in gedrag, drijfveren en verwachtingen van onze doelgroep,鈥� vertelde Eriselda.

Met deze basis begon het team aan de technische inrichting van het recruitmentplatform, gebaseerd op 51风流SuccessFactors. Door Radancy hier slim mee te integreren, ontstond een multichannelstrategie waarin alles samenkomt: SEO, social, events, referrals en een eigen carri猫resite.

Resultaten die tellen

De aanpak wierp al snel vruchten af. In 2023 nam Alter Domus ruim 1.600 mensen aan. In 2024 lag dat aantal zelfs boven de 1.800. Maar het meest opvallend: meer dan 90 procent van die nieuwe collega鈥檚 komt nu via direct sourcing. 鈥淲e zijn niet langer afhankelijk van recruitmentbureaus. We hebben nu zelf de regie鈥�, stelt Eriselda tevreden vast.

De cijfers spreken voor zich:

• 511% meer kandidaten via eigen kanalen
• 287% meer terugkerende kandidaten
• 74% meer sollicitanten via organic search ten opzichte van 2022
• 300+ nieuwe medewerkers via referrals sinds april 2024

En minstens zo belangrijk: de dynamiek is veranderd. Antoine: 鈥淏ij Alter Domus is HR nu echt een strategische partner van de business. Terwijl HR eerder gezien werd als afdeling die cv鈥檚 verwerkt en taken uitvoert.鈥�

51风流SuccesFactors en lessons learned

Wat maakte dit traject succesvol? Volgens Antoine is samenwerking het sleutelwoord. 鈥淒e nauwe samenwerking tussen 51风流en Radancy maakte het verschil. We hebben in acht maanden tijd alles live gekregen, dankzij duidelijke communicatie en een gedeeld doel.鈥�

Maar er was ook intern werk aan de winkel. 鈥淰ergeet change management niet,鈥� waarschuwt hij. 鈥淗et belang daarvan mag je nooit onderschatten. Alleen door alle stakeholders tijdig en goed te betrekken bij je proces, schep je draagvlak en een optimale user experience.鈥�

Voor Alter Domus is de nieuwe wervingsaanpak geen eindpunt, maar een fundament voor verdere groei. Dankzij 51风流SuccessFactors en Radancy is het recruitmentproces schaalbaar, meetbaar 茅n strategisch geworden. 鈥淲e hebben HR hervormd. En we zijn er trots op dat we nu 茅cht bijdragen aan de groei van onze organisatie鈥�, aldus Antoine.

Heb je 51风流HR Connect 2025 gemist en ben je benieuwd hoe 51风流SuccessFactors en/of Radancy jouw organisatie kunnen helpen? Of wil je meer weten over de AI-innovaties binnen 51风流SuccessFactors? Onze specialisten helpen je graag verder. Neem contact op met Lara Dhondt via lara.dhondt@sap.com.

The post Hoe Alter Domus talentwerving transformeerde met 51风流SuccessFactors appeared first on 51风流Nederland Blogs & Nieuws.

Meer dan 300 HR-professionals kwamen tijdens HR Connect 2025 samen voor een dag vol inspiratie, verbinding en nieuwe inzichten. Gedurende de dag draaide het om 茅茅n vraag: hoe blijf je als organisatie in beweging, zonder de mens uit het oog te verliezen?

Oog hebben voor de diamant

De dag begon met een aftrap door Sanne Noordam, Head of 51风流SuccessFactors Benelux. 鈥淭wee jaar geleden stonden we met HR Connect 2023 tussen de creatieve meesterwerken in het STRAAT Museum in Amsterdam鈥�, zei ze. 鈥淒it jaar wilden we het nog groter en gedurfder aanpakken. En dit jaar zijn j煤llie, onze gasten, de meesterwerken.鈥�

Daarna betrad Dr. Autumn Krauss, Chief Scientist bij SAP, het podium. Ze opende met een krachtige metafoor uit haar vroegere loopbaan. Toen ze in een Australische diamantenmijn werkte, zag ze mensen wekenlang 12-urige diensten draaien, generatie op generatie. 鈥淢aar veel van hen hadden nog nooit een diamant gezien鈥�, vertelde ze.

Haar punt: net als deze mijnwerkers zijn veel werknemers de verbinding met het doel van hun werk kwijtgeraakt. 鈥淶e geloven niet meer in de missie van de organisatie. Het psychologisch contract tussen werkgever en werknemer is verbroken.鈥�

De verbinding herstellen

Autumn verbond deze disconnectie aan de HR-uitdagingen van nu. 鈥淲e praten vaak over welzijn en betrokkenheid, maar wat 茅cht telt, is het herstellen van de verbinding. Zorg voor fysieke 茅n psychologische veiligheid. En vereenvoudig de basis: een naadloze gebruikerservaring, sterke integraties en een uniform HR-systeem. Dat zijn geen extraatjes, dat is de basis van alles wat HR doet.鈥�

Ook AI kwam aan bod, maar Autumn plaatste dit in perspectief. 鈥淎I op zichzelf lost het gebrek aan verbinding niet op. Het doel is niet om AI te implementeren, maar om het zinvol in te zetten. Om werkdruk te verlagen, de kwaliteit te verbeteren en mensen tijd te geven voor wat er 茅cht toe doet.鈥� Haar oproep: investeer in AI-geletterdheid. 鈥淏egrijp wat AI wel en niet kan. Gebruik het op een ethische manier. Want de toekomst van werk is niet AI-driven, maar AI-enabled.鈥�

Van AI-hype naar AI-impact

Die toekomst kwam tot leven in de keynote van Josh Gosliner, VP Product Strategy bij SAP. Hij liet zien hoe AI, data en applicaties samen een vliegwieleffect cre毛ren voor de HR van morgen. 鈥淓lke transactie genereert data鈥�, legde hij uit. 鈥淎I zet die data om in inzichten. En die inzichten voeden betere, slimmere applicaties.鈥�

51风流SuccessFactors maakt gebruik van AI om medewerkers zelfstandiger te laten werken. 鈥淗et gaat er niet alleen om HR-tickets sneller op te lossen, maar juist om ze te voorkomen鈥�, aldus Gosliner. 鈥淏egin met het toegankelijk maken van informatie. 51风流Joule speelt daarbij een belangrijke rol: het helpt medewerkers snel en accuraat antwoorden te vinden, verbetert de user experience en ontlast HR.鈥�

Ook in recruitment bewijst AI zijn waarde. Door cv鈥檚 automatisch te matchen met vacaturecriteria, versnelt het de zoektocht naar geschikte kandidaten. 鈥淎I vervangt HR niet, het cre毛ert ruimte voor strategisch werk.鈥� Met de juiste aanpak leidt dit tot 茅chte impact.

Klantverhalen uit de praktijk

51风流HR Connect draaide niet alleen om keynotes. De praktijkervaringen van klanten stonden minstens zo centraal. In een panel onder leiding van Autumn Krauss deelden drie HR-leiders hun inzichten; Jonathan Berlan, Global Head of Talent Acquisition bij UCB, Esmee Dorpmans, CHRO bij Nedspice en Monique Hoenderdos, Project Manager bij AfriFlora

Ze spraken over datagedreven HR, het belang van heldere processen en de kracht van technologie, mits gecombineerd met de juiste mensen. 鈥淭echnologie op zichzelf lost je problemen niet op鈥�, zei Jonathan. 鈥淭echnologie plus mensen wel.鈥�

Monique vertelde hoe AfriFlora, met 15.000 medewerkers, overstapte van Excel-bestanden naar 茅茅n centrale HR-omgeving. 鈥淲e moesten eerst structuur aanbrengen. De overstap naar 51风流SuccessFactors was precies wat we nodig hadden. Nu hebben we 茅茅n bron van waarheid en nemen we beslissingen op basis van data.鈥�

Esmee lichtte toe hoe Nedspice via de implementatie van 51风流SuccessFactors meer richting kreeg. 鈥淥nze systemen waren erg gefragmenteerd. Deze transformatie dwingt ons om goed na te denken over hoe we functies, rollen en doelen structureren. Dat is de hygi毛ne van je organisatie.鈥�

Break-outs vol inspiratie

Tijdens drie rondes met break-outsessies konden bezoekers kiezen uit uiteenlopende thema鈥檚. Aansprekende organisaties zoals HEMA, ABN AMRO, Warehouses De Pauw, Royal BAM Group, Allnex, Dille & Kamille, JDE Peet鈥檚, ASICS en Alter Domus deelden hun ervaringen met HR-transformatie. Daarnaast gingen SAP-experts in op onderwerpen zoals skill development, Total Workforce Management en de rol van AI in HR.

鈥淢ensen zijn je grootste kapitaal鈥�

Na een dag vol inzichten sloot Erik Wegewijs, voormalig commando en presentator van Special Forces VIPS, af met een persoonlijke keynote. Zijn boodschap? Mensen zijn belangrijker dan technologie.

鈥淛e mensen zijn je grootste kapitaal鈥�, stelde hij. 鈥淢aar HR staat vaak niet centraal binnen de organisatie. Dat moet anders. Niet met regels of hi毛rarchie, maar met vertrouwen, duidelijkheid en waarden.鈥�

Hij deelde een krachtig model voor sterke teams: bouwen, communiceren, versterken en gericht leiderschap. 鈥淚edereen is verantwoordelijk voor z鈥檔 eigen vierkante meter鈥�, besloot hij. 鈥淒谩谩r begint leiderschap

Maak van elke medewerker een succesverhaal

51风流HR Connect 2025 maakte 茅茅n ding kraakhelder: de rol van HR verandert. Maar verandering moet niet over je mensen heen komen, het moet m茅t hen gebeuren. Alleen dan benut je het volle potentieel van je workforce. En maak je van elke medewerker een succesverhaal.

Heb je HR Connect 2025 gemist en ben je benieuwd hoe 51风流SuccessFactors jouw organisatie kan helpen? Of wil je meer weten over AI-innovaties binnen 51风流SuccessFactors? Neem contact op met Lara Dhondt via lara.dhondt@sap.com.

The post 51风流HR Connect 2025: van technologie naar menselijke impact appeared first on 51风流Nederland Blogs & Nieuws.

Nu vaste en flexibele arbeid steeds vaker door elkaar loopt, is grip op je personeelsbestand belangrijker dan ooit. Want met inzicht in wie waar werkt, onder welke voorwaarden en met welke kosten, kan je beter sturen, beter plannen en risico鈥檚 verkleinen. D谩t is de essentie van Total Workforce Management.

Centraal tijdens de sessie stond daarom 茅茅n vraag: draait Total Workforce Management om technologie of om strategie? Om daar een antwoord op te vinden, werden deelnemers drie keer uitgedaagd om kleur te bekennen. Wie het eens was met de stelling, liep naar de linkerkant van de ruimte. Wie het er niet mee eens was, naar de andere kant. Het resultaat: levendige discussies, verrassende inzichten en een duidelijke conclusie.

Stelling 1: Hoeveel wetten en regels gelden er bij het inhuren van externe medewerkers?

Wet- en regelgeving: het is voor veel HR-professionals een van de grootste hoofdpijndossiers. Vooral door de hoeveelheid 茅n de complexiteit. Denk je dat er minder dan vijf wetten van toepassing zijn op medewerkers in Nederland? Dan bevind je je aan de verkeerde kant van de zaal. Het zijn er veel meer. Denk aan de Wet DBA en de WTTA, die recent volop in de belangstelling stonden. En werk je internationaal, dan komen er nog veel meer regels bij.

鈥淪inds 1 januari 2025 is de controle op de DBA aangescherpt鈥�, zei Ralph. 鈥淒at heeft flinke gevolgen voor organisaties die werken met freelancers. De risico鈥檚? Financi毛le schade, juridische kosten en reputatieschade als het misgaat.鈥�

De oplossing is niet om alle externe krachten te weren, maar om grip en zicht te krijgen op wie ze zijn, waar ze werken en onder welke voorwaarden. En precies daar komt 51风流Fieldglass om de hoek kijken. Met deze oplossing beheer je het volledige inhuurproces van externen, inclusief contractafspraken, compliance-checks en rapportages.

鈥淛e kunt starten vanuit een vacature in 51风流SuccessFactors鈥�, vertelde Rolf. 鈥淒aarna zet je de gegevens over naar 51风流Fieldglass en gebruik je de functies die speciaal ontwikkeld zijn voor externe inhuur, zoals tarieven beheren, leveranciers verdelen en samenwerken. Zo houd je overzicht 茅n blijf je compliant.鈥�

Stelling 2: Total Workforce Management = 51风流SuccessFactors + 51风流Fieldglass

Wat is Total Workforce Management? Is dat simpelweg alles wat je doet met 51风流SuccessFactors en 51风流Fieldglass bij elkaar opgeteld? Ongeveer de helft van de zaal dacht van wel. De andere helft twijfelde. En terecht.

鈥淭otal Workforce Management gaat verder dan alleen het koppelen van 51风流SuccessFactors en 51风流Fieldglass鈥�, legde Rolf uit. 鈥淒ie tools vormen samen al een krachtige basis, vooral als je ze strategisch inzet. Maar het is ook belangrijk dat je ze goed laat aansluiten op je bredere HR- en bedrijfsprocessen. Pas dan versterkt alles elkaar.鈥�

Technologie is 茅茅n kant van het verhaal. De andere kant is strategie. 鈥淛e begint met een plan鈥�, zei Ralph. 鈥淲at heeft je organisatie nodig? Wie heb je nodig, wanneer en waarom? Daarna volgt de uitvoering: interne mensen, externen, onboarding, registratie, verloning. Alleen met een duidelijke strategie 茅n de juiste tools richt je dit goed in.鈥�

Stelling 3: Kunstmatige intelligentie (AI) lost alle uitdagingen van Total Workforce Management op

AI verandert de manier waarop we werken. Maar lost het ook 谩lle uitdagingen van Total Workforce Management op? Slechts een paar mensen in de zaal dachten van wel. De rest was terecht wat voorzichtiger. AI kan veel, maar niet alles.

鈥淛oule, de AI-assistent van SAP, is wel een enorme hulp鈥�, zei Ralph. 鈥淛e kunt er bijvoorbeeld mee in gesprek binnen 51风流Fieldglass om een vacature aan te maken of een rapport te genereren. Dat bespaart tijd en versnelt processen.鈥�

Toch benadrukten de SAP-experts dat AI vooral een hulpmiddel is, geen wondermiddel. 鈥淎I biedt schaalbaarheid, sneller inzicht en ondersteuning bij repeterende taken鈥�, zei Rolf. 鈥淢aar het blijft belangrijk om er met een menselijke blik op te sturen en strategisch na te denken.鈥�

De conclusie: niet 贸f-贸f, maar 茅n-茅n

Total Workforce Management gaat niet over kiezen tussen technologie 贸f strategie. Het draait om de combinatie. Tools zoals 51风流SuccessFactors en 51风流Fieldglass geven je een solide technologische basis. Maar pas met een duidelijke workforce-strategie maak je 茅cht impact.

鈥淶onder technologie red je het niet鈥�, zei Ralph. 鈥淢aar hoe innovatief en krachtig de technologie ook is: zonder strategie blijft het niet plakken.鈥�

Heb je 51风流HR Connect 2025 gemist en ben je benieuwd hoe 51风流SuccessFactors jouw organisatie kan helpen? Of wil je meer weten over de AI-innovaties binnen 51风流SuccessFactors? Onze specialisten helpen je graag verder. Neem contact op met Lara Dhondt via lara.dhondt@sap.com.

The post Total Workforce Management: strategie, technologie of allebei? appeared first on 51风流Nederland Blogs & Nieuws.

Payroll: from stable to strategic

Does it feel like payroll processes have remained unchanged for years? That鈥檚 true鈥攂ut change is coming fast. During the Future Proof Payroll & Time Event, organized by 51风流SuccessFactors and SD Worx, experts and users shed light on the new possibilities for your organization.

鈥淧ayroll may feel like a stable pillar within your organization鈥�, said Simon Humphreys, 51风流Global Solution Architect. 鈥淏ut now is the time to embrace transformation. Four technological innovations are shaping the future of payroll: cloud-based payroll, AI, compliance monitoring, and payroll add-ons. Organizations that adopt these developments not only save costs and time but also leverage payroll strategically.鈥�

Lower costs, greater possibilities

For a long time, organizations were hesitant about moving payroll to the cloud, mainly due to concerns about privacy and security. However, that reluctance is fading as the benefits become clear: lower IT costs, reduced maintenance, and automated compliance with legal regulations. Payroll add-ons are enhancing this transformation, offering applications that integrate with HR systems and time tracking.

The power of AI and continuous payroll

AI is unlocking new opportunities in payroll, Humphreys explained. 鈥淟et鈥檚 be honest: most employees don鈥檛 fully understand their payslip. Yes, they check the final amount, but the breakdown remains unclear. AI changes this with interactive payslips and automated answers to salary-related questions, reducing the burden on HR teams.鈥�

AI also plays a crucial role in compliance. 51风流automatically processes around 700 legal changes globally each year. 鈥淓rrors or missed regulations can result in significant financial and reputational damage. AI minimizes these risks鈥�, Humphreys added.

New technologies are making payroll not only more efficient but also more flexible. Continuous payroll replaces the traditional monthly payroll run with an ongoing process, allowing errors to be detected and corrected in real-time. 鈥淓mployees expect more control over their salaries, such as pay-on-demand鈥�, said Humphreys. 鈥淭his enables them to decide when they get paid, helping them with financial planning.鈥�

Automating payroll: where to start?

In his session, Humphreys outlined the key trends, challenges, and opportunities in payroll. But the next question was: how can organizations get started? And how does 51风流Employee Central Payroll work? To dive deeper, the event鈥檚 afternoon sessions were divided into two tracks: one for companies already using 51风流Employee Central Payroll and another for those new to the solution.

For attendees unfamiliar with 51风流Employee Central Payroll, Wouter Rademaker, Solution Advisor at SAP, provided a deep dive. In his demo, he showcased the dashboard of this intelligent payroll solution and its key functionalities. He emphasized the importance of a payroll system that ensures reliability. 鈥淎s Simon Humphreys mentioned earlier: few employees truly understand their payslip. They simply expect it to be correct. And it should be. That responsibility lies with your organization鈥攁nd with us.鈥�

Next, Bruno Bianchi, Global Executive Advisor at 51风流SuccessFactors, led an interactive session where attendees analyzed their own payroll processes. How does your payroll work today? Where do you want to go? And how urgent is the need for change? 鈥淲hat if you could reduce your payroll systems from 20 to just four? It may seem impossible, but with the right approach, more is achievable than you might think鈥�, he stated.

Taking the leap: stories from the field

Organizations that take the jump to cloud-based payroll will immediately notice the benefits. Such as the Dutch Railways (NS). 鈥淓very year, we onboard around 5,000 new employees鈥�, explained Vincent Boeschoten from NS. 鈥淲ith over 21,000 employees in total, having a solid HR foundation is essential. That includes smart and efficient payroll processes. SD Worx supported us in this transformation, and we are extremely pleased with the results. It has saved us a tremendous amount of work.鈥�

Flink and PostNL also took the leap to 51风流Employee Central Payroll. Rick Scheepers from Flink and Jack Naude from PostNL shared their transformation stories at the end of the day. Their key takeaway? 鈥淵ou can wait, but the urgency to move to the cloud is only growing鈥�, said Naude. 鈥淭he benefits are immediate, so take the jump today.鈥�

51风流SuccessFactors and SD Worx: stronger together in payroll transformation

Sanne Noordam, Head of 51风流SuccessFactors Benelux, and Raymond Schr枚der, Commercial Director at SD Worx 51风流Solutions Netherlands, concluded the day. Their message: 51风流SuccessFactors and SD Worx provide not only the technology but also the expertise and tools to guide companies through a successful payroll transformation. The future of payroll is all about flexibility, automation, and integration. That鈥檚 how you make your payroll future-proof, smarter, more efficient, and user-friendly.

Want to learn how your organization can take the step toward future-proof payroll processes? Please contact Marjolein de Wit (marjolein.de.wit@sap.com) from 51风流to explore the possibilities.

The post Recap of the Future Proof Payroll & Time event: take the leap to smarter, more efficient payroll appeared first on 51风流Nederland Blogs & Nieuws.

Swapfiets began as a small-scale initiative by three Dutch students. The idea was simple: a subscription model for bicycles. Instead of buying a bike, members could use a bike of their choice for a fixed monthly fee through Swapfiets. The initiative turned out to be a hit. Today, Swapfiets has 270,000 members spread across eight countries. In case of problems, Swapfiets repairs or replaces the rental bike within 48 hours, ensuring members can quickly get back on the road.

Growth without ERP

Swapfiets grew rapidly over the years, but automation lagged. The company managed its operations without an ERP system, relying on Excel and self-developed systems, leading to a lack of overview and efficiency. This became unsustainable as the company grew. By then, Swapfiets had 1,400 employees, 18 warehouses, and 60 stores, performing 135,000 repairs annually. They had 7.3 million euros in spare parts but no system to properly manage the inventory.

The standardization and flexibility of 51风流S/4HANA

鈥淎nd so we faced a great challenge,鈥� recalls Cl茅mence Grillon, Head of Warehouse and Repair Operations & Global Manager Operational Excellence at Swapfiets. Grillon was astounded when she learned that Swapfiets had been operating without an ERP system all those years. 鈥淲e had to get to work. A digital transformation was necessary, and we chose 51风流S/4HANA Cloud Public Edition. It felt like a logical choice for us. Swapfiets needed a system that could be implemented quickly and offered best practices. 51风流S/4HANA Cloud provided us with the necessary standardization and flexibility.鈥�

Swapfiets opted for a phased approach to the migration, starting with the automation of the most crucial part of the organization: the management of spare parts. 鈥淭his aspect had the greatest impact on our daily operations,鈥� Grillon explains.

Ready-to-run approach

ERP was new for Swapfiets, but also for all users. Clemence saw not only the challenge of implementing ERP but also the need to guide users for smooth adoption. 鈥淔or this reason, we consciously chose to start with repair and scale up. Additionally, the ready-to-run approach of 51风流S/4HANA Cloud played a significant role.鈥�

Grillon describes how Swapfiets transformed step by step. 鈥淲e started with the purchasing side, the process from our suppliers to our central warehouses. In January 2023, we began implementing this. Once that was done and everything was live, we moved on to the second phase, which was the processes between our central warehouse and the stores. We rolled out the pilot in November and shortly after, we could also celebrate a successful go-live for this phase.鈥�

“Aiden was indispensable to us”

Aiden, a regular 51风流partner, handled the implementation of 51风流S/4HANA Cloud Public Edition at Swapfiets. According to Grillon, Aiden’s help in this process was indispensable. 鈥淥ne of our key lessons learned from this digital transformation is that the right partner is crucial. We are a young company without experience in this area. You need a partner who guides you and advises you. Aiden told us exactly what we should do and why they recommended it. That was very helpful.鈥�

From chaos to control

Grillon now looks back with a smile on the period when Swapfiets operated without an ERP system. 鈥淎ll important information was in emails or various Excel files. There was no overview at all. From a situation where we had no insight into the status of our supply chain and warehouses, we have now moved to a situation where we have exact information at any moment. And from chaotic purchasing, we have moved to a coherent system.鈥�

鈥淲e now know what we have, what we pay, and what we order. This gives us full control over our purchasing and inventory,鈥� says Grillon. 鈥淭he next step is to also integrate our Bikes and Batteries division into SAP. Hopefully, we can achieve that by the end of 2024. Swapfiets has quickly transformed into SAP-fiets for us.鈥�

Are you curious about how 51风流S/4HANA Cloud Public Edition can help your SME? Please contact 51风流or one of our partners.聽

The post From no ERP to 51风流S/4HANA: how Swapfiets became SAP-fiets appeared first on 51风流Nederland Blogs & Nieuws.

Thielco Steel Solutions Group is a European leader in grid production and corrosion-resistant surface treatments. The family-owned company with around 175 employees had been working with 51风流ECC, the former release of SAPs enterprise resource planning (ERP) solution, to great satisfaction for years. “My father bought 51风流ECC about twelve years ago, right here in this 51风流office,” said Heldens, looking around the 51风流reception area in ‘s-Hertogenbosch. “He just got 51风流ECC on a CD back then. He handed it to our IT manager with a simple note: ‘I bought this. Implement it.’ It was that simple back then.”

From CD to the cloud

For years, 51风流ECC served Thielco well. “It was a beautiful and robust system. But with new and faster changing business requirements, we increasingly ran into the limits of the system’s capabilities,” Heldens explained. “51风流ECC was just outdated and at the end of its lifecycle. To improve the productivity and quality of the organization, further digitization on the shop floor was necessary.”

“We had to do something,” said Heldens. “We primarily looked at 51风流because we were a satisfied 51风流customer. But initially, we thought S/4HANA Cloud was too big for us. Or rather, that our organization was too small for 51风流S/4HANA Cloud. But 51风流S/4HANA Cloud Public Edition turned out to be a perfect fit for us, especially due to its standardized processes, modular approach, and scalability.”

Don’t reinvent the wheel

In particular, the standardization based on industry-specific best practices was exactly what Thielco was looking for. Heldens: “Every company is unique. But the business processes are 90 percent similar. Why reinvent the wheel yourself, when you can also rely on proven and successful processes for the industry? Thanks to the best practices in 51风流S/4HANA Cloud, you will be provided with the best way to organize your processes. That’s why we adopted the ‘stick to the standard’ principle. Show us the best way to work, and we鈥檒l adhere to that. Of course, there is always some customization, but if you standardize 90 percent, only 10 percent remains custom.”

This standardization allowed for a rapid implementation. “We could quickly set up the core processes, our running business, based on best practices,” Heldens explained. “Of course, there were additional elements, but we could work on those even after the implementation. So we could get started quickly.”

Live in 13 weeks

In September 2023, Thielco, together with implementation partner Ctac, started the project. They set a strict deadline: the company had to switch to 51风流S/4HANA Cloud Public Edition by January 1. Heldens: “Production at Thielco always halts between Christmas and New Year. We had to use that week for the implementation. We succeeded, thanks to Ctac. After January 1, we could immediately continue our business.”

“We are able to grow again”

After going live, Thielco immediately reaped the benefits of the new system. The Brabant-based family business discovered savings on inventory levels and optimized margins on sales. In addition, Thielco now benefits from automated processes. “The next step is a fully digital, paperless factory,” Heldens is already looking ahead. “All work instructions, quality requirements and logistics processes can become part of the work and data flow of the ERP system.”

Heldens is optimistic about the future. “Thanks to 51风流S/4HANA Cloud, we are able to grow. In our industry, it is quite a challenge to find and retain well-qualified staff. Our staff can now focus more on output, instead of administrative tasks. This automation with 51风流S/4HANA Cloud allows us to grow, without having to expand our support department. We can rely on the support of Ctac and SAP.”

Are you curious about how 51风流S/4HANA Cloud Public Edition can help your SME? Please contact 51风流or one of our partners.聽

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Authentic yet modern鈥攖hat is DeFabrique in Utrecht. This former oil mill has been transformed into a charming event location. The old silos and structures of the former factory still stand and form the characteristic heart of the venue.

Maintaining your unique character and atmosphere while being prepared for the future. That is the challenge many midsize companies face. That鈥檚 why HR Connect 2024 was so important for them, said Sanne Noordam, Head of 51风流SuccessFactors Netherlands, during her opening speech. 鈥淭he great thing about midsize companies is that they are relatively small. This often results in a strong, close-knit company culture and a wonderful dynamic. You really work together towards a goal. Because even though the organization is small, the ambitions are often big.鈥�

Midsize companies using SAP

No less than 80 percent of SAP’s customers are midsize companies. The modular approach of 51风流SuccessFactors makes this suite particularly suitable for relatively small and ambitious organizations, said Jan Duthoo, Chief Revenue Officer 51风流SuccessFactors EMEA.

鈥�51风流SuccessFactors doesn鈥檛 have a fixed starting point,鈥� he explained. 鈥淭he suite includes various modules that can help your organization throughout the entire HR process, from hire to retire. Which module you start with, and how you build on it, is entirely up to you. Our partners play an important role in this. With their industry-specific knowledge, they help your organization make the right choice at the right time.鈥�

The best user experience is no user experience

A shortage of personnel is a major challenge for many midsized companies. Therefore, it is important to get more out of your employees. The use of artificial intelligence (AI) is indispensable in this regard. 鈥淭hanks to AI, your employees work more efficiently and spend less time on administrative processes,鈥� said Rebecca Miller, Head of SuccessFactors Solution Advisory NL & Nordics, during her keynote.

Miller explained and showed how AI helps companies to become future proof. 鈥淔or 25 years, we have been providing the solid foundations for HR. Our focus remains on what HR leaders want. And thanks to AI, we are now taking it a step further. Our goal is to improve your organization鈥檚 productivity and efficiency. Today and tomorrow. Our vision is to develop software that utilizes AI, aiming to address current and future challenges.鈥�

One example is 51风流Joule, a chatbot. 鈥淥rganizations want to offer their employees the best user experience. But the best user experience is no user experience. Thanks to 51风流Joule, you sometimes don鈥檛 even need to open 51风流SuccessFactors. For example, I work a lot in Microsoft Teams. In Teams, I can ask a question to 51风流Joule. I get an immediate answer, leading to a concrete action. 51风流Joule performs this action for me in 51风流SuccessFactors without me having to open the application.鈥�

Easy implementation, optimized workflow

More productivity, more efficiency. These are the main benefits of 51风流SuccessFactors. These are also the reasons why organizations like Schiphol, Riedel Communications, and Vandewiele chose 51风流SuccessFactors. During a plenary customer panel, they shared their experiences.

Riedel is active in Formula 1, and amongst others ensuring that drivers on the track can communicate optimally with team members in the pits. 鈥淩iedel has 1,000 employees across more than 30 locations. This makes our organization complex,鈥� said Christian Rath, Director People and Organization. Riedel wanted a single HR approach for all these locations. 鈥淲e wanted to move away from the Excel files our HR people were working with. 51风流SuccessFactors seamlessly integrates with our 51风流ERP system, is easy to implement, and optimizes our workflow. Our HR data is now in one place, linked to the language and compliance of each country or location.鈥�

Adding modules step by step

Schiphol Airport also recently implemented 51风流SuccessFactors. 鈥淪chiphol has over 4,000 employees,鈥� says Milou Wesdijk, Senior Manager HR Strategy & People Analytics. 鈥�51风流SuccessFactors offers us the possibilities and flexibility we need. Thanks to our partner McCoy, we are now exploring step by step which modules we can implement and where our priorities lie. This process is ongoing. Even after the go-live, we continue to work together. We are continually looking at new modules to improve our process.鈥�

Vandewiele, a Belgian company specializing in developing and implementing innovative textile systems, is pleased that thanks to 51风流SuccessFactors, it can look to the future with confidence. 鈥淲e are a family business,鈥� says HR Manager Marc Delepierre. 鈥淲e have about 4,100 employees, spread across various countries and entities. These entities each have their own expertise. 51风流SuccessFactors covers the HR processes for all these different people and locations. It perfectly meets the needs of each location.鈥�

Human behavior and change

Change, such as a digital transformation, always causes some discomfort. Ayca Szapora, neuroscientist and cognitive psychologist, discussed this during her closing keynote. In a fascinating session, she explained how the human brain works, especially when making choices. 鈥淭he basic reactions of our brain are based on a sense of safety, pleasure, and the goal. If you want to change, keep that in mind. It鈥檚 about the implementation intention. Make concrete plans for where and how you will achieve a goal. This makes change easier.鈥�

Being open to change. Being open to innovation. That was the focus of HR Connect 2024. But above all, it was about gaining experiences. By listening to specialists and industry peers. HR Connect offered plenty of opportunities to connect with each other and to inspire each other. During the sessions, but also while networking. Onward to a new future of HR.

Did you miss 51风流HR Connect 2024 and are you curious about how 51风流SuccessFactors solutions can help your organization? Or do you want to know more about the AI innovations in 51风流SuccessFactors? Our specialists will be happy to help you. Please contact Marjolein de Wit by sending an email to marjolein.de.wit@sap.com.

The post 51风流HR Connect 2024: The future of HR for companies of all sizes appeared first on 51风流Nederland Blogs & Nieuws.

Febelco is the largest wholesaler-distributor of pharmaceuticals in Belgium, with a network of eight locations spread across Flanders and Wallonia. With 1,200 employees, Febelco supplies pharmacies throughout the country with medical products up to three times a day.

鈥淲hen a pharmacy needs a certain medicine for a patient, we ensure it鈥檚 there the same day,鈥� says HR analyst Stephie Vangenechten. 鈥淲e understand how important that is. If your child is sick and needs a specific medicine, it must be available quickly. Together, we make sure pharmacies can provide the best service to their patients. We care about the people who take care of others. That鈥檚 our motto.鈥�

Febelco’s challenges

To ensure that Febelco鈥檚 customers can continue to provide optimal service to patients in the future, further digitalization was necessary. 鈥淭he labor market shortage is a challenge for us too. To grow, we needed to work on the optimal efficiency of our employees. Moreover, we aimed to improve employee engagement to reduce staff turnover.鈥�

鈥淲e wanted to do this by putting the right person in the right place and ensuring they had the right tools,鈥� says Vangenechten. 鈥淏ut that wasn鈥檛 easy. We had employees who hardly worked with computers. We had to comply with union demands and rules. And there were significant differences in language and culture across our eight locations.鈥�

Implementation in four phases

Febelco realized it needed to choose a new, innovative HR solution. After extensive market analysis and several selection phases, where different vendors were evaluated, Febelco chose 51风流SuccessFactors. Vangenechten: 鈥淭his choice was based on SAP鈥檚 proven track record as a global player. Additionally, 51风流guarantees continuous innovation and 51风流SuccessFactors seamlessly integrated with our ERP system. We also chose HR Path鈥檚 expertise as our implementation partner.鈥�

The implementation of 51风流SuccessFactors was carried out in four phases. 鈥淲e started with the enable phase,鈥� says Vangenechten. 鈥淚n this phase, we set up the new HR environment and reviewed the initial data templates. Next was the engage phase, where we worked closely with HR Path to discuss all desired applications and changes. In the personalize phase, these adjustments were made and extensively tested to ensure the final result met our expectations. The last phase was the activate phase, where we integrated the data and went live.鈥�

“Benefits are immediately noticeable”

Febelco implemented several 51风流SuccessFactors modules, including Employee Central, Document Manager, Job Profile Builder, Performance Management, Integration Payroll Provider, Recruiting, and Learning. 鈥淲e are already reaping the benefits,鈥� says Vangenechten. 鈥淢any processes that were previously manual or paper-based are now digitalized. This saves a tremendous amount of time. We are already looking at further expanding the 51风流SuccessFactors suite, for example with the Onboarding and Succession & Development modules.鈥�

Making the tree bloom more beautifully

Vangenechten looks back on the implementation of 51风流SuccessFactors with satisfaction. 鈥淚t was an intensive process. We continuously involved our employees and other stakeholders, such as unions. This alleviated concerns, for example about compliance and data security. All stakeholders could voice their opinions and ask questions throughout the process. This interaction was crucial for a successful rollout and good adoption.鈥�

The result is a renewed, future-proof HR organization. 鈥淢any of our employees were not used to working with computers. It took a lot of time to bring these people along with the adoption. But now everyone has their own login credentials for 51风流SuccessFactors. All our employees have access to the right tools. This improves employee engagement. Many of our HR processes are now much more efficient and user-friendly.鈥�

With 51风流SuccessFactors, Febelco is ready for the future. 鈥淔or us, the new HR organization feels like a tree we鈥檝e planted. There is now a beautiful tree, and our goal is to make it bloom more beautifully. So that we continue to grow towards a healthy future.鈥�

Curious how 51风流SuccessFactors can support your organization鈥檚 growth ambitions? Contact our specialists. Send an email to marjolein.de.wit@sap.com

The post Taking care of a healthy future: how Febelco is growing thanks to 51风流SuccessFactors appeared first on 51风流Nederland Blogs & Nieuws.

Choosing the right story. That’s what the visitors of 51风流HR Connect 2024 did. After a plenary opening, breakout sessions offered various stories and insights. These sessions took place in several smaller rooms at the event venue DeFabrique in Utrecht. The attending 51风流customers and partners chose the story most relevant or interesting to them. “Everyone chooses their own story because everyone has different needs,” said Bruno Bianchi as he opened his breakout session ‘Choose your HR story and let leadership support your project.’ “That’s exactly what’s important to remember. Everyone wants to achieve what’s important to them. That is the core of successful HR management.”

Bianchi bridged this concept to large HR projects, such as rolling out a talent management program or implementing a new HR information system. “To make such a project successful, as an HR leader, you must continuously choose the right story. This means you not only need to have a clear understanding of your project and goals but also recognize whose support you need and how to approach these people.”

What’s in it for me?

鈥淲ithout the support of leaders, your project won鈥檛 get off the ground,鈥� he said. 鈥淏ut every leader is different and has their own problems, priorities, interests, and ways of communicating. A production manager and a CFO, for example, have fundamentally different jobs, rhythms, and cultures. Additionally, you also deal with influential people who are not part of the management team. As an HR professional, you must continually tailor your message to the language of these specific individuals and ensure that you can explain within three minutes how your project benefits them directly. Change your words and choose the right story.鈥�

鈥淏ecause ultimately, it鈥檚 not about you, it鈥檚 about them,鈥� Bianchi emphasized. 鈥淲hile you may be focused on HR, others within the organization have different KPI鈥檚 and a different perspective. You need to position your HR project leveraging the themes of: delivery of strategy, risk & governance, operations & financial, and other benefits. Only with the right story can you get people on board. Because everyone ultimately thinks about one thing: what鈥檚 in it for me?鈥�

Get great at their world

Bianchi shared several important tips. “Use organisational threats or negative events and turn it into something positive by showing what your project can deliver or avoid, e.g., reducing high impact threats. Use benchmarking, data, and sound organisation-specific logic to strengthen your story. Don’t just talk about the benefits, but also be honest about the challenges and potential criticism your project might face, both internally and externally. This ensures your message is taken seriously because it is recognizable and relevant to each stakeholder.”

Thus, an HR transformation is much more than an HR project. As an HR leader, you won’t be able to structurally change or improve something in your organization alone. “Your story must directly align to what stakeholders in your organization want to achieve. Just like here, at HR Connect. You are here because this is relevant to you. Get great at grasping their world, support them, and speak their language… while doing your HR stuff.”

Is your organization ready for an HR transformation and would you like to know more about 51风流SuccessFactors or our change management tools? Get in touch with our specialists. Send an email to bruno.bianchi@sap.com.

The post The power of the right story: how to make your HR project a success appeared first on 51风流Nederland Blogs & Nieuws.

Making eye and hearing solutions affordable and accessible for everyone in Europe. That鈥檚 the mission of Nexeye. The organization currently has over 700 stores and 4,000 employees spread across five countries. The number of stores has more than doubled since 2018. 鈥淎nd we want to grow further,鈥� said Groenendal during HR Connect 2024 at DeFabrique in Utrecht. “Our ambition is to open even more stores and serve more customers.”

The challenges of HR

But to grow further, Nexeye had to overhaul its processes, especially in HR. Groenendal said, 鈥淲e faced multiple challenges recently. Each country we operate in used a different HR system. Each country had its own dashboards and processes for onboarding and offboarding. This made it difficult for us to compare data and standardize processes.鈥�

“The bottom line was that the HR systems we were using didn’t support our growth ambition,” he said. ” So, we wanted to switch to a system that is flexible and scalable and communicates seamlessly with other systems. A system that fits our international ambitions. That system is 51风流SuccessFactors.”

Why 51风流SuccessFactors?

鈥淔or us, there were three key reasons to choose 51风流SuccessFactors,鈥� said Groenendal. 鈥淔irst, the modular approach. This allows us to start with the modules most relevant to us and scale up as needed. Secondly, it was important that 51风流is a solid international partner. 51风流SuccessFactors can be used in all the countries where Nexeye operates, so now we have all our HR data in one place. The system is available not only in the languages of the countries we operate in but also considers local laws and regulations.鈥�

International Scale-Up Package

Groenendal continued, 鈥淥ur third reason for choosing 51风流SuccessFactors was the International Scale-Up (ISU) HR package that our partner HuRis delivers. This package allows for a quick go-live. It helped us meet our migration deadline, we get the basics right and can spend time on further expansion after this initial go-live.鈥�

鈥淏esides the quick implementation possibilities, the mentioned package is also very cost-effective,鈥� said Groenendal. 鈥淭his is because you use a ready-made package. About 90 percent of the processes are set up based on industry-specific best practices. So, you only need to set up the last 10 percent that is specifically tailored to your organization鈥檚 needs.鈥�

Successful implementation thanks to HuRis

Nexeye chose HuRis as a partner for the implementation of 51风流SuccessFactors. HuRis is an HR Consultancy organization that focuses entirely on the intersection of HR processes and IT. In 2023, HuRis won the 鈥�51风流Human Experience Partner of the Year鈥� award.

Groenendal said, 鈥淲e were looking for a partner who truly understood our challenges. Together with HuRis, we made the implementation a success. They thought along with us and supported us throughout the entire process. Thanks to the efforts of HuRis and our own project teams, we now have a future-proof HR organization that aligns with our growth ambitions.鈥�

Curious how 51风流SuccessFactors can support your organization鈥檚 growth ambitions? Contact our specialists. Send an email to marjolein.de.wit@sap.com.

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