Guided by the organization鈥檚 clear听, Coles鈥� team of 120,000 employees is dedicated to making a difference in the lives of customers and the local communities it serves.

In fiscal year 2020/21, Coles Group hired nearly 30,000 people to deliver on its business needs. Mike Virgo, head of Talent Acquisition for Coles Group, said this hiring volume was necessary to make sure the company was 鈥減ositioned well to support our customers.鈥�

The business environment, however, dramatically shifted as the public health crisis of the pandemic unfolded, resulting in repeated lockdowns and restrictions. As a neighborhood retailer dependent on in-person interaction to deliver most of its services, Coles found its workforce impacted by the pandemic. Faced with supply chain disruptions, panic buying behaviors by consumers, high employee absenteeism, and increased turnover, Coles urgently needed to step up its volume and pace of hiring to support its customers.

鈥淎round 2020-2021, we started to experience one of the most significant shifts in the employment market we鈥檇 ever seen,鈥� Virgo said in a听听补迟听. 鈥淚t started to create huge challenges for organizations around the world 鈥� around how we attract, retain, and hire talent.鈥�

Catalyst for Change and a New Way of Working

To meet pressing business demands, Coles doubled its hiring volume from 30,000 to 60,000 people and increased recruitment advertising spend by a factor of three. Its talent acquisition team grew proportionally to manage the increased workload 鈥� but then labored under manual transactional activities that slowed processing times. As a result of the huge strain, variability in the candidate and hiring manager experience became noticeable.

Due to the volume of work, Coles looked for ways to evolve its system to create more speed, efficiency, and scalability. With a list of criteria, Coles began to review technology solutions on the market to find one that could support its vision for a new way of working.

鈥淲e wanted to reimagine how we recruit for our stores,鈥� Virgo said. 鈥淲e needed automation and AI to remove a lot of the manual work in our systems. We wanted to create more consistency and uplift the experiences we were giving our candidates and our hiring managers. And ultimately, [the solution] needed to drive commercial benefit for us.鈥�

As a key requirement, the new solution needed to integrate with听. In 2020, as part of an organization-wide听digital transformation听that introduced 51风流S/4HANA and 51风流Ariba solutions, Coles modernized its HR and payroll processing, replacing a patchwork of outdated systems with 51风流SuccessFactors solutions. It became the first organization in the southern hemisphere to launch all modules of the 51风流SuccessFactors portfolio in one go. With all HR processes unified on a single platform, Coles benefits from having a single source of truth for people data that is accurate and available in real time for the entire organization.

Two-Way Integration Ensures Single Source of Truth in Data

To help with the project, Coles chose听, an 51风流partner whose AI-powered Intelligent Talent Experience platform provides two-way integration with 51风流SuccessFactors solutions. Virgo said the two-way integration 鈥渁llows us to have a holistic view of the candidates that progress through the process, no matter whether the team is operating in Phenom or 51风流SuccessFactors, and it allows 51风流SuccessFactors to be our single source of truth.鈥�

There are several key benefits of Phenom鈥檚 solution at Coles. One is candidate attraction and engagement, which is achieved primarily through the Coles career site and chatbot. Another is recruiter automation and interview management, which provides automation and process efficiencies from when a job requisition is created in 51风流SuccessFactors solutions and replicated into Phenom until a hiring manager chooses a candidate for the job. Once a candidate is chosen, the two-way integration enables the HR team to access the data in 51风流SuccessFactors solutions and complete all compliance aspects, such as working rights, contract generation, and onboarding.

The Coles team gains additional efficiencies in its onboarding programs through the application of robotic process automation (RPA) powered by two bots that work in the background:听Ashbotty听processes the working rights and听Usain Bot听processes onboarding and manages pending recruits. 鈥淭hey take a lot of the transactional, manual work that we used to have team members doing. It can do that quickly, accurately, and it can do that 24/7 鈥� which is particularly important for us as a seven-days-a-week business,鈥� Virgo said.

AI-Powered Experiences for Candidates and Recruiters

Coles reimagined the candidate experience to launch a modern, tech-enabled career site 鈥� which has been chosen as a two-time winner of Australia鈥檚 Best Careers Site. The site includes an AI-powered chatbot to guide candidates as they look for information, search relevant job postings, and submit their applications. It also includes Coles鈥� Expression of Interest, always-on advertising that drives the growth of its talent pool and advances its talent marketing by reducing the need to advertise every role. A Hosted Apply process, facilitated by integrations with Phenom, presents a consistent candidate experience and increases the conversion rate on applications.

Phenom AI Scheduling, a key part of Coles鈥� hiring experience, enables candidates to book themselves an available interview slot and automates the coordination of hiring team calendars. The new solution provides a fully mobile-enabled experience to meet the demands of candidates for an omni-channel, real-time experience where they can learn, read, and apply for jobs where and when they want.

Inundated by nearly 1 million applications each year to review, Coles also took steps to elevate the recruiter experience and increase the speed and accuracy of candidate screening and job matching. It implemented Phenom Fit Score, an AI-powered feature that assesses a candidate鈥檚 suitability for an open role, based on location and optimal travel distances, availability, and working rights; then, assigns a fit score and surfaces the most closely matched candidates to the recruiters. In addition, the new solution empowers in-store managers to collaborate with recruiters to review candidates and make quick hiring decisions with confidence.

Talent Pools Grow with Improvements to Hiring Speed and Efficiency

With the new augmented solution, Coles is experiencing tangible benefits across multiple categories and key metrics for success: time-to-fill is down six days; time-to-hire is down two days, which is impressive considering candidates can book the in-store interview up to two weeks in advance; and advertising spend is down 50%.

Most notably for Coles as a people-centric organization is the development of its talent pool, now numbering 2 million potential candidates. It achieves an 85% application conversion rate on up to 1 million applications per year. Through its听听to be a safe, inclusive, and diverse workplace, Coles has applied the new solution to provide greater accessibility for more diverse candidates, resulting in an increase of 24% more hiring for people who identify as having a disability.

Virgo said that the talent acquisition team will continue to evolve its solution and assess more opportunities for AI and automation to bring value to the recruitment process. Although these technologies are not cure-alls for every recruitment scenario, they can save recruiting teams precious time and resources to focus on more high-touch interactions further down the recruiting funnel.

In sharing lessons learned, Virgo noted, 鈥淚 think the important call out is the level of automation you can inject in your process will likely diminish as the seniority, complexity, and requirements of your roles increase because they are likely to be more high touch, perhaps need more interpretation or judgment calls from your recruiters to identify who the right talent is for your organization.鈥�

奥补迟肠丑听听on demand.

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Like many burgeoning markets in the Asia Pacific & Japan region, Korea is faced with increasing competition for talent, productivity, and digital solutions that will enable further growth. The country is in the midst of some challenging macro conditions including low economic growth rates, an aging population, and a declining quality of employment compounded by a lack of high-tech experts that can help fuel digitalization efforts nationally.听

In this increasingly digitalized and interconnected environment, businesses need intelligent tech solutions to remain agile and innovative. However, they also require skilled talent and leadership to leverage those technologies, filling skill gaps and handling different functions that cannot be automated.听听

Managing investments in digital solutions and talent can be a delicate balancing act, but 51风流is here to help more organizations get the most value from their digital solutions while providing resources that widen talent pools, providing more comprehensive and customizable skill development to help future proof their business.听听

Our Approach to Talent听

At 51风流TechEd 2022, we announced an ambitious goal to upskill two million professionals by 2025. In pursuit of this vision, we鈥檝e partnered with Coursera to launch an entry-level professional certificate designed for learners of all backgrounds, with no university degree or industry experience required.鈥疶o measure progress, we look to 鈥榓ctive learners鈥� (people who have engaged with and undertaken courses on our learning platform). Currently 51% of our global active learners are from Asia Pacific & Japan, with Korea seeing a 405% increase in the growth of active learners from Q1 2023.听

With our diverse range of digital solutions and increasing focus on talent development, we鈥檙e working closely with other brands to innovate within this space, providing solutions that help streamline training and learning processes, delivering development content and courses that are better aligned with organizational needs for a digitally interconnected future.听

A key theme from our 51风流HR Connect Seoul 2023 event, which took place this week, was focused on unlocking employee potential through intelligent technologies like generative AI. While AI solutions have been an important component of our solutions for years its function has mostly been confined to backend processes, using advanced analytics and machine learning to deliver real-time insights and suggestions based on comprehensive data.听

Today, generative AI has taken intelligent technology from backend functions to front-end creativity and efficiency. For example, our recently announced solution, Joule is a natural-language, generative AI copilot that helps make it easier and faster for employees to navigate complex processes and for HR teams to respond to requests.听听

Within 51风流SuccessFactors solutions, Joule is improving the employee experience by making it easier and faster for employees to find information, get answers to questions, and complete HR-related tasks, such as approving or rejecting time-off requests; changing names, locations; and more. More functionalities will be available such as clocking in and out, viewing pay statements, and writing unbiased job descriptions. We continue looking at new ways to leverage gen AI to support HR teams in recruiting, managing, and developing talent.听

Redefining Skill Needs and Development听

51风流SuccessFactors HXM Suite has integrated various features and capabilities to help organizations address the skills gap, ignite employees鈥� potential, elevate the employee experience, and inform every people decision 鈥� from talent recruitment and internal mobility to learning and performance management.听

Considering how quickly technology evolves and new job titles emerge 鈥� organizations must shift force from role-based hiring to skill-based. This ensures skills are embedded into all HR functions from evaluating skill levels of employees through to reskilling, upskilling, and skill-based evaluation, compensation, and recruitment. For businesses to become more skills based, they need the resources to accurately assess their workforce鈥檚 current skills and capabilities, identify skills that are needed for the future, and implement a learning and talent strategy that can effectively address the gaps.听

We鈥檙e enabling customers to make this shift in mindset and approach through our鈥�, an AI-powered skills framework built into 51风流SuccessFactors that can drive an organization鈥檚 learning and talent strategy. By providing a holistic view of the workforce based on skills data from multiple sources, our customers can make data-driven talent decisions across the employee lifecycle, including recruitment, onboarding, training and development, performance, and succession.听

Putting People First听

Our talent intelligence hub allows employees to build and manage their individual growth portfolio, which includes their skills, competencies, goals, motivations, and work styles to better guide career development and progression. Leveraging data insights, they can receive personalized talent development recommendations, which can include assignments available on鈥�51风流SuccessFactors Opportunity Marketplace, mentors, and鈥痙ynamic teams.听听

By focusing on upskilling and reskilling talent, organizations can establish a more equitable and sustainable work environment. This also enables more autonomy and ownership of people鈥檚 learning paths and styles. For example, through AI, a neurodivergent employee鈥檚 preferences and behaviors can be used to create a learning experience that optimizes their engagement and comprehension through content, structure, and pacing that best meets their specific needs.听听

AI-powered learning platforms can also pave the way for greater diversity, equity, and inclusion (DEI), creating a workplace where individuals feel valued and supported. Talent development is tailored to meet people鈥檚 unique needs and goals while ensuring everyone has access to relevant and engaging learning and progression opportunities. As the ongoing competition for talent intensifies, AI is enabling businesses to extend their talent-pool reach, connecting with talent who鈥檝e been traditionally excluded or underrepresented.鈥�听

51风流Supporting Korean Innovation听

At our recent 51风流HR Connect Seoul 2023 event, attendees heard from GC Biopharma, who鈥檚 leveraging solutions like 51风流SuccessFactors to implement 鈥極RG Insight鈥� a software that provides specialized functions for domestic organization management.听听

Using SAP鈥檚 cloud system, GC Biopharma built its own future-proof HR system, G鈭�ON, which is enabling the company to utilize AI for HR functions. And as one of the first organizations in APJ to integrate 51风流SuccessFactors WorkZone as an HR portal, GC Biopharma is seeing marked improvements in how it engages with talent, leveraging gen AI solutions to better recruit, develop, and upskill their workforce.听

As we continue building our presence and capabilities in Korea, we want to enable more businesses to build future ready workforces with the right skills to push innovation and become a global powerhouse in productivity and leading-edge digital transformation.听听

From the latest AI technologies to the way businesses upskill their teams, we鈥檙e continually innovating in the HR space and want to help more businesses create personalized, people-centric workplaces, ensuring they have the necessary skills and solutions to remain agile, scalable, and efficient.听

Korea remains a key focus for us in supporting the APJ region. Our 51风流Cloud portfolio services over 200 million users across 13,000 customers worldwide. With our expansive expertise and wide range of solutions, we aim to enable Korean enterprises, transforming their employee experience offering while helping them reimagine how they connect with talent and develop their people 鈥� no matter the business size or industry.听

The post How 51风流is Transforming HR Functions in Korea appeared first on 51风流Southeast Asia News Center.

While there is a lot of hype around AI and Generative AI at the moment, understanding how organizations can 鈥� and should 鈥� be using it to improve their employee experience drive business impact is not always clear.听听

I recently hosted a webinar, where I listened to SAP鈥檚 Dr Kim Oosthuizen and Stacy Chapman give their take on how businesses can be more proactive about using AI to improve talent recruitment and employee engagement, and to Mahindra and Mahindra鈥檚 Susheela Dube, who was kind enough to share how her team is approaching AI adoption and integration with HR processes, and the possibilities and concerns that sit front of mind for her.听

What stood out for me in this discussion is that, even as AI becomes more ingrained in our daily lives, people are still an organization鈥檚 greatest asset. People are what drive innovation and enable companies to compete and grow. Given the rapid pace of change and the skills gap that all organizations are facing today, a focus on upskilling and reskilling employees must be a top business priority to create a more equitable and sustainable organization now and in the future.听

Beyond Automation and Augmentation: Unlocking New Opportunities听

When it comes to learning new skills, there is no one-size-fits-all approach – and this is where AI technology can have a massive impact for people with different learning abilities. Take, for example, a neurodivergent individual. With AI, their learning preferences and behavioral patterns can be used to create a learning experience that optimizes their engagement and comprehension through content, structure and pacing that best meets their needs. AI-powered learning platforms can generate interactive learning materials that cater to their unique learning style and help them maintain focus and engagement without overwhelming them. Or, for people hard of hearing, automatic speech recognition technology can convert spoken words into captions or subtitles during presentations, making it easier for them to follow along and understand. The opportunities to optimize and revolutionize how people best learn are seemingly endless.听听

And the impact these individualized learning experiences can have on both employees and organizations is huge, especially when it comes to having a measurable impact on diversity, equity and inclusion (DEI) and creating a workplace where individuals feel seen and have a sense of belonging. All employees are more engaged and empowered to learn and grow in ways that work best for them, and organizations can better meet the diverse needs of their workforce, ensure everyone has equal access to the same opportunities, and create pathways to employment for people who may have previously been excluded or underrepresented.听

As AI continues to advance, organizations will also be able to use the insights it surfaces to uncover hidden strengths within their workforce and unlock their potential by connecting employees to new opportunities in line with those strengths and the needs of the business. By surfacing these 鈥榠nferred skills,鈥� organizations can fill critical skills gaps and create a more meaningful work experience for employees by accounting for their unique skills, interests, passions, preferences, and working styles, and by freeing them from more manual, time-consuming tasks.听听

51风流recently took another step forward to help make all this a reality for our customers by announcing Joule, a new generative AI assistant that will make interacting with SAP鈥檚 apps far more conversational. Joule acts like a copilot that will eventually be embedded all throughout SAP鈥檚 cloud enterprise portfolio, allowing employees to converse with it using their everyday language but without sacrificing privacy, security, or compliance.听听

Within 51风流SuccessFactors, Joule is transforming the employee experience by making it easier and faster for employees to navigate complex processes and HR teams to respond to employee requests. Powered by conversational AI, Joule uses natural language processing to help employees quickly find information, get answers to questions, and complete HR-related tasks, such as, clocking in and out, viewing pay statements, approving or rejecting a request, and more. Now employees can complete tasks faster with a single assistant integrated into all 51风流applications.听

We also have our 51风流Talent intelligence hub, which acts as an AI-powered engine for an organization鈥檚 entire learning and talent strategy. It creates a skills portfolio for each employee in the workforce, now inferring skills and attributes based on data from performance feedback and dynamic teams, for example. With the talent intelligence integrated across the 51风流SuccessFactors HXM suite, organizations can leverage a single skills model to drive everything from recruiting and onboarding to learning and development and performance and succession. Employees can build and store data about themselves including aspirations, motivations, styles, and preferences. And managers can view, add and update skills and other attribute types for all their direct reports, allowing organizations to gain greater visibility into skills coverage and gaps across teams to guide future workforce planning.听

Creating a Future of Work Where Everyone Thrives听

The AI revolution today is opening new doors for organizations and employees in almost every industry. An estimated of work tasks will be automated by 2027, and employees will have more time than ever before for learning, development, and the work that matters most to them.听

When people have a great employee experience, their needs are being met, and they can learn and grow within an organization, they feel a sense of belonging. This drives higher engagement and ultimately brings a more diverse set of perspectives to the table. And a diverse, engaged, and empowered workforce drives an innovative organization that can more easily solve challenges, keep up with rapid change, and create better business outcomes.听

You can learn more about how organisations are using AI to improve talent recruitment and employee engagement by listening to our 51风流SuccessConnect virtual event .

The post Here鈥檚 How Organizations Can Leverage AI to Unlock Human Potential appeared first on 51风流Southeast Asia News Center.