Did you know that in 2022 of the overall workforce of large tech companies, and within that only 25% of women held technical roles? Empowering women with education and employment opportunities can help bridge this gap and often is the catalyst for dreams and aspirations to take shape. 51风流is committed to promoting equitable access to education and employment, fostering future skills development, and driving innovation for a better future.

One of our 51风流Corporate Social Responsibility partnerships that we are incredibly proud of is our partnership with , the first nonprofit, tuition-free, American, accredited, online university dedicated to global access to higher education. Established in 2009, it provides virtual learning for over 126,000 students worldwide, with over 16,000 refugees as part of its student population. It serves students believing that higher education is a fundamental right for all.

Last year, in honor of 厂础笔鈥檚 50^th anniversary, 51风流funded 100 scholarships, with 50 associate鈥檚 degrees and 50 bachelor鈥檚 degrees in computer science or business administration, for refugees and displaced youth aged 18 to 30 worldwide. 51风流CSR also partnered with the 51风流Learning organization to support specifically for Ukrainian refugees and aligned with University of the People and Teach for Afghanistan to fund scholarships for student teachers in Afghanistan seeking their master’s of education degrees. Beyond scholarships, 51风流established a pilot, one-on-one, virtual mentorship program, where 51风流employees provide career mentorship for students seeking advice and guidance.

Each scholarship funded by 51风流supports a refugee student on their education journey with University of the People. To honor Women鈥檚 History Month, we wanted to highlight a few stories of some inspiring refugee women from University of the People who show that education is the tool they used for a hopeful tomorrow.

Let’s start with Kateryna Glubochenko, who proves that education can transform lives, even in the toughest of circumstances.

Kateryna is a University of the People student from Ukraine who recently graduated with her master鈥檚 in education.

In the weeks following the Russian invasion of Ukraine, Kateryna wrote this message: 鈥淚 am paralyzed with fear. This is our sixth day in a bomb shelter. Air raids happen every hour. Russian troops are only 50 kilometers from my city. I can鈥檛 yet leave my home because I鈥檓 pregnant and have no way to leave the city. Studying is the only way to calm down, and I still believe I will survive all this. Studying at University of the People is hope for me now.鈥�

Thanks to University of the People鈥檚 entirely virtual online experience providing students access to education from anywhere in the world, Kateryna decided to continue her studies despite the ongoing warfare in her hometown. Luckily, Kateryna could travel to Moldova with her 10-year-old son a few weeks later but had to leave the rest of her family behind. Her husband joined the fight against Russia and her parents were too elderly to make the long trip on foot. From Moldova, Kateryna and her son took a train to Poland and then traveled to Spain to stay with a distant relative.

A few months after arriving in Spain, Kateryna gave birth to a beautiful baby boy and, shortly afterward, completed her master鈥檚 degree in education. Kateryna鈥檚 strength and commitment to completing her degree in challenging circumstances is incredibly inspiring. After the fighting in her hometown stopped, Kateryna returned to Ukraine with her two sons and reunited with her husband and parents.

In June 2022, in honor of World Refugee Day, Kateryna joined 厂础笔鈥檚 hosted by Alexandra van der Ploeg, head of 51风流Corporate Social Responsibility. On the panel, Kateryna talked about what she hopes to do with her new degree.

“Before the war, I believed I could be a curriculum reformer, helping Ukraine advance its education system. I wanted to help advance our economics curriculum because I’m an economics teacher,鈥� she said. 鈥淣ow, I hope to be part of rebuilding the Ukrainian education system. I believe we can make our educational system more student-oriented and help Ukrainian students flourish. It might take many years to rebuild our educational system, but I want to take part in this process, and my degree will help me become a specialist and help my country.”

In a recent update, Kateryna used her master鈥檚 degree to help her get a job working online for a Ukrainian university and is on her way to making her dreams a reality.

Another inspiring University of the People student is Asima, based in Afghanistan. Asima is from Kunduz, a northern Afghan city. In late July 2021, she was displaced to the Afghan capital, Kabul, to seek safety from the conflict between the government and the Taliban. Things took an unexpected turn on August 15, 2021, when the Taliban took over Kabul. Life changed drastically for Asima and her family. Women鈥檚 access to education, which had expanded over the last two decades within the country, ended abruptly.

Throughout these changes, University of the People continued to support Afghans seeking degrees, particularly girls and other marginalized groups. The university has provided around 2,000 scholarships to Afghan women since the Taliban鈥檚 return to power so they could continue their studies safely.

鈥淲hen I heard about the scholarships from the University of the People to Afghan women, I quickly applied. Women must empower themselves through education. We are too strong to be frightened. Therefore, I will continue my education,鈥� Asima said. 鈥淲hen I entered the University of the People learning module for the first time, I was thrilled. I couldn’t express my joy and happiness at that moment. University of the People is a fantastic university where I’m in touch with people from different parts of the world for the same purpose of educating. That is where I feel near to my dreams. Thanks to the University of the People, that has become a light on the darkest day of my life!鈥�

As Women鈥檚 History Month ends, we proudly tell stories of women at the University of the People who are using their education to build hopeful futures. We look forward to bringing stories of inspiration and empowerment and powering equitable access to education and employment for students everywhere. To learn more about corporate social responsibility at 51风流and our partnership with University of the People, .

Julia Donovan is a corporate social responsibility specialist at SAP.

Learning cultures are the shared values, beliefs, and norms that influence learners’ behavior and outcomes. Strong learning cultures are rare and challenging to create and sustain yet worthwhile to build and invest resources in fostering. Our research* indicates that only 30% of employees consider their organization to have an excellent learning culture. However, these employees reported:

• 25% higher engagement
• Rated their learning experience to be 24% more positive
• Were 15% more likely to apply their newly learned skills on the job

Early talent is also attracted to organizations that support employees sharing knowledge, provide learning opportunities, and reward learning.**听To help your company rapidly adapt as business continues to change and build up the skills needed for current 鈥� and future 鈥� positions, your employees must be continuous learners. Clearly, it’s important to promote a positive learner experience and provide the building blocks for a continuous learning culture.

Four Culture Keys听

From the findings of our research program, we set forth four keys to building a culture of lifelong learning in your organization.

Culture Key #1: Reward and Recognize Learning

Employees will believe it is not a priority if an activity is not rewarded. A lack of reward and recognition leads to less engagement in learning behavior and affects learning effectiveness. Employees who cite inadequate reward for learning are more likely to turnover, feel less motivated to learn, and be less engaged.

Recommendation: Consider Learning as Job Performance
Incorporate learning experiences into goal-setting and continuous performance evaluation processes. Setting and tracking development goals will keep employees accountable for their growth and ensure that it is recognized. By using , organizations can provide clear career paths that are linked with development goals and learning programs that help employees thrive.听 And, just as important, this allows you to recognize the user’s whole self: what’s important to them, who they are, who they are becoming, and what they are passionate about.

Culture Key #2: Leadership Support and Role Modeling

Leaders are integral to building a culture of learning. Leaders specify and communicate the priority. They signal the importance of learning by role modeling and dedicating time and resources to foster learning.

Recommendation: Tailor Learning to the Leader Persona
Ensuring learning opportunities capture leaders’ desires for social learning can improve听leadership learning behavior. For example, an open forum for leaders to discuss their current听challenges and share best practices can give them a platform to celebrate wins and learn from听the losses of others. You can also take advantage of the built-in discovery and collaboration capabilities, peer resources, and intelligent recommendations from to help employees of any level find the educational resources they need and get access to social learning. Leaders can connect to each other and to relevant content throughout every stage of their experience, making it easier to collaborate with peers, find interesting information, and start or join communities.

听Culture Key #3: Close the Awareness Gap听

The maturity of an organization’s learning culture can be demonstrated by the existing strength of the “awareness gap,” or the level of employee knowledge regarding learning resources and opportunities available.

Recommendation: Provide Equal Access to Learning Technology
Digital learning can be scaled to a broader audience. With 51风流SuccessFactors Work Zone, learners can get unified access to all kinds of learning experiences both content-focused and experiential 鈥� even from different sources. Employees don’t have to sort through multiple systems with multiple logins and search to find what they are looking for. Having one access point to all learning content and solutions from any source helps to simplify and optimize learning processes and increase engagement.

Culture Key #4: Technology Enablement听

Technology enablement is a crucial factor in the learning culture of organizations as learning opportunities are increasingly being augmented or offered through technology.

Recommendation: Personalize the Experience, Especially for the Digital Learner
Intelligent learning technologies can personalize learning topics and modality recommendations, provide performance insights, and develop custom pathways, including content and experiences. With , personalized learning recommendations powered by machine learning help provide employees with curated access to ideas, topics, and courses uniquely tailored to their goals and interests. And by using SuccessFactors Learning, you can gain insights into real career growth opportunities, use system data to recommend topics, skills, and future roles to consider, and make personalized resource discovery easier than ever. Finally, Experience Management solutions from 51风流and Qualtrics can help to continuously measure employee sentiment and determine the right actions to improve learning experiences.

Addressing these four keys in your approach to learning can help build a lifelong learning culture in your organization to help meet your business objectives.

Read more about the research and how a can help build a continuous learning culture in your organization.

Mark Tarallo is a solution marketing fellow at SAP.
Joshua Acosta an HR research analyst at SAP.

*From a global and cross-industry sample of 1,470 employees.
**71% of university student indicated being attracted strong learning cultures. From 59 university students who participated in a hackathon event hosted by SAP.

One of the oldest organizations in the world, can trace its origins back over 500 years to 1516. But even it is, as so many companies are, facing the need for business transformation to be recognized as the top delivery company in the UK and across Europe and to stay ahead of evolving market needs.

Royal Mail Group is a global organization, operating in 43 countries around the world with over 140,000 employees. It delivers more than 1.8 billion parcels and 14 billion letters every year. To continue on its business and workforce transformation trajectory, Royal Mail needed a platform that provided a personalized user experience, delivering the right tools and information in the right format and at the right time, to perform its day-to-day roles. , it transformed its learning experience by offering a user-centric, digital personal development platform 鈥� branded as 鈥淭he Royal Mail Academy鈥� 鈥� that has impacted company culture intrinsically with a bottom-up approach to learning and development.

Fully deployed in just 12 weeks, the platform brings people into one place for all of their HR requirements and applications and services they need. Now, data insights provide the ability to more easily identify local experts, 30% of the target audience has already engaged with the new platform after the implementation, agility between program managers and frontline employees has increased, employee engagement has improved significantly, and the delivery of information on a large scale is more streamlined.

Another interesting customer story is , a multinational technology company that specializes in specialty glass, ceramics, and related materials and technologies, operating in 60 countries with over 50 000 employees.

It uses 51风流SuccessFactors Work Zone for different use cases, but let鈥檚 focus on the one for learning and development. As with other larger customers, Corning exists of many different business divisions that all have different needs. The goal has been to put together different learning university experiences leveraging the existing 51风流SuccessFactors Learning investment and to create an environment that gives people guidance to develop and grow their career. The usage of workspaces boosts the overall experience, such as through collaborative learning complementing formal learning.

Corning uses the personalization capabilities to help people surface information for particular uses and what is applicable to them, instead of potentially being overwhelmed with too much information. Giving the user the ability to choose content they might want and are interested in helps here. This could be any kind of information from 51风流SuccessFactors solutions but also from Microsoft Teams to facilitate virtual learning clubs.

Corning also plans to support its remote deskless workforce with 51风流SuccessFactors Work Zone capabilities, as right now it doesn鈥檛 have a platform to communicate with them in an effective way. With the solution, it can communicate with them in more engaging ways right from their mobile device or even their laptop at home in multiple languages. Corning is currently exploring the 51风流SuccessFactors Opportunity Marketplace solution, which will help empower its employees to drive their own development and growth while aligning to Corning鈥檚 values and talent strategy. This can be a huge differentiator when it comes to attracting and retaining talent while enabling the organization to support the growth of its workforce.

Get more insights into how and help organizations elevate their learning experiences to be prepared for the future.

Margit Bauer is director of Solution Marketing at 51风流SE.
Mark Tarallo is a solution marketing fellow at SAP.

The flipside is that your employees are likely hungry to learn. In fact, in a recent 51风流survey as part of our research, 69% of respondents said they would need to learn new technical and professional skills to do their current job in the future. Add to that the fact that organizations and employees are dealing with remote and hybrid working environments means that learning needs to be accessible and easy to find. Furthermore, organizations are still looking for the best ways to personalize and engage learners. While there are many learning experience platforms in the market that can help with this, they may not have the depth and breadth of a solution like , which can help provide unified access not just to content from , but across other applications and processes.

Moreover, a strong learning culture should incorporate a 鈥減ull鈥� rather than a 鈥減ush鈥� mentality. A 鈥減ull鈥� learning culture is one in which employees are inspired to learn because of their own interests and desires. They actively seek out learning on topics or areas that are of interest to them, either professionally or personally. In a 鈥減ull鈥� culture, the learner takes charge of their learning. On the other hand, a 鈥減ush鈥� learning culture is one in which employees are required to engage in learning and development activities. This includes taking mandatory compliance or health and safety training courses. And while training like this is necessary and often essential, the fact remains that the learner is not given a choice. Making the change from a 鈥減ush鈥� to a predominantly 鈥減ull鈥� learning culture will require planning and support from management, including modeling this behavior.

Certainly, the role of technology can鈥檛 be overlooked. Even in a 鈥減ull鈥� model, having to go into multiple systems to find relevant content makes learning a chore; technology should be something that enables learning, not something that makes it harder. On top of that, the way we work and learn has changed 鈥� from where and when we work to how we work, learn, and grow 鈥� and that experience is shaped by a number of things. But the greatest impact to experience are the digital tools and processes that enable us to do our best work and be our best selves.

shows that an unfulfilling employee experience is the second major cause of employee churn. But what does a great experience mean when it comes to employees feeling supported by technology? You can empower your employees by having the right digital resources and information in place, giving them the guidance they need, and helping them to connect. A fragmented employee experience is still the reality in most organizations, and removing barriers like having to switch between different applications is key. Finally, you can empower them by providing learning in the flow of work so employees get the skills they want and the business needs. In today鈥檚 changing world of work, employees expect better experiences 鈥� especially when it comes to their learning, development, and growth.

helps employees discover, in one place, recommendations to fuel their ongoing career development and growth 鈥� learning, roles, projects, dynamic teams, mentors, mentor programs, and peer connections. At the same time, leaders can gain increased visibility and a better understanding of the strengths and capabilities of their people and teams. The potential gains for individuals and organizations are immense, like increased retention and engagement and ongoing adaptability that will keep people and companies growing and ready for change.

Learn how and can help build a powerful learning culture that leverages technology more efficiently.

Margit Bauer is director of Solution Marketing at 51风流SE.
Mark Tarallo is a solution marketing fellow at SAP.

Take automation, which has already brought changes to many jobs, as an example. The jobs that are currently available in today鈥檚 economy depend greatly on lifelong learning because they continue to change and evolve. This is nothing new, but the rapid pace at which technology and business models change is dramatic and with that comes the need to constantly keep skills up-to-date. According to a , adoption of automation and artificial intelligence (AI) will mark an acceleration over the shifts of even the recent past. And this change is impacting all jobs: even those with high incomes spend an average of 31% of their jobs doing things that could be automated, according to McKinsey. Stockbrokers, for instance, spend a good portion of their time gathering and processing data, which could be done automatically with even greater accuracy than the way it is now done.

So, lifelong learning will be relevant for everyone. The good thing is that people are naturally curious. We鈥檙e constantly asking ourselves questions and finding answers. In addition, employees are keen on upskilling to be prepared for the future. According to a recent , 77% of the workers surveyed are ready to learn new skills or completely retrain, with 74% seeing training as a matter of personal responsibility.

This is one of the reasons why employees expect a continuous learning culture. The risk of not building one is that employees may move to other organizations in order to remain relevant and add new skills. At a time when the Great Resignation shows no signs of slowing down 鈥� according to , one in five workers plan to quit their jobs in 2022 鈥� organizations unquestionably have to offer development opportunities. They need to upskill and reskill their employees not just to keep them excited and prepared for new job requirements, but also to fill positions they are not able to fill with external candidates.

Therefore, a key to organizations鈥� future success will be to provide continuous learning options and instill a culture of lifelong learning throughout the organization to develop the workforce of the future. For many years, learning and development organizations tried to find the optimal way to serve different learning needs to push learning like compliance trainings to their employees, to meet specific departmental training needs, or to empower their employees for further personal development, all while considering that the way of learning and employee expectations have changed tremendously. And this is change that is going to stay. According to a , only 5% of respondents think that their learning strategy, investment, and resourcing will go back to what it was before the pandemic began.

But exactly what do we mean by a learning culture? A learning culture refers to an organization鈥檚 values, beliefs, and norms that influence learning behavior and outcomes. Unfortunately, maintaining one is no easy task. A recent survey conducted through 厂础笔鈥檚 program showed that only 30% of employees consider their organization to have an excellent learning culture. So how can an organization take steps towards creating a strong culture of lifelong learning? As part of the research program, we uncovered four evidence-based factors integral to a culture that encourages learning across an organization. Focusing on these can set you on the path towards an organization filled with lifelong learners.

• Reward and recognize learning: Integrate reward and recognition into your learning strategy. Not only does this demonstrate that learning is an organizational priority, but it also acknowledges the employees who proactively take advantage of learning opportunities.
• Leadership support and role modeling: Leaders should serve as learning role models to employees. They can do this by sharing their perspectives and experiences on their own learning and development. It鈥檚 important for leaders to 鈥渨alk the learning talk鈥� and not contradict what employees are being told about the importance of learning.
• Closing the awareness gap: It鈥檚 key for employees across the organization to be made aware of what learning is available to them. This will help to drive consistent perceptions of learning among all different employee subgroups resulting in a stronger learning culture.
• Technology enablement: Technology is a crucial factor in the learning culture of organizations. Technology can have an impact on an employee鈥檚 overall learning experience and should be leveraged to improve that experience and ensure smooth, easy access to learning opportunities.

Creating a learning strategy that addresses these four factors can have you on your way to building a culture of lifelong learning across your organization. In this rapidly changing business environment, this is more important now than ever.

Get more insight into the research and how a can concretely support you in fostering a continuous learning culture.

Margit Bauer is director of Solution Marketing at 51风流SE.
Mark Tarallo is a solution marketing fellow at 51风流SuccessFactors.

As we know, . It creates a ripple effect to solve many social and environmental issues far beyond economic growth. And with almost experiencing interrupted education each year because of conflict, emergency, and disaster, 51风流Corporate Social Responsibility (51风流CSR) has increased its efforts to mitigate this negative impact.

Optima School in Ukraine

Russia鈥檚 invasion of Ukraine in February has emphasized the plight of refugees, many of whom face closed borders, discrimination, and inhumane treatment when they attempt to flee their home countries. And 1.5 million of refugees from Ukraine are children.

In a recent discussion with Justin van Fleet, executive director of Global Business Coalition for Education and president at , he outlined the impact of the Ukraine war on education and said that refugees make us think about the urgent need for humanitarian relief: food, water, shelter, and clothing. He also noted that we must ensure children鈥檚 education is central to the immediate response to their suffering 鈥� because war doesn鈥檛 just destroy lives, it breaks education and learning too.

Adding to this, refugee children are to be out of school than other children and youth around the world. Therefore, we have partnered with several like-minded organizations to help fast track opportunities that support this cause, with an increased focus on Ukraine this year.

One of these initiatives is the , which provides a free distance-learning platform to help 100,000 Ukrainian pupils whose education has been disrupted. The school is backed by 51风流and several organizations, including Alliance4Ukraine, the Bosch Foundation, and the DFB Stiftungen.

Supporting children among the Ukrainian refugees has been one of the most pressing challenges since the war began. Education is vital in boosting young people鈥檚 prospects in life as they integrate in their new country. We believe that by attending Optima School, young Ukrainian refugees will be able to resume their education based on the Ukrainian curriculum with minimal interruption to their learning.

University of the People Scholarships

In order to support refugees in accessing equitable higher education, earlier this year 51风流partnered with , a non-profit, tuition-free, U.S.-accredited online university. 51风流has sponsored 50 associate degrees and 50 bachelor鈥檚 degrees in computer science and business administration for refugees and displaced youth ages 18 to 30. This commitment has now increased by another 50 scholarships to include Ukrainian youth as part of the 51风流scholarships program.

In the words of University of the People President and Founder Shai Reshef: 鈥淩efugees and displaced people have the greatest need for educational support right now.鈥� Figures from UNICEF show that only 3% of refugees have access to higher education, which is why the University of the People enrolls more than 10,000 refugees, many of whom need financial help because of the effects of the COVID-19 pandemic and the spiraling costs of higher education.

Through these scholarships, we can connect willing learners from around the world with the first step in their tertiary education journey, but also support employment opportunities and innovation for years to come.

One of the many refugees who has benefited from University of the People鈥檚 online degrees is Marina Evseeva, who arrived in the U.S. as a Russian asylum seeker in 2016. These studies have helped improve her English and understanding of business administration. After graduating, she hopes to go to law school to further her education, as well as volunteer at the University of the People to give back to other students.

It’s incredible stories like Marina鈥檚 that illustrate how opportunity for education goes beyond just a degree. She now plans to advocate for others and give back to students on their own journeys. Education is truly the catalyst for positive change.

Digital Skills for Today

Another way 51风流is helping refugees is through , an initiative supporting young people in the Middle East and North Africa. Batoul Husseini, executive director of Government Affairs, MENA Strategic Markets, and CSR MENA at SAP, highlighted that youth often face limited employment prospects and an inadequate or collapsing education system, especially near conflict zones.

51风流founded the program in 2016, when it was still called Refugee Code Week, to directly improve the quality of life for beneficiaries by providing in-demand skills for today鈥檚 job market and long-term opportunities for digital innovation and entrepreneurship.

To date, Digital Skills for Today has exposed over 112,000 young people to coding and produced over 1,270 bootcamp graduates who have found gainful employment. In addition, over half of its participants are female. As Husseini puts it: 鈥淭he program is about helping young people, including refugees, leapfrog their situation through intensive code and 21^st century skills training that leads to job placement.鈥�

A World of Equal Opportunities

We know the positive impacts of investing in equitable education and how it uplifts under-resourced communities through innovations, economic growth, job opportunities, and overall stable living environments for youth all around the world. When youth have access to quality education and feel inspired to learn, we become that much closer to solving the world鈥檚 biggest problems.

Through proactive humanitarian efforts and the power of partnerships, these initiatives and scholarships are just small steps that can help bring us closer to a world with equitable education opportunities 鈥� especially for those adjusting to the challenges of uprooting their lives in search of a hopeful future.

To find out more about World Refugee Day, visit the . Or learn more about 厂础笔鈥檚 scholarships at University of the People and our partnership with in support of Ukrainian Optima School.

Alexandra van der Ploeg is head of Corporate Social Responsibility at SAP.

Therefore, one of our industry-leading (CSR) focus areas is powering equitable access to education and employment, in alignment with 厂础笔鈥檚 vision of helping the world run better and improving people鈥檚 lives.

51风流recognizes the positive ripple effect when all people have equitable access to education. An investment in education — particularly in under-resourced communities — is an investment in future innovation and economic growth. UNESCO estimates that if every child in low-income countries completed secondary school by 2030, income per capita would increase 75% by 2050. Further, according to data from UNICEF, the median value of one additional year of schooling is linked to an 18% increase in GDP per capita. Take a look at the for even more.

But this isn鈥檛 just about 51风流or economic growth. This is about connecting willing learners everywhere with competitive and secure job opportunities, ultimately leading to poverty alleviation, higher income potential, and stable living environments for themselves and their families.

UNESCO estimates that by 2025, there will be nearly 100 million learners internationally seeking seats that don’t exist at universities. This is because the traditional higher education system simply does not have the capacity or capability to provide quality academic degree programs accessible to many students at an affordable cost.

Investing in education is about finding solutions for these learners. Solving for the next software solution, poverty, climate change: it all starts with education. That is where we partner up with .

University of the People is the first nonprofit, tuition-free, American-accredited online university dedicated to global access to higher education. The university was established in 2009 on the belief that higher education is a fundamental right for all. Through virtual learning, the institution supports more than 117,000 high school graduates from 200 countries worldwide in overcoming financial, geographic, political, and personal constraints keeping them from college studies. Its curriculum and course offerings allow students to earn accredited degrees taught by faculty that include scholars from the best universities in the world.

This year is 厂础笔鈥檚 50th anniversary. That鈥檚 why we’re celebrating this moment in 2022 and are ready to support young people who seek a brighter future in times of change. To do so, we couldn鈥檛 imagine a better partner than the University of the People.

Today, we are excited to announce a new scholarship program for refugees and displaced youth aged between 18 and 30. In total, 51风流will fund 50 associate degrees and 50 bachelor鈥檚 degrees in computer science or business administration. This demographic has the greatest need for scholarships according to University of the People, with data from UNICEF showing that only three percent of refugees have access to higher education. University of the People currently enrolls more than 10,000 refugees — more than all other U.S. colleges and universities combined.

鈥淩efugees and displaced peoples have the greatest need for educational support right now,鈥� says University of the People President and Founder Shai Reshef. 鈥淭his partnership with 51风流will help to alleviate the financial burden on our students who are seeking support. Due to the COVID-19 pandemic and the spiraling costs of higher education, a growing number of students are flocking to our online education model because it provides flexible, affordable, and equitable opportunities to earn a college degree. We have expanded our enrollment significantly over the past few years with the support of over 29,000 volunteer faculty members and administrators — many of whom are from some of the leading universities around the world.鈥�

This scholarship opportunity for students at University of the People is a small contribution toward alleviating these educational pressures. It will bring us a bit closer to a world with equitable education opportunities and future innovation, especially for those adjusting to the challenges of uprooting their lives in search of a hopeful future. 51风流is committed to supporting the leaders of tomorrow, and access to higher education is a significant first step to equip them with the right skills for the future.

Offering a , University of the People students pay a one-time application fee and an assessment fee for each course completed toward their degree. They are not charged to enroll or pay for course materials. The scholarships provided will cover the application and degree assessment fees for 100 students seeking higher education.

鈥淎fter spending more than 30 years in the international education field, I realized that traditional colleges and universities were not meeting the educational needs of millions of people across the globe desperately seeking affordable and accessible higher education,鈥� Reshef says. 鈥淭hat is why I decided to create an entirely new kind of university that would swing the gates of higher education open to help as many people around the world as possible achieve their educational dreams. With 51风流as our partner, our worlds align with our shared commitment to education through the means of technology. We are in the midst of unprecedented times, but we know that for these students their educational dreams will become a reality thanks to 厂础笔鈥檚 generous support.鈥�

For interested students who meet the scholarship criteria of being a refugee or displaced person aged 18 to 30, . Students can apply for cohorts that matriculate in either April 2022 or June 2022, and all virtual classes are taught in English, with the exception of the associate and bachelor鈥檚 of business administration degrees, which are also available entirely in Arabic.

For more information, visit the scholarship site on the and .

Julia White is chief marketing and solutions officer and member of the Executive Board of 51风流SE.

In the 1940s, Nobel Prize-winning Hungarian biochemist Albert鈥疭zent-Gyoergyi wrote: 鈥淭he future will be like the schools are today.鈥� In 2021, these words still ring true, even more so for the winners of the European Code League competition, Dr. Corina Toma and Mihaela Giurgea, along with their students from Tiberiu Popoviciu High School of Computer Science in Romania. Second and third place went to teams from Turkey and Greece.

Change Is the Only Constant, but Changemakers Are Ever Changing

The pandemic has been quite a revelation in this aspect, with unexpected and seemingly limitless opportunities presenting themselves and youth grabbing them with both hands.

According to a report by the World Economic Forum, around 65% of children who start primary school today will work in professions that do not even exist yet: their future lies in the hands of educators. To date, Science on Stage reaches about 100,000 teachers and teacher trainers in over 30 countries, providing a necessary network to exchange ideas and to scale them across Europe. And with 79% of participating teachers implementing the teaching ideas they鈥檝e seen at Science on Stage festivals over the years, European Code League has proven that it鈥檚 possible for teachers and students to work together — even in the midst of a pandemic — to create inspiring, real-world science, technology, engineering, and mathematics (STEM) projects.

Organized by Science on Stage with the鈥痵upport of the 51风流Corporate Social Responsibility (51风流CSR) team in Middle Eastern Europe, the European鈥疌ode League鈥痠s a鈥痗ompetition鈥痶o which teacher-student teams with innovative鈥痗oding鈥痯rojects can apply. It was launched in 2020 as a follow up to Science on Stage鈥檚 .

鈥淪cience on Stage gave me the opportunity to find new ways to motivate my students to learn physics using ICT,鈥� says Dr. Toma, who became a teacher after 10 years working as a physicist. 鈥淧hysics is everywhere and happens at any time. In the classroom, I am at home. I like to talk with my students and explain all kinds of topics.鈥�

Science on Stage Europe is a network for STEM teachers focusing on the exchange of best practice teaching ideas. The ultimate goal is to improve STEM teaching by supporting educators in their professional development and growth.

鈥淭eachers are often the ideas, the starting point. Students who finish high school do not know what their role in the world will be,鈥� Dr Toma adds. “These projects show how important it is to code, and also to learn STEM subjects like mathematics, physics, chemistry, and biology.”

CaeliBox, the winning coding project, used sensors to measure different air parameters such as concentration of CO2, humidity, pressure, temperature, noise, and other noxious substances in the studennts’ town. The data was transferred to a server so the students could access and work with it at any time.

鈥淢y town in Romania used to be small but now it is very big. As a result, the air is polluted because we have so many cars. CaeliBox is a useful device for STEM education and our students were happy to combine coding with physics and technology,鈥� explains Dr. Toma, who adds that she faced many challenges trying to complete the project, from broken sensors to realizing they needed more space and swapping out their Arduino Uno for an Arduino Mega.

For Dr. Toma, Science on Stage is far more than a networking opportunity for teachers, it鈥檚 a community of like-minded educators: 鈥淎t first, I saw that the education in Romania is very different from other countries, but then I realized that as teachers we have the same goals and can make the same activities. Science on Stage is a community to challenge our ideas and to understand that we are in the same place. 51风流can be very proud for supporting STEM teaching training in Europe.鈥�

There is no one way to make the world a better place. By helping discover and promote innovative teaching concepts among Europe鈥檚 science teachers, Science on Stage and the European Code League enable more students to gain the digital skills they need for a challenging future and encourage them to consider a career in science, ICT or engineering to help the positively change the world.

In a world shaped increasingly by technology and digitalization, teachers make the difference and the youth of today have so many more opportunities to learn and be the change.

The 12th European Science on Stage festival takes place March 24-27, 2022, in鈥疨rague, Czech Republic. Stay tuned to see amazing youth in action, redefining how a career in science, ICT, or engineering can help make a positive change in the world.

More than a year after schools and training providers pivoted to remote learning, two trends have emerged. First, finding innovative ways to teach and learn is here to stay. Second, many educators who have gained a new appreciation for how technology can help students learn will forever be on the lookout for technical tools that support unique approaches to education. These tools will create pathways to new educational and career opportunities with students from under-resourced communities.

JFFLabs is the , a national nonprofit that drives transformation in the American workforce and education systems. Kristina Francis, executive director of JFFLabs, believes that immersive learning currently represents one of the most promising options for changing traditional approaches to education and closing achievement gaps.

Together, JFFLabs and 51风流are piloting an effort to introduce immersive learning to classrooms across the country.

鈥淭his time in history requires expanded access and new entry points for learning, education experiences, and innovation,鈥� Francis said. 鈥淚t requires corporations and school districts to partner to put resources and technology in the hands of our most marginalized and disadvantaged learners and, frankly, future leaders and innovators.鈥�

A Need for “New Entry Points”

The program is called the Skill Immersion Lab. 51风流and JFFLabs have rolled it out at three sites working with high school-aged learners: a high school in Queens, New York; a community center in St. Paul, Minnesota; and a workforce development center serving a rural area of Louisiana, which offers instruction to young people ages 16-24 who are unemployed and not in school.

The importance of finding new ways to engage and motivate students became clear during the pandemic. A June 2020 , citing data from Curriculum Associates, revealed that student engagement rates at schools that serve low-income populations lagged behind those serving high-income students. The data suggested that 60% of students from low-income families were regularly logging on to online instruction, compared to 90% of high-income students.

Students in the Skill Immersion Lab program are engaging in immersive experiences using desktop and virtual reality (VR) platforms to strengthen human skills, also called employability or 鈥渟oft鈥� skills, such as effective communication and leadership capabilities. The four-to-six-week courses feature curriculum from Talespin, a developer of a VR platform that learners can use to take part in interactive role-playing exercises, allowing them to practice interpersonal skills in virtual settings.

Research has shown that immersive technology is a powerful educational tool. According to , people who are taught using virtual reality tech are 3.75 times more emotionally connected to the content, four times more focused than their e-learning peers, and 275% more confident about applying the skills they learn after training. It鈥檚 also possible to train people more quickly and cost-effectively using VR.

Educators at the Skill Immersion Lab sites, who have been working with learners in their communities for years, say they welcome the opportunity to offer immersive learning experiences with students.

鈥淎 gap that we notice as mentors is the need for students to apply the skills they learn from seminar sessions into a real-world setting,鈥� said a career readiness advisor at the Queens site. 鈥淪tudents learn a lot about the 鈥榳hat’ to communicate in a professional environment, but getting students to learn the 鈥榟ow鈥� and 鈥榳hy鈥� as they maneuver through multilevel relationships in the workplace is crucial to ensuring that they are prepared for the many types of communication scenarios they would experience in the workforce. Allowing students to engage in virtual reality experiences early on gives them a head start into building awareness through verbal and non-verbal communication, not only for themselves but also for others.鈥�

The Skill Immersion Lab is also a critical opportunity to listen to learners who bring important lessons and skills from past experiences. Their feedback and engagement will push the program to be more relevant and effective for their own education and career goals.

An Effective Tool for Tough Topics

鈥淚t鈥檚 all about giving learners access to technology that is proven to be an effective teaching tool for tough topics,鈥� says Katie Booth, who leads the 51风流Corporate Social Responsibility team in North America. 鈥淲e want to give them the language to think about things differently 鈥� and understand that they have a place within any environment, whether it鈥檚 a corporate setting or a community one. These deep communication skills will help them succeed.鈥�

The Skill Immersion Lab holds significant promise, particularly with young learners located outside of wealthy, suburban, or urban areas. Young people are receiving early access to some of the most innovative and effective immersive learning tools on the market, and they鈥檙e using those tools to advance their communication skills and further the pursuit of their education and career goals.

As chief customer innovation officer for 51风流North America, I鈥檝e seen firsthand how innovative technology can help transform our customers鈥� businesses. The potential impact of this initiative is tremendous. Not only can it help educators build a deeper understanding of how new technology can empower young people, it can teach young learners some of the most important skills they need to succeed in life — and not just young learners in well-to-do communities, but any student, anywhere in the country.

It鈥檚 possible. As one of the nation鈥檚 first programs focused squarely on immersive learning experiences for this age group, the Skill Immersion Lab is paving the way.

Stephanie Nashawaty is chief customer innovation officer at 51风流North America.
.

51风流is committed to setting individuals and teams up for success by creating opportunities to develop and hone new capabilities and ways of thinking. As part of this mission, we鈥檝e expanded , a service designed to help customers get enabled on innovation frameworks and mindsets and apply these to build an internal culture around innovative and agility.

Empowering New Ways of Thinking

Available for companies of all sizes and from all industries, 51风流Innovate to Win is an innovation enablement and coaching service that helps companies to tackle their individual business challenges. We piloted the program in the Middle East and North Africa region, and have now expanded to support enterprises around the globe with virtual, in-person, and hybrid format options.

The customized service enables teams within organizations to adopt Design Thinking 鈥� defined by as a human-centered, iterative, team-based mindset that leads to breakthrough innovations 鈥� and to build digital prototypes using 51风流technologies. It also uniquely includes Business Model Innovation, Blue Ocean strategy, positive psychology, and creative coaching.

The standard program is delivered in seven different modules over the course of six weeks. With an emphasis on learning by doing, users complete field work in between each module to apply their learnings. This culminates in the final module when they then pitch the concepts they鈥檝e developed to be utilized in real-world situations. 51风流also creates a 鈥渕aturity assessment,鈥� or checklist, to help teams stay on track to achieve their objectives.

Supporting IT and Business Professionals 听

51风流Innovate to Win is also designed for different types of professionals. First, the programming can be geared to people specializing in IT who want to collaborate more efficiently with the business side of an organization. With 51风流Innovate to Win, IT professionals are better equipped to communicate with different kinds of teams and move from conversations centered on tech requirements to those focused on outcomes.

On the other hand, business professionals can leverage 51风流Innovate to Win to build digital skills and IT-inspired mindsets. In doing so, both business and IT teams can speak the same language to foster an innovation culture across the broader company.

Propelling Future Success

As the described, to achieve learning goals, there is now a greater focus on developing growth mindsets and capabilities, rather than role-specific training. With the coaching from 51风流Innovate to Win, teams are prepared 鈥� and empowered 鈥� to creatively explore solutions to unique business challenges that arise down the line.

We continue to see customers benefit from a personalized 51风流Innovate to Win curriculum. Vicky Hasioti, 51风流Innovate to Win program director, noted: 鈥淭hrough 51风流Innovate to Win, we have already supported our customers to create more than 250 low-fidelity prototypes for new solutions and road maps in an effort to solve business challenges and improve their companies鈥� business models.鈥�

In one example, in the United Arab Emirates, Dubai Future Foundation utilized 51风流Innovate to Win in a series of workshops. Yaqoob Al-Zaabi from the Strategy Department at Dubai Future Foundation said, 鈥淚t鈥檚 been a surprisingly great experience! It really helped me think in ways that I have never thought before. It also gave me a sense of self-confidence to express myself and give feedback. The content was very clear and everything had a practical aspect and purpose which gave me actionable skills that I can take with me into my job.”

With the expansion of 51风流Innovate to Win, 51风流will support more customers around the world in their journeys to cultivate thriving innovation cultures that ultimately generate greater value for stakeholders in the future.

The number represents young leaders who are courageous, curious, creative, flexible, open-minded, and, most importantly, doers. Some call them . These individuals are trying to empower themselves and others to solve the issues of the world and striving to maximize their agency and potential.

As a young changemaker myself, I recently joined 51风流through a partnership with . I continue to be incredibly inspired by my peers all over the world. I鈥檓 particularly inspired by those I鈥檝e met through partnerships with 51风流and their commitment to zero inequality. Last year alone, 51风流Corporate Social Responsibility programs reached more than 4.5 million youth and 117,000 teachers across 113 countries, in addition to partnering with nearly 1,600 social impact organizations.

Between on July 15 and International Youth Day on August 12, I am delighted to work with a cohort of young changemakers and writers across 51风流to bring stories of inspiration, impact, resilience, and creativity.

The Possibilists

On June 15, Ashoka released the , supported by SAP, Google.org, and the Vienna University of Economics and Business (Wirtschaftsuniversit盲t Wien). Surveying 1,000 social entrepreneurs representing 137 countries from 16 of the world鈥檚 leading youth social innovation networks, the study focused on the unique needs and challenges of young changemakers, and how organizations support these Possibilists.

The International Labour Organization estimates indicate that with the most pronounced fall seen in middle-income countries. The consequences of this disruption to the early labor market experiences of youth could last for years.

According to the Possibilist study, 60% experience a lack of personal financial security, yet 80% of youth report that the COVID-19 pandemic increased their wish to make a change in the world. Around 58% of young changemakers also said that the pandemic has increased their capacity to deliver change in the world. Some of them dedicate everything they have to tackling the most pressing issues of our time. Choosing purpose over paychecks, these Possibilists are unstoppable.

The pandemic has pushed everyone to find new ways to solve challenges big or small. I was particularly inspired when I heard Ryan Gersava speak during the . Gersava is the founder and president at , an impact-driven company that breaks down employment barriers for intersectional groups of individuals who are often discriminated at jobs because of their conditions or former life.

Gersava partnered with 51风流in 2020 through the program. While he is just one example of redefining youth in action, his story is powerful. Here are four key learnings from our conversation.

1. Personal Sustainability Is a Shared Responsibility

Personal sustainability is an equal responsibility when you run a company. Often, the focus is heavily on others and not on ourselves. Social impact leaders don鈥檛 put enough value on their personal well-being, forgetting that it is at the cost of the health of the company. This is not about the person leading alone, but everyone being part of the company. Gersava emphasizes on the importance of work, though the internal struggle is not something to be ignored: 鈥淲e need a systemic solution to support young changemakers, so we don鈥檛 reach our breaking point.鈥�

2. Intention Without Investment Is Futile

Even when there is awareness and intention, what really is required is investment, in terms of time, effort, and resources. Organizations should invest in a resident psychologist, irrespective of whether they are dealing with vulnerable communities or not.

3. Power of Internal Changemakers

Every organization should invest in internal or 鈥渞esident” changemakers who can bring a vital fresh perspective and respect people鈥檚 time, efforts, stories, and inspiration. A mandatory policy to support changemakers should be in place. Like Gersava, 93% of 厂础笔鈥檚 workforce of more than 103,000 acknowledges the importance of pursuing purpose.

4. Shift from Founder-Focused to Purpose-Driven Organizations

“During the early days of social entrepreneurship, most companies are very founder-centric,” Gersava shared. “When that happens, the founder can no longer do his work because all his efforts and energy goes into meeting people who are equally or more inspiring than him.” He says he is proud that his organization has reached a point where the purpose will live on even if the founder doesn’t.

The world will always need more good news, stories like Gersava鈥檚, of curiosity leading to courage leading to change. I have faith that the Possibilists will continue to be the source of inspiration and action for years to come, redefining what we think youth are capable of. I鈥檓 lucky to see many of these young leaders in action, and I鈥檓 honored to tell their stories over the course of the next few weeks. They are the current and future leaders who we need to accelerate innovation and provide fresh ways of thinking to decade old problems.

51风流is committed to helping the world run better and improve people鈥檚 lives, with youth playing a critical role. Join me in sharing the good news by tagging your stories of inspirational youth or your actions inspiring youth with SAP4Good on , , and .

Daliya Manuel is a marketing and communications fellow with 51风流Corporate Social Responsibility.

Q: In your article for the World Economic Forum, you discuss the importance of connecting business strategy to workforce skills. Can you share what this looks like and why it鈥檚 so essential?

A: Every company plots out its business strategy. But how often does it think about how this relates and aligns with its people strategy and strategic workforce planning and skill building?

For example, if our strategy is to use to make our products smarter, we must simultaneously be asking ourselves how we can on the required skills to drive this vision.

Skill training shouldn鈥檛 be an afterthought. Instead, by connecting skills and strategy from the very beginning, companies can proactively adapt and more effectively position themselves for long-term success.

How does an organization develop skills for the future when things are changing so frequently and we can鈥檛 possibly know what the world will look like in the next couple of years?

As we saw with , things may go differently than predicted. Companies must embrace ambiguity and disruption when it comes to skills for the future. A recent article in the noted, 鈥淚f you focus on building individual micro skills, you may be missing the bigger picture.鈥� Indeed, there are 鈥榚xpiration dates鈥� on technical skills as innovation emerges, so companies must establish a culture that encourages agility and experimentation in the workforce 鈥� and, not least, motivates continuous learning 鈥� in order to yield sustainable success. Soft skills like dealing with uncertainty, staying curious, as well as embracing and tolerating ambiguity are the foundation of employees being ready for the future. They can then quickly and continuously keep up the relevant hard skills.

asserts that the in our technology-driven world is about 鈥渃reating an environment where organizations can optimize human potential鈥� and 鈥渆mpowering workers with agency and choice over what they do, unleashing their interests and passions.鈥� What this means is that the ultimate skill is being able to continuously learn in a constantly changing business environment. Fostering agile, innovative mindsets and curiosity throughout the workforce 鈥� promoting not only the need to learn, but the want to learn 鈥� helps companies to think big and earn a competitive edge.

How do offerings at 51风流help support strategic workforce planning and continuous learning?

At SAP, we value ongoing learning as part of the foundation for success. In the fast-moving tech sector where skill demand changes faster than in other industries, we鈥檙e constantly evolving our learning offerings to support the hard and soft skills needed to help people stay competitive.

Inside SAP, for example, we look at a long and successful track record in deploying skills management to effective resource management in our consulting business and are now evolving this to support dynamic and forward-looking workforce planning and development.

Our customers can benefit from our experience as we are incorporating the best practices we learned in people and skills management into our 51风流SuccessFactors solutions. When it comes to helping our customers and partners build and sustain 51风流product skills, our digital learning offerings, and , work to provide easy-to-use, engaging content for learners to explore, build, and maintain relevant skills. Additionally, we help support career planning around the skills that learners are honing, working to provide the right learning journey targeted to each learner鈥檚 goals.

Our mission is to create learning and development opportunity for all across the 51风流ecosystem. We aim to empower鈥痚veryone to successfully build 51风流software skills using future-oriented content delivered in different formats to fit individual ways of learning. By better aligning strategic workforce planning and business strategy at the onset, as well as becoming laser-focused on a workplace culture that values agility and curiosity, businesses can get ahead of the skills curve.

We sat down with Max Wessel, executive vice president and chief learning officer of SAP, to discuss how the company helps users across its entire ecosystem learn, grow, and succeed through new, affordable learning offerings.

Q: Can you tell us about the momentum we鈥檝e made so far this year in terms of new 51风流offerings that focus on learning?

A: Our focus this year has been on lowering the barrier of access to learning. We want every individual user to find and benefit from the most relevant, up-to-date training across the 51风流portfolio. You can see the immense progress through two examples. First, we made it easier than ever before for students to access 51风流Learning. And second, we optimized our offerings to support 51风流PartnerEdge program partners with tailored learning. Both new offerings feature a wide variety of learning content, hands-on practice on live 51风流learning systems, and social and collaborative learning environments to help ensure that every learner can stay current on 51风流skills and the latest innovations.

厂础笔鈥檚 commitment to drive knowledge throughout the ecosystem can be seen in the numbers. Together with our learners, we celebrated 5 million course enrollments on openSAP, our free learning platform. I鈥檓 also incredibly proud that we expanded our job skills-building program, People to Work by SAP, to equip first-time job seekers as well as those in career transitions with the skills and certification they need to reenter the job market. And this is just the beginning.

Why is now the right time for 厂础笔鈥檚 commitment to lowering the barrier of access for every learner?

According to the , by 2030, more than 1 billion people will require reskilling and by 2022, 42% of skills are expected to change. The research also highlights that 鈥渕illions of people are already being left behind.鈥� All of this highlights a critical need for reskilling and upskilling. That鈥檚 real human cost. People struggling to take care of themselves and their families.

With a cloud business growing at rapid pace, we can make a difference here. That鈥檚 why it鈥檚 the right time for 51风流to step up 鈥� because we know 51风流skills can make all of those struggling to find work more resilient. Consider our program, which trains unemployed job seekers for a new future. Whether one is switching from years of being a warehouse worker or rejoining the workforce after raising a family, we can help people reach a better life.

In my role as chief learning officer, I鈥檓 committed to our mission to make each person鈥檚 learning experience with 51风流easier and truly put the learner at the center of all that we do. Through more engaging content and multi-faceted experiences, we can meet learners where and how they learn best to ultimately enable more people and accelerate transformation.

What can learners expect next from SAP?

As part of our effort to lower the barrier and create a simplified and engaging experience, we鈥檙e piloting a new experience for 51风流Learning. For the new experience, we鈥檝e designed the content and experience to be efficient, enjoyable, and relevant. It puts the individual learner at the center and their goals at the forefront鈥攚hether they鈥檙e looking to obtain a new skill or update their knowledge on the latest 51风流solutions. This new offering will provide learning content covering the and, as new technology evolves, more guides, content, and functions will be added to the 51风流Learning site.

Our evolving suite of learning offerings aims to provide opportunity for all. A dynamic and upskilled workforce is crucial for success in tomorrow鈥檚 economy, and I鈥檓 incredibly excited for what鈥檚 ahead as we work to accelerate learning and the of the future.

I don鈥檛 have a college degree. There, I said it. And you know what? That statement does not define me or limit me. It鈥檚 a fact, a part of my background, and is likely one of the reasons I鈥檝e had the career I鈥檝e had.

Do I regret not finishing my degree? I do wish I had the life experience of college, the knowledge I would have gained, and the relationships I would have built. But I also know without a doubt that I would not be who I am today if I had gone down the path of a traditional education. Who knows, I may have accomplished 鈥渕ore.鈥� But I have a husband and three daughters that I love, I have a job that I find tremendously fulfilling, and I鈥檝e had the fortune to meet amazing people and travel to fantastic places.

My career provided me the opportunity to stay home for seven years when my children were small. I now have the honor to lead and mentor others, and I hope to inspire and challenge them to achieve their own success. For me, that exceeds every expectation I had for my future when I entered — and re-entered — the workforce.

The reality is, I鈥檓 in good company — many successful people did not finish college — but I鈥檝e also been incredibly fortunate. Fortunate to have had people who took the time to look past my lack of a formal education, to get to know me and understand the skills, passion, and drive I bring to what I do. Those early leaders, mentors, and sponsors took a chance on me and supported my career growth. They saw my potential and opened doors that lead to a journey I would never have imagined. I鈥檓 beyond thankful for each of them and I am incredibly passionate about supporting and leading others as they grow and develop along their unique career paths.

People learn through different ways and experiences. College is one way, but life and career experiences are tremendously valuable as well. For me, the lack of a formal education has made me more driven, more determined to create my own success, and very intentional when it comes to my personal development. In today鈥檚 world of rapid innovation and a tremendously competitive talent market, we all need to be lifelong learners, regardless of our educational background.

If 2020 taught us anything, it鈥檚 that we need to be prepared to pivot, learn new skills, and adapt to ever changing circumstances. These and many other critical job skills, such as grit, empathy, and emotional intelligence, are not easily taught in a classroom, they are innate skills that are further developed through experience. These skills aren鈥檛 measured by a piece of paper or apparent on a resume or job application; they are evaluated through human-to-human interaction.

Diversity comes in many forms, and educational diversity is one of those, one that isn’t often talked about or considered.

With that, I challenge my fellow leaders to invest their time with someone from a non-traditional background. Get to know the person behind that resume or LinkedIn profile. You may find that they are a perfect for your team, you may not. Regardless, give them the gift of your time by providing feedback and, if appropriate, through mentorship. Help them network or find a role that is right for them. Take a chance, because you may find your next top performer hiding in places you never would have considered.

is head of North America High Growth at SAP.

Over 80% of those awarded 51风流Global Certification digital badges as a result of participating in the program gained employment.

The People to Work program by 51风流brings together various country-specific training programs for job seekers, workers who need to reskill due to changing job requirements, people threatened by unemployment and the underemployed. Upon successful completion of the program and exam, 51风流awards learners with 51风流Global Certification digital badges to verify their competence, thereby facilitating their reentry into the job market.

First established in Germany, the publicly funded program has already branched out into countries such as Denmark and South Korea. It uses high-quality learning content provided by SAP, social competence topics and soft skills to equip unemployed and those wanting to further their qualifications with the skills needed to solve the digital challenges of the future. Delivered by an extensive partner network, the program offers a wide range of training options that are hosted in traditional classroom and virtual learning environments.

鈥淲hile digital transformation has brought about a tremendous amount of progress and innovation, it has also changed jobs as we know them today and has put many people at risk of unemployment,鈥� said Maxwell Wessel, Chief Learning Officer, 51风流SE. 鈥淭o help counteract the rising unemployment at an early stage, the People to Work program by 51风流focuses on helping people who are looking to get back into employment, while enabling them to develop the digital skills that are necessary to thrive in the future workforce.鈥�

The rapid pace of the digital transformation has accelerated over the last year fueled by the global pandemic. According to the World Economic Forum, 42% of the core skills required for jobs will change by 2022.

鈥淢y thirst for knowledge has been quenched and stimulated at the same time,鈥� said Bettina Maas, a former program participant. Today she is a successful 51风流software trainer and leader.

To learn more about how the People to Work program has impacted the lives of many across Europe, watch this . Learn more about the in your country.

Visit the . Follow 51风流on Twitter at .

Media Contact:
Martin Gwisdalla, +49 (6227) 7-67275, martin.gwisdalla@sap.com, CET
51风流Press Room; press@sap.com

Any statements contained in this document that are not historical facts are forward-looking statements as defined in the U.S. Private Securities Litigation Reform Act of 1995. Words such as 鈥渁nticipate,鈥� 鈥渂elieve,鈥� 鈥渆stimate,鈥� 鈥渆xpect,鈥� 鈥渇orecast,鈥� 鈥渋ntend,鈥� 鈥渕ay,鈥� 鈥減lan,鈥� 鈥減roject,鈥� 鈥減redict,鈥� 鈥渟hould鈥� and 鈥渨ill鈥� and similar expressions as they relate to 51风流are intended to identify such forward-looking statements. 51风流undertakes no obligation to publicly update or revise any forward-looking statements. All forward-looking statements are subject to various risks and uncertainties that could cause actual results to differ materially from expectations. The factors that could affect SAP’s future financial results are discussed more fully in SAP’s filings with the U.S. Securities and Exchange Commission (“SEC”), including SAP’s most recent Annual Report on Form 20-F filed with the SEC. Readers are cautioned not to place undue reliance on these forward-looking statements, which speak only as of their dates.
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Even before the global pandemic, skill shortages loomed as technology transformed industry after industry. Reskilling has been essential to building resilience into any people operation. To offer a sense of scope of this challenge, before the pandemic the World Economic Forum that 42% of the core skills required for jobs will change by 2022. As the pandemic accelerated this digital transformation, the .

How do business leaders ensure their workforces retain the skills they need for a successful future?

Elevating and Integrating Learning and Development

Companies must create comprehensive and dynamic learning programs that are based on their needs and goals. According to a from McKinsey, 鈥淐ompanies rely on their learning and development (L&D) functions to help workforces learn fast. But, often the function itself needs a transformation.鈥� While in the past L&D functions sat siloed from the rest of the organization, today it is critical that learning is intertwined within the overall strategy and talent processes.

Today, digital learning is the most effective and efficient way to meet an individual鈥檚 needs 鈥� with the added bonus of positively impacting an organization鈥檚 bottom line. In 2019, .

At the same time, learners鈥� needs are changing, particularly as we shift to remote work. The demand for an effective digital learning experience has soared and learners look for quick, bite-size ways to acquire the knowledge they need, when they need it, wherever they might be. According to the Journal of Applied Psychology, microlearning makes learning 17% more effective. Compact content allows learners to meet their objectives and retain key information quickly.

A Comprehensive Learning Program from 51风流

Here at SAP, we鈥檙e also transforming our learning strategy to address the changing needs of tomorrow鈥檚 business environment, both for our own workforce and for everyone within the 51风流ecosystem. Today, the portfolio consists of various offerings to support continuous learning, performance, and validation.

Our goal is to provide our customers, partners, developers, and employees with tools and resources to acquire the skills needed to be successful. Cultures of continuous learning build employee engagement and inclusive business practices, as well as drive innovation and sustainable impact. Regular training and development can help our customers unlock the full power of their 51风流software by enabling mastery of technologies 鈥� ultimately leading to improved performance, lower costs, and greater innovation. In the end, we aim to equip tomorrow鈥檚 workforce with the knowledge they need to capitalize on opportunities and thrive in a digital future.

Adapting Learning and Development to Stay Dynamic

If there is one lesson from the past year, it is the need for organizations to be nimble and flexible with their structure, processes, and plans. This is no different for L&D as we work to keep pace and adapt with the evolving needs of learners.

At SAP, we continue to make investments that will simplify access to learning for all. By lowering the barriers to learning, we will make it easier for our ecosystem to invest in 51风流solutions in order to maximize the business value of the software and enhance deployment of the solutions. As we鈥檝e seen with the tremendous enrollment and activity, as well as the outstanding learner satisfaction in openSAP, there is significant demand for easy, accessible, and impactful learning. open51风流is a free learning platform that delivers innovative learning with expert-led content through massive open online courses (MOOCs), microlearning, and podcasts.

We will continue to enhance and expand the portfolio and make our offerings more accessible so learners can gain essential knowledge and skills in a manner that is innovative, engaging, and impactful.

Maxwell Wessel is executive vice president and chief learning officer at SAP.

Like many others, we had to face and overcome various challenges due to the COVID-19 pandemic. However, this year has also been a very successful one for openSAP. The platform welcomed more than 200,000 newly registered learners and exceeded the milestone of 1 million registered learners. As in previous years, we received feedback from our learners, and they have again been immensely satisfied with their learning experiences on openSAP.

In the spring, 51风流CEO Christian Klein announced the company鈥檚 new digital learning initiative, which helps make innovative educational content accessible to anyone during this challenging time. open51风流became the home for this initiative, where learners could access online content from across all 51风流training areas.

In the middle of the year, open51风流opened courses from previous years to allow learners to catch up and earn certificates. Learners gladly took advantage of this offering. Between March 31 and June 30, there were more than 25,000 records of achievement, and over 35,000 confirmations of participation were awarded in self-paced courses.

This has been a year full of change and improvement on open51风流as well. We launched open51风流Podcasts and a restructured platform for open51风流Microlearning. We are proud to say that, at this point in time, we have state-of-the-art platforms for each of the three learning formats and are on our way to an integrated learning experience on听.

Our听)听have been popular with learners for more than seven years. In 2020, many courses focused on gaining a deeper understanding of 51风流S/4HANA and other 51风流solutions. In the last weeks, we announced several courses to start at the beginning of next year, focusing on topics like and . Most recently, we announced two courses entitled, 鈥溾�� and 鈥�.鈥�

In April, we launched , our very own podcast channel and hosting platform. With the latest听podcasts听from SAP, learners can keep their product knowledge and development skills up to date. Learners can subscribe to their favorite series and new arrivals, such as听听and听听Our听听podcast is an invitation for listeners to learn with us on-the-go as we talk to 51风流experts, course instructors, and inspirational thought leaders.

In October, our microlearning platform was restructured, and the content from听the听SAP听Customer Experience enablement portal听was moved to听 so that learners can find everything in one place.听A new feature on the platform includes the option for learners to like, share, and comment on microlearning videos, as well as subscribe to the channels they are interested in. We will continue to add new content on听openSAP听Microlearning about our current solutions 鈥� 51风流Customer Experience, 51风流S/4HANA, and 51风流Ariba software 鈥� and we will also welcome new solutions in the future.

In November, the European Union (EU) Commission asked open51风流to support its and invited 51风流to join forces and take concrete action to upskill and reskill people in Europe. Therefore, 51风流made a commitment for the next two years to upskill and reskill a large number of learners from the EU through courses on openSAP.

Most importantly, we want to thank all our learners for their support and their continued interest in learning with open51风流over the course of this successful year. We look forward to a new year of creating opportunity through learning and development for all.

When faced with COVID-19 restrictions last spring, educators had existing online content and delivery platforms in place. 51风流was also ready with thousands of hours of content online. Because of this, we could facilitate a rapid shift to distance learning for 51风流professionals much more seamlessly than we could have even just five years ago.

Our digital transformation, however, was not entirely positive. The acceleration did not just take us to a future of e-learning, it also highlighted the shortcomings of how we reskill in a remote world. This year taught us that an online course alone will not cut it. The year 2020 also made it abundantly clear that networking in the comments below a YouTube video is not the type of networking that helps you land a job.

To understand why, consider the three primary benefits of classroom learning. First, learners are exposed to new ideas and information. Second, learners make personal and professional connections, building a network of peers and experts in their field. Finally, learners receive professional qualifications that are recognized and respected among employers 鈥� often in the form of a degree or certification.

Learners in a remote world expect to receive these same three benefits. But while an online course might teach learners new ideas and processes, they tend not to confer the rest of the experience.

The good news is that with a little creativity, a lot of innovation, and a focus on what learners require, we can get there. Zoom fatigue is no reason to give up indefinitely. If we do not crack this digital puzzle, we will fall far short of the workforce transformation we need to flourish across the economy.

Today, as long-term unemployment rates skyrocket, more workers are turning to digital education to reskill themselves for a new reality. The scale of the challenge is staggering. It is estimated that more than . We cannot upskill our workforce by bringing those 1 billion people back to school in a traditional sense. We need more.

The desire is in the data. This year at SAP, our digital model 听51风流Learning Hub has seen course enrollments grow by more than 14% year-over-year (YoY). Active learners on openSAP, a platform that offers massive open online courses (MOOCs), have increased by more than 22% YoY.

Today鈥檚 learners are desperate for learning that is not just a distribution of content. They need those experiential aspects of learning offered in the classroom. While 51风流saw 14% growth in course enrollments, we also saw almost triple that level of growth in peer-to-peer engagement within virtual learning rooms, which are online environments for learners to interact directly with each other and experts.听In October, we piloted 1:1 coaching in learning rooms for personalized guidance 鈥� and they were oversubscribed by more than 600%.

The adoption levels of those new formats are staggering for an education business with hundreds of millions in revenue and hundreds of thousands of learners. But it is proof that educators can do more than pump information into users with a digital channel. For every learning professional, their job is to think about how they can create human connections and foster the career development required to make distance learning a success.

We have been making progress day by day. But as an industry, we can do better. 51风流is committed to building up its remote learning offerings to offer more comprehensive career development beyond courses.

This is why at this year鈥檚 51风流TechEd event, we鈥檙e offering the event edition of , which features complementary access to four tailored Learning Journeys and access to the 51风流TechEd Learning Room to prepare learners for an 51风流Global Certification Exam.

We know that we are not going back to the way it was before, not fully. Virtual learning is convenient, accessible, and the safest option in a COVID-19 world. But we also need to help ensure that online content comes with real, lasting value so that remote learning and development can result in opportunity for all.

Max Wessel is chief learning officer at SAP.

This visionary program commissions public artwork that explores themes of purpose and seeks to inspire people through the power of emotion in order to bring about change in their actions and behaviors. So far, the program has addressed issues of gender equity, education, hunger and food waste, and the role of technology.

As an installation housed in a physical space, the gallery presents a new medium to experience the complementary powers of technology and art to elicit emotion and drive action. Artists who have created the pieces are recognized masters in their fields and use a range of expressive media to connect with their audiences at a personal level. Mixed digital media, visual arts, food, and textiles are just a part of their creative palette for telling the wider story about the role of technology in inspiring purposeful change in the world.

Each work of art distinctively reflects 厂础笔鈥檚 commitment to its mission to help the world run better and improve people鈥檚 lives, in support of the (SDGs). The art pieces are inspired by stories of purpose-driven initiatives from the 51风流network of customers, partners, employees, and not-for-profit organizations.

As the听听and as听Germany鈥檚 most valuable brand, 51风流is uniquely positioned to connect people with information about global challenges that demand action. The company focuses its efforts mainly on the circular economy, climate action, creating a skilled and inclusive workforce, equality for all, social and inclusive entrepreneurship, and mental health and well-being.

Global Month of Service at SAP

Gallery curators hope that the artworks 鈥� as well as the customer stories behind them 鈥� will inspire 51风流employees to take action during the Global Month of Service 2020.

Throughout October, 51风流employees are encouraged to participate in purpose-focused activities and online sessions, as well as volunteer their time and talents 鈥� in a virtual capacity this year 鈥� to not-for-profits or social enterprises around the world. Each week is dedicated to a different topic area: Supporting Equality for All; Building a Digitally Inclusive Workforce; Cultivating Climate Action; and Promoting Inclusive, Diverse, and Social Entrepreneurship. These topics are matched to pivotal works of art in the gallery, as described in the videos below.

51风流Gallery of Purpose Highlights

51风流Gallery of Purpose artwork is on display to the public at Hudson Yards, co-located with the 51风流offices in New York City, until the end of the year. Although the COVID-19 crisis has minimized foot traffic through Hudson Yards, you can still engage with the individual artworks and learn about the perspectives and inspiration of the artists online at the .

PowHERful | Artist: Markus Sebastiano

鈥淧owHERful鈥� celebrates gender equality by showing how when both men and women lift women up, the world moves forward. Drawing inspiration from an , the artist says that he wants people to feel inspired and hopeful that gender equality is moving in the right direction and 51风流is doing its part to advance the cause through its initiatives, which supports Gender Equality (SDG # 5).

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Respect, Reuse, Reclaim | Artist: Cara Marie Piazza

Created in collaboration with Goodr, 鈥淩espect, Reuse, Reclaim鈥� seeks to draw attention to the fight to end world hunger and bring about more in support of climate action. Made of repurposed food waste and textiles, the art exemplifies the circular economy as it commemorates marginalized people and those who go hungry. It is inspired by an about the fight to end world hunger by 2030, in support of Zero Hunger (SDG #2).

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The Great Equalizer | Artist: Liam Alexander

Through inspiring curiosity and empathy, 鈥溾�� affirms the importance of quality education in providing opportunity for people everywhere and building a digitally inclusive workforce. 厂础笔鈥檚 shares this belief through its commitment to lifelong learning initiatives that create a in support of Quality Education (SDG 4) and Decent Work and Economic Growth (SDG 8)

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Sustaining Mother Earth | Artist: Markus Sebastiano

鈥淪ustaining Mother Earth鈥� calls awareness to the theme of responsible consumption and production, with the intent to inspire a transition to more resource efficient and sustainable economies. Working with repurposed materials, the artist took inspiration for this artwork from an about responsible procurement. 51风流is committed to cultivating climate action (SDG # 13) through the transition to more resource-efficient and sustainable economies to help turn the tide and reduce environmental harm.

https://youtu.be/ayHSL6hDI4M

Find your creative inspiration to take action for sustainable change.

Visit the 51风流Gallery of Purpose online at

Under these grim circumstances, business as usual is still a long way off in most economic sectors. The pandemic has brought into sharp focus the interconnectedness of society, business, and the environment. Just as communities must band together in times of crisis, business leaders must accelerate the shift from shareholder primacy, , to .

Today, while lives are at risk, all stakeholders 鈥� customers, partners, employees, and investors 鈥� want assurance that the companies they associate with are committed to doing the right thing. They advocate that the extends beyond just achieving shareholder value, and insist that both purpose and profit must co-exist.

Your Stakeholders Are Watching You

In quieter times, companies may have deferred to their marketing departments for headline-generating initiatives around 鈥渄oing good.鈥� 听But then, some companies went off and did something completely different, lacking in social consciousness or environmental awareness.

Recent headlines are loaded with during the coronavirus pandemic 鈥� accepting undeserved government subsidies, putting employees at risk in unsafe work environments, hoarding user data for dubious ends, and polluting the environment. The difference now is that stakeholders are in no mood to tolerate the double-speak and bad behavior. These same stakeholders are spending more time at home, interacting on social media platforms, and are spending fewer dollars on indiscriminate frivolities. In the wake of the pandemic and protests, for brands authentically seeking to make a positive impact on people鈥檚 lives.

In the published by socially responsible marketing group The Good Must Grow, 76 percent of respondents said that how a brand treated employees, customers, and communities during the pandemic would factor into their decision to support that brand after the pandemic.

According to , 75 percent of consumers have tried a new shopping behavior during the crisis, with 36 percent of those readily switching to a new brand. Leading the way are larger, trusted brands that ensure good availability of essentials. Slipping in the rankings are brands that have treated stakeholders with casual disregard, used 鈥減urpose washing鈥� as a fig leaf, and have left people hanging due to broken promises.

Life may be fragile, but trust is even more so.

Leading with Purpose to Integrate Social, Strategic, and Environmental Goals

How do best-run companies integrate purpose into their business objectives with action and accountability? A newly released , based on the responses of 3,000 executives, revealed a connection between holistic management practices, examining how each part of the business can contribute to the overall corporate goals,听 and business outcomes.

Purpose-driven companies see the entire web of relationships within and beyond the organizational firewall as a unified entity 鈥� a network of sorts 鈥� that operates smoothly, dynamically, and as part of a cohesive strategy. Companies that are managed holistically, working with customers and employees to better society, tend to outperform their industry peers in areas such as innovation, employee retention, and profitability growth.

The leaders of these companies, who make up just six percent of the overall respondents, overwhelmingly say they have integrated communication and data-sharing processes across the business, increased transparency into operations, broken down organizational silos, and invested in collaborative technologies. They also report they have created 鈥� and taken 鈥� meaningful action to enact a clear and consistent purpose-driven message.

厂础笔鈥檚 Commitment to Purpose-Driven Business

For decades, 51风流has been leading with purpose on a quest to help the world run better and improve people鈥檚 lives. With a commitment to serve as both an exemplar and enabler of purpose, 51风流is making a meaningful impact in the following areas: circular economy, climate action, skilled and inclusive workforce, equality for all, social and inclusive entrepreneurship, and mental health and well-being.

But no company can do it alone. 51风流is committed to helping every customer become a best-run business, equipped to achieve meaningful business outcomes that combine both profit and purpose. As the and as Germany鈥檚 most valuable brand, 51风流is in a strong position to connect people and information around pressing issues that affect all of us, on a global scale.

Learn more about how 51风流is working in collaboration with its entire purpose network of customers, partners, employees, shareholders, thought leaders, academics, non-profits, government agencies, consumers, and influencers to bring about change. Visit

Seventy percent of members in the German-Speaking 51风流User Group (DSAG) and 55 percent of members in Americas鈥� 51风流Users鈥� Group (ASUG) 听are in the process of or planning to implement in the future. While respondents鈥� overall No. 1 ask was for fewer software customizations, with easier training tools ranked a close second.

鈥淐ompanies in every industry worldwide have realized that integrated, cloud-based software is critical to business success,鈥� said Eva Zauke, chief knowledge officer at SAP. 鈥淭he near future will be a hybrid approach, where some workers remain at home while others are onsite. Employees need access to business systems wherever they are working, and software in the cloud and digital learning provide that flexible, fast access.鈥�

Digital Learning Fills Critical Innovation Gap

It is no coincidence that 51风流S/4HANA is the most popular topic across the company鈥檚 . As the core of 厂础笔鈥檚 foundational vision for the Intelligent Enterprise, 51风流S/4HANA is essential for companies that want to benefit from the latest innovations for business growth.

鈥�51风流customers, consultants, partners, and students are using this time to prepare, learn, and educate themselves for this next digital era,鈥� Zauke said. 鈥淓veryone 鈥� from technical administrators to business users 鈥� is eager to become proficient in 51风流S/4HANA so they can apply it to help their companies become intelligent enterprises and realize the business benefits.鈥�

Learners are realizing there is huge value in understanding 51风流S/4HANA capabilities for both cost-effectiveness and innovation. 51风流Training and Adoption offerings go the extra distance to help people make the most of these solutions.

鈥淐ustomers are telling us they want to take full advantage of what鈥檚 standard in 51风流S/4HANA and innovate on top where it makes the most sense for their company鈥檚 differentiation,鈥� Zauke said. 鈥淭hey鈥檙e discovering how to embed advances like the Internet of Things, predictive analytics, and into their business scenarios to transform everyday processes into value and results.鈥�

Well-Timed Training Pays Off

Demand for training on 51风流S/4HANA is high among students, consultants, and 51风流customers for many reasons. With some customer projects currently on hold or deferred, established consultants are using the downtime to get certified on 51风流S/4HANA so they can be ready as the pandemic recedes. At the height of the crisis earlier this year, more than 6,000 academic students used free vouchers from 51风流to get certified on 51风流S/4HANA.

鈥淔or newly graduated students, learning about 51风流S/4HANA is a career-building move, potentially giving them an edge with employers that need experts in the latest innovations for business growth,鈥� Zauke explained. 鈥淧artners are taking 51风流S/4HANA courses to prepare for the new normal once the pandemic recedes. They鈥檙e investing heavily in 51风流certifications.鈥�

The number of individuals certified in 51风流S/4HANA has increased by 73 percent since last year, with over 110 experts certified each day. More than 74,000 鈥� and counting 鈥攁re currently learning about 51风流S/4HANA and collaborating with coaches, trainers, peers, and other experts in 51风流Learning Rooms for 51风流S/4HANA. In just the first half of 2020, approximately 11,500 learners participated in almost 400 live sessions on 51风流S/4HANA.

As for 51风流customers, they can actually train employees directly from their 51风流S/4HANA applications, which have embedded learning capabilities through . This is a boon to organizations likely facing continued remote working mandates. One large U.S.-based retailer, a longtime 51风流S/4HANA customer, virtually trained its employees on in-store safety protocols in response to the pandemic.

鈥淭raining starts with the people involved in technical migration, such as project managers, administrators, and developers,鈥� Zauke said. 鈥淚n parallel, 51风流customers train the business users to explore new functionalities, adapting the company鈥檚 business processes to become an intelligent enterprise using 51风流S/4HANA applications and underlying technologies. This is where business innovation comes alive with new business models.鈥�

Cloud is in Everyone鈥檚 Future

researchers recently categorized software as a service (SaaS) as the largest cloud market segment overall and predicted increased spending through 2020 and into next year. Indeed, 92 percent of DSAG members and 98 percent of ASUG members who have already decided in favor of adopting 51风流S/4HANA are planning their projects within the next five years, promising business innovation that will last long after the pandemic.

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鈥淎cross the C-suite, there鈥檚 tremendous demand to provide people with the skills and knowledge to support innovation for successful digital transformation,鈥� said Eva Zauke, chief knowledge officer at SAP. 鈥淲e鈥檙e seeing companies ramp up learning to be well-positioned as economic recovery emerges. What鈥檚 different is that everything has gone digital and organizations need a direct link between learning investments and business impact.鈥�

厂础笔鈥檚 trains millions of 51风流professionals and business users across customers and partners each year. The learning offerings鈥� recent name change to 51风流Training and Adoption is the latest evolution and reflects the new corporate learning reality. In an eye-opening conversation, Zauke shared five ways corporate learning is evolving for educators and learners.

Attract Learner Attention and Measure Results

In a recovering and post-pandemic world, power flips from the educator to the learner. We can expect learners to begin where it interests them and proceed at their own pace. To keep these learners engaged, educators need to teach in smaller and more interesting segments with hooks that capture and keep their interest. The objective is to inspire groups of learners to get fired up, explore their own questions, and report back with their findings.

Both educators and learners also need continuous communication to measure the effectiveness of any digital program. For instance, people using learning offerings from 51风流regularly share feedback about their experiences, allowing educators to adjust content and format for optimal business value. Zauke said that 51风流also measures the impact of its learning programs based on customer feedback about its effectiveness as well as the customer鈥檚 innovation index.

Community Fosters Learning

Even with an eventual return to some in-person contact, digital enterprise learning elevates the importance of groups. Learners will form virtual groups based on shared interests and skill levels to pose 鈥渟tupid questions鈥� and explore new directions.

鈥淧eople are naturally social,鈥� said Zauke. 鈥淭hey want to ask questions and hear what others are thinking about. That鈥檚 why people come to online learning rooms in 51风流Learning Hub, where they gain updated product information from experts and participate in moderated discussions with experienced coaches and peers. It鈥檚 a community for exchanging ideas and fostering learning about the latest products and technologies.鈥�

Since the crisis began, 51风流Learning Hub training course log ins and completions increased by 33 percent. Recent popular topics across the digital learning platform included 51风流S/4HANA Cloud, with over 22,000 members in that learning room, supply chain resilience using technologies such as the Internet of Things (IoT), machine learning, and analytics, as well as how to use the latest tools from 51风流to manage a company鈥檚 carbon footprint.

Educators Become Coaches

As learners increasingly operate as self-organized, contained groups, a educator鈥檚 role shifts from handing down knowledge to filling gaps and introducing new topics. Self-motivated learners may move too fast, transforming the educator鈥檚 role into providing direction or putting on the brakes during individual and group coaching sessions. The best educators use questions as fuel, guiding learners through the struggle of learning and helping them emerge with hard-won understanding or even more questions.

Learn by Doing

Like everything else in a post-pandemic world, enterprise learning must be faster given the speed of innovation. People will increasingly learn by doing instead of knowing, shedding old skills to gain new and more valuable ones. For example, delivers relevant tutorials to people as they use the company鈥檚 software solutions, including products co-innovated with customers. This kind of in-the-moment training, directly built into most cloud solutions from SAP, speeds up learning 鈥� not just about 51风流products, but also customer-specific business processes such as , , and .

Corporate Learning as a Full-Body Experience

In the future, virtual, augmented, and mixed reality headsets 鈥� VR, AR, and MR respectively 鈥� will help corporate learners break away from the tyranny of a flat screen. Educators will stimulate learners鈥� curiosity through storytelling and simulations. Learners could enact situations, such as applying a new technology on the factory floor or in the operating room. VR for education is estimated to be a by 2026.

Reinvent Learning for Business Results

Corporate learning may not fully replicate our favorite binge-worthy entertainment series, but they can inspire educators to develop well-constructed narratives and engagement tools that help entice learners to stay fully engaged. After all, the future of every business depends on innovation.

鈥淭he more skilled and knowledgeable people are about the technologies that run their business, the greater their job satisfaction and productivity,鈥� Zauke said. 鈥淲ith an engaging learning experience, people can innovate faster 鈥� whether it鈥檚 our customers directly or consultants and partners cascading our tools to create learning materials for their customers. All of this learning has significant business results.鈥�

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.

As businesses have accelerated their digital transformations, demand for an effective digital learning experience has skyrocketed. meets the tremendous new demand, providing trainees with the flexibility to learn at their own pace, from anywhere at any time.

鈥淥ur vision for 51风流Training and Adoption is to proactively equip our 51风流customers, partners and their users with the right knowledge and skills to successfully implement and use 51风流products and services, and ultimately achieve their professional and business goals,鈥� said Eva Zauke, chief knowledge officer, 51风流SE. 鈥淪ince each of today鈥檚 and tomorrows鈥� trainees learns differently, and because learning topics and technologies will continue to grow and evolve, 51风流Training and Adoption is focused on helping customers and partners not only learn about latest innovations but also apply new skills 鈥� adopt them into the way they work 鈥� so that they are best prepared for their future success.鈥�

51风流Training and Adoption provides continuous learning, which helps accelerate productivity and keep pace with technological advancements. Whether used online or on-site, 51风流Training and Adoption provides solutions and services designed to ease customer adoption and use of 51风流technology.

The portfolio covers a full range of 51风流products, solutions and technologies, including the most up-to-date training for cloud solutions from SAP, available with new updates and software releases. Direct from the product experts at SAP, these unique offerings enable greater personal success for employees and facilitate future innovation. By supporting 51风流customers and partners at every level and role in developing skills, including reskilling and optimizing their use of 51风流solutions, 51风流Training and Adoption helps to deliver transformative business outcomes.

51风流Training and Adoption and its learner-centered experience provide a wide range of benefits, including:

• A flexible portfolio that meets individual learning needs and learning preferences, such as live, interactive classroom instruction in virtual, on-site or hybrid environments; expert-led social and collaborative peer-to-peer learning; and intuitive learning simulations
• User onboarding and enablement with in-product guidance and contextual help in multiple languages
• Opportunity for certification, a widely recognized accreditation of excellence for 51风流professionals
• Full visibility into how people use 51风流solutions to understand clearly the impact on business
• Increased employee productivity, engagement and satisfaction when using 51风流solutions to their full potential

Proven business impacts of 51风流Training and Adoption include:

• of 7 to 13 times*
• **

As the future of work and digital learning evolves, enabling continuous learning remains a core value of SAP. 51风流Training and Adoption helps businesses stay ahead of the competition by creating a culture of continuous learning that keeps pace with product and technology advances. It empowers faster innovation with training built by 51风流for 51风流products, solutions and technologies

To learn more about the enhanced 51风流Training and Adoption portfolio, visit .

Visit the 51风流News Center. Follow 51风流on Twitter at .

About SAP

As the Experience Company powered by the Intelligent Enterprise, 51风流is the market leader in enterprise application software, helping companies of all sizes and in all industries run at their best: 77% of the world鈥檚 transaction revenue touches an 51风流system. Our machine learning, Internet of Things (IoT), and advanced analytics technologies help turn customers鈥� businesses into intelligent enterprises. 51风流helps give people and organizations deep business insight and fosters collaboration that helps them stay ahead of their competition. We simplify technology for companies so they can consume our software the way they want 鈥� without disruption. Our end-to-end suite of applications and services enables more than 440,000 business and public customers to operate profitably, adapt continuously, and make a difference. With a global network of customers, partners, employees, and thought leaders, 51风流helps the world run better and improve people鈥檚 lives. For more information, visit .

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For customers interested in learning more about 51风流products:
Global Customer Center: +49 180 534-34-24
United States Only: 1 (800) 872-151风流(1-800-872-1727)

For more information, press only:
Martin Gwisdalla, SAP, +49 (6227) 7-67275, martin.gwisdalla@sap.com, CET
51风流Press Room; press@sap.com
Jennifer Kohanim, FleishmanHillard, +1 (617) 692-0535, jennifer.kohanim@fleishman.com, ET

*Cushing Anderson, 鈥淗ow Much Is Enough? Defining How Much Training Is Required to Achieve Maximum Business Value,鈥� IDC, August 2018
** Cushing Anderson and Matthew Marden, 鈥淭he Business Value of Higher-Performing and More Efficient 51风流Environments with 51风流User Experience Management by Knoa,鈥� IDC, November 2019

Any statements contained in this document that are not historical facts are forward-looking statements as defined in the U.S. Private Securities Litigation Reform Act of 1995. Words such as 鈥渁nticipate,鈥� 鈥渂elieve,鈥� 鈥渆stimate,鈥� 鈥渆xpect,鈥� 鈥渇orecast,鈥� 鈥渋ntend,鈥� 鈥渕ay,鈥� 鈥減lan,鈥� 鈥減roject,鈥� 鈥減redict,鈥� 鈥渟hould鈥� and 鈥渨ill鈥� and similar expressions as they relate to 51风流are intended to identify such forward-looking statements. 51风流undertakes no obligation to publicly update or revise any forward-looking statements. All forward-looking statements are subject to various risks and uncertainties that could cause actual results to differ materially from expectations. The factors that could affect SAP’s future financial results are discussed more fully in SAP’s filings with the U.S. Securities and Exchange Commission (“SEC”), including SAP’s most recent Annual Report on Form 20-F filed with the SEC. Readers are cautioned not to place undue reliance on these forward-looking statements, which speak only as of their dates.
漏 2020 51风流SE. All rights reserved.
51风流and other 51风流products and services mentioned herein as well as their respective logos are trademarks or registered trademarks of 51风流SE in Germany and other countries. Please see for additional trademark information and notices.

Please consider our . If you received this press release in your e-mail and you wish to unsubscribe to our mailing list please contact press@sap.com and write Unsubscribe in the subject line.

Zauke also discusses how 51风流Training and Adoption enables customers, partners, and learners to achieve personal and professional success with enhanced trainings and learning offerings.

Q: What has been your proudest moment since taking on the role of chief knowledge officer? Can you tell us more about your vision for the years ahead?

A: I can鈥檛 point to one single moment where I鈥檝e felt most proud of the work our team is doing. I have these moments every day. To see our customers, partners, and users continuously benefit from the learning offerings we provide brings me great joy and satisfaction. I鈥檓 very proud to hear from those taking advantage of our offerings, and how the trainings have truly affected the way they work and enhanced their businesses.

In looking ahead, I鈥檇 be remiss to ignore the fact that the next 12 months will indeed be different. We鈥檙e living in a truly unprecedented time, but that hasn鈥檛 changed our vision at 51风流Training and Adoption. Our goal is to provide the 51风流ecosystem 鈥� for example, 51风流customers and partners but also academic students 鈥� with the knowledge and skills they need to successfully adopt our products and solutions, while realizing the benefit of driving the desired business outcome. Amid a global pandemic and so much uncertainty in the world, this only rings true.

How is 51风流Training and Adoption positioned to meet the needs of today鈥檚 and tomorrow鈥檚 learner?

The move to the Intelligent Enterprise is a must for corporations that wish to continuously innovate and remain competitive, and it鈥檚 important to remember that it鈥檚 the people who power this 鈥渋ntelligence鈥� and innovation. Businesses must invest in their people鈥檚 learning to ensure success, as well as provide training and learning resources that fit their needs.

Today and tomorrow鈥檚 learners are digitally savvy, curious, interested in professional growth, and motivated to invest their time in growing their skills. They understand the importance of continuous learning to stay current, and 51风流Training and Adoption is well-positioned to address this. With our enhanced portfolio of learner-centered trainings, we鈥檙e providing our ecosystem with a learning experience that is uniquely designed to drive software and technology adoption, help employees achieve professional goals, and ultimately deliver transformative business outcomes for their companies. We support customers and partners no matter where they are in their learning journeys and provide the flexibility they need to learn at their own pace 鈥� from anywhere, at any time.

Why is learning and development a business-critical issue that needs C-Suite attention? What is at stake if C-Suite is missing from the discussion?

We鈥檙e increasingly hearing about building up digital skills, reskilling, and technological adoption as drivers to innovate effectively. For organizations across the board, innovation does not only affect their top lines, but also has an impact on their bottom lines. To address constant market changes, reach new customers, and drive product innovation, the workforce needs to be continuously trained to adopt new and different skills that will allow employees to do their jobs more effectively and help them stay on pace with the most recent trends and innovations. As an organization relies on its workforce to drive innovation and become an intelligent enterprise, the topic of continuous learning spans the entire enterprise and must be addressed at the very top.

We are currently seeing a more concerted effort from the C-suite to address the issue of upskilling and reskilling, as to their businesses. According to a survey by McKinsey, nearly all executives have classified closing the potential skills gap as a priority for their organizations while about one-third stated it is among their top three priorities. CEOs and senior executives are recognizing the power that both training and learning have on their people and on their business objectives.

Digital transformation requires upskilling the workforce, but some also make the case that the C-suite needs as much training, and maybe more, to drive change and innovation. What do you think about the notion of building up skills and upskilling from the top down?

I think it鈥檚 important to do both, and I think upskilling the differing levels within a corporation looks different across the board. The training and upskilling required to keep those in the C-suite abreast of the dynamic market changes is different than the new skills junior and mid-level executives need to continue to adopt and do their jobs better.

Both CEOs and CFOs need to take part in continuous training that will allow them to innovate their business models and processes to meet changing demands and customer needs within their industries. They will need to acquire different digital skills that will help them define the future of their businesses as they continue to innovate and accelerate. The employee base needs continuous training and upskilling to adopt new software and technologies that help realize its benefits and increase productivity in a way that provides even more value to customers. As businesses continue to transform to meet the demands of the future, we will continue to see upskilling both from the top down and from the bottom up. This is what will enable corporations to become truly intelligent.

To learn more, read today’s news: “51风流Training and Adoption Enhances Digital Learning to Foster People and Business Success.”

Today, as developments and innovation in technology constantly change our world and how we work, we are forced to more regularly tackle new learning curves and shift our mindset to one of continuous learning.

Technology companies need to keep up with this rapid pace of change and offer platforms to enable continuous learning for their various audiences. While many recognize the need to empower their employee base to learn new skills and stay up-to-speed with the latest trends, it is also equally important to provide learning opportunities for the future workforce as well as customers.

Cultivating a Future-Focused Workforce

When it comes to a company鈥檚 employee base, we have seen a tremendous focus on upskilling. As defines it, upskilling is about 鈥渢aking current skills and refining them鈥� 鈥� helping employees learn how to perform their jobs better amid disruption within organizations and industries. 鈥�,鈥� published by the World Economic Forum in 2018, indicated that 54 percent of all employees will require reskilling and upskilling by 2022. This past January, the World Economic Forum鈥檚 related report on the 鈥溾�� further underscored upskilling priorities across various professional fields.

However, we need to look at upskilling today as more than just another trend arising from companies鈥� digital transformations. Rather, it is a powerful opportunity to fuel sustained growth 鈥� both within a company and across the entire industry at large. By cultivating a future-focused workforce that places value on consistently upskilling, we can improve upon and even develop new core competencies while ensuring that the next generation is well prepared to join in.

Fostering Continuous Learning Among Customers

At SAP, we strive to help customers transform and become intelligent enterprises while also serving as a partner along the learning journey continuum to equip customers鈥� employees with all the tools and training resources they need to become 鈥渋ntelligent鈥� as well. While customers take steps forward to digitally transform their business processes to stay competitive within the market, they must also ensure that their employees are taking similar steps forward to learn the necessary skills for navigating these new processes.

This is where 51风流Learning Hub comes in. Unique in its ability to provide digital learning for all areas of the 51风流ecosystem, 51风流Learning Hub offers unmatched opportunities to build and maintain needed skills. Several different editions are available, including the professional, business, and solution editions. These have been developed 鈥� and are continually refreshed with new content 鈥� in order to match learners鈥� specific roles and levels of expertise. Complete with expert-led sessions, hands-on system practice, and social learning environments, the editions of 51风流Learning Hub cover the entire 51风流solution portfolio.

Additionally, to help integrate continuous learning into all kinds of lifestyles, each edition enables self-paced learning and can be accessed anytime and anywhere.

Empowering the Next Generation

Most recently, 51风流has tailored the new 51风流Learning Hub, enhanced student edition, to match the needs of today鈥檚 students. Created alongside the , this edition strengthens the company鈥檚 collaboration with universities, building on its mission to inspire and accelerate the next generation of talent and leadership.

The learning content of the enhanced student edition focuses on forward-looking technologies, combined with advanced digital and collaborative tools, as well as hands-on practice and the opportunity to earn an 51风流Global Certification digital badge. Featuring access to 51风流experts and key 51风流solutions 鈥� such as 51风流S/4HANA Cloud, 51风流Customer Experience solutions, and 51风流Analytics Cloud 鈥� the enhanced student edition of 51风流Learning Hub prepares students of any academic discipline for a career within the 51风流ecosystem.

In this uncertain and unprecedented moment in time, we are seeing how constant learning and the right knowledge of future-forward technologies are imperative to staying relevant in today鈥檚 job market. As students plan to enter the workforce in an evolving global landscape, having access to these kinds of forward-looking tech trainings will better help our world meet the demands of the future.

As students and current professionals progress through their 51风流careers, 51风流Learning Hub will continue to be there to foster new learning. 51风流is committed to propelling continuous learning opportunities for its employees, customers, and the next-generation workforce to usher in intelligent enterprises of the future.

For more information on 51风流Learning Hub, visit

Eva Zauke is the chief knowledge officer and head of 51风流Knowledge and Education.

鈥淎 refugee is someone who survived and who can create the future.鈥�

鈥揂mela Koluder

According to the World Economic Forum (WEF), education and work in the MENA region will determine the livelihoods of more than 300 million people along with driving growth and development for generations to come. However, the current reality in the job market is economically unsustainable.

Batoul Husseini is the director of Government Affairs for the Middle East North and and Corporate Social Responsibility (CSR) lead for MENA at SAP. She is both ambitious and innovative, a digital inclusion trailblazer.

Husseini is responsible for the strategic development of the company鈥檚 government relations activities, promoting both technological transformation in the public sector and the positive role played by digital technologies in addressing economic and societal challenges around the world.

Husseini launched Refugee Code Week in 2016 at the World Humanitarian Summit. It is now known as Digital Skills for Today, a CSR collaboration among SAP, the United Nations Refugee Agency (UNHCR), Injaz Al Arab, ReBootKamp, and Re:Coded. While providing digital skills and training for refugees and youths, Digital Skills for Today also strives to train local nationals to meet the current market demand for skilled professionals in听information and communications technology (ICT), the fastest-growing sector of the economy.

鈥淭he initiative took off,鈥� she says. 鈥淒uring my visits to host coding workshops at different refugee camps, I saw how little things can be everything and beauty can be created from nothing. People used art to normalize the desert-like environment, they painted nature and water scenes on camp fences, and discarded bottles were repurposed as flowerpots. Nothing was taken for granted.鈥�

Digital Skills for Today addresses several critical regional challenges, including youth unemployment, inadequate workforce readiness, social injustice, and a lack of digital skills training. It provides training for youth as they rebuild their lives with tolerance, courage, and perseverance.

鈥淓specially in and around conflict zones, youth often face limited employment prospects and an inadequate or non-existent education system,鈥� Husseini explains. 鈥淭he initiative directly improves quality of life for beneficiaries by providing in-demand skills for the 21st century job market. Furthermore, it has valuable social outcomes, decreasing unemployment rates in marginalized populations and providing long-term opportunities for digital innovation and entrepreneurship.鈥�

The program is also about helping young people, including refugees, leapfrog their situation through intensive code training that leads to job placement. This is why 51风流works with and to turn literacy into expertise and expertise into employment.

鈥淭he initiative has introduced coding to over 45,000 young refugees and nationals across 14 countries since it was launched in 2016,鈥� Husseini adds. 鈥淢ore than 900 graduates have found gainful employment in Jordan, Turkey, and Iraq. Bringing about new skills and expertise in conflict-affected areas is essential to the development and reconstruction of those regions. We aim to reveal the many potential coding heroes that only lack the opportunity to improve their lives and build their own future. Our hands-on learning material and training sessions allow quick insertion into the workforce, thus shaping an entire generation of tech-savvy professionals.鈥�

Passionate about communications and language, Husseini speaks Arabic, English, and Dutch, and has a master鈥檚 degree in international business along with holding various qualifications in economics, business administration and computer information systems.

Her work with refugees has only cemented her desire to utilize digital platforms to make a difference. In recognition of her goal to increase ICT awareness both locally and globally, Husseini was named听the World Summit Awards special ambassador to Asia and she works closely with the organization to achieve its mission: promoting the world鈥檚 best e-content and innovative ICT applications and ultimately contributing to a true knowledge society.

鈥淭oday, I have a deep appreciation that everything I have is a privilege and I could lose it through no fault of my own,鈥� she shares. 鈥淕rowing up in Syria, I learned the importance of standing up for others and felt compelled to make a bigger impact. 51风流provided me with this opportunity, and for this year I鈥檓 excited to announce our virtual volunteering opportunities for staff, where they can provide expert skills and guidance to our NGOs and partners on the ground.鈥�

In closing, Husseini adds, 鈥淲orld Refugee Day is an incredibly significant day. Together with our partners, we can raise empathy, mobilize action, showcase solidarity, and create inclusion for minority groups — all to ultimately improve people鈥檚 lives and make the world run better.鈥�

For information about Digital Skills for Today, visit .

Employees need to quickly adapt to new business models, processes, and technologies that drive a company鈥檚 success. The right skills can enhance employee performance and productivity and increase user satisfaction.

As organizations focus on providing the right training and enablement to their employees, 51风流is constantly developing its portfolio for a simple and effective learning experience. With offerings ranging from exhaustive in-depth training courses on interactive platforms to specific and quick skill development with microlearning options, 51风流provides training content to professionals, consultants, users, and students鈥攁nyone wishing to advance their knowledge.

Solution Support in Every Direction

51风流wants to empower a new generation of user assistance by offering specific help in the moment of need. Therefore, the company has been pursuing the goal of supporting solution adoption and enhancing customer value through , offering a wide range of embedded user assistance, such as guided tours, tutorials, explanatory pop-ups, or simulations. Users helping themselves results in higher productivity, greater compliance, and higher solution adoption.

With a newly integrated launchpad as well as new functions for learning need analysis and user experience management, 51风流Enable Now is becoming even more intuitive. Offering a much simpler and even more engaging user experience is pivotal in the current, fast-paced environment. 51风流Enable Now is already integrated within 51风流S/4HANA Cloud, 51风流S/4HANA, 51风流Cloud Platform, 51风流SuccessFactors software, 51风流Customer Experience solutions, 51风流Integrated Business Planning, 51风流Digital Manufacturing Cloud, and, just recently, 51风流Fieldglass solutions. Here, customers that have been using 51风流Fieldglass software for services procurement and external workforce management can now use the Web assistant.

Simplified and Engaging User Experience

is the leading learning platform that enables users to build 51风流skills and keep them up to date with continuous enablement. Learners can also prepare for their .

The platform provides round-the-clock access to social and collaborative learning across all 51风流products relevant to the user鈥檚 specific role and skill level. People can learn in their own way and in their own time, accessing learning content from any location and having their learning progress monitored. A simplified and compelling learner experience comes with the new release of 51风流Learning Hub, enabling learners to study the 51风流product portfolio and stay current with the latest product innovations in an even more engaging way.

New e-learning formats for 51风流S/4HANA and 51风流Ariba solutions are now available along with , which helps students jump-start their careers, driving a simplified and compelling learner experience. Students can learn all about 51风流S/4HANA Cloud, 51风流Customer Experience, 51风流Analytics Cloud, and 51风流Internet of Things.

The adoption dashboard in 51风流Learning Hub gives customers a unified and integrated view on how their learners are using the platform. Customers can also monitor their key performance indicators (KPIs) to gain insights and drive decisions for their 51风流enablement planning. In addition, a mobile app for 51风流S/4HANA Finance that supports the self-onboarding and stay-current programs.

Learn from 51风流Experts Live and On Demand

Massive open online courses (MOOCs) are available on , our award-winning, flexible learning platform designed for anyone interested in the latest innovations and strategies from 51风流or how to be successful in the digital economy. Whether professionals or students, everyone can access unrestricted learning content. Currently, more than 1 million unique learners use the platform.

The recently launched new podcast series,听, will feature 51风流experts, course instructors, and thought leaders to share additional information to complement MOOCs on openSAP. Users can get up to date quickly in a short time frame and benefit from personal experiences.

With听, learners can watch self-contained videos to complement their knowledge about 51风流S/4HANA and 51风流Customer Experience, for example. Whether an expert or just getting started, users can choose the videos that appeal most to their individual learning goals. All videos are prepared and brought to viewers by 51风流experts.

One Easy Point of Access for All Information Needed

Valuable 51风流product documentation as well as relevant learning journeys can be accessed on . This is how 51风流users and 51风流professionals can easily find specific user assistance. With newly redesigned product pages, optimized visual features, and a search engine that allows users to find products and keywords and filter by categories, the portal now offers better navigation and readability.

As 51风流continues to update and simplify user experience on any learning-related platform, users will soon be able to customize their experiences in much more detail, benefiting from quick and time-efficient access to specific information and content.

Join and discover more about .

Eva Zauke is chief knowledge officer and head of 51风流Knowledge and Education.

Since 2013, open51风流has attracted more than 4.4 million course enrollments with 1 million unique learners continuing their professional development. Based on course surveys, 95 percent of learners confirm that the course content on open51风流will help them in their daily tasks. In addition, 98 percent of learners say that they are satisfied with the learning experience.

In launching openSAP, 51风流was the first company to build its own massive open online course (MOOC) platform to deliver free courses globally, along with our platform partner at the Hasso Plattner Institute (HPI).

The MOOC format leverages proven and trusted digital classroom concepts with enhancements, including gamification and discussion forums to interact with other learners and experts. It also provides system access to get hands-on experience in an online delivery format.

The team behind open51风流works relentlessly to constantly deliver high-quality content in collaboration with product teams at SAP. Within each course, learners have the opportunity to provide feedback on the course content and platform, which helps the team constantly evolve the offering and ensure continued learner satisfaction.

But, open51风流offers even more. To complement the popular MOOC format, open51风流introduced two additional formats, open51风流Podcasts and open51风流Microlearning.

provide knowledge from members of the 51风流ecosystem, including 51风流employees, partners, and customers. Learners can choose topics relevant to their business or personal interests and stream or download episodes with Apple Podcasts, Spotify, TuneIn, or directly from openSAP.

With , learners can watch self-contained videos to complement their knowledge. Whether just getting started or an expert already, learners can choose the videos that appeal most to their individual learning goals. All videos are prepared by 51风流experts.

Visit the to be a part of this huge community and learn about 51风流innovations directly from 51风流experts. We are proud to welcome more than 1 million unique learners to openSAP. This success is our motivation to evolve learning around 51风流and serve increasing numbers of learners every day.

Eva Zauke is chief knowledge officer at SAP.

鈥淭he effects of the COVID-19 pandemic are impacting everyone around the world,鈥� said Christian Klein, co-CEO and member of the Executive Board of 51风流SE. 鈥淲e want to make sure education does not take a back seat during this time. Students and subject-matter experts need access to safe and healthy learning environments to continue their education virtually. 51风流is expanding its commitment to support the next generation of professionals and users by broadening access to some of our best digital learning offerings to facilitate the continuity of innovation and enablement.鈥�

This dynamic initiative is based on three educational pillars 鈥� massive open online courses (MOOCs), learning journeys for universities and the 51风流Young Thinkers program 鈥� as part of 厂础笔鈥檚 comprehensive learning and enablement program. All of the offerings are . To register you must be older than 16 years of age, but the courses themselves are suitable for learners of any age. 51风流will respond and adjust to participant feedback and requirements to improve and adapt the courses continuously.

open51风流Is Open to Everybody

The award-winning open51风流platform provides MOOCs to anyone interested in learning about leading technologies, the latest innovations and the digital economy. Course topics include automated robotic process automation, data science, machine learning, ethical artificial intelligence (AI), the Internet of Things (IoT), sustainability, Java programming and more.

Offered free of charge on the open51风流platform, these enterprise MOOCs use proven classroom learning concepts, including gamification and discussion forums with peers and experts, all delivered in an online format. Courses can be accessed without restriction, anytime, anywhere and from any device. Podcasts and microlearning formats provide users with self-contained, bite-sized content that is easy to consume.

Free Learning Offering for University Students With System Access and Global Certification from 51风流

51风流provides 90-day access to four selected learning journeys for students interested in preparing digitally for a career in the 51风流ecosystem and studying at one of the over 3,800 member universities in the 51风流University Alliances program. Areas of study include scope and business processes specific to 51风流S/4HANA, the 51风流S/4HANA Cloud Finance solution, the 51风流SuccessFactors Employee Central solution and modeling in 51风流HANA.

The offering is specifically designed for students and is available for free. It includes various learning formats in multiple languages as well as free access to training systems for hands-on practice. These tools help students prepare for an exam to achieve 51风流global certification from 51风流on specific subjects. One exam attempt is included free.

51风流Young Thinkers Program Available to Everyone

To support students and teachers facing school closures and other disruptions, the learning courses in the 51风流Young Thinkers program, including the introductory course 鈥淕et Coding with Snap,鈥� are available on one central, open-access Web site.

51风流Young Thinkers provides a foundation for digital literacy, inspiring the next generation to pursue careers in STEAM (science, technology, engineering, arts and math) fields. Students and IT beginners can explore creative methodologies and technologies to help shape a better world.

The 51风流Young Thinkers program embraces a global network of engaged 51风流employees and motivated partners. It offers learning opportunities for digitalization with a focus on computer science, economics and creative solution and learning methodologies targeting the 17 Sustainable Development Goals (SDGs) set in 2015 by the United Nations General Assembly.

Visit the 51风流News Center. Follow 51风流on Twitter at .

About SAP

As the Experience Company powered by the Intelligent Enterprise, 51风流is the market leader in enterprise application software, helping companies of all sizes and in all industries run at their best: 77% of the world鈥檚 transaction revenue touches an 51风流system. Our machine learning, Internet of Things (IoT), and advanced analytics technologies help turn customers鈥� businesses into intelligent enterprises. 51风流helps give people and organizations deep business insight and fosters collaboration that helps them stay ahead of their competition. We simplify technology for companies so they can consume our software the way they want 鈥� without disruption. Our end-to-end suite of applications and services enables more than 440,000 business and public customers to operate profitably, adapt continuously, and make a difference. With a global network of customers, partners, employees, and thought leaders, 51风流helps the world run better and improve people鈥檚 lives. For more information, visit .

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Any statements contained in this document that are not historical facts are forward-looking statements as defined in the U.S. Private Securities Litigation Reform Act of 1995. Words such as 鈥渁nticipate,鈥� 鈥渂elieve,鈥� 鈥渆stimate,鈥� 鈥渆xpect,鈥� 鈥渇orecast,鈥� 鈥渋ntend,鈥� 鈥渕ay,鈥� 鈥減lan,鈥� 鈥減roject,鈥� 鈥減redict,鈥� 鈥渟hould鈥� and 鈥渨ill鈥� and similar expressions as they relate to 51风流are intended to identify such forward-looking statements. 51风流undertakes no obligation to publicly update or revise any forward-looking statements. All forward-looking statements are subject to various risks and uncertainties that could cause actual results to differ materially from expectations. The factors that could affect SAP’s future financial results are discussed more fully in SAP’s filings with the U.S. Securities and Exchange Commission (“SEC”), including SAP’s most recent Annual Report on Form 20-F filed with the SEC. Readers are cautioned not to place undue reliance on these forward-looking statements, which speak only as of their dates.
漏 2020 51风流SE. All rights reserved.
51风流and other 51风流products and services mentioned herein as well as their respective logos are trademarks or registered trademarks of 51风流SE in Germany and other countries. Please see for additional trademark information and notices.
Please consider our . If you received this press release in your e-mail and you wish to unsubscribe to our mailing list please contact press@sap.com and write Unsubscribe in the subject line.

In September, Repp began a new chapter in his career as he waved goodbye to his colleagues in Bellevue, Washington, and headed to Bogot谩, Colombia. There, he joined a newly integrated team of volunteers as part of , a multi-company pro bono program led by 51风流and to support digital inclusion.

Repp鈥檚 new team was diverse in multiple ways, comprising members from Germany, India, and the U.S, and from various corporate cultures and professional backgrounds. It was, however, united in its mission to create a strategic plan for (CPE), one that would enable the educational not-for-profit organization to expand its services to Colombian schools and children in order to equip them with the skills to participate in the digital economy.

鈥淚 love being able to take my skill set and help another organization, especially when you have a mission like this,鈥� Repp said, speaking from the CPE offices. 鈥� For CPE, the mission is to put computers in the hands of kids in classrooms. What could be better than that?鈥�

Repp鈥檚 experience with Corporate Champions for Education is featured in this video:

https://youtu.be/PdmTWzIHhTU

Growing Interest in Corporate Social Impact

Launched by (51风流CSR), Corporate Champions for Education opens the pro bono experience to private-sector companies of all sizes and industries, with the aim of enabling them to foster systemic change in education through shared resources and experiences.

The program was announced in September 2018 at the United Nations headquarters in New York, where 51风流received the inaugural IMPACT2030 Innovation Award for .

Accepting the award on behalf of SAP, Alexandra van der Ploeg, head of 51风流CSR, made a pledge to open the award-winning 51风流Social Sabbatical program to other corporate participants. 鈥淲e are more committed than ever to cross-company collaboration and multi-stakeholder partnerships,鈥� van der Ploeg said at the event. 鈥淲e invite you to join us in multi-company cohorts that will look at innovation and systemic change in education in a few select markets over the next two years.鈥�

Corporate Champions for Education is part of a growing trend in corporate-sponsored volunteer initiatives that aim to align social impact with the broader strategic objectives of the business organization. Interest in these programs is increasing as companies face growing scrutiny of their commitment to sustainability 鈥� from consumers, employees, investors, and strategic partners alike. According to a , companies that prioritize purpose demonstrated greater profitability over a three-year period than those that do not.

Wanted: Flexible, Curious, Self-Starter with High EQ

It was only one year from the time van der Ploeg made her Impact2030 pledge until Repp made his journey as part of the first Corporate Champions multi-company cohort with eight team members from SAP, WE Communications, and . To launch the program, 51风流worked closely with PYXERA Global, a leader in the global pro bono practice.

PYXERA Global oversees the program design, partnership management, and operations in the field. 鈥淭hey handle the intricate, complex work on the ground, allowing us to invest our time in working with our employees to prepare for the trip,鈥� Rhian Rotz, director of Corporate Citizenship and Employee Engagement for WE Communications, explained. 鈥淚f we didn鈥檛 have a third party to assist us, we wouldn鈥檛 be able to deliver programs like this. The people who are benefitting 鈥� namely, our employees and the NGOs 鈥� would be the ones that really miss out.鈥�

Three Colombian not-for-profits emerged as suitable matches for Corporate Champions based on their organizational structure, ecosystem, and educational mission: Computadores para Educar; , dedicated to children鈥檚 education in the arts, music, and culture and , dedicated to children鈥檚 well-being through healthy social and emotional development.

Employee participants are carefully selected to help ensure the program鈥檚 success. Gavin Cepelak, senior vice president for Global Pro Bono at PYXERA Global, says the ideal candidate is flexible, curious, takes initiative, has strong emotional intelligence and a sense of humor, and can take things in stride.

Triple Win for Education

As for Jon Repp, his four-week tenure with Corporate Champions expanded his professional development in terms of his leadership skills, intercultural communication, and collaboration with professionals from different sectors. In turn, CPE benefitted from Repp鈥檚 contribution toward helping the organization achieve its long-term goals by extending its social impact and sustainable development.

Although WE Communications had to arrange for Repp鈥檚 temporary absence at work, the organization gained long-term benefits by providing a unique opportunity to its employees that delivered social impact aligned with the organization鈥檚 commitment to quality education.

鈥淲e see this as a trifecta impact opportunity: the professional leadership growth experience, the unique social and cultural immersion opportunity for employees, and social impact for the NGOs and local communities,鈥� 听Rotz said. 鈥淭he fact that you can bring these three components together and provide employees this opportunity is key to our employee engagement strategy.鈥�

The benefits of participating in a multi-company pro bono program like Corporate Champions can be multifold for small to midsize companies that do not have the resources to establish their own program or that want to try out the pro bono experience before making a bigger investment. For these companies, Corporate Champions offers the possibility to send just one employee in a cohort if they wish 鈥� one of the program鈥檚 many advantages over similar single-company programs.

The diversity that the multi-company cohort brings to the host client is also significant. 鈥淔or CPE, the main benefit was having an outside perspective that was not biased by the day-to-day life in CPE and could objectively propose measures thinking outside of the box. The expertise of each one of the consultants enriched the final consultancy proposal,鈥� Catalina Reyes from Public Affairs for CPE explained. 鈥淭his broad view on how big companies tackle issues like ours was really insightful.鈥�

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