51风流was recognized based on its ability to execute and completeness of vision in the report. According to the report, “The market for cloud HCM suites is responding to HR leaders鈥� need to focus on delivering business outcomes while keeping a close watch on innovation catalysts such as generative AI. This research helps HR technology leaders in enterprises with more than 1,000 employees identify suitable vendors.”

provides the most comprehensive set of cloud-based solutions, connecting core HR and payroll, talent management, sales performance management, people analytics, and workforce planning to help drive organizations — and their people — forward. 

Our latest product release continues to deliver on our vision for HXM to put people at the center of every organization. We believe that future-ready organizations need to provide opportunities for people to develop and grow in line with their personal passions and the changing needs of the organization. To make this a reality, we have been steadily investing in and transforming the user experience and architecture across our solutions to be employee-centric, to provide better integrations with partners and the broader 51风流portfolio, and to be infused with AI capabilities.

At , we announced the latest AI capabilities that stretch across the suite, building on the company’s Business AI strategy to build systems of intelligence and deliver AI in a way that is relevant, reliable, and responsible. For example, Joule is our natural-language generative AI copilot, which will make it easier and faster for employees to find information, get answers to questions, and complete HR-related tasks such as approving or rejecting time-off requests. 

The talent intelligence hub acts as an AI-powered engine for an organization鈥檚 entire learning and talent strategy by creating a skills portfolio for each employee that can infer skills and attributes based on data from performance feedback and dynamic teams. This provides a single skills model to drive everything from recruiting and onboarding to learning and development to performance and succession. 

Delta Air Lines is building a dynamic skills-based experience for continuous learning with the talent intelligence hub to help employees grow from an hourly customer-facing role to the salaried corporate position of their dreams.

鈥淒elivering an elevated employee experience is important to us,鈥� said Tim Gregory, managing director of HR Innovation and Workforce Technology at Delta. 鈥淥ur people work hard to develop and hone their skills. It鈥檚 personal, and when Delta is able to go beyond the traditional lens of job hierarchies and org charts, we create the elevated experience that attracts and retains the best talent.鈥� 

The 2H 2023 release also includes a new user experience for customers using , a new recruiter user experience, improvements to the cross-system workflow, and enhanced integrations with Microsoft Teams to put HR in the flow of work. 

We plan to accelerate advancements around our user experience and deliver new AI capabilities with every release, helping people and culture leaders embrace the latest technology to drive change within their workforce and helping organizations prepare for what鈥檚 next. 

Aaron Green is chief marketing and solutions officer, 51风流SuccessFactors.

Gartner, Magic Quadrant for Cloud HCM Suites for 1,000+ Employee Enterprises, Ranadip Chandra, Sam Grinter, 18 October 2023

The report was titled as Magic Quadrant for Cloud HCM Suites for Midmarket and Large Enterprises from 2016-2018.

GARTNER is a registered trademark and service mark of Gartner and Magic Quadrant is a registered trademark of Gartner, Inc. and/or its affiliates in the U.S. and internationally and are used herein with permission. All rights reserved.
Gartner does not endorse any vendor, product or service depicted in its research publications and does not advise technology users to select only those vendors with the highest ratings or other designation. Gartner research publications consist of the opinions of Gartner鈥檚 research organization and should not be construed as statements of fact. Gartner disclaims all warranties, expressed or implied, with respect to this research, including any warranties of merchantability or fitness for a particular purpose.

With 51风流Business AI, 51风流is laser-focused on how we deliver AI that is relevant, reliable, and responsible. In other words, AI that enables organizations to get all the amazing benefits of the technology while 51风流helps solves for the complexities. In this release, AI-driven capabilities will be generally available across 51风流SuccessFactors Human Experience Management (HXM) Suite to help elevate the human experience with innovations like the talent intelligence hub, SAP鈥檚 AI copilot Joule, and generative AI use cases.

• The talent intelligence hub 鈥� a foundation for AI-powered talent development and acquisition 鈥� helps organizations align employees to the needs of their business, helps employees find opportunities that align to their aspirations, and helps improve their future workforce planning. This groundbreaking, foundational tech creates a skills portfolio for each employee in the workforce and feeds that data across 51风流SuccessFactors HXM Suite to help surface more relevant experiences everywhere from recruiting and onboarding to learning and development to performance and succession.
• With Joule, employees can experience a game-changing, conversational AI that draws from a wealth of business data across your organization. Imagine your most knowledgeable colleague, available anytime.
• Finally, generative AI in this release is focused on helping recruiters create job descriptions 鈥� an example of a discrete task that can eat away at productivity when performed manually at scale 鈥� as well as be prompted with AI-generated interview questions based on job descriptions in Microsoft Teams. You can expect more of these kinds of use cases to support secondary tasks in every release.

AI is just one area we鈥檙e innovating in. Across our product vision areas, we鈥檙e delivering faster than ever on helping organizations build future-ready workforces, create elevated experiences for their employees, and maintain and enhance an agile and compliant HR. From the Horizon visual theme to a new integrated learning experience to integrations in Microsoft Teams that meet people in the flow of work to harmonization with the cross-system workflow, this release is packed with new and exciting capabilities.

Read on 鈥� then check out our preview release 鈥� and learn how our latest release can help ignite the potential in your workforce today.

51风流Business AI in 51风流SuccessFactors Solutions

At SAP, we understand that AI has the power to transform experiences for employees, managers, recruiters, and HR professionals. Available in November, this release will include a set of AI-fueled innovations.

Talent Intelligence Hub

The talent intelligence hub is generally available with this release, providing customers with the foundation for AI-powered talent development and acquisition. Talent intelligence is and will be a critical component of 51风流SuccessFactors solutions moving forward, with use cases for skills information being added across the entire portfolio.

When organizations understand the skills they have today and the skills they need for the future, they can develop organization-wide talent development strategies. At the same time, talent intelligence enables highly individualized, employee-led talent development that gives employees highly meaningful and rewarding careers, but also drives organizations to where they need to go.

AI will drive the creation of skills information, as each employee will see skills inferences in their growth portfolios that suggest the skills they may already have using data from 51风流SuccessFactors Performance & Goals. This can simplify the process for employees and helps ensure higher quality skills data across the organization.

With this release, the talent intelligence hub can drive individualized recommendations for employees both in the new integrated learning experience as well as in 51风流SuccessFactors Opportunity Marketplace. But this is just the beginning, and you will see many more use cases for the talent intelligence hub across the entire suite in 2024.

Generative AI Use Cases for Hiring

Recruiters and hiring managers can benefit from the use of generative AI to create tailored job descriptions based on data from within 51风流SuccessFactors solutions as well as external sources. Additionally, interviewers can generate interview questions based on the candidate profile as well as the job description to help ensure they are contextually relevant. Interviewers are proactively notified within Microsoft Teams to generate interview questions, creating a more efficient and streamlined interview experience.

Generative AI Copilot Joule

Joule is SAP鈥檚 AI-powered copilot that uses natural language processing to understand employee requests, helping them to quickly find information and complete tasks, such as updating their name or location and giving or requesting feedback. Joule will be able to guide through more complex journeys in the near future. Joule will initially be available in English for U.S. and European data centers and will be rolled out in other regions in 2024 and beyond.

Future-Ready Workforce

Integrated Learning Experience

Within 51风流SuccessFactors Learning, we are unveiling a new, integrated learning experience that is now generally available. It features a redesigned, re-architected home page that can surface recommendations unique to each employee. This individualized experience helps drive a culture of learning by tapping into each person鈥檚 aspirations, motivations, skills, and preferences while staying aligned with organizational goals and priorities.

Driven by the talent intelligence hub, 51风流SuccessFactors Learning uses each learner鈥檚 learning history and skills within the growth portfolio. And with enhanced search and filtering capabilities, such as type-ahead suggestions and key results that populate as the learner is typing, it can be easy to quickly locate the most relevant content.

Elevated Experiences

Horizon Visual Theme

With this release, we have completed the rollout of the Horizon visual theme to all employee-facing pages. This modern, elegant user interface brings consistency across the entire 51风流SuccessFactors HXM Suite and will be available for every 51风流cloud application by the end of 2024.

HR in the Flow of Work: Microsoft Teams App

With the 51风流SuccessFactors app for Microsoft Teams, now available on the Microsoft Teams app store, we are bringing high-value, actionable HR processes directly into the flow of work. In this release, common self-service tasks, such as clocking in and out, updating location, or viewing a pay statement, can be completed directly from Microsoft Teams, helping to reduce the need to switch between multiple applications.

Enhancements to 51风流SuccessFactors Employee Central

We are excited to introduce 51风流SuccessFactors Employee Central quick actions, which can streamline manager and employee self-service. From the home page, employees can quickly complete common HR tasks, such as updating their chosen name and personal pronouns, while managers can initiate a transfer, promotion, location change, and more. These quick actions are also available in Microsoft Teams, 51风流SuccessFactors Work Zone, and Joule, so users can complete critical HR tasks directly within the applications they are already using.

Agile & Compliant HR

Cross-System Workflow

The cross-system workflow capability is now generally available, which is designed to harmonize data and processes across platforms in a hybrid landscape, enabling increased productivity and reduced cost. This can empower customers using 51风流ERP Human Capital Management on premise to more rapidly unlock the value of HXM with 51风流SuccessFactors Employee Central while maintaining on-premise applications like time, payroll, and benefits 鈥� as needed 鈥� so they can progressively make their move to the cloud.

Time Management

We are introducing the ability for administrators to leverage employee time data to generate leave-related forms and documents, which can be e-mailed or downloaded in multiple formats. We have also enhanced the absence-counting rules framework to allow absences to be deducted based on different day types and conditions, helping to support unique legal and local regulations.

We are also introducing new capabilities for auto-submission and mass approval of time sheets, helping ensure time information is available and processed in advance of a payroll run. To further enhance the time sheet experience, customers can now leverage a new business rule to display specific time types to relevant employees based on defined conditions. In addition, role-based time sheet alerts can now notify only the most relevant stakeholders. For example, late arrival or excessive overtime alerts can be sent to only the manager so they can address the situation separately with the employee. Administrators now have more flexibility to valuate time over longer periods, such as by quarter or year.

Each of these innovations reinforces how we are continuing to deliver on our human experience management vision 鈥� putting people at the center of every organization. These innovations will be available in production during the weekend of November 17. Select capabilities will be in preview today.

Watch the and read the 51风流SuccessFactors for more detailed information.

Amy Wilson is SVP of Product and Design at 51风流SuccessFactors.

I spent many years of my career working on 51风流ERP Human Capital Management (HCM) on-premise and it is very near and dear to my heart. But, I am also a big believer in using innovative modern technology to help organizations run their business as efficiently as possible and get the most out of their people. We are seeing an increased urgency for customers to transform their HR operations to improve agility and productivity in a constantly changing world.

For Maryann Abbajay, chief revenue officer at 51风流SuccessFactors, the readiness of many of our customers to begin their cloud HR journeys is accelerating. 鈥淪o far in 2023, we are seeing increased momentum of 51风流on-premise customers moving to the cloud. In the first half of the year, we saw well over 100 customers sign up to move their core HCM or payroll to the cloud,鈥� she said. 鈥淲e鈥檙e gearing up to increase this pace in the second half of the year as well.鈥�

More importantly, a move to the cloud is about achieving success and better business results, which includes large and complex businesses. Here are a few recent examples of customers that are realizing benefits with the move:

• has been able to create consistent employee experiences worldwide for its 220,000 employees in over 100 countries. With a move to the cloud, it can create jobs much faster and become a more agile business.
• has created organizational agility while providing a better experience for employees. The integration of HR and finance is helping the company make better business decisions.
• has been able to standardize its processes leading to significantly reduced HR IT costs. It can now better support and empower employees with a new digital HR experience.

At 51风流SuccessFactors, we continue to make a substantial investment to streamline the transition for our existing customers with focused initiatives. These include the introduction of the 51风流Readiness Check tool for 51风流SuccessFactors solutions, where we continue to see with nearly 150 customers, including those with over 100,000 employees, running it to help jump-start a move to the cloud.

We’ve also delivered product investments focused on meeting the business requirements of 51风流ERP HCM based upon direct customer feedback. This includes enhancements to , building a leading time management suite, and an emphasis on hybrid customers by building enhanced data and process integrations for a best-in-class experience for customers that continue to use on premise along with 51风流SuccessFactors solutions.

A few years ago, I wrote an article on a dozen improvements in 51风流SuccessFactors Human Experience Management (HXM) Suite, which had a direct comparison between on premise and the cloud. It becomes clear that there are a lot of advantages to moving to 51风流SuccessFactors solutions, but in 2023 we face a complex economic landscape and many companies are being intentional about where to invest their time and resources.

Building a Business Case to Support Moving HR to the Cloud

To help customers make the business case, we recently worked with a third-party vendor, Enterprise Strategy Group (ESG) by TechTarget, to analyze the economic benefits of moving from 51风流ERP HCM to 51风流SuccessFactors HXM Suite.聽 To complete the analysis, ESG conducted multiple customer interviews, used its industry knowledge, leveraged public data, and evaluated 51风流SuccessFactors solutions to build a comprehensive model that compared the cost and benefits of HR operations of 51风流SuccessFactors solutions versus continued use of 51风流ERP HCM.

The research contained four categories in which customers would expect to see a benefit: improved experience for all employees, more efficient HR and IT operations, improved business agility and enablement, and unique 51风流advantages.

The result of this analysis validated how organizations can realize over 100% ROI through increased organizational efficiency. Learn more:

Imran Sajid is senior director of HXM Solution Marketing at SAP.

The 51风流SuccessFactors second half 2022 release, which is available for preview today, introduces new innovations focused on empowering organizations to create an agile and future-ready workforce in a rapidly changing workplace as well as further investments for individualized experiences and agile and compliant HR.

Creating a Future-Ready Workforce

In the face of increasingly complex and more urgent transformations, organizations must accelerate their talent development at scale. At the core of such adaptability is an understanding of the skills organizations need to build and grow. As part of our early adopter care program, select customers will have access to skills ontology, growth portfolio, and dynamic teams, which work together to deliver greater intelligence on the skills and capabilities that currently exist and are needed within an organization.

The skills ontology is a major advancement for 51风流SuccessFactors that鈥檚 connected to global skills databases to help ensure that organizations have a comprehensive and up-to-date view of the most important skills for their workforce. It delivers machine learning and artificial intelligence (AI) powered recommendations to employees about relevant and trending skills to prioritize for development.

The growth portfolio, also part of the early adopter care program, is how employees can reveal their skills, capabilities, education, language proficiencies, and certifications. In the second half release, this data will connect employees to the most relevant assignments in . While the skills ontology gives organizations the ability to align talent development to the ambitions of the organization, the growth portfolio enables employees to align their own talent development to their ambitions.

Dynamic teams is also part of the 51风流SuccessFactors foundation and available to all customers. Within organizations today, there are countless teams that exist outside of traditional organizational structures 鈥� groups of people that work cross-functionally on a project for a certain amount of time. The dynamic teams functionality can provide organizations with visibility into these teams as well as tools to help manage and assemble teams. Team progress can be measured using objectives and key results (OKRs) and employees can find a dynamic team within 51风流SuccessFactors Opportunity Marketplace to help learn new skills and continue to grow their career. This transparency within the organization levels the playing field and creates equal opportunity for employees.

With richer data and greater talent intelligence, organizations can help ensure that employees are connected to the most relevant talent development opportunities that are aligned to the ambitions of employees and the needs of the organization. Skills ontology, growth portfolio, and dynamic teams provide significant updates to the foundation of 鈥� built into what customers already have instead of requiring an entirely new solution.

Some more exciting features for our second half 2022 release are around individualized experiences and agile and compliant HR, including:

• Chosen name and personal pronouns: As part of our commitment to diversity, equity, and inclusion, we are taking important steps to help every individual be seen and valued. People can now indicate their chosen name, personal pronouns, and gender directly within the people profile. This information is displayed consistently across 51风流SuccessFactors solutions 鈥� from recruiting to learning, helping to foster a greater sense of belonging.
• End-to-end visual redesign: We are enhancing the overall look and feel of 51风流SuccessFactors by implementing the Horizon visual theme for 51风流Fiori. This new theme enhances consistency while delivering a more informed and streamlined product experience. Employees will find nearly every element of the solution updated with new colors, typography, iconography, layouts, and visual hierarchy focused on intent and success. We remain on track to have every employee-facing 51风流SuccessFactors experience unified with the theme by the end of 2023.
• 51风流SuccessFactors Work Zone guided onboarding experience: By bringing together 51风流SuccessFactors solutions and third-party integrations, organizations can more efficiently handle an array of complex onboarding processes. This new feature helps ensure that employees receive individualized experiences, even before their first day. Covering key phases of the new hire journey, the guided onboarding experience for helps provide the tools and information employees need, both before and after hiring.
• Cross-system workflow capability: We are unveiling a new cross-system workflow capability for processes that involve multiple users from multiple systems, such as 51风流SuccessFactors Employee Central and the payroll component of 51风流ERP Human Capital Management. A guided activity framework for key processes enables our on-premise customers to more rapidly unlock the value of the cloud with 51风流SuccessFactors Employee Central and the latest HXM innovations while maintaining and progressively moving on-premise processes to the cloud over time.
• Time management enhancements: We are continuing to enhance our capabilities in time management with the much-anticipated ability to export leave events into calendar applications along with better support for public holidays and handling of grace rules. Time administrators can now copy time-related configuration objects, reducing the need for manual duplication during configuration. In addition, temporary work schedules and absence information on a per day basis will now be available for reporting in 51风流SuccessFactors People Analytics.

All these and many more exciting features will be available in our 2H 2022 release, in preview today and production on Friday, December 9. Please watch our for more information.

Amy Wilson is senior vice president of Products and Design for 51风流SuccessFactors.

Unfortunately, frustration is growing on the other side of this cloud adoption boom. In a聽聽survey, 53% of surveyed executives believe their organizations have yet to realize substantial value from their cloud investments, even though 56% view it as a strategic platform for growth and innovation.

As with any digital business transformation, cloud technology is a critical enabler. It connects systems, data, devices, and emerging technology to allow companies to operate more quickly, innovatively, and with more agility. However, and more importantly, the cloud offers people and their organizations a gradual approach to creating and establishing lasting change in how they work.

Closing the Cloud Value Gap to Drive True Change

There is great power in allowing people to choose how they transition to new technology 鈥� but not everyone is ready to take the leap all at once. Using technology to evolve how employees think, collaborate, and work enables organizations to align their digital strategy with business needs, address the next digital talent divide, and advance business goals as they shift. Then, ultimately, they build a level of trust that compels people to embrace change more openly.

For that reason, some organizations view the cloud as a viable, long-term choice for HR transformation. The modular nature of cloud-based human experience management (HXM) technology, such as聽, allows organizations to take a step-by-step deployment approach. They can choose to deploy one module at a time, allowing users to adapt their work habits gradually. Then, adoption can be expanded slowly to eventually cover the entire employee life cycle fully in the cloud.

Yet, one of the challenges most companies face is knowing and understanding which deployment options can best help them move at their pace to the cloud. In short, there are three to consider:

#1 Talent Hybrid

A first entry point for cloud adoption that delivers immediate value is running talent management in the cloud and maintaining processes for core HR, payroll, time management, and benefits on premise. By using talent management solutions and people analytics, HR organizations can adjust or completely reimagine recruiting, onboarding, performance and goals management, compensation, learning, and succession.

#2 Core Hybrid

The core hybrid option is recommended for HR organizations that want to move their HR core processes to the cloud but keep payroll and time management on premise. This deployment approach allows HR leaders to rethink their talent management capabilities, as done with a talent hybrid.聽Organizations can add cloud-based personnel administration and organizational management solutions and integrate data with their existing instance of 51风流SuccessFactors Human Experience Management Suite. Then, they can keep the payroll and time management solutions from the suite on premise without disruption.

Often, organizations that embrace the talent hybrid or core hybrid approach will have further objectives related to the adoption of cloud infrastructure. In response, 51风流has developed a hybrid transition scenario, the 51风流Human Capital Management solution for 51风流S/4HANA Cloud, private edition.

When using the solution, 51风流customers with complex time and payroll requirements are afforded the ability to move things stand-alone or embedded in their enterprise resource planning stack into 51风流S/4HANA Cloud, private edition. Plus, they can realize the full benefit from cloud infrastructure and subscription-based licensing. Furthermore, their deployment of human capital management (HCM) applications for payroll, time, and attendance are left undisrupted.

#3 Full Cloud

The full cloud option is what most companies envision when considering true HR transformation through a move to the cloud. HR organizations can bring together all their core HR-related data and applications 鈥� including payroll and time management 鈥� and move them all at once with a modern, cloud-based solution.

The move to a full cloud deployment approach for HR may seem daunting. But organizations can ease the transition by taking the time up front to identify the goals they wish to achieve through transformation and the value proposition associated with adopting cloud solutions, as well as consider risks realistically. These early measures can help ensure that the true benefits of 鈥済oing to the cloud鈥� are observed.

Some of the key benefits of a full cloud transformation include:

• Innovating quickly, meaningfully, and with a low total cost of ownership innovation
• Reimagining business processes and taking advantage of standardized best practices
• Eliminating the need to convert outdated and legacy HCM processes and solution configurations
• Adopting a complete set of modern, cloud-native capabilities that improve the speed and scale of HR processes and application experiences

While results such as immediate savings in operating costs and simplified contracting with the solution provider are compelling, users may need more time to fully accept the transition from on premise to the cloud before realizing additional value from the investment.

Advancing Every Stage of an Evolving HR Function

The more HCM-related processes managed in the cloud, the better the employee experience. Meanwhile, HR staff, organizational management, and executive leadership have the integrated employee data they need to make intelligent decisions in recruiting, skill development, future succession, and compensation competitiveness. This, in turn, enables businesses to better attract, engage, and retain top talent and inspire the entire workforce as HR evolves from managing people to optimizing the human experience of everyday work.

This perspective demonstrates the advantages of slowly moving HR to the cloud. Every HR leader has a specific destination in mind for transforming the employee experience and supporting it. But choosing the right processes, applications, and experiences along the way is challenging when locked in a specific environment 鈥� regardless of employee readiness. Instead, their organizations need to plan, imagine, and design the HR landscape in ways that are relevant, engaging, and productive to the workforce.

Figure: Transformation increases exponentially with gradual cloud adoption. Click to enlarge.

To help our customers reframe their concept of the cloud, 51风流offers the聽 program. It helps empower organizations with the on-premise 51风流ERP Human Capital Management solution to transition to cloud-based 51风流SuccessFactors solutions with a steady expansion of capabilities, as they are needed.

Supporting People in a Rapidly Changing World

Providing clear guidance, predictable outcomes, faster time to value, and access to tools, assets, and services helps ease and accelerate the complete migration journey with less complexity. Our customers can then advance their core HR capabilities with improved configurability and localization, such as supporting payroll innovation with little to no disruption and streamlining data integration between on-premise and cloud solutions.

And whenever a migration to the cloud is simpler and faster, HR organizations open themselves to new possibilities to rethink, readjust, and drive HR transformation that is powerfully relevant, meaningful, and timely.

Let us help make your cloud HXM migration as easy as possible.聽