With the听听1H鈥�2026 release,听we鈥檙e听deepening those connections across the HR lifecycle. This release focuses on听four听core priorities:听connected,听suite-wide听AI; unified experiences that adapt to how organizations work;听processes designed for clarity, accuracy, and compliance; and stronger foundations for skills and long-term growth.听Together, these innovations help organizations听anticipate听needs earlier, reduce friction in daily work, and move forward with greater confidence.听

Connected AI that works across HCM

AI in HR delivers the greatest impact when it works continuously across the entire workforce lifecycle鈥攏ot as isolated features, but as connected capabilities that share context and insight.

The 1H鈥�2026 release expands听suite-wide听agentic AI听across 51风流SuccessFactors solutions, helping听employees听get clearer answers, act sooner, and keep听work moving听across roles and responsibilities.听A connected network of听听now supports areas such as recruiting, workforce administration, payroll, learning, performance, and talent development鈥攚orking together behind the scenes to help听anticipate听next steps and surface relevant guidance.

This release also introduces a growing听workforce knowledge network, bringing trusted external expertise and research directly into the flow of work through Joule.听Teams can now access expert-backed global employment guidance and听research-driven听insights without leaving their workflows鈥攕upporting听faster, more听confident decisions.

To听further听support learning in the flow of work,听intelligent Q&A in听听now helps employees find information more easily. AI听can deliver instant,听context-aware听responses drawn directly from an organization鈥檚 learning content,听along with relevant links and resources,听so employees can get answers quickly without searching through courses or documentation.听

Unified experiences that adapt to how work gets done听

As HR听tasks听become more embedded in听day-to-day work, experiences need to feel intuitive, connected, and responsive听wherever work happens. In the 1H 2026 release,听51风流SuccessFactors solutions continue to unify experiences across the suite, giving employees, managers, and HR teams what they need听in听the moment.听

• Connected recruiting and onboarding:听Native integration between听 solutions, , and听听can bring AI-enabled听recruiting, core HR, and onboarding together into a single, continuous experience, helping hiring teams move faster while听maintaining听consistency from candidate through new hire.听

• Tailored experiences,听built faster:听The new听extensibility wizard听can provide guided, step-by-step support for creating custom extensions on听听(51风流BTP) directly within听SAP听SuccessFactors solutions, making it easier to adapt experiences to unique business needs while preserving governance.听
• Simpler, clearer employee moments:听A redesigned, configurable 401(k) experience听in听听for U.S.听employees helps simplify enrollment and management by clearly explaining employer contributions and guiding deferrals and beneficiary setup, helping employees make informed decisions with confidence.听

Processes designed for clarity, accuracy, and compliance听

In the 1H鈥�2026 release, 51风流SuccessFactors introduces new capabilities that help organizations bring greater clarity and rigor to pay practices.

With听pay听transparency insights听in the , organizations can analyze compensation patterns and potential pay gaps, supporting transparent, data-driven pay practices in-line with evolving regulatory expectations,听including in the EU.听

Skills governance听for sustainable growth听

Preparing for听what鈥檚听next requires trusted, consistent skills data that organizations can rely on across HR, talent, and workforce planning.

In the 1H鈥�2026 release,听we are听strengthening听the听听with enhanced听skills governance, providing a centralized interface to help manage skills, apply governance standards, and ensure alignment across 51风流SuccessFactors solutions and partner applications. This helps organizations improve听skills听data quality, maintain consistency at scale, and make more confident,听skills-based听decisions.听

A connected foundation for the future 

This听release听reinforces听SAP鈥檚 continued focus on an intelligent, connected HCM听foundation鈥攐ne designed to evolve with your organization and support confident decisions at every stage of work. By bringing together data, AI, and experiences across the HR lifecycle, these听enhancements help organizations reduce friction today while听laying听the groundwork for听tomorrow.

To explore what鈥檚 included in this release, check out the or watch the overview .

Bianka Woelke is group vice president and head of Application Product Management for 51风流SuccessFactors.

鈥淲hen we give, we gain鈥� is this year鈥檚 , and in the workplace, giving can take many forms: mentoring, advocacy, visibility, resources, and transparency.

For organizations, pay transparency is one of the most tangible ways to 鈥済ive鈥� in service of gender equality. When employees better understand their compensation, historically underrepresented groups gain clarity and fairness. And when organizations commit to equitable practices, the benefits ripple across the business鈥攆rom greater trust and engagement to stronger talent outcomes and overall performance.

Transparency starts with accountability

Many organizations are still early听in听their pay transparency journey.听At SAP,听this has been a听multi-year听effort听grounded in data, accountability, and action.听Each year, we conduct global internal pay equity analyses听comparing听employees in comparable roles, levels, and听geographies听to ensure compensation is fair, market-aligned, and internally听consistent. When outliers are听identified, centrally funded adjustments bring听pay听in-line.

This reflects SAP鈥檚 fair pay philosophy: equitable compensation that is transparent and free from bias, forming the foundation for performance-based differentiation.

Technology is central to this approach. 51风流operationalizes fair pay through听听and听, embedding听pay analysis, job architecture, and range guidance, so managers can consistently apply structured, explainable decisions during hiring and annual cycles.

Today,听over 99% of 51风流employees worldwide have transparency into their pay听range through听a compensation assistant听tool built on (51风流BTP). This tool听integrates 51风流SuccessFactors data to display salary ranges across career levels, which听can replace听guesswork with confidence and can give employees clear insight into their value, career progression, and how pay decisions are made.

From compliance to strategic intelligence: the EU Pay Transparency Directive

The shift from voluntary transparency to regulatory mandate is already underway. For European Union member states, the EU Pay Transparency Directive is driving change by requiring salary range disclosures in advance of the first interview, employee access to pay information, and gender pay gap reporting, with corrective action mandated when unexplained gaps exceed 5%. As implementation timelines approach, HR, legal, and finance teams across the EU are racing to operationalize new transparency requirements, making pay governance a board-level issue for many organizations.

鈥淥ne of the most meaningful shifts introduced by the EU Pay Transparency Directive is giving employees clearer tools to understand their own compensation. With capabilities like individual pay transparency reports generated through 51风流SuccessFactors Employee Central, employees now have a self-service way to see how their pay compares within their role and organization. That level of visibility is a major step forward for pay equity because it brings clarity to something that historically has been difficult for employees to question or address.鈥�

Anita Lettink, Future of Work and Pay Expert

Compliance is just the starting point. Organizations that embed transparency into everyday HR processes ensure pay decisions are consistent, equitable, and aligned with skills, performance, and business priorities. 51风流is already preparing customers for this shift, with tools designed to help meet these new requirements confidently.

With EU Pay Transparency Insights, a new capability within the , organizations can:

• Identify structural pay gaps and outliers before they become systemic issues.
• Connect compensation data to job architecture, skills, and performance to inform decisions and governance.
• Generate directive-aligned, ready-to-use reports without heavy manual effort.
• Turn transparency into action, guiding adjustments, equitable promotions, and workforce planning at scale.

These insights complement established fair pay practices鈥攕uch as structured job architecture, peer-based analysis, and centrally funded adjustments鈥攅nabling customers to implement transparent, equitable pay practices while meeting regulatory requirements.

Giving to gain: the leadership opportunity

This International Women鈥檚 Day, transparency should be treated as a strategic priority, not a compliance task. Clear, consistent pay practices help employees understand their value and help leaders make smarter, data-driven workforce decisions.

Pay transparency is accelerating, and organizations that act now will be the ones that lead. Don鈥檛 miss our upcoming webinar, EU Pay Transparency: Turning Fair and Equitable Pay into Your Strategic Advantage, where Future of Work and Pay expert Anita Lettink will break down the latest regulatory expectations and share best practices for building fair, equitable, and motivating compensation structures. .

Maryann Abbajay is chief revenue officer for 51风流SuccessFactors.

To date, many employers have approached pay equity at their own pace, but a new era is beginning, one that will redefine pay practices and workplace culture for organizations across the European Union (EU). Set to take effect across EU Member States in 2026, the (EU Directive 2023/970) strengthens the principle of 鈥渆qual pay for equal work or work of equal value鈥� as enshrined in EU law, requiring employers to adopt transparent pay practices and close gender pay gaps or face potential legal and financial consequences.

can provide a single source of truth for the critical data-driven insights needed to help organizations meet EU pay transparency requirements. Today, 51风流is announcing new capabilities that can make it even easier for organizations to meet their requirements across EU countries.

Launching in 1H 2026, EU Pay Transparency Insights is a new capability within the , an intelligent, AI-powered application that can deliver ready-to-use, actionable insights to help leaders make more informed decisions. EU Pay Transparency Insights enables organizations to analyze compensation, identify outliers, and address pay gaps, helping them meet reporting requirements while unlocking the workforce and business performance benefits of achieving true pay equity.

Three requirements every employer must meet鈥攁nd how 51风流SuccessFactors HCM supports them

The EU Pay Transparency Directive represents one of the most sweeping changes to workplace compensation in decades. To meet its requirements, organizations will need to reassess their current HR data management capabilities and processes and begin planning now. As countries move toward putting the directive into law by June 2026, some obligations may already apply, with others set to take effect as soon as national laws are enacted. And because pay gap reporting deadlines vary by organization size鈥攕tarting in 2027 for employers with 150 or more employees and based on 2026 workforce data鈥攐rganizations must act now to be ready.听

51风流SuccessFactors HCM is uniquely positioned to support organizations in addressing the three key requirements outlined in the directive鈥攇ender pay gap reporting, employee pay transparency, and candidate pay transparency鈥攚ith several capabilities already available today and advanced analytics for gender pay gap reporting delivered through EU Pay Transparency Insights in 1H 2026.

1. Gender pay gap reporting

Once national laws are in place, employers will be required to disclose their gender pay gaps on a predefined schedule, and any gap of 5% or more must be explained or mitigated with a joint pay assessment. With EU Pay Transparency Insights within , organizations will be able to access rich workforce insights to analyze compensation and identify drivers behind pay gaps, giving them the information they need to generate actionable reports with a complete view of workforce equity in a single place.

2. Employee pay transparency

In accordance with the directive, employees have the right to request information on average pay levels by gender for comparable roles. By leveraging the powerful document generation capabilities in 51风流SuccessFactors HCM, employers can provide employees with a self-service experience to display individual pay transparency statements directly from the People Profile in . These statements can give clear insight into the employee鈥檚 annual pay and the average pay of the same worker category broken down by gender.

3. Candidate pay transparency

Employers will be required to disclose pay ranges in job advertisements or before interviews. They will also be prohibited from asking applicants about salary history. 51风流SuccessFactors solutions help enhance pay transparency by enabling employers to display pay ranges directly within job postings published through SAP鈥檚 recruiting solutions, including 51风流SuccessFactors Recruiting and .

In addition to these 51风流SuccessFactors capabilities, 51风流continues to work with our vast partner ecosystem to support pay parity and pay transparency efforts.

An opportunity to lead with accountability

The EU Pay Transparency Directive sets a new baseline for accountability in how organizations manage and disclose pay. By preparing early and partnering with SAP, organizations can deliver transparent compensation insights, empowering employees with a clear view of their total rewards and career journey and supporting HR professionals in making consistent and measurable decisions with confidence. With continuous innovation and trusted localized expertise, 51风流helps organizations stay on top of changes and build a sustainable, employee-centered approach to pay equity across the EU.

Learn more about how 51风流SuccessFactors HCM can help your organization stay compliant with the EU Pay Transparency Directive in the

Dan Beck is general manager and chief product officer for 51风流SuccessFactors.

As organizations adapt to these changes, HR teams must lead the way in building a future-ready workforce that can meet the business demands of today while preparing for those of tomorrow.

With strong global core HR, embedded AI capabilities, and a unified skills foundation, connects HR across the organization, unearths key workforce insights, and provides the flexibility organizations need to succeed in a world that never stands still. 

In the first half 2025 (1H 2025) product release, we鈥檙e excited to introduce more than 250 innovative features and enhancements, many assisted by AI, that are designed to help organizations address any business need and stay ahead of the curve.

51风流Business AI

51风流continues to be at the forefront of business AI with new capabilities to help drive organizational efficiencies.

With this latest release, we are announcing Joule on 51风流SuccessFactors mobile. , the AI copilot from SAP, helps employees and managers to quickly find information, complete tasks, and gain valuable insights — all through a self-service interface they can use at the office or on the go. In the new release, Joule helps employees easily understand their pay statement and create and update time-off requests, while managers can gain quick access to status of required learning for their teams and more.

In addition to English, Joule is now available in 10 new languages, including Chinese, French, German, Greek, Japanese, Korean, Polish, Portuguese, Spanish, and Vietnamese.

Recruiting and onboarding

With this release also comes a redesigned application experience in . A guided, modernized user interface helps applicants dynamically enter their information while simplifying and accelerating the application process, reducing application drop-offs. The new experience gives candidates access to a refreshed applications dashboard, enabling them to view their submissions, complete post-application actions, and easily access, navigate, and update their information.

As part of the offboarding capabilities in , alumni can now manage personal鈥痠nformation鈥痑nd gain access to support, documents, and resources, even after termination. Additionally, AI-assisted offboarding through Joule helps enable task completion and provides departing employees with a well-structured offboarding experience.

Performance and goals

We are excited to unveil the new performance form experience in , now with a dynamic, intuitive design for a more engaging user experience. The new interface enhances performance tasks by providing contextual information and optimizing screen space, minimizing cognitive load and scrolling to boost focus and efficiency.

To further enhance the experience, we are introducing new AI-assisted features, including:

• Comment suggestions based on the skill and rating selected, helping evaluators provide constructive, growth-centric feedback
• Performance insights for managers, which analyzes talent data and summarizes employee鈥檚 strengths, achievements, and areas for improvement
• Sentiment analysis for 360-degree reviews to help employees quickly identify negative or mixed feedback, highlighting areas that need improvement and enabling focused professional development.

Learning

As organizations face growing skill gaps, continuous learning remains critical for employees to stay competitive and adapt to evolving challenges.

New skills-focused learning offers a curated list of learning opportunities to improve key skills and competencies. Users can discover filtered learning options tailored to their upskilling needs, supporting organizational transformation.

Core HR and payroll

51风流provides industry-leading solutions spanning core HR, payroll, and time that give organizations the flexibility to meet any business challenge.

Building on the successful launch of our updated people profile in , we鈥檝e continued to enhance the user experience by bringing in additional content from across 51风流SuccessFactors solutions, including benefits, payroll, and learning.

To further support the unique requirements of public sector organizations, we are introducing a new portlet that displays the financing status of an employee.

With this release, we are also introducing the integration of the position budgeting control workbench with , previously announced at SuccessConnect. Along with existing integrations with 51风流SuccessFactors Employee Central and 51风流S/4HANA Cloud, this provides payroll administrators with real-time insights into position budget utilization and costs. The wider visibility enables better management of allocated funds and grants, offering a comprehensive view of salary costs, committed budget, and available funds for personnel expenses.

Additionally, we are enhancing our payroll control center, delivering a comprehensive, end-to-end view of the entire payroll process. With this enhancement, payroll administrators can optimize operations with a flowchart of tasks and their sequence in each payroll cycle. This improved experience provides real-time insights from pre-payroll activities to post-payroll processing.

We are also releasing a new local payroll version for Bulgaria, bringing the total number of natively supported locales to 53, with more supported by partners.

Learn more

These are just a few highlights from the 1H 2025 release. To learn about all of the more than 250 innovations and enhancements designed to give organizations the flexibility to address any business need, check out the or .

Bianka Woelke is group vice president and head of Application Product Management for 51风流SuccessFactors.

With a passion for innovation and technology, CNH supplies a full range of agricultural and construction products, including smart, connected machinery and precision farming tools that maximize productivity by using seamless digital technologies such as automation, connectivity, and data analytics. CNH鈥檚 brand portfolio comprises highly respected names: Case IH, New Holland, CASE, and New Holland Construction.

A commercial presence in 180 countries, underpinned by its 42 manufacturing plants and 49 R&D centers, enables CNH to optimally collaborate with its customers to deliver technological advancements for the agricultural and construction equipment sectors. By integrating leading technologies into its products, CNH delivers on its purpose of 鈥渂reaking new ground.鈥�

鈥淲e go back a long way. All the way back to 1842, in fact,鈥� says Giovanni Gregorutti, group lead for HRIS Digital Transformation at CNH. 鈥淭hat’s over 180 years of developing pioneering equipment and services for farmers and builders. And everything we do is with those farmers and builders in mind. We are striving to provide the very best machinery and technology to make their lives easier 鈥� and their businesses more efficient and profitable.鈥�

An Efficient and Dedicated Team

Representing CNH鈥檚 commitment to developing new solutions and ideas are its 40,000 talented employees, spread over 34 countries, who work together in seamless collaboration to deliver specialized products and services for the agriculture and construction industries.

鈥淥ur employees are our most valuable asset,鈥� says Roberto Lanzavecchia, head of Global Talent Management at CNH. 鈥淎 satisfied customer reflects an efficient and dedicated team that shares the same values, holds each other accountable, and strives to deliver the best for our customers.鈥�

The company prides itself on offering a broad range of opportunities for career development, mentorships, leadership development, and training programs. To support employees as they bring their whole selves to work, the company advances a diverse and inclusive workplace and offers work-life balance solutions to fit employees鈥� needs. In the marketplace for skills and talent, CNH鈥檚 reputation for providing a responsive, fair, and industrious workplace culture has earned it recognition as an employer of choice. 

Empowering Employees and HR for Increased Productivity

Having used SAP鈥檚 on-premise human capital management (HCM) solution since 2009, CNH began to encounter challenges with its legacy software, which struggled to keep up with the dynamic needs of a modern workforce. This resulted in outdated goal setting, performance management, succession planning, and employee feedback. It became clear that CNH needed to move to the cloud for a comprehensive transformation of its HR system.

CNH chose as the foundation for its cloud-based HR transformation as it offers comprehensive, scalable, and user-friendly solutions that can integrate seamlessly, as well as robust analytics capabilities. This change was necessary, according to Gregorutti, who says, 鈥淲e knew it was time to make a shift in the terms of improving the employee experience and to leverage the new capabilities, including AI, and moving to 51风流SuccessFactors was an obvious choice.鈥�

CNH outlined its goals for the HR evolution, which included identifying critical factors and eliminating non-value-adding activities; improving the overall employee experience to empower employees and the business to deliver more value, better outcomes, and increased productivity; and exploring ways to empower HR to own and solve enterprise-wide issues affecting the business, the workforce, and work-related processes.

Elevating Employee Experience with Streamlined HR Processes

Expediting its vision of empowering its workforce and HR team, CNH started by implementing the solution as its core HR platform for 40,000 employees in 34 countries and integrating it with 10 new payroll platforms within 11 months.

To ring in the new year in January 2024, CNH introduced the 51风流SuccessFactors Performance & Goals solution to support all employees for goal setting. The solution can connect to 51风流Integration Suite to help enable seamless analytics capabilities that can lead to better data visibility and data-driven decision-making. 鈥淲e are about to conclude the first year of the performance management cycle using the new module,鈥� Lanzavecchia says, highlighting the value of 51风流SuccessFactors Performance & Goals in streamlining processes for HR and employees. 鈥淲e then went live with the succession module in September 2024, and we鈥檝e just used it for the first time to present to our senior leadership the succession plan and the main talent indicators of our employees, allowing each manager to work on their talent pipeline creation and development.鈥�

As CNH鈥檚 transformation journey enters a new phase, it plans to implement the 51风流SuccessFactors Recruiting solution by the end of 2024 and the 51风流SuccessFactors Onboarding solution by the middle of 2025. In September, it implemented the to make capabilities for archiving documents available. Early next year, it plans to improve integration of this with 51风流SuccessFactors solutions.

Building an Agile, Efficient, and Employee-Centric Workplace

With the first steps in its transformation journey complete, CNH is already experiencing the benefits of cloud-based HR solutions, which are bringing improved efficiency, better data visibility, and greater agility. As a result of streamlining HR processes, CNH has achieved new levels of process optimization, so that HR tasks are managed more efficiently. By reducing administrative burdens, HR teams can increase their focus on higher-level strategic initiatives and time spent with employees.

Thanks to improved data visibility, CNH is able to advance its people strategy and plan long term. Talent management, for example, has improved because succession planning based on talent data enables more effective identification and development of future leaders.

鈥淭he transformation has created a more agile, efficient, and employee-centric environment at CNH, enhancing the overall employee experience and fostering a culture of continuous improvement and engagement,鈥� Lanzavecchia says.

Employees now have the benefits of an elevated experience 鈥� one of the primary goals of CNH鈥檚 HR transformation. With support for continuous feedback and goal setting, employees are engaged and motivated, in part because they are more connected to their goals and receive regular feedback from managers, who are now more accountable for their teams鈥� development and performance through timely and constructive feedback.

Making Every Employee a Success Story

With modern cloud-based HR solutions in place, CNH now has the capabilities for HR to gain efficiency and achieve greater productivity 鈥� plus deliver data-driven insights to the business for improved decision-making. An improved employee experience is leading to better engagement and career development, opening opportunities for each employee to further their success story.

As both Gregorutti and Lanzavecchia see it, this is a promising beginning in CNH鈥檚 ongoing HR evolution. Next year brings new possibilities to introduce AI capabilities for HR, as the company evaluates the benefits of implementing the talent intelligence hub in 51风流SuccessFactors HCM to help power employee growth and skills development. 鈥淐NH has undergone significant and successful transformation over the last three years,鈥� they say. 鈥淜eeping this momentum up in a tougher market scenario is imperative. The continued transformation of CNH involves embracing employees鈥� professional passion, achieving personal fulfilment, and simply having fun.鈥�

Learn more about .

Menzies Aviation delivers time-critical logistics that annually result in 1.3 million aircraft turns, 3.2 million aircraft refueled, and 2 million tons of cargo handled. Already in its third consecutive year of since the pandemic, Menzies accelerates its market momentum through a mix of strategic partnerships, contract wins, and acquisitions. And demand for modern, efficient passenger and cargo services is ever increasing. In fact, the is forecast to grow from US$196.96 billion in 2024 to $570.12 billion in 2032.

Ask the employees of Menzies Aviation what they like about their jobs, and they鈥檒l likely tell you that it鈥檚 the variety and pace of work in an environment where every day is different and every action matters.

Sarah Mackinlay, senior vice president of People Projects & Integrations at Menzies Aviation, says that outstanding teamwork is at the heart of Menzies鈥� success: 鈥淭here isn’t one person who can do their job alone. You need a team of people to prepare, load, and push back an aircraft. Everybody working positively together drives that excellence. It’s that united vision of wanting to safely provide the best possible service.鈥�

This team spirit inspires employees to work toward their full potential to achieve exceptional service. To empower its employees to deliver safe and trusted aviation services that are integral to its mission, Menzies is on a transformative journey to harness the power of technology for greater productivity and business agility. Menzies now provides employees in 53 countries with an improved employee experience 鈥� a result of its global HR transformation to adopt the cloud-based capabilities of .

Putting 鈥淧eople, Passion, and Pride鈥� at the Center of Business

With a proud that dates to 1833, Menzies has always been a business that is about people, Mackinlay underscores. The company aligns its business and people strategy on three pillars: people, passion, and pride. 鈥淔rom a people strategy point of view, we’re very much focused on three key drivers: making Menzies a great place for our people to work; being passionate about growing our employees and growing our own leaders; and taking pride in getting the basics right,鈥� she says. 鈥淭hat third pillar is where my focus is at its strongest. By doing that, it makes [Menzies] a great place to work, and it gives people the opportunity to lead, learn, and grow.鈥�

By choosing 51风流SuccessFactors HCM, Menzies now has a unified platform to help it attain data-driven insights for business agility and provide a modern employee experience with opportunities for learning and career development. 鈥淢y job is an enabler for so many other things within our organization,鈥� Mackinlay says. 鈥淧roviding a solution that supports our frontline employee or manager in the business to do their job more efficiently, smoothly, and easily 鈥� those things are what really excite me.鈥� 

Unlocking Business Insights from Global Visibility of Data

Menzies had previously relied on a mix of people processes and platforms, and struggled to make sense of its people data, which was siloed in disparate systems in various regions. 鈥淭he simple question of ‘How many employees do you have?’ we couldn’t answer that at the click of a button,鈥� says Mackinlay, noting the critical nature of seasonal travel fluctuations that impact the workforce. 鈥淭hat could take us several days to a week to be able to go out to all our regions and check and validate those numbers, because data was held across multiple systems and spreadsheets.鈥�

Already experienced working with the 51风流SuccessFactors Learning solution since 2015, along with 51风流SuccessFactors Performance & Goals for graded management across the business, Menzies Aviation had selected 51风流SuccessFactors Employee Central as its core HR system, but the implementation was very gradual in the early years and by the end of 2022 the solution had been rolled out to just 11 countries. In early 2023, Menzies began its transformative journey to leverage the broad benefits of cloud HR. Working with as its implementation partner, it accelerated the global rollout by prioritizing a defined baseline consistency model over more detailed, country-specific customizations. It also benefited from pre-delivered localization capabilities, such as language support, local best practices, and automated legal and regulatory updates. In one year, 52 countries were up and running on 51风流SuccessFactors Employee Central, integrated with the 51风流SuccessFactors Learning, 51风流SuccessFactors Performance & Goals, and other core business systems, making it the source of truth for employee data where live.

October saw the latest location join this journey when Hong Kong went live with 51风流SuccessFactors Employee Central and 51风流SuccessFactors Learning. Utilizing this momentum, Menzies is now expanding its use of the solution, which is already available to its workforce in the UK and will soon include Portugal and Hong Kong.

鈥淲e鈥檙e a small team, but each person contributed an exceptional effort, both in time and skill, to bring the organization together around this transformation 鈥� that includes stakeholder buy-in, mapping and cleansing the data, all the quality checks, and communicating clearly and openly with HR teams around the business to ensure adoption and change management,鈥� says Mackinlay, who is optimistic about what the next phases of Menzies鈥� cloud HR journey will bring. 鈥淭here were some long days, indeed, but as a team we can be proud of what we鈥檝e accomplished so far 鈥� and the benefits to the business are already becoming apparent. This is the real foundation for what we can go on to achieve next and having the support of the local HR teams continues to be critical to the success of the rollout.鈥�

Today, Menzies no longer needs to estimate how many employees it has at any given time. Having a single source of data means that it can pull up this information at the push of a button for the present as well as the historical past for comparison. 鈥淲e can start to see trends, so we can start to understand what our future models would look like as well,鈥� says Mackinlay, who values the improved reporting capabilities that provide greater visibility into the business 鈥� which, for example, helps the teams to understand the type of work people are doing and how their time and effort contribute to the business. 鈥淏eing able to have business insight and business data to make decisions has been really important on our continued journey with 51风流SuccessFactors and supporting our global strategy.鈥�

Menzies is reaping the benefits of moving towards one global solution, which include consistent and standardized HR processes across its multiple countries and territories of operation, role-based authorizations for data access, worldwide regulatory compliance with localization, simplified maintenance for a single solution, and ease of integration with other HR processes and functions. As Mackinlay summarizes, 鈥淔or us, this journey is about having a single source of truth with global consistency, data insight, and visibility yet maintaining local data ownership. Data security and integrity are at the very core.鈥�

One Stop for Employee Experience

For Menzies Aviation, the journey gains momentum as more employees engage with the platform, opening the way to transform how work is done. Currently, Menzies is focusing its effort to elevate the employee experience by introducing self-service capabilities for all employees, giving them access to their own data and streamlining HR service delivery with efficient, real-time processes for workflows and approvals.

More than two-thirds of Menzies employees perform their work away from a desk, so communication with these employees for routine employment matters can be challenging. The new self-service capability is the next part of Menzies鈥� journey enabled by its 51风流SuccessFactors Employee Central base platform. Menzies is partnering with other core business systems to create a new one-stop entry point for all employment-related information, including upcoming shifts, holidays, and tools to support employees in their day-to-day roles.

A key benefit for HR teams is that it frees them to focus on more value-added work. As Menzies continues to grow and hire new employees, it plans to look for digital solutions to accelerate the recruiting and onboarding processes. Menzies is also excited to explore how AI-enabled technologies can further support the HR team 鈥� including adopting , SAP鈥檚 AI copilot, and using generative AI.

鈥淲e’re a people business,鈥� Mackinlay says. 鈥淲e want our HR teams to be with our people. It’s a journey that we’re on 鈥� and we’ve been on since 2015 鈥� to enable our HR teams to have the tools to be more employee facing and available to support our employees as they grow and develop their potential towards an exciting career at Menzies Aviation.鈥�

Find out more about .

The 51风流SuccessFactors 2H 2024 release introduces over 250 innovative features and enhancements, along with over 30 new purpose-built AI capabilities.

51风流Business AI 

51风流continues to be at the forefront of business AI with new generative AI capabilities that span the entire human capital management suite, all aimed at transforming how organizations engage and support their workforce.

Within this release, new AI capabilities can recommend roles to candidates by matching extracted skills from resumes to open jobs. This helps candidates more easily find opportunities that align with their strengths while helping organizations to reduce candidate drop-off, decrease time to hire, and increase the quality of hiring.

To boost efficiency, a new text analyzer feature can assist employees to create more carefully worded text content for their people profile, goals, comments, and more. A new translation feature is also available, translating text within 51风流SuccessFactors solutions to help preserve key messages and tone across languages. 

We are also introducing over 15 new capabilities to Joule, the AI copilot from SAP, designed to bring a more conversational approach to getting work done. For example, new hires, hiring managers, and HR colleagues can now navigate onboarding tasks in a more engaging way, streamlining the onboarding process and boosting productivity.

Talent Intelligence Hub 

With the 51风流SuccessFactors 2H 2024 release, we’re enhancing our AI-driven skills foundation, guiding organizations toward a skills-focused approach. The new AI-assisted skills architecture creation feature can enable organizations to enrich their job profiles and build a skills library by extracting relevant skills from 51风流SuccessFactors Recruiting. Additionally, the growth portfolio inbound API can facilitate the seamless integration of external skills data, helping to ensure that employees鈥� growth portfolios are closely aligned with their roles. The first partners to integrate with the talent intelligence hub will include Beamery, Degreed, IMOCHA INC, Korn Ferry, Lightcast, Phenom, TalenTeam, and TechWolf, with more in the coming months.

We鈥檙e also introducing the AI-assisted skills identification feature, which helps learning administrators maintain skills-based attributes by extracting skills from course descriptions and automatically linking them to the corresponding learning items.

51风流SuccessFactors Career and Talent Development

We are excited to announce 51风流SuccessFactors Career and Talent Development, our fully integrated solution aimed at empowering individual career advancement while driving greater organizational agility. Here, we bring together the robust capabilities of 51风流SuccessFactors Succession & Development and 51风流SuccessFactors Opportunity Marketplace into one solution to help intuitively guide career and development experiences and talent planning. Fueled by the single skills foundation of the talent intelligence hub, employees and managers can shape careers, set career goals, and receive personalized recommendations. These recommendations include skills, jobs, learning courses, mentors, and more 鈥� with clear suggestions for areas to improve. The recommendations are based on an individual鈥檚 aspirations and skills, along with career paths set by the organization.

User Experience 

Employee experience continues to be a priority for HR leaders. We have continuously improved how employees interact with our technology by reimagining our user interface, embedding 51风流SuccessFactors solutions into work tech applications like Microsoft Teams, and improving the mobile experience.

With this release, employees can now:

• Submit and approve time-off requests, view upcoming absences, and sync holidays to their calendar in Microsoft Teams.
• Delegate performance appraisals to colleagues to help manage responsibilities on each other’s behalf.
• Use an improved natural language search to simplify finding tasks and information with just a few spoken commands.
• Enjoy new features on our mobile app, including in people profiles and time tracking.

Core HR and Payroll

51风流provides industry-leading core solutions spanning core HR, payroll, and time that are globally scalable with sophisticated country-specific support and compliance. In this release, we have several new innovations and enhancements. Within 51风流SuccessFactors Employee Central, the people profile has a new modern design across both desktop and mobile. It features an intuitive card-style layout for quick and easy access to information as well as comprehensive summaries of key sections, such as compensation. A new position budgeting control workbench is also available for public service organizations, offering a streamlined view of employee financing activities. This user-friendly tool helps simplify error handling and can ensure efficient and accurate execution of financial commitments. Additionally, the refreshed benefits overview page gives employees a single place to view their benefits details and take necessary action, such as reporting a life event, managing family members, or enrolling in benefits.

Within 51风流SuccessFactors Employee Central Payroll, we now provide country-level support for Croatia, bringing the total number of natively supported locales to 52.

For more information, read the 51风流SuccessFactors 2H 2024 release or watch the .

Bianka Woelke is group vice president and head of Application Product Management at 51风流SuccessFactors.

Based in Germany, helps companies transform, grow, and become successful with 51风流solutions. The organization, part of and a global strategic partner of SAP, recently received the , and additional 51风流partner awards for customer success management and intelligent enterprise value realization.

Integral to its success is a workplace culture built around advancing the skills and capabilities of its 15,000 employees. Enabling its people strategy to create value for its clients was a motivating factor in its decision to move to the cloud by implementing and .

鈥淚t鈥檚 all about having the right people with the right skills and the right availability,鈥� says Marianne Mia Jensen, senior director and head of Operations Region North and Eastern Europe for NTT DATA Business Solutions. 鈥淚n our company, our employees are our most valuable asset. We need to make sure that they have the right skills and the right competencies to create the most value for our clients.鈥�

Modernizing for the Future of Skills and Innovation

Founded in 1989 as S&P Consult, NTT DATA Business Solutions became one of the first 51风流partners and went on to expand rapidly through both organic growth and acquisition. Over time, the organization accumulated a great deal of legacy technology, which created information silos and impeded business processes for staffing client projects.

Lacking visibility into its global HR processes and data, it needed to modernize its digital technology to deliver more centralization and harmonized processes, as well as sustain a lean administration to support the business. Also, as an exemplar for its clients, it wanted to have a robust, flexible platform for future innovation and technologies.

For its cloud journey, NTT DATA Business Solutions chose 51风流as its technology partner. In October 2019, shortly before the pandemic, the organization launched 51风流SuccessFactors Employee Central for its global workforce. When the pandemic began in 2020, NTT DATA Business Solutions was well positioned to manage its workforce through the crisis. Jensen recalls, 鈥淭hat implementation, plus a couple of other apps, gave us a good foundation [during the pandemic] because we were very digitalized.鈥�

To modernize its ERP, NTT DATA Business Solutions chose 51风流S/4HANA Cloud Public Edition, launching the solution in the Nordic countries in April 2023.

Jensen summarizes how the technology supports the business strategy, referring to 51风流S/4HANA Cloud Public Edition, , , and solutions as she says, 鈥淭hat is our foundation for finding the right person for the right job.鈥� She notes, 鈥淲e also look at the trends in the market. What are the needs of tomorrow? And map the skills gaps, while also looking at what the preferences of our consultants are when it comes to professional and personal development and growth. 51风流SuccessFactors is key for us.鈥�

Finding the Right Person for the Job 鈥� with Data

Now when a project staffing request comes through, NTT DATA Business Solutions has a data-driven process in place to find the right person with the right skills and availability to staff client projects. It starts with an analysis of the data in NTT DATA鈥檚 own resource management app, built on 51风流BTP, to check the consultants鈥� availability and an analysis of the skills database in 51风流SuccessFactors solutions. The project is set up in 51风流S/4HANA Cloud Public Edition.

Once the actual work begins, the consultants record their time in the 51风流BTP time registration app and expenses in the 51风流Concur solution. Financial processes are performed in 51风流S/4HANA Cloud Public Edition, where the data synchronization is facilitated by SAP鈥檚 common data model. As a final step, reporting is performed in 51风流Business Warehouse and .

Power of a Common Data Model

Together, these two 51风流solutions 鈥� 51风流SuccessFactors Employee Central and 51风流S/4HANA Cloud Public Edition 鈥� can be a powerful basis for improved efficiency and business agility because they leverage a common data model. As a result, organizations can benefit from streamlined HR processes; end-to-end integration with seamless connectivity between HR and finance functions for accurate and up-to-date employee data across the organization; greater transparency of data for analytics and reporting on workforce trends, costs, and profitability to enable better strategic planning and resource allocation; and compliance with regulatory requirements and data security.

The seamless synchronization of data by using a common data model for 51风流business applications helps reduce the need for manual data entry and redundant processes. This means, for example, employee data that is maintained in 51风流SuccessFactors Employee Central is available in real time in 51风流S/4HANA Cloud Public Edition while master data, like cost center data, flows seamlessly from 51风流S/4HANA Cloud Public Edition to 51风流SuccessFactors Employee Central. Eliminating data silos enables the HR and finance teams to work with consistent, accurate data for important employment decisions and legal reporting obligations.

Visibility Advances People Strategy and Client Projects

With 51风流SuccessFactors Employee Central and 51风流S/4HANA Cloud Public Edition, NTT DATA Business Solutions benefits from having a single source of truth. 鈥淲e have all our consultants and contractors [visible to us] from 51风流SuccessFactors all the way to the billing. That provides us with a very detailed view of all the things that are going on in the system,鈥� Jensen says.

It now has global HR processes in place and visibility across different skills and capabilities within the organization, independent of where people work 鈥� whether finance, supply chain, or sales. Additionally, a new financial model for activity-based revenue recognition provides detailed financial insight into projects and client engagements.

Each updated release of 51风流SuccessFactors solutions, delivered biannually in the cloud, introduces the latest innovations for the organization. Reflecting on NTT DATA鈥檚 journey to the cloud, Jensen says the key to integrating innovation is to focus on processes rather than technology.

鈥淭here are a lot of technology and systems that need to be set up, but it is important to focus on the processes that you are implementing, to have a focus on the data 鈥� make sure you understand how it works 鈥� in the new process with the new system. And finally, change management is critical.鈥�

She adds, 鈥淵ou need to understand how to work with the new technology, not just today, but also tomorrow.鈥�

For many years, numerous 51风流products have been in use as on-premise solutions at BLS. In HR, the company has made efforts to establish standards, but differences in the execution of core processes still remain.

鈥淲hen I joined BLS in 2019, I was used to a completely different level of digitalization from previous employers,” Johner explains. “Some processes were still running in spreadsheets.鈥�

As head of HR & Transformation, he is particularly concerned with the attractiveness of BLS as an employer: “New employees expect a certain degree of digitalization as well as state-of-the-art applications. And standard digitalization is, of course, also a matter of cost. Nevertheless, the standardization and digitization of our main HR processes were important goals to increase efficiency.”

Digital Transformation with 51风流Standard Content Activation Service

To address these issues, BLS decided to implement at the beginning of 2020.

Johner says: “We chose the 51风流standard content activation service. Our requirement was that we could adopt at least 80% of the processes as a standard solution. 51风流provided the framework and suggested best practices to quickly get up and running, with minor adjustments to tailor the configuration to our needs.鈥�

Stefan Fuhrer, head of Management Services at BLS AG, is also pleased with the implementation process: “What really paid off was the introduction of 51风流SuccessFactors Employee Central as the first module. This allowed us to migrate all master data from the on-premise 51风流ERP Human Capital Management solution to 51风流SuccessFactors solutions, which simplified the implementation and integration of all other modules and packages. By implementing 51风流SuccessFactors Employee Central, we were able to create a single data source for HR data to manage HR processes throughout the organization.”

“Most customers are used to the classic approach of ordering and implementing modules one by one,” Roland Christen, customer success partner at 51风流Switzerland AG, says. “The 51风流standard content activation service offers a different approach, as complete processes are introduced instead of individual modules. The customer can immediately gain added value.”

At the same time as the introduction of 51风流SuccessFactors solutions, BLS also defined the roles and teams that should be responsible for the tasks in these processes. “Where possible, we aligned internal structures with the processes,” Johner says.

Process-Oriented Implementation of 51风流SuccessFactors HCM

BLS now uses all modules of 51风流SuccessFactors HCM. “We now have the ability to technically map the entire HR-related career of employees 鈥� from their application to, if necessary, leaving the company 鈥� in a system configured with best practices,” Johner explains. “The implementation of 51风流SuccessFactors solutions has laid the foundation so that, after connecting to the other subsystems, we can now gradually reduce the administrative effort.”

Integrating the 51风流SuccessFactors Document Management Core solution by OpenText has also worked well. Compared to other solutions, Johner sees the great advantage of 51风流SuccessFactors Document Management Core in its deep integration with the individual 51风流SuccessFactors solutions. “It was also important for us to have a solution that is able to comply with the established life cycles for individual documents and, if necessary, also delete them 鈥� a key compliance factor for us at BLS AG,鈥� he says.

This is all the more important as 51风流SuccessFactors Document Management Core is currently used at BLS as an employee dossier.

Johner appreciates the high level of transparency that the solution provides: “Each employee has self-service access to their own employee file. Controlled through role-based permissions, managers and HR staff also have access to the documents of defined employees. These documents can be uploaded via workflow. In addition, contracts can be automatically created and stored in the employee dossier after signing.”

Currently, only payroll, time management, and shared services are on premise. The next planned steps include integrating the planning tool 鈥� for the deployment of train personnel, for example 鈥� with time management and payroll. In addition, existing, rarely used subprocesses, such as a request for unpaid leave, will be integrated through an interface.

The project aligns with BLS’s overall strategy, which focuses on managing resources through more efficient processes via digitalization. “I believe that with the introduction of 51风流SuccessFactors solutions, we have made a significant contribution to the company’s strategy,” Johner says.

Significant emphasis was placed on stakeholder management toward internal customers from the beginning. “We continuously informed and provided insights into the status of the project company-wide,” Johner explains. “Important internal customer groups have been represented on the project committee from the start and have been able to accompany the upcoming changes.鈥�

Training opportunities for relevant user groups also played a great role. The system was positively received. “HR initially viewed the system with some skepticism because the processes and responsibilities have changed,” Johner says. “But now the benefits 鈥� such as having congruent data across the entire system and the disappearance of media breaks 鈥� are highly appreciated.”

“I also notice that our employees are increasingly thinking in end-to-end processes,” Johner says.

The Swiss business newspaper Handelszeitung, which ranks the most attractive employers in Switzerland every year, has ranked BLS as No. 1 in the Swiss railway industry in 2024. In the overall ranking, BLS AG is ranked 11^th out of 250 companies.

“This confirms for us that our activities in HR and the modernization measures of recent years have clearly put us on the right track,鈥� Johner says.

This first appeared on the German 51风流News Center.

A confusing benefits enrollment experience is a significant source of frustration for many employees and can leave them feeling uncertain about their benefits elections. The majority of employees struggle to understand their benefits options and navigate through the enrollment process.

As a result, many employees choose to simply roll over their previous year鈥檚 elections rather than review and update their choices to ensure they are getting the most out of their benefits. This often leads to missed opportunities to take advantage of lower-cost options or benefits that are a better fit for them and their family and can even lead to increased attrition of top talent.

With the first half 2024 release, updates to the solution can enable you to empower your employees to take control of their benefits with an intuitive guided enrollment experience.

Making Benefits Enrollment More Seamless, Simple, and Intuitive

The new benefits enrollment experience in听 introduces a process-driven approach to benefits enrollment that helps simplify and streamline the activity. Available for insurance, savings plans, and pension benefit types, this new enrollment experience can enable employees to make better, more informed benefits choices without the unnecessary hurdles.

Here are some key highlights:

Guided Enrollment

A step-by-step progression flow guides employees through the process, working to simplify navigation and helping them complete benefits enrollment. Real-time benefits eligibility updates help employees continually understand the choices and options available by presenting them with all the benefits for which they are eligible to enroll.

Personalized User Experience

Customizable text and instructions enable a tailored enrollment experience aligned with organizational policies.

Flexible Framework

Benefits admins can now have more flexibility in designing the enrollment experience to meet their organization鈥檚 needs with a new framework that helps support the capture of life insurance guaranteed issue amounts, customizable terms and conditions, and enhanced localization capabilities.

Anytime, Anywhere Access

Available on both desktop and the 51风流SuccessFactors Mobile app, employees can complete benefits enrollment from any location using a mobile-friendly platform that helps ensure a seamless experience across devices.

Employee Educational Resources

Simplified on-screen access to additional resources and information helps employees better understand their benefits and can promote more informed decision-making throughout the enrollment process.

Side-by-side benefit plan comparisons of costs and plan details help employees assess their plan options and select the best-fit plan. Localizable instructional text on each page helps ensure that the benefits and enrollment processes are well understood. Additionally, flexible options for defining contribution amounts within the IRS limits can make it easier for employees to make decisions regarding savings plans and pension elections.

Consolidated Benefits Enrollment Process

Employees can complete all benefits-related tasks including reviewing and updating dependents, completing health declarations, enrolling in benefits, managing beneficiaries, and more through a single consolidated process, helping to improve employee engagement and satisfaction.

to learn more about the new enrollment experience in 51风流SuccessFactors Employee Central Global Benefits.

To learn about all the other innovations in the 51风流SuccessFactors first half 2024 release, read the and watch the .

Nicole Ramirez is senior director of Product Marketing at SAP.

And for you and your business, you can tell all those success stories 鈥� and more 鈥� with the 51风流SuccessFactors HCM suite and our first half 2024 release.

As your organization and employees begin to embrace AI, HR has the opportunity to drive new levels of employee productivity, engagement, and growth. 51风流SuccessFactors HCM can give you everything you need 鈥� the global foundation, skills framework, people-first experiences, and purpose-built AI capabilities 鈥� to help take HR to the next level. With the 51风流SuccessFactors first half 2024 release, we are delivering more than 250 innovative features and enhancements.

51风流Business AI

In 1H 2024, we are thrilled to introduce more than 25 new AI capabilities to enable better employee experiences and new levels of productivity.

Among these capabilities include the ability for applicants to provide skills during the application process. This can enable recruiters to see a skills compatibility for each applicant based on matching the applicant鈥檚 skills and the job requisition, helping improve applicant screening and time to hire. Furthermore, personalization in 51风流SuccessFactors Opportunity Marketplace is enhanced with new AI-driven recommendation categories, 鈥淚gnite Your Role鈥� and 鈥淩each Your Aspirations.鈥� These guided experiences can enable employees to proactively take steps to reach their development goals.

Generative AI continues to be embedded across the 51风流SuccessFactors HCM suite, including new capabilities to help employees create ready-made performance and development goals and AI-assisted writing to help improve the quality, clarity, and conciseness of writing across a variety of areas within 51风流SuccessFactors solutions.

Further, with this release, insights based on an employee鈥檚 compensation and job history are available to help support managers in having effective and well-informed compensation discussions. 

We have also added more than 15 new capabilities in this release to help both managers and employees get work done in a conversational way, such as creating or changing a position, creating spot awards, clocking in and out, and viewing pay statements as well as time capabilities like requesting time off, checking leave balances, and syncing holidays to Outlook calendars while managers can review and approve time off. Further, employees can now clock in and out using Joule, Microsoft Teams, or the 51风流SuccessFactors Mobile app.

51风流SuccessFactors Employee Central

We are excited to unveil two new people profile experiences 鈥� the profile preview and the spotlight view. The profile preview can provide a snapshot of key areas of the employee profile, including job, manager, location, and contact details, to quickly view and connect with others. Additionally, the spotlight view can showcase employee skills and competencies, mentoring and target roles, and other relevant personal and organizational information.

We are also introducing a new org chart experience with a refreshed look and feel. Available on desktop and mobile, users can explore their organizational structure with improved expand and collapse capabilities, which helps provide full accessibility to an employee鈥檚 profile preview, with an option to open the new spotlight view.

Customers can now automatically process new hires from 51风流SuccessFactors Recruiting and 51风流SuccessFactors Onboarding into 51风流SuccessFactors Employee Central. This capability helps further reduce the time to hire, which is especially important with mass, seasonal, and high-volume hiring.

51风流SuccessFactors Employee Central Global Benefits

With this release, we are pleased to introduce a new benefits enrollment experience for insurance, savings, and pension benefit types. Available on both desktop and mobile, the guided experience for benefits elections can give employees increased convenience with improved navigation and increased confidence with side-by-side plan comparisons and embedded instructional text. Additionally, employees can update dependent information and manage beneficiaries directly from the benefits enrollment process, which helps further streamline the enrollment experience.  

51风流SuccessFactors Time Tracking

We are thrilled to share the launch of a new time sheet experience that integrates the latest version of My Timesheet in 51风流S/4HANA with 51风流SuccessFactors. Employees can now record time for payroll, as well as against activities and cost objects, from a single time sheet across applications. This helps organizations leverage real-time connectivity between HR and finance operations to keep track of employee activity and labor costs and to pay employees accurately and on time.

Additionally, a new monthly calendar view for time sheets can give employees and managers a complete picture of recorded time over a month. Users can drill down into specific days and submit or approve time for pay periods beyond a week, such as biweekly or monthly.

For managers, a new time approval center helps simplify approvals with a centralized dashboard highlighting anomalies for swift resolution. Managers can monitor team working hours effectively, helping to ensure accurate and timely payroll processing.

51风流SuccessFactors Onboarding

With enhancements to the onboarding journey experience, new hires can now use the new Your Onboarding Checklist page to reference and complete all tasks 鈥� onboarding data collection, compliance tasks, additional onboarding tasks, and exploring the onboarding guide 鈥� from one place with a single view. Available for new hires, rehires, internal hires, and employees with global assignments, this improved experience can save time for onboarding participants while helping to ensure productivity from the start.

And that鈥檚 only a fraction of all the innovations we鈥檙e bringing to customers in 1H 2024. There鈥檚 much more in the release, including new and exciting updates in:

• Generative AI and Joule capabilities
• 51风流SuccessFactors Opportunity Marketplace
• 51风流SuccessFactors Compensation
• 51风流SuccessFactors Succession & Development
• 51风流SuccessFactors Incentive Management
• 51风流SuccessFactors Work Zone

Read the and watch the to find out more.

Bianka Woelke is group vice president of Application Product Management at SAP.

, a consultancy and 51风流partner based in Cologne, Germany, emerged stronger and better positioned to serve its clients following a that brought together three former consultancies: Axxiome Health, ConVista Consulting, and enowa. With 25 years of experience delivering transformation projects to its clients, Convista used that expertise in its own rebranding to present its capabilities to clients and employees: a vibrant people culture as well as a respected and trusted brand supported by for ERP and for core HR.

鈥淭rust and transparency are common values that we share at Convista,鈥� declares Convista CEO Martin Hinz. 鈥淐ombined with a dynamic team spirit and passion, it鈥檚 what we bring to our clients every day.鈥�

With a workforce of around 1,200 employees, Convista has made a name for itself through its dedication and expertise providing end-to-end solutions to clients throughout the world with a presence in Germany, Austria, Switzerland, Poland, Spain, Brazil, Israel, and further locations across the globe. It supports client projects primarily in four sectors: insurance, industry, healthcare, and energy/utilities. In recent years, Convista has twice been awarded 51风流 in the Financial Services sector.

鈥淎t Convista you meet everyone on the same level, independent of your skill level or where you are in your career,鈥� says Stefanie Weber, project lead of People and Culture 鈥� HR Systems, Convista. 鈥淎lso, when we’re working with customers, we try to approach them at eye level, which makes quite a good working environment. The implementation of 51风流SuccessFactors came as a natural extension to our brand and our culture.鈥�

The Challenges of Data Siloed in Three Systems

Weber says one of the reasons she joined Convista in 2012 while studying business at university was the high priority its leaders place on trust and transparency, values that permeate the entire organization and empower employees in their work and career development. 鈥淭rust is one of our main values,鈥� she underscores. 鈥淎lso, the trust that people are willing to do their best to get motivated and move the company ahead.鈥�

Convista grew quickly both organically and as a result of mergers with other consultancies. In 2019, IT service provider Axxiome Health joined the ConVista Group to deepen the organization鈥檚 expertise in the health insurance sector. In 2021, enowa joined the group, infusing its knowledge of industries and insurance. With the mergers complete, the incipient organization became on January 1, 2023.

Though team members were highly motivated to collaborate from the start, Convista鈥檚 vision for itself as a modern organization was held back in both its daily work for projects and internal services. Using disparate tools based on older technology and a patchwork of third-party solutions that lacked integration proved to be inefficient and unsuitable as a basis for decision-making.

鈥淲henever we wanted to have a report, even something as simple as a headcount, we always had to go into three different systems, collect the data, and report on that,鈥� Weber recalls. 鈥淚t’s just one of the many examples of why we really urgently needed one IT platform.鈥�

Project ONE Achieves Milestone Integration

To build a strong foundation for future growth, Convista embarked on 鈥淧roject ONE鈥� with the goal to have one digital platform flexible and powerful enough for the entire organization. For this, it chose 51风流S/4HANA Cloud Public Edition and 51风流SuccessFactors solutions with self-service capabilities for employees to log time-off.

Overall, implementing 51风流SuccessFactors Employee Central with 51风流S/4HANA Cloud Public Edition can result in streamlined HR processes; end-to-end integration with seamless connectivity between HR and finance functions for accurate and up-to-date employee data across the organization; greater transparency of data for analytics and reporting on workforce trends, costs, and profitability to enable better strategic planning and resource allocation; and compliance with regulatory requirements and data security.

Among the key advantages is the ability for employees to access their own HR-related information, such as personal details and time-off balances. This self-service capability helps empower employees, improve transparency, and enhance the overall employee experience.

Convista鈥檚 project team decided for a phased approach to the implementation by first introducing the 51风流solutions in Poland and later in Germany, Austria, and Switzerland 鈥� with 51风流S/4HANA Cloud Public Edition planned to launch in the German-speaking countries during the course of 2024. To optimize success, the project team used the combined best practices of Convista and 51风流and hosted regular meetings that provided clear communication to steer the project. 鈥淲e were always aligned on the requirements of the other teams,鈥� says Weber, who managed the HR workstream. 鈥淲e all knew the main goal of the implementation. This was helpful for everyone on the project.鈥�

In-house experts from Convista certified on 51风流SuccessFactors solutions contributed valuable knowledge for the implementation. Consultants from 51风流Services and Support successfully integrated the cost center replication from 51风流S/4HANA Cloud to 51风流SuccessFactors and the workforce replication from 51风流SuccessFactors to 51风流S/4HANA Cloud, and delivered a detailed administration guide on the integration setup for Convista. Additionally, they provided an overview, the architecture guidance, and the navigation through major hurdles in performing the configuration to set up identity access governence (IAG), identity provisioning service (IPS), and identity authentication services (IAS). The 51风流Early Adopter Care program supported Convista for the master data integration (MDI) during the implementation and helped to solve all roadblocks efficiently.

On January 1, 2023, Convista鈥檚 80-person team in Poland was the first to go live with the new 51风流solutions. 鈥淚t was really a great experience for them and quite an advancement,鈥� says Weber, citing the benefits of the new solutions that provide optimizations and intuitive workflows. The project took a pivotal turn on January 1, 2024, with the launch of 51风流SuccessFactors solutions for Convista鈥檚 800 employees in the German-speaking countries.

鈥淭he biggest milestone was to have [51风流S/4HANA Cloud Public Edition and 51风流SuccessFactors Employee Central] speaking with each other,鈥� says Weber, who emphasizes how valuable it is for the team 鈥渢o have an end-to-end process within one platform.鈥� With an integrated IT platform in place, she says that it is no longer necessary to do workflows, authorizations, or any other processes in other systems.

The seamless synchronization of data by using a common data model for 51风流business applications helps reduce the need for manual data entry and redundant processes. This means, for example, employee data that is maintained in 51风流SuccessFactors Employee Central is available in real-time in 51风流S/4HANA Cloud Public Edition; while master data, like cost center data, flows seamlessly from 51风流S/4HANA Cloud Public Edition to 51风流SuccessFactors Employee Central. Eliminating data silos enables the HR and finance teams to work with consistent, accurate data for all-important employment decisions and legal reporting obligations.

Now Convista鈥檚 team is unified in its brand, values, spirit 鈥� and employee data. 

More Transparency and Intuitive Workflows Are Just the Beginning

Feedback has been overwhelmingly positive, according to Weber, with employees speaking favorably about the improved transparency and workflows. 鈥淭he first thing I heard from everyone was, well, this is simple and intuitive. They were so happy about it,鈥� she says. 鈥淭hey are big fans of the mobile application. They find it very transparent and easy to use.鈥�

For some colleagues, the new solution lets them view their own data for the first time. 鈥淲hen we went live, everyone was viewing their profile,鈥� says Weber. 鈥淭his was also quite new that you are able to see what data is maintained for your person, your address, but also job information 鈥� to view it and have this transparency. People like this very much and also the ability to have the self-services in 51风流SuccessFactors.鈥�

To strengthen communication between HR and employees, Convista will bring more people processes onto the new digital platform. In fact, the team very recently implemented the 51风流SuccessFactors Performance & Goals solution for annual employee appraisals, goal setting, and project feedback. 鈥淚t鈥檚 just the beginning,鈥� Weber says. 鈥淭here鈥檚 still a lot of work ahead of us.鈥�

Hinz says, 鈥淲e have been careful to preserve our workplace culture during the transformation. Now that we are rebranded as one organization, we are seeing the benefits of that early effort. With SAP, we now have the digital platform to build people-centered processes that advance our vision as a unified, high-performing organization serving our clients.鈥�       

Find out more about .

Jacqueline Prause is a journalist at SAP.

Global specialty materials company overcame its HR reporting challenges by implementing story reports in 51风流SuccessFactors solutions, making its reporting easier and more efficient. For example, a standard talent report 鈥� once a labor-intensive task that took several days of precious time 鈥� is now generated in under two hours complete with detailed graphics that are continuously updated with live data. Indeed, an 51风流 found that with the analytics tools available in 51风流SuccessFactors solutions, customers reported a 74% decrease in time spent on report generation, saving days and even weeks on HR reporting.  

鈥淭he ability to give our [HR] information to leaders as they need it is huge,鈥� says Nina Nabors, manager of Talent Systems, Eastman. She summarizes the transformation in improvement over past reporting methods. 鈥淏efore, it was lagging data. It was never data that was live. Having that benefit of building the story report in 51风流SuccessFactors and it continuously updating with the latest information is very nice.鈥�

Based in Tennessee, U.S., Eastman Chemical Company was founded in 1920 as a subsidiary of Eastman Kodak. It has a workforce of 14,000 employees in 15 countries. Energized in its purpose to 鈥渆nhance the quality of life in a material way,鈥� Eastman engages with customers in 100 countries to deliver innovative materials found in items people use every day, including safe, durable medical materials; premium plastics for eyewear frames and lenses; food and beverage packaging; sustainable fibers for luxury home furnishings; and energy-efficient window glass for the construction industry, among others.

Cloud HR Delivers Sustainable Value with Exceptional Employee Experience

To future-proof its workforce, Eastman set itself up for success by moving to the cloud with 51风流SuccessFactors solutions. Eastman was already using an on-premise human capital management (HCM) solution from SAP, but wanted the scalability and cost-effectiveness of a cloud-based HR solution. 鈥淒elivering [HR] services in the cloud gives us an opportunity to make the technology available to our employees in a way that is more sustainable than having it housed on our servers,鈥� says Nabors.

Prachi Sathe, director of Global HR Technology and Solutions, Eastman, underscores the value of receiving the latest innovations and new features with each biannual 51风流SuccessFactors release update. 鈥淲e also wanted to make sure our HR platform is sustainable in terms of how we support it, how we grow it, and how we make more functions available to our employees. Going to 51风流SuccessFactors just made sense for us,鈥� she says.

Eastman uses a range of solutions in 鈥� including 51风流SuccessFactors Employee Central and modules for recruiting, learning, compensation, variable pay, performance and goals, career development planning, and succession 鈥� to help harness the efficiency of end-to-end integration and provide an exceptional experience throughout the employee journey from hire to retire.

The 51风流SuccessFactors Recruiting solution, for example, is a key driver of Eastman鈥檚 talent strategy. 鈥淭hat鈥檚 how we bring our new talent into the organization. That鈥檚 really their first introduction to our tools,鈥� says Nabors. 鈥淲e鈥檙e bringing great talent into the organization. How we do it is very important, and 51风流SuccessFactors is a part of that.鈥�

Accelerating Efficiency with Real-Time Analytics

Eastman needed a streamlined approach to HR reporting that accelerated efficiency and optimized value by fully using the analytics and data in 51风流SuccessFactors solutions. 鈥淲e were using separate tools outside of 51风流SuccessFactors solutions to pull our reporting together,鈥� recalls Sathe. 鈥淭he challenges with that [were figuring out] how we get data out of 51风流SuccessFactors solutions and feed it into those reporting tools.鈥�

Eastman鈥檚 customer success partner for the plan identified 51风流resources to help Eastman increase value from its use of 51风流SuccessFactors People Analytics. Eastman also joined a hands-on lab session at SuccessConnect 2022 to gain experience working with story reports, a tool available in the report center of 51风流SuccessFactors solutions. Story reports can deliver real-time data analytics and generate reports faster by using live data from across 51风流SuccessFactors HXM Suite, displaying presentation-style reports in a clear format with detailed visual graphics that communicate insights in an understandable way. As Sathe notes, 鈥淲hen we saw [story reports], it was so motivating for us that data is already there and tools are there. We came back and started working on our first dashboard.鈥�

鈥淲e鈥檙e so happy Eastman joined us at SuccessConnect,鈥� says Maryann Abbajay, chief revenue officer, 51风流SuccessFactors. 鈥淗ands-on lab sessions like the one Eastman participated in are invaluable learning experiences. Eastman is a great example of how customers are applying that new knowledge to unlock value with 51风流SuccessFactors. With story reports, they are already able to deliver the type of data-driven insights that transform HR into a strategic partner for the business.鈥�    

Data-Driven Insights That Advance People Strategy

Eastman began working with a manager dashboard, one of the many time-saving templates preloaded in story reports, and later built its own version tailored to the information requirements of its organizational leaders, supervisors, and people managers. The HR team also developed custom objects to use in its story reports, including an organizational hierarchy table with extensive drilldown capabilities and a currency exchange table to help executives track international labor costs. The story reports, customized with the look and feel of Eastman鈥檚 branding, quickly gained broad acceptance with Eastman鈥檚 organizational leaders.

The HR team recently built a dashboard showing a holistic view to help leaders identify opportunities to advance the organization鈥檚 people strategy. This dashboard uses data from 51风流SuccessFactors Employee Central and will later be augmented with data from the recruiting and learning solutions. A talent dashboard is also forthcoming to Eastman鈥檚 HR community, which includes talent partners and leaders. Sathe notes, 鈥淏y creating the stories, as its name says, we are bringing various data sources together.鈥�

Michael Glenn, talent assessment and analytics manager, Eastman, is building a new learning dashboard that will go out to all learning administrators and supervisors to enable them to see how many people are overdue on their learnings and what learnings are coming up in the next 30 days 鈥� and how many hours are required to complete the learning sessions. This information is especially important for production teams that work on fixed schedules, as it enables managers to plan the learning hours into the employee鈥檚 schedule.

To ensure the reports provide the right level of information to each recipient based on their role, Glenn intends to use the role-based access permissions available in story reports. So far, he is impressed with the feature, which saves him time from performing manual activities and distribution list maintenance. 鈥淲e鈥檝e been testing out role-based permissions and it is just working great,鈥� he says.

Empowering HR Administrators with User-Friendly Solutions for Improved Productivity

Nabors says that though she has no background or training in analytics, she found that she was able to get up to speed with stories very quickly. She recalls previously spending several days to build a single report that integrated data from 51风流SuccessFactors Employee Central and 51风流SuccessFactors Recruiting. In stories, she is now able to generate the same report in just one to two hours.

Also, troubleshooting and addressing gaps in data is much easier. 鈥淚f there鈥檚 an error somewhere 鈥� for example, requisition data that shows up under the wrong person鈥檚 name 鈥� being able to see it in a story is very easy,鈥� she says. 鈥淚t鈥檚 easy to address that error quickly because you can go right to the error without having to dig through lines and lines of data, rows and columns of data.鈥�

Better Analytics for Faster Decision-Making

Eastman plans to build on its early success with story reports to drive more insights for the organization. For example, there are plans to integrate data to track progress towards Eastman鈥檚 ambitious inclusion and diversity , which include increasing diverse talent and supporting employees in bringing their whole selves to work. Real-time information from 51风流SuccessFactors solutions supports organizational leaders in advancing Eastman鈥檚 strategy to build a high-performing organization.

鈥淲e really believe in sustainability and sustainable outcomes,鈥� says Sathe. 鈥淲e want our employees to be self-service reporting employees and create better analytics that give them information versus data. What we were doing previously was giving them data. Story reports transformed this.鈥�

For more information, read “.”

People and culture are increasingly becoming some of the most critical aspects of an organization. It鈥檚 what attracts new talent to join and keeps current employees growing and developing. Whether that鈥檚 scaling up, diving into a new market segment, or pivoting to meet changing customer demands, having the right people in the right roles determines success.

From midsize organizations to large enterprises, having a single view of employees across all countries is a differentiator. It鈥檚 no longer about just maintaining a system of record. It鈥檚 the foundation to manage the total workforce 鈥� from setting organizational goals to establishing the talent intelligence that鈥檚 needed to build a workforce that is agile and adaptable.

Organizations of all sizes, industries, and regions use 51风流SuccessFactors Employee Central to help improve experiences for managers and employees, automate compliance for more than 100 locales, manage benefits and absence management, and standardize processes across multiple locations. Here鈥檚 what some of our customers are saying:

• 鈥�51风流SuccessFactors is our people backbone. It provides the common processes, systems, and data that let us create engaging people experiences at scale.鈥� 鈥� Giancarlo Pala, head of IT HR / 狈别蝉迟濒茅 S.A.

• 鈥淲ith the 51风流SuccessFactors Employee Central solution, the company now has a single HR and payroll system providing a single source of truth, instant access to employee data, automated approval workflows, and enhanced reporting 鈥� available on the go, anytime, anywhere.鈥� 鈥�

• 鈥淭he 51风流SuccessFactors Employee Central solution, branded at Woodbridge as Teammate Central, supports the company鈥檚 core HR processes and provides teammates with intuitive, fast access to HR self-services. The solution鈥檚 localization capabilities support Woodbridge鈥檚 operations at 50 locations in more than 10 countries, while its position management feature helps smooth the plant acquisition process.鈥� 鈥�

• 鈥淯sing 51风流SuccessFactors Employee Central, we have mitigated the need for manual monthly and quarterly data input efforts from our local HR teams and can now automatically generate reports whenever required with access to global workforce data.鈥� 鈥�

Additional organizations, including Versuni, , , , and many more, have chosen 51风流SuccessFactors Employee Central to help manage their workforce.

Continued Improvements to Enhance the Employee Experience

Since 51风流SuccessFactors Employee Central was introduced over a decade ago, we have continued to adapt and innovate to help our customers meet the changing expectations of their employees and the rising demands from HR to deliver greater insights and data.

Customers using 51风流SuccessFactors Employee Central can have access to:

• A single foundation for HR, with consistent and standardized HR processes for over 200 countries and territories around the globe
• A proactive approach to worldwide regulatory compliance with localization delivered and maintained for more than 100 locales
• Self-service functionality to help support automation, improve data quality, and elevate HR service delivery with efficient, real-time processes
• A consumer-grade user experience with live insights to help make data-driven decisions

The newest innovations in the 2H 2023 release include:

• Simplified self-services allow employees and managers to make updates directly from the 51风流SuccessFactors home page. For example, employees can quickly update their chosen name and personal pronouns, while managers can initiate a transfer, promotion, location change, and more

Self-service actions are integrated into the flow of work, including within Microsoft Teams, 51风流SuccessFactors Work Zone, and Joule, SAP鈥檚 AI-powered copilot. With use cases across 51风流SuccessFactors solutions, such as the ability to clock in and out and to view pay statements from within Microsoft Teams, employees can quickly complete their most critical HR tasks without switching applications.

Learn more about the latest and visit the event site for a replay of the keynote, expert sessions, and other on-demand content.

Maryann Abbajay is chief revenue officer at 51风流SuccessFactors.

Our team of conducts ongoing research on the evolving landscape of work, workplaces, and technology. This research, along with customer feedback and our commitment to accessibility for all users, helps us design solutions that can meet your employees鈥� needs and enhance your organization鈥檚 DEI&B efforts.

Let’s explore five key ways in which SAP’s focus on UX helps organizations advance their DEI&B strategies by offering employees an interface that can address their needs in the flow of work.

1. Experiences Designed for Employee Preferences

A core principle of UX is designing with a user-centered approach. 51风流SuccessFactors solutions allow personalization for users with different backgrounds, abilities, and preferences, helping to ensure everyone can benefit. For example, offers individualized, AI-generated learning recommendations that can prioritize courses based on individual goals, skills, and organizational objectives and categorize them into “need,” “want,” and “must” sections. The solution can enable individuals to identify skill gaps against target roles within their career path and take ownership of their career development planning.

2. Cultural Sensitivity and Awareness

We recognize that many organizations operate on a global scale, with diverse cultural norms and practices. Our solutions can accommodate diverse cultural contexts, helping to promote inclusivity and reduce the risk of exclusion and discrimination in a global context. With localization options, users can have experiences tailored to their needs. For example, can enable your employees to record their name pronunciation and post it to their profile for others to access. This helps ensure colleagues can address them accurately and confidently in meetings. includes cultural competency as a performance parameter, promoting awareness and sensitivity to cultural differences in interactions and work.

3. Systemic Bias Mitigation

51风流SuccessFactors solutions help combat biases in hiring, promotions, and decision-making. Our UX focus helps promote inclusivity by using non-discriminatory language and content, aligning with organizational efforts to help eliminate bias. Our technology can support your organization in creating job postings equitably with gender bias detection and providing AI-generated, recommended interview questions based on details from the job description to help ensure the interview process is more objective and focused on assessing candidates’ skills and qualifications only. Employees can also add their preferred pronouns to their profile for respectful and identity-aligned addressing by colleagues.

4. Designing for Accessibility

We prioritize to help ensure inclusivity for all users. Our products are designed to accommodate your employees鈥� diverse needs, with features such as screen readers, keyboard support, text resize to 200%, and text spacing with no loss of meaningful information. These inclusive experiences can empower every user to navigate the application without compromising the integrity of content, functionality, or efficiency.

5. Data Collection and Privacy

Ensuring absolute transparency and unwavering privacy is essential when it comes to data collection and protection. Our commitment to these principles includes incorporating AI explainability into our policies, which means that your employees not only have control over their data but also can understand how our AI systems make decisions, helping to prevent unintentional discrimination. Our help ensure data privacy by anonymizing and aggregating information in compliance with regulations. This includes masking individual data, combining it with other information, and incorporating features like consent management, data access controls, and data retention policies. Furthermore, with , you can analyze diversity and inclusion patterns and trends without compromising individual privacy, fostering a climate of trust and data integrity.

51风流is committed to UX and DEI&B alignment to create inclusive workplaces. With ongoing research, adaptability, and cutting-edge design, 51风流SuccessFactors solutions can empower organizations to drive DEI&B success and foster a culture of belonging. Explore and take a step toward building a more inclusive and equitable future for all.

Mayara Tabone is a solution marketing specialist at 51风流SuccessFactors.

With this integrated approach, real-time people data from the 51风流SuccessFactors Employee Central solution is automatically consumed by 51风流S/4HANA Cloud and other 51风流cloud applications. This 鈥渟ingle source of truth鈥� helps to improve end-to-end business processes, experiences, and insights for the organization. Learn more in this 51风流Community .

Maryann Abbajay, chief revenue officer at 51风流SuccessFactors, spoke with some of these customers at to find out how they are leveraging the combined power of 51风流SuccessFactors solutions and 51风流S/4HANA Cloud to overcome business challenges and grow their organizations with people at the center of business. 鈥淭hese organizations show how HR and finance come together to enable business transformation while keeping employee experience at the center,鈥� she underscored.

Pandora Becomes a Future-Ready Organization

Connecting people in the moments that matter is at the heart of , the world鈥檚 largest jewelry brand. Based in Copenhagen, Denmark, Pandora employs 32,000 people worldwide. With 6,500 points of sale, including 2,500 concept stores, Pandora depends on the experience of its brick-and-mortar stores, which account for the majority of its sales.

Three years ago, Pandora began its transformation from an analog retailer to a future-ready organization. It set out to strengthen and harmonize the global HR system landscape with an implementation of 51风流SuccessFactors solutions to gain efficiency in how the company hires, manages, and develops employees worldwide, thus replacing a multitude of local applications.

鈥淲e used the 51风流SuccessFactors portfolio as a driver of transformation,鈥� said Mihael 艩utalo, vice president of People Technology, Pandora. 鈥淭his is transforming the experience. The future integration of 51风流S/4HANA Cloud with 51风流SuccessFactors solutions will give us a tremendous opportunity to manage our workforce and manage our revenue model in a completely different way.鈥�

BT Group Connects People for Good

, the world鈥檚 oldest telecommunications company, recently modernized its HR information systems to provide a digital colleague experience for its 100,000 employees working in 44 countries. 鈥淚n 2021, we started what we call our I-Connect program,鈥� said Elaine Bergin, director of Colleague Experience and Delivery, BT Group. The program name highlights BT Group鈥檚 purpose: 鈥淲e connect for good.鈥�

The new colleague experience, launched in 2022, now uses the 51风流SuccessFactors Employee Central solution, reporting and analytics, and the full suite of talent and learning management solutions to support the organization鈥檚 big focus on skills. BT Group also uses 51风流SuccessFactors and 51风流Fieldglass solutions to manage a contingent workforce of 60,000 additional employees.

Bergin said, 鈥淭hrough our 51风流SuccessFactors journey, we鈥檙e in a great place with a single master source of truth on our colleague and contingent workforce data 鈥� and our organizational hierarchy.鈥�

Brightspeed Manages Rapid Growth and Contingent Workforce

is a telecommunications company that provides affordable, quality internet in rural areas of the U.S. Since it started in 2022 with 30 permanent employees, Brightspeed has grown exponentially through acquisition. Today, it has 4,200 employees using 51风流solutions and a sizable contingent workforce. To manage growth, Brightspeed implemented 51风流SuccessFactors solutions, 51风流Fieldglass solutions, and 51风流S/4HANA Cloud.

Greg Williams, director of Human Resources Information Systems, Brightspeed, summarized the value of an integrated approach for the organization: 鈥淔inance is up and running on 51风流S/4HANA and with 51风流Fieldglass solutions. We import that data into 51风流SuccessFactors Learning, so our contractors can train on compliance and technical training. The 51风流S/4HANA data is integrated into , which is our time system. We capture millions of dollars of project costs. Those are sent back to 51风流S/4HANA on a pay-for-period basis.鈥�

Versuni Gains Agility with HXM and Connected Cloud ERP

, formerly known as Philipps Domestic Appliances, is a consumer products company with the purpose to help people turn their houses into homes. It took the unique opportunity of reinventing itself as an independent company to transform its entire technology landscape. To succeed in a dynamic, consumer marketplace, it had to adopt best-of-suite applications that power advanced, digital-first consumer goods organizations.

By connecting 51风流S/4HANA Cloud to 51风流SuccessFactors solutions, Versuni has achieved three key benefits: a seamless user journey based on a single source of truth across the entire landscape; increased visibility achieved from the integration with other systems, especially finance; and improved reporting, which is leading to better decision-making. Lokesh Rastogi, IT platform leader for Finance and HR at Versuni, summarized: 鈥淚t鈥檚 one source of truth, one system, and one number.鈥�

狈别蝉迟濒茅 Creates Engaging People Experiences at Scale

, one of the world鈥檚 largest food and beverage companies, is using RISE with 51风流to help advance its digital transformation. With 275,000 employees in 188 countries, 狈别蝉迟濒茅 focused on the modernization of its HR systems. 51风流SuccessFactors solutions now enable it to standardize and automate HR processes and provide a personalized employee experience from recruitment to retirement. 狈别蝉迟濒茅 plans to continue its journey to migrate its entire business operations to  with finance and procurement already live. To learn more, watch this .  

Giancarlo Pala, head of IT/HR, 狈别蝉迟濒茅 S.A., said, 鈥�51风流SuccessFactors is our people backbone. It provides the common processes, systems, and data that let us create engaging people experiences at scale.鈥�

Accelerating Business Performance

51风流customers are experiencing firsthand the value of having HR and finance connected on a single cloud platform to help improve speed, accuracy, and insights. This integration can extend beyond the data to connect business processes and employee experiences across all business areas. To find out more about the benefits of connected cloud HR and ERP, watch on demand.

Indeed, from the mainstage keynote and breakout sessions to networking with customers and partners, AI was at the center of every conversation. If you weren鈥檛 able to attend this year鈥檚 event, you can catch the latest product announcements and select content now听available .

Here are three takeaways from this year鈥檚 SuccessConnect.

The Time Is Now to Adopt AI

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

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

Talent Intelligence Is Key to Closing Skills Gaps

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

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

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

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

A Powerful Cloud Foundation Drives True HR Transformation

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

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

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

Couldn鈥檛 attend the in-person event? You can get the best of SuccessConnect wherever you are! Be sure to access the , , and , including road maps, product demos, and more, all available . Plus, don鈥檛 forget to sign up to stay informed about the .

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

, formerly known as Philips Domestic Appliances, excels in its purpose to help people turn their houses into homes, so they can lead happier, healthier lives. Versuni is headquartered in Amsterdam, the Netherlands, with innovation,鈥痬anufacturing,鈥痑nd commercial centers across the globe and a footprint in over 100 countries. With a global workforce of approximately 6,400 employees, Versuni advances a workplace culture of collaboration, empowered decision-making, and employee engagement supported by leading-edge HR. 

As its name suggests, Versuni 鈥� think 鈥渦niverse鈥� 鈥� wants consumers to know that 鈥渙ur universe is the home鈥� and specializes in domestic appliances that make routine tasks simple, enjoyable, and sustainable. Versuni has brands such as Philips, Saeco, Gaggia, Preethi, Philips Walita, L鈥橭R Barista, and Senseo to cover cooking, coffee, garment care, floor care, and climate care.

Digital-First Company for Consumer Engagement

Versuni took the unique opportunity of reinventing itself as an independent company to transform its entire technology landscape. To succeed in a dynamic, consumer marketplace, it had to evolve from best-of-breed solutions that served its healthcare parent company to best-of-suite applications that power advanced, digital-first consumer goods organizations.

鈥淪ince we are in consumer products, we needed to be a digital-first, insight-led company to enable us to go for lifetime engagement with our consumers across our connected products,鈥� says Lokesh Rastogi, IT platform leader for Finance and HR, Versuni.

Exuviate Transformation Wins 51风流Innovation Award

To establish a foundation for future growth, Versuni adopted an outside-in approach to harmonizing and simplifying all processes in a bid to achieve end-to-end transparency. The IT project was given a fitting name, 鈥淓xuviate,鈥� to describe how the organization shed its old technology layer so it can transform into something new and distinctive as a consumer-focused enterprise.

Versuni worked with to carry out an organization-wide, greenfield implementation by leveraging for processes, (51风流BTP) for collaboration and integration, and for cost control. While firmly adhering to best practices, Versuni laid out a strategy guided by a crisp logic: 鈥�51风流unless鈥�; cloud unless鈥�; and best of suite.鈥� Considered to be one of the largest RISE with 51风流projects in any industry, the transformation was completed in a record 18 months, when Versuni transitioned to 51风流S/4HANA Cloud, private edition in all countries.

With the new 51风流environment, Versuni reports 30% enhanced agility in its responsiveness, 85% improvement in standardization and harmonization, and 50% increased employee engagement. In recognition of its outstanding success, Versuni鈥檚 Exuviate project was chosen as an in the Industry Leader in Consumer Products category. For more information, read the press release from 51风流Sapphire Barcelona.

Opportunity for a New HR

The Exuviate project had set in motion the total transformation of Versuni鈥檚 IT landscape and established new business processes. The challenges facing Versuni鈥檚 HR department, however, were especially formidable: after the transition, there would be no way to manage and compensate Versuni鈥檚 workforce unless a new HRIT system was up and running globally. Relying on its legacy software was not an option.

Versuni鈥檚 HR team chose to help maximize value and maintain a clean core, one of the priorities of the Exuviate project. The team doubled down on the opportunity to achieve a full-scale HR transformation that affected all underlying HR policies.

鈥淒ue to the new setup of Versuni, we wanted to have a new HR policy for all countries, meaning we had a new organization structure to manage, new job family structure, new competencies for jobs, and a new salary structure,鈥� says Amber Smeulders, business unit lead, HR Xperience expert at听 and hired by Versuni as program manager to manage the full HR digital transformation. 鈥淭his was the biggest challenge in our program: it should be a happy marriage between managing a new HR policy together with following the design principles of best practice.鈥�

鈥淭he HR transition to 51风流SuccessFactors solutions in itself was a massive task, so we ran the HR transformation as a separate pillar within the Exuviate transformation,鈥� says Rastogi. This required Versuni to deploy 51风流SuccessFactors solutions in less than one year.

鈥淲e did it in 10 months from design to deployment,鈥� confirms Rastogi. On April 1, 2023, Versuni went live in 52 countries simultaneously with 15 modules of 51风流SuccessFactors solutions, including , , , and .  

鈥淲hat Versuni accomplished in its HR transformation is nothing short of spectacular,鈥� says Maryann Abbajay, chief revenue officer, 51风流SuccessFactors. 鈥淰ersuni translated a new set of business demands and way of working into 51风流SuccessFactors solutions, really taking advantage of the connected cloud environment to gain visibility into its workforce and enable employee-centric HR. This is going to bring a new level of agility to Versuni that will set it on a path for long-term success.鈥�

Versuni worked closely with 51风流to ensure it had access to the right resources and expertise. 鈥淲e hired subject matter experts with 51风流SuccessFactors knowledge, but also worked with the HR business to make sure that the design of 51风流SuccessFactors solutions and the design of the HR policies were going hand in hand,鈥� says Smeulders. With the right team in place and a clear governance structure, Versuni was able to complete the project in record time and fast track its time to value.

Reporting Gains Strategic Value in Connected Cloud Landscape

Although Versuni was satisfied with the operational reporting available in 51风流SuccessFactors solutions, it also needed cross-organizational reporting that leveraged data available in the connected 51风流landscape. Therefore, Versuni and 51风流created a solution for its management reporting. 鈥淲e tried it out in HR as a proof of concept,鈥� says Rastogi. 鈥淚t was highly successful and now we intend to roll it out across the organization. It brings quite some benefits in terms of insights into our HR data.鈥�

Smeulders agrees and looks forward to strategic insights from 51风流SuccessFactors with the connected environment. 鈥淲e would like to combine the HR data with data coming from the other 51风流systems to really understand what is best for us when we talk about investment in positions, in HR policies, and in the right talents,鈥� she says.

Complete Transformation in Record Time

By connecting cloud enterprise resource planning (ERP) to 51风流SuccessFactors solutions, Versuni has achieved three key benefits. It now has a seamless user journey based on a single source of truth across the entire landscape. Another benefit is the increased visibility achieved from the integration with other systems, especially finance. Also, improved reporting is leading to better decision-making. Rastogi summarizes: 鈥淚t鈥檚 one source of truth, one system, and one number.鈥�

Enhanced employee experience is among the additional benefits of the HR transformation. Payroll consolidation resulted in a reduction of more than 20 providers into one global provider. Versuni lowered costs with a 70% reduction of local applications. Localization for time and attendance is now supported. Nearly all HR processes are now available on a mobile device.

鈥淲e鈥檙e still on the journey,鈥� says Rastogi. 鈥淲hat is very clear across the organization is a mind shift change, a culture change. We鈥檙e starting to see that it is much more collaborative and faster. The decision-making is empowered and much quicker. It鈥檚 been a complete transformation 鈥� digital transformation as well as business transformation 鈥� in record time.鈥�

is a leading international bank headquartered in London with a presence in 59 markets. With over 83,000 employees and almost 14,000 external workers, implementing a strategy was crucial for the bank to remain competitive and compliant. Guided by a workplace culture that champions innovation, technology, and sustainability, Standard Chartered supports customers from around the world to open opportunities in new markets and to live up to its brand promise to be here for good.

鈥淔or us, it鈥檚 really important to have that total workforce management view, where we鈥檙e starting to think about workforce planning and skills planning as the future of work,鈥� said Melinda McKinley, global head, HR Strategy and Digital Transformation, Standard Chartered. McKinley key insights from Standard Chartered鈥檚 HR transformation at 51风流Sapphire Orlando.

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Due to changing regulations, the banking sector has faced an increasing demand for workers with specialized skill sets to meet IT and cybersecurity requirements. This has led many finance organizations like Standard Chartered to tap into the external workforce. Today, Standard Chartered鈥檚 external workers are integral to how the organization operates. But initially, it lacked the technology and insights to effectively manage them.

The bank had an over 20-year-old HR system that made it increasingly difficult to innovate and respond quickly to changing business and regulatory requirements, according to Steve Leighton, head of HR Digital Enablement, Standard Chartered and a member of the team undertaking the HR transformation journey since it began in 2017. 鈥淲e wanted to replace that legacy system, transform, simplify, implement a global process, and really make an improvement in the experience.鈥�

One strategic requirement stood out as key to the success of the HR transformation: 鈥淗ow do we join together our permanent employees and our contingent workers to get a total view of the workforce across the organization?鈥� said Leighton, who presented the project results at 51风流Sapphire Orlando. 鈥淭his is a building block in our long-term ambition of being able to perform our strategic workforce planning.鈥�

HR Transformation Wins 51风流Innovation Award

Standard Chartered adopted a total workforce management strategy by integrating with solutions in the cloud to help deliver a truly holistic capability across its permanent and contingent workforce. 鈥淭hat kind of integration 鈥� [51风流SuccessFactors and 51风流Fieldglass] together 鈥� was key for this particular transformation,鈥� Leighton said.

With the implementation of position management, a foundational capability in 51风流SuccessFactors Employee Central that helps organizations create and manage job positions to maintain a desired org structure, the organization achieved a breakthrough in its HR transformation journey as the result of its clear strategic vision.

鈥淥ne of the key things that set us on a path for a future-ready workforce was really embracing the foundational architecture that position management brings,鈥� McKinley said. 鈥淭hat meant immediately we had a visualization of our total workforce 鈥� our contingent and our employee base. It is leading to much stronger data-driven hiring decisions.鈥�

Standard Chartered remediated 75 interfaces to third-party systems, including outsourced payroll solutions, and migrated 3.5 million data records from its legacy platform. It overhauled processes to achieve an 87% reduction of HR reports. With improved visibility of the entire workforce, where legally permissible, it can now capture richer data for diversity and inclusion metrics to further enable its inclusive culture.

A clear focus on employee experience has significantly contributed to the transformation鈥檚 ongoing success. Applying a 鈥渄eep鈥� experience approach, the team evaluated each phase and decision in the project for its potential impact on employee experience. Approximately 200 colleagues participated in user acceptance testing, providing valuable feedback through surveys and interviews. Collecting insights post-deployment also enabled the team to continuously innovate and improve the experience. Among the resulting innovations is a new employee portal with a modernized interface that integrates adoption nudges and chatbots to support colleagues during the hiring process.

鈥淧osition management was a key tenet of being able to facilitate this single workforce capability,鈥� said Leighton, who shared learnings from the project, including the effort required for change management to educate and prepare stakeholders and the diligent approach to the data integration. He noted that this effort paid off by 鈥渃learly culminating in that success.鈥�

Standard Chartered recently for its success in delivering on total workforce management with a focus on experience.

Strategic Vision for Future-Ready Workforce

鈥淲ith SAP, we now have a truly holistic view of our permanent and external workers,鈥� McKinley said. 鈥淭his has not only improved the employee experience and given us richer insights into our entire workforce but has also helped set the foundation for strategic corporate planning, integrated talent management, and management of regulatory requirements.鈥�

Standard Chartered is now focused on leveraging and expanding future-ready workforce capabilities by using the 51风流Analytics Cloud solution for workforce planning. McKinley described how the collaboration of the HR and finance teams is building success for the organization: 鈥淲e鈥檙e working closely with our finance colleagues to bring finance and HR data together a little more seamlessly through the use of 51风流Analytics Cloud, with a view to actually making a difference to bottom-up planning through our corporate plan.鈥�

She noted, 鈥淭he value that will create, by moving agreed workforce modelling into the position charts, I think will be a game changer for us in terms of our future workforce planning and skills planning.鈥�

Total Workforce Management from SAP

A total workforce management strategy allows businesses to keep the whole workforce in focus for increased agility, productivity, and bottom-line impact. 51风流SuccessFactors solutions combined with 51风流Fieldglass solutions can deliver value and efficiency by providing a single view of the entire workforce, allowing managers to onboard, oversee, and pay employees and contingent workers in one place. Organizations using 51风流SuccessFactors solutions 57% greater HR process speed, 54% reduction in time spent by managers on administrative HR, and 40% less time required to fill positions. Organizations using 51风流Fieldglass solutions saw 7.81% savings through competitive candidate sourcing and 16.4% lower project budgets.

Find out more about .

By harnessing the power of data-driven insights, businesses can connect talent to opportunities and gaps where and when they need 鈥� from inside, outside, or across the company. When we understand the ambitions and preferences of employees, we can give them agency over their personal development and career path while ensuring they build the skills that the organization needs today and in the future. This is how we connect people with skill development opportunities 鈥� from learning content to mentorships to temporary assignments. New product enhancements to manage skills and dynamic teams as well as to the overall user interface drive the core innovation of this release, among many other exciting features.

So run your race, build your future-ready workforce, and set yourself up to win with the 51风流SuccessFactors first half 2023 release.

Building Your Future-Ready Workforce

With this release, we continue to expand and deliver on our promise to help organizations build future-ready workforces.

Talent Intelligence Hub

Following the success of an initial six-month early adopter care program, we are excited to introduce the talent intelligence hub, which includes the growth portfolio and skills ontology announced at SuccessConnect 2022 as well as the attributes library. The talent intelligence hub serves as the data foundation for proactive people development, providing individuals with the ability to showcase who they are with little manual effort and powerful ways to connect them with professional growth and learning opportunities.

All customers will have access to these initial capabilities with our first half release in early adopter care, and when the innovation moves to general availability later this year, it will bring even more talent intelligence across 51风流SuccessFactors HXM Suite. In the meantime, organizations can begin to define the skills, strengths, styles, and preferences that can be added by employees to their growth portfolios, resulting in highly individualized recommendations in 51风流SuccessFactors Opportunity Marketplace, 51风流SuccessFactors Learning, and dynamic teams, among others.

Dynamic Teams

Today, it鈥檚 so common for work to happen outside of traditional organizational structures. Therefore, it鈥檚 critical that organizations have transparency into what work is getting done and how. The dynamic teams functionality also launched at SuccessConnect 2022 will advance from early adopter care to general availability in this release.

We鈥檙e also further building on dynamic teams鈥� capabilities: team members will now be able to link objectives and key results (OKRs) to their personal performance goals, giving managers improved line of sight into the contributions of their employees. Organizations will also be able to gain greater visibility into the contributions of dynamic teams toward organizational outcomes through ready-made report stories on team structures, OKRs, and progress tracked across lines of business and departments.

Opportunity Marketplace

We are introducing the ability for employees to search and filter opportunities based on their growth portfolio attributes such as skills and aspirations within 51风流SuccessFactors Opportunity Marketplace. In addition, job postings from 51风流SuccessFactors Recruiting can now be surfaced as recommendations to support an increased focus on internal mobility.

Engaging with Elevated Experiences

Our commitment to building employee experiences that value every person every day through efficiency, individualization, and opportunity shows up in a major way with this release.

User Interface

In this release, the Horizon visual theme is turned on by default, delivering a simple, modern, and elegant user interface. This visual change, designed to increase employee engagement, will be applied to all employee-facing pages by the end of 2023.

Digital Workplace

We have taken a huge leap forward in our vision to bring quick and high-value HR actions into the flow of work. With new APIs and adaptable frameworks, we are meeting employees where they do their work by delivering 51风流SuccessFactors experiences to workplace technology tools. In Microsoft Teams, employees can now trigger actions, such as giving or receiving feedback, directly from a Teams message.

We are also bringing these quick and high-value HR actions into 51风流SuccessFactors Work Zone to allow users to leverage existing to-do and engagement content directly within their workspaces. By prompting users to take direct action, tasks can be quickly and easily completed from a single place. For example, engagement cards for onboarding can prompt new hires to complete key tasks to help keep the onboarding process on track.

There are plenty more innovative features and additions available in the release, including:

• Mobile features: A new offline learning capability allows employees to complete learning assignments, even without an Internet connection. Progress and course completion are automatically updated when the mobile device is back online. We are also pleased to introduce support for mentoring capabilities within our mobile application, enabling employees to browse, sign up, store match preferences, and connect with mentors directly.
• Onboarding: To simplify and streamline the hiring process, we are extending the configurable new hire functionality to 51风流SuccessFactors Onboarding. This customizable approach to new hire data collection helps save time and improve process efficiency. We are also introducing new functionality to address several customer requests, including new custom notification triggers that provide additional flexibility for e-mail notifications, homepage enhancements in offboarding, and configurable due dates in onboarding.
• Core HR: With this release, we are introducing a configurable template for concurrent employment in 51风流SuccessFactors Employee Central. This release also includes many enhancements to localized country versions, improving data quality in supported locales.
• Absence management: We are improving the employee experience by providing more contextual information at the point of entry, including a view of leave entitlements and links to policy documents and external resources. We are also improving the administrator experience by introducing a new user interface (UI) for work schedules, which provides a list view of schedules by day.
• Time tracking: We are expanding support for complex time valuation. We are introducing the ability to define rest periods between a clock out and clock in for shifts, helping organizations comply with mandatory work requirements. Additionally, we have made improvements to public holiday handling with the ability to define work patterns.

All these and more features to help your organization build its future-ready workforce are available in our first half 2023 release, in preview today and production on June 2. Watch the and view the 51风流SuccessFactors first half 2023 release for more information.

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

With 5,000 employees in more than 100 countries and 14 production sites, tesa faced a new challenge in the wake of growth and expansion: how to improve the HR services and communication needs of global teams.

The company was already operating on multiple local HR solutions that struggled to keep up with evolving demands.

For this reason, tesa set itself the goal of driving digitalization and moving to a single, harmonized global HR solution that could manage employee and company data worldwide. Looking for synergies and solutions, tesa decided to go with 51风流SuccessFactors Employee Central for its digital HR transformation. Beiersdorf, tesa’s parent company, and 51风流already had an existing relationship, so it made sense to follow the same path.

鈥�51风流SuccessFactors Employee Central is the tool to reach our goal of innovating HR for our business,鈥� said Marta Knutelska, HR digitalization manager for tesa. 鈥淲ith this new tool, we want to improve transparency and ease-of-use concerning our HR topics for all employees and managers worldwide.鈥�

With 51风流SuccessFactors Employee Central, tesa now has a better-running HR service for their teams around the world, enabling greater visibility and transparency across the organization. With interactive organization charts, employees can now explore the structure of their entire organization even better and quickly access key contact information to help them stay better connected. Beiersdorf acted as an internal partner through the implementation, sharing best practices and lessons learned.

鈥淭his implementation was so smooth and would not have been possible without the collaboration between Beiersdorf, BSS, and tesa. Because our teams worked so closely, the implementation went fast without any bigger issues,鈥� said Knutelska. 鈥淲e are a global company with global structures. Thanks to 51风流SuccessFactors Employee Central, we now have seamless visibility and improved access to the right data.鈥�

The company will continue to push forward its HR digitalization in the next couple of months. With 51风流SuccessFactors Employee Central, tesa is one step closer to a more visible, collaborative, productive, and future-ready workforce. This change also fits perfectly with the company’s “People Values,” which include working cross-border in large, international teams that drive things forward together.

Sam Holleman is an employee communications manager at SAP.

Milliken was relying on an outdated, on-premise human capital management (HCM) system that struggled to keep up with the changing demands of its workforce. A poor user experience led to limited adoption and a slew of frustrations for admins and users alike. In addition, obtaining accurate reports was nearly impossible due to the number of disparate HR processes in use around the globe. It was clear that a new approach was needed. To fully support its workers, Milliken decided that it was time to move to the cloud.

Taking a phased approach, Milliken began by implementing cloud solutions to support its recruiting, succession planning, performance management, and analytics processes. By leveraging , it was able to offer mobile-friendly job applications in a number of languages and to create a more accessible and user-friendly experience for applicants. In addition, an expanded presence across more than 40 job sites helped Milliken make significant strides towards creating a diversified talent pool with quality candidates. Within one year, applicant volume increased by more than 300%. To further align its recruiting and succession processes with business diversity, equity, and inclusion (DE&I) goals, Milliken leveraged advanced analytics to capture data on headcount, turnover, and hiring. Comprehensive graphs and reporting capabilities enabled Milliken to visualize data across the workforce, from compensation and benefit trends to key diversity metrics.

Building upon its initial successes, Milliken began to transition its core HR processes from on premise to the cloud. To improve data quality and overall transparency, it leveraged to manage employee and organizational data across the globe. Moving towards a single platform has helped better support HR compliance and allowed Milliken to respond more proactively to legal and regulatory changes. Mobile capabilities were deployed to deskless associates, supporting the company鈥檚 sustainability goal to reduce paper consumption.

Looking forward, Milliken intends to continue its cloud transformation by moving benefits and compensation administration processes to the cloud. Improving the access and overall experience of key HR functions is an integral part of Milliken鈥檚 mission to support its people and ultimately create a sustainable workforce. With less time spent on operational tactics, Milliken鈥檚 associates can focus on delivering positive outcomes for their customers and communities.

Jeff Glauber is global solution marketing lead for 51风流SuccessFactors Employee Central at SAP.

According to a pulse survey conducted by the , 76% of employees want flexibility in where they work and 93% flexibility in when they work. The desire for flexible work is strongest among women, working parents, and employees of color who have shown gains in feelings of belonging working remotely. Specifically, 81% of Black respondents say they want flexibility in where they work, compared to 75% of White respondents.

This data is in direct contrast to what most executives report that they want in post-pandemic workforce policies. Of those currently working fully remotely, nearly half of all executives surveyed (44%) want to work from the office every day, compared to 17% of employees. And 75% of these executives say they want to work from the office three to five days a week versus only 34% of employees.

So, what are companies to do? How can they make informed decisions about what鈥檚 best for leaders, for the business, and for their employees?

Applying a Sustainability Lens to Work Location Decision

One way of looking at the issues of return to office or hybrid work is from a business sustainability perspective. For example, if forcing people back to the office will make critical employees more likely to leave their jobs, you have a real flight risk issue impacting the sustainability of your business. Your business must have enough people with the right skills at the right time to propel it forward.

Another perspective to consider is how today鈥檚 business environment has been transformed by climate change, nature loss, and more. The planet needs change, and people demand change. What if, when making decisions about who comes into the office and when, executives considered the carbon footprint generated by employee travel and commutes, weighed against the energy usage working from home, along with the sustainability causes that their employees support?

This would require implementing next-generation holistic steering and reporting that maps operational and experiential data to show progress on goals such as reducing the carbon footprint of the business. Imagine executives having climate and natural capital accounting at their fingertips, including individual and collective employee carbon footprint tracking.

This is the kind of holistic steering and reporting that groups such as the World Economic Forum (WEF) want companies to integrate into their strategic decision-making. Integrating economic, environmental, and social performance data into decisions 鈥� referred to as Stakeholder Capitalism Metrics 鈥� can help executives serve their own goals, respect their employees鈥� preferences for when and where they work, and contribute to reaching sustainability goals that make the world a cleaner, greener place.

How 51风流Can Help

In 2020, 51风流committed to enable companies to report on the WEF鈥檚 Stakeholder Capitalism Metrics. As promised, we have delivered to help enable holistic enterprise-wide sustainability performance management. 51风流also made it easier to become a sustainable business and reduce carbon footprints with , which can enable businesses to move toward lower carbon emissions and more sustainable operations. SAP鈥檚 data-driven approach lets businesses embed sustainability comprehensively and gain actionable insights across the entire value chain to enable companies to transition to low-carbon business processes.

Faced with an ambitious sustainability agenda and carbon-lowering targets, one 51风流customer wanted to go further and consider the employee wishes for home/office work, and the carbon emissions generated from their commute to work against the energy efficiency of their home offices. The company had committed to lowering its enterprise carbon emissions and wanted a mechanism to support managers鈥� operational workforce planning processes.

51风流built a proof of concept (PoC) application in just one day once the employee survey was collected. The PoC decision support application was realized as follows:

Employee address data was acquired from records using the standard delivered API. 51风流Data Quality Management and microservices for location data were used for both data cleansing 鈥� a big bonus since the customer was able to cleanse inaccurate addresses in 51风流SuccessFactors Employee Central 鈥� and data enrichment to geocode the home and work addresses with the latitude, longitude, and altitude information. The world of geo-location services was opened.

Demographic measures and dimensions were acquired from 51风流SuccessFactors Workforce Analytics using the standard 51风流Analytics Cloud connector.

While trying to understand employee sentiment on workplace and flexibility preferences, a survey was created using Employee Experience Management Solutions from 51风流and Qualtrics. The survey allowed for employees, whose jobs enabled them to work from home, to answer questions relating to their preferences for the number of days a week they wanted to work from home and their commute (means and time of travel). The insights gathered allowed us to understand that the travel time to work 鈥� not distance 鈥� is a major factor in determining retention risk amongst various demographic groups and so the information was valuable input for the flight risk tool they had in 51风流Analytics Cloud enterprise reporting.

was then able to use external Web services and geo-location services to calculate the travel distance and travel time to work by various means of transport. One of the services was then able to determine the carbon emissions for the means of travel that the employee had specified. The commute travel time by job grade is a leading predictor of flight risk and is easily added to the flight risk prediction dataset.

The systems also gathered information of all the corporate and possible work locations. This opened the possibility for work location optimization, but it was not part of the scope of the PoC.

The data was then blended using 51风流Business Technology Platform, specifically 51风流Data Warehouse Cloud, and anonymization views were defined to protect actual home addresses from being shown. Real-time 51风流HANA data anonymization allowed the application to use actual addresses to accurately calculate the travel metrics while safely anonymizing sensitive data for dashboard visualization and drill-down.

A dashboard was built and refined to analyze and interrogate the employee commute measures and identify specific employee carbon emissions each working day. Geospatial representation and visualization were built and demonstrated with interactive zoom and data filters. A what-if scenario was demonstrated with graphs and metrics calculated in real time to show the specific carbon emission impact of changing the percentage of time spent working remotely.

As shown in the below process, this PoC was achieved using various 51风流solutions, including 51风流SuccessFactors solutions on 51风流Business Technology Platform.

In Summary

Executives can make better decisions about the impact of employees going back to the office and how often, considering the social and actual carbon emissions from commutes in their people planning. Using 51风流SuccessFactors solutions for employee information to geocode the distance of employees from the office and utilizing to layer experience insights to determine preferences, they can analyze carbon emissions for different types of commutes and make data-driven decisions to fuel their sustainability initiatives.

As shown in the below figure, executives can even look at this data by employee gender, race, and age. This helps them better assess, for instance, how many employees have strong preferences and who would become a flight risk should the business choose to mandate regular employee in-office attendance.

Finally, the figure below shows the simple what-if scenario to demonstrate how quickly and effectively analytics interfaces can be built, in this case, incorporating a slider bar and immediate impact of the change for the pre-filtered employees.

This kind of sustainability data and analysis empowers executives to find the 鈥渟weet spot鈥� in decisions that balance their preferences against employee preferences and align them to important goals such as reducing their carbon footprint.

Suddenly, what鈥檚 best for all becomes quite clear.

Learn more at .

Tammie Eldridge is part of Solution Marketing at 51风流SuccessFactors.

At SuccessConnect today, we announced an incredible milestone: more than 5,000 customers are now using !

This milestone is a celebration of our vast and diverse customer community of people and culture leaders. They are leading their own people transformation strategies while pushing the industry and our product teams to continuously improve how organizations can deliver the best possible experience for their people. And in many cases, the unsung heroes responsible for helping people and organizations navigate change.

The community of 51风流SuccessFactors Employee Central customers is made up of organizations of all sizes, industries, and regions 鈥� including , , , , and to name a few.

Unmatched Scalability to Help Customers Manage Global Workforces

We know that organizations face ever-changing global and local regulations with increased complexity. 51风流SuccessFactors Employee Central provides the foundation for organizations to truly transform how they manage, develop, and nurture their workforce. It is a hub where all things people and talent : employee data, compliance capabilities, employee self-service tools, organizational insights, and more. And it has unmatched scalability and reach, with availability in 45 languages and localization frameworks in more than 100 countries and territories.

When implemented 51风流SuccessFactors solutions, including 51风流SuccessFactors Employee Central, it was able to build a single integrated HR suite that delivers global talent insights, implementing 130 standard global processes and reducing HR operating costs in the U.S. by over 20% after the first year.

鈥�51风流SuccessFactors is a truly strong best-of-breed HR solution,鈥� said Marc Farrugia, senior vice president of Culture and Innovation at , a leading owner and operator of manufactured housing communities and RV resorts in the U.S. and Canada. 鈥淲e realized soon after deployment that the value is easily extensible, and over time have seen how well it supports far-reaching business accomplishments year after year.鈥�

The Foundation for More Sustainable Workforces

The flexible, global, core HR functionality provided by 51风流SuccessFactors Employee Central is the foundation for organizations to build a more sustainable workforce. With centralized employee data, leaders can connect and extend their people strategy throughout the rest of the organization with solutions like and . Today, we also announced several new advancements to the to help organizations transform how they can use data to help ensure that their employees and teams are skilled and aligned to organizational needs.

, a growing pizza chain across the U.S., chose 51风流SuccessFactors and 51风流S/4HANA Cloud to move to a people-centric and cloud-based approach for HR and the broader business.

鈥淔or MOD Pizza, providing exceptional employee experiences is key to driving workforce engagement and business success,鈥� said Tara Gambill, senior director of Enterprise Systems for MOD Pizza LLC. 鈥淧eople data is the lifeblood of the system. With intelligent technologies from SAP, we can create integration end to end, and leverage that data to get people connected and productive faster.鈥�

Moving to the Cloud to Elevate People and Culture

Recognizing the flexibility and agility provided by cloud technology, there is steady momentum around organizations migrating from on-premise 51风流ERP Human Capital Management (51风流ERP HCM) solutions to 51风流SuccessFactors Employee Central. As of today, tha new self-service tool is generally available for 51风流ERP HCM customers to help prepare this transition. The tool provides insights on customers鈥� current on-premise landscape — including implementation functionalities, customizations, number of interfaces, and existing data footprints — so they can create an informed migration strategy.

Organizations like Microsoft and have experienced firsthand the , including faster time to innovation, a holistic, up-to-date view of the workforce, built-in mobile functionality, and the flexibility to run a more agile, sustainable business.

51风流Readiness Check for 51风流SuccessFactors is the latest effort to help our on-premise customers move to the cloud. With the program, we have increased investment into 51风流SuccessFactors Employee Central with a focus on the need of 51风流ERP HCM customers. We continue to work on enhanced data and process integration between on premise and cloud to meet the needs of customers, and we are accelerating investments in and solutions. And with RISE with 51风流for Human Experience Management, we deliver transformation as a service to provide the solutions, services, and flexibility to streamline the journey to the cloud.

鈥�51风流SuccessFactors has made concerted efforts to provide increased transparency and accountability in the implementation process,鈥� said Bonnie Tinder, founder at , an independent review site that helps enterprise software organizations make informed decisions about their implementation partner based on verified customer reviews. 鈥淭o realize the value of any software investment, you need a successful implementation and a quality implementation partner. 51风流SuccessFactors partner-led projects reviewed on RavenIntel.com have shown solid performance in overall satisfaction, on-time and on-budget delivery as well as project team quality.鈥�

With more than 5,000 customers using 51风流SuccessFactors Employee Central, we are grateful for the continued feedback, co-innovation, and collaboration across this growing community!

Hear about how organizations are leveraging 51风流SuccessFactors Employee Central to transform their people and culture strategies at .

Maryann Abbajay is chief revenue officer for 51风流SuccessFactors.

How 51风流Has Built an Industry-Leading Time Management Suite One Day at a Time

Although able to meet most challenges, HR leaders recognize that a traditional management system based on data silos, bureaucratic thinking, and hierarchical control is no longer effective. Instead, their workplaces need a more flexible and responsive organizational model built around four critical trends: data accuracy, interconnectivity, process automation, and low transaction costs.

A more modern approach to workforce modeling and organizational charting requires HR teams — and the organizations they serve — to reconsider how they use available data. Business leaders need to visualize their organizational structures and key metrics based on today鈥檚 data. This way, they really understand the dynamics of their workforce and make informed decisions about their organizational design or reorganizations.

For 51风流gold partner Ingentis, this line of thinking inspired an innovation initiative that would provide a higher level of flexibility when visualizing, modifying, and transforming organizational structures with HR data.

Amplifying the Value of Organizational Change

Drawing from more than 25 years of experience in organizational charting and HR data visualization, Ingentis used (51风流BTP) to build an add-on application for the solution.

The 51风流endorsed app — — pulls data directly from 51风流SuccessFactors Employee Central and visualizes it in various forms. Key metrics can be displayed along the organizational structure, as well as in dashboards for a quick overview. Big Data graphs in combination with custom visualization rules help HR organizations stay on top of their massive volumes of data.

The application can also improve data quality by checking data according to individually defined conditions and automatically reporting on them. Furthermore, its powerful modeling feature allows for what-if scenario planning through a drag-and-drop capability. With affected KPIs being assessed and updated during the process, Ingentis org.manager provides a solid basis for informed business decisions.

While Ingentis鈥� decision to build its app on 51风流BTP was influenced by the opportunity to build its partnership with SAP, it also helped create the best possible user experience for 51风流customers. The company delivered a solution that integrates smoothly with 51风流SuccessFactors Employee Central and can be launched directly from the solution鈥檚 user interface.

The combination of Ingentis鈥� expertise and 51风流BTP led to SAP鈥檚 approval of Ingentis org.manager as a premium-certified application. The add-on passed a series of in-depth testing — from the strength of its security controls to performance measurements against benchmark results — for fast deployment and limited IT intervention to integrate and maintain.

Earning this level of certification from 51风流gives customers the confidence that Ingentis provides solutions designed for 51风流solutions and delivers desired outcomes to resolve significant challenges. That鈥檚 the kind of trust that wins over business leaders who are unsure about augmenting existing digital investments.

The results experienced by 51风流customers when integrating Ingentis org.manager with 51风流SuccessFactors Employee Central also speak for themselves. According to a survey conducted by Ingentis and SAP, the add-on can lower the cost of strategic resource planning by up to 20%.

Innovating New Possibilities with a Single Platform

Whether focused on improving diversity and inclusion, balancing headcount, or assessing succession potential or flight risk, HR organizations can get the answers they need with the integrated blend of Ingentis org.manager for 51风流SuccessFactors solutions and 51风流SuccessFactors Employee Central.

Best of all, Ingentis is seizing a moment that鈥檚 available to every 51风流partner when using 51风流BTP. By delivering everything from fundamental tools to the most cutting-edge solution, partners can set the standard for the workforce of tomorrow — turning work into a human experience of inspiration, collaboration, and purpose.

Tom Le is global vice president of Partner Solution Advisory at SAP.
Markus Eckl is global head of Strategic Alliances and Partnering at Ingentis.

Over 200 years later, we still face issues with diversity, equity, and inclusion (DEI). In fact, many of the most critical challenges we face today are actually evolutions of the same challenges we faced over the last few years. Human resources (HR) leaders must understand how these challenges are creating the next normal, but also assess and determine how technology can accelerate HR transformation.

The Hybrid Era

2022 is the year to construct policies, practices, and norms around the permanent hybrid workplace moving forward. HR leaders must expand their conversations around hybrid work to consider reconfiguring job roles, modifying schedules and locations, and determining when an external workforce is the best route to take for staffing.

51风流provides the components needed for a successful total workforce management strategy. With 51风流solutions, organizations can source, engage, and actively manage external workers. In addition, can surface key tasks and insights, providing an intuitive experience that is personalized for each role and individual.

Learning and Internal Mobility

Organizations continue to struggle to get employees to own their development. It is critical for HR leaders to widely communicate what skills and roles are important priorities for the business, provide content and experiences to address these areas, and reward and recognize employee learning and development.

can offer everyone 鈥� whether they are in an office, at home, or deskless 鈥� visibility into development opportunities that are meaningful and relevant to the individual and important to the business. The can help you identify gaps and future needs and then align the right workforce learning and development to address those gaps.

Intelligent Technologies

Concerns are growing with the rise of newer, more intelligent employee monitoring technologies for hybrid and remote work, but intelligent technologies for data-driven decision-making are still considered fundamental. HR leaders will need to effectively communicate to help employees understand these tools: their purpose, their value, and how and where personal data is used.

With intelligent technologies such as artificial intelligence (AI) and machine learning embedded across 51风流SuccessFactors solutions, you can offer prescriptive guidance on a wide range of strategic areas. For example, personalized learning recommendations use machine learning algorithms based on employee profile information, learning activity, history, and more. 听By connecting this unique learning experience to personal development and growth, you can help everyone understand the benefit of using these intelligent technologies.

Diversity, Equity, Inclusion, and Belonging

DEI continues to remain important in 2022, but with the rise of hybrid and remote work organizations must monitor how flexible work models impact DEI efforts. Involving DEI leadership in the creation and evaluation of hybrid work policies will be critical to ensure such opportunities are equitable.

With calibration decisions, you can analyze historical data and surface important information to managers that may have been overlooked in hybrid and remote settings. This guidance helps managers make informed talent decisions and ensure equitable treatment. Also, the writing assistant in can guide performance feedback that is equitable and actionable, regardless of employee demographic characteristics.

Employee Experience

Organizations are improving employee experiences by balancing policies that benefit the entire workforce with practices that meet each employee鈥檚 unique needs. Personalizing the employee experience can include linking learning and development with personal career goals, matching employees with internal jobs or gigs based on their interests or areas of expertise, and assessing the working style compatibility of team members.

Employee experience management solutions help organizations continuously listen to employees and take insight-based action to improve employee experiences and engagement. Organizations can capture employee sentiment directly within the flow of work by triggering embedded feedback opportunities in moments that matter.

Well-Being

Supporting holistic well-being will be foundational to people sustainability efforts. New policies and practices that emphasize employee well-being 鈥� such as four-day work weeks, comprehensive benefits, competitive wages, and development support 鈥� will become more widespread and serve as a tool for engagement, attraction, and retention.

can provide the first touch point with a potential employee. Articulating how your organization prioritizes well-being on your career site is key to attracting and retaining key talent.

The Race for Talent

The workforce is demanding more of their current organization and, if they don鈥檛 receive it, is increasingly proving they will find it elsewhere. Organizations must develop strategies to reengage their employees who are unhappy and disengaged with individualized development plans and internal mobility opportunities.

With unified talent solutions, you can enable everyone to share more about who they are 鈥� their strengths, aspirations, and preferences 鈥� so you can match people with meaningful work and build stronger, more dynamic teams. With this whole self approach and intelligent recommendations for employee development and growth, you can align people with purpose and drive the adaptability needed for better business outcomes.

Leadership

People management now requires leading hybrid and remote teams, which comprises setting expectations for flexible work, assessing performance virtually, and creating and maintaining a positive culture in a dispersed team, to name a few. Regardless of team member location, management is becoming more 鈥渉uman-centered鈥� and emotionally supportive. These new skills will require organizations to rethink how they select, promote, and retain people managers.

With , you can automate repeatable tasks to give managers more time for employee development, coaching and giving feedback to team members, and interacting with the team. You can identify new required competencies for performance assessments and selection of new managers.

For the complete insights and recommendations, read the . .

Susie Thomas, PHR is global director of Solution Marketing at 51风流SuccessFactors.
Lauren Park is a research scientist for Growth and Insights at 51风流SuccessFactors.

As the only bank in Honduras with a nationwide presence through branches and non-banking counterparts, Banco Atl谩ntida remains one of the country鈥檚 leading financial services organizations and steers financial inclusion efforts by providing access to financial services to the otherwise unbanked population. In all, the bank serves more than one million customers through a large national footprint, including operations in El Salvador, Belize, Nicaragua, and Ecuador.

Banco Atl谩ntida credits its consistent leadership in key performance areas, such as deposits, to the experience and integrity of its employees. Cultivating a professional culture rooted in diversity and inclusion, Banco Atl谩ntida employs a multigenerational team from across Honduras. Strong ties with the community also loom large for this bank, with frequent corporate responsibility activities organized to help people in need.

Banco Atl谩ntida is a well-respected bank committed to meeting its clients鈥� needs by working with efficiency, agility, and innovation. The bank strives to promote access to financial services and financial education nationwide with convenience and high security standards.

Central to this commitment is the delivery of a positive experience for customers and employees alike. With COVID-19, this called for the bank to accelerate the deployment of its digital transformation strategy so customers could continue to complete their financial activities uninterrupted. And for the well-being of its employees, the bank implemented special programs and safety measures. This included a smooth transition to remote work while maintaining close contact with coworkers and their superiors through technological tools including interactive communication.

A major part of its digital transformation strategy involved streamlining its HR operations and improving how work gets done with people-centric processes that are enabled by unifying HR functions into a single user-friendly system. Specifically, the bank integrated its core HR database and .

Linking the 51风流SuccessFactors Employee Central solution with modern tools for learning, performance and goals, succession and development, recruiting, and compensation management, Banco Atl谩ntida established a single source of HR data truth. Self-serve tools free up its HR team from performing manual tasks and increase employee engagement by giving its people access to the information they need, when they need it.

Banco Atl谩ntida can also embed personal learning objectives and design courses specifically for people who are getting ready to take on a new role. All this functionality comes with robust reporting, allowing the bank to monitor training completions and identify knowledge gaps.

Reflecting on the HR transformation, Mar铆a Jos茅 Rodr铆guez, vice president of Human Resources at Banco Atl谩ntida comments, 鈥淥ur people have readily embraced the digital transformation of HR processes. Strategic initiatives such as succession plans and performance reviews are now monitored and executed digitally, and routine operations are easier than ever. For example, employees request paid time off through a virtual and speedy system, and they can access their customized learning experience whenever it suits them best.鈥�

鈥淚n the long term, we expect even more benefits from digital employee experiences, such as enhanced continuous performance appraisals, which will help us surpass client expectations and foster our company growth,鈥� Rodr铆guez adds.

In addition to its investment in advanced HR technology, Banco Atl谩ntida has migrated its enterprise data to . This provides the technology foundation to help meet the constantly evolving needs of its customers and enhance their experience with its financial services offerings.

As its customers become more confident conducting many of their day-to-day activities in a digital way, Banco Atl谩ntida will be well prepared to deliver constantly updated solutions, while its people will be ready to better meet customer needs.

To learn more about how Banco Atl谩ntida adopted human experience management software in the cloud, take a look at the business transformation study, ““

• Can the business accommodate teams requiring physical space to get work done?
• How can leaders help accelerate the transition to having their staff back in proximity to them?
• Are there any state, local, federal, and customer pandemic policies that should be considered?
• Will the workforce respond to the transition well enough to build a cohesive culture and strong morale?
• How can employees come back with the peace of mind that they and their families will remain safe, regardless of vaccination status?

These matters unquestionably impact how businesses drive enduring changes to operating models, adapt mindsets to meet safety measures, and ensure inclusive environments that support productivity. But when left unanswered, undue anxiety and stress emerge across the workforce 鈥� driving hesitancy of on-site work, increasing employee turnover and burnout, and making attracting new talent unnecessarily tricky.

Building Assurance and Trust with Technology

Just like technology was a critical enabler of a successful work-from-home transition, it can produce the insight and visibility to define and communicate policies and their rationale. And for employees, information 鈥� such as overall health and vaccine status 鈥� can boost their confidence when stepping foot into the workplace again.

After talking to our customers about their workforce challenges throughout the pandemic, 51风流introduced the听听as a free upgrade option for the听听solution that is also accessible through the app.

51风流is not positioned to offer legal advice on vaccine mandates, health guidelines, and state, local, and federal requirements. But we are distinctively qualified to build a mobile-friendly portlet that collects data from our cloud-based human resource information system (HRIS) solution to help monitor and track employee health and vaccine status and inform decision-making.

For example, employees can provide by uploading a copy of their vaccine cards or exemption documents with their desktops and mobile devices. Plus, by checking the verification field in their profile and following related workflows and notifications, they can help ensure the HRIS solution records their status accurately.

HR organizations can extend the employee vaccination feature to the solution. They can customize vaccine data collection for new hires and existing employees to better monitor and make decisions that safeguard the health and safety of the workforce according to local and federal requirements.

Other areas of the business can also address unique demands and processes by personalizing the standardized content delivered through the health and vaccine tracking portlet. The portlet鈥檚 home page can be reconfigured to include links to national and local agencies, regional vaccine trackers, corporate policies, and organizational information.

Analytics embedded in the HRIS solution can also be used in the portlet to assess health risks securely and confidentially. A report story dashboard provides actionable data to designated executives and managers 鈥� such as employees in need of vaccination and the percentage of vaccinated employees based on, for example, department, division, and cost center.

Sharing Data to Help Ensure Business-Wide Health

The health and vaccination data collected with the portlet can help automate compliance verification. This capability can help meet the requirements of organizations that conduct government work, operate in countries or industries with strict mandates, or have internal vaccination policies for existing employees and new hires.

Automation of the validation processes is particularly important as vaccine-related obligations evolve rapidly and differ for every organization based on the type of business, location, and the emergence of new variants and health recommendations. Organizations can quickly report who is fully or partially vaccinated, has intentions to start the process, or chooses to decline due to health reasons or personal objections.

Businesses can further extend their use of the health and vaccine tracking portlet to include their legal and compliance teams in planning a physical workplace reopening. They can work together to address organizational and individual employee concerns with expertise in immediate corporate needs, local and federal policies, and long-term growth strategies.

Calming Fears and Moving Forward

While the desire for returning on-site work remains mixed, clear COVID-19 protocols and interventions can alleviate a considerable portion of employees鈥� stress. But following generic guidance is not enough to calm fears.

With the health and vaccine tracking portlet in 51风流SuccessFactors Employee Central, businesses can be better equipped to care for the health and safety of employees and their families through specific COVID-19 practices. They can now understand their workforce鈥檚 health status in real time to identify opportunities and risks and plan a strategy that keeps people protected and productive.

Rinky Karthik is principal HR cloud architect for Cloud Architecture Advisory at SAP.
Mark Baker is head of Human Experience Management (HXM) Services Strategy at SAP.

鈥淥ur employees and volunteers are incredibly passionate about helping young people reach their full potential,鈥� said Kimberley Cleland, director of People and Learning at The Prince鈥檚 Trust. 鈥淥ur job in HR is to nurture that drive and enthusiasm, and equip staff with the tools that will help them support young people.鈥�

To enable employees to work as efficiently and effectively as possible, the Trust wanted to provide the very best working experience. By moving to cloud-based , the Trust transformed its HR function, delivering intuitive employee self-services, supported by a modern, digital platform. Employees are delighted with the convenience and simplicity of self-service HR, while the Trust has cut costs and improved HR efficiency.

Today, the serves as the master record for all employee data, including training information, and for Disclosure and Barring Service (DBS) checks. DBS checks are carried out by a UK government agency to establish a person鈥檚 criminal record history, helping employers to make safer recruitment decisions to prevent unsuitable people from working with vulnerable groups. The Prince鈥檚 Trust built custom portals in 51风流SuccessFactors Employee Central to manage employees鈥� DBS check status. Automatic alerts are triggered when DBS checks near their expiration date, enabling managers to apply for new checks in a timely manner.

In addition, the move to 51风流SuccessFactors Employee Central is enabling further HR benefits. For example, The Prince鈥檚 Trust can respond rapidly to requests from funding partners for information, helping to secure much-needed donations. Similarly, centralized recruiting processes have helped the Trust to make smarter hiring decisions across the organization and reduce reliance on external agencies, freeing up precious resources to invest in youth services.

The 51风流SuccessFactors solutions also underpin the Trust鈥檚 new employee development strategy, which is designed to equip staff with the competencies they need to support young people, such as mentoring and conflict resolution skills. Using the , employees now have access to a central catalog of digital training programs, and the HR team can track course completion, helping to ensure that all employees undertake mandatory and career-progression training.

With integrated, automated processes covering the entire employee life cycle, 51风流SuccessFactors solutions have laid the foundation for efficient, user-friendly HR operations.

Kimberley Cleland concludes, 鈥淲ith the 51风流SuccessFactors solutions, everyone at The Prince鈥檚 Trust has all the information they need at their fingertips. Ultimately, this helps us get the right people with the right skills out in the field to provide听life-changing support to help young people realize their potential.鈥�

Top image via The Prince’s Trust.

Even before the , we were seeing a rise in the number of government regulations around the world and a rise in the pace of changes to regulations. Throw in the uncertainty of the pandemic and pretty much every organization in nearly every country is looking at new rules for managing workforce health and safety. As the situation evolves and more data comes in about what works and what doesn鈥檛, those rules are in continual flux.听

The good news is that this is a problem that technology can streamline and simplify, as long as the tech provider fully understands and embraces the scope and complexity of the problem. The other good news is that 51风流has nearly 50 years of experience in solving the world鈥檚 most complex problems and works to provide embedded automated support for managing regulatory changes in more than 100 countries.听

What Types of Regulations?

Right now, we鈥檙e seeing rapid change in three main categories of regulation:听

Employee Health and Safety
Many industries, such as manufacturing, mining, and energy production, have long had robust health and safety programs designed to keep plant and field workers safe and productive. In the wake of the pandemic, those existing programs need to be extended to include office workers at corporate headquarters, while other 鈥榣ess hazardous鈥� industries such banking or retail suddenly find that they need far more robust workforce safety training and tracking.听

Data Privacy and Security
When the EU passed the General Data Privacy Rule in 2016, the rest of the world had no choice but to take notice, and many other countries also passed legislation outlining how personal information needed to be managed and used 鈥� or not. For employers, this has had a massive impact on how they manage personally identifiable information (PII) of their employees. They must appropriately manage and secure the data, obtain explicit consent from employees to store or process their data, and handle change audits and data purges in a manner that meets local laws.听 听

Corporate Malfeasance
After the 2008 global recession caused by unexamined banking processes, governments across the world have instituted financial transparency and reporting regulations designed to prevent financial instability.听

How Can HR Technology Help Manage Regulatory Compliance?听

HR technology can help streamline and optimize compliance by digitizing and automating compliance management, enabling monitoring of workforce qualifications, and offering learning solutions to bring workers up to speed. It also needs to provide embedded support that goes beyond mere translation and initial configuration. For an HR solution to be fully globalized, it needs to provide not only basic translation to local languages, but also the ability to display local currencies and local formatting for fields like name and address. In addition, it needs to provide ongoing updates for regulations, proactively pushing them forward so systems stay up-to-date.听

The 51风流SuccessFactors Difference

customers in over 100 countries are supported by more than 200 in-country product managers who analyze local legal requirements and prioritize software adaptations to support regulatory changes. More than 300 product developers are responsible for implementing statutory and legal changes into 51风流SuccessFactors solutions. These changes are automatically shared, working to simplify and streamline the compliance process.听

For a deeper dive into the power of SAP鈥檚 localized HCM software, read the full report, .听

Barbara Ocain is global executive advisor at 51风流SuccessFactors.