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.

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 .

This finding confirms what thousands of midsize organizations using 51风流SuccessFactors solutions already know. Accelerating the shift to digital HR isn鈥檛 just a critical advantage; it鈥檚 a game changer for business growth, especially as the need for new skills intensifies due to emerging technologies such as AI.

Oxford Economics鈥� research explains why: 鈥淎s AI-enabled technologies like chatbots and personalized recommendations become the norm outside the workplace, HR functions will need to strategize to incorporate similar self-service experiences and other AI-driven use cases into their employees鈥� way of working.鈥�

Driving Growth with a Talent Management Edge

Midsize organizations often seek a human capital management (HCM) solution that supports scalability and can match the pace and extent of their business growth. Yet, they frequently operate with limited HR capacity, hindering their ability to compete in a complicated talent landscape where a shortage of a million experts is expected by 2030.

Expanding midsize organizations particularly struggle to secure or develop talent with the skills required for growth. Oxford Economics reports that 49% of surveyed organizations cite the inability to find the right talent to maintain operations as their greatest near-term risk. Similarly, 41% of HR executives believe their organization鈥檚 inability to reskill and upskill workers to adapt to changing needs is a top threat.

With , midsize organizations can address both concerns. The HCM solutions can help run a cohesive, organization-wide strategy for upgrading outdated technologies and implementing modern, foundational capabilities such as workforce management tools and AI-enabled functionalities.

Here鈥檚 a sneak peek into the outsized outcomes 51风流SuccessFactors solutions can deliver:

1. Inclusive Job Descriptions and Assisted Candidate Screening

AI is transforming skills-based hiring by creating compelling job descriptions and enabling inclusive applicant selection so organizations can find the best talent quickly and efficiently. We have thoughtfully embedded these capabilities into the听听solution to provide organizations with tools to help attract and secure candidates with the right skills.听

Embedded AI assistance helps talent acquisition teams make better, more equitable hiring decisions while reducing time spent on manual, tedious tasks such as creating job descriptions. Insights into applicant skills 鈥� extracted from r茅sum茅s using AI 鈥� allow recruiters to quickly identify and rank top candidates based on their match to a job, removing unconscious bias from the process.听

2. Integrated Learning and Talent Management

As the nature of work evolves, so does the approach to HR technology solutions. Integrated learning and talent management systems are pivotal in addressing this dynamic, facilitating a smooth flow of development opportunities for employees.

By leveraging  solutions, organizations can tie learning initiatives with talent management processes to help create a cohesive, impactful talent strategy and employee experience. Employees can access learning resources based on their career goals and performance, aligning their development with personal goals and organizational objectives.

3. Intelligent and Personalized Skill Recommendations

The Oxford Economics survey reveals that 30% of HR and IT decision-makers are starting to understand how AI can help meet talent development and retention goals critical to their company鈥檚 growth. This includes helping employees stay on track with a personalized view into what they have to, need to, and want to learn.

Adopting a learning management system that includes AI, such as听the solution, gives organizations capabilities that can enhance the learner鈥檚 experience. For example, instead of a 鈥渟earch and find鈥� approach to identifying relevant courses and content, an AI-driven system can offer learning options highly relevant to the learner by automatically surfacing personalized recommendations based on the employee鈥檚 role, skills, needs, and preferences.

This approach can help save time by pointing learners toward the most relevant and valuable resources, instead of requiring learners to search for them alone. Most importantly, access to self-directed learning and development opportunities fosters a habit of continuous learning and personal growth.

4. New Opportunities for Employees to Grow

Both consumers and employees expect personalized experiences that are easy to navigate and relevant to their needs. Reflecting on this trend, organizations are leveraging solutions 鈥� such as the  solution 鈥� to support upskilling and reskilling efforts. 

The solution can connect employees with relevant projects, learning opportunities, mentors, and dynamic teams, presenting recommended matches through centralized access. Integrating talent intelligence into these recommendations can enhance their effectiveness by enabling the identification of skills gaps and the analysis of individual preferences and career aspirations. In return, employees can be empowered to grow and develop in ways that benefit them and the organization, helping to create a more engaged and motivated workforce.

Additionally, with the  solution, organizations can optimize employee experiences by properly preparing them for their next role. For instance, employees can feel empowered to own their career development by exploring career options with AI-driven recommendations and intelligent skills gap identification. Also, with AI-assisted goals, employees can quickly create more ambitious development goals aligned with their growth plans.

5. Holistic Skills Management

Competing for and retaining top talent remains a significant challenge for midsize organizations as the skills gap widens. While visibility into current skills and those required for the future can offer a competitive edge, tackling this issue fully requires a more comprehensive approach beyond skills alone. 

 can address all sides of this complex challenge by considering individual competencies, aspirations, and preferences. Leveraging talent intelligence, the suite allows organizations to enhance the talent experience with a strategy that can cater to the 鈥渨hole self鈥� of the employee.

6. Enhanced Productivity and Engagement

Aligning employee goals to business objectives is crucial for enhancing productivity and performance. With AI-assisted goals, employees can craft meaningful and aspirational goals in a fraction of the time it usually takes. 

The  solution enables flexible and continuous performance modeling. Real-time coaching and feedback are included in the flow of work, helping employees feel more supported and engaged while enabling continuous insights and growth.

Building a Workforce Culture of Growth with AI

51风流SuccessFactors solutions can offer a holistic approach to take advantage of the critical role of talent management strategies in driving business growth, as highlighted in the Oxford Economics report. With innovative AI capabilities, the solutions are helping many organizations worldwide win the race for talent and skills and build an agile workforce.

 is not just about cutting-edge technology. We create HCM solutions that are relevant, reliable, and responsible. Backed by this AI principle, 51风流SuccessFactors solutions can offer a competitive edge in the current dynamic talent landscape. Organizations are not only empowered to keep up 鈥� they鈥檙e also prepared to lead the way with talent management strategies that drive ongoing growth, innovation, and success.

Discover how growth-focused midsize businesses prioritize their HR and IT strategies to help them grow and remain competitive. Read the Oxford Economics study, sponsored by SAP, .鈥�

Margit Bauer is director of Product Marketing for 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.

To understand the future of employee potential, the for 51风流SuccessFactors hosted interviews with 57 HR leaders from 51风流customer organizations and conducted a survey of 1,401 individual contributors from around the globe. The research focused on defining, assessing, and utilizing potential.

Expanding the Definition of Employee Potential

Before an organization can assess employee potential, they need to define it. Across the HR leaders we interviewed, definitions of employee potential fell into three different categories: individual attributes, ability to take on a certain role in the future, and current performance. Most HR leaders struggled to find a definition of employee potential that their organizations would accept, understand, or apply universally and consistently. According to the surveyed HR leaders, an expanded definition of potential would give them a more comprehensive understanding of their workforce鈥檚 potential; enable managers to better understand, discuss, and realize their team members鈥� potential; and ensure that employee potential practices are more inclusive of all employees.

Improving the Assessment of Employee Potential

The research uncovered many challenges in the process of assessing employee potential, including what is measured, how it is measured, and who is involved. The top challenge in assessing potential was rater subjectivity, or raters using their gut feelings, opinions, or biases to inform their assessments rather than the organization鈥檚 definition or criteria. Survey data from employees suggest that HR leaders should be concerned about this bias: about one-third of employees (30%) feel their organizations鈥� potential practices are unfair.

One way that organizations can minimize bias in assessment of potential is by leveraging an artificial intelligence (AI)-powered skills foundation like the talent intelligence hub. The talent intelligence hub powers and can enable organizations to better understand, build, and leverage the skills of their workforces. By understanding individuals鈥� skills, attributes, strengths, and preferences, organizations can make data-driven talent decisions and minimize biased decision-making.

AI can also assist in creating personalized development opportunities for employees based on their potential. By knowing an employee鈥檚 strengths, skills, and aspirations, AI can recommend targeted training and development opportunities that align with their potential growth areas. , powered by the talent intelligence hub, can surface AI-powered recommendations, such learning courses, project assignments, mentors, and internal roles, that can help nurture and retain high-potential talent.

Another challenge that was uncovered in the research is that assessments are missing valuable perspectives on employee potential. Our research suggests that managers do not know as much as they want about their direct reports鈥� potential. This indicates that the manager鈥檚 perspective must be supplemented with other sources.

According to the HR leaders that we interviewed, peers鈥� opinions of an employee鈥檚 potential are rarely included 鈥� only two of the 44 organizations we worked with included peers in a 360-degree assessment of employee potential. According to employees, peers are a valuable data source and are as aware of their potential as their managers are. Having a solution like can optimize this process significantly by using 360-degree reviews to help capture a more balanced and complete view of employee evaluations, including peer reviews. Using the 360-degree review forms, skills can be accessed and rated to highlight areas of achievement and opportunities for growth. The selected skills, together with their ratings, are then updated in the employee鈥檚 growth portfolio.

Using Employee Potential More Effectively

In general, our research suggested that HR leaders currently use potential data to make informed talent decisions in succession planning, career pathing, and performance management. However, HR leaders struggle to use employee potential data consistently across different HR practices. The talent intelligence hub can drive an organization鈥檚 entire learning and talent strategy and help use potential data more effectively. Organizations benefit from having a single skills model that covers recruiting, onboarding, learning and development, performance, and succession. With a holistic view of the workforce based on skills data from multiple locations, they can make data-driven and can more easily identify and utilize potential.

HR technology can enable organizations to assess potential to make more informed and objective decision-making when it comes to talent management and development. Organizations that can understand and ignite the potential of their workforce will not only realize their business objectives, but also create a positive experience for all employees.

For additional insights on employee potential, read the full report, 鈥�.鈥�

Christina Russo is global director of Solution Marketing at 51风流SuccessFactors.

The concept of working in cross-functional, self-managed teams 鈥� or what we call 鈥�dynamic teams鈥� 鈥� is a reality for most employees. In our听, we found well over three-fourths (82%) of respondents have participated in a dynamic team more than once, and 64% are engaged in multiple dynamic teams simultaneously.

Despite being created out of necessity, dynamic teams can be either a culture shift or a culture shock. Our research shows that fewer than one-quarter (20%) of employees are satisfied with these experiences and only 36% of managers are motivated to encourage direct reports to participate in a dynamic team in the future. Surveyed managers want clear expectations for their employees鈥� involvement, real-time updates on challenges and progress, and awareness of skills acquired through the dynamic team experience.

According to Kathi Enderes, Ph.D., senior vice president of Research and global industry analyst at The Josh Bersin Company, the HR technology used often contributes to this misalignment within dynamic teams. 鈥淧eople don鈥檛 naturally work in a linear structure. However, teams often fall into the trap of following the rigid hierarchies of their traditional HR technologies, stemming from the industrial age, to manage performance, give feedback, coach, and develop teams,鈥� says Enderes.

Heed the Signs of a Changing HR Landscape

The informality of dynamic teams can provide the flexibility companies need, but it can also lead to trouble for the overall business culture. It鈥檚 human nature to lean into the convenience of casually asking people we already know and like to join a dynamic team to tackle a critical business issue or deliver a strategic initiative. But that also means managers are missing out on talented people without the right connections 鈥� narrowing the diversity of knowledge, critical capabilities, and compatible traits necessary to deliver positive outcomes.

Management decision-making about personnel based on a biased 鈥渨ho knows who鈥� mindset 鈥� rather than a strategically focused one 鈥� can limit employee opportunity and reduce engagement, and highly skilled employees suffer. They increasingly disengage when passed over for roles and promotions that can further develop their competencies. The people with the potential, desire, and enthusiasm to acquire and apply new skills who are shut out of any chance to grow eventually seek out a new employer openly committed to their immediate and long-term personal development.

That kind of environment is the perfect breeding ground for groupthink. Over time, entrenched teams are compelled to add more tasks, processes, systems, and complexity rather than subtracting existing ones that do not add value to the project at hand.

C-suite leaders can 鈥� and must 鈥� find ways to eliminate this risk in their workforce culture. By prioritizing digital strategies for properly skilling and engaging employees and matching them to the right opportunities, they set a foundation that not only creates a future-ready workforce but also future-proofs the business.

As a first step, organizations need to start their HR transformation journey with an understanding of the skills available today and the skills that will be needed in the future. This includes keeping a dynamic team strategy adaptable enough to support a growing list of diverse work arrangements, including hybrid work, the four-day work week, talent marketplaces, internal gig work, or non-linear career pathways.

鈥淧eople now work in agile teams that come together around customer problems, analyze and solve them, and disband again quickly,鈥� says Enderes. 鈥淗R technologies must be as dynamic as the way we work today.鈥�

Enhance Outcomes with Greater Organizational Agility

Cohesive and cross-functional team strategies that support organizational agility unlock the door to dynamic teams that are not only successful but also embody the benefits of empowerment and inclusiveness. With visibility into their existing workforce, organizational managers can construct teams that reflect the diversity of the people impacted by the initiative鈥檚 outcomes. Even more, they connect the right people to the right challenges, elevating the quality of the workforce by creating more skilled employees.

The first step is forming a team-based structure 鈥� a shared visual representation of the team 鈥� to define individual roles and help ensure accountability. In return, dynamic team leaders and their members can pinpoint gaps in skills, functions, and responsibilities and source new colleagues with the skills and strengths that can add value to the overall initiative.

Colleagues across different departments can discover open dynamic team roles through the solution. Leaders can quickly generate an assignment within the dynamic team experience that includes the role description and required skills and qualifications. As soon as the assignment is published, employees throughout the organization can view the open role, consider if they or someone else is a fit, and apply if interested 鈥� all from the same view.

The opportunity for organizational managers and business leaders to measure team progress among cross-functional teams with objectives and key results (OKRs) is a significant advantage. Until now, this insight was shrouded in manual reporting and simplistic dashboards, limiting transparency and a complete understanding of how their people 鈥� whether seen or unseen 鈥� contribute to the business when working in teams. Yet, more importantly, this capability enables individual talent to build on skills and interests enriched by their experience and thinking.

鈥淚ntegrating dynamic teams functionality with HR technology allows employees to work on multiple projects and help accomplish critical goals,鈥� says Enderes. 鈥淲ith team management capabilities, the ability to source team members through 51风流SuccessFactors Opportunity Marketplace, and an OKR experience integrated with talent management, performance management across cross-functional teams and individual contributors is made possible. It supports the 鈥榥ow鈥� and the future of work.鈥�

This approach allows executives, managers, and employees to become more aware of what efforts and contributions are critical to the business. Employees can connect their team-based OKRs to their individual performance goals in the solution by tying team performance to established business metrics. They can spend their time working on projects they understand are critical for the business and their personal development and growth 鈥� all with the confidence that leaders will appropriately recognize their contributions.

The benefits go even further, as organizational leaders build dynamic teams across departmental boundaries with visibility into the volume and composition of successful dynamic teams and OKR data to track team progress and outcomes. Leaders can create report stories with the 51风流SuccessFactors People Analytics solution to tap into cross-functional knowledge and foster a culture that confidently achieves program goals and is consistently prepared for new challenges and opportunities.

Embrace a More Dynamic Future of Work Now

Being among a network of people who appreciate and value each other鈥檚 work, strengths, and potential can be a very motivating aspect of everyone鈥檚 employee experience. It鈥檚 what drives people 鈥� of all roles and backgrounds 鈥� to seize opportunities to develop their skills, contribute more to the business, and establish themselves as highly desirable talent.

This energy across the workforce can become pivotal in how the business grows and succeeds in the long run. Organizations often have a better chance of achieving their goals by building dynamic teams with a mix of internal and external experts. Yet, at the same time, talented professionals can develop new skills and practice existing ones within the safety of a supportive environment.

One thing is true: a business transformation in which dynamic teams are a centerpiece requires transparency and data-driven insights. Together, these two ingredients can optimize dynamic team composition, experiences, and outcomes.

Interested in learning how your investment in 51风流SuccessFactors solutions can help you optimize the outcomes of your increasingly fluid workforce? View the听听and watch the about our dynamic teams functionality.

Meg Bear is president and chief product officer at 51风流SuccessFactors.

Working with thousands of midsize organizations across the world, this is something we are seeing firsthand at 51风流SuccessFactors. Organizations of all sizes are feeling the added pressure of economic uncertainty, rising customer demands, and an employee-driven market. But for midsize organizations, the runway to get it right is often far shorter than that of their large enterprise peers.

According to IDC, 鈥淭o keep pace with change, organizations are finding ways to reskill workforces at scale.鈥�

What does that look like? Here are six ways our midsize customers are driving growth by using 51风流SuccessFactors solutions to help power their reskilling and upskilling initiatives:

1. Adopting an Integrated Approach to Learning and Talent

Although HR technology solutions are often defined as a specific point within the employee life cycle, those lines are continuing to blur as the way we work, learn, and interact continues to evolve. Using any or all the 听helps organizations to better align with a holistic talent management strategy and ensure end-to-end versus 鈥渄ead end鈥� experiences.

2. Identifying the Skills Gap (and More) with Embedded Talent Intelligence

Competing for and effectively retaining top talent is one of the top challenges for midsize organizations. And if 鈥� or when 鈥� the predictions come true, the will only continue to widen. Giving our midsize customers visibility into the skills they have and the skills they need creates a competitive edge. But then we go a step 鈥� or a few steps 鈥� further to expand beyond skills with a 鈥渨hole self鈥� approach that encompasses all things skills as well as individual competencies, aspirations, and preferences. This is core to not only assessing skills but delivering talent experiences that help to accelerate reskilling and drive internal mobility.

3. Serving Up Personalized Recommendations and Experiences via a Talent Marketplace

When it comes to today鈥檚 digital experiences, our consumer and employee expectations are similar 鈥� make it easy, intuitive, relevant, and valuable to me. Tying back into adopting an integrated approach to learning and talent, our customers are using the solution to help support their upskilling and reskilling initiatives by matching employees to projects, learnings, mentors, dynamic teams, and more 鈥� and serving up recommended matches in one all-for-me place. Tying back to identifying the skills gap with embedded talent intelligence, the opportunities presented are reflective of a unique balance of what is best or desired by the individual and what is needed for the organization.

4. Offering Anytime, Anywhere Learning for All Employees

Building new skills is dependent on having adequate resources, including time, to build new skills. As growth-focused organizations take advantage of new working models and the ability to expand their talent footprint beyond the traditional workplace, they are turning to learning management systems capable of supporting a wide-variety of learning needs. For example, with the solution, our midsize customers can deliver content based on learner鈥檚 interests, goals, content preferences, and more 鈥� in the office, at home, or on their mobile device.

5. Driving Engagement with Continuous Performance Management

As IDC calls out in its findings, matching employee goals with business goals is key to improving productivity and overall performance. And this is an area where our midsize customers see near immediate value as they make the shift from offline and annual employee reviews to digital and continuous performance management. With the solution, business goals and objectives can be automatically cascaded to all levels and across all departments to help ensure alignment. In addition, ongoing coaching and feedback helps to make employees feel supported and keep performance on track. This helps to solve the problem of communication gaps or the feeling of uncertainty that can be common in fast-paced environments.

6. Enabling 鈥� and Recognizing 鈥� Dynamic Teams across the Organization

If you are working or have ever worked in a midsize organization, the concept of a dynamic team should be familiar. There is a special project, it requires a mix of skill sets from across the organization, and you need to come together quickly to solve the challenge or make the next big thing a reality. With the dynamic team capabilities within 51风流SuccessFactors solutions, our midsize customers can create, manage, and track the progress of these teams. This can provide unique visibility into team success with objectives and key results (OKRs), the new skills employees are gaining by being part of these teams, and how best to optimize these teams 鈥� and potentially the organizational structure 鈥� to drive agility and improved performance.

For additional insights from the IDC research sponsored by SAP, read the .

*Source: Five Tips to Increase Workplace Productivity, an IDC Info Snapshot, sponsored by SAP, April 2023, IDC Doc. #US50551823.

Carrie Klauss is global director of Solution Marketing at 51风流SuccessFactors.

鈥淚n racing, as in business, speed is the name of the game,鈥� said Vicki Furnish, vice president of Global People Solutions Operations and Analytics, NTT DATA Services, a part of NTT DATA, a $22B, top-10 provider of global business and IT services, headquartered in Tokyo. NTT DATA Services is based in Plano, Texas, with 50,000 workers and revenue of $4B. In recent years the company has been growing rapidly through acquisitions.

鈥淐ompanies can no longer wait to implement newer technologies or we鈥檙e going to be left behind by our competitors,鈥� Furnish told an audience at , where she presented NTT DATA Services鈥� cloud journey. 鈥淲e鈥檙e in a constant state of acceleration. We鈥檙e using technology to change the game.鈥�

Rapid Ascent to the Cloud

NTT DATA Services鈥� journey to the cloud started with its established 51风流footprint in 2012, when the division ran to help meet the needs of its then-20,000 employees in five countries. When 51风流bought SuccessFactors that same year, NTT DATA Services quickly pivoted to implement the new cloud-based software suite for human resources.

Furnish says that her team started with 51风流SuccessFactors Performance & Goals and 51风流SuccessFactors Compensation and later migrated to 51风流SuccessFactors Employee Central. 鈥淲e were able to get our 51风流SuccessFactors Employee Central module implemented globally across five countries in six and a half months,鈥� she said.

In 2016, NTT DATA Services in an acquisition that expanded its offerings to become a comprehensive portfolio of business and IT services. The team at NTT DATA Services was able to get the core functions of 51风流SuccessFactors Employee Central running in six months from the time the deal was signed. 鈥淲e鈥檙e very excited about that,鈥� Furnish said.

Two questions come up whenever Furnish shares the success story of NTT DATA Services鈥� migration to the cloud: How did you do it? How big is your team?

Lots of pre-work and preparation went into the project, according to Furnish, and executive buy-in was an important factor in seeing the project through to completion. With NTT Group leadership on board, the project was set for success. As for the team size, it鈥檚 remarkably similar to the six-person pit crews of IndyCar fame. 鈥淚鈥檓 very honored to manage a large team today, but the ones who manage our global 51风流SuccessFactors configuration and maintenance are six very smart and talented people who are deployed across the globe,鈥� said Furnish.

Lessons from the Speedway

Lessons learned at NTT DATA Services come straight off the speedway. Furnish said, 鈥淭o compete in this culture of speed, there are two things we can learn from the world of motorsports. First: reduce resistance. Second: keep the pedal down.鈥�

One of the biggest barriers to speed in organizations today is outdated legacy software, tools, and technologies, which act as digital drag on efficiency. 鈥淲hile it鈥檚 easier said than done, updating those technologies and systems will unleash a powerful set of capacity and capabilities,鈥� said Furnish, who noted that sometimes the problem is that there can be too much great technology to choose from. She recommended honing in on technologies that offer clear value, allow easy collaboration and quick implementation, and meet the strategic needs of the business.

Talent was identified as an area of investment at NTT DATA Services. 鈥淲e are a professional services company, so people are core to what we do,鈥� Furnish said. By looking at the whole person throughout the employee life cycle, the organization has advanced its people agenda. 鈥淥ur approach is, if we put the right foundation in for our team and people, our team members will be successful. If they are successful, we will then be successful in our business.鈥�

Keeping pace with customer demand and the competition will always be a challenge, but Furnish is optimistic. 鈥淚 think moving to the cloud has kind of leveled the playing field. The companies that are nimble and address updating their technology quicker and faster are the ones that are going to take charge.鈥�

The Checkered Flag

At the closing of her presentation, Furnish waved the metaphorical checkered flag for the takeaway: 鈥淐hange is constant, but what we鈥檙e seeing is coming at us historically faster,鈥� she said. 鈥淚 would encourage all of you to remember the strategic objectives that you are focused on with your team, leverage all of your resources, and ask for help when you can 鈥� because in this environment of speed, it takes your entire team to win the race.鈥�

Thousands of companies have pledged to build more diverse and inclusive workplaces in recent years. However, most have yet to drive the internal alignment and action needed to create measurable change that resonates across various perspectives and experiences.

According to , 75% of targeted employees do not feel the impact of diversity programs, despite approximately 70% of companies in many countries implementing them. And the reason is clear: their focus is too narrow or overly simplistic to genuinely address underlying employee needs and expectations.

Cultivating a Multidimensional Approach

One of the most widespread myths about workplace diversity is that it鈥檚 鈥渢he right thing to do,鈥� even if it limits a company鈥檚 ability to grow. This belief couldn鈥檛 be further from the truth. The relationship between diversity and business growth is not one of oppositional forces.

The more deeply a business values the knowledge and views of underrepresented groups, the stronger its bottom line. A BCG survey of employees in 1,700 companies 鈥� spanning Austria, Brazil, China, France, Germany, India, Switzerland, and the United States 鈥� revealed that more diverse management teams gain from innovation. In addition, three-quarters of those same employees underscored that 鈥渄iversity is gaining momentum at their organization鈥� as their organizations shape business decisions.

play a unique role in helping companies gain the full promise of workplace diversity while eliminating conscious and unconscious biases around age, race, ethnicity, gender, sexual orientation, and personal health in everyday decision-making. For instance, managers can provide equitable and actionable feedback during performance reviews with the help of our writing assistant in the 51风流SuccessFactors Performance & Goals solution. In addition, the calibration tool in the 51风流SuccessFactors Compensation solution helps identify the presence of unconscious bias in employee compensation decisions.

However, some 51风流customers are going further in their efforts to tackle employee diversity and extend value to all people by creating new functionalities for 51风流SuccessFactors solutions through (51风流BTP). By uniting BCG鈥檚 expertise, tools, and services and SAP鈥檚 technology, the platform offers the , , , and countless other applications, tools, and methodologies that 51风流partners need to reimagine each element of an agnostic work experience.

Through their innovation efforts with 51风流BTP and 51风流SuccessFactors solutions, 51风流partners help create an environment where unconscious and conscious discrimination is removed from HR processes, including recruitment, onboarding, performance evaluation, development, compensation and bonuses, and succession. Doing so frees 51风流customers to foster a culture of meritocracy that addresses the entire career and personal journey of each employee with nuanced, holistic solutions.

One prime example is how organizations improve talent acquisition and retention while giving employees agency over their careers. Integrating sentiment data into workforce management analytics helps managers understand underlying causes of departure and discontentment and the emotional and functional needs that matter most to their employees. This analytics capability makes it easier to recognize well-defined cohorts with similar physical and emotional needs by identifying clusters of demographic and attitudinal patterns. As a result, managers can more accurately predict their people鈥檚 challenges and expectations and create supportive communities with unique experiences.

Unlocking Business Value across the Evolving Employee Journey

As businesses seize the moment to fundamentally rewrite the rules of their workplace, the bold intents and aspirations of employee diversity are beginning to take center stage. Organizations that want to unlock what they believe are long-term, sustainable business advantages must also enable each employee to thrive with purpose and meaning.

With 51风流BTP, companies can bring this vision to life by thinking differently when developing new capabilities that enhance 51风流SuccessFactors solutions. They can recognize identity differences that matter to employees, understand broad groups with similar needs and values, and fulfill employees鈥� underlying needs systematically with the right digital and process experiences.

And as more refined, bias-free solutions are adopted, organizations can ensure employees benefit in ways that are meaningful to them within a high-value culture of unity, empowerment, and support.

To learn more about how 51风流partners are helping businesses succeed with a unified technology platform, explore more articles. If you鈥檙e interested in software partnership opportunities with SAP, check out . If you鈥檙e already a partner, check out these exciting initiatives: and .

Jagdish Sahasrabudhe is CTO of the Global Partner Organization at SAP.

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.

It comes across loud and clear in recent videos like 鈥溾�� and 鈥�.鈥� From maintenance staff to in-flight crew members, many of Transat鈥檚 dedicated employees have been at the company for years. They are attracted not just by benefits, such as discounts on resort stays and airline tickets to anywhere the company operates in the world, but also by a nurturing and caring atmosphere going back to the days when founder Jean-Marc Eustache would walk the floors talking to employees.

As a leading leisure travel company that offers vacation packages and flights to destinations of choice in the Americas and Europe, Transat has a firm commitment to sustainable tourism development. In 2018, it became the first major international tourism company to be Travelife certified for all its tour operating activities. This recognition highlights Transat’s ongoing efforts over the past 15 years to support communities, reduce its environmental impact, raise awareness of sustainability among its partners and customers, and last but not least, involve its employees.

And the reason is simple. Transat knows a company committed to ensuring the well-being of others must first guarantee that of its employees. That鈥檚 why it counts 鈥渨orkplace鈥� as one of its four pillars of action and strives to implement programs that build employee engagement, support its people, and help advance their careers.

HR Transformation Beginning with Learning and Performance Management

To build this engagement and allow its people to perform at their best, a company of Transat鈥檚 size needs intuitive and efficient human capital management (HCM) systems.听 Transat鈥檚 learning and performance management systems were anything but, tying teams up with tedious, spreadsheet-based processes.

The tourism company was already using 51风流software for core human resource (HR), payroll, and time sheets, so it opted to implement the 51风流SuccessFactors Learning and 51风流SuccessFactors Performance & Goals solutions, part of 51风流SuccessFactors Human Experience Management (HXM) Suite. It worked closely with 51风流Preferred Success services not just to get the most from the solutions鈥� functionality, but also to train system administrators, prepare for new releases, and provide IT support.

With 51风流SuccessFactors Learning, Transat now onboards and trains new employees through class-based training created for specific groups such as call center agents. It can track training more easily, acquire extra modules on soft or technical skills as needed, and customize the software intuitively — for example, to offer training on a specific travel destination.

51风流SuccessFactors Learning even proved useful during Transat鈥檚 Recognition Week. Top management are very involved in this fun annual event to thank employees, with the president and vice president even serving employees at a lunch during the week. People were able to use 51风流SuccessFactors Learning to book activities from nutrition classes and cooking demos to comedy sessions, showing how the solution is a vital tool for increasing engagement.

And when the COVID-19 pandemic arrived, Transat was able to use 51风流SuccessFactors Learning to speedily roll out a range of programs to help employees deal with working remotely while balancing family responsibilities and dealing with a high level of uncertainty.

Career Development Based on Transparency and Consistency

51风流SuccessFactors HXM Suite helps Transat鈥檚 people grow not just skills but also their careers. 51风流SuccessFactors Performance & Goals underlies a process of continuous improvement in which managers and employees can hold discussions to review objectives, achievements, difficulties, priorities, and needs — for example, tools or training — as well as overall employee well-being. At the end of the year, Transat then calibrates its performance evaluations to make sure they are consistent across the business before translating them into pay increases.

This supports high employee satisfaction and engagement because individuals can see a clear link between performance and salary raises thanks to a transparent evaluation process. And the tools available in 51风流SuccessFactors solutions make life easier for both HR partners and top management, with decisions made during the meeting and entered in the system in real time.

With new CEO Annick Gu茅rard at the helm, Transat is setting a course for the company鈥檚 post-pandemic reinvention. This includes refocusing the tour operator as a leisure airline.

With 51风流SuccessFactors HXM Suite at their side, Transat鈥檚 employees are well equipped to help reinvent the company and to rise to whatever challenges and opportunities come next.

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Kristin Muellner is director of Customer Stories and Reference Engagement at SAP.

鈥淭he latest updates to 51风流SuccessFactors solutions continue to make our vision a reality by putting people at the center of the organization,鈥� said Amy Wilson, 51风流SuccessFactors senior vice president, Products & Design. 鈥淎s organizations consider what the future of work means for their employees, HR is in a unique position to provide insights, guidance and leadership across the business. HXM solutions from 51风流increase productivity and engagement by delivering individualized experiences while providing the data and insights for smarter, faster workforce planning.鈥�

The product updates in the first half release of 2021 include:

Safely Returning to Work

As organizations look to safely bring their workforce back to the office and to enable travel, they need to evaluate the vaccination status of their employees. With the free health and vaccination monitoring portlet in the solution, employees can voluntarily share their vaccination status. This data can be combined with relevant employee and organizational information to help create reopening strategies, provide travel recommendations, and identify and support employees deemed high risk due to their location, age and area of work. Additionally, has a new guided experience that provides personalized information and recommended actions employees need to take to return to the office.

Enhancing People Analytics

Organizations need timely, robust and relevant insights into the workforce to make informed business decisions and forecast trends across the workplace. The stories feature within the 51风流SuccessFactors People Analytics solution has been expanded to include data from the solution, such as training compliance and skills development. The stories feature provides reporting, insights, dashboards and modern visualizations using data from core HR and talent management solutions across 51风流SuccessFactors HXM Suite. With the addition of 51风流SuccessFactors Learning data, customers can gain access to more holistic insights on their workforce.

Additionally, a new human capital disclosure template is available within stories to help comply with the recent SEC requirement for publicly traded companies to file human capital data.

Reimagined User Experiences

Core to HXM is making work increasingly individualized, efficient and engaging. The latest 51风流SuccessFactors HXM Suite updates continue to deliver more consumer-grade experiences. For example:

• The solution has been updated with the payroll control center to make it easier to create and maintain payroll processes, alerts and analytics.
• The continuous performance management capability within the solution now integrates with Microsoft Outlook for employees to provide feedback directly in the flow of work.
• Experience Management solutions from 51风流and Qualtrics continue to be integrated across 51风流SuccessFactors HXM Suite to collect feedback at various touch points, helping organizations understand and improve the employee experience.

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For more details and additional product updates, read the and tune into the LinkedIn Live event 鈥溾�� on April 21, 2021, at 11:00 a.m. ET.

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51风流Press Room; press@sap.com

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Today, 51风流is celebrating an exciting milestone: More than 2,000 customers have adopted continuous performance management (CPM)! Since we first introduced CPM as part of the , customers such as Belcorp, Edgewell Personal Care, and have been able to increase the frequency and quality of one-on-one conversations, thereby improving employee engagement and performance.

CPM facilitates continuous dialogue between employees and their manager, peers, mentors, and project leads, as well as ongoing visibility into their activities and achievements. We first introduced CPM to help organizations transform their performance management processes from a top-down, once-a-year evaluation of past performance to forward-looking, actionable, and ongoing check-ins where employees could take more ownership of their progress and achievements.

The reality is that goals change, for both organizations and individuals. The global pandemic put a spotlight on just how quickly priorities can change and how important it is to have frequent, transparent communication.

Now, with fewer watercooler discussions and face-to-face interactions, encouraging a culture of ongoing, informal, and transparent feedback can help employees feel more connected to their teams and more aligned to broader company goals. CPM encourages routine goal alignment, ongoing feedback and recognition, and in-the-moment coaching to help activate employees to do and be their best. And by engaging with various stakeholders in addition to line managers, employees can paint a holistic picture of their activities and achievements and proactively request feedback to constantly learn and grow.

鈥淎t Edgewell, we are committed to diversity and equity and nurturing a values culture that celebrates team and individual successes,鈥� said Colin Emery, global senior manager, HR Systems and Processes, Edgewell Personal Care. 鈥淎fter piloting continuous performance management within HR, we incorporated it into global processes to measure performance and values, which is proving to be an enabler for our colleagues鈥� career development and professional growth.鈥�

CPM has also helped customers create a more transparent culture, so employees are more aware of what they are doing well and the opportunities to improve. One customer in the manufacturing industry found that after implementing CPM, agreed their leaders create an environment where they can have difficult conversations. Separately, a pharmaceutical customer shared that CPM has due to improvements in coaching relationships between managers and employees.

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CPM in the Age of Human Experience Management

Continuous performance management builds on two decades of innovation in talent management. In fact, 51风流SuccessFactors was a pioneer in 鈥減eople performance鈥� software and helped create what we know today as human capital management (HCM). As we evolve HCM towards human experience management, or , we are continuing to transform the talent experience to optimize engagement and drive better business outcomes.

Since launching CPM, we have made significant investments as part of our initiative to create a reimagined user experience across 51风流SuccessFactors Human Experience Management Suite. For example, we recently released a new simple, guided approach for giving and requesting feedback to help provide more clarity and context.

Furthermore, employees can access CPM 鈥� as well as courses from and solutions 鈥� within , a new HXM solution that provides a personalized digital workplace that brings together multiple applications, processes, and information in a single place.

51风流Work Zone for HR eliminates the need to log on to multiple applications or toggle between tabs and surfaces the most relevant information for individual employees. Bringing together learning, goals, and feedback into one place and surfacing the right information at the right time can help employees check on their progress and access the resources they need to further their development. Together, this helps encourage a culture of continuous learning, supporting employees to further their growth and enabling organizations to meet ever-changing market demands.

Learn more about continuous performance management within . Join 51风流for the 鈥淩eimagine the Employee Experience with HXM Solutions from SAP鈥� session at to view the latest demo of 51风流Work Zone for HR with continuous performance management.

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

HXM is a shift in mindset, design, and architecture that puts employees at the center of business and prioritizes experiences, so people are not only able to be productive but be their best selves and reach their highest potential.

There have been countless changes in the way we work since we announced HXM, but it is even more relevant today because it places the needs of individuals front and center. More than ever, each of us is dealing with individual circumstances. HXM gives employees the ability to work autonomously, in the driver鈥檚 seat of their own career journeys while also securing organizational agility amidst changing circumstances. By surfacing tools when and where employees need them, employees can spend more time on the work that matters most. On the other hand, leaders can check in with pulse surveys to see how employees are doing and quickly make changes to deliver the best experience possible.

HXM is our market-making vision and continues to guide the entire product strategy. This month, we will unveil several new updates in our 2H release to continue making this vision a reality for our customers.

Reimagined Homepage Now Available

A core pillar of HXM is designing completely around the needs of individuals. That is why it is so important that the entry point for all 51风流SuccessFactors software users is intuitive and seamless. As we reimagine the experience across the 51风流SuccessFactors HXM Suite, the newly redesigned homepage delivers a personalized experience built to help employees complete tasks quickly and easily. The redesign focuses on dynamic content such as frequently performed and 鈥渟ave for later鈥� actions and time-sensitive tasks, and all content is organized based on what is most relevant to the individual 鈥� from rewards and recognition to development goals. The homepage is included with all 51风流SuccessFactors solutions.

More than 50 customers have participated in our beta program this year, providing critical feedback that we have incorporated into the homepage. It will be available to all customers for opt-in beginning this release.

Surfacing New Opportunities with Learning and Intuitive Performance and Goals听

A key component of HXM is to provide opportunities that engage and motivate employees. Building a culture of continuous feedback and continuous learning is an ever-evolving area. It is essential not only for the human experience, but as companies look to develop their people and stay competitive. This release, we will deliver several updates to 51风流SuccessFactors Learning and to further this mission.

A new enhanced capability in 51风流SuccessFactors Learning will support blended courses for a unified view on all learning items. The redesigned experience is intended to boost engagement and deliver a more intuitive learning experience on both web and mobile. Employees can more quickly access course details, and related learning courses will be recommended.

Within 51风流SuccessFactors Performance & Goals, we have redesigned our feedback experience to help guide users with a simple, question-based approach when giving and requesting feedback to help provide more clarity and context. That feedback is then presented in a new card design layout that helps employees more easily consume it. First introduced in 2016 and now with nearly 2,000 customers, continuous performance management (CPM) continues to evolve so anyone can use it for ongoing dialog, feedback, and one-on-one meetings. This release includes the ability to support multiple roles so project leads and mentors can engage with employees along with line managers.

Embedded Employee Experience Management Capabilities

As we think about delivering exceptional experiences, it is critical to have constant feedback loops that enable businesses to take informed actions. We continue to deliver on our promise to integrate employee experience management capabilities from 51风流and Qualtrics across the 51风流SuccessFactors HXM Suite. In the 2H 2020 release, these capabilities will be available in several new areas, including:

• Mentoring: When a mentoring program ends, an email survey will be sent to the participants in the mentoring program. 听
• Benefits: HR leaders can receive direct employee feedback regarding benefits. The survey automatically launches after the employee鈥檚 benefits submission.
• Homepage: Qualtrics Remote Work Pulse surveys are surfaced at key moments to ask employees for feedback on how their day-to-day remote work environment.

51风流Work Zone for HR: Digital Workplace Combining SAP, 51风流SuccessFactors, and Partner Solutions

The newest solution to be added to the 51风流SuccessFactors HXM Suite is , a digital workplace solution that is entirely individualized so employees can access everything as a one-stop shop. Currently, most employees log in to 10 or more applications to do their work. 51风流Work Zone for HR connects experiences across 51风流SuccessFactors, SAP, and our extensive partner ecosystem to streamline work and intelligently surface relevant content, recommendations, insights, and actions. In addition to out-of-the box content, customers can create workflows that span multiple products and experiences, both HR-related and beyond, that are all fit to unique purposes, such as custom integration cards, guided experiences, workspaces, and more. Employees can also fully configure their experience so that it suits them best.听 The result: smarter, faster, more agile workflows and greater individualization for employees.

51风流Work Zone for HR will be available as part of the 2H 2020 release and is designed for the entire enterprise 鈥� not just an HR portal. This new solution provides the human experience for the Intelligent Enterprise.

New Time Management Capabilities

With all the stresses in our daily lives, time off is a sensitive topic. With our employees can enter additional time off beyond their accrued balance or vacation entitlement. This process integrates with pay components in and/or 51风流HCM Payroll to confirm eligibility, and provides the option of purchasing the leave across one or more pay periods. This feature helps reduce the adverse economic impacts of taking leave without pay 鈥� putting a smile on employees鈥� faces.

Another important update is the ability to track time across midnight.听 Simplifying small tasks make a big difference to employees鈥� experience at work and frees up more time so they can focus on what matters most to them.

These product updates further the HXM vision we are creating together: putting people first so they can grow, learn, reskill, upskill, and simply be and do their best. As the way we work continues to change and technology advances exponentially, HXM is the foundation that will future-proof business.

To learn more about these updates and our vision for the next year, attend the .

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