gives organizations the tools to lead with confidence. Part of the , 51风流SuccessFactors brings together global core HR, AI-driven insights, and a unified skills foundation to connect people and processes, close skills gaps, simplify compliance, and build a workforce ready for what鈥檚 next.

With the second half 2025 (2H 2025) product release, we鈥檙e excited to introduce hundreds of new features and enhancements in 51风流SuccessFactors, many enabled by AI. Together, these innovations help HR teams, business leaders, and employees work smarter, move faster, and stay future-ready.

Drive better people and business decisions

Data about people, skills, performance, and business outcomes exists everywhere, but without a clear view, it鈥檚 difficult to act. , now generally available, is designed to help organizations make better workforce decisions by unifying 51风流and third-party data. Through intuitive dashboards, AI-assisted insights powered by Joule, and hundreds of HR metrics, leaders can now move from insights to action with unprecedented speed.

With pre-built use cases spanning critical areas like skills, compensation, recruiting, learning, performance, and succession, People Intelligence makes it easier to uncover trends, identify opportunities, and take action. By bringing together clean, centralized HR data and powerful AI, it equips HR and business leaders with the intelligence they need to drive meaningful workforce transformation.

Build a future-ready workforce

To stay competitive, organizations must continuously evolve alongside their people. This release introduces new innovations that align skills, performance, and development with future business needs.

We are excited that the in 51风流SuccessFactors is now available. This agent empowers managers to lead consistent, high-impact performance conversations by analyzing employee data, such as performance goals, activities and achievements, and continuous feedback, to create tailored conversation prompts for each employee. Using Joule, managers receive AI-guided insights like goal progress summaries, key accomplishments, growth focus areas, and development recommendations. Users can ask follow-up questions to dive deeper into any of these areas. 

Additionally, business rules integration in performance management support consistent and transparent performance reviews by automating feedback prompts and actions based on predefined conditions, such as dynamically exposing a comment field only when a rating condition is met.

Succession planning is also getting a boost with skills-based successor recommendations in , which analyzes skills, proficiency levels, and internal work experiences captured in employee growth portfolios to recommend potential successors who might have been overlooked using traditional metrics. And with the new person-based model for talent management, organizations can drive smarter talent decisions, faster reskilling, and greater workforce agility by unifying learning and talent data in a person-based view that follows employees across changing roles, teams, and assignments. 

Enable agile and compliant HR 

As regulations evolve and business needs shift, HR must stay both agile and compliant. This release introduces new capabilities to help teams adapt quickly while ensuring accuracy and trust.

The new solution,available to early adopters in January 2026, supports optimized shift planning in manufacturing and other production industries by aligning workforce skills and staffing levels with operational demand. Geofencing in 51风流SuccessFactors Time Tracking helps prevent fraud and ensure compliance by defining work site locations and ranges to govern where employees can clock in and out. 51风流SuccessFactors Employee Central simplifies U.S. leave management by connecting with FMLA service providers to automate leave deductions and improve tracking accuracy.

Across the suite, our updated home page delivers a more intuitive and personalized experience for users with streamlined navigation, targeted communications, and real-time insights across desktop and mobile.

Extend applications to easily adapt

As workforce expectations and business priorities evolve, flexibility is key. This release delivers new capabilities to help seamlessly connect and optimize HR processes, maximizing investments while supporting the changing needs of people and the organization.

is now enhanced by Joule and generative AI to deliver faster access to information, improved self-service, and more informed decision-making. Joule streamlines tasks with role-based self-service, workflow automation, and real-time insights, while generative AI simplifies feedback, coaching, and goal updates with context-aware insights. Employees can also quickly find company-specific knowledge through Joule for accurate, relevant information when they need it.

Lead the future of HR

With the 2H 2025 release, 51风流SuccessFactors HCM helps HR leaders navigate complexity with ease. By uniting global HR, AI-driven insights, and a unified skills foundation, organizations can make smarter decisions, develop future-ready talent, and stay agile in a rapidly changing world.

To learn about our latest innovations and enhancements, check out the or . 听

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

To help understand this evolution of the people manager role, the for 51风流SuccessFactors hosted interviews with 31 HR leaders from 51风流customer organizations and conducted a survey of 731 people managers and 716 individual contributors from around the globe. Based on the research findings, below are six ways organizations can improve current people managers鈥� performance and experience with 51风流SuccessFactors solutions.

Utilize Co-Leadership Models

Organizations look to people managers to execute important initiatives and people practices, leading to an overload of responsibilities. Implementing co-leadership structures, even for a short period of time, can reduce a people manager鈥檚 role overload and provide individual contributors with a valuable experiential learning opportunity.

One way to provide an experiential opportunity is through , advanced capabilities available as part of 51风流SuccessFactors solutions that can help create and manage cross-functional teams that exist beyond traditional hierarchies. reported that 66% of employees who had participated in a dynamic team felt a positive impact on their career, leading to higher engagement. Using dynamic teams can help organizations utilize co-leadership models for projects while also accessing individual contributor potential and incorporating those insights into future succession plans.

Update People Manager Job Descriptions

Many organizations have not updated their formal job descriptions for people managers to accurately reflect changes to their roles, leading to unclear performance expectations and ineffective systems for developing and selecting people managers. One way organizations can streamline this process is through generative artificial intelligence (AI)听in the 51风流SuccessFactors Recruiting solution. Hiring managers and recruiters can fine-tune job descriptions with generative AI, which allows them to incorporate supplementary content, identify biased language, and help ensure alignment with business requirements. Instead of starting from scratch every time a new position is created or requirements are updated, recruiters and hiring managers can use AI to help draft job descriptions faster and stay in their normal flow of work. And more importantly, the final content is more meaningful, inclusive, and competitive 鈥� presenting a clear and accurate view of the role to attract a larger pool of qualified and interested candidates.

Rethink Career Architecture and Pathways to Advancement

Without other options for growing, gaining status, or increasing compensation, employees will seek people management roles even if they are not suitable for or interested in this type of role. Developing alternative pathways for advancement, such as specialist career paths, for high-performing individual contributors ensures that employees are entering people manager roles for the right reason 鈥� to manage people.

Sharing career architectures more broadly can also improve managers鈥� awareness of internal mobility opportunities, which they cited as a top challenge. Talent marketplaces, like the solution, can improve visibility into development and growth opportunities within the organization. It can provide AI-driven personalized recommendations for learning, mentors, internal roles, and dynamic teams. This allows employees to have experiential learning opportunities and can provide them alternate career paths.

Implement Succession Planning for All

Everyone agrees that people manager roles should become more exclusive, but that also means talent pools will become shallower. Implementing succession planning at all levels of the organization allows organizations to identify 鈥渉idden鈥� people manager talent. When developing succession plans, consider that a people manager does not always need to be replaced with an existing people manager 鈥� and that a people manager鈥檚 next role does not always need to be in management. The solution can make this process easier by helping employees expand their skills and advance their careers with visibility into continuous development dialogue, mentoring opportunities, and AI-powered career planning. It can also optimize succession planning, making it scalable to place the right people in the right roles and helping to secure the 鈥渉idden鈥� people manager talent.

Create a Community for People Managers

People managers consider staying engaged, feeling included, and managing their well-being to be top challenges. Creating a people manager community provides this crucial workforce segment with social support, which research has shown to be a positive driver of the people manger experience. This also offers the organization a clear channel to host two-way communication with people managers. One way to foster a community for people managers is to leverage the solution, which is a personalized digital workspace that helps support and encourage collaboration. People managers can create their own community and connect with each other, allowing for more engagement, sharing of best practices, and improvement in the overall employee experience.

Leverage Technology

Cloud HR technology can help support the strategies recommended here and solve many of managers鈥� most pressing challenges. With 51风流SuccessFactors solutions, organizations can put their people at the center of everything and create AI-powered experiences that can support current people managers while using talent intelligence to help uncover and develop the managers of tomorrow.

As the expectations of people managers from both employees and organizations undergo constant evolution, the role of people manager will increasingly become more 鈥減eople-centric鈥� 鈥� focusing on support, fostering development, and nurturing a positive culture. It鈥檚 important that organizations use the right HR technology to deliver engaging employee experiences, increase productivity, and drive better business outcomes.

For additional insights on the evolution of the people manager role, read the full report,听“.”

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

51风流Business AI in 51风流SuccessFactors Solutions

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

Talent Intelligence Hub

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

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

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

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

Generative AI Use Cases for Hiring

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

Generative AI Copilot Joule

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

Future-Ready Workforce

Integrated Learning Experience

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

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

Elevated Experiences

Horizon Visual Theme

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

HR in the Flow of Work: Microsoft Teams App

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

Enhancements to 51风流SuccessFactors Employee Central

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

Agile & Compliant HR

Cross-System Workflow

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

Time Management

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

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

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

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

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

51风流SuccessFactors solutions help people be as productive as possible at work and can maximize the potential of any workforce. At the heart of our UX innovation strategy is a . We have an in-house team of behavioral scientists who work in partnership with our product research team, design experts, and our customers. Together, they bring a unique 鈥� and proprietary 鈥� perspective to designing solutions based on how people behave and what they need to be productive at work.

That research has driven our recent major investments in UX. The past few years, the focus of our innovation has been to pair modern design elements with intelligent technologies, so people can quickly complete everyday tasks and feel more accomplished, supported, and engaged. This has created a new and wholly improved suite experience for our customers 鈥� and the work is only just beginning. The journey we鈥檙e on to deliver a people-centric user experience for our customers is realized through three key objectives: simplifying HR tasks, driving employee adoption and engagement, and delivering connected service experiences to meet the needs of today鈥檚 diverse and dispersed workforce.

Simplifying Everyday Tasks

One overarching mission of ours is to simplify everyday HR tasks and increase productivity with high-impact, intuitive functionality. Continuous modernization with refreshed colors and information hierarchy creates a seamless, delightful user interface and enhanced accessibility that your workforce can confidently and efficiently navigate and interact with.

And simplification extends even beyond our own solutions 鈥� a modern approach means we鈥檙e continuously embedding high-value, critical HR processes directly into partner applications that employees use frequently. We integrate 51风流SuccessFactors solutions with other workplace technology solutions to help keep users productive, what we call meeting people in the flow of work. For example, integrations allow people to perform HR tasks within Microsoft Teams, including asking for and receiving feedback from their managers.

All of which leads to the greatest evolution in UX we can expect in the coming years: . 51风流has the broadest suite of business applications on the planet, positioning us to be able to deliver the first true system of intelligence and fundamentally change the way in which companies operate. At SAP, we are embedding multiple types of AI 鈥� predictive, generative, and conversational, which are each uniquely targeted to improving experiences across the entire 51风流SuccessFactors HXM Suite, including talent acquisition, talent management, and core HR.

We鈥檙e already delivering on this vision with new innovations, such as using generative AI to help build compelling job descriptions and predictive AI to help employees find personalized learning opportunities.

Driving User Adoption and Engagement

We strive to create delightful and intuitive experiences that leave people with a sense of accomplishment and support. That means enabling inclusive experiences that empower all employees to operate in an application with meaningful content, functionality, and efficiency. This guides our design decisions and how we deliver innovative ways that address the unique requirements of each and every individual. Personalization is a must with today鈥檚 digital expectations, which is why we use data and insights to help anticipate and act on employee needs and expectations by empowering them with meaningful and individualized experiences. 

To that end, our modern Horizon visual theme for 51风流Fiori helps provide a consistent UX. With intuitive experiences across the entire 51风流SuccessFactors HXM Suite, this helps to accelerate adoption of our software and accelerate learning curves. We delivered the Horizon visual theme to customers with our 1H 2023 release, and with the 2H 2023 release the vast majority of experiences in our products will be standardized in the Horizon visual theme.

Another example of how we are improving engagement is with dynamic engagement cards in 51风流SuccessFactors Work Zone, delivered earlier this year. These cards can deliver personalized, relevant, and timely news, announcements, and learning opportunities directly to employees鈥� 51风流SuccessFactors Work Zone dashboards.

Of course, UX extends past the look and feel of our products and into overarching career experiences as well. The whole-self model, which takes into account each individual鈥檚 unique collection of interests, motivations, and preferences, forms the foundation for some of our most exciting capabilities and products, like dynamic teams, 51风流SuccessFactors Opportunity Marketplace, and the talent intelligence hub. These can enable organizations to become skills-based and future-ready enterprises. For example, our new learning home page can surface learning recommendations to employees based on their interests, passions, and skills 鈥� so they can create a career and development path based on what鈥檚 best for them.

Delivering Connected HR Service Experiences

The third pillar driving our UX strategy is all about efficiency and improving service delivery for HR and beyond. Instead of forcing employees to guess where to find things with endless clicks and links or awaiting responses from a support specialist, employees can expect an experience that is intuitive, responsive, and connected across different services.

With guided experiences within 51风流SuccessFactors Work Zone, for example, HR leaders can create workflow-based, personalized journeys for employees that take them through a multi-step process possibly spanning multiple systems. This can make the onboarding journey, for example, frictionless and delightful for new workers 鈥� a critical time to make a good first impression. We are especially focused on the experience of deskless workers in 2024. Furthermore, our integrated knowledge base helps reduce HR tickets and can provide employees with quick answers, promoting the shared knowledge and fostering a more informed team.

Looking Ahead

With each release, we are continuously evolving 51风流SuccessFactors HXM Suite and redefining what鈥檚 possible for HR solutions. Our vision is to continuously create a seamless, intelligent, and integrated user experience that reflects modern employee preferences and workplace realities. As we look ahead, we will continue to invest and improve on our UX with new and emerging tech, like AI, to deliver the experiences workers need 鈥� and deserve.

about how 51风流SuccessFactors solutions and human experience management can power your people-centered UX transformation. Existing customers can learn more about ensuring they鈥檝e implemented our most up-to-date UX innovations.

To learn more about the second half 2023 release, visit the .

Siva Sundaresan is SVP of Applications Engineering at 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�

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.

The is here to help. Each year, this team of PhD-level organizational psychologists and HR technology market intelligence experts aggregate and synthesize data from a wide range of reputable business press resources that put forward HR trends and predictions and conduct a content analysis to derive key themes or 鈥渕eta-trends.鈥� For 2023, the analysis involved 73 resources, leading to a list of 346 individual trends, which were then categorized into seven broader meta-trends.

Below is a quick recap of the 2023 HR meta-trends and a few examples of how organizations of all sizes are using 51风流SuccessFactors solutions to get ahead 鈥� and stay ahead 鈥� of the curve.

From Trend to Foundational: Employee Experience

If you do a quick comparison from past years鈥� meta-trends analyses, you鈥檒l notice an elevated shift for the employee experience. To no surprise, this topic continues to dominate the conversation and has become a cornerstone for HR and business strategies. With the recognition that all HR meta-trends are shaped by and shapers of the employee experience, our team of experts have “graduated” employee experience from trend to a foundational principle.

鈥淗R digitalization was a key objective in our transformation to address our work culture challenges. Our necessary to develop and engage our people was an important aspect enabling the execution of our business strategy.鈥�

鈥� Arun Serikar, Director Global HR Technology,

1. Winning the Race for Skills

With the combination of employees maintaining the upper hand in the job market and many parts of the world continuing to face relatively tight labor markets, the focus on skills-based hiring and employer brand has skyrocketed the race for skills into the number one slot for 2023.

鈥淲e knew that to continue to be an employer of choice, we wanted to satisfy the needs of our employees and applicants who were demanding an enhanced experience.鈥�

鈥� Cherilyn Nobleza, Executive Director HR Transformation and Analytics,

2. Mobilizing the Workforce for the Future

Organizations are continuing to lean into learning and development to keep employees engaged and properly skilled 鈥� and with economic uncertainty likely leading to a shift between external hiring and internal mobility, this topic remains top of mind.

鈥淭hanks to , we have transformed into an organization that prioritizes learning and growth and our employee engagement has significantly increased. We are now composed of people with a habit of learning not once a month but a little bit every day.鈥�

鈥� Adela Giral Lopez, CHRO,

3. Adopting Emerging Technologies with Purpose

As artificial intelligence (AI) use cases within HR begin to span across the employee journey, employees are beginning to see the added value for help in completing basic tasks and receiving personalized recommendations. But for that comfort level to grow, it鈥檚 imperative that HR teams remain vigilant in ensuring the use of intelligent technology is fair and transparent.

鈥淲ith support from SAP, we have been able to extend the functionality in 51风流SuccessFactors solutions to create an innovative solution that helps employees identify and develop the skills that will be vital in the digital world and the future of our company.鈥�

鈥� Gabriel de Diego, HR Strategy and Transformation Director,

4. Making Flexible Work, Work

Who wouldn鈥檛 love a four-day work week? This is just one of the many options being considered 鈥� and, in some cases, implemented 鈥� as organizations continue to experiment with new flexible work options designed for where, when, and how work happens.

鈥� is helping us truly empower and engage our employees by creating one space where employees can find everything they need and get virtual support to get their work done 鈥� no matter where they are.鈥�

鈥� Yoav Ventura, Cofounder and Managing Partner,

5. Embedding Holistic Well-Being Everywhere

Although many have settled into the 鈥渘ext normal鈥� from a working perspective, there are still a significant number of stressors at play that emphasize the need for organizations to continue their understanding, support, and prioritization of employees鈥� holistic well-being 鈥� including their mental, physical, emotional, and financial health.

鈥淩egularly engaging with employees is critical to ensure everyone鈥檚 voice is heard, their needs are addressed, and there is a positive work environment that makes people want to stay with us.鈥�

鈥� Tennyson Devoe, Senior Director of Safety and Organizational Excellence,

6. Embracing the Complexity of DEI&B

In 2023 we鈥檒l begin to see organizations take a 鈥渓ifecycle approach,鈥� meaning diversity, equity, inclusion, and belonging (DEI&B) will be embedded across all people-related activities, with particular focus on practices related to talent acquisition and retention.

鈥�51风流solutions are helping us achieve our diversity and inclusion goals. Greater visibility into the total workforce and transparent, improved reporting capabilities allow us to set recruitment and succession targets around race, gender, and disability.鈥�

鈥� Jeanett Modise, Group HR Director,

7. Preparing People Leaders for Today and Tomorrow

Your next generation of leaders will play a significant role in the success of your organization and in 2023, it鈥檚 all about developing leadership and management skills across the workforce. Keep in mind 鈥� not every high-performing individual is a good fit for managing a team so alternative paths outside of the traditional career ladder should be made available.

鈥淥ur talent strategy brings stronger engagement through clear objective setting, , and development conversations. We have the opportunity to improve internal mobility through succession planning capability, creating a diverse talent pipeline at all levels.鈥�

鈥� Fiona Brunskill, Director of People and Cultural Change,

For additional insights on the meta-trends and how you can prepare for what鈥檚 next, read the full report, .

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

A leader in technology communications, Vodafone Group Plc digitally connects more than 350 million customers with voice and data services for mobile, fixed line, the Internet of Things (IoT), and television throughout Europe and Africa. Vodafone lives its purpose to connect technology and humanity for a better future. Its motto: 鈥淭ogether we can.鈥�

This vision drives Vodafone鈥檚 global transformation into a next-generation connectivity and digital services provider that delivers sustainable growth. As innovation is fundamental to its business strategy, Vodafone is investing in cloud HR to transform its culture and elevate the employee experience as it reinvents the workplace to 鈥渂uild the human spirit of technology.鈥�

鈥淲e relied on ,鈥� says Marc Starfield, group head of HR Systems and Programs, Vodafone Group, who is leading the project to provide value-driven HR capabilities throughout the organization. 鈥淲e鈥檝e implemented all the HR processes and functions on one global environment supporting around 100,000 employees in 24 key markets.鈥�

By putting employee experience at the heart of digital transformation, Vodafone ensures that HR is integrated in strategic decision-making that impacts the entire organization. 鈥淭his for me speaks to ensuring that any HR intervention, or all HR interventions, should directly contribute to new organizational outcomes,鈥� says Starfield, who has an established track record for success in managing HR transformations at leading global organizations. 鈥淸It] also speaks to how we think about people. Every person in our organization needs to believe and feel that they are part of a growth environment where everybody has opportunity to thrive.鈥�

Building a High-Performance Learning Culture

Vodafone identified that one of its most pressing HR business needs required investment for critical digital and technical skills. The company wants to add 7,000 software engineers to its technology capability by 2025. To set itself up for success, it is giving top priority to building an equitable and representative workforce that is supported by a strong employer brand.

To leverage the brilliant potential in the organization, the company is doubling down on upskilling and reskilling its workforce for improved employee engagement. Vodafone aims to make learning an integral part of every person鈥檚 day and, as Starfield says, 鈥渢o ensure people feel empowered to own their development in easy-to-find tools and to drive their growth.鈥�

Integrating Cloud HR for Actionable Insights

Vodafone began its HR transformation journey by implementing cloud-based 51风流SuccessFactors solutions to help integrate all functions, processes, and data. The team worked with 51风流partner for AI-driven talent attraction and processes, to help ensure end-to-end process enablement. The flexibility of (51风流BTP) has enabled Vodafone to address any unique requirements.

With the pilot rollout of 51风流SuccessFactors solutions for , integrated with , Vodafone is enabling real-time exploration of roles, costs, and environments. The company aims to gain visibility into sourcing and attracting the skills it needs for its future success. Starfield explains, 鈥淭he ultimate objective is to inform the resourcing operational plans in each market and the talent and learning interventions globally but also at a market level.鈥�

Vodafone also needed to consolidate multiple sources of data for better insight and intelligence. Building a unified foundation for analytics is helping the company achieve 鈥渢otal workforce understanding鈥� that includes data from solutions. Starfield describes this integration as 鈥渃ounting and understanding every heartbeat working, irrespective of the legal relationship to our organization.鈥�

Employee Experience: Simple, Accessible, Personalized

Vodafone has already achieved impressive results with its HR transformation. The project has generated greater efficiency and introduced hyper-automation from AI-powered tools. Vodafone has increased the number of new hires (+26%), improved diversity in hiring (+19%), and reduced candidate cycle times from 24 to 12 days. Its overall net promoter scores have jumped from -15 to +47.8.

The new mobile-enabled employee experience, using 51风流SuccessFactors solutions for employee self-service, ensures that employees can access Vodafone鈥檚 HR system from anywhere and at any time. 鈥淚t鈥檚 really critical that we provide access to information and processes at a time and in a way which best suits employees,鈥� says Starfield. 鈥淩eally central to this is making sure that the information we present to employees is personal and purposeful.鈥�

Furthermore, to advance its vision for a high-performance learning culture, Vodafone has adopted a 鈥渨hole person鈥� view of each employee to accelerate learning and talent development at all levels of the organization. It also uses (LXP), built for 51风流SuccessFactors customers, to blend 51风流SuccessFactors Learning and 51风流SuccessFactors Work Zone for a personalized, captivating experience that offers unlimited learning resources. The engagement on the learning platform has been outstanding, as employees have completed more than 555,000 hours of learning within six months of the launch date and created more than 32,000 skills profiles in the system.

Starfield attributes this success to making it easy for employees to find learning and development aligned with their goals. 鈥淚t鈥檚 all about making it really simple for people to understand where they are in their development journey,鈥� he says, 鈥渂ut also understand how they can address anything they are interested in and any potential skills gaps they have.鈥�

To learn more about Vodafone鈥檚 amazing HR transformation, including lessons learned and advice, watch the .

To further expand its global business, GC Biopharma selected 51风流SuccessFactors solutions for its human resources (HR) transformation.听Its legacy HR portal was developed long ago, and its IT team encountered many challenges in responding rapidly to employees鈥� change requests. Employees did not access the legacy HR portal often due to its inferior user experience and limited access to the PC environment.

To improve the situation, GC Biopharma leveraged to design and implement its new HR portal, which serves as the main entry point for all employees to access the corporate HR systems through both PCs and mobile devices.

New HR Portal Designed along SAP鈥檚 Human-Centered Approach to Innovation

The 51风流AppHaus team worked with customer representatives by first listening to the end users and accurately defining the as-is situation. The joint project team investigated the HR business scenarios for several personas, including employees, managers, and executives, and discovered their needs and pain points. As a result, the team defined a set of essential HR tasks, such as time and attendance management, talent recruitment, and employee training, and validated the end users鈥� expectations for the new HR portal.

51风流AppHaus designed various cards on 51风流SuccessFactors Work Zone tailored to the customer’s needs and developed user interface (UI) integrated cards with the 51风流T&I Platform Adoption and Advisory team. Through this journey, the customer team was able to get various ideas for configuring their own HR portal.

鈥淲e鈥檙e delighted that 51风流SuccessFactors Work Zone now serves as the main entry point to our whole HR system. Mobile access is now available and the system is more responsive to the needs of our employees,鈥� says Youngwoon Kim, corporate human resources officer at GC Biopharma.

Based on 51风流SuccessFactors Work Zone and (51风流BTP), the solution enables a personalized employee experience when using the HR portal as well as a rapid response to users’ change requests.

Easy Maintenance Thanks to 51风流BTP

51风流BTP supports easy maintenance without code development by utilizing the appropriate application with 51风流SuccessFactors Work Zone based on employee requirements. Also, flexible portal configurations for HR personas 鈥� that is employees, managers, and executives 鈥� for individual HR tasks are available.

Moreover, 51风流SuccessFactors Work Zone allows IT users to develop in the PC environment and seamlessly adapt to the mobile app without any further development. Therefore, end users can easily access HR-related information on both PC and mobile devices, which increases its accessibility and utilization.

The new HR portal went live in October 2022, ushering in both improved functionality and user experiences for more than 2,300 GC Biopharma employees.

Euree Hawer is a senior UX designer for 51风流AppHaus Korea.

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

Creating a Future-Ready Workforce

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

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

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

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

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

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

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

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

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

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

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

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

Four Culture Keys听

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

Culture Key #1: Reward and Recognize Learning

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

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

Culture Key #2: Leadership Support and Role Modeling

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

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

听Culture Key #3: Close the Awareness Gap听

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

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

Culture Key #4: Technology Enablement听

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

For any organization, hiring and onboarding employees as well as ensuring they are paid correctly and on time is mission critical. These processes introduce significant complexity due to variations in legislation and practices across different geographies and industries.

With our human-centered design philosophy, we have built a frictionless and intuitive employee experience that truly values everyone鈥檚 time. Core to this experience is built-in localization, compliance, and local language. The 51风流Globalization Services team works side-by-side with 51风流SuccessFactors to build and deliver these capabilities for all our products, including time management.*

I鈥檓 thrilled to say that this focus along with the investments we鈥檝e made in time management are paying off, both in terms of customer adoption as well as positive feedback from the market.

In the past year, we鈥檝e seen 122% growth in the number of timesheets created and a 163% increase in time off events created amongst more than 6.8 million active users. It鈥檚 great to see this product growth amongst our 51风流SuccessFactors Time Tracking customers in over 150 countries.

Ventana Research has just published its Workforce Management Value Index for 2022, naming 51风流SuccessFactors as a leader overall as well as its top choice for Workforce Management Customer Experience.

Moreover, Brandon Toombs, veteran 51风流SuccessFactors consultant, author, and distinguished 51风流mentor, summarized his thoughts last month on Twitter, writing 鈥淭he rate of innovation in 51风流SuccessFactors Employee Central Time Management and 51风流SuccessFactors Time Tracking has been very impressive over the past year. This is a space to watch for anyone in the 51风流or 51风流SuccessFactors ecosystem looking for time management. Kudos to the team.鈥�

Let鈥檚 take a look at some of the specific enhancements that have contributed to this momentum and how the product is delivering even more value to our customers.

51风流SuccessFactors Time Tracking

As with the entire 51风流SuccessFactors Human Experience Management Suite, our focus on employee experience comes to the forefront with , a solution launched in 2021. The solution addresses more advanced use cases for organizations, with a significant focus on deskless workers. Since then, we have invested in additional time recording channels, like mobile, to enable workers to quickly and easily log time events from their preferred device.

We鈥檙e making it easy for hourly employees to track time, regardless of how they prefer to do so. Time tracking can be done directly from the 51风流SuccessFactors homepage, or through the mobile punch clock (released in 2021) available both on the Web with a fully responsive user interface (UI) and through the 51风流SuccessFactors iOS and Android applications.

51风流SuccessFactors Time Tracking can easily be integrated with time tracking hardware, such as clock-in/clock-out terminals, biometric scanners, and mobile devices, to confirm that time and event data is both received and checked for accuracy to ensure employees are properly paid for the time recorded. 51风流SuccessFactors has developed certification for hardware vendors to help ensure these integrations are of the highest quality for our customers.

51风流SuccessFactors Time Tracking can also receive data from shift planning systems that enable correct timesheet recording and calculations, including accruals. And, we鈥檝e built direct integration for 51风流SuccessFactors Time Tracking with 51风流SuccessFactors Employee Central Payroll (cloud) and 51风流ERP Human Capital Management (on-premise) to deliver the fastest and most robust connection between these two systems, tightly integrating time and payroll.

Lastly, we鈥檝e introduced anomaly detection with automated notifications so that alerts are created for events like a missed a clock-in/clock-out event. Mistakes are inevitable. This feature helps catch other anomalies such as when employees are late, have worked too many overtime hours, or when they work past flextime hours.

Workers interact with time tracking very frequently, sometimes multiple times in a single day. This is why our investments in time tracking innovation have been focused on delivering a best-in-class employee experience that鈥檚 available anytime, anywhere.

Time Off

Part of putting employees at the center of business means giving them the tools to easily use their time off, so they remain refreshed, rested, and ready to do their best work. 51风流SuccessFactors has long had a robust solution for time off, and thus our incremental investments have been primarily focused on localization. As a result, we provide a feature-rich time off solution that is deployed in over 150 countries today.

As we invest in greater automation and the surfacing of contextually relevant content for employees, we have introduced time off engagement cards, which nudge employees with reminders to take time off when they have not done so in a while. We have also introduced the ability for employees to buy and sell leave within the platform, so that employees have additional flexibility based on their own work-life preferences.

Our investments in time off functionality ensure that our solution can be used by more customers in more geographies, while providing employees with greater work-life balance and flexibility.

Time Administration

Finally, I鈥檇 like to tell you a bit more about how we鈥檝e been making managers鈥� lives easier with our investments in time administration. This begins with proactive workflows that present managers with contextually relevant content to help make approvals quick and simple. Approvals are now automatically sent to managers via interactive cards available on the 51风流SuccessFactors homepage and mobile app, as well as 51风流SuccessFactors Work Zone. These cards enable managers to quickly view all pending approvals, approving or denying them with a single click or tap, without leaving the homepage. In the future, we plan to make these interactive cards available in even more places for quick access and approvals, like Microsoft Teams.

We have also introduced a reporting dashboard available to managers and administrators for time management. The reporting dashboard is easily configurable to enable the quick creation of customized reporting as well as several predefined reports based on typical time management scenarios.

Our investments in time administration help make the job of managers and admins faster, easier, and better informed with easily accessible, real-time reporting data.

We鈥檝e spent the past couple of years making strategic investments in our time management solution to ensure our customers have a simple, powerful, and connected set of time management tools. We鈥檙e so excited to see the momentum these efforts have netted in terms of customer adoption and sentiment. Customers who have adopted our cloud time management solution are benefiting from continuous and rapid software-as-a-service (SaaS) innovation that continues to grow over time. Lots more to come!

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

*Customers with specific or niche requirements can augment the standard product with solution extensions and partner applications available on the 51风流store.

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.

鈥淗aving dealt with significant disruption that鈥檚 impacted every aspect of operations, CPG organizations are coming out of the last two years with a new ethos about the employee experience,鈥� said Michael Esau, Global HR Value Advisory at SAP. 鈥淭o consistently produce and deliver the freshest foods and highest quality goods that consumers want, leaders realize they have to create an environment where people really want to work and can make the most valuable contribution. Being a great place to work is something that management at leading companies takes extremely seriously, and they鈥檙e creating a connected, knowledgeable, motivated workforce that鈥檚 united across departments in meeting the customer promise.鈥�

A Value Proposition That Keeps Workers Engaged

Regardless of where employees work at CPG companies 鈥� factory floor production, remote and in-person office work, and throughout distribution channels 鈥� digital technology is central to creating a personalized employee experience that will align people towards shared goals while addressing their unique career path. At the most basic level, automating systems of record to keep employee information updated is a must-have for organizations, especially contact data, position, and location. Over time, digital systems speed up processes like employee transfers, reducing wasted time and keeping employees engaged in what matters most, getting their job done. One example is Warburtons, the UK鈥檚 leading bakery brand that relies on 51风流solutions.

鈥淪upporting the development of our leaders who are adapting to new ways of working, and our efforts to transform how we execute our work daily, continues at pace,鈥� said Sue Yell, HR director at . 鈥淟everaging technology where and when we can to streamline processes is essential to enable our people to focus on our customers and the service we provide. This will ensure we can continue to build a foundation of sustainability, which is crucial to our long-term growth.鈥�

Personalized Employee Learning

In the wake of the post-pandemic talent shortage, leaders at CPG companies are rethinking employee learning as a powerful strategy to attract and retain people. But in this era of the personalized employee experience, reskilling and upskilling options depend on each worker鈥檚 unique situation. Some workers are looking for the resources to close skill gaps and move up the career ladder. Others may opt to stay where they are. Becoming an employer of choice requires companies to provide employees with choice.

鈥淧eople want easier access to knowledge that will expand their skills so they can make a more valuable contribution to the company,鈥� said Esau. 鈥淔or example, integrating data across 51风流and non-51风流systems, brings together all of someone鈥檚 professional information in one place from their mobile device or desktop browser. People can see what鈥檚 expected for their current and aspirational roles and responsibilities, including health and safety. They can explore training sessions and connect with colleagues to learn faster from each other.鈥�

Leaders Rally Employees with Empathy

As disruptive as these last few years have been for CPG companies, the cultural shift has been a revelation for managers and workers. Leaders are leading with greater empathy for employees. Many turned to survey instruments such as to better understand employee needs and respond effectively. The Intelligent Enterprise connects data into the business, revealing employee engagement ratings, why people stay or leave, and how workers are feeling. With this information, leaders can make better decisions to improvement employee engagement and manage teams for business resilience. Minus historical precedents, organizations are redefining the culture, meaning how the business operates and people behave.

鈥淎s we continue to operate through these times of disruption, it鈥檚 crucial that we preserve our cultural DNA 鈥� delivering high quality products to our customers on a daily basis,鈥� said Yell. 鈥淲e achieve this by reinforcing our family values with our existing employees and recruiting听future employees听who we believe will demonstrate the same level of care in baking and distributing our products.鈥�

As the direct connection between CPG companies and consumers grows, so will the need for agility. Integrating data across different systems, organizations can anticipate and act quickly before the next disruption occurs, rallying employees around business model changes with a shared vision and the skill-building to help the company address changing market demands. When employees select a company as their employer of choice, customers will always follow.

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A prime example is , where innovations like air taxis and space travel herald a new era. is equally exciting as manufacturing revs up to localize production in many countries.

鈥淐ompanies must prioritize ongoing development to address the significant shift in how employees expect to work and what they expect from their employers,鈥� said Jill Popelka, president of . 鈥淏y building a culture of lifelong learning, companies set themselves 鈥� and their employees 鈥� up for success. Individuals can develop the skills they want and need to build a career that is personally fulfilling. And companies can build an agile and adaptable workforce that can overcome ongoing change.鈥�

Digital Learning Platforms Are the Future for Manufacturers

Leaders in A&D and industrial manufacturing have an aging workforce, many of whom opted for retirement during the pandemic. A&D stalwarts are up against a bevy of startups, especially in the latest space exploration sectors where many have gone . Similarly, industrial manufacturing doesn鈥檛 captivate recent graduates the way startups exploring net new innovations can. Younger engineers are drawn to more nimble startups where they have the freedom to assume greater responsibilities on exciting projects. To build and maintain a qualified, diverse workforce in this market, companies are turning to centralized digital learning platforms.

鈥淪iloed information is one of the biggest challenges in the A&D manufacturing industry,鈥� said Torsten Welte, global vice president and head of A&D Industries at SAP. 鈥� dynamically connects content from numerous applications in systems across the organization. The employee can track project performance and quality, collaborating with others to share ideas and make improvements, which they can apply individually and team-wide. Training and skills development is embedded in everyday activities while the platform tracks and monitors appropriate certifications and renewals.鈥�

Industrial Manufacturing Retools Employee Development

In some countries, midsize manufacturers are expanding local production facilities as a hedge against disrupted supply chains. Sparked by the pandemic, these changes are having a far-flung impact on talent recruitment and career development.

鈥淢idsize companies are often located in spacious, but remote areas less attractive to people early in their careers,鈥� said Patrick Lamm, senior director of Industrial Manufacturing at SAP. 鈥淭hey lack the brand cache of well-known large players but are actually hidden champions and market leaders in their niche area. Many are actively recruiting from local universities and also starting their own local academies to upskill existing workers, providing them with a career path to move up and explore new technologies aligned to their digital transformation.鈥�

On-the-Job Training Innovations for Agility

Some A&D and industrial manufacturing companies are bringing in augmented reality (AR) and virtual reality (VR) to train and upskill employees. Digital simulations reduce airplane design cycles, dramatically increasing the pace of new release improvements. At one global A&D manufacturer, the combination of artificial intelligence (AI) with VR transformed airplane service and maintenance quality control, with self-directed learning modules at the point of fix and assembly.

鈥淚n-the-moment, ongoing learning guides workers so they can confidently meet the highest quality control standards. This is extremely important in highly regulated industries,鈥� said Welte. 鈥淐ompanies are also using , which provides step-by-step, 3D product assembly models using digital twins. Digital instructions and training speed up individualized skill development, especially for new workers who might get more overwhelmed.鈥�

Electronic work instructions using digital twins are particularly effective in keeping workers updated on fast-changing design elements. An industrial connectivity company brought intelligent data to mobile devices on the factory floor, reducing downtime by up to 50%, boosting knowledge sharing between employees, and improving worker engagement.

鈥淎s soon as development engineers release changes, it can be reflected in the electronic assembly instructions seamlessly,鈥� said Lamm. 鈥淭here鈥檚 no gap between design innovation and execution on the factory floor. Companies can upskill frontline workers for business agility.鈥�

Digital Transformation Requires New Learning Options

Digital training and development extends manufacturing operations to aftermarket services post-delivery and installation of equipment and machines. One automaker reduced field service calls by 20% using smart glasses that provided guidance and instructions in real time with integrated visualization tools.

鈥淩emote service is on the rise, allowing service technicians to log on and conduct maintenance and repair,鈥� said Lamm. 鈥淲ith digital work instructions, it鈥檚 easier to train people faster on self-service, anywhere, at their convenience, including mobile apps and videos. You should start small, piloting digital learning projects first, then scale up across teams based on those experiences.鈥�

Continuous, career-long learning is part of the workforce-centered strategy of every agile business. It鈥檚 just as flexible and dynamic as the digital transformation of high-growth industries worldwide.

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In today鈥檚 changing world of work, employees expect better experiences 鈥� especially when it comes to their learning, development, and growth. However, employees struggle with multiple outdated or inadequate systems and tools that create a fragmented digital experience at work.

The pressure is undoubtedly on executives, organizational leaders, and their HR teams to fill those gaps to create a workplace culture that is motivating, empowering, and fulfilling. They are expected to provide personalized work experiences that include access to individualized learning and growth, guided and simplified technology interfaces, continuous process improvements, embedded listening, and increased productivity and efficiency.

Organizations that deliver on these promises exceptionally well are usually more effective in attracting, retaining, and developing the best talent. However, this is easier said than done because no single definition of an ideal workplace meets everyone鈥檚 expectations. To create a truly empowering, engaging, and enriching environment, decision-makers must consider the unique locations, job roles, personal responsibilities, and situations that each employee faces daily.

At 51风流SuccessFactors, we understand the importance of fostering an environment where people are thriving, collaborating, and ready to succeed today and tomorrow 鈥� no matter where they work. And in virtually every case, that experience begins with technologies that cater to each employee鈥檚 whole self even as they evolve, making everyone consistently feel valued, heard, and recognized.

Personalized, Integrated Experience

A good starting point is giving employees the freedom to reimagine their work experience with hyper-personalized, team-centric, and project-focused workspaces created through the . This integrated digital experience connects the entire 51风流software landscape and third-party applications to help streamline work and intelligently surface relevant content, recommendations, insights, and actions.

By providing employees with a more simplified and unified digital experience tailored to their unique needs, 51风流SuccessFactors Work Zone can enable companies to increase employee productivity and efficiency.

For example, 鈥�(AKT Global) resolved the presence of inefficient communication and collaboration across borders and time zones to improve productivity and lower employee stress. As a result, its employees work smarter and faster now that they have 24/7 access to everything they need to keep up with changes 鈥� no matter where they work, what device they use, or where they are based.

Culture of Continuous and Agile Learning

Employees need on-demand access to individualized and engaging learning programs as part of their everyday experience. With learning established as a priority in the workspace, they are empowered to develop skills at their convenience and participate in opportunities to further develop their expertise and leadership abilities.

helps to foster a continuous and agile culture with learning that is personalized and relevant for each employee while being embedded into daily activities. Through learning workspaces employees can get access to relevant learning applications, information, collaboration tools, and content from any source 鈥� all through a single entry point and embedded into the flow of work 鈥� to be able to benefit from a more simplified and contextual way of learning. Organizations can then help ensure their people feel empowered to own their career path and growth while helping them become more engaged and develop the skills that align with current and future business needs.

鈥�(Rich鈥檚) is taking advantage of the solution to support a culture of continuous learning. The family-owned food company sought to elevate its training and development program with a modern, consumer-grade learning experience for its associates. By mapping and enabling access to learning content with individualized recommendations, Rich鈥檚 offers its associates a customized view of their development plans and objectives and connects them to integrated external content libraries and resources on demand.

Employees Retained with Opportunities They Want

According to joint research from鈥�, making job opportunities visible and accessible in the workforce helps improve retention by aligning employee interests with strategic priorities. But first, most companies require a conscious shift that embraces each employee鈥檚 whole self 鈥� who they are today, who they are becoming, and the value they bring as individuals.

By adding the 51风流SuccessFactors Opportunity Marketplace solution to their workspace, employees can find short-term assignments, fellowships, learning recommendations, and mentors. The solution can empower everyone across the organization to pursue multiple opportunities for professional development, networking, and project participation.

Meaningful Work Shaped by Real-Time Feedback

Measuring work experiences helps businesses remain agile and strive to give employees what they need to feel supported, productive, and engaged. With , organizations can evaluate how employees are doing, listen to their feedback, and respond to their concerns quickly and effectively.

To enable a people-centric business transformation, luxury retailer听 combines employee experience data with operational HR data. This approach allows the business to gain new insights, identify areas for improvement, and foster a culture where all employees are engaged and fully equipped to provide exceptional customer service. Chalhoub uses Experience Management solutions from 51风流and Qualtrics to actively listen to its workforce and provide the right training, processes, and tools. The company is capturing feedback at every interaction touchpoint and discovering new ways to meet unique employee needs and continuously improve everyday work experiences.

As a result, the company is redesigning and optimizing key aspects of the employee journey. For example, its HR transformation priorities are supported by hard data on the issues that employees really care about, driving greater emphasis on employee well-being and recognition as top strategic goals.

All Wrapped with a Human Experience

HR organizations are constantly challenging their business executives and organizational managers. They know that seemingly adequate access to technology is no guarantee that an employee鈥檚 specific needs are met. Meanwhile, it is understood that remote and deskless workers face even more complexity in their experiences, such as limited bandwidth and privacy controls, as they juggle work with their personal circumstances.

With 51风流SuccessFactors Work Zone, 51风流SuccessFactors Learning, 51风流SuccessFactors Opportunity Marketplace, and Experience Management solutions from 51风流and Qualtrics, organizations can deliver engaging, individualized experiences that enable everyone to thrive.

Stephanie Craig is global director of Solution Marketing for 51风流SuccessFactors.

51风流provides:

• An integrated suite of end-to-end business applications to run your business across all industries and lines of business
• A comprehensive business-centric platform, with a unified programming model and unified design system, bringing IT and business together to modernize processes and enable rapid innovation 鈥� now

The low-code/no-code offering services in 51风流BTP empower IT and citizen developers alike to quickly build enterprise-ready apps, automations, workflows, and chatbots no matter their skill level or coding expertise. Our customers can build enterprise apps fast with SAP鈥檚 unified development experience and an ever-growing array of pre-built business content for any line of business, all natively integrated with your 51风流applications.

Examples include to automate tasks in any line of business 鈥� be it finance, sourcing and procurement, manufacturing, sales, and services 鈥� and almost for the 51风流Workflow Management service.

Another example is 51风流SuccessFactors Work Zone, which offers a prepackaged experience specifically to address the needs of HR organizations based on 51风流Work Zone, with additional functionality such as workflow and mobile services. It has been recognized recently as a Top HR Product by and the . Additionally, 51风流Business Application Studio comes with pre-built components, wizards, and sample apps.

51风流unifies the developer experience with low-code and no-code enhancements on 51风流BTP to help:

• Maximize speed and agility and reduce total cost of ownership (TCO) through accelerated delivery
• Bridge the gap and increase adoption through co-development between business and IT
• Enhance return on investment (ROI) by leveraging existing investments through seamless integrations
• Accelerate time to value by implementing best practices with pre-built content packages

Our low-code/no-code offering covers three areas:

For process automation, we offer 51风流Workflow Management and 51风流Intelligent RPA, enabling citizen developers to easily build workflows and to automate tasks. On top of that, 51风流Process Automation can bring no-code process automation to the next level. 51风流Process Automation is currently available for co-innovation partners, with general availability planned for the first quarter of 2022.

For low-code/no-code application composition, we launched 51风流AppGyver and new functionalities in 51风流Business Application Studio to enable the entire developer continuum to accelerate application development. 51风流AppGyver allows citizen developers to build highly sophisticated standalone applications or extensions without writing a single line of code. With 51风流Business Application Studio, we also deliver a simplified application development journey to the professional developer with a low-code perspective.

In the area of digital experience, we are offering 51风流Work Zone, 51风流Launchpad, and 51风流Mobile Start to help drive employee productivity and make newly built apps available to everyone in the company.

What Else Is New at 51风流TechEd?

Let鈥檚 go into some specifics for each of the areas in our new unified low-code/no-code offering:

• 51风流Business Application Studio has seen a dramatic improvement in development productivity through the low-code/no-code experience now available.
• We鈥檝e also fully integrated the acquisition in the no-code space. 51风流AppGyver is now part of CPEA, available to all our customers as well as planned through the free tier model in the first quarter of 2022.
• We鈥檝e made significant improvements in our SAPUI5 technology performance, which can be of immediate benefit to 51风流S/4HANA and any other 51风流product built on top of the technology within 51风流BTP.
• Launching 51风流Process Automation brings an elevated user experience for citizen automation in a no-code development environment. To make citizen developers fully productive, the new solution provides end-to-end automation capabilities leveraging advanced workflow management and embedded RPA functionality in a simple drag-and-drop user interface.
• Last but not least, we鈥檝e delivered artificial intelligence (AI) into our workflow engine, so that the AI system monitors the context with which you approve or not on a given workflow, building up the relevant models of your approval process flow. Your workflow becomes more and more intelligent over time, out of the box.

I invite you to attend 51风流TechEd sessions to learn more about our low-code/no-code offering and how 51风流BTP is now accessible to anyone. You鈥檒l find a selection of personally recommended sessions below. Let鈥檚 explore together how 51风流BTP can help you rapidly integrate, automate, and extend business processes for security and performance at scale across your organization.

Michael Weingartner is president of 51风流Business Technology Platform Core at SAP.

鈥淧roviding a great workplace experience for our employees is a top priority,鈥� confirms Yoav Ventura, co-founder and managing partner at AKT Global. 鈥淭he sudden shift from hybrid to fully remote work during the COVID-19 pandemic and the expansion of our workforce to include both on- and off-balance-sheet talent forced us to rethink how we manage and engage with our people.鈥�

As part of this rethink, AKT Global implemented the solution to help build a digital communication and knowledge management platform that gives each employee a digital workspace, providing a personalized overview of relevant information, insights, and actions.

Thanks to the extensive library of design and functionality widgets available in the 51风流SuccessFactors Work Zone solution, AKT Global was able to build a custom homepage for the new workspace in just a couple of weeks, bringing together business information that previously was siloed. Next, the company conceptualized and mapped out detailed knowledge base articles (KBAs) that make it easier for employees to find any information they need. The ability to create and update KBAs also empowers people to share their expertise while working remotely.

The digital workspace is integrated with the company鈥檚 51风流SuccessFactors solutions for core HR and talent management. It serves as the first port of call for communicating with colleagues, exchanging information, reading the latest company news, signing up for virtual events, completing onboarding and training, and submitting HR queries. And, with native integration to Microsoft Teams, project and work collaborations are integrated too.

鈥�51风流SuccessFactors Work Zone is helping us to constantly improve our organization鈥檚 effectiveness and engagement by creating one space where employees can find everything they need to get their work done and to be productive,鈥� says Ventura. 鈥淭hey can easily communicate and collaborate with each other no matter where they are based. Employee exposure and engagement with HR and company communications has increased by 50%, and we鈥檝e seen a 20% efficiency improvement within the first few months alone.鈥�

The digital workspace also empowers managers with the insights they need to become better leaders. The integration between 51风流SuccessFactors Work Zone and AKT Global鈥檚 People Management Digital Coach solution 鈥� Global Winner of the 51风流SuccessFactors Work Zone Innovation Challenge 2021 鈥� means that the digital workspace can nudge managers to take positive actions towards their team members. For example, an employee鈥檚 upcoming return from maternity leave, pulled from the 51风流SuccessFactors Employee Central solution, would trigger a nudge to her manager on how to welcome her back and re-onboard her for a smooth transition back to work.

Ventura concludes: 鈥�51风流SuccessFactors Work Zone helps us to bring our global remote workforce together as one team as we continue to grow and helps us create the right workplace experience for employees, keeping them informed, engaged, and productive.鈥�

Edith Krieg is part of 51风流Reference Management and Content.

In听late July, we launched the to engage our partner ecosystem听to come听up with creative and innovative solutions to听address critical workplace challenges. They were asked to harness the power of our digital workplace solution that combines various applications across the enterprise into a single personalized touchpoint,听and build on (51风流BTP).

Our partners went above and beyond to develop a variety of concepts, tackling timely issues such as employee engagement, learning and development, the manager experience, and COVID-19 compliance.

After a nine-week sprint, we received 16 unique use cases from partners around the globe. An internal panel of experts evaluated the entries based on their impact on employee experience and the business, as well as their functional depth, creativity, and connectivity.

We are thrilled to announce five regional winners and, from those, an overall global winner! You can still vote for the Fan Favorite by .

Global Winner Is AKT Global:听People Management Digital Coach

People Management Digital Coach empowers managers across all levels, functions, and industries听to boost听morale, improve well-being, increase employee retention, prepare for change, and unite teams in a personalized, timely, and intuitive way.

鈥淭he individual manager plays a critical role in attracting, retaining, developing, coaching, supporting, and so much more when it comes to employee well-being and engagement,” said Yoav Ventura, co-founder and People Cloud Solutions managing partner at AKT Global. 鈥淭he pandemic has made the manager role even more important, and much harder to perform. With the flexibility and adaptability of 51风流SuccessFactors Work Zone and the 51风流Business Technology Platform, we were able to create a forward-thinking solution triggered to generate just-in-time, specific, action-oriented tips and learnings for managers.鈥�

Regional Winners

APJ: Blueprint Technologies

BEAP: Blueprint鈥檚 Enterprise Alumni Portal听helps businesses maximize the potential of their former employees by improving alumni experience and engagement. Alumni can use this solution to remain connected to the organization, access documents and learning content, network with colleagues, and pursue future career opportunities.

EMEA North: Flexso

Scheduling Team Resources and Change of Home Address听helps shop floor managers identify and assign the most qualified team members to specific tasks and respond to shifting deadlines and escalations from a single application. They can also address training needs for new and existing employees.

MEE: NOVO Business Consultants

The New Everyday Life with COVID-19听gives new consultants a simple way to surface the latest COVID-19 regulations and guidance based on location. They can also access relevant resources to help them navigate day-to-day tasks while feeling protected and connected.

North America: Deloitte

Maintenance Supervisor Reimagined听harmonizes disparate applications and stakeholders spanning Floor Manager, Maintenance Supervisor, and Maintenance Team roles into a single automated, mobile-accessible, and seamless end-to-end process.

Thank you to all teams who participated in the 51风流SuccessFactors Work Zone Innovation Challenge.听It has been truly inspiring to see our听partners across the world work听with enthusiasm听and听energy to continue driving innovation for our customers.

To learn more about these submissions, tune into the听 keynote on demand. And view and vote for your favorite by October 15, 2021.

Maryann Abbajay is chief revenue officer for 51风流SuccessFactors.

They also highlight the direction HR technology is headed. Submissions are judged听based听on innovation in the HR tech space, with particular attention to how these tools are breaking new ground, how much value they add to the HR function, how intuitive they are for users, and whether they deliver what they promise.

Launched in late 2020, the 51风流SuccessFactors Work Zone solution is a digital workplace that combines various applications across the enterprise into a single personalized touchpoint. Built on the 51风流Business Technology Platform, it connects different systems from 51风流as well as third-party applications so employees can access everything they need at work — from company communications to learning opportunities to planning parental leave — and complete tasks without toggling between applications.

According to HR Executive, 51风流SuccessFactors Work Zone 鈥渉as high aspirations for boosting productivity, engagement and even speeding up decision-making by bringing the apps together and aligning them with the needs of the business.鈥�

Organizations around the world and in more than 20 industries are choosing 51风流SuccessFactors Work Zone to transform their employee experience and drive cultural transformation that supports broader business goals.

, a leader in agricultural technology, selected 51风流SuccessFactors Work Zone to modernize its approach to HR and create a unified employee experience.

鈥�51风流SuccessFactors Work Zone made the difference,鈥� said Walter Wolf, head of Human Resources at GRIMME Landmaschinenfrabirk GmbH & Co. KG. 鈥淥f all the solutions we evaluated, 51风流SuccessFactors Work Zone was the only one that could integrate both 51风流SuccessFactors HXM Suite and third-party applications such as Microsoft SharePoint and Teams into a single digital workplace with a unified user experience. And as a bonus, it also gives our employees a collaboration platform and knowledge base.鈥�

An important feature of 51风流SuccessFactors Work Zone is the ability to provide a holistic employee experience for both knowledge and deskless workers. The latter make up a staggering 80% of the workforce and includes workers who do not have consistent access to an internal system, such as people who work in retail shops and manufacturing factories, drivers, sales reps, and many more.

Royal Mail Group, for example, built its personal development platform called “The Fridge” using 51风流SuccessFactors Work Zone to help connect, educate, and upskill its 140,000 employees.

鈥淲e鈥檙e using 51风流SuccessFactors Work Zone to change the entire employee experience of our HR tools and our HR platform,鈥� said IT Director Adam Walden. 鈥淲e are making sure that we are giving our people and line managers the right tools, the right skills, and the right environment for them to support the business going through this transformation.鈥�

In another example of fostering greater collaboration, , a county in Baden-Wurttemberg, Germany, is using 51风流SuccessFactors Work Zone to coordinate support services for migrants and refugees. Its “Integration Portal” serves as a one-stop shop for volunteers and local authorities to connect and exchange information in a transparent, collaborative way. This is helping migrants and refugees access the essential services they need and integrate into their communities.

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What鈥檚 Next for 51风流SuccessFactors Work Zone?

Since launching 51风流SuccessFactors Work Zone last year, we鈥檝e continued to build new innovations and integrations that benefit our customers. We have delivered dozens of guided experiences, workspace templates, and integrations. These updates help simplify deployments with out-of-the-box templates and continue to improve the user experience.

At SuccessConnect on October 13, we will announce the winners of the 51风流SuccessFactors innovation challenge! For this challenge, we invited our partners to submit new and innovative use cases for 51风流SuccessFactors Work Zone to help improve the employee experience and change work for good.

Maryann Abbajay is chief revenue officer for 51风流SuccessFactors.