鈥淲e are on the brink of a revolution in HR technology,鈥� SuccessFactors Chief Revenue Officer Maryann Abbajay said, speaking to customers recently at . 鈥淎I and other new intelligent technologies are transforming the way we work. Organizations are acutely aware that having the right skills today and cultivating these skills for the future is crucial to stay ahead. So, we must focus on our people 鈥� and the technologies that enable them to bring out the best in themselves.鈥�

51风流research found that the top three reasons why HR leaders want to use skills data across their people practices are to match people to opportunities, develop members of their organizations, and have workforce planning that makes sense based on skills. Additionally, a sample of more than 4,000 employees revealed that time savings, quality, and efficiency are the top three most desired outcomes when it comes to AI at work.

Speaking at SuccessConnect, HR leaders from five forward-thinking organizations 鈥� 尝鈥橭谤茅补濒, Eurobank, BT Group, American Honda, and SAP 鈥� shared insights from their HR journeys and how new advancements in HR tech are putting people at the center of business.

尝鈥橭谤茅补濒 Creates a Future-Fit Organization with Skills and Learning

Global beauty brand keeps its people strategy as forward-thinking as its brand. 鈥淭his People Vision is to be the most inclusive, innovative, and inspiring people company,鈥� said 尝鈥橭谤茅补濒 Deputy Chief Human Relations Officer Isabelle Minneci. 鈥淭o remain forward-thinking, we leverage this unique people culture, which cares for each individual, and we embed diversity, equity, and inclusion as part of our HR fundamentals.鈥�

L鈥橭real鈥檚 HR community drives three actions to advance a challenger mindset within the workforce. It builds a skills-driven organization to foster people and business growth. It invents new ways of working and harnesses the best of tech to deliver inspiring people experiences. And it leads transformation for HR and rest of the organization to remain agile. 

尝鈥橭谤茅补濒 uses cloud-based solutions from 51风流SuccessFactors 鈥� including 鈥� to inspire amazing people experiences. For a future-fit workforce, 尝鈥橭谤茅补濒 invests 鈧�120 million each year in learning as it continually reskills its employees to boost agility and innovation. 鈥淭hanks to 51风流SuccessFactors,鈥� Minneci said, 鈥渨e have linked the skills with the jobs and with our learning program, which enables us to really offer personalized learning journeys for our employees and to make sure that we prepare the future.鈥�

Eurobank Ensures Compliance and Empowers the Workforce

is one of Greece鈥檚 largest employers, with about 6,500 employees and 鈧�81.5 billion in total assets under management. It uses cloud-based solutions from 51风流SuccessFactors HCM to help ensure compliance with local labor legislation, support more strategic decision-making, and deliver on its promise of a great employee experience.

Eurobank began its journey with 51风流SuccessFactors over six years ago, said Maria Tachataki, head of People Technology and Internal Communications, Eurobank SA. 鈥淲e have increased efficiency and eliminated paper usage,鈥� she said. 鈥淢ost of all, we have enhanced our people empowerment by providing more accountability, responsibility, and work mobility. 51风流SuccessFactors has been our ally and our companion in an ongoing journey of growth and transformation.鈥�

In April 2022, a new Greek labor law required local banks to implement a digital work card that integrated with the Ministry of Labor鈥檚 platform for real-time monitoring of work schedules, shift planning, and overtime. Effectively, it meant Eurobank鈥檚 employees needed to clock in and out at their specific work times 鈥� or the bank would incur steep penalties. The company needed a digital solution that was accurate, reliable, efficient, and scalable. It had to have seamless integration with the 51风流SuccessFactors platform, payroll, and the Ministry of Labor鈥檚 platform. And it needed to have very detailed monitoring and audit trails. Eurobank chose and leveraged (51风流BTP) for flexibility and connectivity. As a result, it now reports 99% performance (an improvement of 75%) and 45% reduction in instances when employees forget to clock out. Read more here.

鈥淔or us the next move is AI and skills, in terms of more strategic workforce planning,鈥� Tachataki said. “We aim to transition from merely filling positions with people to focusing on talent and strategic workforce planning based on upskilling, and skills taxonomy. This is our next big challenge.”

BT Group Builds the Digital Colleague Experience

Global telecommunications company is accelerating its HR transformation with the infusion of AI to build its Digital Colleague Experience. Recently, the organization unified core HR by moving its UK payroll of 80,000 colleagues to , using 51风流BTP for extensibility and innovation. The launch of the AI copilot and generative AI early adopt program is another highlight in what the company鈥檚 HR Technology Director Nick Hawkes described as an 鈥渋ncredibly busy 12 months.鈥� As he noted, 鈥淭his is an exciting phase for us. Those digital foundations within HR were really important. We鈥檝e gone from four HR systems, three payroll systems, down to one, which was an important milestone.鈥�

鈥淲e鈥檝e been on the AI journey a little while now,鈥� he continued, underscoring BT鈥檚 commitment to security through the establishment of a responsible AI team and guardrails to evaluate and implement acceptable AI use cases. Working collaboratively with BT鈥檚 legal teams, data governance, and 51风流has given the company鈥檚 HR team an edge for advancing AI use cases that elevate the employee experience. 鈥淗aving those levers to pull really allowed us to achieve a quick rollout,鈥� he said, referencing 51风流Business AI.

In the shift to becoming a skills-based organization, BT aims to implement the talent intelligence hub, which can provide organizations a centralized system for skills for 51风流SuccessFactors solutions, to help drive better planning and strategic workforce planning across the organization. Hawkes is optimistic about how AI will enhance the BT鈥檚 Digital Colleague Experience: 鈥淲e can see in the data a 40% increase in efficiency in terms of what Joule brings to the organization, so we鈥檒l double down on that.鈥�

American Honda Charts Digital Journey with People-Centric Focus

is on a journey to become a carbon-zero company by 2050 鈥� in effect, evolving from a hardware-defined company to a software-defined company. 鈥淚t鈥檚 a transformation we view internally as the second founding of Honda. That means digital experience is very important,鈥� said Rich Richardson, senior vice president, Human Resources, American Honda, describing how the new strategic direction is leading to increased focus on the employee experience. 鈥淲e have developed a plan to engage our associates on a digital journey that has a number of tenets critical to making sure our associates are at the center.鈥�

In January 2023, American Honda went live with 51风流SuccessFactors HCM to provide seamless access to HR information and opportunities for upskilling. To ensure the best outcomes for its AI journey, American Honda established a Responsible AI Council to govern AI usage, evaluate use cases, maintain standards, and foster communication and transparency across the organization.

This year, the company joined an 51风流early adopter program to learn how AI can accelerate its vision for a future-ready workforce. 鈥淲e have four use cases that we鈥檙e piloting right now with 850 associates. They鈥檙e around Joule, compensation insights, enhanced writing, and goal creation. We鈥檝e been getting feedback along the way with those pilots, and we鈥檝e seen some really good results,鈥� Richardson said.

Employees in the pilot share overwhelming positive feedback on the AI-based innovations, reporting 80% favorable feedback overall. To ensure a great employee experience that benefits all employees, Richardson wants to further understand why employees might be hesitant to fully embrace the new AI-led tools: 鈥淲hen we can uncover that 鈥� whether its communication, change management, or on the technical side 鈥� we think we can have a really positive rollout of these use cases to our associate population and, ultimately, save time and energy and effort.鈥�

51风流Accelerates a Skills-First Workforce with AI

For , a global leader in enterprise applications and , a strong people culture is integral to its mission to help the world run better and improve people鈥檚 lives. 鈥淎t SAP, people are very close to our heart. And that goes back to our founder, Hasso Plattner,鈥� said 51风流Chief People Officer Gina Vargiu-Breuer, recalling Plattner鈥檚 observation that 鈥渨e can be proud of our culture because our culture is very much one of customer-centricity, innovation, and people.鈥� 

SAP鈥檚 People Agenda, essential to its transformation to a cloud-first company, comprises three pillars: SAP鈥檚 growth culture, a skills-led people ecosystem, and game-changing people technology. The People Agenda is underpinned by a strong foundation: a people-centric work environment that is nurtured by employee well-being, safety, and health as well as diversity and inclusion to create a feeling of belonging at SAP. 

To build a skills-led people ecosystem, 51风流is using the AI capabilities of the 51风流SuccessFactors HCM suite to gain visibility into the skills of the workforce and improve the employee experience. With the AI-powered growth portfolio in 51风流SuccessFactors talent and learning solutions, 51风流is currently focused on increasing skills transparency to help employees focus on growth and career opportunities.

鈥淚n the growth portfolio, we are relying on AI,鈥� Vargiu-Breuer said. 鈥淲ithout having a market-centric skills taxonomy and without having skills transparency across the entire workforce, it鈥檚 very difficult to have, for example, personalized learning and career development opportunities. So, AI is absolutely essential.鈥� 

Making Every Employee a Success Story

As these inspiring stories show, 51风流customers are using HR technology to support their people agendas and drive HR transformation in their organizations. By advancing productivity and the employee experience, customers are harnessing the power of 51风流SuccessFactors solutions to make every employee a success story.

Watch on demand.

51风流SuccessFactors customers convened recently at , SAP鈥檚 annual human resources customer event, held October 28-30 in Lisbon, Portugal, and on demand through . Attendees learned more about how 51风流鈥� the world鈥檚 largest cloud HR tech vendor 鈥� is leading the market with unmatched investment in and delivery of new AI capabilities. As announced at the event, 51风流is delivering new innovations and embedded AI, including 30 new AI use cases, across the suite to help provide organizations with greater efficiencies and unparalleled experiences.

鈥淥ur mission is to make every employee a success story,鈥� Dan Beck, president and chief product officer for 51风流SuccessFactors, told customers at SuccessConnect. 鈥淲e鈥檙e really at a special point in the arc of technology. This is why I truly believe the next two years of HR tech, the way we can impact the workforce, is going to be more interesting than the prior two decades鈥�.The world is moving very quickly. The world is not standing still. And as a trusted partner, 51风流SuccessFactors can help you stay ahead in that always-changing world.鈥�

AI Boosts SAP鈥檚 Core HR and Payroll

With the 2H 2024 release of 51风流SuccessFactors, available in November, customers can benefit from SAP鈥檚 steadfast commitment and investment in AI and gain new generative AI capabilities that help improve the employee experience across the talent lifecycle. For example, managers can receive help in making AI-assisted 360-degree reviews. SAP’s AI copilot can guide new hires through the onboarding process, nudging them to complete data review forms and e-signatures. AI-assisted writing capabilities can help employees complete tasks, with text translation available in the same window. Joule will be able to support 80% of the most-used business tasks across SAP鈥檚 portfolio by the end of the year.

SAP鈥檚 unique approach to is founded on the principles that every AI use case must be relevant, reliable, and responsible to ensure that it is compliant with ethical, business, and privacy regulations around the world. 51风流is deeply committed to the ethical development of AI, with its Global AI Ethics Policy, Steering Committee, Advisory Panel, and more.

Beyond infusing even more AI capabilities throughout the 51风流SuccessFactors HCM suite, 51风流continues to lead the market with a strong global HR core that combines the power of , , and . SAP鈥檚 HR core is cloud native, AI-enabled, and can scale to meet any customer need. Differentiating it from other vendors, 51风流SuccessFactors Employee Central is equipped to help handle diverse regulatory and compliance requirements, with localization for more than 100 countries for core HR and payroll supported in 52 countries. For HR teams, this can bring peace of mind regarding risk and compliance, avoidance of penalties, and the ability to focus on other strategic initiatives.

Customers that use 51风流SuccessFactors Employee Central Payroll can look forward to updates in the first half of 2025, including a new user interface for unified user experience, a payroll control center to help manage all payroll process activities, and a position and budgeting control for compliance in the public sector. With the update, employees can use Joule to ask questions about their pay slip and receive answers in seconds 鈥� creating a better experience for employees while saving HR time addressing service tickets.

To ensure that HR doesn鈥檛 operate in a silo, it鈥檚 vitally important that it鈥檚 connected to everything the larger business is doing, as Beck explained. Together with the rest of the , customers can deliver a unified, consistent, and connected experience for employees no matter where they sit in the business. And (51风流BTP) helps them connect it all.

Ahold Delhaize: Putting Associates in the Driver鈥檚 Seat

Netherlands-based is one of the world鈥檚 largest food retail groups, with more than 402,000 associates globally serving 63 million shoppers each week. In 2018, it began an HR transformation to unify its complex and fragmented HR landscape. A lack of unified processes and a scattered tech stack was holding business leaders and their teams back from completing their people-related work and impacting the organization鈥檚 decision-making. Most associates are deskless, so building a mobile experience that gave them access to their data was an important goal for the project.

鈥淭his required consolidation and streamlining of our existing HR processes onto a single, secure platform 鈥� and for us that was [SAP] SuccessFactors,鈥� said Barbara van der Zanden-Sandtke, global head of HR Tech, Data Innovation, and Associate Experience at Ahold Delhaize.

To achieve its goals, Ahold Delhaize took a phased approach to its implementation of 51风流SuccessFactors Employee Central and 51风流SuccessFactors Employee Central Payroll. By summer 2023, it had completed the implementation and began to focus on how an improved employee experience will benefit the future of its associates. As Tim Piepers, senior director HR Technology Platform at Ahold Delhaize, summarized, 鈥淲e are putting our associates in the driver鈥檚 seat 鈥� of their data and information, learning and development, and career trajectories. And as a result, we are building a more strategic, agile, and future-forward company.鈥�

Talent and Learning with AI-Based Career Recommendations

To address the skills gap, talent and learning is consistently one of the most critical areas of investment for HR leaders. 鈥淯ltimately you can鈥檛 hire yourself out of a skills gap,鈥� said Beck, who noted that many HR leaders are looking for ways to reskill their workforces for the future needs of the organization. 鈥�51风流has been investing significantly to solve this problem and I鈥檓 excited to introduce a new solution for us, the 51风流SuccessFactors Career and Talent Development solution. This combines the best of our talent products into a single guided experience, an all-new look and feel for data-driven career planning.鈥�

Employees will be able to access new insights about their growth and career development. They will be able to receive AI-assisted recommendations for career growth, such as skills, roles, and learning opportunities. The new solution helps empower employees and managers for better strategic workforce planning.

To support customers in becoming skills-based organizations, 51风流is enhancing the talent intelligence hub, which can enable customers to automate the creation of a skills library based on job roles, continuously build employee鈥檚 skills profiles as they grow, and enrich job profiles. 鈥淭he objective behind the talent intelligence hub is to infuse skills throughout the entire talent journey, associated with your profile, directly from recruiting,鈥� Beck said. 鈥淎ll of this is built on top of 51风流Business Technology Platform.鈥� 

The talent intelligence hub 鈥� available to all 51风流SuccessFactors customers 鈥� helps enable customers to move from being reactive to proactive on skills while offering a personalized employee experience. As announced at SuccessConnect, the talent intelligence hub is now an open, extensible platform that can integrate skills data from 51风流partners. This helps customers by consolidating and standardizing skills data on one platform for better visibility. The first 51风流partners to integrate with the talent intelligence hub include , , , , , , , and .

Capgemini Empowers Employees with Skills-First People Management

is a leading strategic partner that helps organizations unlock the value of technology for business transformation. Headquartered in Paris, France, Capgemini has 340,000 employees working in 50 countries. It fosters a culture of growth and continuous learning, empowering clients and employees with its promise: 鈥淕et the future you want.鈥�

鈥淭his promise is at the heart of everything we do and really drives our people strategy,鈥� said Jihane Baciocchini, head of Global Talent Acquisition, Capgemini. 鈥淥ne of the main pillars of making this promise a reality is skills. Investing in skills means investing in people, which is really driving our HR strategy.鈥�

Capgemini鈥檚 approach is determined largely by the needs of its clients to drive their sustainable and digital transformations, Baciocchini explained: 鈥淭he reality is our clients are now expecting us to anticipate the skills they will need in the future. The same goes for our people.鈥� Its emphasis on skills makes Capgemini a valued partner to its clients and an employer of choice for top talent.

Capgemini uses 51风流SuccessFactors solutions to power the entire employee lifecycle, from hire to retire. With the talent intelligence hub, employees will receive personalized career path recommendations linked to their skills and aspirations within the .

Strategic Partnerships and Extensibility That Accelerate Value

51风流SuccessFactors has more than 350 partner apps in to help provide trusted and integrated solutions for unmatched flexibility on a wide range of business needs, including wellness, benefits, learning, and time tracking. As the needs of the workforce and business change, customers can use these certified solutions to extend 51风流SuccessFactors technology in a consistent, reliable way.

The newest solution extension partners include , which extends 51风流SuccessFactors time capabilities with shift management and integrates with the 51风流SuccessFactors Time Tracking solution; and , which orchestrates learning across the entire talent lifecycle and integrates with the solution.

WalkMe helps organizations adopt technology faster, reduce training costs, and increase value on investments, with some early adopters reporting a 200% improvement of task completion. At SuccessConnect, 51风流also announced its intent to add pre-built WalkMe content into 51风流SuccessFactors solutions, which will be commercially available in the first half of 2025, allowing customers to improve employee experience and adoption across common workflows.

鈥淎s our ecosystem continues to grow, keep in mind that we are part of SAP, which means, among other things, we benefit from that robust technology layer, 51风流Business Technology Platform,鈥� said Beck, addressing customers that may be working with many third-party HR applications and are interested in extensibility of 51风流SuccessFactors solutions. 鈥淕ood news: you can build that with 51风流Business Technology Platform. We have low-code no-code technology to allow you to build your own application, integrate it, build a workflow, and secure it, with a custom card coming off the 51风流SuccessFactors homepage. We have the most robust technology platform in the world.鈥� 

Frit Ravich Leads with People and Culture at Its Core for a New Era of Technology

, a family business founded in 1963 in Girona, Spain, manufactures and distributes chips, snacks, and nuts. With a team of 1,100 employees and presence in 25 countries, Frit Ravich is a company that has people and culture at its core.

In 2017, the company adopted 51风流SuccessFactors to drive its transformation. Today it is taking its business to the next level with 51风流Business AI to ensure no one is left behind. Maria Sal贸, Frit Ravich鈥檚 chief people and culture officer, summarized the organization鈥檚 approach to its people strategy: 鈥淣ot to change people, but to help them make the most of changes by unlocking their full potential.鈥� For Frit Ravich, that meant carrying out its HR transformation 鈥� a project the team named 鈥淏utterfly鈥� 鈥� with company culture 鈥淔eel Frit鈥� at the center and in sync with its business objectives.

Frit Ravich Talent Manager Rebeca Montilla explained: 鈥淎t Frit Ravich, 51风流SuccessFactors isn鈥檛 just a tool. It is the core of every process. Our entire strategy is supported by the 51风流SuccessFactors portfolio, fully integrated into the day-to-day lives of every employee. The tool usability is very high, with 96% of our employees using it. Our organization is making adoption part of every employee鈥檚 development.鈥�

Based on the success of the Butterfly project, Sal贸 looked ahead optimistically: 鈥淭he disruption of AI reminds us that transformation isn鈥檛 about facing changes, it鈥檚 about making the most of them. We aim for a more flexible organizational structure, moving beyond a purely functional vision to a skill-based organization. We鈥檝e already shown that Frit Ravich doesn鈥檛 leave anyone behind. And that鈥檚 still true in this new era of AI.鈥�

Watch on demand.

The announcements were made at , SAP鈥檚 annual human resources customer event, October 28-30 in Lisbon, Portugal.

鈥淥ur announcements today represent a major leap toward a future where every organization has a single source of truth for its people data and skills intelligence, enabling data-driven decisions across the entire business,鈥� said Dan Beck, President and Chief Product Officer,聽51风流SuccessFactors solutions. 鈥淲e are not embedding AI in a vacuum. These innovations will activate unparalleled insights and reliable results for 51风流SuccessFactors customers.鈥�

Building an Open Skills Ecosystem to Fuel AI-Based Career Recommendations

Skills continue to be a top concern for business leaders. According to Gartner庐, 鈥淯ncertainty about skills needs and assets 鈥� only 8% of organizations have reliable data on the skills the workforce currently possesses and those that have the greatest impact on business success.鈥�*

51风流today introduced enhancements to the talent intelligence hub, which provides organizations with a centralized system for skills that drive career development and strategic workforce planning. Customers now can aggregate and harmonize data from third-party solutions in the talent intelligence hub to ensure a single view of skills for each employee and for the organization. The first partners to integrate with the talent intelligence hub will include , , , 聽, , , and , with more in the coming months.

51风流also has launched the 51风流SuccessFactors Career and Talent Development solution, a fully integrated offering, which combines the robust features of the 51风流SuccessFactors Succession & Development solution with the 51风流SuccessFactors Opportunity Marketplace solution, powered by skills data from the talent intelligence hub. This innovative solution empowers employees to set career growth goals aligned with personal aspirations and organizational needs. Through career path exploration, employees can map their skills to current and target roles and improve their readiness for their next opportunity.

These updates are complemented with dozens of new generative AI capabilities that improve the employee experience across the entire talent lifecycle. With the help of AI, for example, managers receive support in developing AI-assisted 360-degree reviews, which provide employees with actionable insights and a feedback summary that highlights their strengths and areas for improvement. SAP鈥檚 AI copilot Joule can now guide employees through the onboarding process, such as providing recommended meetings and nudging them to complete data review, forms and e-signatures.

AI Boosts SAP鈥檚 Core HR and Payroll

51风流leads the market with strong global core HR solutions, providing customers with country-specific compliance, content and support in more places than any other cloud HR vendor 鈥� 104 for the solution and 52 for the solution. By embedding AI throughout these products, organizations can deliver a better experience for employees while freeing up time HR professionals now spend addressing service tickets.

In the first half of 2025, employees will be able to ask Joule complex questions about their pay slip and receive contextually relevant information. Additionally, 51风流SuccessFactors Employee Central Payroll will include enhanced Payroll Control Center capabilities to manage payroll process activities and improve budgeting and control for public sector customers.

Accelerating Time to Value for Customers

In September, 51风流successfully acquired WalkMe Ltd., the leading digital adoption platform company. At SuccessConnect, 51风流announced its intent to add pre-built WalkMe content into 51风流SuccessFactors solutions which will be commercially available in the first half of 2025, allowing customers to improve employee experience and adoption across common workflows.

鈥淗R and people managers must deliver excellent, lasting and personalized employee experiences,鈥� said Zachary Chertok, Senior Research Manager for Employee Experience at IDC. 鈥淏oth leaders need to continuously align employee growth, goals, and motivators to ever-evolving sets of business OKRs. 51风流SuccessFactors is furthering employee experience management while supporting HR and people managers to better partner with employees to mutually value their growth and engagement. From AI modeling and forecasting to dynamic skills and value framing, 51风流SuccessFactors newest releases raise the bar for how to optimize and align employee experiences with the goals and needs of the enterprise.鈥�

and read the to learn more about the more than 250 innovations coming to the 51风流SuccessFactors HCM suite in November.

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Media Contact:
Bridget Carroll, +1 (267) 615-3589, bridget.carroll@sap.com, MT
51风流Press Room; press@sap.com

*Gartner Press Release, ““, 18 September 2024.
GARTNER is a registered trademark and service mark of Gartner, Inc. and/or its affiliates in the U.S. and internationally and is used herein with permission. All rights reserved.

This document contains forward-looking statements, which are predictions, projections, or other statements about future events. These statements are based on current expectations, forecasts, and assumptions that are subject to risks and uncertainties that could cause actual results and outcomes to materially differ.  Additional information regarding these risks and uncertainties may be found in our filings with the Securities and Exchange Commission, including but not limited to the risk factors section of SAP鈥檚 2023 Annual Report on Form 20-F.
漏 2024 51风流SE. All rights reserved.
51风流and other 51风流products and services mentioned herein as well as their respective logos are trademarks or registered trademarks of 51风流SE in Germany and other countries. Please see for additional trademark information and notices.

A recent report from the that 44% of employees鈥� core skills are expected to change in the next five years. To stay ahead in a constantly changing workplace, organizations must not only understand this shift but actively adopt new technology to drive reskilling and upskilling, data-driven decision-making, and continuous learning at scale.

Creating a Unified Skills Foundation for Learning and Talent

51风流provides the tools and intelligence needed for organizations to adopt a robust learning and talent strategy and meet this challenge head-on. The 51风流SuccessFactors HCM suite leverages embedded AI across the entire talent lifecycle, from recruiting and onboarding through ongoing learning and development. At the heart of this capability is the talent intelligence hub, a single source of truth for skills intelligence across the entire organization.

We recently announced that the talent intelligence hub can now integrate skills from external partners 鈥� a unique differentiator that truly empowers organizations to have one single view of the skills across their business while giving employees access to a constantly evolving skills profile. Partners like Beamery, Degreed, IMOCHA INC,聽Korn Ferry, Lightcast, Phenom, TalenTeam, and TechWolf will integrate their skills data into the talent intelligence hub 鈥� with more partners to come in the future. These partnerships can empower organizations to integrate existing skills frameworks and create a more unified, future-ready workforce.

鈥�51风流has invested heavily into its skills capabilities over the last several years and it is paying off,鈥� said Josh Bersin, industry analyst. 鈥淭he promise of a skills-led workforce only works if companies have their skills in one integrated place. With these new integrations, SAP鈥檚 talent intelligence hub does just that.鈥�

Driving Continuous Growth That Evolves Over Time

Building a skills foundation has been a top priority for HR leaders for several years. found that one-third of HR leaders plan to increase learning and development spending to develop evolving skills at speed and scale.

With an established skills foundation, organizations have the data to drive ongoing growth and development for their employees. 51风流has several solutions that work together to help provide an integrated employee experience that can adapt throughout their career: 51风流SuccessFactors Learning and the newly announced 51风流SuccessFactors Career and Talent Development.

Career paths are not linear. According to the , the Baby Boomer generation held an average of 12 jobs by age 56鈥�, and Millennials are estimated to hold up to 16 jobs in their career. Rather, it鈥檚 normal for employees to switch job functions that require upskilling, mentorships, fellowships, a lateral move, or a combination. 51风流SuccessFactors Career and Talent Development helps guide employees and managers to shape careers based on personal aspirations and organizational priorities. Using AI, it can recommend skills and experiences as well as clearly defined steps that an employee would need to meet their career goals. Recommendations can be enhanced and adjusted based on how that employee progresses 鈥� whether it鈥檚 by learning new skills or participating in a new opportunity.

A critical part of any career progression and upskilling is learning. 51风流SuccessFactors Learning can complement the personalized approach in 51风流SuccessFactors Career and Talent Development with AI-recommended content that helps foster curiosity and discovery. It can go beyond mandatory learning for safety and compliance to include content for topics and skills they are interested in. In addition, skills tagged to learning items help employees to discover the next learning steps reflecting their interests, needs, and for further growth. Data from 51风流SuccessFactors Learning can filter back to the talent intelligence hub, helping to ensure employees鈥� skills profiles are constantly up-to-date.

Customer Success with 51风流SuccessFactors

51风流is helping businesses like Norsk Hydro and Grundfos Holding stay ahead by combining cutting-edge AI capabilities with a comprehensive learning and talent strategy.

By leveraging the talent intelligence hub, Norsk Hydro has adopted a unified skills model that spans recruiting, onboarding, learning, development, performance, and succession. Each employee maintains a growth portfolio, empowering them to take ownership of their career development by adding role-specific skills and focusing on their priorities. Norsk Hydro has also embraced the new integrated learning experience, using AI to recommend relevant skills-based learning opportunities. By tagging courses with the right skills and connecting learning directly to business goals, Norsk Hydro ensures that employees can easily access the training they need to grow and succeed.

is harnessing the talent intelligence hub to foster a more agile, project-based work environment, empowering employees to take on diverse roles based on their skills rather than job titles. This strategic shift not only promotes internal mobility but also enhances employee retention and satisfaction by establishing clear pathways for professional growth and development. Additionally, people leaders now have a comprehensive overview of team members’ skills, facilitating immediate skill assessments and streamlining competency management across the organization. This approach enhances the ability to align talent with business needs effectively, driving both individual and organizational success.

With today鈥檚 rapid pace of innovation, having the skills data to fuel data-driven insights for workforce planning and employee growth will be a differentiator for organizations. 51风流SuccessFactors solutions are designed to scale and evolve as business and the workforce change.

Tune into to learn more about the latest innovations in 51风流SuccessFactors solutions, including 51风流SuccessFactors Career and Talent Development.

Dan Beck is president and chief product officer at 51风流SuccessFactors.

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

51风流Business AI 

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

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

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

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

Talent Intelligence Hub 

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

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

51风流SuccessFactors Career and Talent Development

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

User Experience 

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

With this release, employees can now:

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

Core HR and Payroll

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

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

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

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

51风流surveyed over 4,000 managers and employees globally about how AI is reshaping workplace dynamics and HR practices, and paint a complicated picture.聽

The AI Literacy Divide Is Shaping Workforce Perceptions of AI  

According to the survey data, the biggest factor influencing the workforce鈥檚 opinions of AI is their level of AI literacy, or their ability to detect, understand, and evaluate the technology. Compared to people with high AI literacy, people with low AI literacy were over six times more likely to feel apprehensive, seven times more likely to feel afraid, and over eight times more likely to feel distressed about using AI at work. Additionally, nearly 70% of people with high AI literacy expected to see positive outcomes from the use of AI at work, compared to 29% of people with low AI literacy. 

Respondents with high AI literacy were also more likely to have positive or egalitarian perceptions about how AI usage should 鈥� or should not 鈥� impact people decisions like performance reviews, career advancement, and compensation.  

When presented with a hypothetical scenario where two employees have exactly the same level of performance in the same job, with one using AI to complete their work and the other not, research participants expressed divergent views on how AI usage should be considered when making important people decisions:  

• Should AI usage improve performance reviews? More than half (55%) of people believed that employees who use AI should have better performance reviews than those who don鈥檛 use AI. This sentiment was even higher (64%) for workers with high AI literacy.  
• Should AI usage factor into compensation? Forty-four percent of people with low AI literacy believed that employees who use AI should be paid less than those who don鈥檛 use AI. Conversely, 46% of people with high AI literacy reported they believed compensation should be equal, regardless of AI use. 
• Should AI usage influence promotion? Forty-five percent of people believed that employees should have the same chance of promotion regardless of AI usage. Those with high AI literacy felt similarly, with the majority (57%) believing promotion odds should be equal regardless of AI use. 

It is a long-standing premise in management that better performance reviews should yield higher compensation and better chances of promotion. These mixed results show that the use of AI has complicated this, and they provide a clear reflection of the complex moment in time organizations and employees are navigating.  With any new technology comes a period of adapting our knowledge, attitudes, and behaviors related to it. These results show that even though AI adoption is accelerating, some employees are still grappling with foundational questions about the use of AI at work and forming their own assumptions 鈥� not just about the technology, but also about the people who use it.  

AI in Hiring Practices 

Interestingly, the findings also revealed that the majority of people want to work for companies that use AI in their hiring practices. Between 45% to 57% of people said that they would react positively if a company used AI tools in the hiring process, such as being more likely to apply for and accept a job offer, feeling more confident in their fit with their new job, and believing the hiring process to be more fair. This positivity was even higher for those with high AI literacy, with between 66% and 75% of the most AI-literate employees endorsing these positive reactions.  

The previous results about the impact of using AI on work outcomes showed that people have strong mixed opinions about employees using AI to do their jobs. However, these results indicate that employees are much more universally accepting when it comes to organizations using AI to improve practices like hiring. Organizations hoping to improve their practices by increasing efficiency and reducing biases are likely to be more successful at attracting talent, and especially talent with sought-after AI skills.  

What This Means and How to Address AI Literacy in Your Organization  

From this research, it鈥檚 clear that as AI becomes a more widely used tool at work, organizations must focus on and invest in AI literacy to help employees understand this new technology, increasing adoption and ensuring everyone is equipped to benefit from it. Our data shows that the most important aspects of AI education to improve sentiment and adoption are knowing how to use AI to achieve one鈥檚 goals and make tasks easier and being able to detect when a technology uses AI.  

Organizations can enhance AI literacy 鈥� and consequently AI adoption 鈥� through a variety of strategies, including:  

• Hands-on experience: Provide opportunities for employees to work with AI tools in practical settings, encouraging experimentation and familiarity.  
• Training and resources: Offer structured training sessions and resource libraries that cover AI fundamentals, specific tools, and real-world applications relevant to your organization. 
• Change communication: Whan adopting a new tool, be clear about how it works and the expected impact it will have on an employee鈥檚 experience.  
• Showcase wins: Share success stories about teams that have benefitted from the use of AI in their work and how it has positively impacted the organization.  
• Peer learning: Identify employees with high AI literacy and create structured learning sessions designed for early adopters to help upskill their peers through mentorship and knowledge sharing. 
• Promote a growth mindset: Cultivate an organizational culture that values curiosity and learning, helping employees to feel comfortable exploring AI technologies, asking questions, and providing feedback on their experiences.

Autumn Krauss is chief scientist at 51风流SuccessFactors.

Whether you鈥檙e new to 51风流SuccessFactors solutions, a longtime customer, or considering making a move, here鈥檚 what you can look forward to at SuccessConnect in 2024.

1. Join Three Inspiring Keynotes and See 51风流SuccessFactors Solutions in Action

The 51风流SuccessFactors leadership team will take the stage to discuss what is top of mind for HR and the in 51风流SuccessFactors solutions. You鈥檒l also hear from industry-leading customers on how they鈥檙e adopting our AI copilot Joule and generative AI to help unlock valuable insights, achieve new levels of productivity, and accelerate business outcomes with a best-in-class user experience. Plus, we’re thrilled to have Emmy award-winning actress and singer, Hannah Waddingham, join us this year to discuss her rise to fame, the importance of mental health advocacy, and women’s empowerment.

2. Explore Road Map Sessions and Discover What鈥檚 Coming

Get a front-row seat at our  to hear what鈥檚 new and what鈥檚 coming next for 51风流SuccessFactors solutions. From expanding on the unique strength of our cloud-native, AI-enabled global HR core to using the AI-enabled talent intelligence hub to help deliver an entirely new career development experience, we will share and show the latest innovations across our solutions. Also, learn about the exciting enhancements in the 51风流SuccessFactors technology foundation and how HCM can provide customers significant value as a critical part of SAP鈥檚 cloud ERP suite. Topics include integration, extensibility, security, system administration, and more. Attendees will have the opportunity to interact with product experts and ask questions during the live Q&A segment.

3. Experience Hands-On Lab Sessions

Elevate your learning with * that provide practical, real-time guidance. Dive into configuring and using our products while getting your questions answered on the spot. Topics include optimizing your position management processes with the 51风流SuccessFactors Employee Central solution, creating compelling stories from the data in 51风流SuccessFactors HCM, uncovering new enhancements for learners in the 51风流SuccessFactors Learning solution, and more. To wrap up this year鈥檚 hands-on labs, we鈥檙e hosting a where you and your peers can team up for a series of interactive exercises in a live 51风流SuccessFactors environment. The goal? Be the fastest team to accurately recruit, hire, and pay a fictional employee. The first team to complete the challenge will win a fun prize!

4. Learn Best Practices from 51风流SuccessFactors Customers

Hear practical tips from peers on a range of topics, including transitioning to a skills-based organization using AI, migrating from the 51风流ERP Human Capital Management solution to 51风流SuccessFactors solutions, and staying compliant with complex labor laws using our core HR, time, and payroll solutions. Learn how technology can advance diversity, equity, and inclusion (DE&I) initiatives, especially as expectations from environmental, social, and governance (ESG) investors and the public sector increase, or hear the experiences of 51风流SuccessFactors customers that have embraced AI early on to gain a competitive edge. HR leaders from companies like McDonald鈥檚, Volkswagen, 狈别蝉迟濒茅, Dr. Oetker, Delta Air Lines, Fujitsu, Eurobank, Aramark, and many others will inspire you with their stories. Plus, don鈥檛 miss the opportunity to engage in live Q&A with each of our customer speakers.

5. Meet 51风流Experts and Have Fun!

Make the most of various networking opportunities to connect with HR executives, peers, partners, industry analysts, and more. For attendees who enjoy in-depth, one-on-one discussions with our product, services, and support experts, don鈥檛 miss the chance to join sessions to ask your most pressing questions and build new connections. If you prefer interactive group discussions, join sessions, where our team will answer your questions and advise you on how to tackle key business challenges.

And finally, don鈥檛 forget to join us at Pavilh茫o Carlos Lopes for an exciting after-hours party on Tuesday, October 29. Experience the true essence of Portugal with an evening full of surprises, delightful cuisine, and fantastic music.

Explore the  to tailor your agenda to your specific role and interest. This year, we鈥檙e offering , to expand your knowledge of the 51风流SuccessFactors HCM suite. Additional fees apply.

If you are unable to attend the event in Lisbon, join us virtually by signing up for  on October 28-30, 2024.

*Hands-on lab session registration is required. Space is limited so speakers have time to answer attendee questions.

Lara Albert is global vice president of Product Marketing at 51风流SuccessFactors.

Guided by the organization鈥檚 clear , Coles鈥� team of 120,000 employees is dedicated to making a difference in the lives of customers and the local communities it serves.

In fiscal year 2020/21, Coles Group hired nearly 30,000 people to deliver on its business needs. Mike Virgo, head of Talent Acquisition for Coles Group, said this hiring volume was necessary to make sure the company was 鈥減ositioned well to support our customers.鈥�

The business environment, however, dramatically shifted as the public health crisis of the pandemic unfolded, resulting in repeated lockdowns and restrictions. As a neighborhood retailer dependent on in-person interaction to deliver most of its services, Coles found its workforce impacted by the pandemic. Faced with supply chain disruptions, panic buying behaviors by consumers, high employee absenteeism, and increased turnover, Coles urgently needed to step up its volume and pace of hiring to support its customers.

鈥淎round 2020-2021, we started to experience one of the most significant shifts in the employment market we鈥檇 ever seen,鈥� Virgo said in a at . 鈥淚t started to create huge challenges for organizations around the world 鈥� around how we attract, retain, and hire talent.鈥�

Catalyst for Change and a New Way of Working

To meet pressing business demands, Coles doubled its hiring volume from 30,000 to 60,000 people and increased recruitment advertising spend by a factor of three. Its talent acquisition team grew proportionally to manage the increased workload 鈥� but then labored under manual transactional activities that slowed processing times. As a result of the huge strain, variability in the candidate and hiring manager experience became noticeable.

Due to the volume of work, Coles looked for ways to evolve its system to create more speed, efficiency, and scalability. With a list of criteria, Coles began to review technology solutions on the market to find one that could support its vision for a new way of working. 鈥淲e wanted to reimagine how we recruit for our stores,鈥� Virgo said. 鈥淲e needed automation and AI to remove a lot of the manual work in our systems. We wanted to create more consistency and uplift the experiences we were giving our candidates and our hiring managers. And ultimately, [the solution] needed to drive commercial benefit for us.鈥�

As a key requirement, the new solution needed to integrate with . In 2020, as part of an organization-wide digital transformation that introduced 51风流S/4HANA and 51风流Ariba solutions, Coles modernized its HR and payroll processing, replacing a patchwork of outdated systems with 51风流SuccessFactors solutions. It became the first organization in the southern hemisphere to launch all modules of the 51风流SuccessFactors portfolio in one go. With all HR processes unified on a single platform, Coles benefits from having a single source of truth for people data that is accurate and available in real time for the entire organization.

Two-Way Integration Ensures Single Source of Truth in Data

To help with the project, Coles chose , an 51风流partner whose AI-powered Intelligent Talent Experience platform provides two-way integration with 51风流SuccessFactors solutions. Virgo said the two-way integration 鈥渁llows us to have a holistic view of the candidates that progress through the process, no matter whether the team is operating in Phenom or 51风流SuccessFactors, and it allows 51风流SuccessFactors to be our single source of truth.鈥�

There are several key benefits of Phenom鈥檚 solution at Coles. One is candidate attraction and engagement, which is achieved primarily through the Coles career site and chatbot. Another is recruiter automation and interview management, which provides automation and process efficiencies from when a job requisition is created in 51风流SuccessFactors solutions and replicated into Phenom until a hiring manager chooses a candidate for the job. Once a candidate is chosen, the two-way integration enables the HR team to access the data in 51风流SuccessFactors solutions and complete all compliance aspects, such as working rights, contract generation, and onboarding.

The Coles team gains additional efficiencies in its onboarding programs through the application of robotic process automation (RPA) powered by two bots that work in the background: Ashbotty processes the working rights and Usain Bot processes onboarding and manages pending recruits. 鈥淭hey take a lot of the transactional, manual work that we used to have team members doing. It can do that quickly, accurately, and it can do that 24/7 鈥� which is particularly important for us as a seven-days-a-week business,鈥� Virgo said. 

AI-Powered Experiences for Candidates and Recruiters

Coles reimagined the candidate experience to launch a modern, tech-enabled career site 鈥� which has been chosen as a two-time winner of Australia鈥檚 Best Careers Site. The site includes an AI-powered chatbot to guide candidates as they look for information, search relevant job postings, and submit their applications. It also includes Coles鈥� Expression of Interest, always-on advertising that drives the growth of its talent pool and advances its talent marketing by reducing the need to advertise every role. A Hosted Apply process, facilitated by integrations with Phenom, presents a consistent candidate experience and increases the conversion rate on applications.

Phenom AI Scheduling, a key part of Coles鈥� hiring experience, enables candidates to book themselves an available interview slot and automates the coordination of hiring team calendars. The new solution provides a fully mobile-enabled experience to meet the demands of candidates for an omni-channel, real-time experience where they can learn, read, and apply for jobs where and when they want.

Inundated by nearly 1 million applications each year to review, Coles also took steps to elevate the recruiter experience and increase the speed and accuracy of candidate screening and job matching. It implemented Phenom Fit Score, an AI-powered feature that assesses a candidate鈥檚 suitability for an open role, based on location and optimal travel distances, availability, and working rights; then, assigns a fit score and surfaces the most closely matched candidates to the recruiters. In addition, the new solution empowers in-store managers to collaborate with recruiters to review candidates and make quick hiring decisions with confidence.

Talent Pools Grow with Improvements to Hiring Speed and Efficiency

With the new augmented solution, Coles is experiencing tangible benefits across multiple categories and key metrics for success: time-to-fill is down six days; time-to-hire is down two days, which is impressive considering candidates can book the in-store interview up to two weeks in advance; and advertising spend is down 50%.

Most notably for Coles as a people-centric organization is the development of its talent pool, now numbering 2 million potential candidates. It achieves an 85% application conversion rate on up to 1 million applications per year. Through its to be a safe, inclusive, and diverse workplace, Coles has applied the new solution to provide greater accessibility for more diverse candidates, resulting in an increase of 24% more hiring for people who identify as having a disability. 

Virgo said that the talent acquisition team will continue to evolve its solution and assess more opportunities for AI and automation to bring value to the recruitment process. Although these technologies are not cure-alls for every recruitment scenario, they can save recruiting teams precious time and resources to focus on more high-touch interactions further down the recruiting funnel. In sharing lessons learned, Virgo noted, 鈥淚 think the important call out is the level of automation you can inject in your process will likely diminish as the seniority, complexity, and requirements of your roles increase because they are likely to be more high touch, perhaps need more interpretation or judgment calls from your recruiters to identify who the right talent is for your organization.鈥�

Watch on demand.

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

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

Pandora Becomes a Future-Ready Organization

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

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

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

BT Group Connects People for Good

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

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

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

Brightspeed Manages Rapid Growth and Contingent Workforce

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

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

Versuni Gains Agility with HXM and Connected Cloud ERP

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

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

狈别蝉迟濒茅 Creates Engaging People Experiences at Scale

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

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

Accelerating Business Performance

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

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

Here are three takeaways from this year鈥檚 SuccessConnect.

The Time Is Now to Adopt AI

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

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

Talent Intelligence Is Key to Closing Skills Gaps

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

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

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

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

A Powerful Cloud Foundation Drives True HR Transformation

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

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

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

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

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

AI will truly inspire and transform the way people work and how organizations unlock individual and collective potential.

To advance this transformation, 51风流announced new capabilities at its SuccessConnect event that harness the power of AI to help organizations address the skills gap and ignite the potential within their workforces. These capabilities are embedded across the entire to help elevate the employee experience and guide every people decision, from talent recruitment and internal mobility to learning and performance management.

鈥淭he richest source of potential in your organization is your workforce, all that they are today and all that they can be in the future,鈥� said Aaron Green, 51风流SuccessFactors chief marketing and solutions officer, speaking to the global HR community at SuccessConnect, held last week in Las Vegas, Nevada. 鈥淭his is an opportunity for us to embrace AI to augment the way that people work and that鈥檚 how we ignite their potential. This allows us to maximize the skills within our workforces.鈥�

Putting People at the Center of Business

Human experience management, an HR software category pioneered by 51风流SuccessFactors, puts people at the center of business with tools and technologies that help improve the employee experience and drive business results.

The 51风流SuccessFactors 2H 2023 release will include the general availability of new AI capabilities that can ignite potential in the workforce by raising employee productivity, increasing efficiency, and opening opportunities for growth and development. Joule, recently announced by SAP, is a natural-language, generative AI copilot that can truly understand business. Joule helps make it easier and faster for employees to navigate complex processes and for HR teams to respond to requests. In addition, new generative AI use cases help HR teams to elevate talent, recruiting, and learning.

51风流SuccessFactors solutions are part of the overall 51风流portfolio, one of the broadest suites of business applications available, all powered by 51风流Business Technology Platform (51风流BTP). The latest innovations in 51风流SuccessFactors HXM Suite are powered by to be relevant, reliable, and responsible. Learn more here. 

鈥淲e are in a phase of rapid acceleration of AI,鈥� said Green, who described how new AI use cases 鈥渨ill drive an outright transformation of two core facets of every organization: the way that people experience work and the way that we can unlock that individual and collective capability. That鈥檚 why we鈥檝e delivered 51风流Business AI that is truly built for business.鈥� 

Talent Intelligence Hub: The Engine of a Skills-Based Organization

Skills-based organizations, where skills take precedence over roles and titles, benefit through improved business agility and employee experience. The key to building a skills-based organization is the ability to accurately assess the current skills and capabilities of the entire workforce, identify skills that are needed for the future, and implement a learning and talent strategy that can effectively address the gaps.   

As the engine of a modern, skills-based organization, the is an AI-powered skills framework built into 51风流SuccessFactors HXM Suite that can drive an organization鈥檚 entire learning and talent strategy. Customers can benefit from having a single skills model that covers recruiting, onboarding, learning and development, performance, and succession. With a holistic view of the workforce based on skills data from multiple locations, they can make data-driven talent decisions and can more easily identify the right candidates for jobs.

Employees are empowered to take charge of their careers by guiding their own career development. The talent intelligence hub allows them to build and manage an individual growth portfolio, which includes their skills, competencies, aspirations, motivations, and work styles. Based on this data, they can receive personalized talent development recommendations, which can include assignments available on , mentors, and . The talent intelligence hub is now generally available.

鈥淎I has arrived just at the right period of time to give us this productivity boost we need to grow,鈥� Josh Bersin, industry analyst, shared in the keynote. 鈥淪o, if you have an old-style management leadership team that says hire, hire, hire, hire鈥hat鈥檚 not going to work anymore. It鈥檚 going to be automate, improve, redesign, reorganize 鈥� and that鈥檚 why these embedded AI tools like 51风流SuccessFactors produce will be essential to your company鈥檚 growth.鈥�

Delta Air Lines: Skills Development Advances Business Strategy

is one company that is evolving to become a skills-based organization. An early adopter of the talent intelligence hub in 51风流SuccessFactors solutions, Delta is building an employee experience focused on skills development and continuous learning that supports its business strategy. Employees will be able to maintain their own individual growth portfolios of skills and competencies and receive personalized learning recommendations for their skill development and career growth.

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. 鈥淲e want a winning workforce and that means being able to attract the best and brightest from everywhere. We need to be able to see this talent through a skills lens. Our 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�

Through its skills-first talent strategy, Delta eliminated degree requirements for more than 90% of non-executive roles in an aim to close the opportunity gap for talented employees who have been skilled through alternative pathways 鈥� emphasizing the retention and advancement of internal talent based on skills, competencies, and experience as a key driver of career mobility.

Delta has set a long-term goal of filling 25% of its corporate and management openings with current talent that is in customer-facing roles. An internal review of job descriptions revealed that many jobs required a college degree. Gregory said, 鈥淲e asked ourselves, do we care more about where their skills came from or if they have skills, are proficient in skills, are excelling in skills?鈥�

Eliminating unnecessary degree requirements has enabled Delta to move ahead in its goal of advancing more frontline employees with customer experience into its managerial ranks, which has benefits for its business strategy and customer focus.

This is just one example of how Delta uses the talent intelligence hub to drive individualized talent development and put employees at the center of its transformation. Read more here.

The Power of the Talent Intelligence Hub

The power of the talent intelligence hub was clearly shown during a demo on the main stage at SuccessConnect. Amy Wilson, senior vice president of Product and Design at 51风流SuccessFactors, underscored the advantages of integrating talent intelligence within the 51风流SuccessFactors HXM Suite. 鈥淵ou will benefit from the simplicity and the power of a unified talent lifecycle 鈥� with a common language and a shared set of insights. And this extends beyond HXM to our entire 51风流ecosystem,鈥� she said, highlighting 51风流S/4HANA, 51风流Fieldglass solutions, and partner applications. 鈥淲e are leveraging this rich data to dramatically improve the individual experience, from inferencing skills based on talent data to creating recommendations in the 51风流SuccessFactors Opportunity Marketplace to our brand-new learning experience.鈥�&苍产蝉辫;&苍产蝉辫;

The demo followed the talent journey of Jada, a retail associate at fictitious Cookie Delight, who has big aspirations to participate in the product launch of a new line of cookies. AI-generated learning recommendations guide Jada as she builds out her skills profile to apply for an assignment on the product launch team.

In 51风流SuccessFactors Learning, Jada can see personalized learning recommendations matched to what she needs to learn to stay compliant, what she needs to learn to succeed in her current job, and what she wants to learn. After she completes a course, her skill level in her individualized growth portfolio is updated to 鈥渁dvanced.鈥� In 51风流SuccessFactors Opportunity Marketplace, she finds an assignment to help with the new product launch and applies for the opportunity. 鈥淲e鈥檝e made it even better with this release,鈥� said Wilson. 鈥淲e鈥檝e added top picks for you, which are recommendations based on your skills and interests. And now the opportunities find you.鈥� 

The Future of Work Takes Off with AI

51风流has been helping organizations run their business processes for 50 years. Siva Sundaresan, senior vice president of Applications Engineering at 51风流SuccessFactors, provided a perspective for HR leaders on what the new AI capabilities will mean for the future of work.

鈥淎t SAP, we are committed to implementing AI with ethics, privacy, and security at the forefront,鈥� he said. 鈥淲e have led the market in human experience and we are excited to help you embrace systems of intelligence. Talent intelligence is just the beginning. We will expand AI use cases across our portfolio. When you include HR, finance, supply chain, customer experience 鈥� that鈥檚 when you can truly transform the business.鈥�&苍产蝉辫;&苍产蝉辫;

To learn more about creating skills-based organizations, register for this , to be held on November 8, 2023 at 11:00 a.m. EST.

51风流Global Partner Excellence Awards are a partner recognition program focusing on SAP鈥檚 strategic business priorities for the following lines of business: 51风流SuccessFactors, 51风流Customer Experience and Intelligent Spend and Business Network.

51风流Global 51风流SuccessFactors Partner Excellence Awards selected finalists and winners for their valuable contributions in helping realize SAP鈥檚 vision for cloud growth based on data and key performance indicators.

51风流Global 51风流SuccessFactors Partner Excellence Awards 2023: Winners and Finalists

51风流Global 51风流SuccessFactors Partner Excellence Award 2023 for Sales Success 鈥� Large Enterprise

• Winner: Deloitte

• Finalist: Accenture
• Finalist: EY

51风流Global 51风流SuccessFactors Partner Excellence Award 2023 for Sales Success 鈥� Midmarket

• Winner: Veritas Prime
• Finalist: EPI-USE
• Finalist: HR Path

51风流Global 51风流SuccessFactors Partner Excellence Award 2023 for Delivery Quality

• Winner: Deloitte
• Finalist: Accenture
• Finalist: EPI-USE

51风流Global 51风流SuccessFactors Partner Excellence Award 2023 for Customer Success Management

• Winner: NTT Data
• Finalist: Deloitte
• Finalist: IBM

51风流Global 51风流SuccessFactors Partner Excellence Award 2023 for 51风流Business Technology Platform Customer Success

• Winner: Ingentis
• Finalist: Replicon
• Finalist: Sodales Solutions

51风流Global 51风流SuccessFactors Partner Excellence Award 2023 for Fast Growth

• Winner: Grayscale
• Finalist: Go1
• Finalist: Phenom

Visit the . Follow 51风流at .

Media Contact:
Angelika Merz, +41 58 871-7216,鈥�angelika.merz@sap.com, CET
51风流Press Room; press@sap.com

This document contains forward-looking statements, which are predictions, projections, or other statements about future events. These statements are based on current expectations, forecasts, and assumptions that are subject to risks and uncertainties that could cause actual results and outcomes to materially differ.  Additional information regarding these risks and uncertainties may be found in our filings with the Securities and Exchange Commission, including but not limited to the risk factors section of SAP鈥檚 2022 Annual Report on Form 20-F.
漏 2023 51风流SE. All rights reserved.
51风流and other 51风流products and services mentioned herein as well as their respective logos are trademarks or registered trademarks of 51风流SE in Germany and other countries. Please see for additional trademark information and notices.

• AI Now Spans the Entire 51风流SuccessFactors Human Experience Management Suite to Guide Every People Decision

This new generation of AI-powered solutions for HR delivers on SAP鈥檚 comprehensive strategy to build an enterprise AI ecosystem of the future. 51风流SuccessFactors solutions are part of the larger 51风流portfolio, the broadest suite of business applications available. More than 26,000 customers of cloud solutions from 51风流have access to 51风流Business AI technology across multiple scenarios and partner solutions, keeping them relevant, reliable and responsible in a constantly changing world.

鈥淭he AI capabilities within 51风流SuccessFactors solutions will enable organizations to put people and their experiences first,鈥� said Aaron Green, Chief Marketing & Solutions Officer, 51风流SuccessFactors solutions, SAP. 鈥淭he collective power of our AI capabilities will help unlock new possibilities for people and for organizations by tapping into new levels of , performance and operational efficiency.鈥�

At the SuccessConnect event, 51风流will showcase the following AI capabilities, all of which will be generally available this month:

• Generative AI use cases help people leaders and recruiters create job descriptions and help employees find personalized learning recommendations to fuel their career development and growth.
• Joule is SAP鈥檚 natural-language, generative AI copilot. Joule helps people get work done faster and drive better business outcomes in a secure, compliant way 鈥� transforming the way business runs. Within 51风流SuccessFactors solutions, Joule is improving the employee experience by making 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; changing names, locations or personal pronouns; and more. More functionalities will be available in early 2024, such as clocking in and out, viewing pay statements and writing unbiased job descriptions.
• The talent intelligence hub within 51风流SuccessFactors solutions acts as an AI-powered engine for an organization鈥檚 entire learning and talent strategy. Embedded in 51风流SuccessFactors HXM Suite, it creates a skills portfolio for each employee in the workforce, able to infer skills and attributes based on, for example, data from performance feedback and dynamic teams. With the talent intelligence hub, organizations can leverage a single skills model to drive everything from recruiting and onboarding to learning and development to performance and succession. Employees can build and store data about themselves, including aspirations, motivations, styles and preferences. Managers can view, add and update skills and other attribute types for their direct reports. With the talent intelligence hub, organizations can gain greater visibility into skills coverage and gaps across teams to guide future workforce planning.

鈥�51风流continues to be a leader in the HR tech market,鈥� said Josh Bersin, global HR industry analyst, The Josh Bersin Company. 鈥淟everaging SAP鈥檚 worldwide footprint and industry depth, the company鈥檚 next-generation AI offerings help organizations hire, develop and upskill employees at scale.鈥� In-person and virtual attendees of SuccessConnect can learn more about how 51风流is delivering AI-powered solutions for HR. The annual conference brings together business, IT and HR leaders to share successful strategies for creating a future-ready workforce and a profitable business. By empowering people with intelligent technology, including AI, organizations can ignite the potential within their total workforce to respond to new opportunities with agility, creativity and purpose.

Visit the . Follow 51风流at .

Media Contact:
Jason Roberson, +1 (945) 210-2112, jason.roberson@sap.com, CT
51风流Press Room; press@sap.com

This document contains forward-looking statements, which are predictions, projections, or other statements about future events. These statements are based on current expectations, forecasts, and assumptions that are subject to risks and uncertainties that could cause actual results and outcomes to materially differ.  Additional information regarding these risks and uncertainties may be found in our filings with the Securities and Exchange Commission, including but not limited to the risk factors section of SAP鈥檚 2022 Annual Report on Form 20-F.
漏 2023 51风流SE. All rights reserved.
51风流and other 51风流products and services mentioned herein as well as their respective logos are trademarks or registered trademarks of 51风流SE in Germany and other countries. Please see for additional trademark information and notices.

As the future of work continues to evolve, organizations are tasked with building a dynamic and competitive workforce to stay ahead. Adopting a skills-based approach to talent management helps to identify, develop, and retain top talent. By shifting the focus from job titles and degrees to a comprehensive understanding of employees’ skills, businesses can have a more accurate and efficient evaluation of talent across all levels. This is where the power of the talent intelligence hub comes into play. With the right skills deployed to the right tasks, you can anticipate workforce changes and drive business agility and growth.

The talent intelligence hub can enable organizations to better understand, build, and leverage the skills of their workforces. It can connect individual skills, attributes, strengths, and preferences to both people and experiences throughout 51风流SuccessFactors solutions. By having talent intelligence integrated in 51风流SuccessFactors HXM Suite, customers can have the power and simplicity of a single skills model from recruiting, onboarding, learning and development, all the way through to performance and succession. 

The talent intelligence hub makes it possible to build a skills-based organization by:

• Uniting skills and other data to create a holistic picture of your workforce: Understand the skills of your workforce with a portable, open framework that combines skills data from multiple sources to help support data-driven talent decisions.
• Making it easy for employees to build their individual skills portfolio: The growth portfolio provides skills recommendations that come directly from data within 51风流SuccessFactors solutions as well as third-party skills data sources. Employees can describe themselves by including their aspirations, motivations, styles, and preferences. In addition, managers can use the team growth portfolio to help spot skills gaps quickly and assign skills for team members.
• Finding the right candidates quickly: Get assistance with candidate screening through system-generated candidate evaluations based on the skills required for the job.
• Enabling relevant learning and development: Surface personalized recommendations for upskilling based on skill gaps and roles employees aspire to have in the future. Intelligent recommendations include assignments, mentors, and dynamic teams to fuel ongoing growth.
• Empowering employees to take charge of their career: Career development experiences are connected and driven by the growth portfolio, including career pathing and predictions based on skills intelligence.

Delta Air Lines, an early adopter of the talent intelligence hub, is building a dynamic, skills-based experience for continuous employee learning using the talent intelligence hub in . Individual employees have a growth portfolio, which is a profile that includes their current skills and competencies mapped to formal and informal learning opportunities within and outside the organization, including AI-powered recommendations.  

鈥淲e are incorporating disruptive technologies like our AI-driven skills ontology that automatically incorporates industry trends with embedded intelligence,鈥� said Tim Gregory, managing director, HR Innovation and Workforce Technology, Delta Air Lines. 鈥淲e can say which skills are most important to Delta Air Lines and the employee can easily combine those with their current capabilities, strengths and styles, and aspirations to create a personal career path. All of the content is based on Delta-specific skills and personalized to each employee鈥檚 career goals.鈥�

With the talent intelligence hub, organizations can gain a holistic view of their people, a necessary foundation for building a future-ready workforce.

To learn more about how AI-powered talent intelligence can help skills-based organizations, register for this聽, to be held on November 8, 2023 at 11:00 a.m. EST.

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

Moving forward, the most effective leaders will embrace the fast-moving market dynamics. They鈥檒l invest in their people to help them acquire new skills and prioritize a culture that focuses on creating the best possible employee experience to ignite the potential of their workforce and business.

At , we are bringing together our global HR community, along with inspiration, ideas, and solutions 鈥� all in one place. You鈥檒l have the opportunity to connect with experts, partners, and peers to exchange best practices, attend hands-on labs, and see demos of the latest product innovations with 51风流SuccessFactors and partner solutions. You鈥檒l see the transformative power of AI in helping organizations streamline HR processes and enhance the employee experience to achieve new levels of efficiency and engagement first-hand. You鈥檒l gain the tools you need to ignite the potential of your total workforce and meet the demands of a changing world.

Whether you are new to 51风流SuccessFactors solutions or a longtime 51风流customer, here鈥檚 how you can get the most out of this year鈥檚 SuccessConnect event.

1. Join the Keynote and Learn More About the Power of AI for HR

In the , the 51风流SuccessFactors leadership team will take the stage to share what is top of mind for HR and how our latest innovations can help you build a future-ready workforce. Also, hear 51风流customers discuss how they are adopting intelligent technologies such as conversational and generative AI to unlock valuable insights, automate tasks, and transform experiences for employees, managers, and HR leaders to achieve better business results. Josh Bersin, HR industry analyst and thought leader, will discuss the intersection of AI and skills and the urgent need for HR leaders to harness the power of talent intelligence and AI to attract, develop, and retain the best talent, including case studies that yield best practices for maximizing return on investment.

2. Explore Road Map Sessions and See What鈥檚 Coming

Get a front-row seat at  to hear what鈥檚 new and what鈥檚 coming with our talent acquisition, core HR and payroll, learning and talent management, employee experience management, planning and analytics, mobile, AI, and sales performance management solutions. See how the latest investments in user experience (UX) are making a difference and get a detailed look at what is planned.

Plus, learn about exciting technology innovations that support . Topics include integration, extensibility, security, system administration, and more. Attendees will have the opportunity to interact with product experts and ask questions during the live Q&A segment.

3. Experience Hands-On Lab Sessions

There is no better way to enhance your learning experience than with .* Discover how to configure and use our products while getting your questions answered in real time. Topics include writing business rules to automate processes with the 51风流SuccessFactors Employee Central solution, creating compelling stories in the 51风流SuccessFactors People Analytics solution, exploring the latest version of goal management, enabling your learners to share their expertise using collections in the 51风流SuccessFactors Learning solution, cultivating diversity, equity, and inclusion using 51风流SuccessFactors solutions, and more.

4. Discover Best Practices from 51风流SuccessFactors Customers 

from your peers for hiring using AI and automation, taking learner adoption to new levels with self-paced, mobile, and virtual learning, modernizing core HR processes in the cloud, creating value through AI-enabled HR, and so much more. HR leaders from companies such as Google, Delta Air Lines, Microsoft, PepsiCo, AMD, Lockheed Martin, BT Group, Coles, Mercado Libre, and many others will inspire you to think and act differently to ignite the potential of your total workforce. Plus, don鈥檛 miss the opportunity to engage in live Q&A with each of our customer speakers.

5. Meet 51风流SuccessFactors Experts and Have Fun!

For attendees who enjoy engaging in discussions with our product, services, and support experts in a small setting, we invite you to join to ask your burning questions and foster new connections. Make the most of various networking opportunities to engage with HR executives, peers, partners, industry analysts, and more. Plus, join us at TAO Nightclub for an exciting after-hours party on Tuesday, October 3. Come experience a night full of surprises, amazing food, and great music in a Balinese-inspired tropical oasis setting.

on October 2-4, 2023 at the Venetian Convention Center in Las Vegas, Nevada, and explore the so you can tailor your agenda according to your specific role and topics of interest. If you are unable to attend the event in Las Vegas, join us virtually by signing up for on October 4-5, 2023.

*Hands-on lab sessions registration is required. Space is limited so speakers have time to answer attendee questions.

Lara Albert is global vice president 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 .

And it鈥檚 been no different here at SAP. We pivoted to virtual events when COVID-19 first hit, and then found ways to remain virtual but stay engaging and beat burnout when the pandemic continued. And now we are building out the vision of a hybrid event offering that balances in-person and virtual needs. Our 51风流Sapphire world tour is a great example of this new normal. By hosting in-person, virtual, and on-demand experiences in 2022, we met our customers, partners, and employees around the globe wherever and however they chose.

Through it all, we kept connection and community at the center 鈥� and this will continue in 2023.

We know how important it is to plan and make time to connect, so we are excited to confirm and announce several of our flagship events that we will be hosting in 2023:

• May 16-17, 2023: 51风流Sapphire Virtual
• May 16-17, 2023: 51风流Sapphire & ASUG Conference Orlando
• May 24-25, 2023: 51风流Sapphire Barcelona
• June 1-2, 2023: 51风流Sapphire S茫o Paulo

SuccessConnect

• October 2-4, 2023 in Las Vegas, NV

Additional 2023 Events

• 51风流Spend Connect Live: Fall 2023
• 51风流TechEd: Fall 2023
• 51风流Customer Experience LIVE: Date TBD

We are excited for the portfolio of events in the coming year, and we hope you are too! Want to make sure you get the latest updates for these events? Head over to our where you can sign up to be notified of any future event-specific updates.

We look forward to seeing you at an 51风流event in 2023!

As many organizations are discovering, however, traditional approaches to human resources (HR) management aren鈥檛 working in today鈥檚 business world. Faced with inflation, supply chain disruption, labor crises, skills gaps, and a silent mental health epidemic, employers are looking for a new style of HR.

Savvy organizations are moving swiftly to implement long-term strategies that support an agile, skilled, and healthy workforce. Offering employees new opportunities for skills development and learning is one of the ways they are building organizational agility. They are making people sustainability their leading priority for the future of work.

鈥淲e鈥檝e been staring down the learning problem for a long time,鈥� said Meg Bear, president and chief product officer for 51风流SuccessFactors, at . 鈥淚鈥檓 so excited to get past number of hours of training as the metric we look at and start talking about outcomes. How are people growing? What is it meaning to the business? How is it helping them to thrive in their careers?鈥�

Dynamic Time for HR

During the keynote session at SuccessConnect 2022, Bear and global industry analyst discussed why now is the right time for organizations to build a future-ready workforce through skills and learning 鈥� and why the talent supply pipeline is now the top priority for chief executives.

Bersin has talked to thousands of organizations to understand their workforce challenges during this time of industry transformation. 鈥淲hat we basically found is that every company is turning into a different company,鈥� he said. 鈥淚ndustries are converging. Retailers are getting into health care. Communication companies are getting into media. Car companies are getting into electric vehicles and batteries. It goes on industry after industry. As a result of that there is this huge demand for talent.鈥�

Bersin said this is a dynamic time in HR, citing a massive need for reskilling and deployment of people. Despite the pre-pandemic belief that automation would eliminate jobs, today there are not enough people available to fill open roles as companies grow and adapt to macro-economic conditions.

Chief human resource officers (CHROs) are taking their seat at the table to weigh in on some of the biggest opportunities for organizations. 鈥淲e鈥檙e sitting on the most important issues in the entire economy,鈥� said Bersin, who has deep experience advising organizations on corporate learning, HR, and talent management. 鈥淢ost CEOs have their CHRO鈥檚 sitting right next to them for all these issues. I think it is a big upskill and demand for us in HR. It鈥檚 a very, very exciting time to be in HR.鈥�

Bersin recalled the 鈥�4 Rs鈥� for adding talent: recruiting, reskilling, retention, and redesign. The challenge is that these HR functions are still siloed in most organizations. Addressing the audience, he said, 鈥淭he real solution to this is for you as an HR group/team/organization to come together and make sure you鈥檙e working in an integrated way, because the old model of HR was a service delivery model.鈥� He listed several siloed HR jobs and roles that have gone by the wayside, such as narrowly defined roles for specialists and business partners. 鈥淚t doesn鈥檛 work that way anymore. Everything is connected together. [鈥 It鈥檚 a big, big change in the way HR organizations operate.鈥�

Putting People at the Heart of Business

51风流SuccessFactors customers joined Bear and Bersin on stage to talk about their journeys. and & Sun Outdoors have relied on 51风流SuccessFactors to thrive through the pandemic and labor shortage, managing changing workforces by making transformative investments in their people. Communication and listening are how they put people at the heart of their businesses.

鈥淚 felt that we always did a good job listening to our team, but the pandemic really gave us the opportunity to show that we were listening more than ever before,鈥� said Marc Farrugia, executive vice president and chief administrative officer at Sun Communities & Sun Outdoors, which uses 51风流SuccessFactors to maintain constant communication with employees, provide tools and resources, identify skills gaps, and provide opportunities for additional training.

Farrugia is interested in expanding the skills and development possibilities for employees with new innovations featured at SuccessConnect 2022, such as the . 鈥淧eople鈥檚 choices and aspirations change so rapidly nowadays that giving them tools to communicate effectively and ultimately take charge of their own journey is what I think will help us continue to succeed,鈥� he said.

As the largest rural lifestyle retailer in the U.S., Tractor Supply Company is a 鈥渄emand-driven, needs-based company,鈥� said Hollie Cummings, the company鈥檚 senior director HR Strategy and Team Member Experience. So, when it came time to choose a new software solution for HR, the project team gathered feedback and ideas from the employees. 鈥淲e were really able to take a step back and listen to our team members. It鈥檚 really important for us to listen to them first,鈥� she said. 鈥�51风流was a top choice. [It] really matched up with our values and culture.鈥�

Skills and development are top of mind at Tractor Supply Company heading into 2023. 鈥淎s we look forward to 2023, our key priority will be career pathing, reskilling and upskilling our workforce,鈥� Cummings said. 鈥淎s we know, sourcing and attracting talent are more difficult today. We want to make sure we鈥檙e setting up our teams for success, and they also see a long-term journey with Tractor Supply. That鈥檚 really important for us.鈥�

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He remembered how his phone lit up with messages of outreach from people who wanted to express their lament — in a personal way — to Thurston, who is Black, for four centuries of racial injustice. 鈥淚t was real. It was awkward. And it was beautiful all at once.鈥�

The events of 2020 inspired Thurston to channel that energy into activating societal change for liberty, justice, and belonging. He said, 鈥淚鈥檝e learned a lot since then and I feel that I claim to teach, which is the best form of teaching, to learn at the same time.鈥�

Thurston recently took his message of empowerment and inclusion to people and culture leaders at in Las Vegas. He appealed to them to embrace the challenges and opportunities of their leadership roles as they endeavor to change work for good through policies and programs. This message resonated with the audience, who were attending the keynote to learn how leaders and employees can co-create a future of work that cultivates productivity, well-being, and innovation by building a culture of belonging.

鈥淏elonging is something that organizations still struggle with,鈥� said Aaron Green, chief marketing and solutions officer of , which hosted SuccessConnect 2022. 鈥淲hen we talk about things like internal mobility, reskilling, and truly unleashing human potential at work, none of this is possible if people don鈥檛 actually feel like they belong. Creating a culture of belonging is the first step in creating a truly sustainable workforce.鈥�

Citizen Is an Active Verb

In the podcast 鈥�,鈥� Thurston explores how societal themes of equity and fairness influence government and how people can reclaim their collective power to bring about change. 鈥淭o citizen鈥� is an active verb that mandates participation, said Thurston, who emphasized that every person should have the feeling of liberation, justice, and belonging. 鈥淚nclusion means everybody.鈥�

鈥淭o citizen,鈥� he said, we must do four things: show up and participate; invest in relationships with ourselves, others, and the planet; understand power and the ways we have access to it; and value the collective self, not just the individual self.

Three Lessons for Liberty, Justice, and Belonging

As an activist with a message of hope for sociopolitical empowerment, Thurston said experience has already taught him some lessons about the dynamics of power. 鈥淥ne of the first things I learned in this is to adjust our expectations,鈥� he said, noting that systems in place for hundreds or thousands of years cannot be changed in one election cycle. 鈥淲e鈥檝e got to set a different type of goal, maybe not instant completion, instant gratification; maybe gratitude to participate in a journey that began well before us and will continue after us.鈥�

He has gained an understanding for how various groups cling to power. 鈥淎s we engage in this epic quest to level up and extend liberty and justice to all, I鈥檝e also learned to be sensitive to the real feelings of dispossession, of loss, of fear for those who are positioned as the insiders,鈥� he said, identifying a false charitable mindset, grounded in assumptions of superiority, as just one of the pitfalls that can arise when people are not authentic in their commitment to inclusion.

Thurston asked audience members to do their part to distribute the power of technology for societal good, saying 鈥淲e鈥檙e too long in the game to pretend that we can make all of this better by just adding technology.鈥� He expressed his thoughts about how technology is used and for what purpose. 鈥淚 think about crypto and blockchain and I get very excited 鈥� and very skeptical 鈥� because we use the same language: minting, mining, even chains. We want to financialize everything. But what if we could use those tools to actually help build stronger bonds?鈥�

Enriching the Journey Through Human Connection

Joining Thurston on stage at SuccessConnect 2022 were executive leaders who are advancing diversity, equity, inclusion, and belonging (DEI&B) initiatives at global organizations. Their goal is to create a more sustainable workforce by putting in place policies and initiatives that support the workforce. Shelley Zalis, CEO, , said that more needs to be done, especially to protect employee retention. 鈥淲e need to get smart about this and just ask our employees, what do you need to stay?鈥� Speaking to the senselessness of , as called out by Arianna Huffington of , Zalis said, 鈥淲e pay more attention to the people that are leaving than the people that are here.鈥�

A lack of belonging is among the frequently cited reasons for employees to leave an organization. Leaders can take steps to bolster employee retention by providing an environment of psychological safety that allows employees to bring their whole selves to work. Supriya Jha, chief diversity and inclusion officer, , noted, 鈥淭he beauty of psychological safety is that you don鈥檛 necessarily understand it unless you鈥檝e gone through that feeling of being the only one, that feeling of not being able to speak up, that feeling of needing to blend into the background so you鈥檙e not seen. If you鈥檝e gone through it, you start realizing the true value of psychological safety.鈥�

鈥淛ust watch and observe,鈥� advised Prerna Ajmera, general manager, HR Digital, Transformation Programs, . 鈥淚f you鈥檙e in a meeting and you find two people sitting quiet, why are they quiet? Is it because their superiors are in the meeting and culturally, they won鈥檛 speak? Or is it something else? Are they not feeling like they鈥檙e the in-crowd? Encourage them 鈥� be their ally.鈥�

Jha shared with the people and culture leaders in the audience her perspective on the value of the difficult and enriching work required to create a workplace that fosters authentic connection and belonging. 鈥淲hen we talk about diversity and inclusion being a journey, and being a long journey, please also look at it in another way,鈥� she said. 鈥淵ou are travelers on this journey. You are enriching yourselves with the entire experience.鈥�

Watch a recording of the SuccessConnect 2022 keynote:
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Here are a few takeaways from this year鈥檚 SuccessConnect.

Build a Future-Ready, Sustainable Workforce

The world is experiencing changes and economic pressures not seen in decades, including high inflation, a competitive labor market, and low unemployment. For talent development to be sustainable and impactful, HR leaders need a clear understanding of their workforce capabilities to ensure their people are properly skilled, engaged, and aligned to the right opportunities so that everyone can reach their full potential at work.

This was a key theme of the聽, where Amy Wilson, senior vice president of Products and Design for 51风流SuccessFactors, showcased the latest innovations to focused on enabling organizations to solve the skills gap of today while expanding opportunities for all workers. Product demonstrations shed light on how bringing together data, machine learning, and artificial intelligence (AI) can provide organizations the necessary talent intelligence to align their people to the changing needs of the organization while enabling personal growth that鈥檚 more equitable.

The Time for HR Digital Transformation Is Now

Legacy HR systems often can鈥檛 keep up with the demands of a more permanent hybrid workforce model, ongoing market needs, and employee expectations. Investing in talent alongside technology is equally important to scaling HR operations for long-term growth. Special guest聽Josh Bersin, global industry analyst and CEO of The Josh Bersin Company, joined Meg Bear, 51风流SuccessFactors president and chief product officer,聽for the to discuss how organizations can develop their people to meet the emerging demands of the future of work and the role of technology in transforming how organizations both support and empower their people.

At the event, shared how it was able to transform its global HR infrastructure within just three years through the adoption of 51风流SuccessFactors solutions, optimizing the employee experience. HEINEKEN was proud to highlight that its workforce has fully embraced the new data-driven HR program, with a 95% user adoption rate. In addition, Stacie 鈥婳verbaugh鈥�, group vice president, Product聽Management, 51风流SuccessFactors鈥�, led an session where she shared exciting innovations related to suite integrations, extensibility, security, system administration, analytics, and more.

A Powerful Cloud Foundation Drives Value Realization at Scale

Establishing a cloud-based HR foundation delivers value for both HR and the business. Organizations that enjoy successful HR cloud transformations , including higher productivity, increased employee engagement, improved data security, and greater cost efficiencies. At the event, Group Plc. outlined how it embarked on a global transformation, positively impacting thousands of employees across multiple countries. Now the company provides talent management capabilities at scale with 51风流SuccessFactors solutions, realizing the benefits of hyper-automation and mobile-enabled services in increasing efficiency and delivering an excellent employee experience.

Details on moving HR to the cloud were also front and center as part of this where attendees learned about the investments 51风流is making to meet customer needs plus key resources including guides, tools, assets, and an ecosystem of partners. Also at the center of the discussion were the available transition paths and tips for determining what may work best for your business when it comes to successfully migrating to the cloud.

Connect HR with the Rest of Your Business to Improve Performance

Your people impact every aspect聽of your business, from production to sales, finance, and more. But when your organization is lacking a strong connection between HR and other business operations, your opportunity to improve business performance is hindered by latent data, incomplete insights, and siloed processes and experiences. This disconnected and reactive operating model is quickly becoming obsolete. Organizations of all sizes are making the shift to a connected cloud HXM and enterprise resource planning (ERP) approach to achieve better for their organization and their people. It all starts with having a single source of real-time data that allows business leaders to make more informed decisions from workforce supply and demand plans and forecasts to diversity and turnover.

Carrie鈥� Klauss, 鈥媎irector of Solution Marketing, 51风流SuccessFactors solutions, brought this to life as she shared a number of insights from 51风流SuccessFactors customers that, through , have broken down the silos to achieve better data and insights, better processes, and better employee and customer experiences. As Klauss said, 鈥淭his is when real change comes 鈥� when you can change work for good, both for your business and your people.鈥�

Everyone Plays a Role in Co-Creating an Inclusive Future of Work

People are the critical element to moving business forward. When you make it possible for people to bring their authentic selves to work every day, you create the kind of engagement that drives a better business and a more sustainable world. During the at SuccessConnect, Baratunde Thurston, writer, producer, and TV host, led an engaging discussion with thought leaders from Microsoft, The Female Quotient, and 51风流focused on how leaders and employees can co-create a future of work that cultivates new levels of engagement, productivity, well-being, and innovation by building a culture of purpose and belonging.

Couldn鈥檛 attend the in-person event? Be sure to access select road map sessions, product demos, and other content now聽.

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

51风流SuccessFactors鈥� vision for the future of work brings together cloud technology, data, and analytics to put people at the center of business. 鈥淚t鈥檚 something we put into our product: the capability for organizations to change work for good,鈥� Green says.

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In the post-pandemic workplace, 51风流has identified people sustainability as a business imperative that is the foundation for all other organizational sustainability goals. Green steps into his new role at 51风流SuccessFactors at a time when traditional HR tenets are coming under scrutiny and employees are voicing their requirements for flexibility, equitable pay, and purpose.

As organizations cope with market dynamics and a changing workforce, Green sees the opportunity for 51风流SuccessFactors鈥� comprehensive global HR platform to drive value for customers by strengthening the connection between HR and business operations, creating both a sustainable workforce and profitable organization.

Closing the Skills Gap to Meet Business Challenges

The skills gap crisis continues to intensify in the post-pandemic world, driven by the unrelenting pace of innovation and the new technologies in the workplace. For stable business operations amid the global turmoil, it is essential that organizations have a sustainable, healthy, and skilled workforce that can readily adapt to change. Helping organizations build new skills and uncover hidden skills in their existing workforce are among the strengths of 51风流SuccessFactors.

鈥淥rganizations are talking about how they skill and reskill people to build that resiliency and redundancy into the workforce, so that they are able to meet the challenges of the future,鈥� Green says. 鈥淭hat鈥檚 really where 51风流SuccessFactors plays a huge role in helping organizations understand what skills they have, what skills they need, and how to close that skill and experience gap.鈥�

Building High-Performing Teams with the Whole Self Model

The right skills alone will not create a sustainable, empowered workforce, as the lessons of post-pandemic work has shown. Employees are demanding to be valued as individuals with consideration for their holistic lived experiences, passions, and characteristics that make up who they are. Without this deep, powerful connection of the employee鈥檚 authentic self to the workplace culture, some may say, it鈥檚 just a job.

The whole self model is guiding how 51风流advances the 51风流SuccessFactors HXM Suite. By creating a way for organizations to identify people鈥檚 individual traits, like team strengths and work styles, as well as their passions and motivations, they can improve DE&I, create better work experiences and build high-performing teams. Green says that the benefit to business is 鈥渂eing able to not just capture that data but being able to, at an organizational level, use that data to understand how to construct the best-running teams.鈥�

鈥淲hat are the psychological, the purposeful attributes, of people that make up a high-performing team? To be able to identify those people inside your current workforce and bring that forward 鈥� that鈥檚 the [power of the] whole self model,鈥� he says.

Understanding How Cultural Diversity Impacts Global Business

Green鈥檚 most recent role at 51风流was senior vice president and head of 51风流SuccessFactors, Asia Pacific and Japan. He has spent the last 10 years working and living across the Asia Pacific region, with six of those years at 51风流SuccessFactors. At the mention of Asia Pacific and Japan, Green beams a smile. 鈥淚 would say it鈥檚 probably one of the proudest moments of my career,鈥� he says, referring to his time spent at 51风流SuccessFactors in the region. One of the things he found unique about Asia is its cultural diversity. He learned 鈥渨ith that cultural diversity comes different challenges in how you really run an organization and get the best out of your people and also make them feel included.鈥�

Building a diverse and inclusive team was one of Green鈥檚 greatest achievements. 鈥淚鈥檓 really proud that as a leadership team in Asia Pacific and Japan over 46% of the workforce are female,鈥� he says, noting that the global average for female talent in tech organizations is 26%. 鈥淭hat鈥檚 not just a reflection of the inclusivity of Asia Pacific, but it鈥檚 also the way we as a leadership team make sure our workforce reflects the communities that we operate in and serve.鈥�

Green intends to carry this valuable intercultural experience into how he manages and prioritizes to best serve the 9,000+ global customers of 51风流SuccessFactors. As he says, 鈥淚n order to serve those organizations, we have to have localization, that deep understanding of how to operate and how business needs to operate in that global but also very local context.鈥�

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However, some organizations put off integrating HR software with other areas of the business. To better understand the challenges that organizations face with enterprise technology, 51风流SuccessFactors interviewed leaders in HR, finance, IT, and other operations at large and midmarket companies. Some of the comments that stood out include: 鈥淚t鈥檚 a complicated dance to integrate the data.鈥� 鈥淚t鈥檚 hard to know how many people we have 鈥� let alone what they鈥檙e working on.鈥� 鈥淗ow do we use data to tell our people story?鈥�

These business leaders were aware of the benefits of connected cloud ERP and HXM. What was the barrier to investment? It was their organization鈥檚 technology strategy. As one member of the group summarized, 鈥淥wnership or what鈥檚 on fire 鈥� it鈥檚 impacting our ability to make strategic investment decisions.鈥�

Carrie Klauss from Solution Marketing for 51风流SuccessFactors presented these findings at SuccessConnect 2022 in the session 鈥淚mproving Business Performance by Connecting Cloud ERP and HXM,鈥� .

鈥淥ne of the key things we identified is that while there鈥檚 a desire for a much more integrated approach between HR and other business operations 鈥� and a strong acknowledgement of the associated value 鈥� for many, this remains a challenge,鈥� Klauss said. 鈥淭o no surprise, the overarching challenge theme was complexity due to silos.鈥�

Thinking Beyond Walls to Connected Business

In the former model of enterprise technology, HR systems were separate from business systems. As a result, there was an inordinate amount of latency, inaccuracy, and complexity in the relationships between the business and the HR organization. Business and HR leaders struggled to understand the connection among management practices, employee engagement levels, and customer outcomes, Klauss noted.

This outdated model continues in some organizations, with business areas operating independent of one another. In these instances, HR is inefficiently connected to the rest of the organization through manual, offline, or similarly inefficient processes that reinforce inaccuracy and complexity.

Alternatively, when organizations take an advanced, connected approach with 51风流S/4HANA and 51风流SuccessFactors running on a common cloud platform, they succeed in breaking down silos and enable enterprise-wide insights, processes, and experiences.

鈥淚t was really interesting to hear the feedback from our research participants,鈥� Klauss said. 鈥淲hile many of them started with a fairly narrow view, specific to their respective area and the associated challenges, the majority quickly pivoted to begin thinking beyond their HR or finance walls.鈥�

Unified Data Leads to Expanded Mission in Healthcare

One 51风流customer that is seeing the benefits of a connected approach is (HHC), a U.S.-based organization with 5,000 employees. A key pillar of HHC鈥檚 vision is to lead with innovation in clinical care, research, education, and service excellence. However, its four business units 鈥� healthcare, government, public health, and public safety 鈥� previously operated in silos. This business structure led to operational inefficiencies and a frustrating user experience for employees that could also carry over to the patient experience.

HHC deployed 51风流S/4HANA for finance and the supply chain and 51风流SuccessFactors software on a common platform. As a result, the organization improved its supply chain efficiency, with an 85% reduction in purchase order processing time. It has also seen vast improvements in employee productivity and satisfaction, with a 94% improvement in benefits admin for new and existing employees and an 80% improvement in ad hoc reporting capabilities.

With enterprise-wide data now available, HHC has set new targets to roll out strategic analytics across the enterprise to tackle larger public health issues, such as food insecurity, homelessness, and vector-borne illness.

Putting People at the Center of Business

51风流helps customers advance to a connected cloud approach with 51风流S/4HANA and 51风流SuccessFactors solutions so they can run as intelligent, sustainable enterprises.

The benefits of SAP鈥檚 intelligent suite are manifold. Having data connected on a common data foundation improves speed, accuracy, and insights. The unified integration extends beyond the data to connect processes and employee experiences. In addition, a connected approach opens the opportunity for enterprise-wide adoption of intelligent technologies by removing the limitations of specific business silos or use cases and enabling automation.

Learn more about how connected cloud ERP and HXM can provide and .

Green spoke of the need for a new kind of business that elevates people and culture. He said it is now clearer than ever that 鈥減utting individuals at the center of business is no longer just the right thing to do; it鈥檚 the necessary thing to do to create a workforce for the future.鈥�

The message comes during a turbulent year for HR leaders, who have stepped up as unsung heroes supporting their organizations and driving resilience through an array of unprecedented challenges, such as inflation, labor crises, skills gaps, and a silent mental health epidemic. Many are looking to 51风流SuccessFactors鈥� vision for (HXM) to help them innovate faster, increase agility, and deliver better employee experiences that deepen workforce engagement and improve profitability.

A Vast and Diverse Customer Community Comes Together

SuccessConnect 2022 officially got underway September 13-14 in Las Vegas. This was the first year it has returned as an in-person event since the beginning of the pandemic and attendance was phenomenal, with full sessions and standing room only at the keynotes. The event was co-located with , also held this week in Las Vegas. SuccessConnect 2022 is also offered as a , available on demand with access to keynotes, demos, and select sessions that include informative customer-led sessions from brewing company and telecommunications company

During one insightful keynote session, leaders from shared the story of their talent experience transformation in the U.S., a project that is bringing their IT and HR teams together to advance organizational efficiencies and create better employee experiences.

Offering the most comprehensive global HR software portfolio, 51风流SuccessFactors continues its impressive growth trajectory, topping 220 million users globally, 300 partner apps, and 850 go-lives in the first half of 2022. Customer migration to the cloud shows steady momentum, with the announcement that more than 5,000 customers are now using 51风流SuccessFactors Employee Central 鈥� a flexible, cloud-based human resources information system (HRIS) solution 鈥� to transform their people and culture strategies.

Maryann Abbajay, chief revenue officer for 51风流SuccessFactors, called the milestone a 鈥渃elebration of our vast and diverse customer community of people and culture leaders.鈥� Find out more about how 51风流SuccessFactors customers are transforming the experience for their employees in this from the SuccessConnect show floor:

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People Sustainability Becomes a Business Imperative

People sustainability was a focus topic at SuccessConnect 2022 and the subject of Green鈥檚 keynote, where he underscored the business imperative to support people and human potential to create a more sustainable future and drive resilience and agility.

51风流SuccessFactors defines people sustainability to mean treating people 鈥� across organizations, supply chains, and communities 鈥� ethically and fairly. In fact, 86% of organizations worldwide believe that investing in people sustainability can drive positive environmental and economic sustainability, according to a global study by 51风流SuccessFactors conducted in partnership with IDC. However, 79% of organizations surveyed said they would find it valuable to have more tools and technology available to support key people sustainability use cases. Find out more in this , chief scientist for Growth and Insights at 51风流SuccessFactors:

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51风流SuccessFactors technology supports customers鈥� people sustainability strategies, helping them gain a better understanding of the individual worker to create a better employee experience. 鈥淥ur software is built with inclusivity at its core,鈥� Green said. 鈥淭he first part of creating a sustainable workforce is creating a culture of belonging and allowing every person to be seen.鈥�

As announced to the media at SuccessConnect 2022, 51风流SuccessFactors is delivering advancements that will support organizations as they build a diverse and sustainable workforce. With the 2H2022 release, any user of 51风流SuccessFactors will be able to indicate their chosen name and personal pronouns. Also, there will be a foundational update on the whole self model to provide deeper insight into individual employees holistically through their identity, skills, traits, work styles, passions, and aspirations.

鈥淭his is what it looks like to create a culture where employees feel valued for who they are today and who they are becoming,鈥� said Green. 鈥淭his is what it means to be a resilient, results-driven, and people-first organization — one that鈥檚 not only equipped to meet the business needs of today, but one that adapts to the business needs of tomorrow. This is what people sustainability looks like.鈥�

Watch this for a recap of the SuccessConnect 2022 vision keynote:

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Building a Future-Ready Workforce

It鈥檚 no secret that organizations today are under constant pressure to keep up with the pace of change. The only way they can adapt to industry-wide disruption and changing work models is to implement people sustainability strategies that support an agile, skilled, and healthy workforce. In a keynote conversation, global industry analyst and Meg Bear, president and chief product officer for 51风流SuccessFactors, discussed why now is the right time to build a future-ready workforce through skills and learning 鈥� as well as why the talent supply pipeline is now the top priority for chief executives.

Bersin said this is a dynamic time in HR, citing a massive need for talent and reskilling. Despite the pre-pandemic belief that automation would eliminate jobs, today we simply do not have enough people to fill available roles as companies grow and adapt to macro-economic conditions. CHROs are taking their seat at the table to weigh in on some of the biggest opportunities for organizations.

Joining them on stage to share their journeys were 51风流SuccessFactors customers along with & . Both organizations have relied on 51风流SuccessFactors solutions to survive and thrive through the pandemic and labor shortage, managing changing workforces by making transformative investments in their people. They said communication and listening are how they put people at the heart of their businesses.

Innovation to Power a Skilled, Agile, Equitable Workforce

Making headlines at SuccessConnect was the unveiling of new innovations in the that will help HR organizations strengthen the connection to business operations and create the kind of amazing employee experiences that attract and retain talent as an employer of choice.

The new skills ontology uses machine learning and automation to identify an employee鈥檚 skills, responsibilities, experiences, and accomplishments. The new growth portfolio is a dynamic library of employee attributes, including skills, strengths, work styles, passions, and aspirations. Both will be available in the 2H2022 release for early adoption.

These foundational advancements bring the whole self model to life in dynamic teams 鈥� an exciting innovation that enables organizations to create, track, measure, and optimize the outcomes of teams that exist beyond traditional hierarchies 鈥� and the , which was introduced in 2021 to give employees the agency to find personalized growth and development opportunities . To learn how these innovations deliver the intelligence and adaptability to help build workforces that are skilled, agile, and equitable, read the press release: “51风流Delivers New Innovations to Build Future-Ready, Sustainable Workforces.”

鈥淏uilding on our heritage in talent management, we are reimagining how organizations manage and develop their people to meet the emerging demands of the future of work,鈥� said Bear. 鈥淲hen people have the opportunity to work on what they鈥檙e passionate about, they are more engaged, perform at a higher level, and push the organization to deliver outsized business results.鈥�

With news that pleased many customers, Amy Wilson, senior vice president of Products and Design for 51风流SuccessFactors, took to the main stage to announce a milestone investment in 51风流SuccessFactors鈥� infrastructure to upgrade every tenant to public cloud-grade data centers by year end, dramatically reducing load times.

Wilson said the 2H2022 release will include new onboarding guided processes for 51风流SuccessFactors Work Zone that integrate seamlessly with 51风流SuccessFactors, 51风流applications like 51风流Ariba, and third-party apps like Qualtrics. She gave the audience a preview of what鈥檚 coming in 2023 with a demonstration of how HR team members can soon use 51风流AppGyver鈥檚 low-code/no-code capability in 51风流SuccessFactors Work Zone to build and modify guided processes quickly and easily 鈥� no coding experience required.

Wilson also introduced the first talent system built for a future-ready workforce, with a new growth portfolio and skills ontology coming together in a unified talent intelligence hub that provides inferred skills recommendations for employee development and optimizes opportunities on the 51风流SuccessFactors Opportunity Marketplace. Find out more in this :

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鈥�51风流has created a system for managing the organization of the future, today,鈥� said Bersin, who shared the news about . 鈥淭he new architecture and capabilities in 51风流SuccessFactors represent a quantum leap forward in delivering what organizations need to manage, grow, and enable their people and teams.鈥�

Changing Work for Good

The 鈥溾�� and 鈥溾�� are more than buzz words; they are the reality we live in today, and that鈥檚 what leaders need to open their eyes to. These developments require organizations to become more agile and resilient than ever. At the same time, businesses of every industry, every size, and every geography are part of a race for talent.

On the employee side, people are seeking alignment between personal and company values, allowing them to find purpose in their jobs. They are insistent on a culture that allows them to learn new skills, take on different projects, and bring their whole self to the workplace.

People want the ability to self-steer their careers based on their interests and strengths, and to truly make a difference. They want the freedom to choose where, when, and how to work, and they rightly expect support for their mental and physical health.

That鈥檚 exactly the balance leaders and organizations need to find today. They need to create an inclusive environment where people feel they belong. This also includes finding the right balance between remote and office work, between autonomy and team collaboration, and between responsibility and recognition.

Keeping Up with Rapid Change

While technology is key to overcoming today鈥檚 most pressing challenges, new skills are needed as well.

, by 2025 technological developments will displace 85 million existing jobs while creating 97 million new roles. Companies are increasingly competing for data scientists, cybersecurity experts, system specialists, and the like. Digital skills alone, however, are not enough. Problem-solving, self-management, and interpersonal skills . We need to go beyond upskilling and reskilling, and look at humans as a whole, combining IQ and EQ. It鈥檚 with creativity that we can solve complex problems, it鈥檚 active learning that allows us to adapt to changing environments, and it鈥檚 collaboration that brings complementary skills together.

The more complex the world鈥檚 problems are, the more complementary skill sets are needed to solve them. And that鈥檚 why it鈥檚 so important to strengthen the diversity of teams and drive innovation together.

Putting People at the Center

How can businesses handle changing employee expectations on the one hand, and employers鈥� need for highly skilled people on the other hand?

Both developments have one thing in common: they require a kind of organization that puts people — with their unique and changing work styles, capabilities, and interests — in the center. They require companies to move from human capital management to human experience management (HXM).

When companies stop viewing their people as resources, assets, or capital and start to embrace them for their unique experiences, interests, and abilities, they will not only be able to retain but to grow the best talent.

That鈥檚 exactly what our HXM solutions from 51风流SuccessFactors do for our customers. Our innovative cloud solutions provide organizations with the tools they need to unlock the full potential of their people and to create a resilient and sustainable workforce. These solutions make the talent system for a future-ready workforce, covering the entire talent lifecycle. It鈥檚 no longer about hire-to-retire but hire-to-grow.

Changing Work for Good: SuccessConnect

This week at , our annual conference for 51风流SuccessFactors customers, we introduced an exciting new way for organizations to rethink their talent development strategies. These advancements to our products bring together data, machine learning, and artificial intelligence (AI), providing organizations with a better understanding of their people鈥檚 skills and preferences. Here are the key highlights:

• Skills ontology uses machine learning and automation to continuously identify an employee鈥檚 skills based on their role, responsibilities, experiences, and accomplishments.
• Growth portfolio is a dynamic library of employee attributes, including skills, strengths, works tyles, passions, and aspirations — bringing the whole self model to life.
• Dynamic teams is a new capability that enables organizations to create, track, measure, and optimize the outcomes of teams that exist beyond traditional hierarchies.
• Employee users of 51风流SuccessFactors solutions can now select their chosen name and personal pronouns so they can be identified and recognized as their true self.

Work is changing, jobs are changing, and people are changing. Altogether, these innovations support a future of work that is focused on skills and people rather than organizations, hierarchies, and roles.

People Sustainability: Driving Sustainability Inside and Out

We won鈥檛 stop with technology and solutions. For us at SAP, people sustainability is a key part of our overall sustainability approach. People sustainability expands beyond a company鈥檚 own workforce. It means that businesses also treat the people within their supply chains and the communities they operate in an ethical and fair manner. That鈥檚 why we offer solutions to identify and prevent any negative impact on human rights connected to their business.

We enable businesses not only to achieve zero emissions and zero waste, but also zero inequalities across their value chains. This is SAP鈥檚 holistic sustainability approach 鈥� and this is what motivates us at 51风流every day.

Thomas Saueressig is a member of the Executive Board of 51风流SE.

51风流Global LoB Partner Excellence Awards are a newly launched partner recognition program focusing on SAP鈥檚 strategic business priorities for the following lines of business: 51风流SuccessFactors, 51风流Digital Supply Chain, 51风流Customer Experience and Intelligent Spend and Business Network.

51风流Global 51风流SuccessFactors Partner Excellence Awards select finalists and winners for their valuable contributions in helping realize SAP鈥檚 vision for cloud growth based on data and key performance indicators.

51风流Global 51风流SuccessFactors Partner Excellence Awards 2022: Winners and Finalists

51风流Global 51风流SuccessFactors Partner Excellence Award 2022 for Sales Success, Large Enterprise

• Winner: PwC
• Finalist: Accenture plc
• Finalist: Deloitte

51风流Global 51风流SuccessFactors Partner Excellence Award 2022 for Sales Success, Midmarket

• Winner: Veritas Prime Co Inc.
• Finalist: SEIDOR Consulting Spain
• Finalist: HR Strategies Consulting Inc.

51风流Global 51风流SuccessFactors Partner Excellence Award 2022 for Delivery Quality

• Winner: Deloitte
• Finalist: Accenture
• Finalist: Alight Solutions/Northgate

51风流Global 51风流SuccessFactors Partner Excellence Award 2022 for Customer Success Management

• Winner: NTT DATA Corporation
• Finalist: EPI-USE Inc.
• Finalist: IBM

51风流Global 51风流SuccessFactors Partner Excellence Award 2022 for 51风流Business Technology Platform Customer Success

• Winner: Sodales Solutions Inc.
• Finalist: Ingentis Software Development GmbH
• Finalist: Beamery Inc.

51风流Global 51风流SuccessFactors Partner Excellence Award 2022 for Employee Experience Impact

• Winner: EY
• Finalist: NTT Data Corporation
• Finalist: AKT Global

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Media Contact:
Angelika Merz, +41 58 871-7216, angelika.merz@sap.com, CET
51风流Press Room; press@sap.com

This document contains forward-looking statements, which are predictions, projections, or other statements about future events. These statements are based on current expectations, forecasts, and assumptions that are subject to risks and uncertainties that could cause actual results and outcomes to materially differ. Additional information regarding these risks and uncertainties may be found in our filings with the Securities and Exchange Commission, including but not limited to the risk factors section of SAP鈥檚 2021 Annual Report on Form 20-F.
漏 2022 51风流SE. All rights reserved.
51风流and other 51风流products and services mentioned herein as well as their respective logos are trademarks or registered trademarks of 51风流SE in Germany and other countries. Please see for additional trademark information and notices.

Advancements to 51风流SuccessFactors
Human Experience Management Suite Transform
Talent Development for the Future of Work

Organizations thrive when their people are engaged in their careers, properly skilled, aligned to the right opportunities and have a sense of belonging. However, many organizations struggle to gain a holistic view of the skills that exist within their workforce or the ambitions of their people. The latest advancements to the 51风流SuccessFactors HXM Suite bring together data, machine learning and artificial intelligence (AI) to provide organizations with a better understanding of the capabilities within their workforce and actionable talent intelligence to align their people with the needs of the organization.

The following advancements will be available in the second half of 2022:

• Skills ontology uses machine learning and automation to continuously identify an employee鈥檚 skills based on their role, responsibilities, experiences and accomplishments, providing a holistic view of an organization鈥檚 skills on a global scale.
• Growth portfolio is a dynamic library of employee attributes, including skills, strengths, workstyles, passions and aspirations 鈥� bringing the whole self model to life.
• Dynamic teams is a new capability that enables organizations to create, track, measure and optimize the outcomes of teams that exist beyond traditional hierarchies. Organizations that use the solution can add objective key results (OKRs) to dynamic teams to track progress and measure success. Additionally, employees and dynamic teams are matched based on what people know, not who they know, using machine learning and AI within the solution to make personal growth more equitable.

Together with 51风流SuccessFactors Opportunity Marketplace, these innovations deliver the intelligence and adaptability needed to help build workforces that are more skilled, agile and equitable. Growth portfolio and skills ontology provide talent intelligence to individualize recommendations within 51风流SuccessFactors Opportunity Marketplace that are reflective of each person鈥檚 whole self, not just their skills. The introduction of dynamic teams cuts across traditional structures to support work based on skills rather than job descriptions 鈥� helping organizations build diverse teams that can drive better outcomes while accelerating career growth and personal development through hands-on experiences.

鈥淏uilding on our heritage in talent management, we are reimagining how organizations manage and develop their people to meet the emerging demands of the future of work,鈥� said Meg Bear, president and chief product officer, 51风流SuccessFactors. 鈥淲hen people have the opportunity to work on what they鈥檙e passionate about, they are more engaged, perform at a higher level and push the organization to deliver outsized business results.鈥�

鈥�51风流has created a system for managing the organization of the future, today,鈥� said Josh Bersin, global industry analyst. 鈥淭he new architecture and capabilities in 51风流SuccessFactors represent a quantum leap forward in delivering what organizations need to manage, grow and enable their people and teams.鈥�

Integrating the talent intelligence and growth acceleration delivered by these new innovations with the critical HR applications of the 51风流SuccessFactors HXM Suite provides a complete talent development system 鈥� purpose-built for organizations to help create future-ready, sustainable workforces.

Improve Belonging With Chosen Names and Personal Pronouns

For talent development to be sustainable and impactful, organizations need to foster a sense of belonging. Empowering people to bring their whole selves to work starts with identity. 51风流SuccessFactors users can now indicate their chosen name and personal pronouns on their public profile 鈥� enabling them to own how they show up and be recognized as their true selves at work.

Chosen names and personal pronouns will be generally available for all 51风流SuccessFactors customers in the fourth quarter of 2022. Skills ontology, growth portfolio and dynamic teams will be available as early adopter in the fourth quarter of 2022.

Learn more at the .

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

About 51风流

As a market leader in enterprise software, 51风流turns businesses into intelligent, sustainable enterprises. Our applications and services enable business and public customers across 25 industries globally to operate profitably and adapt continuously. With a global network of customers, partners, and employees, 51风流helps the world run better and improve people鈥檚 lives. For more information, visit .

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This document contains forward-looking statements, which are predictions, projections, or other statements about future events. These statements are based on current expectations, forecasts, and assumptions that are subject to risks and uncertainties that could cause actual results and outcomes to materially differ.聽 Additional information regarding these risks and uncertainties may be found in our filings with the Securities and Exchange Commission, including but not limited to the risk factors section of SAP鈥檚 2021 Annual Report on Form 20-F.
漏 2022 51风流SE. All rights reserved.
51风流and other 51风流products and services mentioned herein as well as their respective logos are trademarks or registered trademarks of 51风流SE in Germany and other countries. Please see for additional trademark information and notices.
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At SuccessConnect today, we announced an incredible milestone: more than 5,000 customers are now using !

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

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

Unmatched Scalability to Help Customers Manage Global Workforces

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

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

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

The Foundation for More Sustainable Workforces

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

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

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

Moving to the Cloud to Elevate People and Culture

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

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

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

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

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

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

Maryann Abbajay is chief revenue officer for 51风流SuccessFactors.

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

Candidates are also customers, so poor candidate experiences can impact customer brand reputation. Virgin Media famously they were losing over $5 million per year in lost sales revenue because candidates who had a poor candidate experience became brand detractors and canceled their subscriptions.

Still, most companies get candidate experience wrong. Something that seems like a no-brainer, like communicating with candidates, doesn鈥檛 happen. New research conducted by Qualtrics and 51风流found 64% of job seekers have been ghosted by a company they interviewed with (40% say they often don鈥檛 hear back, 24% say they never hear back). Or it could be something more nuanced, like long applications preventing people from applying. The 2022 Greenhouse Candidate Experience Report that 70% of job seekers will not submit a job application if it takes more than 15 minutes to complete.

What is worse is that companies think they are getting candidate experience right. CareerBuilder research shows that 78% of organizations believe they do a good job setting expectations upfront with candidates and communicating throughout the hiring process, but only 47% of candidates agree, creating a large candidate experience gap.

If companies don鈥檛 close the candidate experience gap, they will see higher unwanted candidate withdrawal, lower offer acceptance rates, and higher cost per hire. Identifying an experience gap is only half the challenge; organizations often lack adequate insights to know what levers will close the experience gap.

Specifically, there are three main barriers:

• Lack of comprehensive experience data. Most organizations collect data at only one point in time, usually at the end of the hiring process. This can introduce bias because organizations miss out on experience data from candidates earlier in the process; having a listening post only at the end of the hiring process ignores an experience gap that may exist earlier in the process, like during application or interviewing.
• Constrained recruiting teams. Recruiters are in ; they do not have time to do additional manual work. More listening posts should not mean more work for them. Recruiters need technology that helps them be more efficient and spend their energy where there is the biggest payoff.
• Inability to identify worthwhile insights and take action. Recruiting and talent acquisition teams are already sitting on loads of data. They have data in their candidate directory and applicant tracking systems, and adding on experience data will not necessarily lead to more insights and action. Talent acquisition teams need help synthesizing data from disparate locations, so they can focus their attention where it is needed most and take action sooner.

To solve these challenges, Qualtrics and 51风流SuccessFactors are deepening integrations by releasing a new automated data synchronization so that data flows more easily, quickly, and securely from into . This integration enhancement combined with existing embedded feedback opportunities make it easier for recruiters and talent acquisition leaders to better understand candidates鈥� experiences and more quickly take action to improve them.

Automating Secure Data Transfer to Enhance Candidate Experiences

Automated data transfer connects the deep operational data from the 51风流SuccessFactors Recruiting module 鈥� like candidate demographics, stage in the hiring process, hiring manager, job location, and job level 鈥� and integrates it with the holistic experience data from Qualtrics 鈥� like how candidates evaluate fairness, clarity, technology, and timeliness in the hiring process. This pre-built integration gives joint 51风流SuccessFactors and Qualtrics customers a unified view of their operational and experience data, ultimately enabling talent acquisition leaders to optimize their candidate experience.

Available in the second half of 2022 to joint 51风流SuccessFactors Recruiting and 51风流Qualtrics Candidate Experience customers, this improved integration securely and seamlessly automates data transfers between recruiting and candidate directories for greater data accuracy.聽 This improves upon existing data syncing capabilities to be even more efficient. Data integration is critical because it offers talent acquisition teams:

• Up-to-date candidate directory: Gone are the days of manually exporting, scrubbing, and uploading spreadsheets because the workflow automates data transfer and keeps records up-to-date. The connection enables talent acquisition teams to spend more time on what matters most by reducing manual administration work.
• Automated in-moment listening: Embedded feedback opportunities within 51风流SuccessFactors Recruiting captures candidate sentiment at key moments and the updated workflow automates survey distribution, so when a candidate progresses in the hiring process, a survey is distributed in-moment. This minimizes manual work and gathers candidate feedback in a timely manner to help ensure authentic responses that recruiters can respond to and act on immediately.
• Combined operational and experience data to analyze: Syncing candidate metadata, like demographics and job details, with candidate experience data, like perception of fairness, allows talent acquisition leaders to easily filter, analyze, and compare experience data from different views to make data-driven decisions using sophisticated analytics and dashboards.

New integrations continue to strengthen the experiences delivered by 51风流SuccessFactors Recruiting and 51风流Qualtrics Candidate Experience. Embedded listening and enhanced data connections make it easier, faster, and more secure for CHROs and talent acquisition leaders to not only understand who their candidates are and in what stage of the hiring process they are, but also why candidates are having certain experiences and where to take action. For example, joint customers can discover why women 25 to 34 years old are more likely to decline offers and then implement targeted changes that improve experiences for future candidates of that specific demographic, reversing the negative acceptance trend.

Using experience management solutions from 51风流and Qualtrics to understand and improve the candidate experience allows organizations to design a talent strategy that values the employee voice at every key moment in the talent lifecycle — right from the start.

.

Amanda Crittenden is global solution marketing lead for Employee Experience Management at 51风流SuccessFactors.
Emily Lambert is product marketing manager for EX at Qualtrics.

Job Seekers Rush to Find New Opportunities with Better Pay and Work-Life Balance

Sales teams specifically are a strategic asset and critical differentiator. They bridge the gap between businesses and their customers, and they are central to generating revenue, expanding into new markets, and staying ahead of the competition.

Yet organizations across all sizes, industries, and geographies continue to struggle when it comes to keeping their sales teams engaged and productive. Why? Sellers are bogged down in administrative tasks or they don鈥檛 have the tools or insights they need for accurate forecasting. Managers struggle to access the data they need to make decisions quickly when it comes to adjusting sales territories, quotas, and compensation plans. On the other hand, sometimes there are too many tools: found that 79% of businesses report having more than 12 separate sales automation tools and systems.

All of these challenges have a negative impact on the overall employee experience. And in a competitive labor market, this means a more difficult time attracting and retaining top talent.

Increasingly, there is a need to equip sales teams with effective sales performance management tools that can help improve operational efficiency, motivate and engage employees, improve job satisfaction, and reduce churn. 51风流Sales Performance Management solutions empower organizations through agile and connected incentive management processes that motivate sales teams while improving operational efficiency and maximizing business results.

Providing Comprehensive Sales Performance Management Tools

51风流Sales Performance Management solutions provide a , including built-in workflows, embedded intelligence, rich analytics, mobile capabilities, and personalized dashboards. The solutions include , , and . They provide organizations with flexibility to create, optimize, and deliver territory, quota, and incentive compensation plans at speed and scale in line with evolving business needs and changing market dynamics, to help ensure increased seller engagement, drive performance, and support business growth.

Our customers are recognizing significant results with 51风流Sales Performance Management. , an American sunglasses manufacturer, reduced the number of incentive plans from 34 to eight, and gained the ability in just one week to roll out any new compensation plan. , the world鈥檚 largest internet travel company, streamlined incentive compensation at scale to deliver rate consistency and performance visibility for its 2,600 sales representatives across the world.

Bringing 51风流Sales Performance Management into the Human Experience Management Portfolio

Global organizations have continued to adopt 51风流Sales Performance Management solutions since they became part of the 51风流portfolio via the CallidusCloud acquisition in 2018. In 2021, 51风流Sales Performance Management became a part of the .

We made this decision to help our customers deliver individualized experiences for their sales teams while providing the agility, compliance, intelligence, and transparency needed to drive positive business outcomes. Since this move, we have continued to make significant investments in 51风流Sales Performance Management solutions, focused on simplifying our commercialization, modernizing the solution architecture on hyperscalers, embedding analytics and artificial intelligence (AI), and delivering more than 200 features and functions to drive process improvements.

It’s simple: sales performance management is critical to putting people first and accelerating business growth from the inside out.

In this new world of work, where organizations simply have no other choice but to put people and their experiences first, customers using the 51风流SuccessFactors Human Experience Management Suite are realizing the value of market-leading capabilities, including sales performance management, to attract and retain top talent.

51风流SuccessFactors Human Experience Management Suite capabilities help sales teams to thrive by providing leaders with the tools and guidance they need to hire the best candidates, onboard new hires, develop skills, improve performance through coaching and feedback, and help ensure that every employee is rewarded and valued. In addition, powerful employee listening tools make it easy to gather employee sentiment data so that the right actions can be taken to close experience gaps.

At SAP, our focus continues to be on helping organizations deliver the best employee experience possible, and this includes ongoing investment in delivering a robust sales performance management solution with global reach. That is why this month we will release new dashboards, rich embedded analytics, and a number of process improvements.

These updates — and innovations in the future — will continue to help organizations provide the experiences their sales teams need to accelerate business performance, including winning compensation programs that keep everyone motivated.

Learn more about solutions.

Maryann Abbajay is chief revenue officer for 51风流SuccessFactors.

51风流SuccessFactors Earns Top Rated Awards from TrustRadius in Eight Categories

But there is one organizational role that continues to be the mainstay of the employee experience: the people manager. In today鈥檚 rapidly evolving workplace, job satisfaction and employee engagement are strongly linked to the quality of the relationship an employee has with their direct manager. As it鈥檚 often been : people leave managers, not companies. A study found that 鈥�70% of the variance in team engagement聽is determined solely by the manager.鈥�

鈥淭he manager is the employee鈥檚 first line to experiencing work and the organization,鈥� says Dr. Lauren Park, human resources (HR) research scientist on the 51风流SuccessFactors Growth and Insights Team. The team conducted a study of 31 HR leaders across multiple regions and industries to find out how the role of the people manager is transforming to improve the employee experience. 鈥淲ith recent shifts in the social and economic space, we see this [role] becoming even more important.鈥�

Drivers of Change in People Management

The team鈥檚 research identified three driving forces behind the transformation of people management. For the roles and industries in which it is relevant, the biggest change is the shift to hybrid work. Managers and employees no longer share the same workspace, which means that communication has to be more intentional to overcome the lack of nuanced information from in-person interactions. Also, managers now need to focus on managing outcomes rather than processes.

Changing employee expectations are also transforming people management. Employees are rethinking how work fits into their lives and have become more vocal in demanding better experiences. 鈥淲e see a power dynamic shift from some managers looking at their team to make them successful to managers really being there to make those individuals successful and to help improve their work and non-work experiences,鈥� Park says.

Technology is also shaping the role of the people manager to be much more human-centric. As administrative tasks become automated, people managers will be able to spend more time on people-focused work, like fostering growth and development, improving team culture, and demonstrating caring.

People-Oriented Competencies for the Future

People managers in the future of work will need very different competencies from the task overseers and administrators that characterized some people management practices in the past. 51风流SuccessFactors researchers have given considerable thought to which competencies people managers will need to be successful in building employee engagement.

鈥淲ith the input of our customer research participants, we developed a competency model of what people management looks like in this new world of work,鈥� says Park, who will present these research insights in the session 鈥溾�� at on September 14.

鈥淭he foundational competency required for people management is and has always been the ability to communicate and to influence others. But what is becoming more and more central to a manager鈥檚 role is demonstrating concern and care, not only for their team but for themselves. This is where we see a shift 鈥� people managers are expected to do this more than ever before, and many don鈥檛 feel prepared to take on this role.鈥�

Other competencies include fostering growth and development, including continuously upskilling themselves and their team. It is also up to the people manager to build a positive team culture that fosters psychological safety and encourages growth. The traditional competency of specifying and evaluating work remains important for the role of the people manager, including knowing when and how to give employees autonomy to complete their work in balance with organizational needs.

Developing the Next Generation of People Managers聽

Organizations will need to take care to identify and develop employees to be people managers. Some of the personal traits that are surfacing in feedback from HR leaders include adaptability, empathy, resilience, conscientiousness, honesty, humility, and a tolerance for ambiguity and uncertainty.

With consideration to these competencies and traits, it becomes clear that not everyone is meant to be a people manager. 鈥淭raditionally, organizations chose the best high-performing individual contributors to become people managers,鈥� Park says. She notes that this approach has been controversial in the past and says, 鈥淭he consensus is that is not going to be successful in the future.鈥�

As an alternative, those high-performing individual contributors may soon get a progression track through the organization of their own that precludes taking on people management responsibilities. However, talented employees who are tapped for the role of people manager can further develop their skills through coaching, job shadowing, and mentoring. Deliberate succession planning needs to be in place to ensure that those employees with recognized people management skills are effectively placed in new roles.

Each organization will differ in its approach, but Park believes there is an urgent need to identify and develop new people managers who can improve employee experiences. 鈥淲e saw varying levels of maturity in the customers we spoke to,鈥� says Park, who recently talked with an HR leader who had implemented a parallel progression path for individual contributors and people managers.

鈥淚鈥檇 say it鈥檚 becoming increasingly more important, perhaps exponentially so, as we see that changing employee expectations continue to shape the way organizations are developing their policies and strategies.鈥�

How 51风流SuccessFactors Innovation Can Help You Tackle Your Toughest Challenges