Each year we deliver over 800 legal changes to meet the needs of our global customers. Local compliance and staying on top of legal changes is a huge challenge in running a business, but we continue to invest heavily in payroll.

Additionally, with the power of our ecosystem, our partners can release their own local versions as part of our partner localization process, extending our reach even further. We also have over two dozen partners globally offering services to give our customers choice and flexibility.

鈥淲ith 50 native calc engines and many more through partners, 麻豆原创 remains the team to beat in the HR tech multi-country payroll race,鈥� said Pete A. Tiliakos, principal analyst and managing partner at 3Sixty Insights. 鈥淧aired with its heritage and experience supporting payroll for the largest enterprises globally, 麻豆原创 is positioned well amongst multinational HCM buyers seeking highly localized solutions.鈥�

Organizations of all sizes 鈥� including many over 100,000 employees 鈥� industries, and regions use 麻豆原创 SuccessFactors Employee Central Payroll to help manage payroll efficiently, compliantly, and accurately while providing their employees with a great payroll experience. Here are a few examples where our customers are seeing value:

• , which supports farming businesses across the U.S. and Canada, is able to run payroll remotely to support both its own workforce of 3,600 people as well as an additional 4,200 employees at its member companies.
• , based in the UAE, can complete month-end closing processes 33% faster than before and can process HR requests, such as time-off, 40 times faster.
• , a private education group based in Malaysia, has been able to achieve 100% payroll accuracy because of data flowing between systems, along with 35% faster payroll processing time.
• , South Korea鈥檚 biggest global leisure booking platform, has been able to automate employee payments by using 麻豆原创 SuccessFactors Compensation with 麻豆原创 SuccessFactors Employee Central Payroll.

Additional organizations seeing value using 麻豆原创 SuccessFactors Employee Central Payroll include , , , and many more.

Along with the localization of Greece in the 2H 2023 release, additional innovations include being able to view a pay statement directly within Microsoft Teams, enhanced retro visibility for payroll administrators, and a home page engagement card for employees in the U.S.

Read more details on the and view a supported by 麻豆原创.

Amy Wilson is senior vice president of Products & Design at 麻豆原创 SuccessFactors.

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

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

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

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

麻豆原创 Business AI in 麻豆原创 SuccessFactors Solutions

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

Talent Intelligence Hub

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

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

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

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

Generative AI Use Cases for Hiring

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

Generative AI Copilot Joule

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

Future-Ready Workforce

Integrated Learning Experience

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

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

Elevated Experiences

Horizon Visual Theme

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

HR in the Flow of Work: Microsoft Teams App

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

Enhancements to 麻豆原创 SuccessFactors Employee Central

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

Agile & Compliant HR

Cross-System Workflow

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

Time Management

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

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

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

Watch the and read the 麻豆原创 SuccessFactors for more detailed information.

Amy Wilson is SVP of Product and Design at 麻豆原创 SuccessFactors.

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

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

Building Your Future-Ready Workforce

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

Talent Intelligence Hub

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

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

Dynamic Teams

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

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

Opportunity Marketplace

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

Engaging with Elevated Experiences

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

User Interface

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

Digital Workplace

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

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

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

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

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

Amy Wilson is senior vice president of Products and Design at 麻豆原创 SuccessFactors.

The world of work has changed dramatically since the report鈥檚 inception, elevating the role of people and culture leaders. The need for rich data and actionable insights, employee expectations for greater self-service and mobile functionality, a growing skills gap, and the ability to manage an increasingly dispersed workforce are just a few of the major shifts we have experienced. With all of these changes, one constant has remained clear: the need for people to be at the center of business is more critical than ever.

This is why more than 9,400 customers worldwide — from mid-market organizations to global enterprises with 100,000+ employees — count on 麻豆原创 SuccessFactors Human Experience Management (HXM) Suite to elevate their people function and drive transformational change throughout their business. Together with , solutions, and the broader 麻豆原创 portfolio, they can connect their people processes across the business to truly put people at the center.

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 . 鈥淧eople data is the lifeblood of the system. With intelligent technologies from 麻豆原创, we can create integration end to end, and leverage that data to get people connected and productive faster.鈥�

Building a Future-Ready Workforce

As we look at the changing dynamics of what people and organizations need to succeed, it requires a change in thinking. People thrive when they are engaged in their careers and have a sense of belonging; organizations thrive when their people are properly skilled and aligned to the right opportunities.

Global HR industry influencer Josh Bersin recently : 鈥淸 is integrated into the [麻豆原创] SuccessFactors stack, making talent marketplace an integrated part of HCM. 麻豆原创 is going further. While the talent marketplace is often seen as a ‘product’ or set of features, it really is much more. It鈥檚 a new, modern way of thinking about pay, jobs, roles, and growth.鈥�

At , we introduced new innovations to transform talent development for the future of work, and bring the whole self model to life. Informed by our team of behavioral scientists, these innovations use data and machine learning to continuously understand the capabilities within the workforce as well as each person鈥檚 whole self — their skills, aspirations, interests, strengths. This intelligence enables organizations to match people with dynamic teams and ongoing growth opportunities. The result is people-centric organizations that provide individuals with opportunities to grow and learn in alignment with the needs of the business.

Vicki Furnish, vice president of Global People Solutions Operations and Analytics at NTT DATA Services, said it perfectly when discussing NTT DATA Services鈥� move to 麻豆原创 SuccessFactors: 鈥淚f we put the right foundation in for our team and people, our team members will be successful. If they are successful, we will then be successful in our business.鈥�

Read the full report here: .

Amy Wilson is senior vice president of Products and Design for 麻豆原创 SuccessFactors.

Gartner does not endorse any vendor, product or service depicted in its research publications and does not advise technology users to select only those vendors with the highest ratings or other designation. Gartner research publications consist of the opinions of Gartner鈥檚 research organization and should not be construed as statements of fact. Gartner disclaims all warranties, expressed or implied, with respect to this research, including any warranties of merchantability or fitness for a particular purpose.

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

Creating a Future-Ready Workforce

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

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

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

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

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

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

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

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

Amy Wilson is senior vice president of Products and Design for 麻豆原创 SuccessFactors.

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

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

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

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

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

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

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

麻豆原创 SuccessFactors Time Tracking

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

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

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

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

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

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

Time Off

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

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

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

Time Administration

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

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

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

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

Amy Wilson is SVP of Product and Design at 麻豆原创 SuccessFactors.

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

It is well known that more diverse teams bring creativity and innovation, and diverse organizations are more likely to be profitable than their competitors. According to Gartner, diversity, equity, inclusion, and belonging (DEIB) has been ranked among the for HR Leaders in 2022.

But as we know, simply recognizing the importance and value of DEIB is not a solution 鈥� and making meaningful change is difficult. For strategic DEIB initiatives to succeed, organizations need data, and this is where many struggle. The data dilemma is two-fold: obtaining the right data about their people and being able to manage and interpret it properly. By rethinking when and how to ask for data, organizations can gain a clearer sense of who is in their workforce and how they can continuously improve their experiences surrounding DEIB.

DEIB data collection is a sensitive issue because employees may want to keep certain aspects of their identity private. The potential consequences of revealing one’s identity 鈥� particularly what may not be apparent to others, such as sexual orientation or religion 鈥� vary across time and place. Employees may face insensitive questions, microaggressions, outright prejudice, or even discrimination as a result. When employees anticipate these consequences, they feel less comfortable taking the risk of sharing their identity, and this lack of psychological safety leads to less self-reporting. The result is that leaders lack access to DEIB data to understand and improve the organization and, most importantly, the employee experiences of their people.

At 麻豆原创 SuccessFactors, we talked to globally on the scarcity of personal data and our findings show the issues are structural. Employees do not understand why some personal data is being collected or how it鈥檚 being used. To avoid bias and discrimination, they refuse to share this personal information.

So, what are the structural issues and how can they be addressed?

Using employee onboarding as an example, think about the data often requested on day one: name, date of birth, address, bank details, gender, marital status, along with potentially detailed identity data.

This is a lot of personal information to give an organization that an employee does not yet know or trust. Asking them only in the initial stages of joining an organization makes little sense and ignores the fact that identities can change over time. Instead, organizations need to earn the trust of employees and be strategic about when and how often they ask employees for social identity data.

Transparency Is Key: How to Help Employees Feel Comfortable with Sharing Their Identities

Organizations should think of addressing the various aspects 鈥� like demographics 鈥� of an individual’s identity, timing the reporting process, and, most importantly, ensuring trust among the individuals that their data will be used constructively and privately.

Transparency here is key. Employees need to know who will have visibility into their personal data, to what extent, and for what purposes. They also need to understand how technology systems will use the data, which requires organizations to be clear about their strategies and policies on managing bias.

Maybe organizations want to identify and support underrepresented groups or improve employee experiences in targeted areas. Specificity is also key. These noble intentions must come to fruition with clearly communicated programs and results tracking to gain the trust of employees and make them feel confident that their details are in safe hands. The more information employees are willing to self-disclose, the more organizations will be able to improve and individualize their experiences in return.

To recap, changing when and how organizations ask for personal data can result in greater self-reporting.

• Start with the less sensitive data you already have, like date of birth, place of birth, and current location.
• Gain employee trust by clearly communicating the benefits of self-disclosure and where and how their data will be used.
• Collect data on a regular basis, particularly after , to better understand changes in identity.
• Communicate to employees how this data has informed the development and execution of the DEIB strategy.

The journey to address DEIB within an organization cannot be completed overnight. Intentionally and intelligently collecting and using data can help employees feel comfortable bringing their whole selves to work. On the other hand, by knowing their people better, organizations can explore ways to foster .

Amy Wilson is SVP of Products and Design at 麻豆原创 SuccessFactors.

The report covers the complex talent acquisition landscape, considering user experience, core applicant tracking system (ATS), candidate relationship management, recruitment marketing, analytics, internal mobility, and onboarding of 20 vendors.

With multiple challenges converging at once, including a growing skills gap, ongoing talent shortage, and rising inflation, leaders are increasingly focused on recruiting the best talent and developing their current workforce. With the macroeconomic disruptions happening globally,聽how can they optimize their current workforce by placing the right people in the right roles? More than 75% of business leaders say the ability to hire and retain talent is most critical to achieving growth, according to the , and only 31% expect talent shortages to ease this year.

At 麻豆原创 SuccessFactors, we have and continue to invest in our to empower our customers to take these challenges head on with a holistic approach to building a sustainable workforce — from recruitment to internal mobility to learning and growth. Our talent acquisition product development is focused on enhancing the candidate experience, providing greater support for recruitment solution users, automating processes, and enhancing core capabilities.

As the IDC MarketScape noted: 鈥�麻豆原创 SuccessFactors continues to add new features and functionality to its platform to provide recruiters, hiring managers, and candidates the best possible experience while improving key metrics such as time to fill and quality of hire.鈥�

Intuitive recruiter dashboards with candidate “select and compare” options, new hire onboarding with embedded listening, and embedded features to reduce implicit bias are all noted as strengths of the 麻豆原创 SuccessFactors solutions for talent acquisition.

Our excitement for being recognized as a Leader by the IDC MarketScape is surpassed only by our passion to see our customers win the war for talent. For example, a financial services group in South Africa, was able to reduce time-to-hire by 25% using 麻豆原创 SuccessFactors solutions. Kammy Sing, the company鈥檚 group head of operations said: 鈥淭he best candidates are often the ones with multiple job offers, and any delays in the hiring process could lead to a missed opportunity. With faster hiring processes we鈥檙e even better placed to find and attract top talent to our organization.鈥�

, an international food and agribusiness, is also using 麻豆原创 SuccessFactors solutions to transform its talent management. President and Group CIO Thiagaraja Manikandan said: 鈥淭o operate at the speed modern business demands and strengthen our position as a leading employer, Olam chose 麻豆原创 SuccessFactors and Qualtrics to reimagine how we equip candidates and employees with the resources, services, and tools to support their work and development.鈥�

The IDC MarketScape recognized 鈥渢he option to integrate 麻豆原创 SuccessFactors Recruiting and 麻豆原创 SuccessFactors Onboarding as part of the 麻豆原创 SuccessFactors HXM suite or to purchase as standalone provides clients with strong flexibility in choice for solutions.鈥�

While talent acquisition remains an important strategy to address talent challenges, the positive results will be short-lived if not combined with an effective growth and development strategy. 麻豆原创 SuccessFactors solutions are designed with flexibility and extensibility in mind, enabling customers to take advantage of the latest innovations faster than ever before. For example, organizations can embed 麻豆原创 Fieldglass software into recruiter dashboards to manage contingent workers and 麻豆原创 SuccessFactors Opportunity Marketplace can help organizations be more agile in how they upskill and utilize skills from their employees to fill gaps quickly.

As we look toward the future, we are focused on continuing to build our whole self model to support organizations in continuing to provide opportunities that are relevant for each individual 鈥� helping them to grow their careers in line with their personal growth. The magic happens when organizations can bring together talent data across the employee life cycle, starting with each candidate, and deliver a consistent, individualized experience for the entire workforce. Combined, this is what will help organizations build a sustainable workforce capable of delivering greater economic sustainability.

To learn more, download a complimentary copy of “” (doc #US48357022, June 2022).

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Amy Wilson is senior vice president of Products and Design for 麻豆原创 SuccessFactors.