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,听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.

HXM and the role of HR has continued to evolve. In this transformative time, mindsets have shifted from thinking about workers in the context of who they are as employees to recognizing them as multidimensional humans. We recognize that families, aspirations, dreams, and even fears come to work every day. Our human side is no longer a liability, but something to celebrate. And being human at work opens up the possibility to pursue infinite growth and limitless potential. Putting to work our human traits and capabilities is the path for organizations and individuals to unlock creativity, ingenuity, and passion 鈥� and tackle new challenges.

HR strategies also shifted from a 鈥榦ne-size-fits-all鈥� packaged approach to individual-driven careers that recognize unique strengths, passions, and motivations. This shift from roles as the building block of an organization to people-based strategies creates huge opportunities for HR to lead the conversation and drive change. How do we unlock human potential beyond a defined job description? And how do we shift our own practices to embrace the opportunity shift to people and skills?

We put together the four faces of HR to share and recognize the ingenuity in creating, testing, and experimenting with new approaches for modern employee experience management. These four faces reflect a compilation of ideas generated following much reflection and observation of how the role of HR is shifting, rapidly and in real time, for our customers. We validated and enriched the aspirations for each role with our research-based .

Being research and practice evidenced, we find these faces to be a work in progress and achieving each strategic role will continue to evolve. Each role complements each other and is not mutually exclusive. In fact, you will likely see yourself in multiple roles.

Culture Advocate:听The Face of Identity

Persistent and organizationally savvy, the Culture Advocate leverages positivity, purpose, and belonging to make ambitious organizational shifts. From innovation culture and learning to diversity, equity, and inclusion, the Culture Advocate shapes positive change through action. Culture is the prerequisite for meaningful transformation. No longer just talk, culture is tackled with strategy and action! The Culture Advocate doesn鈥檛 need to rely upon intuition. They form strategies with real insights into organization mindsets, behaviors, and values and inspire change from the bottom up.

Chief Empowerment Officer:听The Face of Motivation

Bold and confident, the Chief Empowerment Officer inspires employees and opens doors. They break boundaries to ensure impact and contribution have little to do with title or hierarchy. From intern to vice president, they ensure the entire workforce has opportunity to connect to meaningful work and create an impact. They combat 鈥榮tay-in-your-lane鈥� thinking and manager protectionist strategies, busting job descriptions and team boundaries along the way. The Chief Empowerment Officer believes in the power of an intrinsically motivated workforce powered by opportunity, support, and trust.

Agile Orchestrator:听The Face of Possibility听

The Agile Orchestrator busts traditional ways of working and transforms the organization to be ready for anything. They strive for an open and adaptable workforce at all levels and for individuals, teams, and organizations. Agility means experimenting and testing new organization structures and disrupting at times for good. Orchestrators enable employees to become individually adaptable with exploration and stretching of skills to gain competence and self-efficacy, ultimately to become fully confident to thrive in the face of change. They ensure that dynamic behaviors are fully supported with agile talent management processes from recognition and rewards to work assignments and team-based goals.

Operational Architect:听The Face of Innovation听听

Confident and curious, the Operational Architect finds novel solutions to workplace challenges by leveraging innovative technologies. The architect has an experimentation mindset, which fuels a passion to test and pilot new ideas.听They look to technology听and innovation听as a behavior and culture lever听in addition to increasing productivity and automation. Success is measured by the experience and outcomes for employees, managers, and the HR team.听Experience is equally as important as efficiency flow. Pioneering and ambitious, this face of innovation iterates to improve the entire work experience.

The听four faces represent limitless potential and opportunity. As HR organizations expand their role, they will look to these four distinct groups to drive innovation and culture change in order to expand their impact and contribution to the business.

Amy Wilson is SVP of Products & Design at 麻豆原创 SuccessFactors.
Julie Bartholic is vice president of Product Innovation Design at 麻豆原创 SuccessFactors.

This is the perfect example of a鈥�dynamic team:鈥痑 group of people with different skills, strengths, and work styles, that鈥痺ork together鈥痮n a mission-critical initiative, and once the team鈥檚 goals are achieved, they disband.鈥疘ncreasingly, this is the way work gets done. Our research found that 82% of employees have participated in a dynamic team more than once in their current organizations.*

Dynamic teams are sometimes the most innovative and productive groups within an organization, creating important networks and lasting impact. However, with today鈥檚 human capital management (HCM) systems, these teams 鈥� and their value 鈥� are hidden.

Consider what happens today when a leader needs to assemble a team for an important, high-visibility project. They鈥檙e likely to pull in people they already know. But is this the best way to optimize both initial results and long-lasting effects? Does this serve diverse populations that may be hidden themselves?

With dynamic teams hidden from view, organizations lack insight into how work is allocated, how to optimize and replicate results, and how well capabilities are building. Meanwhile, employees are not getting recognition for the skills they are gaining and the results they are delivering. And within the dynamic teams themselves, leaders and team members lack the visibility into what each person brings to the table and how they can most effectively work together.

This lack of transparency is holding us back in our pursuit of personal and organizational sustainability and adaptability.

The Next Chapter for HXM: Dynamic Teams

Today at鈥疭uccessConnect, we announced the delivery of 麻豆原创 SuccessFactors Opportunity Marketplace, backed by our center of capabilities, as the foundation for bottom-up learning, skilling, and self-development. It is an ever-evolving platform that extends beyond the traditional matching capabilities of HCM software to support a range of opportunities, from learning content and mentor relationships to temporary assignments and career roles, curated around an individual鈥檚 whole self — who they are today and who they are becoming.

But we are not stopping there. We believe that dynamic teams are the pinnacle of opportunities. Just think about when you experienced your most significant growth 鈥� was it when you were holed up in your office studying or when you were surrounded by a team working together on an audacious goal? It was most likely the latter. Our research found that when an employee participates on a dynamic team, more than 70% of their line managers report a positive impact on their career development and engagement.

Today, we shared our vision to bring dynamic teams to the forefront of (HXM). With HXM technology to support dynamic teams, organizations can identify, track, measure and optimize the outcomes of these鈥痟idden鈥痝roups, and individuals can access broader development and networking opportunities.

The benefits of elevating the power of teams include:

• Diversity and inclusion: By making dynamic teams and the roles within them transparent, organizations can open opportunities to a broader set of colleagues. With data and insight into diversity of thought, strengths and backgrounds, they can assemble teams with balance and belonging.
• Trackable investments: Understanding where and how work is being done, organizations can gain greater insights into what and who is driving innovation and agility throughout their business.
• Sustainable development and transformation: Participating in a cross-functional team helps people acquire new skills and strengthen their network. This growth benefits their 鈥渄ay jobs鈥� by fostering ongoing adaptability and development. In turn, organizations can accelerate broad transformation initiatives that rely on the network effects of cross-functional skill development and behavioral change.
• Health and prosperity: With a better understanding of who we are as individuals and what we can bring to a team, along with greater empathy and understanding of our teammates and how best to work together, we can optimize team dynamics. Not only does this help deliver tremendous results, but it also helps people have more fun in doing so.

Human experience management is about putting people at the center of business. With our introduction of and the center of capabilities this year, and dynamic teams next year, we are reshaping the way we work and grow 鈥� as organizations and as humans. So together, we can change work for good.

Our journey to bring our HXM vision to life would not be possible without the hundreds of customers who have partnered and co-innovated with us. To get involved, visit the .

Learn more about dynamics teams by tuning into and reading our current research on .

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

*Based on a survey of 1,492 dynamic team-members and line managers globally, conducted by the 麻豆原创 SuccessFactors HR Research Team (March, 2021).

We鈥檙e excited for what鈥檚 ahead as we embed SwoopTalent鈥檚 IP across the 麻豆原创 SuccessFactors Human Experience Management (HXM) Suite and welcome co-founders鈥�痑苍诲鈥� and the incredible SwoopTalent engineering team to help us do it. Chapman and Sallakonda are thought leaders in the HR tech industry who collectively bring decades of experience building solutions and leveraging the power of data and ML for learning, talent, recruiting and workforce analytics and planning.

By bringing SwoopTalent into the 麻豆原创 SuccessFactors organization we are accelerating our HXM vision with a powerful trained artificial intelligence (AI) model that will allow our customers to access reliable data to transform the employee experience and empower a future-ready workforce.

Allow me to explain why this is so important for us, and why it should matter to you, too.

The Rise of HXM

When we introduced HXM almost two years ago, our vision was to put people at the center of business by creating meaningful and memorable workplace experiences. Because when people鈥檚 needs and motivations are addressed, better business results follow.

Since then, we鈥檝e delivered new solutions like鈥�麻豆原创 SuccessFactors Work Zone that allow employees to access multiple tools, apps, and systems from one digital workplace. We鈥檝e also reimagined the user experience across the 麻豆原创 SuccessFactors HXM Suite to deliver greater individualization and engagement, with new and consumer-grade experiences. We鈥檝e rolled out these new user interfaces (UIs) for 麻豆原创 SuccessFactors homepage, 麻豆原创 SuccessFactors Learning, and 麻豆原创 SuccessFactors Performance & Goals, among others, with more coming in future releases.

Our vision for HXM never stopped there. Employee experience is not just defined by how we complete our daily tasks or interact with technology. It鈥檚 an opportunity for employees to invest in themselves, express what they bring to the world, and reflect their individuality in their work. Guided by what we call the 鈥�whole self鈥� model, we are exploring how we can tap into the mindsets, work styles, and aspirations that drive people to do what only they can uniquely do to help us transform the human experience at work.

The Organizational Agility Imperative

If we can help employees identify and explore their interests, hone their capabilities, and learn new skills, we are empowering them to grow their careers in alignment with their values and sense of purpose, leading to鈥痠ncreased job satisfaction,鈥痺ell-being, and job performance.鈥疊usiness leaders can also gain powerful insights about their people to enable greater organizational agility to upskill, reskill, or redeploy talent to the greatest business need.

This has become increasingly important for organizations that have had to quickly pivot to new business models due to the pandemic 鈥� and we don鈥檛 see the pace of change or disruption slowing down.

So how do we access the insights needed for organizational agility? How do we analyze and use what we learn to match capability with opportunity, and skills with a burning business challenge? It requires intelligent, adaptable, and dynamic data. That鈥檚 where SwoopTalent comes in.

Tapping into the Whole Self Model

With SwoopTalent鈥檚 talent and machine learning algorithms, we will strengthen our adaptable, dynamic talent profile to gather information from different sources鈥攌eeping in mind local regulations and the employee鈥檚 consent and preferences about the information they鈥檇 like to share鈥攖o continuously shape and refine a digital picture of an employee鈥檚 whole self: who they are today and who they are becoming. This talent profile powers a new solution, planned to be released this year, that will serve up data-driven opportunities like recommendations for learning content, roles, assignments, dynamic teams, mentors, and more; all of which will fuel an employee鈥檚 ongoing development and growth.

This is a game-changing use of data that, until now, only recruiting solutions could do. Recruiters have used intelligent software for years to connect their job descriptions with the talent market in order to intelligently and automatically find candidates.

Our solution will be equally as powerful, but for internal employees. As a person鈥檚 talent profile develops and becomes much more colorful and descriptive, surfaced opportunities will become more individualized鈥攚hether it鈥檚 a job possibility that matches a person鈥檚 skillsets, a learning experience that fits an interest, or a mentor who can guide the development of their core competencies.

A data-rich opportunity marketplace will empower people to grow their careers and give organizations the agility required to transform their business. Truly intelligent enterprises are powered by people, enabled by technology, and backed by a strong data foundation. When we bring the three together, the possibilities for the individual and the business are endless.

We are energized by the progress we鈥檝e made and thrilled to have the SwoopTalent team join us to continue bringing our HXM vision to life.

To learn more about HXM and our upcoming product launch, save the date for on October 13, 2021.

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

With Walden as a key leader of Royal Mail Group鈥檚 business transformation, he has championed the organization鈥檚 recent employee experience project, referred to as 鈥淭he Fridge.鈥� 鈥淭he Fridge鈥� is a consumer grade, digital personal development platform with the goal of assisting people to find the right tools, in the right format and at the right time, to perform their day-to-day roles. Powered by 麻豆原创 Work Zone for HR, the solution has impacted company culture intrinsically with a bottom-up approach to learning and development.

Q: Royal Mail has been delivering mail in the UK for 500 years since its origins in 1516. It is one of the oldest organizations in the world, and even it is facing the need to transform. What is shifting in your industry and what are some of the actions you have had to take to progress?

A: Royal Mail Group is an organization that is going through an immense amount of change and transformation at the moment. This has only been sped up with what has been happening in the world over the last 12 months with . We are shifting from being a letters business that delivers parcels to a parcels business that delivers letters. We need to change all aspects of our organization to align with that. There are operational changes that are happening but, at the heart of it, it’s the culture and people in our organization that need to change in order to support that. We have over 140,000 employees and there is a deep need to connect, upskill, and engage our people. It鈥檚 about developing the broader skills, behaviors, and competencies and making sure we are enabling our operational line managers by having the right support, tools, and skills听听We have roughly 8,000 line managers who really help set the tone with how the business operates.

I understand the solution for this is something you are calling “The Fridge” internally. I would love to know where this name comes from and how you are leveraging 鈥淭he Fridge鈥� to transform your organization and help your people.

鈥淭he Fridge鈥� is quite a provocative name. It is one that we have given to the platform that we are using to help support, educate, and skill up our people to provide them the tools they need to go through this people transformation. Those aspects are really about new ways of working but also with that, the culture changes. We are making sure that we are giving our people and line managers the right tools, the right skills, and the right environment for them to support the business going through this transformation.

That鈥檚 excellent to hear that Royal Mail Group is helping its workforce to autonomously upskill its people. 鈥淭he Fridge鈥� is powered by 麻豆原创 Work Zone for HR and was deployed 100% remotely in just 10 weeks! Can you share a bit about how this technology is making you successful today?

We鈥檙e using 麻豆原创 Work Zone for HR to help change the entire employee experience of our HR tools and our HR platform. It is a new way of delivering services and information to our people. The learning piece is really just the foundation of it. The premise to use 麻豆原创 Work Zone for HR is really that hook to provide everyone in the organization easy access to what they need, how, when, and where they need it. We can bring people into one place for all of their HR requirements and for all of the applications and services they need. It will be that place where our operational managers can get all of their information about how they do their job. This is key to supporting our employees and helping them adapt to meet the challenges we as a company face today as well as ensuring they are prepared for the future.

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

There was a time when we never could have imagined a fully remote workforce and today, we鈥檝e proven that the impossible is in fact feasible 鈥� and for some, even a preference compared to how we operated before. The challenges that seemed daunting last year are now the standard, even simple compared to what is coming next. How, when, and in what capacity do we open offices? How do we predict the future when circumstances have shown that initial assumptions can been so easily challenged?

More and more, the answer points toward organizational agility and problem-solving through a multi-dimensional, data-driven approach. With people at the center of this, achieving the next stage of human experience will require a strong tech backbone across the enterprise, end to end.

For example, with 麻豆原创 Analytics Cloud, reporting, analytics, and planning are brought together into a single platform that allows users to continuously innovate and combine people and enterprise data.

Considering a challenge such as a “return to workplace” scenario, things like safety, balancing productivity with employee sentiment, and differentiating from region to region will require (HXM) tools to form a clear picture and take action.

Things like tracking vaccine status to reopen offices can be accessed in through a new, free health and vaccination monitoring portlet. Data can also be brought in from a variety of sources such as contingent workers from software, sentiment data from , and labor availability from the broader market. With the combination of 麻豆原创 SuccessFactors software and 麻豆原创 Analytics Cloud as part of the , educated decisions can be made toward shaping a clearer picture into the future of work.

Beyond gaining visibility across the enterprise, organizational agility also requires the constant need to adapt skills, behaviors, and processes. Tools that can be adapted based on business needs that empower individuals and teams to adapt and reinvent themselves through connection, collaboration, and reskilling will allow for organizations to not only maintain pace, but stay ahead of their markets.

The newly introduced 麻豆原创 Work Zone for HR built on the 麻豆原创 Business Technology Platform provides this experience: a one-stop portal that brings together applications from 麻豆原创, 麻豆原创 SuccessFactors solutions, and pluggable components into one, employees can access everything from learning opportunities to planning parental leave. The solution makes it easy to track projects, complete tasks, and keep an eye on progress towards goals and participation in mentoring programs. With the employee in the driver鈥檚 seat, 麻豆原创 Work Zone for HR helps empower people and gives them tools to autonomously upskill, reskill, and collaborate.

When it comes to the future of work, the reality is that things will continue to change. The need to move quickly and make educated decisions will be more pertinent than ever before. To become an intelligent enterprise capable of staying ahead of the market while also making a difference in the world and employee鈥檚 lives, it will require a strong level of support through technology and a data-driven approach to drive emerging outcomes.

To find out more about how to leverage 麻豆原创 technologies to build a more robust and engaged workforce, tune into .

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

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

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

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

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

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

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

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CPM in the Age of Human Experience Management

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

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

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

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

Learn more about continuous performance management within . Join 麻豆原创 for the 鈥淩eimagine the Employee Experience with HXM Solutions from 麻豆原创鈥� session at to view the latest demo of 麻豆原创 Work Zone for HR with continuous performance management.

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

Current system听landscapes听can听feel听fragmented, confusing, and jarring,听with听employees听logging听into听听to accomplish straightforward tasks. What听may听seem like minor disruptions can have a major impact on听the overall employee experience.听In fact,听research shows听that听 believe that if they had better technology, it would make their听experience听at work听easier and better.

Human experience management (HXM)听is听about听putting people at the center听of what powers the business;听making work听not only easier, but more听individualized to each employee.听With听remote work here to stay,听it is听increasingly听important听that听employees听feel听connected,听informed,听and听with听access to the tools they need to听be productive听from any device听or location.

听is a听new听HXM听solution听that听provides a听personalized听digital workplace so employees can听tap into everything they听need from a single touch point听and听personalize it听based on what matters to them听and what they need to do their best work.听The product is available for preview today and is planned for general availability on November 20.

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听Easy Access to Relevant Apps, Processes, and Information听

As mentioned,听the average day for many employees involves logging into multiple applications听to find information and complete tasks. This can stunt听their workflow, reduce听productivity, and听result听in frustration and stress.

They expect听a听better experience, an intelligent workplace that streamlines tasks in an easy and connected way.听麻豆原创 Work Zone for HR connects听multiple听applications, processes, and information into a听single entry听point.听This includes solutions from across the entire 麻豆原创 ecosystem 鈥� from the 麻豆原创 SuccessFactors听portfolio and our robust听community听of partner apps.

Employees can access everything they need without toggling back and forth among applications or spending time searching for the right tool听to complete tasks.

Beyond streamlining and bringing together multiple applications,听it is important to provide individualization to employees. What is relevant to one person might not be relevant to another. 麻豆原创 Work Zone for HR allows听employees听to听customize their dashboards based on how they听want the different听pieces听organized. It intelligently surfaces content, insights, and actions听based on their behaviors.

Building a听Culture of Continuous听Learning from Any Device

Fostering a culture of continuous learning听is听increasingly important听for organizations to remain agile and competitive.听麻豆原创 Work Zone for HR听offers the agility organizations need to manage fast-paced change, from onboarding and offboarding employees to听reskilling and upskilling to meet new demands.听By using听built-in discovery and collaboration capabilities, peer resources and intelligent recommendations,听employees听can easily听access听the resources they need听鈥撎齛ll听using the same simplified interface.听They can also听tap into听community and affinity groups that provide a safe place for employees to ask questions and pursue interests, from building community to volunteering.

By putting everything听employees听need听to do their job at their fingertips听鈥� including continuous learning,听skills development听and on the job training 鈥� organizations can empower them to adapt and succeed.

Engaging and Connecting the Workforce from Any Device

For business continuity, especially in times of change, organizations should be able to rely on a single platform听as a unifier of information. Equally important is meeting employees where they听are and听working to make the information and听tools听they need available to them听across all devices.

麻豆原创 Work Zone for HR enables听leaders to push top-down communications swiftly and easily, without IT involvement.听Whether it is a new safety protocol, a learning program, or the latest company strategy,听leaders can support their employees 鈥� regardless of location听or role听鈥撎齣n having access to the right information.

This level and ease of communication can be especially important for deskless workers听who depend on mobile devices to stay connected,听such as听people who work听on a听shop floor or听at听a retail store who might be limited in how they collaborate with their colleagues and听managers.

Employees also have various methods of communicating and collaborating with each other. 麻豆原创 Work Zone for HR enables discussion sessions and Q&As so听they can ask questions, get responses from听experts, and communicate with each other. Not only does this help increase engagement and encourage transparency, it provides leaders with real-time feedback.听Experience听Management solutions from 麻豆原创 and Qualtrics听can be听embedded throughout 麻豆原创 Work Zone for HR so leaders can听capture feedback and听take action听鈥撎齧aking听sure employees feel heard and understood.

Empowering the New Digital Workplace

What is the ultimate benefit of all this? A better employee experience and, with it, a better customer experience and听stronger听company performance.听The听way to foster a truly mission-driven, agile organization,听requires听access — access for the individual to work autonomously with ease, and in the driver鈥檚 seat of their own career journeys.

With 麻豆原创 Work Zone for HR, organizations can provide a simplified digital workplace experience when their people need it the most.

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

The new category launched at a time when jobs were in surplus and attrition was at an all-time high. Yet in a matter of a few months the global economy shifted toward mission-critical action to maintain the status quo. In such circumstances, is HXM still relevant? Yes, and differently so — whether by making things easy and efficient so people can do their work regardless of circumstance, or checking in through pulse surveys to understand where people are struggling.

As part of our original vision for HXM, 麻豆原创 continues to focus on reimagining the experiences across the 麻豆原创 SuccessFactors HXM Suite. We also recognize the need to further elevate our definition of 鈥渆xperience鈥� in a time when organizational agility is valued above all else. Since inception, HXM has been about tapping into key 鈥渕oments that matter.鈥� But this is still a generic human resources (HR) construct.

Today, what we are really talking about is “moments that matter to me.” It is about each unique individual, how they are impacted by their environment, what makes them tick, and how they choose to contribute. Just as humans change and pivot throughout their lives, it is natural to approach our careers in the same way. What matters to me this year may not be what matters to me next year. How we delineate “what matters to me” comes from what we call the “whole self” model; that is, who I am today and who I am becoming tomorrow.

The whole self is the lens into how employees experience change and opportunity throughout their careers; it is entirely unique to them. Elements include work styles, mindsets, experiences, aspirations, passions, and more. These elements are dynamically changing just as we dynamically change.

In his best-selling book , David Epstein shares that 鈥渙ur work preferences and our life preferences do not stay the same because we do not stay the same.鈥� Rather than long-term career planning, a more effective approach is giving people the freedom to think, 鈥淗ere鈥檚 who I am at the moment, here are my motivations, here鈥檚 what 滨鈥檝别 found I like to do, here鈥檚 what I鈥檇 like to learn and here are the opportunities. Which of these is the best match right now?鈥�

In an ideal scenario, employees can align their whole self with their work. They feel a sense of hope, efficacy, resilience, and optimism. This sense of fulfillment is described as having high psychological capital and thus people become far more encouraged and motivated by their work 鈥� they can take on anything. When psychological capital is higher overall, it creates organizational durability in times of change.

As an example, when it comes to reskilling and upskilling, this is far more effective when enabled from a bottom-up perspective where employees autonomously seek out opportunities. In turn, they feel a far greater sense of connection to their organization due to the fact that their work aligns closely to who they are and who they wish to become. They can navigate unpredictable circumstances but are also more likely to autonomously engage; think creatively, experiment with new ideas, roles, or opportunities, and evolve from paper pushers to mountain movers for their organizations.

Learning and development is not only a critical part of employee experience, but it is an essential part of the human experience — particularly when considering the whole self model with the question of who I am becoming. Connecting individuals with recommendations for mentors, coaches, training, and assignments based on who they are right now enables them to try on new skills and careers to see if they fit, with flexibility to adjust and pivot.

By embracing this model, organizations can develop talent as well as access a rich set of data. Real-time feedback loops will allow employees to quickly determine what works for them and provides instant return on investment (ROI) for participation. Businesses will gain real-time insight into what inspires their people, to better understand from a holistic perspective as to what programs are effective and what skills are being developed across their workforce. They will know how to best pivot their talent at a moment鈥檚 notice, who to bring on, and where to redeploy — all in a seamless and mutually beneficial way. For every opportunity an organization can provide, it will have a transformative effect on both the individual and the business.

This truly connects the dots; where an employee鈥檚 whole self is fulfilled, psychological capital is high and it spills over across teams and broader areas of the organization at scale to transform culture and drive better business outcomes.

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

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

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

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

Reimagined Homepage Now Available

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

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

Surfacing New Opportunities with Learning and Intuitive Performance and Goals听

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

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

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

Embedded Employee Experience Management Capabilities

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

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

麻豆原创 Work Zone for HR: Digital Workplace Combining 麻豆原创, 麻豆原创 SuccessFactors, and Partner Solutions

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

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

New Time Management Capabilities

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

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

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

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

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

听has been proven an effective method to foster a culture of continuous learning and development, increase diversity, inclusion, and belonging, and improve employee听engagement鈥揳ll of which are critical to organizational success. The need to reskill and adapt is accelerating as companies face to their business and workforce.

Now more than ever,听it is听essential that all employees, especially those who are underrepresented, have equal opportunities to advance their careers. Mentoring programs听provide听democratization across organizations for employees to learn new skills on an ongoing basis, build relationships across departments, and progress into leadership positions.

As part of the听, the intelligent mentoring offering helps empower employees to take control of their development and future-proof their careers. It enables human resources (HR) departments to create successful mentoring programs without the manual and time-consuming administrative work required to match mentors and mentees.

Powered by an intelligent algorithm, the听mentoring听offering听provides听immediate recommendations based on factors such as skills, competencies, job title, department, manager, location,听and the personal preferences and focus areas of mentors and mentees鈥搃nstantly performing a task that can take up to three weeks. In addition, the rich data gathered through these programs can be used for reporting and as insights to analyze and improve mentoring and other talent strategies.

builds equipment for construction, infrastructure, transportation, energy, utilities, mining, and more. The company is using the 麻豆原创 SuccessFactors offering for intelligent mentoring to increase diversity within its workforce.

Angela Suriano, senior manager of HR and Talent Management at Terex, said, 鈥淲orkforces need to reflect the world today, which is why diversity and inclusion programs are so important, especially in male-dominated industries like manufacturing. Mentorship is a key strategy to advancing the careers of women and underrepresented talent. The 麻豆原创 SuccessFactors mentoring offering has enabled us to match team members based on information in their talent profile, instead of just location or department. Instead of a top-down approach from HR, we are empowering team members and managers to actively get involved and view mentoring as part of their professional development plan.鈥�

麻豆原创 has听seen positive results since launching a global coaching and mentoring program to connect people based on skills and competencies.

鈥淲e are always looking to create a better employee experience and foster cross-organizational agility,鈥� said Franziska Weis, global peer learning program lead for Global HR听at 麻豆原创. 鈥淪ince implementing the intelligent mentoring offering from 麻豆原创 SuccessFactors, we have been able to create a balanced pool of coaches and mentors of all ages,听races,听and genders, to reflect the diversity of our workforce. Since launching, more than 1,200 mentoring relationships have been established and more than 550 coaches have been certified by the International Coach Federation.鈥�

In times of change, a flexible, versatile workforce is what will help businesses overcome challenges and prepare for the future. Accessible and adaptable mentoring programs not only help individuals advance their careers, they can help teams be more cohesive and organizations more strategic.

Learn more about 麻豆原创 SuccessFactors intelligent mentoring offering within .

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