Carrie Klauss, Author at �鶹ԭ�� News Center

Six Ways Growth-Focused Organizations Power Reskilling and Upskilling Initiatives with �鶹ԭ�� SuccessFactors

Carrie Klauss — Thu, 04 May 2023 11:15:30 +0000

In a recent sponsored by �鶹ԭ��, HR leaders from midsize organizations ranked “increasing employee production/efficiency” as the top business priority to drive growth. And what is the top strategy these organizations plan to use to improve productivity? For 70% of the respondents, the answer lies within the upskilling and reskilling of their employees.*

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

According to IDC, “To keep pace with change, organizations are finding ways to reskill workforces at scale.”

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

1. Adopting an Integrated Approach to Learning and Talent

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

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

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

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

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

4. Offering Anytime, Anywhere Learning for All Employees

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

5. Driving Engagement with Continuous Performance Management

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

6. Enabling – and Recognizing – Dynamic Teams across the Organization

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

For additional insights from the IDC research sponsored by �鶹ԭ��, read the .

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

Carrie Klauss is global director of Solution Marketing at �鶹ԭ�� SuccessFactors.

How Organizations Are Using �鶹ԭ�� SuccessFactors Solutions to Prepare for What’s Next

Carrie Klauss — Fri, 14 Apr 2023 12:15:10 +0000

As HR leaders continue to rise to the occasion and demonstrate the impact we can make, there’s a heighted focus on proactively planning for what’s now and preparing for what’s next. But with the future of work evolving at a record pace, how do you know where to set your sights and what steps can be taken today to help drive better people and business outcomes for tomorrow?

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

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

From Trend to Foundational: Employee Experience

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

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

– Arun Serikar, Director Global HR Technology,

1. Winning the Race for Skills

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

“We knew that to continue to be an employer of choice, we wanted to satisfy the needs of our employees and applicants who were demanding an enhanced experience.”

– Cherilyn Nobleza, Executive Director HR Transformation and Analytics,

2. Mobilizing the Workforce for the Future

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

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

– Adela Giral Lopez, CHRO,

3. Adopting Emerging Technologies with Purpose

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

“With support from �鶹ԭ��, we have been able to extend the functionality in �鶹ԭ�� SuccessFactors solutions to create an innovative solution that helps employees identify and develop the skills that will be vital in the digital world and the future of our company.”

– Gabriel de Diego, HR Strategy and Transformation Director,

4. Making Flexible Work, Work

Who wouldn’t love a four-day work week? This is just one of the many options being considered – and, in some cases, implemented – as organizations continue to experiment with new flexible work options designed for where, when, and how work happens.

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

– Yoav Ventura, Cofounder and Managing Partner,

5. Embedding Holistic Well-Being Everywhere

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

“Regularly engaging with employees is critical to ensure everyone’s voice is heard, their needs are addressed, and there is a positive work environment that makes people want to stay with us.”

– Tennyson Devoe, Senior Director of Safety and Organizational Excellence,

6. Embracing the Complexity of DEI&B

In 2023 we’ll begin to see organizations take a “lifecycle approach,” meaning diversity, equity, inclusion, and belonging (DEI&B) will be embedded across all people-related activities, with particular focus on practices related to talent acquisition and retention.

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

– Jeanett Modise, Group HR Director,

7. Preparing People Leaders for Today and Tomorrow

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

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

– Fiona Brunskill, Director of People and Cultural Change,

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

Carrie Klauss is global director of Solution Marketing at �鶹ԭ�� SuccessFactors.