I spent many years of my career working on 麻豆原创 ERP Human Capital Management (HCM) on-premise and it is very near and dear to my heart. But, I am also a big believer in using innovative modern technology to help organizations run their business as efficiently as possible and get the most out of their people. We are seeing an increased urgency for customers to transform their HR operations to improve agility and productivity in a constantly changing world.

For Maryann Abbajay, chief revenue officer at 麻豆原创 SuccessFactors, the readiness of many of our customers to begin their cloud HR journeys is accelerating. 鈥淪o far in 2023, we are seeing increased momentum of 麻豆原创 on-premise customers moving to the cloud. In the first half of the year, we saw well over 100 customers sign up to move their core HCM or payroll to the cloud,鈥� she said. 鈥淲e鈥檙e gearing up to increase this pace in the second half of the year as well.鈥�

More importantly, a move to the cloud is about achieving success and better business results, which includes large and complex businesses. Here are a few recent examples of customers that are realizing benefits with the move:

• has been able to create consistent employee experiences worldwide for its 220,000 employees in over 100 countries. With a move to the cloud, it can create jobs much faster and become a more agile business.
• has created organizational agility while providing a better experience for employees. The integration of HR and finance is helping the company make better business decisions.
• has been able to standardize its processes leading to significantly reduced HR IT costs. It can now better support and empower employees with a new digital HR experience.

At 麻豆原创 SuccessFactors, we continue to make a substantial investment to streamline the transition for our existing customers with focused initiatives. These include the introduction of the 麻豆原创 Readiness Check tool for 麻豆原创 SuccessFactors solutions, where we continue to see with nearly 150 customers, including those with over 100,000 employees, running it to help jump-start a move to the cloud.

We’ve also delivered product investments focused on meeting the business requirements of 麻豆原创 ERP HCM based upon direct customer feedback. This includes enhancements to , building a leading time management suite, and an emphasis on hybrid customers by building enhanced data and process integrations for a best-in-class experience for customers that continue to use on premise along with 麻豆原创 SuccessFactors solutions.

A few years ago, I wrote an article on a dozen improvements in 麻豆原创 SuccessFactors Human Experience Management (HXM) Suite, which had a direct comparison between on premise and the cloud. It becomes clear that there are a lot of advantages to moving to 麻豆原创 SuccessFactors solutions, but in 2023 we face a complex economic landscape and many companies are being intentional about where to invest their time and resources.

Building a Business Case to Support Moving HR to the Cloud

To help customers make the business case, we recently worked with a third-party vendor, Enterprise Strategy Group (ESG) by TechTarget, to analyze the economic benefits of moving from 麻豆原创 ERP HCM to 麻豆原创 SuccessFactors HXM Suite.聽 To complete the analysis, ESG conducted multiple customer interviews, used its industry knowledge, leveraged public data, and evaluated 麻豆原创 SuccessFactors solutions to build a comprehensive model that compared the cost and benefits of HR operations of 麻豆原创 SuccessFactors solutions versus continued use of 麻豆原创 ERP HCM.

The research contained four categories in which customers would expect to see a benefit: improved experience for all employees, more efficient HR and IT operations, improved business agility and enablement, and unique 麻豆原创 advantages.

The result of this analysis validated how organizations can realize over 100% ROI through increased organizational efficiency. Learn more:

Imran Sajid is senior director of HXM Solution Marketing at 麻豆原创.

By maximizing the potential of cloud HR solutions, I explained, hybrid work can still support an excellent, consistent employee experience. If HR has full visibility into the entire workforce 鈥� who鈥檚 doing what, from where, why, and even who鈥檚 vaccinated and ready to return to the office 鈥� and manages it appropriately, flexible and hybrid work aren鈥檛 just possible to orchestrate effectively, they鈥檙e also profitable.

Even functions like payroll, which has almost always been run with a team working together in an office, are now being run remotely 鈥� and the world is not going back. I recently wrote a detailed piece, 鈥�,鈥� that explained how organizations can be successful with a remote workforce. Specifically, when you鈥檙e looking for a new employee with a specific skill set, the possibilities open up significantly if you are able to support a remote worker. The organization can also save a considerable amount of money on traditional expenses such as relocation. Ultimately, this can be a competitive advantage 鈥� but you have to have the right structure in place.

You can鈥檛 run a business without your people, and you need to make sure you have the right tools for them.

In fact, companies that came out stronger as the COVID-19 pandemic continued were the ones that had invested in digital technology for their mission-critical processes 鈥� which include HR and payroll operations. And based on customer feedback, 麻豆原创 SuccessFactors is focused on product enhancements in four key areas, specifically with the intent of helping companies thrive in a hybrid-work world.

1. Core HR

Companies must use HR cloud solutions to make everyday life easy for employees. That is, no one should have to make calls or send e-mails to configure their benefits or manage dependents. Similarly, the solution must automatically manage regulations and intricacies based on employees鈥� locations, such as country-specific collective bargaining agreements, and provide sentiment analysis in terms of people鈥檚 feelings about a safe return to work as well as their vaccination status. Cloud solutions must also make onboarding smoother and faster for both new hires and HR alike.

2. On-premise suite integration

Regardless of whether people work on-site, remotely, or in a hybrid arrangement, they need a single-system experience with a consistent, smooth, and easy user interface (UI) and user experience (UX) for inputting and managing their information. On the other side, HR must have fast, easy access to individual- or aggregate-level data for a complete view of the workforce, which is critical for providing a consistent, high-quality experience to everyone.

3. Time management

In a hybrid-work world, it鈥檚 important to have a clear understanding of how people spend their time. Cross-midnight, clock terminal integration, and flextime are all improving in functionality and ease of use in HR cloud solutions and will be critical for workforce insight and management 鈥� and maintaining productivity and efficiency 鈥� in the months and years ahead.

4. Payroll

Every organization should want to have streamlined payroll operations with the right tools and processes 鈥� especially ones that are accessible by employees, particularly on mobile. Ease of use is key to user adoption and the reduction of manual work.

Every company鈥檚 journey into and acceleration with the cloud is unique, as it should be since organizations come in infinite shapes and sizes.

Typically, companies make the leap in one of three ways: talent hybrid, which is moving talent management and analytics to the cloud; core hybrid, which moves personnel administration to the cloud and offers flexibility within the tools, as well as mobile access for employees, including time and attendance management; and full human experience management (HXM) suite, which involves moving HR and payroll processes to the cloud. Every company must start where it鈥檚 appropriate for them based upon factors such as complexity of existing systems or processes and organizational readiness for change management. Regardless, organizations must have an eye toward ensuring engagement, productivity, and resilience in the new normal that is the hybrid-work world.

What people want is to be part of a modern organization that gives them the tools that increase their productivity, give them confidence, and create engagement so they鈥檙e successful in their jobs. Cloud HR, deployed effectively, makes this possible for everyone 鈥� however and wherever they work.

To learn more, join the 麻豆原创 Human Experience Management Movement or replay the .

Imran Sajid is senior director of Solution Marketing at 麻豆原创 America.

First, the health and well-being of employees and their families are at stake. Second, there are business risks that employers may miss, from privacy to General Data Protection Regulation (GDPR) noncompliance.

In the U.S., for example, the Centers for Disease Control and Prevention (CDC) to improve safety in office buildings, including conducting checks for temperatures and symptoms. And the U.S. to employers to balance compliance the .

It can be overwhelming for any organization. Many are choosing to adopt an extended period of working remotely with flexible schedules. Companies that have locations in multiple geographies are in vastly different phases and environments. From Asia to Europe, some regions are more aggressive with re-opening.

My first recommendation for customers thinking about bringing their employees back safely to work is to start with a plan that will incorporate HR processes. To help customers across industries and countries navigate this transition, 麻豆原创 has released key updates to the 麻豆原创 SuccessFactors Visa and Permits Management solution plus partner app .

Future-Ready 麻豆原创 Technology for a Safe and Healthy Workplace

At launch, 麻豆原创 SuccessFactors Visa and Permits had a specific use case, as evidenced by its name. But working with customers to extend its capabilities, 麻豆原创 found so many use cases around the tracking of certificates, licenses, credentials and so much more that is especially relevant today. With this solution, users can now control the process for bringing people back into the office while automating enforcement of complex and evolving health and safety policies related to COVID-19 to help protect people.

How These Tools Actually Help聽

For a safe and healthy return to work, here鈥檚 a three-step approach to get you started.

Prepare

With 麻豆原创 SuccessFactors Visa and Permits, support re-opening while minimizing risks and manage health and safety procedures that govern how employees return to work.

• Provide a secure way for workers to submit documentation, such as a proof of digital health clearance or credentials, before they return to work.
• Track health screening costs. Self-service capabilities allow individuals to complete and submit documentation to reduce manual work.
• Manage sensitive employee medical information. For example, point out that ADA requires that medical information about an employee be stored separately from the individual鈥檚 personnel file to limit access to confidential information. In other words, instead of storing new medical information in 麻豆原创 SuccessFactors Employee Central, this information can be managed in 麻豆原创 SuccessFactors Visa and Permits, which helps keep both the data and employees safer.
• Reduce the risk of incurring stiff financial penalties, such as GDPR non-compliance on 鈥減rocessing of special categories of personal data.” Comply with additional legal regulations and data privacy rules, such as the Health Insurance Portability And Accountability Act or HIPAA.
• Configure processes for notifications, approvals, renewals, and more. Dashboards provide insights to聽compliance and real-time actions allow companies to confidently manage their workforce in a rapidly changing environment.
• For onboarding, companies have flexibility in streamlining the hiring process so they can start paperwork as early as possible to have new employees hit the ground running.

Prevent

Bring non-essential workforce back to the office safely with AlertEnterprise Health & Safety Access Governance.

• Control the number of people on premises, manage access to temporary overflow sites, and enable new shift-working patterns
• Provide self-reporting and self-attestation with policy-driven controlled reinstatement for access to the workplace. For example, employees and visitors can self-attest whether or not they have a fever, if anyone in their household has tested positive for COVID-19, etc.
• Manage site entry screenings with self-service for pre-screening, such as temperature checks, with policy enforcements and access governance.
• Enable badging and security systems to manage workspace access and help ensure company policies are enforced, such as with automatic access removal.

Detect

Minimize ongoing risks with AlertEnterprise Health & Safety Intelligence Tracker to keep the workplace safe.

• Use analytics to track those who have confirmed or potential exposure to COVID-19. The technology helps track a suspected or confirmed infection and identifies people and areas that may have been exposed to the virus.
• Identify exposed areas for lockdown or sanitization. High-risk areas could then be sanitized and high-risk individuals could have security access revoked.
• Make decisions through actionable insights, such as exposure levels, location heat maps, and other health and safety analytics.

When it comes to reopening, customers understand that it鈥檚 not 鈥渂usiness as usual.鈥� They know that reopening is not as simple as choosing a date to open the door and providing hand sanitizer. During this uncertain time, they want to learn how to support health, safety, and security for their employees and customers.

While everyone must play their part by taking personal responsibility, employers can lead the way for a safe and healthy return to work.

Learn more about how .

Imran Sajid is the global HCM director for 麻豆原创 SuccessFactors.