As the concept of work continues to evolve, human experience at work is now more important than ever for employers that want to create a sustainable workforce and profitable business. This emphasis and urgency for businesses to focus on the employee experience, is not just yet another buzzword or jargon that Vietnamese companies should be brushing aside.

This was revealed at a recent HR leadership dialogue series organized by 麻豆原创 titled 鈥�Sustainable Workforce – Trends Impacting Your People鈥�, which brought together HR leaders across a wide range of industries such as banking & finance, real estate, FMCG, building & construction 鈥� including Vietcombank, Techcombank, Novaland, Coca-Cola and Daikin Vietnam.

According to a new study from Forrester, commissioned by 麻豆原创, Qualtrics and EY, Employee experience is at an inflection point as organizations look to support an increasingly remote workforce while maintaining culture, flexibility, and productivity. The study also confirmed that employee experience initiatives can drive immense benefits for the overall business. HR leaders said that employee experience initiatives have a positive impact on workforce agility (59%) and organizational agility (67%). Meanwhile, nearly 80% of employees said that employee experience initiatives improve their productivity and quality of work. This translates into increased revenue, according to the 77% of HR leaders who said that employee experience initiatives have increased revenue and the 61% who said they saw improved profitability.

Daikin Vietnam, which currently holds the No. 1 position in Air conditioning industry, sees HR transformation as an integral part of the company鈥檚 digital strategy to enabling HR as the Strategic business partner.听 The company鈥檚 ultimate goal is to enhance employee鈥檚 experience (from Hire-to-retire) and strengthen the company鈥檚 status as the best place to work in Vietnam. With this in mind, Daikin Vietnam embarked on a HR digital transformation journey with 麻豆原创 SuccessFactors, making it one of the first digital HR implementation in Vietnam鈥檚 HVAC sector.

鈥淲e have adopted 麻豆原创 SuccessFactors solutions for HR Transformation to Cloud based solutions to fulfil Daikin鈥檚 vision and mission and transcendent new experiences for our employees鈥� Nguyen Thanh Thuy, Head of HR, Daikin Vietnam said. 鈥淭his implementation provided our employees anywhere and anytime accessibility to HR services in a 100% self-service format.听 Not only this, the company was able to reduce between 3-10 working days the time it takes to complete a HR process and eliminated up to 75% of paper-based HR decisions.听 The deployment of 麻豆原创 SuccessFactors is an integral component of Daikin Vietnam鈥檚 effort to create a more agile Human Resource model, and is testament to their strategic focus on the employee experience.鈥� Thuy added.

Transforming HR Operations to Achieve Desired Business Outcomes

Talent is one of the key drivers for Vietcombank鈥檚 operations, forming a substantial proportion of the bank鈥檚 strategic development plan. Empowering employees with the right tools to standardize business processes, integrate seamlessly with other IT systems and support leadership鈥檚 decision-making process are critical in addressing Vietcombank鈥檚 HR challenges鈥� areas where technology and digitalization play a critical role, according to Mr. Hong Quang, Member of the Board of Directors and Head of Human Resources Department at Vietcombank.

鈥淧rior to the implementation of 麻豆原创 SuccessFactors, the key HR challenges we faced were centered around reporting accuracy, high levels of paper work and slow approval processes鈥�, said Mr. Hong Quang. 听After the completion of Phase 2 implementation, Vietcombank was able to completely revamp its HR processes in an automated and self-service manner, boost employee鈥檚 productivity by aligning individual goals with organization goals and improve overall employee satisfaction levels.

In addition, 麻豆原创 SuccessFactors allowed better transparency and access to employee data for better insights and decision-making. For example, with better insight into the current skills of our workforce, we can align training closely to our employees鈥� working process, and effectively re-skilling our workforce for the digital economy鈥�, Mr. Hong Quang further added.

Employee Centricity at the Heart of the Digital Path to Sustainability

Speaking at the fireside chat, Nguyen Thach Uyen Vy, HR Director, NovaGroup, outlined the company鈥檚 digital path to sustainability to enable people to perform their best, enhance operational efficiencies and transforming HR to a strategic business partner status.

鈥淥ur move towards digital HR transformation is aimed at creating an employee-centric and data driven business operation.听 This entails driving e-HR processes, enhancing employee experience, enabling people analytics and empowering people leaders.听 We see technology as a key enabler to achieve this, particularly in digitalizing our core HR processes to enable greater visibility, more agile and responsive processes as we digitally transform to efficiency,鈥� said Nguyen Thach Uyen Vy, HR Director, NovaGroup

However, it would be wrong to assume that the digital HR transformation would be all smooth-sailing, noted 听Uyen Vy. 听鈥淎s with any business transformation project, managing change is always tough work.听 This is why Novagroup made it their priority to always put employee centricity first and foremost by embracing changes and adapt to new trends to remain relevant to the new generation of workers.听 According to Uyen Vy, Novagroup achieved this by championing leaders as role models, allow transition time especially for new business groups or companies that may need more time to familiarize with the new system, and last but not least, make learning as refreshing a routine as a drumbeat.

Mr. Nguyen Hong Viet, Managing Director, 麻豆原创 Vietnam commented. 鈥淭he future of work is not only here but it鈥檚 changing right before our eyes. In its true calling to be a sustainable, intelligent enterprise, you need to put people at the center of business. Connecting data, technology, and business strategy enables every organization to create a sustainable workforce where employees have the agency to shape their careers and feel valued for their contributions is paramount to meet your desired business goals. Companies that embark digital HR transformation will enjoy faster rates of innovation, higher market share gains, and greater operational efficiencies than their industry counterparts.”

For more information, press only:
Wuttinan Thongnuadee:听听wuttinan.thongnuadee@sap.com

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Its Group HR Director Louisa Brady (right) said that its newly launched Global Human Resources Information System (HRIS) based on the 麻豆原创 SuccessFactors platform also forms part of the group’s ongoing digital transformation journey in its quest for greater productivity and operational efficiencies.

“The Employee Central Module within HRIS stores and manages employee data, hence aligning and integrating them through a single, unified solution for all our employees in the various fields,” she said.

Employee Central serves as the HR system of record uniting functions such as payroll and learning management.

“We have received positive internal feedback on the self-service functionalities, user-friendliness and would be expanding the system to also cover performance management, recruitment and onboarding, succession and compensation as part of our Global HRIS roadmap.”

“Our ultimate goal is to attract, develop and retain the best people for the benefit of stakeholders and customers,” she further said, adding that Yinson has an international geographical presence encompassing West Africa, the Americas, Europe and Southeast Asia.

麻豆原创 SuccessFactors is a cloud-based HCM solution world-renowned for streamlining processes, winning at the recruitment and retention game, training and re-skilling the workforce, and capitalising on advanced technologies such as artificial intelligence.

鈥淲ith the solution’s seamless, mobile-friendly user experiences and social collaboration capabilities, our employees are now empowered to access information anywhere, anytime – all in a single consolidated view,” said Louisa.

Meanwhile, 麻豆原创 Vice President and Head of Cloud (South East Asia) Cynthia Quah said that the solution accommodates changing workforce structure better than traditional, on-premise software.

“With the 麻豆原创 SuccessFactors Performance and Goals Management module, Yinson employees would be able to keep managers updated on activities they are working on, share real-time feedback with peers while capturing a live summary of achievements,” said Cynthia.

“Managers in turn can also access activities, achievements, and feedback to hold more effective performance check-ins with employees, even virtually, as the process can be conducted online anytime, anywhere.”

The recruitment module, in turn, is designed to provide a competitive edge in sourcing, engaging and hiring the right talent for the Bank.

“With line-of-site analytics to provide intelligence and guidance throughout the process, the module features a mobile-first career site by delivering a personalised experience on any device and embed social engagement for candidates’ feedback anywhere to create a welcoming and dynamic experience,” said Cynthia.

鈥淲hen companies transform their HCM practices and connect their people to the corporate purpose, they can then respond with agility to challenges that they face in a secure cloud environment,鈥� she added.

Yinson is today a global energy infrastructure and technology group involved in the areas of offshore production, renewables, green technologies and offshore marine.

麻豆原创, meanwhile, is one of the world鈥檚 leading producers of software for the management of business processes, developing solutions that facilitate effective data processing and information flow across organisations.

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Vice President of Group Human Resources Group Puven Nalatambi explained that the education industry is highly competitive where high-quality talent comes at a premium, and competition for the best people across all functions is fierce.

鈥�To reinforce our reputation as one of the top education providers in Malaysia, Singapore, and Vietnam, we decided to redesign our human resources (HR) systems and processes to empower the team to deliver meaningful, engaging experiences that would help employees learn, grow, and become even more productive,” said Puven.

With its unsurpassed track record built up over the last six decades, it had earned the reputation for being the centre of excellence early years to postgraduate education in Malaysia, Singapore, and Vietnam.

“With Taylor鈥檚 University, the British University of Vietnam, Taylor鈥檚 College, and a network of successful international schools, we are constantly aiming to deliver educational excellence at every stage of our students鈥� journeys,” she added.

The facts certainly attest to her statement. According to its , Taylor鈥檚 University is the number one private university in South East Asia, for three consecutive years, and ranked #284 in the QS World University Rankings 2023.

Enter TEG鈥檚 Modern, Centralised Platform

By replacing its outdated HR information systems (HRIS) with a modern, centralised platform, TEG aimed to free its HR professionals from routine administrative tasks and enable them to focus on the employee experience.

“By creating an HR Shared Services Centre, HR operations would become more efficient and strategic. And by empowering employees with self-service functionality, TEG would create a dynamic, engaging workplace that would equip it for success over the next 50 years,” she said.

To help design and implement its new centralised HR platform and resulting experiences, TEG partnered with NTT Data, an 麻豆原创 partner, with over 30 years of experience with 麻豆原创 technology.

NTT Data made significant contributions by introducing leading practices from market leaders in the HR space, helping TEG understand the current trends and identify areas of its existing HR systems and processes to prioritise for improvement.

“Working with the 麻豆原创 SuccessFactors team and NTT Data, TEG was also able to localise the solutions for different markets to fulfil legal mandates and gain peace of mind. With the 麻豆原创 SuccessFactors and 麻豆原创 Concur solutions in place, TEG now has a powerful platform to help transform the employee experience,” said Puven.

麻豆原创 Vice President and Head of Cloud, South East Asia Cynthia Quah said that 麻豆原创 is committed to enable companies to be intelligent, sustainable enterprises.

鈥溌槎乖� brings together the solutions, technology and best practices needed to run integrated, digital business processes in the cloud,鈥� said Cynthia.

She describes 麻豆原创 SuccessFactors as a cloud based human experience management (HXM) solution world-renowned for streamlining processes, winning at the recruitment and retention game, training and re-skilling the workforce.

鈥溌槎乖� SuccessFactors also leverages advanced technologies such as artificial intelligence and machine learning for the long-term benefit of organisations,鈥� added Cynthia.

麻豆原创 Concur, meanwhile, is one of the world鈥檚 leading brands for integrated travel and expense (T&E), and invoice management solutions.

IDC recently said in a study that , including helping finance teams align the dual priorities of improving control and visibility into administrative areas such as budgeting, forecasting, and T&E policy management while delivering a seamless experience to end users.

Puven said the benefits realised have been enormous and ‘priceless’.

For example, with TEG鈥檚 new recruiting and onboarding workflows, new hires receive information well in advance of their start date, including a personal email from their manager welcoming them to the organisation. Their goals are clearly set, they have access to the materials and resources they need, and they can be assigned a ‘buddy’ to help them find their feet, so they have a positive day-one experience.

“Feedback from new hires has been outstanding, helping to reinforce the perception of TEG as a top employer across the region. Using 麻豆原创 SuccessFactors HXM Suite in offering a one-stop solution for all our employees鈥� HR needs is a transformative step. It shows our people that we are putting their experience at the centre of everything we do,鈥� added Puven.

Surveys show that TEG staff are impressed with the new employee experience: 75% agree that HR systems are now more powerful, more transparent, and easier to use. There are numerous examples of tangible time savings and productivity gains: for example, processing leave approvals used to take 10 minutes per employee; now the process is instant.

“With a single centralised platform, manual data entry is reduced, significantly improving data quality. As a result, payroll errors are largely a thing of the past, ensuring that all staff get paid correctly and on time, including the right expenses,” Puven added.

“As we continue our digitalisation journey, our 麻豆原创 solutions are helping to empower us to embark on our mission to streamline our HR processes, improve staff retention, and strengthen our position as an employer of choice in the education sector,鈥� concluded Puven.

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• People are at a heart of the company鈥檚 digital transformation strategy to propel the growth
• The investment on 麻豆原创 SuccessFactors, the industry-leading cloud-based HR platform, replacing the traditional HR processes is the biggest investment PCS Thailand has ever made in five decades
• Up to 30,000 employees who work for the company across the country will enjoy the benefits of 麻豆原创鈥檚 intelligent technologies this year

By providing the new intelligent cloud-based HR service online and on the Line application, all administrative tasks will be simplified through automated processes, allowing employees to focus on providing great services and building a strong relationship with customers.

Employees as a Core of PCS Thailand鈥檚 Digital Transformation Strategy

Trusted by more than 5,000 customers in Thailand to deliver essential and sustainable facilities management services for over five decades, PCS Thailand is the second biggest business under the OCS Group with 20 branches and 5 security training centers spread out across the country. The group operates in 12 countries 鈥� the two largest being the UK and Thailand.

The pandemic has drastically shifted the way people work and how employees want to be treated by companies. According to David McGeown, Director of Transformation and Technology of PCS Thailand, employers that can demonstrate how they truly care about their employees will have a greater chance to retain and attract employees in the post-pandemic world.

鈥淲e employ over 30,000 people in Thailand which equate to roughly 75% of our cost base, so It is very critical for us to manage the human resources available to achieve maximum growth and efficiency. Majority of our employees are front-line workers which includes cleaners, security guards, technicians, and engineers. They are doing very difficult jobs on site, so we must look after them. We need to tear up the traditional working practice and reassess how we can make them feel at ease and supported especially for the facility management industry where employees mostly place their concerns around safety, flexibility, and work-life balance.鈥�

To provide efficient services to its customers and to support geographically dispersed employees and operations, PCS Thailand has embarked on their digital transformation journey since 2020.

“From a customer perspective, our digital transformation strategy is all about enhancing services and providing real insight into the services that we deliver. Technologies can help verify that we are meeting the obligations that we have with our customers. From an employee perspective, we’re at a point now where we can’t continue to add bodies to processes to support growth. So, a big part of our digital transformation strategy is to simplify work processes by replace paper-based tasks with automated processes. This will help remove the burden of personal and employment administration tasks and will make it easier for our front-line employees to perform their work.鈥� McGeown added.

Making Work Easier for Employees with 麻豆原创 SuccessFactors

Aligning with its digital transformation strategy, PCS Thailand decided to implement 麻豆原创 SuccessFactors, a cloud-based HR platform, to accelerate process efficiency for all employees nationwide, from operating officers to front line workers.

With this implementation, PCS Thailand can migrate mountains of paperwork into systemized processes. In doing so, PCS Thailand can provide employees with access to their own data for the first time. They will be able to update addresses, bank details, proof of employment letters, and pay slips with ease. All important documents for front-line workers such as employment contract and history can be accessed online.

With 麻豆原创 SuccessFactors, administrative tasks for each employee鈥檚 role can be done at ease. Employees can clock in and out while working onsite and request for a holiday at much simpler process via mobile device. With an extended Social Media Integration Service from 麻豆原创, they will be able to access the new HR system via a Line application which is an application that front-line employees are already familiar with in their daily lives.

The benefit of 麻豆原创 SuccessFactors is not only limited to those on the front-line. From a management perspective, it provides a huge amount of visibility into who has turned up for their shift, in real-time and how many job roles are filled and where the organization鈥檚 recruitment gaps are. The technology will help liberate HR from the burden of administration so that they can truly act as an effective human resource function.

PCS Thailand will be able to operate and manage employees much more efficiently throughout the lifecycle, from recruiting, onboarding to training and development with 麻豆原创 SuccessFactors. The company can ensure that the training is refreshed according to the most updated operational procedure and standard while employee skills are constantly being enhanced through a learning management package within 麻豆原创 SuccessFactors to provide employees with opportunities for their future work roles.

鈥淭he biggest opportunity presented by cloud technology is the scalability and the access to information anywhere, anytime,鈥� said McGeown. 鈥淲ith cloud, we are able to remove the burden to manage infrastructure and expand our capacity when we grow. We have a very ambitious growth plan to increase numbers of employees by 15% in 2022 and 15% in 2023 respectively. Moving to cloud give us opportunities to scale without increasing cost in an exponential manner. We will know exactly how much it will cost us to increase our employee base while using 麻豆原创 SuccessFactors.鈥�

Atul Tuli, Managing Director, 麻豆原创 Indochina, said: 鈥淲e are honored to partner with PCS Thailand on this digital transformation journey. By introducing new intelligent HR technologies to the business, I believe that PCS Thailand will be able to improve their abilities to care for their employees in line with their business core value. This core value of care translates into giving employees a greater access to their own information, giving HR team with ability to provide a better support and guidance to front-line workers as well as an ability to have two-way communications with employees.鈥�

The New Intelligent Technologies from 麻豆原创 Will Be Rolled Out for 30,000 Employees This Year

From a core HR perspective, PCS Thailand is going live with 麻豆原创 SuccessFactors in July this year which, in the first phase, will involve migrating the payroll of 30,000 people from the legacy system, as well as implementing the best-in-class time and attendance solution and social media integration. The Recruitment and Onboarding module will be ready for use in December this year. While the Development, Benefits and Succession Planning modules will go live in July next year.

鈥淭his is a huge and the largest investment PCS Thailand has ever made. It鈥檚 important because it will help our front-line employees, which are the most important asset of the company. Apart from technology investment, we will also look at importing labors from neighboring countries to Thailand. With these plans in mind, we are building a leaner and a more efficient business which will be ready to grow in the future.鈥� McGeown concluded.For more information, press only:
Wuttinan Thongnuadee:听听wuttinan.thongnuadee@sap.com

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What the research suggests is that it will take a long time for workers to accept AI, indicating the heart of HR will continue to be human for the foreseeable future. Until AI gains wider approval, the burden will be on employers to demonstrate their commitment to ethical, transparent AI to ensure an inclusive employee experience.

Finding Fairness in Efficiency

鈥淎I is not the听entire听future of HR,鈥� cautioned Dr. Caitlynn Sendra, an experience product scientist at 麻豆原创 SuccessFactors, where she studies how products influence the employee experience.

Sendra spoke at the annual conference of the Society of Industrial and Organizational Psychologists (SIOP) in Seattle on April 28, during the debate session 鈥淩obot or Not: Is AI the Future of HR?鈥� She teamed up with Michelle Brown, chief operating officer at听, a provider of leadership development solutions, to argue the point of view of those who object to more AI in HR. Outside the debate arena, Sendra and Brown say they favor a more positive stance on AI and are keen to see the technology deliver on different use cases. This debate however left little room for compromise between pro and con.

The pro-AI arguments in this provocative debate centered on the ways听听in achieving new levels of efficiency at greater scale. This is a hot topic in the talent acquisition space, where recruiters struggle with record volume and demanding metrics. However, seasoned HR experts say AI is no replacement for human judgement and strongly recommend a balanced approach in which AI is integrated as one tool within a holistic talent strategy.

鈥淲henever we鈥檙e talking about AI, there鈥檚 a big emphasis on efficiency, but my counterpoint to that is always, what about fairness?鈥� Sendra said to the audience of mostly industrial and organizational (I-O) psychologists. 鈥淎s psychologists, I鈥檓 sure we all know that听perception听of fairness also matters.鈥�

Divided Perceptions: The Promoters and The Fearful

麻豆原创 SuccessFactors听surveyed 1,378 workers in 14 countries to gauge their perceptions of how smart technologies, like AI and machine learning, are going to impact them in the workplace. This research revealed that 44% feel apprehensive, while others feel distress (26%) or fear (25%). In testing 22 use cases, less than 25% of employees could be considered 鈥減romoters鈥� on a traditional net promoter score.

Many employees voiced that the use of physical, body-related data sources, like facial tracking or movement tracking, were particularly problematic. 鈥淓mployees really expressed that they did not want these kinds of tracking technologies being used in their work,鈥� Sendra said.

In High-Stakes Decisions, Who Do You Trust?

Some say what鈥檚 really missing from AI in HR is the nuance and emotional intelligence that is distinctly human. But is that such a bad thing?

鈥淎I can be very good at relieving the mundane, repetitive tasks of HR professionals,鈥� said Brown, who insists that HR needs a human heart. 鈥淏ut often on the other side of that repetitive mundane task is a person 鈥� a person in a high-stakes interaction about securing the job of their dreams or navigating confusing healthcare benefits for a sick family member.鈥�

The counterargument to this important point is that unfortunately some people encounter bias or discrimination during these high-stakes interactions. In 2021, the U.S. Equal Employment Opportunity Commission (EEOC) received more than听听reports of discrimination in the workplace, a reminder that not all workplaces are safe environments, where workers can place their trust in bias-free decision making.

Advocates of more inclusive hiring practices point to听听that AI can filter out unconscious human biases in the hiring process, opening opportunity to members of underrepresented groups. A slew of new AI-powered solutions has sprung onto the market, promising improved efficiency and DEI outcomes for employers desperate to hire more diverse and qualified talent in a competitive labor market.

AI quickly becomes murky under scrutiny of the algorithms that power its decision-making, which can be rife with bias based on the historical training data that is fed into the system.

鈥淭his opens up that key ethical dilemma in AI and concerning automated decisions, where we can encounter bias because algorithms are programmed by human developers from human decisions of the past and often with incomplete data sets,鈥� asserted Brown, echoing the words of mathematician Cathy O鈥橬eil, who famously said, 鈥淎lgorithms are opinions embedded in code.鈥�

The legal and ethical landscape for AI is shifting rapidly in many key employment markets, as well. For example, the EEOC recently launched an听听aimed at ensuring algorithmic fairness over concerns that these new technologies do not become 鈥渁 high-tech pathway to discrimination.鈥� Part of the EEOC鈥檚 initiative 鈥� and an indication of the complexity of the debate around AI 鈥� will be to examine 鈥減romising practices鈥� for AI, as well.

Agreed: More Transparency Is Needed听

As the debate at the SIOP conference drew to a close, the two teams reached something close to an agreement about AI in the future of HR. 鈥淎I is appropriate for some cases,鈥� concluded the objector team. 鈥淲hat鈥檚 needed is to open the black box and provide the data and explainability.鈥�

鈥淥n opening the black box, I can agree with you,鈥� declared the pro team in a moment that felt close to finding common ground.

Beyond opening the black box, employers can take additional steps to improve employees鈥� experiences with intelligent technology, according to research from 麻豆原创 SuccessFactors: providing evidence to show that algorithms are unbiased, establishing regulatory bodies such as an AI ethics committee, explaining the benefits of the technology, and allowing employees to correct information generated from algorithms.

The takeaway for employers is that transparency and care will be key to providing inclusive, ethical AI as part of the employee experience. AI will be integrated and accepted into the workplace at a different pace compared to other technologies. Not all workers are going to be ready at the same time. In the meantime, perhaps we need to consider what we are giving up and what are we gaining as AI enters HR.

The research from 麻豆原创 SuccessFactors referenced in this presentation will be available on its听听in the upcoming months.

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CP Vietnam expects not only to reduce costs and drive greater operational efficiency but also to deliver an enhanced employee experience consistent with its mobile-first, cloud-first philosophy that attracts and retains talent, fosters employee engagement and drives improved business outcomes.

C.P. Vietnam is an FDI enterprise that operates in the closed agro-industry and food. Established in 1993, the company has steadily grown to become Vietnam鈥檚 leading food conglomerate, covering both livestock and aquaculture businesses. The company鈥檚 food products not only meet the needs of the domestic market but are also developing and holding a high position on the world鈥檚 export map.

The “shock” of the COVID-19 pandemic has caused significant disturbances for many enterprises, including C.P. Vietnam. Faced with these challenges, C.P. Vietnam must develop an appropriate response strategy to ensure business operations, maintain social responsibility, and care for over 30,000 employees.

Foster People with Innovation

As a company with a large workforce spread across the country, C.P. Vietnam, therefore requires a significant amount of time and resources to manage human resources, analyze data, report, and make HR decisions. Meanwhile, business industry requirements are increasing, requiring accurate reporting data and a quick approval process in order to meet employee experience and connect the needs of the young generation, dynamic, and technologically savvy.

To adapt to the new situation, the company decided to go digital, assisting in the transformation of HR processes into an automated, data-driven process and integrating standards and best practices from around the world.

鈥淭he current market conditions provide a great opportunity for agricultural companies to step into the digital world, catch up with trends with global companies, and streamline our own operational activities management activities for better speed and accuracy,鈥� said Mr Chinoros Benjachavakul – Senior Vice President in charge of Human Resources and External Relations C.P. Vietnam.

HR Transformation in Cloud Powers Business Growth at CP Vietnam

鈥淐P Vietnam recognizes that transformation requires simplifying that operating processes, but just as importantly, as one of the leading companies in the production and construction of food security, it also realizes the importance of providing its people with cloud-based solutions that are cool and easy to use”, said Mr. Montri Suwanposri, President of C.P. Vietnam.

The cloud-based 麻豆原创 SuccessFactors solutions provide a consumer-oriented user experience including modern user interface design and embedded collaboration capabilities, delivered with device of choice 鈥� all which will enable CP Vietnam to drive user adoption, engagement and employee collaboration. With the 麻豆原创 SuccessFactors HCM Suite, CP Vietnam will be equipped to improve employee engagement and realize the business benefits and ROI of its HR technology investment.

鈥淯sing 麻豆原创 SuccessFactors HCM Suite, we鈥檝e significantly reduced complexity by standardizing HR processes on one easy-to-use, accessible platform. This will increase transparency and access to employee data for better insights and decision-making and enable CP Vietnam to have a new strategy and vision for the digital era, to help the company achieve the set goals and lay the foundation for greater digital transformation later. Creating a more productive an engaging workforce promoting employee growth and happiness that management and employees are united under one company culture.鈥� said Mr. Chanin Ruethaithananon – HR Strategy Director of C.P. Vietnam.

The 麻豆原创 SuccessFactors project at CP Vietnam covers end to end HR business processes & employee experience modules such as Core HR, Recruiting, Onboarding, Learning, Performance and Goal, Succession Planning & Career Development and Workforce analytics and planning.听 The project鈥檚 implementation will take between 6-8 months and is expected to go-live in early 2023. CP Vietnam sees this a large-scale strategic project to support CP Vietnam’s human capital management and development in the coming years.

鈥淚n today鈥檚 digital economy, having an integrated and real-time human capital management system is no longer a choice but an essential piece of any businesses鈥� infrastructure,鈥� said Mr. Nguyen Hong Viet, Managing Director, 麻豆原创 Vietnam.听 鈥溌槎乖� SuccessFactors solutions will help CP Vietnam consolidate and streamline their HR processes, which will increase transparency and access to employee data for better insights and decision-making.听 This will result in higher employee productivity, lower turnover rate, and better upskilling capabilities so that the entire workforce can become competent and ready for global expansion opportunities. We are pleased to support CP Vietnam to realize their 鈥淜itchen of the World鈥� vision through the continuous delivery of high quality, nutrition, hygiene, and safe food for customers based on environmentally friendly production standards and sustainable management principle.鈥�

For more information, press only:
Wuttinan Thongnuadee:听听wuttinan.thongnuadee@sap.com

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The company also announced a number of new innovations to help customers transform business processes, drive improved performance and run their best.

Highlights of these planned innovations include:

Business Process Intelligence Solutions Now Offer 麻豆原创 Process Insights

As part of the听听(BPI) portfolio, the 麻豆原创 Process Insights solution enables organizations to analyze and improve their real-world business processes. EY, Deloitte and Infosys Limited are the initial strategic partners working with the BPI portfolio from 麻豆原创 to help organizations transform. To learn more, read 鈥�麻豆原创 Announces New 麻豆原创 Process Insights Solution for Quick and Easy Understanding of How Well Processes Perform.鈥�

Verify, a New 麻豆原创 Concur Feature, Uses Artificial Intelligence and Machine Learning to Simplify Expense Auditing

The Verify service, a new feature of听, uses AI and machine learning to automatically identify potential expense report issues and anomalies, and flag them for company auditors to review. The AI models are built from analysis of more than US$1 trillion in spend and tens of millions of expenses and receipts. This AI-powered experience means auditors don鈥檛 waste time reviewing compliant expense reports, but can detect issues of compliance or fraud. To learn more, read 鈥�Verify Applies Artificial Intelligence and Machine Learning to Simplify Expense Auditing.鈥�

麻豆原创 Upscale Commerce Is a No-Code Solution Enabling Direct-to-Consumer Engagement

The听听solution is an online commerce, no-code solution that lets midmarket retailers create an omnichannel shopping experiences in minutes. With built-in AI, retailers can provide personalized offerings based on a 360-degree view of their customer from social sentiment and purchase data. With a headless API architecture, retailers can provide customers real-time information about their purchase and delivery through any channel. 麻豆原创 Upscale Commerce is integrated with听听to help ensure customer-facing experiences work with back-end finance, logistics and fulfilment systems to deliver a smooth customer experience. To learn more, read 鈥�麻豆原创 Upscale Commerce Offers Midmarket Brands No-Code, Maintenance-Free Path to Direct-to-Consumer Engagement.鈥�

A Trio of New 麻豆原创 Business Technology Platform Capabilities Surface Insights from Data

The听听solution now offers听. These capabilities link operational, financial and people data to give organizations more comprehensive insights into their workforce. To learn more, read 鈥�Enabling Human-Centric & Data-Driven Workforce Planning.鈥� The new听听lets customers and partners connect to data providers across industries and lines of business to gain insights for better decision-making. 麻豆原创 is also expanding its low-code/no-code offering:听听services can now capture and automate user interactions and integrate with 麻豆原创 Process Insights to identify high-impact automation opportunities.

You can learn more about updates to 麻豆原创 Business Technology Platform and get other news in the听.

Many of the solutions mentioned in this announcement are available to try and buy on听. Visit the听麻豆原创 News Center. Follow 麻豆原创 on Twitter at听.

This originally appeared on the global 麻豆原创 News Center.

About 麻豆原创

麻豆原创鈥檚 strategy is to help every business run as an intelligent enterprise. As a market leader in enterprise application software, we help companies of all sizes and in all industries run at their best: 77% of the world鈥檚 transaction revenue touches an 麻豆原创 system. Our machine learning, Internet of Things (IoT), and advanced analytics technologies help turn customers鈥� businesses into intelligent enterprises. 麻豆原创 helps give people and organizations deep business insight and fosters collaboration that helps them stay ahead of their competition. We simplify technology for companies so they can consume our software the way they want 鈥� without disruption. Our end-to-end suite of applications and services enables business and public customers across 25 industries globally to operate profitably, adapt continuously, and make a difference. With a global network of customers, partners, employees, and thought leaders, 麻豆原创 helps the world run better and improve people鈥檚 lives. For more information, visit听.

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