Today, we鈥檙e announcing that is now integrated with , working to deliver a unified experience, connected data, and integration with AI companion and to embed intelligent assistance directly into hiring workflows to help teams move faster, make better decisions, and deliver better candidate experiences. This integration, following 麻豆原创鈥檚 acquisition of SmartRecruiters in September 2025, establishes the foundation for a fully connected talent architecture, where hiring decisions, skills intelligence, and workforce planning can operate as one system.

Advancing intelligent hiring with SmartRecruiters for 麻豆原创 SuccessFactors

The solution can deliver a consistent, end-to-end hiring experience designed to meet the scale, speed, and intelligence requirements of modern organizations. By combining intuitive workflows with embedded AI, recruiters can eliminate repetitive administrative tasks and focus on higher value interactions, while candidates move through a streamlined, personalized journey from first touch to offer.

The integration with 麻豆原创 SuccessFactors HCM builds on these capabilities by connecting hiring processes to the full employee lifecycle and the broader business, helping to ensure that every hiring decision is grounded in real-time data and organizational context. Designed for scale, SmartRecruiters for 麻豆原创 SuccessFactors helps set the foundation for a complete intelligence layer across hiring and HR, with people, job, and organizational data flowing seamlessly between 麻豆原创 and SmartRecruiters.

Organizations can gain a more predictable hiring process with streamlined workflows, consistent tools, and shared real-time data across each hiring stage. They can expect:

• Single login: one entry point into 麻豆原创 SuccessFactors and SmartRecruiters for recruiters, hiring managers, and approvers
• Unified navigation: a seamless experience across 麻豆原创 SuccessFactors and SmartRecruiters to help reduce complexity and speed up adoption
• Aligned data: synchronized people, job, and organizational data that flows between systems, helping to ensure accuracy and consistency end to end

In practice, core organizational data like job families, cost centers, and locations can flow automatically from 麻豆原创 SuccessFactors into SmartRecruiters, helping to eliminate manual entry and inconsistencies. New roles open with these attributes already applied, and user management is just as smooth: recruiters, hiring managers, and approvers created in 麻豆原创 SuccessFactors appear in SmartRecruiters with the right permissions, helping to reduce errors and keep approval flows and reporting clean. As integration deepens, hiring becomes fully connected to core HR and workforce systems, creating a unified, trusted foundation for talent decisions across the enterprise.

With the enhanced benefits of SmartRecruiters for 麻豆原创 SuccessFactors, simple and flexible integration paths are now available for customers currently using the 麻豆原创 SuccessFactors Recruiting solution. 麻豆原创 will continue to honor all contracts, and customers will not be required to migrate.

Integration that activates enterprise鈥�ready AI

With 麻豆原创鈥檚 continued investment, SmartRecruiters for 麻豆原创 SuccessFactors is evolving quickly, bringing AI-driven innovation to every part of the hiring experience. High-volume hiring can become high-quality hiring through AI-assisted workflows, including intuitive applications, automated scheduling, intelligent matching, and streamlined interview feedback.

Beginning in 2026, Winston and 麻豆原创鈥檚 generative AI solution will work together as connected agents. Additionally, new protections such as fraud detection, enhanced consent management, and applicant data transferability will help embed trust in the hiring cycle, strengthening both system integrity and candidate confidence.

From talent acquisition to talent readiness

As organizations look beyond filling roles to building future-proof capabilities, intelligent hiring becomes just one part of a broader talent strategy. The power of integration delivered by SmartRecruiters for 麻豆原创 SuccessFactors extends beyond hiring, creating a connected, AI-enabled talent experience across the entire 麻豆原创 SuccessFactors HCM suite and, ultimately, . This is how organizations become skills-ready: hiring decisions tied to outcomes, and employees supported with clear paths to grow and contribute.

See SmartRecruiters for 麻豆原创 SuccessFactors in action:聽Catch the聽聽of our March 5 webinar – 鈥淭he Future of Intelligent Hiring鈥� – to explore how 麻豆原创 is redefining hiring, talent orchestration, and long-term workforce strategy.

Lara Albert is chief marketing officer, 麻豆原创 SuccessFactors.
Rebecca Carr is CEO of SmartRecruiters, an 麻豆原创 company.

This distinction reflects the voice of customers that consistently highlight the value, innovation, and measurable results delivered by 麻豆原创 SuccessFactors solutions. Solutions that qualify for the Buyer鈥檚 Choice award are based on verified reviews received between January 1 and October 17, 2025.

鈥溌槎乖� SuccessFactors continues to set the bar for helping organizations build stronger, more connected workforces,” said Allyson Havener, CMO, TrustRadius. “Winning the 2026 TrustRadius Buyer鈥檚 Choice award reflects the trust customers have in 麻豆原创 to empower people, foster growth, and create meaningful employee experiences. It鈥檚 a well-deserved recognition for a platform that truly puts people at the heart of business success.”

What our customers are saying

On TrustRadius, 麻豆原创 SuccessFactors customers consistently highlight the ability to simplify HR processes, empower employees, and deliver meaningful impact.

• 鈥溌槎乖� SuccessFactors HCM stands out among other human capital management solutions due to its comprehensive suite of cloud-based tools, strong global compliance capabilities, and seamless integration with other 麻豆原创 systems. Compared to competitors, it offers a more unified experience across core HR, talent management, and workforce analytics, which is essential for organizations looking to scale and adapt quickly.鈥� 鈥�
• 鈥淲ith the aid of AI, we have been able to streamline our operations using 麻豆原创 SuccessFactors HCM. Therefore, AI has been so helpful when it comes to improving the management of our workforce when using 麻豆原创 SuccessFactors HCM.鈥� 鈥�
• 鈥淭he greatest benefit of 麻豆原创 SuccessFactors HCM is how it seamlessly integrates across all areas of HR, and even sales/supply chain/finance. That integration across the different areas of the business creates efficiencies that other providers do not offer. I have also been thoroughly impressed by the People Intelligence capabilities that have been offered. The sophisticated reporting fills the need for visualization software like tableau/looker.鈥� 鈥�

麻豆原创 SuccessFactors: powering modern people strategies

麻豆原创 SuccessFactors solutions bring together every element of a modern people strategy, from core HR and payroll to talent acquisition, talent management, people analytics, and more. With embedded across 麻豆原创 SuccessFactors solutions and (麻豆原创 BTP) enabling flexible extensions and integrations, customers can tailor their solutions to meet their unique needs.

To help our customers stay ahead in a rapidly evolving work landscape, we continuously invest in the 麻豆原创 SuccessFactors portfolio, using market insights to deliver the tools and innovations they need to succeed. Last month at Success Connect at 麻豆原创 Connect in Las Vegas, we unveiled the latest advancements designed to optimize operations, deliver actionable workforce insights, and elevate the employee experience. In September, 麻豆原创 acquired SmartRecruiters to help enhance our talent acquisition capabilities, empowering our customers to attract, engage, and hire the right people faster and more intelligently.

Looking ahead, our focus remains on helping our customers harness the power of AI, data, and experience to build more agile, resilient, and people-centric organizations. As workforce expectations continue to evolve, we鈥檙e committed to delivering innovations that not only meet the needs of today but anticipate tomorrow鈥檚 opportunities鈥攅nabling customers to future-proof their people strategies and unlock the full potential of their workforce.

Learn more about and read more For more information about these recognitions, visit the .

Lara Albert is chief marketing officer for 麻豆原创 SuccessFactors.

According to Fosway, vendors recognized as Strategic Leaders provide a rich suite of capability across a broad scope of features and have the sophistication to meet the needs of complex enterprise-scale customers.鈥疭trategic Leaders also have strong market performance and customer advocacy.

鈥淭he Cloud HR market remains fiercely contested and continually innovative,鈥� said Dr. Sven Elbert, head of Analyst Services at Fosway Group. 鈥淭he solution providers that thrive in this environment are the ones that maintain their momentum, expand their scope and sophistication, and leverage AI to gain competitive edge, as 麻豆原创 has done and continues to do. 麻豆原创 SuccessFactors is again named a Strategic Leader in 2025.鈥�

Innovation that delivers impact 

This recognition underscores 麻豆原创鈥檚 commitment to innovation for its community of over 10,000 麻豆原创 SuccessFactors customers worldwide. Over the past year, 麻豆原创 has delivered significant advancements across 麻豆原创 SuccessFactors HCM, many supported by AI, designed to help customers close skills gaps, boost productivity, and support their people at every stage of the employee journey.

The 麻豆原创 SuccessFactors first half 2025 product release introduced over 250 new capabilities designed to increase efficiency, elevate the employee experience, and drive business impact.

At 麻豆原创 Sapphire Orlando in May, 麻豆原创 unveiled several new solutions and product enhancements, including:

• The can harmonize customers鈥� people, skills, finance, and business data into AI-driven workforce insights, enabling HR and business leaders to make smarter, more proactive decisions.
• The , our first HR Agent, equips managers with critical insights to help foster more productive conversations with employees.
• , our new HR service delivery solution, can accelerate ticket case resolutions with AI, allowing employees to quickly get answers to their questions reducing the administrative burden on HR teams.
• helps accelerate adoption of 麻豆原创 SuccessFactors solutions by offering users in-app, contextual guidance while also giving HR teams the insights they need to continuously optimize workflows.

Building on this momentum, last week 麻豆原创 completed its acquisition of SmartRecruiters, a leading talent acquisition software provider. This move further strengthens 麻豆原创鈥檚 ability to help customers attract and retain top talent in today鈥檚 highly competitive market.

Delivering value for customers worldwide

Organizations of all sizes are rethinking how they manage their people鈥攂alancing efficiency with innovation, global consistency with local needs, and business growth with employee experience. In Europe, 麻豆原创 is a trusted partner in this journey, helping companies tackle complex workforce challenges and prepare for the future of work.

Frit Ravich

Family-run snacks company transformed its HR operations and reinforced its company culture, built on innovation and belonging, by choosing 麻豆原创 SuccessFactors solutions. Now, with plans to become a skills-driven organization and double its sales, Frit Ravich is adopting AI in conjunction with 麻豆原创 SuccessFactors solutions to expand career development opportunities and improve the employee experience.

鈥淭he Joule copilot will change the way we interact with our people on a daily basis. This does not mean that we鈥檒l lose out on direct contact with them, but rather it will make HR interactions faster, more accessible, and more convenient, with 24×7 access,鈥� said Rebeca Montilla, talent manager, Frit Ravich S.L.

Menzies Aviation 

As a global leader in aviation services 鈥渨orking above and below the wing,鈥� Menzies provides a myriad of services, including ground services, fueling, air cargo handling, and executive services, together with comfortable lounges at more than 295 airports in 65 countries.

By choosing 麻豆原创 SuccessFactors solutions, Menzies now has a unified platform to help it attain data-driven insights for business agility and provide a modern employee experience with opportunities for learning and career development.

Today, Menzies no longer needs to estimate how many employees it has at any given time. Having a single source of data means that it can pull up this information at the push of a button for the present as well as the historical past for comparison. 鈥淲e can start to see trends, so we can start to understand what our future models would look like as well,鈥� said Sarah Mackinlay, senior vice president of People Projects & Integrations at Menzies Aviation. 鈥淏eing able to have business insight and business data to make decisions has been really important on our continued journey with 麻豆原创 SuccessFactors and supporting our global strategy.鈥�

鈥淔or us, this journey is about having a single source of truth with global consistency, data insight, and visibility yet maintaining local data ownership. Data security and integrity are at the very core,鈥� she added.

Powering workforces for the future

As organizations face growing skills gaps, heightened employee expectations, and pressure to do more with limited resources, 麻豆原创 continues to introduce new solutions to help customers tackle their most pressing business and workforce challenges. at 麻豆原创 Connect, October 6-8 in Las Vegas鈥攐r virtually on October 9鈥攖o explore how our latest advancements can drive real impact across your organization.

.

Lara Albert is chief marketing officer at 麻豆原创 SuccessFactors.

About the Fosway 9-Grid鈩� 
Fosway Group is Europe鈥檚 #1 HR industry analyst. The Fosway 9-Grid鈩� provides a unique assessment of the leading learning and talent solutions available to organizations in EMEA. The analysis is based on extensive independent research and insights from Fosway鈥檚 Corporate Research Network of over 250 organizations, including BP, HSBC, PwC, RBS, Sanofi, Shell, and Vodafone.
Visit the Fosway website at www.fosway.com for more information on Fosway Group鈥檚 research and services. 

With AI-powered innovation and a unified approach to HR service delivery, organizations can create the seamless, connected experiences employees expect while unlocking new levels of efficiency and strategic impact for HR. That鈥檚 exactly what 麻豆原创 is enabling with the 麻豆原创 SuccessFactors Enterprise Service Management solution, recently delivered in the 1H 2025 release and now available.

Leading companies like , a global producer of natural ingredients for the food and beverage industry, are already seeing the impact, with benefits such as:

• 33% reduction in case resolution times
• 4X productivity increase
• 80% reduction in e-mail writing time using generative AI

Paul Wittig, head of HR Operations & Services, D枚hler, said, 鈥淓nterprise service management for HR is a huge step towards a more digital and, therefore, more transparent and structured way of work.鈥�

The future of HR service delivery is now

The employee experience is shaped not just by big career moments, but by everyday opportunities, interactions, and the ability to get support when it鈥檚 needed. That鈥檚 why one of the most critical HR touchpoints in any organization is the HR help desk鈥攁nd it鈥檚 also one of the most overburdened.

HR service reps at large enterprises often work in shared business centers and are responsible for managing high case volumes and diverse requests, ensuring accuracy and compliance. They may process hundreds of service requests in a month, each taking 1-3 days to resolve depending on the complexity of the issue, leaving employees waiting for the answers they need and HR teams overwhelmed by volume.

But this model is evolving鈥攁dvancements in technology solutions are fundamentally reshaping how this work gets done. It鈥檚 no longer just about processing more cases, faster. It鈥檚 about preventing many of those cases from being raised in the first place. Intelligent, AI-powered tools enable employees to find answers independently, reducing case volumes and allowing HR teams to focus on more complex issues that require human expertise.

According to Gartner*, 鈥淏y 2025, 70% of organizations with more than 2,500 employees will have invested in an HR service management solution.鈥�

The momentum is clear, and organizations taking action are already seeing the benefits: reduced case volumes, faster resolution times, and a more seamless experience for both employees and HR teams.

The potential of AI to transform service delivery is also reflected in recent 麻豆原创 SuccessFactors research. In one survey, 89% of employees said their workplace experience would improve if they could use AI to get answers to HR questions. In a related survey, HR leaders identified self-service and other AI-enabled administrative tasks as the most valuable use cases for their teams鈥攆reeing them from repetitive requests and creating space for more meaningful conversations with employees, from career development to conflict resolution.

The question is: what does HR service really look like in an era where embedded AI has the potential to transform not just the speed, but the entire nature of support?

The benefits of a single cloud platform, powered by AI

麻豆原创 SuccessFactors Enterprise Service Management enables organizations to completely reimagine HR service delivery with a unified cloud platform powered by AI.

Enhancing the employee experience is among the top benefits of 麻豆原创 SuccessFactors Enterprise Service Management. Delivering added value to HR, the solution can harness the power of AI to help search, analyze, and update the underlying knowledge base and policy data, enabling it to better address employees鈥� questions in the future before cases are generated. can give employees instant access to the answers and support they need through collaboration tools, a rich knowledge base, and omnichannel self-service experiences.

For example, imagine an employee with questions about parental leave. Instead of submitting a case and waiting for an HR response, the employee can simply ask Joule the question from directly within the platform. Joule can provide accurate, personalized guidance based on company policies and the employee鈥檚 specific eligibility, helping to instantly resolve the inquiry without any manual intervention. If the question is more complex or requires documentation, the technology helps seamlessly create and route the case to an HR service rep, along with all relevant details, working to ensure fast, informed support. The best part: Joule can be accessed from anywhere across 麻豆原创 and is not just contained within HR.

The solution also benefits HR teams by helping to simplify daily operations and significantly scale efficiency. 麻豆原创 SuccessFactors Enterprise Service Management can enhance HR service delivery behind the scenes with AI-driven case management, automated document handling, and intelligent knowledge updates, working to reduce manual effort for service reps and improve compliance. AI at work is central to this process, enabling auto-classification of service requests, content summarization to give agents a concise, contextual view of each case, and next-best action recommendations to help resolve issues quickly and effectively. The solution can continuously learn from past interactions, helping to make classification and resolution processes smarter and more accurate over time. Generative AI can further elevate efficiency by automatically generating clear interaction summaries, consistent resolution recaps, and professional, personalized e-mail drafts鈥攈elping to accelerate case handling, enhance communication quality, and ensure a more seamless, consistent service experience for both employees and HR teams.

With embedded 麻豆原创 Analytics Cloud, HR teams can gain real-time visibility into service performance, enabling data-driven decisions to further optimize operations and elevate the employee experience.

A win for the business, employees, and HR

麻豆原创 customers that already use 麻豆原创 SuccessFactors Employee Central for core HR are well positioned to quickly implement and reap the benefits of 麻豆原创 SuccessFactors Enterprise Service Management. Together, these solutions can create a unified, AI-powered foundation that can deliver personalized, compliant HR support at every touchpoint.

Real-time, trusted core HR data from 麻豆原创 SuccessFactors Employee Central helps ensure employees receive accurate, context-aware support, while quick actions embedded in the solution can make it easy to complete common HR tasks with just a few clicks鈥攁ll within the flow of work. Within 麻豆原创 SuccessFactors Enterprise Service Management鈥檚 case management experience, HR service reps can also benefit from direct access to the 麻豆原创 SuccessFactors Employee Central people profile, available as a mash-up, helping to provide immediate, secure visibility into relevant employee information without the need to switch systems. The solution can extend core 麻豆原创 SuccessFactors HCM investments with a secure, compliant service layer to help maintain centralized data governance, streamline service processes, and reduce manual effort鈥攚orking to ensure a seamless, intuitive experience for employees and HR teams alike.

We all know that HR is not just a back-office function. It is central to shaping employee experience and driving business outcomes. With 麻豆原创 SuccessFactors Enterprise Service Management, powered by 麻豆原创 Business AI, organizations can deliver the support employees expect while reducing HR workloads and improving efficiency. The result? A triple win for the business, employees, and HR.

Learn more about .

Lara Albert is chief marketing officer at 麻豆原创 SuccessFactors.

*Source: Gartner: Market Guide for Integrated HR Service Management solutions, May 2024

TrustRadius is a leading B2B software review platform, and its Top Rated awards recognize vendors with high customer satisfaction, based on verified customer reviews.

“Our Top Rated awards are based entirely on authentic customer feedback, and 麻豆原创 has clearly earned the trust of its users. 麻豆原创 SuccessFactors HCM stands out for its comprehensive approach to talent management, employee experience, and core HR functions,鈥� said Allyson Havener, CMO at TrustRadius.

This year, 麻豆原创 SuccessFactors earned 12 Top Rated honors across a range of categories, reflecting the breadth and depth of our HCM suite:

• Applicant Tracking
• Compensation Management
• Talent Management
• Workforce Analytics
• Sales Incentive Compensation Management
• HR Management
• Workforce Management
• Employee Performance Management
• Sales Performance Management
• Corporate Learning Management
• Succession Planning
• International Payroll

More than 10,000 customers across the globe trust 麻豆原创 SuccessFactors solutions to help them unlock the full potential of their people. Together, we鈥檙e reshaping workforces to be more adaptive, intelligent, and aligned with business goals鈥攇uided by real-time insights, assisted by AI, and connected across every corner of the enterprise.

In the past year, 麻豆原创 has delivered powerful innovations that are redefining the HR experience. The 麻豆原创 SuccessFactors first-half 2025 release introduced more than 250 innovative features and enhancements designed to help organizations address any business need and stay ahead of the curve.

Last month at 麻豆原创 Sapphire, 麻豆原创 announced new innovations to help HR leaders navigate rapid change and address skills gaps, including the first of our and three new solutions: the , , and .  

Together, these innovations can enable our customers to navigate today鈥檚 business demands while building a foundation for the future.

But don鈥檛 just take our word for it. Here鈥檚 a look at what our customers are saying:

• 鈥溌槎乖� SuccessFactors HCM is considered a 鈥榖est of breed鈥� for a reason. The fact that it does allow for in-depth customization, and its ability to be tailored not only to individual business needs, but also it allows for best practice follow-up while ensuring organizations remain compliant with several legal requirements.鈥� 鈥�
• 鈥淓ffectiveness of the software in payroll figures and tax management. The software is easy to set up and implement even by unskilled persons. The pricing of the product is favorable for beginners and small organizations. The availability of unlimited customizable templates and dashboards makes the platform reliable and eloquent. Customer support services providers are available 24/7 and ready to help in real time.鈥� 鈥�
• 鈥淒ay-to-day HR tasks are automated, which relieves the company from repeated manual tasks. The process of recruitment and performance management has improved. The operation cost of HR operations has been reduced. Talent and compensation management have improved. Human resource planning has become more efficient with data-driven decision-making. The onboarding process has been enhanced, cutting the company’s time and effort.鈥� 鈥�

Learn more about and read our customer reviews on .

Lara Albert is chief marketing officer for 麻豆原创 SuccessFactors.

In today鈥檚 fast-changing world of work, hiring the right talent has never been more critical鈥攐r complex. HR and talent acquisition leaders are under growing pressure to deliver fast results, navigate rising uncertainty, and keep up with rapidly evolving skills needs in their business.

According to the World Economic Forum鈥檚 , 63% of employers cite skills gaps in the labor market as the primary barrier to business transformation, while 86% expect AI to significantly transform their business over the next five years. The study also reports that talent availability is declining, making it harder for organizations to find the right talent with the right capabilities needed for the future. At the same time, organizations are rethinking their approaches to hiring, embracing AI and moving toward more agile, skills-based strategies to compete for talent in a dynamic and evolving job market. 

That鈥檚 why selecting the right technology partner matters now more than ever. Organizations need a solution that can help them stay ahead of change, drive smarter hiring, and fuel growth and long-term business success. 鈥淭alent acquisition priorities are changing, leading to evolving concentrations and points of entry in an increasingly diversifying vendor space in the market,鈥� says Zachary Chertok, senior research manager, Employee Experience at IDC. 鈥淚ncreased pressures to reduce the time to place qualified talent in roles that fill persistent and evolving skills gaps are leading talent acquisition buyers to rethink their approaches to hiring and the tools that support them.鈥�

麻豆原创 SuccessFactors is proud to be named a Leader in the . 麻豆原创 SuccessFactors solutions can empower organizations of all sizes to address the ever-changing challenges of hiring in today鈥檚 complex, skills-driven world of work.

The report analyzes the expansive talent acquisition ecosystem, evaluating 22 vendors for user experience, native solution capabilities, future development pipelines, and company criteria, including size, scope, geographic reach, and future growth targets. We believe 麻豆原创 SuccessFactors鈥� position as a Leader reflects visionary product strategy, continuous innovation, comprehensive solution functionality, and demonstrated customer value and satisfaction. The IDC MarketScape states, 鈥溌槎乖� SuccessFactors Recruiting is part of the 麻豆原创 SuccessFactors HCM suite and provides AI-enabled tools, resources, and services to support recruiters and talent teams to source and align talent to their best-fit connection points within the organization.鈥� Highlighting 麻豆原创 SuccessFactors鈥� strengths, the report mentions, 鈥溌槎乖� SuccessFactors customers find that the solution provides them with deep insights drawn from across the existing and modeled workforce. 麻豆原创 SuccessFactors鈥� AI and analytical capabilities support clients to tie candidate-centric hiring practices into the evolving and modeled skilling and position needs of the organization.鈥�

Helping companies hire smarter and faster

Hiring today isn鈥檛 just about filling open roles. It鈥檚 about building strong talent pipelines, finding people with the right skills and potential, creating exceptional candidate experiences, and aligning every hire to overall HR and business goals. and offer comprehensive, AI-enabled solutions that can simplify global hiring to help organizations attract, engage, and hire top talent with the right skills needed today and in the future.

The IDC MarketScape notes, 鈥溌槎乖� SuccessFactors Recruiting helps recruiters maintain fluid and flexible organizational talent pipelines that retain and progressively match high-performing talent to where they are best fit within the evolving organization.鈥� The report continues, 鈥淥verall, recruiters and talent acquisition teams find that 麻豆原创 SuccessFactors鈥� recruiting and talent acquisition capabilities are feature rich, support dynamic and evolving compliance and sourcing needs, and support custom and AI-informed workflows and candidate progression.鈥� 麻豆原创 SuccessFactors solutions can enable organizations to accelerate hiring with AI-enabled talent acquisition capabilities, including AI-enhanced job descriptions, AI-assisted applicant screening, AI-recommended interview questions, AI-driven skills-based job recommendations, AI-assisted onboarding and offboarding, AI-assisted writing, and AI-driven interview summarization.

Adopting the right AI-enabled talent acquisition strategy is what puts innovative businesses ahead. , a large and diversified holding company in Brunei turned to 麻豆原创 SuccessFactors solutions to transform HR鈥檚 impact on its business, increasing productivity and efficiency to over 30 subsidiaries across 14 industries. 鈥淲ith 麻豆原创 Business AI technology embedded in 麻豆原创 SuccessFactors solutions, we鈥檝e seen significant benefits such as reducing our overall recruitment time from months to weeks. The AI features have streamlined processes for generating and updating job descriptions and creating competency-based interview questions, making our recruitment process more efficient and standardized,鈥� shares Salehin Basir, human capital development manager at Darussalam Assets. The company has seen significant benefits, such as four-times more efficient hiring processes, a 75% reduction in recruitment time, and deeper insights into important HR metrics that improve data-driven decision-making and reduce bottlenecks.

Powering a skills-based, AI-driven talent strategy

With a talent landscape defined by continuous change, the future of hiring relies on taking a skills-based approach to identifying, securing, and growing the right talent. The reports that 70% of organizations plan to hire for emerging, in-demand skills, while 51% intend to reskill or upskill existing employees to fill growing skills needs. Whether an organization is focused on developing talent from within or bringing in new capabilities to keep their business ahead, 麻豆原创 SuccessFactors solutions can help talent teams stay agile, efficient, and aligned to business needs.

According to trusted HCM Industry Analyst Josh Bersin鈥檚 , talent acquisition leaders state a growing priority to implement skills throughout their talent functions and strategies鈥攆or both hiring and internal mobility. The factbook shares, 鈥淎I plays a key role in deploying skills in a scalable and sustainable way, particularly as in-demand and job-specific skills are constantly changing. It can help match skills to jobs, identify skill adjacencies, pinpoint where talent with specific skills is located, uncover learning opportunities, and more.鈥�

Our latest finds growing workforce confidence around the potential value of AI, with 70% of managers agreeing that using AI technology for skills-based decision-making would be somewhat or very valuable, and an overwhelming majority of employees () feeling positively about skills-based decision-making. The IDC MarketScape highlights how 麻豆原创 SuccessFactors users can quickly see value from implementing skills-based hiring strategies, noting: 鈥淪implified application processes help candidates apply from any device and leverage AI to parse skills from their resumes to match those with the company鈥檚 evolving skills architecture and talent intelligence.鈥�

Bringing these insights to life, is a powerful example of how leading organizations are building skills-based talent strategies ready for the future. Capgemini, a global business and technology partner with 340,000 employees across more than 50 countries turned to 麻豆原创 SuccessFactors solutions when looking for an HR infrastructure that would allow it to attract, retain, and grow market-leading skills. Capgemini built a skills engine to support the moments that matter across the employee lifecycle, including recruitment, onboarding, talent management, compensation and rewards, learning, and succession management. The company is implementing 麻豆原创 SuccessFactors HCM to enable skills-based people management and deliver a highly engaging people experience.

Going beyond talent acquisition, 麻豆原创 SuccessFactors solutions help align hiring to overall HR strategies, with connected, unified ; a single skills foundation; AI-enabled talent intelligence; and advanced, cross-suite capabilities. The IDC MarketScape notes, 鈥溌槎乖� SuccessFactors Recruiting is a natural extension of the 麻豆原创 SuccessFactors environment that gives companies a fully integrated platform for insights-driven, end-to-end candidate and employee lifecycle management.鈥� The assessment further notes, 鈥淭alent acquisition teams can benefit from deep continuous workforce planning insights that guide for and optimize the balance between internal mobility and external hiring for a higher efficacy in talent placement.鈥�

As we look toward the future, organizations that embrace skills-based talent strategies and AI-driven talent acquisition will be best positioned to adapt, grow, and lead in an ever-changing world of work. Learn more about why we were named a Leader in the and discover more about and .

鈥淲e were evacuated and, fortunately, came out unscathed,鈥� Hanke recalls. 鈥淏ut I had to hold the first all-employee meeting with the knowledge that we鈥檇 have to rebuild a flooded house, all while staying in a hotel with an unstable power supply.鈥�

In her role, Hanke oversees strategic workforce planning, health, safety, and well-being, as well as the HR Trends and Innovation, People Insights, Organizational Design, and New Work departments.

Hanke also leads a new area of great importance for 麻豆原创鈥檚 future: the skills-led organization. But what exactly is a skills-led organization, and why is it important to focus on the capabilities of employees?

鈥淎 skills-led organization means moving away from rigidly defined job roles with a limited set of key qualifications and instead focusing more on the individual with their specific skills,鈥� Hanke says. 鈥淭he personal skill sets of employees will shape internal mobility, professional development, and our hiring strategies as a company.鈥�

The skills-based approach recognizes that current job profile structures often fail to fully reflect employees鈥� competencies.

Hanke herself is a prime example of a personal skill set that extends beyond what a job description suggests. While she spent the past five years in the People & Culture Board area, her professional roots lie elsewhere.

Born in Germany, at the age of four Hanke moved to the U.S. with her parents for her father to work as a professor in computer science and software engineering at the University of Maryland. The planned one-year stay turned into nearly 10.

鈥淚 believe those formative childhood years in the U.S. not only gave me native-level English skills but also a deeper understanding of how culture shapes people鈥檚 thinking鈥攁nd the importance of wanting to understand those differences,鈥� she says.

While studying business information management in Mannheim, Germany, she joined 麻豆原创 as a working student and gained experience in development. She later supported Daimler-Chrysler, initially as a technical quality manager and later as an engagement architect, where she served as a key 麻豆原创 contact.

She then developed and led a customer management program for the private cloud, which at that point was still in its infancy. In that role, she reported weekly to the Executive Board of 麻豆原创 SE and then-CEO Bill McDermott, which eventually led to discussions about her becoming his chief of staff.

鈥淲hen I got the call, I thought there must be a misunderstanding because I hadn鈥檛 applied,鈥� Hanke remembers. 鈥淭he colleague on the other end laughed and said, 鈥業t seems someone recommended you.鈥欌��

This role took Hanke and her husband, along with their son born in Heidelberg, Germany, back to the U.S., where she had grown up. 鈥淚鈥檝e never regretted it,鈥� she says. 鈥淎ll in all, I鈥檝e spent almost half my life in the U.S. and feel very at home here. I鈥檇 describe myself as half American, half German.鈥�

After McDermott left 麻豆原创, Hanke worked in several roles for the new CEO, Christian Klein, before becoming COO in the then-new People & Operations Board area. Though she initially had little contact with HR, she quickly found the topics as engaging as they were challenging, especially given their impact on people and the organization.

鈥淚 think my own career path shows how much more experience and skills each of us brings beyond the role officially assigned to us,鈥� she says. 鈥淭he skills-based approach allows both the company and its employees to make better decisions. Employees want to stay relevant, and as an employer 麻豆原创 aims to minimize disruptions for its people during changes.鈥�

Skills Development with 麻豆原创 SuccessFactors HCM

Two key areas impacted by the skills-based approach are training and hiring. Skills-based hiring means that while degrees won鈥檛 become irrelevant, the search for candidates will increasingly focus on individual skills and prior experiences.

But how can a company gain a clear picture of each employee鈥檚 range of skills?

This is where the growth portfolio, part of 麻豆原创 SuccessFactors HCM, comes into play. All employees can conduct a skills inventory and add additional skills unrelated to their current role. These skills, often gained outside their formal roles, can now be documented.

Since it鈥檚 part of 麻豆原创 SuccessFactors HCM, the growth portfolio can integrate seamlessly with functionalities like hiring, learning, career development, and talent management鈥攁reas that benefit the most from maintaining up-to-date skill data. Based on this information, the system can offer employees personalized, AI-driven recommendations for training and development, paving the way for their next career step.

The skills-based approach also brings significant advantages for workforce planning.

As Hanke explains: 鈥淔or example, we want to avoid looking externally for skills that already exist within the company but haven鈥檛 been utilized or are in the wrong areas. That鈥檚 why transparency is so crucial.鈥�

The more accurately workforce planning reflects the skills within the company, the better decisions can be made.

鈥淏usiness and HR Need to Work More Closely Together鈥�

鈥淗R is one of those areas where everyone thinks they can weigh in,鈥� Hanke says. 鈥淟ooking back, I must admit I initially approached it with a typical business mindset: HR鈥攈ow hard can it be? But I quickly learned otherwise. The topics are incredibly complex because there鈥檚 no right or wrong answer鈥攕olutions must be tailored to individuals. My respect for the HR organization has only grown since then.鈥�

Hanke made a deliberate decision to stay in the People & Culture Board area. For her, HR is more than just a reporting or operational function; it must be deeply integrated into business decisions.

鈥淚 believe that people transformation can be a significant competitive advantage in today鈥檚 dynamic world,鈥� she says. 鈥淎nd with my mix of business and HR knowledge, I can add value here because these two areas can no longer be separated.鈥�

Hanke also emphasizes the strategic importance of health, safety, and well-being. 鈥淓mployee well-being is one of the fundamental requirements for a functioning organization.鈥�

麻豆原创鈥檚 award-winning health management program, Run Healthy, is set to expand globally to additional countries in 2025. Mental health, especially in the context of COVID-19 and global political developments, remains a critical focus.

鈥淚鈥檓 continually impressed by how advanced and diverse 麻豆原创鈥檚 offerings are,鈥� Hanke says, who has personally benefited from some of them. As a leader, she feels particularly responsible for addressing health-related topics appropriately.

鈥淚t鈥檚 important to us to see employees as whole individuals and support their holistic development,鈥� she emphasizes. 鈥淭he skills-based approach, which enables employees to fully leverage their potential, offers exciting new possibilities. We鈥檙e embarking on this journey together鈥攁nd I鈥檓 looking forward to it.鈥�

With a passion for innovation and technology, CNH supplies a full range of agricultural and construction products, including smart, connected machinery and precision farming tools that maximize productivity by using seamless digital technologies such as automation, connectivity, and data analytics. CNH鈥檚 brand portfolio comprises highly respected names: Case IH, New Holland, CASE, and New Holland Construction.

A commercial presence in 180 countries, underpinned by its 42 manufacturing plants and 49 R&D centers, enables CNH to optimally collaborate with its customers to deliver technological advancements for the agricultural and construction equipment sectors. By integrating leading technologies into its products, CNH delivers on its purpose of 鈥渂reaking new ground.鈥�

鈥淲e go back a long way. All the way back to 1842, in fact,鈥� says Giovanni Gregorutti, group lead for HRIS Digital Transformation at CNH. 鈥淭hat’s over 180 years of developing pioneering equipment and services for farmers and builders. And everything we do is with those farmers and builders in mind. We are striving to provide the very best machinery and technology to make their lives easier 鈥� and their businesses more efficient and profitable.鈥�

An Efficient and Dedicated Team

Representing CNH鈥檚 commitment to developing new solutions and ideas are its 40,000 talented employees, spread over 34 countries, who work together in seamless collaboration to deliver specialized products and services for the agriculture and construction industries.

鈥淥ur employees are our most valuable asset,鈥� says Roberto Lanzavecchia, head of Global Talent Management at CNH. 鈥淎 satisfied customer reflects an efficient and dedicated team that shares the same values, holds each other accountable, and strives to deliver the best for our customers.鈥�

The company prides itself on offering a broad range of opportunities for career development, mentorships, leadership development, and training programs. To support employees as they bring their whole selves to work, the company advances a diverse and inclusive workplace and offers work-life balance solutions to fit employees鈥� needs. In the marketplace for skills and talent, CNH鈥檚 reputation for providing a responsive, fair, and industrious workplace culture has earned it recognition as an employer of choice. 

Empowering Employees and HR for Increased Productivity

Having used 麻豆原创鈥檚 on-premise human capital management (HCM) solution since 2009, CNH began to encounter challenges with its legacy software, which struggled to keep up with the dynamic needs of a modern workforce. This resulted in outdated goal setting, performance management, succession planning, and employee feedback. It became clear that CNH needed to move to the cloud for a comprehensive transformation of its HR system.

CNH chose as the foundation for its cloud-based HR transformation as it offers comprehensive, scalable, and user-friendly solutions that can integrate seamlessly, as well as robust analytics capabilities. This change was necessary, according to Gregorutti, who says, 鈥淲e knew it was time to make a shift in the terms of improving the employee experience and to leverage the new capabilities, including AI, and moving to 麻豆原创 SuccessFactors was an obvious choice.鈥�

CNH outlined its goals for the HR evolution, which included identifying critical factors and eliminating non-value-adding activities; improving the overall employee experience to empower employees and the business to deliver more value, better outcomes, and increased productivity; and exploring ways to empower HR to own and solve enterprise-wide issues affecting the business, the workforce, and work-related processes.

Elevating Employee Experience with Streamlined HR Processes

Expediting its vision of empowering its workforce and HR team, CNH started by implementing the solution as its core HR platform for 40,000 employees in 34 countries and integrating it with 10 new payroll platforms within 11 months.

To ring in the new year in January 2024, CNH introduced the 麻豆原创 SuccessFactors Performance & Goals solution to support all employees for goal setting. The solution can connect to 麻豆原创 Integration Suite to help enable seamless analytics capabilities that can lead to better data visibility and data-driven decision-making. 鈥淲e are about to conclude the first year of the performance management cycle using the new module,鈥� Lanzavecchia says, highlighting the value of 麻豆原创 SuccessFactors Performance & Goals in streamlining processes for HR and employees. 鈥淲e then went live with the succession module in September 2024, and we鈥檝e just used it for the first time to present to our senior leadership the succession plan and the main talent indicators of our employees, allowing each manager to work on their talent pipeline creation and development.鈥�

As CNH鈥檚 transformation journey enters a new phase, it plans to implement the 麻豆原创 SuccessFactors Recruiting solution by the end of 2024 and the 麻豆原创 SuccessFactors Onboarding solution by the middle of 2025. In September, it implemented the to make capabilities for archiving documents available. Early next year, it plans to improve integration of this with 麻豆原创 SuccessFactors solutions.

Building an Agile, Efficient, and Employee-Centric Workplace

With the first steps in its transformation journey complete, CNH is already experiencing the benefits of cloud-based HR solutions, which are bringing improved efficiency, better data visibility, and greater agility. As a result of streamlining HR processes, CNH has achieved new levels of process optimization, so that HR tasks are managed more efficiently. By reducing administrative burdens, HR teams can increase their focus on higher-level strategic initiatives and time spent with employees.

Thanks to improved data visibility, CNH is able to advance its people strategy and plan long term. Talent management, for example, has improved because succession planning based on talent data enables more effective identification and development of future leaders.

鈥淭he transformation has created a more agile, efficient, and employee-centric environment at CNH, enhancing the overall employee experience and fostering a culture of continuous improvement and engagement,鈥� Lanzavecchia says.

Employees now have the benefits of an elevated experience 鈥� one of the primary goals of CNH鈥檚 HR transformation. With support for continuous feedback and goal setting, employees are engaged and motivated, in part because they are more connected to their goals and receive regular feedback from managers, who are now more accountable for their teams鈥� development and performance through timely and constructive feedback.

Making Every Employee a Success Story

With modern cloud-based HR solutions in place, CNH now has the capabilities for HR to gain efficiency and achieve greater productivity 鈥� plus deliver data-driven insights to the business for improved decision-making. An improved employee experience is leading to better engagement and career development, opening opportunities for each employee to further their success story.

As both Gregorutti and Lanzavecchia see it, this is a promising beginning in CNH鈥檚 ongoing HR evolution. Next year brings new possibilities to introduce AI capabilities for HR, as the company evaluates the benefits of implementing the talent intelligence hub in 麻豆原创 SuccessFactors HCM to help power employee growth and skills development. 鈥淐NH has undergone significant and successful transformation over the last three years,鈥� they say. 鈥淜eeping this momentum up in a tougher market scenario is imperative. The continued transformation of CNH involves embracing employees鈥� professional passion, achieving personal fulfilment, and simply having fun.鈥�

Learn more about .

鈥淲e are on the brink of a revolution in HR technology,鈥� SuccessFactors Chief Revenue Officer Maryann Abbajay said, speaking to customers recently at . 鈥淎I and other new intelligent technologies are transforming the way we work. Organizations are acutely aware that having the right skills today and cultivating these skills for the future is crucial to stay ahead. So, we must focus on our people 鈥� and the technologies that enable them to bring out the best in themselves.鈥�

麻豆原创 research found that the top three reasons why HR leaders want to use skills data across their people practices are to match people to opportunities, develop members of their organizations, and have workforce planning that makes sense based on skills. Additionally, a sample of more than 4,000 employees revealed that time savings, quality, and efficiency are the top three most desired outcomes when it comes to AI at work.

Speaking at SuccessConnect, HR leaders from five forward-thinking organizations 鈥� 尝鈥橭谤茅补濒, Eurobank, BT Group, American Honda, and 麻豆原创 鈥� shared insights from their HR journeys and how new advancements in HR tech are putting people at the center of business.

尝鈥橭谤茅补濒 Creates a Future-Fit Organization with Skills and Learning

Global beauty brand keeps its people strategy as forward-thinking as its brand. 鈥淭his People Vision is to be the most inclusive, innovative, and inspiring people company,鈥� said 尝鈥橭谤茅补濒 Deputy Chief Human Relations Officer Isabelle Minneci. 鈥淭o remain forward-thinking, we leverage this unique people culture, which cares for each individual, and we embed diversity, equity, and inclusion as part of our HR fundamentals.鈥�

L鈥橭real鈥檚 HR community drives three actions to advance a challenger mindset within the workforce. It builds a skills-driven organization to foster people and business growth. It invents new ways of working and harnesses the best of tech to deliver inspiring people experiences. And it leads transformation for HR and rest of the organization to remain agile. 

尝鈥橭谤茅补濒 uses cloud-based solutions from 麻豆原创 SuccessFactors 鈥� including 鈥� to inspire amazing people experiences. For a future-fit workforce, 尝鈥橭谤茅补濒 invests 鈧�120 million each year in learning as it continually reskills its employees to boost agility and innovation. 鈥淭hanks to 麻豆原创 SuccessFactors,鈥� Minneci said, 鈥渨e have linked the skills with the jobs and with our learning program, which enables us to really offer personalized learning journeys for our employees and to make sure that we prepare the future.鈥�

Eurobank Ensures Compliance and Empowers the Workforce

is one of Greece鈥檚 largest employers, with about 6,500 employees and 鈧�81.5 billion in total assets under management. It uses cloud-based solutions from 麻豆原创 SuccessFactors HCM to help ensure compliance with local labor legislation, support more strategic decision-making, and deliver on its promise of a great employee experience.

Eurobank began its journey with 麻豆原创 SuccessFactors over six years ago, said Maria Tachataki, head of People Technology and Internal Communications, Eurobank SA. 鈥淲e have increased efficiency and eliminated paper usage,鈥� she said. 鈥淢ost of all, we have enhanced our people empowerment by providing more accountability, responsibility, and work mobility. 麻豆原创 SuccessFactors has been our ally and our companion in an ongoing journey of growth and transformation.鈥�

In April 2022, a new Greek labor law required local banks to implement a digital work card that integrated with the Ministry of Labor鈥檚 platform for real-time monitoring of work schedules, shift planning, and overtime. Effectively, it meant Eurobank鈥檚 employees needed to clock in and out at their specific work times 鈥� or the bank would incur steep penalties. The company needed a digital solution that was accurate, reliable, efficient, and scalable. It had to have seamless integration with the 麻豆原创 SuccessFactors platform, payroll, and the Ministry of Labor鈥檚 platform. And it needed to have very detailed monitoring and audit trails. Eurobank chose and leveraged (麻豆原创 BTP) for flexibility and connectivity. As a result, it now reports 99% performance (an improvement of 75%) and 45% reduction in instances when employees forget to clock out. Read more here.

鈥淔or us the next move is AI and skills, in terms of more strategic workforce planning,鈥� Tachataki said. “We aim to transition from merely filling positions with people to focusing on talent and strategic workforce planning based on upskilling, and skills taxonomy. This is our next big challenge.”

BT Group Builds the Digital Colleague Experience

Global telecommunications company is accelerating its HR transformation with the infusion of AI to build its Digital Colleague Experience. Recently, the organization unified core HR by moving its UK payroll of 80,000 colleagues to , using 麻豆原创 BTP for extensibility and innovation. The launch of the AI copilot and generative AI early adopt program is another highlight in what the company鈥檚 HR Technology Director Nick Hawkes described as an 鈥渋ncredibly busy 12 months.鈥� As he noted, 鈥淭his is an exciting phase for us. Those digital foundations within HR were really important. We鈥檝e gone from four HR systems, three payroll systems, down to one, which was an important milestone.鈥�

鈥淲e鈥檝e been on the AI journey a little while now,鈥� he continued, underscoring BT鈥檚 commitment to security through the establishment of a responsible AI team and guardrails to evaluate and implement acceptable AI use cases. Working collaboratively with BT鈥檚 legal teams, data governance, and 麻豆原创 has given the company鈥檚 HR team an edge for advancing AI use cases that elevate the employee experience. 鈥淗aving those levers to pull really allowed us to achieve a quick rollout,鈥� he said, referencing 麻豆原创 Business AI.

In the shift to becoming a skills-based organization, BT aims to implement the talent intelligence hub, which can provide organizations a centralized system for skills for 麻豆原创 SuccessFactors solutions, to help drive better planning and strategic workforce planning across the organization. Hawkes is optimistic about how AI will enhance the BT鈥檚 Digital Colleague Experience: 鈥淲e can see in the data a 40% increase in efficiency in terms of what Joule brings to the organization, so we鈥檒l double down on that.鈥�

American Honda Charts Digital Journey with People-Centric Focus

is on a journey to become a carbon-zero company by 2050 鈥� in effect, evolving from a hardware-defined company to a software-defined company. 鈥淚t鈥檚 a transformation we view internally as the second founding of Honda. That means digital experience is very important,鈥� said Rich Richardson, senior vice president, Human Resources, American Honda, describing how the new strategic direction is leading to increased focus on the employee experience. 鈥淲e have developed a plan to engage our associates on a digital journey that has a number of tenets critical to making sure our associates are at the center.鈥�

In January 2023, American Honda went live with 麻豆原创 SuccessFactors HCM to provide seamless access to HR information and opportunities for upskilling. To ensure the best outcomes for its AI journey, American Honda established a Responsible AI Council to govern AI usage, evaluate use cases, maintain standards, and foster communication and transparency across the organization.

This year, the company joined an 麻豆原创 early adopter program to learn how AI can accelerate its vision for a future-ready workforce. 鈥淲e have four use cases that we鈥檙e piloting right now with 850 associates. They鈥檙e around Joule, compensation insights, enhanced writing, and goal creation. We鈥檝e been getting feedback along the way with those pilots, and we鈥檝e seen some really good results,鈥� Richardson said.

Employees in the pilot share overwhelming positive feedback on the AI-based innovations, reporting 80% favorable feedback overall. To ensure a great employee experience that benefits all employees, Richardson wants to further understand why employees might be hesitant to fully embrace the new AI-led tools: 鈥淲hen we can uncover that 鈥� whether its communication, change management, or on the technical side 鈥� we think we can have a really positive rollout of these use cases to our associate population and, ultimately, save time and energy and effort.鈥�

麻豆原创 Accelerates a Skills-First Workforce with AI

For , a global leader in enterprise applications and , a strong people culture is integral to its mission to help the world run better and improve people鈥檚 lives. 鈥淎t 麻豆原创, people are very close to our heart. And that goes back to our founder, Hasso Plattner,鈥� said 麻豆原创 Chief People Officer Gina Vargiu-Breuer, recalling Plattner鈥檚 observation that 鈥渨e can be proud of our culture because our culture is very much one of customer-centricity, innovation, and people.鈥� 

麻豆原创鈥檚 People Agenda, essential to its transformation to a cloud-first company, comprises three pillars: 麻豆原创鈥檚 growth culture, a skills-led people ecosystem, and game-changing people technology. The People Agenda is underpinned by a strong foundation: a people-centric work environment that is nurtured by employee well-being, safety, and health as well as diversity and inclusion to create a feeling of belonging at 麻豆原创. 

To build a skills-led people ecosystem, 麻豆原创 is using the AI capabilities of the 麻豆原创 SuccessFactors HCM suite to gain visibility into the skills of the workforce and improve the employee experience. With the AI-powered growth portfolio in 麻豆原创 SuccessFactors talent and learning solutions, 麻豆原创 is currently focused on increasing skills transparency to help employees focus on growth and career opportunities.

鈥淚n the growth portfolio, we are relying on AI,鈥� Vargiu-Breuer said. 鈥淲ithout having a market-centric skills taxonomy and without having skills transparency across the entire workforce, it鈥檚 very difficult to have, for example, personalized learning and career development opportunities. So, AI is absolutely essential.鈥� 

Making Every Employee a Success Story

As these inspiring stories show, 麻豆原创 customers are using HR technology to support their people agendas and drive HR transformation in their organizations. By advancing productivity and the employee experience, customers are harnessing the power of 麻豆原创 SuccessFactors solutions to make every employee a success story.

Watch on demand.

Menzies Aviation delivers time-critical logistics that annually result in 1.3 million aircraft turns, 3.2 million aircraft refueled, and 2 million tons of cargo handled. Already in its third consecutive year of since the pandemic, Menzies accelerates its market momentum through a mix of strategic partnerships, contract wins, and acquisitions. And demand for modern, efficient passenger and cargo services is ever increasing. In fact, the is forecast to grow from US$196.96 billion in 2024 to $570.12 billion in 2032.

Ask the employees of Menzies Aviation what they like about their jobs, and they鈥檒l likely tell you that it鈥檚 the variety and pace of work in an environment where every day is different and every action matters.

Sarah Mackinlay, senior vice president of People Projects & Integrations at Menzies Aviation, says that outstanding teamwork is at the heart of Menzies鈥� success: 鈥淭here isn’t one person who can do their job alone. You need a team of people to prepare, load, and push back an aircraft. Everybody working positively together drives that excellence. It’s that united vision of wanting to safely provide the best possible service.鈥�

This team spirit inspires employees to work toward their full potential to achieve exceptional service. To empower its employees to deliver safe and trusted aviation services that are integral to its mission, Menzies is on a transformative journey to harness the power of technology for greater productivity and business agility. Menzies now provides employees in 53 countries with an improved employee experience 鈥� a result of its global HR transformation to adopt the cloud-based capabilities of .

Putting 鈥淧eople, Passion, and Pride鈥� at the Center of Business

With a proud that dates to 1833, Menzies has always been a business that is about people, Mackinlay underscores. The company aligns its business and people strategy on three pillars: people, passion, and pride. 鈥淔rom a people strategy point of view, we’re very much focused on three key drivers: making Menzies a great place for our people to work; being passionate about growing our employees and growing our own leaders; and taking pride in getting the basics right,鈥� she says. 鈥淭hat third pillar is where my focus is at its strongest. By doing that, it makes [Menzies] a great place to work, and it gives people the opportunity to lead, learn, and grow.鈥�

By choosing 麻豆原创 SuccessFactors HCM, Menzies now has a unified platform to help it attain data-driven insights for business agility and provide a modern employee experience with opportunities for learning and career development. 鈥淢y job is an enabler for so many other things within our organization,鈥� Mackinlay says. 鈥淧roviding a solution that supports our frontline employee or manager in the business to do their job more efficiently, smoothly, and easily 鈥� those things are what really excite me.鈥� 

Unlocking Business Insights from Global Visibility of Data

Menzies had previously relied on a mix of people processes and platforms, and struggled to make sense of its people data, which was siloed in disparate systems in various regions. 鈥淭he simple question of ‘How many employees do you have?’ we couldn’t answer that at the click of a button,鈥� says Mackinlay, noting the critical nature of seasonal travel fluctuations that impact the workforce. 鈥淭hat could take us several days to a week to be able to go out to all our regions and check and validate those numbers, because data was held across multiple systems and spreadsheets.鈥�

Already experienced working with the 麻豆原创 SuccessFactors Learning solution since 2015, along with 麻豆原创 SuccessFactors Performance & Goals for graded management across the business, Menzies Aviation had selected 麻豆原创 SuccessFactors Employee Central as its core HR system, but the implementation was very gradual in the early years and by the end of 2022 the solution had been rolled out to just 11 countries. In early 2023, Menzies began its transformative journey to leverage the broad benefits of cloud HR. Working with as its implementation partner, it accelerated the global rollout by prioritizing a defined baseline consistency model over more detailed, country-specific customizations. It also benefited from pre-delivered localization capabilities, such as language support, local best practices, and automated legal and regulatory updates. In one year, 52 countries were up and running on 麻豆原创 SuccessFactors Employee Central, integrated with the 麻豆原创 SuccessFactors Learning, 麻豆原创 SuccessFactors Performance & Goals, and other core business systems, making it the source of truth for employee data where live.

October saw the latest location join this journey when Hong Kong went live with 麻豆原创 SuccessFactors Employee Central and 麻豆原创 SuccessFactors Learning. Utilizing this momentum, Menzies is now expanding its use of the solution, which is already available to its workforce in the UK and will soon include Portugal and Hong Kong.

鈥淲e鈥檙e a small team, but each person contributed an exceptional effort, both in time and skill, to bring the organization together around this transformation 鈥� that includes stakeholder buy-in, mapping and cleansing the data, all the quality checks, and communicating clearly and openly with HR teams around the business to ensure adoption and change management,鈥� says Mackinlay, who is optimistic about what the next phases of Menzies鈥� cloud HR journey will bring. 鈥淭here were some long days, indeed, but as a team we can be proud of what we鈥檝e accomplished so far 鈥� and the benefits to the business are already becoming apparent. This is the real foundation for what we can go on to achieve next and having the support of the local HR teams continues to be critical to the success of the rollout.鈥�

Today, Menzies no longer needs to estimate how many employees it has at any given time. Having a single source of data means that it can pull up this information at the push of a button for the present as well as the historical past for comparison. 鈥淲e can start to see trends, so we can start to understand what our future models would look like as well,鈥� says Mackinlay, who values the improved reporting capabilities that provide greater visibility into the business 鈥� which, for example, helps the teams to understand the type of work people are doing and how their time and effort contribute to the business. 鈥淏eing able to have business insight and business data to make decisions has been really important on our continued journey with 麻豆原创 SuccessFactors and supporting our global strategy.鈥�

Menzies is reaping the benefits of moving towards one global solution, which include consistent and standardized HR processes across its multiple countries and territories of operation, role-based authorizations for data access, worldwide regulatory compliance with localization, simplified maintenance for a single solution, and ease of integration with other HR processes and functions. As Mackinlay summarizes, 鈥淔or us, this journey is about having a single source of truth with global consistency, data insight, and visibility yet maintaining local data ownership. Data security and integrity are at the very core.鈥�

One Stop for Employee Experience

For Menzies Aviation, the journey gains momentum as more employees engage with the platform, opening the way to transform how work is done. Currently, Menzies is focusing its effort to elevate the employee experience by introducing self-service capabilities for all employees, giving them access to their own data and streamlining HR service delivery with efficient, real-time processes for workflows and approvals.

More than two-thirds of Menzies employees perform their work away from a desk, so communication with these employees for routine employment matters can be challenging. The new self-service capability is the next part of Menzies鈥� journey enabled by its 麻豆原创 SuccessFactors Employee Central base platform. Menzies is partnering with other core business systems to create a new one-stop entry point for all employment-related information, including upcoming shifts, holidays, and tools to support employees in their day-to-day roles.

A key benefit for HR teams is that it frees them to focus on more value-added work. As Menzies continues to grow and hire new employees, it plans to look for digital solutions to accelerate the recruiting and onboarding processes. Menzies is also excited to explore how AI-enabled technologies can further support the HR team 鈥� including adopting , 麻豆原创鈥檚 AI copilot, and using generative AI.

鈥淲e’re a people business,鈥� Mackinlay says. 鈥淲e want our HR teams to be with our people. It’s a journey that we’re on 鈥� and we’ve been on since 2015 鈥� to enable our HR teams to have the tools to be more employee facing and available to support our employees as they grow and develop their potential towards an exciting career at Menzies Aviation.鈥�

Find out more about .

“Congratulations to the sales performance management solutions from 麻豆原创 SuccessFactors for winning the TrustRadius Buyer’s Choice award,” said Allyson Havener, SVP of Marketing and Community at TrustRadius. “This award is a direct reflection of the positive experiences shared by customers who trust 麻豆原创 SuccessFactors to optimize sales performance and drive results. It’s clear that these solutions are making a significant impact in helping organizations achieve their sales goals through streamlined processes and actionable insights.”

Buyer鈥檚 Choice awards are determined solely by verified, unbiased customer reviews, highlighting products with top capabilities, great value, and excellent customer relationships.

Hear from some of our customers on how much they value the sales performance management solutions:

• 鈥淭his [sales performance management solution] has provided us a platform for us to show our partners visibility day by day on their incentives and their proposed payments. This has also allowed us to decrease our expected timeframes in which our partners are expected to be paid and thus increased the visibility and usefulness of this tool.鈥� 鈥�
• 鈥淸麻豆原创 SuccessFactors Agent Performance Management] is a great application to create different payout structures to process the producer’s compensation or internal agent’s compensation.鈥� 鈥�
• 鈥淪ome of the benefits we have obtained with sales performance management are standardization, centralized control in commission calculations, and natural integration with 麻豆原创 S/4HANA Cloud. Our goal is to have a flexible and reliable tool that can solve the different cases we have in calculating commissions at Grupo La Moderna.鈥� 鈥�
• 鈥淎t Kyndryl, we replaced a 100% legacy system with sales performance management. The solution is deployed across all [55] countries we operate in and calculates the incentive payments for 3,400 sellers.鈥� 鈥�

We are proud to create products that inspire such gracious feedback in our user community. Explore our product tours for and to experience these solutions in action. Thank you for supporting our work and sharing your feedback on TrustRadius.

to discover how to equip sales team with the tools they need to create impactful sales experiences.

Robert Hartsough is general manager of Sales Performance Management at 麻豆原创.

麻豆原创 SuccessFactors customers convened recently at , 麻豆原创鈥檚 annual human resources customer event, held October 28-30 in Lisbon, Portugal, and on demand through . Attendees learned more about how 麻豆原创 鈥� the world鈥檚 largest cloud HR tech vendor 鈥� is leading the market with unmatched investment in and delivery of new AI capabilities. As announced at the event, 麻豆原创 is delivering new innovations and embedded AI, including 30 new AI use cases, across the suite to help provide organizations with greater efficiencies and unparalleled experiences.

鈥淥ur mission is to make every employee a success story,鈥� Dan Beck, president and chief product officer for 麻豆原创 SuccessFactors, told customers at SuccessConnect. 鈥淲e鈥檙e really at a special point in the arc of technology. This is why I truly believe the next two years of HR tech, the way we can impact the workforce, is going to be more interesting than the prior two decades鈥�.The world is moving very quickly. The world is not standing still. And as a trusted partner, 麻豆原创 SuccessFactors can help you stay ahead in that always-changing world.鈥�

AI Boosts 麻豆原创鈥檚 Core HR and Payroll

With the 2H 2024 release of 麻豆原创 SuccessFactors, available in November, customers can benefit from 麻豆原创鈥檚 steadfast commitment and investment in AI and gain new generative AI capabilities that help improve the employee experience across the talent lifecycle. For example, managers can receive help in making AI-assisted 360-degree reviews. 麻豆原创’s AI copilot can guide new hires through the onboarding process, nudging them to complete data review forms and e-signatures. AI-assisted writing capabilities can help employees complete tasks, with text translation available in the same window. Joule will be able to support 80% of the most-used business tasks across 麻豆原创鈥檚 portfolio by the end of the year.

麻豆原创鈥檚 unique approach to is founded on the principles that every AI use case must be relevant, reliable, and responsible to ensure that it is compliant with ethical, business, and privacy regulations around the world. 麻豆原创 is deeply committed to the ethical development of AI, with its Global AI Ethics Policy, Steering Committee, Advisory Panel, and more.

Beyond infusing even more AI capabilities throughout the 麻豆原创 SuccessFactors HCM suite, 麻豆原创 continues to lead the market with a strong global HR core that combines the power of , , and . 麻豆原创鈥檚 HR core is cloud native, AI-enabled, and can scale to meet any customer need. Differentiating it from other vendors, 麻豆原创 SuccessFactors Employee Central is equipped to help handle diverse regulatory and compliance requirements, with localization for more than 100 countries for core HR and payroll supported in 52 countries. For HR teams, this can bring peace of mind regarding risk and compliance, avoidance of penalties, and the ability to focus on other strategic initiatives.

Customers that use 麻豆原创 SuccessFactors Employee Central Payroll can look forward to updates in the first half of 2025, including a new user interface for unified user experience, a payroll control center to help manage all payroll process activities, and a position and budgeting control for compliance in the public sector. With the update, employees can use Joule to ask questions about their pay slip and receive answers in seconds 鈥� creating a better experience for employees while saving HR time addressing service tickets.

To ensure that HR doesn鈥檛 operate in a silo, it鈥檚 vitally important that it鈥檚 connected to everything the larger business is doing, as Beck explained. Together with the rest of the , customers can deliver a unified, consistent, and connected experience for employees no matter where they sit in the business. And (麻豆原创 BTP) helps them connect it all.

Ahold Delhaize: Putting Associates in the Driver鈥檚 Seat

Netherlands-based is one of the world鈥檚 largest food retail groups, with more than 402,000 associates globally serving 63 million shoppers each week. In 2018, it began an HR transformation to unify its complex and fragmented HR landscape. A lack of unified processes and a scattered tech stack was holding business leaders and their teams back from completing their people-related work and impacting the organization鈥檚 decision-making. Most associates are deskless, so building a mobile experience that gave them access to their data was an important goal for the project.

鈥淭his required consolidation and streamlining of our existing HR processes onto a single, secure platform 鈥� and for us that was [麻豆原创] SuccessFactors,鈥� said Barbara van der Zanden-Sandtke, global head of HR Tech, Data Innovation, and Associate Experience at Ahold Delhaize.

To achieve its goals, Ahold Delhaize took a phased approach to its implementation of 麻豆原创 SuccessFactors Employee Central and 麻豆原创 SuccessFactors Employee Central Payroll. By summer 2023, it had completed the implementation and began to focus on how an improved employee experience will benefit the future of its associates. As Tim Piepers, senior director HR Technology Platform at Ahold Delhaize, summarized, 鈥淲e are putting our associates in the driver鈥檚 seat 鈥� of their data and information, learning and development, and career trajectories. And as a result, we are building a more strategic, agile, and future-forward company.鈥�

Talent and Learning with AI-Based Career Recommendations

To address the skills gap, talent and learning is consistently one of the most critical areas of investment for HR leaders. 鈥淯ltimately you can鈥檛 hire yourself out of a skills gap,鈥� said Beck, who noted that many HR leaders are looking for ways to reskill their workforces for the future needs of the organization. 鈥溌槎乖� has been investing significantly to solve this problem and I鈥檓 excited to introduce a new solution for us, the 麻豆原创 SuccessFactors Career and Talent Development solution. This combines the best of our talent products into a single guided experience, an all-new look and feel for data-driven career planning.鈥�

Employees will be able to access new insights about their growth and career development. They will be able to receive AI-assisted recommendations for career growth, such as skills, roles, and learning opportunities. The new solution helps empower employees and managers for better strategic workforce planning.

To support customers in becoming skills-based organizations, 麻豆原创 is enhancing the talent intelligence hub, which can enable customers to automate the creation of a skills library based on job roles, continuously build employee鈥檚 skills profiles as they grow, and enrich job profiles. 鈥淭he objective behind the talent intelligence hub is to infuse skills throughout the entire talent journey, associated with your profile, directly from recruiting,鈥� Beck said. 鈥淎ll of this is built on top of 麻豆原创 Business Technology Platform.鈥� 

The talent intelligence hub 鈥� available to all 麻豆原创 SuccessFactors customers 鈥� helps enable customers to move from being reactive to proactive on skills while offering a personalized employee experience. As announced at SuccessConnect, the talent intelligence hub is now an open, extensible platform that can integrate skills data from 麻豆原创 partners. This helps customers by consolidating and standardizing skills data on one platform for better visibility. The first 麻豆原创 partners to integrate with the talent intelligence hub include , , , , , , , and .

Capgemini Empowers Employees with Skills-First People Management

is a leading strategic partner that helps organizations unlock the value of technology for business transformation. Headquartered in Paris, France, Capgemini has 340,000 employees working in 50 countries. It fosters a culture of growth and continuous learning, empowering clients and employees with its promise: 鈥淕et the future you want.鈥�

鈥淭his promise is at the heart of everything we do and really drives our people strategy,鈥� said Jihane Baciocchini, head of Global Talent Acquisition, Capgemini. 鈥淥ne of the main pillars of making this promise a reality is skills. Investing in skills means investing in people, which is really driving our HR strategy.鈥�

Capgemini鈥檚 approach is determined largely by the needs of its clients to drive their sustainable and digital transformations, Baciocchini explained: 鈥淭he reality is our clients are now expecting us to anticipate the skills they will need in the future. The same goes for our people.鈥� Its emphasis on skills makes Capgemini a valued partner to its clients and an employer of choice for top talent.

Capgemini uses 麻豆原创 SuccessFactors solutions to power the entire employee lifecycle, from hire to retire. With the talent intelligence hub, employees will receive personalized career path recommendations linked to their skills and aspirations within the .

Strategic Partnerships and Extensibility That Accelerate Value

麻豆原创 SuccessFactors has more than 350 partner apps in to help provide trusted and integrated solutions for unmatched flexibility on a wide range of business needs, including wellness, benefits, learning, and time tracking. As the needs of the workforce and business change, customers can use these certified solutions to extend 麻豆原创 SuccessFactors technology in a consistent, reliable way.

The newest solution extension partners include , which extends 麻豆原创 SuccessFactors time capabilities with shift management and integrates with the 麻豆原创 SuccessFactors Time Tracking solution; and , which orchestrates learning across the entire talent lifecycle and integrates with the solution.

WalkMe helps organizations adopt technology faster, reduce training costs, and increase value on investments, with some early adopters reporting a 200% improvement of task completion. At SuccessConnect, 麻豆原创 also announced its intent to add pre-built WalkMe content into 麻豆原创 SuccessFactors solutions, which will be commercially available in the first half of 2025, allowing customers to improve employee experience and adoption across common workflows.

鈥淎s our ecosystem continues to grow, keep in mind that we are part of 麻豆原创, which means, among other things, we benefit from that robust technology layer, 麻豆原创 Business Technology Platform,鈥� said Beck, addressing customers that may be working with many third-party HR applications and are interested in extensibility of 麻豆原创 SuccessFactors solutions. 鈥淕ood news: you can build that with 麻豆原创 Business Technology Platform. We have low-code no-code technology to allow you to build your own application, integrate it, build a workflow, and secure it, with a custom card coming off the 麻豆原创 SuccessFactors homepage. We have the most robust technology platform in the world.鈥� 

Frit Ravich Leads with People and Culture at Its Core for a New Era of Technology

, a family business founded in 1963 in Girona, Spain, manufactures and distributes chips, snacks, and nuts. With a team of 1,100 employees and presence in 25 countries, Frit Ravich is a company that has people and culture at its core.

In 2017, the company adopted 麻豆原创 SuccessFactors to drive its transformation. Today it is taking its business to the next level with 麻豆原创 Business AI to ensure no one is left behind. Maria Sal贸, Frit Ravich鈥檚 chief people and culture officer, summarized the organization鈥檚 approach to its people strategy: 鈥淣ot to change people, but to help them make the most of changes by unlocking their full potential.鈥� For Frit Ravich, that meant carrying out its HR transformation 鈥� a project the team named 鈥淏utterfly鈥� 鈥� with company culture 鈥淔eel Frit鈥� at the center and in sync with its business objectives.

Frit Ravich Talent Manager Rebeca Montilla explained: 鈥淎t Frit Ravich, 麻豆原创 SuccessFactors isn鈥檛 just a tool. It is the core of every process. Our entire strategy is supported by the 麻豆原创 SuccessFactors portfolio, fully integrated into the day-to-day lives of every employee. The tool usability is very high, with 96% of our employees using it. Our organization is making adoption part of every employee鈥檚 development.鈥�

Based on the success of the Butterfly project, Sal贸 looked ahead optimistically: 鈥淭he disruption of AI reminds us that transformation isn鈥檛 about facing changes, it鈥檚 about making the most of them. We aim for a more flexible organizational structure, moving beyond a purely functional vision to a skill-based organization. We鈥檝e already shown that Frit Ravich doesn鈥檛 leave anyone behind. And that鈥檚 still true in this new era of AI.鈥�

Watch on demand.

“This recognition is driven by the voices of customers who rely on 麻豆原创 SuccessFactors HCM to elevate their workforce management strategies. It鈥檚 a testament to 麻豆原创’s ability to meet the evolving needs of HR teams and empower organizations to succeed,” said Allyson Havener, senior vice president of Marketing and Community at TrustRadius.

The Buyer’s Choice Awards are determined by verified, unbiased customer reviews. These awards recognize products that excel in capabilities, performance, value for money, and customer relationships. 

Here鈥檚 what some of our customers are saying about :

• 鈥淲ith 麻豆原创 SuccessFactors solutions, the ease with which our people data flows throughout our organization is superb. This is key to helping us ensure compliance and high data integrity throughout the employee lifecycle, such as recording attendance at a talent review.”
  –
• 鈥淲e use 麻豆原创 SuccessFactors as our core HR system and have many of the modules, including Performance Management, Succession and Development, Compensation, Learning and Recruiting and we utilize it globally. 麻豆原创 SuccessFactors enables us to have all of our team members in one system and manage their ongoing career development as well as the day-to-day transactions.鈥�
  –
• 鈥溌槎乖� SuccessFactors is helping us integrate all employee management tools in one. It helps us integrate learning for the employees, tracking and approving leave application and also track employee development discussions in one place. As a manager it helps me track data for all the employees in just one place and further helps me in planning.鈥�
  –
• 鈥溌槎乖� SuccessFactors has a robust framework which makes it an absolute platform for scaling and scaled companies, including the ones of larger sizes. [麻豆原创] SuccessFactors is contributing to maintain the data quality and automated workflows. [麻豆原创 SuccessFactors] had almost automated every single HR process which has removed the manual intervention altogether.鈥�
  –

The provides global HR cloud software with powerful artificial intelligence (AI) capabilities to help organizations meet the business demands of today and innovate for tomorrow. More than 10,000 customers worldwide 鈥� from startups and midmarket companies to large enterprises 鈥� use 麻豆原创 SuccessFactors solutions to elevate every experience, guide every people decision, and connect HR across every aspect of the business.

Innovating to help our customers solve their biggest business and people-focused challenges is at the heart of everything we do. 

Last week at , we announced several exciting new updates to the 麻豆原创 SuccessFactors HCM suite, including 麻豆原创 SuccessFactors Career and Talent Development, new enhancements to 麻豆原创 SuccessFactors Employee Central Payroll, and several new AI capabilities, including AI-recommended jobs for candidates, AI-assisted 360-degree reviews, and, with Joule, a conversational way to complete onboarding tasks.

Learn more about聽听补苍诲 . For more information about these recognitions, visit the聽.

Looking to share your own feedback? .

Lara Albert is global vice president of Product Marketing for 麻豆原创 SuccessFactors at 麻豆原创.

麻豆原创 was recognized for its ability to execute and completeness of vision. Gartner defines cloud HCM suites for 1,000+ employee enterprises as cloud application suites that deliver functionality for attracting, developing, engaging, retaining, and managing employees.

The provides global HR cloud software with powerful AI capabilities to help organizations meet the business demands of today and innovate for tomorrow. More than 10,000 customers worldwide 鈥� from startups and midmarket companies to large enterprises 鈥� use 麻豆原创 SuccessFactors solutions to help elevate every experience, guide every people decision, and connect HR across every aspect of the business.

This week at SuccessConnect, we announced several exciting new updates to the 麻豆原创 SuccessFactors HCM suite, including 麻豆原创 SuccessFactors Career and Talent Development, new enhancements to 麻豆原创 SuccessFactors Employee Central Payroll, along with several new AI and Joule capabilities. Additionally, WalkMe will be commercially available in the first half of 2025, which will allow customers to improve employee experience and adoption across common workflows. Our latest product release, available this month, features over 30 new purpose-built AI capabilities designed to enhance organizational efficiency. Customers of all sizes are already driving organizational value with the AI capabilities embedded in 麻豆原创 SuccessFactors HCM.

, a diversified holding company that owns and manages a number of Brunei鈥檚 government-linked companies across various industries, has seen considerable talent management efficiency gains with 麻豆原创 Business AI. According to Salehin Basir, senior human capital development manager, Darussalam Assets Sdn Bhd, 鈥淲ith 麻豆原创 Business AI technology embedded in 麻豆原创 SuccessFactors solutions, we鈥檝e seen significant benefits, such as reducing our overall recruitment time from months to weeks. The AI features have streamlined processes for generating and updating job descriptions and creating competency-based interview questions, making our recruitment process more efficient and standardized.鈥�

, one of the world鈥檚 leading pump and water solutions companies, is leveraging the talent intelligence hub, the AI-driven skills framework underpinning the 麻豆原创 SuccessFactors HCM suite, to become a skills-first organization. 鈥淭here鈥檚 a consensus that what got us here won鈥檛 get us there: we need new skills and capabilities. And that鈥檚 where the talent intelligence hub in 麻豆原创 SuccessFactors solutions comes in,鈥� said Mads Kidmose, head of HR Technology and Data Foundation, Grundfos Holding A/S. 鈥淚t鈥檚 helping us build one skills foundation that feeds into critical decisions on talent 鈥� and transform skills into something we live and breathe every day.鈥�

Grundfos鈥� emphasis on skills opens new doors for both employees and the organization. 鈥淏y shifting our focus from job descriptions to skills and embracing intelligent technologies such as AI, we can help inspire our people to grasp new opportunities and address our skills shortage in clever ways,鈥� said S酶ren Nielsen, business architect, HR Technology, Grundfos Holding A/S.

For even more on how our customers are embracing AI, stream the to hear how American Honda and BT Group have created strategies to implement AI so their HR teams and employees can thrive.

Looking ahead, we are excited to continue innovating with our customers鈥� biggest challenges and opportunities in mind 鈥� helping them to drive organizational agility, enhance workforce productivity, and maximize growth to stay ahead of the curve. 

Lara Albert is global vice president of Product Marketing at 麻豆原创 SuccessFactors.

Gartner, Magic Quadrant for Cloud HCM Suites for 1,000+ Employee Enterprises, Authors: Ranadip Chandra, Chris Pang, Ron Hanscome, Sam Grinter, Josie Xing, Hilten Sheth, Travis Wickesberg, Harsh Kundulli, Anand Chouksey, David Bobo, Laura Gardiner, Emi Chiba, Michelle Shapiro, Published: 23 October 2024.
This report was known as Magic Quadrant for Cloud HCM Suites for Midmarket and Large Enterprises from 2016 to 2018.
GARTNER is a registered trademark and service mark of Gartner, Inc. and/or its affiliates in the U.S. and internationally, Magic Quadrant is a registered trademark of Gartner, Inc. and/or its affiliates and is used herein with permission. All rights reserved.
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 & Advisory 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 announcements were made at , 麻豆原创鈥檚 annual human resources customer event, October 28-30 in Lisbon, Portugal.

鈥淥ur announcements today represent a major leap toward a future where every organization has a single source of truth for its people data and skills intelligence, enabling data-driven decisions across the entire business,鈥� said Dan Beck, President and Chief Product Officer,聽麻豆原创 SuccessFactors solutions. 鈥淲e are not embedding AI in a vacuum. These innovations will activate unparalleled insights and reliable results for 麻豆原创 SuccessFactors customers.鈥�

Building an Open Skills Ecosystem to Fuel AI-Based Career Recommendations

Skills continue to be a top concern for business leaders. According to Gartner庐, 鈥淯ncertainty about skills needs and assets 鈥� only 8% of organizations have reliable data on the skills the workforce currently possesses and those that have the greatest impact on business success.鈥�*

麻豆原创 today introduced enhancements to the talent intelligence hub, which provides organizations with a centralized system for skills that drive career development and strategic workforce planning. Customers now can aggregate and harmonize data from third-party solutions in the talent intelligence hub to ensure a single view of skills for each employee and for the organization. The first partners to integrate with the talent intelligence hub will include , , , 聽, , , and , with more in the coming months.

麻豆原创 also has launched the 麻豆原创 SuccessFactors Career and Talent Development solution, a fully integrated offering, which combines the robust features of the 麻豆原创 SuccessFactors Succession & Development solution with the 麻豆原创 SuccessFactors Opportunity Marketplace solution, powered by skills data from the talent intelligence hub. This innovative solution empowers employees to set career growth goals aligned with personal aspirations and organizational needs. Through career path exploration, employees can map their skills to current and target roles and improve their readiness for their next opportunity.

These updates are complemented with dozens of new generative AI capabilities that improve the employee experience across the entire talent lifecycle. With the help of AI, for example, managers receive support in developing AI-assisted 360-degree reviews, which provide employees with actionable insights and a feedback summary that highlights their strengths and areas for improvement. 麻豆原创鈥檚 AI copilot Joule can now guide employees through the onboarding process, such as providing recommended meetings and nudging them to complete data review, forms and e-signatures.

AI Boosts 麻豆原创鈥檚 Core HR and Payroll

麻豆原创 leads the market with strong global core HR solutions, providing customers with country-specific compliance, content and support in more places than any other cloud HR vendor 鈥� 104 for the solution and 52 for the solution. By embedding AI throughout these products, organizations can deliver a better experience for employees while freeing up time HR professionals now spend addressing service tickets.

In the first half of 2025, employees will be able to ask Joule complex questions about their pay slip and receive contextually relevant information. Additionally, 麻豆原创 SuccessFactors Employee Central Payroll will include enhanced Payroll Control Center capabilities to manage payroll process activities and improve budgeting and control for public sector customers.

Accelerating Time to Value for Customers

In September, 麻豆原创 successfully acquired WalkMe Ltd., the leading digital adoption platform company. At SuccessConnect, 麻豆原创 announced its intent to add pre-built WalkMe content into 麻豆原创 SuccessFactors solutions which will be commercially available in the first half of 2025, allowing customers to improve employee experience and adoption across common workflows.

鈥淗R and people managers must deliver excellent, lasting and personalized employee experiences,鈥� said Zachary Chertok, Senior Research Manager for Employee Experience at IDC. 鈥淏oth leaders need to continuously align employee growth, goals, and motivators to ever-evolving sets of business OKRs. 麻豆原创 SuccessFactors is furthering employee experience management while supporting HR and people managers to better partner with employees to mutually value their growth and engagement. From AI modeling and forecasting to dynamic skills and value framing, 麻豆原创 SuccessFactors newest releases raise the bar for how to optimize and align employee experiences with the goals and needs of the enterprise.鈥�

and read the to learn more about the more than 250 innovations coming to the 麻豆原创 SuccessFactors HCM suite in November.

Visit the . Follow 麻豆原创 at .

Media Contact:
Bridget Carroll, +1 (267) 615-3589, bridget.carroll@sap.com, MT
麻豆原创 麻豆原创 Room; press@sap.com

*Gartner 麻豆原创 Release, ““, 18 September 2024.
GARTNER is a registered trademark and service mark of Gartner, Inc. and/or its affiliates in the U.S. and internationally and is used herein with permission. All rights reserved.

This document contains forward-looking statements, which are predictions, projections, or other statements about future events. These statements are based on current expectations, forecasts, and assumptions that are subject to risks and uncertainties that could cause actual results and outcomes to materially differ.  Additional information regarding these risks and uncertainties may be found in our filings with the Securities and Exchange Commission, including but not limited to the risk factors section of 麻豆原创鈥檚 2023 Annual Report on Form 20-F.
漏 2024 麻豆原创 SE. All rights reserved.
麻豆原创 and other 麻豆原创 products and services mentioned herein as well as their respective logos are trademarks or registered trademarks of 麻豆原创 SE in Germany and other countries. Please see for additional trademark information and notices.

麻豆原创 surveyed over 4,000 managers and employees globally about how AI is reshaping workplace dynamics and HR practices, and paint a complicated picture.聽

The AI Literacy Divide Is Shaping Workforce Perceptions of AI  

According to the survey data, the biggest factor influencing the workforce鈥檚 opinions of AI is their level of AI literacy, or their ability to detect, understand, and evaluate the technology. Compared to people with high AI literacy, people with low AI literacy were over six times more likely to feel apprehensive, seven times more likely to feel afraid, and over eight times more likely to feel distressed about using AI at work. Additionally, nearly 70% of people with high AI literacy expected to see positive outcomes from the use of AI at work, compared to 29% of people with low AI literacy. 

Respondents with high AI literacy were also more likely to have positive or egalitarian perceptions about how AI usage should 鈥� or should not 鈥� impact people decisions like performance reviews, career advancement, and compensation.  

When presented with a hypothetical scenario where two employees have exactly the same level of performance in the same job, with one using AI to complete their work and the other not, research participants expressed divergent views on how AI usage should be considered when making important people decisions:  

• Should AI usage improve performance reviews? More than half (55%) of people believed that employees who use AI should have better performance reviews than those who don鈥檛 use AI. This sentiment was even higher (64%) for workers with high AI literacy.  
• Should AI usage factor into compensation? Forty-four percent of people with low AI literacy believed that employees who use AI should be paid less than those who don鈥檛 use AI. Conversely, 46% of people with high AI literacy reported they believed compensation should be equal, regardless of AI use. 
• Should AI usage influence promotion? Forty-five percent of people believed that employees should have the same chance of promotion regardless of AI usage. Those with high AI literacy felt similarly, with the majority (57%) believing promotion odds should be equal regardless of AI use. 

It is a long-standing premise in management that better performance reviews should yield higher compensation and better chances of promotion. These mixed results show that the use of AI has complicated this, and they provide a clear reflection of the complex moment in time organizations and employees are navigating.  With any new technology comes a period of adapting our knowledge, attitudes, and behaviors related to it. These results show that even though AI adoption is accelerating, some employees are still grappling with foundational questions about the use of AI at work and forming their own assumptions 鈥� not just about the technology, but also about the people who use it.  

AI in Hiring Practices 

Interestingly, the findings also revealed that the majority of people want to work for companies that use AI in their hiring practices. Between 45% to 57% of people said that they would react positively if a company used AI tools in the hiring process, such as being more likely to apply for and accept a job offer, feeling more confident in their fit with their new job, and believing the hiring process to be more fair. This positivity was even higher for those with high AI literacy, with between 66% and 75% of the most AI-literate employees endorsing these positive reactions.  

The previous results about the impact of using AI on work outcomes showed that people have strong mixed opinions about employees using AI to do their jobs. However, these results indicate that employees are much more universally accepting when it comes to organizations using AI to improve practices like hiring. Organizations hoping to improve their practices by increasing efficiency and reducing biases are likely to be more successful at attracting talent, and especially talent with sought-after AI skills.  

What This Means and How to Address AI Literacy in Your Organization  

From this research, it鈥檚 clear that as AI becomes a more widely used tool at work, organizations must focus on and invest in AI literacy to help employees understand this new technology, increasing adoption and ensuring everyone is equipped to benefit from it. Our data shows that the most important aspects of AI education to improve sentiment and adoption are knowing how to use AI to achieve one鈥檚 goals and make tasks easier and being able to detect when a technology uses AI.  

Organizations can enhance AI literacy 鈥� and consequently AI adoption 鈥� through a variety of strategies, including:  

• Hands-on experience: Provide opportunities for employees to work with AI tools in practical settings, encouraging experimentation and familiarity.  
• Training and resources: Offer structured training sessions and resource libraries that cover AI fundamentals, specific tools, and real-world applications relevant to your organization. 
• Change communication: Whan adopting a new tool, be clear about how it works and the expected impact it will have on an employee鈥檚 experience.  
• Showcase wins: Share success stories about teams that have benefitted from the use of AI in their work and how it has positively impacted the organization.  
• Peer learning: Identify employees with high AI literacy and create structured learning sessions designed for early adopters to help upskill their peers through mentorship and knowledge sharing. 
• Promote a growth mindset: Cultivate an organizational culture that values curiosity and learning, helping employees to feel comfortable exploring AI technologies, asking questions, and providing feedback on their experiences.

Autumn Krauss is chief scientist at 麻豆原创 SuccessFactors.

The 麻豆原创 SuccessFactors 2H 2024 release introduces over 250 innovative features and enhancements, along with over 30 new purpose-built AI capabilities.

麻豆原创 Business AI 

麻豆原创 continues to be at the forefront of business AI with new generative AI capabilities that span the entire human capital management suite, all aimed at transforming how organizations engage and support their workforce.

Within this release, new AI capabilities can recommend roles to candidates by matching extracted skills from resumes to open jobs. This helps candidates more easily find opportunities that align with their strengths while helping organizations to reduce candidate drop-off, decrease time to hire, and increase the quality of hiring.

To boost efficiency, a new text analyzer feature can assist employees to create more carefully worded text content for their people profile, goals, comments, and more. A new translation feature is also available, translating text within 麻豆原创 SuccessFactors solutions to help preserve key messages and tone across languages. 

We are also introducing over 15 new capabilities to Joule, the AI copilot from 麻豆原创, designed to bring a more conversational approach to getting work done. For example, new hires, hiring managers, and HR colleagues can now navigate onboarding tasks in a more engaging way, streamlining the onboarding process and boosting productivity.

Talent Intelligence Hub 

With the 麻豆原创 SuccessFactors 2H 2024 release, we’re enhancing our AI-driven skills foundation, guiding organizations toward a skills-focused approach. The new AI-assisted skills architecture creation feature can enable organizations to enrich their job profiles and build a skills library by extracting relevant skills from 麻豆原创 SuccessFactors Recruiting. Additionally, the growth portfolio inbound API can facilitate the seamless integration of external skills data, helping to ensure that employees鈥� growth portfolios are closely aligned with their roles. The first partners to integrate with the talent intelligence hub will include Beamery, Degreed, IMOCHA INC, Korn Ferry, Lightcast, Phenom, TalenTeam, and TechWolf, with more in the coming months.

We鈥檙e also introducing the AI-assisted skills identification feature, which helps learning administrators maintain skills-based attributes by extracting skills from course descriptions and automatically linking them to the corresponding learning items.

麻豆原创 SuccessFactors Career and Talent Development

We are excited to announce 麻豆原创 SuccessFactors Career and Talent Development, our fully integrated solution aimed at empowering individual career advancement while driving greater organizational agility. Here, we bring together the robust capabilities of 麻豆原创 SuccessFactors Succession & Development and 麻豆原创 SuccessFactors Opportunity Marketplace into one solution to help intuitively guide career and development experiences and talent planning. Fueled by the single skills foundation of the talent intelligence hub, employees and managers can shape careers, set career goals, and receive personalized recommendations. These recommendations include skills, jobs, learning courses, mentors, and more 鈥� with clear suggestions for areas to improve. The recommendations are based on an individual鈥檚 aspirations and skills, along with career paths set by the organization.

User Experience 

Employee experience continues to be a priority for HR leaders. We have continuously improved how employees interact with our technology by reimagining our user interface, embedding 麻豆原创 SuccessFactors solutions into work tech applications like Microsoft Teams, and improving the mobile experience.

With this release, employees can now:

• Submit and approve time-off requests, view upcoming absences, and sync holidays to their calendar in Microsoft Teams.
• Delegate performance appraisals to colleagues to help manage responsibilities on each other’s behalf.
• Use an improved natural language search to simplify finding tasks and information with just a few spoken commands.
• Enjoy new features on our mobile app, including in people profiles and time tracking.

Core HR and Payroll

麻豆原创 provides industry-leading core solutions spanning core HR, payroll, and time that are globally scalable with sophisticated country-specific support and compliance. In this release, we have several new innovations and enhancements. Within 麻豆原创 SuccessFactors Employee Central, the people profile has a new modern design across both desktop and mobile. It features an intuitive card-style layout for quick and easy access to information as well as comprehensive summaries of key sections, such as compensation. A new position budgeting control workbench is also available for public service organizations, offering a streamlined view of employee financing activities. This user-friendly tool helps simplify error handling and can ensure efficient and accurate execution of financial commitments. Additionally, the refreshed benefits overview page gives employees a single place to view their benefits details and take necessary action, such as reporting a life event, managing family members, or enrolling in benefits.

Within 麻豆原创 SuccessFactors Employee Central Payroll, we now provide country-level support for Croatia, bringing the total number of natively supported locales to 52.

For more information, read the 麻豆原创 SuccessFactors 2H 2024 release or watch the .

Bianka Woelke is group vice president and head of Application Product Management at 麻豆原创 SuccessFactors.

A recent report from the that 44% of employees鈥� core skills are expected to change in the next five years. To stay ahead in a constantly changing workplace, organizations must not only understand this shift but actively adopt new technology to drive reskilling and upskilling, data-driven decision-making, and continuous learning at scale.

Creating a Unified Skills Foundation for Learning and Talent

麻豆原创 provides the tools and intelligence needed for organizations to adopt a robust learning and talent strategy and meet this challenge head-on. The 麻豆原创 SuccessFactors HCM suite leverages embedded AI across the entire talent lifecycle, from recruiting and onboarding through ongoing learning and development. At the heart of this capability is the talent intelligence hub, a single source of truth for skills intelligence across the entire organization.

We recently announced that the talent intelligence hub can now integrate skills from external partners 鈥� a unique differentiator that truly empowers organizations to have one single view of the skills across their business while giving employees access to a constantly evolving skills profile. Partners like Beamery, Degreed, IMOCHA INC,聽Korn Ferry, Lightcast, Phenom, TalenTeam, and TechWolf will integrate their skills data into the talent intelligence hub 鈥� with more partners to come in the future. These partnerships can empower organizations to integrate existing skills frameworks and create a more unified, future-ready workforce.

鈥溌槎乖� has invested heavily into its skills capabilities over the last several years and it is paying off,鈥� said Josh Bersin, industry analyst. 鈥淭he promise of a skills-led workforce only works if companies have their skills in one integrated place. With these new integrations, 麻豆原创鈥檚 talent intelligence hub does just that.鈥�

Driving Continuous Growth That Evolves Over Time

Building a skills foundation has been a top priority for HR leaders for several years. found that one-third of HR leaders plan to increase learning and development spending to develop evolving skills at speed and scale.

With an established skills foundation, organizations have the data to drive ongoing growth and development for their employees. 麻豆原创 has several solutions that work together to help provide an integrated employee experience that can adapt throughout their career: 麻豆原创 SuccessFactors Learning and the newly announced 麻豆原创 SuccessFactors Career and Talent Development.

Career paths are not linear. According to the , the Baby Boomer generation held an average of 12 jobs by age 56鈥�, and Millennials are estimated to hold up to 16 jobs in their career. Rather, it鈥檚 normal for employees to switch job functions that require upskilling, mentorships, fellowships, a lateral move, or a combination. 麻豆原创 SuccessFactors Career and Talent Development helps guide employees and managers to shape careers based on personal aspirations and organizational priorities. Using AI, it can recommend skills and experiences as well as clearly defined steps that an employee would need to meet their career goals. Recommendations can be enhanced and adjusted based on how that employee progresses 鈥� whether it鈥檚 by learning new skills or participating in a new opportunity.

A critical part of any career progression and upskilling is learning. 麻豆原创 SuccessFactors Learning can complement the personalized approach in 麻豆原创 SuccessFactors Career and Talent Development with AI-recommended content that helps foster curiosity and discovery. It can go beyond mandatory learning for safety and compliance to include content for topics and skills they are interested in. In addition, skills tagged to learning items help employees to discover the next learning steps reflecting their interests, needs, and for further growth. Data from 麻豆原创 SuccessFactors Learning can filter back to the talent intelligence hub, helping to ensure employees鈥� skills profiles are constantly up-to-date.

Customer Success with 麻豆原创 SuccessFactors

麻豆原创 is helping businesses like Norsk Hydro and Grundfos Holding stay ahead by combining cutting-edge AI capabilities with a comprehensive learning and talent strategy.

By leveraging the talent intelligence hub, Norsk Hydro has adopted a unified skills model that spans recruiting, onboarding, learning, development, performance, and succession. Each employee maintains a growth portfolio, empowering them to take ownership of their career development by adding role-specific skills and focusing on their priorities. Norsk Hydro has also embraced the new integrated learning experience, using AI to recommend relevant skills-based learning opportunities. By tagging courses with the right skills and connecting learning directly to business goals, Norsk Hydro ensures that employees can easily access the training they need to grow and succeed.

is harnessing the talent intelligence hub to foster a more agile, project-based work environment, empowering employees to take on diverse roles based on their skills rather than job titles. This strategic shift not only promotes internal mobility but also enhances employee retention and satisfaction by establishing clear pathways for professional growth and development. Additionally, people leaders now have a comprehensive overview of team members’ skills, facilitating immediate skill assessments and streamlining competency management across the organization. This approach enhances the ability to align talent with business needs effectively, driving both individual and organizational success.

With today鈥檚 rapid pace of innovation, having the skills data to fuel data-driven insights for workforce planning and employee growth will be a differentiator for organizations. 麻豆原创 SuccessFactors solutions are designed to scale and evolve as business and the workforce change.

Tune into to learn more about the latest innovations in 麻豆原创 SuccessFactors solutions, including 麻豆原创 SuccessFactors Career and Talent Development.

Dan Beck is president and chief product officer at 麻豆原创 SuccessFactors.

According to findings from over five years of global research conducted by 麻豆原创 SuccessFactors HR research scientists, 88% of employees would feel positively about skills-based people decisions in their organization. Along with employee satisfaction, HR and talent acquisition leaders see many potential benefits of the skills-based approach. For example, a focus on skills can support internal mobility, help realize employee potential, and make recruitment faster, easier, and more transparent.

So, what does 鈥渟kills-based鈥� mean? With a skills-based approach to human resource management, work is organized entirely around skills, from hiring and compensation to workforce planning, reskilling, and upskilling. Decisions are made based on skills and capabilities rather than traditional criteria like education or job experience.

Of course, there鈥檚 no universal blueprint that works for every scenario: there are multiple approaches to prioritizing skills in an organization. How skills-based practices are implemented depends on organizational culture, industry, labor regulations, and many other factors, but a great place to start is with skills-based hiring.

What Is Skills-Based Hiring?

Skills-based hiring is an approach to recruiting new employees based on their skills and ability to perform a job instead of the formal qualifications listed on their resume or curriculum vitae (CV), such as education or previous job titles.

Benefits of Skills-Based Hiring for Talent Acquisition

To understand why skills-based hiring works well for talent acquisition, we must consider the question ? At its core, talent acquisition aims to address not just the current talent needs but also the long-term, strategic workforce plans. It can do so by predicting what skills the organization will require in the future to stay competitive, grow, and scale to future needs. Skills-based hiring can support a future-oriented talent acquisition strategy, thanks to:

• Productivity: People with the right skills for the job can be more effective in their roles.
• Diverse talent pools: A skills-based approach helps find qualified talent that wouldn鈥檛 be found otherwise, expands talent pools, and increases workforce diversity.
• Transparency: Skills-based talent decisions can be more equitable, fair, and legally defensible while also helping candidates get clarity and more agency over their careers.
• Efficiency: Skills-based practices enable faster talent decisions, which, in turn, accelerate the entire recruitment process, reducing time to hire and improving productivity.
• Strategic hiring: A skills-based approach helps organizations understand the skills they will need in the future and hire talent to fill those gaps.
• Approach validation: Skills-based hiring is a great way to demonstrate the value of prioritizing skills鈥攂efore implementing the approach across other HR practices.

Considerations for Adopting Skills-Based Hiring: Exceptions, Misconceptions, and Challenges

Of course, there are still barriers to adopting the skills-based approach to hiring and recruitment. Sometimes, traditional criteria are necessary, such as when hiring for roles that require a specific degree or certification, like lawyers, doctors, and pilots. Candidates鈥� backgrounds and experience can also be crucial. Senior leaders may be chosen in part due to their industry or market experience; public relations leaders may be hired for their network and media contacts.  

There are also many misconceptions about . For instance, some believe that resumes are unsuitable for skills-based hiring because they鈥檙e structured around traditional criteria, such as education and past job titles. In reality, candidates can focus their CVs more on skills, and organizations can use applicant tracking systems and other recruitment software to analyze resumes and screen for the best applicants. In fact, thanks to the use of AI-enabled recruiting tools, skills can even be inferred from experience listed on resumes.

Finally, a widespread concern among talent acquisition leaders is how to make skills-based decisions equitably and efficiently. To do it fairly and thoroughly, they may need to research which skills are relevant for each role, devise custom skill assessments, and prepare job-specific interview questions rooted in the relevant skills. However, the recruitment process also needs to move along quickly, yield good results, and create a smooth candidate experience. So, although , many talent acquisition leaders are still concerned about the efficiency of this approach. Thankfully, this is where technology can make a crucial difference.

Removing Barriers to Skills-Based Hiring

Skills-enabling technologies have long been used in HR practices: online learning systems to help employees develop new skills and complete required training, job architectures that help define roles and the skills needed for them, and skill assessments to help understand the capabilities and skill proficiencies that people have. While some potential barriers to adopting a fully skills-based approach may exist for certain roles, AI can help empower organizations to hire the best talent with the skills needed to succeed. Using and 麻豆原创 SuccessFactors solutions can provide organizations with multiple approaches to adopting skills that may fit their unique workforce and hiring needs.

Using AI to Fuel Your Skills-Based Hiring Approach

The widespread adoption of has opened up new capabilities in talent acquisition software while also optimizing existing functions. For example, with the , talent acquisition teams can leverage AI to help them adopt skills-based hiring practices:

• Skills Framework: The 麻豆原创 SuccessFactors talent intelligence hub offers an AI-enabled skills framework that can allow organizations to consolidate skills data from multiple sources for a comprehensive view of their workforce. AI-driven capabilities within the skills framework can allow organizations to align skills to job roles to better understand and address skills gaps.
• Job descriptions: AI-assisted content generation allows recruiters to quickly create and enhance compelling skills-based job descriptions to attract diverse candidates with the right skill sets.
• Improved candidate experience: When candidates upload their resumes during the application process, AI-driven skills extraction allows them to view, validate, and manage skills on their profiles.

• Job recommendations: Upcoming innovations include the ability for candidates to use AI to help them find the best opportunity for them based on skills extracted from their resume.
• Resume analysis: Using AI-driven skill inference, recruiters can quickly analyze applicants鈥� resumes and compare best-matched candidates based on skills.
• Interview questions: With insights from skills data, AI can recommend relevant skills-based interview questions to ensure interviewers are prepared to fully engage with top candidates.
• Skills evaluations: Using AI-recommended interview questions, interviewers can effectively assess candidates and provide evaluations based on the skills needed for a role.
• Equitable decision-making: AI-assisted applicant screening helps recruiters make bias-free, skills-based hiring decisions quickly and confidently.

AI can be a true catalyst to an organization鈥檚 hiring potential, and many of our customers are already leveraging AI-enabled capabilities. If you鈥檙e curious how works, check out this .

is an excellent way to recruit the talent your organization needs to thrive and stay competitive鈥攖oday and into the future. The right recruitment software can make skills-based hiring intuitive, equitable, and efficient.  

For a deep dive into our skills research, on making skills a reality in your organization and .

Whether you鈥檙e new to 麻豆原创 SuccessFactors solutions, a longtime customer, or considering making a move, here鈥檚 what you can look forward to at SuccessConnect in 2024.

1. Join Three Inspiring Keynotes and See 麻豆原创 SuccessFactors Solutions in Action

The 麻豆原创 SuccessFactors leadership team will take the stage to discuss what is top of mind for HR and the in 麻豆原创 SuccessFactors solutions. You鈥檒l also hear from industry-leading customers on how they鈥檙e adopting our AI copilot Joule and generative AI to help unlock valuable insights, achieve new levels of productivity, and accelerate business outcomes with a best-in-class user experience. Plus, we’re thrilled to have Emmy award-winning actress and singer, Hannah Waddingham, join us this year to discuss her rise to fame, the importance of mental health advocacy, and women’s empowerment.

2. Explore Road Map Sessions and Discover What鈥檚 Coming

Get a front-row seat at our  to hear what鈥檚 new and what鈥檚 coming next for 麻豆原创 SuccessFactors solutions. From expanding on the unique strength of our cloud-native, AI-enabled global HR core to using the AI-enabled talent intelligence hub to help deliver an entirely new career development experience, we will share and show the latest innovations across our solutions. Also, learn about the exciting enhancements in the 麻豆原创 SuccessFactors technology foundation and how HCM can provide customers significant value as a critical part of 麻豆原创鈥檚 cloud ERP suite. Topics include integration, extensibility, security, system administration, and more. Attendees will have the opportunity to interact with product experts and ask questions during the live Q&A segment.

3. Experience Hands-On Lab Sessions

Elevate your learning with * that provide practical, real-time guidance. Dive into configuring and using our products while getting your questions answered on the spot. Topics include optimizing your position management processes with the 麻豆原创 SuccessFactors Employee Central solution, creating compelling stories from the data in 麻豆原创 SuccessFactors HCM, uncovering new enhancements for learners in the 麻豆原创 SuccessFactors Learning solution, and more. To wrap up this year鈥檚 hands-on labs, we鈥檙e hosting a where you and your peers can team up for a series of interactive exercises in a live 麻豆原创 SuccessFactors environment. The goal? Be the fastest team to accurately recruit, hire, and pay a fictional employee. The first team to complete the challenge will win a fun prize!

4. Learn Best Practices from 麻豆原创 SuccessFactors Customers

Hear practical tips from peers on a range of topics, including transitioning to a skills-based organization using AI, migrating from the 麻豆原创 ERP Human Capital Management solution to 麻豆原创 SuccessFactors solutions, and staying compliant with complex labor laws using our core HR, time, and payroll solutions. Learn how technology can advance diversity, equity, and inclusion (DE&I) initiatives, especially as expectations from environmental, social, and governance (ESG) investors and the public sector increase, or hear the experiences of 麻豆原创 SuccessFactors customers that have embraced AI early on to gain a competitive edge. HR leaders from companies like McDonald鈥檚, Volkswagen, Nestl茅, Dr. Oetker, Delta Air Lines, Fujitsu, Eurobank, Aramark, and many others will inspire you with their stories. Plus, don鈥檛 miss the opportunity to engage in live Q&A with each of our customer speakers.

5. Meet 麻豆原创 Experts and Have Fun!

Make the most of various networking opportunities to connect with HR executives, peers, partners, industry analysts, and more. For attendees who enjoy in-depth, one-on-one discussions with our product, services, and support experts, don鈥檛 miss the chance to join sessions to ask your most pressing questions and build new connections. If you prefer interactive group discussions, join sessions, where our team will answer your questions and advise you on how to tackle key business challenges.

And finally, don鈥檛 forget to join us at Pavilh茫o Carlos Lopes for an exciting after-hours party on Tuesday, October 29. Experience the true essence of Portugal with an evening full of surprises, delightful cuisine, and fantastic music.

Explore the  to tailor your agenda to your specific role and interest. This year, we鈥檙e offering , to expand your knowledge of the 麻豆原创 SuccessFactors HCM suite. Additional fees apply.

If you are unable to attend the event in Lisbon, join us virtually by signing up for  on October 28-30, 2024.

*Hands-on lab session registration is required. Space is limited so speakers have time to answer attendee questions.

Lara Albert is global vice president of Product Marketing at 麻豆原创 SuccessFactors.

At 麻豆原创 SuccessFactors, our have conducted five years of research to understand how skills can be effectively incorporated into HR strategies. After speaking with 278 HR leaders and surveying 9,432 global employees and managers, we鈥檝e identified to integrate skills into your people practices to become a skills-focused organization. Let鈥檚 explore these approaches and the technologies that can support them.

1. Skills-Implied Approach

In a skills-implied approach, organizations use traditional criteria like candidates鈥� or employees鈥� previous job titles, educational background, and past experience to make decisions instead of using skills data. Here, work is centered around job roles, and decisions about hiring and pay are based on job titles and levels. Learning and development is tailored to current roles, and promotions follow standard paths tied to credentials and tenure. Workforce planning tends to focus on short-term headcount needs, with minimal use of skills data for deeper analysis.

This approach is best for roles requiring specific certifications or highly specialized skills that are either externally regulated or require extensive training, such as lawyers, certified public accountants, and pilots.

In terms of tools and technology, job architectures can help clarify roles and align jobs based on the type of work performed. For example, the job profile builder in 麻豆原创 SuccessFactors solutions helps manage job elements such as descriptions, experiences, qualifications, skills, competencies, behaviors, education, and certifications. It can offer a flexible, intuitive way to identify and share job description components across an organization.

2. Skills-Included Approach

In a skills-included approach, work is organized around job roles with an emphasis on a few key technical skills. Hiring focuses mostly on traditional criteria like education but includes some skills assessment as well. Pay is generally based on job title and level, though skills might impact bonuses. Learning and development targets skills that are crucial for current or future roles. While skills are considered in workforce planning and reported in broad terms, they鈥檙e not connected with other data sources for deeper insights.

This works best for roles where required skills remain mostly consistent, but the prioritization and application of those skills evolve over time, as in, for example, sales and people management.

Recruiters can use AI-enabled recruiting tools to consider an applicant鈥檚 technical and professional skills during the hiring process. For example, the solution鈥檚 AI-assisted applicant screening can provide a skills compatibility score, allowing recruiters to view how well an applicant鈥檚 skills match job requirements. Candidate profiles include details on exact skills matches, additional relevant skills, potential skills, and missing skills to help recruiters quickly and effectively screen the best applicants.

Learning management systems can support targeted skill development for current roles. , for example, can offer AI-driven learning recommendations and a dynamic search feature that filters by criteria such as duration, mobile availability, and specific skills. This helps promote continuous learning and can guide employees in developing skills for advanced proficiency levels. Additionally, offer over 1,250 expertly curated learning paths aligned with high-demand skills and competencies. These include areas like AI and generative AI, cybersecurity, data management, leadership, first-time management, and performance and culture. Learners can refine their skills through various methods, including reading, watching, listening, and active practice.

3. Skills-Led Approach

In a skills-led approach, jobs are defined by a mix of technical and professional skills. Hiring looks at a range of skills, along with traditional criteria. Pay is linked to both the skills employees bring to the table and their performance. Learning and development is customized based on skills data and personal interests, helping to create personalized plans and internal mobility opportunities. Workforce planning becomes strategic, focusing on closing gaps between current and needed skills, and skills analytics are used to dive deep into skill levels and how they connect with other data.

This is best for roles where critical skills are specific or uncommon but proficiency can be inferred from adjacent skills, such as in marketing and operations.

Thinking about tools and technology, skills platforms can be useful to support this approach by tracking and analyzing skills across the workforce. The 麻豆原创 SuccessFactors talent intelligence hub, for example, uses an AI-driven framework to integrate skills data from multiple sources, enabling organizations to make data-driven talent decisions. In addition, learning platforms provide development opportunities tailored to individual skills and career goals. For example, offers AI-driven recommendations and peer suggestions for personalized learning. Skills tagging and the search for skills help to foster a habit of curiosity and a culture of continuous learning. Additionally, talent marketplaces like can offer experiential learning opportunities through AI-driven suggestions for mentors, short-term assignments, dynamic teams, and job openings.

4. Skills-Based Approach

In a skills-based approach, jobs do not exist 鈥� instead, work is organized entirely around the skills required to complete it. Hiring is all about evaluating skills instead of sticking to traditional criteria. Pay is tied to the skills employees currently have, with bonuses for skills that will be valuable in the future. Learning and development focuses on preparing for future skill needs, and internal mobility is driven by moving employees where their skills are most needed. Workforce planning is strategic, looking ahead to forecast what skills will be needed, and skills analytics keep track of trends and how skills connect with other business data.

This works for roles that rely more heavily on technical skills, roles that use certain tools or processes that are common across organizations or industries, and roles where skills can be gained outside of an educational setting, like HR, IT, and finance.

Integrated talent management platforms take care of all aspects of skills development and deployment in this approach. With , organizations can use an AI-driven, unified skills model that covers everything from recruiting to learning, performance, and succession planning. The 麻豆原创 SuccessFactors talent intelligence hub helps organizations get a clear view of their workforce by linking individual skills, strengths, and preferences with the right people and experiences across the platform. This can make managing skills throughout the employee lifecycle much easier and more effective.

As organizations work to weave skills into their HR strategies, understanding these four approaches can help them create a skills-based plan that fits their unique needs and goals. Whether you鈥檙e starting with a skills-implied approach for specialized roles or aiming for a skills-based framework for more dynamic functions, the key is to align the strategy with your organization’s specific context and objectives.

By exploring these approaches and using the right tools and technologies, organizations can build people practices that boost efficiency, transparency, and overall success. Finding the right mix and approach for your specific needs is key to unlocking the full potential of skills-based management.

to dive deeper into our skills research. Want to see how focusing on skills can unlock an organization鈥檚 potential? about Erie Insurance鈥檚 journey to becoming a skills-based organization.

, a global aluminum and renewable energy company based in Norway with 33,000 employees in 40 countries, is one example of an enterprise that is on a journey towards becoming a skills-based organization. Jeanine Fremstad, Norsk Hydro鈥檚 global lead for Skills and Learning, explains why the company is taking a proactive approach to skills development and learning: 鈥淲e need to keep up with the evolving landscape of workforce skills to remain competitive and at the forefront of our industry.鈥� 

Upholding a long-standing tradition of sustainable industrial development, Norsk Hydro has ambitions to pioneer the transition to 鈥済reen aluminum鈥� powered by renewable energy by the end of the decade. To get there, the organization decided to take a structured approach to skills and learning by undertaking a pilot project using 麻豆原创 SuccessFactors solutions.

Fremstad says the initiative is essential to Norsk Hydro’s business strategy and to attract and retain people. 鈥淲e need to know what skills we already have in the company in order to know what skills we need to attract. We also need to know what skills we need to develop,鈥� she says. 鈥淏eing able to offer attractive learning and development opportunities is key to retaining people.鈥�

She offers a straightforward assessment of where the organization stands and why change is necessary: 鈥淥ur internal research shows that one in three employees are unsatisfied with the opportunities for professional development, future careers, and equal opportunities. And we just think that鈥檚 not good enough; therefore, we started on a skills transition journey.鈥�

Selecting a Trusted Partner for AI-Driven Skills and Learning

In April 2024, Norsk Hydro began a pilot to offer its workforce access to AI-driven skills and learning recommendations for their professional development. With 100 employee participants in various countries, the company鈥檚 HR team has purposefully set the bar for success high. 鈥淲e believe that for Hydro as an organization, success will mean we will see improved employee experience and engagement, reduced attrition, and that we will have better insights from data for workforce planning,鈥� Fremstad says.

Norsk Hydro selected 麻豆原创 as its trusted technology partner and joined the 麻豆原创 Early Adopter Care program because of a shared vision for people-centric skills and AI-enabled learning. It is working closely on the project with 麻豆原创 partner , taking advantage of its Skills Transformation Suite to speed innovation.

Transitioning to a Skills-Based Organization

The first step in Norsk Hydro鈥檚 skills journey was to build the company鈥檚 skills library based on a curated skills library from an external provider. The AI-assisted curation process analyzed Norsk Hydro鈥檚 job architecture and 33,000 job titles and identified likely relevant skills from the external skills library. As a result, approximately 4,000 skills relevant to Norsk Hydro were mapped against job families. The central project team is working to validate and refine these results.

Next, Norsk Hydro used 麻豆原创 SuccessFactors talent intelligence hub to help gain the power and simplicity of a single skills model from recruiting, onboarding, learning, and development through to performance and succession. The talent intelligence hub can connect skills, attributes, strengths, and preferences to both people and experiences throughout 麻豆原创 SuccessFactors solutions. Each employee has a growth portfolio of skills, which helps empower them to own their learning and career development. Employees can also manually add role-specific skills and skills of interest for their development. Norsk Hydro is applying a trust-based approach that allows employees to maintain their skills profiles and build their development plans based on their prioritized skills. While certain skills may need to be validated and assessed for legal compliance requirements, the employee generally may decide their proficiency levels for most skills.

As a third deliverable in the project, Norsk Hydro updated its internal development process to ensure that skills are an integral part of the leader-employee dialogue. It aims to tighten the connection between skills, goals, performance, and learning.

Also, Norsk Hydro recently implemented the new integrated learning experience from 麻豆原创 SuccessFactors Learning. Embedded AI can enhance the employee鈥檚 experience with relevant skills-focused learning recommendations that are unique to each employee based on their needs and interests. Norsk Hydro鈥檚 offering of learning opportunities comprises a broad set of both internal and third-party channels. On the organization鈥檚 new learning homepage, all courses are now automatically tagged utilizing TalenTeam鈥檚 Skills Transformation Suite, so that relevant learning to close skills gaps is easy for employees to find and access.

The project team has taken away some good learnings on the journey to becoming a skills-based organization. For example, Fremstad recommends taking the time to validate the skills library to ensure the correct level of granularity for skills and establishing only one skills library to make certain each employee has a single skills profile. Different vendors use different skills taxonomies, which can cause problems when integrating them. She underscores that it鈥檚 important to constantly work towards delivering the best user experience possible.

A key element to the success of the pilot is continuously testing and collecting feedback from users, she says. Pending a successful pilot, Norsk Hydro鈥檚 long-term ambition is to implement the solution 鈥� offering AI-driven recommendations to help match employees with assignments, career opportunities, and mentors 鈥� and a broader rollout of the talent intelligence hub to all employees. Employees will benefit from having a 鈥渟ingle pane of glass鈥� overview for all learning and development opportunities across the organization.

Elevating Skills as the Red Thread in HR

Norsk Hydro is building a skills-based organization rooted in a learning culture that will ultimately deliver benefits to employees and leaders alike. Employees will gain the autonomy, leadership support, and growth mindset to set them on a path of lifelong learning and development, so that they have the skills they need to build their careers and ensure future employability. Leaders will benefit from having data-driven insights that support workforce planning and match the right people with the right task to achieve business goals. They will also be able to attract and develop talent by offering a more compelling career proposition that includes skills growth and re-skilling.

鈥淲e believe by doing this,鈥� Fremstad says, 鈥渨e are creating the foundation for a skills-based organization by starting with learning and development. Long term, we would like to see skills as the red thread throughout our HR processes.鈥�

Find out about solutions and the integrated learning experience from 麻豆原创 SuccessFactors Learning.

That was the message at this year鈥檚 , where the spotlight was on the , now supercharged with more than 25 additional AI-enabled capabilities to help organizations improve employee experience and drive organization agility at scale.

The acceleration of AI is changing how organizations attract, hire, retain, and skill their employees. In fact, research conducted by a team of 麻豆原创 SuccessFactors organizational psychologists, published in , identifies AI and skills as the top two meta-trends that every HR professional is talking about today. Also, among CEOs and CIOs, these two trends are topping the list of business priorities that require action.

鈥淲e are in the midst of a transformative era,鈥� said Aaron Green, chief marketing and solutions officer for 麻豆原创 SuccessFactors, while speaking to an audience of 麻豆原创 customers and HR leaders at 麻豆原创 Sapphire ().听

鈥淭his is a pivotal moment for HR, because it鈥檚 not just about keeping up. Now it鈥檚 about leapfrogging; it鈥檚 about how we stay ahead,鈥� he said. 鈥淚t requires investing in your people and investing in their skills in a fundamentally different way. The only way to do this is by investing in technology to help your people work smarter, faster, and to help them make data-driven decisions 鈥� because the future is undeniably people-led.鈥�

Making AI Available to Customers Here and Now

More than 10,000 customers and 290 million people use the 麻豆原创 SuccessFactors HCM suite for HR processes spanning the employee experience from hire to retire. A thriving partnership with the global customer community helps 麻豆原创 understand the challenges and opportunities faced by organizations of all sizes, geographies, and industries.

Throughout the community are individual success stories showing how using the AI-led power of 麻豆原创 SuccessFactors is helping organizations drive agile change at scale while simultaneously delivering more personalized experiences to the workforce. That鈥檚 because 麻豆原创鈥檚 AI-led capabilities are available right now 鈥� not in the far-off future, as Green underscored. 

D枚hler Puts People at the Heart of Digital Transformation

, a global producer of natural ingredients for the food and beverage industry, is among those customers using the AI solutions in 麻豆原创 SuccessFactors HCM to achieve real business outcomes. Based in Germany, D枚hler takes an 麻豆原创-first approach to its use of technology in support of its company values of innovation, trust, quality, and sustainability.

With 麻豆原创 SuccessFactors solutions, D枚hler puts people at the heart of its digital transformation by putting AI directly in the hands of its HR professionals and its entire workforce. Strategically, D枚hler delivers change to the workforce by introducing AI-led capabilities and then layers additional functionality on top, so that employees get used to the new technology and start to work with it more efficiently and effectively.   

Pierre Wiese, head of Business Applications, D枚hler Group, articulated the company鈥檚 approach to AI: 鈥淲e expect 麻豆原创 to deliver business AI innovations with empowering built-in functionalities,鈥� said Wiese. 鈥淲ith our AI consumption, we move forward as quick as possible because we plan to have massive impact on the daily work of our people at D枚hler.鈥�

麻豆原创 Business AI in HR: Relevant, Reliable, and Responsible

In the first half of 2024, 麻豆原创 SuccessFactors delivered new AI-enabled capabilities across 麻豆原创 SuccessFactors HCM that are now being used by organizations to help free HR teams of time-consuming tasks, enhance organizational efficiency, and drive future growth. 鈥淲e鈥檝e reimagined the HCM suite, and we鈥檝e made huge investments across the board in our user experience [to help] employees, managers, power users have a truly delightful experience with 麻豆原创 SuccessFactors,鈥� said Daniel Beck, president and Chief Product Officer, 麻豆原创 SuccessFactors.

Beck highlighted how 麻豆原创 is delivering customers world-class AI technology and large language models (LLMs). With , 麻豆原创 is committed to delivering AI that is relevant, reliable, and responsible within use cases for HR professionals.

For example, 麻豆原创 has put controls in place through the 麻豆原创 AI Global Ethics organization and legal experts to evaluate AI use cases 鈥� ensuring that they will be used safely, responsibly, and without bias 鈥� before they are made available to customers. Beck said, 鈥淲hen you鈥檙e deciding, whose business AI can I trust? I think you will be well served with the data, security, the legal frameworks, the ethical frameworks that 麻豆原创 is delivering. It gives you that peace of mind.鈥澛�

In a software demonstration on stage, HR leaders saw the power of the expanded AI capabilities of 麻豆原创 SuccessFactors HCM. New technologies like retrieval augmented generation (RAG) enable 麻豆原创 solutions to combine the strengths of LLMs and personal or business information to quickly deliver contextualized insights and answers for HR teams.

Some of the new new AI-led capabilities include: a generative AI writing assistant to help 麻豆原创 SuccessFactors users complete tasks, such as writing learning course descriptions; the ability to help employees draft performance and development goals; candidate skill matching to help recruiters quickly screen and filter job candidates; and generative AI to summarize an employee鈥檚 compensation and job history, based on data in 麻豆原创 SuccessFactors, so managers can have more informed compensation discussions.

For the foreseeable future, rapid advancements in AI technology will continue to bring new use cases to customers. 鈥淭his is a super exciting time. I think the next two years in HR technology will be the most innovative 鈥� even better than the prior 20 years,鈥� Beck said. 鈥淲e want to be your trusted partner in that journey.鈥�

from this year鈥檚 麻豆原创 Sapphire on demand. 

Photos courtesy of Jos茅 Rodrigues.

This year, the 麻豆原创 Global Line of Business Partner Excellence Awards have once again spotlighted our partners鈥� outstanding contributions to customer success. The following partners have showcased their expertise and unwavering commitment to excellence, leading the way with groundbreaking initiatives and exceptional customer service. 

• Accenture has been recognized as the winner for Sales Success in Large Enterprises. This award illustrates Accenture鈥檚 success bringing exceptional results to the largest and most complex HR transformations. With a long-standing 麻豆原创 partnership, Accenture has built expertise across multiple industries, and, with this deep knowledge, it delivers innovative solutions and services to help our customers drive operational efficiency and enhance the employee experience.  
• NTT DATA Business Solutions stands out for winning awards in two categories: Customer Success Management and Intelligent Enterprise Value Realization. It was also a finalist in the Sales Success in Large Enterprises category. The combination of these awards highlights NTT DATA鈥檚 relentless determination to deliver throughout the customer value journey, as well as its breadth of offerings across human capital management (HCM) and 麻豆原创鈥檚 broader cloud ERP suite. NTT DATA鈥檚 consistent recognition demonstrates its leading innovation, adaptability to changing market needs, and commitment to customer satisfaction.聽聽
• Empleox GmbH has been named the winner in the Sales Success in Midmarket category. Empleox GmbH helps us meet the needs of our midsize customers by continuously innovating and designing solutions to help them grow, scale, and stay agile. Specializing in implementing and optimizing 麻豆原创 SuccessFactors solutions, Empleox GmbH empowers organizations to transform HR operations, enhance employee engagement, and achieve their business objectives.  
• OpenText has been recognized for its exceptional performance throughout 2023, alongside 麻豆原创, to bring cutting-edge solutions to the market. As the winner in the Partner Solution Success category, this recognition reflects the OpenText team鈥檚 ongoing commitment to growth and innovation. Its integration with 麻豆原创 SuccessFactors solutions provides customers with enhanced document management capabilities, helping to streamline HR processes and reduce administrative costs.聽聽
• EPI-USE has won the Delivery Quality category, which is awarded to partners for consistent excellence in project delivery across a number of metrics. This award speaks to the EPI-USE team鈥檚 commitment to customer delivery. With over 30 years of experience, EPI-USE has developed deep expertise in the 麻豆原创 SuccessFactors portfolio and has become a trusted advisor for organizations looking to optimize their HCM solutions.聽聽

“We are proud to be recognized for our commitment to Customer Success and Intelligent Enterprise Value Realization. These awards underscore our dedication to delivering innovative HR solutions to our customers worldwide. We help them to optimize their HR processes and improve their employee experience. Being a finalist in the Sales Success in Large Enterprise category further validates our strategic approach to supporting a broad spectrum in the market.”

Norbert Rotter, CEO, NTT DATA Business Solutions, and EVP, NTT DATA, Inc.

These partners have surpassed the high standard expected in our industry. We extend our heartfelt congratulations to all winners and finalists in the 麻豆原创 Global LoB Partner Excellence Awards.  

We are incredibly grateful for our entire 麻豆原创 SuccessFactors partner ecosystem, whose efforts are critical to our success. Your relentless pursuit of excellence ensures that, together, we can help our customers make every employee a success story.  

Get a detailed look at all the winners and more information about the awards.聽

Aaron Green is chief marketing & solutions officer for 麻豆原创 SuccessFactors.
Nick Holmes is vice president of Ecosystem for 麻豆原创 SuccessFactors.

This finding confirms what thousands of midsize organizations using 麻豆原创 SuccessFactors solutions already know. Accelerating the shift to digital HR isn鈥檛 just a critical advantage; it鈥檚 a game changer for business growth, especially as the need for new skills intensifies due to emerging technologies such as AI.

Oxford Economics鈥� research explains why: 鈥淎s AI-enabled technologies like chatbots and personalized recommendations become the norm outside the workplace, HR functions will need to strategize to incorporate similar self-service experiences and other AI-driven use cases into their employees鈥� way of working.鈥�

Driving Growth with a Talent Management Edge

Midsize organizations often seek a human capital management (HCM) solution that supports scalability and can match the pace and extent of their business growth. Yet, they frequently operate with limited HR capacity, hindering their ability to compete in a complicated talent landscape where a shortage of a million experts is expected by 2030.

Expanding midsize organizations particularly struggle to secure or develop talent with the skills required for growth. Oxford Economics reports that 49% of surveyed organizations cite the inability to find the right talent to maintain operations as their greatest near-term risk. Similarly, 41% of HR executives believe their organization鈥檚 inability to reskill and upskill workers to adapt to changing needs is a top threat.

With , midsize organizations can address both concerns. The HCM solutions can help run a cohesive, organization-wide strategy for upgrading outdated technologies and implementing modern, foundational capabilities such as workforce management tools and AI-enabled functionalities.

Here鈥檚 a sneak peek into the outsized outcomes 麻豆原创 SuccessFactors solutions can deliver:

1. Inclusive Job Descriptions and Assisted Candidate Screening

AI is transforming skills-based hiring by creating compelling job descriptions and enabling inclusive applicant selection so organizations can find the best talent quickly and efficiently. We have thoughtfully embedded these capabilities into the聽聽solution to provide organizations with tools to help attract and secure candidates with the right skills.聽

Embedded AI assistance helps talent acquisition teams make better, more equitable hiring decisions while reducing time spent on manual, tedious tasks such as creating job descriptions. Insights into applicant skills 鈥� extracted from r茅sum茅s using AI 鈥� allow recruiters to quickly identify and rank top candidates based on their match to a job, removing unconscious bias from the process.聽

2. Integrated Learning and Talent Management

As the nature of work evolves, so does the approach to HR technology solutions. Integrated learning and talent management systems are pivotal in addressing this dynamic, facilitating a smooth flow of development opportunities for employees.

By leveraging  solutions, organizations can tie learning initiatives with talent management processes to help create a cohesive, impactful talent strategy and employee experience. Employees can access learning resources based on their career goals and performance, aligning their development with personal goals and organizational objectives.

3. Intelligent and Personalized Skill Recommendations

The Oxford Economics survey reveals that 30% of HR and IT decision-makers are starting to understand how AI can help meet talent development and retention goals critical to their company鈥檚 growth. This includes helping employees stay on track with a personalized view into what they have to, need to, and want to learn.

Adopting a learning management system that includes AI, such as聽the solution, gives organizations capabilities that can enhance the learner鈥檚 experience. For example, instead of a 鈥渟earch and find鈥� approach to identifying relevant courses and content, an AI-driven system can offer learning options highly relevant to the learner by automatically surfacing personalized recommendations based on the employee鈥檚 role, skills, needs, and preferences.

This approach can help save time by pointing learners toward the most relevant and valuable resources, instead of requiring learners to search for them alone. Most importantly, access to self-directed learning and development opportunities fosters a habit of continuous learning and personal growth.

4. New Opportunities for Employees to Grow

Both consumers and employees expect personalized experiences that are easy to navigate and relevant to their needs. Reflecting on this trend, organizations are leveraging solutions 鈥� such as the  solution 鈥� to support upskilling and reskilling efforts. 

The solution can connect employees with relevant projects, learning opportunities, mentors, and dynamic teams, presenting recommended matches through centralized access. Integrating talent intelligence into these recommendations can enhance their effectiveness by enabling the identification of skills gaps and the analysis of individual preferences and career aspirations. In return, employees can be empowered to grow and develop in ways that benefit them and the organization, helping to create a more engaged and motivated workforce.

Additionally, with the  solution, organizations can optimize employee experiences by properly preparing them for their next role. For instance, employees can feel empowered to own their career development by exploring career options with AI-driven recommendations and intelligent skills gap identification. Also, with AI-assisted goals, employees can quickly create more ambitious development goals aligned with their growth plans.

5. Holistic Skills Management

Competing for and retaining top talent remains a significant challenge for midsize organizations as the skills gap widens. While visibility into current skills and those required for the future can offer a competitive edge, tackling this issue fully requires a more comprehensive approach beyond skills alone. 

 can address all sides of this complex challenge by considering individual competencies, aspirations, and preferences. Leveraging talent intelligence, the suite allows organizations to enhance the talent experience with a strategy that can cater to the 鈥渨hole self鈥� of the employee.

6. Enhanced Productivity and Engagement

Aligning employee goals to business objectives is crucial for enhancing productivity and performance. With AI-assisted goals, employees can craft meaningful and aspirational goals in a fraction of the time it usually takes. 

The  solution enables flexible and continuous performance modeling. Real-time coaching and feedback are included in the flow of work, helping employees feel more supported and engaged while enabling continuous insights and growth.

Building a Workforce Culture of Growth with AI

麻豆原创 SuccessFactors solutions can offer a holistic approach to take advantage of the critical role of talent management strategies in driving business growth, as highlighted in the Oxford Economics report. With innovative AI capabilities, the solutions are helping many organizations worldwide win the race for talent and skills and build an agile workforce.

 is not just about cutting-edge technology. We create HCM solutions that are relevant, reliable, and responsible. Backed by this AI principle, 麻豆原创 SuccessFactors solutions can offer a competitive edge in the current dynamic talent landscape. Organizations are not only empowered to keep up 鈥� they鈥檙e also prepared to lead the way with talent management strategies that drive ongoing growth, innovation, and success.

Discover how growth-focused midsize businesses prioritize their HR and IT strategies to help them grow and remain competitive. Read the Oxford Economics study, sponsored by 麻豆原创, .鈥�

Margit Bauer is director of Product Marketing for 麻豆原创 SuccessFactors.

鈥淎t TrustRadius, we pride ourselves on providing unbiased and transparent insights into the software industry,鈥� said Allyson Havener, senior vice president of Marketing and Community at TrustRadius. 鈥淩eceiving a TrustRadius Top Rated award is a testament to 麻豆原创 SuccessFactors HCM鈥檚 exceptional performance as validated by unbiased user feedback. This recognition highlights 麻豆原创 SuccessFactors鈥� commitment to delivering innovative human capital management solutions that truly meet the needs of businesses.鈥� 

This year, 麻豆原创 SuccessFactors earned awards across the following categories: Applicant Tracking, Compensation Management, Talent Management, Workforce Analytics, Sales Incentive Compensation Management, HR Management, Workforce Management, Employee Performance Management, Sales Performance Management, Corporate Learning Management, Succession Planning, and Internal Payroll. 

We are grateful to our more than 10,000 global customers whose partnership allows us to help make every employee a success story by harnessing the to elevate every experience, guide every people decision, and connect HR across every aspect of the business. 

In the past year, 麻豆原创 has introduced new AI capabilities that span the entire 麻豆原创 SuccessFactors HCM suite and help transform how organizations unlock individual and collective potential. , 麻豆原创鈥檚 natural language generative AI copilot, helps employees and managers work faster and smarter by making it easier to find information and complete common HR tasks. With an embedded AI-driven skills framework, 麻豆原创 SuccessFactors solutions help power an organization鈥檚 learning and talent strategy and address critical skills gaps. The combined force of these innovations helps customers better meet the business challenges of today and tomorrow.  

Below are a few reviews from our customers:

鈥淲e chose 麻豆原创 SuccessFactors over competitors for its鈥痗omprehensive HR suite, superior integration capabilities with鈥槎乖� systems, and global scalability. Its user-friendly interface鈥痑nd extensive analytics stood out, offering more in-depth鈥痠nsights and a seamless experience compared to other solutions鈥痠n the market.鈥�

鈥�The benefit of [麻豆原创] SuccessFactors is its flexibility. I have implemented鈥痆麻豆原创] SuccessFactors at companies with as little as 1,500 employees鈥痑nd also鈥痺ith as many as 120,000 users. It can handle the complexities of global鈥痳equirements while still being able to scale to a small, midsized business鈥痠n a cost-effective manner.鈥浓赌�

鈥溌槎乖� SuccessFactors has a clean employee view of鈥痙ata and鈥痮ffers a wide range of functionality to support midsize to large鈥痗ompanies.鈥浓赌�

Learn more about and read our customer reviews on鈥�. For more information about these recognitions, visit the . 

Aaron Green is chief marketing & solutions officer for 麻豆原创 SuccessFactors.

And for you and your business, you can tell all those success stories 鈥� and more 鈥� with the 麻豆原创 SuccessFactors HCM suite and our first half 2024 release.

As your organization and employees begin to embrace AI, HR has the opportunity to drive new levels of employee productivity, engagement, and growth. 麻豆原创 SuccessFactors HCM can give you everything you need 鈥� the global foundation, skills framework, people-first experiences, and purpose-built AI capabilities 鈥� to help take HR to the next level. With the 麻豆原创 SuccessFactors first half 2024 release, we are delivering more than 250 innovative features and enhancements.

麻豆原创 Business AI

In 1H 2024, we are thrilled to introduce more than 25 new AI capabilities to enable better employee experiences and new levels of productivity.

Among these capabilities include the ability for applicants to provide skills during the application process. This can enable recruiters to see a skills compatibility for each applicant based on matching the applicant鈥檚 skills and the job requisition, helping improve applicant screening and time to hire. Furthermore, personalization in 麻豆原创 SuccessFactors Opportunity Marketplace is enhanced with new AI-driven recommendation categories, 鈥淚gnite Your Role鈥� and 鈥淩each Your Aspirations.鈥� These guided experiences can enable employees to proactively take steps to reach their development goals.

Generative AI continues to be embedded across the 麻豆原创 SuccessFactors HCM suite, including new capabilities to help employees create ready-made performance and development goals and AI-assisted writing to help improve the quality, clarity, and conciseness of writing across a variety of areas within 麻豆原创 SuccessFactors solutions.

Further, with this release, insights based on an employee鈥檚 compensation and job history are available to help support managers in having effective and well-informed compensation discussions. 

We have also added more than 15 new capabilities in this release to help both managers and employees get work done in a conversational way, such as creating or changing a position, creating spot awards, clocking in and out, and viewing pay statements as well as time capabilities like requesting time off, checking leave balances, and syncing holidays to Outlook calendars while managers can review and approve time off. Further, employees can now clock in and out using Joule, Microsoft Teams, or the 麻豆原创 SuccessFactors Mobile app.

麻豆原创 SuccessFactors Employee Central

We are excited to unveil two new people profile experiences 鈥� the profile preview and the spotlight view. The profile preview can provide a snapshot of key areas of the employee profile, including job, manager, location, and contact details, to quickly view and connect with others. Additionally, the spotlight view can showcase employee skills and competencies, mentoring and target roles, and other relevant personal and organizational information.

We are also introducing a new org chart experience with a refreshed look and feel. Available on desktop and mobile, users can explore their organizational structure with improved expand and collapse capabilities, which helps provide full accessibility to an employee鈥檚 profile preview, with an option to open the new spotlight view.

Customers can now automatically process new hires from 麻豆原创 SuccessFactors Recruiting and 麻豆原创 SuccessFactors Onboarding into 麻豆原创 SuccessFactors Employee Central. This capability helps further reduce the time to hire, which is especially important with mass, seasonal, and high-volume hiring.

麻豆原创 SuccessFactors Employee Central Global Benefits

With this release, we are pleased to introduce a new benefits enrollment experience for insurance, savings, and pension benefit types. Available on both desktop and mobile, the guided experience for benefits elections can give employees increased convenience with improved navigation and increased confidence with side-by-side plan comparisons and embedded instructional text. Additionally, employees can update dependent information and manage beneficiaries directly from the benefits enrollment process, which helps further streamline the enrollment experience.  

麻豆原创 SuccessFactors Time Tracking

We are thrilled to share the launch of a new time sheet experience that integrates the latest version of My Timesheet in 麻豆原创 S/4HANA with 麻豆原创 SuccessFactors. Employees can now record time for payroll, as well as against activities and cost objects, from a single time sheet across applications. This helps organizations leverage real-time connectivity between HR and finance operations to keep track of employee activity and labor costs and to pay employees accurately and on time.

Additionally, a new monthly calendar view for time sheets can give employees and managers a complete picture of recorded time over a month. Users can drill down into specific days and submit or approve time for pay periods beyond a week, such as biweekly or monthly.

For managers, a new time approval center helps simplify approvals with a centralized dashboard highlighting anomalies for swift resolution. Managers can monitor team working hours effectively, helping to ensure accurate and timely payroll processing.

麻豆原创 SuccessFactors Onboarding

With enhancements to the onboarding journey experience, new hires can now use the new Your Onboarding Checklist page to reference and complete all tasks 鈥� onboarding data collection, compliance tasks, additional onboarding tasks, and exploring the onboarding guide 鈥� from one place with a single view. Available for new hires, rehires, internal hires, and employees with global assignments, this improved experience can save time for onboarding participants while helping to ensure productivity from the start.

And that鈥檚 only a fraction of all the innovations we鈥檙e bringing to customers in 1H 2024. There鈥檚 much more in the release, including new and exciting updates in:

• Generative AI and Joule capabilities
• 麻豆原创 SuccessFactors Opportunity Marketplace
• 麻豆原创 SuccessFactors Compensation
• 麻豆原创 SuccessFactors Succession & Development
• 麻豆原创 SuccessFactors Incentive Management
• 麻豆原创 SuccessFactors Work Zone

Read the and watch the to find out more.

Bianka Woelke is group vice president of Application Product Management at 麻豆原创.

By shifting towards a skills-based approach to talent acquisition and development, companies can build a workforce that is not only capable of meeting current demands, but also equipped to navigate future challenges effectively. Here are three strategies for building a dynamic organization with a skills-based approach to talent.

1. Identify and Prioritize Critical Skills

The first step in implementing a skills-based approach is to identify the key skills that are crucial for the organization’s success. This involves analyzing the current and future needs of the business and understanding the skills that are in high demand in the market. By prioritizing these critical skills, organizations can focus their hiring efforts on candidates who possess or have the potential to develop these competencies.

With the 麻豆原创 SuccessFactors talent intelligence hub, organizations can have the power and simplicity of a single skills model from recruiting, onboarding, learning, and development, all the way through to performance and succession.聽It helps to better understand, build, and leverage the skills of workforces. It can connect individual skills, attributes, strengths, and preferences to both people and experiences throughout聽麻豆原创 SuccessFactors solutions.

By creating a comprehensive overview of the skills available within the organization, managers can identify gaps and areas for improvement. This information can inform talent development initiatives, such as training programs or job rotations, to help employees acquire the necessary skills to excel in their roles. For example, within the talent intelligence hub there is a team growth portfolio view, which allows managers to quickly assess skill gaps and search for prioritized skills within their teams.

2. Foster a Culture of Continuous Learning

Building a dynamic organization requires a culture that supports continuous learning and skill development. Organizations can encourage employees to enhance their skills through internal training programs, mentorship opportunities, and access to external resources. By creating a learning environment where employees are motivated to upskill and reskill, organizations can ensure that their workforce remains adaptable and competitive in a rapidly changing market.

AI-enabled learning platforms can deliver personalized and adaptive training programs based on individual skill gaps and career aspirations. with embedded AI can give organizations a wide range of capabilities that help enhance a learner鈥檚 experience with relevant recommendations that are unique to each learner and based on their needs and interests. In addition, has AI-driven recommendations to help match employees with assignments, career opportunities, mentors, and more. This solution considers not only qualifications but also skills, experiences, and preferences, so that organizations can ensure better talent alignment and engagement.

3. Embrace Flexibility and Adaptability

In a skills-based approach to talent management, organizations need to be flexible and adaptable in their recruitment and development practices. This means being open to hiring candidates with transferable skills and potential for growth, rather than focusing solely on specific job titles or qualifications. This can be made possible with technology that supports skills-based hiring.

With , skills can be aligned to job requisitions and skills-based candidate evaluations. This can allow hiring managers to view rankings of candidates and determine the best candidate based on their skill proficiency. In addition, recruiters can leverage generative AI capabilities to help enhance job descriptions, including the proper skills and competences, which helps recruiters hire the best talent for a role. By embracing a more flexible approach to talent acquisition, organizations can build a diverse workforce with a wide range of skills and perspectives, driving innovation and creativity.

A skills-based approach to talent management can help organizations build a dynamic and resilient workforce that is equipped to thrive in today’s fast-paced business environment. By prioritizing critical skills, fostering a culture of continuous learning, and embracing flexibility in recruitment and development practices, organizations can create a competitive advantage through their most valuable asset 鈥� their people.

To learn more about how to build a dynamic organization with a skills-based approach to talent, register for this聽 on Thursday, April 25, at 1:00p.m. EST.

Christina Russo is a global director of Product Marketing at 麻豆原创 SuccessFactors.

麻豆原创 is pleased to introduce add-on packages for the GROW with 麻豆原创 offering, which are uniquely tailored to the needs of finance and HR functions. These packages integrate the latest cloud solutions, infrastructure, and services into a strategic toolkit, addressing the challenges and opportunities growing companies face.鈥�

The add-on packages provide a dependable, company-wide view that strengthens financial and HR management practices as strategic pillars for growth. In return, businesses can operate more efficiently, sustainably, and effectively — even when expanding their operations.鈥�

Here is a summary of our new add-on packages.

Digital Banking Package for GROW with 麻豆原创

Connect your banks, financial institutions, and payment service providers directly to 麻豆原创 S/4HANA Cloud Public Edition through a single, centralized platform: The digital banking package provides a multi-bank, digital channel between ERP systems and banks with optional embedded SWIFT connectivity. Integrated payment and statement processes are also available, bringing more comprehensive visibility across the payment value chain.鈥�

With the digital banking package, businesses gain critical capabilities; for example:

• Smooth connectivity to financial and payment services to accelerate the onboarding of providers and strengthen compliance with PCI DSS standards鈥� 
• A cloud service for processing incoming credit cards, incoming and outgoing payments, and API-based instance balances 
• Reduction in cash reconciliation efforts while optimizing IT costs and increasing flexibility when choosing providers

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GROW with 麻豆原创 Advanced Treasury and Risk Management Package鈥赌赌�&苍产蝉辫;

Invest confidently and mitigate financial risks while doing more with fewer resources: The GROW with 麻豆原创 advanced treasury and risk management package gives treasurers the comprehensive solution they need to capture exposure data, classify and qualify risks, and trigger trade actions. Predefined connectivity and integration capabilities are available as well, connecting businesses to trading platforms and providers and supporting cash, investment, and risk processes in 麻豆原创 S/4HANA Cloud Public Edition.鈥�� 

The package includes proven solutions, such as:鈥赌赌�&苍产蝉辫;

• Financial risk management 
• Debt and investment management鈥� 
• Advanced treasury analytics and executive dashboards 
• Hedge management and hedge accounting in compliance with IFRS and U.S. GAAP requirements鈥� 
• Smart trading using 麻豆原创 Business Technology Platform and smooth integration with an external trading platform

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GROW with 麻豆原创 Advanced Compliance Automation Package

Address evolving regulatory and industry compliance requirements with greater ease and confidence: The GROW with 麻豆原创 advanced compliance automation package empowers finance teams to transform and standardize their processes globally while adhering to local standards efficiently. Furthermore, the package helps meet e-invoicing mandates while keeping order-to-cash processes efficient and internal controls adequate.鈥�

The advanced compliance automation package features proven compliance offerings, including:

• 麻豆原创 Document and Reporting Compliance solution鈥痶o fulfill local compliance mandates and automate compliance processes
• 麻豆原创 Risk and Assurance Management application鈥痶o centrally manage internal controls over financial reporting, improving performance and protecting core data and processes

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GROW with 麻豆原创, Core HR Add-On 

Drive continuous alignment between HR and finance to achieve better business outcomes: The GROW with 麻豆原创 core HR add-on provides a modern cloud-based core HR system that serves as the source of people data in 麻豆原创 S/4HANA Cloud Public Edition. It contains the 麻豆原创 SuccessFactors Employee Central solution, allowing organizations to use a common data model for HR and finance.鈥�  

The core HR add-on helps businesses realize key benefits, such as:鈥�  

• Improve people and financial data quality with pre-delivered integration
• Drive more effective workforce planning with holistic real-time insights
• Embrace the latest innovations, such as AI, with a single cloud platform
• Engage users with consistent experiences across HR and finance applications
• Get up and running quickly with pre-configured processes and best practices

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Business Growth with the Best of Finance and HR

Add-on packages for GROW with 麻豆原创 provide fast-growing organizations with the tools they need to not only enhance their finance and HR operations, but also lay a solid foundation for future success. They can navigate an increasingly complex and competitive landscape with the insight and power to confidently embrace change, fuel innovation, and achieve ongoing growth in an ever-evolving economy.鈥� 

Eric van Rossum is chief marketing and solutions officer for Cloud ERP at 麻豆原创.

Each year, the conducts in-depth research on the latest trends and predictions impacting the HR function. Our PhD-level organizational psychologists and market intelligence experts aggregate and analyze a mountain of HR trends and predictions data to deliver a list of actionable 鈥渕eta-trends.鈥� For 2024, a list of 611 individual trends were broken down into nine key themes.

Above all, there is no question that 2024 is the year of artificial intelligence (AI). No longer just hype or speculation, AI is officially here. Exciting possibilities have become realities and organizations must embrace AI or risk being left behind. And while our number one HR trend is AI, you can also see its effects across every trend.

Below is a snapshot of the top three 2024 HR meta-trends, with examples of how 麻豆原创 SuccessFactors solutions can help organizations stay ahead of the curve.

1. AI Upends the World of Work as We Know It

I don鈥檛 go a day 鈥� or maybe 10 minutes 鈥� without a customer asking for all the latest and greatest on AI innovation. That makes sense, as AI has dominated the 2024 trends discourse and it鈥檚 increasingly become seen as a way to augment human work.

Trends indicate that using all forms of AI to improve day-to-day productivity will be top of mind for organizations in 2024. In particular, self-serve AI tools like copilots are poised to increase employee productivity on various day-to-day tasks. As employee sentiment about using AI tools at work has improved, so has the ability of these tools to make employees more efficient and effective.

HR use cases abound, particularly within talent acquisition, but concerns continue about data privacy, ethics, and regulatory compliance. There鈥檚 a lot of noise and movement in the space, and regulators and enforcement agencies are acting quickly to keep up.

With the tech landscape and market realities in mind, the HR leaders who head AI implementation programs, maintain a strong policy posture, and avoid overhyped or underbaked propositions to take advantage of the most valuable capabilities will steer their organizations down the right AI path.

Embedding an AI copilot in HR solutions, like , can help employees and managers work faster and smarter by making it easier to find information and complete common HR tasks, such as updating personal data, giving feedback, and initiating a promotion.

2. Skills Become the Center of HR Practices

As AI needs rise within organizations, many organizations will need to immediately respond to determine what AI skills are needed, who possesses those skills, and how to fill skill gaps 鈥� whether build, borrow, buy, or bot. On the other hand, AI capabilities will also drive the ability for organizations to more effectively engage in strategic workforce planning.

Furthermore, in today’s increasingly complex business environment, traditional top-down human resources approaches fail to address employees’ increasing expectations for flexible and personalized career development. In 2024, HR will need to meet employees鈥� growing expectations for bespoke career paths while also solving the broader organization鈥檚 growing skills gaps and talent shortages, which present a major concern for leaders.

Looking forward, it will be interesting to see whether the average organization fully engages in long-term, strategic, skills-based workforce planning, which has long been a strategic objective for many but often remains out of reach as they react to immediate priorities. AI skills could work as a forcing function here 鈥� and contribute to other trend areas like learning and employee potential.

can drive better employee experiences and business outcomes by using a common skills framework across recruiting, learning, performance management, internal mobility, and development.

3. Hybrid Work Returns to the Office

Looking back at our yearly analyses of HR meta-trends, we saw the hybrid work topic shift from a focus on remote work as a reactive tactic to protect employees鈥� health and safety in 2020, to a focus on flexibility in 2021, to maintaining productivity and collaboration while working flexibly in 2022, and finally to an emphasis on underlying flexibility and the need for and benefit of malleable guidelines and principles in 2023. With the recent increase in partial and full return-to-office (RTO) policies, 2024 trends data suggests that the pendulum has swung back to hybrid, referring specifically to work location versus a broader perspective centered on flexibility.

Companies in 2024 will continue to experiment with motivating employees to return to the office in ways that promote productivity, collaboration, and cost savings but don鈥檛 alienate their top talent. But some organizations are focusing more on redesigning the nature of work rather than just mandating where or when work gets done.

help employees adopt a hybrid working model by providing options for common HR tasks regardless of when and where they are working, such as clocking in and out via desktop, mobile, or Microsoft Teams.

There are plenty more strategic takeaways in the full report 鈥� the entire paper is a must-read for HR leaders to learn more from our research team on the latest trends in:

• Diversity, equity, inclusion, and belonging (DEI&B)
• Employee mental health
• Leadership trust
• HR skills and agility
• Compensation
• Sustainability

For additional insights, .

Dan Beck is president and chief product officer for 麻豆原创 SuccessFactors.