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:听Catch the听听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.

To date, many employers have approached pay equity at their own pace, but a new era is beginning, one that will redefine pay practices and workplace culture for organizations across the European Union (EU). Set to take effect across EU Member States in 2026, the (EU Directive 2023/970) strengthens the principle of 鈥渆qual pay for equal work or work of equal value鈥� as enshrined in EU law, requiring employers to adopt transparent pay practices and close gender pay gaps or face potential legal and financial consequences.

can provide a single source of truth for the critical data-driven insights needed to help organizations meet EU pay transparency requirements. Today, 麻豆原创 is announcing new capabilities that can make it even easier for organizations to meet their requirements across EU countries.

Launching in 1H 2026, EU Pay Transparency Insights is a new capability within the , an intelligent, AI-powered application that can deliver ready-to-use, actionable insights to help leaders make more informed decisions. EU Pay Transparency Insights enables organizations to analyze compensation, identify outliers, and address pay gaps, helping them meet reporting requirements while unlocking the workforce and business performance benefits of achieving true pay equity.

Three requirements every employer must meet鈥攁nd how 麻豆原创 SuccessFactors HCM supports them

The EU Pay Transparency Directive represents one of the most sweeping changes to workplace compensation in decades. To meet its requirements, organizations will need to reassess their current HR data management capabilities and processes and begin planning now. As countries move toward putting the directive into law by June 2026, some obligations may already apply, with others set to take effect as soon as national laws are enacted. And because pay gap reporting deadlines vary by organization size鈥攕tarting in 2027 for employers with 150 or more employees and based on 2026 workforce data鈥攐rganizations must act now to be ready.听

麻豆原创 SuccessFactors HCM is uniquely positioned to support organizations in addressing the three key requirements outlined in the directive鈥攇ender pay gap reporting, employee pay transparency, and candidate pay transparency鈥攚ith several capabilities already available today and advanced analytics for gender pay gap reporting delivered through EU Pay Transparency Insights in 1H 2026.

1. Gender pay gap reporting

Once national laws are in place, employers will be required to disclose their gender pay gaps on a predefined schedule, and any gap of 5% or more must be explained or mitigated with a joint pay assessment. With EU Pay Transparency Insights within , organizations will be able to access rich workforce insights to analyze compensation and identify drivers behind pay gaps, giving them the information they need to generate actionable reports with a complete view of workforce equity in a single place.

2. Employee pay transparency

In accordance with the directive, employees have the right to request information on average pay levels by gender for comparable roles. By leveraging the powerful document generation capabilities in 麻豆原创 SuccessFactors HCM, employers can provide employees with a self-service experience to display individual pay transparency statements directly from the People Profile in . These statements can give clear insight into the employee鈥檚 annual pay and the average pay of the same worker category broken down by gender.

3. Candidate pay transparency

Employers will be required to disclose pay ranges in job advertisements or before interviews. They will also be prohibited from asking applicants about salary history. 麻豆原创 SuccessFactors solutions help enhance pay transparency by enabling employers to display pay ranges directly within job postings published through 麻豆原创鈥檚 recruiting solutions, including 麻豆原创 SuccessFactors Recruiting and .

In addition to these 麻豆原创 SuccessFactors capabilities, 麻豆原创 continues to work with our vast partner ecosystem to support pay parity and pay transparency efforts.

An opportunity to lead with accountability

The EU Pay Transparency Directive sets a new baseline for accountability in how organizations manage and disclose pay. By preparing early and partnering with 麻豆原创, organizations can deliver transparent compensation insights, empowering employees with a clear view of their total rewards and career journey and supporting HR professionals in making consistent and measurable decisions with confidence. With continuous innovation and trusted localized expertise, 麻豆原创 helps organizations stay on top of changes and build a sustainable, employee-centered approach to pay equity across the EU.

Learn more about how 麻豆原创 SuccessFactors HCM can help your organization stay compliant with the EU Pay Transparency Directive in the

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

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 new research from 麻豆原创, employees using AI are saving 75 minutes a day 鈥� time that鈥檚 being reinvested into innovation, connection, and impact. 

But with economic volatility, shifting regulations, and a global skills crunch, organizations face a critical challenge: how to connect their people and their business in ways that drive agility, resilience, and growth. This isn鈥檛 just a moment of change; it鈥檚 a moment of unprecedented possibilities.

Unlocking new possibilities with 麻豆原创 SuccessFactors

is powering that transformation with trusted intelligence, operational strength, and innovations that turn disruption into advantage.听With over 10,000 customers worldwide, we are privileged to work with the world鈥檚 leading brands and help them guide their people and their organizations through change.听

The 麻豆原创 SuccessFactors HCM suite is a robust offering that connects all the pieces for an organization鈥檚 people strategy 鈥� from core HR and payroll, to talent acquisition and talent management, to people analytics, and beyond. 麻豆原创 Business AI is infused across our HCM suite, and 麻豆原创 Business Technology Platform (麻豆原创 BTP) enables our customers to expand and extend to meet their needs.听

We are constantly investing in our solutions based on market signals, ensuring our customers have the tools they need to stay at the forefront of innovation. 

Today at Success Connect at 麻豆原创 Connect in Las Vegas, designed to elevate the employee experience, optimize operations, and deliver actionable workforce insights. 

Elevating the employee experience  

New Joule Agents  

Agentic AI is redefining the employee experience and transforming the way work gets done by automating routine tasks, accelerating decision-making, and unlocking new levels of productivity. Joule, 麻豆原创鈥檚 AI copilot, is embedded into enterprise-wide applications to deliver real-time intelligence and automation through a simple conversational interface.  

Joule currently supports 80 percent of the most-used tasks in 麻豆原创 systems, and we are continuously expanding its capabilities. Joule is available in 11 languages, and next month the first HR-focused Joule Agent 鈥� the Performance and Goals Agent 鈥� will be generally available, with many more to follow. This agent is designed to empower managers to lead high-impact performance conversations by providing tailored insights, goal progress updates, and personalized talking points.

We鈥檒l continue to release new agents that will continue to work behind the scenes to make managers, employees, and HR teams more efficient. Today, we announced the next four听agents, available in 麻豆原创 SuccessFactors in the first half of 2026:听

• The Career and Talent Development Agent, which automates succession planning and helps managers identify and develop future leaders
• The HR Service Agent, which serves as a direct point of contact for employees and reduces the amount of time HR staff spend answering routine questions
• The Payroll Agent, which helps employees better understand their pay by combining paycheck details with time data, enabling intelligent 鈥渆xplain pay鈥� scenarios such as highlighting unexpected overtime and suggesting follow-up actions
• The People Intelligence Agent, which connects the People Intelligence Insight application in 麻豆原创 Business Data Cloud with Joule and 麻豆原创 SuccessFactors, allowing managers and HR teams to ask questions in their own words and receive intuitive, accessible workforce analytics

Introducing the workforce knowledge network

Building on these new capabilities, we are also introducing a workforce knowledge network, a first-of-its-kind integration that brings third-party content from industry experts directly into Joule, delivering enhanced insights for employees.鈥� This is a major step forward in enabling agent-to-agent interaction in order to deliver the most relevant information in one seamless experience.

Content from leading HCM industry experts from G-P (Globalization Partners) and The Josh Bersin Company will flow directly into Joule. These integrations allow Joule to ingest third-party content and interact with various agents so employees can receive guidance that is grounded in real-world insights and trusted research.

For example, HR leaders can access G-P Gia, an HR agent developed by G-P, directly within Joule, providing access to expert global employment guidance. Additionally, they can ask Joule, 鈥淲hat are best practices for hiring engineers in a high-cost location?鈥� and Joule can respond with research-backed insights and recommendations provided by Galileo, a trained AI agent developed by The Josh Bersin Company, with over 6,000 users across more than 800 companies.

鈥淛oule offers a revolutionary technology to speed and simplify the lives of every business person,鈥� said Josh Bersin, CEO of The Josh Bersin Company. 鈥淲e are very excited to connect Galileo, a leading AI agent for HR, to all 麻豆原创 users and give them deep insights into all their human capital decisions.鈥� 

Optimizing Operations

Innovations in Core HR

Operational strength is the backbone of every great employee experience; it enables scale, consistency, and confidence, especially in times of change. That is why we continue to invest deeply in core HR.

With localization support across 104 countries and usage in 179, remains the industry鈥檚 most trusted foundation for global HR operations. And today we have announced that it鈥檚 getting even stronger:

• New
  Early adopter January 2026
  This new solution enables shift planners and supervisors in manufacturing and production to create smarter schedules aligned with real-time business demand and required skills, reducing administrative burden, helping to prevent costly overstaffing and understaffing, and maintaining compliance.
• New enhanced time-off capabilities in 麻豆原创 SuccessFactors Employee Central
  Generally available next month
  This enhancement allows our customers to meet country-specific and complex leave regulations in markets including but not limited to Australia, Germany, and the U.S., helping them stay compliant while simplifying processes for managers and employees.
• 
  Generally available now
  Announced earlier this year, our new HR service delivery solution extends the power of core HR by automating workflows, streamlining service requests, and freeing HR teams to focus on high-value, strategic work.

Delivering best-in-class insights

People Intelligence

Operational excellence lays the groundwork, but true transformation happens when data becomes insight. That is where comes in. in People Intelligence announced at 麻豆原创 Sapphire in 2025 are now generally available. People Intelligence transforms people, skills, and business data into actionable, AI-driven insights that help HR and leaders make better, more strategic decisions for the business and its people.鈥�

At Success Connect, we unveiled additional prebuilt insights for recruiting, learning, succession, career development planning, and performance and goals management. People Intelligence continues to expand, with more prebuilt insights for rewards and recognition, benefits, time management, and onboarding planned for May 2026. 

SmartRecruiters

麻豆原创 is also advancing the way organizations attract, recruit, and hire top talent. Last month, we acquired SmartRecruiters to build the future of AI-driven talent acquisition. At Success Connect, we showcased how this move strengthens our vision. By combining the scale of 麻豆原创 SuccessFactors, the power of 麻豆原创 Business AI, and the expertise of SmartRecruiters, we鈥檙e delivering an intelligent, end-to-end global hiring solution that simplifies recruiting and ensures every hire is aligned to business and workforce goals.

Where innovation meets impact 

Innovation in HR has entered a new era that is defined by connection. By uniting people, processes, and intelligence, organizations can move beyond incremental change to unlock unprecedented possibilities for impact, agility, and growth. With continuous advancements in AI, a trusted global foundation, and intelligence-driven insights, 麻豆原创 SuccessFactors is helping organizations meet today鈥檚 challenges head-on and shape the future of work with confidence.

To catch our Success Connect keynote replay and learn more about the latest innovations in 麻豆原创 SuccessFactors, .

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

麻豆原创 was once again 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.

provides global HR cloud software to over 10,000 customers worldwide, from startups and mid-sized companies to large enterprises. With a strong global core, embedded AI capabilities, and a robust partner ecosystem, 麻豆原创 SuccessFactors empowers organizations with the technology to help unlock their workforce potential. By combining skills intelligence and flexible HCM solutions, our solutions can enable organizations to stay future-ready and continuously adapt in an ever-changing world.

Shaping the future of work

At 麻豆原创 Sapphire in May, we announced several exciting innovations and new product offerings designed to transform how HR and business leaders manage, empower, and support their people, including:

• , our first HR agent, equips managers with critical insights to help foster more meaningful and productive conversations with employees.
• can accelerate adoption of 麻豆原创 SuccessFactors solutions by offering users contextual guidance while also giving HR teams insights into where there may be gaps.
• helps unify customers鈥� people, skills, finance, and business data into AI-driven workforce insights鈥攅nabling HR and business leaders to make smarter, more proactive decisions that drive measurable outcomes.
• , our new HR service delivery solution, can accelerate ticket case resolutions with AI, giving employees self-service tools to quickly get answers while freeing up HR teams from time-consuming tasks.

Our first half 2025 release also brought over 250 new innovations designed to address any business need and help organizations stay ahead of the curve, including Joule on mobile, redesigned candidate and alumni journeys in recruiting and onboarding, an enhanced user experience in 麻豆原创 SuccessFactors Employee Central, and more.

As organizations continue to face growing skills gaps, 麻豆原创 is committed to helping its customers attract and retain top talent in an increasingly competitive landscape. On September 11, 麻豆原创 completed its acquisition of SmartRecruiters, a leading talent acquisition software provider, further strengthening the ability to support customers across the entire hire-to-retire journey.

Driving impact across industries

Customers across industries and sizes are unlocking measurable value from the 麻豆原创 SuccessFactors HCM portfolio.

• , a subsidiary of Honda Motor Company Ltd., is powering EV innovation with a skills-based talent strategy. 鈥淭he business AI capabilities in 麻豆原创 SuccessFactors solutions empower us to be a better company, automotive producer, and mobility leader. These tools will give our associates the flexibility to gain efficiencies and the opportunity to upskill and reskill as needed, creating an interconnected environment where they can perform at their best,鈥� said Tim Grimminger, HR Data and Technology manager, American Honda Motor Company Inc.
• , a leading bank in Argentina, is transforming its HR operations with 麻豆原创 SuccessFactors solutions. 鈥淚ncorporating AI technology greatly simplified the hiring experience for both the candidates and the recruiters who perform these tasks,鈥� said Florencia Varise, Analytic Hub and IT Ecosystem lead, Galicia.
• , a global business and technology partner, is building a skills engine to support the employee lifecycle. 鈥淪kills are at the core of our company, as they support both clients and employees. Our promise to 鈥榞et the future you want鈥� means thinking about future client needs and employee skills and career development. 麻豆原创 SuccessFactors HCM is key in our skills-first approach to our people experience transformation,鈥� said Jihane Baciocchini, vice president and head of Talent Acquisition, Capgemini.

Unlocking workforce potential

Looking ahead, we鈥檙e excited to continue delivering innovations that help our customers increase organizational agility and productivity, accelerate growth, and make every employee a success story.

, October 6-8 in Las Vegas, Nevada, or virtually on October 9, to learn about our latest innovations and how to build a workforce that鈥檚 ready for what鈥檚 next.

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

Gartner does not endorse any vendor, product, or service depicted in its research publications and does not advise technology users to select only those vendors with the highest ratings or other designation. Gartner research publications consist of the opinions of Gartner鈥檚 research organization and should not be construed as statements of fact. Gartner disclaims all warranties, expressed or implied, with respect to this research, including any warranties of merchantability or fitness for a particular purpose.
GARTNER is a registered trademark and service mark of Gartner, and Magic Quadrant is a registered trademark of Gartner, Inc. and/or its affiliates in the U.S. and internationally, and are used herein with permission. All rights reserved.
This graphic was published by Gartner, Inc. as part of a larger research document and should be evaluated in the context of the entire document. The Gartner document is available upon request from 麻豆原创.

Attracting and hiring the best talent is more important and more competitive than ever before. According to the , 70% of organizations plan to hire new staff with emerging in-demand skills by 2030. Yet, more than three-quarters of board members and C-suite executives regard skills and talent availability as a for their organizations.

The message is clear: hiring isn鈥檛 just an HR challenge. It鈥檚 a business imperative.听

With 麻豆原创鈥檚 recent acquisition of SmartRecruiters, we are thrilled about the opportunity to help our customers face this challenge head-on. As entrepreneurs and business leaders, we鈥檝e been at the forefront of innovation in the HCM market, and we recognize that we are at a pivotal moment that demands more than incremental improvements. Together, we鈥檙e excited to deliver bold innovation and flexibility to help our customers not only attract and hire top talent, but to continuously nurture that talent to learn, grow, and push the boundaries of what is possible.听

Uniting talent acquisition and HCM leadership

麻豆原创 SuccessFactors HCM is an AI-enabled global suite of HR solutions, expanding across core HR and payroll, talent management, employee experience, analytics, and more. SmartRecruiters is a leading recruiting AI company with the mission of making hiring easy and deep expertise in high-volume recruiting, recruitment automation, and AI-enabled candidate sourcing, experience, and engagement.

Individually, we have led the way in building robust talent acquisition software to empower thousands of organizations to attract, engage, and hire the best talent. United, we are amplifying our impact.

Combining the scale of 麻豆原创 SuccessFactors, the depth of 麻豆原创 Business AI, and the expertise of SmartRecruiters will result in robust benefits for our customers.

• User-friendly interfaces and seamless workflows will provide improved decision-making, reduced time-to hire, and better experiences for candidates, hiring managers, and recruiters.
• Enhanced AI-enabled recruiting and hiring capabilities will deliver faster, smarter, and more equitable recruiting experiences — all with the relevant, reliable, and responsible approach of 麻豆原创 Business AI. We will be able to enhance our ability to deliver intelligent candidate recommendations, predictive hiring insights, and personalized candidate experiences.
• The benefits of bringing our products together extend beyond the hiring process. A single system of record and harmonized data across SmartRecruiters and 麻豆原创 SuccessFactors will provide rich insights into talent pools, hiring bottlenecks, and workforce planning — because talent acquisition is only the start of an employee鈥檚 journey with an organization.听

Talent acquisition is no longer just about filling roles. Together, 麻豆原创 and SmartRecruiters will help organizations build smarter, more resilient workforces that are agile, skills-driven, and ready to meet the future head-on.

Dan Beck is general manager and chief product officer for 麻豆原创 SuccessFactors.
Rebecca Carr is CEO of SmartRecruiters, an 麻豆原创 company.

The SmartRecruiters platform, known for its intuitive user experience and seamless workflows, will now be integrated with the 麻豆原创 SuccessFactors Human Capital Management (HCM) suite. This addition to the 麻豆原创 SuccessFactors portfolio will make it easier for enterprises to manage the entire hiring lifecycle, from sourcing to onboarding, with enhanced AI-enabled recruiting capabilities that result in faster time-to-hire, improved candidate experiences and deeper analytics for workforce planning. SmartRecruiters customers will maintain the flexibility to continue using SmartRecruiters solutions with 麻豆原创 or other HCM solutions.

Visit the . Get 麻豆原创 news via  and .

About SmartRecruiters

SmartRecruiters is the Recruiting AI Company that transforms hiring for the world鈥檚 leading enterprises. Built for global scale, SmartRecruiters delivers an AI-powered hiring platform that automates and optimizes the entire talent acquisition process, ensuring faster and smarter hiring decisions. More than 4,000 organizations, including Amazon, Visa, and McDonald鈥檚, rely on SmartRecruiters to build winning teams. For more information, visit听.

Media contacts:
Joellen Perry, +1 (626) 265-0370,听joellen.perry@sap.com, PT
Benjamin Nickel, +49 306341070266, benjamin.nickel@sap.com, CEST
Ilaina Jonas, +1 (646) 495-6643,听ilaina.jonas@sap.com, ET
麻豆原创 麻豆原创 Room;听press@sap.com

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 2024 Annual Report on Form 20-F.
漏 2025 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.

SmartRecruiters鈥� deep expertise in high-volume recruiting, recruitment automation and AI-enabled candidate experience and engagement are considered an ideal addition to the 麻豆原创 SuccessFactors human capital management (HCM) suite. The planned acquisition will strengthen 麻豆原创鈥檚 all-in-one HCM suite, so customers have the tools they need to attract and retain top talent in an increasingly competitive landscape.

SmartRecruiters鈥� powerful, user-friendly interfaces and seamless workflows will complement 麻豆原创鈥檚 robust HR tools 鈥� improving decision-making, reducing time-to-hire and providing a better experience for candidates. Embedded analytics and AI-driven recommendations from both companies will provide rich insights into talent pools, hiring bottlenecks and workforce planning.

鈥淗iring the right people is not just an HR priority 鈥� it鈥檚 a business priority. With this planned acquisition, we will help our customers attract and hire the best talent so they can advance their talent acquisition agendas with speed and agility, while lowering their total cost of ownership,鈥� said Muhammad Alam, member of the Executive Board of 麻豆原创 SE, 麻豆原创 Product & Engineering. 鈥淐ustomers will be able to manage the entire candidate lifecycle 鈥� from sourcing and interviewing to onboarding and beyond 鈥� all in a single system to streamline the experience for recruiters, hiring managers and, in particular, candidates.鈥�

Customers can expect enhanced and AI-enabled recruiting and hiring capabilities, making applicant tracking and candidate screening more efficient. Data-driven hiring and recruitment analytics will flow directly into 麻豆原创鈥檚 existing HCM tools, providing a single system of record and harmonized data for compliant, seamless operations. The SmartRecruiters portfolio will also continue to be available standalone for the foreseeable future.

SmartRecruiters鈥� Software-as-a-Service solutions and platform enable more than 4,000 organizations globally to efficiently manage their hiring workflows end-to-end, offering a compelling experience to recruiters, hiring managers and candidates.

SmartRecruiters CEO Rebecca Carr said, 鈥淪martRecruiters鈥� mission has always been to make hiring easy. Joining forces with 麻豆原创 presents a tremendous opportunity for enterprises worldwide to benefit from our industry-leading approach to talent acquisition. I couldn’t be more excited for the opportunity this planned acquisition presents for our customers, partners and employees as we build the future of hiring together.”

The transaction is expected to close in the fourth quarter of 2025, subject to customary closing conditions, including regulatory approvals. Terms of the transaction were not disclosed. J.P. Morgan served as exclusive financial advisor to SmartRecruiters.

Visit the . Get 麻豆原创 news via  and .

About SmartRecruiters

SmartRecruiters is the Recruiting AI Company that transforms hiring for the world鈥檚 leading enterprises. Built for global scale, SmartRecruiters delivers an AI-powered hiring platform that automates and optimizes the entire talent acquisition process, ensuring faster and smarter hiring decisions. More than 4,000 organizations, including Amazon, Visa, and McDonald鈥檚, rely on SmartRecruiters to build winning teams. For more information, visit .

About 麻豆原创

As鈥痑 global leader in enterprise applications and business AI, 麻豆原创 (NYSE:麻豆原创)鈥痵tands at the鈥痭exus鈥痮f business and technology. For over 50 years, organizations have trusted 麻豆原创鈥痶o bring out their best by uniting business-critical鈥痮perations spanning finance, procurement, HR, supply chain, and customer experience. For more information, visit .

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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

It is happening right now, and employees are feeling the impact. They are being asked to learn new skills and work differently, all while managing return to office and intensified geopolitics.听

HR is at the center of it all 鈥� from responding to changing regulations in order to maintain compliance, to forecasting workforce needs and new skills gaps, to helping employees learn how to integrate AI into their roles. The reality is that HR is being asked to make informed and strategic decisions quickly and all employees are expected to work smarter and faster.听

At 麻豆原创 Sapphire, we announced several new 麻豆原创 SuccessFactors innovations to support organizations in navigating this rapid change. These innovations leverage the power of 麻豆原创 Business Suite 鈥� including our unmatched business data and AI 鈥� to further strengthen our global reach and connection across the enterprise that only 麻豆原创 can provide.听

Unrivaled AI to boost employee productivity and engagement 

麻豆原创 is leading the market with groundbreaking advances, helping organizations accelerate business outcomes and deliver best-in-class employee experiences. Within , AI is embedded across every product. Additionally, 麻豆原创鈥檚 AI copilot Joule is available on mobile and Joule understands more than 10 languages. Customers are already seeing incredible results.听

At 麻豆原创 Sapphire, we introduced the first of our HR agents, the Performance and Goals Agent, to give managers critical insights and drive more productive conversations with their employees. To put this into perspective, imagine you are a people manager. The Performance Agent, via Joule, can alert you that you have a performance review with one of your employees coming up but that they do not have any peer feedback. The agent can work on your behalf to collect feedback from your employee鈥檚 peers, summarize that feedback, and prepare you before your conversation.

With many more agents coming, these will collectively work together to reason and execute cross-functional, end-to-end processes.听

Unmatched data to take the doubt out of decision-making 

Geopolitical instability is making workforce planning more challenging and unpredictable. Whether it鈥檚 in response to tariffs, regulations, or shifting business priorities, HR leaders need the ability to quickly access data and insights to make strategic recommendations. 

People Intelligence in 麻豆原创 Business Data Cloud is a that transforms people, skills, finance, and other business data into readily available, AI-driven workforce insights. For example, HR and business leaders can ask questions like 鈥淒o we have the right mix of employees and contractors?鈥� or 鈥淲hich skills will be in high demand based on upcoming business initiatives?鈥� With these insights, they can make proactive, informed decisions to take more strategic actions, drive higher employee engagement, and ensure compliance.听听

More efficient workflows to drive employee productivity 

If the demand from employees and leaders alike is to facilitate ways for employees to work smarter and faster, automation and built-in guidance is key to helping them adopt new tools. 

With , we are helping organizations speed up adoption of 麻豆原创 SuccessFactors solutions. Employees can receive contextual guidance and automation for critical HR workflows. At the same time, HR leaders can access insights on how employees are using these tools to understand where there may be gaps or challenges. No-code content creation tools make it easy to customize in-app guidance and optimize workflows, helping employees quickly adapt. This means more productivity, reduced training costs, and maximized investments 鈥� all in the flow of work.听

We have also introduced a new HR service delivery solution, , to accelerate ticket case resolutions. Employees can access more self-service tools to quickly get answers and resolutions. AI-driven case management tools, powered by core HR data, enable service reps to work faster and smarter 鈥� guiding them through complex scenarios with automation, dynamic forms, AI-generated case summaries, and email drafts 鈥� boosting efficiency, compliance, and resolution speed.

Helping HR lead through change

These new innovations are strengthening the entire 麻豆原创 SuccessFactors HCM portfolio. AI is embedded, ubiquitous, and in almost all cases, accessible via Joule.

By combining business, HR, and skills data with unrivaled AI and fully integrated analytics, 麻豆原创 is giving our customers the tools they need to keep up with the rapid pace of change. The impact? Employees and leaders can be more productive, make more informed decisions, and deliver more value.

Dan Beck is president and chief product 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 .

As organizations adapt to these changes, HR teams must lead the way in building a future-ready workforce that can meet the business demands of today while preparing for those of tomorrow.

With strong global core HR, embedded AI capabilities, and a unified skills foundation, connects HR across the organization, unearths key workforce insights, and provides the flexibility organizations need to succeed in a world that never stands still. 

In the first half 2025 (1H 2025) product release, we鈥檙e excited to introduce more than 250 innovative features and enhancements, many assisted by AI, that are designed to help organizations address any business need and stay ahead of the curve.

麻豆原创 Business AI

麻豆原创 continues to be at the forefront of business AI with new capabilities to help drive organizational efficiencies.

With this latest release, we are announcing Joule on 麻豆原创 SuccessFactors mobile. , the AI copilot from 麻豆原创, helps employees and managers to quickly find information, complete tasks, and gain valuable insights — all through a self-service interface they can use at the office or on the go. In the new release, Joule helps employees easily understand their pay statement and create and update time-off requests, while managers can gain quick access to status of required learning for their teams and more.

In addition to English, Joule is now available in 10 new languages, including Chinese, French, German, Greek, Japanese, Korean, Polish, Portuguese, Spanish, and Vietnamese.

Recruiting and onboarding

With this release also comes a redesigned application experience in . A guided, modernized user interface helps applicants dynamically enter their information while simplifying and accelerating the application process, reducing application drop-offs. The new experience gives candidates access to a refreshed applications dashboard, enabling them to view their submissions, complete post-application actions, and easily access, navigate, and update their information.

As part of the offboarding capabilities in , alumni can now manage personal鈥痠nformation鈥痑nd gain access to support, documents, and resources, even after termination. Additionally, AI-assisted offboarding through Joule helps enable task completion and provides departing employees with a well-structured offboarding experience.

Performance and goals

We are excited to unveil the new performance form experience in , now with a dynamic, intuitive design for a more engaging user experience. The new interface enhances performance tasks by providing contextual information and optimizing screen space, minimizing cognitive load and scrolling to boost focus and efficiency.

To further enhance the experience, we are introducing new AI-assisted features, including:

• Comment suggestions based on the skill and rating selected, helping evaluators provide constructive, growth-centric feedback
• Performance insights for managers, which analyzes talent data and summarizes employee鈥檚 strengths, achievements, and areas for improvement
• Sentiment analysis for 360-degree reviews to help employees quickly identify negative or mixed feedback, highlighting areas that need improvement and enabling focused professional development.

Learning

As organizations face growing skill gaps, continuous learning remains critical for employees to stay competitive and adapt to evolving challenges.

New skills-focused learning offers a curated list of learning opportunities to improve key skills and competencies. Users can discover filtered learning options tailored to their upskilling needs, supporting organizational transformation.

Core HR and payroll

麻豆原创 provides industry-leading solutions spanning core HR, payroll, and time that give organizations the flexibility to meet any business challenge.

Building on the successful launch of our updated people profile in , we鈥檝e continued to enhance the user experience by bringing in additional content from across 麻豆原创 SuccessFactors solutions, including benefits, payroll, and learning.

To further support the unique requirements of public sector organizations, we are introducing a new portlet that displays the financing status of an employee.

With this release, we are also introducing the integration of the position budgeting control workbench with , previously announced at SuccessConnect. Along with existing integrations with 麻豆原创 SuccessFactors Employee Central and 麻豆原创 S/4HANA Cloud, this provides payroll administrators with real-time insights into position budget utilization and costs. The wider visibility enables better management of allocated funds and grants, offering a comprehensive view of salary costs, committed budget, and available funds for personnel expenses.

Additionally, we are enhancing our payroll control center, delivering a comprehensive, end-to-end view of the entire payroll process. With this enhancement, payroll administrators can optimize operations with a flowchart of tasks and their sequence in each payroll cycle. This improved experience provides real-time insights from pre-payroll activities to post-payroll processing.

We are also releasing a new local payroll version for Bulgaria, bringing the total number of natively supported locales to 53, with more supported by partners.

Learn more

These are just a few highlights from the 1H 2025 release. To learn about all of the more than 250 innovations and enhancements designed to give organizations the flexibility to address any business need, check out the or .

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

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�

In 2024, our customers realized measurable success across various industries by leveraging the wide range of services. From proactive guidance and product expertise to prioritized support and tailored strategies for smooth feature adoption,  has enabled ongoing optimization and innovative technology enhancement to help meet unique business needs.

The results speak for themselves: businesses are achieving greater agility, real-time insights, accelerated growth, and improved user experiences. Let鈥檚 explore how organizations are using 麻豆原创 Preferred Success to help drive progress and position themselves for unstoppable growth in 2025 and beyond.

Juniper Networks: Building Financial Resilience and Innovation

, a leader in artificial intelligence (AI)-driven operations, needed to modernize its financial reporting and planning processes to support rapid business expansion. The company gained real-time insights and streamlined data integration by implementing the solution through (麻豆原创 BTP), eliminating manual processes for faster, more informed decision-making.

The standard edition of 麻豆原创 Preferred Success played a pivotal role in providing critical guidance that helps ensure a smooth implementation by resolving connectivity issues, delivering expert troubleshooting, and enabling a smooth go-live. Post-deployment, Juniper continues to rely on 麻豆原创 Preferred Success for guidance on maximizing quarterly updates and adopting new AI-driven features.

鈥淲ith 麻豆原创 Preferred Success, we can connect to product experts and have a conversation with them. This helps us better understand the upcoming functionality in a deeper, more applicable way so we can really take advantage of it once the functionality is released,鈥� says Kathleen Kuang, senior process manager, Juniper Networks.

Juniper Networks is now equipped with advanced analytics and proactive support to maintain agility and continuously enhance financial planning, driving resilience and innovation across operations.

Government of Ras Al Khaimah: Advancing a Digital Society

(RAK Government) sought to align its HR organization with the UAE鈥檚 鈥淲e the UAE 2031鈥� vision by transitioning from on-premise software to in the cloud.

To support this initiative, the provided a designated customer success manager and continuous expert guidance throughout the transition. This helped ensure reliable connectivity, a smooth go-live, and ongoing enhancements.

鈥淗aving the support of a designated 麻豆原创 customer success manager before, during, and after go-live has helped to make the project a resounding success,鈥� adds Ahmed Abdel Hady Tohamy, technical team lead in the HR Department. This 麻豆原创 product specialist also added value in enhancing and improving the quality of the solution.

With the expanded edition, the RAK Government is well-equipped to drive engagement, foster innovation, and build resilience, positioning Ras Al Khaimah as a dynamic, future-focused society in the United Arab Emirates.

Orora Beverage: Maximizing Procurement鈥檚 Strategic Value

, a leader in sustainable packaging solutions, sought to unlock the full potential of its 麻豆原创 Ariba solutions. Faced with low adoption of advanced functionalities and a need for continuous training, the company turned to the .

Through personalized training, interactive workshops, and dedicated advisory services, Orora Beverage improved adoption and streamlined procurement processes. High-priority cases were resolved faster, productivity increased, and the company gained immediate access to 麻豆原创 expertise for technical adjustments and feature enablement.

鈥淭hanks to the 麻豆原创 Preferred Success plan for 麻豆原创 Ariba solutions, expanded edition, we鈥檙e more confident and agile in driving best practices in procurement to extract the best value out of our procurement processes,鈥� shares Anoop Thakur, chief procurement officer, Orora Beverage. 鈥淲e get assistance to enable new features, access to experts to handle priority issues, and advice on best practices from functional resources.鈥�

The support has empowered Orora Beverage to enhance procurement strategies, foster agility, and achieve operational excellence.

Looking Ahead to 2025

These success stories demonstrate how 麻豆原创 Preferred Success helps companies turn challenges into achievements. Whether optimizing financial planning, driving digital transformation, or enhancing procurement strategies, 麻豆原创 Preferred Success remains a trusted partner in helping to navigate complex transformations, achieve impactful outcomes, and pave the way for operational excellence.

As we look ahead to 2025, 麻豆原创 Preferred Success will continue to help transform challenges into opportunities, fueling sustainable growth and long-term success despite ongoing market volatility and evolving technological demands.

Andreia Bessa is global program lead for Enterprise Cross Solution Sales at 麻豆原创.

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�

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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.

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,听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.

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.

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FC Bayern uses innovative 麻豆原创 tools to improve fan data management, customer interactions, and team performance. Learn more.

颅颅颅鈥淲e are a local club in Bavaria, but have fans around the globe,鈥� says Stefan Mennerich, the club鈥檚 director for digital media and communications. In addition to its 1,200 employees in Munich, New York, Shanghai, and Bangkok, the club has around 175 million followers on its social media and its own media platforms.

Mennerich says the club鈥檚 digital and media platforms are very important because fans expect to be able to interact with their club wherever they are. 鈥淭hey want to send us their feedback and they want to receive feedback.鈥�

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Fans Are Everything

The fans are at the center of everything FC Bayern does, Mennerich confirms: 鈥淥ur aim is to optimize all the processes for them, so they have the best user experience. Technology helps us with personalization, with the sales processes, with content 鈥� with everything.鈥�

He says the club chose 麻豆原创 as its technology partner for several reasons, including the fact that FC Bayern has different businesses. 鈥淲e have ticketing, we have merchandising, we have fan experience, we have digital platforms, and 麻豆原创 is able to deliver the best solutions for all these areas.鈥�

He also cites 麻豆原创鈥檚 commitment to continuously develop its cloud-based platforms and says this makes the digital experience 鈥渂etter and better every day.鈥�

The club uses the 麻豆原创 Emarsys Customer Engagement solution to capture fan data and create newsletters and personalized content for them, and the 麻豆原创 Customer Checkout application for point-of-sale management and real-time sales and stock updates.

鈥淲e have around 50,000 transactions every match day in the Allianz Arena, and we use 麻豆原创 Customer Checkout for that,鈥� Mennerich explains. 鈥淔ans can buy their merchandise articles, they can buy food or beverages, they can walk into our restaurants and pay there with 麻豆原创 Customer Checkout.鈥�

Separately, 麻豆原创 Event Ticketing software handles ticketing at FC Bayern; not just for football fans, but also for its basketball team and museum. The club also uses 麻豆原创 tools for its employees. For example, the AI-infused 麻豆原创 SuccessFactors HCM suite gives employees and managers access to an expanding array of human capital management tools.

Personalization

Looking ahead, Mennerich says he believes personalization will become even more important.

鈥淲e want to become better and better and better with personalization. We want to be able to really contact the people one by one, and not to speak about target groups in the future. We want to interact in a truly personal way with the fans.鈥�

He believes that embedding artificial intelligence capabilities in 麻豆原创 solutions will help achieve this aim and that overall, AI will help FC Bayern become more efficient, lower costs, and meet the expectations of the fans.

鈥淥ur biggest aim for the future on the horizon of FC Bayern is to meet every single expectation of any single fan around the globe, be it in Tokyo, be it in Rio de Janeiro, or be it in Munich,鈥� he says. 鈥淲e want to meet the expectations of the fans, and this expectation should be met in real time. This is our big aim for the future.鈥�

Lessons Learned at FC Bayern

If other organizations want to learn from FC Bayern, Mennerich says one lesson is that with a good technology partner like 麻豆原创, even midsize companies with broad business activities like FC Bayern can cover all the bases and be able to be competitive.

鈥淚 think what we are good at is meeting fan expectations via digital platforms,鈥� he says. For that, interactive communication is very important. 鈥淵ou always have to take into account what the fans, other organizations, and customers really expect and want from you. You have to be able to deliver that via digital platforms.鈥�

For many years, numerous 麻豆原创 products have been in use as on-premise solutions at BLS. In HR, the company has made efforts to establish standards, but differences in the execution of core processes still remain.

鈥淲hen I joined BLS in 2019, I was used to a completely different level of digitalization from previous employers,” Johner explains. “Some processes were still running in spreadsheets.鈥�

As head of HR & Transformation, he is particularly concerned with the attractiveness of BLS as an employer: “New employees expect a certain degree of digitalization as well as state-of-the-art applications. And standard digitalization is, of course, also a matter of cost. Nevertheless, the standardization and digitization of our main HR processes were important goals to increase efficiency.”

Digital Transformation with 麻豆原创 Standard Content Activation Service

To address these issues, BLS decided to implement at the beginning of 2020.

Johner says: “We chose the 麻豆原创 standard content activation service. Our requirement was that we could adopt at least 80% of the processes as a standard solution. 麻豆原创 provided the framework and suggested best practices to quickly get up and running, with minor adjustments to tailor the configuration to our needs.鈥�

Stefan Fuhrer, head of Management Services at BLS AG, is also pleased with the implementation process: “What really paid off was the introduction of 麻豆原创 SuccessFactors Employee Central as the first module. This allowed us to migrate all master data from the on-premise 麻豆原创 ERP Human Capital Management solution to 麻豆原创 SuccessFactors solutions, which simplified the implementation and integration of all other modules and packages. By implementing 麻豆原创 SuccessFactors Employee Central, we were able to create a single data source for HR data to manage HR processes throughout the organization.”

“Most customers are used to the classic approach of ordering and implementing modules one by one,” Roland Christen, customer success partner at 麻豆原创 Switzerland AG, says. “The 麻豆原创 standard content activation service offers a different approach, as complete processes are introduced instead of individual modules. The customer can immediately gain added value.”

At the same time as the introduction of 麻豆原创 SuccessFactors solutions, BLS also defined the roles and teams that should be responsible for the tasks in these processes. “Where possible, we aligned internal structures with the processes,” Johner says.

Process-Oriented Implementation of 麻豆原创 SuccessFactors HCM

BLS now uses all modules of 麻豆原创 SuccessFactors HCM. “We now have the ability to technically map the entire HR-related career of employees 鈥� from their application to, if necessary, leaving the company 鈥� in a system configured with best practices,” Johner explains. “The implementation of 麻豆原创 SuccessFactors solutions has laid the foundation so that, after connecting to the other subsystems, we can now gradually reduce the administrative effort.”

Integrating the 麻豆原创 SuccessFactors Document Management Core solution by OpenText has also worked well. Compared to other solutions, Johner sees the great advantage of 麻豆原创 SuccessFactors Document Management Core in its deep integration with the individual 麻豆原创 SuccessFactors solutions. “It was also important for us to have a solution that is able to comply with the established life cycles for individual documents and, if necessary, also delete them 鈥� a key compliance factor for us at BLS AG,鈥� he says.

This is all the more important as 麻豆原创 SuccessFactors Document Management Core is currently used at BLS as an employee dossier.

Johner appreciates the high level of transparency that the solution provides: “Each employee has self-service access to their own employee file. Controlled through role-based permissions, managers and HR staff also have access to the documents of defined employees. These documents can be uploaded via workflow. In addition, contracts can be automatically created and stored in the employee dossier after signing.”

Currently, only payroll, time management, and shared services are on premise. The next planned steps include integrating the planning tool 鈥� for the deployment of train personnel, for example 鈥� with time management and payroll. In addition, existing, rarely used subprocesses, such as a request for unpaid leave, will be integrated through an interface.

The project aligns with BLS’s overall strategy, which focuses on managing resources through more efficient processes via digitalization. “I believe that with the introduction of 麻豆原创 SuccessFactors solutions, we have made a significant contribution to the company’s strategy,” Johner says.

Significant emphasis was placed on stakeholder management toward internal customers from the beginning. “We continuously informed and provided insights into the status of the project company-wide,” Johner explains. “Important internal customer groups have been represented on the project committee from the start and have been able to accompany the upcoming changes.鈥�

Training opportunities for relevant user groups also played a great role. The system was positively received. “HR initially viewed the system with some skepticism because the processes and responsibilities have changed,” Johner says. “But now the benefits 鈥� such as having congruent data across the entire system and the disappearance of media breaks 鈥� are highly appreciated.”

“I also notice that our employees are increasingly thinking in end-to-end processes,” Johner says.

The Swiss business newspaper Handelszeitung, which ranks the most attractive employers in Switzerland every year, has ranked BLS as No. 1 in the Swiss railway industry in 2024. In the overall ranking, BLS AG is ranked 11^th out of 250 companies.

“This confirms for us that our activities in HR and the modernization measures of recent years have clearly put us on the right track,鈥� Johner says.

This first appeared on the German 麻豆原创 News Center.

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.鈥澨�

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 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听听solution to provide organizations with tools to help attract and secure candidates with the right skills.听

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.听

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听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.

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.

Leaders need to embrace generative AI as a way to address these challenges with talent intelligence and advanced analytics. According to , 26% of CEOs rank the talent shortage as the top damaging factor to business outlook, and 76% of HR leaders agree they will be lagging in organizational success if they don鈥檛 adopt and implement generative AI in the next 12 to 24 months. 

 At 麻豆原创, we have a proven track record of providing HCM solutions in the cloud for leading organizations around the globe. Our customers trust us to not only manage their sensitive employee data and payroll, but to help them understand their workforces as they prepare for the skills they need in the future. 

The provides truly global HR cloud software with powerful AI capabilities to help organizations meet the challenges of today and innovate for tomorrow. Our more than 10,000 customers 鈥� from startups and midmarket companies to large enterprises 鈥� use our solutions to help bring out the best in their people by harnessing the to elevate every experience, guide every people decision, and connect HR across every aspect of the business. We do this with:听

• : A single source of truth is key for any organization to enable insight into the entirety of its workforce: employees, contingent workers, and dynamic teams. The 麻豆原创 SuccessFactors HCM suite can provide localized support for over 100 countries and territories and cloud payroll for 50 countries and territories, plus additional modular solutions for time, benefits, and HR service delivery.

• : Skills gaps and talent shortages have been persistent challenges that continue to exist across all industries. Addressing them starts with an understanding of skills that currently exist, followed by pathways for employees to find new opportunities, learn new skills, and access mentors and feedback. The talent intelligence hub across 麻豆原创 SuccessFactors solutions uses AI to continuously help organizations and employees understand their skills and match people with personalized career pathways.  

• : Every person has unique needs and preferences 鈥� in how they work, how they communicate, and what鈥檚 required for their role. Along with a refreshed, modern user experience, we鈥檝e built in generative AI capabilities throughout our solutions to help people work smarter. And with Joule, 麻豆原创鈥檚 copilot, they can quickly complete HR tasks and get conversational responses to their questions.

• : Having access to people data connected across the business is critical to building agility, speed, and resilience within an organization. With the power of the broader 麻豆原创 portfolio, organizations can improve end-to-end business processes across the entire business. This is also complemented with our partner ecosystem, which includes over 350 apps for HR.

We firmly believe that when organizations invest in their people 鈥� in their passions and potential 鈥� they return the investment over and over. And with the rapid acceleration of AI, it鈥檚 more important than ever to build pathways to employee growth, including new ways to upskill, reskill, and discover opportunities that align with a person鈥檚 skills, interests, and aspirations. 

Learn more about the .

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

For any organization, hiring and onboarding employees as well as ensuring they are paid correctly and on time is mission critical. These processes introduce significant complexity due to variations in legislation and practices across different geographies and industries.

With our human-centered design philosophy, we have built a frictionless and intuitive employee experience that truly values everyone鈥檚 time. Core to this experience is built-in localization, compliance, and local language. The 麻豆原创 Globalization Services team works side-by-side with 麻豆原创 SuccessFactors to build and deliver these capabilities for all our products, including time management.*

I鈥檓 thrilled to say that this focus along with the investments we鈥檝e made in time management are paying off, both in terms of customer adoption as well as positive feedback from the market.

In the past year, we鈥檝e seen 122% growth in the number of timesheets created and a 163% increase in time off events created amongst more than 6.8 million active users. It鈥檚 great to see this product growth amongst our 麻豆原创 SuccessFactors Time Tracking customers in over 150 countries.

Ventana Research has just published its Workforce Management Value Index for 2022, naming 麻豆原创 SuccessFactors as a leader overall as well as its top choice for Workforce Management Customer Experience.

Moreover, Brandon Toombs, veteran 麻豆原创 SuccessFactors consultant, author, and distinguished 麻豆原创 mentor, summarized his thoughts last month on Twitter, writing 鈥淭he rate of innovation in 麻豆原创 SuccessFactors Employee Central Time Management and 麻豆原创 SuccessFactors Time Tracking has been very impressive over the past year. This is a space to watch for anyone in the 麻豆原创 or 麻豆原创 SuccessFactors ecosystem looking for time management. Kudos to the team.鈥�

Let鈥檚 take a look at some of the specific enhancements that have contributed to this momentum and how the product is delivering even more value to our customers.

麻豆原创 SuccessFactors Time Tracking

As with the entire 麻豆原创 SuccessFactors Human Experience Management Suite, our focus on employee experience comes to the forefront with , a solution launched in 2021. The solution addresses more advanced use cases for organizations, with a significant focus on deskless workers. Since then, we have invested in additional time recording channels, like mobile, to enable workers to quickly and easily log time events from their preferred device.

We鈥檙e making it easy for hourly employees to track time, regardless of how they prefer to do so. Time tracking can be done directly from the 麻豆原创 SuccessFactors homepage, or through the mobile punch clock (released in 2021) available both on the Web with a fully responsive user interface (UI) and through the 麻豆原创 SuccessFactors iOS and Android applications.

麻豆原创 SuccessFactors Time Tracking can easily be integrated with time tracking hardware, such as clock-in/clock-out terminals, biometric scanners, and mobile devices, to confirm that time and event data is both received and checked for accuracy to ensure employees are properly paid for the time recorded. 麻豆原创 SuccessFactors has developed certification for hardware vendors to help ensure these integrations are of the highest quality for our customers.

麻豆原创 SuccessFactors Time Tracking can also receive data from shift planning systems that enable correct timesheet recording and calculations, including accruals. And, we鈥檝e built direct integration for 麻豆原创 SuccessFactors Time Tracking with 麻豆原创 SuccessFactors Employee Central Payroll (cloud) and 麻豆原创 ERP Human Capital Management (on-premise) to deliver the fastest and most robust connection between these two systems, tightly integrating time and payroll.

Lastly, we鈥檝e introduced anomaly detection with automated notifications so that alerts are created for events like a missed a clock-in/clock-out event. Mistakes are inevitable. This feature helps catch other anomalies such as when employees are late, have worked too many overtime hours, or when they work past flextime hours.

Workers interact with time tracking very frequently, sometimes multiple times in a single day. This is why our investments in time tracking innovation have been focused on delivering a best-in-class employee experience that鈥檚 available anytime, anywhere.

Time Off

Part of putting employees at the center of business means giving them the tools to easily use their time off, so they remain refreshed, rested, and ready to do their best work. 麻豆原创 SuccessFactors has long had a robust solution for time off, and thus our incremental investments have been primarily focused on localization. As a result, we provide a feature-rich time off solution that is deployed in over 150 countries today.

As we invest in greater automation and the surfacing of contextually relevant content for employees, we have introduced time off engagement cards, which nudge employees with reminders to take time off when they have not done so in a while. We have also introduced the ability for employees to buy and sell leave within the platform, so that employees have additional flexibility based on their own work-life preferences.

Our investments in time off functionality ensure that our solution can be used by more customers in more geographies, while providing employees with greater work-life balance and flexibility.

Time Administration

Finally, I鈥檇 like to tell you a bit more about how we鈥檝e been making managers鈥� lives easier with our investments in time administration. This begins with proactive workflows that present managers with contextually relevant content to help make approvals quick and simple. Approvals are now automatically sent to managers via interactive cards available on the 麻豆原创 SuccessFactors homepage and mobile app, as well as 麻豆原创 SuccessFactors Work Zone. These cards enable managers to quickly view all pending approvals, approving or denying them with a single click or tap, without leaving the homepage. In the future, we plan to make these interactive cards available in even more places for quick access and approvals, like Microsoft Teams.

We have also introduced a reporting dashboard available to managers and administrators for time management. The reporting dashboard is easily configurable to enable the quick creation of customized reporting as well as several predefined reports based on typical time management scenarios.

Our investments in time administration help make the job of managers and admins faster, easier, and better informed with easily accessible, real-time reporting data.

We鈥檝e spent the past couple of years making strategic investments in our time management solution to ensure our customers have a simple, powerful, and connected set of time management tools. We鈥檙e so excited to see the momentum these efforts have netted in terms of customer adoption and sentiment. Customers who have adopted our cloud time management solution are benefiting from continuous and rapid software-as-a-service (SaaS) innovation that continues to grow over time. Lots more to come!

Amy Wilson is SVP of Product and Design at 麻豆原创 SuccessFactors.

*Customers with specific or niche requirements can augment the standard product with solution extensions and partner applications available on the 麻豆原创 store.