Global specialty materials company overcame its HR reporting challenges by implementing story reports in 麻豆原创 SuccessFactors solutions, making its reporting easier and more efficient. For example, a standard talent report 鈥� once a labor-intensive task that took several days of precious time 鈥� is now generated in under two hours complete with detailed graphics that are continuously updated with live data. Indeed, an 麻豆原创 found that with the analytics tools available in 麻豆原创 SuccessFactors solutions, customers reported a 74% decrease in time spent on report generation, saving days and even weeks on HR reporting.  

鈥淭he ability to give our [HR] information to leaders as they need it is huge,鈥� says Nina Nabors, manager of Talent Systems, Eastman. She summarizes the transformation in improvement over past reporting methods. 鈥淏efore, it was lagging data. It was never data that was live. Having that benefit of building the story report in 麻豆原创 SuccessFactors and it continuously updating with the latest information is very nice.鈥�

Based in Tennessee, U.S., Eastman Chemical Company was founded in 1920 as a subsidiary of Eastman Kodak. It has a workforce of 14,000 employees in 15 countries. Energized in its purpose to 鈥渆nhance the quality of life in a material way,鈥� Eastman engages with customers in 100 countries to deliver innovative materials found in items people use every day, including safe, durable medical materials; premium plastics for eyewear frames and lenses; food and beverage packaging; sustainable fibers for luxury home furnishings; and energy-efficient window glass for the construction industry, among others.

Cloud HR Delivers Sustainable Value with Exceptional Employee Experience

To future-proof its workforce, Eastman set itself up for success by moving to the cloud with 麻豆原创 SuccessFactors solutions. Eastman was already using an on-premise human capital management (HCM) solution from 麻豆原创, but wanted the scalability and cost-effectiveness of a cloud-based HR solution. 鈥淒elivering [HR] services in the cloud gives us an opportunity to make the technology available to our employees in a way that is more sustainable than having it housed on our servers,鈥� says Nabors.

Prachi Sathe, director of Global HR Technology and Solutions, Eastman, underscores the value of receiving the latest innovations and new features with each biannual 麻豆原创 SuccessFactors release update. 鈥淲e also wanted to make sure our HR platform is sustainable in terms of how we support it, how we grow it, and how we make more functions available to our employees. Going to 麻豆原创 SuccessFactors just made sense for us,鈥� she says.

Eastman uses a range of solutions in 鈥� including 麻豆原创 SuccessFactors Employee Central and modules for recruiting, learning, compensation, variable pay, performance and goals, career development planning, and succession 鈥� to help harness the efficiency of end-to-end integration and provide an exceptional experience throughout the employee journey from hire to retire.

The 麻豆原创 SuccessFactors Recruiting solution, for example, is a key driver of Eastman鈥檚 talent strategy. 鈥淭hat鈥檚 how we bring our new talent into the organization. That鈥檚 really their first introduction to our tools,鈥� says Nabors. 鈥淲e鈥檙e bringing great talent into the organization. How we do it is very important, and 麻豆原创 SuccessFactors is a part of that.鈥�

Accelerating Efficiency with Real-Time Analytics

Eastman needed a streamlined approach to HR reporting that accelerated efficiency and optimized value by fully using the analytics and data in 麻豆原创 SuccessFactors solutions. 鈥淲e were using separate tools outside of 麻豆原创 SuccessFactors solutions to pull our reporting together,鈥� recalls Sathe. 鈥淭he challenges with that [were figuring out] how we get data out of 麻豆原创 SuccessFactors solutions and feed it into those reporting tools.鈥�

Eastman鈥檚 customer success partner for the plan identified 麻豆原创 resources to help Eastman increase value from its use of 麻豆原创 SuccessFactors People Analytics. Eastman also joined a hands-on lab session at SuccessConnect 2022 to gain experience working with story reports, a tool available in the report center of 麻豆原创 SuccessFactors solutions. Story reports can deliver real-time data analytics and generate reports faster by using live data from across 麻豆原创 SuccessFactors HXM Suite, displaying presentation-style reports in a clear format with detailed visual graphics that communicate insights in an understandable way. As Sathe notes, 鈥淲hen we saw [story reports], it was so motivating for us that data is already there and tools are there. We came back and started working on our first dashboard.鈥�

鈥淲e鈥檙e so happy Eastman joined us at SuccessConnect,鈥� says Maryann Abbajay, chief revenue officer, 麻豆原创 SuccessFactors. 鈥淗ands-on lab sessions like the one Eastman participated in are invaluable learning experiences. Eastman is a great example of how customers are applying that new knowledge to unlock value with 麻豆原创 SuccessFactors. With story reports, they are already able to deliver the type of data-driven insights that transform HR into a strategic partner for the business.鈥�    

Data-Driven Insights That Advance People Strategy

Eastman began working with a manager dashboard, one of the many time-saving templates preloaded in story reports, and later built its own version tailored to the information requirements of its organizational leaders, supervisors, and people managers. The HR team also developed custom objects to use in its story reports, including an organizational hierarchy table with extensive drilldown capabilities and a currency exchange table to help executives track international labor costs. The story reports, customized with the look and feel of Eastman鈥檚 branding, quickly gained broad acceptance with Eastman鈥檚 organizational leaders.

The HR team recently built a dashboard showing a holistic view to help leaders identify opportunities to advance the organization鈥檚 people strategy. This dashboard uses data from 麻豆原创 SuccessFactors Employee Central and will later be augmented with data from the recruiting and learning solutions. A talent dashboard is also forthcoming to Eastman鈥檚 HR community, which includes talent partners and leaders. Sathe notes, 鈥淏y creating the stories, as its name says, we are bringing various data sources together.鈥�

Michael Glenn, talent assessment and analytics manager, Eastman, is building a new learning dashboard that will go out to all learning administrators and supervisors to enable them to see how many people are overdue on their learnings and what learnings are coming up in the next 30 days 鈥� and how many hours are required to complete the learning sessions. This information is especially important for production teams that work on fixed schedules, as it enables managers to plan the learning hours into the employee鈥檚 schedule.

To ensure the reports provide the right level of information to each recipient based on their role, Glenn intends to use the role-based access permissions available in story reports. So far, he is impressed with the feature, which saves him time from performing manual activities and distribution list maintenance. 鈥淲e鈥檝e been testing out role-based permissions and it is just working great,鈥� he says.

Empowering HR Administrators with User-Friendly Solutions for Improved Productivity

Nabors says that though she has no background or training in analytics, she found that she was able to get up to speed with stories very quickly. She recalls previously spending several days to build a single report that integrated data from 麻豆原创 SuccessFactors Employee Central and 麻豆原创 SuccessFactors Recruiting. In stories, she is now able to generate the same report in just one to two hours.

Also, troubleshooting and addressing gaps in data is much easier. 鈥淚f there鈥檚 an error somewhere 鈥� for example, requisition data that shows up under the wrong person鈥檚 name 鈥� being able to see it in a story is very easy,鈥� she says. 鈥淚t鈥檚 easy to address that error quickly because you can go right to the error without having to dig through lines and lines of data, rows and columns of data.鈥�

Better Analytics for Faster Decision-Making

Eastman plans to build on its early success with story reports to drive more insights for the organization. For example, there are plans to integrate data to track progress towards Eastman鈥檚 ambitious inclusion and diversity , which include increasing diverse talent and supporting employees in bringing their whole selves to work. Real-time information from 麻豆原创 SuccessFactors solutions supports organizational leaders in advancing Eastman鈥檚 strategy to build a high-performing organization.

鈥淲e really believe in sustainability and sustainable outcomes,鈥� says Sathe. 鈥淲e want our employees to be self-service reporting employees and create better analytics that give them information versus data. What we were doing previously was giving them data. Story reports transformed this.鈥�

For more information, read “.”

Guided by the organization鈥檚 clear , Coles鈥� team of 120,000 employees is dedicated to making a difference in the lives of customers and the local communities it serves.

In fiscal year 2020/21, Coles Group hired nearly 30,000 people to deliver on its business needs. Mike Virgo, head of Talent Acquisition for Coles Group, said this hiring volume was necessary to make sure the company was 鈥減ositioned well to support our customers.鈥�

The business environment, however, dramatically shifted as the public health crisis of the pandemic unfolded, resulting in repeated lockdowns and restrictions. As a neighborhood retailer dependent on in-person interaction to deliver most of its services, Coles found its workforce impacted by the pandemic. Faced with supply chain disruptions, panic buying behaviors by consumers, high employee absenteeism, and increased turnover, Coles urgently needed to step up its volume and pace of hiring to support its customers.

鈥淎round 2020-2021, we started to experience one of the most significant shifts in the employment market we鈥檇 ever seen,鈥� Virgo said in a at . 鈥淚t started to create huge challenges for organizations around the world 鈥� around how we attract, retain, and hire talent.鈥�

Catalyst for Change and a New Way of Working

To meet pressing business demands, Coles doubled its hiring volume from 30,000 to 60,000 people and increased recruitment advertising spend by a factor of three. Its talent acquisition team grew proportionally to manage the increased workload 鈥� but then labored under manual transactional activities that slowed processing times. As a result of the huge strain, variability in the candidate and hiring manager experience became noticeable.

Due to the volume of work, Coles looked for ways to evolve its system to create more speed, efficiency, and scalability. With a list of criteria, Coles began to review technology solutions on the market to find one that could support its vision for a new way of working. 鈥淲e wanted to reimagine how we recruit for our stores,鈥� Virgo said. 鈥淲e needed automation and AI to remove a lot of the manual work in our systems. We wanted to create more consistency and uplift the experiences we were giving our candidates and our hiring managers. And ultimately, [the solution] needed to drive commercial benefit for us.鈥�

As a key requirement, the new solution needed to integrate with . In 2020, as part of an organization-wide digital transformation that introduced 麻豆原创 S/4HANA and 麻豆原创 Ariba solutions, Coles modernized its HR and payroll processing, replacing a patchwork of outdated systems with 麻豆原创 SuccessFactors solutions. It became the first organization in the southern hemisphere to launch all modules of the 麻豆原创 SuccessFactors portfolio in one go. With all HR processes unified on a single platform, Coles benefits from having a single source of truth for people data that is accurate and available in real time for the entire organization.

Two-Way Integration Ensures Single Source of Truth in Data

To help with the project, Coles chose , an 麻豆原创 partner whose AI-powered Intelligent Talent Experience platform provides two-way integration with 麻豆原创 SuccessFactors solutions. Virgo said the two-way integration 鈥渁llows us to have a holistic view of the candidates that progress through the process, no matter whether the team is operating in Phenom or 麻豆原创 SuccessFactors, and it allows 麻豆原创 SuccessFactors to be our single source of truth.鈥�

There are several key benefits of Phenom鈥檚 solution at Coles. One is candidate attraction and engagement, which is achieved primarily through the Coles career site and chatbot. Another is recruiter automation and interview management, which provides automation and process efficiencies from when a job requisition is created in 麻豆原创 SuccessFactors solutions and replicated into Phenom until a hiring manager chooses a candidate for the job. Once a candidate is chosen, the two-way integration enables the HR team to access the data in 麻豆原创 SuccessFactors solutions and complete all compliance aspects, such as working rights, contract generation, and onboarding.

The Coles team gains additional efficiencies in its onboarding programs through the application of robotic process automation (RPA) powered by two bots that work in the background: Ashbotty processes the working rights and Usain Bot processes onboarding and manages pending recruits. 鈥淭hey take a lot of the transactional, manual work that we used to have team members doing. It can do that quickly, accurately, and it can do that 24/7 鈥� which is particularly important for us as a seven-days-a-week business,鈥� Virgo said. 

AI-Powered Experiences for Candidates and Recruiters

Coles reimagined the candidate experience to launch a modern, tech-enabled career site 鈥� which has been chosen as a two-time winner of Australia鈥檚 Best Careers Site. The site includes an AI-powered chatbot to guide candidates as they look for information, search relevant job postings, and submit their applications. It also includes Coles鈥� Expression of Interest, always-on advertising that drives the growth of its talent pool and advances its talent marketing by reducing the need to advertise every role. A Hosted Apply process, facilitated by integrations with Phenom, presents a consistent candidate experience and increases the conversion rate on applications.

Phenom AI Scheduling, a key part of Coles鈥� hiring experience, enables candidates to book themselves an available interview slot and automates the coordination of hiring team calendars. The new solution provides a fully mobile-enabled experience to meet the demands of candidates for an omni-channel, real-time experience where they can learn, read, and apply for jobs where and when they want.

Inundated by nearly 1 million applications each year to review, Coles also took steps to elevate the recruiter experience and increase the speed and accuracy of candidate screening and job matching. It implemented Phenom Fit Score, an AI-powered feature that assesses a candidate鈥檚 suitability for an open role, based on location and optimal travel distances, availability, and working rights; then, assigns a fit score and surfaces the most closely matched candidates to the recruiters. In addition, the new solution empowers in-store managers to collaborate with recruiters to review candidates and make quick hiring decisions with confidence.

Talent Pools Grow with Improvements to Hiring Speed and Efficiency

With the new augmented solution, Coles is experiencing tangible benefits across multiple categories and key metrics for success: time-to-fill is down six days; time-to-hire is down two days, which is impressive considering candidates can book the in-store interview up to two weeks in advance; and advertising spend is down 50%.

Most notably for Coles as a people-centric organization is the development of its talent pool, now numbering 2 million potential candidates. It achieves an 85% application conversion rate on up to 1 million applications per year. Through its to be a safe, inclusive, and diverse workplace, Coles has applied the new solution to provide greater accessibility for more diverse candidates, resulting in an increase of 24% more hiring for people who identify as having a disability. 

Virgo said that the talent acquisition team will continue to evolve its solution and assess more opportunities for AI and automation to bring value to the recruitment process. Although these technologies are not cure-alls for every recruitment scenario, they can save recruiting teams precious time and resources to focus on more high-touch interactions further down the recruiting funnel. In sharing lessons learned, Virgo noted, 鈥淚 think the important call out is the level of automation you can inject in your process will likely diminish as the seniority, complexity, and requirements of your roles increase because they are likely to be more high touch, perhaps need more interpretation or judgment calls from your recruiters to identify who the right talent is for your organization.鈥�

Watch on demand.

To understand the future of employee potential, the for 麻豆原创 SuccessFactors hosted interviews with 57 HR leaders from 麻豆原创 customer organizations and conducted a survey of 1,401 individual contributors from around the globe. The research focused on defining, assessing, and utilizing potential.

Expanding the Definition of Employee Potential

Before an organization can assess employee potential, they need to define it. Across the HR leaders we interviewed, definitions of employee potential fell into three different categories: individual attributes, ability to take on a certain role in the future, and current performance. Most HR leaders struggled to find a definition of employee potential that their organizations would accept, understand, or apply universally and consistently. According to the surveyed HR leaders, an expanded definition of potential would give them a more comprehensive understanding of their workforce鈥檚 potential; enable managers to better understand, discuss, and realize their team members鈥� potential; and ensure that employee potential practices are more inclusive of all employees.

Improving the Assessment of Employee Potential

The research uncovered many challenges in the process of assessing employee potential, including what is measured, how it is measured, and who is involved. The top challenge in assessing potential was rater subjectivity, or raters using their gut feelings, opinions, or biases to inform their assessments rather than the organization鈥檚 definition or criteria. Survey data from employees suggest that HR leaders should be concerned about this bias: about one-third of employees (30%) feel their organizations鈥� potential practices are unfair.

One way that organizations can minimize bias in assessment of potential is by leveraging an artificial intelligence (AI)-powered skills foundation like the talent intelligence hub. The talent intelligence hub powers and can enable organizations to better understand, build, and leverage the skills of their workforces. By understanding individuals鈥� skills, attributes, strengths, and preferences, organizations can make data-driven talent decisions and minimize biased decision-making.

AI can also assist in creating personalized development opportunities for employees based on their potential. By knowing an employee鈥檚 strengths, skills, and aspirations, AI can recommend targeted training and development opportunities that align with their potential growth areas. , powered by the talent intelligence hub, can surface AI-powered recommendations, such learning courses, project assignments, mentors, and internal roles, that can help nurture and retain high-potential talent.

Another challenge that was uncovered in the research is that assessments are missing valuable perspectives on employee potential. Our research suggests that managers do not know as much as they want about their direct reports鈥� potential. This indicates that the manager鈥檚 perspective must be supplemented with other sources.

According to the HR leaders that we interviewed, peers鈥� opinions of an employee鈥檚 potential are rarely included 鈥� only two of the 44 organizations we worked with included peers in a 360-degree assessment of employee potential. According to employees, peers are a valuable data source and are as aware of their potential as their managers are. Having a solution like can optimize this process significantly by using 360-degree reviews to help capture a more balanced and complete view of employee evaluations, including peer reviews. Using the 360-degree review forms, skills can be accessed and rated to highlight areas of achievement and opportunities for growth. The selected skills, together with their ratings, are then updated in the employee鈥檚 growth portfolio.

Using Employee Potential More Effectively

In general, our research suggested that HR leaders currently use potential data to make informed talent decisions in succession planning, career pathing, and performance management. However, HR leaders struggle to use employee potential data consistently across different HR practices. The talent intelligence hub can drive an organization鈥檚 entire learning and talent strategy and help use potential data more effectively. Organizations benefit from having a single skills model that covers recruiting, onboarding, learning and development, performance, and succession. With a holistic view of the workforce based on skills data from multiple locations, they can make data-driven and can more easily identify and utilize potential.

HR technology can enable organizations to assess potential to make more informed and objective decision-making when it comes to talent management and development. Organizations that can understand and ignite the potential of their workforce will not only realize their business objectives, but also create a positive experience for all employees.

For additional insights on employee potential, read the full report, 鈥�.鈥�

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

Through mergers, acquisitions, and grassroots expansion, the company has grown from a small operation into a large global organization with a decentralized operating model and over 60 facilities and 80 offices on five continents around the world.

Attributing its success to a highly engaged workforce, a number of ATS employees have enjoyed continuous tenure for around 40 years. Committed to continuously developing, engaging, empowering, and energizing its people, the company proudly fosters a safe, positive, and inclusive work environment where everyone is respected and given the opportunity to thrive.

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Modernizing Core HR and Talent Management Operations to Improve Employee Experience

With a renewed HR focus on enhancing the employee experience, automating processes, and integrating core systems, the company envisioned a workforce management environment with fewer manual tasks. The automation company also wanted to simplify the process of onboarding new employees, as its employee population had doubled in size since 2017.

When the time came to modernize its core HR and talent management systems to help it achieve these aims, ATS reached for next-generation HR technology in the cloud to support its ongoing growth. Investing in allowed ATS to consolidate core HR and talent management processes throughout the employee lifecycle on a single technology foundation. Another bonus for ATS is that the suite helps simplify integration with various third-party solutions and other leading solutions from 麻豆原创, including and for use in expense management.

With the adoption of the 麻豆原创 SuccessFactors Employee Central solution to help centralize access to employee information, the company streamlined the addition of new employees into its organization following mergers and acquisitions. An integrated suite of 麻豆原创 SuccessFactors solutions helps connect processes and data from recruiting to onboarding, compensation, learning, and performance and goals management. Mike Stone, director of Global ERP and HR Information Systems at ATS, explains: 鈥淣ew employees gain access to the same benefits as existing employees from day one. They get access to the same learning and performance and goal management tools to support their personal and professional development. And it allows them to see what the organization offers and where they can go in terms of their career potential.鈥�

Before adopting 麻豆原创 SuccessFactors solutions, ATS was reliant on manual, paper-based processes and there was no simple way to track HR metrics. Now, the company can track employee turnover and better understand why its people leave. It can also keep a close watch on the time to fill open positions.

Bringing in the Right Resources as Skills Needs Change

As ATS has a highly trained and highly tenured workforce, including engineers and skilled tradespeople, it鈥檚 important for the company to define those skills and continue to grow its talent base in that area. The company also needs to understand which skill sets will be needed in the future and how to help its people learn those skills as needs change.

鈥淭he next stage of our HR transformation is developing a skills matrix and understanding who’s got what skills and who’s looking to grow those skills, then enhancing that skills composition within the company so that we have succession planning,鈥� Stone explains. 鈥淲ith retirements, we need to know how fast we can fill those positions to get new people in place early enough so there’s a robust knowledge transfer and we don鈥檛 lose that tribal knowledge we have within the organization. 麻豆原创 SuccessFactors HXM Suite helps us measure the important time-to-hire metric, meaning we can be confident hiring within a two-to-four-week cycle in North America. While in Europe, we know it’s a three-month cycle, which makes it a little more challenging.鈥�

As ATS retools for the future, data insights from 麻豆原创 SuccessFactors solutions are helping avoid situations where the company loses expert knowledge held within its people. It is also partnering with universities to create programs that align students鈥� learning with its needs for relevant skills and knowledge.

麻豆原创 SuccessFactors HXM Suite provides the people management technology foundation supporting ATS鈥檚 employee experience and ongoing growth. With solutions for core HR, recruiting, onboarding, performance, compensation, learning, and succession, ATS has the tools needed to build a future-ready workforce today.

To learn more about the core HR and talent management solutions used by ATS, visit us .

Kristin Mestre is director of Brand Awareness and Advocacy for 麻豆原创 SuccessFactors.

麻豆原创 was recognized based on its ability to execute and completeness of vision in the report. According to the report, “The market for cloud HCM suites is responding to HR leaders鈥� need to focus on delivering business outcomes while keeping a close watch on innovation catalysts such as generative AI. This research helps HR technology leaders in enterprises with more than 1,000 employees identify suitable vendors.”

provides the most comprehensive set of cloud-based solutions, connecting core HR and payroll, talent management, sales performance management, people analytics, and workforce planning to help drive organizations — and their people — forward. 

Our latest product release continues to deliver on our vision for HXM to put people at the center of every organization. We believe that future-ready organizations need to provide opportunities for people to develop and grow in line with their personal passions and the changing needs of the organization. To make this a reality, we have been steadily investing in and transforming the user experience and architecture across our solutions to be employee-centric, to provide better integrations with partners and the broader 麻豆原创 portfolio, and to be infused with AI capabilities.

At , we announced the latest AI capabilities that stretch across the suite, building on the company’s Business AI strategy to build systems of intelligence and deliver AI in a way that is relevant, reliable, and responsible. For example, Joule is our natural-language generative AI copilot, which will make it easier and faster for employees to find information, get answers to questions, and complete HR-related tasks such as approving or rejecting time-off requests. 

The talent intelligence hub acts as an AI-powered engine for an organization鈥檚 entire learning and talent strategy by creating a skills portfolio for each employee that can infer skills and attributes based on data from performance feedback and dynamic teams. This provides a single skills model to drive everything from recruiting and onboarding to learning and development to performance and succession. 

Delta Air Lines is building a dynamic skills-based experience for continuous learning with the talent intelligence hub to help employees grow from an hourly customer-facing role to the salaried corporate position of their dreams.

鈥淒elivering an elevated employee experience is important to us,鈥� said Tim Gregory, managing director of HR Innovation and Workforce Technology at Delta. 鈥淥ur people work hard to develop and hone their skills. It鈥檚 personal, and when Delta is able to go beyond the traditional lens of job hierarchies and org charts, we create the elevated experience that attracts and retains the best talent.鈥� 

The 2H 2023 release also includes a new user experience for customers using , a new recruiter user experience, improvements to the cross-system workflow, and enhanced integrations with Microsoft Teams to put HR in the flow of work. 

We plan to accelerate advancements around our user experience and deliver new AI capabilities with every release, helping people and culture leaders embrace the latest technology to drive change within their workforce and helping organizations prepare for what鈥檚 next. 

Aaron Green is chief marketing and solutions officer, 麻豆原创 SuccessFactors.

Gartner, Magic Quadrant for Cloud HCM Suites for 1,000+ Employee Enterprises, Ranadip Chandra, Sam Grinter, 18 October 2023

The report was titled as Magic Quadrant for Cloud HCM Suites for Midmarket and Large Enterprises from 2016-2018.

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.
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.

With 麻豆原创 Business AI, 麻豆原创 is laser-focused on how we deliver AI that is relevant, reliable, and responsible. In other words, AI that enables organizations to get all the amazing benefits of the technology while 麻豆原创 helps solves for the complexities. In this release, AI-driven capabilities will be generally available across 麻豆原创 SuccessFactors Human Experience Management (HXM) Suite to help elevate the human experience with innovations like the talent intelligence hub, 麻豆原创鈥檚 AI copilot Joule, and generative AI use cases.

• The talent intelligence hub 鈥� a foundation for AI-powered talent development and acquisition 鈥� helps organizations align employees to the needs of their business, helps employees find opportunities that align to their aspirations, and helps improve their future workforce planning. This groundbreaking, foundational tech creates a skills portfolio for each employee in the workforce and feeds that data across 麻豆原创 SuccessFactors HXM Suite to help surface more relevant experiences everywhere from recruiting and onboarding to learning and development to performance and succession.
• With Joule, employees can experience a game-changing, conversational AI that draws from a wealth of business data across your organization. Imagine your most knowledgeable colleague, available anytime.
• Finally, generative AI in this release is focused on helping recruiters create job descriptions 鈥� an example of a discrete task that can eat away at productivity when performed manually at scale 鈥� as well as be prompted with AI-generated interview questions based on job descriptions in Microsoft Teams. You can expect more of these kinds of use cases to support secondary tasks in every release.

AI is just one area we鈥檙e innovating in. Across our product vision areas, we鈥檙e delivering faster than ever on helping organizations build future-ready workforces, create elevated experiences for their employees, and maintain and enhance an agile and compliant HR. From the Horizon visual theme to a new integrated learning experience to integrations in Microsoft Teams that meet people in the flow of work to harmonization with the cross-system workflow, this release is packed with new and exciting capabilities.

Read on 鈥� then check out our preview release 鈥� and learn how our latest release can help ignite the potential in your workforce today.

麻豆原创 Business AI in 麻豆原创 SuccessFactors Solutions

At 麻豆原创, we understand that AI has the power to transform experiences for employees, managers, recruiters, and HR professionals. Available in November, this release will include a set of AI-fueled innovations.

Talent Intelligence Hub

The talent intelligence hub is generally available with this release, providing customers with the foundation for AI-powered talent development and acquisition. Talent intelligence is and will be a critical component of 麻豆原创 SuccessFactors solutions moving forward, with use cases for skills information being added across the entire portfolio.

When organizations understand the skills they have today and the skills they need for the future, they can develop organization-wide talent development strategies. At the same time, talent intelligence enables highly individualized, employee-led talent development that gives employees highly meaningful and rewarding careers, but also drives organizations to where they need to go.

AI will drive the creation of skills information, as each employee will see skills inferences in their growth portfolios that suggest the skills they may already have using data from 麻豆原创 SuccessFactors Performance & Goals. This can simplify the process for employees and helps ensure higher quality skills data across the organization.

With this release, the talent intelligence hub can drive individualized recommendations for employees both in the new integrated learning experience as well as in 麻豆原创 SuccessFactors Opportunity Marketplace. But this is just the beginning, and you will see many more use cases for the talent intelligence hub across the entire suite in 2024.

Generative AI Use Cases for Hiring

Recruiters and hiring managers can benefit from the use of generative AI to create tailored job descriptions based on data from within 麻豆原创 SuccessFactors solutions as well as external sources. Additionally, interviewers can generate interview questions based on the candidate profile as well as the job description to help ensure they are contextually relevant. Interviewers are proactively notified within Microsoft Teams to generate interview questions, creating a more efficient and streamlined interview experience.

Generative AI Copilot Joule

Joule is 麻豆原创鈥檚 AI-powered copilot that uses natural language processing to understand employee requests, helping them to quickly find information and complete tasks, such as updating their name or location and giving or requesting feedback. Joule will be able to guide through more complex journeys in the near future. Joule will initially be available in English for U.S. and European data centers and will be rolled out in other regions in 2024 and beyond.

Future-Ready Workforce

Integrated Learning Experience

Within 麻豆原创 SuccessFactors Learning, we are unveiling a new, integrated learning experience that is now generally available. It features a redesigned, re-architected home page that can surface recommendations unique to each employee. This individualized experience helps drive a culture of learning by tapping into each person鈥檚 aspirations, motivations, skills, and preferences while staying aligned with organizational goals and priorities.

Driven by the talent intelligence hub, 麻豆原创 SuccessFactors Learning uses each learner鈥檚 learning history and skills within the growth portfolio. And with enhanced search and filtering capabilities, such as type-ahead suggestions and key results that populate as the learner is typing, it can be easy to quickly locate the most relevant content.

Elevated Experiences

Horizon Visual Theme

With this release, we have completed the rollout of the Horizon visual theme to all employee-facing pages. This modern, elegant user interface brings consistency across the entire 麻豆原创 SuccessFactors HXM Suite and will be available for every 麻豆原创 cloud application by the end of 2024.

HR in the Flow of Work: Microsoft Teams App

With the 麻豆原创 SuccessFactors app for Microsoft Teams, now available on the Microsoft Teams app store, we are bringing high-value, actionable HR processes directly into the flow of work. In this release, common self-service tasks, such as clocking in and out, updating location, or viewing a pay statement, can be completed directly from Microsoft Teams, helping to reduce the need to switch between multiple applications.

Enhancements to 麻豆原创 SuccessFactors Employee Central

We are excited to introduce 麻豆原创 SuccessFactors Employee Central quick actions, which can streamline manager and employee self-service. From the home page, employees can quickly complete common HR tasks, such as updating their chosen name and personal pronouns, while managers can initiate a transfer, promotion, location change, and more. These quick actions are also available in Microsoft Teams, 麻豆原创 SuccessFactors Work Zone, and Joule, so users can complete critical HR tasks directly within the applications they are already using.

Agile & Compliant HR

Cross-System Workflow

The cross-system workflow capability is now generally available, which is designed to harmonize data and processes across platforms in a hybrid landscape, enabling increased productivity and reduced cost. This can empower customers using 麻豆原创 ERP Human Capital Management on premise to more rapidly unlock the value of HXM with 麻豆原创 SuccessFactors Employee Central while maintaining on-premise applications like time, payroll, and benefits 鈥� as needed 鈥� so they can progressively make their move to the cloud.

Time Management

We are introducing the ability for administrators to leverage employee time data to generate leave-related forms and documents, which can be e-mailed or downloaded in multiple formats. We have also enhanced the absence-counting rules framework to allow absences to be deducted based on different day types and conditions, helping to support unique legal and local regulations.

We are also introducing new capabilities for auto-submission and mass approval of time sheets, helping ensure time information is available and processed in advance of a payroll run. To further enhance the time sheet experience, customers can now leverage a new business rule to display specific time types to relevant employees based on defined conditions. In addition, role-based time sheet alerts can now notify only the most relevant stakeholders. For example, late arrival or excessive overtime alerts can be sent to only the manager so they can address the situation separately with the employee. Administrators now have more flexibility to valuate time over longer periods, such as by quarter or year.

Each of these innovations reinforces how we are continuing to deliver on our human experience management vision 鈥� putting people at the center of every organization. These innovations will be available in production during the weekend of November 17. Select capabilities will be in preview today.

Watch the and read the 麻豆原创 SuccessFactors for more detailed information.

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

Indeed, from the mainstage keynote and breakout sessions to networking with customers and partners, AI was at the center of every conversation. If you weren鈥檛 able to attend this year鈥檚 event, you can catch the latest product announcements and select content now听available .

Here are three takeaways from this year鈥檚 SuccessConnect.

The Time Is Now to Adopt AI

As the pace of technological innovation continues to accelerate, organizations face an incredible opportunity to explore new ways to get work done 鈥� ways that take engagement and productivity to new heights for everyone at work. Special guest , global industry analyst and CEO of The Josh Bersin Company, discussed the urgent need for companies to get on board with AI, emphasizing how AI can help keep companies ahead of the curve by transforming the employee experience. Bersin also shared ways to increase everyone鈥檚 knowledge and confidence when it comes to adopting AI, as well as the real economic benefits organizations can achieve based on early case studies.

In addition, Julia White, member of the Executive Board of 麻豆原创 SE and chief marketing and solutions officer, shared what AI means for businesses today and . She talked about the latest addition to 麻豆原创 Business AI, Joule 鈥� a natural-language, generative AI copilot designed to help improve the experiences of everyone at work by making it easy for users to find information, get answers to questions, navigate processes, and complete tasks related to HR as well as finance, supply chain, and customer relationship management. She emphasized how Joule, with its AI-powered insight and assistance, can help organizations unlock new levels of performance, productivity, and efficiency.

Talent Intelligence Is Key to Closing Skills Gaps

The power of talent intelligence has far-reaching implications for how organizations can more accurately and efficiently evaluate talent across all levels and address skills gaps. During the event, there was a lot of buzz around the general availability of the talent intelligence hub, an AI-powered skills framework that鈥檚 built into the foundation of听. Now organizations can have the power and simplicity of a single skills model to fuel everything from recruiting and onboarding to learning and development, as well as performance and succession.

Sam Passman, vice president, Product Management at 麻豆原创 SuccessFactors, provided a comprehensive overview of the , including how organizations can better understand and leverage the skills of their workforce. 鈥淎n organization that is not focused on skills is going to be left behind,鈥� he said. “Customers often struggle with having visibility into their full skills picture and having employee profile data integrated throughout talent management processes. The talent intelligence hub is how we are making sure our customers can match the right people, doing the right work, at the right time 鈥� truly helping them become skills-based organizations.”

In addition, Tim Gregory, managing director of HR Innovation and Workforce Technology at , shared how the company is using 麻豆原创 SuccessFactors solutions, including the talent intelligence hub, to create personalized career development plans for employees based not only on the skills most important to Delta but also each individual鈥檚 capabilities, strengths, and aspirations.

Other sessions provided tips for becoming a skills-based organization and focused on and use it to help guide actions across all areas of talent management and development. And, of course, a live demonstration brought the talent intelligence hub to life as part of the .

A Powerful Cloud Foundation Drives True HR Transformation

Having a cloud-based HR foundation is key for achieving true HR transformation 鈥� the kind of transformation that makes data-driven insights, smarter decision-making, automation, and a positive employee experience a reality. At the event, Mihael Sutalo, vice president, People Technology at , the world鈥檚 leading jewelry brand, shared how the company is digitalizing HR and adopting new technologies to create amazing employee experiences as a unified, global company. 鈥淲e wanted to scale to future-proof the company, and we believe strongly in the power of the cloud,鈥� he said. He explained how Pandora has successfully moved from a fragmented HR landscape to 麻豆原创 SuccessFactors HXM Suite, improving the company鈥檚 ability to attract and retain top talent.

Avery Williams, manager of HR Operations Strategy at , also discussed how the company modernized its core HR technology, service delivery, and employee and partner experience by migrating 250,000 employees and partners from the legacy, on-premise 麻豆原创 ERP Human Capital Management solution to a new cloud-based platform with .

In addition, Todd Asevedo, GVP, chief expert, 麻豆原创, shared a host of best practices for how customers can minimize risk and disruption as they from 麻豆原创 ERP HCM to the cloud. He also outlined the various deployment options to help organizations understand the transition paths available for a smooth migration.

Couldn鈥檛 attend the in-person event? You can get the best of SuccessConnect wherever you are! Be sure to access the , , and , including road maps, product demos, and more, all available . Plus, don鈥檛 forget to sign up to stay informed about the .

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

AI will truly inspire and transform the way people work and how organizations unlock individual and collective potential.

To advance this transformation, 麻豆原创 announced new capabilities at its SuccessConnect event that harness the power of AI to help organizations address the skills gap and ignite the potential within their workforces. These capabilities are embedded across the entire to help elevate the employee experience and guide every people decision, from talent recruitment and internal mobility to learning and performance management.

鈥淭he richest source of potential in your organization is your workforce, all that they are today and all that they can be in the future,鈥� said Aaron Green, 麻豆原创 SuccessFactors chief marketing and solutions officer, speaking to the global HR community at SuccessConnect, held last week in Las Vegas, Nevada. 鈥淭his is an opportunity for us to embrace AI to augment the way that people work and that鈥檚 how we ignite their potential. This allows us to maximize the skills within our workforces.鈥�

Putting People at the Center of Business

Human experience management, an HR software category pioneered by 麻豆原创 SuccessFactors, puts people at the center of business with tools and technologies that help improve the employee experience and drive business results.

The 麻豆原创 SuccessFactors 2H 2023 release will include the general availability of new AI capabilities that can ignite potential in the workforce by raising employee productivity, increasing efficiency, and opening opportunities for growth and development. Joule, recently announced by 麻豆原创, is a natural-language, generative AI copilot that can truly understand business. Joule helps make it easier and faster for employees to navigate complex processes and for HR teams to respond to requests. In addition, new generative AI use cases help HR teams to elevate talent, recruiting, and learning.

麻豆原创 SuccessFactors solutions are part of the overall 麻豆原创 portfolio, one of the broadest suites of business applications available, all powered by 麻豆原创 Business Technology Platform (麻豆原创 BTP). The latest innovations in 麻豆原创 SuccessFactors HXM Suite are powered by to be relevant, reliable, and responsible. Learn more here. 

鈥淲e are in a phase of rapid acceleration of AI,鈥� said Green, who described how new AI use cases 鈥渨ill drive an outright transformation of two core facets of every organization: the way that people experience work and the way that we can unlock that individual and collective capability. That鈥檚 why we鈥檝e delivered 麻豆原创 Business AI that is truly built for business.鈥� 

Talent Intelligence Hub: The Engine of a Skills-Based Organization

Skills-based organizations, where skills take precedence over roles and titles, benefit through improved business agility and employee experience. The key to building a skills-based organization is the ability to accurately assess the current skills and capabilities of the entire workforce, identify skills that are needed for the future, and implement a learning and talent strategy that can effectively address the gaps.   

As the engine of a modern, skills-based organization, the is an AI-powered skills framework built into 麻豆原创 SuccessFactors HXM Suite that can drive an organization鈥檚 entire learning and talent strategy. Customers can benefit from having a single skills model that covers recruiting, onboarding, learning and development, performance, and succession. With a holistic view of the workforce based on skills data from multiple locations, they can make data-driven talent decisions and can more easily identify the right candidates for jobs.

Employees are empowered to take charge of their careers by guiding their own career development. The talent intelligence hub allows them to build and manage an individual growth portfolio, which includes their skills, competencies, aspirations, motivations, and work styles. Based on this data, they can receive personalized talent development recommendations, which can include assignments available on , mentors, and . The talent intelligence hub is now generally available.

鈥淎I has arrived just at the right period of time to give us this productivity boost we need to grow,鈥� Josh Bersin, industry analyst, shared in the keynote. 鈥淪o, if you have an old-style management leadership team that says hire, hire, hire, hire鈥hat鈥檚 not going to work anymore. It鈥檚 going to be automate, improve, redesign, reorganize 鈥� and that鈥檚 why these embedded AI tools like 麻豆原创 SuccessFactors produce will be essential to your company鈥檚 growth.鈥�

Delta Air Lines: Skills Development Advances Business Strategy

is one company that is evolving to become a skills-based organization. An early adopter of the talent intelligence hub in 麻豆原创 SuccessFactors solutions, Delta is building an employee experience focused on skills development and continuous learning that supports its business strategy. Employees will be able to maintain their own individual growth portfolios of skills and competencies and receive personalized learning recommendations for their skill development and career growth.

鈥淒elivering an elevated employee experience is important to us,鈥� said Tim Gregory, managing director of HR Innovation and Workforce Technology at Delta. 鈥淲e want a winning workforce and that means being able to attract the best and brightest from everywhere. We need to be able to see this talent through a skills lens. Our people work hard to develop and hone their skills. It鈥檚 personal, and when Delta is able to go beyond the traditional lens of job hierarchies and org charts, we create the elevated experience that attracts and retains the best talent.鈥�

Through its skills-first talent strategy, Delta eliminated degree requirements for more than 90% of non-executive roles in an aim to close the opportunity gap for talented employees who have been skilled through alternative pathways 鈥� emphasizing the retention and advancement of internal talent based on skills, competencies, and experience as a key driver of career mobility.

Delta has set a long-term goal of filling 25% of its corporate and management openings with current talent that is in customer-facing roles. An internal review of job descriptions revealed that many jobs required a college degree. Gregory said, 鈥淲e asked ourselves, do we care more about where their skills came from or if they have skills, are proficient in skills, are excelling in skills?鈥�

Eliminating unnecessary degree requirements has enabled Delta to move ahead in its goal of advancing more frontline employees with customer experience into its managerial ranks, which has benefits for its business strategy and customer focus.

This is just one example of how Delta uses the talent intelligence hub to drive individualized talent development and put employees at the center of its transformation. Read more here.

The Power of the Talent Intelligence Hub

The power of the talent intelligence hub was clearly shown during a demo on the main stage at SuccessConnect. Amy Wilson, senior vice president of Product and Design at 麻豆原创 SuccessFactors, underscored the advantages of integrating talent intelligence within the 麻豆原创 SuccessFactors HXM Suite. 鈥淵ou will benefit from the simplicity and the power of a unified talent lifecycle 鈥� with a common language and a shared set of insights. And this extends beyond HXM to our entire 麻豆原创 ecosystem,鈥� she said, highlighting 麻豆原创 S/4HANA, 麻豆原创 Fieldglass solutions, and partner applications. 鈥淲e are leveraging this rich data to dramatically improve the individual experience, from inferencing skills based on talent data to creating recommendations in the 麻豆原创 SuccessFactors Opportunity Marketplace to our brand-new learning experience.鈥�&苍产蝉辫;&苍产蝉辫;

The demo followed the talent journey of Jada, a retail associate at fictitious Cookie Delight, who has big aspirations to participate in the product launch of a new line of cookies. AI-generated learning recommendations guide Jada as she builds out her skills profile to apply for an assignment on the product launch team.

In 麻豆原创 SuccessFactors Learning, Jada can see personalized learning recommendations matched to what she needs to learn to stay compliant, what she needs to learn to succeed in her current job, and what she wants to learn. After she completes a course, her skill level in her individualized growth portfolio is updated to 鈥渁dvanced.鈥� In 麻豆原创 SuccessFactors Opportunity Marketplace, she finds an assignment to help with the new product launch and applies for the opportunity. 鈥淲e鈥檝e made it even better with this release,鈥� said Wilson. 鈥淲e鈥檝e added top picks for you, which are recommendations based on your skills and interests. And now the opportunities find you.鈥� 

The Future of Work Takes Off with AI

麻豆原创 has been helping organizations run their business processes for 50 years. Siva Sundaresan, senior vice president of Applications Engineering at 麻豆原创 SuccessFactors, provided a perspective for HR leaders on what the new AI capabilities will mean for the future of work.

鈥淎t 麻豆原创, we are committed to implementing AI with ethics, privacy, and security at the forefront,鈥� he said. 鈥淲e have led the market in human experience and we are excited to help you embrace systems of intelligence. Talent intelligence is just the beginning. We will expand AI use cases across our portfolio. When you include HR, finance, supply chain, customer experience 鈥� that鈥檚 when you can truly transform the business.鈥�&苍产蝉辫;&苍产蝉辫;

To learn more about creating skills-based organizations, register for this , to be held on November 8, 2023 at 11:00 a.m. EST.

As the future of work continues to evolve, organizations are tasked with building a dynamic and competitive workforce to stay ahead. Adopting a skills-based approach to talent management helps to identify, develop, and retain top talent. By shifting the focus from job titles and degrees to a comprehensive understanding of employees’ skills, businesses can have a more accurate and efficient evaluation of talent across all levels. This is where the power of the talent intelligence hub comes into play. With the right skills deployed to the right tasks, you can anticipate workforce changes and drive business agility and growth.

The talent intelligence hub can enable organizations to better understand, build, and leverage the skills of their workforces. It can connect individual skills, attributes, strengths, and preferences to both people and experiences throughout 麻豆原创 SuccessFactors solutions. By having talent intelligence integrated in 麻豆原创 SuccessFactors HXM Suite, customers can have the power and simplicity of a single skills model from recruiting, onboarding, learning and development, all the way through to performance and succession. 

The talent intelligence hub makes it possible to build a skills-based organization by:

• Uniting skills and other data to create a holistic picture of your workforce: Understand the skills of your workforce with a portable, open framework that combines skills data from multiple sources to help support data-driven talent decisions.
• Making it easy for employees to build their individual skills portfolio: The growth portfolio provides skills recommendations that come directly from data within 麻豆原创 SuccessFactors solutions as well as third-party skills data sources. Employees can describe themselves by including their aspirations, motivations, styles, and preferences. In addition, managers can use the team growth portfolio to help spot skills gaps quickly and assign skills for team members.
• Finding the right candidates quickly: Get assistance with candidate screening through system-generated candidate evaluations based on the skills required for the job.
• Enabling relevant learning and development: Surface personalized recommendations for upskilling based on skill gaps and roles employees aspire to have in the future. Intelligent recommendations include assignments, mentors, and dynamic teams to fuel ongoing growth.
• Empowering employees to take charge of their career: Career development experiences are connected and driven by the growth portfolio, including career pathing and predictions based on skills intelligence.

Delta Air Lines, an early adopter of the talent intelligence hub, is building a dynamic, skills-based experience for continuous employee learning using the talent intelligence hub in . Individual employees have a growth portfolio, which is a profile that includes their current skills and competencies mapped to formal and informal learning opportunities within and outside the organization, including AI-powered recommendations.  

鈥淲e are incorporating disruptive technologies like our AI-driven skills ontology that automatically incorporates industry trends with embedded intelligence,鈥� said Tim Gregory, managing director, HR Innovation and Workforce Technology, Delta Air Lines. 鈥淲e can say which skills are most important to Delta Air Lines and the employee can easily combine those with their current capabilities, strengths and styles, and aspirations to create a personal career path. All of the content is based on Delta-specific skills and personalized to each employee鈥檚 career goals.鈥�

With the talent intelligence hub, organizations can gain a holistic view of their people, a necessary foundation for building a future-ready workforce.

To learn more about how AI-powered talent intelligence can help skills-based organizations, register for this听, to be held on November 8, 2023 at 11:00 a.m. EST.

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

We are excited and honored by this news, as it recognizes our continued innovation and the impact it is delivering to our customers. With the extraordinary surge in innovation happening today, specifically around artificial intelligence (AI), automation, and analytics, it鈥檚 not only strategic for organizations to embrace these advancements, but it鈥檚 essential for ensuring their longevity and ability to compete. HR leaders are on the forefront of understanding where and how these technologies can be used to help their workforces become more productive and impactful 鈥� and truly ignite their potential.  

At 麻豆原创, we provide a comprehensive and global suite of cloud HR solutions. spans core HR and payroll, talent management, HR analytics and workforce planning, and employee experience management. 

鈥淒espite the more challenging economic climate, the cloud HR market has been very resilient and shows strong growth,鈥� commented David Wilson, founder and CEO of Fosway Group. 鈥淔or corporates, this is driving the need for comprehensive people strategies and a strong and connected HR ecosystem. 麻豆原创 SuccessFactors has continued to be one of the leading drivers of this market at an enterprise level, both developing out new capabilities as well as improving customer performance and success.鈥�

Both multinational and midsize companies leverage 麻豆原创 SuccessFactors solutions and our robust partner ecosystem to help modernize their HR functions, allowing them to remain agile and innovative. For example, customers like Versuni and Eurobank are using 麻豆原创 SuccessFactors solutions to drive HR transformations that contribute to the overall business: 

• Versuni, formerly known as Philips Domestic Appliances, recently unified its HR system in 52 countries with 麻豆原创 SuccessFactors solutions, which has had far-reaching impact on the business. Jana Belyu拧ov谩, CHRO at Versuni, recently said: 鈥淥ur workforce planning is much more efficient. We can see much faster and more clearly for each country how the teams are composed and where needs lie. In addition, the number of information screens has been significantly reduced. That helps with finding the right information.鈥� 

• Eurobank has been able to deliver an inspiring employee experience and empower employees with tools to improve their daily work. With its people-first approach, Eurobank has achieved impressive milestones for employee engagement among its active 麻豆原创 SuccessFactors solutions users, including more than 775,000 training hours logged and 13,000 performance assessment forms completed. 

Looking ahead, we are continuing to deliver new innovations for our customers so they can stay on the forefront of their industries. For example, AI is built directly into our solutions to help our customers understand the skills they have today, so they can plan what skills they will need in the future. We are also leveraging generative AI to transform the employee experience. Available next month, managers and recruiters can fine-tune job descriptions with generative AI 鈥� allowing them to create highly relevant descriptions and check them for bias, instead of starting from scratch every time a new position is created.

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

麻豆原创 SuccessFactors solutions help people be as productive as possible at work and can maximize the potential of any workforce. At the heart of our UX innovation strategy is a . We have an in-house team of behavioral scientists who work in partnership with our product research team, design experts, and our customers. Together, they bring a unique 鈥� and proprietary 鈥� perspective to designing solutions based on how people behave and what they need to be productive at work.

That research has driven our recent major investments in UX. The past few years, the focus of our innovation has been to pair modern design elements with intelligent technologies, so people can quickly complete everyday tasks and feel more accomplished, supported, and engaged. This has created a new and wholly improved suite experience for our customers 鈥� and the work is only just beginning. The journey we鈥檙e on to deliver a people-centric user experience for our customers is realized through three key objectives: simplifying HR tasks, driving employee adoption and engagement, and delivering connected service experiences to meet the needs of today鈥檚 diverse and dispersed workforce.

Simplifying Everyday Tasks

One overarching mission of ours is to simplify everyday HR tasks and increase productivity with high-impact, intuitive functionality. Continuous modernization with refreshed colors and information hierarchy creates a seamless, delightful user interface and enhanced accessibility that your workforce can confidently and efficiently navigate and interact with.

And simplification extends even beyond our own solutions 鈥� a modern approach means we鈥檙e continuously embedding high-value, critical HR processes directly into partner applications that employees use frequently. We integrate 麻豆原创 SuccessFactors solutions with other workplace technology solutions to help keep users productive, what we call meeting people in the flow of work. For example, integrations allow people to perform HR tasks within Microsoft Teams, including asking for and receiving feedback from their managers.

All of which leads to the greatest evolution in UX we can expect in the coming years: . 麻豆原创 has the broadest suite of business applications on the planet, positioning us to be able to deliver the first true system of intelligence and fundamentally change the way in which companies operate. At 麻豆原创, we are embedding multiple types of AI 鈥� predictive, generative, and conversational, which are each uniquely targeted to improving experiences across the entire 麻豆原创 SuccessFactors HXM Suite, including talent acquisition, talent management, and core HR.

We鈥檙e already delivering on this vision with new innovations, such as using generative AI to help build compelling job descriptions and predictive AI to help employees find personalized learning opportunities.

Driving User Adoption and Engagement

We strive to create delightful and intuitive experiences that leave people with a sense of accomplishment and support. That means enabling inclusive experiences that empower all employees to operate in an application with meaningful content, functionality, and efficiency. This guides our design decisions and how we deliver innovative ways that address the unique requirements of each and every individual. Personalization is a must with today鈥檚 digital expectations, which is why we use data and insights to help anticipate and act on employee needs and expectations by empowering them with meaningful and individualized experiences. 

To that end, our modern Horizon visual theme for 麻豆原创 Fiori helps provide a consistent UX. With intuitive experiences across the entire 麻豆原创 SuccessFactors HXM Suite, this helps to accelerate adoption of our software and accelerate learning curves. We delivered the Horizon visual theme to customers with our 1H 2023 release, and with the 2H 2023 release the vast majority of experiences in our products will be standardized in the Horizon visual theme.

Another example of how we are improving engagement is with dynamic engagement cards in 麻豆原创 SuccessFactors Work Zone, delivered earlier this year. These cards can deliver personalized, relevant, and timely news, announcements, and learning opportunities directly to employees鈥� 麻豆原创 SuccessFactors Work Zone dashboards.

Of course, UX extends past the look and feel of our products and into overarching career experiences as well. The whole-self model, which takes into account each individual鈥檚 unique collection of interests, motivations, and preferences, forms the foundation for some of our most exciting capabilities and products, like dynamic teams, 麻豆原创 SuccessFactors Opportunity Marketplace, and the talent intelligence hub. These can enable organizations to become skills-based and future-ready enterprises. For example, our new learning home page can surface learning recommendations to employees based on their interests, passions, and skills 鈥� so they can create a career and development path based on what鈥檚 best for them.

Delivering Connected HR Service Experiences

The third pillar driving our UX strategy is all about efficiency and improving service delivery for HR and beyond. Instead of forcing employees to guess where to find things with endless clicks and links or awaiting responses from a support specialist, employees can expect an experience that is intuitive, responsive, and connected across different services.

With guided experiences within 麻豆原创 SuccessFactors Work Zone, for example, HR leaders can create workflow-based, personalized journeys for employees that take them through a multi-step process possibly spanning multiple systems. This can make the onboarding journey, for example, frictionless and delightful for new workers 鈥� a critical time to make a good first impression. We are especially focused on the experience of deskless workers in 2024. Furthermore, our integrated knowledge base helps reduce HR tickets and can provide employees with quick answers, promoting the shared knowledge and fostering a more informed team.

Looking Ahead

With each release, we are continuously evolving 麻豆原创 SuccessFactors HXM Suite and redefining what鈥檚 possible for HR solutions. Our vision is to continuously create a seamless, intelligent, and integrated user experience that reflects modern employee preferences and workplace realities. As we look ahead, we will continue to invest and improve on our UX with new and emerging tech, like AI, to deliver the experiences workers need 鈥� and deserve.

about how 麻豆原创 SuccessFactors solutions and human experience management can power your people-centered UX transformation. Existing customers can learn more about ensuring they鈥檝e implemented our most up-to-date UX innovations.

To learn more about the second half 2023 release, visit the .

Siva Sundaresan is SVP of Applications Engineering at 麻豆原创 SuccessFactors.

A prime example of this modern digital shift in UX is embedding high-value, critical HR tasks directly into the applications employees use daily. By integrating  with other workplace technology solutions, 麻豆原创 enables people to perform HR tasks without interrupting their daily work.

All of us have seen how artificial intelligence (AI) can increase process efficiency and productivity, reduce human errors, and elevate user standards. But UX will change the most as the potential for new AI capabilities and models is expanded to address pressing business needs and employee expectations.

Shaping the User Experience with a Purpose

Whether predictive, conversational, or generative, advancements in business AI are expected to bring the most significant shift in how people use technology at work.

By investing in AI to strengthen 麻豆原创 SuccessFactors HXM Suite, 麻豆原创 supports how people naturally interact, get work done, and leverage technology in the workplace. And best of all, we are doing it ethically by following our guiding principles to be:

• Relevant: Helping users get greater insights and perform tasks more efficiently with AI designed with business context in mind to enhance the flow of work
• Reliable: Using AI that is trained on the customer鈥檚 industry and company data and accessible in the solutions used each day
• Responsible: Running responsible AI built on leading ethics and data privacy standards while maintaining full governance and lifecycle management across an entire organization

By only employing AI technology that meets our stringent standards, we help our customers ensure the delivery of a meaningful and engaging UX for their entire workforce. Doing so allows employees to not only reach their full potential but also feel accomplished, supported, and engaged.

For instance, HR professionals and their stakeholders are unlocking higher engagement and productivity for their employees, organizations, and businesses through their recruitment and talent development processes. One of the ways this is being accomplished is by unifying 麻豆原创 SuccessFactors solutions with leading business productivity applications such as Microsoft Teams and further enhancing that integration with AI embedded in 麻豆原创 SuccessFactors solutions to generate suggestions and recommendations using natural language. 

This business-oriented AI innovation represents some of the fundamental changes 麻豆原创 is creating to transform how people will experience work in the years to come.

Future-Ready HR for a Future-Ready Workforce

Our AI-enabled use cases for 麻豆原创 SuccessFactors HXM Suite are exceptional evidence of how HR tasks — from talent acquisition and talent management to core HR processes — can become a natural extension of people鈥檚 everyday work experience.

Consider the value of these scenarios heavily used in the recruiting process:

Creating Job Descriptions

Hiring managers and recruiters can fine-tune job descriptions with generative AI within the 麻豆原创 SuccessFactors Recruiting solution. This allows them to incorporate supplementary content, identify biased language, and help ensure alignment with business requirements. Once the final version is approved by the appropriate hiring manager and assigned recruiter, the job description can be published in 麻豆原创 SuccessFactors solutions.

Instead of starting from scratch every time a new position is created or requirements are updated, recruiters and hiring managers can draft job descriptions faster and stay in their normal flow of work. And more importantly, the final content is more meaningful, inclusive, and competitive — attracting a larger pool of qualified and interested candidates.

Interviewing Candidates

Hiring managers can construct unbiased and more effective interview questions by using AI-generated prompts, creating an exceptional impression on the candidate and leading to the right decision for both parties.

Recruiters and hiring managers can also provide their assessment of candidates throughout the process through Microsoft Teams, which is then captured by 麻豆原创 SuccessFactors Recruiting for further evaluation.

The Right Time to Ignite HR鈥檚 Full Potential

To learn more about how adding HR processes into the flow of work with business AI can redefine the user experience for your employees, register for  to access a variety of breakout sessions, demos, Q&A sessions and more on this topic, all available on-demand, including:

Take this opportunity to explore new opportunities to redefine your HR experience — setting the foundation for igniting the potential of your workforce and meeting the demands of a changing world.

AJ Whalen is a senior director of Solution Marketing at 麻豆原创.

Eurobank is one of Greece鈥檚 largest employers, numbering approximately 6,500 employees and one of the four leading banks in the country, with 鈧�81.5 billion in total assets under management and 500 office locations throughout Greece. In addition, it has 2,200 employees based at 120 sites in Luxembourg, Cyprus, Serbia, Bulgaria, and the UK.

As a leading employer in Greece鈥檚 banking industry, Eurobank provides its employees with a simple, modern method to accurately track their working hours. This not only ensures that employees are paid correctly but also helps the bank comply with strict new laws that require all clocked hours to be transmitted in real time to the Greek Ministry of Labor.

鈥淲e had to combine the strict legislation requirements along with a seamless and flexible work experience that we want to provide as an organization. We had to be very smart about this and we needed to do it fast,鈥� says Maria Tachataki, head of People Engagement and Communications at Eurobank and leader of the 麻豆原创 SuccessFactors solution implementation team. 鈥淲e achieved this using 麻豆原创 SuccessFactors Time Tracking in conjunction with (麻豆原创 BTP) in order to create that flexibility and achieve external connectivity.鈥�

New Law Puts Labor on the Clock

In 2021, the Greek government enacted labor law 4808/2021, which requires organizations with more than 250 employees to provide daily “live” monitoring of their employees’ work schedules, shift planning, and overtime. The introduction of a Digital Work Card means employers need to connect their time tracking system directly to the Ministry of Labor’s ERGANI II IT platform for real-time updates to ensure compliance with rules around the maximum weekly working time and minimum daily and weekly rest periods for employees.

麻豆原创 SuccessFactors Time Tracking enables Eurobank to maintain compliance with the new regulation 鈥� especially important as penalties can exceed 鈧�10,000 per employee.

鈥淐ompliance is a reality of modern business. Eurobank demonstrates its leadership in this area with an innovative approach for advanced and sophisticated employee time tracking,鈥� comments Andreas Xirocostas, managing director, 麻豆原创 Greece, Cyprus, and Malta. 鈥淎s laws and regulations evolve, it鈥檚 increasingly important for companies to have accurate data to meet compliance requirements. Companies that have visibility into their employee data will be best positioned to adapt to new regulatory directives.鈥� 

Unified HXM Suite for a Live and Interactive Experience

Since 2018, Eurobank has been using 麻豆原创 SuccessFactors solutions as its core HRMS for all HR processes and talent management operations. The bank has recently also introduced 麻豆原创 BTP as a solution for agility to help innovate and adapt to evolving business needs.

Harnessing the power of has enabled Eurobank to deliver an inspiring employee experience and empower employees with tools to improve their daily work. With its people-first approach, Eurobank has achieved impressive milestones for employee engagement among its active 麻豆原创 SuccessFactors users, including more than 775,000 training hours logged and 13,000 performance assessment forms completed. By utilizing 124 interfaces or APIs, the 麻豆原创 SuccessFactors portfolio can effectively integrate data with other Eurobank IT systems and applications.

鈥淚t鈥檚 a very live and interactive experience for our employees, and time tracking with digital punch clocks is the cherry on top,鈥� Tachataki says. 鈥淪ince we had the entire suite of 麻豆原创 SuccessFactors, implementing the time tracking solution was an obvious choice.鈥�

Learn more about how Eurobank puts people at the center of business with 麻豆原创 SuccessFactors solutions.

Prioritizing Data Accuracy, Integration, and Employee Experience

Most importantly for Eurobank, the new time tracking solution needed to be reliable, accurate, and seamlessly integrated with other HR processes. The bank required a high level of data accuracy to comply with Greek law and perform payroll processing on a third-party system.

鈥淲e are in the process of digitizing a lot of our workflows and a lot of our systems and services in the bank,鈥� says Tachataki, who underscores the attention given to ensuring an employee experience that accommodates shift work, remote work, and preapproved overtime and flex time 鈥� in addition to providing seamless work schedule management and optimization. 鈥淲e wanted to go to a modern platform where we could give both the employee and the manager the ability to manage their schedule much more efficiently and transparently.鈥�

The HR administrator鈥檚 experience also needed to be streamlined for efficiency and to reduce administrative burdens. 鈥淲e wanted it to be simple,鈥� Tachataki says. 鈥淲e wanted to have reporting and analytics based on that to support decision-making processes.鈥�

Change Management for Employees Enhances Success

Eurobank went live with 麻豆原创 SuccessFactors Time Tracking in January 2023, concluding a six-month project that included an intensive blueprint phase and near-daily interactions with the Ministry of Labor. Working within 麻豆原创 BTP, the IT team customized an interface to the solution, so the data collection adhered precisely to the requirements of Greek law. Altogether, the team developed 28 interfaces to facilitate the data exchange with the ERGANI II system.

Clear communication to the employees was an important contributing factor to the project鈥檚 success. 鈥淲e provided a lot of training and support before we went live,鈥� says Tachataki. 鈥淲e went through a change management pathway with our employees to allow them time to adapt to this new reality. We continue to improve the module through the 麻豆原创 upgrades and through our own intuitive creativity with the platform鈥檚 abilities.鈥�

When employees clock in or clock out in 麻豆原创 SuccessFactors Time Tracking, they see a clean, simplified user interface that facilitates quick action. They have an overview of their schedule 鈥� including flex time, approved overtime, and estimated leave time.

鈥淭he amazing results that Eurobank has achieved by using 麻豆原创 SuccessFactors Time Tracking for compliance show why agility is the watchword in business today,鈥� says Maryann Abbajay, chief revenue officer, 麻豆原创 SuccessFactors. 鈥淲hen faced with new legal requirements, Eurobank reached into the 麻豆原创 SuccessFactors tool kit and adapted a solution to meet compliance 鈥� and it did it while keeping employee experience in focus.鈥�

Truth in Data

As a result of providing an empowered employee experience through self-service, Eurobank logs over 5,000 clock-ins and clock-outs per day. 麻豆原创 SuccessFactors Time Tracking supports the company to make 131,000 API calls to the Ministry of Labor鈥檚 ERGANI II system each month.

Despite a high level of employee engagement, Eurobank is realistic that it is not possible to have 100% daily compliance among 6,500 employees, and some discrepancies have had to be clarified. Fortunately, this is an area where 麻豆原创 SuccessFactors Time Tracking supports the organization with data accuracy and transparency. 鈥淭he point is to have a managed inconsistency,鈥� says Tachataki, who explains, 鈥淚f there is an inconsistency, you need to be able to justify it so you don鈥檛 get fined and have a system that very accurately logs employees鈥� clock-ins and -outs and supports your case. 麻豆原创 SuccessFactors can help us do this.鈥�

Learn more about .

Recently, a group of psychologists at the annual Society for Industrial & Organizational Psychology conference met to present emerging research on the broken rung. Caitlynn Sendra, Ph.D., experience product scientist at 麻豆原创 SuccessFactors, who hosted the session, explained that because of the roles men and women historically held in society, our stereotypes around men and women can carry over into today鈥檚 workplace, even if not intentionally. 鈥淢en are stereotypically thought to be agentic, direct, and task-focused 鈥� traits historically associated with leaders. On the other hand, women are stereotyped to be nurturing, communal, and community-focused,鈥� explained Sendra. Although this has led women to be seen as less leader-like, Sendra presented original research on how this may actually give women leaders an advantage when it comes to influencing organizational culture.

Throughout the session, the researchers presented data on several different sources of potential bias around women leaders, including 360-degree reviews, 鈥渉igh-potential鈥� programs, and feedback. For example, Dr. Martin Lanik, CEO of Pinsight, demonstrated that men are three times more likely than women to be identified as 鈥渉igh potential.鈥� Additionally, Dr. Stefanie Mockler, co-founder of The Violet Group, showed data indicating that managers tended to 鈥渟often鈥� their feedback to women. The message of the session was clear: businesses need to be proactive in removing this bias from people processes in order to level the playing field for women leaders.

The session ended with a discussion about what HR leaders can do to help reduce bias towards women leaders. Providing training on bias awareness and reduction was one solution provided by the researchers. HR technology was also called out as a key piece of the puzzle.

At 麻豆原创, we鈥檙e working with organizations of all sizes to help drive more equitable and inclusive HR strategies that empower equitable experiences for every employee, including women. With embedded features throughout , our customers are provided with the tools they need to help detect and prevent unconscious bias while also gaining the insights required to make decisions that can cultivate a diverse and inclusive workforce.听

Here are three examples of how organizations are using 麻豆原创 SuccessFactors solutions to help solve for the broken rung and other systemic biases in the workplace:

Sanlam

is one of the largest financial services groups in South Africa and believes building a diverse, future-ready workforce is key to becoming the unrivaled industry leader in Africa and to strengthening its position abroad. With 105,000 team members, including both permanent employees and contingent staff, Sanlam is committed to ensuring access and opportunity across its total workforce. 

With 麻豆原创 SuccessFactors solutions, Sanlam is bridging the gap between permanent and contingent workers by providing a consistent experience for all workers. With visibility into the total workforce, management can identify skill gaps and offer all workers development opportunities that match future priorities. And with group-wide analytics, Sanlam鈥檚 leadership can set and actively track targets around race, gender, and disability.

鈥淲e have all the information we need at the drop of a hat,鈥� said Ronel Pfotenhauer, 麻豆原创 SuccessFactors portfolio product owner, Sanlam Life Insurance Limited. 鈥淔or instance, we can report on the number of Black, African females with five years of experience and an MBA as potential candidates for a leadership role, with 麻豆原创 SuccessFactors solutions acting as a type of internal recruitment portal.鈥�

The University of Toronto

The University of Toronto鈥檚 mission is to build a community where academic and learning opportunities are given to every member of its community, including 12,000 full-time and 14,000 part-time employees across three campuses. Its recent work on the anti-Black racism task force and similar initiatives to do with anti-semitism and anti-Asian racism demonstrates the organization鈥檚 commitment to ensuring the principles of equity, diversity, and inclusion are deeply embedded in the fabric of everything it does.

With 麻豆原创 SuccessFactors solutions, the University of Toronto is bringing a consistent look and feel to the employee experience, providing comprehensive learning programs and empowering people leaders to create the conditions for all talent to thrive. .

MOD Pizza

is dedicated to making positive social impacts in the lives of its employees and the communities it serves. The company strives to create a more equitable world full of opportunities for those who face barriers to steady employment, such as people formerly incarcerated as well as individuals with intellectual or developmental disabilities. It calls its community of employees the MOD Squad, and the MOD Squad is 10,000 employees strong and growing along with the company.

With 麻豆原创 SuccessFactors solutions, MOD Pizza has redefined the value of HR data, processes, and experiences 鈥� putting the MOD Squad at the heart of its business success. All candidates and new hires are provided with a welcoming experience to help them feel supported and prepared. All employees are provided with on-demand digital training to encourage continuous learning and growth. And with multiple touchpoints to gather sentiment feedback, MOD Pizza can quickly identify areas for potential improvement.

鈥溌槎乖粹�檚 dedication to people sustainability struck a chord with us. This focus continues to show us that 麻豆原创 solutions are the right choice for MOD Pizza because they鈥檙e designed to create a fair future full of opportunities for our employees,鈥� said Tara Gambill, senior director of Enterprise Systems, MOD Pizza LLC.

Carrie Klauss is global director of Solution Marketing at 麻豆原创 SuccessFactors.

, formerly known as Philips Domestic Appliances, excels in its purpose to help people turn their houses into homes, so they can lead happier, healthier lives. Versuni is headquartered in Amsterdam, the Netherlands, with innovation,鈥痬anufacturing,鈥痑nd commercial centers across the globe and a footprint in over 100 countries. With a global workforce of approximately 6,400 employees, Versuni advances a workplace culture of collaboration, empowered decision-making, and employee engagement supported by leading-edge HR. 

As its name suggests, Versuni 鈥� think 鈥渦niverse鈥� 鈥� wants consumers to know that 鈥渙ur universe is the home鈥� and specializes in domestic appliances that make routine tasks simple, enjoyable, and sustainable. Versuni has brands such as Philips, Saeco, Gaggia, Preethi, Philips Walita, L鈥橭R Barista, and Senseo to cover cooking, coffee, garment care, floor care, and climate care.

Digital-First Company for Consumer Engagement

Versuni took the unique opportunity of reinventing itself as an independent company to transform its entire technology landscape. To succeed in a dynamic, consumer marketplace, it had to evolve from best-of-breed solutions that served its healthcare parent company to best-of-suite applications that power advanced, digital-first consumer goods organizations.

鈥淪ince we are in consumer products, we needed to be a digital-first, insight-led company to enable us to go for lifetime engagement with our consumers across our connected products,鈥� says Lokesh Rastogi, IT platform leader for Finance and HR, Versuni.

Exuviate Transformation Wins 麻豆原创 Innovation Award

To establish a foundation for future growth, Versuni adopted an outside-in approach to harmonizing and simplifying all processes in a bid to achieve end-to-end transparency. The IT project was given a fitting name, 鈥淓xuviate,鈥� to describe how the organization shed its old technology layer so it can transform into something new and distinctive as a consumer-focused enterprise.

Versuni worked with to carry out an organization-wide, greenfield implementation by leveraging for processes, (麻豆原创 BTP) for collaboration and integration, and for cost control. While firmly adhering to best practices, Versuni laid out a strategy guided by a crisp logic: 鈥溌槎乖� unless鈥�; cloud unless鈥�; and best of suite.鈥� Considered to be one of the largest RISE with 麻豆原创 projects in any industry, the transformation was completed in a record 18 months, when Versuni transitioned to 麻豆原创 S/4HANA Cloud, private edition in all countries.

With the new 麻豆原创 environment, Versuni reports 30% enhanced agility in its responsiveness, 85% improvement in standardization and harmonization, and 50% increased employee engagement. In recognition of its outstanding success, Versuni鈥檚 Exuviate project was chosen as an in the Industry Leader in Consumer Products category. For more information, read the press release from 麻豆原创 Sapphire Barcelona.

Opportunity for a New HR

The Exuviate project had set in motion the total transformation of Versuni鈥檚 IT landscape and established new business processes. The challenges facing Versuni鈥檚 HR department, however, were especially formidable: after the transition, there would be no way to manage and compensate Versuni鈥檚 workforce unless a new HRIT system was up and running globally. Relying on its legacy software was not an option.

Versuni鈥檚 HR team chose to help maximize value and maintain a clean core, one of the priorities of the Exuviate project. The team doubled down on the opportunity to achieve a full-scale HR transformation that affected all underlying HR policies.

鈥淒ue to the new setup of Versuni, we wanted to have a new HR policy for all countries, meaning we had a new organization structure to manage, new job family structure, new competencies for jobs, and a new salary structure,鈥� says Amber Smeulders, business unit lead, HR Xperience expert at听 and hired by Versuni as program manager to manage the full HR digital transformation. 鈥淭his was the biggest challenge in our program: it should be a happy marriage between managing a new HR policy together with following the design principles of best practice.鈥�

鈥淭he HR transition to 麻豆原创 SuccessFactors solutions in itself was a massive task, so we ran the HR transformation as a separate pillar within the Exuviate transformation,鈥� says Rastogi. This required Versuni to deploy 麻豆原创 SuccessFactors solutions in less than one year.

鈥淲e did it in 10 months from design to deployment,鈥� confirms Rastogi. On April 1, 2023, Versuni went live in 52 countries simultaneously with 15 modules of 麻豆原创 SuccessFactors solutions, including , , , and .  

鈥淲hat Versuni accomplished in its HR transformation is nothing short of spectacular,鈥� says Maryann Abbajay, chief revenue officer, 麻豆原创 SuccessFactors. 鈥淰ersuni translated a new set of business demands and way of working into 麻豆原创 SuccessFactors solutions, really taking advantage of the connected cloud environment to gain visibility into its workforce and enable employee-centric HR. This is going to bring a new level of agility to Versuni that will set it on a path for long-term success.鈥�

Versuni worked closely with 麻豆原创 to ensure it had access to the right resources and expertise. 鈥淲e hired subject matter experts with 麻豆原创 SuccessFactors knowledge, but also worked with the HR business to make sure that the design of 麻豆原创 SuccessFactors solutions and the design of the HR policies were going hand in hand,鈥� says Smeulders. With the right team in place and a clear governance structure, Versuni was able to complete the project in record time and fast track its time to value.

Reporting Gains Strategic Value in Connected Cloud Landscape

Although Versuni was satisfied with the operational reporting available in 麻豆原创 SuccessFactors solutions, it also needed cross-organizational reporting that leveraged data available in the connected 麻豆原创 landscape. Therefore, Versuni and 麻豆原创 created a solution for its management reporting. 鈥淲e tried it out in HR as a proof of concept,鈥� says Rastogi. 鈥淚t was highly successful and now we intend to roll it out across the organization. It brings quite some benefits in terms of insights into our HR data.鈥�

Smeulders agrees and looks forward to strategic insights from 麻豆原创 SuccessFactors with the connected environment. 鈥淲e would like to combine the HR data with data coming from the other 麻豆原创 systems to really understand what is best for us when we talk about investment in positions, in HR policies, and in the right talents,鈥� she says.

Complete Transformation in Record Time

By connecting cloud enterprise resource planning (ERP) to 麻豆原创 SuccessFactors solutions, Versuni has achieved three key benefits. It now has a seamless user journey based on a single source of truth across the entire landscape. Another benefit is the increased visibility achieved from the integration with other systems, especially finance. Also, improved reporting is leading to better decision-making. Rastogi summarizes: 鈥淚t鈥檚 one source of truth, one system, and one number.鈥�

Enhanced employee experience is among the additional benefits of the HR transformation. Payroll consolidation resulted in a reduction of more than 20 providers into one global provider. Versuni lowered costs with a 70% reduction of local applications. Localization for time and attendance is now supported. Nearly all HR processes are now available on a mobile device.

鈥淲e鈥檙e still on the journey,鈥� says Rastogi. 鈥淲hat is very clear across the organization is a mind shift change, a culture change. We鈥檙e starting to see that it is much more collaborative and faster. The decision-making is empowered and much quicker. It鈥檚 been a complete transformation 鈥� digital transformation as well as business transformation 鈥� in record time.鈥�

Moving forward, the most effective leaders will embrace the fast-moving market dynamics. They鈥檒l invest in their people to help them acquire new skills and prioritize a culture that focuses on creating the best possible employee experience to ignite the potential of their workforce and business.

At , we are bringing together our global HR community, along with inspiration, ideas, and solutions 鈥� all in one place. You鈥檒l have the opportunity to connect with experts, partners, and peers to exchange best practices, attend hands-on labs, and see demos of the latest product innovations with 麻豆原创 SuccessFactors and partner solutions. You鈥檒l see the transformative power of AI in helping organizations streamline HR processes and enhance the employee experience to achieve new levels of efficiency and engagement first-hand. You鈥檒l gain the tools you need to ignite the potential of your total workforce and meet the demands of a changing world.

Whether you are new to 麻豆原创 SuccessFactors solutions or a longtime 麻豆原创 customer, here鈥檚 how you can get the most out of this year鈥檚 SuccessConnect event.

1. Join the Keynote and Learn More About the Power of AI for HR

In the , the 麻豆原创 SuccessFactors leadership team will take the stage to share what is top of mind for HR and how our latest innovations can help you build a future-ready workforce. Also, hear 麻豆原创 customers discuss how they are adopting intelligent technologies such as conversational and generative AI to unlock valuable insights, automate tasks, and transform experiences for employees, managers, and HR leaders to achieve better business results. Josh Bersin, HR industry analyst and thought leader, will discuss the intersection of AI and skills and the urgent need for HR leaders to harness the power of talent intelligence and AI to attract, develop, and retain the best talent, including case studies that yield best practices for maximizing return on investment.

2. Explore Road Map Sessions and See What鈥檚 Coming

Get a front-row seat at  to hear what鈥檚 new and what鈥檚 coming with our talent acquisition, core HR and payroll, learning and talent management, employee experience management, planning and analytics, mobile, AI, and sales performance management solutions. See how the latest investments in user experience (UX) are making a difference and get a detailed look at what is planned.

Plus, learn about exciting technology innovations that support . Topics include integration, extensibility, security, system administration, and more. Attendees will have the opportunity to interact with product experts and ask questions during the live Q&A segment.

3. Experience Hands-On Lab Sessions

There is no better way to enhance your learning experience than with .* Discover how to configure and use our products while getting your questions answered in real time. Topics include writing business rules to automate processes with the 麻豆原创 SuccessFactors Employee Central solution, creating compelling stories in the 麻豆原创 SuccessFactors People Analytics solution, exploring the latest version of goal management, enabling your learners to share their expertise using collections in the 麻豆原创 SuccessFactors Learning solution, cultivating diversity, equity, and inclusion using 麻豆原创 SuccessFactors solutions, and more.

4. Discover Best Practices from 麻豆原创 SuccessFactors Customers 

from your peers for hiring using AI and automation, taking learner adoption to new levels with self-paced, mobile, and virtual learning, modernizing core HR processes in the cloud, creating value through AI-enabled HR, and so much more. HR leaders from companies such as Google, Delta Air Lines, Microsoft, PepsiCo, AMD, Lockheed Martin, BT Group, Coles, Mercado Libre, and many others will inspire you to think and act differently to ignite the potential of your total workforce. Plus, don鈥檛 miss the opportunity to engage in live Q&A with each of our customer speakers.

5. Meet 麻豆原创 SuccessFactors Experts and Have Fun!

For attendees who enjoy engaging in discussions with our product, services, and support experts in a small setting, we invite you to join to ask your burning questions and foster new connections. Make the most of various networking opportunities to engage with HR executives, peers, partners, industry analysts, and more. Plus, join us at TAO Nightclub for an exciting after-hours party on Tuesday, October 3. Come experience a night full of surprises, amazing food, and great music in a Balinese-inspired tropical oasis setting.

on October 2-4, 2023 at the Venetian Convention Center in Las Vegas, Nevada, and explore the so you can tailor your agenda according to your specific role and topics of interest. If you are unable to attend the event in Las Vegas, join us virtually by signing up for on October 4-5, 2023.

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

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

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

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

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

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

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

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

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

Building a Business Case to Support Moving HR to the Cloud

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

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

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

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

By harnessing the power of data-driven insights, businesses can connect talent to opportunities and gaps where and when they need 鈥� from inside, outside, or across the company. When we understand the ambitions and preferences of employees, we can give them agency over their personal development and career path while ensuring they build the skills that the organization needs today and in the future. This is how we connect people with skill development opportunities 鈥� from learning content to mentorships to temporary assignments. New product enhancements to manage skills and dynamic teams as well as to the overall user interface drive the core innovation of this release, among many other exciting features.

So run your race, build your future-ready workforce, and set yourself up to win with the 麻豆原创 SuccessFactors first half 2023 release.

Building Your Future-Ready Workforce

With this release, we continue to expand and deliver on our promise to help organizations build future-ready workforces.

Talent Intelligence Hub

Following the success of an initial six-month early adopter care program, we are excited to introduce the talent intelligence hub, which includes the growth portfolio and skills ontology announced at SuccessConnect 2022 as well as the attributes library. The talent intelligence hub serves as the data foundation for proactive people development, providing individuals with the ability to showcase who they are with little manual effort and powerful ways to connect them with professional growth and learning opportunities.

All customers will have access to these initial capabilities with our first half release in early adopter care, and when the innovation moves to general availability later this year, it will bring even more talent intelligence across 麻豆原创 SuccessFactors HXM Suite. In the meantime, organizations can begin to define the skills, strengths, styles, and preferences that can be added by employees to their growth portfolios, resulting in highly individualized recommendations in 麻豆原创 SuccessFactors Opportunity Marketplace, 麻豆原创 SuccessFactors Learning, and dynamic teams, among others.

Dynamic Teams

Today, it鈥檚 so common for work to happen outside of traditional organizational structures. Therefore, it鈥檚 critical that organizations have transparency into what work is getting done and how. The dynamic teams functionality also launched at SuccessConnect 2022 will advance from early adopter care to general availability in this release.

We鈥檙e also further building on dynamic teams鈥� capabilities: team members will now be able to link objectives and key results (OKRs) to their personal performance goals, giving managers improved line of sight into the contributions of their employees. Organizations will also be able to gain greater visibility into the contributions of dynamic teams toward organizational outcomes through ready-made report stories on team structures, OKRs, and progress tracked across lines of business and departments.

Opportunity Marketplace

We are introducing the ability for employees to search and filter opportunities based on their growth portfolio attributes such as skills and aspirations within 麻豆原创 SuccessFactors Opportunity Marketplace. In addition, job postings from 麻豆原创 SuccessFactors Recruiting can now be surfaced as recommendations to support an increased focus on internal mobility.

Engaging with Elevated Experiences

Our commitment to building employee experiences that value every person every day through efficiency, individualization, and opportunity shows up in a major way with this release.

User Interface

In this release, the Horizon visual theme is turned on by default, delivering a simple, modern, and elegant user interface. This visual change, designed to increase employee engagement, will be applied to all employee-facing pages by the end of 2023.

Digital Workplace

We have taken a huge leap forward in our vision to bring quick and high-value HR actions into the flow of work. With new APIs and adaptable frameworks, we are meeting employees where they do their work by delivering 麻豆原创 SuccessFactors experiences to workplace technology tools. In Microsoft Teams, employees can now trigger actions, such as giving or receiving feedback, directly from a Teams message.

We are also bringing these quick and high-value HR actions into 麻豆原创 SuccessFactors Work Zone to allow users to leverage existing to-do and engagement content directly within their workspaces. By prompting users to take direct action, tasks can be quickly and easily completed from a single place. For example, engagement cards for onboarding can prompt new hires to complete key tasks to help keep the onboarding process on track.

There are plenty more innovative features and additions available in the release, including:

• Mobile features: A new offline learning capability allows employees to complete learning assignments, even without an Internet connection. Progress and course completion are automatically updated when the mobile device is back online. We are also pleased to introduce support for mentoring capabilities within our mobile application, enabling employees to browse, sign up, store match preferences, and connect with mentors directly.
• Onboarding: To simplify and streamline the hiring process, we are extending the configurable new hire functionality to 麻豆原创 SuccessFactors Onboarding. This customizable approach to new hire data collection helps save time and improve process efficiency. We are also introducing new functionality to address several customer requests, including new custom notification triggers that provide additional flexibility for e-mail notifications, homepage enhancements in offboarding, and configurable due dates in onboarding.
• Core HR: With this release, we are introducing a configurable template for concurrent employment in 麻豆原创 SuccessFactors Employee Central. This release also includes many enhancements to localized country versions, improving data quality in supported locales.
• Absence management: We are improving the employee experience by providing more contextual information at the point of entry, including a view of leave entitlements and links to policy documents and external resources. We are also improving the administrator experience by introducing a new user interface (UI) for work schedules, which provides a list view of schedules by day.
• Time tracking: We are expanding support for complex time valuation. We are introducing the ability to define rest periods between a clock out and clock in for shifts, helping organizations comply with mandatory work requirements. Additionally, we have made improvements to public holiday handling with the ability to define work patterns.

All these and more features to help your organization build its future-ready workforce are available in our first half 2023 release, in preview today and production on June 2. Watch the and view the 麻豆原创 SuccessFactors first half 2023 release for more information.

Amy Wilson is senior vice president of Products and Design at 麻豆原创 SuccessFactors.

And once in a lifetime, that means undertaking one of the largest cloud transformations 麻豆原创 has ever seen.

In December, 麻豆原创 SuccessFactors completed a massive transition of our cloud solutions, migrating customers from legacy data centers to our next-generation infrastructure, state-of-the-art hyperscalers, and 麻豆原创 Converged Cloud. This investment enables accelerated growth while improving security, reliability, and enhancing end user performance.

To give you a sense of the scope of this program: we built six new points of presence, decommissioned nine data centers, and migrated more than 7,000 customers, over 2,000 payroll systems, and about 150,000 tenants across five continents. This was the biggest program I have ever seen in my 30 years as a technology executive 鈥� a true moonshot.

Human and technical innovation emerged to help us reach our goal 鈥� we built automation, improved our database topology, and improved file storage and various other things to increase consistency, improve performance, and reduce cost. In addition, we also lived our human experience management (HXM) culture, leveraging to upskill and adapt to the emerging needs of the business.

Unlocking the Intelligent Enterprise

Of course, this entire program was not just about infrastructure, it was about increasing our innovation velocity and accelerating the value of the for our customers and partners. Having a consistent, next-generation cloud infrastructure enables us to making better use of , improving end-to-end integration across the entire lifecycle.

And of course, this also creates the foundation for our , data-driven, individualized experiences that enable growth, foster belonging, and value every person every day. Achieving on this initiative will also present opportunities to level up broadly across our product set moving forward, including setting ourselves up for and other 2023 priorities.

This project could not have been achieved without the support of our customers and partners. Throughout the process, we held dozens of customer webinars for thousands of attendees. We also developed a cutover methodology to transition customers while minimizing risks, with existing infrastructure remaining untouched听during the build, prepare,听and test phases. The trust our customers and partners placed in us allowed us to work diligently and efficiently, and many conversations I鈥檝e had with them shows how excited they are to have such a successful result.

The Next-Generation Cloud Delivery campaign was truly a herculean effort with a single goal 鈥� continuing to improve the 麻豆原创 SuccessFactors experience so together we can change work for good.

Meg Bear is president and chief product officer of 麻豆原创 SuccessFactors.

For too long many companies have taken advantage of their people, simply because they could or because they were too slow to recognize the importance of culture and leadership. The power dynamic has shifted from government to employer to employee to a whole new power base and hierarchy: employee to employer to government. Add to this severe talent pool shortages brought about by demographics, geopolitical change, digitalization, and a new generational attitude to formal sector employment 鈥� in short, a shift to the experience economy around late 2016.

Companies most impacted by the Great Resignation are those with attitudes like 鈥淚f you don’t like it here, you can get a job somewhere else,鈥� those that don鈥檛 treat their people like human beings but rather as disposable capital line items. Frontline workers suffered the most in the past, but since 2014 the power balance tipped more and more to these employees and away from leaders and the organization鈥檚 human capital management (HCM) function. What we’re experiencing now is the first of a potential series of great corrections 鈥� and the risk of not addressing it poses a serious sustainability and growth risk for companies.

The workforce across all ranks now has much more power and influence. After the pandemic, many employees are now saying 鈥淚 don’t want to be treated this way and I would rather have no job than this job!鈥欌�� Prior to the pandemic, fear of the unknown was enough to keep somebody in an 鈥淥K鈥� job. But, people were furloughed, some lost their jobs, and many who didn’t lose their jobs were still distressed and fearful. Suddenly, the unknown became a lot less scary, and when employers now offer them 鈥淥K鈥� and 鈥渦nknown,鈥� they are choosing 鈥渦nknown.鈥� It is no surprise that so many people are leaving their jobs.

The Great Resignation is a sustainability warning to companies that have not focused on culture and leadership for a while. It is a great opportunity to double down to give people a workplace with a culture and climate in which they want to work and want to do the kind of work they feel is meaningful to themselves and their company.

The workplace is an environment of the leadership and employer鈥檚 own making. Employee experience affects all levels, not just junior employees but also more senior leaders whose high number of resignations is being coined the Grey Resignation. The Grey Resignation will hurt business as much as the Great Resignation.

When most leaders speak of challenges in finding the right talent, there鈥檚 a greater than average chance that they鈥檙e really talking about digital skills. This is understandable: we largely operate in and are moving further towards a digital world. In this digital world, organizations need the ability to create experiences that keep customers returning and employees engaged. This also means an increasing reliance on the organization鈥檚 ability to rapidly and successfully deploy new applications and services, based on leading technology.

However, there is more than one elephant in the room. One is that the skills needed are often the preserve of young people. The assumption is that the valuable digital skills are based on the technology with which those newer to the workforce grew up. These capabilities are highly prized and, if they can鈥檛 be obtained through hiring, can be developed through training programs for young people.

Yet while there is certainly appetite for employers to provide up- and reskilling support to those newer to the workforce, it is a benefit that is highly valued across all demographics. According to a听, more than half (57%) of all workers say they are 鈥渆xtremely鈥� or 鈥渧ery鈥� interested in participating in upskilling programs, with 听53% of those aged 55 and above view upskilling as 鈥渧ery鈥� or 鈥渆xtremely鈥� important.

And yet it is the latter that are rapidly exiting in the workforce. This Grey Resignation represents a huge loss of talent, experience, and networks that cannot be easily replaced. For the most part, businesses are in danger of overlooking this before it is too late. The issue is exacerbated by culture debates and oversteer policies in an accelerated attempt to rectify diversity and inclusion targets since historically the older worker will predominately identify as male.

Why can鈥檛 older talent be easily replaced? Because so much of their capability is founded in deep-rooted experience and knowledge that is not easily collated and shared by formal means or automation. Some industries have been struggling with this brain-drain for several years, even those at the forefront of innovation such as the technology sector, where even losing the few people that understand how legacy systems work can raise a major barrier to technological progress.

Losing inherent knowledge and experience is always a concern whenever a person leaves. When a whole demographic heads for the door, it has the potential to be catastrophic, both for the employer in question and the wider ecosystem.听 Relationships between customers and suppliers can start to break down as all the informal working practices 鈥� the bonds built up over time 鈥� disappear in an instant. These are intangible and hard to identify, let alone track, but they are a key part of commercial success and so they must be protected.

It鈥檚 important to understand the drivers behind the Grey Resignation. Some are like those mentioned above: a pandemic-prompted realization that the old ways of working do not fit with modern life, that the unknown is actually not as scary as once thought, or simply a deeper understanding of what they individually want to get out of work and life.

Like every other demographic, older workers have been exposed to new approaches to work since 2020. For some, it will have been a blip; others may well have found that remote or hybrid working suits them better.

This could be particularly true for employees that have had to balance demanding careers with caring for both elderly parents and helping with young grandchildren. The door to a more balanced way of life has been opened and people do not want to move backwards.

Some have felt forced out by changes in management and a need to cut costs during lockdowns. Voluntary redundancies and early retirements were common options during this time of urgent fiscal prudence, with many older workers feeling pressured to leave the workforce while their younger colleagues were put on furlough.

These insights are broad, and specific analysis is required in every company where there will be patterns and variations between sectors and, especially within different business functions, demographics or geographies of the companies themselves. As such, employers will need to proactively gather information to build a clear picture of what the specific drivers and motivations are that make it hard for them to retain experienced talent.

Some businesses might already have a good understanding of what鈥檚 driving out their experienced employees, but for many the mass exits may be unexpected. 听Clearly if these companies wish to grow, this sustainability issue needs to be addressed:

• Analyze and prioritize what鈥檚 happening on the ground and why particular groups of employees may have resigned. Predict which remaining employees are at risk of leaving (flight risk analysis).
• Identify demographically similar groups of employees.
• Determine priority and build tailored flight risk mitigation approaches for each demographically similar group of high flight risk workers, based on their motivational drivers to leave the business.
• Base remediation plans on each individual employee’s motivation to possibly leave the business.

How Can 麻豆原创 Help?

There are several 麻豆原创 products that can help and their value is, not least of all, that they can integrate natively with one-another:

can help transform people data consolidated from multiple sources as a trusted demographics data source and identify demographically similar groups of employees.

Experience insights gathered from employee feedback to measure sentiment, satisfaction, and engagement (the greatest predictor of flight risk) can be conducted with Employee Experience Management Solutions from 麻豆原创 and Qualtrics. ^听

Predictive capabilities in can leverage employee survey results to create a flight risk prediction, like 鈥渨ho might leave the business and why?鈥�

Armed with demographically similar groups of employees and a tool that predicts who might leave and why, organizations can then design a series of specific talent management remediation strategies to stave of potential further resignations.

Implementing each of the integrated human experience management (HXM) approaches identified to prevent resignations is the sweet spot and strength of . This is also the same world-leading integrated talent management toolset that is best placed to transform the culture and climate in the organization to help ensure future bulk resignations are far less likely.

Learn more at .

Kim Fischer is people analytics architect at 麻豆原创 SuccessFactors.

The 麻豆原创 SuccessFactors second half 2022 release, which is available for preview today, introduces new innovations focused on empowering organizations to create an agile and future-ready workforce in a rapidly changing workplace as well as further investments for individualized experiences and agile and compliant HR.

Creating a Future-Ready Workforce

In the face of increasingly complex and more urgent transformations, organizations must accelerate their talent development at scale. At the core of such adaptability is an understanding of the skills organizations need to build and grow. As part of our early adopter care program, select customers will have access to skills ontology, growth portfolio, and dynamic teams, which work together to deliver greater intelligence on the skills and capabilities that currently exist and are needed within an organization.

The skills ontology is a major advancement for 麻豆原创 SuccessFactors that鈥檚 connected to global skills databases to help ensure that organizations have a comprehensive and up-to-date view of the most important skills for their workforce. It delivers machine learning and artificial intelligence (AI) powered recommendations to employees about relevant and trending skills to prioritize for development.

The growth portfolio, also part of the early adopter care program, is how employees can reveal their skills, capabilities, education, language proficiencies, and certifications. In the second half release, this data will connect employees to the most relevant assignments in . While the skills ontology gives organizations the ability to align talent development to the ambitions of the organization, the growth portfolio enables employees to align their own talent development to their ambitions.

Dynamic teams is also part of the 麻豆原创 SuccessFactors foundation and available to all customers. Within organizations today, there are countless teams that exist outside of traditional organizational structures 鈥� groups of people that work cross-functionally on a project for a certain amount of time. The dynamic teams functionality can provide organizations with visibility into these teams as well as tools to help manage and assemble teams. Team progress can be measured using objectives and key results (OKRs) and employees can find a dynamic team within 麻豆原创 SuccessFactors Opportunity Marketplace to help learn new skills and continue to grow their career. This transparency within the organization levels the playing field and creates equal opportunity for employees.

With richer data and greater talent intelligence, organizations can help ensure that employees are connected to the most relevant talent development opportunities that are aligned to the ambitions of employees and the needs of the organization. Skills ontology, growth portfolio, and dynamic teams provide significant updates to the foundation of 鈥� built into what customers already have instead of requiring an entirely new solution.

Some more exciting features for our second half 2022 release are around individualized experiences and agile and compliant HR, including:

• Chosen name and personal pronouns: As part of our commitment to diversity, equity, and inclusion, we are taking important steps to help every individual be seen and valued. People can now indicate their chosen name, personal pronouns, and gender directly within the people profile. This information is displayed consistently across 麻豆原创 SuccessFactors solutions 鈥� from recruiting to learning, helping to foster a greater sense of belonging.
• End-to-end visual redesign: We are enhancing the overall look and feel of 麻豆原创 SuccessFactors by implementing the Horizon visual theme for 麻豆原创 Fiori. This new theme enhances consistency while delivering a more informed and streamlined product experience. Employees will find nearly every element of the solution updated with new colors, typography, iconography, layouts, and visual hierarchy focused on intent and success. We remain on track to have every employee-facing 麻豆原创 SuccessFactors experience unified with the theme by the end of 2023.
• 麻豆原创 SuccessFactors Work Zone guided onboarding experience: By bringing together 麻豆原创 SuccessFactors solutions and third-party integrations, organizations can more efficiently handle an array of complex onboarding processes. This new feature helps ensure that employees receive individualized experiences, even before their first day. Covering key phases of the new hire journey, the guided onboarding experience for helps provide the tools and information employees need, both before and after hiring.
• Cross-system workflow capability: We are unveiling a new cross-system workflow capability for processes that involve multiple users from multiple systems, such as 麻豆原创 SuccessFactors Employee Central and the payroll component of 麻豆原创 ERP Human Capital Management. A guided activity framework for key processes enables our on-premise customers to more rapidly unlock the value of the cloud with 麻豆原创 SuccessFactors Employee Central and the latest HXM innovations while maintaining and progressively moving on-premise processes to the cloud over time.
• Time management enhancements: We are continuing to enhance our capabilities in time management with the much-anticipated ability to export leave events into calendar applications along with better support for public holidays and handling of grace rules. Time administrators can now copy time-related configuration objects, reducing the need for manual duplication during configuration. In addition, temporary work schedules and absence information on a per day basis will now be available for reporting in 麻豆原创 SuccessFactors People Analytics.

All these and many more exciting features will be available in our 2H 2022 release, in preview today and production on Friday, December 9. Please watch our for more information.

Amy Wilson is senior vice president of Products and Design for 麻豆原创 SuccessFactors.

Here are a few takeaways from this year鈥檚 SuccessConnect.

Build a Future-Ready, Sustainable Workforce

The world is experiencing changes and economic pressures not seen in decades, including high inflation, a competitive labor market, and low unemployment. For talent development to be sustainable and impactful, HR leaders need a clear understanding of their workforce capabilities to ensure their people are properly skilled, engaged, and aligned to the right opportunities so that everyone can reach their full potential at work.

This was a key theme of the听, where Amy Wilson, senior vice president of Products and Design for 麻豆原创 SuccessFactors, showcased the latest innovations to focused on enabling organizations to solve the skills gap of today while expanding opportunities for all workers. Product demonstrations shed light on how bringing together data, machine learning, and artificial intelligence (AI) can provide organizations the necessary talent intelligence to align their people to the changing needs of the organization while enabling personal growth that鈥檚 more equitable.

The Time for HR Digital Transformation Is Now

Legacy HR systems often can鈥檛 keep up with the demands of a more permanent hybrid workforce model, ongoing market needs, and employee expectations. Investing in talent alongside technology is equally important to scaling HR operations for long-term growth. Special guest听Josh Bersin, global industry analyst and CEO of The Josh Bersin Company, joined Meg Bear, 麻豆原创 SuccessFactors president and chief product officer,听for the to discuss how organizations can develop their people to meet the emerging demands of the future of work and the role of technology in transforming how organizations both support and empower their people.

At the event, shared how it was able to transform its global HR infrastructure within just three years through the adoption of 麻豆原创 SuccessFactors solutions, optimizing the employee experience. HEINEKEN was proud to highlight that its workforce has fully embraced the new data-driven HR program, with a 95% user adoption rate. In addition, Stacie 鈥婳verbaugh鈥�, group vice president, Product听Management, 麻豆原创 SuccessFactors鈥�, led an session where she shared exciting innovations related to suite integrations, extensibility, security, system administration, analytics, and more.

A Powerful Cloud Foundation Drives Value Realization at Scale

Establishing a cloud-based HR foundation delivers value for both HR and the business. Organizations that enjoy successful HR cloud transformations , including higher productivity, increased employee engagement, improved data security, and greater cost efficiencies. At the event, Group Plc. outlined how it embarked on a global transformation, positively impacting thousands of employees across multiple countries. Now the company provides talent management capabilities at scale with 麻豆原创 SuccessFactors solutions, realizing the benefits of hyper-automation and mobile-enabled services in increasing efficiency and delivering an excellent employee experience.

Details on moving HR to the cloud were also front and center as part of this where attendees learned about the investments 麻豆原创 is making to meet customer needs plus key resources including guides, tools, assets, and an ecosystem of partners. Also at the center of the discussion were the available transition paths and tips for determining what may work best for your business when it comes to successfully migrating to the cloud.

Connect HR with the Rest of Your Business to Improve Performance

Your people impact every aspect听of your business, from production to sales, finance, and more. But when your organization is lacking a strong connection between HR and other business operations, your opportunity to improve business performance is hindered by latent data, incomplete insights, and siloed processes and experiences. This disconnected and reactive operating model is quickly becoming obsolete. Organizations of all sizes are making the shift to a connected cloud HXM and enterprise resource planning (ERP) approach to achieve better for their organization and their people. It all starts with having a single source of real-time data that allows business leaders to make more informed decisions from workforce supply and demand plans and forecasts to diversity and turnover.

Carrie鈥� Klauss, 鈥媎irector of Solution Marketing, 麻豆原创 SuccessFactors solutions, brought this to life as she shared a number of insights from 麻豆原创 SuccessFactors customers that, through , have broken down the silos to achieve better data and insights, better processes, and better employee and customer experiences. As Klauss said, 鈥淭his is when real change comes 鈥� when you can change work for good, both for your business and your people.鈥�

Everyone Plays a Role in Co-Creating an Inclusive Future of Work

People are the critical element to moving business forward. When you make it possible for people to bring their authentic selves to work every day, you create the kind of engagement that drives a better business and a more sustainable world. During the at SuccessConnect, Baratunde Thurston, writer, producer, and TV host, led an engaging discussion with thought leaders from Microsoft, The Female Quotient, and 麻豆原创 focused on how leaders and employees can co-create a future of work that cultivates new levels of engagement, productivity, well-being, and innovation by building a culture of purpose and belonging.

Couldn鈥檛 attend the in-person event? Be sure to access select road map sessions, product demos, and other content now听.

Lara Albert is global vice president of Solution Marketing at 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.

Moving forward, the most effective leaders will be able to support a constantly changing workforce in light of fast-moving market dynamics. They鈥檒l prioritize an organizational culture that focuses on individuals and creating experiences at work designed around each person鈥檚 evolving needs and motivations.

At听, we鈥檙e coming together to discuss what employees need now, what work looks like tomorrow, and new ideas to change work for good. Attendees will learn best practices to attract and win the best talent, develop a future-ready workforce, and manage and pay their teams with agility. Product experts and thought leaders will share tips for accelerating innovation in the cloud and bridging HR across the business to improve processes and efficiency while creating the kind of experiences that unlock more potential from your people.

For new or longtime 麻豆原创 SuccessFactors customers as well as companies looking to make a move, here鈥檚 what to expect at this year鈥檚 SuccessConnect.

1. Join the Keynote and See 麻豆原创 SuccessFactors Solutions in Action

The 麻豆原创 SuccessFactors leadership team will take the stage to share new data, new product innovations, and new customer stories that demonstrate how we can change work for good. Aaron Green, 麻豆原创 SuccessFactors marketing and solutions officer, will share our vision and strategy and unveil new data around people sustainability. Amy Wilson, senior vice president of Products and Design for 麻豆原创 SuccessFactors, returns for a highly anticipated session to showcase the momentum behind the latest innovations that empower individuals to reach their full potential at work. Plus, Meg Bear, 麻豆原创 SuccessFactors president and chief product officer, will join Josh Bersin, industry analyst and thought leader, to discuss the importance of skills and how they correlate directly to organizational growth and the power of connecting HR with supply chain, finance, sales and marketing, procurement, and more to create a more empowered workforce and profitable business.

2. Explore Road Map Sessions

Get a front-row seat at our to hear what鈥檚 new and what鈥檚 coming with our core HR and payroll, talent management and learning, analytics and planning, and sales performance management solutions. Also, learn about the exciting innovations in the technology foundation that supports 麻豆原创 SuccessFactors Human Experience Management Suite. Topics include integration, extensibility, security, system administration, and more. Product experts will engage in live Q&A sessions as part of their presentations.

3. Discover Hands-on Lab Sessions

For attendees who enjoy hands-on learning, there is no better opportunity than the .* Discover how to configure and use our products and get your questions answered in real time. Topics include writing business rules to drive behavior for custom cards on the new, reimagined homepage, creating compelling stories in the 麻豆原创 SuccessFactors People Analytics solution, choosing the best performance form rating option for your organization, building an engaging and outcome-based learning experience using standard or custom tiles and custom landing pages, and more.

4. Learn Best Practices from 麻豆原创 SuccessFactors Customers听

about practical tips for automating recruiting, optimizing the employee HR experience, migrating from the 麻豆原创 ERP Human Capital Management solution to 麻豆原创 SuccessFactors solutions to take full advantage of the cloud, elevating the skills of your workforce with agile learning, keeping people and organizational culture at the heart of HR transformation, and so much more. HR leaders from companies such as Heineken N.V., PepsiCo, Whirlpool Corporation, Paramount, American Airlines, and many others will inspire you to think and act differently to help ensure your employees are happier and your organization performs better. Plus, engage in live Q&A with each of our customer speakers.

5. Meet Up with Your Peers and Have Fun!

There is no better way to connect with your peers than in person. Grab a drink and join these听 to exchange information, share knowledge, and make new connections. Take advantage of the many other networking opportunities to engage with HR executives, peers, product experts, partners, industry analysts, and more. Plus, join us for an exclusive evening event at Tao Beach, the hottest club in Las Vegas, on Tuesday, September 13. Come experience a night full of surprises, amazing food, and great music in a Balinese-inspired tropical oasis setting.

on September 13-14, 2022, at the Venetian Convention Center, Las Vegas, and explore the . Registration for specific sessions goes live in mid-August.

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

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

The company鈥檚 origins date back some sixty years when Swiss immigrant, Hans Epprecht, started his store-to-door cheese delivery business. The company gradually expanded their packaging and manufacturing capabilities with additional facilities. In 2015, the company set out an ambitious growth plan that would increase the workforce by more than 50%.

Today, 4,000 employee-owners at eight facilities continue the tradition of providing high-quality cheeses and exceptional customer service to retailers and foodservice operators across the country.

Recovery from Growing Pains

With rapid growth came the need to reevaluate the company鈥檚 HR processes. Great Lakes Cheese could no longer support the employee experience using folders and filing cabinets. To become more efficient and scale to match the company鈥檚 expansion, a major digital transformation was in order.

Great Lakes Cheese chose to serve as its one-stop shop for all HR functions 鈥� from recruiting and onboarding to payroll and training. But as Brian Shellhorn, HR information systems manager at Great Lakes Cheese, would tell you, planning, implementation, and overseeing stakeholder engagement didn鈥檛 come easy.

Shellhorn and 麻豆原创 partner Capgemini played pivotal roles in the change management process as the company made the transition to 麻豆原创 SuccessFactors HXM Suite. Not only did he need full leadership buy-in, but also for stakeholders and end-users to be on board 鈥� all comfortable with the new solution and confident in how it would help them in their jobs.

Post-Implementation Adoption

When they first went live with the suite, Shellhorn and his team visited each Great Lakes Cheese location to improve the employee experience by connecting with and helping employees log on for the first time. From there, they facilitated adoption by guiding employees step-by-step through the new system, including how to check crucial information such as paychecks and benefits.

With the adoption of 麻豆原创 SuccessFactors HXM Suite, Great Lakes Cheese has been able to realize a number of great benefits. One key result has been the drastic reduction in paper used in HR processes.

Shellhorn confirmed approximately 80% of paper was removed. Naturally this was a win from both cost and sustainability perspectives. But it was also a relief for employees who would frequently encounter frustrations over not being able to find or retrieve the correct documents if they weren鈥檛 physically sitting in the office. Considering the impact the recent global pandemic has had on how we work, this digital transformation has proven to be a major victory 鈥� allowing employees to have access to all of the information they need regardless of where they are located.

鈥淓verything is consolidated into one place, which was a huge goal of ours,鈥� said Shellhorn.

New Employee-Friendly HR Processes

The improved efficiency from new, streamlined HR processes has been empowering for employees, who appreciate more self-service options. Shellhorn personally enjoys watching them learn and 鈥渟eeing the light bulbs come on with people鈥� when they realize that they have a one-stop shop that allows them to easily tap into all of their HR needs. 鈥淭hey have the access and the power to do what they need to do without relying on three other people or an e-mail or a meeting. What used to be a meeting is now just a couple of clicks,鈥� says Shellhorn.

In their early efforts to support employee adoption, Great Lakes Cheese installed kiosks in break rooms, connecting people to the suite in an attempt to make it even more accessible.

To Shellhorn鈥檚 surprise, however, they found that employees were more likely to check HR information like their paychecks and benefits on their phones. It was quickly discovered that as much as 70% to 75% of their traffic came through mobile devices.

So, they had to start thinking from a mobile perspective 鈥� a shift that 鈥渞eally has changed the way that we do business internally,鈥� according to Shellhorn. While the preference for mobile may not have been expected, Shellhorn and his team weren鈥檛 about to ignore the numbers. After all, a vital component of change management is taking employees鈥� opinions and behaviors into consideration.

Indeed, Shellhorn emphasized that the success of the change management plan stems from giving employees a voice and including them in the process.

鈥淚f there鈥檚 one thing that I鈥檝e learned in my past is that people are willing to put up with a lot more in their change when they understand why this decision was made,鈥� says Shellhorn.

Listen to the second episode of The Download with 麻豆原创 podcast hosted by Babatunde Ojo and featuring Brian Shellhorn .

Jim Vienneau is North America regional head for Customer Success Services HXM at 麻豆原创.

Unfortunately, frustration is growing on the other side of this cloud adoption boom. In a听听survey, 53% of surveyed executives believe their organizations have yet to realize substantial value from their cloud investments, even though 56% view it as a strategic platform for growth and innovation.

As with any digital business transformation, cloud technology is a critical enabler. It connects systems, data, devices, and emerging technology to allow companies to operate more quickly, innovatively, and with more agility. However, and more importantly, the cloud offers people and their organizations a gradual approach to creating and establishing lasting change in how they work.

Closing the Cloud Value Gap to Drive True Change

There is great power in allowing people to choose how they transition to new technology 鈥� but not everyone is ready to take the leap all at once. Using technology to evolve how employees think, collaborate, and work enables organizations to align their digital strategy with business needs, address the next digital talent divide, and advance business goals as they shift. Ultimately, they build a level of trust that compels people to embrace change more openly.

For that reason, some organizations view the cloud as a viable, long-term choice for HR transformation. The modular nature of cloud-based human experience management (HXM) technology, such as听, allows organizations to take a step-by-step deployment approach. They can choose to deploy one module at a time, allowing users to adapt their work habits gradually. Then, adoption can be expanded slowly to eventually cover the entire employee life cycle fully in the cloud.

Yet, one of the challenges most companies face is knowing and understanding which deployment options can best help them move at their pace to the cloud. In short, there are three to consider:

Talent Hybrid
A first entry point for cloud adoption that delivers immediate value is running talent management in the cloud and maintaining processes for core HR, payroll, time management, and benefits on premise. By using talent management solutions and people analytics, HR organizations can adjust or completely reimagine recruiting, onboarding, performance and goals management, compensation, learning, and succession.

Core Hybrid
The core hybrid option is recommended for HR organizations that want to move their HR core processes to the cloud but keep payroll and time management on premise. This deployment approach allows HR leaders to rethink their talent management capabilities, as done with a talent hybrid. Organizations can add cloud-based personnel administration and organizational management solutions and integrate data with their existing instance of 麻豆原创 SuccessFactors HXM Suite. Then, they can keep the payroll and time management solutions from the suite on premise without disruption.

Often, organizations that embrace the talent hybrid or core hybrid approach will have further objectives related to the adoption of cloud infrastructure. In response, 麻豆原创 has developed a hybrid transition scenario, the 麻豆原创 Human Capital Management solution for 麻豆原创 S/4HANA Cloud, on-premise edition.

When using the solution, 麻豆原创 customers with complex time and payroll requirements are afforded the ability to move to 麻豆原创 ERP Human Capital Management (麻豆原创 ERP HCM) as a standalone or embedded in their enterprise resource planning (ERP) stack into 麻豆原创 S/4HANA Cloud, private edition. Plus, they can realize the full benefit from cloud infrastructure and subscription-based licensing. Furthermore, their deployment of human capital management applications for payroll, time, and attendance are left undisrupted.

Full Cloud
The full cloud option is what most companies envision when considering true HR transformation through a move to the cloud. HR organizations can bring together all their core HR-related data and applications 鈥� including payroll and time management 鈥� and move them all at once with a modern, cloud-based solution.

The move to a full cloud deployment approach for HR may seem daunting. But organizations can ease the transition by taking the time up front to identify the goals they wish to achieve through transformation and the value proposition associated with adopting cloud solutions, as well as consider risks realistically. These early measures can help ensure that the true benefits of 鈥済oing to the cloud鈥� are observed.

Some of the key benefits of a full cloud transformation include:

• Innovating quickly, meaningfully, and with a low total cost of ownership innovation
• Reimagining business processes and taking advantage of standardized best practices
• Eliminating the need to convert outdated and legacy HCM processes and solution configurations
• Adopting a complete set of modern, cloud-native capabilities that improve the speed and scale of HR processes and application experiences

While results such as immediate savings in operating costs and simplified contracting with the solution provider are compelling, users may need more time to fully accept the transition from on premise to the cloud before realizing additional value from the investment.

Advancing Every Stage of an Evolving HR Function

The more HCM-related processes managed in the cloud, the better the employee experience. Meanwhile, HR staff, organizational management, and executive leadership have the integrated employee data they need to make intelligent decisions in recruiting, skill development, future succession, and compensation competitiveness. This, in turn, enables businesses to better attract, engage, and retain top talent and inspire the entire workforce as HR evolves from managing people to optimizing the human experience of everyday work.

This perspective demonstrates the advantages of slowly moving HR to the cloud. Every HR leader has a specific destination in mind for transforming the employee experience and supporting it. But choosing the right processes, applications, and experiences along the way is challenging when locked in a specific environment 鈥� regardless of employee readiness. Instead, their organizations need to plan, imagine, and design the HR landscape in ways that are relevant, engaging, and productive to the workforce.

To help our customers reframe their concept of the cloud, 麻豆原创 offers the听 program. It empowers organizations with the on-premise 麻豆原创 ERP Human Capital Management solution to transition to cloud-based 麻豆原创 SuccessFactors solutions with a steady expansion of capabilities, as they are needed.

Supporting People in a Rapidly Changing World

Providing clear guidance, predictable outcomes, faster time to value, and access to tools, assets, and services helps ease and accelerate the complete migration journey with less complexity. Our customers can then advance their core HR capabilities with improved configurability and localization, such as supporting payroll innovation with little to no disruption and streamlining data integration between on-premise and cloud solutions.

And whenever a migration to the cloud is simpler and faster, HR organizations open themselves to new possibilities to rethink, readjust, and drive HR transformation that is powerfully relevant, meaningful, and timely.

Let us help make your cloud HXM migration as easy as possible.听

Sanlam knows that its company culture significantly impacts employee productivity, performance, job satisfaction, and commitment. Highly aware of the inestimable value its people bring to the company, Sanlam is committed to helping everyone develop their full potential to achieve even more. Its mandate and promise is 鈥淲e know that your worth is infinite and unique 鈥� and want to inspire you to realize this worth.鈥� Sanlam follows through by giving each of its employees the opportunity to make the most of who they are while they gain recognition, respect, and commensurate compensation for their capabilities and contributions.

鈥淥ur people are key in enabling the success and sustainability of our business,鈥� says Jeanett Modise, group HR director at Sanlam. 鈥淭o compete in a rapidly changing world, we need to attract the best people in the market and empower them to learn, lead, and live our shared purpose.鈥�

Delivering a Better Experience for All Workers

Previously, Sanlam鈥檚 decentralized business model resulted in a disjointed employee experience and limited talent mobility across the group. Disparate systems and data sources made reporting and analytics inconsistent, complex, and time-consuming.

Sanlam launched a HR shared services model using 麻豆原创 solutions to embrace a total workforce management strategy. From a single solution, Sanlam has been able to better manage and optimize the experience of all workers 鈥� both its permanent employees and contingent workers, who make up 28% of its South African workforce. The solutions make it easier for HR, vendors, and recruiters to find, procure, and manage external talent. In addition, Sanlam has bridged the gap between full-time employees and contingent workers in terms of experience and opportunities, helping to foster an inclusive and equitable workplace.

New insight into the skills and competencies of its employees is helping Sanlam to identify skills gaps and put programs in place to reskill and upskill its workforce for the future. For example, the company anticipates that many underwriting tasks will be automated using robotics. In response, it is investing in equipping underwriters with new competencies, such as forecasting and data analytics skills, so that they can take on new roles.

Sanlam鈥檚 reskilling program has proven such a success that the company was selected as a .

Capturing the Voice of the Employee

The importance of making employees feel heard is hard to overstate. By giving people a voice, organizations can create a culture of openness and feedback, build trust, and increase workplace happiness. Sanlam captures feedback from both permanent and contingent employees on a continuous basis, at key points across their life cycle. This insight enables the company to take specific actions to make improvements. For example, when employees commented on the need for better wellness practices, Sanlam reacted immediately, introducing new programs and policies to support employees鈥� health and well-being.

Meanwhile, group-wide reporting and advanced analytics for HR, finance, and other corporate data empower leaders make better data-driven decisions and help Sanlam to achieve its diversity and inclusion goals.

鈥淕reater visibility into the total workforce and enhanced transparency and reporting have enabled us to set recruitment and succession targets around race, gender, and disability,鈥� says Modise. 鈥溌槎乖� solutions are helping us to build a more diverse workforce, which we see as a critical factor for serving our diverse clients well.鈥�

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

As the only bank in Honduras with a nationwide presence through branches and non-banking counterparts, Banco Atl谩ntida remains one of the country鈥檚 leading financial services organizations and steers financial inclusion efforts by providing access to financial services to the otherwise unbanked population. In all, the bank serves more than one million customers through a large national footprint, including operations in El Salvador, Belize, Nicaragua, and Ecuador.

Banco Atl谩ntida credits its consistent leadership in key performance areas, such as deposits, to the experience and integrity of its employees. Cultivating a professional culture rooted in diversity and inclusion, Banco Atl谩ntida employs a multigenerational team from across Honduras. Strong ties with the community also loom large for this bank, with frequent corporate responsibility activities organized to help people in need.

Banco Atl谩ntida is a well-respected bank committed to meeting its clients鈥� needs by working with efficiency, agility, and innovation. The bank strives to promote access to financial services and financial education nationwide with convenience and high security standards.

Central to this commitment is the delivery of a positive experience for customers and employees alike. With COVID-19, this called for the bank to accelerate the deployment of its digital transformation strategy so customers could continue to complete their financial activities uninterrupted. And for the well-being of its employees, the bank implemented special programs and safety measures. This included a smooth transition to remote work while maintaining close contact with coworkers and their superiors through technological tools including interactive communication.

A major part of its digital transformation strategy involved streamlining its HR operations and improving how work gets done with people-centric processes that are enabled by unifying HR functions into a single user-friendly system. Specifically, the bank integrated its core HR database and .

Linking the 麻豆原创 SuccessFactors Employee Central solution with modern tools for learning, performance and goals, succession and development, recruiting, and compensation management, Banco Atl谩ntida established a single source of HR data truth. Self-serve tools free up its HR team from performing manual tasks and increase employee engagement by giving its people access to the information they need, when they need it.

Banco Atl谩ntida can also embed personal learning objectives and design courses specifically for people who are getting ready to take on a new role. All this functionality comes with robust reporting, allowing the bank to monitor training completions and identify knowledge gaps.

Reflecting on the HR transformation, Mar铆a Jos茅 Rodr铆guez, vice president of Human Resources at Banco Atl谩ntida comments, 鈥淥ur people have readily embraced the digital transformation of HR processes. Strategic initiatives such as succession plans and performance reviews are now monitored and executed digitally, and routine operations are easier than ever. For example, employees request paid time off through a virtual and speedy system, and they can access their customized learning experience whenever it suits them best.鈥�

鈥淚n the long term, we expect even more benefits from digital employee experiences, such as enhanced continuous performance appraisals, which will help us surpass client expectations and foster our company growth,鈥� Rodr铆guez adds.

In addition to its investment in advanced HR technology, Banco Atl谩ntida has migrated its enterprise data to . This provides the technology foundation to help meet the constantly evolving needs of its customers and enhance their experience with its financial services offerings.

As its customers become more confident conducting many of their day-to-day activities in a digital way, Banco Atl谩ntida will be well prepared to deliver constantly updated solutions, while its people will be ready to better meet customer needs.

To learn more about how Banco Atl谩ntida adopted human experience management software in the cloud, take a look at the business transformation study, ““

Discovery鈥檚 workforce of 12,000 talented professionals is the engine driving the company鈥檚 ambitions. As such, ensuring that its employees have the tools, support, and guidance they need to thrive is a top priority for the company.

鈥淗appy, informed, and empowered people make productive, engaged employees,鈥� comments Kammy Sing, group head of People Operations at Discovery. 鈥淲e鈥檙e always on the lookout for ways to better enable and support our people. Our existing processes generated complexity, high costs, significant inefficiencies, and high volumes of mundane administrative tasks. We needed to make a change and transform the services we provide to our people.鈥�

Previously, employees at Discovery had to call or e-mail HR managers to carry out routine tasks such as booking leave and holiday inquiries or accessing company policy information. Working in this way meant that HR professionals spent a large proportion of their working day dealing with routine queries and employees had no way of tracking the progress of their queries 鈥� creating a frustrating employee experience.

Recruiters at Discovery also had to deal with a high volume of low-value administrative tasks, such as conducting pre-employee background checks. As a result, the hiring process at the company was lengthy, expensive, and risked putting off talented candidates.

Discovery recognized that intelligent technologies and employee empowerment go hand in hand. Harnessing the power of cutting-edge robotic process automation (RPA) and virtual assistants, the company automated over 11,000 recruitment admin tasks and provided employees with almost-instant answers to their queries via intelligent chatbots. Employee productivity and satisfaction have significantly improved as a result. 鈥淏y putting HR in the hands of our employees with , we have created a culture of people empowerment,鈥� says Sing.

The project was so successful that it was selected among hundreds of other companies as a finalist of the 麻豆原创 Innovation Awards 2022.

With 麻豆原创 solutions, Discovery has reduced time-to-hire by 25% while also freeing up time for 37% of HR staff to develop new skills and focus on higher-value tasks. At the same time, the company has gained granular insight into every aspect of its HR operations, which has helped the company stamp out inefficiencies and realize cost savings of up to 鈧�1.3 million.

Sing concludes: 鈥溌槎乖� has helped us to bring HR into the 21st century and develop an even more supportive culture throughout Discovery. We look forward to working with both 麻豆原创 and our technology partners as we continue to develop and enhance the employee experience.鈥�

Lara Albert is vice president of Solution Marketing for 麻豆原创 SuccessFactors.

碍盲谤肠丑别谤 is a family-owned enterprise, and Founder Alfred 碍盲谤肠丑别谤鈥檚 strong belief that the company had a special responsibility towards its employees continues to this day. Florence Favrot, manager, HR Technology & Digitalization, confirms: 鈥淥ur people are at the heart of our success, so we place great value on providing a working environment that empowers employees to reach their full potential.鈥�

To provide the best workplace experience for all employees, 碍盲谤肠丑别谤 is overhauling HR, moving from disparate on-premise systems, localized processes, and spreadsheets to a fully digital, cloud-based HR system 鈥� a new global standard based on .

鈥淭he 麻豆原创 SuccessFactors portfolio ticked all the boxes in terms of functionality and fit in with our wider cloud strategy,鈥� says Favrot. 鈥淎cross the business, we are moving away from on-premise systems to take advantage of the flexibility and cost-efficiency of cloud computing.鈥�

碍盲谤肠丑别谤 began its HR transformation journey in 2018, deploying four solutions 鈥� 麻豆原创 SuccessFactors Recruiting, 麻豆原创 SuccessFactors Performance & Goals, 麻豆原创 SuccessFactors Succession & Development, and 麻豆原创 SuccessFactors Learning 鈥� for 12,000 employees in 67 countries, covering more than 90% of the workforce. In the coming years, the 麻豆原创 SuccessFactors solutions will be available to all 14,500 employees worldwide.

The company also recently went live with the 麻豆原创 SuccessFactors Employee Central solution, which now serves as the single point of truth for HR data globally. 碍盲谤肠丑别谤 chose PwC as its implementation partner and opted for a big-bang deployment strategy, rolling out the core HR solution to all 67 countries that were already using the other 麻豆原创 SuccessFactors solutions simultaneously. The company also worked closely with PwC to build an interface between the 麻豆原创 SuccessFactors Employee Central solution and an on-premise solution used in Germany. Due to the COVID-19 pandemic, the implementation was delivered remotely.

With operations all over the world, it is vital that 碍盲谤肠丑别谤鈥檚 HR function runs 24/7. The company now runs its HR technology in a hyperscale environment for maximum availability and scalability. This helps to minimize downtime and ensure that vital HR services run reliably for all employees, no matter where they are.

鈥淲ith the 麻豆原创 SuccessFactors solutions, employees benefit from the convenience and simplicity of self-service HR 鈥� enhancing the workplace experience and improving access to development opportunities,鈥� Favrot concludes. 鈥淢eanwhile, managers can recruit, develop, and retain the right talent to support the business as we continue to innovate and grow.鈥�

Lara Albert is vice president of Solution Marketing for 麻豆原创 SuccessFactors.