This award is听particularly听valuable as听it based听entirely听on听employees鈥� feedback and reviews, with no nomination process.听听

麻豆原创 UK was praised for its flexible hours with ample holiday time,听cutting-edge听technology, constant learning, employee work-life听balance听and supportive teams.听听

This is the third year in a row that 麻豆原创 UK has made the top 10听of Glassdoor鈥檚听Best听Places听to听Work听list听having placed 8th听in听2024 and then 4th听in 2025.听

We听are proud to have won and听would like to extend our gratitude to 麻豆原创 UK & Ireland听team听for continuing to share their experiences, and听for听helping听create听the company culture that was celebrated in our Glassdoor reviews.听

Read about our other recent employee focused awards听here.听

The post 麻豆原创 is the #1 Best Place to Work in the UK appeared first on 麻豆原创 UK News Center.

In her new position, Spinelli is at the helm of 麻豆原创鈥檚 business in EMEA, driving business growth and innovation adoption for 麻豆原创 customers in close collaboration with product engineering, services and with 麻豆原创鈥檚 partner ecosystem, empowered to deliver 麻豆原创 solutions, following 麻豆原创鈥檚 methodologies to deliver value and outcomes. She is poised to lead the business to the next level, strengthening a value-driven relationship with 麻豆原创鈥檚 partners across EMEA and helping customers accelerate their digital transformation.

Spinelli succeeds, who was appointed to 麻豆原创鈥檚 Extended Board as Chief Revenue Officer APAC, EMEA & MEE in February. On the Regional President appointment, Raptopoulos says, 鈥淎ugusta is a dynamic and insightful leader with a true passion for our customers鈥� success and brings a wealth of experience to her new role. She has an extraordinary track record of innovation and execution and has accumulated deep industry expertise while helping countless businesses around the world accelerate their digital transformation.听 I鈥檓 excited to see her continued commitment to empowering 麻豆原创 customers and partners to thrive in dynamic markets and looking forward to her leading the amazing EMEA team to new heights.鈥�

A technology veteran and established business leader with more than 30 years of experience – both globally and in the EMEA space, Spinelli was most recently EVP and Global Head of 麻豆原创鈥檚 Adoption Services Center, where she played a pivotal role in driving adoption of 麻豆原创 solutions at scale. She joined 麻豆原创 in 2001 as a production planning consultant, growing from within the company and extended her leadership profile in varied expert and management roles, spanning both sales and delivery, across numerous countries and cultures. Prior to her global roles, she was most notably Services General Manager in Europe, Middle East and Africa, gaining strong familiarity with many of the EMEA markets and customers. Augusta holds a master鈥檚 degree in Industrial Technology and Engineering from Politecnico di Milano, Italy and is based in Dubai, UAE.

鈥淚 am deeply honored to step into this role at such an exciting time in our industry and for 麻豆原创,鈥� says Spinelli. 鈥淚鈥檓 thrilled to be joining the talented team of 麻豆原创 professionals in EMEA, recognised for their innovative capabilities and focus on consistently delivering customer value.听 The EMEA region is rich in diversity and opportunity, and I look forward to delivering value to our customers through our AI-first, Suite-first strategy, in close partnership with our thriving 麻豆原创 ecosystem, while continuing to foster a culture of high performance, accountability and mutual trust.鈥�

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Earlier this year, we secured the 8th spot in . This list reveals where employees love their jobs, and 麻豆原创 surpassed hundreds of thousands of other employers to claim this prize.听 As the award is drawn from direct employee feedback, it demonstrates our supportive working culture, strong social responsibility, and competitive benefits.

麻豆原创 UKI’s commitment to inclusivity is highlighted by our recent upgrade to a in the government led 3 level scheme. This is part of the Government鈥檚 Disability Confident campaign which aims to remove barriers, increase understanding and ensure that disabled people have the opportunities to fulfil their potential.

The whole team is proud to be recognised for our efforts in promoting inclusivity within our organisation. Inclusivity is prioritised in our recruitment and training processes, and we encourage our extended suppliers and partners to become Disability Confident.

Various measures have been carried out to earn this recognition including making adjustments during the attraction and assessment phases for all levels of employment. As part of this, there are physical, mental health, and neurodiversity accommodations such as additional time for tasks and quiet spaces for candidates. Training is offered to managers internally to raise awareness of this. Employees are supported with HR services, EAP, private healthcare, and a D&I employee network group. Also, there is active promotion of Disability Confidence during customer and partner-facing events.

Nurturing talent is a focus at 麻豆原创 UKI and we placed #13 out of 100 top employers by RateMyApprenticeship鈥檚 Best Employers and Training Providers 2024-25. This demonstrates the success and our commitment to our apprenticeship scheme, which continues to grow. Our second cohort of Creative Design Degree Apprentices started their journey with us in September.

These recognitions not only mirror 麻豆原创鈥檚 ethos of elevating every employee but also reinforce our commitment to continually enhancing our workplace environment. Each achievement and every piece of feedback go into making 麻豆原创 a better place for our talent – and this fuels our innovation and success.

We extend our gratitude to all members of 麻豆原创 UKI for their efforts and enthusiasm in nurturing an inclusive and forward-thinking work culture. It鈥檚 their dedication that ensures personal and professional growth and also contributes to the overarching success and recognition of the company.

The post 麻豆原创鈥檚 2024 Awards and Recognitions at a Glance 鈥� A Great Place to Work appeared first on 麻豆原创 UK News Center.

LONDON, UK – 07 October 2024 鈥� (NYSE: 麻豆原创) has announced to join Neurodiversity in Business (NiB), an industry forum to support the participation of neurodivergent individuals in the workplace, which has recently launched at the House of Parliament.

The organisation, led by Dan Harris, Chief Executive Officer, draws upon the cumulative knowledge of neurodivergent experts and leading companies to share best practices and improve the employment and experience of the neurodiverse workforce.

Speaking upon admission to NiB, Dan Harris, CEO said:

鈥淲e are delighted that 麻豆原创 has become a member of NiB. It signals their commitment to ensuring a truly inclusive workplace and a desire to strive for the best in diversity and inclusion standards.

We look forward to working with 麻豆原创 and all our members in delivering meaningful change for the neurodivergent across business.鈥�

A selection of the forum鈥檚 members include: Accenture; Amazon, ARM, AstraZeneca; Capita; Google, Hiscox; IBM, JP Morgan, Kimberly Clark; KPMG, Lloyds Banking Group; McDonalds, Metro Bank; NatWest; Network Rail; Openreach; Oracle; Orange; Roll Royce plc; Sky; TalkTalk; The Open University; Unilever; /OZ and many more.

NiB also has an array of close partnerships with leading organisations in the neurodiversity ecosystem including: Auticon; Ambitious about Autism; the ADHD Foundation; the British Dyslexia Association; Caudwell Children鈥檚 Charity; Diversity and Ability (D&A); DO-IT Profiler; Genius Within, Lexxic; National Autistic Society and many more.

In addition, the Neurodiversity in 麻豆原创 Report 2024 has also launched by bluewaveSELECT, a specialist 麻豆原创 recruitment organisation. It covers the topic of neurodiversity from the broader tech sector to the workplace experiences. The report highlights how neurodivergent individuals perceive their workplace environments with shared statistics. Lindsey Rowe, the Head of Purpose Programmes and Sustainability GTM at 麻豆原创 UKI, offered insights into practical interventions employees can implement to enhance neurodiversity in organisations. She underscores the importance of fostering mutual understanding among team members, stating:

鈥淥n a practical level, businesses of course need to make sure that hiring managers are able to identify and navigate neurodivergence. And importantly, they need to create a line manager-team member relationship where neurodivergent individuals feel they can disclose their conditions and ask for reasonable adjustments.

But raising awareness across the entire workforce is key. Levelling up your entire team and then making this education part of your onboarding process will create a foundation of awareness.鈥�

麻豆原创 is committed to leading by example in building diverse and supportive workplaces where every individual can thrive. For more information on the Neurodiversity in 麻豆原创 Report 2024 and our initiatives in this area, please .

For further information as to how to join NiB, please go to .

-ENDS-

About 麻豆原创

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

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LONDON, UK 鈥� 11 July, 2024 鈥撯��鈥�(NYSE: 麻豆原创) today announced that Leila Romane has been appointed as Managing Director, 麻豆原创 UK & Ireland (UKI). Leila will report directly to Manos Raptopoulos, President EMEA at 麻豆原创, and is based in London. In the Managing Director role, Leila will lead the UK & Ireland team, from August 1st, calling on her 20+ years of leadership experience to execute 麻豆原创鈥檚 UKI strategy with a focus on helping organisations leverage cloud solutions to drive business transformation.听

A passionate leader with extensive experience managing organisations and scaling high performing teams across large complex markets, Leila has held senior executive roles across the UK and Ireland as well as EMEA since joining 麻豆原创 in 2017.听

Leila is no stranger to the UKI, having served as the market unit Chief Business Officer before accepting this appointment, where she was responsible for executing 麻豆原创鈥檚 UKI go to market strategy, sales and demand generation whilst driving customer lifetime value as part of its focus on transforming to a cloud company.听

Prior to that, Leila was Head of 麻豆原创 SuccessFactors EMEA North, where she built a strong team culture that delivered predictable business, increased employee engagement and where she played a key role, driving successful outcomes with some of 麻豆原创鈥檚 largest clients across the region. She has also previously served as Head of 麻豆原创 SuccessFactors and Head of Public Sector for the UKI.听

Leila succeeds Ryan Poggi, who has had held a number of senior roles across the business and has made the personal decision to leave 麻豆原创 after 17 years with the organisation.听

Manos Raptopoulos, President EMEA at 麻豆原创, said: 鈥淚鈥檓 so pleased that Leila has accepted the role of Managing Director for our UK and Ireland business. This is an incredibly critical market for 麻豆原创, and I have every confidence that with her industry experience, dynamic leadership style, and her focus to foster long-term customer success, our incredible UKI team, is in very safe hands as it heads into the next phase of growth and innovation. I am incredibly grateful for the great momentum Ryan has brought to our business and wish him well in his next move.鈥�听

Leila Romane, Managing Director 麻豆原创 UK & Ireland, said: 鈥淚 have been fortunate enough to support so many of our fantastic clients across this market unit and am excited to take on the Managing Director role to continue the momentum which has been built through this team over the last few years. We have so much opportunity to help our clients disrupt and transform, and with the team we have here in UKI, I have no doubt the best is still to come!鈥�.听

###

About 麻豆原创
As鈥�a global leader in enterprise applications and business AI, 麻豆原创 (NYSE:麻豆原创)鈥�stands at the鈥�nexus鈥�of business and technology. For over 50 years, organizations have trusted 麻豆原创鈥�to bring out their best by uniting business-critical鈥�operations spanning finance, procurement, HR, supply chain, and customer experience. For more information, visit鈥�.听

漏 2024 麻豆原创 SE. All rights reserved.
麻豆原创 and other 麻豆原创 products and services mentioned herein as well as their respective logos are trademarks or registered trademarks of 麻豆原创 SE in Germany and other countries. Please see for additional trademark information and notices.听听

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Decathlon are one of the world鈥檚 largest sporting goods retailers employing 200,000 employees across 2,080 stores in 56 countries across the globe.

With a clear strategy for growth and expansion across the UK and Ireland, Decathlon took a holistic view of their entire people strategy to ensure they were delivering an experience and proposition that attracted and retained the best talent. Experiencing some real challenges with colleague turnover, largely due to the absence of capability and technology, driving colleague retention was an area of real focus. During this review, some challenges with the execution of processes, accuracy of data, and lack of automation in certain areas also become apparent.

Despite the backdrop of the pandemic and all of their stores having to close, Decathlon were able to leverage their online presence and this ensured they were able to proceed with this future investment in their people and the provision of a world class experience for customers. Decathlon UK and Ireland chose 麻豆原创 SuccessFactors as their technology solution because in their words 鈥淚t was a one stop shop for all HR and the Business – one tool for all requirements鈥�, with Kronos Workforce Dimensions to manage important time management processes, integrated to EC Payroll.

Instrumental in the success of the programme was the relationship between Decathlon UK and Ireland and Gavdi UK as their dedicated 麻豆原创 SuccessFactors and Kronos partner. At the heart of the partnership was an aligned set of values and ethos between both organisations. The deployment strategy was based on utilising existing best practices developed by Gavdi from all of their experiences and deployments, a good starting point to build a solid foundation. for SuccessFactors were the perfect solution to create and deliver a powerful human experience management solution that permitted them to use 鈥榖est practices鈥� and get up and running quickly.

The programme was delivered in a very short timeframe to drive progress and to help the business to achieve the goals agreed in the investment case. All goals set for Year 1 have been achieved with reductions in overall costs, increased data accuracy relating to payroll, and a significant reduction in the turnover of colleagues. This has been achieved through enhanced recruitment and onboarding processes, with an improved overall experience through the ability to execute tasks in a far more agile way. Where previously 35% of their time was spent on administration and manual processes, the level of accessibility and automation has also played a fundamental role in giving time back to store managers to meet with customers and engage with colleagues.

Check out…..

Hear from Nick Francis, Payroll Manager and Project Lead, and watch the success story –

Find out more from Nick at 麻豆原创鈥檚 Flagship HR event –

The post Decathlon鈥檚 Digital HR Transformation Journey With 麻豆原创 SuccessFactors appeared first on 麻豆原创 UK News Center.

has ranked fifth in the Super Large size category and is among 140 UK-based organisations recognised as a Best Workplace™ in Tech by Great Place to Work UK庐.

Our position on this prestigious list is driven by the annual employee engagement survey you completed. The results are based on what employees across all organisations in the tech industry, including 麻豆原创, have anonymously reported to Great Place to Work UK庐 – and not all organisations who are surveyed get recognised, only the best of the best.

As an organisation, we鈥檙e committed to ensuring that you feel valued, trusted and able to reach your full human potential, no matter who you are or what you do.

There is always work to be done 鈥� but only by listening to you all can we take action to improve even further, which is why analysing employee experience and benchmarking ourselves against other organisations is important.

Thank you to everyone across the organisation who engaged with the survey and who help us every day to create a great workplace for all.

We are very proud to support you all and thank you for being part of such a tremendous team! If you have any questions at all about the recognition, please don鈥檛 hesitate to get in touch.

You can find the full list ranking, along with the annual UK’s Best Workplaces™ for Tech publication here:

The post 麻豆原创 Officially Named As A 2022 UK鈥檚 Best Workplaces™ In Tech appeared first on 麻豆原创 UK News Center.

The importance of every role

The honey bee is one of nature’s most successful superorganisms. The nature of a superorganism means that they work in perfect synergy at all times.

There are three roles of a bee in the hive:

1. The queen

2. The worker

3. The drone

Each role assumes various, equally crucial responsibilities. Without the support of the drones and the workers, the queen bee is unable to establish new colonies. No single role can survive without the support of the entire colony.

Collective Intelligence

This is where the phenomenon of the听Hive Mind听comes in. Bees avoid a total collapse of operations through a biological programming that provides them with total visibility – constantly – of what is happening in the hive. This collective intelligence is referred to as the hive mind. I will return to this phenomenon shortly.

The Rise of the External Workforce

Through speaking to many of our customers, it is evident that businesses often have a system in place to manage their internal workforce with a close eye. However, an average of 42% of the workforce is actually external to the main business and is consequently not being managed through the usual HR systems and processes. Similarly to a network of superorganisms, the importance of each role should not be underestimated, whether internal or external to your business.

We have all seen how unprecedented global events have highlighted the importance of agility in business. The ebbs and flows of supply and demand in light of such disruption mean easy and efficient access to temporary skilled workers is more important than ever before.

The Artificial Hive Mind

Unfortunately, unlike bees, we do not have an innate biological computer to determine who is doing what, and when. What we can have in its place, however, is a Vendor Management System like . A Vendor Management System can provide us with a computerised Hive Mind and equip us with that superorganism level of visibility and granularity.

Who, what, where, and when?

As I mentioned earlier, despite the undeniable importance of having control over the external workforce, most customers with whom we speak have blind spots in their data – or worse – absolutely no solid source of data whatsoever. By identifying these blind spots, and keeping tabs on听who听is doing听what,听where听they are doing it and听when听it was done, businesses are able to take advantage of the following opportunities:

• Financial visibility 鈥� simply fit the external workforce category into the wider jigsaw of your total spend
• Tracking assets 鈥� making sure costly assets are returned when a worker is off-boarded to avoid leakage of this capital from your business
• Market rates 鈥� ensure you are paying in line with the market rate for a particular skill set
• Overtime costs 鈥� identify where a high amount of your spend is going on workers working overtime and validate if this can be remedied
• Discount capture 鈥� do you have big services contracts that could benefit from negotiation?
• Onboarding and offboarding happens a lot more frequently with external workers, automating this allows efficiency and time savings on this process
• Certifications 鈥� be sure you are vetting and hiring workers who have all necessary qualifications for the role and keep a paper trail of this for compliance audits

In summary, your External Workforce is a glaringly obvious first port of call if you’re looking for ways to improve your bottom line and drive compliance. Make sure it doesn’t go overlooked.

The post What’s the Big Buzz about the External Workforce? appeared first on 麻豆原创 UK News Center.

麻豆原创听has ranked听9th听in the super large size听category and is among 263 UK-based听organisations recognised as a Best Workplace for Women™ by Great Place to Work UK^庐.

Our position on this prestigious list is driven by our annual employee engagement survey. The results are based on what women across all 263 organisations, including 麻豆原创, have anonymously reported to Great Place to Work UK^庐. about their workplace experience and how well represented they are in the workforce and management.

As an organisation, we commit to ensuring employees are able to reach their full potential, no matter who they are or what they do. There is always work to be done 鈥� but only by first identifying the gaps in your experiences can we truly take action to close them, which is why analysing employee experience and benchmarking ourselves against other organisations is important.

Thank you to everyone across the organisation who engaged with the survey and who help us every day to ensure that people aren鈥檛 discriminated against, that we place positive value on our differences, that we create fair access and advancement for all, and continue to foster a sense of value and empowerment for all employees.

We are very proud to support you all and thank you for being part of such a tremendous team! If you have any questions at all about the recognition, please don鈥檛 hesitate to get in touch.

You can find the full list ranking, along with the annual UK’s Best Workplaces™ for Women publication here:

The post 麻豆原创 Officially Named As A 2022 UK’s Best Workplaces™ For Women appeared first on 麻豆原创 UK News Center.

听

London, UK – (NYSE: 麻豆原创) released new research today which reveals NHS workforces feel overworked, overwhelmed and have had their wellbeing overlooked as a result of managers lacking the tools to be able to effectively support them.

Taking the temperature of employee experience

The study, conducted by YouGov, suggests that despite tackling one of the world鈥檚 biggest humanitarian crises in recent years, NHS frontline staff feel underappreciated. Tired (63%), stressed (61%), overwhelmed/anxious (49%) and burnout/exhaustion (46%) topped the list of adjectives frontline workers used to describe how they have felt over the last two years.

The majority of frontline workers do not believe their managers can influence their careers. Of those who believe managers are not adequately equipped, half think that managers don鈥檛 have the hands-on clinical skills to better understand staff issues, while over a third (37%) think they have limited authority and influence on hospital performance. On top of that, almost half (49%) think there鈥檚 not enough investment in the necessary tools and systems that can help with their progress.

This has led to a culture where training and development is fundamentally at risk. Three quarters (74%) recognise that managers are stretched and that they don鈥檛 have the time to juggle their core responsibilities and manage staff at the same time. Over half (56%) think managers are not provided with adequate staff wellbeing training, while over a third (35%) agree that managers are not equipped with the right technology to keep a consistent and accurate record of each employee.

Managerial disconnect

The study also reveals how managers feel about their role in the NHS. While the majority of those surveyed (78%) agree that they want to be able to provide clinical staff with clear, personalised career path lines, less than two-thirds (64%) feel empowered to support their staff and adapt to diverse needs.

Managers are sympathetic to the challenges of frontline staff, but are working with limited resources to ensure they can perform better in their roles. Nearly nine in ten (89%) want the opportunity to harness technology to deliver great people and line management services. The majority (80%) think that having access to more/better digital tools and platforms will help them to create more timely, standardised service for both patients and staff, while over two thirds (71%) think this will help them to focus on priorities that improve the working lives of NHS staff.

Connected, aligned and empowered

There鈥檚 a clear appetite to see change within the current workforce management system. Staff would benefit from specific functionalities that will not only help them with their career progression, but will also allow them to do their jobs better and spend more time looking after patients:

• Almost a third (32%) of frontline workers surveyed would like to be able to apply for new roles within NHS Trusts with ease, as part of their career progression
• A fourth (26%) would like access to resources that would help with their career development
• One in four (24%) would like the system to have better, more intuitive user experience and functionality
• A fifth (20%) would like their line manager to be able to add specific goals about their career development
• Nearly one in four (23%) would benefit from having the ability to request mental health support.

鈥淲hile frontline staff and NHS management have shown immense resilience, the pandemic has exposed yet more shortcomings in the healthcare service鈥檚 business processes, systems and applications, especially in those designed to support its ever-pressured workforce鈥� said Satpal Biant, Head of Public Sector, 麻豆原创 UK&I. 鈥淎s shown in our research, it鈥檚 clear that there are significant opportunities to transform the employee experience across the NHS and empower managers to better look after their staff. Technology isn鈥檛 a silver bullet solution for these problems, but it鈥檚 an effective enabler 鈥� by applying technological tools we can create long-term, trusted, sustainable, people-first systems that meet the needs of every single employee, every day.鈥�

麻豆原创 offers several industry leading cloud software solutions which are tailored to efficiently improve processes within the public sector industry, including the NHS. With software ranging from HR and people transformation solutions, to data intelligence, 麻豆原创 is leading the way in transforming and digitising government departments and institutions.

Download the full 麻豆原创 report to find out more about our commitment to help the NHS digitally transform.

Visit the 麻豆原创 News Centre. Follow 麻豆原创 on Twitter

The post Half Of NHS Frontline Staff Say Lack Of Investment In Tech Is Hindering Their Wellbeing And Career Progression, 麻豆原创 Survey Reveals appeared first on 麻豆原创 UK News Center.