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

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

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

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

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

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

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

Aaron Green is chief marketing & solutions officer for 疯拍传媒 SuccessFactors.
Nick Holmes is vice president of Ecosystem for 疯拍传媒 SuccessFactors.

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

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

Driving Growth with a Talent Management Edge

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

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

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

Here鈥檚 a sneak peek into the outsized outcomes 疯拍传媒 SuccessFactors solutions can deliver:

1. Inclusive Job Descriptions and Assisted Candidate Screening

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

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

2. Integrated Learning and Talent Management

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

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

3. Intelligent and Personalized Skill Recommendations

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

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

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

4. New Opportunities for Employees to Grow

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

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

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

5. Holistic Skills Management

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

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

6. Enhanced Productivity and Engagement

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

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

Building a Workforce Culture of Growth with AI

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

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

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

Margit Bauer is director of Product Marketing for 疯拍传媒 SuccessFactors.

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

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

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

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

Below are a few reviews from our customers:

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

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

鈥湻枧拇� SuccessFactors has a clean employee view of鈥痙ata and鈥痮ffers a wide range of functionality to support midsize to large鈥痗ompanies.鈥浓赌�

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

Aaron Green is chief marketing & solutions officer for 疯拍传媒 SuccessFactors.

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

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

疯拍传媒 Business AI

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

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

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

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

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

疯拍传媒 SuccessFactors Employee Central

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

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

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

疯拍传媒 SuccessFactors Employee Central Global Benefits

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

疯拍传媒 SuccessFactors Time Tracking

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

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

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

疯拍传媒 SuccessFactors Onboarding

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

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

• Generative AI and Joule capabilities
• 疯拍传媒 SuccessFactors Opportunity Marketplace
• 疯拍传媒 SuccessFactors Compensation
• 疯拍传媒 SuccessFactors Succession & Development
• 疯拍传媒 SuccessFactors Incentive Management
• 疯拍传媒 SuccessFactors Work Zone

Read the and watch the to find out more.

Bianka Woelke is group vice president of Application Product Management at 疯拍传媒.

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

1. Identify and Prioritize Critical Skills

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

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

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

2. Foster a Culture of Continuous Learning

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

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

3. Embrace Flexibility and Adaptability

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

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

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

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

Christina Russo is a global director of Product Marketing at 疯拍传媒 SuccessFactors.

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

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

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

Digital Banking Package for GROW with 疯拍传媒

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

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

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

.

GROW with 疯拍传媒 Advanced Treasury and Risk Management Package鈥赌赌�&苍产蝉辫;

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

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

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

.

GROW with 疯拍传媒 Advanced Compliance Automation Package

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

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

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

.

GROW with 疯拍传媒, Core HR Add-On 

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

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

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

.

Business Growth with the Best of Finance and HR

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

Eric van Rossum is chief marketing and solutions officer for Cloud ERP at 疯拍传媒.

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

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

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

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

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

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

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

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

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

2. Skills Become the Center of HR Practices

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

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

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

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

3. Hybrid Work Returns to the Office

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

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

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

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

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

For additional insights, .

Dan Beck is president and chief product officer for 疯拍传媒 SuccessFactors.

, a consultancy and 疯拍传媒 partner based in Cologne, Germany, emerged stronger and better positioned to serve its clients following a that brought together three former consultancies: Axxiome Health, ConVista Consulting, and enowa. With 25 years of experience delivering transformation projects to its clients, Convista used that expertise in its own rebranding to present its capabilities to clients and employees: a vibrant people culture as well as a respected and trusted brand supported by for ERP and for core HR.

鈥淭rust and transparency are common values that we share at Convista,鈥� declares Convista CEO Martin Hinz. 鈥淐ombined with a dynamic team spirit and passion, it鈥檚 what we bring to our clients every day.鈥�

With a workforce of around 1,200 employees, Convista has made a name for itself through its dedication and expertise providing end-to-end solutions to clients throughout the world with a presence in Germany, Austria, Switzerland, Poland, Spain, Brazil, Israel, and further locations across the globe. It supports client projects primarily in four sectors: insurance, industry, healthcare, and energy/utilities. In recent years, Convista has twice been awarded 疯拍传媒 in the Financial Services sector.

鈥淎t Convista you meet everyone on the same level, independent of your skill level or where you are in your career,鈥� says Stefanie Weber, project lead of People and Culture 鈥� HR Systems, Convista. 鈥淎lso, when we’re working with customers, we try to approach them at eye level, which makes quite a good working environment. The implementation of 疯拍传媒 SuccessFactors came as a natural extension to our brand and our culture.鈥�

The Challenges of Data Siloed in Three Systems

Weber says one of the reasons she joined Convista in 2012 while studying business at university was the high priority its leaders place on trust and transparency, values that permeate the entire organization and empower employees in their work and career development. 鈥淭rust is one of our main values,鈥� she underscores. 鈥淎lso, the trust that people are willing to do their best to get motivated and move the company ahead.鈥�

Convista grew quickly both organically and as a result of mergers with other consultancies. In 2019, IT service provider Axxiome Health joined the ConVista Group to deepen the organization鈥檚 expertise in the health insurance sector. In 2021, enowa joined the group, infusing its knowledge of industries and insurance. With the mergers complete, the incipient organization became on January 1, 2023.

Though team members were highly motivated to collaborate from the start, Convista鈥檚 vision for itself as a modern organization was held back in both its daily work for projects and internal services. Using disparate tools based on older technology and a patchwork of third-party solutions that lacked integration proved to be inefficient and unsuitable as a basis for decision-making.

鈥淲henever we wanted to have a report, even something as simple as a headcount, we always had to go into three different systems, collect the data, and report on that,鈥� Weber recalls. 鈥淚t’s just one of the many examples of why we really urgently needed one IT platform.鈥�

Project ONE Achieves Milestone Integration

To build a strong foundation for future growth, Convista embarked on 鈥淧roject ONE鈥� with the goal to have one digital platform flexible and powerful enough for the entire organization. For this, it chose 疯拍传媒 S/4HANA Cloud Public Edition and 疯拍传媒 SuccessFactors solutions with self-service capabilities for employees to log time-off.

Overall, implementing 疯拍传媒 SuccessFactors Employee Central with 疯拍传媒 S/4HANA Cloud Public Edition can result in streamlined HR processes; end-to-end integration with seamless connectivity between HR and finance functions for accurate and up-to-date employee data across the organization; greater transparency of data for analytics and reporting on workforce trends, costs, and profitability to enable better strategic planning and resource allocation; and compliance with regulatory requirements and data security.

Among the key advantages is the ability for employees to access their own HR-related information, such as personal details and time-off balances. This self-service capability helps empower employees, improve transparency, and enhance the overall employee experience.

Convista鈥檚 project team decided for a phased approach to the implementation by first introducing the 疯拍传媒 solutions in Poland and later in Germany, Austria, and Switzerland 鈥� with 疯拍传媒 S/4HANA Cloud Public Edition planned to launch in the German-speaking countries during the course of 2024. To optimize success, the project team used the combined best practices of Convista and 疯拍传媒 and hosted regular meetings that provided clear communication to steer the project. 鈥淲e were always aligned on the requirements of the other teams,鈥� says Weber, who managed the HR workstream. 鈥淲e all knew the main goal of the implementation. This was helpful for everyone on the project.鈥�

In-house experts from Convista certified on 疯拍传媒 SuccessFactors solutions contributed valuable knowledge for the implementation. Consultants from 疯拍传媒 Services and Support successfully integrated the cost center replication from 疯拍传媒 S/4HANA Cloud to 疯拍传媒 SuccessFactors and the workforce replication from 疯拍传媒 SuccessFactors to 疯拍传媒 S/4HANA Cloud, and delivered a detailed administration guide on the integration setup for Convista. Additionally, they provided an overview, the architecture guidance, and the navigation through major hurdles in performing the configuration to set up identity access governence (IAG), identity provisioning service (IPS), and identity authentication services (IAS). The 疯拍传媒 Early Adopter Care program supported Convista for the master data integration (MDI) during the implementation and helped to solve all roadblocks efficiently.

On January 1, 2023, Convista鈥檚 80-person team in Poland was the first to go live with the new 疯拍传媒 solutions. 鈥淚t was really a great experience for them and quite an advancement,鈥� says Weber, citing the benefits of the new solutions that provide optimizations and intuitive workflows. The project took a pivotal turn on January 1, 2024, with the launch of 疯拍传媒 SuccessFactors solutions for Convista鈥檚 800 employees in the German-speaking countries.

鈥淭he biggest milestone was to have [疯拍传媒 S/4HANA Cloud Public Edition and 疯拍传媒 SuccessFactors Employee Central] speaking with each other,鈥� says Weber, who emphasizes how valuable it is for the team 鈥渢o have an end-to-end process within one platform.鈥� With an integrated IT platform in place, she says that it is no longer necessary to do workflows, authorizations, or any other processes in other systems.

The seamless synchronization of data by using a common data model for 疯拍传媒 business applications helps reduce the need for manual data entry and redundant processes. This means, for example, employee data that is maintained in 疯拍传媒 SuccessFactors Employee Central is available in real-time in 疯拍传媒 S/4HANA Cloud Public Edition; while master data, like cost center data, flows seamlessly from 疯拍传媒 S/4HANA Cloud Public Edition to 疯拍传媒 SuccessFactors Employee Central. Eliminating data silos enables the HR and finance teams to work with consistent, accurate data for all-important employment decisions and legal reporting obligations.

Now Convista鈥檚 team is unified in its brand, values, spirit 鈥� and employee data. 

More Transparency and Intuitive Workflows Are Just the Beginning

Feedback has been overwhelmingly positive, according to Weber, with employees speaking favorably about the improved transparency and workflows. 鈥淭he first thing I heard from everyone was, well, this is simple and intuitive. They were so happy about it,鈥� she says. 鈥淭hey are big fans of the mobile application. They find it very transparent and easy to use.鈥�

For some colleagues, the new solution lets them view their own data for the first time. 鈥淲hen we went live, everyone was viewing their profile,鈥� says Weber. 鈥淭his was also quite new that you are able to see what data is maintained for your person, your address, but also job information 鈥� to view it and have this transparency. People like this very much and also the ability to have the self-services in 疯拍传媒 SuccessFactors.鈥�

To strengthen communication between HR and employees, Convista will bring more people processes onto the new digital platform. In fact, the team very recently implemented the 疯拍传媒 SuccessFactors Performance & Goals solution for annual employee appraisals, goal setting, and project feedback. 鈥淚t鈥檚 just the beginning,鈥� Weber says. 鈥淭here鈥檚 still a lot of work ahead of us.鈥�

Hinz says, 鈥淲e have been careful to preserve our workplace culture during the transformation. Now that we are rebranded as one organization, we are seeing the benefits of that early effort. With 疯拍传媒, we now have the digital platform to build people-centered processes that advance our vision as a unified, high-performing organization serving our clients.鈥�       

Find out more about .

Jacqueline Prause is a journalist at 疯拍传媒.

High-performing sales teams are using solutions from 疯拍传媒 SuccessFactors to manage and optimize sales compensation and incentives 鈥� rewarding sales reps for their performance 鈥� while streamlining sales processes and using real-time insights to improve operational efficiency and drive revenue.

鈥淭here鈥檚 this renewed emphasis on efficiency,鈥� said Rahul Iyer, general manager, Sales Performance Management, 疯拍传媒 SuccessFactors, speaking to 疯拍传媒 customers at the , held February 13-14, 2024, in Dallas, Texas. 鈥淐ustomers want faster, simpler outcomes 鈥� and they want to provide a great seller experience, as well. At 疯拍传媒 SuccessFactors, we鈥檝e threaded the intelligence of connected cloud applications throughout the SPM solution portfolio. This allows us to deliver the efficiency, transparency, and rich experience of 疯拍传媒 in a comprehensive platform that covers a full range of end-to-end processes in sales compensation.鈥�

Together for Success

Under the banner 鈥淭ogether we can make it better,鈥� the summit event provided a venue for 疯拍传媒 customers 鈥� some of whom came from as far away as South America 鈥� to meet one-on-one with experts and gain valuable knowledge from product road maps, demos, and deep dive sessions, as well as learn from one another鈥檚 experiences in customer sessions.聽

Iyer affirmed 疯拍传媒鈥檚 commitment to deliver the advanced innovations customers need to be competitive: 鈥淎s a strategic partner to our customers, we have the moral responsibility to help them receive progressively more out of technology innovations, while accelerating with the best-in-class capabilities 疯拍传媒 has to offer. We are simplifying from every angle to make it easy for our customers to adopt, so they can achieve business outcomes faster.鈥�

Barbara Rubis Linning, 疯拍传媒 SuccessFactors global vice president, Product and Engineering, presented the latest innovations and features across the sales performance management solution set, which includes , , , and . With features like territory planning and incentive compensation, 疯拍传媒 sales performance management solutions enable organizations to optimize their sales performance for better business results. The solutions use advanced features 鈥� for tasks such as drive time analysis and mapping to optimize territories 鈥� to streamline processes and make workflows easier so that customers realize value faster. The ongoing introduction of the visual theme on key administrative pages delivers a fresh, modern user interface (UI) for an elevated user experience. 

鈥淲e want our customers to have winning sales teams,鈥� said Linning. 鈥淭heir success is why we continuously look for new ways to build innovations and relevant features into the portfolio to accelerate business outcomes. 疯拍传媒 is building intelligence that is relevant, responsible, and reliable because we believe it leads to smarter, data-driven decision making and results in better sales performance. Our new intuitive UI helps simplify tasks and puts people at the center of business for improved productivity.鈥�

疯拍传媒 SuccessFactors solutions deliver , 疯拍传媒鈥檚 natural language processing AI copilot, to help people be more productive in their jobs using 疯拍传媒 business solutions.    

The integration of sales performance management solutions with and 疯拍传媒 Datasphere enables seamless access to real-time data and analytics, empowering organizations to make informed decisions and drive sales success.

Winning with Sales Compensation

As the all-important link between an organization鈥檚 products and services and its customers, the sales team is a principal driver of bottom-line growth for the whole organization. Correctly incenting sales teams requires the use of proven strategies and solutions to align the pay program with organizational goals, said David Cichelli, revenue growth advisor at , who presented 鈥淟eading the Sales Design Compensation Project.鈥�

He advised sales compensation leaders adopt an annual review process that includes assessment, strategic alignment, taskforce design, and comprehensive communication phases. 鈥淪ales compensation design needs to reflect the consensus of key stakeholders: sales, finance, product management, and HR,鈥� he said. 鈥淏y following a proven design process, you can develop a strategically aligned, effective, and motivational pay program.鈥�

Supporting Customer Success for Better Outcomes

The summit showcased the 疯拍传媒 ecosystem with sponsorships and informative sessions from , , , , , and .

疯拍传媒 experts highlighted 疯拍传媒鈥檚 message of ongoing support for customer success: 鈥淲e鈥檙e here for you,鈥� said Tak Kusano, global chief operating officer of 疯拍传媒 SuccessFactors. 鈥湻枧拇� has a tight-knit community of sales performance management experts that bring deep domain knowledge to this niche space. That鈥檚 why we鈥檙e able to work so closely with customers to gain consensus on the road map and product innovations, like AI. We鈥檙e passionate about bringing the best of technology to 疯拍传媒 customers.鈥�

Global specialty materials company overcame its HR reporting challenges by implementing story reports in 疯拍传媒 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 疯拍传媒 found that with the analytics tools available in 疯拍传媒 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 疯拍传媒 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 疯拍传媒 SuccessFactors solutions. Eastman was already using an on-premise human capital management (HCM) solution from 疯拍传媒, 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 疯拍传媒 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 疯拍传媒 SuccessFactors just made sense for us,鈥� she says.

Eastman uses a range of solutions in 鈥� including 疯拍传媒 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 疯拍传媒 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 疯拍传媒 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 疯拍传媒 SuccessFactors solutions. 鈥淲e were using separate tools outside of 疯拍传媒 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 疯拍传媒 SuccessFactors solutions and feed it into those reporting tools.鈥�

Eastman鈥檚 customer success partner for the plan identified 疯拍传媒 resources to help Eastman increase value from its use of 疯拍传媒 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 疯拍传媒 SuccessFactors solutions. Story reports can deliver real-time data analytics and generate reports faster by using live data from across 疯拍传媒 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, 疯拍传媒 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 疯拍传媒 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 疯拍传媒 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 疯拍传媒 SuccessFactors Employee Central and 疯拍传媒 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 疯拍传媒 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 疯拍传媒 S/4HANA and 疯拍传媒 Ariba solutions, Coles modernized its HR and payroll processing, replacing a patchwork of outdated systems with 疯拍传媒 SuccessFactors solutions. It became the first organization in the southern hemisphere to launch all modules of the 疯拍传媒 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 疯拍传媒 partner whose AI-powered Intelligent Talent Experience platform provides two-way integration with 疯拍传媒 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 疯拍传媒 SuccessFactors, and it allows 疯拍传媒 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 疯拍传媒 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 疯拍传媒 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 疯拍传媒 SuccessFactors hosted interviews with 57 HR leaders from 疯拍传媒 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 疯拍传媒 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 疯拍传媒, including and for use in expense management.

With the adoption of the 疯拍传媒 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 疯拍传媒 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 疯拍传媒 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. 疯拍传媒 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 疯拍传媒 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.

疯拍传媒 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 疯拍传媒 SuccessFactors.

To help understand this evolution of the people manager role, the for 疯拍传媒 SuccessFactors hosted interviews with 31 HR leaders from 疯拍传媒 customer organizations and conducted a survey of 731 people managers and 716 individual contributors from around the globe. Based on the research findings, below are six ways organizations can improve current people managers鈥� performance and experience with 疯拍传媒 SuccessFactors solutions.

Utilize Co-Leadership Models

Organizations look to people managers to execute important initiatives and people practices, leading to an overload of responsibilities. Implementing co-leadership structures, even for a short period of time, can reduce a people manager鈥檚 role overload and provide individual contributors with a valuable experiential learning opportunity.

One way to provide an experiential opportunity is through , advanced capabilities available as part of 疯拍传媒 SuccessFactors solutions that can help create and manage cross-functional teams that exist beyond traditional hierarchies. reported that 66% of employees who had participated in a dynamic team felt a positive impact on their career, leading to higher engagement. Using dynamic teams can help organizations utilize co-leadership models for projects while also accessing individual contributor potential and incorporating those insights into future succession plans.

Update People Manager Job Descriptions

Many organizations have not updated their formal job descriptions for people managers to accurately reflect changes to their roles, leading to unclear performance expectations and ineffective systems for developing and selecting people managers. One way organizations can streamline this process is through generative artificial intelligence (AI)聽in the 疯拍传媒 SuccessFactors Recruiting solution. Hiring managers and recruiters can fine-tune job descriptions with generative AI, which allows them to incorporate supplementary content, identify biased language, and help ensure alignment with business requirements. Instead of starting from scratch every time a new position is created or requirements are updated, recruiters and hiring managers can use AI to help draft job descriptions faster and stay in their normal flow of work. And more importantly, the final content is more meaningful, inclusive, and competitive 鈥� presenting a clear and accurate view of the role to attract a larger pool of qualified and interested candidates.

Rethink Career Architecture and Pathways to Advancement

Without other options for growing, gaining status, or increasing compensation, employees will seek people management roles even if they are not suitable for or interested in this type of role. Developing alternative pathways for advancement, such as specialist career paths, for high-performing individual contributors ensures that employees are entering people manager roles for the right reason 鈥� to manage people.

Sharing career architectures more broadly can also improve managers鈥� awareness of internal mobility opportunities, which they cited as a top challenge. Talent marketplaces, like the solution, can improve visibility into development and growth opportunities within the organization. It can provide AI-driven personalized recommendations for learning, mentors, internal roles, and dynamic teams. This allows employees to have experiential learning opportunities and can provide them alternate career paths.

Implement Succession Planning for All

Everyone agrees that people manager roles should become more exclusive, but that also means talent pools will become shallower. Implementing succession planning at all levels of the organization allows organizations to identify 鈥渉idden鈥� people manager talent. When developing succession plans, consider that a people manager does not always need to be replaced with an existing people manager 鈥� and that a people manager鈥檚 next role does not always need to be in management. The solution can make this process easier by helping employees expand their skills and advance their careers with visibility into continuous development dialogue, mentoring opportunities, and AI-powered career planning. It can also optimize succession planning, making it scalable to place the right people in the right roles and helping to secure the 鈥渉idden鈥� people manager talent.

Create a Community for People Managers

People managers consider staying engaged, feeling included, and managing their well-being to be top challenges. Creating a people manager community provides this crucial workforce segment with social support, which research has shown to be a positive driver of the people manger experience. This also offers the organization a clear channel to host two-way communication with people managers. One way to foster a community for people managers is to leverage the solution, which is a personalized digital workspace that helps support and encourage collaboration. People managers can create their own community and connect with each other, allowing for more engagement, sharing of best practices, and improvement in the overall employee experience.

Leverage Technology

Cloud HR technology can help support the strategies recommended here and solve many of managers鈥� most pressing challenges. With 疯拍传媒 SuccessFactors solutions, organizations can put their people at the center of everything and create AI-powered experiences that can support current people managers while using talent intelligence to help uncover and develop the managers of tomorrow.

As the expectations of people managers from both employees and organizations undergo constant evolution, the role of people manager will increasingly become more 鈥減eople-centric鈥� 鈥� focusing on support, fostering development, and nurturing a positive culture. It鈥檚 important that organizations use the right HR technology to deliver engaging employee experiences, increase productivity, and drive better business outcomes.

For additional insights on the evolution of the people manager role, read the full report,聽“.”

Christina Russo is global director of Solution Marketing at 疯拍传媒 SuccessFactors.

疯拍传媒 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 疯拍传媒 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, 疯拍传媒 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 疯拍传媒 Business AI, 疯拍传媒 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 疯拍传媒 helps solves for the complexities. In this release, AI-driven capabilities will be generally available across 疯拍传媒 SuccessFactors Human Experience Management (HXM) Suite to help elevate the human experience with innovations like the talent intelligence hub, 疯拍传媒鈥檚 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 疯拍传媒 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.

疯拍传媒 Business AI in 疯拍传媒 SuccessFactors Solutions

At 疯拍传媒, 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 疯拍传媒 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 疯拍传媒 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 疯拍传媒 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 疯拍传媒 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 疯拍传媒鈥檚 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 疯拍传媒 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, 疯拍传媒 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 疯拍传媒 SuccessFactors HXM Suite and will be available for every 疯拍传媒 cloud application by the end of 2024.

HR in the Flow of Work: Microsoft Teams App

With the 疯拍传媒 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 疯拍传媒 SuccessFactors Employee Central

We are excited to introduce 疯拍传媒 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, 疯拍传媒 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 疯拍传媒 ERP Human Capital Management on premise to more rapidly unlock the value of HXM with 疯拍传媒 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 疯拍传媒 SuccessFactors for more detailed information.

Amy Wilson is SVP of Product and Design at 疯拍传媒 SuccessFactors.

With this integrated approach, real-time people data from the 疯拍传媒 SuccessFactors Employee Central solution is automatically consumed by 疯拍传媒 S/4HANA Cloud and other 疯拍传媒 cloud applications. This 鈥渟ingle source of truth鈥� helps to improve end-to-end business processes, experiences, and insights for the organization. Learn more in this 疯拍传媒 Community .

Maryann Abbajay, chief revenue officer at 疯拍传媒 SuccessFactors, spoke with some of these customers at to find out how they are leveraging the combined power of 疯拍传媒 SuccessFactors solutions and 疯拍传媒 S/4HANA Cloud to overcome business challenges and grow their organizations with people at the center of business. 鈥淭hese organizations show how HR and finance come together to enable business transformation while keeping employee experience at the center,鈥� she underscored.

Pandora Becomes a Future-Ready Organization

Connecting people in the moments that matter is at the heart of , the world鈥檚 largest jewelry brand. Based in Copenhagen, Denmark, Pandora employs 32,000 people worldwide. With 6,500 points of sale, including 2,500 concept stores, Pandora depends on the experience of its brick-and-mortar stores, which account for the majority of its sales.

Three years ago, Pandora began its transformation from an analog retailer to a future-ready organization. It set out to strengthen and harmonize the global HR system landscape with an implementation of 疯拍传媒 SuccessFactors solutions to gain efficiency in how the company hires, manages, and develops employees worldwide, thus replacing a multitude of local applications.

鈥淲e used the 疯拍传媒 SuccessFactors portfolio as a driver of transformation,鈥� said Mihael 艩utalo, vice president of People Technology, Pandora. 鈥淭his is transforming the experience. The future integration of 疯拍传媒 S/4HANA Cloud with 疯拍传媒 SuccessFactors solutions will give us a tremendous opportunity to manage our workforce and manage our revenue model in a completely different way.鈥�

BT Group Connects People for Good

, the world鈥檚 oldest telecommunications company, recently modernized its HR information systems to provide a digital colleague experience for its 100,000 employees working in 44 countries. 鈥淚n 2021, we started what we call our I-Connect program,鈥� said Elaine Bergin, director of Colleague Experience and Delivery, BT Group. The program name highlights BT Group鈥檚 purpose: 鈥淲e connect for good.鈥�

The new colleague experience, launched in 2022, now uses the 疯拍传媒 SuccessFactors Employee Central solution, reporting and analytics, and the full suite of talent and learning management solutions to support the organization鈥檚 big focus on skills. BT Group also uses 疯拍传媒 SuccessFactors and 疯拍传媒 Fieldglass solutions to manage a contingent workforce of 60,000 additional employees.

Bergin said, 鈥淭hrough our 疯拍传媒 SuccessFactors journey, we鈥檙e in a great place with a single master source of truth on our colleague and contingent workforce data 鈥� and our organizational hierarchy.鈥�

Brightspeed Manages Rapid Growth and Contingent Workforce

is a telecommunications company that provides affordable, quality internet in rural areas of the U.S. Since it started in 2022 with 30 permanent employees, Brightspeed has grown exponentially through acquisition. Today, it has 4,200 employees using 疯拍传媒 solutions and a sizable contingent workforce. To manage growth, Brightspeed implemented 疯拍传媒 SuccessFactors solutions, 疯拍传媒 Fieldglass solutions, and 疯拍传媒 S/4HANA Cloud.

Greg Williams, director of Human Resources Information Systems, Brightspeed, summarized the value of an integrated approach for the organization: 鈥淔inance is up and running on 疯拍传媒 S/4HANA and with 疯拍传媒 Fieldglass solutions. We import that data into 疯拍传媒 SuccessFactors Learning, so our contractors can train on compliance and technical training. The 疯拍传媒 S/4HANA data is integrated into , which is our time system. We capture millions of dollars of project costs. Those are sent back to 疯拍传媒 S/4HANA on a pay-for-period basis.鈥�

Versuni Gains Agility with HXM and Connected Cloud ERP

, formerly known as Philipps Domestic Appliances, is a consumer products company with the purpose to help people turn their houses into homes. It 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 adopt best-of-suite applications that power advanced, digital-first consumer goods organizations.

By connecting 疯拍传媒 S/4HANA Cloud to 疯拍传媒 SuccessFactors solutions, Versuni has achieved three key benefits: a seamless user journey based on a single source of truth across the entire landscape; increased visibility achieved from the integration with other systems, especially finance; and improved reporting, which is leading to better decision-making. Lokesh Rastogi, IT platform leader for Finance and HR at Versuni, summarized: 鈥淚t鈥檚 one source of truth, one system, and one number.鈥�

狈别蝉迟濒茅 Creates Engaging People Experiences at Scale

, one of the world鈥檚 largest food and beverage companies, is using RISE with 疯拍传媒 to help advance its digital transformation. With 275,000 employees in 188 countries, 狈别蝉迟濒茅 focused on the modernization of its HR systems. 疯拍传媒 SuccessFactors solutions now enable it to standardize and automate HR processes and provide a personalized employee experience from recruitment to retirement. 狈别蝉迟濒茅 plans to continue its journey to migrate its entire business operations to  with finance and procurement already live. To learn more, watch this .  

Giancarlo Pala, head of IT/HR, 狈别蝉迟濒茅 S.A., said, 鈥湻枧拇� SuccessFactors is our people backbone. It provides the common processes, systems, and data that let us create engaging people experiences at scale.鈥�

Accelerating Business Performance

疯拍传媒 customers are experiencing firsthand the value of having HR and finance connected on a single cloud platform to help improve speed, accuracy, and insights. This integration can extend beyond the data to connect business processes and employee experiences across all business areas. To find out more about the benefits of connected cloud HR and ERP, watch on demand.

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聽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 疯拍传媒 SE and chief marketing and solutions officer, shared what AI means for businesses today and . She talked about the latest addition to 疯拍传媒 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聽. 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 疯拍传媒 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 疯拍传媒 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 疯拍传媒 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 疯拍传媒 ERP Human Capital Management solution to a new cloud-based platform with .

In addition, Todd Asevedo, GVP, chief expert, 疯拍传媒, shared a host of best practices for how customers can minimize risk and disruption as they from 疯拍传媒 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 疯拍传媒 SuccessFactors.

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

To advance this transformation, 疯拍传媒 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, 疯拍传媒 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 疯拍传媒 SuccessFactors, puts people at the center of business with tools and technologies that help improve the employee experience and drive business results.

The 疯拍传媒 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 疯拍传媒, 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.

疯拍传媒 SuccessFactors solutions are part of the overall 疯拍传媒 portfolio, one of the broadest suites of business applications available, all powered by 疯拍传媒 Business Technology Platform (疯拍传媒 BTP). The latest innovations in 疯拍传媒 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 疯拍传媒 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 疯拍传媒 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 疯拍传媒 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 疯拍传媒 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 疯拍传媒 SuccessFactors, underscored the advantages of integrating talent intelligence within the 疯拍传媒 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 疯拍传媒 ecosystem,鈥� she said, highlighting 疯拍传媒 S/4HANA, 疯拍传媒 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 疯拍传媒 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 疯拍传媒 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 疯拍传媒 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

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

鈥淎t 疯拍传媒, 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.

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 疯拍传媒, 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. 疯拍传媒 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 疯拍传媒 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 疯拍传媒 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 疯拍传媒 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 疯拍传媒 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 疯拍传媒 SuccessFactors.

疯拍传媒 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 疯拍传媒 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: . 疯拍传媒 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 疯拍传媒, we are embedding multiple types of AI 鈥� predictive, generative, and conversational, which are each uniquely targeted to improving experiences across the entire 疯拍传媒 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 疯拍传媒 Fiori helps provide a consistent UX. With intuitive experiences across the entire 疯拍传媒 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 疯拍传媒 SuccessFactors Work Zone, delivered earlier this year. These cards can deliver personalized, relevant, and timely news, announcements, and learning opportunities directly to employees鈥� 疯拍传媒 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, 疯拍传媒 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 疯拍传媒 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 疯拍传媒 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 疯拍传媒 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 疯拍传媒 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, 疯拍传媒 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 疯拍传媒 SuccessFactors HXM Suite, 疯拍传媒 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 疯拍传媒 SuccessFactors solutions with leading business productivity applications such as Microsoft Teams and further enhancing that integration with AI embedded in 疯拍传媒 SuccessFactors solutions to generate suggestions and recommendations using natural language. 

This business-oriented AI innovation represents some of the fundamental changes 疯拍传媒 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 疯拍传媒 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 疯拍传媒 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 疯拍传媒 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 疯拍传媒 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 疯拍传媒.

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 疯拍传媒 SuccessFactors solution implementation team. 鈥淲e achieved this using 疯拍传媒 SuccessFactors Time Tracking in conjunction with (疯拍传媒 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.

疯拍传媒 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, 疯拍传媒 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 疯拍传媒 SuccessFactors solutions as its core HRMS for all HR processes and talent management operations. The bank has recently also introduced 疯拍传媒 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 疯拍传媒 SuccessFactors users, including more than 775,000 training hours logged and 13,000 performance assessment forms completed. By utilizing 124 interfaces or APIs, the 疯拍传媒 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 疯拍传媒 SuccessFactors, implementing the time tracking solution was an obvious choice.鈥�

Learn more about how Eurobank puts people at the center of business with 疯拍传媒 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 疯拍传媒 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 疯拍传媒 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 疯拍传媒 upgrades and through our own intuitive creativity with the platform鈥檚 abilities.鈥�

When employees clock in or clock out in 疯拍传媒 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 疯拍传媒 SuccessFactors Time Tracking for compliance show why agility is the watchword in business today,鈥� says Maryann Abbajay, chief revenue officer, 疯拍传媒 SuccessFactors. 鈥淲hen faced with new legal requirements, Eurobank reached into the 疯拍传媒 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. 疯拍传媒 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 疯拍传媒 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. 疯拍传媒 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 疯拍传媒 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 疯拍传媒, 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.聽

Here are three examples of how organizations are using 疯拍传媒 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 疯拍传媒 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, 疯拍传媒 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 疯拍传媒 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 疯拍传媒 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 疯拍传媒 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.

鈥湻枧拇解�檚 dedication to people sustainability struck a chord with us. This focus continues to show us that 疯拍传媒 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 疯拍传媒 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 疯拍传媒 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, (疯拍传媒 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: 鈥湻枧拇� unless鈥�; cloud unless鈥�; and best of suite.鈥� Considered to be one of the largest RISE with 疯拍传媒 projects in any industry, the transformation was completed in a record 18 months, when Versuni transitioned to 疯拍传媒 S/4HANA Cloud, private edition in all countries.

With the new 疯拍传媒 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 疯拍传媒 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聽 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 疯拍传媒 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 疯拍传媒 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 疯拍传媒 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, 疯拍传媒 SuccessFactors. 鈥淰ersuni translated a new set of business demands and way of working into 疯拍传媒 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 疯拍传媒 to ensure it had access to the right resources and expertise. 鈥淲e hired subject matter experts with 疯拍传媒 SuccessFactors knowledge, but also worked with the HR business to make sure that the design of 疯拍传媒 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 疯拍传媒 SuccessFactors solutions, it also needed cross-organizational reporting that leveraged data available in the connected 疯拍传媒 landscape. Therefore, Versuni and 疯拍传媒 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 疯拍传媒 SuccessFactors with the connected environment. 鈥淲e would like to combine the HR data with data coming from the other 疯拍传媒 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 疯拍传媒 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�

I spent many years of my career working on 疯拍传媒 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 疯拍传媒 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 疯拍传媒 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 疯拍传媒 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 疯拍传媒 Readiness Check tool for 疯拍传媒 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 疯拍传媒 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 疯拍传媒 SuccessFactors solutions.

A few years ago, I wrote an article on a dozen improvements in 疯拍传媒 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 疯拍传媒 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 疯拍传媒 ERP HCM to 疯拍传媒 SuccessFactors HXM Suite.聽 To complete the analysis, ESG conducted multiple customer interviews, used its industry knowledge, leveraged public data, and evaluated 疯拍传媒 SuccessFactors solutions to build a comprehensive model that compared the cost and benefits of HR operations of 疯拍传媒 SuccessFactors solutions versus continued use of 疯拍传媒 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 疯拍传媒 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 疯拍传媒.

According to a from The Josh Bersin Company, today鈥檚 dynamic workplace environments require a human capital management (HCM) system that is 鈥渞eady to use, productive from day one, welcoming to change, and easily adapted to.鈥� The diversity and comprehensiveness of features incorporated into cloud-based fall into this category, setting the foundation for building impactful, next-generation HCM and HXM solutions.

Now, you can get the specialized resources and enhanced services necessary to unleash the full potential of your HXM solution investment. Using the 疯拍传媒 Preferred Success service for HXM solutions from 疯拍传媒, expanded edition, you can optimize the value of 疯拍传媒 SuccessFactors solutions by benefiting from a closer partnership for workplace transformation.

A Close Partnership for Workplace Transformation

From planning to go-live and active operation of an 疯拍传媒 SuccessFactors solution, your business can realize significant value from 疯拍传媒 Preferred Success for HXM solutions from 疯拍传媒, expanded edition. The edition can not only protect your workforce and organizational data and HR applications but can also set the foundation for a long-term partnership that drives continuous knowledge transfer, technical upskilling, and increased awareness of relevant software updates.

Building on the existing 疯拍传媒 Preferred Success service for HXM solutions from 疯拍传媒, the edition helps accelerate business transformation success. It can provide extended access to subject-matter experts in cloud adoption, a set of prescriptive reviews of business needs and applications that support daily operations, and assistance with feature adoption. More importantly, you can develop and operate resilient solutions, maximize the value of your cloud investment, and make effective decisions that support business goals.

Let鈥檚 start with extended access to functional technical resources. Your HR organization and stakeholders can engage with experts offering the technical and functional guidance you need to understand existing business processes, assess and maximize product usage, and accelerate outcomes. Throughout this service engagement, you can closely collaborate and align future updates, landscape changes, and service delivery and follow-up with a technical and functional resource. The expert can also help orchestrate how-to conversations, review your calendar and plans, and document your landscape.

Then, with proactive monitoring, you can work with an 疯拍传媒 technical resource to oversee the five most critical managed jobs for your business. You and an 疯拍传媒 delivery specialist can create a standard operating procedure for each job, which is used to determine what needs to be done and which actions should be taken if a failure arises.

Next,聽an annual solution stabilization review of all live modules of your HXM solution investment is conducted. This experience allows you to schedule services required to be completed for each live module and validates usage compared to best practices to identify gaps or improvement opportunities. Moreover, you can gain recommendations for continuous improvement activities and increased adoption over time.

And last but not least, new feature activation is available to help plan, discover, explore, test, enable, and measure the impact of new functionality. Subject-matter experts can kick off the activation process by mapping your success plan as part of an inclusion list and recommending features that best meet your needs. Then, with the help of an 疯拍传媒 delivery specialist, you can activate your chosen feature in a nonproductive landscape, define a testing strategy that contains a base-level unit evaluation, and start testing in a productive environment. During regular touch points, you and your customer success partner can review the usage of the feature and its impact on your business success plan.

Driving Continuous Value in the Workplace

The ever-evolving and continuously improving nature of the cloud is shaping a future where employees of all roles and seniorities are consistently engaged, empowered, and motivated. And with the prescriptive guidance and personalized assistance of 疯拍传媒 Preferred Success for HXM solutions from 疯拍传媒, expanded edition, you can bring that vision to life with less risk, greater flexibility, and better transparency.

Ready to amplify the impact of your work experience? or contact your local 疯拍传媒 representative to learn more about 疯拍传媒 Preferred Success for HXM solutions from 疯拍传媒, expanded edition.

S茅bastien Brun is global director of Customer Success at 疯拍传媒.
Marcel Bitter is global director of Customer Success at 疯拍传媒.

When fast-growing Mexico-based pharmacy retail chain San Pablo Farmacia faced the same challenge, it found the solution through adopting employee experience management technology. San Pablo Farmacia was established in 1936 and built on traditional customer service values, providing customers throughout Mexico City and beyond with a full-service pharmacy. The company offers over-the-counter medications, natural health products, and home delivery and call center services. With significant e-commerce operations, it offers a delivery service throughout the country, even in locations where it does not have a physical store.

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Equitable Learning Boosts Employee Performance, Talent, and Engagement

An important part of the company鈥檚 business model is to employ people with no previous experience and allow them to acquire skills, become certified, develop, and grow. Committed to being an employer of choice and wanting to be seen as one of the best companies to work for in Mexico, the company developed an employee experience strategy. It mapped out what it means to be an employer of choice in terms of offering and delivering opportunities for meaningful work and personal growth in a positive work environment.

To realize this strategy, San Pablo Farmacia would need to put employees at the center of every step of the employment journey. First, attracting and engaging quality talent and expertly managing its large volume of new hires each year called for improvements in its recruitment process. Then, enhancing onboarding and training experiences for new hires while giving everyone access to the relevant systems and data for optimal efficiency required transforming and connecting in a range of talent management processes.

As the cornerstone of its inclusive and modern approach to talent management, San Pablo Farmacia adopted an integrated, cloud-based HR and talent management solution, which included . To move from traditional, in-person training to online delivery, San Pablo Farmacia created an intuitive and engaging training experience that employees can consume at their convenience. By integrating the learning solution with other talent management applications, it can design personal training and development plans in line with its growth strategies and the individual needs of the entire workforce. With the introduction of its first online learning program, the company delivered certified training to 1,800 employees without the need to transport its people to a training location and take them away from their pharmacy stores.

Optimizing HR Operations and Payroll

Elsewhere, automated payroll processes reduce the risk of human error while giving managers access to modern tools to simplify employee management and shorten approval cycles. With a single source of truth for employee data, managers are empowered with the information they need to set and track performance objectives. And for customer-facing employees, mobile access to self-service HR tools provides an intuitive experience that has increased employee engagement and satisfaction.

With the solutions in place, San Pablo Farmacia has enhanced organizational agility, attracted quality talent, , and shaped a positive workplace culture.

More engaged employees are seen as brand ambassadors, directly impacting customer satisfaction, achieving an average delivery time of just 42 minutes to service customers at home. And according to Forbes, San Pablo Farmacia ranks among the top-rated customer service pharmacies in Mexico as of July 14, 2022, and it has aligned with the standards of a great place to work in Mexico every year since 2018.

Future-Proofing the Workforce Through Technology

In terms of next steps, San Pablo Farmacia is working toward transforming commissions so they鈥檙e nonlinear. With the right tools, the company can better determine which products to promote and give its people real-time access to sales data and the benefits they will receive from selling the merchandise.

疯拍传媒 SuccessFactors Human Experience Management (HXM) Suite helps provide the technology foundation behind San Pablo Farmacia鈥檚 top-ranking reputation. The company uses a suite of 疯拍传媒 SuccessFactors solutions for core HR, payroll, recruiting, onboarding, performance, compensation, learning, succession, and development.

To learn more about these solutions, visit us .

Maryann Abbajay is chief revenue officer at 疯拍传媒 SuccessFactors.

鈥淎t 疯拍传媒 and our Real-Time Support channels, support engineers are in the driver鈥檚 seat to provide this experience,鈥� states Becky Doyle, global vice president and head of Product Support 鈥� People at 疯拍传媒, the organization that supports human experience management (HXM) solutions from 疯拍传媒, including 疯拍传媒 SuccessFactors solutions. 鈥淧utting the 鈥榬eal鈥� in Real-Time Support is key as we continue to move into the future of how we help our customers, especially in the cloud solution world.鈥�

In this interview, Doyle explains the 鈥渞eal鈥� aspect of Real-Time Support and how it influences the possibilities behind always-on.

Q: Can you tell us a bit more about what you mean by the 鈥渞eal鈥� aspect?

A: Our approach offers an always-on support experience. This means that our customers can contact 疯拍传媒 support experts for any problem they have. Sure, we use some cool technology to help make sure we have the answers in the best possible way. But at the heart, it鈥檚 a real and human interaction. Anytime a customer gets to work with a real person to solve an issue it creates a feeling of connection. This interaction could be a live voice call with the service, through a , or any other Real-Time Support channel. Embedded into the 疯拍传媒 solution with , this real-time interaction can create a fantastic connection between customers and our support experts.

This connection is important and is sometimes a missed opportunity. We need to think of both our customers and support experts as people who work together to solve any problems and make sure the customer鈥檚 business runs as smoothly as possible. This feeling of connection through the live channels is valuable for both. My colleague, Mohammed Ajouz, described the criticality of in a Forbes article.

Partnering in real time gives our support experts an increased sense of purpose. It also connects them to what the customer wants to get accomplished. It鈥檚 different from having to submit a ticket to then walk through the problem and get the questions answered. The support experts can help a person, a human, with whatever they need to get done and the process can be faster as it solves the problem within a conversation. This is really powerful.

You mentioned the human side of the Real-Time Support approach. Is there data to show its benefits to the customer experience?

There鈥檚 a significant story to tell when we look at the experience our customers have with Real-Time Support. I already talked about the human aspect and the human element of it. When we look at the data, our customers typically get their cases solved faster through Real-Time Support and have a better overall experience. These also often get solved in a single interaction.

Imagine you have an issue and get your interaction solved as soon as you reach out to somebody. You get your answer in real time, when you need it. We can, of course, tie this time to money. Real-Time Support helps make sure our customers鈥� business continues to transact and flow the way they need it to. We believe the time-to-value of getting a problem solved helps reduce costs for the customer.

One key indicator we look at is the overall customer effort. As described in an , customer effort score is defined as the ease with which customers can use a product or service, resolve a support issue, or find the information they need. When we talk about Real-Time Support, we typically see the customer effort score really improve overall. Customers feel they need to put less effort into their overall support experience or work with our solutions to meet their business needs. This is a powerful human connection to the way we measure how good we are as an organization.

Real-Time Support holds particular importance for our customers in the HR world. What does this human interaction mean from a human experience management perspective?

I am excited about where things are headed for HXM customers. That 鈥淴鈥� in the abbreviation really brings out that experience 鈥� our human experience management. This is such a powerful shift in the HR space. As our HR solution suite becomes more digital and customers submit cases, more often it鈥檚 HR professionals that submit them. These are business users and not necessarily technical contacts. The experience goes beyond fixing the product from a technical perspective; it gets down to how customers use our 疯拍传媒 solutions and what they need to best run their business. Real-Time Support can play a perfect part in bringing that experience home for our customers and our support experts. Being able to support them in real time helps make the overall experience simpler and more personal.

Real-Time Support helps us be more effective and helps our customers with that human and real interaction. When I talk about it from an HXM perspective, our 疯拍传媒 products and solutions are interconnected to the world鈥檚 most important resources 鈥� the people using them. We help people get hired faster, trained better, and help them more effectively manage their performance. More importantly, we help provide for their families when our 疯拍传媒 solutions facilitate their pay or can help them make smart decisions on their own career path. When it comes to support, there鈥檚 nothing more real than to enable our people to help our customers help their people.

Where do you see the future direction of Real-Time Support?

In the cloud space, support can鈥檛 simply be an island of helping customers when they come to us. We have the responsibility to work with product management, development, and operations teams across 疯拍传媒 solutions. This close collaboration lets us influence 疯拍传媒 product innovations to make our support more real and to provide that seamless support experience.

One focus of Real-Time Support is to embed artificial intelligence-driven self-service knowledge capabilities into our 疯拍传媒 products as part of Built-In Support. Not only will customers have that true human interaction, they鈥檒l also be able to receive support information relevant to the 疯拍传媒 solution in use.

Another future direction in our support transformation goals is to make support more personal for customers and to open a two-way channel of communication from within the 疯拍传媒 product. The goal is to implement resolutions before business disruption can occur and proactively make customers aware of things before they happen. We want to directly connect them with information that鈥檚 relevant to the application in use or provide access to a real-time channel directly from within the 疯拍传媒 solution. Both of these capabilities are pretty cool.

What do you feel is important to remember?

I encourage our customers to get 鈥渞eal鈥� with us through Real-Time Support. Try out Real-Time Support channels, especially when the topic could use that human touch. See how it feels to connect with us. Get real information and immediate answers to help you on your way faster.

Learn more about .

Regina Postman is part of Customer Support and Innovation Communications at 疯拍传媒.

The concept of working in cross-functional, self-managed teams 鈥� or what we call 鈥�dynamic teams鈥� 鈥� is a reality for most employees. In our聽, we found well over three-fourths (82%) of respondents have participated in a dynamic team more than once, and 64% are engaged in multiple dynamic teams simultaneously.

Despite being created out of necessity, dynamic teams can be either a culture shift or a culture shock. Our research shows that fewer than one-quarter (20%) of employees are satisfied with these experiences and only 36% of managers are motivated to encourage direct reports to participate in a dynamic team in the future. Surveyed managers want clear expectations for their employees鈥� involvement, real-time updates on challenges and progress, and awareness of skills acquired through the dynamic team experience.

According to Kathi Enderes, Ph.D., senior vice president of Research and global industry analyst at The Josh Bersin Company, the HR technology used often contributes to this misalignment within dynamic teams. 鈥淧eople don鈥檛 naturally work in a linear structure. However, teams often fall into the trap of following the rigid hierarchies of their traditional HR technologies, stemming from the industrial age, to manage performance, give feedback, coach, and develop teams,鈥� says Enderes.

Heed the Signs of a Changing HR Landscape

The informality of dynamic teams can provide the flexibility companies need, but it can also lead to trouble for the overall business culture. It鈥檚 human nature to lean into the convenience of casually asking people we already know and like to join a dynamic team to tackle a critical business issue or deliver a strategic initiative. But that also means managers are missing out on talented people without the right connections 鈥� narrowing the diversity of knowledge, critical capabilities, and compatible traits necessary to deliver positive outcomes.

Management decision-making about personnel based on a biased 鈥渨ho knows who鈥� mindset 鈥� rather than a strategically focused one 鈥� can limit employee opportunity and reduce engagement, and highly skilled employees suffer. They increasingly disengage when passed over for roles and promotions that can further develop their competencies. The people with the potential, desire, and enthusiasm to acquire and apply new skills who are shut out of any chance to grow eventually seek out a new employer openly committed to their immediate and long-term personal development.

That kind of environment is the perfect breeding ground for groupthink. Over time, entrenched teams are compelled to add more tasks, processes, systems, and complexity rather than subtracting existing ones that do not add value to the project at hand.

C-suite leaders can 鈥� and must 鈥� find ways to eliminate this risk in their workforce culture. By prioritizing digital strategies for properly skilling and engaging employees and matching them to the right opportunities, they set a foundation that not only creates a future-ready workforce but also future-proofs the business.

As a first step, organizations need to start their HR transformation journey with an understanding of the skills available today and the skills that will be needed in the future. This includes keeping a dynamic team strategy adaptable enough to support a growing list of diverse work arrangements, including hybrid work, the four-day work week, talent marketplaces, internal gig work, or non-linear career pathways.

鈥淧eople now work in agile teams that come together around customer problems, analyze and solve them, and disband again quickly,鈥� says Enderes. 鈥淗R technologies must be as dynamic as the way we work today.鈥�

Enhance Outcomes with Greater Organizational Agility

Cohesive and cross-functional team strategies that support organizational agility unlock the door to dynamic teams that are not only successful but also embody the benefits of empowerment and inclusiveness. With visibility into their existing workforce, organizational managers can construct teams that reflect the diversity of the people impacted by the initiative鈥檚 outcomes. Even more, they connect the right people to the right challenges, elevating the quality of the workforce by creating more skilled employees.

The first step is forming a team-based structure 鈥� a shared visual representation of the team 鈥� to define individual roles and help ensure accountability. In return, dynamic team leaders and their members can pinpoint gaps in skills, functions, and responsibilities and source new colleagues with the skills and strengths that can add value to the overall initiative.

Colleagues across different departments can discover open dynamic team roles through the solution. Leaders can quickly generate an assignment within the dynamic team experience that includes the role description and required skills and qualifications. As soon as the assignment is published, employees throughout the organization can view the open role, consider if they or someone else is a fit, and apply if interested 鈥� all from the same view.

The opportunity for organizational managers and business leaders to measure team progress among cross-functional teams with objectives and key results (OKRs) is a significant advantage. Until now, this insight was shrouded in manual reporting and simplistic dashboards, limiting transparency and a complete understanding of how their people 鈥� whether seen or unseen 鈥� contribute to the business when working in teams. Yet, more importantly, this capability enables individual talent to build on skills and interests enriched by their experience and thinking.

鈥淚ntegrating dynamic teams functionality with HR technology allows employees to work on multiple projects and help accomplish critical goals,鈥� says Enderes. 鈥淲ith team management capabilities, the ability to source team members through 疯拍传媒 SuccessFactors Opportunity Marketplace, and an OKR experience integrated with talent management, performance management across cross-functional teams and individual contributors is made possible. It supports the 鈥榥ow鈥� and the future of work.鈥�

This approach allows executives, managers, and employees to become more aware of what efforts and contributions are critical to the business. Employees can connect their team-based OKRs to their individual performance goals in the solution by tying team performance to established business metrics. They can spend their time working on projects they understand are critical for the business and their personal development and growth 鈥� all with the confidence that leaders will appropriately recognize their contributions.

The benefits go even further, as organizational leaders build dynamic teams across departmental boundaries with visibility into the volume and composition of successful dynamic teams and OKR data to track team progress and outcomes. Leaders can create report stories with the 疯拍传媒 SuccessFactors People Analytics solution to tap into cross-functional knowledge and foster a culture that confidently achieves program goals and is consistently prepared for new challenges and opportunities.

Embrace a More Dynamic Future of Work Now

Being among a network of people who appreciate and value each other鈥檚 work, strengths, and potential can be a very motivating aspect of everyone鈥檚 employee experience. It鈥檚 what drives people 鈥� of all roles and backgrounds 鈥� to seize opportunities to develop their skills, contribute more to the business, and establish themselves as highly desirable talent.

This energy across the workforce can become pivotal in how the business grows and succeeds in the long run. Organizations often have a better chance of achieving their goals by building dynamic teams with a mix of internal and external experts. Yet, at the same time, talented professionals can develop new skills and practice existing ones within the safety of a supportive environment.

One thing is true: a business transformation in which dynamic teams are a centerpiece requires transparency and data-driven insights. Together, these two ingredients can optimize dynamic team composition, experiences, and outcomes.

Interested in learning how your investment in 疯拍传媒 SuccessFactors solutions can help you optimize the outcomes of your increasingly fluid workforce? View the聽聽and watch the about our dynamic teams functionality.

Meg Bear is president and chief product officer at 疯拍传媒 SuccessFactors.