Learning from SAP SuccessConnect: Driving the Shift to Digital HR

SAP SaccessConnect 2016 Vienna

In this transformation era, most of companies want to lead with better financial results and with more customer engagement, satisfaction and experiences. Every organization wants to have success before their peers. The transformation is already taking place, mainly starting with Human Resources within the Organizations and Digital HR plays a vital role whether in standardizing and streamlining processes or in helping organizations to transform their HR practices and employee experiences.

SuccessConnect 2016 Vienna has definitely provided the opportunity where one can spend time with people who are successfully navigating through these changes. Learn why they began and how they are proceeding through the journey, including value and results they are achieving.

For those who are not aware of SAP SuccessConnect events, the premier event for human resources (HR) professionals. World’s leading HR executives, business professionals, industry experts, and thought leaders gather who are shaping the way companies are transforming businesses in the digital economy.

Definitely recommended if you want to know how, why and where you need to start the journey to Digital Transformation. Here are some of the recents and upcoming ones.

Join us for SuccessConnect around the globe!

Let’s now share our experiences recently from Vienna, the latest SuccessConnect event. What is important at this time is to know over the experiences, knowledge and challenges in the transformation with Digital HR from the organizations who are already leading their journey.

There are lot of feedback and knowledge sharing from these leading organizations at SuccessConnect. Keynote address with SAP SuccessFactors President Mike Ettling, “Simply Human Show” has provided such experiences of the journey from UCB, Swiss Re and Erste Group Bank.

Franck Cohen, President, SAP Europe, Middle East and Africa, and Mike Ettling, President, SAP SuccessFactors discussed over leadership and diversity. Highly motivated thoughts and styles from two leaders from SAP.

Main Stage SAP SuccessConnect 2016 Vienna

There are other interesting Keynotes, one with Niki Lauda is one of the best Formula 1 drivers and one of the most fascinating personalities in sports and other with Stefan Ries, member of the Executive Board of SAP SE and CHRO and off course Women in Leadership Luncheon, a really good initiative from SAP for sure.

The one with Thomas Otter and Dave Ragones, both group vice presidents of Product Management at SAP SuccessFactors, is definitely under the surveillance from SAP Partners, Vendors and Customers as a whole. They discussed the future directions and trends shaping the SAP SuccessFactors suite of products, over the new product innovation and newly added functionalities. Which are surely the driving points of the transformation for better customer experiences and results.

There are huge numbers of breakout sessions from SAP, partners and customers, sharing their experiences and capabilities. Not easy to attend all of these but the below ones are definitely interesting especially when one is looking for a proper answer, roadmap and guidance for your transformation journey.

From Partners and Customers:

38167: Lufthansa: Side-by-Side Model with SAP SuccessFactors Solutions

38254: Power and Value of Developing an Actionable HR Strategy and Road Map When Transitioning HR

39184: Transforming Global HR – Is There Any Other Way to Work!

38953: How to Support Company Growth and Organizational Change with SAP SuccessFactors Solutions

38149: Kontron: Full Implementation of SAP SuccessFactors Solutions Based on SAP Rapid Deployment Solutions

From SAP:

40390: Introduction and Road Map for SAP SuccessFactors Extensibility

38121: SAP Success Factors Employee Central: Core HR Road Map

38173: Enabling HR Shared Services in Your Organization: SAP SuccessFactors Employee Central Service Center

38077: Overview of SAP SuccessFactors Learning and Road Map

38164: Introduction and Roadmap for SAP SuccessFactors Intelligent Services

We personally enjoyed the below session where SAP come over the road maps and options for Payroll in cloud and on-premise.

38128: SAP SuccessFactors Employee Central Payroll: Where We Are, Where We’re Going, and How to Get There

The only comprehensive choice and solution for global payroll
Slides are taken as pictures from SAP during SuccessConnect 2016, Vienna

SAP clearly indicated that choices and solutions for Global Payroll are totally depend on the customer’s perspective of their current situation. SAP is offering with 4 options currently where the preferences are clearly indicating to SAP SuccessFactors Employee Central Payroll or Managed Payroll. There are a lot of debates going on for these last two options and it is good to know that SAP makes clear indication that those customers who are happy with their current SAP HCM Payroll solution (so far the best option) are not need to move to cloud in hurry.

Why transition (SAP ERP) Payroll to the cloud?
Slides are taken as pictures from SAP during SuccessConnect 2016, Vienna

Transition of Payroll to cloud totally reciprocal to the customer’s satisfaction with their current situation. SAP has also provided two different choices to Payroll delivery for Employee Central,  currently the best choice for Core HR on cloud from SAP.

Payroll delivery options for Employee Central
Slides are taken as pictures from SAP during SuccessConnect 2016, Vienna

So now it’s upon to the organizations who need to decide their own choices from their current situation and their own future roadmap. Further reading on this is recommended from Diginomica.

SAP’s Mike Ettling on the cloud ‘haves’ and ‘have-nots’.

There are off course lot of other interesting sessions and there are a lot to discuss and share but we surely need dedicated contents for them. But it is always good to be a part of the most debatable topic, which we have share.

Another interesting best recent announcement from SAP is SAP SuccessFactors Process Library,  the process library for SAP SuccessFactors solutions provides a unique and specific body of knowledge created and maintained by SAP. The process library supports the transformation of HR based on the leading cloud solution for HR and enables customers to drive standardization and fast adoption.

SuccessConnect from SAP is a great place for valuable networking as it is dedicatedly provides the opportunity in driving Digital HR for a Digital Transformation journey.

Meeting Experts, Global colleagues,  Ex-Colleagues, Friends, Social Media Connections and lots of Partners/Vendors at the same place and during the same time is not at all a bad option for sure, specially when the area (Human Resources) of all innovation, thoughts and experiences are the same.

Meeting experts specially SAP Mentors is very common and expected in event like SAP TechEd but SuccessConnect is neither a bad option especially if you are looking for mentors/experts on SAP HCM and SAP SuccessFactors solutions. It is a big plus for any attendee for sure.

Some of the SAP Community folks and Mentors on SAP HCM ERP and SuccessFactors in Vienna
Some of the SAP Community folks and Mentors on SAP HCM ERP and SuccessFactors in Vienna

Now if we come to vendors and partners there is a big list of sponsors in SuccessConnect. It’s great to get collaborate with many of them, grabbing their experiences with other customers, partners and knowing future solutions from SAP which could be a  a great step to know why, how and where to start the journey to Transformation.

Very impressed with NGA HR, who are one of the leaders in Payroll Services and HR Outsourcing. Actually so far they are mainly known for the Payroll and Outsourcing services. But it’s good to know over their Digital HR services as well where they are also leading HR Technology Consulting, HR Transformation Consulting and AMS services.

In this year, SAP has announced over SAP APP Center for customers, there are already more than 1200+ apps in the HANA Cloud Platform from SAP. NGA HR also announced about XtendHR, the future-proofed HR apps. The apps – built on the HR HANA Cloud Platform – help organizations to deploy, roll out, configure and manage SuccessFactors Employee Central faster, safer, better and cheaper. Will be available to anyone easily in this mobile world, where people spend most of their time in APPs onlys.

Similarly Accenture HCM Software is also doing a pretty good in boosting productivity on the SAP SuccessFactors Employee Central and SAP on-premise HCM platforms with their own solutions. Similar engagement is also supported by EPIUSE with their own solutions.

All of these three vendors are the premium partners from SAP and there are lot of expectations from the organizations and customers from them who are leading in helping customers in their transformation journey.

Apart from big names it was also interesting to know about some new and potential partners who are doing a fantastic progress with their innovative thoughts and engagement. We are really impressed with IngentisiProCon, TalentTeam, iXerv , WalkMe, Launch … and many more, and some of them are even founded and leaded by SAP Mentors and SAP Alumni.

We are also happy to share our collaboration idea with many of the partners especially on disruption on HR and driving Digital HR for transformation. We were especially engaging with lot of potential startups who are really promising with their innovative solution on HR Technologies. We will be happy to get engage with more and more startups, partners and helping organizations and customers in their transformation journey as well.

Please see our DisruptHR section on our website, you can find some of them, still many to get engage.

DisruptHR

Overall it is a very successful and impressive conference we attended recently so far. There are a lot of potential for most of the organizations as the journey has just began.

We are thankful to SAP and all the sponsors/partners and hope to continue our journey in this Digital Transformation era as well.

About the Author:

soumyasanto-sen

Soumyasanto Sen — Blogger, Speaker and Evangelist in HR Technology who try to think Out of the Box!

Professional Consultant, Manager, Advisor, Investor in HR Tech. Focusing on Strategies, Mobility, Cloud, Analytics, UX, Security, Data Protection, Developments and Integration in HR Technology & Digital HR.


Source: Learning from SAP SuccessConnect: Driving the shift to Digital HR – HRTechCon

Advertisements

Streamlining HR Management Process Using Latest Trends in Technology

Streamlining HR Management Process Using Latest Trends in Technology

Whether you’re aware of it or not, global investment in corporate HR technology is on the rise and according to the most recent Human Resources Transformation Survey Report, the investment is growing at an exponential rate. Almost 90% of respondents said they plan to spend the same amount (some even said more) on HR systems this year. Furthermore, roughly 60% of respondents plan to start using mobile technologies for various HR transactions in the next 12 months.

The report, however, revealed something maybe even more interesting. While most people are satisfied with the technology they use for their performance management, almost 30% of respondents still use paper. Given the number of HR solutions on the market, it is quite surprising that so many companies out there are still depending on paper to perform certain HR tasks. But as the reliance on software increases, the use of paper is bound to decline.

The point here is, as times goes by, more and more companies will start automating and improving their HR processes by using new technology. To keep up with the competition, you should start looking at the latest trends, and use them to the best of your abilities to streamline your HR process.

Increasing Flexibility with the Cloud

The days of being chained to a desk and a PC are fortunately long gone, as a recent Gallup Poll revealed that more than 33% of workers are using their mobile devices to access work after hours. What’s more, around 96% of employees in the United States say that they use at least one of their own mobile devices to access work-related documents. Modern, cloud-based systems allow you to access important corporate files anytime, anywhere, which means that you can review a new employee resume from the airport, or send approvals for salary increases from your home office.

Real-Time Feedback

As the economy grows, employee engagement and retention have become a top priority. However, even as attention shifts towards the contentment of the staff, engagement is still surprisingly low. As a matter of fact, Quantum Workplace reports that employee engagement is at its lowest level in 8 years. So how can you keep up with your employees’ feelings and needs and how can technology help? In response to these concerns, a number of software providers that offer real-time employee feedback tools have popped up in the last couple of months. Performance review tools like Impraise will allow HR departments to more promptly discover, and respond to workers’ problems, needs and suggestions.

Managing Talent with People Analytics

People analytics, a BI-based approach to evaluating and managing talents presents a groundbreaking opportunity for HR. Furthermore, Deloitte’s Human Capital Trends report indicates that people analytics is more important than people originally thought. The report has revealed that 87% of business leaders are worried about retention and engagement, and 85% about the skill of their staff. And while some organizations have been slow at adapting to the new technology, many companies such as Starling Trust Sciences have developed algorithms that can identify “toxic” workers, predict attrition and even highlight the promotions most likely to produce high-performing workers.

Balancing Satisfaction with Scheduling Needs

Keeping the staff satisfied mostly relies on an increased attention to scheduling, and the ability to view schedules instantly, relieving the HR professionals of the pressure to pad staff levels to cover shifts in case of critical situations. Moreover, according to ADP research, scheduling automation can help organization save over 20% on overtime costs. Fortunately, there are plenty automated staff scheduling software that provide visibility across your organization and give insight into scheduling gaps, cost controls and available resources and can help you optimize organizational performance.

The Correlation between Technology and Satisfaction

Did you know that more than 70% of employees who gave their manager high marks also rated their performance management systems as “very good” and “great”? Well, according to Gallup’s analysis of 50,000 employees, it’s absolutely true. And while we cannot say that all good HR managers have good tools, it’s evident that both HR professionals and employees are more likely to be efficient and satisfied at their jobs when they have the right set of tools at their disposal.

About the Author

Nate Vickery, Bizzmark Blog

Nate Vickery is a business consultant mostly interested in latest technology trends applicable to SMB and startup management and marketing. Nate is also the editor at a business oriented blog BizzmarkBlog.com

Twitter | LinkedIn | FacebookGoogle+


If you want to share this article the reference to Nate Vickery and The HR Tech Weekly® is obligatory.

From the Digital Workplace to Digital HR to Sustainable HR

The Path to HR Sustainability

The path to HR sustainability

For those of us active in the realm of HR and business, “digital HR” and the “digital workplace” have been hot topics. But as is often the case with new terminology and buzzwords, they can mean different things to different people. We’ve thought a lot about the challenges HR faces and the role of “digital” in addressing them, and it’s more encompassing than many of the definitions we’ve seen. The digital workplace is what powers digital HR, which in turn enables HR to sustain itself in the face of disruption.

Related links:

Follow @DeloitteTalent on Twitter
Stay connected.

HR Transformation
Learn more about the practice.

HR Technology
Learn more.

Global Human Capital Trends 2016
Read the latest trends.

Sustainable HR is the goal

First, let’s look at the end goal—sustainable HR—and what that means. Business disruption is rampant—new business models, new technologies, a challenging economic environment, and the overall quickening pace of business are all disruptive to “business as usual.” Workforce demographics and trends—retiring Boomers, high-expectation Millennials, workforce-on-demand models, team-based work—are another disruption. HR sustainability is about HR (1) maintaining its stability and focus despite disruption, (2) being adaptable in the face of disruption, and in turn (3) helping the business be stable and adaptable in its response to disruption.

Digital HR enables HR sustainability

Next, let’s look at how digital HR enables HR sustainability. When we thought about how HR becomes sustainable, we kept arriving at the same four capabilities—what we call the 4Cs. HR should be able to…

  • Create capacity, freeing up time by eliminating mundane repetitive tasks and enabling HR professionals and customers alike to focus on more value-added activities.
  • Grow capability in its own people and in its customers via a rich, curated, just-in-time learning environment.
  • Empower community, tapping into a variety of internal and external networks as sources for information, learning, and collaboration.
  • Boost credibility within the organization by consistently meeting its customers’ needs.

Digital HR, a top 10 Global Human Capital Trend for 2016, enables HR to accomplish the 4Cs by applying digital principles to HR operations. While this could involve a mix of social, mobile, analytics, and cloud (SMAC) technologies, it encompasses more than technology. It’s also about using design thinking to reimagine HR processes and the HR customer experience, trying new approaches, gathering feedback, communicating bilaterally (company to employee, employee to company, employee to employee, company to company), and continually making iterative improvements.

The digital workplace powers digital HR

Finally, we come to the digital workplace—one of the ways organizations can accomplish digital HR. The digital workplace is a solution for engaging employees in all the services they have available to them at work. It’s about automating transactions that are manual today (creating capacity). It’s about targeting information and learning content to employees to help them do their jobs (growing capability), just as social media sites target posts based on member preferences. It’s about bringing the social communication concept to the workplace to connect people (empowering community). And it’s about harvesting data to enable analytics that provide informed insight about how the company is operating and how employees can better perform their jobs.

We have more of our thinking behind the digital buzz (and how we’re addressing it with our own mobile digital workplace, ConnectMe), in our publication, Sustainable HR in an age of disruption. Check it out for additional insights on the digital workplace and how it can propel digital HR on the path to sustainability.

About the Author:

michael-gretczko

Michael Gretczko is a principal with Deloitte Consulting LLP and the practice leader for Digital HR & Innovation. He collaborates with large, complex, and global clients to identify and bring to market innovative products and solutions that deliver on their business needs.


Source: The path to HR sustainability – HR Times – The HR Blog

Why Game of Thrones Needs a HR Information System, HRIS

If you’re a Throner, that’s a Game of Thrones fan, you’ll be all too familiar with the mess that is Westeros. If you’re not, all you need to know is that the world’s biggest fantasy show is the perfect metaphor for poor succession planning, terrible retention strategy, shameless people management, dire career development, and hapless leadership.

We’re into season 6 and, it seems, no closer to resolving this huge HR headache. And as the White Walkers beyond the Wall are massing to invade, the Houses of Westeros really need to get their act together – and fast.

Ari Copoulos_Article Image
Ari Kopoulos, CEO at EmployeeConnect

At EmployeeConnect, we think a Human Resource Information System (HRIS) and it’s ability to connect, engage and transform the workplace, could have prevented a whole heap of strife across the Seven Kingdoms. Plus, a HRIS could also be used by some of the current characters to help them achieve their own personal quests, ambitions and even avoid death.

Here’s how:

1. The assassination of Jon Snow

Mr “Hold the gate” could have avoided his (brief) death if he’d been more in tune with his colleagues in the Night’s Watch. In fact, a simple pulse engagement survey would have returned a few unhappy faces, giving Jon the data he needed to make more informed decisions regarding his alliance with the Wildlings.

2. Cersei’s walk of shame 

Perhaps the High Sparrow could have handled this better. If he’d thought more about his organisational objectives, values, KPIs, goals and competencies, he could have had a more meaningful conversation with Cersei. One that could have improved her performance and skills. More carrot, less stick perhaps?

3. Arya Stark needs a career development plan

You can’t underestimate the power of a mentor. The right mix of formal and informal learning from the Faceless Man, Jaqen H’ghar, in the House of Black & White – along with a personalised development roadmap – would plug Arya’s skills gaps, helping her reach ‘assassin’ level much quicker.

4. Imagine if Varys could act in real-time, any time, from anywhere

The ‘Spider’ has a complex network of spies and informants acting as his eyes and ears across Westeros and beyond. This complex web of “little birds” allows him to gather information from far and wide. Information he analyses and uses to his advantage. But imagine how much more effective this network could be if Varys had access to an integrated workflow system with business rules to verify and validate the whispers. All that power. All that knowledge. All in real-time.

5. No information equals no structure

King Robert Baratheon dies and all the great families of Westeros feel they have a rightful claim to the Iron Throne. However, there are no formalised structures underlying the political processes involved in ascending to the Iron Throne and no clarity of roles. As such, there’s no central repository for policies, procedures or performance-based information. The result? Everyone does what they want, when they feel like it. Chaos ensues.

 6. Deanerys needs to work on her recruitment

The Princess of House Targaryen, (aka Khaleesi), has clearly had some recruitment issues… in particular hiring the witch Mirri Maz Duur to treat Drogo, her husband. Had Deanerys used a recruitment module with clearly defined role descriptions, questionnaire and background checks or set-up an employee referral scheme, Drogo could still be alive.

 7. Dragons are a WH&S nightmare

Dragons are dangerous and all employers have a duty of care to their employees and site visitors. Of course, dragons are also unpredictable and while it may never be possible to prevent all accidents, a strong workplace health & safety strategy and hazard identification workflow can greatly minimise risks.

 8. Give credit where it’s due

With a simple reward and recognition scheme that promoted positive values, Theon may never have felt rejected by his father Balon. Instead, in an effort to make his mark, he betrays his good treatment by Eddard Stark and attacks Winterfell. From then on, there’s very little joy in the life of Theon.

9. The evidence was there for Tywin to see 

Tyrion leaving Kings Landing after slaying his own father was a huge shock, but the signs were there. If Tywin had put a simple traffic light system in place, he would have known his son was far from happy and a flight risk. Perhaps Tywin would still be alive today?

10. Success requires long-term planning

It’s a simple fact, but with a proper succession plan in place – supported by a robust talent management strategy – the Lannisters could have avoided almost all of the ensuing feuds and wars.

If only they’d been able to take advantage of HRIS, Westeros will surely have been a safer, happier, and less conflicted place – and everything could have been wrapped up by the end of Season 1.

But let’s be honest – where’s the fun in that?

So, if you want your organization to not only survive, but thrive – and have more time and resources to take on external opportunities and threats, rather than be distracted by inner squabbles or dragon-slaying, now might be the time to look into the HRIS. You don’t need a large, complex kingdom to make the most of its tools. Just a commitment to making every person a priority.

Because no one wants their business to be like Westeros.


Source: Why Game of Thrones Needs a HR Information System, HRIS – EmployeeConnect