Intense competition for skills is forcing organizations to modernize their talent strategy. A future-ready workforce needs new skills and faster adaptability to keep pace with innovation and thrive in a rapidly changing world. HR leaders – as champions of people development and organizational culture – are at the forefront of a revolution in employee learning, growth and upskilling. This revolution is driven by advances in artificial intelligence (AI).
AI will truly inspire and transform the way people work and the way organizations unlock individual and collective potential.
To advance this transformation, SAP announced new capabilities at its SuccessConnect event which harnesses the power of AI to help organizations close the skills gap and unlock the potential of their workforce. These capabilities are integrated throughout SAP SuccessFactors Human Experience Management (HXM) Suite to help improve the employee experience and guide every human resources decision, from talent recruitment and internal mobility to learning and performance management.
“Your organization’s richest source of potential is your workforce, everything it is today and everything it can be in the future,” said Aaron Green, chief marketing officer and solutions from SAP SuccessFactors, serving SuccessConnect’s global HR community. held last week in Las Vegas, Nevada. “This is an opportunity for us to embrace AI to improve the way people work and this is how we unlock their potential. This allows us to maximize the skills of our workforce.
Put people at the center of the company
Human experience management, a category of HR software pioneered by SAP SuccessFactors, puts people at the center of the business with tools and technologies that help improve the employee experience and drive business results.
SAP SuccessFactors 2H 2023 release will include general availability of new AI capabilities that can unlock workforce potential by increasing employee productivity, increasing efficiency, and unlocking growth and development opportunities . Joule, recently announced by SAP, is a natural language generative AI co-pilot that can truly understand business. Joule makes it easier and faster for employees to navigate complex processes and for HR teams to respond to requests. Additionally, new use cases for generative AI are helping HR teams improve talent, recruiting, and learning.
SAP SuccessFactors solutions are part of the global SAP portfolio, one of the broadest suites of business applications available, all powered by SAP Business Technology Platform (SAP BTP). The latest innovations in SAP SuccessFactors HXM Suite are powered by SAP Business AI be relevant, reliable and responsible. Learn more here.
“We are in a phase of rapid acceleration in AI,” said Green, who described how new AI use cases “will drive a total transformation of two fundamental facets of every organization: how people experience their work and how we can unlock this individual and collective capacity. That’s why we came up with SAP Business AI that’s truly built for business.
Talent Intelligence Hub: the engine of a skills-based organization
Competency-based organizations, where skills take precedence over roles and titles, benefit from 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 all staff, identify skills needed for the future, and implement a learning and development strategy. talent capable of effectively filling gaps.
Driving force of a modern, skills-based organization, talent monitoring center is an AI-driven competency framework integrated with the SAP SuccessFactors HXM suite that can drive an organization’s entire learning and talent strategy. Clients can benefit from a single competency model that covers recruitment, 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 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 Center allows them to create 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 may include assignments available on SAP SuccessFactors Opportunity Marketplacementors and dynamic teams. The talent monitoring center is now accessible to everyone.
“AI has arrived at just the right time to give us the productivity boost we need to grow,” industry analyst Josh Bersin said during the keynote. “So if you have an old-fashioned management team that says hire, hire, hire, hire… that’s not going to work anymore. It will be about automating, improving, rethinking, reorganizing – and that’s why these integrated AI tools like those produced by SAP SuccessFactors will be essential to the growth of your business.
Delta Air Lines: Skills Development Advances Business Strategy
Delta Airlines is a company evolving to become a skills-based organization. An early adopter of the Talent Intelligence Center in SAP SuccessFactors solutions, Delta builds an employee experience focused on skills development and continuous learning that supports its business strategy. Employees will be able to maintain their own individual portfolio of skills and competencies and receive personalized learning recommendations for their skills development and career growth.
“Delivering an elevated employee experience is important to us,” said Tim Gregory, general manager of HR innovation and workforce technology at Delta. “We want a winning workforce and that means being able to attract the best and brightest from everywhere. We need to be able to view this talent through a skills lens. Our employees work hard to develop and hone their skills. It’s personal, and when Delta is able to look beyond the traditional lens of job hierarchies and org charts, we create the elevated experience that attracts and retains top talent.
Through its skills-focused talent strategy, Delta has eliminated degree requirements for more than 90% of non-executive positions in an effort to address the opportunity gap for talented employees who acquired their skills through alternative pathways – with a focus on 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 leadership positions with current talent in customer-facing positions. An internal review of job descriptions found that many jobs required a college degree. Gregory said: “We asked ourselves, do we care more about where their skills come from or do they have the skills, have mastered the skills, are great at the skills?
Eliminating unnecessary degree requirements has allowed Delta to move forward with its goal of advancing more front-line employees with customer experience into its leadership ranks, which has benefits for its commercial strategy and customer orientation.
This is just one example of how Delta is using the Talent Intelligence Center to drive individualized talent development and put employees at the center of its transformation. Learn more here.
The power of the Talent Intelligence Hub
The power of the Talent Intelligence Hub was clearly demonstrated during a demo on the SuccessConnect main stage. Amy Wilson, senior vice president of product and design at SAP SuccessFactors, highlighted the benefits of integrating talent intelligence into the SAP SuccessFactors HXM suite. “You’ll benefit from the simplicity and power of a unified talent lifecycle, with a common language and shared set of insights. And this extends beyond HXM to our entire SAP ecosystem,” she said, highlighting SAP S/4HANA, SAP Fieldglass solutions and partner applications. “We leverage this rich data to dramatically improve the individual experience, from inferring skills based on talent data, to creating recommendations in SAP SuccessFactors Opportunity Marketplace, to our a whole new learning experience.”
The demo followed the talented journey of Jada, a retail associate at fictional Cookie Delight, who has high aspirations to help launch a new line of cookies. AI-generated learning recommendations guide Jada as she builds her skills profile to apply for an assignment on the Product Launch team.
In SAP SuccessFactors Learning, Jada can see personalized learning recommendations tailored 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. Once she completes a course, her skill level in her Individualized Growth Portfolio is updated to “Advanced.” In SAP SuccessFactors Opportunity Marketplace, she finds an assignment to help launch the new product and applies for this opportunity. “We made it even better with this version,” Wilson said. “We’ve added top picks for you, which are recommendations based on your skills and interests. And now opportunities find you.
The future of work is taking off thanks to AI
SAP has been helping organizations manage their business processes for 50 years. Siva Sundaresan, senior vice president of applications engineering at SAP SuccessFactors, gave HR leaders insight into what new AI capabilities will mean for the future of work.
“At SAP, we are committed to implementing AI with ethics, privacy and security at the forefront,” he said. “We are a leader in the human experience market and we are excited to help you adopt intelligence systems. Talent intelligence is just the beginning. We will expand AI use cases across our portfolio. When you include HR, finance, supply chain and customer experience, you can truly transform the business.
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