Solutions to make work pay – for businesses and employees alike

Businesses want to make sure they have the right people in the workplace – and today, more than ever, they want the process of finding and keeping hold of those people to be as efficient and reliable as possible.

The digitalisation of many aspects of our lives brings new opportunities for businesses, employees and prospects alike. For so long, the human resources (HR) sector revolved around the individual vetting of candidates and laborious means of monitoring staff progress. This ate up precious man-hours, and diverted energy from the tasks at hand.

But with the digital revolution, and in particular the advancement of artificial intelligence (AI) technologies, this is becom­ing much more efficient.

“In the old world of human resources, everything was dependent on the employee giving feedback,” says André Robberts, head of SAP SuccessFactors, UK & Ireland – a leading provider of cloud-based human capital management solutions. “Before, appraisals were done once a year, and that meant that we were constantly looking backwards into the past. That made it much more difficult to fix things that had already gone wrong.”

The incorporation of AI into the work­place means that the business community will be able to receive accurate information about employee engagement, well-being, and efficiency much faster than before.

With some 100 million daily users around the world, SAP SuccessFactors holds a uniquely broad data pool in the cloud, with granular detail on the kinds of jobs people are looking for, what new opportunities are emerging for job seekers, and more.

But SAP understands that the market is changing. Today, roughly 44 per cent of average workforce spend is external – on contingent staff, freelancers, consultants, independent contractors and so on. Fur­thermore, expectations are also shifting as new generations enter the workplace.

“How will these contingent workers be supported?” Andre asks. “What about programmes for millennials and Generation Z? They’re not so interested in corporate life, but instead look to a healthier work-life balance, continuous feedback and develop­ment, and to progress quicker in their professions.”

Advancements in system-generated intelligence and people analytics means that key information on employees – how long they’ve been in their role, what recogni­tion they’re getting from colleagues, whether they are satisfied in their position – can be mined far more efficiently than before, and as a result, problems can be dealt with quickly.

The core of SAP’s mission is therefore to draw on the digital revolution underway to make life easier for both employer and employee. The company places a strong emphasis on employee well-being, recognis­ing that without this, the business will suffer. Clients therefore need to marshal the right technology and understand the value of the information they hold to ensure they are better in tune with their staff.

Robberts points out that employees are all too often anxious about how they’re viewed in the workplace, and whether their output is being valued. As a result, SAP SuccessFactors champions regular check-ins between managers and employees for continuous feedback and coaching. The intention is to show the staff member that their work is being constantly recognised.

Businesses will be successful only if they place the kind of employee information provided by SAP SuccessFactors at the forefront of their operations. This will help ensure that employees are tied to the busi­ness strategy and purpose, and a healthier, more engaged and efficient working envi­ronment is born – and maintained.



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