Jan 13, 2022
•2 minute read
SAP Talent Management
SAP Talent Management focuses on how organizations attract, develop, retain, and optimize their workforce using SAP SuccessFactors Talent Management capabilities. The topic spans recruiting, onboarding, performance and goals, compensation, learning, succession and development, and adjacent workforce experience tools within SAP HCM and HXM environments.
For HR leaders, IT teams, business managers, and SAP practitioners, talent management connects employee experience with operational execution by improving hiring, skills development, performance alignment, and retention across the employee lifecycle.
What is SAP Talent Management?
SAP Talent Management is the set of SAP SuccessFactors applications and processes that help enterprises manage people from candidate engagement through onboarding, performance, learning, compensation, career development, and succession planning.
It gives HR teams and business leaders cloud-based tools to improve workforce visibility, standardize talent processes, and create more employee-centric experiences across SAP landscapes. It is often adopted alongside SAP ERP HCM or as part of broader moves to SAP SuccessFactors and cloud HR transformation.
SAP Talent Management focuses on how organizations attract, develop, retain, and optimize their workforce using SAP SuccessFactors Talent Management capabilities. The topic spans recruiting, onboarding, performance and goals, compensation, learning, succession and development, and adjacent workforce experience tools within SAP HCM and HXM environments.
For HR leaders, IT teams, business managers, and SAP practitioners, talent management connects employee experience with operational execution by improving hiring, skills development, performance alignment, and retention across the employee lifecycle.
What is SAP Talent Management?
SAP Talent Management is the set of SAP SuccessFactors applications and processes that help enterprises manage people from candidate engagement through onboarding, performance, learning, compensation, career development, and succession planning.
It gives HR teams and business leaders cloud-based tools to improve workforce visibility, standardize talent processes, and create more employee-centric experiences across SAP landscapes. It is often adopted alongside SAP ERP HCM or as part of broader moves to SAP SuccessFactors and cloud HR transformation.
How do enterprises use SAP Talent Management?
Improve recruiting and candidate engagement
Enterprises use SAP SuccessFactors Recruiting and related tools to streamline requisitions, reach candidates, manage applications, and reduce time-to-hire. SAP’s SmartRecruiters acquisition and integration strategy also points to more AI-enabled recruiting workflows inside SuccessFactors environments.
Create structured onboarding experiences
Organizations use SAP SuccessFactors Onboarding to connect new hires with tasks, documents, payroll-relevant data, learning content, and manager workflows. This helps HR, IT, and hiring managers coordinate the transition from candidate to productive employee.
Align performance with business goals
SAP SuccessFactors Performance & Goals helps managers and employees define objectives, track progress, support coaching, and connect performance processes to business priorities. Enterprises use these capabilities to move performance management away from static reviews and toward continuous development.
Build skills through learning and development
SAP SuccessFactors Learning and Succession & Development help enterprises deliver training, track skills, support compliance learning, and prepare employees for future roles. This is especially important where organizations face skills gaps, retention pressure, or leadership pipeline challenges.
Support hybrid HCM transformation
Many SAP customers use SAP SuccessFactors Talent Management in the cloud while keeping core HR or payroll on SAP ERP HCM or other systems. This hybrid model lets organizations modernize high-value talent processes without replacing the full HR landscape at once.
Where does SAP Talent Management emerge in SAPinsider research?
Skills Gap Emphasizes Training and Retention shows why talent management is becoming a strategic HR technology priority. Recruiting and onboarding were in use or implementation at only 36% and 29% of respondent organizations, while 63% were evaluating recruiting and 69% were evaluating onboarding, pointing to rising investment in early employee experience.
Process Productivity and Efficiency Through Process Automation and Intelligence highlights the opportunity to improve HR processes through automation. The report found that “Hire to Retire” had the lowest automation levels, with 64% of organizations reporting only 0-30% automation, reinforcing the need for more integrated talent and workforce workflows.
AI Adoption and Maturity in the SAP Ecosystem connects talent management to broader SAP AI priorities. The report found that 28% of respondents cited enhancing customer or employee experiences as a top AI adoption driver, while 31% had used embedded AI functionality within existing SAP or enterprise applications.
SAP Social Sabbaticals Develop Leadership SkillsSAP has developed a program called “social sabbatical” that sends employees around the globe to work with a team to tackle challenging social problems. The program is designed to develop leadership skills, motivate employees, improve employee retention, and attract new recruits. Begun in 2012, the program has expanded to include 1,300 employees from 51 countries […]
Convert Candidates into Employees Through Automated ExperiencesEmployees are looking around and being selective about where they work, and many are leaving longtime positions in what we now call The Great Resignation. Companies need to be able to capture that talent to not only improve their organization, but potentially replace what they’ve lost. Automation can help improve experiences for both candidates and recruiters. For example, how much more time would your recruiters have if they weren’t manually scheduling interviews?
In this video, Cliff Jurkiewicz, VP of Global Strategy at Phenom, draws on his experience to discuss:
- How automating interview scheduling enables recruiters to do their jobs better.
- What it takes to build great candidate experiences that set employees up for success and keep applicants coming back to re-apply, even when they are rejected.
- Converting recruiting page views to applicants and candidates at much higher rates.
Dec 23, 2021
•1 minute read
Improve Recruiting with Tailored Candidate ExperiencesIn the backdrop of The Great Resignation and employees being more selective about where they work, companies are finding that the talent acquisition carries more importance. Building an appealing candidate experience is imperative to bring on new talent and it sets to the stage for their career at your organization. We talked with Cliff Jurkiewicz, VP of Global Strategy at Phenom, about how his clients are striving to build better candidate experiences. He brings up an interesting point: What if we built candidate experiences for the applicants that don’t get the job? How would that impact talent acquisition?
In this SAPinsider Technology Insight, we discuss:
- Building candidate experiences that set those hired up for success and encourage those applicants that weren’t hired to re-apply in the future.
- Creating concise recruiting pages that keep potential candidates engaged.
- Automating key talent acquisition processes to free up time for recruiters to build candidate relationships.
Dec 22, 2021
•6 minute read
Increase Sales with Alumni-Specific Community BuildingMore than four million Americans resigned from their jobs in May 2021, according to analysis published by Gallup. The same analysis says that close to half of the U.S. working population is actively looking for another job or at least watching for openings. Employee turn-over gets a bad reputation, but could the Great Resignation also pose a strategic business advantage?
PeoplePath, a global leading provider of cloud-based platforms designed to engage and manage relationships with everyone in the employee lifecycle (candidates, employees, and alumni), says that an employee leaving can create new opportunity.
SAPinsider met with the company’s Vice President for Customer Advocacy, Jenn Pedde (JP), to understand how businesses can engage with talent throughout their entire careers, build lifelong relationships, and ultimately experience long-term benefits for the company through lasting connections.
Read this article and find out:
- How to use your former employees as valuable assets for your organization.
- How PeopePath can help you turn former employees into current resources.
- The importance of organizing your contacts with former employees.
Oct 28, 2021
•5 minute read
Breaking Down SAP’s SwoopTalent AcquisitionSAP recently acquired SwoopTalent, but not for SwoopTalent's current go-to-market strategy. SAP intends to bring SwoopTalent's underlying models into SAP SuccessFactors. In the article, find out:
- How SAP hopes to bolster its skilling and upskilling recommentations with SwoopTalent
- Why that fits into the upcoming SAP SuccessFactors Opportunity Marketplace
- What this means for SAP SuccessFactors customers overall
Aug 25, 2021
•2 minute read
Modernizing Talent Management At The City of MississaugaBy leveraging SAP SuccessFactors to modernize talent management processes to attract, develop, motivate, and retain employees, the City of Mississauga is transforming what’s possible for the future of work. Find out more about best practices, expanding accessibility via mobile technology and devices, utilizing cloud-based computing, providing easy-to-use technology, and leveraging social networking and collaboration to drive transformational change.
Aug 2, 2021
•1 minute read
Responding to an Employee Engagement Emergency: Public-Sector Lessons in the Pandemic from the BCLCWhen the British Columbia Lottery Corporation (BCLC) was forced to send most of their employees home to work remotely in response to the pandemic, it was the second major challenge it encountered in a short span of time. Previously, casino closures throughout the province required BCLC’s front-line teams to work onsite with shifting job functions. Both employee engagement and their health were top-line agenda items. Fortunately, BCLC had already begun building an advanced employee engagement solution – one they could build out and scale up to provide insight and enhanced engagement in a quickly changing environment. What did they do, and how did they do it? Find out how at this session featuring leaders from the BCLC along with Deloitte.
We’ll focus on:
- How BCLC achieved scale while expanding the scope of its employee engagement solution
- Which specific technologies and capabilities were deployed
- Desired results and metrics to date
Jun 28, 2021
•1 minute read
Delivery Hero’s Internal Audit Function Delivers an Amazing Stakeholder ExperienceIf your organization is dispersed throughout the globe, you may face similar auditing challenges as Delivery Hero, a €2.8 billion firm that operates local online food ordering and delivery services in more than 50 countries. Delivery Hero decided to overhaul its internal audit (IA) function to align it with strategic objectives better to meet global regulatory requirements.
According to Larry Herzog Butler, Head of Internal Audit at Delivery Hero, “My vision is for us to be the IA team of the future by adding value through audits and capture the attention of stakeholders including C-level, management teams, and the board.” Herzog Butler created IA centers of excellence to promote stakeholder engagement, focusing on automation and analytics to identify critical risks. “Without a doubt, the number one risk facing our business is cyberattack,” he observed. Cybersecurity is part of every audit the company undertakes, regardless of audit type.
Herzog Butler also set up “hero” IA hubs in five international locations to support hyper-localization and improve collaboration with local partners. This year, the IA team plans to open two more hero hubs. Using automation, the IA team has reduced costs while improving productivity and value to the company. Implementing a phased approach to intelligent and automated audit management and continuous auditing provide greater assurance in highly regulated markets. The company has relied on SAP Audit Management and SAP GRC suite to carry out its IA overhaul and is now looking to add SAP Analytics Cloud, SAP Digital Boardroom, and AI technologies such as natural language processing for the next phase of its IA program.
Read this article and learn:
- How Delivery Hero employs technology and innovative structures to improve IA outcomes while reducing costs;
- What centers of excellence and IA hubs are and how they helped the company reach its diverse, global partners to boost IA efficiency and assurance;
- How to use automation and analytics to implement a risk-based approach to IA;
- Gain an understanding of the strategic value of audits in highly regulated markets.
May 14, 2021
•6 minute read
Realize an Exceptional Employee Experience with Talent IntelligenceHCM alone is not enough to meet employee expectations. Today's office is virtual, digital, and diverse, and enterprises need a new way to retain and motivate their workforces. This way forward is Talent Intelligence, which uses deep learning AI to create new enterprise capabilities for competitive success.
Join this talk with Eightfold AI President Kamal Ahluwalia to learn about this important new technology.
- How deep learning AI reveals the skills and potential of the entire workforce
- Why delivering talent management using skills and potential boosts retention and productivity
- How leading enterprises are using Talent Intelligence with SAP SuccessFactors Employee Central today
Apr 15, 2021
•1 minute read
In Today’s World, How Can Organizations Keep Their Talent Exceptional and Motivated?Learn the announcements made and the main takeaways from today’s opening keynote of SuccessConnect 2020 — namely organizations need to consider employees’ feeling, enable them to connect with one another, and provide the opportunities, learning, and development so they can be the best they can be.
Oct 6, 2020
•7 minute read
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