What's New

Accenture Positioned as Overall Innovation Leader in HfS Research Report on Enterprise Artificial Intelligence Services

Accenture News - Wed, 04/18/2018 - 08:29
NEW YORK; April 18, 2018 – Accenture (NYSE: ACN) has been named to the ‘Winner’s Circle’ and positioned as the overall leader in innovation, ahead of 17 other competitors, in the HfS Research Enterprise Artificial Intelligence (AI) Services 2018 blueprint report.
Categories: What's New

Smart Wheelchair Contributes to Patients’ Quality of Life

SAP News - Tue, 04/17/2018 - 13:00
In a co-innovation project, SAP equips wheelchairs with sensors to provide a deeper understanding of the relationship between sitting posture and detrimental discomforts.

The long-term effects of sitting in a wheelchair can be life threatening — users can get pressure ulcers and spine and muscle deformities, feel pain, or are simply exhausted after up to 14 hours of sitting. Bad posture is a major challenge, because often the wheelchair-bound are not able to control or change their sitting position on their own. With approximately 132 million people in wheelchairs, this is a big problem in terms of individual’s pain and high costs for healthcare systems.

In the smart wheelchair project, SAP has co-innovated with Dutch wheelchair manufacturer Life & Mobility — ergo therapists, the scientific field, and users — to equip four wheelchairs with 11 sensors each. These sensors transmit information every four seconds on pressure distribution, temperature, and the user’s sitting posture. This data can be sent to SAP Cloud Platform via Wi-Fi for further analysis using SAP Leonardo Analytics and advanced algorithms.

Realistic Big Data

“The smart wheelchair offers us the Big Data we need to gain deeper insight into the sitting behavior of wheelchair users, and how to adapt this conduct to create more autonomy,” says movement scientist Hanneke Knibbe from LOCOmotion, a researcher involved in the project. “Not much research has been performed on long-term sitting and its effects on the health of wheelchair users. Any available data usually comes from laboratory environments, and not from the field.

Knibbe believes that the smart wheelchair project can lead to a breakthrough: “We now have at our disposal large quantities of realistic data, derived from daily practice. This detailed information is necessary to establish links between sitting behavior and the human body’s response to this. You can use this information to further optimize wheelchairs, providing more comfort and ultimately a better quality of life.”

Improved Sitting Posture

Sensire Den Ooiman in Doetinchem, Netherlands, is one of the nursing homes cooperating in this research project. This home is temporarily using smart wheelchairs.

“In my everyday professional practice, I see a clear relationship between a good sitting posture and the prevention of long-term negative effects of sitting in a wheelchair,” explains Adinda van Sommeren, ergo therapist at Sensire healthcare organization. “The smart wheelchair provides more insight into how the wheelchair user positions his or her body. This will give us more clarity on the requirements for well-supported sitting.”

“We are always seeking ways to improve the quality of life for wheelchair users,” adds Harmen Leskens, manager of Product Management and Development at Life & Mobility. “This can be realized with better wheelchairs, but also with advising the patient and nursing staff on changing sitting positions throughout the day. By improving this posture, we prevent the adverse effects of wheelchair use, and the patient has more energy to socially participate.”

“Smart wheelchair is a fine example of how you can positively contribute to society using the Internet of Things and Big Data,” says Jan Willem Dijkstra, program manager at SAP the Netherlands who devised this concept. “SAP has the technological know-how and Life & Mobility knows all about sitting properly. Together, we can find a solution for issues that are inherent in long-term wheelchair use.”

Three Questions for SAP Program Manager Jan Willem Dijkstra

Q: How did you decide to work on the smart wheelchair solution?
A: The idea for the smart wheelchair solution emerged from combining a number of storylines. My wife is a nurse and I heard from her about the negative effects of a wrong sitting position, the long-term process of treating pressure ulcers (decubitus), the impact of this on the well-being of patients, and the fact that each pressure ulcer is in principle preventable. From my colleagues I heard about the new features and  functions of SAP Leonardo. And one of my friends from the village where I live was the owner of a wheelchair factory and he told me about their innovative ambitions, but little progress was made on measuring posture. I combined those stories and during a design thinking session we started working on a low fidelity prototype of a smart wheelchair.

What has been the biggest challenge you encountered on that project?
One of the biggest challenges is to keep pace in the innovation process. You run into all sorts of questions that cannot always be answered during a discovery phase, e.g., from a license perspective, who the customer is, who the contract parties are, who to fund what. Note that at the moment, there is no one in the world collecting real-time sitting position data from wheelchair users. New services can be developed for this based on currently non-existing business models.

Do you envision further use cases for this technology in the future?
We have now laid the foundation in a prototype and are doing research in the field. Based on the outcome, we will further refine the prototype and continue both to develop commercial applications as well as continue to collect data. With large datasets we can do analyses to further study sitting posture and the effect on the well-being of users. Moreover, Big Data will provide input for new research in other directions, for example, the prevention of inactivity in the elderly, another socially relevant topic!

 

Categories: What's New

Developing a Smart Wheelchair

SAP News - Tue, 04/17/2018 - 12:50

The long-term effects of sitting in a wheelchair can be devastating — patients can get pressure ulcers and spine and muscle deformities, feel pain, or simply be exhausted after up to 14 hours of sitting.

Bad posture is a major challenge, because often wheelchair-bound patients are not able to control or change their sitting position on their own.

SAP Netherlands is working to change this by developing a smart wheelchair. Created in collaboration with Dutch manufacturer of wheelchairs and mobility scooters, Life & Mobility, an advanced prototype of the smart wheelchair has integrated sensors that continually generate mass data from the patient actually sitting in it; for example, the pressure distribution in the seat and backrest.

Based on SAP Leonardo, Big Data is collected and stored centrally in SAP Cloud Platform and analyzed with help of SAP analytics.

Categories: What's New

Hala Zeine Named President of Digital Supply Chain and Manufacturing at SAP

SAP News - Tue, 04/17/2018 - 10:00
WALLDORF SAP SE (NYSE: SAP) today announced that Hala Zeine has been appointed as president of Digital Supply Chain and Manufacturing.

As a seasoned leader in IT, technology and supply chain management, Zeine will help drive innovation across digital supply chain and manufacturing solutions from SAP, in addition to overseeing an ecosystem of partners, start-up programs, co-innovation, product design and go-to-market strategy.

Zeine most recently served as SAP’s chief business development officer, responsible for defining portfolio investment strategy, commercialization direction and digital transformation. In this role, she led SAP’s portfolio, pricing and commercialization, market introduction and the SAP Digital organization. She has also held previous senior leadership roles in development, solution management, marketing and consulting since joining SAP in 2001.

Digital supply chain and manufacturing solutions from SAP help the world’s leading businesses of all sizes optimize performance, gain new insights and maximize responsiveness and efficiency. Zeine will play a vital role in solving customers’ business problems and helping them adopt digital solutions to enhance and support mission-critical business processes. She reports to Bernd Leukert, SAP Executive Board Member, Products & Innovation, and will continue to be based in Walldorf, Germany.

Visit the SAP News Center. Follow SAP on Twitter at @sapnews.

Media Contacts:
Jim Dever, +1 (610) 661-2161, james.dever@sap.com, ET
Kathrin Eiermann, +49 6227 767029, simone.kathrin.eiermann@sap.com, CET

Any statements contained in this document that are not historical facts are forward-looking statements as defined in the U.S. Private Securities Litigation Reform Act of 1995. Words such as “anticipate,” “believe,” “estimate,” “expect,” “forecast,” “intend,” “may,” “plan,” “project,” “predict,” “should” and “will” and similar expressions as they relate to SAP are intended to identify such forward-looking statements. SAP undertakes no obligation to publicly update or revise any forward-looking statements. All forward-looking statements are subject to various risks and uncertainties that could cause actual results to differ materially from expectations. The factors that could affect SAP’s future financial results are discussed more fully in SAP’s filings with the U.S. Securities and Exchange Commission (“SEC”), including SAP’s most recent Annual Report on Form 20-F filed with the SEC. Readers are cautioned not to place undue reliance on these forward-looking statements, which speak only as of their dates.
© 2018 SAP SE. All rights reserved.
SAP and other SAP products and services mentioned herein as well as their respective logos are trademarks or registered trademarks of SAP SE in Germany and other countries. Please see http://www.sap.com/corporate-en/legal/copyright/index.epx#trademark for additional trademark information and notices.

Categories: What's New

The Past, Present, and Future of Talent Acquisition

SAP News - Tue, 04/17/2018 - 09:30
Talent acquisition has gone on an accelerated journey the past several decades and continues to push the envelope on emerging technologies in organizations.

It has come a long way from manual processes to the digital age ruled by automation. All this change has happened in a relatively short time. Let’s look back and see what caused this progression and how it’s affected our industry.

Talent Acquisition Journey

The ghosts of talent acquisitions past are filled with amazing technology. Just kidding, it’s not, but it’s good to review an example from the past to appreciate the future.

As I was holiday shopping, I noticed the store I was in was very busy and understaffed. Feeling a bit overwhelmed, I quickly bought the new Rubik’s Cube for my brother and a Cabbage Patch doll for my little sister. A few days later, I was looking in the Sunday paper and noticed that exact store had an opening for a sales associate. The store posted jobs in the classified ads every Sunday. The next day I called and asked if I could drop off my resume. The sales manager told me to come by on Thursday of that week or fax in my resume. Excited and wanting to make a personal impact, I put on my best acid-washed jeans, flipped up my pink collared shirt, and hurried into the store to drop off my resume. (Don’t laugh, that was the style back then–you know who you are!) Two weeks later, I got the call and I went in for an interview. As I proceeded through the interview, the manager was making notes all over my perfectly printed resume. He told me that he would need to call my old employer to be sure I was worth hiring. They did call my previous employer to see if I was a good employee. I hoped my old boss would give me a good reference.

Luckily, she did. I got a call a few days later to come back in one week ready to start my new retail journey. My first day was filled with me signing policies and procedures and watching old VHS learning tapes in the back office. The company was taking advantage of the newest recording devices to help me quickly onboard and become productive within a few weeks.

After a few months of working in my new job, I asked my manager a few questions about the hiring process. She explained that when my role became available, she faxed in a request to corporate and waited for HR to approve the filling of the position. After they approved it, they put the job on the radio and it was announced by Casey Kasem during the weekly Top 40. They also put an ad in the local Sunday paper to maximize the effect.

After six months, I was promoted to store manager. As a new manager, I was sent a three-ring binder directly to the store, which broke down all my new responsibilities. After being recognized as a thought leader among the retail management ranks, I would send in typed letters to corporate on things we could improve. I was recognized at the annual holiday dinner by my manager.

The Future of Talent Acquisition

My, how things have changed. The future is filled with very innovative technology. Let’s use the following talent acquisition process to help define what we will see in the next few years.

As I was holiday shopping, I noticed an alert on my phone, a pop-up message from the store that I was in notifying me of available jobs at this location. The store was using geo-location technology to track my entrance into the store. After clicking the link and finding a job I was interested in, it prompted me to answer questions from its virtual recruiter. The company was utilizing chat bot technology to communicate with me. After being prompted for personal information, job history, and availability, a store manager walked over to me and asked if I had a few minutes to sit down with her. Encouraged and impressed, I eagerly followed her. The manager had been notified through an app extension on her iPad alerting her I had applied virtually but was still in the store and met all the basic qualifications. I proceeded through the interview and was offered a position contingent on passing a background and drug test. I accepted! While sitting there, the hiring manager pulled up her iPad with my information pre-populated and requested a background check/drug test. Within minutes the background results came back and she sent me a link via SMS to a drug test location and associated authorization code utilizing bar code functionality. The company had an integrated background check provider that allows managers to request and receive background/drug information directly back to their tablet/phone to enable quick and efficient hiring.

After passing my drug test, I showed up for my first day of work. I was immediately taken into the office to complete my onboarding. I put on virtual reality goggles and proceeded through acknowledging my policies and procedures. I also was able to sit through two learning sessions directly related to my new role as a sales associate. The company was taking advantage of VR technology to help me quickly onboard and become productive within hours of my arrival.

After a few months of working in my new job, I asked my manager a few questions about the hiring process. She explained that when my role became available, a requisition was created automatically and an automated talent pool was created internally to determine if there were any internal employees available for my specific job and location. There were no internal candidates so the system provided the recruiter with suggestions on things like salary range and bias impact on my job description. The company I worked for not only promoted diversity and inclusion, they had technology like machine learning tied to predictive analytics to help promote their efforts.

After six months, I was promoted to store manager. As a new manager, I was sent a link on my iPad to sign up for the company’s mentoring program. After signing up, I was then sent a behavioral assessment to determine if I had the propensity and desire to support the upcoming Autism at Work program. After passing with flying colors, I was prompted once a week for three weeks with inclusion training. Utilizing my iPad, I was able to update my development plan and use this to support my weekly conversation with my district manager. My company was utilizing continuous performance management technology to support my ongoing development.

The Secret Sauce

Get comfortable with change: We live in a world of ever-changing technology and it’s important to embrace this and explore options that will make a positive impact to your organization. One easy option is to ensure your career sites are built with responsive design. This is a design and engineering model for creating websites. It means your candidates will experience your website in its full glory regardless of the device they are on — phone, tablet, or PC.

Do your research: While there are many technological options coming available, some may not fit your infrastructure. For example, spend time getting to know the rich options that social networks provide. Review your partner strategy to ensure they are also developing at the same pace as your ATS.

Keep your customer as your leading priority: When reviewing and making decisions about what to use, always use your customer as your common denominator. Customers expect a fully digital experience throughout the hiring process. Getting them up to speed and productive in a short amount of time is key to them and your company’s long-term success.

Do This One Thing Tomorrow

I read recently that the job I am in today didn’t even exist 10 years ago and the same concept goes for technology. We are crossing over into a world of computer bot language, artificial intelligence, business beyond bias, and machine learning — and are still learning what these technologies will bring. Our advice? Run to the cloud! The market is evolving so fast it is imperative you stay relevant to your future customers. Regardless of the technology you choose, human resource tools are making an ascent into the unknown. Explore technological options that better your processes, improve the candidate experience, and promote the culture and well-being of your organization.

Find out the five key trends and actions that can help businesses of all sizes address the challenges of digital transformation. IDC and SAP SuccessFactors collaborated to create roadmaps to executing on the latest HR trends. Check out the roadmaps here.

Mike Hofer is a senior solutions advisor for SAP SuccessFactors Talent Management.

Categories: What's New

SAP to Offer Special Student Pricing for SAP Global Certification Program

SAP News - Tue, 04/17/2018 - 09:00
WALLDORF SAP SE (NYSE: SAP) today announced special pricing to university students interested in obtaining SAP certification from the SAP Global Certification program.

Students can be certified as developers of the SAP HANA business data platform, a highly valuable skill in today’s job market, and earn other certifications from SAP for just €99.

SAP Global Certification for SAP HANA will be rolled out to academia through the Code with Purpose initiative sponsored by the SAP Next-Gen program. The network reaches over 3,500 educational institutions in 113 countries. A full curriculum of free certification preparation courses are available to students through the openSAP platform. Students attending members schools of the SAP University Alliances program that offer courses in SAP HANA can also prepare for certification.

By making SAP certification more accessible to students, SAP is furthering its commitment to continuous learning and empowering students with skills to be successful in today’s workforce.

“By making the SAP Global Certification program affordable for students today, we are enabling the next generation of developers who will ‘code with purpose’ to drive innovations linked to the 17 UN global goals,” SAP Chief Knowledge Officer Bernd Welz said. “Our small investment in their studies will allow students to differentiate themselves in the eyes of prospective employers worldwide seeking skilled graduates with in-depth, documented knowledge of game-changing SAP technologies, including SAP HANA, the SAP Leonardo digital innovation system and other cloud-based applications.”

In addition to SAP HANA, students will have access to over 59 different certification exams in more than 20 languages for just €99 each. With more than 378,000 companies using SAP software worldwide, earning certification from the SAP Global Certification program opens a wide range of international career opportunities to students. Upon successful completion of any certification exam, students are awarded an SAP Global Certification digital badge that will serve as part of their credentials when speaking to prospective employers.

Once enrolled, students have access to the Certification Hub for 12 months and will be able to pursue one exam from any of the certification exams available. Exam preparation is self-paced and available anytime, anywhere through SAP Learning Hub, student edition. Those with access to the student edition can access training materials specific to their SAP certification of choice. To subscribe to SAP Learning Hub, student edition, students should speak with their professors or universities to suggest that this resource be made available to students.

Students also can gain knowledge of SAP HANA through the course “Application Development for SAP HANA” (HA450), available in a classroom setting, as a stand-alone digital course or by accessing the course through the student edition of SAP Learning Hub.

Exams given by SAP Global Certification can be easily scheduled and are available online 24×7. For those hoping to take advantage of this unique offering, more information on how to subscribe to SAP certification for students can be found here.

Visit the SAP News Center. Follow SAP on Twitter at @sapnews.

Media Contacts:
Martin Gwisdalla, SAP, +49 (6227) 7-67275, martin.gwisdalla@sap.com, CET
Erin Albright, FleishmanHillard, +1 (617) 692-0543, erin.albright@fleishman.com, ET

Any statements contained in this document that are not historical facts are forward-looking statements as defined in the U.S. Private Securities Litigation Reform Act of 1995. Words such as “anticipate,” “believe,” “estimate,” “expect,” “forecast,” “intend,” “may,” “plan,” “project,” “predict,” “should” and “will” and similar expressions as they relate to SAP are intended to identify such forward-looking statements. SAP undertakes no obligation to publicly update or revise any forward-looking statements. All forward-looking statements are subject to various risks and uncertainties that could cause actual results to differ materially from expectations. The factors that could affect SAP’s future financial results are discussed more fully in SAP’s filings with the U.S. Securities and Exchange Commission (“SEC”), including SAP’s most recent Annual Report on Form 20-F filed with the SEC. Readers are cautioned not to place undue reliance on these forward-looking statements, which speak only as of their dates.
© 2018 SAP SE. All rights reserved.
SAP and other SAP products and services mentioned herein as well as their respective logos are trademarks or registered trademarks of SAP SE in Germany and other countries. Please see http://www.sap.com/corporate-en/legal/copyright/index.epx#trademark for additional trademark information and notices.

Categories: What's New

SAP to Announce Results for First Quarter of 2018 on April 24

SAP News - Mon, 04/16/2018 - 13:20
WALLDORF SAP SE (NYSE: SAP) will release its results for the first quarter of 2018 on Tuesday, April 24.

CEO Bill McDermott and CFO Luka Mucic will host an analyst conference call to present first quarter financial figures.

Media representatives may also listen in on the call via Webcast at 2:00 p.m. CET / 8:00 a.m. ET, accessible at https://broadcast.co.sap.com/go/QReport.

Categories: What's New

Why You Need to Attend SAPPHIRE NOW and the ASUG Annual Conference in 2018

SAP News - Mon, 04/16/2018 - 12:45
The countdown is on, with just 50 days to go until we kick off SAPPHIRE NOW and the ASUG Annual Conference at the Orange County Convention Center in the beautiful city of Orlando, Florida.

On June 5, more than 20,000 attendees will arrive onsite and eagerly await the show floor doors opening to expose a whole world of new possibilities for the future.

We aim to bring attendees more each year — more content, more excitement, more demos, more networking opportunities, more real world experiences, to name but a few. This year is no different. As we continue to work hard in the background, planning and building this year’s event, you can feel the excitement and enthusiasm among the team, which I believe really reflects the type of conference we are bringing to attendees this year.

Here are few reasons why you should make that trip to Orlando this June; you won’t want to miss it!

An Intuitive Session Catalog

We currently have more than 1,300 sessions offered, and will continue to add more in the run up to the event. However, we don’t want to overwhelm you — these sessions are made up of content suited to every type of attendee. To ensure the most valuable experience, we are providing more specific content to choose from across all our products and solutions, within all lines of business or industries.

We have altered our filters within the session catalog, allowing you to easily navigate the session types as well as choose those sessions most related to your business. There are also a number of recommended agendas and sessions to choose from, which will help you kick start your agenda. Look out for a follow-up content-focused article in the coming weeks, which will cover the sessions in more depth.

The Show Floor Experience

The show floor spans 16 football fields; make sure you bring some comfortable shoes! With so much to see and do on the show floor, be sure to pick up one of the pocket guides upon registration, as this will help guide you to where you would like to go. You can find the General Session Theater Keynotes on the show floor, where you will hear from a number of SAP leaders, including some very special guests.

The must-attend Best-Run Theater will host SAP executives and customers who will cover more specific topics in a more intimate setting. Our show floor is also home to partner exhibitors, who will be on hand to help answer specific questions you have. This year we have five experience areas that will focus on demos and sessions around SAP products and solutions. More information on this coming soon!

There are a number of exciting enhancements in progress that we know will wow you, but we can’t let you in on every secret just yet! Check out SAPPHIRE NOW and ASUG Annual Conference website regularly to stay informed leading up to the event.

Work Your Network

We continuously hear about the importance of networking, so at SAPPHIRE NOW and ASUG Annual Conference we provide every opportunity for you to do so. We even allow you to connect with other attendees through the mobile app (coming soon!) before you arrive on site. This year, we have also enhanced the show floor design with some really cool features that provide the greatest opportunity to make new connections or reunite with old ones.

Not all networking has to happen on the show floor, we also want you to have some fun in a more informal setting while enjoying some great music and continue to engage with peers. This year we are excited to announce that Justin Timberlake will perform live for the SAPPHIRE NOW and ASUG Annual Conference audience. “I got that feelin’ inside my bones” that this is all you might need to close out an extremely successful conference. Tip: make sure you pack your business cards!

What are you waiting for? If you haven’t yet registered, my advice is go do it now! If you want to know what direction your business should be taking in order to stay ahead and become best run, then there is only one place you should be this June 5-7.

Register now!
Categories: What's New

New Accenture Study Finds 87 Percent of Focused Cyberattacks are Prevented

Accenture News - Mon, 04/16/2018 - 09:59
NEW YORK; April 16, 2018 – With ransomware and distributed denial of service (DDoS) attacks on the rise, the average number of focused cyberattacks per organization has more than doubled this year compared to the previous 12 months (232 through January 2018 versus 106 through January 2017). In the face of these growing cyber threats, organizations are demonstrating far more success in detecting and blocking them, according to a new study from Accenture (NYSE: ACN).
Categories: What's New

Startup Baby: Five Tips to Thinking and Acting Entrepreneurial in Your Corporate Gig

SAP News - Mon, 04/16/2018 - 09:15
Two years ago, I was asked to start a new business unit within SAP. After 20 years of living and breathing “corporate,” I packed my bags in Germany and left for Silicon Valley in pursuit of a new intrapreneurship opportunity.

Nurturing a startup within an established company comes with its fair share of hurdles. It demands just as much blood, sweat, and tears as if you were starting your own business; intrapreneurs require a different set of disciplines. Here are my five tips for those who decide to leave their comfort zone, quit the corporate role, and start as an intrapreneur within a larger corporation.

Tip 1: Unlearn corporate habits and think startup.

Be intentional about unlearning and changing specific behaviors. Making the move from a corporate role to a startup job often seems like the polar opposite, but truthfully, it is a combination of what to unlearn from your corporate job and what you keep from it that benefits you in the long run.

Large corporate skills, such as ability to confidently engage with big enterprise customers, taking a business to profitable growth, or developing a solid strategy carry over very well. Success in a startup also needs a clear vision and an almost obsessive focus on the customer, with the people being the No. 1 determinant of success.

You have to be able to discern which corporate business processes serve your business and which do not, and cut out the ones that don’t — immediately. The interesting thing about this is that as an intrapreneur, you can! The wait-and-see approach is definitely one of those corporate habits that has no place in this new world. I recently attended an executive program at Stanford where Professor Robert Siegel said “bureaucracy is structure without purpose.”

You will wear many hats during the course of one business day at a startup, from strategy to product to execution to selling. It’s just reality and it’s extraordinary. Learn to embrace your many hats and not push back on them.

Tip 2: Falling in love with your own stuff will end in a messy divorce.

Many businesses fail because the creator is simply too much in love with her own idea. There are countless stories of startups with amazing ideas, loaded with features and functions. However, the business with the most features and functions doesn’t necessarily win in the market. Test-driving different business models and pricing structures may be necessary before you get it right.

Your elevator pitch is key; practice your elevator pitch to anyone and everyone who will listen. Do this so that you can get to the value and essence of your business and be sure to internalize feedback — no matter how difficult it is to hear someone talk negatively.

Tip 3: Seeing is believing.

There are many advantages to having a large corporation backing you, be it its brand power or using its established go-to-market channels. But be clear, from the minute you launch your internal startup, you are on a clock. I am genetically an optimist, but if you cannot demonstrate tangible results quickly, you will fail and it will impact the team.

Even if you are successful by startup means, your achievements are still fairly small in comparison to the rest of a large company. So, be sure to have thick skin, minimize bureaucracy, and leverage your network to grow the business.

Tip 4: Choose your own destiny and learn to fail properly.

In the beginning, your team is your business. All you have is an idea and a small team. Focus No. 1 is building up your team with the right people versus delivering content. You will be haunted for a long time if you reverse that order. I believe strongly in picking your own team, because you will be counting on every single team member to be CEOs in their own right with full accountability. You need people that share your same passion, vision, and values as you start to build the brand. Choosing your own team is not a luxury, it is a necessity to realize your dreams.

Be sure you choose people who are resilient and resourceful. Chances are you won’t get your offering right the first time. Edison went through 1,000 unsuccessful attempts at inventing the light bulb. The creator of Dyson vacuums went through over 5,000 failed prototypes and his whole life savings before it finally worked. Therefore, plan on it, know that you will need multiple iterations so that the failures are absorbable.

Tip 5: Stories (not slides) inspire.

Of course, when founding a startup, you have to iterate and circulate your vision, strategy, and business plan. It has to be sound. An entrepreneur’s critical challenge in building a startup is time. A speedy time-to-market could mean life or death. The only thing that matters to the outside world is the impact to customers. Get your customers to talk about you and the impact you drove for them. Stories evoke empathy. Customers are your best advocates and influencers that you could ever have.

Get the results first, then communicate and spread the word.

Follow me: @arnold_ih, #SAPDataNetwork

Helen Arnold is president of the SAP Data Network.

Categories: What's New

The Future of Work: Scoring with Skills

SAP News - Fri, 04/13/2018 - 10:45
As our world becomes more complex, automated, and digitalized, companies are under increased pressure to modernize quickly and to constantly reinvent themselves. There are multiple things companies should do to prepare for the future of work.

Unemployment levels of over 20 percent, the end of wage labor, robots and artificial intelligence (AI) technologies performing routine tasks, virtual offices without fixed desks, training in the form of massive open online courses (MOOCs), and unconditional basic income: The Bertelsmann Foundation predicts this is how working life will be in 2050, and we can already find some indications of this future in today’s labor markets.

For some of us, this is a terrifying thought, and the effects of these revolutionary changes to the labor market are still unclear. According to a study by the German Federal Ministry of Labor and Social Affairs, uncertainty will be rife in society by 2030. But the employees of tomorrow will also have different priorities. They will take living independently, making their own demands, and reflecting their originality at work much more seriously.

Companies are well advised to accommodate these priorities – especially if they want to attract the top talents.

Dealing with the Unexpected Becomes a Human Advantage

Regardless of how much labor markets change in the coming years, it’s clear that we must rewrite the old rule book for the business models of tomorrow. This is not least due to digitalization. Robots and AI technologies will pick up more and more routine tasks, such as assigning incoming payments to open items, primarily because they are faster and more efficient.

It is no surprise, therefore, that Günter Pecht-Seibert believes the power of future employees will lie much more in their ability to think outside the box when dealing with unexpected situations. The global vice president Future of Work at SAP is convinced: “Human capabilities — such as creativity, innovation, empathy, and trust — will become much more valuable. But we have to take different approaches to empowering and organizing our current and future workforce so that businesses can harness these abilities.”

Though current structures encourage increased efficiency, they are weaker when it comes to boosting innovation, agility, and creativity, and that is the challenge.

Companies Staffed by Entrepreneurs

“We can only master this challenge if employees are able to fully understand their company’s business strategy,” says Pecht-Seibert. This includes making sure they know how to personally contribute to making the strategy a success. Hierarchies are becoming less relevant, and the importance of transparency is growing.

It isn’t just managers who benefit from detailed information on market developments, employees do too. Such changes are vital to making employees more business-minded. By giving them more responsibility, and encouraging them to think and act like entrepreneurs, they increase the company’s competitiveness.

Measure Mood with SAP Work-Life

A co-innovation project among 21 companies, including BMW, Beiersdorf, and Procter & Gamble, led to the creation of SAP Work-Life, a cloud-based application that measures the mood among employees and teams. Employees can use the app to anonymously provide information on what is important to them – from career progression and less stress at work, to getting a better night’s sleep. By rating different criteria, they receive recommendations on how they can improve their situation, and become happier and healthier at work.

This approach is much more precise than annual employee surveys because HR, team leaders, and managers receive information on employee needs and expectations in real time. The aim is to foster a culture of ongoing feedback that sees employee happiness continuously improve. This kind of information is worth its weight in gold.

After all, the happier we are, the more creative we are – and that is the key to the future of work.

Categories: What's New

The Future of Work: Scoring with Skills

SAP News - Fri, 04/13/2018 - 10:45
As our world becomes more complex, automated, and digitalized, companies are under increased pressure to modernize quickly and to constantly reinvent themselves. There are multiple things companies should do to prepare for the future of work.

Unemployment levels of over 20 percent, the end of wage labor, robots and artificial intelligence (AI) technologies performing routine tasks, virtual offices without fixed desks, training in the form of massive open online courses (MOOCs), and unconditional basic income: The Bertelsmann Foundation predicts this is how working life will be in 2050, and we can already find some indications of this future in today’s labor markets.

For some of us, this is a terrifying thought, and the effects of these revolutionary changes to the labor market are still unclear. According to a study by the German Federal Ministry of Labor and Social Affairs, uncertainty will be rife in society by 2030. But the employees of tomorrow will also have different priorities. They will take living independently, making their own demands, and reflecting their originality at work much more seriously.

Companies are well advised to accommodate these priorities – especially if they want to attract the top talents.

Dealing with the Unexpected Becomes a Human Advantage

Regardless of how much labor markets change in the coming years, it’s clear that we must rewrite the old rule book for the business models of tomorrow. This is not least due to digitalization. Robots and AI technologies will pick up more and more routine tasks, such as assigning incoming payments to open items, primarily because they are faster and more efficient.

It is no surprise, therefore, that Günter Pecht-Seibert believes the power of future employees will lie much more in their ability to think outside the box when dealing with unexpected situations. The global vice president Future of Work at SAP is convinced: “Human capabilities — such as creativity, innovation, empathy, and trust — will become much more valuable. But we have to take different approaches to empowering and organizing our current and future workforce so that businesses can harness these abilities.”

Though current structures encourage increased efficiency, they are weaker when it comes to boosting innovation, agility, and creativity, and that is the challenge.

Companies Staffed by Entrepreneurs

“We can only master this challenge if employees are able to fully understand their company’s business strategy,” says Pecht-Seibert. This includes making sure they know how to personally contribute to making the strategy a success. Hierarchies are becoming less relevant, and the importance of transparency is growing.

It isn’t just managers who benefit from detailed information on market developments, employees do too. Such changes are vital to making employees more business-minded. By giving them more responsibility, and encouraging them to think and act like entrepreneurs, they increase the company’s competitiveness.

Measure Mood with SAP Work-Life

A co-innovation project among 21 companies, including BMW, Beiersdorf, and Procter & Gamble, led to the creation of SAP Work-Life, a cloud-based application that measures the mood among employees and teams. Employees can use the app to anonymously provide information on what is important to them – from career progression and less stress at work, to getting a better night’s sleep. By rating different criteria, they receive recommendations on how they can improve their situation, and become happier and healthier at work.

This approach is much more precise than annual employee surveys because HR, team leaders, and managers receive information on employee needs and expectations in real time. The aim is to foster a culture of ongoing feedback that sees employee happiness continuously improve. This kind of information is worth its weight in gold.

After all, the happier we are, the more creative we are – and that is the key to the future of work.

Categories: What's New

Opening the Door to Affordable Housing for 7.4 Million Families

SAP News - Fri, 04/13/2018 - 09:15
Katerra Inc. is digitalizing construction – from materials to postbuild – to give everyone access to affordable housing.

The United States is experiencing a nationwide housing crisis. But the threat here isn’t busted market bubbles or lagging housing sales. It’s a shortage of 7.4 million affordable rental homes for families earning at or below 30 percent of their area median poverty guideline. And this is despite the 136 million housing units that are occupied or available for purchase or rent.

Conventional wisdom says that construction companies should just produce cheaper housing to help the working poor. But this is easier said than done. A shortage of construction workers, complex land purchasing and financing processes, and the logistics of new construction are holding the industry back.

Katerra, a Silicon Valley construction startup founded in 2015, hopes to revolutionize the construction industry to change the lives of extremely low-income families. By establishing a new business model in an industry that has not seen much change in the last 100 years, the company is on a mission to construct beautiful multifamily residential buildings in drastically less time and half the cost.

Renovating an Old Business Model to Make Housing More Affordable

Katerra is the first vertically integrated construction services company in the United States. As a one-stop shop for construction projects, the startup manufactures its own building and finishing products, runs the factory-to-site supply chain, designs the blueprints, and oversees construction.

 

While this business model provides ground-breaking value, Katerra knew that it needed to have the right digital foundation in place to support business growth. Because every process impacts the final delivery of the project, it was important that the company maintain undisrupted operations by deploying an ERP system that can address current and future business requirements.

“We are establishing a new business model in an industry that has not seen a transformation in the last 100 years,” shared Grace Liu, CIO.

“We are establishing a new business model in an industry that has not seen a transformation in the last 100 years.”

— Grace Liu, CIO, Kanterra

Breaking New Ground

In a matter of five months, Katerra went live with SAP S/4HANA, a next-generation business suite. This investment allowed the company to establish a truly integrated end-to-end business process – from procurement and finance to manufacturing, logistics, and revenue recognition. Because SAP S/4HANA helps accelerate data analysis, cost control issues are immediately addressed, and revenue-to-recognition cycles are completed on time.

Onsite managers work with their crews in new ways that deliver projects more quickly. Embedded sensors in each hard hat tell managers where every crew member is working and how the construction in progressing.

To manage this massive volume of data, Katerra’s IT team chose the SAP BW/4HANA solution. The data warehouse solution is integrated with a variety of data sources from SAP and other third parties and serves as an extension to SAP S/4HANA. Katerra takes all of its information from the home office and construction site, sends it to SAP BW/4HANA, and runs real-time analytics. With low-latency reporting capabilities, business users can access reports and analytics at the moment of need.

“We can now compare data between projects on a real-time basis,” remarked Grace Liu. “Running analytics empowers us to improve workforce productivity and refine the business model.”

“For the first time, we have a truly integrated end-to-end business process in place – from procurement and logistics to finances and revenue recognition.”

— Grace Liu

Simplifying an Industry to Give 7.4 Million Families a Chance at an Affordable Home

Everything Katerra has accomplished in its two-year history is aimed at simplifying the construction industry, which, in turn, makes housing more affordable. According to CIO Grace Liu, the single biggest area where projects lose time and money is limited coordination of labor and materials. Increasing the efficiency of the construction industry requires bringing together information to provide a real-time perspective of the business to every business user and manager.

Now, Katerra has the streamlined processes and data-driven insight it needs to uncover new opportunities to grow the business and deliver on its promises. “Efficiency no longer needs to come at the expense of quality or sustainability. We are now constructing buildings very rapidly at a significantly reduced cost, which brings great value to the citizens of this country and globally,” concluded Grace Liu, CIO. “I truly believe that Katerra is well-positioned to drive change for the construction industry.”

“Efficiency no longer needs to come at the expense of quality or sustainability. We are constructing buildings very rapidly at a significantly reduced cost, which brings great value to the citizens of this country and globally.”

— Grace Liu

 

Categories: What's New

Opening the Door to Affordable Housing for 7.4 Million Families

SAP News - Fri, 04/13/2018 - 09:15
Katerra Inc. is digitalizing construction – from materials to postbuild – to give everyone access to affordable housing.

The United States is experiencing a nationwide housing crisis. But the threat here isn’t busted market bubbles or lagging housing sales. It’s a shortage of 7.4 million affordable rental homes for families earning at or below 30 percent of their area median poverty guideline. And this is despite the 136 million housing units that are occupied or available for purchase or rent.

Conventional wisdom says that construction companies should just produce cheaper housing to help the working poor. But this is easier said than done. A shortage of construction workers, complex land purchasing and financing processes, and the logistics of new construction are holding the industry back.

Katerra, a Silicon Valley construction startup founded in 2015, hopes to revolutionize the construction industry to change the lives of extremely low-income families. By establishing a new business model in an industry that has not seen much change in the last 100 years, the company is on a mission to construct beautiful multifamily residential buildings in drastically less time and half the cost.

Renovating an Old Business Model to Make Housing More Affordable

Katerra is the first vertically integrated construction services company in the United States. As a one-stop shop for construction projects, the startup manufactures its own building and finishing products, runs the factory-to-site supply chain, designs the blueprints, and oversees construction.

 

While this business model provides ground-breaking value, Katerra knew that it needed to have the right digital foundation in place to support business growth. Because every process impacts the final delivery of the project, it was important that the company maintain undisrupted operations by deploying an ERP system that can address current and future business requirements.

“We are establishing a new business model in an industry that has not seen a transformation in the last 100 years,” shared Grace Liu, CIO.

“We are establishing a new business model in an industry that has not seen a transformation in the last 100 years.”

— Grace Liu, CIO, Kanterra

Breaking New Ground

In a matter of five months, Katerra went live with SAP S/4HANA, a next-generation business suite. This investment allowed the company to establish a truly integrated end-to-end business process – from procurement and finance to manufacturing, logistics, and revenue recognition. Because SAP S/4HANA helps accelerate data analysis, cost control issues are immediately addressed, and revenue-to-recognition cycles are completed on time.

Onsite managers work with their crews in new ways that deliver projects more quickly. Embedded sensors in each hard hat tell managers where every crew member is working and how the construction in progressing.

To manage this massive volume of data, Katerra’s IT team chose the SAP BW/4HANA solution. The data warehouse solution is integrated with a variety of data sources from SAP and other third parties and serves as an extension to SAP S/4HANA. Katerra takes all of its information from the home office and construction site, sends it to SAP BW/4HANA, and runs real-time analytics. With low-latency reporting capabilities, business users can access reports and analytics at the moment of need.

“We can now compare data between projects on a real-time basis,” remarked Grace Liu. “Running analytics empowers us to improve workforce productivity and refine the business model.”

“For the first time, we have a truly integrated end-to-end business process in place – from procurement and logistics to finances and revenue recognition.”

— Grace Liu

Simplifying an Industry to Give 7.4 Million Families a Chance at an Affordable Home

Everything Katerra has accomplished in its two-year history is aimed at simplifying the construction industry, which, in turn, makes housing more affordable. According to CIO Grace Liu, the single biggest area where projects lose time and money is limited coordination of labor and materials. Increasing the efficiency of the construction industry requires bringing together information to provide a real-time perspective of the business to every business user and manager.

Now, Katerra has the streamlined processes and data-driven insight it needs to uncover new opportunities to grow the business and deliver on its promises. “Efficiency no longer needs to come at the expense of quality or sustainability. We are now constructing buildings very rapidly at a significantly reduced cost, which brings great value to the citizens of this country and globally,” concluded Grace Liu, CIO. “I truly believe that Katerra is well-positioned to drive change for the construction industry.”

“Efficiency no longer needs to come at the expense of quality or sustainability. We are constructing buildings very rapidly at a significantly reduced cost, which brings great value to the citizens of this country and globally.”

— Grace Liu

 

Categories: What's New

SAP Supervisory Board Extends Contract of Executive Board Member Stefan Ries

SAP News - Fri, 04/13/2018 - 08:00
WALLDORF SAP SE (NYSE: SAP) today announced that the SAP Supervisory Board extended the contract of service of Stefan Ries (52) until March 31, 2024. Ries, Member of the Executive Board of SAP SE, serves as Chief Human Resources Officer and Labor Relations Director.

“We are delighted to continue the successful collaboration with Stefan Ries,” said Professor Hasso Plattner, Chairman of the Supervisory Board of SAP SE. “We are committed to the digital transformation of our customers and SAP. Stefan Ries is an exceptional leader who understands the importance of customer experience internally and externally.”

Stefan Ries had been appointed as member of the Executive Board of SAP SE in April 2016 with a term until 2019. In its ordinary meeting on April 12, 2018, the SAP Supervisory Board decided to extend his appointment and service contract for another five years until 2024. His areas of responsibility include Human Resources strategy and operations, social partnership, talent and leadership development, rewards and recognition, organizational effectiveness and learning as well as diversity and inclusion.

Visit the SAP News Center. Follow SAP on Twitter at @sapnews.

About SAP

As market leader in enterprise application software, SAP (NYSE: SAP) helps companies of all sizes and industries run better. From back office to boardroom, warehouse to storefront, desktop to mobile device – SAP empowers people and organizations to work together more efficiently and use business insight more effectively to stay ahead of the competition. SAP applications and services enable more than 378,000 business and public sector customers to operate profitably, adapt continuously, and grow sustainably. For more information, visit www.sap.com.

Note to editors:
To preview and download broadcast-standard stock footage and press photos digitally, please visit www.sap.com/photos. On this platform, you can find high resolution material for your media channels. To view video stories on diverse topics, visit www.sap-tv.com. From this site, you can embed videos into your own Web pages, share video via email links, and subscribe to RSS feeds from SAP TV.

For customers interested in learning more about SAP products:
Global Customer Center: +49 180 534-34-24
United States Only: 1 (800) 872-1SAP (1-800-872-1727)

For more information, press only:
Rajiv Sekhri +49 (6227) 7-74871 rajiv.sekhri@sap.com, CET
Daniel Reinhardt +49 (6227) 7-40201 daniel.reinhardt@sap.com, CET
SAP News Center press room; press@sap.com

Any statements contained in this document that are not historical facts are forward-looking statements as defined in the U.S. Private Securities Litigation Reform Act of 1995. Words such as “anticipate,” “believe,” “estimate,” “expect,” “forecast,” “intend,” “may,” “plan,” “project,” “predict,” “should” and “will” and similar expressions as they relate to SAP are intended to identify such forward-looking statements. SAP undertakes no obligation to publicly update or revise any forward-looking statements. All forward-looking statements are subject to various risks and uncertainties that could cause actual results to differ materially from expectations. The factors that could affect SAP’s future financial results are discussed more fully in SAP’s filings with the U.S. Securities and Exchange Commission (“SEC”), including SAP’s most recent Annual Report on Form 20-F filed with the SEC. Readers are cautioned not to place undue reliance on these forward-looking statements, which speak only as of their dates.
© 2018 SAP SE. All rights reserved.
SAP and other SAP products and services mentioned herein as well as their respective logos are trademarks or registered trademarks of SAP SE in Germany and other countries. Please see http://www.sap.com/corporate-en/legal/copyright/index.epx#trademark for additional trademark information and notices.

Categories: What's New

SAP Supervisory Board Extends Contract of Executive Board Member Stefan Ries

SAP News - Fri, 04/13/2018 - 08:00
WALLDORF SAP SE (NYSE: SAP) today announced that the SAP Supervisory Board extended the contract of service of Stefan Ries (52) until March 31, 2024. Ries, Member of the Executive Board of SAP SE, serves as Chief Human Resources Officer and Labor Relations Director.

“We are delighted to continue the successful collaboration with Stefan Ries,” said Professor Hasso Plattner, Chairman of the Supervisory Board of SAP SE. “We are committed to the digital transformation of our customers and SAP. Stefan Ries is an exceptional leader who understands the importance of customer experience internally and externally.”

Stefan Ries had been appointed as member of the Executive Board of SAP SE in April 2016 with a term until 2019. In its ordinary meeting on April 12, 2018, the SAP Supervisory Board decided to extend his appointment and service contract for another five years until 2024. His areas of responsibility include Human Resources strategy and operations, social partnership, talent and leadership development, rewards and recognition, organizational effectiveness and learning as well as diversity and inclusion.

Visit the SAP News Center. Follow SAP on Twitter at @sapnews.

About SAP

As market leader in enterprise application software, SAP (NYSE: SAP) helps companies of all sizes and industries run better. From back office to boardroom, warehouse to storefront, desktop to mobile device – SAP empowers people and organizations to work together more efficiently and use business insight more effectively to stay ahead of the competition. SAP applications and services enable more than 378,000 business and public sector customers to operate profitably, adapt continuously, and grow sustainably. For more information, visit www.sap.com.

Note to editors:
To preview and download broadcast-standard stock footage and press photos digitally, please visit www.sap.com/photos. On this platform, you can find high resolution material for your media channels. To view video stories on diverse topics, visit www.sap-tv.com. From this site, you can embed videos into your own Web pages, share video via email links, and subscribe to RSS feeds from SAP TV.

For customers interested in learning more about SAP products:
Global Customer Center: +49 180 534-34-24
United States Only: 1 (800) 872-1SAP (1-800-872-1727)

For more information, press only:
Rajiv Sekhri +49 (6227) 7-74871 rajiv.sekhri@sap.com, CET
Daniel Reinhardt +49 (6227) 7-40201 daniel.reinhardt@sap.com, CET
SAP News Center press room; press@sap.com

Any statements contained in this document that are not historical facts are forward-looking statements as defined in the U.S. Private Securities Litigation Reform Act of 1995. Words such as “anticipate,” “believe,” “estimate,” “expect,” “forecast,” “intend,” “may,” “plan,” “project,” “predict,” “should” and “will” and similar expressions as they relate to SAP are intended to identify such forward-looking statements. SAP undertakes no obligation to publicly update or revise any forward-looking statements. All forward-looking statements are subject to various risks and uncertainties that could cause actual results to differ materially from expectations. The factors that could affect SAP’s future financial results are discussed more fully in SAP’s filings with the U.S. Securities and Exchange Commission (“SEC”), including SAP’s most recent Annual Report on Form 20-F filed with the SEC. Readers are cautioned not to place undue reliance on these forward-looking statements, which speak only as of their dates.
© 2018 SAP SE. All rights reserved.
SAP and other SAP products and services mentioned herein as well as their respective logos are trademarks or registered trademarks of SAP SE in Germany and other countries. Please see http://www.sap.com/corporate-en/legal/copyright/index.epx#trademark for additional trademark information and notices.

Categories: What's New

Accenture, Leading Financial Institutions Seek Applicants for Asia-Pacific FinTech Innovation Lab 2018

Accenture News - Fri, 04/13/2018 - 01:29
HONG KONG; April 13, 2018 – Applications have opened for Accenture’s (NYSE: ACN) annual FinTech Innovation Lab Asia-Pacific, a 12-week program that helps early- and growth-stage fintech companies accelerate product and business development by gaining exposure to top financial institution executives. Applications can be made at http://www.fintechinnovationlab.com/asia-pacific/ through May 11.
Categories: What's New

Accenture Appoints Venkata "Murthy" Renduchintala, Executive Officer at Intel, to Board of Directors

Accenture News - Thu, 04/12/2018 - 17:15
NEW YORK; Apr. 12, 2018 – Accenture (NYSE: ACN) announced that Venkata “Murthy” Renduchintala has been appointed to the company’s Board of Directors, effective today. Dr. Renduchintala, 52, is chief engineering officer and president of the Client and Internet of Things (IoT) Businesses and Systems Architecture group and the Technology and Manufacturing group at Intel Corporation (NASDAQ: INTC).
Categories: What's New

AI Cracks the Employee Retention Code for Small and Midsize Businesses

SAP News - Thu, 04/12/2018 - 11:45
Employee turnover is a costly problem, especially for small and midsize businesses. For every position left vacant, the time and cost associated with identifying, acquiring, and training the right person can lessen a business’ impact on what’s truly critical to its survival – revenue growth and brand expansion.

To reverse the downward spiral of poor employee retention, businesses must first automate processes and streamline everyday tasks, according to the IDC report, “HR Transformation and the Digital Journey: How Small and Medium-Sized Businesses Can Deliver Strategic HR,” sponsored by SAP SuccessFactors. Doing so improves retention by allowing employees to feel more fulfilled at work as they spend less time on mundane tasks to focus on using their strengths for more strategic tasks and building up their skill sets.

For decades, an overwhelming flood of technologies, tools, and processes have promised these fundamental capabilities. While some of them may have their merits, a vast majority are not supported by a level of intelligence that addresses the needs (and expectations) of an increasingly digitally empowered workforce. Maybe it’s time to look under the hood of your technology investments.

How Artificial Intelligence Can Revolutionize Employee Retention

From the boardroom to the stockroom, chatbots, robots, virtual assistants, algorithm-powered analytics, and other forms of artificial intelligence (AI) are increasingly empowering businesses to engage customers in personalized and productive interactions. The technology spots patterns found in historical data to predict future behavior, identify risks, and uncover opportunities. It intelligently listens and responds to customer feedback and makes connections at a speed that eludes most humans.

If we apply this same scenario to the HR organization, it becomes clear that a distinct, yet connected, customer experience overlaps with the needs of today’s workforce. For example, AI technologies embedded in employee feedback tools can automatically channel concerns to the HR team member with the right emotional background, expertise, and leadership role needed to resolve them quickly. Equipped with every employee’s history and recommendations on how to best engage them, HR can provide real-time counseling that is relevant and matches the perceived gravity of the situation in tone, word use, and urgency.

Forward-looking companies are also considering AI-enabled capabilities to simplify the overall work experience. AI can prompt follow-up questions that help employees detail a customer or business issue, analyze the data in isolation and aggregation, and recommend potential resolutions – all within a matter of minutes. Plus, this intelligence can be passed on to relevant business functions to let managers know where improvements are needed and how to capitalize on their success.

Beyond workplace efficiency, AI can help the HR organization understand employee performance, job-related attitudes, and the health of the broader business culture. By opening all forms of internal communication, the technology creates a systematic, deliberate, and continuous flow of insight to detect which employees could be a candidate for promotion or when and why they may choose to leave.

Why AI Is a Natural Step to Evolve Talent Management

By connecting the dots of truth along the entire employee experience, employers have an opportunity to track and understand their workforces better. HR teams can – and should – take advantage of the predictive capabilities of AI to carefully analyze why employees become disengaged, how to convince them to stay, and when to further develop their skills for the future.

But more importantly, AI provides a platform that allows employees to engage as co-creators of business success and a strong, unified workplace culture. This fundamental shift in talent management changes how employees view their jobs, their relationship with their employers, and their contributions to the bottom line.

Find out the key trends and actions that make employee retention a key source of digital transformation in small and midsize businesses. Read the IDC interactive report, “HR Transformation and the Digital Journey: How Small and Medium-Sized Businesses Can Deliver Strategic HR,” sponsored by SAP SuccessFactors.

Simon Bouchez is head of Product Innovation for SAP SuccessFactors.

Categories: What's New

AI Cracks the Employee Retention Code for Small and Midsize Businesses

SAP News - Thu, 04/12/2018 - 11:45
Employee turnover is a costly problem, especially for small and midsize businesses. For every position left vacant, the time and cost associated with identifying, acquiring, and training the right person can lessen a business’ impact on what’s truly critical to its survival – revenue growth and brand expansion.

To reverse the downward spiral of poor employee retention, businesses must first automate processes and streamline everyday tasks, according to the IDC report, “HR Transformation and the Digital Journey: How Small and Medium-Sized Businesses Can Deliver Strategic HR,” sponsored by SAP SuccessFactors. Doing so improves retention by allowing employees to feel more fulfilled at work as they spend less time on mundane tasks to focus on using their strengths for more strategic tasks and building up their skill sets.

For decades, an overwhelming flood of technologies, tools, and processes have promised these fundamental capabilities. While some of them may have their merits, a vast majority are not supported by a level of intelligence that addresses the needs (and expectations) of an increasingly digitally empowered workforce. Maybe it’s time to look under the hood of your technology investments.

How Artificial Intelligence Can Revolutionize Employee Retention

From the boardroom to the stockroom, chatbots, robots, virtual assistants, algorithm-powered analytics, and other forms of artificial intelligence (AI) are increasingly empowering businesses to engage customers in personalized and productive interactions. The technology spots patterns found in historical data to predict future behavior, identify risks, and uncover opportunities. It intelligently listens and responds to customer feedback and makes connections at a speed that eludes most humans.

If we apply this same scenario to the HR organization, it becomes clear that a distinct, yet connected, customer experience overlaps with the needs of today’s workforce. For example, AI technologies embedded in employee feedback tools can automatically channel concerns to the HR team member with the right emotional background, expertise, and leadership role needed to resolve them quickly. Equipped with every employee’s history and recommendations on how to best engage them, HR can provide real-time counseling that is relevant and matches the perceived gravity of the situation in tone, word use, and urgency.

Forward-looking companies are also considering AI-enabled capabilities to simplify the overall work experience. AI can prompt follow-up questions that help employees detail a customer or business issue, analyze the data in isolation and aggregation, and recommend potential resolutions – all within a matter of minutes. Plus, this intelligence can be passed on to relevant business functions to let managers know where improvements are needed and how to capitalize on their success.

Beyond workplace efficiency, AI can help the HR organization understand employee performance, job-related attitudes, and the health of the broader business culture. By opening all forms of internal communication, the technology creates a systematic, deliberate, and continuous flow of insight to detect which employees could be a candidate for promotion or when and why they may choose to leave.

Why AI Is a Natural Step to Evolve Talent Management

By connecting the dots of truth along the entire employee experience, employers have an opportunity to track and understand their workforces better. HR teams can – and should – take advantage of the predictive capabilities of AI to carefully analyze why employees become disengaged, how to convince them to stay, and when to further develop their skills for the future.

But more importantly, AI provides a platform that allows employees to engage as co-creators of business success and a strong, unified workplace culture. This fundamental shift in talent management changes how employees view their jobs, their relationship with their employers, and their contributions to the bottom line.

Find out the key trends and actions that make employee retention a key source of digital transformation in small and midsize businesses. Read the IDC interactive report, “HR Transformation and the Digital Journey: How Small and Medium-Sized Businesses Can Deliver Strategic HR,” sponsored by SAP SuccessFactors.

Simon Bouchez is head of Product Innovation for SAP SuccessFactors.

Categories: What's New
Syndicate content