What's New

How Startups Power PepsiCo’s Innovation Strategy

SAP News - Fri, 04/06/2018 - 10:00
Innovation in large enterprises once occurred over the course of decades, but today, that’s a luxury many enterprises no longer have. In 1965, the average company on the S&P 500 remained for 33 years. By 1990 it shrunk to 20 years, and by 2026, it’s expected to shrink to 14 years.

Rapid innovation is a prerequisite for survival.

Yet, many say enterprises don’t have what it takes. They take too long to adopt solutions and get bogged down by legacy systems. Their progress is incremental rather than disruptive.

But the biggest companies in the world aren’t sitting still. They can be catalysts for innovation and first adopters of new technology, if they understand how to create a framework for innovation within their company. At Sapphire, we collaborate regularly with corporate innovators that seek to navigate dynamic new ecosystems often populated by disruptive startups and emerging technologies.

Shakti Jauhar, head of Global HR Operations and Shared Service at PepsiCo, talks about the importance of constant innovation and created a program that helps his team evaluate and bring in new technology innovations from startups in the HR space. Called the 90/90, the program has seen early success, so I sat down with Shakti to learn more about the framework he uses to speed up startup collaboration — one that any enterprise can leverage to make fast-moving innovation part of their ethos.

Below is an excerpt from our conversation in which Shakti shares the initial steps a company should take to create a framework for working with startups.

Step 1: Create Alignment and Agree on Objectives

This first step may seem obvious, but is often overlooked. Misalignment can and will kill every attempt to innovate in the enterprise. Enterprises are complex machines that rely on many systems running in tandem. If the legal team, IT department and procurement each have conflicting priorities, it will be difficult to succeed. With the increasing trend of business driving tech adoption independent of IT, CXOs would also do well to align closely with CIOs and IT leadership on questions of specific innovation priorities, where to partner vs. build, speed of adoption, appetite for technological risk and so on.

At PepsiCo, an important alignment step is to identify a need or areas of opportunity and then present them to the startup and innovation communities for solutions. Problem statements ranged from CoEs looking to implement a new program to efficiency plays. Every six to nine months, the team would identify a small group of startups and invite them to gain alignment with stakeholders aligned to the agreed-upon problem statements. This alignment is a key enabler in the eventual success of startups graduating through the program.

Achieving alignment will put in place a realistic understanding both of what is possible and how it will play out across an organization. Working out internal problems is the foundation of an internal framework for innovation and CXOs should do this well before they bring startups into the equation.

Step 2: Ready Internal Infrastructure and Platforms

Another critical step is reviewing the infrastructure that a company has in place and updating it if necessary. As a key first step, PepsiCo has re-architected its core HR system onto a single platform across 83 countries for ~260,000 employees. This, along with other technology deployments enabled it to create the equivalent of a “plug and play” system, where new solutions could be adopted into the core platform.

Allowing some experimentation on this platform can also be an enabler of startup success. For example, partners adopted some of the ideas for startups where they have launched an app store or made an environment available for Startups to write their own APIs into an HR platform. Taking a platform-based approach has been a holy grail in the enterprise for some time, and for PepsiCo HR this infrastructure is a key ingredient to accelerate serving up innovation at scale for employees.

Step 3: Build a Blueprint

The next step is to create a blueprint which enables finding, incorporating and scaling new processes. This allows enterprises to lock in their ability to innovate for years to come and continually work with the best emerging startups in their field.

As part of the 90/90 program, participating startups commit 90 days to both deploy their solution within PepsiCo and demonstrate their ROI. This provides a clear framework for all parties to quickly evaluate success. That means PepsiCo is evaluating solutions based on how they drive broader business goals and address problem statements. For the startups, that means quickly assessing their readiness to scale to enterprise grade.

To assemble a system for scaling innovation by partnering with startups, enterprises should:

  • Use their connections with VC firms, founders and angel investors to scout partnership opportunities. For example, PepsiCo’s partnership with Sapphire Ventures has exposed the company to a wide range of startups and emerging technologies that fuel its innovation roadmap.
  • Specify a hard timeline for testing innovation and partnerships. This helps focus the system on accomplishing set goals. It also standardizes the process for bringing on new tech, making it repeatable.
  • Focus on finding fit. When dealing with a shorter timeframe, like the 90/90 framework, big investments are not necessary. The real ROI might come from finding something that continually pays for itself in a short time.

The goal in making a blueprint for a framework like 90/90 is to keep things moving for the enterprise and to make partnerships easier by laying out a clear vision of how successful adoption of new technology will work out.

Step 4: Lean All The Way In

Setting the wheels of innovation in motion is only half of the work in a program like this. The other half is building long-term relationships with the best new companies out there. The companies that find success in a startup-enterprise relationship are open, proactive and willing to make an investment beyond the short-term.

Enterprises also need to keep a close eye on the startups in their industry. But when so many startups fail, enterprises can be wary of spending too much time trying to dissect the space.

That’s a huge mistake. Yes, many startups don’t survive. But, over time, startups will evolve the way organizations think about innovation and agility. And ultimately one of them will end up disrupting business in a way that will be unprecedented. Leaders need to be paying close attention to their market to stay on that curve.

Set Up for Success

It’s up to large enterprises to carve out their own future. In today’s world, that means finding ways to innovate at high speeds. Although they certainly have more to coordinate than smaller companies, this doesn’t mean they’re doomed to lag behind.

Instead, savvy global enterprises like PepsiCo, are putting themselves on the forefront of innovation in their industry. They’re building long-term partnerships within the startup and venture communities, and creating a way for innovation to regularly cycle through their companies. They’re streamlining their internal processes to scale novel solutions and as they’re doing these things, they’re securing the legacy of their company for years to come.

Rami Branitzky is managing director of Sapphire Ventures.

This story originally appeared on Sapphire Ventures Perspectives on Medium.

Categories: What's New

Diversity and Inclusion: Four Ways to Make a Difference

SAP News - Thu, 04/05/2018 - 11:15
To mark this year’s International Women’s Day last month, I had the pleasure of opening an event organized jointly by Innovation Norway, the Norwegian Government’s most important instrument for innovation and the development of Norwegian enterprises and industry, SAP, and UN Women.

As part of the Women in Data Science (WiDS) global event series, it was one of more than 30 events that are being hosted by SAP Next-Gen in 2018.

While reflecting prior to the event, I thought about the progress that has been made so far with regards to gender equality. I strongly believe that gender parity is fundamental to the success of our global economy and society: it is an essential means to ensure growth, competitiveness, and the future-readiness of economies and businesses worldwide. Empowering women and girls is also key to achieving all 17 of the United Nations Sustainable Development Goals by 2030 – goals to which SAP is firmly committed.

Progress has without doubt been made: we see female leaders all over the world and much has been done to break the structural, cultural, and organizational barriers that constitute the glass ceiling – but we are still far from achieving full gender parity, equality, and inclusion. The 2017 Global Gender Gap Report estimates it will be another 217 years before we achieve gender parity, given current rates of change.

With 25 percent women in management, and 32.9 percent women in the workforce, I believe that SAP is on the right track when it comes to supporting gender parity. However, there is always potential to improve further, and we still have a way to go. The event at Hudson Yards was only one of the many great opportunities to help us do exactly that. Bringing together entrepreneurs, investors and thought leaders to address financial inclusion, blockchain technology, and investments in female entrepreneurs as key drivers for transformative change, the line-up of attendees and speakers was truly impressive.

Moving the Needle on Gender Parity and Inclusion

Her Royal Highness Crown Princess Mette Marit of Norway also spoke at the opening. The Nordic countries – Denmark, Finland, Iceland, Norway, and Sweden – can be characterized as global leaders when it comes to overall gender equality in society. However, while women make up almost 50 percent of the employed population in Norway, they represent around just 25 percent of the entrepreneurs – a challenge that, as she explained, the country needs to tackle.

Phumzile Mlambo-Ngcuka, executive director of UN Women, spoke about meaningful innovation and the purpose-driven use of technology. Her focus on how to use technology to help people clearly shares common ground with our company vision to help the world run better and improve people’s lives. Next on stage was former NFL player Wade Davis. Working mostly with men in the sports industry, he stressed the importance of advancing change and gender equality. During his talk, there was one statement that particularly stuck out for me: Wade explained that men should care about this issue not because they have a sister, mother, or daughter, but because patriarchy creates an unjust system that oppresses people from minorities, including, of course, the LGBT community.

The whole event was simply amazing, and I am very proud of the many different activities taking place to foster diversity and inclusion, both within SAP and beyond. There are numerous statistics and reports that show why this is so important for companies and indeed our economy and society as a whole. A survey for the New York-based Center for Talent Innovation found that companies that had “two-dimensional diversity” – that is, diversity in terms of race, gender, sexuality, or other inherent traits on the one hand and “acquired diversity”, such as language skills or a global mindset, on the other – are 70 percent more likely to capture new markets. What is more, according to a report by McKinsey, ethnically diverse companies are 35 percent more likely to have financial returns above their industry average.

Awareness as an Essential Prerequisite for Change

Winning new markets and performing competitively are, obviously, key to any company’s success. Since we know the positive impact diversity and inclusion can have on a business, our economy, and our society, it’s clearly a win-win situation for all involved to promote diversity and inclusion. But advancing diversity and inclusion is a matter of culture – and just as International Women’s Day goes far beyond March 8, fostering a truly diverse and inclusive culture is about making a difference every day.

Here are four things that you can do to make that difference:

  • Talk about the elephant in the room: If you’re hiring for a tech or leadership position and you don’t have a diverse set of applicants or if you’re planning an event and there’s a lack of diversity among the speakers, don’t just accept it as a given – speak up about it.
  • Be aware of unconscious bias: No matter how unbiased we think we are, we may have subconscious negative opinions about people from certain social groups. Recognize the patterns of your own behavior, be more aware of your own biases, and develop plans that make the most of the talents and abilities of your team members.
  • Listen to improve: We are never 100% aware of our own biases, that’s why listening to colleagues and employees helps us improve. Sometimes it might be uncomfortable to hear that not all of our employees enjoy the same opportunities, but you can only take the necessary steps to correct this situation if you truly understand it.
  • Encourage and support change advocates: You will find advocates of diversity and inclusion at all levels and in all areas of a company. Encourage and empower them. Change doesn’t just happen at the top, it’s an organic process that needs to take place across all levels of the organization.

Bernd Leukert is a member of the Executive Board of SAP SE.

This story originally appeared on Business Trends on the SAP Community.

Categories: What's New

Diversity and Inclusion: Four Ways to Make a Difference

SAP News - Thu, 04/05/2018 - 11:15
To mark this year’s International Women’s Day last month, I had the pleasure of opening an event organized jointly by Innovation Norway, the Norwegian Government’s most important instrument for innovation and the development of Norwegian enterprises and industry, SAP, and UN Women.

As part of the Women in Data Science (WiDS) global event series, it was one of more than 30 events that are being hosted by SAP Next-Gen in 2018.

While reflecting prior to the event, I thought about the progress that has been made so far with regards to gender equality. I strongly believe that gender parity is fundamental to the success of our global economy and society: it is an essential means to ensure growth, competitiveness, and the future-readiness of economies and businesses worldwide. Empowering women and girls is also key to achieving all 17 of the United Nations Sustainable Development Goals by 2030 – goals to which SAP is firmly committed.

Progress has without doubt been made: we see female leaders all over the world and much has been done to break the structural, cultural, and organizational barriers that constitute the glass ceiling – but we are still far from achieving full gender parity, equality, and inclusion. The 2017 Global Gender Gap Report estimates it will be another 217 years before we achieve gender parity, given current rates of change.

With 25 percent women in management, and 32.9 percent women in the workforce, I believe that SAP is on the right track when it comes to supporting gender parity. However, there is always potential to improve further, and we still have a way to go. The event at Hudson Yards was only one of the many great opportunities to help us do exactly that. Bringing together entrepreneurs, investors and thought leaders to address financial inclusion, blockchain technology, and investments in female entrepreneurs as key drivers for transformative change, the line-up of attendees and speakers was truly impressive.

Moving the Needle on Gender Parity and Inclusion

Her Royal Highness Crown Princess Mette Marit of Norway also spoke at the opening. The Nordic countries – Denmark, Finland, Iceland, Norway, and Sweden – can be characterized as global leaders when it comes to overall gender equality in society. However, while women make up almost 50 percent of the employed population in Norway, they represent around just 25 percent of the entrepreneurs – a challenge that, as she explained, the country needs to tackle.

Phumzile Mlambo-Ngcuka, executive director of UN Women, spoke about meaningful innovation and the purpose-driven use of technology. Her focus on how to use technology to help people clearly shares common ground with our company vision to help the world run better and improve people’s lives. Next on stage was former NFL player Wade Davis. Working mostly with men in the sports industry, he stressed the importance of advancing change and gender equality. During his talk, there was one statement that particularly stuck out for me: Wade explained that men should care about this issue not because they have a sister, mother, or daughter, but because patriarchy creates an unjust system that oppresses people from minorities, including, of course, the LGBT community.

The whole event was simply amazing, and I am very proud of the many different activities taking place to foster diversity and inclusion, both within SAP and beyond. There are numerous statistics and reports that show why this is so important for companies and indeed our economy and society as a whole. A survey for the New York-based Center for Talent Innovation found that companies that had “two-dimensional diversity” – that is, diversity in terms of race, gender, sexuality, or other inherent traits on the one hand and “acquired diversity”, such as language skills or a global mindset, on the other – are 70 percent more likely to capture new markets. What is more, according to a report by McKinsey, ethnically diverse companies are 35 percent more likely to have financial returns above their industry average.

Awareness as an Essential Prerequisite for Change

Winning new markets and performing competitively are, obviously, key to any company’s success. Since we know the positive impact diversity and inclusion can have on a business, our economy, and our society, it’s clearly a win-win situation for all involved to promote diversity and inclusion. But advancing diversity and inclusion is a matter of culture – and just as International Women’s Day goes far beyond March 8, fostering a truly diverse and inclusive culture is about making a difference every day.

Here are four things that you can do to make that difference:

  • Talk about the elephant in the room: If you’re hiring for a tech or leadership position and you don’t have a diverse set of applicants or if you’re planning an event and there’s a lack of diversity among the speakers, don’t just accept it as a given – speak up about it.
  • Be aware of unconscious bias: No matter how unbiased we think we are, we may have subconscious negative opinions about people from certain social groups. Recognize the patterns of your own behavior, be more aware of your own biases, and develop plans that make the most of the talents and abilities of your team members.
  • Listen to improve: We are never 100% aware of our own biases, that’s why listening to colleagues and employees helps us improve. Sometimes it might be uncomfortable to hear that not all of our employees enjoy the same opportunities, but you can only take the necessary steps to correct this situation if you truly understand it.
  • Encourage and support change advocates: You will find advocates of diversity and inclusion at all levels and in all areas of a company. Encourage and empower them. Change doesn’t just happen at the top, it’s an organic process that needs to take place across all levels of the organization.

Bernd Leukert is a member of the Executive Board of SAP SE.

This story originally appeared on Business Trends on the SAP Community.

Categories: What's New

U.S. Wireless Industry Contributes $475 Billion Annually to America's Economy and Supports 4.7 Million Jobs, According to New Report

Accenture News - Thu, 04/05/2018 - 10:30
WASHINGTON; April 5, 2018 – The U.S. wireless industry contributes $475 billion annually to America’s economy and supports 4.7 million jobs, according to a new report commissioned by CTIA.
Categories: What's New

Accenture Positioned as a Leader in Gartner Magic Quadrant for Public Cloud Infrastructure Managed Services, Worldwide

Accenture News - Thu, 04/05/2018 - 08:59
NEW YORK; April 5, 2018 – Accenture (NYSE: ACN) has been positioned as a Leader in the 2018 Gartner Magic Quadrant for Public Cloud Infrastructure Managed Services, Worldwide report from market research and advisory firm Gartner, Inc.
Categories: What's New

SAP Completes Acquisition of Callidus Software Inc.

SAP News - Thu, 04/05/2018 - 08:34
DUBLIN, Calif., and WALLDORF SAP SE (NYSE: SAP) today announced that it has completed its acquisition of Callidus Software Inc. (Nasdaq: CALD), a market leader known for its lead to money applications, including sales performance management and configure-price-quote (CPQ).
  • Strategic move will strengthen SAP’s intelligent customer experience suite of solutions

These applications, marketed under the brand CallidusCloud, will provide SAP and its customers a differentiated, cloud-based customer relationship management (CRM) solution, putting SAP in a leading position to compete in the US$46 billion CRM market. SAP plans to consolidate CallidusCloud product assets within the SAP Hybris cloud portfolio, which is part of SAP’s Cloud Business Group.

Each outstanding share of Callidus Software Inc. common stock has been converted into the right to receive US$36 per share in cash. Callidus Software Inc. has notified the Nasdaq Stock Market of the completion of the acquisition and expects trading of its common stock to be suspended pending delisting.

For fiscal year 2017, CallidusCloud has reported revenue of US$253.1 million, with subscription revenue of US$198.2 million growing at 31 percent. SAP will provide an updated 2018 outlook including CallidusCloud in its first quarter 2018 earnings release.

CallidusCloud Strengthens the SAP Front Office Suite: Sales, Customer Data, Marketing, Service, Commerce

The acquisition of CallidusCloud completes SAP’s design of a new front office that extends beyond legacy CRM to an intelligent customer experience suite consisting of:

  • CallidusCloud solutions, which give companies tools to inspire and empower sales professionals to follow leads to cash, compensation and career success
  • Gigya solutions, which help businesses adopting a digital approach to marketing, sales and service to initiate and build trusted relationships with online customers by appropriately managing and collecting customer data
  • SAP Hybris marketing solutions, which take a data-rich approach to helping marketers engage consumers throughout the buyer’s journey
  • SAP Hybris service solutions, which focus on retention and ensuring businesses can keep customers by predicting how best to serve them
  • SAP Hybris omnichannel commerce and revenue capabilities, which empower businesses to engage consumers in any channel and on any device, immediately converting transactions to revenue and growth

SAP Perspective: Rob Enslin, Member of the Executive Board of SAP SE and President, SAP Cloud Business Group

“By connecting the front office to the back office and linking it to a digital core system, we are redefining CRM. With SAP Hybris solutions, we already have one of the most powerful customer experience suites on the market. By enhancing our CRM with CallidusCloud, we are delivering on our strategy to provide an end-to-end intelligent customer experience suite. When you integrate the front office into SAP S/4HANA with SAP Cloud Platform, this is how CEOs are looking to run an intelligent digital business.”

CallidusCloud Perspective: Leslie Stretch, CEO, Callidus

“Winning in digital business means delivering the best possible customer experience. Enterprises will only succeed if they can bring data and intelligence to the sales teams. Then, they will be able to consider marketing insights for sales orders or gain access to production and inventory information in real time, allowing them to set customer expectations on individual configurations and delivery dates. SAP’s own experience as a customer of CallidusCloud resulted in up to 50 percent improvement in sales productivity, and our partnership has led to numerous prebuilt integrations to SAP systems. Together, we are ideally positioned to deliver quickly on our joint offering to support digital transformation of the sales function.”

Market Perspective

  • Paul Greenberg, Founder, Managing Principal, The 56 Group: “The latter two acquisitions — Gigya in late 2017 and CallidusCloud — might be two of the best acquisitions that anyone made anywhere in the past couple of years. It also shows that SAP is attempting to align itself with the idea of customer centricity. That means moving away from its back-office heritage (though not dropping it) and repositioning as an empathetic, socially aware and customer-focused company with the ecosystem to support and enable it.”
  • Sheryl Kingstone, Research Director, Customer Experience & Commerce, 451 Research: “The market is ripe for replacement of legacy implementations since they can be complex to use because of their reliance on preconfigured rules that are difficult and costly to maintain. The future software stack that CallidusCloud brings to SAP features improved intelligent automation with dynamic workflows based on data that will accelerate not only the quote-to-cash process and improve dynamic pricing, but also provide sales intelligence that can be used to guide and motivate sales reps to maximize business goals such as profitability, inventory turns, etc.”
  • With the acquisition of Callidus Software Inc., SAP has become the leader in the sales performance management market and is also a leader in the CPQ market; see:
    • “Gartner Magic Quadrant for Sales Performance Management” (Jan. 15, 2018)
    • CallidusCloud is a leader in “Forrester Wave: Configure-Price-Quote Solutions, Q1 2017”

Product Availability

SAP plans to consolidate the CallidusCloud assets under the continued leadership of Leslie Stretch within the SAP Hybris cloud portfolio. The combined portfolio includes sales force automation, sales performance management, sales enablement and sales execution (CPQ and subscription billing). The existing management team will continue to lead CallidusCloud and support integration of CallidusCloud solutions with third-party installations. CallidusCloud solutions are expected to be sold on a stand-alone basis and in packages with SAP solutions.

More information on SAP’s plans for the intelligent customer experience suite and a road map for existing and future customers will be announced at SAP’s premier annual customer event, the SAPPHIRE NOW conference, in June 2018.

For more information, visit the SAP Hybris News Center and the SAP News Center. Follow SAP on Twitter at @saphybris and @sapnews.

About SAP

As market leader in enterprise application software, 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, financial community only:
Stefan Gruber, +49 (6227) 7-44872, investor@sap.com, CET
Carolyn Bass, CallidusCloud, +1 (415) 445-3232 , cbass@marketstreetpartnerscom, PT

For more information, press only:

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Andy Kendzie, +1 (202) 312-3919, andy.kendzie@sap.com, ET
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Michael Baxter, +49 151 1719 6185, m.baxter@sap.com, CET
SAP News Center press room; press@sap.com

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Categories: What's New

SAP Completes Acquisition of Callidus Software Inc.

SAP News - Thu, 04/05/2018 - 08:34
DUBLIN, Calif., and WALLDORF SAP SE (NYSE: SAP) today announced that it has completed its acquisition of Callidus Software Inc. (Nasdaq: CALD), a market leader known for its lead to money applications, including sales performance management and configure-price-quote (CPQ).
  • Strategic move will strengthen SAP’s intelligent customer experience suite of solutions

These applications, marketed under the brand CallidusCloud, will provide SAP and its customers a differentiated, cloud-based customer relationship management (CRM) solution, putting SAP in a leading position to compete in the US$46 billion CRM market. SAP plans to consolidate CallidusCloud product assets within the SAP Hybris cloud portfolio, which is part of SAP’s Cloud Business Group.

Each outstanding share of Callidus Software Inc. common stock has been converted into the right to receive US$36 per share in cash. Callidus Software Inc. has notified the Nasdaq Stock Market of the completion of the acquisition and expects trading of its common stock to be suspended pending delisting.

For fiscal year 2017, CallidusCloud has reported revenue of US$253.1 million, with subscription revenue of US$198.2 million growing at 31 percent. SAP will provide an updated 2018 outlook including CallidusCloud in its first quarter 2018 earnings release.

CallidusCloud Strengthens the SAP Front Office Suite: Sales, Customer Data, Marketing, Service, Commerce

The acquisition of CallidusCloud completes SAP’s design of a new front office that extends beyond legacy CRM to an intelligent customer experience suite consisting of:

  • CallidusCloud solutions, which give companies tools to inspire and empower sales professionals to follow leads to cash, compensation and career success
  • Gigya solutions, which help businesses adopting a digital approach to marketing, sales and service to initiate and build trusted relationships with online customers by appropriately managing and collecting customer data
  • SAP Hybris marketing solutions, which take a data-rich approach to helping marketers engage consumers throughout the buyer’s journey
  • SAP Hybris service solutions, which focus on retention and ensuring businesses can keep customers by predicting how best to serve them
  • SAP Hybris omnichannel commerce and revenue capabilities, which empower businesses to engage consumers in any channel and on any device, immediately converting transactions to revenue and growth

SAP Perspective: Rob Enslin, Member of the Executive Board of SAP SE and President, SAP Cloud Business Group

“By connecting the front office to the back office and linking it to a digital core system, we are redefining CRM. With SAP Hybris solutions, we already have one of the most powerful customer experience suites on the market. By enhancing our CRM with CallidusCloud, we are delivering on our strategy to provide an end-to-end intelligent customer experience suite. When you integrate the front office into SAP S/4HANA with SAP Cloud Platform, this is how CEOs are looking to run an intelligent digital business.”

CallidusCloud Perspective: Leslie Stretch, CEO, Callidus

“Winning in digital business means delivering the best possible customer experience. Enterprises will only succeed if they can bring data and intelligence to the sales teams. Then, they will be able to consider marketing insights for sales orders or gain access to production and inventory information in real time, allowing them to set customer expectations on individual configurations and delivery dates. SAP’s own experience as a customer of CallidusCloud resulted in up to 50 percent improvement in sales productivity, and our partnership has led to numerous prebuilt integrations to SAP systems. Together, we are ideally positioned to deliver quickly on our joint offering to support digital transformation of the sales function.”

Market Perspective

  • Paul Greenberg, Founder, Managing Principal, The 56 Group: “The latter two acquisitions — Gigya in late 2017 and CallidusCloud — might be two of the best acquisitions that anyone made anywhere in the past couple of years. It also shows that SAP is attempting to align itself with the idea of customer centricity. That means moving away from its back-office heritage (though not dropping it) and repositioning as an empathetic, socially aware and customer-focused company with the ecosystem to support and enable it.”
  • Sheryl Kingstone, Research Director, Customer Experience & Commerce, 451 Research: “The market is ripe for replacement of legacy implementations since they can be complex to use because of their reliance on preconfigured rules that are difficult and costly to maintain. The future software stack that CallidusCloud brings to SAP features improved intelligent automation with dynamic workflows based on data that will accelerate not only the quote-to-cash process and improve dynamic pricing, but also provide sales intelligence that can be used to guide and motivate sales reps to maximize business goals such as profitability, inventory turns, etc.”
  • With the acquisition of Callidus Software Inc., SAP has become the leader in the sales performance management market and is also a leader in the CPQ market; see:
    • “Gartner Magic Quadrant for Sales Performance Management” (Jan. 15, 2018)
    • CallidusCloud is a leader in “Forrester Wave: Configure-Price-Quote Solutions, Q1 2017”

Product Availability

SAP plans to consolidate the CallidusCloud assets under the continued leadership of Leslie Stretch within the SAP Hybris cloud portfolio. The combined portfolio includes sales force automation, sales performance management, sales enablement and sales execution (CPQ and subscription billing). The existing management team will continue to lead CallidusCloud and support integration of CallidusCloud solutions with third-party installations. CallidusCloud solutions are expected to be sold on a stand-alone basis and in packages with SAP solutions.

More information on SAP’s plans for the intelligent customer experience suite and a road map for existing and future customers will be announced at SAP’s premier annual customer event, the SAPPHIRE NOW conference, in June 2018.

For more information, visit the SAP Hybris News Center and the SAP News Center. Follow SAP on Twitter at @saphybris and @sapnews.

About SAP

As market leader in enterprise application software, 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, financial community only:
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For more information, press only:

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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

Millennials’ Impact on HR

SAP News - Wed, 04/04/2018 - 11:45
There is much information and research available on how millennials are different from previous generations and how these differences affect workplaces. We know each generation has their own uniqueness based on their social, political, financial, and technological experiences.

This intrigued us, so we recently surveyed and completed a focus group with millennials to test our theories and here are our insights:

  • First, we found that compensation and benefits are still the foundation to most employment decisions and the decision to stay at any given employer trends toward flexibility options and career growth.
  • The second theme was centered around why millennials work.
  • Lastly, trust and leadership are key factors with millennials.

Let’s discuss each of these in more detail.

What’s Driving Employment Decisions?

The fact that compensation and benefits are still the basis for many employment decisions followed by flexibility and career growth is not shocking. Compensation and benefits continue to be important engagement factors and specifically taps into the need for security. This premise of employers providing some degree of security and stability through total rewards has always been and continues to be key – for all generations.

The differentiator for millennials is in the flexibility and career options employers provide. Over the past 20 years as organizations have created more flexible work options – such as telecommuting, flex hours, and sabbaticals, these perks have become more normalized. Millennials benefit from this workplace shift and it aligns with their stated desires for work / life balance. They certainly appreciate the fluidity in work arrangements and career choices available to them, and have come to expect it somewhat, as do baby boomers and every other generation.

Career management is a key driver for millennials as it has been for every generation. The difference is millennials have the reputation of being impatient. Not fair. The way jobs are designed today and with the pace of doing business being faster and always changing, frequent job shifts or changes isn’t unusual. Millennials again have stumbled into a very agile marketplace and maybe they do push for change a little quicker than other generations, but who didn’t push in early career mode. All generations get a little impatient if they feel stagnated and without opportunity. The key is to remain keen to continuous learning and to realize that challenge and opportunity come in all directions and packages.

How to Differentiate from the Pack and Become the Preferred Employer of Choice for Millennials

Our second insight is about what motivates millennials to work. It was clear from our research that millennials work and make money to enjoy life. Whether the outcome is in providing for family, acquiring things they treasure or to travel, the job provides the means to live the lives they want. All generations have this same drive one way or another. The two of us are in two different generations and have experienced the same drive ourselves as well as through our parents. One of us grew up in rural Indiana and his father’s goal in working was to provide a good safe living situation for the family and go on vacation every year to Florida or Niagara Falls. That is what you did back then. This has not changed for most people, though the vacation destinations might be somewhat different.

What is different in motivation is that millennials have made it clear they want to work for organizations that do “something that makes life better.” They want assurance that their employer has a purpose “in the world.” This wish is usually not an employment deal breaker, but if given the choice, millennials will usually choose the employer that aligns best with their personal values and world views. Other generations may have wanted to work for great companies, but this generation appears more passionate about a company’s purpose. Maybe this is because there have been so many organizations that have disappointed or disappeared due to bad business – and in the process laid off millions of employees. Many of us have been let go or know family members, friends or colleagues who have been separated. As millennials, many have experienced it firsthand with their own parents. Trust is a big deal, more than in the past. More on trust later…. So, millennials are different in that they don’t trust their employer as much as prior generations and with good reason and that motivates them to connect with a values based employer before they jump into a particular culture.

Trust Me

Our final finding was about trust and leadership. Millennials have stated they prefer work environments that are powered by simplicity, practicality, mobile, personalization, health, and convenience. But the main factor describing what they need from their employer is trust. And trust is overwhelmingly defined as two things – trust in leadership values and trust that their employer will invest in their development. If your organization doesn’t have a leadership team that understands how to connect with millennials through transparency, innovation, and agility and is stuck in the mode of policies and hierarchical secrecy, cautionary business process vs always iterating, and moving at a snail’s pace step by step to everything – you are likely to experience difficulty attracting and retaining millennials. Leadership must embrace the new way of doing things. The days of “our employees are lucky to have a job” or “I’m glad that person resigned as we can find someone better” are gone. With a looming talent shortage and the ongoing complexities of business, millennials will be the majority of your workforce in the near future and we all need to ensure we are motivating and retaining this critical talent.

What Does This Mean for HR?

As you develop your HR strategies for the future, it will become more important to recognize what priorities are targeted for the entire workforce and where there are differences for each of the generations including millennials and the generations to follow.

Our conclusions from the research are as follows:

  • A few workforce strategies are somewhat consistent across all or most generations and include:
  • Compensation and benefits with a new focus on innovations in health and well-being.
  • Delivering fluid career management, learning and mentoring systems, and workplace flexibility to improve engagement and retention.
  • Suggested HR strategies to enhance your value proposition for millennials: Juice up and live your organizations’ mission, values, principles, and purpose; be sure to communicate how all your actions align to your purpose.
  • Leaders need to build trust with transparency, visibility, and constant communications; and the budget must be there and visibly obvious for investing in millennial (and all) talent.

There is fascinating research available on millennial buying habits. Look at the motorcycle industry, professional sports, or the housing market to see pronounced change with millennials. We would be wise in HR to recognize their buying nuances as these carry over into how they choose employers. Crafting and living a purpose-based employee value proposition is critical to attracting and retaining millennials — and just might work for your other employees as well!

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.

Lorna Stearns is vice president and HR executive advisor for SAP SuccessFactors.
Greg Selke is vice president and HR thought leadership executive for SAP SuccessFactors.

Categories: What's New

Millennials’ Impact on HR

SAP News - Wed, 04/04/2018 - 11:45
There is much information and research available on how millennials are different from previous generations and how these differences affect workplaces. We know each generation has their own uniqueness based on their social, political, financial, and technological experiences.

This intrigued us, so we recently surveyed and completed a focus group with millennials to test our theories and here are our insights:

  • First, we found that compensation and benefits are still the foundation to most employment decisions and the decision to stay at any given employer trends toward flexibility options and career growth.
  • The second theme was centered around why millennials work.
  • Lastly, trust and leadership are key factors with millennials.

Let’s discuss each of these in more detail.

What’s Driving Employment Decisions?

The fact that compensation and benefits are still the basis for many employment decisions followed by flexibility and career growth is not shocking. Compensation and benefits continue to be important engagement factors and specifically taps into the need for security. This premise of employers providing some degree of security and stability through total rewards has always been and continues to be key – for all generations.

The differentiator for millennials is in the flexibility and career options employers provide. Over the past 20 years as organizations have created more flexible work options – such as telecommuting, flex hours, and sabbaticals, these perks have become more normalized. Millennials benefit from this workplace shift and it aligns with their stated desires for work / life balance. They certainly appreciate the fluidity in work arrangements and career choices available to them, and have come to expect it somewhat, as do baby boomers and every other generation.

Career management is a key driver for millennials as it has been for every generation. The difference is millennials have the reputation of being impatient. Not fair. The way jobs are designed today and with the pace of doing business being faster and always changing, frequent job shifts or changes isn’t unusual. Millennials again have stumbled into a very agile marketplace and maybe they do push for change a little quicker than other generations, but who didn’t push in early career mode. All generations get a little impatient if they feel stagnated and without opportunity. The key is to remain keen to continuous learning and to realize that challenge and opportunity come in all directions and packages.

How to Differentiate from the Pack and Become the Preferred Employer of Choice for Millennials

Our second insight is about what motivates millennials to work. It was clear from our research that millennials work and make money to enjoy life. Whether the outcome is in providing for family, acquiring things they treasure or to travel, the job provides the means to live the lives they want. All generations have this same drive one way or another. The two of us are in two different generations and have experienced the same drive ourselves as well as through our parents. One of us grew up in rural Indiana and his father’s goal in working was to provide a good safe living situation for the family and go on vacation every year to Florida or Niagara Falls. That is what you did back then. This has not changed for most people, though the vacation destinations might be somewhat different.

What is different in motivation is that millennials have made it clear they want to work for organizations that do “something that makes life better.” They want assurance that their employer has a purpose “in the world.” This wish is usually not an employment deal breaker, but if given the choice, millennials will usually choose the employer that aligns best with their personal values and world views. Other generations may have wanted to work for great companies, but this generation appears more passionate about a company’s purpose. Maybe this is because there have been so many organizations that have disappointed or disappeared due to bad business – and in the process laid off millions of employees. Many of us have been let go or know family members, friends or colleagues who have been separated. As millennials, many have experienced it firsthand with their own parents. Trust is a big deal, more than in the past. More on trust later…. So, millennials are different in that they don’t trust their employer as much as prior generations and with good reason and that motivates them to connect with a values based employer before they jump into a particular culture.

Trust Me

Our final finding was about trust and leadership. Millennials have stated they prefer work environments that are powered by simplicity, practicality, mobile, personalization, health, and convenience. But the main factor describing what they need from their employer is trust. And trust is overwhelmingly defined as two things – trust in leadership values and trust that their employer will invest in their development. If your organization doesn’t have a leadership team that understands how to connect with millennials through transparency, innovation, and agility and is stuck in the mode of policies and hierarchical secrecy, cautionary business process vs always iterating, and moving at a snail’s pace step by step to everything – you are likely to experience difficulty attracting and retaining millennials. Leadership must embrace the new way of doing things. The days of “our employees are lucky to have a job” or “I’m glad that person resigned as we can find someone better” are gone. With a looming talent shortage and the ongoing complexities of business, millennials will be the majority of your workforce in the near future and we all need to ensure we are motivating and retaining this critical talent.

What Does This Mean for HR?

As you develop your HR strategies for the future, it will become more important to recognize what priorities are targeted for the entire workforce and where there are differences for each of the generations including millennials and the generations to follow.

Our conclusions from the research are as follows:

  • A few workforce strategies are somewhat consistent across all or most generations and include:
  • Compensation and benefits with a new focus on innovations in health and well-being.
  • Delivering fluid career management, learning and mentoring systems, and workplace flexibility to improve engagement and retention.
  • Suggested HR strategies to enhance your value proposition for millennials: Juice up and live your organizations’ mission, values, principles, and purpose; be sure to communicate how all your actions align to your purpose.
  • Leaders need to build trust with transparency, visibility, and constant communications; and the budget must be there and visibly obvious for investing in millennial (and all) talent.

There is fascinating research available on millennial buying habits. Look at the motorcycle industry, professional sports, or the housing market to see pronounced change with millennials. We would be wise in HR to recognize their buying nuances as these carry over into how they choose employers. Crafting and living a purpose-based employee value proposition is critical to attracting and retaining millennials — and just might work for your other employees as well!

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.

Lorna Stearns is vice president and HR executive advisor for SAP SuccessFactors.
Greg Selke is vice president and HR thought leadership executive for SAP SuccessFactors.

Categories: What's New

Blockchain: A Study Rooted in Reality

SAP News - Wed, 04/04/2018 - 10:30
A new study from SAP sends this message to the business community about blockchain: It’s time to get real.

The distributed ledger technology blockchain is in the early stages of an adoption cycle where its vast potential is coupled with hype and skepticism. The latest Gartner Hype Cycle for Emerging Technology places blockchain at its “Peak of inflated Expectations,” citing, “Enterprises are still deciding how to navigate this technology, but the lack of proven use cases and the volatility of bitcoin have created concerns about the viability of the technology.

SAP sought to uncover and validate today’s enterprise blockchain realities by studying hundreds of organizations currently engaged in blockchain-related activities. The results of our survey covered the technology’s future promise, current use cases, necessary focus areas to accelerate market adoption and business impact.  Importantly, these businesses clearly distinguish and separate the blockchain enterprise reality and impact on their business from the bitcoin hype.

Click to enlarge

The Present

According to our study, the majority of companies see blockchain innovation coming from vendors in tech and industry, as 88 percent of respondents believe companies in both areas are driving standardization and collaboration. At SAP, we’ve assembled our own network of over 55 co-innovation customers – double the total we previously released four months ago – showing a market that’s exponentially gaining momentum and increasing innovation. Today’s blockchain innovators span industries, generating new use cases every day in pharmaceuticals, consumer products, automotive, agriculture, telecom, retail, logistics, among many others.

The most important attributes of enterprise blockchain use cases are, in order of priority among survey respondents:

  • Transparency in the value chain
  • Trustworthy shared data
  • Industry standardization

The top priorities illustrate an environment designed to capitalize on blockchain’s logistical and transactional advantages. Over the past year, we’ve co-innovated several new scenarios with our co-innovations customers with these gains in mind, including:

  • Transportation Management: For all transportation modes and industries, driving a blockchain case for international trade. Sellers, buyers, banks and authorities share, review and sign documents electronically, track process statuses and hand over ownership of the e-bill of lading. A secure container release process will be evaluated to reduce frauds and stolen freight.
  • Global Track & Trace: Unified, end-to-end tracking, monitoring and reporting of objects and business processes across supply chain networks. Blockchain technology is used to help make tracking information immutable and tamper-proof for product authenticity and providence. In addition, information stored in the blockchain can be positively traced back to the author/customer/business entity, building the basis for fully automated payment and settlement processes.
  • Advanced Track & Trace for Pharmaceuticals: Enabling pharmaceutical supply chain members to comply with global antidrug counterfeit regulations and to facilitate collaboration between supply chain partners in conjunction with SAP Information Collaboration Hub for Life Sciences.
  • Farm to Consumer: Food producers and retailers coming together to improve compliance and safeguard brand reputation by increasing confidence in food safety. The effort explores blockchain across the broader food ecosystem both as an effective remedy to product counterfeiting and a way to boost supply chain integrity and efficiency.

The Future

Our study identified participants innovating in the present, but also optimistic about blockchain’s future. Ninety-two percent of respondents viewed blockchain as an opportunity, with the most promising use cases ranked as:

  • Supply chain and IoT: 63 percent
  • Legal and regulatory: 19 percent
  • Cryptocurrency: Eight percent
  • Sustainability: Three percent

Across industries, respondents were bullish on blockchain’s future impact on a variety of business challenges:

  • Improving corporate compliance: 96 percent
  • Becoming the system of trust: 83 percent
  • Replacing operational supply chain contracts in five to 10 years: 76 percent

Ultimately, respondents believe blockchain technology will advance farther and faster with the active support and involvement of SAP. Ninety-two percent believe that SAP’s support of blockchain in standard products will accelerate adoption in the supply chain, manufacturing and IoT markets. The same majority would join an SAP-led blockchain consortium.

The numbers don’t lie: blockchain is here to stay, and its vast potential is starting to be realized right now. As we look to the future, we must understand that a wide variety of industry disruption is happening all around us. We’re proud that companies depend on us to guide their blockchain journey – and if you want to help us generate new blockchain use cases, register today to join our efforts.

For more from SAP on the impact blockchain has on the modern supply chain, visit sap.com/blockchain and read the feature story in Digitalist Magazine.

Gil Perez is senior vice president of IoT and Digital Supply Chain at SAP, responsible for developing a range of SAP Leonardo solutions that enable digital transformation.

This story originally appeared on the SAP Innovation Spotlight on Medium.

Categories: What's New

Blockchain: A Study Rooted in Reality

SAP News - Wed, 04/04/2018 - 10:30
A new study from SAP sends this message to the business community about blockchain: It’s time to get real.

The distributed ledger technology blockchain is in the early stages of an adoption cycle where its vast potential is coupled with hype and skepticism. The latest Gartner Hype Cycle for Emerging Technology places blockchain at its “Peak of inflated Expectations,” citing, “Enterprises are still deciding how to navigate this technology, but the lack of proven use cases and the volatility of bitcoin have created concerns about the viability of the technology.

SAP sought to uncover and validate today’s enterprise blockchain realities by studying hundreds of organizations currently engaged in blockchain-related activities. The results of our survey covered the technology’s future promise, current use cases, necessary focus areas to accelerate market adoption and business impact.  Importantly, these businesses clearly distinguish and separate the blockchain enterprise reality and impact on their business from the bitcoin hype.

Click to enlarge

The Present

According to our study, the majority of companies see blockchain innovation coming from vendors in tech and industry, as 88 percent of respondents believe companies in both areas are driving standardization and collaboration. At SAP, we’ve assembled our own network of over 55 co-innovation customers – double the total we previously released four months ago – showing a market that’s exponentially gaining momentum and increasing innovation. Today’s blockchain innovators span industries, generating new use cases every day in pharmaceuticals, consumer products, automotive, agriculture, telecom, retail, logistics, among many others.

The most important attributes of enterprise blockchain use cases are, in order of priority among survey respondents:

  • Transparency in the value chain
  • Trustworthy shared data
  • Industry standardization

The top priorities illustrate an environment designed to capitalize on blockchain’s logistical and transactional advantages. Over the past year, we’ve co-innovated several new scenarios with our co-innovations customers with these gains in mind, including:

  • Transportation Management: For all transportation modes and industries, driving a blockchain case for international trade. Sellers, buyers, banks and authorities share, review and sign documents electronically, track process statuses and hand over ownership of the e-bill of lading. A secure container release process will be evaluated to reduce frauds and stolen freight.
  • Global Track & Trace: Unified, end-to-end tracking, monitoring and reporting of objects and business processes across supply chain networks. Blockchain technology is used to help make tracking information immutable and tamper-proof for product authenticity and providence. In addition, information stored in the blockchain can be positively traced back to the author/customer/business entity, building the basis for fully automated payment and settlement processes.
  • Advanced Track & Trace for Pharmaceuticals: Enabling pharmaceutical supply chain members to comply with global antidrug counterfeit regulations and to facilitate collaboration between supply chain partners in conjunction with SAP Information Collaboration Hub for Life Sciences.
  • Farm to Consumer: Food producers and retailers coming together to improve compliance and safeguard brand reputation by increasing confidence in food safety. The effort explores blockchain across the broader food ecosystem both as an effective remedy to product counterfeiting and a way to boost supply chain integrity and efficiency.

The Future

Our study identified participants innovating in the present, but also optimistic about blockchain’s future. Ninety-two percent of respondents viewed blockchain as an opportunity, with the most promising use cases ranked as:

  • Supply chain and IoT: 63 percent
  • Legal and regulatory: 19 percent
  • Cryptocurrency: Eight percent
  • Sustainability: Three percent

Across industries, respondents were bullish on blockchain’s future impact on a variety of business challenges:

  • Improving corporate compliance: 96 percent
  • Becoming the system of trust: 83 percent
  • Replacing operational supply chain contracts in five to 10 years: 76 percent

Ultimately, respondents believe blockchain technology will advance farther and faster with the active support and involvement of SAP. Ninety-two percent believe that SAP’s support of blockchain in standard products will accelerate adoption in the supply chain, manufacturing and IoT markets. The same majority would join an SAP-led blockchain consortium.

The numbers don’t lie: blockchain is here to stay, and its vast potential is starting to be realized right now. As we look to the future, we must understand that a wide variety of industry disruption is happening all around us. We’re proud that companies depend on us to guide their blockchain journey – and if you want to help us generate new blockchain use cases, register today to join our efforts.

For more from SAP on the impact blockchain has on the modern supply chain, visit sap.com/blockchain and read the feature story in Digitalist Magazine.

Gil Perez is senior vice president of IoT and Digital Supply Chain at SAP, responsible for developing a range of SAP Leonardo solutions that enable digital transformation.

This story originally appeared on the SAP Innovation Spotlight on Medium.

Categories: What's New

Accenture Interactive Named a Leader in Gartner's 2018 Magic Quadrant for Global Digital Marketing Agencies

Accenture News - Wed, 04/04/2018 - 09:59
NEW YORK; April 4, 2018 – Accenture (NYSE: ACN) Interactive has been named a Leader in Gartner’s 2018 “Magic Quadrant for Global Digital Marketing Agencies.1” Gartner states “these service providers focus on strategy, development, execution and measurement of customer-facing digital experiences across the customer journey” and are positioned based on their completeness of vision and ability to execute.
 
Categories: What's New

Google’s Former SVP of People Operations, Laszlo Bock, to Headline SuccessConnect 2018 in Berlin

SAP News - Wed, 04/04/2018 - 09:00
BERLIN SAP SE (NYSE: SAP) today announced Laszlo Bock, former senior vice president of People Operations at Google and CEO and cofounder of machine learning workplace startup Humu, will be a keynote speaker at SuccessConnect in Berlin, one of the top human resources (HR) events of the year, taking place June 18-20 at CityCube Berlin.

Bock will present “Work Rules! Insights from Inside Google and Elsewhere to Transform How You Live and Lead” and share a road map for building an “unbeatable organization.”

SuccessConnect in Berlin will bring together executives and leaders in HR, IT and other lines of business to explore successful HR strategies in the digital economy. As a former Google executive and the creator of the field of “people analytics,” Bock has contributed significantly to the advancement of workplace culture. His SuccessConnect keynote will address how organizations can foster a culture that creates high-performance teams and makes work better.

“Our objectives for hosting SuccessConnect include building community, sharing learning, exciting attendees about how technology can help companies achieve their business goals today and in the future, demoing our cool innovations and inspiring people, as they take a few days out of their regular routines to join us,” SAP SuccessFactors President Greg Tomb said. “At Google, Laszlo Bock is credited with creating the field of people analytics. In his time there, he oversaw the growth of the company from ~6,000 to ~75,000 employees, while ensuring the firm’s culture remained innovative and robust. His career exemplifies what it means to rethink the future of work. With SAP SuccessFactors solutions, we are committed to improving work and helping businesses become exceptional employers, and we are thrilled to have Laszlo highlighting this critical topic at SuccessConnect in Berlin.”

During Bock’s tenure at Google, the company was recognized over 150 times as an exceptional employer, including being named the #1 Best Company to Work For in the United States seven times; the most desirable employer for undergraduates, college graduates and MBAs in numerous countries; the #1 Top Diversity Employer overall; and the best company for women in technology. It also received honors such as a perfect score from The Human Rights Campaign and Corporation of the Year from The United Negro College Fund.

Bock’s first book, Work Rules! Insights from Inside Google to Transform How You Live and Lead, has been published in more than 20 languages and was named one of the Best Business Books of the Year by The Economist, one of the Top 10 Creative Leadership Books of the Year by Forbes and one of Amazon.com’s Top 10 Business Books of the Year.

The keynote will take place Wednesday, June 20, from 11:30 a.m. to 12:45 p.m. CET.

Hot topics at this year’s SuccessConnect in Berlin will include using purpose to drive people and performance; attracting, developing and retaining the best people; tapping into peoples’ full potential; and innovating to thrive in the digital workplace. Don’t miss your chance to experience how our innovative customers from around the world are leading with purpose and transforming the work experience with SAP SuccessFactors solutions.

More information on SuccessConnect 2018 in Berlin is available here. Register here.

For more information, visit the SAP SuccessFactors website and the SAP News Center. Follow SAP on Twitter at @SuccessFactors and @sapnews.

Media Contact:
Geraldine Lim, SAP, +1 (415) 418-0945, geraldine.lim@sap.com, PT

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

Google’s Former SVP of People Operations, Laszlo Bock, to Headline SuccessConnect 2018 in Berlin

SAP News - Wed, 04/04/2018 - 09:00
BERLIN SAP SE (NYSE: SAP) today announced Laszlo Bock, former senior vice president of People Operations at Google and CEO and cofounder of machine learning workplace startup Humu, will be a keynote speaker at SuccessConnect in Berlin, one of the top human resources (HR) events of the year, taking place June 18-20 at CityCube Berlin.

Bock will present “Work Rules! Insights from Inside Google and Elsewhere to Transform How You Live and Lead” and share a road map for building an “unbeatable organization.”

SuccessConnect in Berlin will bring together executives and leaders in HR, IT and other lines of business to explore successful HR strategies in the digital economy. As a former Google executive and the creator of the field of “people analytics,” Bock has contributed significantly to the advancement of workplace culture. His SuccessConnect keynote will address how organizations can foster a culture that creates high-performance teams and makes work better.

“Our objectives for hosting SuccessConnect include building community, sharing learning, exciting attendees about how technology can help companies achieve their business goals today and in the future, demoing our cool innovations and inspiring people, as they take a few days out of their regular routines to join us,” SAP SuccessFactors President Greg Tomb said. “At Google, Laszlo Bock is credited with creating the field of people analytics. In his time there, he oversaw the growth of the company from ~6,000 to ~75,000 employees, while ensuring the firm’s culture remained innovative and robust. His career exemplifies what it means to rethink the future of work. With SAP SuccessFactors solutions, we are committed to improving work and helping businesses become exceptional employers, and we are thrilled to have Laszlo highlighting this critical topic at SuccessConnect in Berlin.”

During Bock’s tenure at Google, the company was recognized over 150 times as an exceptional employer, including being named the #1 Best Company to Work For in the United States seven times; the most desirable employer for undergraduates, college graduates and MBAs in numerous countries; the #1 Top Diversity Employer overall; and the best company for women in technology. It also received honors such as a perfect score from The Human Rights Campaign and Corporation of the Year from The United Negro College Fund.

Bock’s first book, Work Rules! Insights from Inside Google to Transform How You Live and Lead, has been published in more than 20 languages and was named one of the Best Business Books of the Year by The Economist, one of the Top 10 Creative Leadership Books of the Year by Forbes and one of Amazon.com’s Top 10 Business Books of the Year.

The keynote will take place Wednesday, June 20, from 11:30 a.m. to 12:45 p.m. CET.

Hot topics at this year’s SuccessConnect in Berlin will include using purpose to drive people and performance; attracting, developing and retaining the best people; tapping into peoples’ full potential; and innovating to thrive in the digital workplace. Don’t miss your chance to experience how our innovative customers from around the world are leading with purpose and transforming the work experience with SAP SuccessFactors solutions.

More information on SuccessConnect 2018 in Berlin is available here. Register here.

For more information, visit the SAP SuccessFactors website and the SAP News Center. Follow SAP on Twitter at @SuccessFactors and @sapnews.

Media Contact:
Geraldine Lim, SAP, +1 (415) 418-0945, geraldine.lim@sap.com, PT

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.
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Categories: What's New

Watco Companies Finds the Secret to Valuing Team Members Like Its Most Loyal Customers

SAP News - Tue, 04/03/2018 - 10:20
If how a business treats people is any indication of success, Watco Companies LLC is undoubtedly on the right track. The 35-year-old rail transportation provider has built a reputation for consistent customer satisfaction, while ensuring that every team member in the workforce is safe and treated fairly.

This guiding principle led to an evolution from eight men switching 6.5 miles of rail for one customer to a full-scale operation transporting everything from grains to machinery across 5,000 miles in North America and Western Australia for hundreds of companies. Rachael Peterson, senior vice president of People Services at Watco, believes that the company’s culture and purpose are significant competitive advantages.

“Our team members are the main assets that set us apart from our competition. Every single day, they go out into the field wanting to serve customers better in the safest manner possible,” Peterson shared. “Everything we do has to make their lives easier. Otherwise, we’re failing them, even if our HR administration and payroll jobs are easier.”

The Answer to Easier, Empowering Work in the Field is the Cloud

Although Watco ran an on-premise enterprise human capital management (HCM) solution, accessing information and sending it the right team members was considered a herculean effort in the field. Peterson mentioned, “Our managers used a significant part of their day to complete these tasks and push the information to an HR or payroll team member who manually keyed in the information on the paperwork. We needed to put data in our team members’ and mangers’ hands without delay to empower them to make sound decisions and work in more strategic and meaningful ways.”

The on-premise solution was not well-received by the field teams for one simple reason: they do not use desktop technology regularly because they are working outside repairing railcars and tracks and operating the railway. The workforce needed a simple approach to information submission and gathering.

According to Amy Miori, director of People Services at Watco, cloud-based SAP SuccessFactors solutions was the answer to this dilemma. “The mobile side of SAP SuccessFactors solutions is huge. Almost everyone has a smartphone. Just hearing almost everybody say that they make information access easy has been huge for us. We really can reach everyone, where we couldn’t before.”

Key Learnings Lead to Digital HR Transformation Success

Watco chose an implementation partner to guide the cloud strategy and a managed service provider to handle the day-to-day operation of the cloud platform to enable its HR team to focus on ensuring the entire workforce adopts the cloud HCM solution. With clear guidance, predictable outcomes, faster time to value, and flexible configurations, the company migrated its HCM data to the cloud within 10 months, while strategically maintaining some on-premise capabilities.

Peterson’s team delivered exactly what the field needed in terms of a digital workforce experience by following these critical steps to digital HR transformation:

  • Take care of the data being migrated: Moving data from an on-premise platform to the cloud, even if the two solutions are from the same provider, is not a one-to-one transition. Peterson advised, “There are still a few things that need to be done, including data cleansing.”
  • Customize as little as possible: Peterson noted that the more the solution can be used out of the box, the better. “We chose not to do a ton of customization, which is an advantage,” she said. “For us, SAP SuccessFactors solutions were flexible enough to make that decision.”
  • Consider transitioning team members to new roles: By automating some manual processes and delegating the remainder to a managed service provider, Peterson no longer needed four team members to handle payroll. As a result, she extended new opportunities to people whose former roles were replaced. “Now, they’re fulfilling more-strategic responsibilities, instead of spending 90% of their time rekeying HR data. For example, we transitioned two colleagues into roles that can support team members who are struggling with benefits issues,” she recalled.

By taking this approach to the cloud, Watco is setting the foundation for a highly informed, high-performing team in the field. “We have seen better success with everything now that we are cloud-based,” reflected Miori. “Everything in one system, from recruiting to onboarding to our core HR capabilities. It’s really one whole system.”

Peterson agreed, “When you show folks how much information is at their fingertips with SAP SuccessFactors solutions, you tell them they can do it all on their mobile devices, and you explain how you’re going to make their lives easier, that’s when they get excited.”

Discover how your business can implement SAP SuccessFactors solutions to transition your human capital management capabilities to the cloud based on your unique needs, while protecting your existing investments. Visit the Upgrade2Success resource center to learn more.

Steve Schnoll is global vice president of Strategy at SAP SuccessFactors

Categories: What's New

Watco Companies Finds the Secret to Valuing Team Members Like Its Most Loyal Customers

SAP News - Tue, 04/03/2018 - 10:20
If how a business treats people is any indication of success, Watco Companies LLC is undoubtedly on the right track. The 35-year-old rail transportation provider has built a reputation for consistent customer satisfaction, while ensuring that every team member in the workforce is safe and treated fairly.

This guiding principle led to an evolution from eight men switching 6.5 miles of rail for one customer to a full-scale operation transporting everything from grains to machinery across 5,000 miles in North America and Western Australia for hundreds of companies. Rachael Peterson, senior vice president of People Services at Watco, believes that the company’s culture and purpose are significant competitive advantages.

“Our team members are the main assets that set us apart from our competition. Every single day, they go out into the field wanting to serve customers better in the safest manner possible,” Peterson shared. “Everything we do has to make their lives easier. Otherwise, we’re failing them, even if our HR administration and payroll jobs are easier.”

The Answer to Easier, Empowering Work in the Field is the Cloud

Although Watco ran an on-premise enterprise human capital management (HCM) solution, accessing information and sending it the right team members was considered a herculean effort in the field. Peterson mentioned, “Our managers used a significant part of their day to complete these tasks and push the information to an HR or payroll team member who manually keyed in the information on the paperwork. We needed to put data in our team members’ and mangers’ hands without delay to empower them to make sound decisions and work in more strategic and meaningful ways.”

The on-premise solution was not well-received by the field teams for one simple reason: they do not use desktop technology regularly because they are working outside repairing railcars and tracks and operating the railway. The workforce needed a simple approach to information submission and gathering.

According to Amy Miori, director of People Services at Watco, cloud-based SAP SuccessFactors solutions was the answer to this dilemma. “The mobile side of SAP SuccessFactors solutions is huge. Almost everyone has a smartphone. Just hearing almost everybody say that they make information access easy has been huge for us. We really can reach everyone, where we couldn’t before.”

Key Learnings Lead to Digital HR Transformation Success

Watco chose an implementation partner to guide the cloud strategy and a managed service provider to handle the day-to-day operation of the cloud platform to enable its HR team to focus on ensuring the entire workforce adopts the cloud HCM solution. With clear guidance, predictable outcomes, faster time to value, and flexible configurations, the company migrated its HCM data to the cloud within 10 months, while strategically maintaining some on-premise capabilities.

Peterson’s team delivered exactly what the field needed in terms of a digital workforce experience by following these critical steps to digital HR transformation:

  • Take care of the data being migrated: Moving data from an on-premise platform to the cloud, even if the two solutions are from the same provider, is not a one-to-one transition. Peterson advised, “There are still a few things that need to be done, including data cleansing.”
  • Customize as little as possible: Peterson noted that the more the solution can be used out of the box, the better. “We chose not to do a ton of customization, which is an advantage,” she said. “For us, SAP SuccessFactors solutions were flexible enough to make that decision.”
  • Consider transitioning team members to new roles: By automating some manual processes and delegating the remainder to a managed service provider, Peterson no longer needed four team members to handle payroll. As a result, she extended new opportunities to people whose former roles were replaced. “Now, they’re fulfilling more-strategic responsibilities, instead of spending 90% of their time rekeying HR data. For example, we transitioned two colleagues into roles that can support team members who are struggling with benefits issues,” she recalled.

By taking this approach to the cloud, Watco is setting the foundation for a highly informed, high-performing team in the field. “We have seen better success with everything now that we are cloud-based,” reflected Miori. “Everything in one system, from recruiting to onboarding to our core HR capabilities. It’s really one whole system.”

Peterson agreed, “When you show folks how much information is at their fingertips with SAP SuccessFactors solutions, you tell them they can do it all on their mobile devices, and you explain how you’re going to make their lives easier, that’s when they get excited.”

Discover how your business can implement SAP SuccessFactors solutions to transition your human capital management capabilities to the cloud based on your unique needs, while protecting your existing investments. Visit the Upgrade2Success resource center to learn more.

Steve Schnoll is global vice president of Strategy at SAP SuccessFactors

Categories: What's New

Autism at Work: Only by Embracing Differences, We Can Spark Change

SAP News - Tue, 04/03/2018 - 09:15
The eleventh annual World Autism Awareness Day took place yesterday, April 2. Leading up to the day, SAP Labs in India hosted a number of events to discuss autism at work and how we can integrate – and also learn from – people living with autism.

As a global company with employees from more than 150 nationalities, SAP believes that creating a diverse, inclusive, and bias-free work culture not only makes us a better and happier company; it also makes us a more successful company.

We thrive by having employees from all walks of life – a combination of culture, race, ethnicity, age, gender, sexual orientation, gender identity or expression, physical or mental ability, and work-life situations. This includes colleagues with autism.

Through SAP’s Autism at Work program, we gain strengths by bringing people with different abilities together

SAP was one of the first companies to launch a program to integrate people with autism at work. To date the Autism at Work program has brought nearly 120 colleagues on the autism spectrum in nine countries into the SAP workforce. This includes SAP Labs in Bangalore, India.

But don’t take only my word for it: Read Asha Sreedhar’s story. Asha was a highly qualified job candidate, but found that most jobs had a cookie-cutter approach to skill sets and emphasized multi-tasking, instead of focusing on a candidate’s unique strength. Asha applied for our Autism at Work program in Bangalore. She aced the training and got hired at SAP Labs India after graduation. She has been successfully working as a software test engineer for more than two years now and become an integral part of our global SAP employee community.

In her story, Asha points out some of the very valuable skills that people on the autism spectrum can bring to the team, including emphasis, meticulousness, and dedication. All of them are extremely important in the tech industry; without these abilities, we would not be where we are today.

Asha’s story reminds us that we gain strengths by bringing people with different abilities together. Only by embracing differences, we can spark innovation and inspire change together.

Dilipkumar Khandelwal is president of SAP Hana Enterprise Cloud and managing director of SAP Labs India

Categories: What's New

Autism at Work: Only by Embracing Differences, We Can Spark Change

SAP News - Tue, 04/03/2018 - 09:15
The eleventh annual World Autism Awareness Day took place yesterday, April 2. Leading up to the day, SAP Labs in India hosted a number of events to discuss autism at work and how we can integrate – and also learn from – people living with autism.

As a global company with employees from more than 150 nationalities, SAP believes that creating a diverse, inclusive, and bias-free work culture not only makes us a better and happier company; it also makes us a more successful company.

We thrive by having employees from all walks of life – a combination of culture, race, ethnicity, age, gender, sexual orientation, gender identity or expression, physical or mental ability, and work-life situations. This includes colleagues with autism.

Through SAP’s Autism at Work program, we gain strengths by bringing people with different abilities together

SAP was one of the first companies to launch a program to integrate people with autism at work. To date the Autism at Work program has brought nearly 120 colleagues on the autism spectrum in nine countries into the SAP workforce. This includes SAP Labs in Bangalore, India.

But don’t take only my word for it: Read Asha Sreedhar’s story. Asha was a highly qualified job candidate, but found that most jobs had a cookie-cutter approach to skill sets and emphasized multi-tasking, instead of focusing on a candidate’s unique strength. Asha applied for our Autism at Work program in Bangalore. She aced the training and got hired at SAP Labs India after graduation. She has been successfully working as a software test engineer for more than two years now and become an integral part of our global SAP employee community.

In her story, Asha points out some of the very valuable skills that people on the autism spectrum can bring to the team, including emphasis, meticulousness, and dedication. All of them are extremely important in the tech industry; without these abilities, we would not be where we are today.

Asha’s story reminds us that we gain strengths by bringing people with different abilities together. Only by embracing differences, we can spark innovation and inspire change together.

Dilipkumar Khandelwal is president of SAP Hana Enterprise Cloud and managing director of SAP Labs India

Categories: What's New

Accenture Recognized for Innovation Across Microsoft's Global Procurement with Supplier Partnership of the Year Award

Accenture News - Tue, 04/03/2018 - 08:59
NEW YORK; April 3, 2018 – Accenture (NYSE: ACN) has been recognized with the Supplier Partnership of the Year Award at the ProcureCon Indirect EPIC Awards 2018, which celebrate the most innovative, dynamic and accomplished leaders in the procurement industry, for its work with Microsoft.
Categories: What's New

Accenture Publishes 2017 Corporate Citizenship Report

Accenture News - Tue, 04/03/2018 - 08:29
NEW YORK; April 3, 2018 – Accenture (NYSE: ACN) today released its 2017 Corporate Citizenship Report, which details the company’s goals and progress toward helping improve the way the world works and lives.
Categories: What's New
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