A decade ago, few could have imagined a digital transformation in Human Resource (HR) functions. However, the buzzing job market and increased focus on employee experience have brought HR into the spotlight. Digital transformation of HR has become as important as other functions. It is no longer a department working in the background. It’s a talent hub that can help the enterprise grow by acquiring and retaining high-caliber talent.
As more millennials join the workforce, they expect a frictionless experience – from the time they are interviewed to when they join, work, and leave the enterprise. Gone are those days when candidates would wait for HR to update them about their status. Today, candidates want transparency and hassle-free experience in the hiring, onboarding, performance appraisals, and exit processes.
Outdated processes and legacy human capital management software (HCM) are not equipped to deliver that kind of experience.
That’s why enterprises must transform their HR processes and tools. They need to change the recruitment, onboarding, payroll, and learning and development processes to create a frictionless experience for prospects and employees. That’s the only way to attract, engage, and retain top talent.
To create that level of experience, enterprises must choose modern software such as SAP SuccessFactors.
SAP SuccessFactors is a cloud-based HCM software that helps enterprises bring better alignment between businesses and HR and provide an individualized experience for customers. SAP SuccessFactors is built on recruitment, learning and development, performance management, and compensation management. The aim is to bring transparency and add efficiency to the end-to-end process.
Let’s delve further to understand why enterprises must choose SuccessFactors.
5 Reasons To Choose SAP SuccessFactors
- Streamline HR Operations
Sectors like retail have a dynamic workforce. Retailers hire a contingent workforce during peak seasons such as the holidays to manage the workload and provide a memorable experience to customers. Managing the hourly contingent workforce and employees across different regions can be quite cumbersome. Traditional software cannot manage the internal and external workforce efficiently. That’s why industries like retail need modern HR software such as SuccessFactors. SuccessFactors help retailers view the data such as contracts and SOWs of the entire workforce – permanent or temporary, and internal or external in a single platform. It streamlines the entire operational process to make the end-to-end talent management more effective.
- Offer localization capabilities
Every country and region has its unique labor laws. As more enterprises hire global talent, compliance with international and regional labor laws has become essential. SuccessFactors help enterprises adhere to the regulations. It can manage the employee data across 100 countries and run payroll in over 46 countries. The software provides country-specific fields that allow HR to update the business rules and calculate taxes as per the local labor rules. Take Netherlands-based retailer Action’s example. The retailer had more than 35,000 employees across six countries. It chose SuccessFactors due to its localization feature to comply with the local and regional regulations. The localization feature standardizes the data formats according to what’s practiced in supported countries. It simplifies reporting and communication with the local authorities and standardizes the HR best practices across all geographies.
- Enhance HR capabilities
SuccessFactors can transform HR into a more value-driven function. With the help of SuccessFactors, HR can reduce the time required to fill positions by 48%. They can reduce the time taken to identify the right talent by 121% and decrease the onboarding time by 74%. In a fast-paced environment like retail, HR needs to act fast and hire the right talent at scale. Modern tools like SuccessFactors simplify end-to-end HR management and enables enterprises to build an overall memorable experience for employees throughout their journey from acquisition to exit. These tools are flexible and easy to use.
- Analytics capabilities
The modern HR function is as data-driven as other functions. The HR teams introduce various initiatives to engage with employees and retain them. They want to measure the effectiveness of these initiatives to know if they are working and to decide on future initiatives. The analytics feature is therefore important for a data-driven HR function. SuccessFactors has in-built analytics capabilities that allow HR to visually represent the data and gain actionable insights on their initiatives. Based on the data, HR can identify potential issues, make predictions, and find ways to improve employee satisfaction. It provides real-time data of the entire workforce in a single system, making decision-making faster and more accurate.
- Transform HR Processes
For a long time, retailers have been using legacy on-premise systems to manage their HR processes. Take Sephora, for instance. The beauty retailer hires approximately 15,000 new employees every year. They used disparate, on-premise systems that caused an administrative burden on the store owners. The paperwork involved in hiring per recruit was humongous. As soon as Sephora started using SuccessFactors, the store owners could save 1.5 hours per hire on paperwork, and the hiring speed improved by 83%. From automating the onboarding process to reducing administrative tasks, Sephora modernized its HR processes and improved its employer branding. Software like SuccessFactors facilitates digital transformation in HR that makes it more productive and streamlined.
Conclusion
As businesses open up and new workplace paradigms emerge, global talent is on the lookout for new jobs. An HCM software like SAP SuccessFactors becomes essential to streamline processes and manage talent efficiently.
The benefits of SuccessFactors are quite evident. It has the potential to re-imagine the HR operations and make them more intelligent. More importantly, it can be integrated with all SAP applications. For instance, enterprises can integrate SAP SuccessFactors with SAP S4/HANA to build a centralized source of talent data. The HR and other business leaders can use that to remove disparities in data, gain full insights, and improve decision-making.
So, don’t wait. Get in touch with a reliable technology partner to implement SAP’s SuccessFactors and transform the HR function into a talent center rather than a support function.
