Transformation of the workforce, and the way it is utilized, managed, and improved is a central feature of digital transformation for any business.
Digital transformation depends on transformation of the workforce and the way it is utilized, managed, and improved. This can only be achieved by HR helping to create an agile organization that meets the demands of the business, but also one that helps employees and managers become engaged, productive, and focused. At the same time, HR must maintain a development path and training goals, as well as manage overall employee performance. This includes not only the talent you have, but also the talent you target.
Becoming a digital-ready organization is not about what technologies companies use, how they build and deliver products and services, or what industry they belong to. Becoming digital-ready is about changing how companies set strategies, build organizations, and manage the workforce.
Any company can become digital-ready. It doesn’t depend on your industry, size, history, or geographic location. It just requires acting differently. Changing the behaviors of people working in an organization can be difficult. But it is not impossible provided people know what to change, understand why it matters, have the resources to do it, and are inspired and confident that they can make it happen. In other words, becoming a digital-ready organization simply requires true leadership.
In 2017, itelligence launched the HR Technology Survey to uncover trends and gain insight into what is happening in HR organizations of all sizes across a range of industries.
Download the 2017 HR Technology Report to benchmark your organization against others and gain insights into trends that are driving HR technology.
Most of us would agree that business has changed more in the past 15 years than in the past five decades. And while it’s true that all of that change is driving uncertainty across every area of business, human resources is particularly affected.Download now
Review an SAP study conducted with SAP SuccessFactors customers to estimate the likely return on investment from HCM technology.Download analyst brief
Learn how SAP SuccessFactors can help your business engage employees and use analytics to support better decision-making.Download e-book
Before putting your core HR system into the cloud, there are questions you should ask to make sure you’re making an informed decision.Download white paper
View our webinar recording to learn about the detailed configuration requirements that support GDPR compliance regulations.
Learn how a good analytics solution can make the difference for integrating operational and financial human resource planning in one system.
From now on, SAP provides an advanced HR solution, where human capital management (HCM) becomes Human Experience Management (HXM). Learn what HXM is all about.
Combining the power of analytics in human resources for integrated headcount planning utilizing SAP and itelligence helps solves many business challenges.
HR transformation as a strategic business function is well underway, with technology reshaping the role of HR to drive business results.
The CFO and Chief Human Resources Officer need to work together to incorporate financial planning and integrated headcount planning for success.
Nearly half of HR managers say they are spending the bulk of their time on HR analytics and manually building custom reports.
SAP Integrated Headcount Planning lets you stop doing human resources planning in a silos and integrate your financial plan using SAP Analytics Cloud.
Is your HR technology falling behind your peers and competitors? If you’re in HRIS or IT, take our HR Technology Survey to find out.
Q1 survey results show us the drivers for HR technology adoption. We found 3 main drivers that motivate HR professionals across the board.
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