The main components of SAP SuccessFactors

The main components of SAP SuccessFactors


At the 2019 SAP SAPPHIRE NOW conference, Brigette McInnis-Day sat down with TechRepublic to discuss which organizations can benefit most from SAP SuccessFactors.

The main components of SAP SuccessFactors
At the 2019 SAP SAPPHIRE NOW conference, Brigette McInnis-Day sat down with TechRepublic to discuss which organizations can benefit most from SAP SuccessFactors.

At SAP SAPPHIRE NOW 2019, TechRepublic Associate Staff Writer Macy Bayern sits down with Brigette McInnis-Day, COO of SAP SuccessFactors to discuss which organizations can benefit most from SAP SuccessFactors. The following is an edited transcript of the interview.

Macy Bayern: What are the main initiatives of SAP SuccessFactors?

Brigette McInnis-Day: The main initiatives for SAP SuccessFactors is really bringing our overall strategy to life. We focus and look at where the market’s trending, where are we growing, what are the new spaces we need to merge in, and what do we need to do from a growth perspective based on our feedback from our customers.

So first of all, we’re delivering the global people platform to lead the human revolution for all size of companies.

Macy Bayern: So how can an organization know if they are the correct candidate for SAP SuccessFactors?

Brigette McInnis-Day: So a of couple things, one is it they’re going about a business transformation, they want to grow, they are looking into new business models. Or they really need to understand their talent. So our belief is every business transformation should be led with a people transformation. Unfortunately, many of these companies go on this journey without understanding their talent profile. They don’t know where the gaps are, they don’t know what skills they need for the future, they don’t know what is missing. And what happens is they might lose or fail on that transformation, the business model, because they didn’t put people first.

So SAP SuccessFactors allows you to have the insights and the analytics around your people by putting people first. But it puts it in the hands of every leader to make business decisions every single day at every moment. That’s key.

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Two is it puts people to the front, it elevates the topic of talent and putting it at the forefront of the overall initiatives that they have. So if companies really want to understand how do they merge into different markets, what are the things they need from a business perspective, it’s typically centered around, either positive or negatively around, the people topics they have.

And finally, it’s putting HR at the forefront of the experience. Every company wants to understand the experience, whether it’s their candidates, their employees, their temporary workers, their alumni. As well as their retirees. And that ecosystem out there and understanding it. Even if HR doesn’t own every bit of a people topic, they’re accountable for it because that total workforce experience is what hits HR.

Brigette McInnis-Day: So getting to experience is what we deliver and so if companies need to understand that, that’s why we say of all sizes. To be able to actually deliver that and have the ability to give flexibility for companies to start anywhere, go everywhere as well.

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