Reason for leaving: No development opportunities. The fluctuation rate is high, employees are working remotely and job requirements are changing at an unprecedented speed. Companies are finding it increasingly difficult to support people, retrain them or offer them new development opportunities. What is needed to counteract this and to master the current and future challenges of the skills shortage as HR and as a company? The latest innovation from SAP SuccessFactors is called "Opportunity Marketplace" and will reorient the management of development opportunities towards employees.
On the one hand, a rethink is needed and, on the other, meaningful Technology that supports the reorientation: The focus should be on the employees. Let's assume that it is no longer the company that develops employees, but rather offers opportunities so that employees can develop and organise themselves. To do this, they need three things: an awareness of their abilities as well as motivation and transparency. Employees must have access to all kinds of development opportunities, i.e. learning opportunities, coaching, mentoring programmes, projects, expert groups, vacancies and job-sharing opportunities.
Let's imagine this: A company wants to develop a new customer offering with the help of an agile team. The project management team needs a small team of experts - specialists from sales, marketing, product development and IT. Finding these people and assigning them to the project in question is often a lengthy and complicated process. As a result, new people are often sought externally and brought into the company.
What if project managers could use a tool to easily and quickly find interested experts with the right qualifications and available resources internally and connect people with their development opportunities? In a sense, this would mean the end of "integrated Talent Management" and the emergence of "intelligent Talent Management", which is determined by the dynamic needs of the company, the skills and motivation of employees and a more flexible work organisation.
What does the new SAP SuccessFactors product include?
SAP SuccessFactors, a platform originally developed for integrated Talent Management, is proactively addressing this shift to intelligent Talent Management with a number of innovations. At the heart of the latest release is the SuccessFactors Opportunity Marketplace. Instead of just offering people "career paths" or "jobs", the platform uses the new SAP Skills Ontology to recommend projects, jobs, part-time work, mentors, learning and development opportunities and even special interest groups using artificial intelligence. This new offering, which is currently in the pilot phase, will provide SuccessFactors customers with a comprehensive solution for internal mobility and career development.
In combination with the SuccessFactors Opportunity Marketplace, SAP is introducing the "Whole Self Model" - a profile that manages and identifies preferences, work styles and personality. On the other hand, a connection to the Microsoft Graph is being developed in order to understand working relationships and work content and to be able to make intelligent suggestions for skills and development opportunities (projects, mentoring, learning courses, etc.) for employees based on this. The customised skills database / skills ontology is also being rethought and dynamically designed. The world's leading skills databases (such as ESCO) are connected directly to SuccessFactors and enable a dynamic, constantly updated selection of skills for the employee profile.
SAP has recognised the complexity of skills and has developed a complete model that takes into account the "overall wishes and skills" of employees and not just the "derived skills" that result from the training and further education or learning content they have completed. And SAP goes even further when it comes to dynamic teams: in addition to team composition, project managers are given a range of tools to manage the most agile and short-term teams. These include OKR-based performance management, team coordination and a range of partner APIs for working with project management, document management and other collaboration tools. So if you're trying to put together a team for a new project, SuccessFactors can show you who's qualified, who's interested and who should take on what role. You can then set the goals (OKRs or otherwise) and manage the team within the platform.
This is what intelligent Talent Management brings to the organisation: On the one hand, it creates a culture of trust in which employees can take responsibility for their own development and continuous learning is encouraged. On the other hand, collaboration is favoured. Employees thus become a kind of connecting node in a decentralised network: this in turn increases employee loyalty, internal mobility and ultimately the emergence and perception of new development opportunities. Always with the goal of having happier employees in mind.
SAP SuccessFactors Talent Management rethought
SAP SuccessFactors Talent Management rethought