SAP Asset Strategy and Performance Management is one of multiple products that make up and enable SAP Intelligent Asset Management (IAM). Each IAM product covers a wide range of capabilities by capitalizing and enhancing the modern data sets that are available to Enterprise Asset Management (EAM) customers.

More on SAP IAM: Optimizing Assets with SAP Predictive Maintenance and Service | Promoting a Single Source of Truth with AIN

By unifying data and insight from your own systems as well as your network to define and plan maintenance execution strategies, SAP Asset Strategy and Performance Management helps companies increase asset performance. The goals with this solution are to develop asset strategies to define actions and mitigate risks for any asset, create collaborative assessments between organizations, and perform long-term capital planning based on asset degradation.

Building an Effective Asset Strategy

The best asset strategies find the optimal balance between maintenance spend, risk, and asset performance, which includes health, safety and environmental concerns. New technological advancements has transitioned the focus from preventive to predictive maintenance, where Internet of Things and predictive capabilities can now be leveraged to optimize asset performance.

SAP Asset Strategy and Performance Management utilizes a risk-based maintenance approach for planning in order to reduce the probability of asset failure. The solution also adopts Reliability Centered Maintenance (RCM) processes, including Failure Mode and Effects Analysis (FMEA).

In order create an effective strategy, SAP Asset Strategy and Performance Management offers the ability to manage asset performance across lifecycles, and to consistently monitor, review, and improve. This is done with a holistic view of assets, in order to reduce bottlenecks of information and prevent incidents.

With SAP, these strategies can also be adopted to your specific industry to find the right fit. Regardless of the industry, SAP uses a six-step continuous process for asset strategy: Define, Identify, Analyze, Recommend, Implement and Verify.

  • Define: This step is about defining asset information using Asset Central within IAM. This will standardize asset information between manufacturers, operators, and service providers. OOTB integration between Asset Central and ERP can be leveraged to ensure the asset registry is aligned with both asset and work management processes. . This integration is supported with SAP S/4HANA 1709 and above, as well as SAP ERP 6.0 and above.
    SAP intelligent asset management strategy Master Data
  • Identify: Here we will perform asset risk and criticality assessments. Using the Asset Criticality Assessment tool, the system will provide a risk score and support the selection of appropriate analytical processes for that asset. It will provide a more infrormed assessment with historical maintenance data and KPI integration.
    SAP Intelligent asset management strategy
  • Analyze: Now we will conduct the appropriate asset assessments we previously identified, such as RCM, FMEA, and Preventive Maintenance Review (PMR).
    SAP intelligent asset management strategy
  • Recommend: Based on assessments, recommended tasks and actions will be developed and assigned. Here you can build out specific maintenance instructions and share assessment information with the necessary people.
    SAP Intelligent asset management strategy
  • Implement: This is where recommendations or instructions from the defined maintenance strategy are deployed. Integration with your ERP system helps bring that strategy full circle. Below you can see the asset data involved in that integration.
    SAP Intelligent asset management strategy
  • Verify: Our work doesn’t stop by executing the maintenance plan. Continuous monitoring and analysis will be done using native reporting tools within IAM and integrated SAP Analytics Cloud reports based on both business IT and operational data. Applicable adjustments can then be made to ensure asset viability based on corporate goal and objectives.

Evolve Your Asset Strategy

With the rise of new technologies, we can build strategies that not only keep our assets working, but adhere to the right balance of cost, risk, and performance.

To find out how your company can benefit by enhancing your asset strategy, contact Rizing. Continue to follow the Rizing EAM blog for more on SAP’s Intelligent Asset Management offerings.

As we strive to create greater efficiency and profitability in the Consumer Industries, we find ourselves breaking down the big picture to the granular level of individual processes. This helps us find easily identifiable and actionable areas for improvement. Instead of saying, for example, “we need to reach our customers” it becomes “how can we improve the way we reach our customers via social media.” 

In technology, that’s the idea behind microservices, which pull out individual pieces of a larger system, build it using the latest development capabilities, and create a smaller, intensely focused solution that can improve an individual process. Each microservice contributes certain functionality to the overall application and interacts with other microservices as well as external services. 

 SAP offers the ability the add microservices to your existing system via the SAP Cloud Platform (SCP). Through SCP and its integrations, you can tap into the latest and greatest technology to build microservice applications and target your most value-added processes. 

Microservices vs. ABAP Enhancements  

Traditionally, customizations to SAP systems are done via ABAP enhancements. As systems age, and these enhancements are continuously added, they begin to create a challenging environment when it comes to adaptability and upgradeability. As customers have adopted SAP S/4HANA, we’ve seen a tendency to go as standardized as possible, in order to avoid building more and more ABAP customizations.  

Microservices are loosely coupled to the overall system, not inherently ingrained like an ABAP customization. Instead of being an added layer to the SAP system, a microservice acts a self-contained function that can feature specific interfaces to complete an individual process. It is lightweight and allows for the use of better UI and underlying technology without the implementation of an entirely new system—or without creating changes in your system that may cause headaches in the future.    

The nature of the lightweight microservice allows for it to be more easily maintained for compatibility with new processes and new systems. It is also more flexible for implementing custom logic.  Conversely, ABAP customizations create an ever-growing monolith that becomes harder and harder to maintain.  

Benefits of Microservices 

By virtue of a microservice’s specialized nature, it can be used to target areas that create the greatest competitive advantage for your business.  Take, for example, an opportunity for an efficiency gain with how your suppliers on-board new itemsRather than searching for a new, broader reaching solution that meets the requirement, you can add on a microservice that is tailored specifically to the process you are trying to achieve, and in turn create that advantage you were seeking at a much faster pace without inserting invasive code into the existing application(s) 

Microservice flexibility also means that companies can more quickly react to drastic changes when needed. Perhaps there is a new regulation that needs to be implemented (e.g., a new ecological fee, a change to import regulations)—build a microservice.  These microservices can be implemented while still maintaining and not directly impacting your central system of record, such as SAP S/4HANA, as the backbone of your day-in, day-out, stock-standard processes.  

Why SCP for Microservices?  

There are several development platforms out there—Amazon Web Services, Google Cloud Platform, and Microsoft Azure. What benefit is there to using SAP Cloud Platform to develop microservices for SAP systems? 

Read more: How SAP Cloud Platform Helps Companies Innovate

The obvious answer is integration. Any development platform worth its salt will have access to the latest open-source technologies such as Cloud Foundry for building applications. While having the technological tools you need to develop, SAP Cloud Platform will also always have robust integration into SAP software. That includes SAP services that build a bridge between the custom cloud-based code used to build the microservice and your ERP system—whether it is on-premise or in the cloud.  

To learn more about building microservices and how they can help you improve your processes, contact Rizing.

The fourth and final SAP® SuccessFactors® release of 2019 goes into preview on November 8. Each release, we dig into the major upgrades for each module and provide you analysis on how it impacts the system. Today we are going to take a detailed look at updates in SAP SuccessFactors Compensation and Variable Pay.

The preview release allows customers the chance to test out new features before they officially go live in the system on the production date. Each preview of SAP SuccessFactors quarterly updates comes about one month before the production, which is September 6 for this quarter.

Let’s look at the major enhancements for Q4 2019 in SAP SuccessFactors Compensation and Variable Pay, in which we’ve ordered them with the most important updates at the top.

Statements

Bulk Printing from Executive Review: Users with the view statement permissions can download statements of all employees in the PDF format from Executive Review using the Bulk Print Statement icon. This icon appears only for the plans where at least one statement has been generated and the attribute ‘includeStatementLink’ has been set to true in the XML template. Additionally, you must disable the ‘Hide Personal Compensation Statements in PDF format’ option.  Supports Comp, Var Pay, and Combined Statements. Respects all permissions.

How to turn it on: Admin Opt-In.

Security

Encryption of Lookup Inputs: Allows admins to encrypt the input values of lookup table data to increase protection of sensitive table information.

How to turn it on: Admin Opt-In.

Employee Central Integration

Publishing: Previously, administrators could publish compensation data to Employee Central for some or all worksheets, or select worksheets based on planners, divisions, departments, and locations. Administrators can now publish specific employees to Employee Central, multiple employees, or create subsets of employees based on custom filters. One Reportable Custom field can be configured as filter criteria. Currently supported only for Comp Template (not Variable Pay or Total).

How to turn it on: Admin Opt-In.

People Analytics

People Analytics, embedded edition: Early Adopter, Compensation: People Analytics, embedded edition is available for Early Adopter use in Production Environments. Interested customers can sign up via Influence here.

Some of the features now included in People Analytics include:

  • Field Based Permissions now respected
  • Expanded Reportable Fields (e.g., Force Comment)
  • In-query calculated columns

Note: Only a small number of customers will be selected, based on prerequisite criteria and regional distribution of customer base.

How to turn it on: Early Adopter Opt-In.

Reward and Recognition

SAP SuccessFactors Compensation Q4 2019

Reward and Recognition – Points programs and Gift Card Fulfillment (General Release): This Q3 beta enhancement is now in General Release, and provides the opportunity to build a point-based rewards program for employees, where points can be accumulated and redeemed for gift cards and experiences.

How to turn it on: This is a universal update.

Reward and Recognition – Navigation: The Reward and Recognition homepage is now accessible from Action Search.  Also,

  • The employee nomination flow has been enhanced to include detailed information for categories and levels in the tooltip
  • As an admin, you can format the description text displayed to users using the rich text editor
  • You can view information about the image resolution to use for program photo on the Settings tab.

How to turn it on: This is a universal update.

Reward and Recognition – Custom Images: Administrators can now choose custom images to accompany categories and levels.

How to turn it on: This is a universal update.

Reward and Recognition – Manage Redemption Options: Employees can redeem their flex reward points using ‘Redeem’ on the Reward and Recognition home page, based on their role-based permissions. And, as an admin with the Redemption Option permissions, you can create multiple reward redemption options for your employees with the available vendor, Xoxoday.

How to turn it on: This is a universal update.

Reward and Recognition – Languages: Admins can create localized text for the Categories, Levels, and Points.

How to turn it on: This is a universal update.

Data Retention Management

Employees on Incomplete Forms: When you configure a master data purge with Data Retention Time Management (DRTM), you can now choose to include or exclude employees who belong to incomplete compensation or variable pay forms. By default, the system excludes users from a purge when they belong to an incomplete form.

How to turn it on: Admin Opt-In.

Completed Forms: Employees can be deleted from Completed Worksheets as well as Incomplete worksheets.

How to turn it on: This is a universal update.

Total Compensation

SAP SuccessFactors Compensation Q4 2019

 

Custom Validation: Custom Validation now available for Total Comp Templates. In addition, when the system registers multiple validation failures, it displays a display box listing them all in a single message box. Warnings and Errors are now handled differently.

How to turn it on: Admin Opt-In.

Template Creation: Create New Total Compensation Template – can be uploaded as well as Add New Plan.

How to turn it on: This is a universal update.

SAP SuccessFactors Q4 2019 Compensation update

Planning

Languages: SuccessStore Comp Templates had been updated to include translated XML labels for ja_JP and zh_CN languages

How to turn it on: This is a universal update.

Fixed Issues

FBP – Total Compensation: FBP Settings are no longer removed when Employee Central Settings are saved for a Total Compensation Template. This loss of FBP Settings may have occurred in other situations (e.g., saving Bonus Calculations), too.

How to turn it on: This is a universal update.

More to Come for Q4 2019 

Follow Rizing HCM on LinkedIn for more analysis of the Q4 2019 update, as well as future updates. Be sure to check out the quarterly release schedule, and head to the SAP SuccessFactors Community page for webcasts on Q4 enhancements.

As a reminder, SAP SuccessFactors will move to a twice-yearly release schedule in 2020.

RIZING, LLC announces launch of SAP SuccessFactors Employee Central to enable one-company approach to Human Experience Management and Customer Engagement

 

Rizing, LLC, is pleased to announce its go live with SAP® SuccessFactors® Employee Central in 13 countries. The journey is about more than technology; it’s about the consolidation of multiple SAP solutions and platforms into one centralized system. Rizing has the capabilities of a much larger firm and the personal touch of a neighborhood corner store. In tandem with the SAP SuccessFactors Employee Central go live, Rizing is consolidating its multiple brands into one brand: Rizing.

Rizing Chief Executive Officer Mike Maiolo says, “Rizing is experiencing a revolution with SAP cloud solutions that enable the type of business transformation that was once only the domain of the largest enterprises. SAP SuccessFactors Employee Central is allowing our firm to operate as one company with the best software in the world for Human Resources.”

GLOBAL BUSINESS CHALLENGES SOLVED IN THE CLOUD

The challenges Rizing faced were the ability to have a clear line of sight to talent across 13 countries in three regions. Rizing incorporated four acquisitions across the globe over one year, resulting in multiple systems and processes across the business. Rizing needed to create alignment, a common vision and shared values. Furthermore, data integration and tracking were necessary to meet compliance and reporting mandates and to attract and retain talent that fit the core competencies and culture of Rizing.

“We are honored to accompany Rizing on their journey as they look to create one brand and one vision for their growing organization, with a consistent employee experience across the globe,” said Greg Tomb, President, SAP SuccessFactors. “With SAP SuccessFactors Employee Central, Rizing can now truly put people at the center of their business by using technology to automate and streamline key HR processes and engage its global workforce in new and meaningful ways.”

SAP SUCCESSFACTORS IS POWERING THE HUMAN EXPERIENCE AT RIZING

SAP was selected because the flexibility of its cloud solutions meets Rizing’s needs for scalability as the company continues to grow. The ability to achieve an expeditious implementation, minimize maintenance and deliver ongoing innovation with the software were key criteria. These qualities of an HR system will allow Rizing to focus more time and attention on their core business: that is, their commitment to provide best-in-class solutions to meet global client demand for consulting, implementation services and innovative products.

SAP SuccessFactors allows Rizing to go beyond simply managing headcount. By adopting and deploying end-to-end processes for recruiting, onboarding and continuous performance management and development, Rizing is able to create a workforce experience for its managers and employees that is intuitive, engaging and consistent. This is essential with a workforce that is spread across many different locations and often not tied to a corporate office. Furthermore, with SAP SuccessFactors serving as a single source for accurate employee data, Rizing is also able to implement a single sign on (SSO) approach to company systems, simplifying and securing the management of user records, but also creating a more enjoyable experience for employees.

In the future, Rizing will introduce analytics using Lyra, Rizing’s proprietary application, in order to achieve a more complete, real-time picture of employee engagement and the effectiveness of current HR programs.

Katie Obi, Chief HR and Transformation Officer at Rizing says, ““Our business is a people business. We need an inspired and engaged workforce and this begins with knowing who we are. Who is our talent? Do we have the right skills to meet our current and upcoming business and customer needs? How do we effectively manage and develop our people to be the best they can be? How can we find more people that fit Rizing’s culture and growth objectives? These are the questions that the integrated SAP SuccessFactors suite is helping us address.”

HCM SUITE SUCCESS: SAP SUCCESSFACTORS INTEGRATED FOR SUCCESS

“SAP SuccessFactors will enable Rizing to have an integrated view of each employee from day one through various aspects of their career development, and help us achieve a competitive edge,” says Mike Maiolo, Rizing’s Chief Executive Officer. “As one company, with one system, we can maximize our talent across all lines of business and geography – which is a win-win for employees and for Rizing.”

 

For more information, press only:

Contact Sherryanne Meyer, Rizing Corporate Communications Director, Sherry.meyer@rizing.com

 

About Rizing  

Headquartered in Stamford, Conn., USA,  Rizing  is a privately held multinational company leading the development of the intelligent enterprise through our portfolio of services that includes Human Capital Management expertise for SAP® SuccessFactors® and SAP ERP HCM; SAP Enterprise Asset Management and SAP Consumer Industries. Rizing provides consulting and support services, SAP® Partner Managed Cloud payroll and our proprietary apps leveraging the SAP Cloud Platform to Fortune 500 and small and medium enterprises.  For more information, please visit www.rizing.com or contact: Rizing, LLC at +1 (203) 517-0400, info@rizing.com.

 

About SAP

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 https://www.sap.com/copyright for additional trademark information and notices.

SAP SuccessFactors has completely revamped its Onboarding module, so much so that it is being referred to as Onboarding 2.0. This is coming soon, in Q4 2019, and we’d like to prepare you for the move, which will not be mandatory initially, but will offer some significant benefits and upgrades over the current SuccessFactors Onboarding solution.

Here are five important things to know about Onboarding 2.0

1. Improved Day One Functionality

Onboarding 2.0 aims to enhance the process that gets employees to be productive first thing on day one of their employment. The functionality will generate the employee ID upon initiation of the Onboarding process. This is huge. Clients will no longer have to wait until the hire goes through the Manage Pending Hires step to generate the employee ID, which is often required to kick off down-stream integrations to other systems. An event will also be published at the start of the onboarding process to support integration scenarios.  For example, you could integrate a provisioning system that subscribes to that event and then pulls the employee ID to order equipment and have it assigned to the employee right away.

2. Format for documents

Onboarding documents in Onboarding 2.0 will allow both PDF and XDP file format. XDP file formats offer benefits for machine learning with compression, columnar storage and more efficient read/write capabilities. PDF file format will also continue to be supported. If you want the latest technology with the best capabilities for future analysis, SAP recommends using Adobe Live Cycle for XDP Files. If you currently use PDF files, get ahead of the game and make sure you have a way to create or converting PDF files to XDP format.

3. Tightly integrated with Employee Central

Employee Central (EC) will be required for the General Release of Onboarding 2.0 in Q4 2019.  This is because Onboarding 2.0 is built in Employee Central and uses platform technology and EC’s data structure that now automatically handle API’s, document management, business rules and foundation objectives in addition to localization to the 98 countries included in Employee Central. Integration support for Non-EC clients is planned for Q1 2020. This is important to note—if you are an SAP ERP HCM on-premise client, or use another system for your core HR system of record, you will not be able to use Onboarding 2.0 until Q1 2020 at the earliest.

4. Mobile capabilities get a boost

This Q4 2019 (general availability) release includes a mobile-friendly SAP Native eSignature to electronically sign documents. For digital natives this is vital functionality. Onboarding 2.0 supports both DocuSign and SAP eSignature. DocuSign is a remote signature method in which users receive an email with a URL that enables them to navigate to DocuSign. SAP’s eSignature allows users to sign documents from the Onboarding instance itself.

5. Migration tools are on the roadmap

Migration assistance from Onboarding 1.0 to 2.0 is part of SAP SuccessFactors’ roadmap plan and is on the radar for within the next 24 months. For a feature to feature comparison of Onboarding 1.0 to Onboarding 2.0, read SAP Knowledge Base Article 2823025.   

There is no sunset date for Onboarding 1.0. And SAP is currently clarifying when the provisioning process for new customers will change to Onboarding 2.0.

2019 Timeline for Onboarding 2.0

When Onboarding 2.0 is launched in Q4 2019, it will offer a hybrid approach for those customers that want to still run Onboarding 1.0 while getting to know Onboarding 2.0.

The initial 2.0 release will not have compliance for all countries, but SAP does say specific compliance forms are not required for Belgium, Italy, Singapore, Egypt, Greater China, Hungary, Indonesia, Malaysia, Netherlands, Oman, Philippines, United Arab Emirates, and Vietnam.

As mentioned above, EC will be required for those that want to utilize Onboarding 2.0 immediately. There will be no third-party or SAP ERP HCM integrations supported initially.

Some important features that will have an immediate benefit from 2.0 will be

  • Best practices for Applicant Tracking Systems
  • Offboarding triggered from SF Employee Central using a predefined process
  • Ability to cancel Onboarding, Crossboarding and Offboarding
  • Notifications via email
  • Bizx homepage tiles
  • Screens in responsive Fiori design – works on smartphones & hybrid devices
  • Additional configuration options using the process variant manager tool
  • Support for 98 countries, invaluable when it comes to data validation like national ID validation
  • Rehire on new employment
  • Hybrid setup – where compliance forms are not available yet – users will be able to run in parallel with Onboarding 1.0
  • DocuSign integration for remote signing

What’s Coming in 2020 and Beyond

By Q1 2020, SAP expects to have compliance for the UK and Australia, as well as integration support for non-EC clients—both external HRIS systems and SAP ERP HCM. Those two updates should open Onboarding 2.0 to a much larger set of new clients.

Additionally, in Q1 2020, SAP will deliver functionality to handle “no shows”, embedded DocuSign signing, and the ability to create offboarding processes. We can also expect further improvements based on initial client feedback of the module.

Embedded people analytics will be rolled out in staged releases.

Looking farther out to the next 12 months, U.S. compliance and E-Verify capabilities within the U.S. will arrive. Canada compliance should also come before the end of 2020. Other countries will be added at each release.

Within 24 months, SAP will be offering Onboarding 1.0 to Onboarding 2.0 migration assistance. There will also be capabilities around automatic and mass hires, contingent workforce support, and building new hire communities for social onboarding.

More Than Your Standard SuccessFactors Update

As you can see by many of the changes, Onboarding 2.0 is not your typical SAP SuccessFactors release update. It is essentially a new product altogether, which will require migration and implementation. The ability to run both 1.0 and 2.0 should help customers make the transition, and within a year it should possible for many more companies to upgrade to 2.0 once local compliance forms are included.

Onboarding 2.0 will only get better, and we should see innovation come rapidly. You can find a feature comparison of 1.0 and 2.0 here. For now, this is an important first step to building a vastly improved Onboarding system for SAP SuccessFactors users.

For more on what’s new and coming in SAP SuccessFactors, check our SuccessConnect customer and roadmap session recap, as well as our assessment of how well SuccessConnect met our expectations.  

Industry leaders to augment SAP HR solutions with innovative use of AI in complete talent management

STAMFORD, CT – October 29, 2019 – Rizing, LLC, a privately held global SAP functional and technical firm, and Eightfold.ai, inventor of the Talent Intelligence Platform, the first AI-powered solution for enterprise talent needs, today announced a new partnership. The combination of Rizing’s expertise implementing SAP SuccessFactors and Eightfold’s Talent Intelligence Platform will enhance the capabilities of SAP SuccessFactors using Eightfold’s rich algorithms to enable advanced hiring and retention, while addressing diversity and a full candidate experience that builds the talent ecosystem, all with a much faster return on investment.

“The partnership between Rizing and Eightfold.ai is a valuable addition to our portfolio of human capital management solutions,” said Mike Maiolo, CEO of Rizing. “As customers look to accelerate their journey to the cloud, they’re looking for value-added solutions. Combined with our Upgrade to Success program, this enhancement to talent management means Rizing is delivering innovative value-added solutions across the entire HCM suite. With Rizing’s cloud-readiness assessment and Eightfold.ai companies have more reason than ever to move to the cloud.”

“Talent is the number one issue today on a global scale,” said Kamal Ahluwalia, President of Eightfold.ai. “Unfortunately, we see companies struggling with solutions that are not designed to solve the range of talent problems, including hiring, retention, diversity and experience. We’re excited to partner with Rizing, experts and trusted advisors to businesses that use SAP solutions, and to bring a holistic approach with our AI-powered Talent Intelligence Platform that is used on four continents, offered in multiple languages, and is driving measurable value within months.”

“Helping our customers succeed is all about creating a competitive advantage for each customers’ niche,” says Simon Goupil, Executive Vice President, Strategic Industries and Alliances, of Rizing. “In recruiting, that means getting the right candidate into the right position before the competition. In talent management, that means creating career options that get employees to stay and grow. We’re excited about the difference Eightfold.ai and Rizing will make to help our customers transform their talent acquisition, diversity, retention, and overall experience.”

Rizing employs industry and line of business experts who work with businesses that use SAP technology to design and implement solutions that meet their specific needs. For human capital management, Rizing, with over 350 SAP SuccessFactors certified consultants, provides services and software solutions to enable HR transformation from core HR and payroll through talent acquisition and management.  The Eightfold Talent Intelligence Platform will be available to Rizing customers using SAP SuccessFactors as part of a recruiting platform implementation or enhancement. In addition to their partnership with Eightfold.ai, Rizing offers SAP SuccessFactors solution extensions in SAP App Center, the digital marketplace for SAP partner offerings.

Earlier this year, Eightfold and SAP announced that Eightfold’s Talent Intelligence Platform was available in the SAP App Center. The Eightfold Talent Intelligence Platform integrates with SAP SuccessFactors Employee Central and SAP SuccessFactors Recruiting solutions to help recruiting and HR teams reach their goals for recruitment, retention and diversity.

About Rizing

Headquartered in Stamford, Conn., USA, Rizing is a privately-held multinational company leading the development of the intelligent enterprise through our portfolio of services that includes Human Capital Management expertise for SAP SuccessFactors and SAP ERP HCM; SAP Enterprise Asset Management and SAP Consumer Industries. Rizing provides consulting and support services, SAP® Partner Managed Cloud payroll and our proprietary apps leveraging the SAP Cloud Platform to Fortune 500 and small and medium enterprises. For more information, please visit www.rizing.com or contact: Rizing, LLC at +1 (203) 517-0400, info@rizing.com.

About Eightfold.ai 

Eightfold delivers the Talent Intelligence Platform, the most effective way for companies to identify promising candidates, reach diversity hiring goals, retain top performers, and engage talent. Eightfold’s patented artificial intelligence-based platform empowers enterprises to turn talent management into a competitive advantage. Built by top engineers out of Facebook, Google and other leading technology companies, Eightfold is based in Mountain View, California. Recently, Eightfold published its first book, What’s Next for You: The Eightfold Path to Transforming the Way We Hire and Manage Talent. For more information, visit www.eightfold.ai.

# # #

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 https://www.sap.com/copyright for additional trademark information and notices.

All other product and service names mentioned are the trademarks of their respective companies.

For more information, press only:

Contact Sherryanne Meyer, Rizing Corporate Communications Director, Sherry.meyer@rizing.com

White Paper

The number of organizations replacing existing on-premise human capital management (HCM) applications with agile, integrated, and innovative cloud-based software is on the rise.

Typically, organizations spend time and resources evaluating HCM software vendors, and choose the option that aligns with business strategy. Leaders expect this investment will produce certain results like grow talent, optimize performance, simplify processes, and create efficiencies.

In order to deliver the expected results, an implementation team of the best and brightest design and configure the software. What is often overlooked and prevents an organization from realizing its goals is that an equal amount of energy needs to be spent on change management– understanding and planning for process changes and how they impact people.

HCM Implementation Change Management

Fill out the form to access the white paper

White paper

June 2019

Many HR organizations find themselves with older core human capital management systems that are difficult to modernize to meet digital transformation goals. Upgrading these systems will be key to delivering an increasingly important total workforce experience.

Read the IDC white paper, sponsored by SAP SuccessFactors, on how core HR and payroll drive positive workforce experiences.

HowCoreHRandPayroll_Drive_Positive_Workforce_Experiences

Questions posed by: SAP SuccessFactors

Answers by: Lisa Rowan, Research Vice President, HR, Talent, and Learning Strategies

Fill out the form and get the white paper

Checklist

In today’s highly competitive job market, every employee expects to be paid accurately and on time. Do your current core HR and payroll systems contribute to creating a positive and fulfilling employee experience that engages, motivates, and inspires trust?

Here are 10 key questions to ask yourself.

Core HR and Payroll Checklist

Fill out the form and get the checklist