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Mobile devices and apps, wireless networks, and collaborative platforms are just a few of the many technologies that are changing how people approach everyday life. We are constantly engaged in experiences that are highly curated, individualized, responsive, and immediate.

But what most people miss is how this moment in human history is creating immense upheaval for HR organizations as they fight to acquire and retain the right talent – and keep them engaged – to compete effectively in a landscape of constant change and disruption.

A lack of digitally enabled HR processes can limit the ability of a company to have the right talent and thereby thwart future growth. This can be an issue for small and midsize companies as indicated in the Forbes Insights briefing report “Competing for Talent in the Digital Age,” sponsored by SAP SuccessFactors, where less than half of surveyed executives cited having an established strategy and undergoing a coordinated transformation.

Would anyone willingly jump back to technology experiences in the workplace reminiscent to those from 10 years ago? Most likely not – people want the same access to digital capabilities they use outside of work. For the HR function, it’s time to start supporting preferred ways of working to help the business run with an engaged, passionate workforce that is willing to do what it takes to help the company succeed.

Redefining the Value of HR in a Digital World

HR strategies and processes touch every employee, manager, and executive within small and midsize businesses, impacting workforce behaviors and productivity. However, the adoption of digital technology can have a significant influence as well. By marrying processes with technology that mimics favored digital consumer experiences, HR organizations can raise their value to every member of the workforce and ignite a wave of engagement rarely seen in most workplaces.

For example, HR organizations can transition the workplace culture into one that values and encourages continuous learning and career advancement by making development opportunities ubiquitous, simple, accessible, and convenient. Employees can take advantage of individualized learning plans relevant to their current role, future aspirations, and short- and long-term changes in their position. New digital technologies, such as machine learning, can better assess the personalized needs of each individual and intelligently suggest relevant learning courses or mentors. Plus, open collaboration platforms can encourage knowledge sharing across the organization.

Learning and development are just the beginning of the full potential of HR digitalization. Managers can make data-driven decisions based on data that has been transformed into recommended courses of action by using these new digital technologies. And they can do it on the go, anytime and anywhere with their mobile devices. Employees can quickly get the right answers to their questions using natural language instead of guessing where to navigate next on a series of menus. But perhaps most important, work becomes an enjoyable experience as the frustration of making decisions with limited information and using latent, complex IT systems become a thing of the past.

Turning HR Digitalization Into a Foundation for Future Success

The transformational power of digital technology is unmistakable in the world of work. HR organizations can effectively foster digital skills and productive habits that align with current needs, while flexibly evolving work experiences to align with new market dynamics and changes in business strategy in real time.

With a range of cloud-based HR technologies available, small and midsize businesses can increase control of the digital capabilities they adopt, keep IT costs low, secure information confidently, and authorize access to the right people anytime and anywhere. The HR function not only streamlines user experiences and accelerates processes, but also creates a foundation for an engaged, informed, and prepared workforce that can handle anything the future brings.
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Find out how small and midsize businesses are digitalizing HR with cloud-based models to create a competitive edge in the digital economy.
Read the Forbes Insights briefing report “Competing for Talent in the Digital Age” sponsored by SAP SuccessFactors.

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David Ludlow is group vice president of Solution Management for SAP SuccessFactors http://bit.ly/2nRF8jN #SAP #SAPCloud #AI

The past few months have shown that natural disasters such as fires and hurricanes can wreak havoc on our lives, devastating regions and destroying homes. For our businesses, they can also disrupt supply chains and impact operations. But what if you could predict the occurrence of a disaster, anticipate its impact, and act preemptively to avoid any disruption to a production line or your business operations?

What the world considers magic, SAP Ariba considers intelligent procurement- and its right around the corner.

For many global organizations, managing hundreds of millions of dollars of spend each year remains a daunting task due to strenuous manual effort. Every day, procurement professionals need to navigate a complex environment with imperfect information. Their goal is to answer questions such as:

* How do I maximize my spend under management?
* How do I get insight into my categories of spend, and plan my sourcing strategies?
* How do I optimize my contracts so that they meet my key goals?
* How do I minimize supply chain risks while supporting sustainability goals?
* How can I be sure that orders and invoices comply with preferred suppliers and negotiated prices?
* How do I process incoming invoices accurately and efficiently?

SAP Ariba recognizes the tremendous value of clear solutions to these questions, and is investing in artificial intelligence (AI) technologies to create better connections between people, processes, systems, data, and context. We are making the systems you rely on more intelligent, so they can instantly and reliably identify the right information and provide the right insights, to help you deliver better business outcomes.

AI technologies can be used to combine relevant data on spend, demand, suppliers, contracts, company policies, etc., as well as contextual information such as commodity prices, news, financial data sentiment, etc. Using these technologies, you can discover hidden patterns and relationships in your data, gain valuable new insights and make better decisions about sourcing strategies, supplier risk assessments, contract negotiations, purchasing decisions, and related procurement activities.

Consider the potential to improve supplier risk assessments. Imagine if an intelligent system could do the work of a team of analysts, compiling information across reputation, financial, operational and compliance risks in a fraction of the time. Going further, it can continuously monitor new data and re-evaluate risk scores across all key commodity categories. This intelligent system, running 24 hours a day, 7 days a week , can even predict risk events and mitigation measures before the event happens.

AI’s potential to impact the purchasing process can be equally transformational. Imagine being able to use simple voice commands to buy a product through your requisitioning system while being compliant with the existing policy. Or simply taking a picture of a broken part and having your procurement system automatically identify the part and order it for you. Going further, what if your procurement system already anticipates when you need to order something, sends you an alert, and helps place the order – making things easy for you so you don’t have to do the work.

With a new generation of self-learning systems, the procurement process can constantly deliver increased value for the organization – improving effectiveness and accuracy, automating tasks, and detecting increased savings. User experiences can be improved through conversational interactions, voice commands, and enabling interactions through messaging platforms.

Listen to SAP Ariba’s webinar on Intelligent Procurement to learn more. http://bit.ly/2nSUMvi #SAP #SAPCloud #AI

Hi all,

recently I was asked: How to find out, if the “old R/3 Tables” are still used in S/4HANA!?

Within all the Simple Finance rework the universal journal should eliminate a lot of tables, so why they are still there an even have entries!?

Example: left side = HDB (zero entries), right side = Appl. Server (tousands of entries)

First of all, if you just look at the Table entries in S/4HANA this could be misleading.

Why is that? The answer are compatibility views! And  how can we find out what is happening behind the scene!?

Use t-code: SE16N (not SE16!)

doubleclick on Proxy Object: You can then find the DDL Source.

Now use the ABAP report to find out more details!

SE38: DEMO_SHOW_DDL_SOURCE -> FGL_FAGLFLEXA

again with DDL Source FGL_GLSI…

and again with DDL Source FGL_GLSI_ACD…

Finally you reach the “real table” called ACDOCA where the data is finally stored.

Hope that helps! http://bit.ly/2l0uVk1 #SAP #SAPCloud #AI