نوشته‌ها

کاربردهای مهم هوش مصنوعی در سیستم‌های ERP

هوش مصنوعی (AI) از جمله فناوری‌های جدیدی است که در صورت استفاده صحیح، مزیت رقابتی خوبی به وجود می‌آورد. این فناوری از جهات بسیاری برای سیستم‌های ERP سودمند است و به طرق مختلفی کارایی سیستم برنامه‌ریزی منابع سازمان (ERP) را بهبود می‌بخشد.

در این‌جا قصد داریم تاثیر هوش مصنوعی را بر چند فرایند مهم سازمانی شامل: مدیریت فروش، مدیریت خدمات/تجربه‌ی مشتریان، مدیریت دارایی و اموال، مدیریت مالی و سرمایه‌ی انسانی بررسی کنیم.

  • مدیریت فروش

در فرایند فروش، الگوریتم AI در بهینه‌سازی قیمت، رهبری تیم و … به کمک شما می‌آید. بدین ترتیب، می‌توانید میزان درآمد، فروش و … فصل بعد را با دقت بیشتری پیش‌بینی کنید و مدیریت بهتری بر اموال، منابع و عملکرد کارکنان بخش فروش داشته باشید. همچنین، می‌توانید بر اساس سابقه‌ی خرید مشتریان خود، به آن‌ها محصول جدید یا نسخه‌ی بروزشده‌ی محصول فعلی را توصیه کنید.

  • خدمات مشتریان

هوش مصنوعی خدمات مشتریان را سریع‌تر، مقرون‌به‌صرفه و پایدار می‌کند. امروزه روبات‌های گفت‌وگو برای پاسخ‌گویی سریع به سوالات متداول مشتریان، طراحی شده‌اند. این امر موجب می‌شود از حجم کارهای غیرضروری و کم‌اهمیت نمایندگی‌های خدمات مشتریان کاسته شده و آن‌ها وقت خود را بیشتر صرف رفع مشکلات پیچیده‌ی مشتریان کنند. گرفتن اطلاعات لحظه‌ای از واحدهای مختلف سازمان، تجزیه و تحلیل بر اساس سابقه‌ی مشتریان و تبدیل حجم عظیمی از داده‌ها به گزارش‌های قابل اعتماد، همه به‌واسطه‌ی هوش مصنوعی امکان‌پذیر است.

  • مدیریت موجودی و اموال

مدیریت خوب موجودی به معنای حفظ سرمایه‌ی (موجودی کالای) کافی به‌عنوان ضامن اجرای بدون اشکال عملیات کسب‌وکار و ذخیره‌ی کافی پول نقد است. AI در مدیریت موجودی باید به‌عنوان بخشی از سیستم باشد و نه جایگزین آن. هوش مصنوعی و یادگیری ماشینی (ML) در کنار یکدیگر، می‌توانند پیش‌بینی سطوح تقاضا و موجودی، بهینه‌سازی موجودی و اموال، سفارشات مشتریان و … را با دقت بالایی مدیریت کنند.

  • مدیریت مالی

ربات‌های هوشمند فرایندهای تکراری حسابداری را خودکار کرده و خدمات مشتریان را تسهیل می‌کنند. در مدیریت مالی، AI موجب بهبود انجام تراکنش‌ها، تایید دقیق صورت وضعیت و گزارشات و پیش‌بینی نتایج مالی آتی بر اساس روندها و داده‌های بازار می‌شود. همچنین، همراه شدن هوش مصنوعی با یادگیری ماشینی به قضاوت بهتر داده‌های افراد مختلف و سازگاری بیشتر با الگوهای رفتاری متنوع متخصصان حسابداری منجر می‌شود. بنابراین، با به‌کارگیری هوش مصنوعی، مدیریت مالی هوشمندتر می‌شود.

  • سرمایه‌ی انسانی

به دلیل پیشرفت فناوری، بهره‌وری از سرمایه‌ی انسانی به نحو قابل‌ملاحظه‌ای در حال متحول شدن است. امروزه، هوش مصنوعی شیوه‌ی استخدام و مدیریت نیروی کار را اصلاح و بهینه‌سازی کرده است. سیستم‌های هوش مصنوعی با ارزیابی متقاضیان، می‌توانند مناسب‌ترین افراد را انتخاب کنند. هوش مصنوعی فرایندهای آموزش ضمن خدمت کارکنان را نه تنها سفارشی‌سازی بلکه سازماندهی نیز می‌کند. به کمک ابزارهای هوش مصنوعی، مدیران HR می‌توانند عملکرد و نیازهای کارکنان را به‌منظور حفظ و ابقاء بهترین آن‌ها مورد بررسی و تحلیل قرار دهند.

مدیریت تغییر در سیستم‌های ERP و نحوه اجرای آن

به‌رغم گذشت چند دهه از پیاده‌سازی سیستم‌های ERP، پروژه استقرار این سیستم‌ها همچنان ناامیدکننده است و یا اینکه به‌طور کامل شکست می‌خورد. به نظر می‌رسد هر موفقیت جنجال‌برانگیزی، یک شکست حیرت‌آور به‌دنبال دارد. دلایل این شکست‌ها بسیار و مختلف هستند، اما آنچه در نتایج تجزیه و تحلیل‌ها به کرات مشاهده شده، مدیرت تغییر ضعیف یا عدم وجود آن در پروژه استقرار ERP است.

دلیل سنتی این امر، عدم توجه به حجم تغییرات هنگام انتقال فرایندهای یک سازمان به سیستم‌های جدید بوده است. اغلب مشاهده می‌شود که پس از این بروزرسانی، خریداران همچنان سفارش خرید خود را ثبت می‌کنند، کارکنان بخش فروش به ثبت سفارش فروش ادامه می‌دهند و حسابدارن نیز همچنان فاکتورهای مربوطه را ثبت می‌کنند؛ بنابراین، هیچ چیز واقعا تغییر نمی‌کند و در نتیجه تنها چیزی که لازم است اتفاق بیفتد، آموزش کارکنان است تا بتوانند به سیستم‌های جدید عادت کنند.

البته، سازمان‌ها نباید مقیاس تغییر را با تاثیر آن اشتباه بگیرند: این دو اغلب تناسبی با یکدیگر ندارند. منظور از یک سیستم جدید فقط نمای جدید نیست: زیر این لایه سطحی، تفاوت‌های بسیاری را شاهد خواهیم بود. به ناچار، کارهای جدیدی باید انجام شود، کارهای قدیمی باید به روش جدید انجام شوند و حتی ممکن است کسب‌وکارها از مرزهای یک واحد فراتر بروند (مثلا: در سیستم قدیمی، فاکتورهای فروش ممکن است توسط حساب‌ها ایجاد شوند، اما در سیستم جدید، این کار می‌تواند وظیفه واحد فروش و یا حتی یک عملیات خودکار پس از تراکنش ارسال از انبار باشد).

برخی کسب‌وکارها، مانند استارت‌آپ‌ها، با تغییر پیشرفت می‌کنند و این در ذات آنها است. سایر کسب‌وکارها، به‌ویژه صنایع بزرگ، به‌طور غریزی در برابر تغییر مقاومت می‌کنند. مثلا در صنایع دارویی، تغییر فرمولاسیون یک دارو در حقیقت یک معامله بزرگ است و شرکت‌های صنعت هوافضا می‌دانند که تغییر دستگاهی که فقط یک جزء آن پردازش شده باشد، می‌تواند به معنای احراز صلاحیت کامل برای کل دستگاه باشد: یعنی یک کار وقت‌گیر و پرهزینه. بنابراین، بسیاری برای تغییر به کمک نیاز دارند و بیشتر آنها مهارت کافی در بین کارکنان خود را ندارند و به همین دلیل از مشاورانی خارج از سازمان کمک می‌گیرند که البته، خود این کار نیز می‌تواند مشکلاتی به همراه داشته باشد.

غالبا تغییر نه تنها در سطح شرکت، بلکه در سطوح کارکنان نیز اتفاق می‌افتد. برخی کارکنان اگرچه ضعف‌ها و نارسایی سیستم فعلی را تشخیص می‌دهند، اما واقعا عقیده دارند که «شما شیطان را بهتر می‌شناسید». پرسنل باتجربه‌تر می‌دانند که چطور بیشتر مشکلات سیستم‌های قدیمی را دور بزنند و ممکن است از تجلیل‌های کارکنان جوان‌تر (و در حقیقت، مدیریت) لذت ببرند. همچنین، بعضی از افراد به دلیل ضعف اعتمادبه‌نفس برای مواجهه با یک چیز جدید، به‌ویژه اگر به آن عادت نداشته باشند، در برابر تغییر مقاومت می‌کنند.

در هر دو مورد، مشکل این است که وقتی شخصی خارج از سازمان برای مدیریت تغییر می‌آید، تغییر به‌منزله وظیفه کارکنان تلقی می‌شود و نه یک قاعده عادی برای مدیران و کارکنان و در نتیجه زمانی که این افراد سازمان را ترک می‌کنند، حمایتی که به سازمان داده بودند نیز همراه آنها می‌رود. حقیقت این است که سازمان‌ها باید مدیران تغییر را نه برای انجام پروژه‌های خاص، بلکه برای آموزش نحوه مدیریت تغییر به مدیران و کارکنان سازمان، بیاورند. مدیریت تغییر باید از طرحی در ذهن برای اجرای یک پروژه، به مجموعه‌ای از ابزار که مدام در حال استفاده هستند و روشی که هرکسی در سازمان می‌تواند با اطمینان آن را بپذیرد، تبدیل شود.

تغییر اجتناب‌ناپذیر است و حتی در نهایت شرکت‌هایی که در برابر آن مقاومت می‌کنند، باید آن را بپذیرند؛ بنابراین، بهتر است به جای جبهه گرفتن، با آن مواجه شویم. وقتی این اتفاق بیفتد، شکست پروژه ERP به یک موضوع قدیمی تبدیل خواهد شد.

نوآوری‌های جدید اوراکل در خدمت بانکداری برای مبارزه با جرایم مالی

شرکت اوراکل با نوآوری در سبد جرایم مالی، مدیریت انطباق و ضد پولشویی خود، راه را برای جلوگیری از جرایم مالی هرچه بیشتر هموار کرده است. قابلیت‌ها و راه‌حل‌های جدید، یادگیری ماشینی را برای قابلیت‌های تحلیل، اتوماسیون فرایند روباتیک (RPA) را برای جریان‌های کاری و تجزیه و تحلیل گرافیکی را برای تجسم‌سازی شبکه‌ها، به‌کار می‌گیرند. این پیشنهادات با ایجاد یک استاندارد جدید در صنعت و رعایت انطباق به‌عنوان یک مزیت رقابتی برای بانک‌ها از طریق توانمندسازی آن‌ها در اجرای مقررات در حال تحول و کشف فعالیت‌های مالی مشکوک، استفاده می‌شوند.

اوراکل این فناوری‌های جرایم مالی را در هجدهمین کنفرانس سالانه ACAMS AML و جرایم مالی در ۲۳ تا ۲۵ سپتامبر سال جاری، در لاس‌وگاس ایالت نوادا ایالات متحده آمریکا، به نمایش گذاشت.

سونی سینگ، قائم مقام و مدیر کل خدمات مالی شرکت اوراکل، می‌گوید: «اوراکل در راس سرمایه گذاری‌های نوآوری و فناوری قرار گرفته است تا اطمینان حاصل کند که مشتریان می‌توانند در چشم‌انداز در حال تغییر جرایم مالی، به پیش روند.» «تجربه صنعت ما و تخصص فناوری در بانکداری به ما این امکان را داده است تا از کلاس جدیدی از قابلیت‌های پیشرفته تحلیلی استفاده کنیم که حداکثر ارزش و نتایج را برای مشتریان خود به ارمغان می‌آورد. همسویی با استراتژی بزرگ‌ترOracle Cloud ، ما را قادر می‌سازد تا به سرعت همه راه‌حل‌های خود را، فراتر از رقبای بزرگ، در دسترس بانک‌ها قرار دهیم.»

یک فناوری در خدمت نسل جدید تهدیدها

طبق برآورد سازمان ملل، سالانه ۲ تریلیون دلار در سرتاسر جهان پولشویی می‌شود که این رقم تاکیدی است بر جریان گسترده بازیگران بدی که بخش خدمات مالی با آن‌ها مبارزه می‌کنند. با تغییر دائم رفتارهای مجرمانه، بانک‌ها باید به‌سرعت برنامه‌های ضد جرایم مالی سنتی، پرهزینه و سنگین خود را به سمت فن‌آوری‌های پیشرفته تحلیلی سوق دهند تا بتوانند از داده‌های بزرگ بهره بگیرند. شرکت‌هایی که از هوش ماشینی برتر برخوردار هستند، کشف مؤثرتر و کارآمدتر جرایم مالی را تجربه می‌کنند – کلیه زمینه‌هایی که اوراکل در آن‌ها پیشرفت چشمگیری داشته است.

اوراکل در تلاش است تا محصولات سازمانی سنتی ضد جرایم مالی خود، نظیر Oracle Enterprise Management Case و Oracle Anti Money Laundering Enterprise Edition  را ارتقا دهد تا اطمینانی باشد مبنی بر اینکه این شرکت خود را با نیازهای در حال تحقق مشتریان بروز نگه داشته است. محصولات نوآور اخیر در زمینه فضای ضد جرایم مالی، عبارتند از:

  • نسخه Express ضد پولشویی خدمات مالی اوراکل، که مبتنی بر معماری ابری است و دارای سیستم یکپارچه مدیریت پرونده‌ها بوده و به‌ویژه برای پاسخ‌گویی به نیازهای انطباق‌پذیری بانک‌های کوچک و متوسط طراحی و ساخته شده است.
  • کارگاه سازگاری و جرایم خدمات مالی اوراکل، که در حقیقت یک میز کار یکپارچه و ابزار تحلیلی پیشرفته است که دانشمندان داده را قادر می‌سازد به‌سرعت الگوهای قدرتمند شناسایی و داشبورد تحقیق را برای برنامه‌های مؤثر AML و ضد تقلب بسازند.
  • بنیاد هوش انطباقی برای مبارزه با پولشویی خدمات مالی اوراکل، که سناریوهای تحقیق مبتنی بر قانون موجود را با مدل‌های ماشینی مبتنی بر رفتار مشتریان تطبیق می‌دهد تا نظارت بیشتری بر معاملات AML و کاهش مثبت کاذب داشته باشد.
  • مرکز تحقیق و تفحص، که محققان جرایم مالی را قادر می‌سازد تا الگوهای پیچیده مشکوک و پنهان بین اشخاص را با استفاده از فناوری گراف، کشف و تجزیه و تحلیل کنند.
  • سیستم امتیازدهی ضد پولشویی خدمات مالی اوراکل، که تلاش‌های تحقیقاتی را با رتبه‌بندی هوشمند و اولویت‌بندی رویدادهای AML با استفاده از ابزارهای پیشرفته مدل‌سازی و یادگیری ماشین بهینه می‌کند.

همچنین شرکت اوراکل اقدام به سرمایه‌گذاری در روابط استراتژیک با ارائه‌دهندگان فناوری کرده است که می‌تواند قابلیت‌های AML این شرکت را با فناوری‌هایی مانندRPA ، پردازش زبان طبیعی، جست‌وجوی رسانه‌های نامطلوب و موارد دیگر، تکمیل کند.

هوشمندی از Core آغاز می شود

The digital economy has created a breadth of opportunity for organizations to transform, shape, and scale everything within their businesses – from supply chain to operations and customer experience.

It has also created fiercer competition among industry peers and growing expectations from customers. While most processes have become digitized and data has become abundant, the most successful organizations are the ones that know how to leverage this technology to drive real-time intelligence and insights that will not only meet customer expectations, but also fuel the transformation to the Intelligent Enterprise.

At the core of an intelligent enterprise is an intelligent enterprise resource planning (ERP) system. SAP understands the importance of a flexible and scalable cloud-based system and therefore has encouraged customers to make the move to SAP S/4HANA. The comprehensive intelligent ERP suite The suite covers more than 25 industries and spans across capabilities including procurement, sales, supply chain, manufacturing, research and development (R&D), finance, service, and asset management.

SAP S/4HANA helps customers unlock value for their businesses and enable better customer experiences in the age of intelligence. With intelligent insights and analysis, automation, and increased transparency across the business, SAP S/4HANA delivers an end-to-end view of the business that can drive intelligent decision-making and quick, informed actions. With real-time visibility into actual business results, organizations can move faster while making smarter decisions in order to forecast and plan with more accuracy. From supporting day-to-day processes to growth strategies and new business models, SAP S/4HANA aids business transformation across the board.

Making the Case for SAP S/4HANA
Over the past year, SAP has launched the SAP S/4HANA Movement program, aiming to encourage customers to make the move to next-generation ERP and provide them with the tools, assets, and services needed for an easy and seamless transformation. Just in 2019, the company has conducted and supported approximately 170 events dedicated to partners and customers, held numerous webinars, and developed extensive white papers comprising all best practices for SAP S/4HANA implementation projects – all with the objective to mentor and guide customers on their journey to SAP S/4HANA. SAP has also set up and deployed various collaboration and engagement models across user groups to maintain a constant stream of communication and help field any questions or concerns.

As with any business decision, the move to SAP S/4HANA is not one that is taken lightly. Beyond educating customers on the benefits of this intelligent ERP, the company has created personalized tools that can help IT and business executives deliver a comprehensive business case and technical deployment plan to executive leadership.

Customers can build their business case with SAP Business Scenario Recommendations (next generation), by identifying the organization’s existing business processes that can be improved and transformed with SAP S/4HANA. The report also compares an organization’s legacy ERP system to industry peers and offers additional recommendations on how to enhance productivity. In combination with SAP Transformation Navigator, which allows customers to access the new SAP product portfolio and license models, it provides the business and IT perspective on SAP S/4HANA transformation.

Along with these recommendations, SAP has developed and introduced SAP S/4HANA Adoption Starter Engagement, a free virtual six-week course delivered by an SAP expert that takes place within a classroom setting. The course provides customers and partners with clear and prescriptive guidance and support in the design and development of a road map for the move to SAP S/4HANA. Participants can gain access to decision-making tools as well as peer-to-peer knowledge from other SAP customers in an immersive and collaborative setting. Individual guidance can also be provided through SAP S/4HANA Value Discovery Engagement or Premium Engagements.

The SAP Readiness Check 2.0 tool for SAP S/4HANA also provides customers with the information and technical requirements they need to convert their systems to SAP S/4HANA.

Making the Move to SAP S/4HANA
In order to account for the different customer business objectives, SAP extended the standardized SAP S/4HANA framework and added three different scenarios, with services, assets, and tools optimized and focused on the expected outcome:

New Enterprise Core: For customers looking for functional and technical upgrades to their existing ERP system with minimal business disruption, this tool allows them to simplify business and IT operations and establish platforms for innovation and growth.
Extended Enterprise Core: For customers looking to automate or improve the efficiency of existing processes to meet the latest industry needs.
Enterprise Transformation: A complete end-to-end ERP transformation to enable business change while reacting to evolving markets and competitors, or to offer a new customer engagement model.
While transforming a legacy ERP system may seem daunting, SAP has made it easy for all  customers, whether they choose an SAP deployment or a partner-led deployment. To help  partners, the company has created the SAP S/4HANA Integrated Delivery Framework, a go-to-market framework that helps simplify project engagements, reduce deployment risks, and accelerate time-to-value while also promoting the key strengths of each partner and SAP.

SAP has also developed a range of supporting tools to help plan and deliver  customers’ migrations. These tools include functional and technical assessments, maintenance planning, an updated analytics interface and custom coding creation, migration cockpit (the migration of business operations data to a new system), software updates, and business-to-business and application-to-application integration.

Helping Customers Along Their Journey
Since launching the SAP S/4HANA Movement program, SAP has seen a significant acceleration in adoption. With over 14,100 SAP S/4HANA customers,  more than 6,700 are already live and over 7,000  are currently in the process of implementing the application.

SAP has already seen great success with customers that finished the journey. Naturipe Farms migrated to SAP S/4HANA to innovate its supply chain and is now benefitting from modern technologies that help support a digital supply chain. Pladis, a global confectionary, is using insights to understand consumer needs, which helps inform the company on how to develop and deliver its products and services.

As SAP continues to invest in the tools and services required for a fast and simple transformation, we are also excited about the feedback and results given by partners and customers concerning the positive impact of our assets on programs and business growth and the innovation and continuous improvements achieved with, and after, go live.

راهکاری ساده برای تبدیل شدن به مشاور SAP

Our world has been turned upside down, and it looks like we will all have to live with a new reality for some time to come. Yet, however much the current crisis has disrupted our private and working lives – and perhaps shifted our focus – we still need to prepare for life after COVID-19.

There are many questions: What direction should my professional qualification take? Will I have enough time to learn alongside my work? What alternatives to the familiar learning models are available to deal with the current travel restrictions? How will an SAP S/4HANA certification boost my value in the job market and how will I be able to train to become an SAP S/4HANA consultant in the future?

SAP S/4HANA is a hot topic in the world of SAP. More and more people are realizing that they will need to expand their skills in this area – and sooner rather than later.

The latest version of SAP Blended Learning Academy, a training program for certification as an SAP S/4HANA consultant, gives participants a flexible way to do this. After five successful years in the German market, the program is now available globally, in an even more compact form and at adjusted prices.

The SAP Blended Learning Academy is a guided, modular, while-you-work training program that lasts between three and five months. It combines virtual units from SAP Live Class moderated by SAP instructors with self-study using SAP Learning Hub, and culminates in SAP S/4HANA consultant certification. Learning by self-study, but never alone, is one of the strengths of this hybrid learning format. Regular interaction with experts and other participants is just as important as the self-learning units.

How Does SAP Blended Learning Academy Work?

Clear start and end times give this effective learning program a structure. The kickoff event, led by an SAP instructor, is when all participants start the program together.

During the initial self-study phase, participants complete the first part of the program using e-books and e-learning courses on SAP Learning Hub. Practical exercises are carried out using training systems in SAP Live Access, giving participants the chance to practice the theory they have learned. SAP Learning Rooms support social exchange throughout the entire learning process and enable collaboration with experts and other learners.

After the first half of the program is complete, participants’ new skills will be reinforced in a scheduled SAP Live Class session that offers a concise overview of what they have learned so far. The end of the program, after the second self-study phase, is marked by a closing event, which is also led by an instructor. At this event, participants review the contents of the second half of the program and can ask any final questions before taking the SAP consultant certification test. Participants then schedule the exam at a suitable date and time, as the certification in the cloud exams are taken with a remote proctor.

This optimized mix of virtual classroom training and self-study units makes for a balanced program that delivers fast, sustained learning progress. With its modular approach, learners who are already active subscribers of SAP Learning Hub can also sign up for supporting elements from SAP Live Class.

For those interested in financial accounting, management accounting, manufacturing, procurement, sales, or the integration of business processes in SAP S/4HANA, globally recognized SAP certifications will document SAP expertise in every selected solution on the market.

This training program offers maximum flexibility in terms of available modules, planning the self-learning units around your existing schedule, and location independence.

Philip Pursche, SAP Consultant at Fresenius Netcare GmbH, described his experience: “After my successful training as a certified financial accounting consultant through SAP Blended Learning Academy, it was clear that I would want to use this exact same model to learn other new areas as well. Now the new project has arrived and I’m already midway through the training program to become an procurement consultant. For me, the flexible, time-independent learning options offered by SAP Blended Learning Academy are the perfect way to get started with a new subject area while I continue doing my regular work.”

In these days of restricted travel, the focus of corporate education continues to shift to hybrid training methods. The program is resource-friendly too, because participants do not have to spend time or money traveling.

With the SAP Blended Learning Academy, you can enjoy all the benefits of the different learning methods and prepare flexibly for certification as an SAP S/4HANA consultant.

ارتقای رایگان SAP به نسخه SAP Jam

As social distancing and working from home change how companies and people operate, businesses must continue to run and adapt to this rapidly changing environment to meet demands and maintain business continuity.

In seeking new ways of working together, social collaboration, transparent communications, and employee engagement are vital. And while video conferencing and team-based messaging are integral to maintaining human connection, employees also need a way to collaborate on tools and documents, communicate broadly, share knowledge across teams and departments, and easily access information.

To help organizations achieve this and maintain a safe, engaged and productive workforce, SAP is offering existing SAP SuccessFactors and SAP Jam customers in North America and EMEA regions:

  • A free upgrade to the enterprise edition of SAP Jam
  • Up to 200 GB of storage per customer
  • Additional external users as needed upon request until November 1, 2020 (offer must be accepted by July 31, 2020)

The enterprise edition of SAP Jam can help organizations thrive in today’s business environment in three critical ways:

  • Communicate: SAP Jam enables company-wide communications, information sharing, and employee and partner communication.
  • Engage: Organizations can engage their workforce by augmenting top-down communication with bottoms-up discussion and understanding. SAP Jam provides employees with a place to get answers to questions and clarify any misunderstandings.
  • Succeed: Maintain business continuity while preparing for tomorrow by proving supply chain stabilization, workforce reskilling, and training (Learn more about how SAP Jam can help in “Tomorrow’s Business Answers to Today’s Crisis”).

To help organizations with crisis communications, SAP also created a new emergency situation room template, which will be available within SAP Jam on May 15.

SAP Jam’s Proven Results

In an SAP-commissioned Total Economic Impact study of SAP Jam by Forester Consulting it was discovered that SAP Jam can decrease time to access information and expertise, improve mobile workers’ ability to collaborate, decrease sales cycle times, and lower costs associated with software and common business processes such as onboarding and training employees and resolving customer services issues.

The study found that over three years organizations experienced a 19 percent reduction in new employee onboarding costs, a 16 percent decreased time to access information and expertise, and a 73 percent reduction in IT intranet costs.

The current crisis highlights the need for effective collaboration, continuous communication, and engagement. SAP Jam provides the necessary tools to help employees find information and resources to meet their individual needs and creates a culture for long-term success.

چابکی در کسب و کار در میانه بحرانی فراگیر

As companies scramble to hire the external workers they need to meet historically unpredictable demand surges, COVID-19 is redefining business agility.

Healthcare, food, manufacturing, logistics, and retail are among the hardest hit industries, struggling to find people who can quickly come up to speed. From keeping supermarket shelves stocked with food to retrofitting factories that can quickly churn out PPE equipment, the challenges are mind boggling.

To find out more, I reached out to Arun Srinivasan, general manager at SAP Fieldglass, after watching him in a virtual SAP Ariba Live event session. Srinivasan talked with customer Lisa Zak, director of Indirect Supply Management for Human Resources (HR) and Contingent Labor at Medtronic, a global medical technology company with more than 85,000 employees worldwide.

“The supply and demand equation in markets worldwide is so dynamic, and being disrupted so significantly, that practices considered the norm one week ago – in some cases, days or hours ago – are no longer valid,” Srinivasan said. “Companies are adapting talent sourcing channels to quickly get the right external workers they need to the right places while also managing risk. We are seeing a tremendous uptick in SAP Fieldglass activity volume in certain sectors, including healthcare and retail.”

Most urgently, hospitals are adding traveling nurses, technicians, ER-certified staff, and outpatient management staff. Food suppliers need more pickers, packers, warehouse workers, and drivers to get food to communities.

Widespread Staffing Disruption

The cascading impact of COVID-19 is causing havoc with staffing supply and demand just about everywhere. With mandatory shutdowns, remote workers need higher levels of network connectivity, more IT, and other equipment – not to mention set-up help and ongoing support while they are at home. The airline industry may be effectively shut down for fun trips, but millions of call center staffers are working remotely to help would-be travelers navigate restrictions that have left many in limbo – whether they’re stranded or at home, worrying about booked itineraries.

In certain industries, worker mobility is another huge challenge for organizations that are trying to shore up staffing levels. For example, the pandemic’s impact varies across states, provinces, and countries. For all those companies looking to hire external workers, travel restrictions might force them to compete for people in smaller local talent populations. Worker health and well-being is just as important when it comes to travel.

“Our customers want to make sure they are exercising caution and appropriately tracking the movement of external workers,” Srinivasan said. “Before bringing these workers on board, and as they move between worksites, organizations want to conduct health checks, protecting the health and safety of the broader workforce as well. At any point in time, it’s important for companies to have a holistic view of workforce spend for faster response and accurate planning.”

Communication during this crisis is also paramount. This includes contingent workers and service providers who represent 42 percent of workforce spend according to Oxford Economics research conducted before the pandemic. With more visibility into the external workforce, Srinivasan said that SAP Fieldglass customers are staying in touch with all workers as consequential health and safety notifications spike.

Pandemic Sparks External Workforce New Normal

Staffing agencies, consulting companies, freelancers, and others have long been part of the modern talent pool. In the same research from Oxford Economics, almost 60 percent of executives said the external workforce helped them compete in a digital world. In addition, 74 percent of executives reported that the external workforce was critical to operating at full capacity. One question is how COVID-19 and its aftermath will change workforce norms even more.

“Stakeholders in HR and procurement had begun to fundamentally rethink how work gets done with a combination of traditional employees and external workers,” Srinivasan explained. “Now there’s a greater need to build elasticity in the workforce so organizations can ramp up quickly, supplementing the existing employee base through various sources of talent when demand grows.”

He added that many organizations, pressured by the pandemic, have changed how they balance control and efficiency. Some have found that it makes sense to fast-track hiring processes for external workers while following company guidelines and legal regulations.

Workforce Management in Post-Pandemic World

While it is too early to predict what will happen as COVID-19 recedes, more organizations will likely realize the strategic value of external workers.

“In times of crisis, having a solid external workforce strategy that complements your broader workforce approach is what helps companies thrive in the best of cases, and survive during challenging times,” Srinivasan said. “In this fast-evolving market, companies are finding strategic ways to differentiate. Eventually, organizations will look at their entire talent pool to find the best people for the job. One thing is certain: The way work gets done has forever changed.”

هشداری مجدد جهت توانمندسازی نیروی انسانی

COVID-19 has created an abrupt and dramatic level of change that we have never experienced. Nearly universal stay-at-home orders shape how we live and how we work. As a result, we are forced to quickly adapt to meet new challenges, shift our thinking, and find new ways of doing things.

Businesses and employees are struggling to adapt to this rapid change. Companies are looking to shore up their businesses and create new revenue streams. This means that many employees are being asked to take on additional tasks, extend their responsibilities, or work on new teams. All of this is taking place on a backdrop of social distancing, which means that much of the workforce is working from home for the first time.

Right now, business continuity may depend on the ability to reskill and upskill a workforce. Closing skills gaps is more than a nice to do. A study found that 64 percent of employers believe there is a skills gap in their company. And in just two years, more than 54 percent of all employees will require significant reskilling and upskilling.

SAP has recognized this critical need and is offering organizations a 30-day free trial to SAP Content Stream by Skillsoft, including a content catalog focused on business essentials, productivity and collaboration, leadership and digital transformation, and technology. With SAP Content Stream,  learners can watch, listen, read, and practice – anywhere, anytime, regardless of learning style and preference. Employees get the learning they need to support their organization and advance their careers.

Looking out, one thing we can be certain of is that things will continue to change, rapidly and dramatically. This means that reskilling the workforce will only increase in importance.

Digital transformation is happening, whether companies are ready or not. As millions of workers adjust to new tasks and new roles while working in a new environment, it is critical that businesses adopt programs and technologies that improve overall employee capacity and agility for the coming years.

As the impacts of COVID-19 emerge, companies will be doing more with less. Talent redeployment is one way to make that happen, which means that organizations must identify critical skills, essential roles, and employees who can support. A skills gap analysis is required to appropriately retrain employees to accelerate time-to-productivity.

The current crisis highlights the fact that the keys to long-term success are agility, resilience, and a learning mindset. A strategy that centers on instilling a culture of continuous learning provides employees the necessary tools to meet their specific learning needs and sets up an organization for long-term success.

فراگیری و توسعه مدیریت تجارب انسانی

In this time of disruption, the top priority for human resources (HR) and businesses is their people. HR leaders across all industries and regions are navigating uncharted territory, with significant changes to personal and professional lives.

Now more than ever, organizations must listen and respond to employees to ensure they feel safe, healthy, informed, engaged, and productive.

HR is no longer about pushing top-down programs to employees; it’s about placing employees experience at the center of every process and decision. We call this human experience management (HXM), and it is extremely relevant during these times of uncertainty. With HXM, organizations can harness intelligent technologies to personalize the user experience, use data to understand how employees feel, and leverage an open ecosystem to tap into a wide range of solutions.

Learning and development has been experiencing an increase in demand for several years and will continue to grow in importance. Forty-six percent of CEOs say reskilling and upskilling are the best way to maintain a workforce that can meet their business needs. In this time of immense change, agility is essential so that organizations can tap into their employees’ talents to quickly pivot to new markets, products, and services. LVMH, for example, transformed its perfume factories to produce hand sanitizer.

Changes in supply chain, developer tools, and where and how we work means that the skills we need are unpredictable. In some cases, the skills needed in a year might not even have a name today. Organizations are looking for learning and development solutions that provide innovative content and tools to engage their employees while enabling them to make changes quickly.

With HXM as our vision, SAP is reimagining learning and development to bring together learning and social content, expert peers, and tested learning paths so organizations can deliver personalized, centralized, and intuitive resources for growth. As we think about user experiences and putting employees first — in addition to ensuring business continuity — learning and development must go beyond checking the box of required classes or certifications, or simply updating skills from a skills database. It should be an ongoing, dynamic, and individualized experience for every single employee.

Instead of leaving it up to employees to seek out their own learning possibilities, reimagined learning and development solutions can provide guidance on how to discover new opportunities to develop and grow. For example, these solutions can recommend learning content that aligns with employees’ performance goals or provide context to help them understand the value of each learning activity they undertake.

The SAP SuccessFactors HXM Suite leverages machine learning and artificial intelligence (AI) to create these personalized experiences. These intelligent technologies sift through and analyze enormous amounts of data with great speed and accuracy that manual or traditional processes cannot compete with. In addition to providing personalized learning recommendations, these technologies can also “nudge” employees to take action, so they stay on track with their development plans. For instance, employees can receive suggestions to connect with peers or mentors in their community to help them meet specific career goals, reminders to complete their learning activities, or recommendations to arrange development conversations with their managers.

HXM also encourages an open ecosystem so organizations can take advantage of new innovations and easily integrate the best combination of solutions to make their employees successful. For example, the SAP SuccessFactors ecosystem provides customers access to organizations like Cultivate, which provides an AI-powered leadership development platform for real-time coaching; Centrical PULSE, which uses gamification to engage employees through friendly competition; and Immerse, which enables organizations to use virtual reality in their training exercises.

As organizations leverage these new technologies to improve their learning and development solutions, it is critical to listen to and constantly integrate employee feedback. While many organizations might rely on annual surveys to collect feedback, they are missing the opportunity to capture insights on specific pieces of content or interactions. Instead, HXM encourages pulse surveys that collect in-the-moment feedback and then make iterations and improvements to address those insights.

Providing employees with engaging learning and development plans is beneficial not just for the growth of individual employees, but for teams and organizations as a whole. Continuing to evolve employees’ skills is pertinent for organizations to be successful — especially as they experience significant transformation to their business.