As we continue to struggle with different crises around the world, data shows that the “Great Reshuffle” is far from over, and that the workforce is still in transition. Learning and Development (L&D) organizations are focused on the urgent need to upskill and reskill their workforce. And studies show that the need for learning agility and skill acquisition is accelerating. According to the World Economic Forum Future of Jobs Report in 2020, for example, the number of business leaders who expect new hires to learn new skills on the job has risen by almost 30%, and a skill can be expected to remain relevant for less than 10 years.
While Learning leads the way through the Great Reshuffle, L&D organizations are challenged with breaking down traditional silos to collaborate on a more holistic vision for HR. They’re looking for fresh solutions to tie skill building to career paths, internal mobility, and retention, while also bringing a new sense of care and humanity to employee well-being, diversity, and inclusion.
Fosway Group, a leading HR industry analyst firm in Europe, runs an annual HR Realities Research survey with input from 200+ senior HR leaders that highlights the changing face of HR today and looks ahead to the landscape of tomorrow. The research addresses HR’s increasingly strategic role within organizations and how they can best take advantage of available technology.
The world of work has changed forever. But whilst early adopters are realising the potential of innovations like opportunity market places, people intelligence and skills to personalise the employee experience – many organisations are being left behind. Only 38% think their HR systems are fit for the modern workforce. That’s why HR innovation isn’t just a nice to have – its a necessity.”
David Perring, Director of Research, Fosway Group
It is clear that organizations, and especially L&D organizations, need to leverage innovative HR technology like Learning and Talent solutions to help create a future ready workforce.
Fosway Group also produces an annual 9-GridTM for Learning Systems, an independent analysis of the Learning market. 9-GridTM is a five-dimensional market analysis model that helps buyers with decisions for next gen HR, Talent, and Learning solutions. Each 9-GridTM shows the relative position of solutions and providers based on Potential, Performance, Market Presence, Total Cost of Ownership and Future Trajectory. The results of this year’s report are in. The 2023 Fosway 9-GridTM for Learning Systems is not just interesting for the grid placements, but also provides a summary of the key Learning market, and solution trends, and an explanation of the methodology behind the placements.
How do we from SAP SuccessFactors interpret the results? While we are constantly striving to improve, we are pleased that SAP SuccessFactors Learning has been again named a Strategic Challenger in this report, with a significant shift of SAP's trajectory placement on the potential axis. This shows that our current comprehensive market leading capabilities can empower organizations to build a future-ready workforce today, and that our product strategy is taking us in the right direction for the future.
Future-ready workforce vision
Organizations must attract, engage, and retain top talent because people are what create collective organizational capability. However, simply retaining top talent is no longer enough as the pace of change in business continues to accelerate. Organizations simply cannot hire their way out of change. They must proactively develop adaptive organizational capabilities. At the same time, employees expect dynamic career opportunities that drive personal and professional growth and rewards. Our SAP SuccessFactors vision for a future-ready workforce is to create alignment between the ambitions of people and organizations to drive shared achievement. When employees are challenged and given career opportunities aligned to their ambitions they do their best work, collectively driving organizations forward, faster.
We do this with machine learning and an AI-powered talent intelligence that creates a true meritocracy where people are valued for what they know, not who they know. Organizations can build their collective capability with tools for internal mobility and rapid skill attainment, such as SAP SuccessFactors Opportunity Marketplace and dynamic teams. This serves to drive an employee experience that collectively creates a resilient, dynamic culture. And as employees individually accelerate growth in their careers, organizations are transformed. Later this year we plan to offer our customers a newly re-designed Learning Homepage. This new experience is prioritized and organized to meet the learner’s individual needs. The intuitive design will provide learning options in the context of what the user wants to accomplish considering the organizational needs but also all the aspects of the individual’s aspirations, motivations, skill targets, and learning preferences, in addition to their role and previous experiences.
So, while we are pleased that we are recognized as a strategic challenger, we feel even more encouraged as we continue to make our solutions better to help customers succeed in these times of changes.