Sponsored by SAP.
On this episode of #WorkTrends we discover how individuals analytics is reworking the world of HR and expertise administration. From turning workforce knowledge into strategic insights to leveraging AI brokers for smarter choices, we’ll unpack how leaders can use analytics to spice up engagement, retention and efficiency.
Be part of us to discover how this new era of people-focused intelligence is reshaping the way forward for work.
For extra info on Folks Intelligence in SAP Enterprise Information Cloud, click on on the hyperlinks under:
Folks Intelligence in SAP Enterprise Information Cloud
Deep-dive session on Folks Intelligence in SAP Enterprise Information Cloud: Introducing A New Method to Workforce Analytics from SAP Join 2025
Soren serves because the Senior Director of Product Administration for Folks Intelligence at SAP SuccessFactors. He has product accountability for strategic workforce planning, operational headcount planning, dashboards, embedded analytics. I don’t know what you’re pondering on the market within the viewers, however that’s so much as it’s. Wow. His specialties embody product technique, constructing new modern merchandise, and rising enterprise startups.
Mick is World VP GTM for SAP SuccessFactors. He’s chargeable for go-to-market messaging, commercialization technique, inside gross sales coaching, prospect and buyer engagement, companion administration, and guess what, there’s extra, product thought management.
Administration Challenges
What expertise administration challenges at this time are most in want of getting higher knowledge and insights? [To Mick]
So I believe functionality might be one of many largest areas of want for higher knowledge. Second is capability, workers’ capability to satisfy the work that they’re engaged in, whether or not that’s on account of psychological well being and stress and burnout or duties at dwelling with childcare or elder care as effectively. So higher understanding not solely are workers capable of work, however have they got the capability to take action. After which in all probability the third large theme is this concept of equity. And we’ll contact upon this a little bit bit later, however youthful workers count on organizations to be good company residents and be clear and honest of their work processes. And I believe it’s an space that’s actually untouched by knowledge.
Advanced Downside Fixing
So would you do us a favor, Soren, and break it down? What are the advanced issues you’re fixing?
I believe AI is extremely thrilling for everybody and notably for analytics. If you consider analytics simply a few years in the past, any perception you wanted, you needed to run a report, discover a dashboard the place that perception was surfaced, and also you needed to type of decipher a chart and work out if there even was an issue to be solved. So that’s now type of a factor of the previous. With AI, we are able to achieve this many issues and it’s unbelievable. Simply take into consideration democratizing analytics, the straightforward entry. You possibly can simply ask a query and get a solution reasonably than having to know which dashboard to navigate to to discover a specific metric. Second of all, after all, now you get the perception, you really perceive what the chart is displaying. Properly, AI might help you generate a story to elucidate to you what you’re even .
And that’s simply the type of tip of the iceberg.
Utilizing Folks Information
Mick, this one’s for you. Leaders at this time should have the ability to be extra savvy with easy methods to collect and make the most of individuals knowledge, utilizing it to identify developments, to spice up engagement, fingers crossed, and enhance retention. Are you able to share a couple of examples of the way you’re seeing that play out?
I believe we’re in a cycle now the place HR is being way more proactive about participating leaders and serving to them perceive what the suitable questions may be to ask. I believe for a lot of leaders, they arrive by a masters of enterprise administration program that in all probability touches on HR matters for all of about 5 minutes throughout the course of two years. So we now have to be extra proactive about what are the suitable inquiries to be asking primarily based on usually our leaders’ restricted expertise with HR knowledge past a number of the examples you talked about a second in the past. I imply retention, turnover, two of the largest matters. However leaders who’re extra knowledgeable now aren’t simply saying what’s my turnover fee or my retention fee, for instance, however what does it imply for vital elements of the enterprise? How do I take that and apply it to operational capability? Or how do I apply that to workforce planning and enthusiastic about the longer term type of workforce?
For Extra Data Folks Analytics
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