In the world of HR, change is the only constant. The way we manage our workforce is evolving at lightning speed, and at the heart of this transformation lies Artificial Intelligence (AI). Forget about the ordinary; it’s time to explore how AI is not just changing but supercharging HR departments across the globe.

The AI Revolution in HR: Beyond the Basics

Artificial Intelligence has gone beyond the basic applications in HR. While chatbots for answering employee queries and automated CV screening are fantastic, the AI landscape in HR now encompasses a universe of possibilities. Let us dive into some of the mind-blowing ways AI is reshaping workforce management:

1. Talent Acquisition Beyond Imagination

Picture this: AI algorithms that can predict not only the best candidates for your job openings but also when they’re most likely to be open to new opportunities. This isn’t science fiction; it’s AI-driven recruitment. Algorithms analyse historical hiring data, social media activity, and even personal career trajectories to identify the perfect match for your team.

AI-powered recruitment platforms, integrated with SAP SuccessFactors modules like Recruitment, revolutionise how HR professionals find and attract top talent. These platforms use machine learning to analyse vast amounts of data, identifying patterns that might go unnoticed by human recruiters. This means not just faster hiring but also smarter hiring, resulting in a workforce that’s better aligned with your company’s goals.

2. Employee Engagement Redefined

Engaged employees are your company’s most valuable asset. AI tools can now gauge employee sentiment in real time, identifying signs of disengagement long before it becomes a problem. This means targeted interventions, personalised learning plans, and happier, more productive employees.

Imagine an AI-driven SuccessFactors module that not only tracks employee engagement but also offers real-time suggestions to improve it. Such systems can detect patterns in employee behaviour and recommend actions like mentoring, training, or even team-building activities. The result? A workplace where employees feel heard, valued, and motivated to excel.

3. Learning That Adapts to You

AI-driven learning platforms don’t just offer courses; they create personalised learning journeys for each employee. It’s like having a personal tutor who knows your strengths, weaknesses, and career aspirations. Employees can upskill and reskill at their own pace, boosting their confidence and your company’s capabilities.

SAP SuccessFactors’ Learning module, powered by AI, customises training plans based on an employee’s current skills, career goals, and even preferred learning style. This not only makes learning more effective but also demonstrates your commitment to employee growth, a key driver of retention and performance.

4. The Future of HR Analytics

Remember those endless spreadsheets filled with HR data? AI has transformed HR analytics into a dynamic, predictive powerhouse. It can forecast employee turnover, identify high-potential candidates, and even suggest strategies for a happier and more productive workforce.

AI-driven HR analytics is not just about reporting past data but predicting future trends. SAP SuccessFactors’ module can, for example, predict which employees are at risk of leaving and recommend retention strategies. With AI, HR professionals are no longer playing catch-up; they’re proactively shaping the future of their organisations.

Real-World Magic: AI at Work

Let’s step out of the theoretical realm for a moment and into the real world. Companies like Unilever have witnessed a 30% reduction in recruitment costs and a 40% increase in employee retention thanks to artificial intelligence powered HR solutions. These aren’t just statistics; they’re the future of HR made possible by AI.

The Road Ahead: AI and the Future of Work

As we move forward, AI in HR will continue to evolve. The integration of AI assistants, such as SAP’s Joule, offers a glimpse into what’s to come. Imagine an AI assistant that not only streamlines HR processes but also anticipates your needs, offering insights and recommendations in real time. The future of work has never looked so exciting!

Conclusion: Embrace the AI Revolution

AI isn’t just changing HR departments; it’s supercharging them. It’s time to embrace the AI revolution in HR and explore the endless possibilities it offers. Whether it’s finding the perfect candidate, keeping your employees engaged, or predicting the future of your workforce, AI is the superhero HR has been waiting for.

At Jigsaw Cloud, we’re your partner on this journey of HR innovation. Let’s explore the future of workforce management together. Are you ready to supercharge your HR department with AI?

A trained and motivated workforce is a source of competitive advantage. This makes human resources the most important asset in any business, with engaged employees always on the lookout for your best interests which explains why the most successful organisations recognise the important role that human capital management plays.  

Executives use several human resources terms for the different kinds of HR strategies, programs, and software that they use. Three of the most common terms that get used interchangeably are HCM, HxM, and talent management. But do they all mean the same thing and are we using the terms correctly?

Keep reading to learn the meanings of HCM, HxM and talent management and the key differences between them.

What is Human Capital Management?

HCM stands for human capital management and ‘human capital’ refers to an organisation’s people or staff. The term Human Capital includes the knowledge and skills of your employees and other related factors such as motivation/enthusiasm, loyalty, and commitment. 

Human Capital Management (HCM) refers to the strategic management of people using all available resources to draw the best out of your team. When done well, HCM helps your organisation to hire and keep the right talent.

HCM involves the use of sophisticated software and business intelligence throughout an employee’s life cycle. So, it provides tools and strategies that help your organisation navigate the complete process of recruiting, hiring, managing, and offboarding employees. Your organisation’s success almost totally depends on how well-honed your human capital is to meet its strategic objectives.

Nowadays, human capital management is a broad area of expertise that must be handled delicately to ensure that organisational goals are achieved as efficiently as possible. HCM in large organisations must be detailed yet accurate. This is why many companies fully rely on enterprise software like SAP to manage their human capital.

Human Capital Management Tools

The right HCM tools create a work environment that encourages employees to go above and beyond for your company. They help you achieve goals such as developing new products, hitting sales goals, growing market share, and reducing costs. Many organisations have found that investing in HCM software pays back in increased productivity, better business processes, and higher profitability.

SAP HCM has a strong emphasis on collecting business intelligence and the use of analytical and performance management tools. The technology accommodates automated time and attendance reporting as well as an applicant tracking system. The software also helps your HR department with payroll and benefits administration.

People analytics also becomes much easier as your HR team can use the software to collect and analyse employee data. This allows your organisation to make data-driven decisions about the right people to hire, promote and retain. The software can also help you predict your recruitment needs to run a leaner organisation.  

The administrative and strategic practices that fall under HCM include the following:

This may also include benefits administration and retirement services.

Human Experience Management

Most modern organisations and HR leaders use workforce management software for their people management functions. 

As we’ve already discussed, Human Capital Management (HCM) deals broadly with the efficient and effective management of the workforce, encompassing all the processes and strategies your HR department can use to ensure that your human capital performs at its best. HCM enables your organisation to follow fact-based, data-driven and measurable HR strategies and processes.

Human Experience Management (HxM) on the other hand leans towards tailoring employee expectations and workplace experiences to synergize with your organisation’s goals. This creates a win-win engagement for your employees as well as your company.

Finally, Talent Management in HCM narrows down to the daily activities an organization undertakes to maximize employee abilities to achieve the organization’s vision. HCM, HxM and Talent Management all focus on the entire employee life cycle, from recruitment to offboarding. More on talent management further down.

How Human Experience Management Works

As highlighted earlier, proper human capital management ensures that your human capital is performing at optimal levels. But how exactly can you improve the performance of your team? This is where Human Experience Management (HxM) comes in. 

To assess and optimise your workforce performance, you must first understand the needs and motivations of your human capital. Your organisation must also see to it that human capital needs and expectations are realised within the work environment. All this can be done using HxM software. HxM is about the experiences of your employees and for some a more modern take on HCM. 

Through direct engagement and feedback systems, SAP HxM software tracks your employees’ experience in the workplace. The software aims to respond to their concerns urgently and appropriately. The end goal of HxM is a wonderful experience for your employees and maximum productivity for your organisation.

One of the ways HxM does this is through various surveys that are conducted at different stages of an employee’s life cycle. From recruitment to exit, any feedback gained from such surveys is detailed. Actions are taken based on understanding the employee’s needs.

A key factor in Human Experience Management is employee benefits and compensation. Well-rewarded employees are more likely to be motivated and driven. 

Talent Management

Now that we have defined HCM vs HxM you may be wondering where Talent Management comes in. Talent management is the people-focused aspect of HCM. It’s the tactical level of day-to-day HR activities that must be followed to ensure that human capital is optimised. 

Talent management software helps your organisation to audit your talents and improve your human capital. The best software also helps you identify and develop the right talent that matches your organisation’s strategic interests. HR managers are always concerned with how to recruit, retain, promote and develop their most talented employees. 

Practically, talent management involves actions such as recruiting the right candidate and ensuring that they are seamlessly onboarded into the organisation. Once in, the organisation’s talent management system will take the form of performance management and compensation or reward planning. Employees also need to grow their skills and knowledge, so you need a training platform to manage this.

Talent Management System

A great talent management system helps your company to identify skills gaps and come up with ways to fill them. Because of their people management element, talent management activities can be extremely complicated. For instance, many companies fail at recruiting the right people because of a biased hiring team.

To succeed at this function, HR managers require fact-based, data-driven, and unbiased solutions. The right software can help your HR team improve their recruitment and performance management. This way, your company will find and keep the best talent in the industry. 

SAP has software called SuccessFactors that deals primarily with talent management functions. It helps the HR department to keep tabs on succession planning, ongoing talent reviews, talent development, and offboarding/cross boarding.

HCM vs HxM and Talent Management

So, what are the differences and similarities between HCM, HxM, and Talent Management? HCM broadly deals with all matters relating to the organisation and its workforce management strategies and processes. Meanwhile, HxM focuses on employee experiences to ensure they are feeling fulfilled in their workplace and are in a state of high motivation for ultimate productivity. 

So HCM could be said to be organisationally focused whereas HxM is the “employee-side” of the bargain in the HCM strategy. Within HCM is a talent management function that focuses on recruiting, developing and keeping the right talent for your organisation. Both HCM and HxM work together to create an HR function that meets all regulatory and organisational goals while creating an engaged workforce with a win-win mindset. 

Learning the difference between human capital management, HxM and talent management

Every organisation heavily relies on its employees to achieve its goals and visions. For this reason, HR managers are tasked with finding ways to keep employees engaged and committed to company goals.

We recommend that HR leaders use an HR management system that encompasses the use of HCM, HxM and Talent management. Integrated HR systems provide managers with the information they need to make sound, fact-based decisions.

These analytics can also provide the foundation for developing and implementing HR strategies that secure a competitive advantage for your organisation. If you’re looking for assistance with transforming your HR practices, book a demo of SAP SuccessFactors with us today

Growing a successful business involves more than solving a market need with products and services; a successful business is a result of many factors, and its people are the one of the biggest. And is one reason why many businesses invest in various people related tools including a learning management system (LMS). 

An LMS promotes career growth which is a crucial ingredient for productive teams, and profitable businesses. And for modern employees, they will seek out organisations that embrace their growth and development. 

So, what is a learning management system, and why should you invest in it? Find out more about an LMS in this guide and discover how it can help your business. 

What is a Learning Management System? 

First of all, let’s discuss what we mean by a learning management system. A learning management system (LMS) refers to software that helps to create, manage, and share learning tools and processes. Think of an LMS as a system streamlining e-learning. It makes e-learning affordable, efficient, faster, trackable, and productive. 

With an LMS, tutors can create, manage and deliver content to virtual learners. Online learners can access and engage with content from any location. 

A simple definition of an LMS is a system or technology for enabling e-learning. Tutors upload content onto self-hosted or cloud servers. And approved or registered learners access it with a simple login.

Why Leverage an LMS? 

Learning systems have evolved to cope with the demands of a digitised environment. Modern learning systems use the internet to make education accessible to everyone. 

An LMS scales up learning by allowing an unlimited number of learners to access the same content, enabling administrators to maximise resources.

Today, every effective learning system integrates e-learning tools. Anyone offering a learning program considers offering e-learning capabilities with a learning management system.

Global workforce dynamics influence the workplaces and affect how learning programs are offered. The need for remote worker-friendly programs calls for a rethink of L&D programs. 

Government agencies and not-for-profit organisations aren’t lagging either. Modern learning changes are across the board and affect entire industries. Governments can revolutionize their workforce through e-learning tools. 

The demand for e-learning tools increased dramatically during the COVID-19 pandemic, where remote working practices became a necessity. Companies had to find new ways to engage their staff and so online training grew in popularity as it was an immediate solution to ensure business continuity. 

Experts predict an expanding e-learning industry. 2022 e-learning trends will likely redefine the sector and propel growth to the expected $375 billion mark. It’s high time you adopt an LMS for your L&D needs.

What can you use SAP Litmos (LMS) For?

Your training outcomes may depend on the exact type of LMS you’re using. At Jigsaw Cloud, we recommend SAP Litmos as one of the best learning management tools on the market.

SAP Litmos is rated at 8.5/10 on Trustradius, with one review stating:

“It is a great learning solution that has been helping in getting online training. By simply logging into this tool our colleagues can get training and we can evaluate them from the multiple tests they take. One can check their performance as well via this platform and above all, it is easy to use the tool, and its applications work amazingly well.”

We’ve also encountered clients realising many other benefits, including Merlin – you can find out more about their experiences of using SAP Litmos in our blog here.

Benefits of using an LMS

An LMS can be a valuable asset for your business. You can use it to train clients and employees or create online courses to increase your income streams.

Here are the many benefits of investing in an LMS.

Meet the learning needs of your workforce

Many companies are adapting to accommodate the continually evolving needs of employees. Factors like flexibility, work-life balance, and digitisation of the workplace are central to keeping employees engaged at work. These considerations are vital when developing learning and development systems. 

An LMS can transform the learning culture and help you align training with employee needs. It introduces flexibility into learning by allowing your staff to learn at their own pace. 

Employees can also access content from anywhere. This allows them to learn remotely or in their free time. In short, an LMS can bring inclusivity by enabling all staff to take part in your company’s training programs. 

Simplify and modernise learning

Binge-watching is a trend to watch out for in the content marketing industry. 30% of the participants in one study said they were addicted to binge-watching. 

Social media obsession is also at its peak. In the UK, the average person spends 4.8 hours on their phone every day. As much as these behaviours could be worrying, there is a good side to them.

TV and social media binging points to an evolved content consumer. People are using their phones more and more to access information – while commuting, eating out, or spending time outdoors.

HR professionals can act digital trends to encourage self-learning at work. It’s also an opportunity to front more content to clients. A mobile-friendly LMS like SAP Litmos can revolutionise learning experiences. Read our three-step guide to understand how you can modernise e-learning. 

Improve employee engagement

The promise of investing in e-learning tools is to improve the learning experience. Many people taking part in an online classroom expect it to be engaging, interactive, and entertaining.

But e-learning environments aren’t equal. Some online classes can be so unengaging that learners quit on the first session. That’s why investing in an advanced learning system is critical to building a successful and engaging learning and development program. Features like gamification and simulations can elevate the learning experience, for example.

Investing in an advanced learning system is key to building a successful learning and development program. Features like gamification and simulations can elevate the learning experience. 

SAP Litmos uses e-learning gamification to encourage learning, making it more enjoyable and memorable. Did you know that 80% of employees believe gamified training is more engaging and that 83% of employees who receive gamified training feel motivated to continue learning? The numbers speak for themselves.

Improve employee performance

Improved employee performance is another benefit of a good L&D program. Gamified learning can help employees retain knowledge and skills, leading to improved performance, while at the same time offering a learning platform that contributes to an engaged workforce. 

Effective training and development leads to a happier and more productive employee. Employees are more likely to stay with your company if you’re investing in their career development and helping them improve their skills. 

Gather growth ideas and track learning progress

An LMS encourages not only learning but also organisational growth. Learning forums and online communities can be a goldmine of growth ideas with group-oriented learning providing eye-opening insights to improve your growth strategies.

An LMS may also help you improve digital learning and provide more value to learners. You can track the learning progress in real-time and gather valuable insights about the quality of your programs.

Administrators of an LMS can see statistics on the uptake of courses, the progress of individual learners, and performance. This data can help you determine which classes need improvement and what learners need extra help with.

Modern learning systems must align course materials with learners’ needs. A low uptake could signal a course lacking in relevancy or isn’t as rich in content. Your L&D team can use users’ insights to better align learning with employee expectations. 

Save time and money

Typically, e-learning is cheaper and less time-consuming than traditional learning. E-learning tools can allow you to avoid the cost of learning materials.

“SAP Litmos offers greater flexibility than our previous system, and it’s much more cost-effective. We’ve been really impressed with the results so far – we’ve delivered 31 courses on the system, received a lot of positive feedback, and significantly reduced our carbon footprint.”
Neil Armstrong, Engineering Director at Merlin

The main cost of an e-learning system is the cost of your LMS. Surveys show that price is an important consideration when looking at investing in LMS. 

Functionality also matters because you want a positive return on your investment. A low-cost LMS software may not have the capabilities to fulfill learners’ needs.

Not happy with your LMS or e-learning tools? SAP Litmos is a learning and management system worth your investment. Get in touch with our consultants to learn how it can help you cut your learning costs. 

Make learning accessible and flexible

The workplace environment is quickly changing. Traditional learning models are no longer as inclusive. Making learning flexible is the key to a successful learning and development program.

Rigid training schedules are likely to be counter-productive; some employees may not make it to live learning sessions, while some may not be in the right mindset to learn. These differences alone make having adaptable options an essential part of the learning and training experience.

Employees need some freedom of choice to enjoy learning. There should be different learning options to accommodate all. Think about investing in SAP Litmos to allow for a hybrid learning environment.

Take the leap with an advanced learning management system

A learning management system is crucial for building a productive workforce in the digital era. It’s the key to meeting the needs of your people and enabling continual career growth. 

A good LMS can allow and motivate learning across the board and help boost employee engagement and retention. The advantages of an LMS are too significant to overlook.

Take the bold step to modernise learning in your company and transform your team. Book a demo today to discover what’s in for your company.