SAP's Shawn Price, President of Global Cloud and Line of Business, and David Ludlow, Group Vice President of SAP HCM Solutions, visit the SAPinsider Studio following their HR 2014 keynote. The discussion focuses on how changing workforce trends are impacting HR organizations today and how technology can help turn a challenge into an opportunity.
Dave: Hi, this is Dave Hannon with SAPinsider coming to you live from HR 2014 in Orlando. Joining me now is Shawn Price and David Ludlow, our keynote speakers here at HR 2014. Welcome guys!
Shawn: Thanks for having us. Good to be here.
David: Thank you. We’re happy to be here.
Dave: Congratulations on a great keynote. That was a powerhouse of information there. Shawn, one of the trends you touched on early on was the challenge of talent acquisitions. I want to ask you to put a little finer point on that for us here.
Shawn: Sure, yeah, and thanks for having us, it’s always great to be here in the community. The most amazing thing that’s happening is you’ve got this experience gap that’s happening every day in America. Every day, 19,000 people turn 65 and will do so the next 20 years almost, and on the front end you’ve got a shortage of talent and so the race for talent acquisition has never been stronger. But the world’s in transition quite candidly. You know, in the past it used to be the employer that had the leverage in the relationship, but today it’s bidirectional. I need to assume and capture all the content that already exists through LinkedIn and social profiles and pure recommendations. It’s much more valuable for me to understand what a potential employee looks like through peer validation. On the flip side, the employees, they have a vast amount of content available to them as well so now it’s much more democratic. They can understand if that leader is exactly how they’re purporting to be, if the company actually lives the cultural values that it’s prescribing, so I think we’re at a very interesting inflection point now with some of these major trends.
Dave: Sure. David, tell us a little bit about how that’s impacting the typical HR organization, what are you hearing?
David: Yeah so I think HR is, you know, transforming certainly in picking up some of these new ideas to attract talent as well as retain talent and even hire from within so I think as we look at where HR is focusing on finding talent to grow, to expand into new markets and this kind of thing it’s not just pulling in from the traditional view of external hires and full time equivalents. It is all about contractors, it’s about contingents, it’s about giving opportunity to internal employees as well, so from an HR perspective we have to look at, really, the end-to-end, not just from the process chain, but I would say also the pool chain. I think alumni play a big part in this as well, so I think, you know, we talk a little bit about employees being more transient. You know, I’m here for two or three years, especially millennials and this kind of thing so the strategy about where I’m going to find talent, I think, is fundamentally changing as well in that I’m using the LinkedIn and even the Facebook pools and this kind of thing, but I’m also looking at a much broader supply of talent depending on where I need, what I need, where I need to go and how I’m going to get there.
Dave: Sure. Okay Shawn, how is SAP addressing these trends in its solutions?
Shawn: You know, I think if you look it’s really … you can categorize it into three distinct buckets and I think the first is really around linking strategy with execution around people, so talent starts with a talent strategy and in the backdrop of changing operating models and revenues coming from different sources and different countries, never has the focus been more on defining that plan and making sure you have the right people and the right place at the right time. In the middle is the execution. There’s a tremendous amount to be learned from … what is the most productive source that I’ve been recruiting from that has been most productive and contributing to the organization? What is our retention of a particular type of worker? Where do I get more of those workers? So there’s an execution arm to this and an iteration. And then the last is taking costs and making it efficient, making it absolutely frictionless. The new world is … your resume is really a composite today, right? LinkedIn is how I want you to think I am, my resume is an empirical validation of it, my social network is who I am socially, and you add three or four dimensions … you get this composite. Well taking all that and moving it dynamically through an organization is where we’re going, so three or four dimensions to it.
Dave: Okay, good. David, lastly what does this mean to the typical SAP customer today? How does this shape their roadmap?
David: Well I think as I said in the keynote, the good news is SAP customers have choice, so the challenge is they need to make a choice, and so fundamentally what we’re doing is saying “Look, you have all kinds of options to execute on this need, to acquire and attract the best talent for your organization depending on your strategies.” So if a customer has a good core HR implementation today, that’s great. It’s probably not their pain point, they’re getting good value from it, they’ve invested in it, we’ll continue to support that. So what we’re focusing on then is the integration of onboarding, the integration of applicant tracking, the entire recruiting—what I would call value chain or even supply chain if we want to use that kind of terminology, you know, cause it’s the human capital supply chain—but you know it’s just kind of looking at that end-to-end, what are the integration points with the on- premise, and how they can build a blueprint going forward in the future based on their own unique situation, their own needs, and where it is they want to get to in the future.
Dave: Okay, great. Good. Well thank you both for joining us today, I appreciate it. This has been Dave Hannon with SAPinsider coming to you live from HR 2014 with Shawn Price and David Ludlow. Thank you.
Shawn: Thank you so much. Great being here. Thank you.
David: Thank you very much.