Tune into Episode 1 of the SAP HR Mavericks Podcast, where our own Luke Marson, Director of SAP Go-to-Market & Innovation, and Silvia Moreno Rodriguez, Head of International Marketing, explore the SAP HR Revolution of 2027. They dive into how businesses can enhance their future with SAP SuccessFactors Employee Central Payroll, ensuring a seamless transition from outdated systems to modern solutions.

In the complex world of Human Capital Management (HCM), businesses often face the daunting decision of selecting and implementing a comprehensive HR solution. A common concern is the perceived need to adopt an entire suite of tools all at once, which can feel overwhelming—both in terms of cost and complexity. However, SAP SuccessFactors, with the expert guidance of SD Worx, offers a flexible, modular approach that allows you to start with what matters most to your business and expand as your needs evolve.

When businesses consider adopting a comprehensive Human Capital Management (HCM) solution like SAP SuccessFactors, a common concern is the potential for a drawn-out implementation process. Many fear that the time and resources required will delay the benefits, causing frustration and operational disruptions. 

When it comes to choosing a Human Capital Management (HCM) solution, businesses often believe that certain platforms are only suited for large, multinational corporations. 

Since legal requirements for time tracking came into force, many businesses have some kind of workforce management solution in place out of necessity. In a lot of cases, it’s the easiest and cheapest way they could find to remain compliant—whether it’s online, on paper, or a bit of both. While this may solve the problem in the short-term, it might be surprising to realise just how much it can cost a business over time.

The benefits of organising working time and a reduction of the number of working hours have yet again been confirmed by a study carried out by the International Labour Organisation (ILO). The implementation of an innovative and proactive policy stands to benefit the employee and the company alike.

Getting started with pay transparency means kicking things off with clear and open communication about your reward policies. While many companies are already diving into this, there’s still plenty of room for improvement. Our research shows that fewer than two-thirds of employers are fully up-to-date on the legal rules around pay transparency, which should be the backbone of your approach. So, where does your company stand compared to the rest?

Join us for the final episode of the Sparking Reward Navigator Podcast, where Bruce Fecheyr-Lippens, People director and Pieter-Jan Boden, Reward director delve into the intricacies of achieving true pay transparency and equity.

In Episode 3 of the Sparking Reward Navigator Podcast, join Bruce Fecheyr-Lippens and Pieter-Jan Boden as they delve into the importance of personalizing reward packages for employees.

 Reward Navigator Serie 2024 draws on data from 18,000 employees and 5,118 HRDs across 18 countries, making it Europe's largest annual HR research project. This year, SD Worx researchers focused on Payroll, Reward, and Time Management, exploring how these aspects of company strategy impact both employers and employees.

Tune into Episode 1 of the Sparking Reward Navigator Podcast, where our own Bruce Fecheyr-Lippens, People director and Pieter-Jan Boden, Reward director explore how SD Worx has crafted a reward strategy that not only meets but exceeds employee expectations.

Pay transparency is more than just a buzzword; it’s a critical component of a fair and equitable workplace. According to our research, internal equity (36%) and pay transparency (35%) are among the top challenges employers face on the reward front. Despite these challenges, only 37% of employees are satisfied with the transparency of their organization’s reward policy, and a mere 39% are satisfied with the communication about this policy and any changes to it.