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A
Yeah
good
morning,
everyone
a
very
warm
welcome
to
today's
sig
session.
I
appreciate
you
taking
time
off
to
attend
today's
session.
Today's
session
will
be
covering
core,
I
mean
we'll
be
covering
hxm
vision
and
strategy
and
h1
release
highlights
and
we
have,
along
with
us
distinguished
speakers,
vp
of
engineering
and
site
lead,
india
site,
lead,
kalpana
and,
and
also
director
of
product
management,
jain
and
kotel.
B
Great,
thank
you.
Thank
you,
deena
thank
you
hema
and
everyone
involved
and
inviting
myself
and
janan
to
this
session.
It
is
absolutely
a
great
pleasure
for
us
to
be
representing
success
factors
and
talking
about
the
strategy
and
vision
and
also
touching
upon
the
release,
highlights
that
just
went
by
right.
We
just
released
our
the
h120
two
zero
t22
and
we
are
looking
forward
to
discuss
with
you
what
we
released
and
if
there
are
any
questions,
happy
to
answer.
B
So,
as
the
naked
mentioned
our
agenda
for
today
that
we
are
looking
at
for
the
next
16
minutes,
what
we
are
looking
at
is
we
are
want
to
share
our
hxm
strategy.
I
check
some
strategies.
We
have
to
explain
the
strategy.
It
is
almost
like
a
three
or
four
hour
presentation
right,
so
what
we
have
done
is
we
have
condensed
it
as
much
as
possible
and
taken
some
specific
highlights
and
have
categorized
under
three
different
buckets
right.
We
call
it.
B
The
people
experience
anything
related
to
the
experience
for
our
customers,
our
employees
of
our
customers,
different
personas
within
the
customers.
You
know
that's
exactly
what
we
will
be
discussing.
People
experience.
The
next
part
that
we
are
looking
at
is
organizational
agility.
How
do
we
make
the
employees
relevant
for
today's
world
right?
How
do
we
make
the
business
more
resilient?
B
That
is
something
that
we
will
discuss
in
organizational
agility
and
the
third
one
is
operational
excellence.
Everything
said
and
done,
hr
process
is
operational,
intensive
right.
How
do
we
make
it
better?
How
do
we
excel
in?
It
is
the
third
topic
that
we
will
be
looking
into.
Then
we
will
be
touching
upon
release
highlights
for
the
release
that
went
by
during
the
strategy
session.
Also,
we
will
be
touching
upon
certain
release,
specific
areas.
B
B
Getting
on
to
the
people
experience
that
I
talked
about
earlier,
you
know,
people
experience
have
been
a
very
key
initiative
for
satisfactors
for
quite
some
time.
A
couple
of
years
back,
we
kind
of
announced
in
the
stage
of
success
that
we
are
moving
away
from
hcm
to
hxm,
which
means
that
putting
the
people
on
the
center
of
the
business
we
were
earlier
doing
engagements.
But,
to
start
with,
our
focus
was
more
about
engagement.
How
do
we
engage
more
employees?
How
do
we
bring
in
productivity?
B
How
do
we
bring
in
more
output
so
that
the
business
are
successful?
And
then
we
moved
on
completely
towards
moments
that
matter
right?
How
is
hr
going
to
look
at
satisfactory
solutions
and
take
a
look
at
how
they
can
finalize
on
their
hr
programs
or
all
they
need?
Is
data
from
their
employees
to
understand
what
kind
of
policies
and
benefits
will
matter
to
an
employee?
B
B
B
B
So
our
design
principles,
you
would
see
that
you
know
be
it
and
in
the
release
that
went
by
or
the
future
releases.
These
are
our
three
design
principles
that
we
are
working
on
and
given
that
I'm
from
engineering
and
js
from
product,
we
can
definitely
vouch
for
that.
We
are
definitely
looking
at.
How
do
we
make
our
experiences?
Look
very,
very
efficient,
simple,
intuitive.
B
B
Thank
you,
so
one
is
that
we
are
looking
at
efficiency,
be
very,
very
intuitive.
The
experiences
have
to
be
intuitive
and
it
doesn't
shouldn't
require
too
much
of
a
training.
Then
the
train
experience
should
be
individualized.
Every
person's
individual
needs
have
to
be
met
by
this.
You
know
the
experience
that
we
are
giving.
The
third
topic
is
a
very,
very
interesting
topic.
It
will
also
kind
of
relate
to
the
topics
that
I
am
going
to
talk
later.
The
opportunity.
B
Okay,
the
experience
should
also
unlock
opportunity.
There
are
opportunities
lying
for
all
our
employees
around,
but
just
that
it
is
not
reaching
them
in
the
right
format.
How
do
we
make
these
experiences
providing
an
opportunity
for
the
employee?
So
these
are
the
three
design
principles
that
we
are
working
towards,
and
this
is
our
approach
that
we
are
taking
for
every
feature
that
we
are
looking
at
for
designing
with
that.
I
am
also
we
are
also
looking
at
experiences
have
to
be
delivered
in
web,
okay
and
native
apps,
be
it
ios
or
android
apps.
B
B
So
the
reimagine
home
page
started
with
1h
2021.
There
were
a
few
experiences
delivered.
Then
we
move
on
to
2021
to
hedge,
which
is
a
release
that
went
in
2021
november,
and
then
there
were
a
few
other
additional
experiences
that
were
delivered
and
in
twenty
two,
twenty
two
zero
five
or
we
you
know
internally.
It
is
called
twenty
two
zero
five.
But
you
know
it's
a
one
h1
2022
release.
We
are
looking
at
a
universal
push
right,
so
the
dates
are
mentioned
on
the
slide
here.
B
I
would
really
love
for
all
of
you
to
take
a
note
of
it.
If
you
have
not
done
it
earlier
and
the
expectation
or
encouragement
that
people
recommendation
that
we
would
like
to
give.
You
is
please
make
sure
that
you
are
enabling
your
new
home
page
on
your
preview
instance
and
ensure
that
you're
able
to
test
it
and
see
how
things
are
working
for
you
and
we
do
have
an
opportunity
for
you
to
roll
it
out
only
for
a
set
of
people
so
that
you
know
not.
B
So
this
is
a
universal
push
that
we
are
doing
and
there
have
been
a
lot
of
communication
over
a
period
of
time.
I
would
take
you
through
those
as
well:
okay,
so,
migration
to
this
page,
you
know
you
will
see
this
blog
and
I
wanted
to
bring
this
blog
for
you
so
that
we
clearly
understand
what
we
are
talking
about.
So
I
hope
you're
able
to
see
my
browser
with
migration
to
in
reimagine
home
page
june
2022.
B
B
B
B
Each
module
have
some
development
that
has
gone
in
in
2205
related
to
home
page.
That's
how
huge
it
is
right
and
very,
very
interesting
and
very
important
so
going
back
to
our
session
here,
moving
on
from
home
page
right,
I
I'm
sure
all
of
you
have
heard,
and
there
is
a
lot
of
noise
around
home
page,
but
I
also
want
to
make
sure
that
we
understand
that
it
is
not
just
the
home
page
that
we
are
delivering.
B
The
experience
doesn't
start
and
end
with
home
page.
It
is
definitely
a
bigger
piece
for
our
experience,
but
we
are
also
looking
at
other
experiences
like
the
one
that
we
are
developing
for.
An
integration
with
successful
actors
worked
on
the
work
zone
is
nothing
but
a
provider
of
a
digital
workplace,
a
consolidator
of
different
experiences
at
the
same
place.
B
So
you
know
it
is
definitely
something
that
will
help
you
gain
increased
productivity
and
increased
engagement.
So,
as
part
of
this,
I
wanted
to
show
you
a
short
demo,
just
a
caution,
a
note
of
caution
here.
It
is
only
an
early
adopter
care
today,
and
this
is
a
work
zone,
integration
with
onboarding.
B
If
you
look
at
onboarding
as
it
stands
today,
there
are
a
lot
of
activities
and
onboardy
can
do
right,
but
they're
all
not
at
the
same
place
and
in
addition
to
what
we
provide
as
activity,
there
can
be
other
things
also
that
you
can
bring
in
today
with
the
new
home
page.
You
can
provide,
you
can
add
custom
tasks,
but
there
are
also
other
means
of
doing
this
guided
experience,
something
very
similar
to
employee
portal
in
onboarding
1.0.
If
you
remember
right
so
this
is
something
similar
that
can
happen
with
work
zone.
B
You
can
you
know
it's
all
highly
configurable.
You
can
make
your
decision
as
an
admin.
What
you
want
your
new
hire
to
see-
and
this
is
how
the
new
hire
experience
will
look
like
when
they
log
in
into
the
system.
They
are
able
to
see
that
okay,
this
is
my
onboarding
experience
when
they
click
on
start
now
they
will
see.
B
You
know
it
is
before
your
first
day
and
then
you
know
your
first
day.
They
clearly
will
be
able
to
say
okay.
What
are
my
tasks
that
I
have
to
complete
before
my
first
day
and
on
my
first
day?
What
are
the
tasks
that
I
have
to
do,
and
it
is
a
very
wizard-like
approach
so
that
you
know
there
is
no
chance
of
people
missing
it
out.
It
also
collects
if
you
can
see
the
vaccination
details,
which
is
like
the
most
asked
feature
right
now.
B
B
B
What
is
relevant
today
is
not
relevant
tomorrow.
There
is
a
need
for
every
individual
in
an
organization
to
keep
themselves
up
to
date
so
that
they
are
relevant
for
this
organization
and
as
a
manager
or
as
a
hr.
Every
one
of
us
are
facing
difficulty
to
to
make
sure
that
our
people
are
relevant
and
we
are
able
to
run
our
business
as
per
the
current
needs
of
our
customers.
B
So
it's
a
very
common
goal,
a
common
problem
that
we
are
addressing
in
success
factors
with
the
whole
self
model
right.
What
we
are
looking
at
is,
of
course,
you
know.
The
whole
self
model
is
every
individual
will
have
aspirations,
they
have
certain
skill
set
and
competency
that
will
they
will
bring
it
to
the
table
and
they
also
have
a
certain
personality.
Trait,
not
everyone
is
suitable
for
a
particular
role
right,
everyone
has
their
own
personality
and
they
are
suitable
for
certain
rules.
So
there
are
three
dimensions
to
every
person.
B
How
are
we
making
sure
that
these
three
dimensions
can
help
us
to
build
a
resilient
workforce?
That
is
what
we
are
looking
at,
and
this
is
our
innovation
that
we
are
working
on
and
you
will
find
a
lot
of
products
and
features
around
these
six.
You
know
practical
applications
that
you
will
see.
Okay,
one
is
matching
the
opportunity.
B
B
I
have
a
certain
skill
set,
but
I
have
an
aspiration
to
go
somewhere.
That
is
exactly
about
career
development
right.
You
know,
I
may
be
a
typical
java
engineer,
but
I
want
to
become
a
data
scientist.
I
want
to
do
that
and
what
is
the
career
development
path
for
me?
That
is
where
we
help
with
this
informed
career
development,
hidden
talent,
managers
and
recruiters.
You
know
need
a
specific
skill
set.
They
do
not
know
where
to
look
at
is
looking
at
a
market
an
option
maybe,
but
it
is
a
difficult
option.
B
We
have
people
inside
the
organization
who
have
a
certain
specific
skill
set.
Why
don't
we
take
an
advantage
of
it?
We
need
a
solution
consultant
for
learning
and
there
is
one
person
who
is
working
in
a
different
organization.
Who
has
that
kind
of
you
know
skill
set
find
that
hidden
talent,
team
building.
You
know
we
would
like
to
have
people
getting
built
together.
B
Each
of
you
can
help
each
other
and
form
a
trusted
team
to
build
a
better
tomorrow,
so
that
is
about
team
building
forming
optimization
teams.
You
know
you
would
have
heard
about
dynamic
teams.
The
dynamic
teams
fall
under
this.
There
is
a
certain
project.
There
are
different
set
of
requirements
are
required.
People
from
different
parts
of
the
organization
come
together
to
form
a
dynamic
team
and
that
optimal
team
is
responsible
for
delivering
a
set
of
kpis.
B
We
are
continuing
to
work
on
those
topics
and
we
are
looking
at.
How
can
we
build
more
and
more
capabilities,
collect
more
and
more
capabilities
across
the
product
line,
and
there
are
different
modules
which
will
help
here
onboarding
as
you're
onboarding
a
person
you
will
be
able
to
collect
capabilities.
B
B
B
B
I'm
going
to
show
or
talk
about
like
a
little
bit
about
like
what
are
the
different
ways.
I'll
show
you
a
screenshot
later
as
well.
The
opportunity
types
that
we
are
we
have
dealt
with
currently
within
success.
Factors
is
project
assignments.
It
can
be
fellowships
shadowing
any
kind
of
product
project
assignments.
B
The
other
topic
is
about
mentoring
or
coaching,
a
formal
way
of
mentoring
and
coaching.
There
are
learning
recommendations
which
is
available
as
of
today
opportunity
marketplace
has
an
integration
with
learning
where
there
are
certain
specific
recommendations
that
are
provided
based
on
the
skill
set,
the
capabilities
that
were
allocated
that
were
captured
for
a
particular
employee
and
the
recommendations
are
provided,
and
then
there
are
carrier
rules.
These
are
like
it
is
a
combination
of
opportunity
marketplace
with
recruiting,
so
there
are
certain
jobs
that
are
posted
if
I,
as
an
individual
login
into
opportunity
marketplace.
B
Maybe
there
are
a
few
roles
which
are
there
available,
which
is
suiting
my
requirements
or
my
skill
set,
so
we
are
looking
at.
How
do
we
show
those
roles
on
the
opportunity
marketplace?
Then?
You
know
there
are
skill
experts
which
are
more
about
peer-to-peer
learning.
Nothing
works
better
than
the
peer-to-peer
learning,
and
that
is
exactly
where
we
are
dealing
with
skills
experts.
B
B
B
B
The
core
purpose
is,
we
are
all
running
a
business
and
we
want
operational
excellence
and
how
do
we
bring
in
those
operational
excellence
we
want
to
build,
and
I'm
sure
each
of
you
are
looking
forward
to
features
that
in
my
existing
system,
how
is
it
getting
better?
So
that
is
what
about
operational
excellence.
We
have
this
concept
of
hire
to
retire
under
that
there
are
a
few
areas
that
we
are
focusing
on
and
I'm
I
want
to
also
mention
that
there
are
plenty
and
plenty
of
other
a
you
know,
development
that
has
gone
in.
B
I
have
picked
and
chosen.
You
know
only
a
few
for
us
to
highlight
here
in
this
meeting
right.
The
first
one
that
we
are
looking
at
is
enhanced
core
hr,
the
core
hr
or
the
employee
central
known.
Otherwise,
so
we
are,
you
know
everything
is
around
employee
center
right,
so
we
are
looking
at
the
developing
features
so
that
the
employee
central
is
much
more
valuable
for
our
customers.
B
You
can
take
onboarding
for
that
matter.
You
can
take
compensation,
so
there
are
multiple
features
that
we
are
delivering
related
to
say,
for
example,
mass
import
of
on
employee
central,
and
that
is
a
feature
that
is
coming
in
and
there
are
compensation,
administration,
related
or
topics
which
we
are
dealing
with
for
enhancing
our
core
hr
related
capabilities
with,
and
then
we
are
also
moving
into
the
accelerate
payroll
innovation,
payroll
innovation.
The
ngp
ngp
is
a
very
a
critical
release,
critical
feature
for
us
and
there
is
a
huge
investment
going
on
right
now.
B
B
The
third
item
which
we
are
looking
at
is
build
time:
functional
parity
in
2021.
We
release
the
product
of
our
time
tracking
and
we
are
delivered.
You
know
time
tracking
is
currently
picked
up
by
multiple
customers.
We
are
looking
at.
How
do
we
bring
in
geosense,
for
example,
depending
on
the
person
where
they
are?
Currently,
we
are
able
to
make
a
decision
on
which
country
they
belong
to
where
they
belong
to
and
make
decisions
on
their
holiday
list,
etc.
B
So
we
are
trying
to
bring
in
a
lot
of
features
into
the
time
team
and
of
you
know.
We
also
have
a
lot
of
integrations
between
the
sap,
hcm
or
s4,
and
also
employee
central.
We
are
looking
at
an
orchestration
engine
which
will
help
us
to
design
a
data
flow
between
the
erp
systems
and
the
employee
central
systems
right.
So
there
is
a
some
improvements
coming
in
there
as
well.
C
And
thanks
for
actually
covering
a
good
part
of
what
is
coming
in
the
release
as
well.
So
as
you
all
heard,
a
major
part
of
the
enhancements
that
we
are
doing
as
part
of
our
releases
is
around
the
end.
Users
experience
right.
So,
while
you
see
a
lot
of
different
parts
which
of
the
product
which
get
enhanced
the
most
noticeable
parts
and
what
you
would
see
your
end
users
really
noticing
first,
is
how
the
ui
is
changing.
C
We
thought
yesterday
kalpana
and
I
were
debating
on
how
do
we
cover
the
whole
host
of
release,
highlights
in
a
short
time
right,
especially
after
talking
about
the
strategy,
and
hence
we
thought.
Okay,
let's
make
use
of
the
videos
these
videos
while
accessible
to
you,
I'm
not
sure
how
many
of
you
would
have
seen.
So
we
thought
we'll
go
ahead
and
show
you
these
videos,
which
are
the
most
compressed
form
of
getting
the
important
highlights.
C
Yeah
thanks
thanks.
So
actually,
as
you
see,
the
multiple
different
areas
within
success
factors
right,
so
what
we've
done
is
the
home
page
is
one
area
where
all
of
these
different
applications
come
together
right
and
from
a
end
users
perspective.
They
don't
really
know
which
are
the
underlying
modules
which
are
giving
the
data
okay,
yeah
it's
working.
D
Sap
success
factors
is
imagining
a
new
way
of
experiencing
work
with
human-centered
experience
at
the
core.
This
begins
with
creating
meaningful
and
actionable
moments
for
employees
with
our
reimagined
home
page.
We
are
valuing
every
person
every
day
through
efficiency,
individualization
and
opportunity.
D
Let's
take
a
look
at
some
of
the
new
capabilities
in
this
release.
We've
added
new
sap,
successfactors,
employee
central
alerts.
These
present
the
most
urgent
tasks
for
employees
right
in
the
home
page
time.
Sensitive
requests
are
easily
seen
and
resolved
consolidated
and
prioritized
onboarding
and
off-boarding
to
do
tasks
for
sap
successfactors
onboarding
customers
make
it
easy
to
provide
required
information
for
onboarding
and
off-boarding,
creating
a
positive
experience
for
new
hires
and
departing
employees.
D
D
They
can
create
custom
card
groupings
and
use
role-based
permissions
right
there
on
the
home
page
and
sap
success
factors,
compensation
you
can
now
configure
and
manage,
rewards
and
recognition
programs
using
custom
points.
These
points
can
be
marked
for
specific
catalogs
from
our
redemption
partners.
For
example,
you
can
celebrate
an
employee's
wellness
accomplishment
with
a
reward
redeemable
from
a
particular
wellness
catalog
with
hxm
grow.
We
see
the
value
of
people
within
the
context
of
the
greater
organization
and
see
hxm
as
a
critical
enabler
of
organizational
agility
and
business
transformation.
D
D
We
have
a
number
of
noteworthy
enhancements
with
the
growing
number
of
dispersed
and
remote
employees.
It's
important
to
capture
the
physical
location
of
an
employee
when
recording
time.
That's
why
I'm
excited
to
introduce
gps
location
capture
while
recording
time
with
our
digital
punch,
clock
capability.
This
helps
ensure
accuracy
of
calculations
dependent
on
the
employee
location.
D
Lastly,
in
our
continued
effort
to
offer
best
practices
for
customers
and
partners,
we
are
excited
to
offer
new
pre-delivered
content
and
a
detailed
configuration
guide
in
the
payroll
processing
control
center.
Our
latest
product
innovations
will
be
implemented
with
ease,
reducing
costs
and
timelines.
D
C
Hey
thanks,
karma
and
also
thanks
to
amy,
to
make
a
guest
appearance
in
this
so
yeah.
I
don't
know
how
many
of
you
noticed
even
tillpool's
name
coming
up
for
the
remote
worker,
that's
possibly
one
of
our
developers,
who
is
working
out
of
there
and
recording
the
video
and
it
particularly
picked
up
that
location.
C
C
I
see
the
number
as
333
over
here
right
you'll
see
the
number
fluctuating
as
you
choose
different
filters
and
the
what's
new
viewer
is
again
the
tip
of
the
details
right
because
we
mainly
call
out
important
features
and
bunch
together,
multiple
changes
into
one:
what's
new
viewer
article
right
so
what's
new
is
the
feature
and
this
whole
list,
that's
what
we
call
as
watsonville.
Sometimes
our
acronyms
are
keep
changing,
and
luckily
this
has
been
there
for
some
time
and
you
can
actually
look
at
what
has
changed
across
different
releases.
C
So
the
software
version
drop
down.
What
you
see
at
the
right
hand,
top
end
is
what
you
can
use
to
see.
Actually
the
different
release
versions,
and
you
would
also
see
some
things
are
also
listed
further,
even
2h
2022,
because
some
things
we
are
already
publishing
that
it
will
have
an
impact
across
multiple
releases
right.
So,
as
you
browse
through
all
of
this,
then
when
you
go
to
a
specific
article,
some
of
them
have
screenshots.
C
Some
of
them
even
have
embedded
videos
right
so
where
it
helps,
we
have
tried
to
put
a
short
demo
video,
so
the
ones
with
the
blue
hyperlink
as
kalpana
is
pointing
out
here.
These
are
the
ones
where
you
can
directly
view.
The
particular
feature
like
sometime
back
kalpana,
showed
you,
the
video
of
the
work
zone,
right,
the
work
zone,
integration
and
the
guided
experience
for
new
hires
and
onboarding.
C
So
those
are
the
kind
of
things
where
there
are
multiple
screens.
It
would
be
difficult
to
put
it
together
in
just
an
article
and
make
it
no.
It
doesn't
really
convey
everything
and
that's
where
you
see
the
details
covered
in
the
video
and
further
to
that
in
each
of
these.
What's
new
articles,
you
will
see
the
link
when
you
go
to
the
details.
You'll
see
the
details
of
the
guide
also
referenced
over
there
right.
So,
if
you
go
to
any
of
them,
I
see
kalpana
is
opening
one.
C
To
give
you
a
feel
of
what
is
really
different,
then
you
have
the
technical
details
as
a
table
below
right
and
in
each
of
these
you
will
see
the
further
references
and
whether
it
is
what
is
a
configuration
you
need
to
do,
whether
it's
a
major,
a
minor
thing,
whether
it
is
generally
available
or
whether
it
is
an
early
adopter,
whether
there
is
any
action
for
you
right.
So
here
you
see,
it
is
an
info
only,
but
many
of
them
require
some
configuration
actions
or
some
adoption
of
that
particular
feature.
C
So
that's
also
something
which
will
help
you
make
a
choice.
A
decision
of
what
you
need
to
do
next
and
at
the
bottom
of
the
page,
is
where
you
have
the
links
to
all
the
related
guide
articles
right.
So
this
is
where
some
of
them
you'll
see,
like
maybe
the
four
or
five
additional
links,
because
to
come
together.
There's
one
feature
you
may
actually
need
to
do
stuff
or
there
will
be
details
spread
across
different
areas
in
the
guide
right.
So
these
are
all
the
different
things
you
can
explore
right.
B
C
E
The
reimagine
homepage
is
designed
to
deliver
efficiency,
individualization
and
discoverability
of
opportunities
and
information
will
go
universal.
After
this
release.
Users
can
leverage
progressive
layers
of
information
on
the
homepage
to
complete
tasks
and
consume
information.
They
need
in
bite-sized
chunks
new.
In
this
first
half
2022
release,
we
are
excited
to
add
functionality
for
both
end
users
and
administrators.
E
E
E
Anytime
anywhere
employees
have
access
to
the
sap
success
factors
learning
course
home
to
navigate
course.
Previews
and
review
important
details
for
online
learning.
Learners
can
register
for
start
or
resume
courses
directly
within
the
mobile
app.
This
means
sap
success
factors.
Mobile
users
now
have
access
to
online
courses
with
content,
preview
and
item
details.
E
Another
feature
is
that
admins
now
can
customize
the
text
in
sap
successfactor's
mobile,
app
like
strings
and
labels
using
the
manage
language
tool
so
that
users
everywhere
can
experience
a
friendly
language
that
aligns
with
their
business
needs
within
sap.
Success
factors,
opportunity
marketplace
our
newest
sku
users
can
explore
mentor
programs
and
search
for
mentors
from
their
sap
success
factors.
E
Mobile
app
then
go
sign
up
for
a
program
and
connect
with
mentors
when
employees
sign
up
for
the
mentee
program
and
submit
a
request,
a
call
or
email
to
connect
with
a
mentor
they
can
do
so
via
their
mobile
device.
In
addition,
employees
can
view
their
mentor
relationships
in
the
sap
success
factors,
opportunity
marketplace
for
employees
interested
in
being
a
mentor
she
or
he
can
sign
up
to
be
a
mentor
on
their
mobile
device.
E
In
addition,
this
product
assignment
owners
can
view
their
posted
assignments
and
quickly
view
applicants
understand
applicant
capabilities
against
assignment
expectations,
bookmark
applicants
and
send
an
applicant
an
offer,
continuous
performance
management
and
continuous
feedback
in
sap
success
factors,
performance
and
goals
is
supported
via
the
sap
successfactors
mobile
app
weighted
goal.
Management
is
now
also
supported
in
the
android
version,
because
ios
was
previously
supported
as
well.
E
C
C
If
at
all,
we
need
to
trim
the
content
or
change
the
flows
to
work
on
mobile,
make
that
review
first
and
then
start
making
it
work
full-fledged
on
the
desktop
as
well.
So
a
lot
of
it
takes
multiple
releases
to
start
showing
the
full
impact
and,
from
this
release
onwards,
you'll
see
that,
as
you
saw
in
the
video,
a
lot
of
thing
is
bearing
fruit
and
you
hopefully
enjoy
the
experience
that
is
coming
and
like
what
happened
with
the
video.
C
C
So
if
you
see
the
quick
summary,
so
this
is
a
quick
textual
summary
of
many
of
the
things
you
possibly
already
seen
in
the
video
right.
Some
of
the
things
obviously
is
very
hard
to
cover
in
a
video,
so
you'll
you'll
see
the
whole
list
something
to
call
out
over
here.
Many
integration
related
improvements
also
have
been
done,
and
this
is
particularly,
I
think,
interesting
for
some
of
the
customers
who
have
a
very
complicated
landscape,
so
those
improvements
are
also
continually
happening
right.
C
You
also
notice
that
we
are
looking
at
the
entire
ecosystem,
how
to
enable
the
ecosystem
by
improving
the
availability
of
apis,
making
the
whole
integration
with
our
partner
applications
also
improve
right,
as
well
as
allowing
you
to
create
more
particular
enhancements
or
extensions
right.
So
all
of
those
things
are
happening
at
the
same
time
right
so
rather
than
I
think
the
last
point,
the
gps.
You
saw,
and
that's
that's
how
you
would
have
noticed
each
of
these
specific
lane
items
I
think
kalpana
did
show
your
work
zone.
C
C
So
for
any
of
you,
yeah,
that's,
okay,
let
it
be
on
that
side.
I
think
one
of
the
things,
if
you
didn't
notice
earlier,
would
be
the
best
practices
content.
We
have
actually
introduced
a
lot
of
best
practices,
content
which
can
actually
help
you
get
started,
see
if
you,
if
you
are
going
to
adopt
any
new
solution,
it
takes
a
long
time
to
implement
and
that's
where
we
are
making
more
and
more
best
practices
content
available
for
anybody
to
adopt
our
solutions
faster
right.
C
This
is
easily
you
can
browse
and
get
started.
Try
it
out.
You
can
definitely
try
it
out
in
preview
and
if
it
all
works
well,
you
can
even
go
into
production
with
such
best
practices
content,
and
you
can
obviously
it's
a
starter
further
from
that.
You
can
work
with
your
partners
or
implementation
consultants,
and
you
know
configure
it
as
per
your
specific
needs.
C
With
that,
we
can
quickly
talk
about
maybe
a
couple
of
modules,
rather
than
go
through
all
the
different
models.
Kalpana
did
touch
upon
employee
central
as
being
the
core
of
many
of
the
enhancements,
because
that's
one
central
piece
where
almost
all
customers
in
some
way
are
going
to
all
end
users
are
also
going
to
benefit
right.
C
C
You
see
that
there
are
many
things
underlying
flexibility
being
given
configuration
improvements,
getting
easy
alerts
into
the
sap
task
center,
if
you're,
using
that
improvements
for
whoever
is
using
contingent
workforce
right,
master
data,
integration,
related
improvements
and
a
lot
of
localization
related
improvement
right
just
to
quickly
talk
about.
What's
coming
up
right,
so
you
know
when
the
first
line
item
you
see
here
is
the
general
display
name
for
persons
right,
so
different
people
actually
are
called
by
different
names.
C
My
full
name
is
actually
even
longer
it's
quite
a
mouthful
and
hence
a
lot
of
people
use
display
names,
and
you
know
if
you
have
different
names,
it
becomes
difficult
and
that's
where
we
are
trying
to
harmonize
and
give
additional
configurability
to
choose
a
display
name
in
a
place
of
the
full
name
or
trying
to
get
harmonization
around
that
prefixes
of
pronouns
personal
pronouns.
These
are
also
things
you'll
start
seeing
right.
C
C
We
have
a
roadmap
explorer
which
will
give
you
even
a
detailed
view
where
you
can
click
on
these
specific
topics
and
see
what's
exactly
coming
up
inside
those,
so
the
roadmap
explorer
is
definitely
one
place
where
you
should
look
to
see
what's
coming
up
right,
that
keeps
getting
updated
so,
as
you
saw
the
very
first
slide
after
the
agenda
being
the
disclaimer.
So
all
of
this
comes
with
the
general
disclaimer
that
this
is
the
current
thought
process.
C
You
need
to
make
sure
that
your
responsibilities
are
transitioned
well.
So
all
of
this
is
bundled
under
onboarding,
and
here
again
we
are
trying
to
improve
the
efficiency.
Make
it
streamlined
at
the
same
time,
give
a
much
more
welcoming
experience
and
help
ramp
up
the
new
hires
by
giving
them
early
access
to
learning
right.
So
we've
enabled
learning
integration
where
you
can
assign
learning
courses
even
before
the
employee
joins
the
organization.
C
So
if
they
want
to
learn
more,
you
can
have
a
specific
catalogue
assigned
to
them
and
start
providing
that
and
to
make
sure
that
you're
collecting
their
feedback.
We
also
have
the
process
integration
with
qualtrics
so
that
you
can
collect
their
feedback
as
they're
going
through
onboarding
right.
So
here's
a
quick
glimpse
of
how
we
are
trying
to
improve
onboarding
and
I'll
not
go
through
each
and
every
thing
over
here.
C
So
again
you
see
a
lot
of
things
in
onboarding
is
also
around
the
paperwork,
the
compliance
and
making
sure
that
whatever
legal
paperwork
that
needs
to
be
done,
which
is
different
in
every
country.
So
some
of
you
who
have
offices
across
the
world
will
notice
that
it's
very
difficult
for
somebody
from
one
country
to
really
understand
what's
needed
in
another
country.
Right
and
laws
keep
changing.
So
here
what
we've
done
is
we
pre-deliver
some
content,
which
is
something
we
monitor
and
update
on
a
periodic
basis?
C
And
then
we
also
allow
you
to
add
your
own
custom
content.
So
both
of
that
is
there
and
you
see
a
lot
of
our
effort,
actually
goes
in
making
sure
that
it
remains
and
the
end
user
experience
being
critical
for
the
new
house.
That's
an
area
where
we
are
constantly
investing
and
you
saw
glimpses
of
that
right.
The
other
is
making
sure
that
we
give
you
flexibility
within
the
onboarding
process,
so
you
can
customize,
so
it's
different
for
each
lob
or
each
country.
So
all
of
these
areas
we
keep
investing.
C
We
are
also
giving
sample
people
analytics
stories
so
that
anybody
who
wants
to
do
reporting
with
onboarding
people
analytics
or
stories
is
the
only
means
of
doing
in-depth
reporting
and
that's
where
we
are
giving
you
sample
content
so
that
sample
reports
which
you
can
use
to
create
your
own
custom
reports
as
well,
and
then
we
plan
to
make
transition
easier
towards
the
new
solution
right.
So
I
feel
I'm
talking
at
2x
speed.
B
Yeah
sure
you
know
before
we
start
with
the
questions,
I
just
wanted
to
give
you
a
glimpse
of
the
roadmap
explorer,
I'm
sure
many
of
you
would
be
aware
of
it,
but
just
for
you
to
know
that
roadmap
explorer
is
available
publicly
available
and
whatever
we
can
communicate
publicly.
We
can,
you
will
be
able
to
see
it
here.
B
You
can
choose
what
you
want,
for
example,
if
I'm
choosing
success
factors,
you
know
overall
success
factors,
you
can
see
it
and
you
will
find
all
the
plans
that
we
have
for
us
in
q2
2022,
the
one
that
went
by
q4
2022,
the
one
that
is
that
we
have
already
started
working
on
and
our
future
plan.
So
all
this
is
available
for
you
on
the
roadmap
explorer
that
jay
mentioned,
and,
of
course
you
know,
we
recommend
you
take
a
look
at
it
and
this
will
keep
you
completely
aware
of
what
our
plans
are.
B
A
A
C
So
what
we
can
do
is
follow
up
with
our
time,
colleagues
and
ask
them
specifically
what
enhancement
is
made,
why
I
can
also
try
and
look
up
while
we
are
on
this
call
if
something
is
already
covered
in
the
what's
new
viewer
for
time,
if
not
we'll
follow
up
with
our
colleagues
and
respond
back
to
you
shortly
after
is
that
okay,
yeah
sure
thank
you.
So
I
do
see.
I
can
possibly
share
the
link
to
the
specific.
C
B
See
it
is
an
mdf
object
that
we
have
delivered
out
of
the
box
and
it
is
an
it
is
something
part
of
your
employee
profile.
So
as
part
of
that,
you
should
be
able
to
track.
How
many
have
you
know
added
how
many
people
have
added
the
data,
so
that
should
be.
You
should
be
able
to
track
it
via
a
reporting
or
maybe
via
apis,
but
you
know
the
upload
of
you
know
upload
download
functionality.
Also,
you
know,
move
an
ipc
movement
as
the
name
that
that's
coming
up
moving.
A
What
are
all
the
formats
you
know
available?
It's
like
jpg,
some,
some
you
know
employees
they
wanted
to.
You
know,
put
the
photos
of
that.
You
know
vaccination
certificate,
some
some
people
they
want
to
put
the
word
pdf.
All
this
will
be
possible
in
that
uploads
and
we
can
see
that
in
the
informative
reports.
B
We
can
definitely
look
into
a
specific
format.
Typically,
these
are
all
mdf
uploads
right.
What
you
usually
support
is
jpeg
pdf
doc.
We
usually
support
all
these
formats,
so
we
we
wouldn't
differentiate
just
because
this
is
a
vaccination
certificate.
There
are
only
certain
you
know,
formats
that
will
be
supported.