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Putting People First:
How to Accelerate Business
Growth from the Inside Out

Deliver exceptional work experiences from recruit to retire

The essence of work has not changed. We still get up, get going, and give it our best. We still desire to get better. We
win by making progress every day. And while the tools and technologies that make this possible are quite remarkable,
it is the talent and drive of each individual employee that makes your business exceptional. Managing the employee
experience means continuously listening to feedback, responding in real time, and offering opportunities that help
people do and be their best. It may mean a new way of learning, better ways of mentoring, proven ways of engaging,
or perhaps a new focus on health and well-being plus a recommitment to diversity, equity, and inclusion. When you
manage this type of experience, your organization – like its employees – can do and be its best.

Human experience management (HXM) solutions from SAP put the employee experience ahead of everything. They give
you the tools to boost productivity, confidence, and engagement. And that’s how experience wins.



SAP is leading the way with HXM solutions that integrate across your
enterprise. One vision. One intelligent platform. One human experience.

Start your journey to HXM today.

What Is HXM?

Human experience management (HXM) moves beyond human capital management (HCM), which focused on facilitating
transactions and pushing top-down, HR-driven processes by putting people at the center of your business. By delivering
personalized, best-in-class work experiences with HXM, you can foster employees’ productivity and engagement. This
not only drives outcomes at the individual level, but it also helps teams to be at their peak performance and organizations
to achieve their goals.

Because business success hinges upon putting people first.

The journey to HXM starts by understanding your employees’ needs, wants, and aspirations. These insights then help
you create personalized, dynamic work experiences designed around how people behave and work and what they need
to feel connected, stay engaged, and be productive. The result is accelerated business growth and better business
outcomes from the inside out.

Imagine . . .

Creating work
experiences
that match what
people expect
as consumers
Driving outcomes
at the individual
and team level
to maximize
performance
Listening to
employees and
taking action based
on their feedback
Engaging job
candidates in new
ways that win the
best talent
Personalizing learning
and development to
each person’s growth
and career plans
Celebrating your
people when, where,
and how they want

Meaningful Experiences to
Increase People Engagement

Your people are what drive competitive differentiation, stimulate business growth, and build purpose and vision. Having great
people working at peak performance is a critical advantage in a fast-changing world where success depends on creativity,
innovation, agility, and service excellence.

That’s why shifting to HXM is so vital to business success. In a time of disruption and distancing, people need to feel
empowered, connected, supported, and valued to deliver their best. HXM is the key.

Your business wins by achieving better business outcomes from the inside out – all while addressing top priorities such as . . .

Upskilling and
reskilling employees
Building and
adapting business
continuity plans
Protecting employee
health and safety
Supporting remote
workers
Managing
communication
Facilitating employee
collaboration

SAP, HXM, and the Intelligent Enterprise

One Vision. One Intelligent Platform. One Human Experience.

Infusing HXM with the power of the Intelligent Enterprise bridges across the business into areas such as finance,
procurement, travel and expenses, and more. After all, people experiences transcend beyond HR. Direct links between
supply chain, finance, sales, manufacturing and point-of-sale systems, and HR systems can support things such as
training, development, staffing, collaboration, performance management, and compensation.

And when you intelligently integrate HR with enterprise business processes and user experiences, you can go from
disjointed processes, siloed actions, and lack of insight . . .

Human
resources
Latency
Inaccuracy
Complexity
Disjointed processes, siloed actions, and lack of insight
Enterprise
business
processes


. . . to unprecedented, real-time workforce insight and impact.

Human
resources
Workforce insight and impact
Cohesive
experiences
that improve
engagement
People strategies
linked to business
priorities
Increased
organizational
agility
Enterprise
business
processes
Intelligently connected data, processes, and user experience

As shown in the figure below, these real-time insights about key workforce attributes can have a huge impact
on business performance.

Human resource data
Business processes
Talent data
Availability, skills and qualifications,
performance and potential, motives
and interests
Demographic data
Location, gender, ethnicity, and age
Cost data
Payroll, benefits, travel, and assigned
IT resources
Experience data
Engagement and satisfaction
Employee ID
Contractor ID
Role or position ID
(Including unified roles)
Group data structures
Department and team, geography,
location, shift, cost center
Finance data
Profit and sales, operational costs,
and travel costs
Supply chain and manufacturing data
Production volume, quality, and accidents
Customer data
Experience, satisfaction, engagement
and contacts, purchases and actions


This is the power of the Intelligent Enterprise where HR and people engagement drive organizational success through:

Cohesive work experiences
that improve engagement
People strategies linked to
business priorities
Increased organizational
agility

So, how can you better understand your employees and deliver truly individualized experiences that keep them
engaged, productive, and aligned with business objectives?

You can do this by putting HXM into practice with the recruit-to-retire process at the heart of the Intelligent Enterprise. This end-to-end
scenario enables leaders to understand, manage, and optimize all aspects of their workforce – employees and external workers – in line
with business objectives and with clear financial impact. At the same time, it enables companies to create a workforce experience that
increases engagement and performance.

BUSINESS NETWORK
Customer
Manufacturing &
Supply Chain
Finance &
Procurement
Human
Resources
BUSINESS PROCESS INTELLIGENCE
LEAD TO CASH
DESIGN TO OPERATE
SOURCE TO PAY
RECRUIT TO RETIRE
Business Process
AND MULTIPLE SUBPROCESSES
EXPERIENCE MANAGEMENT
Intelligent Cloud
Industry Cloud
SUSTAINABILITY MANAGEMENT
Business Technology platform
Applications
Technology
SAP DATA CENTER OR HYPERSCALER
INFRASTRUCTURE

One Human-Centered Experience – From Recruit to Retire

SAP delivers an intelligent, integrated recruit-to-retire business
process that spans the planning, staffing, onboarding, working,
paying, and closing of projects and financial statements. It’s at
the heart of the Intelligent Enterprise.

With an intelligent recruit-to-retire process integrated across
your intelligent enterprise, you can:

Provide richer and more consistent employee experiences
Increase productivity across operations by linking people strategies
to business priorities and aligning goals for each employee
Blend and analyze live enterprise-wide data to enable effective
organizational plans and workforce decisions for your total
workforce, including external workers
Quickly respond to short-term needs with accurate assessments
and what-if scenarios
Effectively measure top- and bottom-line impact by allocating
costs and delivering real-time financial accuracy
PLANNING
Workforce planning
Organization generates
a plan by modeling the
demand for talent
Travel budget planning
Budgets are planned and
assigned
Project planning
Individual project planners
identify needs
STAFFING
Identify internal talent
Search for existing
resources with the
required skills
Recruit new hires
Open requisitions, find
candidates, make offers
Source contingent workers
Open requisitions, create a
PO, work with suppliers
ONBOARDING
Complete paperwork
and receive equipment
Receive training, meet team members, and so on
WORKING
Approve expenses:
Request, book, travel,
capture receipts, and
monitor against
policies
Submit and
approve
time sheets
Provide feedback
and complete
ongoing skills
assessments
Deliver ongoing
training and
development
Monitor deliverables,
costs (including
travel), and margins,
and close quarter end
PAYING
Pay internal employees
through payroll, and
reimburse for travel
Process invoices from
suppliers for contingent
workers and travel agencies;
pay corporate cards
CLOSING
Update financial
statements, and make
corrections as needed
Submit final time and
expenses and close project
Offboard internal and
external resources

Technical integration suite qualities enable end-to-end business-process integration. Holistic integration of both technology and business processes accelerates the speed of innovation, lowers the efforts for integration, and reduces the complexity of operations.

Aligned domain models: SAP-to-
SAP integrations are simplified with
aligned data models, central master
data services, and common integration
patterns. This results in consistent,
high-quality data across all solutions
and prepackaged integration.
Consistent security and identity
management: Simplify system
access for everyone with consistent
identity provisioning and
authentication procedures for the
intelligent suite. This improves the
user experience and strengthens
compliance and security.
Seamless user experience: Users
gain a consistent user experience
across multiple applications,
enabling an improved employee
that increases engagement and
reduces time required for training
and onboarding.
Embedded and cross-product
analytics: Use SAP Analytics Cloud
to give people one consistent
approach for all analytical use
cases of the intelligent suite.
Across all lines of business, people
receive actionable insights in the
context of business processes so
they can make smarter and faster
data-driven decisions.
End-to-end process blueprints:
Gain a consistent overview of
end-to-end business processes
supported by the intelligent
suite to accelerate planning and
implementation projects and
decrease cost and risk.
Coordinated lifecycle management:
Use a comprehensive tool to manage
implementations and operations
across the intelligent suite – and
benefit from faster implementations,
more-reliable operations, and
accelerated innovation.
previous
Next
Aligned domain models
Aligned domain models
SAP-to-SAP integrations are simplified with aligned data models, central master data services, and common integration patterns. This results in consistent, high-quality data across all solutions and prepackaged integration.
End-to-end process blueprints
End-to-end process blueprints
Gain a consistent overview of end-to-end business processes supported by the intelligent suite to accelerate planning and implementation projects and decrease cost and risk.
Embedded and
cross-product analytics
Embedded and
cross-product analytics
Use SAP Analytics Cloud to give people one consistent approach for all analytical use cases of the intelligent suite. Across all lines of business, people receive actionable insights in the context of business processes so they can make smarter and faster data-driven decisions.
Seamless user experience
Seamless user experience
Users gain a consistent user experience across multiple applications, enabling an improved employee that increases engagement and reduces time required for training and onboarding.
Consistent security
and identity management
Consistent security
and identity management
Simplify system access for everyone with consistent identity provisioning and authentication procedures for the intelligent suite. This improves the user experience and strengthens compliance and security.
Coordinated lifecycle
management
Coordinated lifecycle management
Use a comprehensive tool to manage implementations and operations across the intelligent suite – and benefit from faster implementations, more-reliable operations, and accelerated innovation.
What's the
value for C-level
executives?
CHRO
Chief human resources officer
  • Rapidly allocate staff as needed across all lines of
    business
  • Measure HR impact on business outcomes
  • Create a single view of each employee, linking HR and
    operational data
  • Move from administrative HR to data-driven operations
  • Have enterprise-wide visibility into people skills
  • Drive new business models through reskilling
  • Effectively deal with cost pressures and limited
    resources
  • Easily identify and develop leadership talent
What's the
value for C-level
executives?
CIO
Chief information officer
  • Deliver line-of-business requests with speed and agility
  • Reduce risks across the global enterprise
  • Decrease training and change management
    requirements
  • Provide mobile capabilities to your entire workforce
  • Create a simplified landscape and improve adoption
  • Get real-time global enterprise insights
  • Deploy faster and with greater extensibility
  • Use core design principles of the Intelligent Enterprise
What's the
value for C-level
executives?
COO
Chief operating officer
  • Gain insights into what changes are required in your
    strategy
  • Win the war for talent consistently
  • Improve customer satisfaction
  • Improve global organizational mobility to support
    business growth
  • Minimize risks in a rapidly changing business
    environment
  • Measure and improve customer satisfaction
  • Drill down into real-time detailed cost information
    across the organization
  • Ensure the right people are in the right role at the
    right time
  • Accelerate the speed of entering new markets and
    launching new products
What's the
value for C-level
executives?
CFO
Chief financial officer
  • Foster growth and implement cost-conscious behavior
  • Determine the full ROI of people spend
  • Align total rewards to business performance
  • Measure the effect of HR costs on business outcomes
  • Map people expenses to cost centers and grants
  • Reliably track the cost of not filling a position
  • Track staff underutilization in real time
  • Confidently manage data privacy and compliance

Diving Deeper: Explore Supported Subprocesses

To understand how SAP delivers an integrated recruit-to-retire business process, let’s explore the three subprocesses
this end-to-end scenario supports across the Intelligent Enterprise:

Recruit to Retire

Plan

Staff

Onboard

Work

Travel

Pay and
close
Hire to Retire
Lifecycle of an employee Click to learn more
Travel to Reimburse
Travel and expense management Click to learn more
External Workforce
Lifecycle of an external worker Click to learn more
SAP SuccessFactors
solutions
SAP S/4HANA
Cloud
SAP Concur
solutions
SAP Fieldglass
solutions
SAP Analytics
Cloud

Hire to Retire: Transforming the Lifecycle of an Employee

This subprocess enables the end-to-end business
process for planning for, sourcing, and managing
employees so you can:
  • Facilitate a holistic talent strategy to achieve agility
    and game-changing business outcomes
  • Deliver exceptional people experiences to
    transform your business results
What’s the value to you?
  • Gain a real-time, single line of sight on employees
  • Improve compliance globally
  • Increase productivity in operations
  • Improve the process efficiency of payroll and
    invoice payments
  • Enable proactive compliance management
    and risk mitigation for all workers
  • Provide rich employee experiences – for example,
    during onboarding
  • Link people strategies to business priorities so
    goals for all workers are aligned across the
    organization
PLANNING
Workforce planning
Organization generates
a plan by modeling the
demand for talent
Travel budget planning
Budgets are planned and
assigned
Project planning
Individual project planners
identify needs
STAFFING
Identify internal talent
Search for existing
resources with the
required skills
Recruit new hires
Open requisitions, find
candidates, make offers
Source contingent workers
Open requisitions, create a
PO, work with suppliers
ONBOARDING
Complete paperwork
and receive equipment
Receive training, meet team members, and so on
WORKING
Approve expenses:
Request, book, travel,
capture receipts, and
monitor against
policies
Submit and
approve
time sheets
Provide feedback
and complete
ongoing skills
assessments
Deliver ongoing
training and
development
Monitor deliverables,
costs (including
travel), and margins,
and close quarter end
PAYING
Pay internal employees
through payroll, and
reimburse for travel
Process invoices from
suppliers for contingent
workers and travel agencies;
pay corporate cards
CLOSING
Update financial
statements, and make
corrections as needed
Submit final time and
expenses and close project
Offboard internal and
external resources

Travel to Reimburse: Transforming Travel and Expense Management

The travel-to-reimburse subprocess helps you:
  • Manage the end-to-end business process of travel
    booking and employee-initiated spend
    management
  • Automate and integrate travel and spend data
    regardless of where spend happens
  • Gain deep insights to make intelligent spend
    decisions
What’s the value to you?
  • Provide a richer, simpler, employee-centered
    experience for booking and expensing travel
  • Reimburse travel expenses faster and more
    accurately for happier employees
  • Empower managers to approve travel requests
    and expense reports anytime, anywhere
  • Strengthen employee compliance with a company
    travel and expense policy
  • Reduce IT costs with improved integration
    capabilities
  • Deliver a consistent, efficient experience that
    makes employees happier and more productive
ADMINISTRATION
Setup
connectivity
Wizard-driven
setup
Transfer of cost
objects
Cost center, sales
over, network, work
breakdown structure
elements
Onboarding
Transfer of
employee data
inclusive of
cost object
assignments
Budget planning
Budgets
understood and
assigned
Offline documentation
communication
monitoring
(Connectivity, object
based)
TRAVEL
Update cost center
forecast and budget
Book travel
Check budget
Including potential
approval
EXPENSE
Capture
receipts
Maintain
expense
report
Approve
expense
report
Submit
expense
report
Change
expense
report
Update
expense
report status
REIMBURSEMENT
FINANCIAL SYSTEM
Payment run
Payroll posting
if needed
Expense report
posted and receipts
added to the posting

External Workforce: Lifecycle of an External Worker

The external workforce subprocess enables a holistic
approach to talent acquisition and redeployment.
It supports all types of talent, including external
contract workers.

What’s the value to you?
  • Gain visibility into the value of your external
    workforce in terms of cost (how much is being
    spent and on what) and quality (how well is work
    being performed)
  • Avoid security breaches and compliance violations
    with embedded controls around security (who is in
    what facilities) and compliance (are tax and labor
    regulations followed)
  • Streamline processes to accomplish more by
    boosting efficiency (are processes running
    smoothly and have manual work-arounds been
    eliminated) and ease of use (how intuitive is the
    user interface and is it in the correct language)
TALENT ACQUISITION
Request
position
Manage job
requisition
Collaborate
with suppliers
and partners
Source
and recruit
candidates
Screen
and select
candidates
Manage
purchase
requisition
Manage
purchase
order
ONBOARDING
Onboard external
worker
WORKING
Time
management:
record activities
Manage
external worker data
Manage
assignment data
Manage HR
reports
PAYING
Process
payments
Process accounts
payable
Process supplier
invoice
Manage
service entry
sheet
CLOSING
Offboard external
worker

Top 10 Reasons Recruit to Retire Works

Reason 1: A new level of HR
Experience wins with the human experience suite of solutions
from SAP, shifting from transaction-based HR processes to
simple, end-to-end, engaging employee experiences.
Reason 2: Visibility, insight, and intelligence
Get visibility into all your talent, workforce impact, and HR
costs. Gain insight into data from across the business,
applying artificial intelligence for planning.
Reason 3: Collaboration across boundaries
Foster collaboration and social networking, reimagine processes,
and connect HR, finance, procurement, and other business
solutions on a flexible, scalable digital platform.
Reason 4: A leader
Partner with a company whose solutions have been
positioned as leaders in the market report for Gartner Magic
Quadrant for Cloud HCM Suites since its inception in 2016.
Reason 5: Next-generation experience
Create engaging, people-first, intelligent workplace experiences
across all devices that increase engagement and boost
productivity.
Reason 6: Global scale and compliance
Branch into new markets and localize your HR to meet
the needs of your business and your people everywhere.
Reason 7: Unlimited possibilities
Combine dynamic solutions through a common
architecture with the power of an integrated suite and the
extended value of third-party solutions.
Reason 8: Business transformation
Run, grow, and transform all aspects of your business with an
intelligent and orchestrated end-to-end process that helps you
manage employees and the external workforce.
Reason 9: Open and extensible
Take advantage of rapid innovation, lower infrastructure costs,
and improved scalability with an open software architecture
based on SAP Business Technology Platform.
Reason 10: Breadth and depth
Enhance your success as you align your enterprise and people
priorities and support them with a full suite of comprehensive,
intelligent business and HR solutions and an extensive partner
ecosystem.

Start Your Journey to HXM and the Intelligent Enterprise

Intelligent enterprises are integrated enterprises.
Christian Klein, CEO, SAP SE

Start your journey to HXM and the Intelligent Enterprise today. Putting employee needs, wants, and aspirations at the center –
and infusing HXM with the power of the Intelligent Enterprise to bridge across areas of your business – enables you to:

  • Improve adaptability, responsiveness, planning, and staffing with unified visibility
  • Maximize performance by connecting people strategy with financial outcomes
  • Increase engagement with cohesive experiences

Hear from SAP customers on HXM and the Intelligent Enterprise

2,000
Manual entries eliminated annually
through self-service and workflow
automation for 6,000 personnel actions
Eskenazi Health: How Can
Standardized Business Processes
and Centralized Data Reduce Admin
and Help Patients?
30%
Reduction in recruitment time
FRoSTA: Engaging Employees to
Reduce Environmental Impact and
Build a More Sustainable Future
90%
Improvement of the employee
experience
Power International Holding:
Building a Data-Driven Digital
Enterprise for Future Success
5 seconds
Time to run an average core process,
down from 5 minutes
PROMESA: Building an Intelligent
Enterprise to Engage Customers
and Employees
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