LAS VEGAS — HR leaders have often looked to benchmarking to compare their organization’s performance against industry peers and help their CEO and senior executives understand the financial and strategic impact of their function. Today, SAP SE released an updated version of its People and Talent Benchmarking Survey, a complimentary, leading benchmarking solution designed for HR. Leveraging new peer group insights that are enabled by cloud-based solution offerings from SAP, HR leaders can more effectively assess their current organizational performance and uncover additional value potential in human capital management. The announcement was made at SuccessConnect 2014, being held September 9-11 in Las Vegas.

“Every business decision the CEO makes has a human impact,” said Ken Pearson, global head of HR Industry Value Engineering, SAP. “HR leaders need to be able to identify that impact and design a future-focused approach that delivers quantifiable business results. Our benchmarking and industry value engineering services provide the framework to support and advise on positive change and help quantify the potential outcome.”

SAP has one of the largest and most robust benchmarking programs in the world with more than 2,000 KPIs/best practices, over 15,000 participants and more than 4,000 companies. Organizations participating in the confidential People and Talent Benchmarking Survey receive a customized benchmark report detailing their performance against an aggregated set of relevant peers. They can use this information to assess their performance and help identify areas of opportunity before, after or during a business transformation or as part of a continuous improvement program.

The People and Talent Benchmarking Survey can help organizations to:

  • Measure competitiveness against peers
  • Uncover value potential and identify targets
  • Develop deeper understanding of situation and challenges
  • Provide hard evidence to support decision making
  • Provide a basis to track value over time

“SAP’s benchmarking program is a powerful tool for all ASUG members who want to better utilize the technology they’ve already purchased and get insight for future implementations,” said Geoff Scott, CEO of the Americas’ SAP Users’ Group. “This is especially critical with HR, as organizations examine SAP’s expanding on-premise and cloud portfolios, and have to determine where they can get the most value for their SAP investment both now and in the future. I encourage all ASUG members to tap into this worthy and complimentary survey from SAP.”

To learn more about this complimentary service and register, please go here: www.sap.com/HCM-survey

For more information, visit the SAP News Center. Follow SAP on Twitter at @sapnews.

For more information, press only:
Bri Vellis, (650) 645-2544, bri.vellis@sap.com, PDT
SAP News Center press room; press@sap.com
Adam Novak, PAN Communications, (617) 502-4326, anovak@pancomm.com, EDT

Any statements contained in this document that are not historical facts are forward-looking statements as defined in the U.S. Private Securities Litigation Reform Act of 1995. Words such as “anticipate,” “believe,” “estimate,” “expect,” “forecast,” “intend,” “may,” “plan,” “project,” “predict,” “should” and “will” and similar expressions as they relate to SAP are intended to identify such forward-looking statements. SAP undertakes no obligation to publicly update or revise any forward-looking statements. All forward-looking statements are subject to various risks and uncertainties that could cause actual results to differ materially from expectations. The factors that could affect SAP’s future financial results are discussed more fully in SAP’s filings with the U.S. Securities and Exchange Commission (“SEC”), including SAP’s most recent Annual Report on Form 20-F filed with the SEC. Readers are cautioned not to place undue reliance on these forward-looking statements, which speak only as of their dates.