A featured contribution from Leadership Perspectives, a curated forum for enterprise technology leaders, nominated by our subscribers and vetted by the CIOApplications Editorial Board.

Adidas

Overcoming Hr Tech Challenges With New Approaches

João Silva Pinto, senior director of software engineering at Adidas, draws upon his deep-rotted technology expertise to lead the global operations with technical teams on SAP multi-project complex environments. Driven by a passion for technology, he has over 15 years of experience in IT and specializes in cutting-edge technologies such as robotic process automation (RPA), augmented reality (AR), machine learning (ML), IoT, and blockchain. At Adidas, he is currently leading a tech hub in Porto and heads a community of 120 people, including an HR tech team working on optimizing platforms.

Standardizing the processes as much as possible and leveraging AI to automate routine tasks assist HR teams in focusing on more strategic and high-priority tasks and optimizing the workforce


What are some of the challenges prevailing in the HR sector today?

The primary challenge companies face today is the lack of talent to operate technology amidst the soaring industry demands. With digital and technological transformation gaining momentum, especially post-pandemic, the need for tech talent is more urgent than ever. As a result, the need for advanced tools to help organizations attract and retain top talent is now more pronounced than ever.

While tools such as Workday or SAP are widely used in the industry, they often lack features for essential functionalities, such as bringing in external vendors or headhunters to support internal hiring. Companies also often struggle with scaling up their teams and planning for proper replacements or succession within a certain team.

In most cases, the issue is not with the tools themselves but how they are used. Many end-users fail to consolidate all necessary data, generate accurate reporting, and support proactive talent replacement.

As such, end-users still lack an understanding of how technology can be leveraged to streamline talent acquisition and ease the process of finding the right candidate for any given role.

What are some of the mitigation strategies being employed by the companies your worked with to address the challenges the customers face?

Most companies are currently undergoing a transformation journey. Primary aim should be to optimize and standardize HR processes globally to the best of our abilities while accounting for local specifications. Several companies are launching large-scale programs focusing on standardizing and streamlining their HR processes by adopting new tools. We at adidas use our SAP SuccessFactors as much as possible to support recruiting, learning, and employee self-service.

Our employee central suite facilitates users to update their personal data, reducing their reliance on HR teams for minute changes, such as updating an address or name. Giving people the autonomy to make these changes themselves, with the right education and user-friendly tools, is the way to go. We are in the midst of this transformation journey. While it's a long-term process, we are already defining the pilot for our template and rolling it out in each market and country.

While most things can be streamlined in HR processes, payroll remains challenging for companies. It's difficult to follow a global approach to payroll because it may not make sense from a license or maintenance perspective, as organizations have small teams in certain markets. In such cases, it's more feasible to outsource that part of payroll management. We have to take many factors into account to standardize payroll.

Are there any upcoming technologies or approaches in your sector that have the potential to revolutionize the industry?

I am currently focused on two key areas: SAP SuccessFactors and comprehensive data collection. We are adopting the latest and most advanced models the Suite offers to ensure optimal operation. The self-service feature empowers individual employees to verify certain aspects and maintain their data, particularly in reporting.

As a manager, I often encounter difficulties in recruitment processes when attempting to report on comprehensive data, such as the number of hires made in Portugal and the conversion rate of applicants to hires. However, the new implementation of SAP is anticipated to provide improved analytical capabilities and automate reporting with minimal configurations and adjustments, significantly simplifying the senior management's work. This will promote better decisions based on accurate data, further enhancing the company's overall performance.

What is your sage advice for budding entrepreneurs in the field?

I recommend standardizing the HR processes rather than re-engineering them to streamline recruitment, career development, and succession planning. The industry already has numerous software solutions for creating career paths and boosting employee growth, eliminating the need to build a technology solution from scratch. Overcomplicating and re-engineering HR processes can lead to usability and maintenance issues. Standardizing the processes as much as possible and leveraging AI to automate routine tasks assist HR teams in focusing on more strategic and high-priority tasks and optimizing the workforce.

The articles from these contributors are based on their personal expertise and viewpoints, and do not necessarily reflect the opinions of their employers or affiliated organizations.