Dr. Autumn Krauss, Chief Scientist for SAP SuccessFactors, provides an overview of the first pillar of the predictions report by the Future of Work Research Lab: The Future of Working.

This pillar explores how AI will reshape the nature of jobs and tasks, disrupting and redesigning roles while also impacting how humans think and collaborate.

Get The Road Ahead: Predictions and Possibilities for the Future of Work report: https://sap.to/60537s

#SuccessFactors #FutureOfWork

In this SAP TechEd demo, we show how teams build and extend agents that are grounded in SAP business context and safely orchestrate end-to-end work on SAP Business Technology Platform (SAP BTP). You’ll see how to define agent goals and tools, connect to SAP and non-SAP systems, and enforce guardrails with centralized governance and observability.

We highlight what’s new for developers: custom agent building in Joule Studio (GA in December) with AI-assisted design, system-triggered agents, extensibility of SAP-delivered Joule Agents, centralized monitoring, and support for Agent-to-Agent (A2A) protocol and Model Context Protocol (MCP) for open interoperability. These updates help teams compose capabilities quickly while keeping security and compliance intact.

For data-rich agents, MCP support for SAP HANA Cloud enables direct access to multi-model engines, plus automatic knowledge graph generation from HANA metadata and agentic long-term memory – so agents retain context over time and reason across relationships.

We also touch on developer velocity: Joule for Developers enhancements (e.g., ABAP AI-assisted development and AI-driven custom code migration) and new local MCP servers for SAP Build and a VS Code extension, letting you use preferred tools and code assistants while staying aligned to clean-core principles.

Finally, we cover connectivity: SAP Integration Suite innovations, including API management with intelligent healing and an MCP Gateway to expose APIs and integration flows as agent-consumable tools – standardizing discovery, governance, and security across your landscape.

Whether you’re an architect, backend engineer, or platform owner, this demo gives you a pragmatic path to agent extensibility—build faster, extend safely, and govern at scale on SAP BTP.

Speaker: Karishma Kapur, Demo Expert, SAP

00:02 – Pick top 5; Altinova opportunity & currency risk
00:32 – Call Accounts Receivable agent to assess customer
00:52 – Extend in Joule Studio & SAP Build (create project, select AR Agent)
01:28 – Add tools/docs & FX-rate skills; ground with policies and live data
02:07 – Test mode: run extension → policy considered, FX risk shown; timeline transparency

Watch all SAP TechEd replays: https://sap.to/605573Ugx
Explore Joule Studio: https://sap.to/605673UgI

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About SAP:
As a global leader in enterprise applications and business AI, SAP stands at the nexus of business and technology. For over 50 years, organizations have trusted SAP to bring out their best by uniting business-critical operations spanning finance, procurement, HR, supply chain, and customer experience. For more information, visit: https://sap.to/605173UgN

#SAPTechEd #BusinessAI #AIAgents

Tired of AI keynote hype? AI AI AI AI AI.

At SAP TechEd, we’re focused on practical AI that actually helps developers with less noise, more tools that make work easier. Jump in: https://sap.to/60597MNyS

#SAPTechEd #BusinessAI

See how SAP Logistics Management (LM) helps companies run smarter, faster, and more connected logistics operations.

Discover SAP Logistics Management (LM) — SAP’s new, cloud-native solution designed to orchestrate and optimize logistics operations across the entire supply chain.

In this video, you’ll see how one customer uses SAP Logistics Management to transform a small warehouse into a smart, connected logistics hub. With built-in AI, automation, and real-time insights, they’ve achieved seamless coordination between people, systems, and assets — increasing productivity, accuracy, and responsiveness.

SAP Logistics Management brings together order orchestration, transportation, and warehouse management into one intelligent platform. From inbound to outbound, the solution provides end-to-end visibility and real-time decision-making, helping organizations scale efficiently and respond dynamically to change.

Launched October 7, SAP Logistics Management empowers businesses to:
– Orchestrate operations across multiple logistics functions with AI-driven insights.
– Automate manual workflows to improve speed, accuracy, and resource utilization.
– Gain real-time visibility into performance, inventory, and delivery execution.
– Accelerate digital transformation with a cloud-native, scalable foundation on SAP Business Technology Platform.

Whether managing a local warehouse or a global network, SAP Logistics Management enables organizations to move from reactive logistics to proactive orchestration — turning complexity into competitive advantage.

00:00 – Introduction
00:32 – The Customer Story
01:10 – Intelligent Automation in Action
02:05 – From Warehouse to Smart Logistics Center
03:00 – Real-Time Insights and Orchestration
03:45 – The Future of Logistics Management
04:10 – Call to Action

Learn more about SAP Logistics Management and how it can help you run logistics operations smarter and faster: https://sap.to/6054AAO3o

#SAP #LogisticsManagement #SupplyChain

See how AI-enabled SAP SuccessFactors HCM transforms HR for the future of work.

Lead HR with confidence using the latest innovations from SAP SuccessFactors Human Capital Management (HCM). In this 2H 2025 release, we’re advancing our vision of AI-powered, people-centric HR—helping organizations turn every employee into a success story and every moment of change into opportunity.

In this video, our experts walk you through the most important updates across the SAP SuccessFactors HCM suite. You’ll learn how new AI capabilities, enhanced experiences, and data-driven insights are helping HR leaders simplify operations, strengthen workforce agility, and drive business impact.

Highlights include:
– AI-Enabled Talent Intelligence Hub – personalize learning and career growth with generative AI that matches skills, roles, and aspirations.
– Enhanced Employee Central Capabilities – improve data accuracy and manage organizational changes with greater efficiency.
– Continuous Performance Management Updates – empower managers and employees to collaborate on meaningful goals and real-time feedback.
– New Workforce Analytics Dashboards – turn HR data into actionable insights for more confident decision-making.

0:06 – Introduction
0:34 – People Intelligence in SAP Business Data Cloud
1:04 – SAP SuccessFactors Workforce Scheduling
1:13 – Geofencing in SAP SuccessFactors Time Tracking
1:19 – FMLA support in SAP SuccessFactors Employee Central
1:27 – Performance and Goals Agent
1:39 – Integrated business rules in performance management
1:49 – Ad-hoc, off-cycle payroll processing in payroll control center
2:05 – Explain-my-pay use case in Joule
2:16 – People-based model for talent and learning
2:32 – Skills-based successor recommendations
2:46 – Updated home page
2:56 – Closing

Catch up on the full SAP SuccessFactors releases and road maps: https://sap.to/6055ALYQX

SAP SuccessFactors continues to combine AI innovation with trusted global expertise, delivering a complete HCM solution built for agility, inclusion, and long-term success. Learn more: https://sap.to/6057ALYQZ

#SAPSuccessFactors #HCM #BusinessAI

Management has long been treated as the default marker of professional success. Moving into leadership is often seen as a sign of growth and the next logical step for high performers. But for many, this assumption that career progression must lead to people management can leave talented individual contributors feeling misaligned with their passions and strengths.

Take this common pattern: a brilliant software engineer gets promoted to team lead, only to find the new role demands completely different skills. Technical expertise doesn’t always translate into leadership success. Managing people requires mentoring, conflict resolution, and strategic decision-making—skills that aren’t always developed in technical roles.

When companies push top performers into management without proper support or alternatives, they risk losing great individual performers, like engineers or developers, and gaining ineffective managers. As a result, some employees may feel disconnected from the work they love, and stepping back can feel like failure rather than a strategic career choice.

This default move to management can often be a symptom of an organization’s professional learning gaps, where high-performing individual contributors can plateau because structured learning paths for deepening expertise are missing. Plus, it can often be a moment where professional learning is missing and newly minted managers aren’t provided with the proper management training, which sets both individuals and teams up for struggle. Professional learning plays a critical role in this juncture of individuals’ careers, and being able to provide the appropriate learning in this moment is crucial.

The case for dual career paths

Not everyone is cut out for—or interested in—management. A 2024 survey by CoderPad found that 36% of tech workers have no interest in taking on managerial responsibilities. Some professionals thrive as individual contributors, while others excel as people managers, technical leads, or mentors. Recognizing this, forward-thinking companies offer a genuine choice: pursue a management career or deepen expertise as a specialist. This dual-ladder system allows growth that aligns with their strengths, interests, and motivation.

Retaining talent by valuing expertise

Providing both management and expert career paths does more than boost job satisfaction; it helps retain top talent. When employees see a future that matches their interests, they are more likely to stay, contribute at a higher level, and innovate. It also fosters a culture of continuous learning, where growth isn’t reserved for those who manage others.

Organizations don’t just need boardroom executives or “managers of managers”; they need top performers at every level. That means intentionally creating and rewarding non‑managerial opportunities—with clear progression, pay parity, and visibility.

Supporting employees in finding their path

Effective support for career choice goes beyond general promises of opportunity and structures on paper. Organizations need a clear distinction between management and expert tracks, defined criteria for progression, protected time for learning, and leaders equipped to coach learning and development across both tracks. It also calls for clarity on which competencies are evolving in both leadership and expert roles, ensuring development targets skills, not titles.

Turning that clarity into impact requires a learning infrastructure: curated curricula, mentoring, communities of practice, and visible milestones that normalize expert development. In the SAP context, SAP Learning Journeys and skill-validation programs provide organized resources that can support building and maintaining skills over time, enabling development at different depths and paces, independent of title changes. SAP Certifications serve as neutral milestones that can validate skills, increase transparency, and make expert progression comparable to managerial advancement.