Earlier this year, SAP announced a new cloud subscription offering, SAP ERP, private edition, transition option, which is designed to help our largest and most complex customers plan and execute on their cloud transformation strategy.

Since these first announcements in February and March, we have received encouraging feedback from the SAP community.

Today, we are providing additional details about this offering to better support our customers and partners in evaluating it as part of their RISE with SAP transformation journey. We’re also pleased to share that customers that subscribe to a new instance of SAP ERP, private edition in 2025 – or have done so already – can take advantage of a special promotion for SAP ERP, private edition, transition option.

What is SAP ERP, private edition, transition option?

As part of the RISE with SAP journey, many organizations are transitioning to SAP S/4HANA Cloud Private Edition and SAP S/4HANA Cloud Public Edition to modernize their operations and stay competitive. SAP recognizes that our largest and most complex SAP ERP customers may not be able to complete this transformation by the end of extended maintenance for their installed SAP Business Suite 7 in 2030.

To support these customers, SAP has introduced SAP ERP, private edition, transition option – a time-bound subscription offering designed to provide business continuity from 2031 to 2033 while enabling a structured path to SAP Cloud ERP or SAP Cloud ERP Private.

The offering includes an SAP ERP cloud subscription for specified products – centered around SAP ERP Central Component on SAP HANA – and is combined with services designed to facilitate the transition to RISE with SAP via the max success plan (to be generally available in January 2026). It will help customers focus on the setup and optimization of their new and future system landscape. Business continuity services will cover elements like legal changes, security patches, and bug fixing. The specifics of which products are eligible are detailed in SAP Note 3591251.

Key prerequisites for adopting this offering

To take advantage of the SAP ERP, private edition, transition option, there are a few prerequisites to keep in mind:

1. Move to SAP ERP, private edition: Systems must be migrated to SAP ERP, private edition on SAP HANA before December 31, 2030.  SAP strongly recommends this move now in order to start preparing systems based on the additional prerequisites outlined below.
2. Database requirement: SAP HANA will be the only supported database for this offering.
3. System size: Minimum 2 TB for systems subscribed with SAP ERP, private edition, transition option.
4. Technical readiness: Systems must be prepared for the transition option, namely mitigation coverage for products not included in the new option. See SAP Note 3591251 for details.
5. Max success plan: The transition option is only available in combination with the max success plan during 2031-2033, including additional transformation services. This success plan will be generally available in January 2026.

Pricing and promotions

SAP ERP, private edition, transition option will be a new subscription, priced at an uplift compared to the SAP ERP, private edition pricing valid end of 2030. The detailed conditions are outlined below:

SAP is offering a special promotion for customers that commit to SAP ERP, private edition by the end of 2025 or have done so already. These early adopters will be eligible to adopt the SAP ERP, private edition, transition option in 2031 under commercially equivalent terms to their then existing subscription.

Customers that sign up for SAP ERP, private edition in 2026 will receive a standard 20 percent uplift in pricing when switching to the transition option in 2031. For those who sign up in 2027 or later, the uplift is not yet disclosed, final pricing will be communicated only closer to availability to purchase in 2028. 

In all cases above, the max success plan fee will come in addition to the respective final price of the SAP ERP, private edition, transition option.

Call to action

Now is the time to act. If your organization anticipates needing more time beyond 2030 to complete its transformation to SAP Cloud ERP or SAP Cloud ERP Private, taking the first step in 2025 is critical. Here’s why:

• Secure the 2025 promotion: Customers that sign up for SAP ERP, private edition by the end of 2025 (with a start date no later than 2026) will be eligible for a 1:1 move to the SAP ERP, private edition, transition option in 2031 — without any uplift. This provides a significant financial advantage and provides cost predictability for long-term planning.
• Gain valuable lead time to prepare your systems and teams: Moving now to SAP ERP, private edition allows your organization to address technical prerequisites – such as migrating to SAP HANA and mitigating unsupported technologies like Java – at a manageable pace. It also gives your teams time to align on transformation goals and build internal readiness.
• Reduce risk with a phased, structured transformation path: Starting now enables a smoother journey: first moving to SAP ERP, private edition, then leveraging the transition option if needed, and ultimately adopting SAP Cloud ERP or SAP Cloud ERP Private. This phased approach minimizes disruption and supports continuous business operations.
• Ensure eligibility for the transition option: The transition option will only be available to customers that have already moved their systems to SAP ERP, private edition before the end of 2030. Acting now guarantees that your organization meets this prerequisite.

For most of our customers planning to complete their transformation by 2030, this option won’t be necessary. Nevertheless, this option is tailored for those requiring additional time and support due to the complexity of their systems.

Learn more

To learn more about this offering, please refer to the following resources:

• Visit this SAP Support Portal page and SAP Note 3591251.
• Reach out to your SAP account executive or partner contact to discuss how the SAP ERP, private edition, transition option fits into your transformation strategy.
• On the future direction of the SAP Services and Support portfolio, including the max success plan to be available in January 2026, see here.

Stefan Steinle is executive vice president and head of Customer Support & Cloud Lifecycle Management at SAP.

In today’s rapidly evolving workforce, onboarding new employees efficiently has become a critical competitive advantage. Every extra week it takes to train an employee is a week of lost productivity.

The rise of AI is an opportunity not just to speed up learning, but to drive lasting organizational efficiency. A 2024 global survey by consulting firm Cegos found that 44 percent of employees already use AI-based learning, and 81 percent of HR leaders are integrating or planning to implement such technologies. This underscores the widespread adoption of AI in corporate learning, but it also raises a vital question: How can organizations ensure that the speed of learning does not come at the expense of depth and sustainability?

Time to competency matters

In corporate learning, time to competency is a central concept. It refers to the time it takes for employees to acquire the skills, knowledge, and confidence to perform their job effectively and independently. It is a critical metric, as shortening time to competency can boost productivity, reduce training costs, and provide a competitive edge. However, accelerated learning may prove counterproductive if the acquired knowledge is superficial or unsustainable.

AI is reshaping the learning experience

Whereas the human ability to learn has developed over millennia, AI capabilities have been developing in leaps and bounds over just a few years. When properly aligned with the best practices in how we learn, AI can transform the learning experience through three key dimensions: personalization, practice, and measurement. Consider, for instance, how field enablement for new sales employees demonstrates these dimensions in practice.

Personalized learning journeys drive engagement

First, AI-powered personalization drives higher engagement. Generative AI tools can help learners explore complex topics based on individual knowledge gaps. In the case of sales professionals, AI can analyze performance patterns and knowledge levels to create customized learning paths that focus precisely on the skills each individual needs to develop — whether product knowledge, negotiation techniques, or objection handling. This personalized approach leads to significantly greater knowledge retention and application as learning experiences become directly relevant to the role.

Accelerating skill development through simulated practice

Second, practice-based learning accelerates onboarding and skill acquisition. For example, sales professionals can use AI-powered simulators to practice customer conversations with virtual buyers who respond naturally to different pitches and approaches, while receiving instant feedback on their communication style, value proposition clarity, and response to objections. These simulated interactions build confidence before real customer engagements, drastically shortening ramp-up time.

Measuring and sustaining competency

Third, measurement ensures the knowledge truly sticks. Sustainable learning requires more than speed. It must embed deep understanding and long-term applicability. AI learning platforms track not just completion, but actual competency development through ongoing assessments. Repetitive, on-the-job training and immersive experiences can help reinforce knowledge. For instance, sales teams can utilize AI tools that analyze real customer interactions post-training, measuring how effectively new techniques are being applied and providing ongoing microlearning refreshers precisely when skills begin to fade — ensuring the investment in sales training delivers lasting performance improvement.

From skill gaps to strategic learning

Yet, even with these tools, learning and development professionals face challenges. The Cegos study reports that nearly half of HR professionals have difficulties adapting their training offerings quickly enough to meet actual needs. Employees, meanwhile, often feel their training needs are addressed too late. AI can close this gap by using learning analytics to identify skill gaps early and deliver timely interventions.

The real opportunity lies in balancing fast-track learning with long-term capability building. Companies must not only measure how fast employees reach competency, but also ensure the competency is durable. Key strategies include microlearning, adaptive content, mentorship, and integration of practical phases — all aimed at anchoring knowledge deeply while reducing unnecessary delays.

Ensuring lasting impact

To truly accelerate time to competency while ensuring deep, lasting understanding, companies need structured, scalable learning solutions. One such solution is SAP Learning Hub, which offers broad access to expert-led resources to both obtain and maintain SAP Certifications. Structured learning journeys support individualized pacing and continuous development, allowing employees to engage in professional growth without disrupting their daily responsibilities. By integrating SAP learning into everyday workflows, organizations can foster sustainable learning habits and equip employees with the skills needed for long-term performance.

In short, AI won’t replace human learning; it will enhance it, but only if we apply it with purpose. As leaders, we must measure success not just in speed, but in sustained capability.

Markus Marsch is global head of Product and Solution Learning for SAP Industries & Experiences.