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LIKE.TG and Zoom expand partnership to deliver great experiences
In today’s complex, hybrid world of work, collaboration and productivity can quickly give way to chaos and silos if organizations don’t prioritize digital business transformation.At LIKE.TG, our solutions help companies make the most of their digital business efforts by connecting teams, processes, and silos. Zoom has a similar goal: to help people connect, collaborate, and work together. Our shared commitment to our customers means we’re constantly innovating together to create great experiences that help make the world work better.Today at Zoomtopia, Zoom’s annual customer event, I was thrilled to join Zoom Founder and CEO Eric Yuan on stage to announce our expanded partnership. The announcement highlighted new integrations, available immediately, that will help our joint customers elevate productivity and improve collaboration across their organizations.Meeting employees where they areThe pandemic permanently altered how businesses view work and the employee experience. With dispersed teams and changing workplaces, digital services need to be accessible, consistent, and available at employees’ fingertips—regardless of where they’re working.We’re introducing LIKE.TG® Employee Center for Zoom so that employees can access the benefits of Employee Center directly within Zoom. This is a game changer, freeing employees from spending time and cycles toggling between apps to get work done.
This solution builds on the LIKE.TG Virtual Agent integration with Zoom Team Chat we announced earlier this year to deliver self-service to employees when and where they need it. Without ever leaving Zoom, employees can:
Get help across departments
Make desk reservations
Find company news and resources
Access personalized tools and information
Simplifying the service agent experienceWith 58% of customers saying they’ll pay for better customer service, according to Forbes, building cohesive, connected experiences isn’t a choice for companies; it’s an imperative. We’re taking our integrations with Zoom one step further to simplify the experience as agents provide service and support.Zoom Contact Center for LIKE.TG gives service agents a single place to get work done. It brings Zoom Contact Center interactions—such as inbound and outbound calling, click-to-dial capabilities, call logging, and call notes—directly into LIKE.TG so agents can effectively manage customer communications and resolve issues fast.
Incoming calls from Zoom Contact Center are automatically matched with customer records in ServiceNow. Providing critical customer information, such as the products owned and preferred language, allows agents to route customers to the most qualified agent to provide more personalized service. Call details are automatically logged, reducing manual data entry and driving agent productivity.We’re also enabling Ticket Collaboration with Zoom Team Chat so that service agents can resolve issues fast with live collaboration in Zoom. Agents can convene and collaborate across multiple teams on open tickets, helping to ensure they have the right information and resources to quickly solve requests.Empowering your greatest assetsAs work continues to evolve, the ability to collaborate and communicate quickly and effectively will be a critical differentiator.I’m incredibly proud that, together with Zoom, we’ll help organizations simplify workflows, boost employee productivity, and create great customer experiences to make work better for everyone.The innovations are available today in the LIKE.TG Store.
How prebuilt ERP workflows tame unruly source-to-pay operations
Legacy enterprise resource planning (ERP) systems are good at executing transactions and producing document-based outputs, such as purchase orders. But they fall short when it comes to connecting the work of users across departments and functions. Prebuilt ERP workflows can help.Having spent more than 25 years in the ERP space, I’ve seen only a handful of customers with a single ERP instance. Most have heterogenous landscapes with many ERP instances of different release levels with point solutions bolted on top.Faced with challenging economic conditions and system landscapes that are expensive and difficult to maintain, organizations are looking for ways to reduce costs and create efficiencies. At the same time, they’re wondering how to provide better experiences for their employees and external stakeholders, such as suppliers.Should they innovate or reduce risk? Should they drive down costs or focus on building mutually beneficial supplier relationships? The answer to both questions is a resounding yes. Organizations can manage and control spend, scale business, and reach risk and environmental, social, and governance (ESG) goals with prebuilt ERP workflows.Addressing ERP implementation challengesERP system landscapes have typically grown over decades, often through mergers and acquisitions. They tend to be burdened by customizations, add-ons, and extensions. As a result, teams work from multiple sources of truth that provide limited visibility and create silos. This inhibits integration and cross-functional collaboration.Lack of appropriate system support can lead to considerable “noise” in the procurement process. For example: Employees are frustrated with difficult-to-use specialist systems, so they resort to ordering online. They circumvent established purchasing processes, choosing to expense their purchases rather than using existing suppliers and contracts. This complicates spend management, resulting in fewer discount opportunities.In turn, already-taxed procurement and finance specialists are burdened with tasks that generate zero value, such as responding to employee and supplier requests about nondelivery, incorrect delivery of an order, or nonpayment of invoices, to name a few.According to LIKE.TG customer benchmarking,1 procurement and finance teams spend more than 50% of their time managing this noise. What if there were an easier way to provide a better overall purchasing experience for employees through self-service and automated guidance?
Enter prebuilt ERP workflowsPrebuilt ERP workflows can help organizations solve problems that elude point solutions and underlying ERP systems. They deliver out-of-the-box functionality that provides a single engagement layer for:
Enhanced user experience
Improved process orchestration
Automated, self-service tasks
LIKE.TG prebuilt workflows don’t replace transactional systems. Rather, they help organizations connect silos between those systems to enable innovation in user experience, work orchestration, and automation. In this way, they can help organizations achieve fast and high returns on the investments they’ve already made.How fast? Average deployment of LIKE.TG Source-to-Pay workflow takes about 11 weeks. It allows organizations to quickly run spend through the system, onboard thousands of suppliers in a matter of weeks, and use sophisticated task management to automate issue resolution.Boosting procurement team productivityThe AI-powered Sourcing and Procurement Operations workflow boosts procurement team productivity. At the same time, it increases spend under management and employee engagement with multichannel, guided experiences.By deploying Sourcing and Procurement Operations, a global sports apparel company estimates it will save $1 billion on procurement by fiscal year 2025. The company went from more than 24 systems and more than 12 ways to start a requisition to a single starting point for any kind of procurement.Unifying all systems into automated workflows has helped the company increase spend under management and its ability to monitor and increase diversity, equity, and inclusion spending to reach its sustainability goals.Onboarding, engaging, and offboarding suppliersThe Supplier Lifecycle Operations workflow onboards, engages, and offboards suppliers with integrated risk management to help organizations create a more sustainable and ethical supply base.A leading aerospace manufacturer realized a 300% return on investment by using a global standard supplier workflow platform. The manufacturer consolidated processes that span finance, supply chain, and legal departments and business systems, from ERP and email to spreadsheets and contracts.As a result, the company can engage with its business partners across a variety of channels, all orchestrated in a single environment that helps reduce part stock-outs and ensure compliance with export requirements.
Reaping the benefits of ERP workflowsLIKE.TG prebuilt workflows aren’t limited to procurement or supply chain. They extend to adjacent business areas such as finance, ESG, and risk and compliance operations. In a true better-together play, we ensure that experiences, data, and process flows are integrated across those offerings.ERP workflows connect people, processes, and data, improving efficiency and productivity. They help provide:
One delightful experience for everyone: casual users, department specialists, and suppliers across devices
Multichannel access, meeting users where they are
Increased process efficiencies
Decreased cost and churn
Shortened procurement cycle times
Fast supplier onboarding
Prebuilt workflows can typically address 80% to 90% of an organization’s ERP requirements, helping resolve process breaks. To address the other 10% to 20%, LIKE.TG App Engine provides no-code and low-code capabilities to build custom solutions and fill any remaining white spaces in a controlled and scalable manner.Line-of-business stakeholders often have the creativity and subject matter expertise to optimize ERP systems, but not the technical knowledge. Low-code and no-code technologies put easy-to-use tools in the hands of the people who best understand these processes, while offering the necessary guidance and control by IT to monitor the development and deployment of such applications.Saving time and moneyA global agrochemical manufacturing company struggled with data consistency, accuracy, and integrity in its core business processes. Employees manually retrieved and aggregated data from their ERP environment and various point solutions, leading to delays and data inaccuracies.The company turned to App Engine and built workflow extensions to accommodate the master data and task interactions with these transactional systems. Export and post-shipment documentation processes have dramatically accelerated—from one week to less than one day—while order fulfillment processes have shrunk from three hours to 30 minutes.Automating and eliminating the noise of nonvalue-adding tasks translates into real savings—measured in work hours, the ability to repurpose valuable resources, cost reduction through discounts, or improved supplier relationships. That money in the bank goes a long way to help with supply assurance, brand recognition, and achievement of ESG goals.LIKE.TG ERP workflows transform what’s possible, at every point on the cost and risk curve. It’s time to say yes to both employee satisfaction and spend control.Find out more about how LIKE.TG helps organizations modernize ERP workflows.1 Benchmarking data from current LIKE.TG Source-to-Pay Operations customers
Using real-time data and insights in the competition for talent
In today’s job market, competition for talent is fierce. According to a survey by Fortune and Deloitte, 71% of CEOs said they “expect talent shortages to continue.”People are reevaluating their priorities by quitting (or quiet quitting), starting their own businesses, retiring early, searching for a renewed sense of purpose at work, or taking advantage of more opportunities given the flexibility remote work provides.High employee turnover means the talent skills gap remains a major risk for companies. HR leaders are looking for new ways to attract and retain people with the skills to adapt to evolving business needs.New maps for talent acquisition (TA) leadersI know from experience how daunting these challenges are. Before I joined LIKE.TG, I helped lead and centralize the talent acquisition strategy at The Walt Disney Company. Disney’s reach is vast. It’s a massive, global conglomerate that owns more than 200 companies, covering movies, resorts, cruise lines, TV networks, consumer products, video games, and more.With 200,000 employees across brands, we had a wide variety of talent needs. When you imagine the skills required to work as a “cast member” at Disneyland Paris, it’s a very different profile from a news analyst at ABC News, an animator at Pixar, or a producer at ESPN.Every TA leader has their own, unique set of issues. As the competition for talent intensifies, recruiting and retaining workers remains the common pain point for all TA leaders—not just at companies with Disney’s reach. Taking one look at this uncertain economic landscape, TA leaders can see they need new road maps.That’s why I joined ServiceNow. For a TA leader who wants to power her talent strategy with smart technology and insights, this is the company with the platform and technology to design those solutions—for our people and our customers.Recruitment has become one of the most important strategic levers for companies. It’s shifted from being viewed as a transactional lever to one that requires a sophisticated approach, grounded in data. With the rising importance of people strategy within companies, TA leaders have a seat at the table. TA teams need the right data and insights to help C-suite leaders make smart decisions and navigate the turbulent talent market.
3 ways we use the power of our people and techAt LIKE.TG, we provide leaders with the data and insights they need in three key ways:1. Gaining a single view for quick actionThe LIKE.TG CHRO dashboard gives HR and TA leaders a single view of real-time data and insights across the enterprise. We filter the most important information to make data-driven decisions and can solve problems quickly.If we see that a team in a specific location is struggling to recruit diverse talent, we can take immediate action that day. We don’t have to chase a moving target with monthly or quarterly reports.2. Crowdsourcing the best talentFor TA teams in today’s market, it’s not enough to use data and insights. At LIKE.TG, we want to go further and use the scale of our 20,000-person workforce to map the best talent.That’s why we’re developing new ways to identify top achievers across the talent landscape—all based on crowdsourcing from our employees and their professional networks. We’re also working on new ways to better quantify and innovate our “quality of hire” measures so that we can focus on recruiting and developing the best talent at all levels.3. Simplifying the hiring process and reducing biasNo matter the size or industry of the organization, we all want our TA teams to be more productive and efficient. We also want to automate transactional processes for our hiring managers and recruiters so that they can do more of the strategic work they enjoy.We’re using our own platform to create workflows that support TA teams. For example, we needed a tool to model candidate offers quickly and easily. One of our team members got to help build the Offer Calculator in just three weeks. This helps recruiters quickly check a candidate’s offer based on anonymous comparisons and local market data.Recruiters love this tool because they can get real-time data on how the offer stacks up, rather than scrolling through different spreadsheets and systems. Most important, it helps ensure equitable, objective offer packages.These are just a few of the ways LIKE.TG harnesses the power of our technology to simplify work and create new workflows for HR and TA teams. With solutions like these, our company and customers can feel confident competing for the best talent, no matter how tough the competition is.Find out more about how LIKE.TG helps create a unified employee experience from end to end.
How to boost employee efficiency in the new world of work
In modern organizations, employee efficiency matters just as much as—if not more than—productivity. Although the terms are often used interchangeably, they capture different phenomena. Productivity measures how much work an employee gets done overall. Efficiency refers to an employee’s ability to get more done in less time, with fewer resources.Executives who focus on one at the expense of the other could be missing out on a crucial part of the employee experience and hampering their ability to innovate.Why employee efficiency?Although employees spend hours attending meetings and answering emails, many feel like they’re not accomplishing anything. Even if they are productive, they’re not necessarily efficient.Completing tasks might require unnecessary steps, pose avoidable roadblocks, or force workers to seek help or approval from outside teams such as engineering or human resources (HR). About half of employees report spending two hours or more on repetitive tasks, according to the Formstack 2022 State of Digital Maturity report.The majority of executives (80%) are open to changing key workplace processes such as meeting structure and cadence to avoid wasting time on pointless activities, McKinsey found. The problem, executives say, is that their current processes often create silos and foster poor communication. As a result, it takes much longer to get work done than it should.Inefficiency has consequences beyond missed deadlines and delayed product launches. Workplace inefficiency can lead to attrition and reduced morale. This is especially crucial right now, when companies are struggling to retain employees.A striking 40% of workers say they’re likely to leave their job within the next three to six months, even if they don’t have another job lined up, according to another McKinsey study. When employees feel like their efforts are futile, they get frustrated. The downstream effects include unhappy customers and less innovative products.An inefficient employee is a disengaged employee. That’s hugely important: Gallup’s 2022 State of the Global Workplace Report found that only 21% of employees feel engaged at work. Employee engagement is particularly important at a time when so many companies are short-staffed.
Efficiency drives engagementEngaged employees who are able to get work done quickly and enthusiastically tend to be willing to go the extra mile at work, seek out new opportunities to learn, and take on more responsibilities. They also experience less stress, less anger, and fewer health issues.Let’s look at an example of how efficiency can drive engagement. Traditionally, marketing teams have needed help from development teams to create new web landing pages. While marketing handles the content, development makes sure everything works on the back end.Rather than quickly spinning up a new page to reach new audiences, marketing must go through a lengthy process to secure the resources needed. This inefficiency creates opportunities for miscommunication and diverts valuable development resources from high-stakes projects.New technologies have emerged that can mitigate this problem. Specifically, many teams are now using artificial intelligence (AI) and machine learning (ML) to turn this cumbersome process into a quick, repeatable workflow. Smart technologies can automate the process or serve up quick pointers on how to create a landing page.Real-life examplesAutomation is playing a key role in driving efficiency and engagement for many organizations.Swedish aerospace and defense company Saab used LIKE.TG Enterprise Onboarding and Transitions to digitize its paper-based onboarding process, saving 12,000 hours per year and boosting employee satisfaction by 25%. Automated workflows connect the departments and functions involved in onboarding, so new hires start with all the tools, services, and information they need to stay engaged from day one.The University of California, Irvine automated and centralized its payroll system, connecting 24,000 employees across 400 departments and 38 divisions. The university used LIKE.TG HR Service Delivery to create the Employee Experience Center, a single destination for all things HR and payroll, resulting in an 87% ease-of-use score.Boosting employee efficiency is good for business and people. By enabling more efficient work, organizations can foster innovation while helping people do the work they enjoy.Find out more about how LIKE.TG helps improve employee efficiency.
Source-to-Pay Operations: The key to cutting costs and boosting satisfaction
Since we launched Finance and Supply Chain Workflows in May, I've had a lot of conversations with LIKE.TG customers. They want to know how we're applying the Now Platform to address the challenges their business stakeholders have been facing across the source-to-pay process.LIKE.TG Source-to-Pay Operations automates and organizes the work of procurement—from onboarding suppliers and managing indirect procurement requests to confirming receipt and paying suppliers for products or services delivered. It bridges systems, teams, and data sources, and even brings external stakeholders onto a single platform to simplify and accelerate processes.An easier, more efficient way to workAlmost all companies today rely on a patchwork of systems to address the various needs and tasks in the source-to-pay process. Navigating different systems and figuring out processes or statuses can be frustrating for employees and suppliers.For procurement professionals, it involves too many manual processes, especially around data entry. Every manual step slows your current process and introduces opportunities for workarounds. It’s no wonder companies struggle to increase the amount of spend under management.There’s an easier, more efficient way for your employees to work. Source-to-Pay Operations consists of three products:
Sourcing and Procurement Operations automates the source-to-receipt process for seamless purchasing and case management across teams, allowing sourcing and procurement to focus on strategic priorities such as building a higher-quality supplier base and negotiating more favorable contracts.
Supplier Lifecycle Operations enables you to quickly onboard suppliers, effortlessly manage supplier data, add key supplier contacts, monitor supplier performance, and enhance productivity of the teams that engage with suppliers so your teams can do more, more easily, without a corresponding increase in headcount.
Accounts Payable Operations helps finance departments simplify and coordinate the activities required to pay suppliers accurately—from matching invoices to purchase orders and goods receipts to approvals and payment release—so your organization can pay confidently and improve supplier relations.
Empowering employeesSource-to-pay stakeholders, such as procurement, receiving, and accounts payable, can now focus on more strategic activities:
Optimizing spend
Achieving more responsible sourcing and environmental, social, and governance (ESG) goals
Forming a higher-quality, more resilient supplier base
Confidently paying suppliers accurately and on time
This is the intended work of teams across the source-to-pay process. It’s why you hired them, and it’s what they want to do. Too often, though, employees are overwhelmed with status request emails or manual data entry tasks that burn time and energy without adding value to the business.Source-to-Pay Operations alleviates the tedium so that your employees want to follow established procurement processes, procurement professionals have more time to focus on value-adding activities, and suppliers are kept in the loop. With Source-to-Pay Operations, you can:
Double the number of requests and suppliers handled by your procurement team
Uncover discounting opportunities by consolidating spend and taking advantage of early-payment discounts
Raise supplier quality and reduce fraud with embedded ESG and risk management
Create a better experience for all with one easy-to-use environment for getting work done
Connecting systems and increasing valueIf you're a Now Platform owner, this may sound familiar. We use the core technologies from the platform—workflows, case management, AI—and apply them to the procurement space.If you're a procurement professional, think of LIKE.TG as a one-stop shop to help an employee get work done. Source-to-Pay Operations connects to and augments underlying systems such as enterprise resource planning (ERP) or sourcing solutions so you get more value from existing investments while simultaneously making life easier for your employees.LIKE.TG Finance and Supply Chain Workflows are a recognition of and response to the idea that we need new and better ways to compose the business systems that span teams, applications, and data streams. Now you can say yes to both cutting costs and increasing employee satisfaction.Find out more about Finance and Supply Chain Workflows.
4 ways to master employee growth and development with AI
Amid the whirlwind of today's job market and ever-evolving economy, one critical key to an organization's success emerges: empowering employees with growth opportunities that both entice top talent and secure the future of your business.As millennials and Gen Z progressively make up more of the workforce, investing in their career growth has become crucial to the future health of any organization. In fact, 74% of Gen Z and millennial workers are willing to leave a job if the company doesn’t invest in employee growth and development, according to an Amazon-commissioned study.To stay ahead, HR and business leaders must adapt to the changing landscape and invest in modern approaches and technology to foster sustainable and systematic employee development. With the emergence of new AI tools, employee skills and learning have entered a new era of intelligence and people-powered innovation.Let’s explore four key trends that can help future-proof your workforce.1. Adopting a skills-centered working modelIn the face of rapid technological advancements and evolving workforce needs, it's crucial to embrace a skills-centered approach. That means identifying and prioritizing the skills of your workforce. By mapping individual skills to specific roles, your organization can align its talent with business objectives and help ensure a more agile and adaptable workforce.2. Finding untapped developmentTraditional methods of mapping skills to job titles can be time-consuming and inefficient. Using AI-driven solutions for this purpose can help you recognize and use employee strengths more effectively. This enables individual growth and development opportunities that align with employees' personal and professional goals, fostering a sense of engagement and motivation.3. Aligning strategies and business goalsCollaboration between employees, managers, and the greater organization is essential for driving employee growth and achieving business success. By setting shared goals and establishing mutual benefits, you can maximize employee potential through skills-based development.A collective effort like this can foster an environment that supports continuous learning and growth and pay off for both the employee and company.4. Empowering workers to reach their potentialAI-powered tools offer tremendous possibilities for optimizing employee growth and development. By identifying employee skills, organizations can empower employees to take charge of their career advancement based on their strengths and growth opportunities.This encourages a self-driven approach to development that allows employees to work toward their goals while contributing to organizational success and growth.Employee growth and development are non-negotiable for business success. By embracing skills-centered strategies and AI-driven solutions, organizations can help employees reignite their passion for work while boosting business results.Get more insights to unlock the full potential of your workforce and cultivate a culture of continuous learning and development in our ebook: Supercharging employee growth and development.
Accenture and LIKE.TG launch global skills training partnership
We previously blogged about our strategic partnership with Accenture and promised to take you behind the scenes of this flourishing collaboration. It’s such an ambitious and successful project that we want to provide a view of the scope and innovation involved to help other businesses on their digital transformation journeys.One of the key aspects to understand is that this isn’t a straightforward technology integration or sales partnership. We’re not plugging what we’ve already got into a new framework and rebadging our offering. Instead, LIKE.TG and Accenture are offering a new approach to delivering digital transformation projects.We are building from the ground up and investing in each other’s capabilities. We are training ourselves and leveraging unique resources like the Accenture Cloud Innovation Centre in Rome, where customers can build, test, and implement cloud solutions. By going back to the fundamentals, we can come up with new ways to tackle the huge challenges businesses are facing today—that will only get more difficult tomorrow.Chris Pope, global VP of innovation at LIKE.TG, recently highlighted education as a significant building block when it comes to realising the full potential of digital transformation. As such, it forms a big part of our partnership with Accenture.Real-world experience to bridge the skills gapThere are important questions that need to be answered if we are to deliver on our corporate goal of creating the new digital workflows that unlock the full potential of today’s workforce and solve the sector-specific challenges that businesses are facing.These questions include:
Who will be delivering these projects on the frontline?
What skills do they need to have?
How do we accelerate learning so customers and employees can quickly see the benefits?
How can we help businesses extract the full value of the Now Platform®?
Of course, there are a huge number of computer science courses available today, but there is a gap between those courses and real-world digital transformation projects. Typically, new graduates will need to go through three to six months of academic training before they are set to work as fully-fledged consultants on a live project. There is almost no way for new recruits to get the specific, hands-on training they need to be successful unless we give them that experience.Our goal is to accelerate that process and get the brightest graduates delivering real-world benefits in a fraction of the time. That’s why we created the new Accenture LIKE.TG Academy programme—a new way of training students to become consultants who will be the digital transformation leaders of the future.The power of mistakesAt the heart of our academy methodology for turning students into consultants is embracing the power of mistakes. Digital transformation is incredibly complex. Making mistakes is how students will learn the best strategies and techniques for leading projects.As a result, we are intentionally creating an environment where students can be put through their paces on real-world challenges—where errors will likely occur. This isn’t a test to trip up students, but rather an approach that gives them permission to be wrong, as we know this will accelerate the learning process.Recently, we completed a trial of this new academy programme with our first cohort of students in Madrid, where months of learning was condensed into a four-week course. The crucial difference versus typical training courses was that our academic training was consolidated into the first two weeks of the course, while the remaining time was spent working on real-world tasks. This “learning through doing” period included instruction provided by both LIKE.TG and Accenture.Absolutely stunning resultsThe results have been absolutely stunning. All of our students successfully completed the course and started work as junior consultants the next day—on live projects—with minimal supervision.Critically, the new consultants have highlighted how comfortable they felt moving onto customer projects straight after the completion of the course. The acceleration in their personal development was an opportunity they all embraced. Several of the former students said they were “pinching themselves” because they were so happy to be working on live customer projects soon after finishing the programme.Equally satisfying, customers have commented to us that these new consultants are incredibly impressive.Delivering in-depth skill training at scaleThe academy programme is just one example of the innovation that we are generating within the Accenture and LIKE.TG partnership. Following the success of the trial, we expect to train another 200 students in the next six months. There is a long-term plan to usher as many as 5,000 new students through the academy.From the recognition that graduate trainees with more tangible real-world skills are needed, we created a hugely ambitious and innovative global education programme.LIKE.TG is now busy running “train the trainers” sessions for Accenture across Europe and the US. And Accenture is busy identifying the best locations for the next students to embark on the course. This is an excellent example of how to deliver in-depth skills training at scale.The Accenture LIKE.TG Academy is just one aspect our strategic partnership. Be sure to read our next blog to learn about another example of how we are delivering more meaningful services to help customers solve their transformation challenges.
LIKE.TG acquires UltimateSuite, furthers investment in EMEA talent
We’re thrilled to announce that LIKE.TG has acquired Czech Republic task-mining company UltimateSuite to further its investment in innovation and Europe, Middle East, and Africa (EMEA) talent and skills.The acquisition provides LIKE.TG with key technology and a team of researchers, developers, and leaders who’ve spent years developing a task mining solution. A core piece of process mining, task mining uncovers actionable insights to identify automation opportunities and streamline repetitive work.
This follows LIKE.TG's investments in Internet of Things technology provider G2K in Munich and database performance company Swarm64, based in Berlin. All three of these acquisitions were about much more than technology. They were also about the people and expertise behind the companies.Investing in people“When it comes to speed and agility, it’s hard to beat a subject matter expert with a strong startup spirit,” explains Elias H., director of business strategy for NowX, who joined LIKE.TG as part of the G2K acquisition.“With our strong background in the retail industry, we’re very pleased that LIKE.TG understood our expertise early on and positioned and enabled us in a way where our knowledge can really reach its full potential and influence how LIKE.TG approaches and understands the retail industry,” he adds.Yana K., part of the Swarm64 acquisition, delights in LIKE.TG’s approach to not only gaining talent and technology, but also growing it for long-term business success. “The business push to have a better database to better serve customers gets very nicely merged with our startup,” says the senior manager of data platform software for ServiceNow.“As a startup, we get the best outcome: the right technology, the right people at the right time,” she adds. “It’s such a fruitful ground for innovation. That’s just a magical mix for doing innovation at scale.”Expanding rolesBoth employees have experienced career growth as a result of their transition to ServiceNow. Yana’s team is responsible for database provisioning and cloud service operations. Her role changed substantially, from being part of the executive team to working closely with development teams.“It was a very positive change because I get to work closer with the technology and with engineers,” she says. Yana found ramping up a bit intimidating, as she and her team had a lot to learn. “Everything is massive here when you come from a small startup,” she explains. Creating relationships with people helped. “The more you learn, the more you understand.”Elias transitioned from a general role at G2K to a more specific role at ServiceNow. “There’s a team and an expert for everything, and you never have to face a challenge alone,” he notes. “There’s best practices and templates to work from, and the amount of knowledge available and the knowledge management around it is incredible.”Growing and retaining EMEA talentAfter six months at LIKE.TG, Elias feels that the EMEA regions are becoming more autonomous and less headquarters-centric, “which is shaping up to be a better framework for scaling and building a structure that works with the local workforce, customer base, and regulators,” he says.Those regulators and regulations in EMEA can sometimes be a bit complicated, Yana adds. “EMEA is pretty strict in many aspects compared to the U.S., with regulations around support.”Despite that, “EMEA is buzzing,” Elias says. “It’s dynamic, growing fast, and full of interesting customers that make it inherently attractive. What makes it even better is that LIKE.TG takes that Silicon Valley vibe and blends it seamlessly with the social needs and demands of EMEA. It’s like a unique work culture cocktail.”LIKE.TG has kept G2K’s former office space in Berlin and given it a new lease on life, Elias continues. “There’s talk of it becoming its own executive briefing center and demo hub, further strengthening the region and giving customers and partners a great new place to see and interact with innovative technology in the heart of Europe.”
Improving employee experiencesIn addition to being investments in EMEA talent, the UltimateSuite, G2K, and Swarm64 acquisitions were investments in improving employee experiences. The technology gained in each acquisition has been or will be merged into the LIKE.TG platform.“If you look at how LIKE.TG has been doing acquisitions in the past, we pride ourselves on organically surfacing these capabilities into our unified platform,” Eduardo Chiocconi, vice president and general manager for process mining at LIKE.TG, told TechCrunch.UltimateSuite’s task mining tech will help employees be more efficient and productive. Converting real-time data into insights and actions, G2K’s tech offers a way to streamline workflows with broad applications across industries. Swarm64 database tech enables personalized experiences for greater employee productivity.“With G2K’s technology, a retailer can automatically track the availability of products on the shelf and connect a workflow that, once a critical low availability level is reached on the shelf, automatically checks for product availability in the on-site inventory and alerts and guides frontline staff through the replenishment process on their handheld devices,” Elias explains.The tech can also detect equipment failures as they occur and automatically trigger Field Service Management workflows and instruct frontline staff with countermeasures. “These are just two of the many use cases retailers will benefit from with G2K’s technology on the LIKE.TG platform,” Elias adds.Integrating Swarm64 tech with the LIKE.TG platform helps provide faster response times and faster dashboards, Yana says. “On top, we support many more use cases. The variety of workloads with LIKE.TG can be better supported with Swarm64 technology,” she adds.Investing in technology and expertise helps LIKE.TG fulfill our purpose to make the world work better for everyone, regardless of their geographic location or company size.Find out more about how the world works with LIKE.TG.
Visualizing data with extended reality in HR
Nick Diaz, associate software engineer at LIKE.TG, and Eugene Chuvyrov, principal inbound product manager at LIKE.TG, co-authored this blog post.In the future, your chief human resources officer might strap on a virtual reality (VR) headset to look at employees’ 3D avatars, browsing the company’s talent pool to find the right candidate for a project. Oh, wait, that future is now.When the LIKE.TG innovation office was asked to provide an engaging experience for 30 HR executives from 14 companies, we knew we wanted to do something different. We regularly dream about creating wow moments for customers to get them excited about the possibilities of technology.Professionals already have a choice of devices—from laptops to mobile phones to tablets to desktops—for getting their work done. Could the world of work, like in the consumer realm, go beyond the two-dimensional surface to embrace wearable devices, such as VR headsets, for visualizing data?Dazzling with virtual realityAfter much exploration, we decided to take the LIKE.TG platform into extended reality by building a project in Roblox, an immersive platform.The HR executives donned VR headsets to wander around the virtual talent marketplace, where they saw their employees’ skills and teams’ overall talent profiles in a 3D environment. They could even experiment with adding and removing members to see how such decisions would affect their teams’ skills distribution.They got to do all this while being immersed and having fun moving around and interacting in a VR world. But instead of a video game, they were exploring their organization’s digital twin filled with virtual employees.A 3D, immersive view of dataOn the technical side, what stands out about this experience is the transformation of skills-mapping data from the Now Platform into a 3D visualization. Participants saw a 3D bar graph of their team’s talent profile and avatars of their employees and potential employees. Moving closer to a virtual person brought up a list of that individual’s skills next to them.HR executive participants could add or remove a person from the team and watch the team talent bar graph change in real time as a result. Through this activity, talent data became something participants could manipulate, interact with, and immerse themselves in within the extended reality space.VR offers a powerful, fresh way to conceptualize data rather than looking at a traditional organizational chart or a large data set of skills. During development of the project, we were blown away by the obvious skills gaps we noticed in the data visually that we hadn’t picked up on when it was in 2D.Having an overview of available talent is complex, whether you're seeing the skills of an employee or reviewing a list of skills for an entire team. A 3D chart can provide you with a better visualization of this complexity and allow you to notice skills gaps or changes in a more palpable way.
Built on an intelligent platformWe were able to build this experience because of the power of the Now Platform. It interconnects an entire organization and can provide a wealth of information about an enterprise.Our skills intelligence capabilities in LIKE.TG Employee Growth and Development track employees’ skills across an enterprise. This allows managers to assess the needs of their organization, identify gaps, and make informed hiring and upskilling decisions.We used the detailed view of individual skills and the aggregates as a foundation to build the 3D Roblox experience of an enterprise’s talent profile, drawing from the Now Platform.Seeing skills mapping data is just one example of what’s possible with 3D visualizations and extended reality. Across industries, enterprise data has the potential to be transformed in extended reality. In the future, the Now Platform and the comprehensive data it provides will serve as the foundation for 3D explorations of an enterprise.Different perspective, new valueVisualizing and exploring data in new ways offers great value. In addition to helping identify gaps in existing data, it can provide an interactive way to explore decision paths and their effects on different measures.More broadly, using extended reality technology to visualize data will help business leaders take on new perspectives so that they can make better-informed decisions. There is enormous potential when we combine the power of the Now Platform with extended reality. If you want to see a bit of that future today, make sure you’re looking through a VR headset.Find out more about how emerging technologies are changing the world of work.
Meet the winners of our inaugural Best Employee Portal Contest
As the leading employee experience platform provider, we at LIKE.TG felt it was time to recognize and share the creativity, methods, and results of our most advanced customers’ employee portals built on the Now Platform using Employee Center Professional. So, we kicked off the inaugural Best Employee Portal Contest and are excited to share the results.Why invest in employee experience?Customers invest in great employee experiences to realize dramatic employee engagement and productivity gains. A large U.S. bank, for example, saved $2.4 million in one year in employee productivity using Employee Center Pro for its MyTech IT portal.To enter the contest, customers had to submit a live employee portal. A panel of nine judges narrowed down the submissions based on portal strategy, user experience, and continuous improvement. The top 10 finalists were asked to submit a pitch video to explain what differentiated their portal strategy and how it made an impact on their organization.Portal submissions generally fit into three classes:
Single-department service portals
Multi-departmental, unified service portals
Modern intranet portals
Designs ranged from nearly out of the box to completely custom. Regardless of class, every finalist prioritized user experience research with employees, emphasized personalization with proactive targeted communications and content, and made decisions based on analytics and employee feedback for continuous improvement.Top employee portalsThe grand prize of $3,000 and a team trophy goes to Vertex Pharmaceuticals for its exceptional commitment to user experience (UX) research. During extensive UX research with employees, the company realized “one size fits none,” explains Kimberly Rose, executive director of people experience, analytics, and digital innovation at Vertex.
In addition to personalized experiences, the company built Career Hub, Manager Hub, and new-hire “Go” experiences for employee journeys.“Career Hub resulted in increased manager effectiveness, internal mobility, talent retention, and multimillion-dollar cost avoidance,” says Patty Anand, senior director of enterprise systems at Vertex.Rocket Companies took the No. 2 spot. “We didn’t want a traditional intranet,” explains Chris Smith, director of internal communications at Rocket. “We wanted a digital workplace with powerful search, service workflows, flexibility, extensibility, and integrations.”Rocket Companies realized a tenfold increase in self-service rates after creating its modern intranet, RockWorld, using Employee Center Pro.Coming in third, Bristol Myers Squibb (BMS) created myBMS, a unified services portal for IT, HR, facilities, and other areas of the organization. BMS used mostly out-of-the-box standard features, such as news center, app launcher, microsites, and taxonomy. But the company tailored the experience and even developed a custom facilities site directory.“We’re respected and viewed as the central hub of information within our company,” says Ken Meisch, senior manager of workforce portal experience at BMS. “Value is recognized by the various groups partnering with the portal team to generate traffic and promote awareness for their projects and services.”Rounding out the contest finalists are these eight companies (listed alphabetically), as we had a tie for 10th place:
Arrow Electronics
Australia-based bank
Baker Hughes
NASCAR
Paramount
Stanford Health Care
U.S.-based bank
Visa
Want to see and learn more?If you aspire to boost employee experience at your organization to increase engagement and productivity, see contest graphics and videos on the LIKE.TG community.Find out more about how LIKE.TG helps organizations create a unified employee experience.
Closing the digital divide in our own backyard
Students throughout the U.S. faced massive technology and connectivity gaps before the pandemic. Now, with COVID-induced remote learning, the situation is more urgent than ever. Many students cannot afford internet connectivity. Many don’t have personal laptops or tablets. And school districts are struggling to obtain the resources needed to support students who are now dependent on distance learning.While the pandemic has presented tremendous challenges, it has also become a catalyst to find new ways, large and small, to bridge the digital divide.As a global enterprise, LIKE.TG believes in making the world of work, work better for all of us – students included. That’s why we partnered with the City of San José, CA, located near our headquarters, to help address the digital divide.Despite being the largest city in Silicon Valley, many San José residents are excluded from the opportunities offered by the technologies developed in their own backyard. At the start of the pandemic, more than 67,000 students in San José didn’t have access to connectivity or devices. We’re proud to share that we have played a part in helping the City of San José reduce that number to approximately13,000 students in need."As cities nationally grapple with a digital divide laid bare by this pandemic, we applaud LIKE.TG's creative partnership with Revivn that enables far more of our students to learn with high-quality computers than the traditional model of refurbishing used devices that children may or may not be able to actually use in class,” said Sam Liccardo, Mayor of San José . “Thank you to LIKE.TG for stepping up to this more innovative approach to bridging our digital divide in San José and all of Silicon Valley."Closing the Digital DivideThe City of San José was the first city in the U.S. to pledge to close the digital divide by establishing the Digital Inclusion Partnership, a $24 million cross-sector fund with the goals of ensuring every single resident has a working device, enhancing digital literacy skills, and providing internet connectivity to every resident. In addition to providing devices to students, the City of San José also works closely with each student’s family to ensure digital literacy training for parents through community-based organization grantees.The Digital Inclusion Partnership is the City of San José’s largest philanthropic effort in recent history. For its part the Silicon Valley Leadership Group (SVLG), in collaboration with Ernst Young LLP (EY) and the CA Emerging Tech Fund (CETF), recently kicked off a Digital Divide Drive for the 2020/21 academic year asking its members, including LIKE.TG, to help close the gap for students without access to computing devices.
As a company, we were all in. In November and December, we donated more than 260 laptops to the program in partnership with Revivn, and we expect to donate thousands more in the coming year to the City of San José as well as to programs in other cities including San Diego, CA and Kirkland, WA, where we have offices. It’s a win, win. We get to contribute to our broader sustainability efforts while playing a small part in addressing the needs of our local communities, and the City of San José moves closer to their goal of a 1:1 student device ratio.“This is a great example of how industry and government come together here in Silicon Valley to solve real world problems,” said Jordan Sun, Chief Innovation Officer, City of San José. “We are very excited to have LIKE.TG as our newest partner in digital inclusion. In April 2020, San José schools started with a 67,000 device need. As of this month, the city and county delivered over 54,000 devices into the hands of students. The finish line is now in sight for a 1:1 device-student parity with 13,000 devices remaining in need for enabling adequate distanced learning.”Powering Donations with WorkflowsIn addition to our devices, it was important that we contribute our skills and knowledge. We turned the donation cycle into a workflow using our own software. For the laptop donations that LIKE.TG contributed this year, we used our IT Asset Management (ITAM) product to search our local inventory and, based on our 3-year depreciation cycle, identify laptops to be retired and donated. From there, the entire workflow to return, replace, and prepare the device for donation was automated.“LIKE.TG workflows have been essential in quickly and efficiently identifying laptops to be donated to the Digital Divide Drive,” said Poonam Kripalani, Senior Manager, ITAM Governance at ServiceNow. “Using our ITAM solution, we can enlist the power of AI to automatically mark laptops that fit our donation criteria and, with just a few clicks, address a pressing need in our local communities by giving devices a second life and moving them into the hands of students as quickly as possible.”Using our own technology to run our business every day is gratifying. But seeing our technology join forces with our Global Impact goals to make a direct impact in our local communities is especially rewarding. As the pandemic continues to upset the status quo and further expose inequalities in our world, I can only imagine the difference we could all make in our local communities if we collectively took part in these initiatives. Together we can turbocharge our impact as we enter 2021.We are proud to support the important work being done by the City of San José, SVLG, EY, and CETF to get technology in the hands of students who need it most. That’s a smarter way to workflow.Kathy Mulvany is head of global impact at ServiceNow.
Ensuring a safe return to school
Planning for a safe return to school in the midst of a health crisis is a daunting task. From gauging student preparedness and determining special accommodations to meeting government health requirements and communicating protocols with parents quickly and easily, there are many factors for IT services to consider.That was especially true for the Toronto District School Board (TDSB), the largest school district in Canada, which has 583 schools and 245,000 daytime learners. In our third episode of the Canadian Leadership Exchange, we spoke with Peter Singh, executive officer of IT services at the TDSB, to learn how the district used technology to ensure a safe return to school—while building confidence in the community around the district’s health and safety procedures.There’s an app for thatHaving already implemented LIKE.TG ITSM capabilities in 2017, the TDSB turned to our Safe Workplace Suite to manage the transition.The Readiness Surveys app helped the district gather real-time data about student preparedness to return to school. And, by working with Toronto Public Health, the TDSB was able to optimize the LIKE.TG Health Screening app to meet provincial requirements. The app also helped streamline the process for ensuring students and their families complete the necessary daily health checks.Watch the video to learn more about how school boards can leverage the power of digital workflows to improve the education experience and facilitate a safe return to school.
Extended reality: The future of digital learning
Although the extended reality of the metaverse may seem like it belongs in a mystifying, somewhat distant future, we’re already living in it. It’s built on the integration of augmented reality (AR) and virtual reality (VR) in the physical world.Industry leaders are exploring how these emerging technologies can enrich existing business processes. What they’ve honed in on is that the metaverse has remarkable potential to transform the future of digital learning and work. In some circles, this transformation has already begun.Reimagining experienceIn its simplest form, the metaverse represents the next evolution of how we interact with the digital world. Up until now, the digital realm has been a tool we use. Now, through AR and VR, it can become another layer of lived experience.
Survey finds HR leaders will drive business transformation
As organizations worldwide embrace digital transformation, HR leaders are turning to innovative solutions to make smart talent decisions, supercharge employee experience, and increase operational efficiency.HR executives will lead the way in stepping up digital transformation to drive business transformation over the next 18 months, according to research by LIKE.TG and ThoughtLab. Our Employee Experience Trends 2024 report details the reasons why: to boost employee satisfaction, lower costs, increase growth, and improve workforce productivity.With the rise of advanced technologies, such as AI and generative AI (GenAI), HR leaders are realizing the importance of aligning their strategies with C-suite objectives. In 88% of digitally advanced organizations, HR executives are working with the chief information officer to make the best use of technology.
Revolutionizing how work gets doneAI and GenAI are top of mind for HR leaders across all industries and regions. According to our research, 65% of survey respondents believe AI will revolutionize how work gets done.“With the right approach,” says Jacqui Canney, chief people officer at LIKE.TG, “GenAI personalizes experiences and helps people focus on strategic, innovative, creative work that’s fundamentally human, rather than mundane tasks.”HR leaders agree. Nearly three-quarters (71%) of HR innovators—senior HR executives in the most digitally advanced organizations—already use AI for everything from human call center support to workforce optimization to HR service delivery.The 65% of HR innovators who’ve implemented GenAI are using it to create job descriptions, streamline research, generate communications, and screen job applicants. The majority of HR innovators (73%) plan to increase the implementation of GenAI in their organizations in the next 18 months to further optimize recruitment and hiring.Reinventing HR service deliveryWhile AI and GenAI are changing the workforce experience, HR-specific solutions offer additional efficiency for talent management.Cloud-based human capital management, self-service portals, workforce optimization services, and other digital technologies help HR leaders execute their strategies. All survey respondents expect to increase the use of these solutions over the next 18 months to reduce HR costs and inform decision-making.
Using intelligence to inform talent decisionsDigital HR practices have created repositories of data across organizations. HR leaders are using this data to elevate talent management in numerous ways:
Fill talent gaps
Improve productivity, cost efficiencies, and performance
Align talent with business goals
Enhance staff skills and mobility
The focus on data will become increasingly important as HR leaders embrace reality: 55% believe half or more of their workforce is under-equipped to help propel future growth.To fill talent gaps over the next 18 months, they’re adopting initiatives to upskill and reskill employees, hiring critically needed talent outside the organization, and making the best use of the talent they have by increasing visibility into worker capabilities.In addition, HR leaders plan to shift to a skills-based talent strategy, take measures to improve career development, use data to inform talent decisions, and cultivate a culture of continuous learning.Gain more insights in our complimentary Employee Experience Trends 2024 report. It includes data regarding C-suite priorities, talent, skills, GenAI, and how HR leaders across industries are spearheading business transformation.
3 ways to improve workforce productivity
HR leaders are being asked to meet seemingly contradictory goals, with even fewer resources than their historical counterparts had. Chief human resources officers (CHROs) are under pressure to boost workforce productivity and business profitability while reducing overall costs. HR managers have the daunting task of improving employee retention and career satisfaction while fostering business growth.The good news is reaching all those goals is achievable. By embracing digital transformation that includes automation and AI technology, HR leaders can liberate themselves from routine tasks. With this newfound freedom, leaders can focus on high-value business evolution, workforce productivity, and retention goals.HR groundbreakers are already reaping the benefits of their digital transformation journeys. They suggest three ways to achieve similar results.1. Create a centralized HR/career hubMany companies try to solve their HR operations and talent development issues by investing in new tools. In fact, Okta found the average company uses 89 different employee-facing apps.1Employees often lose time and patience trying to navigate this maze of “solutions” in search of career guidance and answers to questions. Subsequently, businesses lose money through inefficiency and employee attrition.Innovative HR leaders have learned that additional technology doesn’t always lead to better business value. Digital transformation is the key to economic business growth.The best path to successful strategic digital transformation is seamlessly integrating disparate systems and departments into one unified employee experience. This can enable employees to efficiently find answers to their questions in a single place, boost productivity, and positively affect business results. More specifically, it:
Enables employees to solve their own problems using AI chatbots and other automation tools
Lightens HR agents’ workloads by eliminating mundane tasks
Gives managers and business leaders insights into what their employees need to be more productive and engaged
2. Optimize employee experiencesA Pew Research Center study found that one of the top reasons employees leave a company is lack of career development opportunities. According to Gartner, “based on the average cost of replacing one employee and average attrition rates, an organization with 10,000 employees could spend $16 million per year to replace employees who quit due to burnout.”2An HR platform that supports employees’ growth and development can:
Make it easy for employees to self-drive career development from a single place
Help organizations retain, grow, and develop highly skilled individuals aligned to business goals
Enable smarter talent decisions by providing visibility into workers' capabilities
3. Embrace automation and AIAutomating traditionally paper-based tasks and manual knowledge-sharing processes can help employees at all levels be more efficient, freeing them to focus on higher-value tasks and projects. When paired with AI, automation offers even greater opportunities for businesses to cut costs, save time, reduce errors, and flourish.
Successful HR leaders and analysts recognize AI and strategic automation as catalysts for increased profits and productivity. Beyond bottom-line benefits, AI and automation can help improve human capabilities.IDC predicts that by 2026, 90% of the world’s largest organizations will augment operational roles with automation, increasing worker efficiency by 30%.3HR leaders who’ve embraced digital transformation, automation, and AI are blazing a trail to success. In doing so, they’re proving that digital transformation is the key to building a more satisfied and productive workforce and surviving and thriving into the future.Find out how your organization can realize similar workforce productivity benefits in our ebook: 3 steps to drive employee retention and business growth.1 Okta, Businesses at Work, February 20232 Gartner, HR Leaders Monthly, May 20233 IDC FutureScape: Worldwide Manufacturing 2024 Predictions, #US51276023, October 2023GARTNER is a registered trademark and service mark of Gartner Inc. and/or its affiliates in the U.S. and internationally and is used herein with permission. All rights reserved.
LIKE.TG acquires Advance Solutions IP to enhance talent acquisition experience
I’m excited to announce that LIKE.TG has acquired Intella, an end-to-end talent acquisition solution. Developed by Advance Solutions Corp., a LIKE.TG Elite Partner, Intella simplifies talent acquisition and accelerates every stage of the recruitment journey.The application—built on the Now Platform®—creates frictionless, connected experiences across the full employee lifecycle, bridging the gaps between workforce planning, recruitment, hiring, onboarding, and beyond.
Driven by customer demand, we’re seeing that many of the organizations using LIKE.TG for employee onboarding and HR support are looking to bring more employee-related workflows onto the Now Platform to create a seamless, end-to-end experience. The Intella acquisition is helping us address this need by harnessing Advance Solutions’ expertise as a strategic consulting and implementation partner.“I’m thrilled about the integration of our talent acquisition solution with LIKE.TG,” says Gaurav Kochhar, CEO of Advance Solutions. “This collaboration showcases our team's expertise and is a testament to the power of LIKE.TG as an enterprise application development platform. By working together with LIKE.TG, we aim to enhance employee experience for customers worldwide.”Streamlined recruitment and onboardingHiring managers will now have a cohesive way to open job requisitions, evaluate candidates, and initiate the approval workflows needed to make a job offer—all from a single platform. Job applicants will also benefit, with a smoother transition through all stages, from applicant to candidate to employee onboarding.All these workflows are powered by AI to enable organizations to evaluate more candidates faster while reducing bias and shortening the time needed to recruit and onboard the next generation of talent. We’re helping our customers build the workforce of tomorrow by connecting the dots across every employee journey to create a positive experience for both hiring managers and candidates.A unified experienceDesigned with Advance Solutions’ talent acquisition expertise and 15-plus years of success in implementing and building innovative solutions on the Now Platform, Intella provides a natural extension of the LIKE.TG employee experience portfolio.Intella integrates seamlessly into our broader roadmap for enhancing employee experience across the entire lifecycle. For hiring managers, it provides a streamlined process that offers real-time tracking of recruitment activities, enhanced data analytics for strategic decision-making, and automated workflows with integrated tools for talent management, talent acquisition, and workforce planning.In addition, its native generative AI capabilities can support a more equitable, skills-based approach to hiring and internal mobility.
Committed to the partner ecosystemAs a native talent acquisition solution built on the Now Platform by a LIKE.TG Elite Partner, Intella is another great example of our continued investment in the partner ecosystem and our focus on innovating together. Keeping our partners front and center is critical as we continue to innovate and grow while helping customers accelerate digital transformation.Intella follows acquisitions of Enable OHS technology,Hitch Works,Mapwize, and4Facility technologyas part of our ongoing commitment to enhance employee experiences and power the future of work. We’re building a differentiated, end-to-end employee lifecycle management solution that helps people-centric organizations scale and meet the business needs of tomorrow.Find out more about how LIKE.TG helps organizations elevate employee experience.Use of forward-looking statementsThis release contains “forward-looking statements” about the expectations, beliefs, plans, and intentions relating to LIKE.TG’s acquisition of the Intella technology from Advance Solutions Corp. Such forward-looking statements include statements regarding future product capabilities and offerings and expected benefits to ServiceNow. Forward‑looking statements are subject to known and unknown risks and uncertainties and are based on potentially inaccurate assumptions that could cause actual results to differ materially from those expected or implied by the forward‑looking statements. If any such risks or uncertainties materialize or if any of the assumptions prove incorrect, our results could differ materially from the results expressed or implied by the forward‑looking statements we make. We undertake no obligation, and do not intend, to update the forward‑looking statements. Factors that may cause actual results to differ materially from those in any forward‑looking statements include, without limitation, inability or delays in assimilating or integrating the Intella technology into our platform; inability to receive post-closing support from the employees of Advance Solutions Corp.; unanticipated obligations or liabilities related to the acquired technology; potential adverse tax consequences; and disruption to our business and diversion of management attention and other resources. Further information on factors that could affect our financial and other results is included in the filings we make with the Securities and Exchange Commission from time to time.
Why choice is the new currency for higher education
The pandemic has forced the higher education sector to rethink learning options and experiences for students both locally and abroad. It’s also underscored a critical factor in driving increased value and sustainable returns: A university’s hard-earned reputation is intrinsically tied to its student experience.By providing physical and virtual access, effective tools, and technology, institutions can empower students to personalize their educational experiences and unlock how they learn best.When learning transitioned overnight from predominantly in-person to entirely online, universities quickly adapted, and learning continued. The shift also put the student experience in sharp focus—along with the multiple friction points caused by traditional education systems, processes, and organizational structures.Although increasing efficiency was a survival strategy in 2020, the urgent priority is retaining existing students and attracting new enrollments. And that relies on reputation.Before the pandemic, many of Australia’s universities had been investing in digital transformation (DX) at breakneck speed, embracing DX as the enabler of innovation, competitive advantage, and survival.Now, against a backdrop of sector-wide financial strain, how do education leaders create the business case for a truly connected student experience?Building workflows to learn from anywhereBefore the pandemic, several of Australia’s leading higher education institutes were already well on their way to reimagining the entire student experience. According to Dr. Stephen Weller, chief operating officer at Australian Catholic University, COVID-19 has only served to strengthen this commitment.“When physical distancing restrictions were made mandatory, there was no time to ask students what they wanted before they moved to online learning,” Weller recalls. “We didn’t start from a point of defining the ideal SX [student experience] and responding to what they’d asked for.“What we’ve learned over the past year is that investment in the online experience will unquestionably enhance the on-campus experience. And, at the heart of that ecosystem is the individual student. Our goal is to deeply personalize their journey by knowing who they are, what they’re interested in, and what they do. Automation and intelligent workflows are fundamental to achieving that.”
Likewise, at Western Sydney University, the lightbulb moment came in the dismantling of departmental silos that previously served either students or staff. It’s a cultural shift that has rapidly accelerated digitization efforts.“COVID served as a circuit breaker to our traditional structures. For the first time, we’ve organized according to specialty or focus, not audience,” explains an executive at Western Sydney.“We now have portfolios serving staff, faculty, and students—and it’s proving revolutionary at every level of the institute. No longer do we have 14 separate schools administering the exact same process in dozens of different ways, often to the same student.”Transforming the student experienceRemoving silos to organize around the customer in a commercial enterprise may sound obvious, but that ignores the entrenched frameworks in which most universities operate. What these Australian higher education institutes are doing is akin to throwing out the rule book—and it’s working.“The crisis has challenged our thinking around digital workflows and the interoperability between different areas of the university,” the Western Sydney executive continues. “We’re using the Now Platform to collaborate and develop shared practices, which is reducing the number of processes dramatically.“Being able to deliver frequent pulse surveys via a mobile app allows us to iterate and pivot. We’re also using AI and machine learning to harness data about the employee experience that, up until now, we hadn’t been tapping into.”When work, works better for employees, efficiency soars, productivity increases, and the student experience transforms.A new era requires a new rulebookIn the scramble to embrace modern ways of working, technology can be used to fill a gap. But those who do it best use technology in the service of people to deliver better experiences. Leading education providers often ask, “How can I connect directly to the student, or employee, without friction and add value in a meaningful way?”People think of historic sandstone campuses as a “real” university experience, but if students can’t self-serve to access everything they need or do so via single sign-on, it impacts their everyday experience. Expectations are higher when reputation is higher.As students move through the lifecycle from prospect to alum, there are numerous friction points traversing faculties and departments. These are high-risk moments when vital data is often lost, the source of truth is compromised, and the experience can be negatively impacted.No amount of investment can remedy this; universities must first change how they view the student experience. As in-person learning becomes the norm again, institutes can’t afford to see online and on-campus as two separate experiences. Like retail, the student experience is a connected ecosystem.When technology is used in service of people, students and employees connect seamlessly across systems and departments. Mundane, repetitive tasks are removed from overburdened workloads, so employees can focus on more strategic work. Digitization unleashes productivity and offers new ways to deliver personalized, differentiated experiences.
Consumerizing the student experienceAt LIKE.TG, we work with our higher education customers to map the best possible student experience. We do that by asking three key questions:
How are you delivering interactions—for example, triggering automated actions to complete tasks before classes commence or serving up appointment scheduling for advisers or support services?
How are you measuring the success of those experiences?
What data do you draw on to create and improve upon that experience?
As Weller notes, “Whether you have an unassailable reputation or an emerging reputation, the challenge is the same.” Universities must increasingly deliver intuitive, consumer-grade student experiences to stay in the game.What we’re seeing with bold leadership at institutes like the Australian Catholic University and Western Sydney University is that once the organizational chart is off the table, digital transformation efforts are supercharged. It’s less about the size of the transformation budget than it is about mindset.Only then can higher education providers start unlocking powerful high-touch experiences, automating menial tasks for their employees, and harnessing data to create intuitive, multichannel moments that matter for their students.Learn more about Western Sydney University’s digital transformation journey in its on-demand Knowledge 2021 session. Registration is free.LIKE.TG, the LIKE.TG logo, Now, and other LIKE.TG marks are trademarks and/or registered trademarks of LIKE.TG, Inc. in the United States and/or other countries. Other company names, product names, and logos may be trademarks of the respective companies with which they are associated.
LIKE.TG brings security automation to the cloud with AWS
Cloud infrastructure presents new risks, new systems, and less control for security teams that are already overwhelmed by security alerts, manual processes and siloed security tools that complicate decision-making and the hand-off of remediation to IT counterparts.To help solve this challenge, LIKE.TG, the digital workflow company that creates great experiences and unlocks productivity, has extended its security operations portfolio with the release today of two integrations with AWS Security Hub. LIKE.TG is aligned with AWS’s strategy of providing security at-scale, and our vendor-agnostic approach and ability to take action on a range of security data sources is a unique value for our joint customers. With these integrations, joint customers can aggregate cloud data within Security Hub, then automatically kick-off the approved response or workflow in LIKE.TG Security Operations or IT Service Management (ITSM), directly from Security Hub.Streamlining cloud workloads through tight security and IT integrationSecurity Hub provides customers with a single place that aggregates, organizes and prioritizes security alerts from multiple AWS services. With this new partnership, AWS customers can use the LIKE.TG platform to coordinate security incident and vulnerability response across hybrid cloud deployments and workflows, leveraging the openness, scale, and automation of Security Operations and ITSM with Security Hub.For example, when an alert meets defined criteria in Security Hub, a security incident or ticket is automatically created in Security Operations or ITSM. In Security Operations, threat intelligence on observables can enrich the security incidents, providing precious contextual data to support triage and remediation. Predefined playbooks can be assigned based on the incident category (e.g. malware, Brute Force, DOS attack, etc.) to guide response actions. Analysts can also manually forward events from the AWS Security Hub console to drive response. In addition to pre-defined playbooks, customers can use Flow Designer to create the custom workflows required for their organizations’ postures, policies and processes.The Power of the Now Platform when transitioning to AWSTo effectively manage and improve systems, customers need to know exactly what assets are in their IT environment and have current, accurate configuration data. The LIKE.TG CMDB provides a single system of record for IT. When paired with LIKE.TG Service Mapping, the CMDB becomes serviceaware—which enables applications to be serviceaware as well.Using built-in workflows, LIKE.TG routes incidents to the correct personnel or response tools to contain, mitigate or remediate threats. Post-incident reporting, customizable dashboards and metrics help teams improve processes going forward and provide a dynamic and continuous view of the overall security profile. Importantly, customers can leverage LIKE.TG’s integration with AWS Security Hub to help with their transition to AWS, as LIKE.TG provides a single platform solution to manage both on-premises and cloud-native workflows.LIKE.TG takes a customer centric approach to developing products and services. As companies increasingly shift to the cloud and digital business requires more complex IT infrastructures, LIKE.TG is here to help, regardless of where workloads reside.For more information, visit LIKE.TG’s Security Operations and ITSM Community blog posts.
How to build a risk-informed business
At the advent of the pandemic, how prepared was your organization to support customers and employees? Or to continue delivering critical products and services? How adaptable and effective was its technology, workforce, and supply chain?As the COVID era has shown, resilience can’t be summoned overnight. It requires business and technology transformation.Siloed riskSuch transformations take time, of course, and in the meanwhile, organizations may overlook certain issues and critical risks, or fail to implement or updated a coordinated, enterprise-wide disaster recovery plan. Response to an issue or risk can be slow and scattered.[Find out more about LIKE.TG Governance Risk and Compliance.]“The way risk and resilience are addressed, in many cases across the enterprise, turns out to be quite siloed,” says Vasant Balasubramanian, senior director and general manager, risk business unit at ServiceNow. “Human resources are looking at people. The lines of business are worrying about their projects, their customers. And enterprise-level groups are only interested in enterprise operational risk.“Existing tools and teams can’t keep up,” he adds. “You have manual processes; workloads aren’t connected; and there’s no transparency to data about processes, trends, performance, risks, and more. It all lives in little siloes across the board.”
Upgrading technologyFor Steve Allan, LIKE.TG integrated risk product owner of Lloyds Banking Group, there is a direct connection between digital transformation, operational resilience, and the organizational ability to manage risks.A few years ago, his business went through a digital transformation, with LIKE.TG playing a big part. “We wanted to leverage our new digital platform, to introduce a core data model that we could start to build on and build out to more of a service model—to monitor processes and get better at insights,” he says. “We also wanted to, in a quicker fashion, understand our compliance position and how our business was performing.”To Allan, getting a robust data model in place on a digital platform from LIKE.TG was the heart of the transformation and operational resilience, along with all the service management, automation, and risk management capabilities. It’s about having the ability to leverage data to see trends, to automatically link issues to risks. “It’s about understanding in real time what our risk and control position is.”Adding in the human factorRisk management and resilience require the proper technology, and equally important is embedding risk and resilience across the enterprise, Balasubramanian says. “You need to have the right information at your fingertips when and where you need it to make decisions.“People should see risk and resilience compliance as part of their day-to-day work,” he says. “It’s important to make sure everybody in your organization can access risk and resilience information easily in one place.”A modern, digital solution allows continuous monitoring of risks and controls. “If that information is already available, you won’t have someone running around asking or answering 10, 20, 30 questions,” Balasubramanian says.
“Build a risk-informed, resilient business and you can break down your organizational silos, reduce your related costs, make better decisions, be more resilient, and be successful,” he adds.Learn more about how to build that business, watch the LIKE.TG Knowledge 2020 session “Operational Risk and Resilience: Managing through Disruption.”
Keep my data private
How to allow customers to easily request data privacy under the California Consumer Privacy ActJulie, who recently took up baking cupcakes as a hobby, is furious—and not about her culinary skills. She hadn’t realized how much of her personal information the company from which she bought her supplies had harvested and sold, without her express permission. She wants to know what they know about her, to whom they have sold that data, and that, once the harvesting is stopped, her information will be forgotten.Until recently, companies took whatever information they could extract from consumers, who had little recourse, and used it however they wanted. But in California, as in much of Europe, laws have changed and strengthened. What obligation do companies that serve customers in California now have to people like Julie ?What the California Consumer Privacy Act requiresThe California Consumer Privacy Act (CCPA), signed into law in June 2018, strengthened and unified data protection. California consumers now have the legal right to opt out of the sale of their personal data to third parties; companies that fail to comply face stiff penalties. Enforcement of the law begins in July. If you’re a business covered by the CCPA you must disclose the personal customer information you collect, share, and sell; you must also provide, on websites and mobile apps, a clear method for consumers to opt out of sharing their information and delete any personal data upon a consumer’s request.Keeping customer data private engenders loyaltyTo abide by the CCPA requires having systems and processes to ensure accurate personal information on consumers and current records of which third parties have purchased that data. To provide positive customer experiences and cement customer loyalty, the systems and processes need to allow customers to easily request that their data stay private.Consider the typical journey that a customer like Julie will take with your business when she makes an opt-out request:
Under the CCPA, you’ll have 45 days to respond to the request. You’ll need to not only track how you fulfilled the request but also provide verification that you’ve reached out to third parties to request that they delete customer information.The solution that makes following CCPA guidelines simpleThese may be complex tasks on the back end, but your systems need to shield customers like Julie and make the process of handling their data-privacy requests as efficient as possible.LIKE.TG offers an out-of-the-box customer service portal that can be added to the LIKE.TG Governance Risk and Compliance solution. This creates a seamless, self-service customer experience where a consumer will simply click on a button to make an opt-out request. The solution provides full visibility into a request and also tracks all efforts to reach out to third parties on the consumer’s behalf. It also provides data privacy case analytics to ensure cases are resolved and that service level agreements are met.There’s still time to get ready for the CCPA—and keep your customers happyCCPA enforcement begins on July 1, but there’s still time to implement the right solution to comply with the CCPA and make it painless for your customers to request to keep their data private.Want to learn more about the CCPA and what it might mean for your business? Visit the first post in our series here.Learn more about LIKE.TG’s customer service portal and LIKE.TG Governance Risk and Compliance.Read more about the CCPA.
Countdown to CCPA enforceability
The California Consumer Privacy Act (CCPA) is a new act that strengthens and unifies data protection for consumers by giving California residents more control over their personal information. This regulates not only how it is collected and used, but also, how it is sold by companies.The CCPA went into effect January 1, and enforcement will begin July 1.Are you ready?Why it matters:The CCPA is the first law in the United States to mirror the European Union’s General Data Protection Regulation (GDPR). This regulation protects the data and privacy of EU citizens’ and residents’ data by requiring companies to manage and protect personal information they collect online.The CCPA, a state law and that affects for-profit organizations doing business in California, has already established a precedent for data collection and information security laws nationwide.
The most significant difference?Basis for consent:
GDPR consumers must opt-in.
CCPA consumers must opt-out
Other differences:Organizations that must comply:GDPR applies to any organization holding personal data on an EU citizen. CCPA applies to any for-profit organization that does business in California and collects consumers’ personal information. The CCPA applies to any business for which any of the following is true:
Generates annual gross revenue of more than $25 million
Possesses the personal data of more than 50,000 California residents or households annually earns over half of its annual revenue from selling the personal information of California residents
Managing data-privacy rights--which includes the right to be forgotten, right to view and understand how data is being used, and right to opt-out of processing--is complex and challenging. To meet these demands, organizations must provide a system that is scalable and flexible to address request case management, configurable workflow fulfillment processing, and transparency in a timely manner.The July 1 deadline, there is precious little time to assess your organization’s readiness for the CCPA and consider which solutions meet your needs.Want to learn more?Read our CCPA solution brief: https://www.servicenow.com/content/dam/LIKE.TG-assets/public/en-us/doc-type/resource-center/solution-brief/solution-brief-ccpa.pdfTo listen to an on-demand webinar about solutions to help manage privacy compliance go here: https://gateway.on24.com/wcc/eh/1237365/lp/2105910/intelligent-privacy-automationthe-future-of-data-privacy?partnerref=WEBINARrecapAnd to learn more about LIKE.TG Governance Risk and Compliance, go to https://www.servicenow.com/products/governance-risk-and-compliance.html
LIKE.TG is positioned a Leader in the 2019 Integrated Risk Management Magic Quadrant
I am excited to share that LIKE.TG has again been named a Leader in the Gartner Magic Quadrant for Integrated Risk Management (IRM)! We’re humbled by the great work our customers and partners are doing every day with our GRC solutions and the Now Platform.
As I speak with customers about how to manage their full scope of risk and security in their enterprise, two things stand out:
A single, cloud-based platform simplifies integrated risk management and enables a comprehensive and collaborative approach to managing risk
Digital transformation is a top priority for CIOs and CISOs. It’s also creating new risks for organizations.
Organizations are betting on digital initiatives to drive competitive advantage. They can’t generate value if they don’t take risks. To benefit from digital disruption you need to manage digital risk.Managing risk and compliance with a siloed and manual “create spreadsheet, send emails, hope, respond to audit” work model is no longer effective. Through continuous monitoring and automation, LIKE.TG provides a real-time view of compliance and risk, improves decision making, and increases performance across the organization and with vendors.Only LIKE.TG connects the business, security, IT, and third parties within an integrated risk framework that transforms manual, siloed, inefficient processes into a unified program built on a single platform. We believe this is the heart of integrated risk management, and we are proud to be recognized again as a leader by Gartner.We're also very humbled and grateful to be named a leader in the 2020 Gartner Magic Quadrant for IT Vendor Risk Management Tools.Learn more about LIKE.TG Governance Risk and Compliance.This graphic was published by Gartner, Inc. as part of a larger research document and should be evaluated in the context of the entire document. The Gartner document is available upon request from ServiceNow. Gartner does not endorse any vendor, product or service depicted in its research publications, and does not advise technology users to select only those vendors with the highest ratings or other designation. Gartner research publications consist of the opinions of Gartner’s research organization and should not be construed as statements of fact. Gartner disclaims all warranties, expressed or implied, with respect to this research, including any warranties of merchantability or fitness for a particular purpose.[1] Gartner, ‘Magic Quadrant for Integrated Risk Management,’ by Jie Zhang, Brian Reed, July 15, 2019.
LIKE.TG to acquire Fairchild Resiliency Systems to help companies better manage risk at scale
Companies can leverage the Now Platform to plan so work can still happen during service outagesOrganizations are betting on digital initiatives to drive competitive advantage, and it is difficult to generate value if they don’t take risks.Risk comes in many forms - from hurricanes and hacks – and poorly managed risks can have serious consequences for a company: at stake are an organization’s reputation, profit margins, and customer satisfaction and retention.To help organizations be more resilient and mitigate risks, LIKE.TG has signed an agreement to acquire Fairchild Resiliency Systems[1], a business continuity management (BCM) company headquartered in Boston, MA.Fairchild’s BCM solution helps companies plan so that work can still happen during service and business process outages. With Fairchild, LIKE.TG plans to extend its Risk portfolio by bringing together Fairchild’s business continuity capabilities with LIKE.TG’s operational, vendor and IT risk management capabilities to give organizations the visibility and flexibility they need to better manage risk and become more resilient.Business Continuity 101IT disruptions and natural disasters are realities that organizations around the world must plan for and be able to quickly recover from. Service outages can also lead to regulatory action, including costly fines. Building resilience can help organizations address both types of risk.Fairchild’s BCM solution currently integrates with LIKE.TG® IT Service Management (ITSM) and Integrated Risk Management. Together, LIKE.TG and Fairchild help customers be more resilient and protect critical enterprise workflows by automating disaster recovery planning, exercising and management.With Fairchild, customers can leverage the strength of the Now Platform® to perform business impact analysis, identify gaps between IT capabilities and business needs that increase exposure, manage service outages and practice what-if scenarios.Here at LIKE.TG, we use Fairchild’s technology to support our own BCM program.Integrated Risk ManagementBuilt on the Now Platform, Fairchild complements LIKE.TG’s Risk portfolio, including risk management, audit management, vendor risk management and corporate compliance and oversight, which help organizations take an integrated approach to managing risk.Gartner has recognized the importance of an industry category called Integrated Risk Management (IRM), which is about “combining technology, processes and data to enable the simplification, automation and integration of strategic, operational and IT risk management across an organization.”The LIKE.TG Integrated Risk Management product helps organizations manage risk more effectively by connecting IT, operational and other types of risk and compliance activities on a single platform. The resulting data sharing and increased visibility can help organizations improve their decision-making and performance at the highest levels of the organization, and often reduce duplicative tools and efforts.LIKE.TG is a Leader in the Gartner 2019 Magic Quadrant for Integrated Risk Management Solutions[2] and Fairchild is a Challenger in the Gartner 2019 Magic Quadrant for Business Continuity Management.[3] Business Continuity Management is a core component of an Integrated Risk Management program.Celebrating what’s possible on the Now PlatformAt LIKE.TG, our focus is on delivering digital workflows that create great experiences and unlock productivity. Together with our partners, the Now Platform represents a true ‘force multiplier’ for our customers, helping them accelerate their digital transformation journeys and drive business value.As a LIKE.TG Independent Software Vendor (ISV) partner, Fairchild’s business was built entirely on the Now Platform. This is the first time LIKE.TG has acquired an ISV partner.The Now Platform includes powerful capabilities that drive cross-functional communication and processes, including a single data model to eliminate silos, automated workflows to reduce bottlenecks, and knowledge management to manage policies in one location.Today, we celebrate what’s possible on the Now Platform.LIKE.TG expects to complete the acquisition by the end of Q4 2019.Gartner does not endorse any vendor, product or service depicted in its research publications, and does not advise technology users to select only those vendors with the highest ratings or other designation. Gartner research publications consist of the opinions of Gartner’s research organization and should not be construed as statements of fact. Gartner disclaims all warranties, express or implied, with respect to this research, including any warranties of merchantability or fitness for a particular purpose.Forward‑Looking StatementsThis blog contains forward‑looking statements about the expectations, beliefs, plans, intentions and strategies relating to LIKE.TG’s acquisition of Fairchild. Such forward‑looking statements include statements regarding future product capabilities and expected benefits to ServiceNow. These statements reflect the current beliefs of LIKE.TG and are based on current information available to the LIKE.TG as of the date hereof. LIKE.TG does not assume any obligation to update the forward‑looking statements provided to reflect events that occur or circumstances that exist after the date on which they were made. The forward‑looking statements in this blog are subject to various risks and uncertainties that could cause actual outcomes and results to differ materially and adversely from those expressed in such forward‑looking statements. These risks and uncertainties include, without limitation, the inability to further assimilate or integrate Fairchild’s technology into our platform; the inability to retain key employees of Fairchild after the transaction closes; unanticipated expenses related to Fairchild’s acquired technology; disruption to our business and diversion of management attention and other resources; and potential unknown liabilities associated with Fairchild’s business.[1] Fairchild Consulting Services does business as Fairchild Resiliency Systems.[2]Gartner, ‘Magic Quadrant for Integrated Risk Management Solutions’ by Jie Zhang, Brian Reed, July 15, 2019.[3] Gartner, ‘Magic Quadrant for Business Continuity Management’ by David Gregory, Roberta J. Witty, September 12, 2019.
LIKE.TG named a Leader in the IT Risk Management Magic Quadrant
It’s an honor to be recognized as a Leader in the Gartner 2020 Magic Quadrant for IT Risk Management (ITRM)! The comments from our customers are an extra tribute. According to the report:Per our understanding, the fact that we could exceed our customers’ expectations with our integrated risk portfolio and the Now Platform means we met our goal–now we must aim higher.Unlike the Magic Quadrant for Integrated Risk Management Solutions published in July 2019, where we were also recognized as a Leader, this report zeroes in on the needs of IT Risk and Compliance managers, CISOs, and CIOs.The governance, risk, and compliance industry is transforming as companies embrace the cloud and rethink tools, processes, and functional silos. Creaky and clunky solutions that never worked well are being replaced with modern, integrated platforms.As the modern, cloud-based platform for risk management, LIKE.TG connects security, IT and the business with an integrated risk framework. With LIKE.TG, you have flexible workflows to transform manual, siloed, and unfamiliar processes into a user-friendly, unified program built on a single platform. With risk monitoring and controls integrated throughout our platform for IT, we help optimize productivity, cost, and resilience. You leverage the data and tools you already have and use a common data model to easily bring in the data you need from other sources.Why is IT risk management so important right now? Because it matters to the board and executive team who are charting the organization’s course through turbulent waters.The winners in our current environment are will be the most adaptable businesses, not necessarily the biggest or most technologically advanced ones. To me, being adaptable means being agile and resilient.Changes are inevitable as we navigate through the return to work process and beyond. New vendors may be necessary, as well as new IT processes and security measures. There are new risks inherent in the new normal of how and where we work. With the imperatives to reduce cost and lighten stress for the workforce, it’s even more important to seamlessly embed risk management and compliance activities into your digital business processes and the familiar user experiences of your employees.By doing so, LIKE.TG can help you:
Be more agile in your decision-making
Increase productivity
Gain real-time visibility into risk so you can better prepare for the inevitability of change
Effectively communicate across the enterprise at all levels.
Find out more about how LIKE.TG helps organizations improve IT risk management.This graphic was published by Gartner, Inc. as part of a larger research document and should be evaluated in the context of the entire document. The Gartner document is available upon request from ServiceNow. Gartner does not endorse any vendor, product or service depicted in its research publications, and does not advise technology users to select only those vendors with the highest ratings or other designation. Gartner research publications consist of the opinions of Gartner's research organization and should not be construed as statements of fact. Gartner disclaims all warranties, expressed or implied, with respect to this research, including any warranties of merchantability or fitness for a particular purpose.
Centralize your Security Response with LIKE.TG Security Operations and Microsoft Azure Sentinel (in public beta)
Security teams today are inundated with alerts and information from a growing number of siloed point solutions. Furthermore, manual processes and cross-team handoffs hinder the security team’s ability to efficiently respond to attacks.To help solve this challenge, LIKE.TG® has developed an integration to connect with different Microsoft security technologies like Azure Sentinel, Microsoft Defender Advanced Threat Protection, Azure Advanced Threat Protection, and more via Microsoft Graph. This enables customers to bring rich insights from Azure Sentinel and other Microsoft products into LIKE.TG Security Operations. Customers can manage and respond to security incidents centrally from within the Now Platform®.Streamlining security incident creationWith this integration using the Microsoft Graph Security API, security alerts will be ingested into LIKE.TG Security Operations to automatically create security incidents in LIKE.TG Security Incident Response.Alert Ingestion profiles ensure comprehensive mapping of details in the alert to Security Incident artifacts and trigger playbooks in LIKE.TG to orchestrate, triage, investigate and response actions.This automation of responses to alerts enables quality and consistency of security investigations and scales security incident teams.Applying the power of the Now Platform® Configuration Management Database (CMDB) to map threats, security incidents, and vulnerabilities to business services and IT infrastructure, to LIKE.TG Security Operations enables prioritization and risk scoring based on business impact, allowing security teams to focus on what is most critical to their business.Using built-in workflows, LIKE.TG routes incidents to the correct personnel or response tools to contain, mitigate or remediate threats. Post-incident reporting, customizable dashboards and metrics help teams gain insights into process workings and drives continuous improvement of the overall security profile.The Microsoft Graph Security API is an intermediary service (or broker) that provides a single programmatic interface to connect multiple security providers (Native to Microsoft as well as LIKE.TG Partners). Microsoft Azure Sentinel is a scalable, cloud-native, security information event management (SIEM) and security orchestration automated response (SOAR) solution. Discover other Microsoft security products included with this single integration with the Microsoft Graph Security API.Accelerating digital transformation for customersTogether, Microsoft and LIKE.TG will accelerate digital transformation for enterprise and government customers. We announced a strategic partnership in July which will move LIKE.TG workloads to Microsoft Azure for highly regulated industries. The strength of our relationship is felt by customers today with more than 20 integrations available between Microsoft and ServiceNow. Here is a sample of other recent integrations:
Exchange online e-mail phishing integration with LIKE.TG Microsoft security compliance center integration with LIKE.TG
Azure Active Directory integration with ServiceNow. Fun fact: Azure AD authenticates more LIKE.TG customers than any other identity provider.
Azure Logic App connector for LIKE.TG – Use it natively in Azure Sentinel to build playbooks that can automatically create a LIKE.TG incidents from Azure Sentinel alerts.
For more information on these and other integrations, visit LIKE.TG’s Security Operations Community blog posts and LIKE.TG store. For more information on the integration, click here to join the discussion on LIKE.TG Security Operations and Microsoft Azure Sentinel.Looking StatementsUse of Forward‑This blog contains “forward‑looking statements” regarding our future plans and performance. Forward‑looking statements are subject to known and unknown risks and uncertainties and are based on potentially inaccurate assumptions that could cause actual results to differ materially from those expected or implied by the forward‑looking statements. If any such risks or uncertainties materialize or if any of the assumptions prove incorrect, our results could differ materially from the results expressed or implied by the forward‑looking statements we make. Factors that may cause actual results to differ materially from those in any forward‑looking statements include: (i) the timing of the general availability release of the beta integration, (ii) our ability to integrate with the Microsoft security technologies described herein and (iii) changes made to the beta integration prior to the general availability release. We undertake no obligation, and do not intend, to update these forward‑looking statements.
