Saudi Aramco - SAP Innovation Awards 2025
Aramco's HR Digital Transformation upgraded its Talent Management suite by implementing SAP SuccessFactors. The solution modernized employee development, streamlined certification for 45K+ employees, and provided real-time insights. With self-services, talent development, and future-ready features, the implementation set the stage for incorporating Generative AI in future phases. Entry #5463. Download the DocumentSaudi Aramco: Public
PUBLIC
Entry Pitch Deck
Aramco
Oil & Gas
Streamlined Industrial & Administrative
Workforce Job Certification Process
PUBLIC
Entry Pitch Deck
Aramco
Oil & Gas
Streamlined Industrial & Administrative
Workforce Job Certification Process
Saudi Aramco: Public
COMPANY NAME:
HEADQUARTERS:
INDUSTRY:
WEBSITE:
NUMBER OF EMPLOYEES:
Company information
2
Aramco
Dhahran, Saudi Arabia
Oil & Gas
www.aramco.com
70,000+
Aramco, founded in 1933, is one of the world's largest integrated energy
and chemicals companies, creating value across the hydrocarbon chain,
and delivering societal and economic benefits to people and communities
around the globe who rely on the vital energy.
As part of its mission, Aramco strives to provide reliable, affordable, and
more sustainable energy to communities around the world. Moreover, as
part of its sustainability initiative, Aramco has deployed resources to
support initiatives such as the Paris Agreement.
PUBLIC
COMPANY NAME:
HEADQUARTERS:
INDUSTRY:
WEBSITE:
NUMBER OF EMPLOYEES:
Company information
2
Aramco
Dhahran, Saudi Arabia
Oil & Gas
www.aramco.com
70,000+
Aramco, founded in 1933, is one of the world's largest integrated energy
and chemicals companies, creating value across the hydrocarbon chain,
and delivering societal and economic benefits to people and communities
around the globe who rely on the vital energy.
As part of its mission, Aramco strives to provide reliable, affordable, and
more sustainable energy to communities around the world. Moreover, as
part of its sustainability initiative, Aramco has deployed resources to
support initiatives such as the Paris Agreement.
PUBLIC
Saudi Aramco: Public
CHALLENGE: SOLUTION: OUTCOME:
Streamlined Job Certification Process
3
Total Industrial and Administrative (I&A)
workforce
Total Certified Employees Since Go-LiveTotal No. of Job Certification Curricula
45K+
Aramco
20K+37K+
Aramco seeks to continuously improve their
processes and solutions as part of their routine
efforts to achieve excellence in operations.
Moreover, one of the key business needs keeping
in mind the ongoing worldwide skills shortage was
to incorporate processes and solutions to aid with
quick and efficient filling of the gaps. Therefore, to
meet the business needs and also to modernize
the Talent management suite, Aramcos’ IT and
HR teams decided to embark on the HR Digital
Transformation initiative, and upgrade of the HR
Talent Management solutions was one of the key
objectives.
As part of Aramco HR Digital Transformation initiative, a
thorough review was carried out going over existing
processes and also a rigorous assessment of various
solutions that could potentially meet Aramco’s need today
and ensure preparedness for the future. Upon
assessment, SAP SuccessFactors was chosen as the
solution as it ticked all the boxes, such as in-kingdom
cloud deployment, self-services for employees, talent
development via various modules such as Succession,
Career, and Learning modules. Additionally, the solution
offers various reporting tools to extract the required
insights. Moreover, most importantly, it enables Aramco to
activate innovative features with future upgrades.
Aramco has multiple development programs to aid
employee development and Job certification is a key
program that mandates Digitization. This program
certifies that 45K+ Industrial and Administrative
employees are qualified to carry out the assigned tasks.
This implementation has enabled HR business partners
to assign the required curricula and assessors to the
employee, with the assessors certifying that the
employee is qualified to carry out the task, and
management having continuous real-time insights. The
successful phase one implementation has paved the
way for the second phase to incorporate Generative AI
features into the Task generation requirements of this
solution.
PUBLIC
CHALLENGE: SOLUTION: OUTCOME:
Streamlined Job Certification Process
3
Total Industrial and Administrative (I&A)
workforce
Total Certified Employees Since Go-LiveTotal No. of Job Certification Curricula
45K+
Aramco
20K+37K+
Aramco seeks to continuously improve their
processes and solutions as part of their routine
efforts to achieve excellence in operations.
Moreover, one of the key business needs keeping
in mind the ongoing worldwide skills shortage was
to incorporate processes and solutions to aid with
quick and efficient filling of the gaps. Therefore, to
meet the business needs and also to modernize
the Talent management suite, Aramcos’ IT and
HR teams decided to embark on the HR Digital
Transformation initiative, and upgrade of the HR
Talent Management solutions was one of the key
objectives.
As part of Aramco HR Digital Transformation initiative, a
thorough review was carried out going over existing
processes and also a rigorous assessment of various
solutions that could potentially meet Aramco’s need today
and ensure preparedness for the future. Upon
assessment, SAP SuccessFactors was chosen as the
solution as it ticked all the boxes, such as in-kingdom
cloud deployment, self-services for employees, talent
development via various modules such as Succession,
Career, and Learning modules. Additionally, the solution
offers various reporting tools to extract the required
insights. Moreover, most importantly, it enables Aramco to
activate innovative features with future upgrades.
Aramco has multiple development programs to aid
employee development and Job certification is a key
program that mandates Digitization. This program
certifies that 45K+ Industrial and Administrative
employees are qualified to carry out the assigned tasks.
This implementation has enabled HR business partners
to assign the required curricula and assessors to the
employee, with the assessors certifying that the
employee is qualified to carry out the task, and
management having continuous real-time insights. The
successful phase one implementation has paved the
way for the second phase to incorporate Generative AI
features into the Task generation requirements of this
solution.
PUBLIC
Saudi Aramco: Public
4
IT organization takes immense pride as a digital
transformation enabler in executing the
SuccessFactors as the 1st in the Kingdom cloud-
based solution. This solution is uniquely an
employee centered solution that caters to the
employees’ experience and will alter the ways that
our company empowers our people to develop,
engage and perform to higher proficiency.
PUBLIC
4
IT organization takes immense pride as a digital
transformation enabler in executing the
SuccessFactors as the 1st in the Kingdom cloud-
based solution. This solution is uniquely an
employee centered solution that caters to the
employees’ experience and will alter the ways that
our company empowers our people to develop,
engage and perform to higher proficiency.
PUBLIC
Saudi Aramco: Public
GLOBAL CHALLENGES
Challenges
BUSINESS CHALLENGES
PUBLIC 5
One of the biggest current global challenges impacting the
common man is the cost-of-living crisis. And lack of skills in the
workforce can significantly impact the common man through rising
costs. Businesses may face higher training expenses to bridge
skill gaps, leading to increased operational costs. Productivity may
decline as employees struggle to perform tasks efficiently,
resulting in delays and errors. Moreover, the shortage of skilled
workers can drive up wages to attract and retain talent. Ultimately,
these factors contribute to higher costs for goods and services,
affecting everyday expenses for the common man.
Ensuring a qualified pool of workforce is a challenge for any
business, and Aramco manages this with a suite of Development
programs. As part of our readiness to meet operational needs,
Aramco has the Job certification process, which ensures that
organizations have access to a well-qualified group of Industrial
and Administrative (I&A) workforce. Moreover, to ensure the
process is carried out efficiently and enable closer participation
from the employees, Aramco migrated the Talent management
solution to the cloud. This enabled the I&A employees to develop
via self-services offered. The revamp also provides management
insights into the readiness status of certified workforce.
GLOBAL CHALLENGES
Challenges
BUSINESS CHALLENGES
PUBLIC 5
One of the biggest current global challenges impacting the
common man is the cost-of-living crisis. And lack of skills in the
workforce can significantly impact the common man through rising
costs. Businesses may face higher training expenses to bridge
skill gaps, leading to increased operational costs. Productivity may
decline as employees struggle to perform tasks efficiently,
resulting in delays and errors. Moreover, the shortage of skilled
workers can drive up wages to attract and retain talent. Ultimately,
these factors contribute to higher costs for goods and services,
affecting everyday expenses for the common man.
Ensuring a qualified pool of workforce is a challenge for any
business, and Aramco manages this with a suite of Development
programs. As part of our readiness to meet operational needs,
Aramco has the Job certification process, which ensures that
organizations have access to a well-qualified group of Industrial
and Administrative (I&A) workforce. Moreover, to ensure the
process is carried out efficiently and enable closer participation
from the employees, Aramco migrated the Talent management
solution to the cloud. This enabled the I&A employees to develop
via self-services offered. The revamp also provides management
insights into the readiness status of certified workforce.
Saudi Aramco: Public
PROJECT OBJECTIVES WHY SAP
Objectives
6
As part of their routine efforts to achieve excellence in operations,
among other things, Aramco seeks to continuously improve their
processes and solutions. As part of this effort, Aramco team
decided to upgrade their HR solution as their (now) legacy solution
was nearing end of support. Upon a rigorous assessment of the
best available solutions, Aramco decided to migrate their Talent
management process to SAP SuccessFactors. Moreover,
SuccessFactors was also considered a more natural fit as most of
Aramco ERP processes being on the SAP Platform for about 25
years.
Streamline the job certification process for 45K+ Industrial and
Administrative Employees utilizing the latest technology platform in
HCM. Moreover, the solution should be able to,
• Enable a program with curricula (consisting of courses and
tasks) to be assigned to employees and tracked for progress,
and award the certification on completion of the curricula
• Handle migration of over 10 Million course/task completion
history dataset from SAP S/4HANA to SuccessFactors
• Provide an enhanced user experience and offer self-services
such as e-learning, and enable carrying out of these services
from anywhere and at anytime
• Provide analytics and dashboards to provide insights to
management
PUBLIC
PROJECT OBJECTIVES WHY SAP
Objectives
6
As part of their routine efforts to achieve excellence in operations,
among other things, Aramco seeks to continuously improve their
processes and solutions. As part of this effort, Aramco team
decided to upgrade their HR solution as their (now) legacy solution
was nearing end of support. Upon a rigorous assessment of the
best available solutions, Aramco decided to migrate their Talent
management process to SAP SuccessFactors. Moreover,
SuccessFactors was also considered a more natural fit as most of
Aramco ERP processes being on the SAP Platform for about 25
years.
Streamline the job certification process for 45K+ Industrial and
Administrative Employees utilizing the latest technology platform in
HCM. Moreover, the solution should be able to,
• Enable a program with curricula (consisting of courses and
tasks) to be assigned to employees and tracked for progress,
and award the certification on completion of the curricula
• Handle migration of over 10 Million course/task completion
history dataset from SAP S/4HANA to SuccessFactors
• Provide an enhanced user experience and offer self-services
such as e-learning, and enable carrying out of these services
from anywhere and at anytime
• Provide analytics and dashboards to provide insights to
management
PUBLIC