WTEWP - Employee Central Guide Oct16

1. The
Definitive
Guide to
WHAT TO EXPECT
WHEN IMPLEMENTING
SuccessFactors
Employee Central

2. 2
WHY SHOULD I READ THIS?
INTRODUCTION
Moving your HR to the Cloud involves a lot of pre-
planning. SuccessFactors is no exception. To stay on
budget and within timelines, there are few key areas
to keep in mind.
There are several ways to
implement your company’s
SuccessFactors Human
Capital Management (HCM)
solution. And, some work
far better than others.
However, always keep in
mind that cloud-based
solutions, SuccessFactors
included, cannot be
implemented quickly.
Coming from our experts
who have done over 100
implementation projects,
this guide does not aim to
provide a methodology for
the implementation of
Employee Central. Instead,
AKT highlights a few issues
that rarely get the attention
of those organizations
going through the process
of implementing
SuccessFactors.
1. Assign a
Dedicated
Systems
Administrator
2. Optimize the EC
job information
section
3. Look for
external and
internal
integration
points
4. Create minimum
permission roles
and groups
5. Limit workflows
6. Limit migration
of historical
legacy

3. 3
EMPLOYEE CENTRAL
WHAT TO EXPECT WHEN IMPLEMENTING
It is not enough to simply
expect that the HR
representative or manager
will help during the
implementation process.
The implementation
process of any HR cloud
solution is very hands-on
and involves several
stages; such as, data
migration, data collection,
setting up of permissions,
testing and maintenance.
SuccessFactors Employee
Central is no exception, and
so having a technical
person as part of your team
is critical to a successful
implementation.
Note: this person’s role is
not limited to dealing with
the system, but he/she will
also have the ability to
leverage his/her influence
without authority in order
to get other stakeholders
on board.
Assign a Dedicated Systems Administrator With The Correct Skills Set.
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4. 4
EMPLOYEE CENTRAL
WHAT TO EXPECT WHEN IMPLEMENTING
Don't miss out on the opportunity to optimize the EC
job information section
SuccessFactors
implementation is an
opportunity for
organizations to rethink
their job and level data
structure. By passing up
this opportunity, the value
realization decreases,
system reports do not
speak the same language,
processes are inconsistent,
and the workforce view is
limited. SuccessFactors EC
works best when it is based
on standard architecture,
like job definitions, families,
and levels in the job
information section. These
should be defined in a
simple, clear and consistent
way.
Investing the time and
resources in defining job
architecture will contribute
considerably to the success
of the project and create
clear business value. This is
important if you plan on
implementing additional
SuccessFactors solutions;
such as, Talent and
Recruitment.
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5. 5
EMPLOYEE CENTRAL
WHAT TO EXPECT WHEN IMPLEMENTING
Identify both external and internal integration points as early as possible in
the project
Integration is a critical
aspect of linking your HR
system with other
systems used to support
processes such as payroll,
time and attendance, and
environmental health and
safety.
Understanding EC
integration points as early
as possible in the project
prevents complications
and further re-work down
the road.
5

6. 6
EMPLOYEE CENTRAL
WHAT TO EXPECT WHEN IMPLEMENTING
Workflows are repeatable
steps that your users follow
each time they start a
routine process. It is a
formula, tried and tested.
Workflows are great, but
not too many workflows.
The latter would create an
implementation overload
and a maintenance burden.
We recommend limiting the
amount of workflows to a
small and manageable
amount.
Workflows should be
standardized only at the
most critical event such as
hiring, termination or
compensation change.
This will allow for global
processes, which will
reduce administrative
maintenance and facilitate
a more streamlined
reporting portfolio. At the
same time, it attempts to
avoid user frustration,
reduce implementation load
and maintenance burden.
Limit workflows to a small and manageable number
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7. 7
EMPLOYEE CENTRAL
WHAT TO EXPECT WHEN IMPLEMENTING
Create minimum permission roles and groups to
support your business models
When implementing
SuccessFactors Employee
Central, it can be tempting
to create a myriad of Role
Based Permissions
(RBP)/Security. However,
you must think holistically
as the RBP permissions
spans the entire range of
SuccessFactors
functionality.
Furthermore, as it is an
area that will need to be
maintained after go-live,
you can run into difficulties
if useless information
accumulates or you can
lose track of who should be
maintaining it.
We advise you to create the
minimal set of permission
roles and groups to support
your business model. Start
small. If necessary you can
add more later on.
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8. 8
EMPLOYEE CENTRAL
WHAT TO EXPECT WHEN IMPLEMENTING
Limit the migration of historical legacy
The effort of having overly
historical data in the
system far outweighs the
benefits. Even for more
recent hires, most of them
may not have a long
tenure. There may be a
need to keep information in
case of re-hiring, but
consider only migrating
basic personal information,
latest salary levels and
their last three performance
evaluations. Choosing to
migrate everything can
draw out the duration of
implementation.
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9. 9
EMPLOYEE CENTRAL
WHAT TO EXPECT WHEN IMPLEMENTING
Conclusion
Implementing a cloud-based
solution like SuccessFactors
Employee Central can be
challenging, but armed with
the knowledge of what to
expect and the right
implementation partner, you
are on the right track to your
project’s success.
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10. 10
ABOUT THIS GUIDE
Written by:
AKT
info@aktglobal.com
About AKT
AKT transforms the way clients are
implementing digital HR applications and
realising value through HR best practice
processes and policies. We pride ourselves in
being technologically innovative and thought
leaders; on delivering real value to our clients
and delighting them on a daily basis, and on
being a special place to work at. Our obsession
with quality and domain expertise is
recognised through countless industry awards
and global success stories.
With 100+ SuccessFactors projects completed
in 100+ countries, the company is known for
its technological innovation and thought
leadership; for delivering real value to clients
and delighting them on a daily basis, and for
being a special place to work at.
The company offers its clients the broadest
portfolio of services and solutions to support
their SuccessFactors project: HR Best
Practices, Global Implementation Planning,
Product Configuration, Integrations, Extension
Development, Change Management and End
User Training.
To learn more, visit: www.aktglobal.com

11. 11Copyright © 2016 AKT. All rights reserved.
info@aktglobal.com
www.aktglobalcom