SuccessFactors Functional Overview - with SAP Business One.pdf

SuccessFactors: A Functional Overview

© 2013 SAP AG. All rights reserved. 2
Overview of Processes
 Core HR
 Employee Central
 Employee Central Payroll
 Social Collaboration
 Jam
 Talent Solutions
 Performance and Goals
 Compensation
 Recruiting
 Onboarding
 Learning
 Succession and Development
 HR Analytics
 Workforce Analytics
 Workforce Planning
 BizX Mobile

When you log on..
 Homepage:
 Welcome Tile – Place to keep key information to the workforce. It’s custom tile and can be formatted accordingly to the customer needs.
 Other tiles (portlets) are – My Info, To Do, My Team, Quick Links, SAP Jam, My Admin favorites (of OneAdmin),
 General Navigation:
 User can change password, change language, set start page, choose accessibility settings, activate a mobile device, choose email notification from the system,
 Log in as Proxy, if assigned
 Admin Tools, if authorized
 Help and tutorials
 Organization Chart:
 In EC, the Org Chart can be accessed by clicking on Company Info.
 In Succession and Development module, click Succession
 People Search
 Can do action, see personal profile, info,
 Analytics and Reporting
 Every module comes with standard reporting and dashboard.

Employee Central
Employee Profile
 My Employee File consists of
Public profile as well as Personal
and Employment Information
 Employee profile normally has:
 Public Profile
 Badges
 Org Chart
 Tags
 From Employee Public profile
we can:
 Go to Employee Records (and
view Talent Profile, Personal Info,
History etc.)
 Jump to integrated BizX areas
 Some options are
 Express about yourself
 Video (about yourself)
 Maintain profile picture and
background.
 Link to Facebook and Linkedin.

Employee Central
Foundation Objects
 Provide options to store Organization-wide
data. Are created in Corporate data model.
 Examples are – Organization Structures
(Legal Entities, Business Unit, Division,
Cost Center, Department, Location,
Location Group, Geo Zone), Job Structures
(Job Classifications, Job Function), Pay
Structures (Pay Group, Pay Range, Pay
Grade, Pay Component, Pay Component
Group)
 We can store country-specific details on
Foundation Objects.
 We can group together Foundation Objects
using Associations and trigger workflows
for approvals.
 Provide options to define new objects
in the data model (Metadata
Framework), configure associations,
create rules and workflow.
 For example – we can create Position
as generic object and map that with info
under Employment Data (job Info page).
 We can create rules under Rules
Engine to synchronize information on
position to the job information of
employee.
Generic Objects
 HR Data objects are classified as
Personal Data and Employment
Data Objects
 HR Data objects appear as
portlets (see orange tabs below),
and they can be renamed by
Customers
 Depending on HR Data objects
type, they can be effective dated
(validity period) or non-effective
dated.
HR Data Objects
 All HR Data objects are
integrated with rest of the SF
BizX suite. So a user can
access Goal Plan from
Employee Info page in EC.
 All HR Data are controlled by
Role-based Permissions.
 Employment Objects typically
mention the job-related info and
stored in Employment Info
view.

Employee Central
Employee Life Cycle
 Add New Employee
 Navigate using – Add Employee
Link in Org Chart or OneAdmin
(Admin Tools) > Manage
Employees > Update User Info >
Add New Employee
 Four Info-pages (portlets) are
stored
 Identity
 Personal Information
 Job Information
 Compensation Information
 Reason for hiring
 Other features
 Restricts identification clash with
available employee with same
data
 Person Id can be generated or
entered manually

Employee Central
Employee Life Cycle
 Employee Events
 Manager/ Authorized user can
initiate an employee life-cycle
process/ step using ‘Take Action’
option available with Employee
Profile.
 Even an employee can initiate
certain data change/ action request.
 Depending on the action type, an
approver or set of approvers will
participate in the process.
 Both Event and Event reasons are
stored.
 Approval Workflows
 System Administrator can attach
workflows and assign approvers
based on – Direct Selection of
Roles (like Employee’s Manager,
Employee’s HR business partner);
Dynamic selection (like Department
head); Approver Group selection
(like a group assigned to approve)
 Workflows can also be of the
‘information only’ type.

Employee Central
Reporting
 Reporting can be scheduled and system
administrators can monitor the jobs
feature in OneAdmin to administer the
status
 Can be single domain or cross domain
(involve other SF areas)
 Leverages role-based permissions
framework for access controls.
 Online Report Designer
 Custom reports can be exported into
Excel, CSV or PPT formats
 Almost real time reporting
 Create list reports or aggregates
 Allows re-labeling, custom calculations, if/
then statements, filters, date-options
 Uses Report distributor to bundle and
email as PDF (one time or scheduled)
 YouCalc Reports
 Provides platform to analyze data from
BizX suite as well as 3rd Party cloud based
applications
 This platform can be used for simulations
and what if scenarios based on data from
any cloud-based application.
Proxy Management
 Administrator can assign ‘proxies’
for selected users. The ‘proxy’
management allows proxy rights
to be granted module-wise.
Mass Changes
 Administrators can carry out
mass changes such as change in
department, job information etc.
 Mass changes can be ‘saved’ as
well as ‘saved and triggered’
using OneAdmin.

Employee Central
Time off
Time Processes:
 Employee requests time-off (like vacation, paid time-off, sick
leave) and managers approve.
 Employee can view or cancel time-off requests, can view team
absences, can view own time account details
 Manager can view and approve team absences.
 HR can enter absence requests, maintain time accruals and
adjust time accounts
 Positive time recording is provisioned by cloud partners
‘Workforce’ and ‘Kronos’
Time Administration:
 Key time data like holiday calendar, time types (leave of
absence), work-schedules, time account types (entitlements)
can be configured in the system.
 Possible to configure workflow steps based on time-off type.
 Time accruals and posting rules can be fixed, based on
seniority, division, age or any info from Job Info or Employment
Info, including custom fields. Period end processing like carry-
over, accumulate with or without limit is also possible.
 Integration to Payroll is possible. Requires extraction of data
using OData API. Employee can be extracted based on
selection criteria like – Status of absences, Start-End date,
Types, Userids, Organization data (Department, Division etc.)

Employee Central
Payroll & Benefits
Payroll
 EC Payroll uses SAP’s payroll engine. Available only
when master data is stored at Employee Central.
 Currently supports 23 country versions and can be
extended to additional countries (by partners).
 Master data is maintained in Employee Central
 Gross Pay Calculation based on time entered
(integration with time off)
 Gross-to-Net calculation, Retroactive Pay calculation,
Garnishment calculation
 Creates paychecks and deposit advices
 Direct deposit of paychecks
 Creates payroll tax forms to be filed
 Quarterly and Year End reports & forms
 End-to-end payroll process integrated with General
Ledger
 Country-specific compliance
Benefits
 Supported with partner solutions – Benefitfocus and
AON Hewitt
 Provides for Enrollment, Life and work events,
Dependents management. EC Payroll provides the
saving and insurance plans, recurring and one time
deductions.

Jam
Jam
 Jam is the solution that leverages social networking
and collaboration concept for interaction, content
creation and knowledge sharing.
 It’s a cross function feature and allows to post
documents, articles and videos within a target/ close
group or publicly.
 It supports HR processes like onboarding, social
(informal) learning, recruiting, mentoring, etc.
 At manager level, it may help monitor the work
performed by employees, evaluate relationships and
assess how proactive a person is in helping the
colleagues achieve their goals.
 Key features include – manage profile, search users,
tasks, post comments and blogs, follow feeds, create
groups, share organizational view, wiki pages etc.
 Support gamification (badges, missions etc.). Allows
branding with name, logo and color patterns.
 Allows external access and users for external
groups.
 Integrated with BizX suite. Also integrates with SAP
HCM for employee and org data and Single Sign-on.
 SAP Jam integrated with rest of SAP business suite,
on premise SAP CRM and other cloud apps as well.
 Provides various reporting options on activity,
contribution, achievements etc.

Performance and Goals
Goal (Objective)
Management
Planning
 Aligns employee objectives with business
goals. Classification of objectives by strategic
categories.
 Option to create, copy and delete objectives
(public/ private). Each objective has fields like
– visibility, category, metric, target, actual,
probability of success, weightage, status, due
dates, deliverable etc.
 Cascade goals to team, add team goals
 Create SMART goals. Provides SMART
wizard and library of more than 500 goals
 Option to copy objectives from other
objective plan
 Link the objective to a calendar reminder in
Microsoft Outlook.
 Option to Download and import objectives
Execution
 Managers to monitor progress, assist when
target can be bettered or appear difficult.
 Supported with Status Report and Meeting
agenda (with PDF download) features for
identified objectives.

Performance
Management
 Employees and Managers can use performance
review forms to identify objectives, add or change
them, track progress and evaluate the employee
performance on given objectives, core values, job
specific competencies etc.
 The forms are automatically created and sent to
relevant inbox for inputs. The objectives are
automatically populated from Objectives Plan.
 Has info section and review section with provide
route maps (workflow steps)
 Flexible workflow such as iterative steps (form goes
between given users before moving forward) as well
as collaborative steps (form resides in more than
one user’s inbox simultaneously) are supported.
 Individual development plans can be entered to set
and track the employee’s progress towards
development objectives. Learning activity can be
added to a development objective.
 Manager can access Overall Performance Scope or
summary
 Several tools like Spell check, Legal scan, writing
assistant, add calendar reminder etc. are available.

Performance
Management
 Calibration step helps in placing the employee
on Performance-Potential matrix with drag and
drop option. The overall performance rating
from performance form and potential rating
from Talent info (in Employee profile)
determine the default placement.
 Unrated Employees can also be dragged into
the matrix by HR Business Partner.
 The performance discussion or de-briefing
session comes next. And finally signature and
completion of the process.
 There is also a feature to do stack ranking of
core values/ competencies.
 Team Overview option helps the manages in
monitoring the progress and view. It also
provides options to ‘Ask for feedback’ from an
existing employee or to an external email
address.
 Calibration, similar to stack ranker, provides a
visual comparison of employees.

360* Appraisals
 Helps to evaluate employee’s performance on
identified competencies, strengths and
development areas.
 Forms are sent to the employee at start of the
process to nominate the people to provide the
feedback on performance. Category column is
used to identify the relationship of the rater.
 Rater can be an internal employee or an
external person. Evaluations can be made
anonymously too.
 Normal form tools like – spell check/ legal
scan, writing assistant, flexible (collaborative)
workflow, route map, links for quick navigation
etc. are available.
 Manager approved the raters list and then add
‘competencies’.
 Participants/ Raters then provide the
feedback.
 The final detailed report provides the summary
and break-down of the ratings and comments.
The report can be made available to
employee. Manager can access the report as
an input for performance review and
development processes.

Compensation and Variable Pay
Compensation
 Tool for Compensation Planners/ managers to carry
out compensation planning
 Supports compensation planning and execution
scenarios around salary increase (like increments,
merit, seniority based increase), Long term incentives
(like RSU, Stock options etc.) and short term
incentives, variable pay etc.
 Budgets are allocated and are available during the
Compensation planning.
 Apart from Merit guidelines, it also provides Lump
Sum (one time payment outside merit increase) and
Adjustment (outside merit list, triggered for market/
compa-ratio corrections and impacts salary base)
 Options to provide promotion increase due to new job
family, role etc.
 Final salary information comes out with Compa-Ratio
and Range Penetration.
 For bonus calculation, employees performance rating
(or a particular goal attainment with weightage) can
be linked. The proposed amount/ input
recommendation can be adjusted. Similar Equity can
be proposed based on guidelines and adjusted.
 Export as Excel File option is available.
 Provide options to generate Compensation Profile.

Compensation
 The form is sent to next level manager for
approval.
 Further up Executive Review option is available
to give senior management an overview based
on team, HR area, division, department, grades,
matrix hierarchies etc. Options are available to do
adjustments at Executive review level as well.
 Options available for Calibration (Pay and
performance, etc.) and Live Metrics to review
compensation data across teams, departments,
etc.
 Finally Compensation/ Rewards statement can
be generated.
Administration
 At admin level it is easy to set up/ maintain new
compensation plan, workflows steps, monitoring
budgets, setting eligibility and guidelines.
 Features include creating work-sheets, setting
display options,
 It is possible to set up ‘planners’ based on
standard or roll-up or a customer hierarchy.
 Reports like Compensation Aggregation, Roll Up
Summary/ Details are available

Variable Pay
 Supports the bonus calculation based on
quantitative business performance and individual
performance measures.
 Supports pro-ration of calculation (for employees
in more than one pay position or pay grade in
assessment period)
 Provides for ‘what if’ scenarios to forecast bonus
payout
 Support formula based calculations and multiple
time-based payout.
 Remaining steps – like approval by next
manager, executive review, rewards statements
are similar to compensation plan.

Recruiting
Recruiting
 Recruitment process are classified as Recruitment
Marketing and Recruiting Management.
 Recruitment Marketing consists of several
features like social media integration, setting up
talent community, search libraries etc. which are
used in Recruitment processes today.
 It helps sharing Job opening with multi-channels
(social, mobile, referrals etc.) and in reaching and
engaging candidates even when there is no job
opening.
 Recruitment marketing also offers customized
landing pages and key dashboard (to show ROI,
time to fill etc.)
 Recruitment Management involves roles like
Hiring manager, recruiter, HR business partner,
interviewers, candidates etc.
 Provides candidates the key areas like –
Recruiting, Careers (for internal candidates) and
Analytics.
 Onboarding process is supported with SAP Jam.
Further the Employee referral process is now
Recruitment Management. Employees can – refer
a contact to recruiter, link jobs to contacts, track
progress and view referral amount etc.

Recruiting
Recruiting
 Options to create or maintain Job
requisition with filter and display options. It
also possible to Copy existing requisition,
browse ‘families and roles’ to view sample
job requisition as start point.
 Provides configurable data models like Job
Requisition data model, Candidate data
model and Candidate profile template.
 Further information like Internal/ External,
Job title, due dates, can be maintained.
 Options available to add questions to
qualify and prioritize candidates, possible
to mark questions as mandatory or as
essential for qualification, attach
weightages and required score.
 Option to get ‘feedback’ or add modifier to
the Job requisition.
 Option to send the requisition for review
and approval. Once the requisition is
approved, the next step (job positing) may
begin.
 Job posting can be done as – internal (for
employee only), external (for external
candidates), external (job boards), external
(for agencies)

Recruiting
Recruiting
 Internal Job Posting is accesses using
Careers link. The options provided are
similar to ones given at external candidates
level – like Job search, Apply, Save search/
alter, view profile etc. It also provides option
to email the job positing to a friend.
Candidate data model and Candidate profile
template are supported.
 Candidate evaluation is supported with
Candidate activities like Move, qualify, email,
view resume, invite to apply etc. Candidate
workbench is accessed for that.
 My Library (to create and store pre-
screening questions)
 Talent pipeline shows candidates per step
 Candidate search has filters like internal/
external, keywords, tags etc. Types of
search supported are Simple, Boolean,
Phrase search, Wildcard search and mixed
searches.
 Candidate status options can be modified to
meet customer’s terms (like New, shortlist,
interview, offer, hire, reject)

Recruiting
Recruiting
 Interview steps are available to evaluate the
shortlisted candidates. Options like create
meeting, set up interviewers are available,
and then send intimation to candidate using
the email link with option to add document.
 Interview process is supported with Interview
Central wherein all the open and closed
candidate interviews are available.
 After the interview the interviewer can assess
the candidate. Hiring manager and recruiter
may review the assessment.
 My library option provides a list of
 Overall ratings after assessment are auto-
calculated and Stack Ranker is generated as
summary.
 iFlows with 3rd party softwares available for
assessment and status (like PeopleAnswers,
CEB-SHL)
 After that candidate is selected for hiring and
Offer process starts.
 The offer generated undergoes approval
process. Once approved, the offer letter is
generated.
 Finally the candidate status is updated, job
post removed and job requisition closed.

Onboarding
Onboarding
 SF Onboarding supports onboarding of new
employees, legal entity changes, cross-country
movements etc. It uses integration with
Employee Central and SAP Jam.
 Allows new hires to gain access to online portal
where they can access and complete required
documentation, get overview of team, view
learning plan, see and interact in SAP Jam and
ask questions
 Gives managers an easy way to ensure new hire
gets access to right info, right documents and
right people.
 The key on-boarding functionalities are:
 Upload photo, update profile, introduce yourself.
 Receive Welcome letters, understand induction/
orientation roadmap, know your team
 Link to company policies, compliance
requirements, key forms and applications, benefit
details etc.
 Initiate Goals and Learning activities.

Learning
Learning
Process
 Provides a configurable solution to manage
entire learning lifecycle.
 Learning can be accessed both from User
interface as well as Admin Interface.
 Users can browse the catalog and add items to
their learning plan. This addition of learning
may or may not be driven through competency
assessment.
 Workflow is enabled. If item requires approval,
it stays as pending until it is approved by
manager.
 Users can complete online learning and register
for classroom-based or virtual learning. They
can launch online content, launch online exam,
pre-schedule for a learning, launch an
evaluation survey.
 Users can self-record the learning.
 Learning Histories are available and can be
displayed with Employee profile.
 Managers can manage learning plans of their
teams. They can assign learning directly to
employee’s learning plan. This assignment may
or may not be driven through competency
assessment.

Learning
Learning
Admin Functions
 Administrator functions include all activities w.r.t. can
creation of catalog, class, content and commerce. An
administrator can create master data, manage
assignment profiles, set user access, generate
reports etc. Includes assignment of facility, location,
material/ equipment and custom resources.
 Can set up substitute and pre-requites for courses.
Further the field ‘Organization’ under security can be
used to group the users based on customer
requirements along functional lines, business units,
reserve spaces, etc.
 No online content is kept within SF learning. It can
only be attached to a catalog item. The content
object can be a WBT course or online exam.
 Content Import tool is provided. Using SCORM
import button, a zip file or URL can be imported. Can
import multiple content packages and deploy them to
content server and they can be then configured to an
item using system wizard.
 Content packages are ways to organize all relevant
content objects for an item. They can be created
manually or imported via AICC or SCORM import
tool. AICC wrapper helps in requiring users to read,
acknowledge, accept, reject the content object.

Learning
Learning
Learning evaluation and effectiveness
 Provides Question Editor to create
questions which can be used in
evaluation/ surveys. Questions can also
be imported.
 An exam (evaluation/ survey) object can
be created and all the questions can be
attached to the exam. Finally the exam
can be attached to the learning item.
 Option to attach exams to pre-test and
post test and the tests to learning item.
 Finally for evaluation of ‘application of
learning’ a follow up evaluation can be
attached to the course. This is apart from
Learning Item evaluation and Learning
evaluation.
 Catalog refers to learning catalogue. Curricula and
Learning item are attached to catalog.
 Learning Item refers to an assignable unit for which
completion can be tracked and recorded. They can
be web-based or instructor led; and can be identified
as required materials or videos.
 Curriculum is a group of items.
 Learning Plan is a list of items that a user must
complete with respective target or deadline
completion dates for each.
 Learning Event is user’s completion or attempted
completion of a learning item.
 Learning History is list of recorded learning events
for a user.
 Class option provides creating cohorts. It can be
attached with curricula, registration rules, users etc.
The curriculum gets assigned to all users of the
class.
 Learning Item Evaluation – Step 1 – User
Satisfaction
 Learning Evaluation – Step 2 – Mastery of
Content
 Follow-up Evaluation – Step 3 – Application of
Learning

Succession and Development
Succession Planning
 To see position-wise data in succession, it is
important that positions are imported (using
integration) from SAP HCM OM or are created
under EC (using MDF) and mapped.
 Multiple reports and analytics are available
including ad-hoc report option in succession.
 Succession provides options to manage key
positions and successors to key positions. It
provides view of bench strength, readiness and
talent profiles.
 It also provides succession org chart, nine-box grid,
talent pool, talent search and reports. Positions can
hold data like key positions, risk of loss, impact of
loss, newness to company, photo, nine-grid
placement and successor details.
 The succession plan in the succession org chart
may be across different departments within the
enterprise. Each box represents a position and with
that current nominations and talent pools.
 Talent pools appear with an underline in succession
chart and can be expanded to view successors.
 Further the lineage chart provides successors
chain.
 Apart from Performance-Potential matrix, the
succession module also offers ‘How vs. What’
matrix as well which is employees competencies(X)
vs. objective ratings (Y).
 Talent profiles provides Talent information and
nomination details.
 Options available for Talent search and compare
successors.

Succession and Development
Career Development
Planning
 Employees can manage careers and plan
development activities. Development planning is
integrated to the Learning module. The module is
named as Career Development Planning (CDP).
 Development plans are maintained by Employees
and Managers. It comprises of Development goals,
measure of success, period (which can be more
than an year), status and action points. Development
goals can be linked to learning activities.
 Career worksheets offer an employee an actionable
view of the career path, current and future roles,
current and required competencies. It is linked to
Development Plan and development goals can be
aligned to career. It is also possible to add potential
jobs and competency gaps.
 It is also possible to view the career path diagram
(graphical view) from the career worksheet.

Workforce Analytics
Workforce Analytics (WFA)
 WFA includes standardized metrics, benchmarking and
reporting and analytical tools. These are integrated with
BizX suite and BizX mobile.
 Metric packs cover all the areas (like Core workforce,
Compensation, Payroll, Leaves, Performance, Recruiting
etc.) including mobile and may report on custom data
source as well.
 Further WFA provides slicing and dicing options with
‘analyze’ and ‘filter’ capabilities normally referred as
‘dimensions’. Similarly ‘drill to detail’ option is available
to users to click on hyperlinked details.
 Benchmarking options can be used as reference (for
performance) or as targets. SF WFA does not use survey
methodology. Customers using SF WFA contractually
agree to share data for benchmarking program. SF
accesses clients’ raw data for calculating benchmarks
and it uses minimum eight organizations data for any
benchmarking exercise. Organizational anonymity is
strictly adhered.
 Vendor agnostic. It can connect to various system
simultaneously.
 Questions functionality to help organization spot trends
and then use the implementation guides to understand
data, identify issues and find resolutions.
 Finally query workplace option are available to create
custom queries using drag and drop.
 Source data is transformed using data transformation engine to
generate ‘base input measures’ and ‘dimensions’. Together
they form derived input measures and generate result
measures. (for example – Base input measure like FTE, with
dimension like gender creates derived input measures like
Female FTEs. These may help in generating result measure like
Gender Ratio (male/ female FTEs).
 Apart from queries, SF provides report designer
option within WFA. Further, automated
personalized reports set up with a frequency with
pre-defined format and content for each target user,
such as managers or executives.
 Headlines option helps in
exclusively reporting note-
worthy findings and insights
and alerts. They can be
configured to appear on the
Home Page.

Workforce Planning
Workforce Planning (WFP)
 Strategic Workforce Planning provides pro-active planning for
talent/ workforce shortages and surpluses. Matches the talent/
workforce supply to workforce demand. Predicts long term
workforce needs, highlights risks, costs.
 Strategic Workforce Planning (SWFP) focuses on 3,5 and 10
years plans. For shorter durations, it provides an Operational
Planning tool to supplement the overall planning process.
 SWFP as an extension of WFA, WFA data for planning, and
the WFA reports to monitor the process.
 The forecast list under planning tab allows Strategic (2+
years), Operational and Amalgamated (multiple strategic)
forecasts.
 Strategic Forecast
 We start with Set Basics – which are name, start and future
years, and five core data elements (which are headcount,
hires, terminations, retirements and movements). Further Set
scenarios to identify what can potentially impact demand.
This includes external (mostly) as well as internal factors.
Then Set dimensions to specify the workforce types we are
planning for. And then Set retirements age and defaults.
Then Set structures helps in specifying the cost center,
location, department, and roll-ups the planning is being done.
Finally Build provides a snap-shot of selections and initiates
the build process. Once the forecast is available, it will appear
(as green) in forecasts links.

Workforce Planning
 Forecasting
 Involves Demand, Capabilities (skills/ competencies, as
applicable), Supply and Gap identification steps. Filters are
available to selection/ deselect dimensions, rows etc.
 To adjust/ change any value/ number (in demand/ supply), we
can click on the cell and proceed with change in value/
percentage/ adjustments with or without comments.
 Finally gaps are identified and projected for risk analysis.
 Risk Analysis
 Is built on Likelihood (X)/ Impact (Y) matrix.
 Starts with rules and based on that risk identification takes
place. Common rules like high turnover, significant gaps etc.
are available, new rules can be created.
 Rules are mapped against the scenarios/ dimensions/
structures to run against.
 Strategy and Cost modeling
 Helps in adding/ changing tactics (impact/ feasibility) for the
risks identified.
 Generates the strategy matrix using impact/ feasibility.
 Support ‘what if’ impact modeling
 Action and Accountability
 Involves activity editor feature to do the action plans. Typically
provides activity, responsibility, timeframe and resource
required.

Workforce Planning
 Operational Workforce Planning
 Refers to planning for a period less than 2 years and pertains
to headcount, staffing and budget related planning for day-to-
day operations.
 Helps managers to plan (short term period) for demand like
headcount, budgets based on current supply.

BizX mobile
BizX Mobile
 Mobile solution to view notifications,
arrange and review meetings, JAM
activities, view-manage To-do list, See
Org Chart,
 Available on Apply, Android and
Blackberry
 Key mobile features available are:
 Org Chart and Directory
 SAP Jam
 Employee Profile
 Learning (request, approve courses,
receive notifications, access content, etc.)
 Recruiting (candidate can view positions,
apply for jobs, monitor progress,
managers can approve requisitions,
interview feedback etc.)
 To Do Lists (Employee Central,
Performance etc.)

HANA Cloud Platform (Platform as a service)
 HANA Cloud Platform
 Provides platform to develop new
functionalities and new applications which can
be integrated back to the SF solution.
 With new extension package for SF, it also
provides options to deploy extensions which
are tightly coupled with their SF applications
both at data and UI level. The extension
package uses SF’s Metadata Framework.
 The advantage of using HANA cloud platform
is that it provides out-of-the-box integration
features with identity management, security,
mobility, collaboration and in-memory
database.
 Therefore the customers, who have
developed custom objects and interfaces
using MDF, may expose them to SAP HANA
Cloud Platform. These objects can then be
used by the SAP HANA Cloud Platform for
developing richer application extensions that
can be mobile and social enabled.

Security
Additional Notes on Processes and Features:
 Security
 Authentication Level:
 Supports Secure Socket Layer (SSL) or Transport Security Layer (TLS) encryption languages that are leveraged by Standard Web providers.
 In Addition, it has – Internal Authentication – occurs on SF side when customers choose not to integrate their own identity management system;
 It also had – Federate Authentication – like SSO with federation – requires users to first be authenticated through their own authorization systems (LDAP) using
tokens or Security Assertion Markup Language (SAML). The user will then be directed to SF instance using HTTPS.
 SSO without federation – uses a public encryption key that is sent to customer’s authentication server from SF. By using this key, users can connect to SFs by
using a pre-established authentication method.
 Separate security module – to log every action of the user and validates each request to prevent cross-site scripting (XSS) attacks.
 Password protection – Custom rules in password setting
 Layer Security:
 SF environment is made up of multiple layers of security.
 Even if data is stolen, it is inaccessible and unusable
 Role Based Permissions:
 Role Based Permissions (RBP) framework allows security to be managed at all levels, including function, transaction field, and data levels.
 SF helps placing security around the context of a user’s responsibility rather than around the user.
 Proxy Management is available under Manage Employees section of OneAdmin home page. The proxy user can be assigned with rights to access specific modules
like Recruiting, Planning, 360* etc.
 Email Notification can be sent by administrator. Notification templates are available and they can be turned on/off using checkboxes. Templates can be customized to
bring in required texts and logo.

Integration Scenarios
Cloud
solutions
(SF)
On-premise
solutions
(SAP
Business
One)
Talent Hybrid
Core HR
SAP Business One
Talent Solutions,
Workforce Planning,
Workforce Analytics
Delivered and Maintained Integration

Implementation
Prepare Realize Verify Launch
Key Activities:
 Finalize Project Team
 Plan Resource Mobilization
 Prepare Project Plan
 Project Kick-off
 Finalize Roles and
Responsibilities
 Scope/ Requirements
Finalization Workshops
Key Activities:
 Configuration
 Extensions/ Developments
 Integrations
 Data Migration
 Unit Testing by
Implementation Consultants
Key Activities:
 Application Testing (by
Customer)
 Integration Testing (if
applicable, by Customer);
 User Acceptance Testing
 Training
Key Activities:
 Cut-over
 Go Live
 Post Go Live Support
 Closure
Key Accelerators:
 Project Plan
 Configuration Workbooks
 Kick-off Checklists
Key Accelerators:
 Test Scenarios (except
Integration Test scripts/
scenarios which is
developed by Customer)
 Integration Testing Guides
 User Acceptance Test
Guides
 Training Curriculum
Key Accelerators:
 Test Guides
 Test Scenarios
Key Accelerators:
 Cut-over checklist
 Go-Live checklist
 Transition document
 …
Phases of BizXpert Project Implementation Methodology

SuccessFactors Functional Overview - with SAP Business One.pdf

Recommended

Recommended

More Related Content

Similar to SuccessFactors Functional Overview - with SAP Business One.pdf

Similar to SuccessFactors Functional Overview - with SAP Business One.pdf (20)

Recently uploaded

Recently uploaded (20)

SuccessFactors Functional Overview - with SAP Business One.pdf