Optimizing SuccessFactors Standard Compensation Statements

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Compensation Statements may be the most critical aspect to a successful Compensation implementation. Statements are typically the only visibility employees have to the Compensation module and are important in not only communicating final payments to employees but also in letting them know of any other company directives and overall business results.

Working in Compensation for over 15 years, I have configured a lot of compensation statements. Sure, custom statements in XSL can be created to meet all of the customer’s wildest dreams, but this may not always be needed or possible as customers might be restrained by budget, time, or expertise in maintaining year over year. Standard delivered statements can be used for compensation, templates, variable pay templates, or a combination.

Admin Center –> Compensation –> Actions for All Plans –> Manage Statement Templates –> Add Template –> from SuccessStore –> choose template type

My Top 10 List on how to optimize standard compensation statements:

1. Gather statement requirements early

Statements are often thought of as an end of the process final product. While they are just that, you will find that if you include statements as part of the early requirements discussion along with the design of the compensation plans, you will end up with a better final product.

In order to pull fields of information into the statements, they must be a field in the plan template(s) you are referencing. You can include extra indicative data or calculated fields (such as Merit Percent) or fields that show final values rounded (such as New Annual Salary) in case your customer wants to show nice rounded numbers to the employees. These fields do not need to be made visible during planning, but can be hidden so they are available for display in the statement.

Example of a custom field marked hidden during planning but that can be pulled into the statement

2. Take advantage of statement suppression

In 2019, SuccessFactors enhanced the compensation module to allow for statement suppression. Gone are the days of having to generate and recall statements for employees that you wouldn’t need to communicate awards to.

To start, create a custom column in your template to control the suppression based on the customer’s desired logic. For example, to suppress a statement because of a low rating the custom column could include the formula if(pmRating<2, “FALSE”, “TRUE”). Employees with the value “TRUE” will have statements generated, those with a value of “FALSE” will be suppressed.

Enable the setting from Plan Setup –> Settings. Select the box for Enable Statement Suppression and use the drop down to select the custom column you have created with your statement suppression logic. When statements are generated, the job status report will list the names whose statements have been suppressed.

Admin Center –> Compensation –> select template –> Plan Setup –> Settings –> Statement Generation Settings

3. Make use of sections and conditional formatting for the right side data fields

Group fields of data under Sections to consolidate Performance, Merit, Bonus, and Equity fields depending on the templates used in the statement. Conditional formatting can be added to suppress these groups for instance if the customer wishes to suppress the merit section if the employee had zero for their merit award. Conditional formatting can also be done on the field level in cases where customers wish to show the merit section for example to show salary information but not show the merit award field if amount = 0. This also allows for fields such as promotion or lump sum to only show if applicable to the employee.

Example of using sections to group similar compensation fields and adding conditional formatting to a section to suppress if the customer does not wish to show in various scenarios

4. Get the most out of the left side text and logo

Most of the time, the company logo being used throughout the SuccessFactors tool can be used as the logo in the statement as well. If the customer wants a custom logo, plan for this early as it can take time to the custom logo URL setup and to make sure the look and feel is right. Encourage the customer to use their standard logo if possible for a standard compensation statement.

Make use of font sizes and typographical emphasis to draw attention to key elements. Typically I use the small size font throughout for text sections. These text sections can be dragged and dropped depending on the order they should appear.

Conditional formatting can be added here as well to suppress the text section for instance if the customer wishes to only show the section if the amount is greater than 0. The conditional formatting on the left and right side should be configured together so that the logic aligns.

Typically customers can use the left side text to add in text that is applicable to all employees such as overall company results and any disclaimers that are needed around payment dates and rounding rules.

Example of using conditional formatting to only show text sections if conditions apply

5. Keep the statement to 1 page if possible

Keep in mind the more text and fields you add, the longer the statement becomes. Most customers like to see a concise one page statement.

The Signature section is not really needed as you can add this to a text box above if the signature is pretty straightforward. The section itself even with no text configured in it can cause the statement to push to the next page as it shows below the text and data sections, even if it just shows a blank second page. This section cannot be removed, but you can trick the system into shortening it significantly if you simply add a few spaces.

Example of suppressing the signature section by simply adding a few blank spaces

6. Multi-language requirements aren’t necessarily a show stopper

Standard statements do not typically support multi-language requirements. You can however do a workaround and create translated standard statements using the English version as a baseline for the fields and input the required language into the text boxes and field names. If you have a requirement to translate the plan templates, you have a good start to the translations already for the fields. This process can be tedious, so make sure to have a pretty finalized English version before you start creating additional versions in other languages.

Example of a translated standard statement into French

You can then configure statement groups to tie the translated statements to the groups of employees that need the statement in non-English languages.

Actions for all plans –> Group Assignments –> Manage Dynamic Group –> Manage Statement Assignment Groups –> Create New Group using required criteria
Admin Center –> Compensation –> select template –> Complete Compensation Cycle –> Rewards Statements –> Manage Statement Templates –> Add translated statement templates and associated groups

7. Figure out the roles that will be involved in communicating statements

Planners are typically responsible for communicating the awards to their employees. They can download statements in several ways from their Completed worksheets or within the People Profile if permissions have been set. Additionally, check with your customer if they wish for the employees themselves to have access to their own statements. If this is the case, typically this is a task scheduled out a few weeks from the initial conversations with managers to open access to employees.

SuccessFactors recently added the ability to download statements directly from Executive Review. This allows higher level managers as well as HR managers (assuming role based permissions have been granted to allow access to Executive Review) to be able to download their span of control using the Bulk Print Statements button. The icon for bulk download now only appears if the employees have a generated statements based on the filters in Executive Review. In the previous version, the icon was displayed even if statements weren’t generated from recently filtered list.

To activate statement printing from Executive Review, these settings should be established in Company Settings: Disable Hide Personal Compensation Statements in PDF Format & Enable Display Bulk Print Statement Icon on Executive Review

8. Test early and often

In addition to gathering statement requirements early, plan to test the statements early as well. Ideally the statement would be part of the early iteration reviews to gather feedback before the frenzy of planning occurs. Create examples of statements to show all the different variations that are possible with the customer such as merit only, merit and lump sum, lump sum only, etc. If you wait until the planning is occurring in Production, you are no longer able to add or edit fields that customers may request in the statement.

Also test the role based permissions and the process for how and when the various roles would download the statements. This will prevent any headaches down the road when the timing is tight to review and open statement access to HR, managers, and/or employees in Production.

9. Make use of standard Email Notifications

If the employees will be able to access their own statements, there is a standard email notification that can be sent. The email text can be setup in E-Mail Notification Template Settings. This will allow for Compensation Administrators to send specific text to employees or groups of employees letting them know that their statements are available and how to navigate in the system to find them.

Admin Center –> Compensation –> select template –> Complete Compensation Cycle –> Rewards Statements –> Send Email Notification

10. Finalize with a smooth move to Production

Validate any final changes with the customer. Company numbers and final performance may come in just prior to statement generation so an additional validation of the text sections especially is suggested.

You can recreate the statements in each environment, but I suggest to make all changes in the lowest environment and then download and upload them instead. This takes away some flexibility in making last minute changes in Production but keeps the environments consistent and encourages testing to be done in the lower environments before moving to Production.

It is time to review your OFCCP Voluntary Self Identification Forms

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With discrimination coming to the forefront of world news lately, many organizations are asking themselves:  What can we do to actively prevent discrimination in our organization?  I’ve seen a variety of options out there ranging from internal audits by 3rd party anti-discrimination consulting firms to pro-active succession planning that tracks minority status.  While organizations I’ve worked with differ in these types of approaches, one solution at minimum in the United States has been clear for my entire lifetime: federal contractors must comply with the Office of Federal Contract Compliance Programs (OFCCP) guidelines.

Per an announcement on the Department of Labor website, a new Voluntary Self-Identification of Disability Form CC-305 was approved in May.  As of today, Federal contractors must post the comply by updating the form by August 4, 2020.  An example new form can be found here.  I warn against simply using a search engine to look for updated forms as these may lead you to the expired form (check the expiration date at the top of the form first).

Also, while you are on the Department of Labor website and making updates to your  system in response, you might want to check out the updates to the Federal Contract Compliance Manual.  Specifically, the guidance around the Invitation to Self-Identify as a Protected Veteran.    Additionally, the “How to Comply” postings and notices guide is of great help.  I’ve found customers making updates to all of their voluntary identification forms based on these updates.

For SAP SuccessFactors customers, this typically means:

  1. Updating your job application template to include the new form(s)
  2. Updating your Onboarding forms to include the new forms(s)

I recommend referencing the Department of Labor website to understand the updated requirements and then working with your IT department, SAP Partner, and/or SAP to make updates to the recruiting application template and/or Onboarding forms to ensure compliance.

Hopefully this brief update has been helpful!  While many people are out there working hard to come up with a variety of solutions for today’s social issues, one thing is for certain: EEO is the law.

Do you need help implementing these forms in your Sap SuccessFactors system?  Contact mwellens@worklogix.com.

Properly Prepping for an SAP SuccessFactors Regular Release

In the past few days, SAP SuccessFactors has completed moving the H1 2020 release into production.  For some well-prepared customers, users are excited about new features they are starting to enjoy.  Others might be feeling some pain with critical issues that have arisen unexpectedly.  Still others might not have done much preparation at all and are wondering if they missed something.  In my experience consulting and providing production support services, I’ve seen all 3 types.  Hopefully after reading this quick article you’ll always fall into the first category!

Step 1: Know your Dates

SAP SuccessFactors keeps a product update blog that you should check regularly here: https://community.successfactors.com/t5/Product-Updates-Blog/bg-p/ProductUpdates

Note: you will need an SAP S-ID to access all of the links in this document

The preview dates and production dates are posted in the upper-right-hand corner of the blog.  Preview date refers to the date the release will be put into the preview environments.  You know your environment is in a preview datacenter if the url has preview in it.  For example:

Historically SAP SuccessFactors and SuccessFactors prior to the merger conducted quarterly releases.  However starting in 2020 SAP reduced the release time to every 6 months.  While I haven’t conducted a survey, my guess is most customers and SAP are pretty happy about this as it gives much more time to properly prepare.  With a quarterly release, by the time you finished your regression testing it was already time to start prepping for the next release and keeping dedicated resources onboard to only conduct regression tests was impractical.  I’m sure it was a similar story on the SAP side of the house.

Step 2: Read the Documentation

SAP changed how the documentation works a bit this year.  The first document you should read is the Road to Release document which is also available on the SuccessFactors Community Product Updates blog.  The latest road to release document tells you how to sign up for newsletters to keep you updated and also outlines some steps similar to the ones in this blog I’m writing.  The document is informative and a must read, but realistically I treat is as a pamphlet on when documentation will be released because in my opinion it focuses only on new features glosses over any regression testing and misses a few key things customers should do and know that I’ll point out in this blog.

Next, given that it’s a week or so prior to the preview release (which is when SAP releases the detailed documentation), take a look at the documentation here:

https://help.sap.com/viewer/product/SAP_SUCCESSFACTORS_RELEASE_INFORMATION/2005/en-US

Documentation Search

The above link lets you search the documentation for every new feature – so if you choose to turn on a new feature, this will let you know what administrator steps to take as well as some basic end user testing scenarios.  You can also choose prior releases as well from the drop down above the search bar.

However, before you start searching for features to turn on, you’ll want a god’s eye view of what’s available to you.  Click the link to the “What’s New Viewer” on that same page.  This tool will allow you to filter by specific modules to find what’s relevant to you, providing a brief summary of each feature.

What’s New Viewer

The key concept to understand when exploring this tool is the configuration type.  “Universal” means that all customers will receive the feature on preview and production release dates without taking any action.  “Admin Opt-In” means customers can opt to receive the feature by taking the steps outlined in the detailed documentation (search for the name of the feature in the big search bar in the first screenshot and you’ll find these steps).  “Admin Opt-Out” means you’ll need to follow similar steps to not receive the feature.  “Provisioning Opt-In” means you will need a partner and/or SAP to follow the steps in the detailed documentation to turn the feature on because only they have access to provisioning to do so.

There’s links to other documents on the SuccessFactors Community Product Release Blog, however if you like to jump straight to the facts and avoid the fluff, the ones I mention above will get you on your way.

Step 3: Analyze and Plan

Now that you know the dates and the scale of what’s being impacted by the release, you can setup a calendar plan and resources to execute the plan.  A sample plan might roughly look like the below:

  1. Preview Release minus 1 week – IT Team reviews release documentation
  2. IT Team Meets with Stakeholders with abridged list of key features that may interest the business and discusses regression testing resources
  3. Preview Release Date – Regression testing commences
  4. IT Team reports any found defects to SAP via customer ticket
  5. Preview Release plus 1 week – IT Team and/or stakeholders attend Q&A sessions with SAP to clarify any feature questions
  6. Stakeholders report which opt-in features they would like to explore in preview
  7. Once Regression testing is complete, IT turns on opt-in features and/or engages SAP/Partners to turn on any provisioning opt-in features
  8. Stakeholders explore and test functionality in preview environment and finalize which features will be turned on in production
  9. Communications and training are drafted as needed on any new features
  10. Production Release
  11. Stakeholders report any production regression Issues to IT who reaches out to SAP as needed to open customer tickets
  12. IT Team and/or Partner/SAP turn on opt-in features
  13. Stakeholders report any production new feature Issues to IT who reaches out to SAP as needed to open customer tickets

Step 4: Regression Test

Being a cloud product, there’s a pretty high level of confidence that the system will continue to function as normal after release since both SAP and numerous customers are all collectively testing the same set of code.  However, if you want to err on the side of caution, you may wish to regression test your key business processes in your preview environment prior to turning on any new features.  In particular, you may also want to focus on business processes impacted by universal changes.  The key advantage here is being able to report issues to SAP ahead of production release so there’s a solution before it becomes a problem!  Often customers will reference their test scripts from their initial implementation and update them for any universal features.

Step 5: Explore New Features

Once you’ve explored the documentation on new features and have agreement with business stakeholders on what should be explored, it is time to start playing!

If you’ve chosen to regression test, I’d recommend executing that prior to turning on any new opt-in features to keep troubleshooting issues less confusing.  For example, if you’ve turned on a feature you later decide you don’t want and later find a regression test issue, it may not be clear if that issue will occur in production or not.  In fact, some customers who only have 1 preview and 1 production environment wait until after production release before exploring new features in their preview environment so that there is clarity on what production will look like and what issues might arise prior to sandboxing a bit with new features.  If you have 2 preview environments at your disposal, then these activities can be done in parallel more confidently.

Step 6: Release Friday – Stay Away!

Typically, a release starts on a Friday evening up-until early Saturday morning.  While you might try to access the system and be able to get in, I don’t recommend it.  SAP will be loading code and restarting services.  There’s no guarantee any data you save or changes you make will be there the next day.  Have a nice weekend and come back on Monday and be glad you invested in a cloud product that handles this for you!

Step 6: Release Monday – Be on the Alert!

I don’t think I’ve ever turned on a new feature in the first week of a production release unless it has been a business-critical function/feature.  SAP is wise enough to start production releases on Friday evening so that if things go wrong, they’ve maximized the time available to them before customers will come back Monday morning.  However, just because the system is up does not mean everything is perfect.  Often, SAP is very busy handling new tickets related to the release.  If you are experiencing an issue, report it ASAP, but also be realistic.  If it is a critical issue that lots of customers are experiencing, it will get fixed very quickly.  If it is an issue unique to your organization and not business-critical, you may be waiting a couple weeks or more for resolution.

Step 7: Turn on Your Production Opt-Ins

Once you are comfortable your system is stable, it is time to turn on your opt-ins in production!  You can follow the steps outlined in the detailed documentation that you followed in preview again or use instance sync depending on the particular configuration.

Step 8: Rinse and Repeat

Congratulations!  You’ve made it through your release!  Time to check back on the dates for the next release!

Using Role Readiness within SAP SuccessFactor’s Career Worksheet

Employees are empowered to manage their career through the use of the SuccessFactors Career Worksheet. The Career Worksheet is a component of the Career Development module which allows employees to view details about job roles that interest them, see the role’s associated competencies and select any as targeted or future roles.

Career Worksheet prior to selecting targeted roles

When Job Profile Builder (JPB) is enabled and job profiles are defined, a switch may be set so that the Career Worksheet syncs with JPB. The sync enables role details from JPB to be used in the Career Worksheet.

How does the Career Worksheet work?

Employees may identify roles or career paths they may be interested in. They may the view details about job roles, including the associated competencies. This will enable the employee to gain an understanding of the development effort required to move into these roles.

After the employee selects a job role that they are interested in, there is link on the Career Worksheet to a form that evaluates their readiness for the role. The form measures the readiness by the rating the competencies associated with the target role, not the competencies of the employee’s current role.

The results of the role readiness form help employees plan their career development. By adding roles they are considering to Career Worksheet, they can track and measure their development to prepare themselves for the future roles and responsibilities.

The Career Worksheet also provides a competency gap analysis so the employee can see areas they need to work on in order to be ready to move into the role.   This enables them to create development goals to help them attain the needed competencies to progress.

The Career Worksheet may also include a readiness meter based on a readiness calculation which computes a competency match score which compares the em­ployee’s competency rating with the ex­pected ratings for the role. This percentage shows how ready an employee is for a targeted role.

Components of the Career Worksheet

Worksheet tabs

The Career Worksheet contains two tabs:  My Job Roles and Suggested Roles.

My Job Roles tab

My Job Roles tab contains two sub-tabs:  Job Roles I’m Considering and My Current Roles.

Each sub-tab label includes a job role count.

The Job Roles I’m Considering tab displays a job role count of zero until job roles are selected. This sub-tab will not contain any data or competencies until the employee selects any future targeted role(s).

Job Roles I’m Considering sub-tab contains no roles or competencies prior to selecting targeted roles

The My Current Roles sub-tab displays the employee’s current role and the competencies and any development goals associated with each competency.

Competencies associated with current role
Job Roles I’m Considering sub-tab

The employee may browse all job roles or the system generated suggested roles.

Employee may search for job roles

Click on Browse job roles… to see roles organized by job family. The employee may select multiple roles as target roles.

Select roles

To select targeted roles from the My Job Roles tab, click on View suggested roles…

The Suggested Roles tab will display.

All suggested roles for an employee

If filtering is enabled, the employee may select the job family or specific competencies to find roles for.

Selection of competencies to filter by

This filter will cause the suggested roles to display only the roles that contain the selected competency.

Suggested roles based on selected competency

The other method to see the suggested roles is to go directly to the Suggested Roles tab on the Career Worksheet. This tab will be discussed later in detail.

My Current Roles sub-tab

The My Current Roles sub-tab displays the employee’s current role and the competencies and any development goals associated with each competency.

The competencies mapped to roles are the only sources of competencies used on the Career Worksheet. This is where the job profile builder comes into play. The components of the job role from Job Profile Builder are pulled into the Career Worksheet. The roles seen on the worksheet are linked to a job code (job classification) where the competencies are mapped.

Competencies for a role come from the mapped competencies of a role in JPB

Any existing development goals linked to the competency are included along with the development goal count. There is also an option to add development goals to the role’s competency.

If the current role has a career path, it may be viewed on the My Current Roles tab. This is a graphical representation of the progressive roles an employee may hold as they grow within the organization.

Career Path for current role may be viewed from My Current Roles sub-tab

Any role within the career path may be viewed to see the job profile which contains the role description and competencies for the role.

My Current Roles sub-tab displays all competencies associated with the role
Job profile for a role with all of its components
Suggested Roles tab

The suggested roles are based on configured criteria. The system utilizes an algorithm to produce the list of suggested roles and calculates a score for the role based on proximity in Career Path, Competency, Job Family, Open Positions and Popularity within team.

View of Suggested Roles tab
Add a Targeted Role

Employees may click on a suggested role and add it to their career worksheet as a future targeted role.

Within the Suggested Roles tab, clicking on the plus sign for a role to add it as a target role.

Clicking plus sign for a role will add it as a targeted role

Once selected, a message displays that the role has successfully added as a target role.

Role has been added as a target role

A targeted or future role will be seen on the My Job Roles tab, Job Roles I’m Considering sub-tab.  The competencies associated with the role are listed as well.  If the employee’s current role contains any of the same competencies and they have a development goal linked to a competency the development count will also be listed.

Roles under consideration

It is also possible to view the career path for any roles under consideration. Within the career path, a role may be selected to add as targeted role.

May view career path for a role under consideration

The career path for the job role displays. The job role in the career path is highlighted and starred.

Entire career path of targeted role displays

Any role within the path may be selected as a targeted role.

Once selected, the targeted role appears on the Career Worksheet as a Role I’m Considering sub-tab within the My Job Roles tab.

Targeted Roles Icons

Once a target role in selected, on the Job Roles I’m Considering sub-tab, an Information icon will be visible and will provide instruction on how to navigate through the selected roles and add or delete roles.

Contents of Information icon

Each targeted role will have a Readiness meter along with up to 3 icons:  Role Details, Make this the default target role and Add New Learning Activity.

Note:  if LMS is not used or not linked to the development module, the learning activity icon will not be present.

Click the Role Details icon to see the job profile associated with the role. The contents of the job profile may include the role description, competencies, minimum requirements, education, certifications, and job responsibilities.

Role details will display

Clicking the star icon will make this the default target role.

Click star icon to make the targeted role the default

After choosing any additional job roles, selected targeted roles will display on the Job Roles I’m Considering sub-tab. Until a role readiness form is completed, the readiness meter will show that the role is not ready.

Readiness Meters for targeted roles prior to evaluating readiness
Role Readiness

An important component of the Career Worksheet is the Role Readiness Assessment form.  The form creates metrics that help employees plan their career development. When the employee adds roles they are considering to the Career Worksheet, they can launch the form.  The form enables employees to review the targeted role’s competencies and rate their proficiency to determine their readiness for the role. This allows them to identify the competency gaps for the target position or future role so that know what areas they need to work on. They can track and measure their development to prepare themselves for the future roles and responsibilities.

A few notes about the Role Readiness Assessment form
  • Only employees can launch the assessment form for their targeted role.
  • It is not possible to launch the form when proxied as another user.
  • There is a link within the worksheet that opens the role readiness self-assessment form, bypassing the usual form creation steps.
  • The form will auto-populate all of the competencies for the role.
  • The system uses the Career Worksheet readiness cal­culation to compute a competency match score which compares the em­ployee’s competency rating with the ex­pected rating for the role.
  • Any other targeted roles that contain the same competencies will have the Readiness Meter updated after the form is completed.
  • Once the form is complete, the updated ratings are used in the Career Worksheet to show the role readiness.
  • The employee may relaunch the form as many times as they like and each time the readiness will be recalculated.

Launching the form

The form is launched when the employee selects a targeted role from the Job Roles I’m Considering sub-tab on the My Job Roles tab and then clicks on Evaluate your readiness.

The employee will rate themselves on the competencies needed for the future role. These are the competencies that are mapped to the targeted role.

Ratings for each competency will be required with optional comments for each.  Upon completion, form goes to their manager for their assessment of the employee’s mastery of the needed competencies.

Form as seen in the Manager Assessment step.

The Manager will get form in their inbox and will need to rate each competency, add optional comments for each competency and provide comments for areas to focus on.  The ratings and comments from the employee will be visible.

After the manager step is complete, the form may go back to the employee to view and submit to completion. NOTE: this is based on the steps from the standard Role Readiness form template.

The completed form will appear in the employee and manager’s completed folder. 

Both manager and employee will have copy of completed form in their performance forms folder

When the employee goes back into the Career Worksheet, the readiness meter for the role that the employee is considering will now contain a percentage. This percentage represents how ready they are for the role based on their competency ratings against the expected ratings for the role.

Readiness meter once Role Readiness form is completed
Readiness Meter

The Career Worksheet calculates employee readiness for a role by evaluating the employee’s rated competencies for the future role.

The competencies for a role are configured to determine the expected rating. An employee’s readiness for the role depends on the form’s rating of the competencies against the expected ratings.

By default, the system uses the latest rating information in the system. The admin may also configure to specify a form or a couple of forms as the source of the existing ratings.

Readiness Meter for Targeted Role
Role Competency Expected Ratings

Competency mappings to roles are the sole source of competencies listed on the career worksheet. And only ratings from completed forms are displayed in the career worksheet.

Gaps are calculated using the expected rating from Families and Roles.  Since expected ratings can vary by role, the same competency might display different gap values for different roles.   The admin may define default weights and/or the ratings expected based on the job role.

The form can be generated again whenever Evaluate your readiness displays on the Career Worksheet. It may be relaunched again and again for the same targeted or any other roles under consideration.

Any additional forms that are completed will then recalculate the readiness meter based on the new ratings.  It is also possible to add more roles to consider and run the form for the new roles.   There will be a date that shows when the role assessment form was last run so you know when the readiness was calculated.  The meter always uses the most recent role readiness ratings.

If any of the roles being considered have mutual competencies, the readiness meter will populate for all of them.

Role Readiness form completed for Associate Professional role but any other roles under consideration have readiness calculated as well.
Gap Graph

On the Career Worksheet, the gap graph shows the rating for each competency based on the form ratings and what the expected rating is.  There is a gap analysis for each competency, comparing the last rating of record specified for the employee with the expected rating for that role.

The blue line in the graph represents the form rating score and the green line represents the expected rating. If the form rating matches the expected rating, the competency is considered “met”.

For each of the role’s competencies, there will be a count of the roles that also have this competency linked to it. This can be expanded to see the other roles.

The targeted role competencies that do not meet the expected rating will display first.  These are the competencies that that the employee needs to develop in order to be ready for the role. These will have the green line visible in the graph because the form rating is lower than the expected rating.

Competencies that have not been met

These are the competency the employee may wish to add development goal to in order to help them prepare for this role.

The targeted role competencies that the employee has met will be displayed after the competency that need work. There will be no gap for these competencies because the form rating matches the expected rating.

Additional Features of the Career Worksheet

The Career Worksheet has a count of the employees in the targeted role. The list of employees in the role may be displayed.

There is an indicator to set so the preferred next role appears on the profile under Preferred Next Move. Enable checkbox to make the targeted role visible in the employee’s profile. There is a link to go to People Profile.  The targeted role will display as the preferred next move.

Wrap up

The Career Worksheet puts power into the hands of the employees so they can take charge of their careers and plan for the future. When Job Profile Builder is enabled, the employee has visibility to roles that will enhance their ability to drive their development and guide their career.

More to come…

Look for the next installment to discuss how to set up the Career Worksheet and Role Readiness Assessment form.

Need help? Please contact us!

Worklogix

Worklogix partners with clients to plan, configure, develop and integrate HR products and custom applications. We have assembled a global team with years of experience implementing HCM solutions. Our team is dedicated to understanding your business challenges, helping you leverage your technology and implement solutions that deliver results.


How Can SAP SuccessFactors Help Me with My Succession Planning Process?

I recently watched the The King on Netflix, a very well written (mostly borrowed from Shakespeare) movie which begins with the topic of Succession as a young King Henry V rises to the throne.  As my work day progressed the next morning, this got me thinking more about the topic of Succession (although a much less intense version of it).  I like to think of Succession Planning as the crowning achievement of a well-functioning Talent Management system.  In my mind, the ultimate goal of a Talent Management system is to help people grow.  This is really the core function of every component or module of Talent Management systems.  Talent Acquisition systems empower people to find a new opportunity within the company and get their foot in the door.  Goal Setting and Development plans give people a place to set the tangible targets they seek to obtain.  Performance management systems help coach people on obtaining those goals.  Learning systems give them the knowledge they need to get there.  And finally, a good Succession Planning system helps people at the top use all of the information gathered during all of these activities to see who is ready to move on up!

What’s Included?

A typical SAP SuccessFactors Succession Management module implementation covers the below processes:

  1. A Talent Review process including 9-box placement
  2. Talent Search
  3. A Succession Org Chart
  4. Presentations

There are even more features in the module, but for the sake of brevity I won’t cover them all this article.

Talent Review Process

While a formal Talent Review process is not necessary for Succession, it can be a very helpful starting point.  To me, it marks the difference between an organization that takes Succession seriously as an open part of its culture vs. one that keeps the topic of Succession completely behind closed doors.   Formalizing the process forces managers to stop and take the time to think about their direct reports, identify who is ready for advancement, and how to cultivate them for the future.

To help with formalizing the Talent Review process, SAP SuccessFactors offer an out-of-box Talent Review form.  The form consists of a 9-box placement and comments section where managers can place each of their direct reports for which a form is launched.

Sample Talent Review Form

In addition to a talent review form, calibration sessions can also be utilized to gather the “big picture” of resources from different major areas of the company and decide on 9-box placement amongst larger groups of participants in the planning sessions.  Calibration sessions can also be used to determine key flags for resources as well such as “Risk of Loss” and “Impact of Loss”.

Calibration Session 9-Box

Talent Search

Another way to search across the company for people flagged as for Risk of Loss or Impact of loss—or any other talent field for that matter, is the Talent Search.  This is the one-stop-shop for all talent info on your employees!  Things like past performance ratings, skills and languages and degrees pulled from the talent profile are all here as well.  Talent pools can also be made with the search results to help you organize your talent!  There are all sorts of practical applications for Talent Search – for example in the search query I have made below, the results would show me all of my Good to Excellent performers for this year who are also willing to relocate—great information to have on hand when you have a critical position that is empty in a hard to fill location!

Talent Search Criteria
Talent Search Results

In addition to adding resources to talent pools, from here you can also nominate them for positions and also compare how well they stack up against one another in your search (is it just me or do Francois and John look related?)

Talent Search Comparison

Succession Org Chart

The Succession Org Chart is where it all comes together!  Here you can navigate by position or by resources along the reporting chain and nominate people for positions.  Clicking on a position shows you details about what Successors are in queue for the position.  Clicking on a resource shows their “Talent Card” which can be customized to show a variety of talent information stored in the system from the various modules.  You can even nominate successors from the candidate pool in recruiting!

Succession Org Chart – Detail of Talent Card

The linage chart can also help with scenario planning, showing how a potential move could affect the downstream positions.

Lineage Chart

Presentations

Phew!  I’ve had a full year from conducting all of those talent reviews, talent searches, talent pools, and succession nominations, how about you?  Oh no, now the big boss wants a presentation with all of this new data tomorrow morning!  Luckily with the presentations feature, I won’t have to dig through all that data, throw it into spreadsheets, and copy / paste it into a power point deck!  The feature comes with several pre-build slides where you simple choose some selection criteria and you can build things like 9-boxes and team views and pull up talent cards for employees using live data in interactive slides!

Creating Slides
Detail of 9-Box Slide with Talent Card

I love it!  When is the right time to deploy?

As you might imagine from the description given in the introduction, I typically see companies get the most benefit from their Succession Planning system after all or most other components of the system have been implemented.  This is because decision making is all about having the right up-to-date relevant information to keep you well informed – and in this case it is all of the data from all of those other modules that helps tell you who your high-potentials are and when they will be ready for a move.  For example, the talent search functionality works best when resources have filled out their talent profile with things like education and skills – and the talent profile is often easiest to maintain if it has already been pre-populated when the employee was hired from the recruiting system using their candidate profile.  Logically it is also best to establish a performance/potential matrix after you have evaluated everyone’s performance in the system. Further indicating the “right time” to deploy SAP Succession Management, there comes a point in a company’s growth when the Talent Director and/or Managers have had enough of their paper or excel-based Succession planning processes.  If a Director or Manager of Talent is growth themselves, they will need to focus on strategy and growth instead of spending all night re-arranging people on excel spreadsheets.  At a certain number of employees working within the company, the process simply becomes too burdensome to do manually.  If you are at that point now, I’m sure you are eager to get started with all of the features I’ve described here

 

Worklogix Worklogix partners with clients to plan, configure, develop and integrate HR products and custom applications. We have assembled a global team with years of experience implementing HCM solutions. Our team is dedicated to understanding your business challenges, helping you leverage your technology and implement solutions that deliver results.


SAP SuccessFactors Recruiting: Question Library – Why Bother?

SAP SuccessFactors has a Question Library feature which can be useful for recruiting.  

SuccessFactors has a section on requisitions to add screening questions.  This is separate from the questions or fields the candidates complete on the application.  The application fields are purely informational and do not automatically cause an action on the candidate. But screening questions can be used to perform actions on candidates or provide information to help the recruiter quickly assess and/or eliminate candidates.  Screening questions are added by the recruiter on each requisition and can be used as “knock out” questions to automatically disqualify candidates, score candidates, and weight answers.  If you use screening questions on requisitions, consider having a requisition Question Library.

“Questions” section on requisition

Recruiters can add questions to requisitions manually by creating questions within the requisition ad hoc.   

The recruiters can also create the questions in Preferences => My Saved Questions to have access to use as needed.  This is by recruiter and the questions cannot be shared with other recruiters.  Each recruiter creates their own saved set of questions.  

Recruiter saved questions – only accessible by the recruiter
Questions from “My Saved Questions”

Question Library – Why bother?

The Question Library is a shared library and contains questions which recruiters can choose to add to requisitions.  Questions from the Question Library can also be used to disqualify, score and weight candidates.  But why bother setting up a Questions Library when recruiters can create their own personal set of questions?

A few reasons for setting up a Question Library for recruiting:

  • Company policy on questions
  • Consistency
  • Category grouping  
  • Cascading questions
  • Turnover 
  • Maintenance

COMPANY POLICY ON QUESTIONS

Make sure the questions do not put the company at a risk.  Having recruiters only use questions from a Question Library gives control to the administrator as to the content of the questions.  The questions can be reviewed by the company’s legal team before being added to the library to ensure the company is comfortable with what is being asked of a candidate.

CONSISTENCY

The same style of phrasing and wording leads to consistency.  Some items to consider include:

  • How the company name is worded – is a shortened version/nickname allowed?
  • The way the questions are asked – length, wording, style, etc.
  • Answers to questions – do they all need to be multiple choice, is free text allowed?
  • Abbreviations – make sure they are meaningful and not confusing to the candidates.
  • The candidate experience when answering questions

CATEGORY GROUPING

This is a good feature that breaks down the questions by type of role, especially if you use only one requisition template but have a variety of roles within the company.  Categorize the questions by type of role to easily add specific questions to the requisition depending on what is needed for the position.  

For example, having separate categories for sales positions, accounting, driver, warehouse, manufacturing, finance, etc.  Whatever the role, a category can be created.  A “General” category can be used across roles.

The Question Library “Requisition” is located after “My Saved Questions” in the requisition’s Question section

The Question Library “Requisition” has numerous categories under it

CASCADING QUESTIONS

Cascading Questions are questions that can lead to other questions depending on the answer to the original question. Cascading questions help eliminate the number of questions that are seen by every candidate.  The cascaded question(s) only appear depending on the candidate’s answer to the original question.  

Original question:

“Do you have a Pilot’s license?” Answers available: Yes/No

Only if the candidate answers “Yes”, will a new question will appear:

“How many hours have you flown?” 

Opening the Category “Delivery Driver Helper”, the question “Have you previously been in a role where you were required to lift up to 50 lbs on a repetitive basis?” has the icon indicating it is a Cascading Question

When added to the requisition, the cascade icon is to the right of the question. Clicking the arrow to the left of the question reveals the cascaded questions:

The cascaded question(s) appear below the main question.

Cascading questions need to be added through a question library file and imported to the question library by the business partner or support team.  Recruiters cannot create ad-hoc cascading questions.

TURNOVER OF RECRUITERS

If a recruiter leaves the role and a new recruiter takes over any outstanding requisitions, the new recruiter will have access to the Question Library.  If the questions were stored in the personal preferences of the original recruiter, then the new recruiter would not have access to the questions in order to update the req or add the same questions to new requisitions for similar roles.  The new recruiter would have to create their own My Saved Questions library and add the questions. This can lead to the similar questions being worded differently or not being created and added to the requisition. See “Consistency” above. 

MAINTENANCE

If a new question is needed, add it once to the Question Library and all recruiters have access. If a question needs to be updated, update it in the Question Library.  Any requisitions currently using the question will not automatically get updated, saving the integrity of the question the candidate originally answered.  But recruiters adding the question going forward will have the updated version.

If you decide to start using the Question Library, work with your business partner or support team to create the Question Library.

Question Library for Requisitions – Take Note:

  • The questions will appear in alphabetical order by Category then alphabetically under each Category no matter how they are input to the Question Library.
  • Questions will appear on the application for both internal and external candidates.
  • For the applicant, screening questions appear at the very end of the application and cannot be moved from that position.
  • For the recruiter view of the candidate application, the questions will appear in SCREENING DETAILS section after the application information and before the candidate profile information.
Recruiter view of Screening Details section on the candidate’s
application
  • Any questions in this section are not reportable.  
  • The Screening Details does not move with the candidate application if the application is forwarded to another requisition, even if the same questions are on the other requisition.  The candidate will need to be invited to apply to answer the questions on the forwarded to requisition.  The same is true for Late Stage Application candidates.
Same questions added to two requisitions
Candidate applies to one requisition and answers the questions
FORWARD screen 2019-03-08_09-07-48
Candidate Forwarded to another requisition to New Application (Default) status
Candidate has been forwarded but not applied to the requisition.
The application data is intact but not the Screening Details questions

 

SAP SuccessFactors Recruiting Candidate Display Options Tips

In recruiting, finding ways to quickly scan through qualified candidates is always a plus. From using requisition knock out questions as the candidate applies to virtual screening, eliminating non-qualified applicants up front helps in narrowing the field of candidates.

And for the candidates who answer knockout questions correctly and make it to the applicant pool in a requisition – is there a way to distinguish between them or at least review in an order that works for the recruiter?

Here’s where the Candidate Display Options can be used to quickly scan through candidates. The recruiter can easily choose available display fields to sort by what is most meaningful for the position. And when dealing with high volume openings, every little thing helps. Work with your implementation partner or support team to take full advantage of the Candidate Display Options.

When viewing candidates in the requisition, the Display Options is next to Action. Click on Display Options and the pop-up shows the available fields to display on the screen.

In the requisition candidate view, DISPLAY OPTIONS is next to ACTION.
The recruiter checks which fields to display – with the options checked above, the original display changes to show only the checked fields:
The fields are sortable – just click on the title of the field.

Fields in the Candidate Display Options

SuccessFactors Recruiting has the ability to add fields to the Candidate Display Options. This can be through a change in the Candidate Profile and Application XML or through the Management Template Feature in Recruit Management. Work with your partner to update the Candidate Display Options to meet your needs.

Please note per SAP: “the Management Template Feature is extremely powerful and should only be done by qualified individuals familiar with your configuration.” Further information can be found at: https://launchpad.support.sap.com/#/notes/2644550

“Considerations When Choosing Candidate Display Fields” listed below will help in deciding the fields you should consider.

First, some examples of different Candidate Display Options. In the Candidate Display Options screen, the first column is always the Standard Fields column which contains information such as Rating, Source, Last Updated. But what about the application fields the recruiter checks before deciding who to contact, the order to contact, or not at all?

In the example below, the Display Options contains the basic candidate information in the second column. But this is not very useful when trying choose which candidates to pursue.

Candidate Summary Display Options –
1st column is Standard Fields – this does not change.
The recruiter checks which fields to show on the screen – the order in the columns is the order fields appear on the screen

Did the candidate answer questions on the application, fill out past employment information, education? Did the candidate take surveys or tests when they applied? If they are part of the application, then the results can be displayed. You don’t have to open each application to see the fields. They can be part of the Candidate Display Options.

Candidate Display with 3 Columns
Candidate Display with 4 Columns

With the Candidate Display Options fields checked and then sorting on the header of the column, a recruiter can view the candidates in the way that works best to determine which candidates to contact, wait to contact or to eliminate.

Recruiter has chosen the source, city and grade of pre-test.
Recruiter has sorted on Grade to see the top scoring candidates.

Considerations When Choosing Candidate Display Fields

Below are a few considerations when deciding on the Candidate Display Options application fields:

  • Which application fields do recruiters review first – which are the most useful
  • How many columns
  • Order of the columns
  • Order of the items within the columns
  • Length of field name
  • Required application field or optional field
  • External vs Internal application questions
  • When the candidates are required to answer the question

Which fields do recruiters review first?

Recruiters will know which application fields they look at first to find the most qualified candidates. Compile a list and narrow down to the top 5 or 10. These fields should be on the Candidate Display Options list to quickly identify which candidates to advance.

How many columns?

The Candidate Display Option columns should have grouped fields. For example, a column each for:

  • Contact information
  • Application answers
  • Test scores
  • Screening data

How many columns depends on how you want to see and sort the information.

Order of the columns

Order the columns in a way the recruiters use it. The Standard Fields column is always first but then you can order the following columns the way it makes sense to the recruiters. The order they are placed in the xml is how they will appear to the recruiter.

Order of the items within each column

You can also choose the order the items are listed under each column. The order in the list is the order the items will appear in the display. Top to bottom in the list – left to right in the display screen.

Length of the Field Name Label

The length of the field name is very important. There is no way to shorten the name of the label to appear differently in the column. So if you want to show the answer to the question on the application that has the label “Have you ever applied to our company or any subsidiaries within the last two years?”, the entire wording will appear as the column name and it does not wrap. To solve this, you can have the question on the application, and then a different field for the answer be with shorter verbiage: “Company answer y/n”. But please note this will add more information for the candidate to read and respond.

Another way to handle the length of the name is to have the lengthy questions in one column. Since the Candidate Display Option fields are chosen by the recruiters, they can easily choose the fields they want to see at the time they want to use them. Therefore, if they want to see all New Applications that answered NO to the question “Have you ever applied to our company or any subsidiaries within the last two years?” before reviewing any other applications, they can click on that display field, work with those candidates, then un-click the display field.

Required application field or optional field.

Is the application field Required or Optional? If it is optional and the candidate has not answered, then it will be blank for that candidate. If it is required and shows blank, the candidate is a forwarded candidate who has not yet applied.

External vs Internal application questions

If the field is specific to only internal candidates, then only internal applications will have data in the field. Same for external.

When are the candidates required to answer the question?

If it is a multi-stage application and candidates are not required to answer certain questions or enter certain fields until a few steps into the Talent Pipeline, then the information will not appear in the Candidate Display Options column until the candidate enters the information on the application.

Conclusion

The Candidate Display Options can easily be a forgotten asset – set it up once to see what you want and forget about it. But taking a little time up front to configure the display fields to help sort through candidates quickly can save a lot of time and effort in the long run. And it is easy to use, quickly checking and un-checking the fields to display.

Work with your implementation or support team to take full advantage of the Candidate Display Options.

Actively Engage Prospective Candidates with SAP SuccessFactors Recruiting CRM Features

Are you having trouble achieving your recruiting metrics?  Specifically – are you having a hard time getting enough candidates to fill out a full application on your recruiting site?  Are candidates dropping mid application or just not bothering at all?  Do you feel like people are interested in applying to jobs at your company but just don’t see the positions they want so they don’t bother?  Are you looking to keep a growing number of potential candidates warm for when those positions are available?  If you answered yes to any of these, you might try taking a look at SAP SuccessFactors’ new Recruiting Candidate Relationship Management (CRM) features!

The best news is that these features have been delivered free to all existing SAP SuccessFactors Recruiting Customers as of the Q2 2018 release.

What’s included?

SAP SuccessFactors Recruiting Candidate Relationship Management consist of these primary features:

  1. Data Capture Forms
  2. Talent Pools
  3. Email Campaigns

Data Capture Forms

The idea behind data capture forms is to gather information about prospective candidates without them actually applying for a specific position.  It is a great way to see who is out there that may be interested in your company and positions you typically hire (but may not have available now).  It could also be used for events like college recruiting or career fairs where prospective candidates are met that sound promising but aren’t quite a fit for a specific position or may not be able to fill out a full application at the moment.  Directing them to a landing page on your recruiting website later, or even having them fill out the form on a table or mobile phone at the event would be a great way to capture their information for later follow-up.

To create a data capture form, you will need access to the Career Site Builder (the “Manage Career Site Builder” permission).  Once the feature is active it will appear in the “Global” menu of the Career Site Builder as shown in the screenshot below.

Once your click the menu item and create a new data capture form you will come to the below screen that allows you to choose what fields to capture.  As users enter information they are really creating a recruiting candidate profile.  At a minimum you will need first and last name as well as email to create a profile.  You can add other fields by clicking the “+ Add” button as shown below.

Clicking “+ Add” will bring up a popup like the one below with just a few more fields out-of-the-boz.  Most likely you will need to add more fields than what is available in this popup (for example, a drop down that asks what types of positions interest you, or another that asks how you heard about the company).

To add more fields to this popup so you can add them to the data capture form, you will need to have access to manage object definitions.  If you are not familiar with the Metadata Framework (MDF) you might want someone familiar with this technology perform this part (I plan on writing another blog post on this, so check back soon!).  In a nutshell, you will want to add whatever fields you need to the “Candidate Profile Extension” object definition.  They will then show up in the popup above for you to add to your data capture form.  As fields are added to the object definition and filled out by your candidates, they will show up on the candidate profile as shown in the screenshot below:

Clicking the “+” button will show all the fields you have added to the “Candidate Profile Extension” object definition (and any values your candidates have filled in) as shown below:

Once you have finished editing your “Candidate Profile Extension” object definition and have added any needed fields to your data capture form, you can design a landing page that includes your form.  To create a landing page, click on the “Landing” menu item under “Pages” in the Career Site Builder.

You can create a landing page and add components to determine the page’s layout.  Unlike other pages, you can add a special “Date Capture Form” component to the page and select the data capture form you have created.  By adding the data capture form to a landing page you can now create a visually pleasing page that includes any branding, images, text, etc. you desire!

Once you have finished your page layout you can preview and/or publish your new page using the links at the top of the screen as shown below:

Talent Pools

The Talent Pools feature allows you to organize any candidates in your recruiting database such as those who have applied to positions or those who have filled out a data capture form.  This can be a very powerful tool to help you strategize how to use the pool of people in.  For example, you could create a pool of people you met at a particular event, or a group of alumni of a certain University, or people you think all have similar traits that make them qualified for a particular type of position.

Once the Talent Pools functionality is activated and permissions have been granted to use it, a “Talent Pools” menu item shows up in the navigation hierarchy under Recruiting -> Candidates -> Talent Pools as shown below:

You can create a new talent pool by clicking the “Create Talent Pool” link on the right-hand side of the screen.  You will get a popup like the one below:

Here you can see many of the features of the Talent Pools functionality.  For example, you can create a Talent Pipeline status and set a default candidate status.  These statuses can allow you to track where you are in the process of attracting each of the candidates within the pool.  You can also set the pool to be private only for your eyes or for a select group of people you choose, or make it visible to anyone with the Talent Pools permission.  Finally, you can also set the talent pool to auto-populate overnight based on saved searches you have already created (note that you will need to have created the saved search prior to creating / editing the talent pool).  To create a saved search, navigate to “Keyword and Item Search”, construct a search, and then click the “Save Search” button as shown below.  For example, in the below search we are gathering all candidates who listed French as a language skill.

If you don’t want the system to auto-populate the talent pool for you overnight, you can also directly edit the pool and add candidates as you see fit in the candidate search area as shown below.

Email Campaigns

Now that you’ve captured a good collection of potential candidates and have them organized into pools of candidates, it is time to engage them!  Email campaigns enable you to send mass emails out to select candidates from your candidate database. 

You will need to start with creating an email layout.  The layouts screen is found within the Career Site Builder as shown in the screenshot below:

The layout consists of a header, footer, and the main content area where you will compose your email.  In creating the layout, you would not add any content to the “Configurable Text Area” – this is simply a placeholder for the content you will create later for a specific campaign.  Typically, you would just create the header and footer content within the layout.  You can add rich text and images from your Career Site Builder image library within the header and footer.  Brands and multi-language are also supported.

Once you have your layout complete, you can begin to create your first email campaign!  The email campaign screen can be found by navigating to Recruiting -> Marketing -> Email Campaigns.  Just click on the “New Email Campaign” link in the upper right to get started.

The “Create Email Campaign” screen is shown below.  From here you can choose basic info like the name of the campaign and a description as well as the brand and language.  You can alo fill in the details of what the email will look like to individuals receiving it including the title, “Reply-To” the layout, and the content of the email.  There are also a limited number of tokens you can use by clicking on the “Recipient Field” link.  You can pick and choose individual candidates to send the email to or send to entire talent pools.  You can combine multiple talent pools and individual picks all in one campaign as well.

Congratulations!  You have now captured new talent, organized them, and engaged them for new opportunities! J

How Do I Activate These Features?

SAP SuccessFactors customer administrators can easily turn on the Talent Pools and Email Campaigns via the Upgrade Center.  You will find the Upgrade Center in your “Admin Center” as show in the screenshot below:

You can filter by “Recruiting” and see the items show up in the options below.  Click the “Learn More & Upgrade Now” link and follow the instructions to turn these on.

Please note that once you activate each of these options, you will receive a screen indicating next steps to take such as assigning specific role-based permissions.  Please make sure you follow these instructions or you will not be able to get to the needed screens.

To activate Data Capture forms and email campaigns, you need to make sure you are using the Career Site Builder (CSB) first.  As shown in the preceding instructions, all of the forms you will create have to be designed in the CSB and surfaced through landing pages in the CSB.  You can either request a partner turn on the data capture forms feature for you in Command Center, or open a support ticket with SAP to have them turn it on for you.

Where Can I Find Out More?

To find out more, visit the SuccessFactors Community Quarterly Release Page for Q2 2018 here (SAP login required):

https://community.successfactors.com/t5/Product-Updates-Blog/Q2-2018/ba-p/202735

Five Healthy Behaviors to Maximize Your SAP SuccessFactors System

If you are a SuccessFactors customer (or soon to be one), here are our top five healthy behaviors to maximize the use of your SAP SuccessFactors system:

  1. Use the community site, which is located here: SuccessFactors Community Site You’ll need an S-User ID to log in (If you don’t have an S-User ID, you’ll want to contact your SAP and/or SuccessFactors administrator at your company). You’ll want to make yourself comfortable with this site, especially the sites available under “Quick Links” on the lower left of the screen.   From here, you can create a support ticket, review product documentation, and participate in SAP’s customer influence program where you can create and vote on ideas for future product enhancements.  
  2. Work in partnership with your SAP team. SAP assigns an AE (Account Executive), a CEE (Customer Engagement Executive), and a CSM (Customer Success Manager) to each customer.  Some customers have additional resources depending on their support level.  It’s important to establish the right relationship with these folks as they are your main communication back to SAP.
  3. Find the right implementation partner.  Most partners are not good at all things. You may want to search for partners here (Partner Certification Search, which is part of the Community Site above, rather than the Partner Finder on the SAP site. For example, Worklogix is a Recognized Expertise Partner in Onboarding/Recruiting as well as Talent Solutions (Performance/Goals, Compensation, Succession/Development), but we are not yet listed on that site.
  4. Be realistic with software expectations.  No software will be everything to everyone.  Not SuccessFactors, not Workday, and not the point solutions that some business folks are scheming to buy.
  5. Don’t forget the training. Yes, these cloud solutions are (in general) more intuitive to use, but don’t underestimate the need for training.  Visit the SAP SuccessFactors HCM Global Training site in the Community site, under Resources.  All too often, we see failed rollouts (or deployments that need to be reset) due to lack of training with the tool.  Like all software, it’s got its quirky parts.

 


 

Worklogix Worklogix partners with clients to plan, configure, develop and integrate HR products and custom applications. We have assembled a global team with years of experience implementing HCM solutions. Our team is dedicated to understanding your business challenges, helping you leverage your technology and implement solutions that deliver results.