Success is Simply Human
SAP SuccessFactors – Comprehensive HCM Suite
End-to-end suite to Manage Employee and Contingent Worker Lifecycle
Mobile | Social
Reporting | Analytics | Planning
Succession & Development
CompensationPerformance & GoalsLearningOnboardingRecruiting
Competencies, Skills, Best Practices
Employee Recordkeeping
Global Benefits
Shared Services
Organizational Management
Payroll
Time Management
Employee Central
Modern userexperience
Most comprehensive cloud solution
State-of-the-art technology
U.S. Benefits
Time & Attendance
Technology: Secure, Integrate, Extend
DecisionsUnderstand your
workforce and talent
processes. Facilitate
conversations
BlueprintSet up a framework that
allows you to manage
an agile workforce in a
volatile world
PeopleReach the people and
allocate the information and services they need
A solid foundation is key to effectively manage your talent
SAP SuccessFactorsHR Transactions and End User Experience
Organizations need clear and flexible structures
We help you CREATE A FRAMEWORK to manage and adapt your talent based on the needs of the business with Org Charts, Job Profile Builder and Skills Library
Blueprint
HR TRANSACTIONS & END USER EXPEREINCE
Description and Key Features
HR Transactions
Talent Foundation Overview
HR Transactions
Key features Description
Manager Self-Service
• Managers can access employee information for which they have security rights. View personal information, employment history, salary history, training history, performance history, education information, professional awards, languages and proficiencies, external work history, and more. An intuitive “wizard-like” interface enables managers to initiate and execute any kind of change for anyone on their team—promotion, termination, bonus, salary change, etc. All manager self-service functionality is supported on the SAP SuccessFactors mobile app.
Workflow automation• Automate workflow and track a transaction through its life cycle from inception to execution including
approvals, routing and historical tracking. Create & manage as many levels of approvals as needed for selected transactions. Workflows are enabled through mobile devices.
Notifications • Automated notification of status changes, new hires and terminations.
Description
Enabling End User Experience
HR Transactions
Key features Description
Org Chart• Org chart functionality provides a natural way for HR professionals, managers, and employees to navigate
through the organization, understand reporting relationships, and initiate any kind of transaction.
Effective-Dated Transactions• Process future dated as well as retroactive HR transactions, report using effective dates & pre-defined
periods in time, and provide effective-dated transactions with full history for employee records and valid table values.
Employee Self-Service
• Employees can update information and execute transactions. They can update personal data (address, name, emergency contacts, marital status, etc.), update direct deposit information, and access pre-integrated payroll and benefits portals to make or change benefits elections, contributions and tax withholdings.
Description
Enabling End User Experience
Job Profile Builder
Description
Job Profile Builder is a flexible and intuitive tool to identify the complete elements of a job and share them with your users.
Key features Description
Job Profile Content Management
• Easy to find, search, add and edit the content used to populate Job Profiles. Additionally, the SuccessFactorsCompetency and Skills library add-ons provide out-of-the-box, industry-verified content to help you get started.
Job Profile TemplateManagement
• Create Job Profile Templates with easy-to-use Rich Text Editing (RTE) capabilities to create a consistent look-and-feel for Job Profiles across Job Families.
Workflow• Helps assure administrators and management that Job Profiles have been thoroughly reviewed prior to
publishing.
Skill ProfilePortlet
• Provide employees visibility into the expected skill proficiency levels required for success in their job. Furthermore, allows managers the ability to transparently rate their staff against those skills.
Job Profile BuilderFoundation
Job Profile Builder
Description
Job Profile Builder is a flexible and intuitive tool to identify the complete elements of a job and share them with your users.
Key features Description
Families• Job families are used to broadly define job categories in your company. For example, your company might
choose to have job families based on the function type — such as Executives and Information Technology. These job families, in turn, are then used to group associated job roles.
Job Role • Job roles are titles used to describe a designation held by an employee within the company• Job roles specific to a group are bundled together under a single job family
Job Code • Job Code is added to Employee Information portlet to make the Job Profile visible to end users
Job Profile • Job Profiles are where you can identify all the elements that make up complete profiles of a job
Position• Positions are considered single instances of a role. (i.e. “Sales Director” is a role. “Sales Director, Northeast
Region” is a Position)
Job Profile BuilderFoundation
People
Employee Profile: More than a people repository
Help people create a real image of themselves
Provide comprehensive, integrated employee information
Identify expertise and capture peer recognition
Find and connect people
Employee ProfileFoundation
Description
SuccessFactors Foundation enables customers to create a continuously updated, easily searchable directory of employee skills, interests, experience and expertise. Employees can maintain their own information, find colleagues with relevant skills, and publicly recognize their peers. Managers can view workforce information to identify skill gaps in their organization and ensure that they are working with the right people and on the right things.
Employee
Profile
Key features Description
Public Profile • A “snapshot” view of a user, displaying basic details like profile photo, contact information, local time,
position, and other public information about the user.
Custom Profile Views
• You can create different “custom views” for use in different business processes. You can configure what information is displayed in each view and control who has permission to see it. For example, a “talent profile” might show the employee’s past work experience, skills and competencies, or education. A “talent scorecard” could display past performance ratings or development goals.
Profile Data Import/Export • Profile data can be imported and exported to and from the system in CSV-format, allowing you to sync
Employee Profile with your HRIS or other external system, or employ SuccessFactors user data for other offline purposes.
Employee Profile Reporting • In addition to the CSV export described above, you can also generate ad-hoc reports on Employee Profile
data using our reporting tools.
Organization Chart • The interactive organization chart is an easy way for anyone to explore their organization, understand
reporting relationships, and initiate various transactions.
Employee ProfileFoundation
Employee
Profile
Key features Description
Badges • Badges are used for employee recognition. Employees can give each other badges so they can, which appear
in the recipient’s Profile, as well as in an email notification.
Tags • Tags provide a way for employees to make themselves more discoverable in the organization. They can add
Tags to their profile—expertise, responsibilities, interests, hobbies—which other employees will be able to search and find in the Company Directory.
Directory • Employees can search for and discover others in the system using the Company Directory Search. There are a
variety of ways to filter and refine the search and to display the results in different ways.
Talent Search • Employees can search based on background information, such as education or work history, to identify
qualified successors.
SAP SuccessFactorsCompetency Framework
• A Competency Model is a collection of measurable skills, behaviors and attitudesthat impact an Employee’s quality of work
• Competencies describe what Employees need to know and be able to do in order to execute on their business goals effectively
• Competency Models enable the alignment of an Employees’ actions with their Performance goals
• If a Performance goal is “what” we expect people to accomplish for the organization, the competency model describes “how” employees should execute in order to deliver on the goal
Competency Model – What Is It?
Competency Model
Right PeopleStaffing, Promotions &
Workforce Planning
Right ThingsGoal Management &
Variable Compensation
Right WayPerformance Management &
Merit Compensation
AttributesSkills, Aptitudes, Interests Competencies Goals
Right DevelopmentLeadership Development, Career Planning, Learning
How You Act What You AchieveWho You Are
Competencies in SuccessFactors
• ~85 behavioral competencies across 10 categories (i.e., Change Management, Analytical, Social, Project Management)
• Can also leverage third-party competencies (PDI, Lominger, DDI, SHL, etc.)
• Leveraged in many aspects of Talent Suite
Talent Process
Team Rater
Performance Management
Career Development
Recruiting
Role Mapped Competencies
Performance Management / Writing Assistant
360 Multi-Rater
Development Goals
Requisitions
Succession Org Chart / Talent Search
Role Readiness Assessment
Learning Assignments
Competencies – Module Integration
Career Planning – Career Worksheet
Learning
Succession
Competencies provide HR functions with a common framework to align various programs that can benefit from a Competency Model such as:
Performance, Recruiting, Compensation
Succession, Learning & Development
Workforce Planning
• Inform employees and their managers about behaviors they are expected to display when achieving their job goals
• Influence and support the desired company culture
• Enable the recruitment of new employees who will “fit” with organizational culture
• Provide a clear path for Development and Career Planning of existing employees
Competencies – When Done Right
SKILLS MANAGEMENT
Skills Management
Skills Library*: Jumpstart Skills Management with the right content
Manage the workforce based on skills
Defining and reengineering job profiles with a library of skills models and templates organized into business categories
• ~14,000 skills and knowledge elements
• 250 sample job families
Blueprint
*add-on
Skills Management – The Bigger Picture
Skills Library
Resource Management
Workforce Planning
Learning
Career Development
Succession Planning
Skills Management
• Right People, Right Projects
• Skills Gap Analysis• Identified Learning
Needs• Career Paths• Plan for the Future• Right People, Right
Jobs
• Skills Management and Skill Content allow you to gather employee skill data and leverage it for resourcing:• Development and Succession Planning, Workforce Planning & Analytics
• Skills Management includes:• Skill Portlet on Employee Profile with an easy-to-use Skill Assessment• Single, Multiple Skill Search and “Find Someone Like” functionality (if purchased)
• When purchased, customers can access out-of-the-box, industry verified content 13K+ skills in 250+ pre-defined Job Families each with 4-7 Job Roles with Skills pre-mapped, each with 5 levels of proficiency
Skills Management
Skills Management – Impact on Talent Management
Skills Identification
• Employee Skills Assessment
• Recruitment
• Succession Planning
• Workforce Management
Skills Acquisition
• Curriculum Design
• Career Development
• Learning Management
• On-the-Job Training
• Mentoring
Skills Application
• Performance Management
• Project Management
• Resource Management
• Talent Management
Skills Models and Library
SAP SuccessFactorsJob Profile Builder
Job Profile Builder: Your framework to compare apples to apples
• Clearly define the needs of the business, communicate expectations and match people with opportunities
• Create and manage job profiles, templates and content in an adaptable framework
• Integration to talent processes
Blueprint
• Job Profile Builder (“JPB”) allows customers to identify the right skills, experiences, competencies and behaviors required for each role within the organization
• This foundational information allows customers to find the “right-fit” candidates for promotions and new positions, identify development strengths and opportunities among their employees, provide more detailed job descriptions to external candidates, and more
• Skills management allows customers to capture, track and assess employee’s skills within an Employee Profile portlet
• Either of these can be implemented independently, however, Best Practice would be to implement both
Job Profile Builder – Why Is It Important?
JOB PROFILE BUILDER(3 STEP PROCESS)
Job Profile Builder
Job Profile Builder (JPB) is an flexible and intuitive way to identify the complete elements of a Job and share them with end users
1. Build Job Profile Content• Administrator builds content repositories for various content types including – Families & Roles,
Skills, Competencies, Physical Requirements, Interview Questions, Job Responsibilities, etc. from
which Job Profiles will be built
2. Create Job Profile Template• Administrator creates Profile Templates that drive the format and sections to be included in the Job
Profiles
3. Create Job Profiles• Administrator creates Job Profiles, attaching them to Job Roles by pulling content from libraries
Job Profile Builder - Configuration
1. Create Job Profile Acknowledgement Settings• Job Profile Acknowledgement allows employees to be notified when their job profile has been changed.
Admins can now set up To-Do notifications in the homepage when the following action is triggered:
• Job Profile Change (created, re-mapped or edited)• Job Code Change
• Role & Job Mapping Change
2. Create Job Profile Acknowledgement Report• Admins can also view a tabular Report page that allows them to see the status of these Acknowledgement
requests by User• This report lists and allows for filtering of the following information about the acknowledgments sent to the
Employee
3. Set Permissions• Administrator determines permissions for managing JPB as well as viewing Job Profiles
Job Profile Builder – Configuration (As Needed)
ROLE BASED PERMISSIONS
Role Based Permissions
• Step 1: Define the Role Permissions for Admin Tasks• Who will have the ability to manage Job Profile Templates, Profiles, Content, etc.?
• Step 2: Define Job & Skill Profile Visibility• Who will be able to view or edit Job Profiles?
• Who will be able to view or edit Skill Profiles? • Here you can also apply Field Level Overrides permission to hide or restrict columns within the Skills Profile
Role Based Permissions
JPB Integration
Job Profile Builder: Integration
Talent Process
Employee Profile
Succession
Recruiting
Compensation
Mapped Profile Content
Skills Profile, Skills Portlet, Skill Search
Nomination, Position Profile, Career Worksheet, Career Path, Suggested Roles
Job Requisition
Profile
Job Profile Builder – Module Integration
JPB Considerations
Best Practice
Skills Library Organization – Best Practice
Category
Skill Group / Job Family
Skills, Competencies, Certifications, Tools, Products
Proficiency Level and Skill Description
Human ResourcesInformation TechnologyHealthcare
Benefits ManagementApplications DevelopmentElectrical EngineeringInformation Technology
System AnalysisWorkforce PlanningJAVAFinancial Analysis
1. Training / Light Experience2. Moderate Proficiency 3. Mastery4. Company Expert (Functional Leadership) 5. Industry Expert (Strategic Leadership)