Success is Simply Human

Transcription

1 Success is Simply Human

2 SAP SuccessFactors Comprehensive HCM Suite End-to-end suite to Manage Employee and Contingent Worker Lifecycle Mobile Social Modern user experience Reporting Analytics Planning Recruiting Onboarding Learning Performance & Goals Competencies, Skills, Best Practices Compensation Succession & Development Most comprehensive cloud solution Employee Recordkeeping Global Benefits Shared Services Organizational Management Payroll Time Management Employee Central U.S. Benefits Time & Attendance Technology: Secure, Integrate, Extend State-of-the-art technology

3 A solid foundation is key to effectively manage your talent People Reach the people and allocate the information and services they need Blueprint Set up a framework that allows you to manage an agile workforce in a volatile world Decisions Understand your workforce and talent processes. Facilitate conversations

4 SAP SuccessFactors HR Transactions and End User Experience

5 Organizations need clear and flexible structures Blueprint 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

6 HR Transactions HR TRANSACTIONS & END USER EXPEREINCE Description and Key Features

7 Talent Foundation Overview

8 HR Transactions Description Enabling End User Experience Key features Manager Self-Service Workflow automation Description 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. 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.

9 HR Transactions Description Enabling End User Experience Key features Org Chart Effective-Dated Transactions Employee Self-Service Description 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. 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. 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 preintegrated payroll and benefits portals to make or change benefits elections, contributions and tax withholdings.

10 Job Profile Builder Foundation 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 Job Profile Content Management Job Profile Template Management Workflow Skill Profile Portlet Description Easy to find, search, add and edit the content used to populate Job Profiles. Additionally, the SuccessFactors Competency and Skills library add-ons provide out-of-the-box, industry-verified content to help you get started. Create Job Profile Templates with easy-to-use Rich Text Editing (RTE) capabilities to create a consistent lookand-feel for Job Profiles across Job Families. Helps assure administrators and management that Job Profiles have been thoroughly reviewed prior to publishing. 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.

11 Job Profile Builder Foundation 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 Families Description 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)

12 Employee Profile: More than a people repository People Help people create a real image of themselves Provide comprehensive, integrated employee information Identify expertise and capture peer recognition Find and connect people

13 Employee Profile Foundation Description Employee Profile 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. Key features Public Profile Custom Profile Views Profile Data Import/Export Employee Profile Reporting Organization Chart Description A snapshot view of a user, displaying basic details like profile photo, contact information, local time, position, and other public information about the user. 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 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. In addition to the CSV export described above, you can also generate ad-hoc reports on Employee Profile data using our reporting tools. The interactive organization chart is an easy way for anyone to explore their organization, understand reporting relationships, and initiate various transactions.

14 Employee Profile Foundation Employee Profile Key features Badges Tags Directory Talent Search Description 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 notification. 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. 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. Employees can search based on background information, such as education or work history, to identify qualified successors.

15 SAP SuccessFactors Competency Framework

16 Competency Model What Is It? A Competency Model is a collection of measurable skills, behaviors and attitudes that 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

17 Competency Model Right People Staffing, Promotions & Workforce Planning Right Way Performance Management & Merit Compensation Right Things Goal Management & Variable Compensation Who You Are How You Act What You Achieve Attributes Skills, Aptitudes, Interests Competencies Goals Right Development Leadership Development, Career Planning, Learning

18 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

19 Competencies Module Integration Talent Process Role Mapped Competencies Team Rater Performance Management Career Development Recruiting Succession Career Planning Career Worksheet Learning Performance Management / Writing Assistant 360 Multi-Rater Development Goals Requisitions Succession Org Chart / Talent Search Role Readiness Assessment Learning Assignments

20 Competencies When Done Right 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

21 Skills Management SKILLS MANAGEMENT

22 Skills Library*: Jumpstart Skills Management with the right content Blueprint 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 *add-on

23 Skills Management The Bigger Picture Resource Management Skills Management Skills Library Workforce Planning Right People, Right Projects Skills Gap Analysis Identified Learning Needs Career Paths Plan for the Future Right People, Right Jobs Succession Planning Learning Career Development

24 Skills Management 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

25 Skills Management Impact on Talent Management Skills Identification Skills Acquisition Skills Application Skills Models and Library Employee Skills Assessment Recruitment Succession Planning Workforce Management Curriculum Design Career Development Learning Management On-the-Job Training Mentoring Performance Management Project Management Resource Management Talent Management

26 SAP SuccessFactors Job Profile Builder

27 Job Profile Builder: Your framework to compare apples to apples Blueprint 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

28 Job Profile Builder Why Is It Important? 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

29 Job Profile Builder JOB PROFILE BUILDER (3 STEP PROCESS)

30 Job Profile Builder - Configuration 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

31 Job Profile Builder Configuration (As Needed) 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

32 Role Based Permissions ROLE BASED PERMISSIONS

33 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

34 Job Profile Builder: Integration JPB Integration

35 Job Profile Builder Module Integration Talent Process Mapped Profile Content Employee Profile Skills Profile, Skills Portlet, Skill Search Succession Recruiting Nomination, Position Profile, Career Worksheet, Career Path, Suggested Roles Job Requisition Compensation Profile

36 JPB Considerations Best Practice

37 Skills Library Organization Best Practice Category Human Resources Information Technology Healthcare Skill Group / Job Family Skills, Competencies, Certifications, Tools, Products Benefits Management Applications Development Electrical Engineering Information Technology System Analysis Workforce Planning JAVA Financial Analysis Proficiency Level and Skill Description 1. Training / Light Experience 2. Moderate Proficiency 3. Mastery 4. Company Expert (Functional Leadership) 5. Industry Expert (Strategic Leadership)