Employee Central Position Management Academy

THR79
SAP SuccessFactors Employee

Central Position Management
Academy
.
.
PARTICIPANT HANDBOOK
INSTRUCTOR-LED TRAINING
.
Course Version: 2311
Course Duration: 5 Day(s)
Material Number: 50164015
SAP Copyrights, Trademarks and
Disclaimers
© 2024 SAP SE or an SAP affiliate company. All rights reserved.
No part of this publication may be reproduced or transmitted in any form or for any purpose without the
express permission of SAP SE or an SAP affiliate company.
SAP and other SAP products and services mentioned herein as well as their respective logos are
trademarks or registered trademarks of SAP SE (or an SAP affiliate company) in Germany and other
countries. Please see https://www.sap.com/corporate/en/legal/copyright.html for additional
trademark information and notices.
Some software products marketed by SAP SE and its distributors contain proprietary software
components of other software vendors.
National product specifications may vary.
These materials may have been machine translated and may contain grammatical errors or
inaccuracies.
These materials are provided by SAP SE or an SAP affiliate company for informational purposes only,
without representation or warranty of any kind, and SAP SE or its affiliated companies shall not be liable
for errors or omissions with respect to the materials. The only warranties for SAP SE or SAP affiliate
company products and services are those that are set forth in the express warranty statements
accompanying such products and services, if any. Nothing herein should be construed as constituting an
additional warranty.
In particular, SAP SE or its affiliated companies have no obligation to pursue any course of business
outlined in this document or any related presentation, or to develop or release any functionality
mentioned therein. This document, or any related presentation, and SAP SE’s or its affiliated companies’
strategy and possible future developments, products, and/or platform directions and functionality are
all subject to change and may be changed by SAP SE or its affiliated companies at any time for any
reason without notice. The information in this document is not a commitment, promise, or legal
obligation to deliver any material, code, or functionality. All forward-looking statements are subject to
various risks and uncertainties that could cause actual results to differ materially from expectations.
Readers are cautioned not to place undue reliance on these forward-looking statements, which speak
only as of their dates, and they should not be relied upon in making purchasing decisions.
© Copyright. All rights reserved. iii

Typographic Conventions
American English is the standard used in this handbook.

The following typographic conventions are also used.
This information is displayed in the instructor’s presentation
Demonstration
Procedure
Warning or Caution
Hint
Related or Additional Information
Facilitated Discussion
User interface control Example text
Window title Example text
iv © Copyright. All rights reserved.

Contents
vii Course Overview
1 Unit 1: Getting Started with SAP SuccessFactors Employee Central

Position Management
3 Lesson: Describing SAP SuccessFactors Employee Central Position

Management
11 Lesson: Enabling Position Management
15 Exercise 1: Verify that SAP SuccessFactors Employee Central
Position Management is enabled
27 Exercise 2: Set up Role-Based Permissions for Position
Management
34 Lesson: Navigating the Position Organization Chart
39 Exercise 3: Set different access options to navigate to Position
Org Chart
51 Exercise 4: Navigate the Position Org Chart
59 Unit 2: Configuring SAP SuccessFactors Employee Central Position

Management
60 Lesson: Configuring the Position Object

75 Exercise 5: Set up Position Object
85 Exercise 6: Create a Configurable UI for Position object
92 Lesson: Configuring Position Management Settings
105 Exercise 7: Check and Enable Position Management Settings
110 Lesson: Creating Position Records
113 Exercise 8: Create a new Position
118 Lesson: Maintaining Existing Position Records
121 Exercise 9: Modify the Parent Position for an existing Position
131 Exercise 10: Create a Mass Change UI
137 Unit 3: Managing Employee Lifecycle in Position Management
138 Lesson: Reviewing the Position Information of Employees

143 Exercise 11: Add Position Fields in Job Information
149 Lesson: Hiring Employees to Positions
155 Exercise 12: Hire a New Employee
159 Lesson: Maintaining Incumbents Assigned to Positions
171 Exercise 13: Add a Global Assignment
175 Lesson: Terminating Employees
179 Lesson: Setting Up Workflows in Position Management
© Copyright. All rights reserved. v

185 Unit 4: Using Business Rules in Position Management
187 Lesson: Evaluating Position Management Business Rule Scenarios

190 Lesson: Creating Rules for Position Management
193 Exercise 14: Create a Propagation Rule from Job Classification
to Position
199 Exercise 15: Create a Business Rule to Default Position
attributes
203 Exercise 16: Add a Peer Position from the Position Org Chart
211 Exercise 17: Create and Assign a Business Rule to Synchronize
Position Changes to Incumbents
217 Exercise 18: Create and Assign a Mass Change Run update
business rule
223 Exercise 19: Define a Business Rule to Generate Automatically
the Position Code
229 Exercise 20: Define a Rule to trigger workflow for Position
Creation
243 Unit 5: Integrating SAP SuccessFactors Position Management with

other SAP SuccessFactors solutions
244 Lesson: Integrating SAP SuccessFactors Employee Central Position

Management with SAP SuccessFactors Recruiting
253 Exercise 21: Explore Integration between Recruiting
Management and Employee Central Position Management
261 Lesson: Integrating SAP SuccessFactors Employee Central Position
Management with SAP SuccessFactors Succession Management
277 Unit 6: Configuring the Company Structure Overview in SAP

SuccessFactors Employee Central
278 Lesson: Building a Company Structure Overview

285 Exercise 22: Configure and use the Company Structure
Overview
vi © Copyright. All rights reserved.

Course Overview
TARGET AUDIENCE
This course is intended for the following audiences:
● Application Consultant
© Copyright. All rights reserved. vii

viii © Copyright. All rights reserved.
UNIT 1 Getting Started with SAP
SuccessFactors Employee
Lesson 1
Describing SAP SuccessFactors Employee Central Position Management 3
Lesson 2
Enabling Position Management 11
Exercise 1: Verify that SAP SuccessFactors Employee Central Position Management is 15
enabled
Exercise 2: Set up Role-Based Permissions for Position Management 27
Lesson 3
Navigating the Position Organization Chart 34
Exercise 3: Set different access options to navigate to Position Org Chart 39
Exercise 4: Navigate the Position Org Chart 51
UNIT OBJECTIVES
● Identify the main features, benefits, and tasks in SAP SuccessFactors Employee Central
Position Management
● Explain how positions relate to jobs and employees in SAP SuccessFactors Employee
Central
● Set up Position Management in SAP SuccessFactors Employee Central
● Manage positions by enabling the appropriate role-based permissions
● View the details of positions in an organization by using the Position Organization Chart
● Explore the Position Quickcard details, sections, and layout
© Copyright. All rights reserved. 1

Unit 1: Getting Started with SAP SuccessFactors Employee Central Position Management
2 © Copyright. All rights reserved.

Unit 1
Lesson 1
Describing SAP SuccessFactors Employee
LESSON OBJECTIVES
After completing this lesson, you will be able to:
Position Management
Central
Introduction to SAP SuccessFactors Employee Central Position Management

Academy
Watch the introduction video on SAP SuccessFactors Employee Central Position
Management Academy.
Video
For more information on this topic please view the video in the lesson Describing
SAP SuccessFactors Employee Central Position Management in your online
course.
Welcome to SAP SuccessFactors Employee Central Position Management Academy. Watch

the introduction video to get started.
Employee Central Overview

SAP SuccessFactors Employee Central increases workforce productivity, helps to
standardize HR processes globally, and provides full visibility to make better people decisions.
We do this by providing a digital HR experience, embedded localization, and best practices to
harmonize processes on a single people platform.
Employee Central allows organizations to capture and store robust, effective-dated,
connected data about their employees and their company structure. The data that is
collected and stored in Employee Central is used as the basis for the entire SAP
SuccessFactors HXM Solution, allowing for data to be synchronized across the suite, to
support the talent modules.
Employee Central allows organizations to:
● Manage employees with a global system of record
● Capture all employees data in one place
● Generate reports with powerful analytics

● Combine talent data for a comprehensive employee profile

● Review talent data against data from other enterprise systems to make informed decisions
In THR81, the Employee Central Core Academy, you have learned the fundamentals of
Employee Central. Most of that knowledge will be prerequisite for lessons and exercises in
this course. Some of the knowledge that is required includes a deep understanding of the EC
foundational structure, Metadata Framework (MDF) objects, tools, and principles, setting up
workflows, Business Rules, Role-Based Permissions, Importing data, propagation, etc.
Position Management Overview

Position Management allows you to create, maintain, staff, and activate positions in
administration tools. Position Management offers an easy-to-use interface that can be
accessed entirely through the tools in the instance, giving customers more power to control
their configurations and maintenance. Position Management offers a Position Hierarchy
display to view how employees are related to positions, where open positions are, and helps
HR identify successors easily.
SAP SuccessFactors Employee Central Position Management offers:
● Increased Flexibility – Position Management offers a broad range of configuration options,
allowing companies to fine-tune it to fit their needs.
● More Simplicity – The solution reduces the administrative overhead to a minimum.
● Tight Integration – Using Position Management will give a customer benefits not only in
Employee Central, but also in the integration with other talent modules and external
platforms.
Position Management is a solution for facilitating a company’s organizational management

and helps to streamline other integrated areas like Job Information, Recruiting Management,
Succession Planning, etc. Customers can maintain a target organizational structure by
creating a central repository of authorized positions. A position enables the hiring of one or
more employees with the specified job classification onto the position. It allows the planning
and assignment of resources that are needed in the organization, independent from actual
employee assignments. You can attach further information to positions that can be used
beyond employee assignments, such as succession data, requisitions, job profiles and more.
Employee Central Position Management makes it easy for you to do a number of things:
● Create and maintain positions online with appropriate controls.
● Store and track position category (regular, part-time, intern, and so on), current
incumbents, and previous employees in that position.
● Use position control to track the headcount to suit your needs.
● For to-be-hired positions, you can open requisitions in Recruiting, with the required
position information.
● Integrate Succession Management with Employee Central positions so that the
successors are planned based on the existing position's hierarchy.
● Integrate with SAP Fieldglass to create job postings for contingent workers.
Position Management is a way to manage your workforce by allowing the creation, editing,
and depreciation of positions in the past, present, and future. Using Position Management,
you can easily adapt and change positions to meet the needs of your organization.

Lesson: Describing SAP SuccessFactors Employee Central Position Management
It is the most efficient way to link people to jobs and maintain control of the number of
positions you have in any given part of the organization.
Position Management has a number of benefits enabling organizations to manage the
workforce better:
● Open Positions – while positions are vacant, HR can work with them to plan and structure
the organization and use the information for recruiting and succession.
● Linked to Recruiting Management and SAP Fieldglass – vacancies can be tracked with the
specific details of a position. Vacant positions can be linked to job requisitions highlighting
the number of open positions, the originators of the job requisitions, the hiring manager,
and the elapsed time since the job requisition was created. Position information can also
be sent to SAP Fieldglass and be used to recruit and hire contingent workers. Once hired,
the contingent worker information can be seen on the position org chart and basic
organization chart in SAP SuccessFactors.
● Tracking Incumbents – In some cases, it’s important to track whether an employee is on
assignment (global or secondment) as well as whether they either have a right to return
into the position (e.g., parental leave or other circumstances). Reporting lines are also
automatically updated during these events.
● Hiring people into a position – Positions are part of the job requisitions created in
recruiting. When people are hired into these positions, all or some of the data that is part of
the position defaults during the hiring process. This process reduces the amount of data
entry required during the hire.
● Positions are flexible in SAP SuccessFactors. Business Rules determine how positions get
approved and how they are used in Employee Central.
Positions are MDF Generic Object records, that can store and share information throughout
the system. This allows the system to extend the HXM Suite capabilities, ensure data entry
efficiency and accuracy, and simplify organizational and workforce maintenance. Additionally,
because it is based in the Metadata Framework, customers can access the Position
Management structure to easily administer and maintain it directly in the instance.
Position Management has its own set of tools to configure and administer the system,
however many common MDF tools are shared, such as Configure Object Definitions, Configure
Business Rules, Manage Data, and Import and Export Data. Understanding how these tools
work will be critical for the course.
Benefits of Position Management in Employee Central

Position Management is an important aspect of the SAP SuccessFactors Employee Central
solution. Its primary purpose is to facilitate workforce planning and subsequent control of the
workforce against that plan. It also has the main benefit of facilitating increased data entry
and efficiency by defaulting fields into employee’s records when they are attached to a
position.
Using Position Management with Employee Central allows for many increased benefits. For
example, Using Position Management with Employee Central allows customers to take
advantage of all of the benefits of Employee Central, while expanding on the suite capabilities.
Additionally, Position Management is very effective in driving process across the
SuccessFactors HXM Suite, such as Recruiting Management, Onboarding, and Succession
Management.
● While positions are vacant, HR can work with them to plan and structure the organization
and use the information for recruiting.

● Vacancies can be tracked and the position data can be used to store succession data and
open requisitions.
● When hiring or transferring, data is propagated from positions to employee’s job
information. This leads to higher data quality and stronger HR control.
● When employees are temporarily out of their positions, this information is tracked, their
jobs can be temporarily staffed, and the reporting line is automatically adapted.
Position Management is one of many extension applications that SAP SuccessFactors

Employee Central offers. It enhances the system capabilities for organizations, and has some
of the most robust features as it is based on the Metadata Framework.
Figure 1: Benefits of Position Management in Employee Central
When using Position Management in Employee Central, you will find the following elements in
the solution:
● Position Management introduces the position hierarchy next to the reporting line. All
positions have a target capacity based on Full Time Equivalent (FTE). The customer can
decide if positions allow multiple assignments.
● Positions hold the same fields on job classification and organization entities as the job
information of employees.
● When assigning employees to positions, the system inherits this information from the
position to the incumbent, using data propagation rules.
● Position creation can be tightly controlled through conditional workflows and notifications.
● Requisitions can be created directly from the position and populated with data.
Using Position Management will give customers benefits not only for headcount and
workforce planning, but also when using talent applications like recruitment and succession.
Position Management is an optional feature within SAP SuccessFactors Employee Central.
Position Management Tasks and Responsibilities

Position Management is a data structure which will need maintenance, and it is not
maintained on its own. Configuring Position Management is only a small part of implementing
Position Management. There are several considerations such as :
● Evaluate processes and roles to determine which features are needed.

● Establish a Central Administration (and Regional Administration, if needed) to support

major restructures and transfers of employees, assess business needs, process
requirements, setup and usage.
● Establish a training plan for initial and ongoing training to each audience involved in
Position Management
● Identify key roles to support the entry and maintenance of positions. Role-Based
Permission framework allows for a granular control over position actions and position
object field permissions, as well as the target population to act upon or which positions are
visible based on the hierarchy
● Ensure processes are outlined to ensure timely updates and synchronization of data,
flowing data to other modules, regular auditing and deactivation of positions.
● Standard audit reports are utilized to ensure regular auditing of positions, and deactivation
of invalid positions.
Figure 2: Considerations to ensure a clear definition of processes.
Positions
In Position Management, Positions are records that store Position information that can be
assigned to employees. Any employee who is hired or transferred into a position inherits the
position attributes. The position object supports multiple fields which typically map to parallel
fields on an employee’s job information.
Position Management ensures that the employee job information is consistent because the
position object stores organizational data such as department, location, and job code, and
this data can be shared to the employee’s record. The position object can also store
additional information that can relate to succession, recruiting, and additional custom fields
to meet any customer requirements.
Positions can be linked together to create a Position Organization Chart or a Position
Hierarchy, which is different from the traditional Reporting Hierarchy. A Reporting Hierarchy
is the traditional Org Chart, where employees are related to other employees based on their
managers/teams.

For example, an engineer might be on a team with many other engineers, all reporting to one
manager. Whereas on the Position Org Chart, all of those engineers might be in the same
position, with a parent position of senior engineer.
When using and setting up Position Management, you can decide whether your leading
hierarchy is the position hierarchy or the reporting hierarchy.
Note:
SAP SuccessFactors recommends that the leading hierarchy be set to the
Position Hierarchy, to reduce effort involved in keeping the hierarchies in sync, as
changes made to the position hierarchy are automatically made in the reporting
hierarchy. This training follows the leading hierarchy of the Position Hierarchy, as
recommended best practice.
Positions and Jobs
Figure 3: Positions and Jobs
In the THR81 - SAP SuccessFactors Employee Central Core Academy training, you learned
that employees are hired through a process that includes filling out Employee Data, which is
made up of Person and Employment data objects. One of the most important objects for
Employee Data, is Job Information (jobInfo) , that serves as the center of the HRIS system.
Job Information connects employees to the organization, their job, and their manager. The
Job Information object specifically stores the Position field and the Job Classification (job-
code) field.

Figure 4: Job Information Record
When looking at an employee’s Job Information record, there are fields that are connected to
other data in the system. For example, Location is a field that references the Location
Foundation Object, and displays a list of Location records. The same is for fields like Job
Classification and Position.
Job Classification is part of the Foundation Object structure in Employee Central, and
references a list of Job Classification records in the system. In Employee Central, when an
employee is assigned a Job Classification, typically data that is shared from the Job
Classification record can be propagated onto the employee file. This increases data entry
efficiency and accuracy, and reduces data misconfiguration.
Figure 5: Data Sync from Job Classification to Employee Job Info
When data is propagated from the Job Classification record, common field data can be shared
to the employee’s Job Information record. Common data includes fields such as the Job Title,
Pay Grade, Employee Class, Regular/Temporary and Standard Hours.
The employee’s Job Information is a union of Position and Employee. A Position is a specific
instance of a Job Classification. Positions represent a seat in an organization, that is held by
one or multiple employees, and these Positions can inherit attributes from the Job
Classification. The Job Classification object stores all job codes defined in a company and
information associated with the job code, such as job level, pay grade, regular/temporary, job
function and other attributes.

Figure 6: Employee Job Info
The Position Object stores records in the system, just like the Job Classification. These
records include organizational and job related data, that is also displayed in the employee’s
Job Information record. Whenever the employee is assigned to a position, the information
from the position record can propagate to the employee's job information fields using a
business rule, to ensure data accuracy and consistency in the system.
.
Figure 7: Data Propagation from Position to Job Information
LESSON SUMMARY
You should now be able to:
Position Management
Central

Unit 1
Lesson 2
Enabling Position Management
LESSON OBJECTIVES
Implementing Position Management Considerations

In the initial decision to implement Position Management, there are considerations on if an
organization is ready for position management. Some things to consider would be long-term
business goals, integrations with other modules, third-party solutions, and more.
Note:
For further details on Position Management considerations and whether an
organization is ready to implement it, you can check the Implementation Design
Principles (IDP) document SAP SuccessFactors Employee Central Position
Management: Design Considerations and Recommendations, available in the
Customer Community.
https://pages.community.sap.com/topics/successfactors/implementation-
design-principles
Prerequisites and Enabling Position Management

The main prerequisites to implement Position Management are Employee Central and
Metadata Framework (Generic Objects).
Enabling Position Management is a two-step process. First, it must be enabled from
Provisioning or Admin Center → Manage Employee Central Settings. Second, you must
ensure that you have the position field enabled in the Job Information jobInfo hris-element in
your Succession Data Model (or Manage Business Configuration).
Note:
Throughout the course, there may be some references to Provisioning, but for the
most part, the set up and configuration of SAP SuccessFactors Employee Central
Position Management, including the steps to enable the feature in the instance,
can be completed in Admin Center. Otherwise, you will see a note like this
example: To complete tasks in Provisioning, customers should ask an
implementation partner. If they are no longer working with an implementation
partner, they should contact Product Support. they are no longer working with an
implementation partner, they should contact Product Support..

To Enable Position Management
1. Enable Position Management in Employee Central Settings
Figure 8: Enable Position Management in Employee Central Settings
a. Navigate to Admin Center → Manage Employee Central Settings
b. In the Others section, set the Position Management slider switch to ON.
c. Choose Save.
Note:
This step can be done in Provisioning or in Manage Employee Central Settings.
2. The position field is new and must be added to your Succession Data Model if it’s not
already there. To add position field to Succession Data Model
Note:
If you don't have access to Provisioning, this step can also be completed using
the Manage Business Configuration tool, navigating to jobInfo and verify the
position field is enabled (see the Verify Position Field image below).
a. In Provisioning, navigate to Succession Management → Import/Export Data Model.
b. Choose the Export File radio button to download the data model xml file. Then choose
Submit.
c. Check if the position hris-field is present under jobInfo hris-element. If not present,
modify the XML file and add the following code under jobInfo

Lesson: Enabling Position Management
Figure 9: Add Position field in Succession Data Model
Note:
The default visibility is "none" but if you want to use the field, you need to
set the visibility to "both".
d. Upload the modified XML file to update the succession data model.
Result
Figure 10: Verify Position field
Login to you instance as an administrator and navigate to Manage Business Configuration.

Verify that the Position field exists under Job Information (jobInfo), as shown in the figure.


Unit 1
Exercise 1
Verify that SAP SuccessFactors Employee
Central Position Management is enabled
After reviewing the value proposition to manage their dynamic workforce, the headcount
planning and the organization structure, your customer is ready to implement and roll out
Employee Central Position Management. In the following exercise, you will verify that Position
Management is enabled by checking the two-step process learned previously.
Simulation: Verify Position Management is enabled

For more information on Verify Position Management is enabled, please view the
simulation in the lesson Enabling Position Management in your online course.
Note:
If you cannot find the option Manage Employee Central Settings, means
your role has no permissions to access the tool. You can grant permission in
Manage Permission Roles → Administrator Permission → Manage System
Properties and enable the permission Employee Central Feature Settings.
1. Verify that position management is enabled in your instance.
2. Verify that the position field is added to Succession Data Model.

Unit 1
Solution 1
Verify that SAP SuccessFactors Employee
Central Position Management is enabled
After reviewing the value proposition to manage their dynamic workforce, the headcount
planning and the organization structure, your customer is ready to implement and roll out
Employee Central Position Management. In the following exercise, you will verify that Position
Management is enabled by checking the two-step process learned previously.
Simulation: Verify Position Management is enabled

For more information on Verify Position Management is enabled, please view the
simulation in the lesson Enabling Position Management in your online course.
Note:
If you cannot find the option Manage Employee Central Settings, means
your role has no permissions to access the tool. You can grant permission in
Manage Permission Roles → Administrator Permission → Manage System
Properties and enable the permission Employee Central Feature Settings.
1. Verify that position management is enabled in your instance.

a) Sign in to your instance as an administrator
b) Navigate to Manage Employee Central Settings using Action Search.
c) Scroll down to Others section.
d) Verify that the Position Management slider switch is already ON.
2. Verify that the position field is added to Succession Data Model.

a) Navigate to Manage Business Configuration using Action Search.
b) Select the HRIS Element jobInfo.
c) Select Take Action → Make Correction.
d) Verify that the Position field is added and enabled.
e) Change the label from Position ID into Position.
f) Scroll down and choose Save to save your changes.
g) You may display a pop up warning with some automatic changes in jobInfo upon
saving. Select Confirm.

To Assign Role Based Permissions

Once SAP SuccessFactors Employee Central Position Management is enabled in the instance,
you will grant the corresponding administrator and user permissions in Role-Based
Permission.
1. Assign Permissions for Position field.
Figure 11: Assign Permissions for the Position field
To assign permissions for the Position field, navigate to Manage Permission Roles using
Action Search.
Under Employee Central Effective Dated Entities category, scroll down to the Job
Information section, and select all the permissions under Position: View Current, View
History,Edit/Insert, Correct, and Delete.
Note:
Position is only shown in this list if you have entered the position field in the
Succession Data Model (or enabled from Manage Business Configuration) as
you verified in the previous exercise.
2. Set Up Permissions for the Position Object: The Position MDF object is secured, which will
require to grant permission access in RBP.
● Navigate to the permission setting Miscellaneous Permissions under User Permissions.

Figure 12: Set Up Permissions for the Position Object.
● Scroll to find the Position object. You can grant visibility and action permissions such
as View Current, View History, Create, Insert, Correct, Delete, and Import/Export.
Additionally, it’s possible to restrict the Position object’s fields to further control the level
of access. You can set any of the fields on the Position Object to No Access or Read Only
by selecting Field Level Overrides. In the image below, the Target FTE field in position is set
to read-only, and Job Level and Pay Grade fields in position will not be visible to the
permission role.
Figure 13: Field Level Overrides
Note:
Mandatory fields should not be selected for Field Level Overrides since this
could lead to application issues and is not recommended
3. Set Up Permissions for the Metadata Framework (MDF):

Since Position Management is built on the Metadata Framework, some permissions will be
found under this permission category in RBP:
a. To assign or verify permissions for users to use generic objects and to configure rules,
navigate to the permission category Metadata Framework under Administrator
Permissions.

b. Some of the most relevant permissions and how they relate to position management,
are:
● Configure Object Definitions. This permission will allow to access the tool to set up
the Position Object.
● Manage Data. This is the broader tool to create records for any generic object.
● Configure Business Rules. To create business rules for data propagation, position
changes, default attributes, etc.
● Import Permission on Metadata Framework. To import and export generic object

records, including positions, job classifications or business rules.
● Manage Configuration UI. To create a UI screen for generic objects, with a different
layout.
● Manage Positions. The main tool to create, edit and manage position records as an
administrator.
● Manage Mass Changes for Metadata Objects. To create mass change

configurations to support changes in multiple positions.
● Manage Sequence. To create sequences to auto-generate position codes.
Figure 14: Set Up Permissions for the Metadata Framework (MDF)
4. Set Up the required permissions for Position Management, such as accessing the Position
Org Chart, Mass Copy Positions, or access Position Management Settings. Select one or
more of the following permissions as needed:

Figure 15: Set Up Permissions for Position Management
● Access Position Organization Chart: To grant users access to the position organization
chart.
● Change Display Date of Position Organization Chart: To grant users permission to

display the position organization chart for a specific date, select . The date you specify
can be today’s date, or it can be in the past or future.
● Mass Copy of Position in Position Organization Chart: To grant users permission to

create up to 100 new positions at a time by copying an existing position.
● Create Requisition in Position Organization Chart or View requisition in Position

Organization Chart or both: To grant users permission to create and/or view position
requisitions from the position organization chart.
● Select Job requisitions Template in Position Organization Chart: To grant users

permission to select a job requisition template when a job requisition or job requisition
request is created in the position organization chart.
● Option to Move Position to New Supervisor on Job Info Change: To enable the option to
move an employee’s position when they get a new supervisor.
● Create Fieldglass Job Requisition in Position Organization Chart: To create Fieldglass

job requisitions from the Position Org Chart
● Create Position from Position Organization Chart: To grant users permission to create
new positions from the Position Organization Chart.
● Access Position Management Settings in Admin Center: To grant permission to make

position management settings. Only roles with this setting can see Permission
Management Settings entry in the Admin Center.
Note:
The Manage Employee Files permission must also be set for users who
have the Access Position Management Settings in Admin Center
permission. To set the Manage Employee Files permission, locate Manage
System Properties under Administrator Permissions, then set the Manage
Employee Files permission.

Target Audience Restriction
Figure 16: Target Audience Restriction
You can also restrict the target population of a position on a role-based on position attributes,
position relationships, and the position hierarchy.
The following step will be to access Manage Permission Roles and select the role of your
choice. In Permission Role Detail, scroll down to 3. Grant this role to... and Edit Granting.
There are 4 options to restrict the target population of the Position object:
● By field criteria ("Include access to Position with the following criteria" option). As an
example, you could restrict the target population of the Position object to positions that
belong to a specific Company and Departments. You can use different operators
- Equals to (=). As an example, include access to Positions within the company Ace_USA
- Is not Equal to (!=). The opposite case to include access to Positions from all companies
except Ace_USA
- Is null (if a value of a field is empty).
- Is not null (if a value of a field is not empty)
- In (in). This option allows a multiple selection (as an example, we could select several
Departments to include access)
Figure 17: Restrict Target Population by field criteria
● To positions in the hierarchy below the granted user's position ("Include access to Position
in the hierarchy below the Granted User's Position" option.) Example : Restrict the target

population of the Position object to positions 2 levels below the Granted User’s Position.
For this particular option, access is given based on the Parent Position.
- Parent Position = 1,2,3 or all level(s) down
Which means that, if you select Parent Position = 2 level(s) down, role will have access
to all the positions 1 level below their own position.
● To positions with Matrix Relationship to the granted user’s position (“Include access to
positions that have the specified type of association with the granted user's position”
option). This option works similarly to granting permissions to a user’s matrix reports, but
it is based on the Matrix Relationship from the Position object
(“positionMatrixRelationship” association).
● To positions in the hierarchy below a given position (“Include access to Position in the
hierarchy below Position with the following criteria ” option). This option will restrict target
population based on a specific Position Code + Parent Position hierarchy. In this example,
users that have this permission role granted would have access to all positions 1 level down
from the specific position with Code Pos_ID7
- Code = Pos_ID7
- Parent Position=2 level(s) down.
● Exclude access to Granted User's Position. Whenever any of the above options to restrict
target population for Position object are into effect, this checkbox would also exclude the
access to granted user's own position.
Special Handling of the Create Position

By default, granting the Create permission allows the user granted permission to create any
position in the system. So, the target criteria are not respected for the Create permission.
Figure 18: Special Handling of the Create Position
If you want to respect the defined target criteria for the Create Permission also, you need to
set the Create Respects Target Criteria flag to Yes for the Position object. You do this in the
Admin Center by choosing Configure Object Definitions.
With this setting, it’s possible to achieve, for example, the following requirement: Managers
need to be able to view all positions in the system but are allowed only to create new positions
that are below their own position.
Here’s how you set this up:
1. Change the Position Object definition and set flag Create Respects Target Criteria to Yes.
2. Create a new Permission role with Position Permissions View Current and View History
and grant this role to all Positions as target criteria.

3. Create a new permission Role with Position permission Create and grant this role with
position restriction Include access to Position in the hierarchy below the Granted User's
Position with Parent Position = All level(s).
Note:
The Create permission is only validated when the position is saved. If you have
restricted permissions on creating positions, they’re only validated when you
save the position or submit the workflow. If you don’t have permission to
create the position, the system doesn’t allow you to save or submit.
Roles and responsibilities

There are different roles in the organization that should have access to Position Management
for different purposes.
Figure 19: Roles and Responsibilities in Position Management
Manager
Manager is primarily responsible for ensuring that their employees are in the correct position
at the correct time, whether that be a new position or an existing position. It is generally the
manager’s responsibility to ensure that the organizational, contractual, and non-personal
data recorded against the employee is complete and correct.
The Direct Manager should have access to the following data / actions :
● View a restricted set of data for all employees in the general employee/manager org chart.
● Initiate self-service transactions (MSS) on employees within their direct hierarchy for a
subset of data.
● Access only to the filled positions and vacancies within their direct organization in the
position org chart. They should not be able to access positions outside their direct
hierarchy.
● Create request for a new position.
● Approve the Job Requisition for a new position (if Recruiting Management is enabled and
integrated with Position Management).

Manager's Manager
The Manager's Manager is the incumbent of the position to whom the line manager initiating
the request reports to. Their role is to approve new positions created by their direct lower-
level managers.
Central HR Administrator / Org Design Expert

The HR Administrator / Org Design Expert is a central resource responsible for maintaining
organization design. Responsibilities are position creation, mass changes, deactivation,
complex transfers, processing hires, and ongoing maintenance.
Regional Administrator
It is common in large Organizations to have a tiered admin structure (Global Admin vs
Regional Admin, etc.) who would take on the maintenance on positions and mass changes
from a regional perspective. As you learned previously, the high level of granularity for target
restrictions in Role-Based Permissions for Position object will allow to control access to more
regional / local administrators to manage those positions within their area of responsibility.
HR Business Partner (HRBP)

The HR Business Partner (HRBP), it is proposed, should not have an active role in the
following process other than being informed that a new position has been created. It is also
anticipated that there will be offline discussions supporting the subsequent system-enabled
processes.
Recruiter
The Recruiter is informed that a position has been created. They are responsible to decide
when the recruitment activity should start, as well as initiating the Job Requisition process.
The following example includes the recommended settings for these roles in the Position
Management processes.
Table 1: Position Object Permissions

Managers HR Manager Recruiter Administrators
Miscellaneous View Current / View Current / View Current / All permissions
Permissions > Create / View Create / Insert / View History
Position History View History /
Correct
Target Criteria Only Position be- Within their tar- Based on the Everyone /
low their role get group area they have Based on their
permission region (Regional
Admins)
Table 2: Manage Position Permissions

Access Position Yes Yes Yes Yes
Organization
Chart


Change Display Yes Yes Yes Yes
Date of Position
Organization
Chart
Mass Copy of Yes
Position in Posi-
tion Organization
Chart
Option to move Yes Yes
Position to New
Supervisor on
Job Info Change
View Job Requi- Yes Yes Yes Yes
sition in Position
Organization
Chart
Create Requisi- Yes Yes Yes
tion from Posi-
tion Organization
Chart
Select Job Yes Yes Yes
Requisition Tem-
plate in Position
Organization
Chart
Create Position Yes Yes Yes
from Position
Organization
Chart
Manage Position Yes
Management
Settings
Manage Requisi- Yes Yes
tion in Position
Organization
Chart (Only need
with recruit-
ment)
Target Popula- See all positions Based on the Everyone /
tion below higher-lev- area they have Based on their
el position permission region (Regional
Admins)


Unit 1
Exercise 2
Set up Role-Based Permissions for Position
Management
You must grant role-based permissions for administrators to be able to access the necessary
tools. Additionally, you will verify and grant permissions for managers and employees, and
give them restricted access to the Position Org Chart.
Note:
In the Task 2 of this exercise to verify and grant permissions to Managers and
Employees, the expected result is that they cannot see other positions regardless
of their target population, but no restrictions would apply yet if the manager (with
permission to create positions) would want to create a new position at this stage.
In a later exercise you will set CREATE Respects Target Criteria to Yes in the
Position Object Definition, which would ensure the target population restrictions
are also applied when creating positions.
Simulation: Granting permissions

For more information on Granting permissions, please view the simulation in the
lesson Enabling Position Management in your online course.
Simulation: Verify permissions

For more information on Verify permissions, please view the simulation in the
Task 1: Verify and grant permissions to Administrators
1. Verify the permissions for Position field are granted to the administrator role.
2. Verify that the administrator has all the permissions granted for Position object.
3. Set up permissions for Position Management for the administrator role
4. Set up the required permissions for Position Management related to the Metadata
Framework (MDF):
Task 2: Verify and grant permissions to Managers and Employees.
1. Verify the manager role has the appropriate permissions and grant them access to the
Position Org Chart to see and create positions below their hierarchy.
2. Verify the Employee Self Service role has the appropriate permissions and grant them
access to the Position Org Chart to see their own position only.

3. Verify your permission changes are effective by testing some users. You can use Marcus
Hoff to test your changes in the Manager role, and Harry Wilson to test your changes in
the Employee Self Service role.

Unit 1
Solution 2
Set up Role-Based Permissions for Position
Management
You must grant role-based permissions for administrators to be able to access the necessary
tools. Additionally, you will verify and grant permissions for managers and employees, and
give them restricted access to the Position Org Chart.
Note:
In the Task 2 of this exercise to verify and grant permissions to Managers and
Employees, the expected result is that they cannot see other positions regardless
of their target population, but no restrictions would apply yet if the manager (with
permission to create positions) would want to create a new position at this stage.
In a later exercise you will set CREATE Respects Target Criteria to Yes in the
Position Object Definition, which would ensure the target population restrictions
are also applied when creating positions.
Simulation: Granting permissions

For more information on Granting permissions, please view the simulation in the
Simulation: Verify permissions

For more information on Verify permissions, please view the simulation in the
Task 1: Verify and grant permissions to Administrators
1. Verify the permissions for Position field are granted to the administrator role.
a) Navigate to Manage Permission Roles using Action Search.
b) Select the System Admin permission role
c) Select the Permission button.
d) Under User Permissions, locate and select Employee Central Effective Dated Entities.
e) On the right-hand navigation panel, scroll down to Job Information and locate the
Position field. Ensure that the check boxes for all permissions are selected.
f) Do not click Done yet and continue to step 2 to check more permissions.
2. Verify that the administrator has all the permissions granted for Position object.

a) Under User Permissions, locate and select Miscellaneous Permissions.
b) On the right-hand navigation panel, locate the Position object. Ensure that the check
boxes for all permissions are selected. Do not select Field Level Overrides.
c) Do not click Done yet and continue to step 3 to check more permissions.
3. Set up permissions for Position Management for the administrator role

a) Scroll down to Administrator Permissions, locate and select Manage Position.
b) On the right-hand navigation panel, choose Select All to switch on all the key
permissions in Manage Position.
c) Do not click Done yet and continue to step 4 to check more permissions.
4. Set up the required permissions for Position Management related to the Metadata
Framework (MDF):
a) Under Administrator Permissions, locate and select Metadata Framework.
b) On the right-hand navigation panel, choose Select All to grant access to MDF tools.
c) Click Done.
d) Click Save Changes.
Task 2: Verify and grant permissions to Managers and Employees.
1. Verify the manager role has the appropriate permissions and grant them access to the
Position Org Chart to see and create positions below their hierarchy.
b) Select the Manager Role permission role
e) On the right-hand navigation panel, scroll down to Job Information and ensure the
following permissions are according to this table.
Tip : Remove all Edit/Insert permissions in Job Information first, and enable Edit/Insert
permission only for Edit Link and Position rows.
Row Permission
Job Information Actions View Current / View History
Edit Link View Current / View History /

Edit/Insert
Position Edit/Insert
All other fields View Current / View History
f) Under User Permissions, locate and select Miscellaneous Permissions.

g) On the right-hand navigation panel, locate the Position object. Select the check boxes
for View Current , View History and Create .
h) Under Administrator Permissions, locate and select Manage Position.
i) On the right-hand navigation panel, select the Access Position Organization Chart,
Change Display Date of Position Organization Chart and Create Position from Position
Organization Chart options.
j) On the Permission Settings pop-up window, choose Done.
k) On the Permission Role Detail page, scroll down to 3. Grant this role to... and select Edit
Granting.
l) In the Grant this role to... pop up window, locate the section Specify the target
population for the other objects and locate Position
m) Select the Restrict target population to: radio button.
n) Select the Include access to Position in the hierarchy below the Granted User's Position
checkbox. Make sure the options are Parent Position = All level(s) down.
o) Click Done
p) Click Save Changes.
2. Verify the Employee Self Service role has the appropriate permissions and grant them
access to the Position Org Chart to see their own position only.
a) If not already there, navigate to Manage Permission Roles using Action Search.
b) Select the Employee Self Service permission role
e) On the right-hand navigation panel, scroll down to Job Information and ensure the
following permission are according to this table. Ignore the other permissions not
specified in the table.
Row Permission
Job Information Actions View Current / View History
Edit Link No permissions
Position View Current / View History
f) Under User Permissions, locate and select Miscellaneous Permissions.
g) On the right-hand navigation panel, locate the Position object. Ensure that only the
check boxes for View Current and View History are selected.
h) Under Administrator Permissions, locate and select Manage Position.
i) On the right-hand navigation panel, select the Access Position Organization Chart
option.

j) On the Permission Settings pop-up window, choose Done.
k) On the Permission Role Detail page, scroll down to 3. Grant this role to... and select Edit
Granting.
l) In the Grant this role to... pop up window, locate the section Specify the target
population for the other objects and locate Position
m) Select the Restrict target population to: radio button.
n) Select the Include access to Position in the hierarchy below the Granted User's Position
checkbox. Make sure the options are Parent Position = 1 level(s) down.
o) Click Done
p) Click Save Changes.
q) A warning pop up dialog will remind that you are granting permissions to everyone in
the company. You will see a message: The access population is too large. Are you sure
you want to proceed?. Click Yes to confirm changes.
r) Log out and log back into the instance.
3. Verify your permission changes are effective by testing some users. You can use Marcus
Hoff to test your changes in the Manager role, and Harry Wilson to test your changes in
the Employee Self Service role.
a) In the instance as an administrator, go to your name menu and select Proxy Now to
proxy as Marcus Hoff.
b) Navigate to Home → Company Info to access the Position Org Chart and verify that
Marcus Hoff can only see positions below their position hierarchy.
c) Try selecting a date in the past to display the Position Org Chart, you can use
01/01/2012 as an example. Verify there are no positions found, because the positions
were created in 07/30/2012.
d) Select again today's date from the calendar to switch back to the current view and see
all the positions again.
e) Navigate to name menu and select Proxy Now to proxy as Harry Wilson.
f) Navigate to Home → Company Info to access the Position Org Chart and verify that
Harry Wilson can only see their position, and the option to navigate to a different date
is not available for this employee.
g) Navigate to name menu and select Become Self to go back as an administrator.
h) Navigate to Position Management Settings using Action Search.
i) Select the Hierarchy Adaption tab and verify that Position Hierarchy is the leading
hierarchy as per recommended practice.

LESSON SUMMARY

Unit 1
Lesson 3
Navigating the Position Organization Chart
LESSON OBJECTIVES
Position Organization Chart

The Position Organization Chart provides a hierarchical representation of positions in an
organization.
The Position Org Chart is an area you will use frequently when administering and planning
Position Management in your system. You can navigate to the Position Org Chart by using the
main navigation menu, selecting Company Info, then clicking on the Position Org Chart tab.
The Position Org Chart is more focused on the positional structure of the company, and
allows you to take several actions on positions.
The Position Organization Chart is the primary tool through which an administrator or a user
can view and interact with positions. You can view positions and the people who occupy them,
see how all the positions relate to each other, and easily identify open positions. Because
positions are effective dated, you can view the position organization chart in the past, present,
or future.
The Position Org Chart allows you to:
● View the position hierarchy as of today's date or at a past/future date using the dynamic
calendar.
● View the entire position record details and insert changes in an effective start date or
navigate to the position record, depending on your permissions.
● Search by Positions or People.
● Display the position key information, history, hierarchy details, or global assignment
details through the position card.
● Show incumbent history including their time assigned to the position.
● Create positions from scratch or from a source position (lower-level/peer position).
● Mass Copy Positions.
● Edit and manage existing positions.
● Deactivate positions.
● Display inactive positions, matrix positions and child positions.

Lesson: Navigating the Position Organization Chart
● Export the Org Chart as a PDF or as an image.

● Zoom in/out the Org Chart for better display.
● Display To Be Hired positions.
● Create a job requisition for a position.
● Start an employee hiring process.
Note:
These actions might be or not available to the end users, depending on their
permissions and the configuration of the instance.
Position Org Chart Display Options

There are several different ways to control the visual aspects of the Position Org Chart as
shown in the figure.
Figure 20: Position Org Chart Display Options
1. The first Search By drop-down determines the search criteria for the org chart. You have
two options to search the org chart: Positions or People.
2. If you choose to search by Positions in #1, then the second drop-down allows you to
search the chart by Position Name, Position ID, or any other searchable fields configured
on the Position Object. If you choose People in #1, this allows you to search the chart by a
combination of first name, last name, and/or username.
3. When accessing the Position Org Chart, it will show the data as of Today's date, but users
with the permission Change Display Date of Position Organization Chart available in
Manage Positions, can select a different date in the past or future to display the Position
Org Chart setup as of that date.

Note:
If you start a new login session in your browser and open Company Info, the
position start date is always set to Today. This is the case even if you've
selected a different date in another login session.
When you navigate from one tab to another in Company Info, or duplicate a tab
in the browser, the position start date you've set previously is retained.
When opening the Position Org Chart, if the last position you viewed doesn't
exist anymore, is invalid, or you don't have permission to view it anymore, the
system loads your own position.
4. You have the ability to Zoom In/Out of the org chart to better see all positions on one
screen.
5. The org chart contains additional visibility options, such as:
● Display Options: Child Positions, Matrix Positions, Show inactive positions.
● Add Position. A link to create a new position from the Position Org Chart. There might
be additional options starting from a specific position card, such as copy positions, add
a peer or a lower-level position.
● Add New Employee. A link to hire a new employee from the Position Org Chart.
● Insights. This panel can be made visible in different areas of the HXM Suite, including
Position Org Chart, using the Manage Insights tool. Contains a predefined and context-
sensitive analytics and reports from SAP SuccessFactors People Analytics.
● Export. The Org Chart can be saved as a PDF or as an Image/jpg.
● Show/hide top navigation. Expands the Position Org Chart view.
6. This is the “To-Be-Hired” graphic. You can choose when this graphic displays using the
To-Be-Hired status adaptation within Position Management Settings.
Other tile icons outside of the To-Be-Hired when a position is understaffed will display,
depending on your settings. Additionally, the position org chart may indicate Matrix
Relationships (dotted line), when a position has Right to Return, when the incumbent of a
position is on a Global Assignment, or a Job Requisition has been created for the position.

Figure 21: Position Org Chart icons
Note:
All of these capabilities are based on your company settings, and the role-based
permissions assigned to the user viewing the org chart.


Unit 1
Exercise 3
Set different access options to navigate to
Position Org Chart
In this exercise, you will set different access options to navigate to the Position Org Chart to
show them to your customer. First, you will set the Position Org Chart sub-tab as the landing
page when navigating to Company Info from the Home menu. You will then create a Custom
Quick Action in the Home Page including the Position Org Chart deep link and add a Custom
Navigation link.
Simulation: Set different access options to navigate to Position Org Chart

For more information on Set different access options to navigate to Position Org
Chart, please view the simulation in the lesson Navigating the Position
Organization Chart in your online course.
1. Set Position Org Chart as landing page when navigating to Company Info
2. Create a custom Quick Action to access Position Org Chart from the Home Page
3. Enable Configure Custom Navigation in Provisioning, and create a Custom Navigation link
to access Position Org Chart.
Note:
A customer doesn't have access to Provisioning. To complete tasks in
Provisioning, customers should ask an implementation partner. If they are no
longer working with an implementation partner, they should contact Product
Support.

Unit 1
Solution 3
Set different access options to navigate to
Position Org Chart
In this exercise, you will set different access options to navigate to the Position Org Chart to
show them to your customer. First, you will set the Position Org Chart sub-tab as the landing
page when navigating to Company Info from the Home menu. You will then create a Custom
Quick Action in the Home Page including the Position Org Chart deep link and add a Custom
Navigation link.
Simulation: Set different access options to navigate to Position Org Chart

For more information on Set different access options to navigate to Position Org
Chart, please view the simulation in the lesson Navigating the Position
Organization Chart in your online course.
1. Set Position Org Chart as landing page when navigating to Company Info
a) Login to the instance as an administrator
b) Navigate to Settings under the name menu
c) Select the option Sub Tab Configuration , and locate the Company Info sub tab. Notice
the default option is Org Chart.
d) Select Position Org Chart in the drop down list.
e) Click Save to save the changes.
f) Log out and log back in to the instance.
g) In the Home menu, select Company Info. Verify that the new landing page is Position
Org Chart.
2. Create a custom Quick Action to access Position Org Chart from the Home Page
a) Navigate to Manage Home Page using Action Search.
b) Under General section, locate Quick Actions and select the Edit quick actions arrow
located on the right side, to navigate to Manage Quick Actions menu.
c) Select Add Quick Action button, and add the following details:
● Title: Position Org Chart.
● Description: Takes you to the position organization chart to

navigate your position hierarchy..

● Icon: company-view.
● Target: URL.
● Select Open Link in New Window Tab.
● URL: /sf/orgchart?type=position.
d) On the Assignments, leave Target Group and Active Period as-is.
e) Select Save.
f) Now, the custom Quick Action will appear on the list. Under Actions column, select
the ... and choose Move To > Position 1, so the new quick action displays in the first
place within the Home Page. You can also use the option to drag and drop to place the
quick action in the order of your choice.
g) Navigate to the Home Page and verify the new Quick Action appears.
h) Verify that, when clicking on the Quick Action, you are redirected to the Position Org
Chart.
3. Enable Configure Custom Navigation in Provisioning, and create a Custom Navigation link
to access Position Org Chart.
Note:
Support.
a) Navigate to Provisioning → Company Settings.
b) Locate the option Configure Custom Navigation and enable it.
c) Scroll up to the Save Feature button and select it. You will need to introduce your
Company ID and save to confirm these changes.
d) In the instance, navigate to Configure Custom Navigation and create a custom

navigation link with these details:
● Menu Item Label: Position Org Chart.
● ID: POC01 .
● Link Type: select Internal Link.
● URL: /sf/orgchart?type=position.
● Menu Location: select Top Navigation and Action Search.
● Permissions: Select all.
e) Click outside of the drop down list area to display Save button, and save your changes.
f) Select Save again in the pop up dialog that displays.

g) Log out and log back into the instance. Verify that Position Org Chart appears as an
option in the Global Navigation menu (Home) and when typing Position Org Chart in
Action Search.

Position Card
When viewing the Position Org Chart, you can select a Position to open the Side Panel display
to view a Position Card and its details.
Figure 22: Position Card
1. Use the Main Navigation Menu, and select Company Info.
2. Select the Position Org Chart tab.
3. To display the different areas of the position options, select a position.
4. To open the Position record, select the Show Position Card button (next to as of Today).
5. The Position Key Information , such as Position Code or Position Title, is displayed by
default. To open additional actions you can take on the position, click the Actions button to
expand the options. Options include Show Incumbent History, Add Lower-Level Position,
Add Peer Position,Copy Position or Create Job Requisition.
To open additional position details, you can select expand icon next to the other sections, like
Position History, Position Hierarchy Details, or Incumbent Details.
To make changes on the position, select Show Details, and you may be able to Edit and/or
Manage the position.

Position Key Information
Figure 23: Position Key Information
The Position Key Information section shows a snapshot of information. Here, you can easily
view the staffing information and whether the position allows multiple incumbents, as well as
the current status of the position. The fields that display here are configurable in the Org
Chart Configuration tool, under Position Organization Chart. You can specify which fields will
be displayed on the Position tile, and in what order.
Position History
Figure 24: Position History
The Position History displays how long the position record has been effective from. It shows
the Effective as of date, and the length of time elapsed since that date. Here, you can see a
record of when the position was created, and the previous and next change of the position.

Position Hierarchy Details
Figure 25: Position Hierarchy Details
The Position Hierarchy Details includes information about the position in relation to other
positions. It includes how many positions and position levels are below, the FTE, the number
of To Be Hired Positions, and the number of Incumbents. Here, you can view the data of all
positions below the selected position in the hierarchy.
Incumbent Details
Figure 26: Incumbent Details
The Incumbent Details section includes the current incumbent(s), how long have they been
assigned to the position, and the length of time elapsed in the position. You can see their
picture, FTE, and a link to their Quick Card.
Other Position Card sections

Other available sections in the Position Card are:
● Right to Return Details: Displays the incumbent that is currently on Global Assignment or
Leave of Absence.
● Global Assignment Details: Shows the Global Assignment start/end date for the
temporary assignment to this position.

● Job Requisition Details: Shows the link to access the job requisition, status, number of
openings and candidates, Hiring Manager, Originator, and the date when the Job
Requisition was created.
Position Card Capabilities
Figure 27: Position Card Capabilities
There are several actions that can be taken directly on a Position record, as shown in the
figure.
1. Show Details
Figure 28: Show Details
Show Details allows you to view the entire position record. Within there you can, edit the
position which would insert a new record in the Position, or access the Manage Positions tool
for additional options, like correcting or deleting existing information.

Note:
If a Configurable UI is built for the Position object, this layout can be displayed
when Show Details is selected on the Position Org Chart.
2. Show Incumbent History
Figure 29: Show Incumbent History
Show Incumbent History shows the incumbent's history over time. You can adjust the date
ranges to view which employees held the position during that time. You are able to see
everyone who has held this position in the past, and everyone who is scheduled to hold it in
the future.
3. Add Lower-Level / Peer Position
Figure 30: Add Lower-Level / Peer Position

Add Lower Level Position allows you to easily add a lower level position directly from this
screen. A business rule can be used to determine what fields would copy over from the parent
position to the child.
Add Peer Position allows you to easily add another position to the Position Org Chart under
the same Parent Position as the current position. The Peer Position will be on the same level
as the current position in the hierarchy. A business rule can be used to determine what fields
would copy over from the position to the peer position.
4. Copy Position
Figure 31: Copy Position
Copy Position allows you to easily mass create positions on the Position Org Chart. When you
choose to copy a position, you can state how many copies will have the same parent position
and the same field values (up to 100 positions at a time can be created using this option), and
whether these positions should be vacant (To Be Hired) or not. The externalCode or Position
code(s) will be system-generated, with the externalCode of the source position, including
_Copy and an alphanumeric system code, or based on the sequence in the business rule
assigned to generate Position code automatically, if this is the case.
5. Create Job Requisition
Figure 32: Create Job Requisition

With the integration between Recruiting Management and Position Management, a Create
Job Requisition option will be available to source a candidate to fill a position. More details
about this integration and how to set it up will be learned in Unit 5 of this course.
Org Chart Configuration Tool
Figure 33: Org Chart Configuration Tool
The Position Org Chart display can be configured in Org Chart Configuration tool. This
includes the ability to determine if the photo of the incumbent displays, and the fields that are
displayed on the position tile. The side panel of the Position Org Chart can also be configured
in this menu.
For all of the options on this tool, you can select the checkbox next to the fields that you want
displayed in the Position Card/tile in the position organization chart. You can also use the
green arrows to move the fields up and down, determining the order in which they appear in
the position tile.
Figure 34: Org Chart Configuration Tool: PM Settings
Sections within the side panel, such as Position History and Hierarchy Details can be enabled
and reordered here.


Unit 1
Exercise 4
Navigate the Position Org Chart
In the following exercise, you will be navigating the Position Org Chart to search for a position
and find out since when the incumbent has occupied the position, copy position to create a
new one based on this position details, and determine the supervisor, hiring status, and
staffing needs
Simulation: Navigate the Position Org Chart

For more information on Navigate the Position Org Chart, please view the
simulation in the lesson Navigating the Position Organization Chart in your online
course.
1. Kim Nelson has the position 'Logistics Manager'. She occupied this position since
____________.
2. Create a new position as a copy of Kim's position.
3. Who is the supervisor of the new position?
4. What is the hiring status of the new position?
5. Is the new position understaffed or overstaffed?

Unit 1
Solution 4
Navigate the Position Org Chart
In the following exercise, you will be navigating the Position Org Chart to search for a position
and find out since when the incumbent has occupied the position, copy position to create a
new one based on this position details, and determine the supervisor, hiring status, and
staffing needs
Simulation: Navigate the Position Org Chart

For more information on Navigate the Position Org Chart, please view the
simulation in the lesson Navigating the Position Organization Chart in your online
course.
1. Kim Nelson has the position 'Logistics Manager'. She occupied this position since
____________.
a) Use the Custom Quick Action created in the previous exercise to navigate to the
Position Org Chart. Alternatively, you can choose Company Info from the main menu
and the Position Org Chart tab should be the default landing page for your
administrator, based on the changes done in the previous exercise, or use the Custom
Navigation link.
b) Select Positions in the Search By field.
c) Enter Logistics Manager in the Search field. Select Logistics Manager (MGR_LSTS)
from the search results.
d) Click on the Position Code/Position Title area, in the Position Card, to view its details.
e) Expand Incumbent Details and scroll down.
f) Verify that Kim Nelson has been assigned to the position since Jul 1, 2012.
2. Create a new position as a copy of Kim's position.

a) Within the Position Card details, choose Show Menu (3 lines at the top-right corner).
b) Choose Copy Position.
c) In the Copy Position dialog window, enter the following:
Number of positions to copy: 1.

Set to be Hired: select the checkbox to set position as vacant.
d) Choose OK.
e) In the Position Org Chart - SuccessFactors confirmation dialog window, choose OK.
3. Who is the supervisor of the new position?

a) In Kim's position org chart, choose Up One Level .
b) Notice the new 'Logistics Manager' position that was copied, is at the same level as
Kim.
c) Jeff Bowman (Plant Manager) is Kim's supervisor and also the supervisor of the new
position.
4. What is the hiring status of the new position?

a) The new position has the hiring status 'To be Hired'.
5. Is the new position understaffed or overstaffed?

a) 0 of 1 FTE of the new position, indicates that the expected FTE is not fulfilled. So the
new position is understaffed.

LESSON SUMMARY

Unit 1
Learning Assessment
1. Which of the following are benefits of SAP SuccessFactors Employee Central Position
Management in organizations? (There are 3 correct answers.)
Choose the correct answers.
X A Vacancy tracking
X B Work schedule and holiday calendar reporting
X C Headcount reporting
X D Efficient organization and user data maintenance
X E Global Assignments
2. Which of the following SAP SuccessFactors modules can you integrate SAP
SuccessFactors Position Management with? (There are 3 correct answers.)
X A SAP SuccessFactors Recruiting Management
X B SAP SuccessFactors Learning Management
X C SAP SuccessFactors Succession Management
X D SAP SuccessFactors Performance and Goals Management
X E SAP SuccessFactors Employee Central
3. Which of the following steps are part of the sequence to set up Position Management?
(There are 3 correct answers)
X A Grant Role-Based Permissions for the MDF, Position tools, and Position object
X B Enable Position Management in Manage Employee Central Settings
X C Enable Employee Central V2 (i.e., Event Reason Derivation) in Manage Employee

Central Settings
X D Add the Position field to the Succession Data Model
X E Add the Incumbent field to the Succession Data Model

Unit 1: Learning Assessment
4. Which permission category can be used to control and restrict field level access of the
Position object?
Choose the correct answer.
X A Employee Central Effective Dated Entities
X B Manage Position
X C Miscellaneous Permissions
X D Metadata Framework
5. Where can you find the permission that controls the ability to use Copy Position in the
Position Org Chart?
X A Metadata Framework
X B Manage Position
X C Position Management Settings
X D Org Chart Configuration
6. Which of the following functions are possible from the Position Org Chart? (There are 3
correct answers.)
X A Add a lower level position
X B Edit a Job Requisition template
X C Hire an Employee
X D Edit a position
X E Specify which position sections will display on the side panel

7. What information can be found on the Position Card within the Position Org Chart? (There
are 3 correct answers.)
X A Position History
X B Incumbent Details
X C Employment Information
X D Position Hierarchy Details
X E Reporting Hierarchy Details


UNIT 2 Configuring SAP
Lesson 1
Configuring the Position Object 60
Exercise 5: Set up Position Object 75
Exercise 6: Create a Configurable UI for Position object 85
Lesson 2
Configuring Position Management Settings 92
Exercise 7: Check and Enable Position Management Settings 105
Lesson 3
Creating Position Records 110
Exercise 8: Create a new Position 113
Lesson 4
Maintaining Existing Position Records 118
Exercise 9: Modify the Parent Position for an existing Position 121
Exercise 10: Create a Mass Change UI 131
UNIT OBJECTIVES
● Set up the Position object

● Create a Configurable UI for the Position object
● Configure Position Management settings
● Create positions
● Maintain positions
● Analyze the impact of position changes to the employees in the organization
● Manage positions through mass changes

Unit 2
Lesson 1
Configuring the Position Object
LESSON OBJECTIVES
Position Object
Figure 35: Position Object
Position is a Generic Object based on the Metadata Framework. The Position Object Definition
is maintained in Configure Object Definitions tool, available from the action search or the
Admin Center. Here you can make configuration decisions for the object such as setting up
object behavior, fields, associations, security, and business rules.
The Position object is an effective dated entity which has organization, job, and pay related
fields. Each position is linked with a parent position and incumbent of parent position
becomes the direct manager.
You might want to configure the Position object. This could include:
● Displaying or hiding fields
● Renaming standard labels

Lesson: Configuring the Position Object
● Adding translation labels

● Adding custom fields*
● Setting default field values
● Configuring searchable fields
● Setting up security
● Setting up associations
● Assigning a Default Screen UI
● Assigning workflows and other business rules.
Note:
* Currently, the limits on custom fields available for the Position object, are:
● 30 custom String fields

● 55 custom Number fields (mapped to Number, Boolean, Picklist, Translatable,
Generic Object, Foundation Object...)
● 20 custom Decimal fields
● 15 custom Date fields (mapped to Date, DateTime, Time)
These limits are specific to Position object. There are different limits generally
speaking, for Standard MDF Objects and Custom MDF Objects.
You will get a warning message when 80% of the limit is reached and an error
message when the limit for the custom fields is exceeded, before the Object
definition is saved.
For more information including the MDF Data Type Mapping, you can check the
Custom Field Limits on Pre-delivered and Custom MDF Generic Objects section in
Implementing the Metadata Framework (MDF) guide, available in the SAP Help
Portal https://help.sap.com/docs/SAP_SUCCESSFACTORS_PLATFORM/
e4a4ce68589841709a8202928c23803a/
6f0ae143271f4cf099d4477ac5d90c67.html

Unit 2: Configuring SAP SuccessFactors Employee Central Position Management
Object Details
Figure 36: Object Details
When navigating to Configure Object Definitions, use the Search drop-downs to find the
Object Definition → Position . Here you can choose Take Action → Make Correction.
At the top of the object definition is the object details section. This section determines the
overall behavior of the object, such as the Status, Effective Dating and others. Some of the
main details are :
Table 3: Position Object main details

Detail Description Current value
Code This is the unique identifier of Position
the Generic Object in the sys-
tem
Effective Dating Determines whether the Ge- Basic
neric Object is effective dated
Status Status of the object (Active/ Active
Inactive)
MDF Version History The MDF Version History al- No
lows you to capture the MDF
audit information about add-
ed, updated, and deleted field
values and records
Default Screen You can assign a default con- N/A
figurable UI to an MDF object
Label Name of the object that ap- N/A
pears on the UI. If no label is
provided, the Code will be
used.

Detail Description Current value

Workflow Routing You can add workflow routing N/A
to the object by associating it
with a workflow. Alternative-
ly, a workflow rule can be
linked in the rules section.
Note:
It is not recom-
mended to as-
sign a workflow
at the object lev-
el. Instead, use
business rules to
trigger work-
flows, if needed,
for Position cre-
ation, position
changes, etc.
Pending Data If you’ve linked a workflow to No. This value should be set
an object that involves an ap- to Yes in the Position object
proval, and you want the data definition.
changes to take effect only if
approved. In Position object,
this is a requirement if work-
flows are to be triggered.
Todo Category This field is read-only. For all Generic Object Change Re-
custom MDF objects, Generic quests
Objects Change Requests is
the default category. For pre-
delivered MDF objects, the
value is set by the respective
business areas
Note:
Some of these current values will be changed in the exercise for Position Object
set up, within this unit.
Fields
This section allows you to manage the object fields and the field attributes. On the position
object, there are standard fields, business-relevant fields, position management fields, MDF
system fields, and you can also create custom fields. Some labels/attributes might look
slightly different in your system, however this will go over relevant information for the default
set up:

● Standard Fields - some standard fields of the object include basic fields used across the
Metadata Framework, such as a Code, External Name, Status, Start Date, etc.
● Business-Relevant Fields - some fields on the position object are connected to data
coming from the organizational structure. These fields can be used to share data to
employees assigned to positions. Some examples include Business Unit, Legal Entity
(Company), Department, Job Classification (Job Code), FTE, Standard Hours, Employee
Class, etc.
● Position Management Fields - some fields have defined behaviors in the context of Position
Management. Depending on the features used, these attributes may be mandatory. Some
examples include Criticality, Position Controlled, Position Type, Target Capacity, Multiple
Incumbents Allowed, To-Be Hired, Parent Position, and Right to Return. Some of these
fields are only relevant for Succession Management.
● MDF System Fields - some fields are technical fields and should NOT be modified or set to
visible. These include internalId, and fields that start with “mdfSystem…”, etc.
● Custom Fields - you can add and set up custom fields for the position object to meet any
customer needs.
Some specific fields will be described in this lesson. For more information on fields, please
refer to the Fields in Position Object , available in the Implementation guide. https://
help.sap.com/docs/SAP_SUCCESSFACTORS_EMPLOYEE_CENTRAL/
cf23ba26985f4d4a8df3a34b7392847d/1e4d20d02dc04ef0b8d88a009d91296e.html.
Business Relevant Fields
Figure 37: Business Relevant Fields
Fields that are job related are shared between objects like the Position Object, Job
Classification object and the Job Information Object. These can be synchronized for data
entry efficiency, since the data on these fields is common data and connected in the system.
The business-relevant fields are standard fields that can be used in a synchronization
between position and employee.

Job Code
Figure 38: Job Code
The Job Code field is the standard field for the Job Classification on Job Information and
Position and can be included on the synchronization between position and employee.
Figure 39: Job Code: Use
The Job Code field is commonly used to propagate other job-related fields from the Job
Classification object when creating a Position record, when a job code is selected. Selecting a
Job Code causes the fields from the Job Classification record to propagate onto common
fields on the Position record..
Some of the default set of common fields between the Job Classification Object and the
Position object include:
● Job Title
● Job Level

● Regular Temporary
● Employee Class
● Pay Grade
Note:
This data propagation from Job Classification to Position must be set up using a
Business Rule. You must define the rule and assign the rule to the jobCode field in
the Position object. You will learn how to set up the rule in the Unit 4 of this course.
Full Time Equivalent
Figure 40: Full Time Equivalent
The Target FTE (full-time equivalent) expresses the amount of accumulated FTE that may be
assigned to this position. The FTE is calculated based on the standard hours that a person is
scheduled to work. When an employee is assigned a position, they are staffed towards filling
the Target FTE. If the Target FTE is 1, and one employee is hired full-time to the position, then
the position is fully staffed. In some cases, the target FTE is greater than one in case more
than one person would be required to staff the position.
Figure 41: Full Time Equivalent: Understaffed
Sometimes positions can be understaffed, whenever the current FTE value is lower than the
planned FTE value for the position. In this case, there is no one working in the position, so the
FTE shows as 0/1 FTE. In this situation, a To-Be-Hired graphic can be displayed to indicate the

position needs to have someone hired to it. The position can be marked as not vacant, in
which case although the FTE shows the position is understaffed, there is no To-Be-Hired
graphic.
Figure 42: Full Time Equivalent: Overstaffed
In some cases, a position may be over-staffed, which indicates the current FTE value is higher
than the planned FTE for that position. In this case, the position is staffed by two employees,
and should have only been staffed by one person, which means it is over-staffed by one FTE.
This shows 2/1 FTE.
Note:
The To-Be-Hired (TBH) adaptation is one of key Follow-Up processes in Position
Management that will update the TBH status based on position assignments/
unassignments, or whenever the employee's FTE who is assigned to a position is
changed. There are different available options to control the ‘To Be Hired’ Status
Adaptation behavior in Position Management Settings that you will learn in this
course
It is also possible to configure the system to prevent the position from being over-
staffed (Current FTE > Target FTE), enabling the Position Controlled field, and set
the value to True in a Position record. The Position Controlled field will check the
Target FTE when an employee is being assigned to the position and would prevent
any overstaffing.
The Transition Period is another setting related to the FTE. If there is a need for
temporary overstaffing (Current FTE > Target FTE), such as an employee being
hired to a position while the employee leaving is still assigned (for a handover of
tasks, etc), this transition period can be assigned in Position Management Settings
globally for all positions, or you can use Position Types if only a group of positions
should have this option.
Standard Hours
This is the standard field for the standard hours on job information and position and can be
included in the synchronization between position and employee. In this case, the employee's
FTE value will be calculated based on the standard hours inherited from the employee's
assigned position.
A business rule to Calculate FTE would check the value of standard hours field from most to
least specific value. Starting from the Standard Hours field in the Employee's Job Information.
In case the value is null, the rule would be looking elsewhere to find the Standard Hours value
and propagate it into the Job Information of the employee. Ultimately, the FTE would be
calculated based on the Standard Hours.

The order that the business rule to calculate FTE will follow is: Job Information, Position, Job
Classification, Location and Legal Entity.
Figure 43: Position Standard Hours
Parent Position
Figure 44: Parent Position
The parent position is the higher-level position in the Position Hierarchy. When an employee is
assigned a position in Job Information, this can be used to automatically replace the
employee’s supervisor with the incumbent of the Parent Position.
When positions are created from Position Org Chart based on a source position (Add Peer
Position / Add Lower Level Position), the Parent Position value is defaulted based on the
position hierarchy and non-editable during position creation. For Copy Position, the position
field values including the Parent Position would be copied over the new position(s) to be
identical.
The Parent Position is technically a one-to-one association type in the Position Object
definition.

Incumbent
Figure 45: Incumbent
The incumbent field is designed to display a user in the system who is currently occupying the
position.
Note:
This field is only relevant for Succession Management and how you set the
visibility will depend on the following:
● If Position Management and Succession Planning are being used : Set the
visibility to Not Visible
● If only Position Management is used : Set the visibility to Not Visible
● If only Succession Planning is used: Set the visibility to Editable
The reason behind it is that in Employee Central Position Management, the assignment
between a position and the incumbent is made using the position field on Job Information, so
there is no requirement to maintain this field.
The Configure Object Definition tool will trigger an error message when saving changes in the
Position object, if the incumbent field visibility is set to Editable or Read-Only and Employee
Central Position Management is enabled.

Figure 46: Validation of incumbent visibility in Position Object definition.
Other relevant fields

Some other fields in the Position Object are :
Table 4: Other relevant Position fields

Code Label Description Recommended?
vacant To Be Hired Indicates whether Yes
anyone will be hired
for this position. If
set to True, it is
shown on the Posi-
tion Org Chart as To
Be Hired position.
Some parameters in
Position Manage-
ment Settings can
be used to set TBH
status when an in-
cumbent is as-
signed/unassigned
from Position or
based on FTE value
changes.
multipleIncumbentsAl- Mass Position This attribute con- Enabled but set to
lowed trols whether the No as default.
system allows the
assignment of more
than one employee
to this position at
any point in time.

Code Label Description Recommended?

positionControlled Position Controlled Position Control Yes
helps to control FTE
capacity of position.
If a position is sub-
ject to position con-
trol, the FTE values
of all incumbents as-
signed to the posi-
tion may not be
higher than the FTE
value assigned to the
position. This fea-
ture is used for
budget control.
type Position Type You can use position No, unless there is a
types to modify particular business
standard system be- need to use Position
havior for one or Types in the organi-
more positions for zation. Position
actions like work- Types would add
flows for position more complexity to
changes, reassign- the organization.
ment of direct re-
ports when a manag-
er leaves a position
or how to manage
transition periods,
reporting line or job
relationships adap-
tation.
Note:
There are other fields, relevant for Succession Management, that will be discussed
in Unit 5 - Integrations to Recruiting and Succession
To Define Field Labels and Visibility

You can define field labels, visibility, set default values, and add custom fields to your object
as needed.
1. Log in to the instance.
2. Navigate to the Configure Object Definitions tool.
3. Search for the Object Definition → Position.
4. Select Take Action → Make Correction..
5. Find a field that you would like to modify.

6. Select the Details. Here you can define the field labels if you don’t want to use the default
labels, define the visibility, if the field if mandatory or not, or add a default value.
7. Under Details, you can maintain the uiFieldRenderer field to hide external codes for
Generic Objects and Picklist fields, like Department, Job Code or Job Level, to display only
the label. Use displayGOWithoutExternalCode for Generic Objects, and
displayPickListWithoutExternalCode for Picklists
8. To add a custom field, scroll to the bottom of the fields section. Identify an empty row to
add a field that has the name “cust_”.
9. Add your custom field. Select the Details to modify the set up of the field be selecting a
data type, adding the max length, visibility, required, and a label
10. Click Save on the object.
Object Associations
As you learned in the THR81 - SAP SuccessFactors Employee Central Core Academy course,
Foundation Objects and Generic Objects can be associated using Associations. These
associations define a hierarchical relationship between objects and therefore will determine,
as an example, that a newly created Department belongs to a specific Division, or a Location
is associated to several Legal Entities within the same country.
Ultimately, an association can be utilized for filtering results based on the parent field in the
Employee File using field criteria that is set up in the Succession Data Model / Manage
Business Configuration. Which means that, based on the Division (parent field) assigned to
the employee when hiring or making changes from MSS UI or History, the available
Departments (child or lower field) will be filtered to display only those associated to that
Division. This would help in the data entry to ensure only the correct associated objects can
be selected in the Employee File.
Custom Associations can be created according to your customer's needs.
Note:
To refresh or expand the Associations topic, you can check the Implementing
Employee Central Core guide, in the SAP Help Portal, particularly for associations
between Foundation Objects
https://help.sap.com/docs/SAP_SUCCESSFACTORS_EMPLOYEE_CENTRAL/
b14dd15ca58f43e0856184a740a4b212/
e5e5aa00e8344aa58b9182da1029bf47.html
. The Implementing the Metadata Framework (MDF) guide has also references to
associations between generic objects. See Associations in MDF
https://help.sap.com/docs/SAP_SUCCESSFACTORS_PLATFORM/
e4a4ce68589841709a8202928c23803a/
22c5435eeaf54a26b9eef4595138e7a5.html
Associations in Position Object

Position object is not an exception and there are some standard associations that you will find
in the Object Definition. The following table summarizes the available associations found in
Position :

Table 5: Position Object Associations

Name Multiplicity Destination Ob- Type Visibility
ject
positionMatrix- One To Many Matrix Relation- Composite Not Visible
Relationship ship For Position
parentPosition One To One Position Valid When Editable
The most important association is the one from Position to Parent Position. This is a one-to-
one association where you will essentially associate every position with its Parent Position to
establish the position hierarchical level. Parent Position will also play an important role when
creating Lower Level or Peer positions from the Position Org Chart since the value will be
auto-populated depending on the hierarchical level between the Source and Target Position.
The Position to Matrix Relationship For Position relationship can be set to Editable to maintain
Matrix Relationships for positions, synchronize between Matrix Relationships and Job
Relationships when assigning employees to positions and restrictions, if needed, to apply in
Role-Based Permissions to determine access to view or create positions based on this
relationship.
Note:
For more information about Matrix Relationships, you can check the following
section in the Implementing Position Management guide, available in the SAP Help
Portal:
Matrix Relationships: https://help.sap.com/docs/
SAP_SUCCESSFACTORS_EMPLOYEE_CENTRAL/
cf23ba26985f4d4a8df3a34b7392847d/
0caef362fd7142a5a964505c78a567bf.html
Object Security
MDF Objects can be set to Secured or Non-Secured within Configure Object Definitions →
Security. The Position object is set to be Secured, and therefore, access is controlled from
role-based permissions, under Miscellaneous Permissions category.
You can verify the Position Generic Object security by following these steps:
1. Go to the Admin Center and choose Configure Object Definitions.
2. Search for Position and select Take Action → Make Correction.
3. In the generic object definition, scroll down to the Security section. Verify that Secured is
set to Yes , and Permission Category is set to Miscellaneous Permissions and save your
changes.
4. Go back to the Admin Center and choose Manage Permission Roles.
5. Select the role name, such as System Administrator, whose permissions you want to
manage.
6. Choose Permissions.

7. On the Permission Settings screen, scroll down to Miscellaneous Permissions and specify
which permissions users with this role should have. For example, you can define whether
users should be able to view positions and also which actions they are allowed to perform
for a position. In addition, you can define field level overrides for the position to ensure, for
example, that users can’t access a particular position field.
8. Choose Done to go back to the Permission Role Detail page.
9. To further restrict which positions employees with the permission roles that you just
maintained are allowed to view, create, insert, correct, or delete, scroll down on the
Permission Role Detail page to Grant this role to… section.
10. Choose Add to create a new granting or Edit Granting if you want to change an existing
granting. The Grant this role to page opens:
In the Specify the target population for the other objects section, you can restrict the
target population as you want. By default, All is selected, which means that the
permissions you granted for this role are valid for all positions in the system.
● You can grant user access to every position, or to a specific target group of positions.
● You can also restrict access to positions lower in the hierarchy than the granted user’s
position.
● If you are using Matrix Relationships on the Position object, you can also restrict access
to positions based on the Matrix Relationships.

Unit 2
Exercise 5
Set up Position Object
Your customer wants to implement several changes in the Position object definition such as,
changing labels for some of the standard fields, adding custom fields, set up the association
with Position Matrix Relationships and change the visibility for several fields.
Whenever possible, the customer does not want to see the external codes, only the labels
(except for the Job Code), so you will need to work on these changes for Generic Objects and
Picklists. As a last step, the customer also wants to confirm the Position object is secured and
access can be controlled at a more granular level through permissions in Role-Based
Permission framework.
Note:
In a previous exercise, you already specified the target population for Position
object to restrict access to certain actions for Managers and Employees. In this
exercise, you will verify these restrictions will also apply when creating positions.
In the Position Standard Fields table, review the column UI Field Renderer and add
the following values in Details → UI Field Renderer for those fields that are set to
Yes, depending on the type of field.
● For fields of type Picklist:displayPickListWithoutExternalCode.
● For fields of type Generic Object:displayGOWithoutExternalCode.
Simulation: Set Up Position Object: Part 1

For more information on Set Up Position Object: Part 1, please view the
simulation in the lesson Configuring the Position Object in your online course.

1. Make the following modifications to the Position Object. using the Object Details and
Position Standard Fields tables below. Look for the highlighted values to be modified:
Object Details. New value.
Pending Data Yes.

Position Standard Fields

Name Data Type Label Visibility Required UI Field Ren-
derer
multipleIn- Boolean Mass Posi- Editable No
cumbentsAl‐ tion
lowed
positionCon- Boolean Position Con- Editable No
trolled trolled
standard- Decimal Standard Editable No
Hours Weekly
Hours
code String Position Editable Yes
Code
external- Translatable Position Title Editable Yes
Name
positionTitle String Not Visible No
criticality Number Not Visible No
comment String Not Visible No
incumbent User Incumbent Not Visible No
changeRea- Picklist Change Rea- Not Visible No N/A
son son
description String Description Not Visible No
jobCode Generic Ob- Job Code Editable Yes No
ject
jobLevel Picklist Job Level Editable No Yes
employee- Picklist Employee Editable No Yes
Class Class
regularTem- Picklist Regular/ Editable No Yes
porary Temporary
targetFTE Decimal FTE Editable No
vacant Boolean To Be Hired Editable No
company Generic Ob- Company Editable No Yes
ject
businessUnit Generic Ob- Business Editable No Yes
ject Unit
division Generic Ob- Division Editable No Yes
ject
department Generic Ob- Department Editable No Yes
ject


derer
costCenter Generic Ob- Cost Center Editable No Yes
ject
2. Create a new picklist for the Position's Incentive Plan custom field you will be adding into
the Position object definition.
3. Add two new custom fields, Incentive Plan and Onsite/Remote, to the Position object
definition, using the Position Custom Fields table. For these new fields, your customer
does not want to see the external codes of the picklist values, so make sure to use
displayPickListWithoutExternalCode in the UI Field Renderer.
Position Custom Fields
Name Max Data Type Valid Val- Required Visibility Label
Length ues Source
cust_In- 38 Picklist IncPlan No Editable Incentive
cPlan Plan
cust_onsi- 38 Picklist onsiteRe- No Editable Onsite /
teRemote mote Remote
4. Enable the Position to Matrix Relationship For Position association.
5. Make modifications in the Searchable Fields in the Position Object, to use the newly
created custom fields and remove the existing field in the section.
6. Verify the Position Object is secured and make additional changes on the Security.
Security
Field Value
Secured Yes
Permission Category Miscellaneous Permissions
CREATE Respects Target Criteria Yes
7. Verify you can see all the changes when creating a new position.
8. Verify that Managers can only create positions below their hierarchy as defined in the
previous exercise Set Up Role-Based Permissions for Position Management.

Unit 2
Solution 5
Set up Position Object
Your customer wants to implement several changes in the Position object definition such as,
changing labels for some of the standard fields, adding custom fields, set up the association
with Position Matrix Relationships and change the visibility for several fields.
Whenever possible, the customer does not want to see the external codes, only the labels
(except for the Job Code), so you will need to work on these changes for Generic Objects and
Picklists. As a last step, the customer also wants to confirm the Position object is secured and
access can be controlled at a more granular level through permissions in Role-Based
Permission framework.
Note:
In a previous exercise, you already specified the target population for Position
object to restrict access to certain actions for Managers and Employees. In this
exercise, you will verify these restrictions will also apply when creating positions.
In the Position Standard Fields table, review the column UI Field Renderer and add
the following values in Details → UI Field Renderer for those fields that are set to
Yes, depending on the type of field.
● For fields of type Picklist:displayPickListWithoutExternalCode.
● For fields of type Generic Object:displayGOWithoutExternalCode.


1. Make the following modifications to the Position Object. using the Object Details and
Position Standard Fields tables below. Look for the highlighted values to be modified:
Object Details. New value.
Pending Data Yes.


derer
multipleIn- Boolean Mass Posi- Editable No
cumbentsAl‐ tion
lowed
positionCon- Boolean Position Con- Editable No
trolled trolled
standard- Decimal Standard Editable No
Hours Weekly
Hours
code String Position Editable Yes
Code
external- Translatable Position Title Editable Yes
Name
positionTitle String Not Visible No
criticality Number Not Visible No
comment String Not Visible No
incumbent User Incumbent Not Visible No
changeRea- Picklist Change Rea- Not Visible No N/A
son son
description String Description Not Visible No
jobCode Generic Ob- Job Code Editable Yes No
ject
jobLevel Picklist Job Level Editable No Yes
employee- Picklist Employee Editable No Yes
Class Class
regularTem- Picklist Regular/ Editable No Yes
porary Temporary
targetFTE Decimal FTE Editable No
vacant Boolean To Be Hired Editable No
company Generic Ob- Company Editable No Yes
ject
businessUnit Generic Ob- Business Editable No Yes
ject Unit
division Generic Ob- Division Editable No Yes
ject
department Generic Ob- Department Editable No Yes
ject


derer
costCenter Generic Ob- Cost Center Editable No Yes
ject
a) Navigate to Configure Object Definitions using Action Search.
b) In the Configure Object Definitions page, select Object Definition in the Search drop
down, then type Position to search for the Position object, and select it.
c) Once the Position object displays, choose Take Action → Make Correction on the right
side.
d) In the Object Definition details, make the changes highlighted in the Position Object
details table.
e) Scroll down to the Fields section, locate the fields given in the Position Standard Fields
table and the make the required changes.
Hint:
Choose Details button next to each field, to view more information of the
field.
f) Click Save to save all changes.
Note:
When saving at this step, you will see a warning message that refers to the
positionTitle field being searchable and set to 'Not Visible'. Select Yes to
continue and save the object definition. You will remove this field as a
searchable field in step 5, and use the default searchable fields
externalCode and externalName and some additional fields to search for
positions.
2. Create a new picklist for the Position's Incentive Plan custom field you will be adding into
the Position object definition.
a) Navigate to Picklist Center using Action Search.
b) Select + to create a new picklist, with the following details:
● Code : IncPlan
● Name: Incentive Plan
● Status: Active
● Effective Start Date: Jan 1, 1900
● Display Order: Alphabetical

c) Select Save.
d) In the Picklist Values section, select + to add these 4 values. Select Save after adding
each.
● External Code : MGR Name : Manager
● External Code: SMGR Name : Senior Manager
● External Code: IND Name: Individual
● External Code: EXEC Name: Executive
3. Add two new custom fields, Incentive Plan and Onsite/Remote, to the Position object
definition, using the Position Custom Fields table. For these new fields, your customer
does not want to see the external codes of the picklist values, so make sure to use
displayPickListWithoutExternalCode in the UI Field Renderer.
Position Custom Fields
Name Max Data Type Valid Val- Required Visibility Label
Length ues Source
cust_In- 38 Picklist IncPlan No Editable Incentive
cPlan Plan
cust_onsi- 38 Picklist onsiteRe- No Editable Onsite /
teRemote mote Remote
a) Navigate back to Configure Object Definitions using Action Search.
b) In the Configure Object Definitions page, select Object Definition in the Search drop
down, then type Position to search for the Position object, and select it.
c) Once the Position object displays, choose Take Action → Make Correction on the right
side.
d) Create the new custom fields given in the Position Custom Fields table above. Notice
that cust_ will appear automatically in the name when adding new fields.
e) Scroll down and choose Save.
4. Enable the Position to Matrix Relationship For Position association.

a) Navigate to Take Action → Make Correction to continue editing the Position object.
b) Scroll down to the Associations section, and locate the positionMatrixRelationship

association name.
c) Do not change any of the existing options (Name, Multiplicity, Destination Object,
Type) for this association and select the Details option.
d) Make the following changes:
● Visibility: Editable.
● Label: Matrix Position.
e) Select Done.
f) Scroll down and Save.

5. Make modifications in the Searchable Fields in the Position Object, to use the newly
created custom fields and remove the existing field in the section.
b) Scroll down to the Searchable Fields section, and complete the following changes:
● Remove positionTitle as a searchable field using the bin icon.
● Add cust_IncPlan picklist as a searchable field. You will need to type

cust_IncPlan.label
● Add cust_onsiteRemote picklist as a searchable field. You will need to type

cust_onsiteRemote.label .
c) Scroll down and choose Save to save changes.
6. Verify the Position Object is secured and make additional changes on the Security.
Security
Field Value
Secured Yes
Permission Category Miscellaneous Permissions
CREATE Respects Target Criteria Yes
b) Scroll down to the Security section.
c) Verify the information is as shown in the Security table and set the value for CREATE
Respects Target Criteria. to Yes.
d) Click Save to save changes in the object definition.
7. Verify you can see all the changes when creating a new position.
a) Navigate to Manage Positions using Action Search.
b) Select Create New → Position and confirm all your changes. When done, click Cancel.
8. Verify that Managers can only create positions below their hierarchy as defined in the
previous exercise Set Up Role-Based Permissions for Position Management.
a) Proxy as Marcus Hoff to access the instance as a manager.
b) Navigate to the Position Org Chart from Home → Company Info.
c) Click on the Add Position icon found on the Position Org Chart toolbar.
d) In the Job Code field, select Director, Operations (OPS-DIR)
e) In the Parent Position field, select VP, Operations (POS-VPOPS)
f) Complete any other required field to your choice.
g) When finished, click Save. Verify an Error pop up dialog will prevent from creating the
position, due to No Permission. The reason is that the Parent Position selected is not in
your target population.
h) Click OK. Cancel and do not save the changes.

Configurable UI for MDF Objects

In a previous lesson, you have learned how to make changes on the fields and attributes for
the Position object, using the tool Configure Object Definition. Additionally, MDF Objects
(Generic Objects) including Position object, can have a more user-friendly layout that can be
configured in the tool Manage Configuration UI.
The Manage Configuration UI tool is part of the Metadata Framework options and access is
granted from Manage Permission Roles → Administrator Permissions → Metadata
Framework.
This tool is mainly used for any of these objectives :
● Create an MDF Screen UI to use as Default Screen for the Object Definition, allowing for a
more user-friendly layout when creating object records (Generally in Manage Data or
Manage Positions in case of Position records.)
● Create an MDF Screen UI to display an Object in Custom MDF Block in Employee File.
Some of the capabilities of Manage Configuration UI are:

● Change label for fields.
● Add new fields.
● Change the display sequence of fields.
● Change the layout of UI.
● Change visibility of fields.
● Set fields to required.
● Add Rules
● Delete a field from UI.
● Add a link.
● Add a group.
Note:
This list is not an exhaustive list of capabilities for Manage Configuration UI
tool. To find out more, check the Implementing the Metadata Framework (MDF)
guide available in the SAP Help Portal https://help.sap.com/docs/
SAP_SUCCESSFACTORS_PLATFORM


Unit 2
Exercise 6
Create a Configurable UI for Position object
Your customer has noticed that the Position Object definition is disorganized. They would like
to rearrange fields, and group some of the fields in different sections for a more user friendly
layout. In the following exercise, you will create a Configurable UI for Position Object to fulfill
their requirement.
Note:
You should exercise caution and not delete any field while creating the
Configurable UI. The tool does not have a revert back option and you would need
to start over if accidentally deleting a field. The best option is to organize all the
fields first, and once all the changes have been saved, you can delete any field that
is not needed. You will notice that the tool creates an Input field every time a new
group is added, since it is a requirement to have at least one field per group. Once
you have completed the steps and rearrange the position fields to every group,
you can remove these Input fields
Simulation: Create a Configurable UI for Position object

For more information on Create a Configurable UI for Position object, please view
the simulation in the lesson Configuring the Position Object in your online course.
Administrator should have permissions to access Manage Configuration UI tool.
1. Verify that currently, Position records have the same layout as the image Position Object
Details.
Figure 47: Position Object Details

2. Create a new Configurable UI Screen using the example from the images.Position
Configurable UI Fields (rearranging fields as a first step) and Position Configurable UI
Screen (the final results applying some UI layout changes).
Figure 48: Position Configurable UI Fields
Figure 49: Position Configurable UI Screen
3. Make additional changes on the Matrix Position association visible in the Position object.
4. Assign the new UI Screen to the Position Object
5. Verify changes navigating to Manage Positions and search for an existing position (Sales
Director, NE (DIR_SALESNE))
6. The Configuration UI is now completed

Unit 2
Solution 6
Create a Configurable UI for Position object
Your customer has noticed that the Position Object definition is disorganized. They would like
to rearrange fields, and group some of the fields in different sections for a more user friendly
layout. In the following exercise, you will create a Configurable UI for Position Object to fulfill
their requirement.
Note:
You should exercise caution and not delete any field while creating the
Configurable UI. The tool does not have a revert back option and you would need
to start over if accidentally deleting a field. The best option is to organize all the
fields first, and once all the changes have been saved, you can delete any field that
is not needed. You will notice that the tool creates an Input field every time a new
group is added, since it is a requirement to have at least one field per group. Once
you have completed the steps and rearrange the position fields to every group,
you can remove these Input fields
Simulation: Create a Configurable UI for Position object

For more information on Create a Configurable UI for Position object, please view
the simulation in the lesson Configuring the Position Object in your online course.
Administrator should have permissions to access Manage Configuration UI tool.
1. Verify that currently, Position records have the same layout as the image Position Object
Details.
Figure 47: Position Object Details

b) Search Position and locate Sales Director, NE (DIR_SALESNE) from the existing
positions.
c) Verify the layout displays as the image Position Details.
2. Create a new Configurable UI Screen using the example from the images.Position
Configurable UI Fields (rearranging fields as a first step) and Position Configurable UI
Screen (the final results applying some UI layout changes).
Figure 48: Position Configurable UI Fields
Figure 49: Position Configurable UI Screen
a) Navigate to Manage Configuration UI using Action Search.
b) Click on Create New to create a new UI. Set the Id as PositionUI and Select Base
Object, select Position.
c) As a first step, rearrange the fields following the order from the Position Configurable
UI Fields image.
d) Click Save to make sure these changes are saved before continue to the next step.

e) In the Position blue toolbar, select Add Group to create a new group. The new group
will be added at the end of the screen with a default Title and a field Input.
f) Hover over the new group to view the option Edit Properties. Click into this option.
g) In the Title Type User Defined, change the Title to Job Classification Details.
h) Expand the Title Style section and select the checkbox for Bold to display the title in
bold.
i) Scroll up and change the Layout to Flow.
j) Click OK to confirm changes.
k) Drag and drop the required fields that should be included in this section: Job Title, Job
Level, Employee Class, Regular/Temporary and Pay Grade.
l) Delete the Input field that was created when you added the new group.
m) When done, click Save to ensure everything is saved as of this step.
n) Repeat steps e and f to create another group and edit its properties. Remember that
you must click Add Group from the option at the top of the page.
o) In the Title Type User Defined, change the Title to Organizational Details.
p) Expand the Title Style section and select the checkbox for Bold to display the title in
bold.
q) Scroll up and change the Layout to Grid.
r) Click OK to confirm changes.
s) Drag and drop the required fields that should be included in this section: Company,
Business Unit, Division, Department, Location and Cost Center.
t) Delete the Input field that was created when you added the new group.
u) When done, click Save to Save Changes.
3. Make additional changes on the Matrix Position association visible in the Position object.
a) Locate the Matrix Position association, which includes the fields Type and Related
Position.
b) Drag and drop both fields, to place them under Position Controlled.
c) Hover over the Matrix Position section name and select Delete.
d) Hover over the Type field and select edit.
e) Locate the Label Override and type Matrix Relationship Type. Select OK.
f) Repeat the step with the Related Position field and select edit.
g) Locate the Label Override and type Matrix Position. Select OK.
h) Select Save to save all changes.
4. Assign the new UI Screen to the Position Object


b) Search Object Definition and locate Position on the drop down list.
c) Select Take Action → Make Correction to make changes in the Position object.
d) In the Default Screen field, select the PositionUI you created previously.
e) Save changes.
5. Verify changes navigating to Manage Positions and search for an existing position (Sales
Director, NE (DIR_SALESNE))
b) Search Position and locate Sales Director, NE (DIR_SALESNE) from the existing
positions.
c) Verify the layout now has changed and fields are displayed following the Configurable
UI you created. You can check the Position Configurable UI Screen.
6. The Configuration UI is now completed

LESSON SUMMARY

Unit 2
Lesson 2
Configuring Position Management Settings
LESSON OBJECTIVES
Position Management Settings

A major part of Position Management, is the vast capabilities when setting up the position
object, and designing how the system behaves.
In this lesson, you will learn the general position system settings that can be set up. This will
be helpful as you go throughout the training and learn about different elements of how
positions are maintained and behave in the system.
This lesson covers Position Management Settings and Concepts that relate to Position
Behavior and Position Management System Configurations. These topics include:
● Position Types
● Transition Period
● Position Control
● Position Hierarchy
● Hierarchy Adaptation
● Synchronization
Position Types
Figure 50: Use Position Types

Lesson: Configuring Position Management Settings
Position Types can be used, if needed, to define different system behaviors for positions,
outside of the standard behavior of Position Management. If selecting Position Types, settings
maintained for fields under Position Type override the settings maintained under Position
Management Settings.
Positions can be of different types, allowing for different behavior on the user interface, but
also in imports. All default position types can be customized, and you can also create custom
position types as needed. Positions records are then assigned to these position types.
The standard behaviors that can be specifically defined by position type include:
● Triggering a workflow on Job Information if position changes have been synchronized to
incumbents. The default behavior does not trigger the workflow.
● Reassigning direct reports if the manager vacates the current position. By default, the
system reassigns the direct reports to the next available manager.
● Adapting the reporting line after the position hierarchy has been changed.
● Determine whether and how job relationships for this employee are adapted
● Set up and manage transition periods for more than one position
● Define the synchronization of position matrix relationships to job relationships of
incumbents
Standard Position Types
Figure 51: Position Types - Regular Position
When you enable Position Types, you get the standard position type, Regular (RP) and Shared
(SP):
● Regular Positions (RP) – One Incumbent is assigned. Regular positions would be occupied
normally by one employee, or by up to two or three employees in exceptional cases, such
as job sharing or transition periods.
● Shared Positions (SP) – More than one incumbent is assigned. Shared positions are
positions occupied by two or more employees and they are used in some circumstances
where multiple employees are hired for the same job, positions with high turnover or
similar.

Note:
Custom Position Types beyond RP and SP, to a total number of 10, are possible to
set up in the system, via Manage Data. However, this requirement is very
uncommon and would add complexity to the Position Management
Implementation.
Generally speaking, usage of Position Types is only used under certain
circumstances to fulfill those scenarios typical for Shared Positions previously
mentioned.
Set Use Position Types as No under Position Management Settings if you do not
intend to use Regular and Shared Position types and stick to the standard
behavior.
Position Control
Figure 52: Position Control
Position Control (field: positionControlled ) is an attribute on the Position object that controls
whether the target FTE is checked when an employee is assigned to this position. In addition,
the attribute triggers the stable headcount processing when an employee is assigned to a new
position during Position Transfer or Position Reclassification.
If a position is subject to position control, the full-time equivalent (FTE) values of all
incumbents assigned to the position must not be higher than the FTE value assigned to the
position.
This is checked when:
● A new employee is hired.
● The manager assigns a new position to an employee or changes the FTE of an employee on
the Update Employee Records screen.
● The position or FTE value is changed in the History.
● The FTE value of the assigned position is changed.
● The system searches for a suitable position when a position transfer or position
reclassification is required.
If a position is subject to position control, the system checks for each imported job
information record, whether the FTE values of an incumbent assigned to the position must
not be higher than the FTE value defined for the position. This can be very time consuming,

especially if there are multiple incumbents assigned to a position, as we know this for
“cumulative positions” with multiple records. Please consider this impact in time when
performing a job information import. SAP SuccessFactors recommends that you set the
position control to No in such cases.
Position Hierarchy
Figure 53: Position Hierarchy: Position Management Settings
In Position Management, a Leading Hierarchy gets defined in Position Management

Settings → Hierarchy Adaptation tab. You want to define a leading hierarchy to reduce effort
involved in keeping the position hierarchy and reporting line hierarchy in sync. The main value
proposition for using Position Management is to plan and control headcount and vacancies,
and the Position Hierarchy is the only way to ensure this.
There are two hierarchy options: Position Hierarchy and Reporting Hierarchy.
● The Position Hierarchy – represents the position-to-position relationship. The Position
Hierarchy prioritizes the Positions, and their relationships to other Positions.
● The Reporting Hierarchy – represents the person-to-person relationship. The Reporting
Hierarchy prioritizes the Reporting Structure of Managers relationships to their Direct
Reports.
In the Position Hierarchy, as positions change and employees are assigned to positions, the
employee’s relationships to other employees, including who their supervisor is are reflected
of the Position structure. The position structure determines the reporting line. Changes made
to the leading hierarchy are automatically made to the other hierarchy.
You can also opt to have no leading hierarchy. You should do this if you do not want to use
hierarchy adaptation, meaning that neither the position hierarchy nor the reporting line is
changed when the other hierarchy is changed.
Without Position Management, you only have the reporting hierarchy, which is visualized in
the regular Org Chart.

Note:
By default, the Position Hierarchy is the Leading Hierarchy. SAP SuccessFactors
STRONGLY recommends that you keep it this way, as Position Management
functions are designed with the assumption that position hierarchy is the leading
one. It is NOT recommended to use Position Management with the leading
hierarchy set to Reporting or None, although possible. This is because it was
designed with the functionality in mind to follow the Position Hierarchy as the
leading hierarchy, and not following the recommended leading hierarchy could
lead to issues in your system configuration and maintenance.
Figure 54: Position Hierarchy: Reporting Line
The position hierarchy determines the reporting line so that the supervisor for employees is
inherited every time that a position assignment changes or the position hierarchy is changed:
● Assigning an employee to a position will make this employee the supervisor for employees
on positions below this position.
● Moving a position to a new parent position will update the supervisor on the position to
become the incumbent of the parent position.
● If lower-level positions with incumbent has a parent position without incumbent, then the
manager of the lower-level position is the next higher-level position that has an incumbent.
Synchronizing positions and their hierarchies and incumbents provides the flexibility needed
to manage the organization by either position or incumbent. Indeed, when there are no vacant
positions, the position hierarchy is the same as the employee-supervisor hierarchy. When
there are vacant positions, the employee-supervisor hierarchy represents the effective
hierarchy. This allows the incumbent to be assigned to a different set of attributes than
defined by the position. The degree to which the incumbent can be different from a position is
configurable using rules and permissions.

Note:
For more detailed information on Leading Hierarchy scenarios and configurations,
refer to the Defining the Leading Hierarchy and Scenarios for the Leading Hierarchy
sections, within the Implementation guide. https://help.sap.com/docs/
cf23ba26985f4d4a8df3a34b7392847d/
044431a397074930830e294a38e9ed89.html or the Implementation Design
Principles for Position Management, available in the SAP Community https://
pages.community.sap.com/topics/successfactors/implementation-design-
principles
Hierarchy Adaptation
In Position Management, based on our leading hierarchy, there are a set of options to
determine whether and how changes to one hierarchy will be reflected in the other one. Some
of the scenarios that we can define in the Hierarchy Adaptation tab in Position Management
Settings:
Note:
Most of the settings below are relevant only if Position Hierarchy is the leading
hierarchy, which is always the recommendation.
● Reassign Direct Reports According to Position Hierarchy on Termination Screen.

Available options are No / Yes - Always / Yes Optional. Leading practice recommendation
is to set this field value to Yes-Always, to reassign the direct reports based on the position
hierarchy.
● Default The Supervisor Or The Position In Hire, MSS Job Information And History
Available options are Yes and No. If Position Hierarchy is the leading hierarchy, it is
recommended to set this value to Yes. This option allows for automated data maintenance
while ensuring consistency and alignment. Selecting No, on the other hand, would allow
Position and Reporting hierarchies to diverge.
● Threshold for Running Adoption of Reporting Line and Job Relationships as a Job.
Once the number of incumbents of either child positions or matrix positions hits the
number set as Threshold (only values between 5 and 20 are possible), the updates to the
hierarchy or job relationships will be carried out as a scheduled job. If the number falls
below the number, then the update will happen immediately. Please note that if the
number is 0, then it will never be triggered as a job. Also, this setting is only relevant if the
position hierarchy is the leading hierarchy.

Note:
With Centralized Services enabled for adding or rehiring an employee, adding a
fixed term contract, saving a global assignment, publishing compensation
promotion data, saving an internal hire, or adding a concurrent employment,
the transfer of employees to a new manager runs in the background
(asynchronously). In these cases, no job is triggered, regardless if the
threshold is exceeded or not.
If you are using business rules to derive event reasons and a threshold is
defined for the hierarchy adaptation, you must select an event reason to be
used for the hierarchy adaptation in the job from Admin Center → Company
System and Logo Settings → Default event reason to use when processing
direct reports and job relationships offline.
● Automated Daily Hierarchy Adaptation

In the past, when an employee got assigned to a position, the derivation of the employee’s
supervisor did not take into account any future changes on position side, e.g. when a
position was moved to a different parent position in the future or when the incumbents of
the position's parent position were changed in the future.
With the Automated Daily Hierarchy Adaptation set into Yes, the system to automatically
adapt the hierarchies using a daily job if they are not in sync. The daily recurring
background job checks for each employee, who is assigned to a position, if their assigned
supervisor still matches the position hierarchy, and in case the reporting line and position
hierarchy are not in sync, the system updates the employee's supervisor assignment
accordingly.
Once this job is enabled:
- Any changes that are made with effective date TODAY, will be synced automatically in
the system and not carried out by the job.
- Any changes that are made with a future effective date will be carried out by the job
running on that specific date.
- Any changes that are made with a past effective date, will be synced in the next run
time of the job, but the effective date of these changes would be affected and according
to the job, not to the actual change, which may not be recommended if past dated
transactions occur regularly in the organization.

Note:
The Use Automated Daily Hierarchy Adaption setting cannot be set to Yes,
unless a scheduled job "Position Management Daily Hierarchy Adaptation" with
daily recurrence is submitted. This type of job can be now set up in Admin
Center, using the Scheduled Job Manager tool.
More information can be found in Setting Up Automatic Daily Hierarchy
Adaptation https://help.sap.com/docs/
cf23ba26985f4d4a8df3a34b7392847d/
b546f172eb204fad96bbb9615a2bbd05.html, and the following KBA: 2257661 -
Automated Daily Hierarchy Adaptation Admin Opt-In https://me.sap.com/
notes/2257661/E
● Automated Daily Hierarchy Adaptation - Offset in Days

This setting is only applicable if you set Automated Daily Hierarchy Adaption to Yes.
Specifies the number of days before any future dated position changes will be synced with
the incumbent of the position. Leaving the value as 0 means the hierarchy will be adapted
at the date on which it gets out of sync, whereas setting the value to 7 would adapt the
hierarchy one week before it gets out of sync.
This is an optional step if using Automated Daily Hierarchy Adaptation.
Synchronization
Figure 55: Synchronization: Position Management Settings
The Synchronization tab in Position Management Settings includes the following options:
● Position to Job Information Synchronization. When positions assigned to incumbents are
updated, and a business rule is set in Rule for Synchronizing Position to Job Information,
you can decide on how the system should synchronize this information. The available
options are:
- Automatic: If you choose this, synchronization takes place in the background.
RECOMMENDED.

- User Decision: A pop-up appears after every position change asking whether the
incumbents should be synchronized.
- User Decision If Required: A pop-up only appears if the position and the incumbents are
not in sync.
- Never: No synchronization takes place.
● Synchronize Position Matrix Relationships to Job Relationships of Incumbents. You can
use this option to determine whether and how the synchronization of position matrix
relationships and job relationships is executed. The possible options are:
- Always: Synchronization takes place every time when the position assignment of the
employee is changed or when the matrix relationships of the position are changed.
RECOMMENDED.
- Never: No synchronization takes place
- Only when position assignment of the employee is changed: Position matrix
relationships are only synchronized to job relationships of incumbents when the
position assignment of the employee is changed
- Only when Matrix Relationships of the position are changed: Position matrix
relationships are only synchronized to job relationships of incumbents when the matrix
relationships of the position are changed
● Rule for Synchronizing Position to Job Information. The rule you select here is used when
the position is changed in the Position Organizational Chart or via import and the changes
are synchronized to the incumbent’s job information.
● Rule for Synchronizing Job Information to Position. The rule you select here is used to
determine which common fields between Job Information and Position are synchronized
when Job Information is changed and this leads to a position reclassification or position
transfer.
In Synchronization, you can define rules to synchronize Position to Job Information, and
from Job Information to Position. Synchronization and business rules will be covered in
depth later on.
Figure 56: Synchronization between Position and Job Information

● Search for Position in Position Reclassification. Choose “Yes” if you want the system to
first search for a position that has status To Be Hired before creating a new position.
● Search for Position in Position Transfer. Choose “Yes” if you want the system to first
search for a position that has status To Be Hired before creating a new position.
● Stable Headcount Area for Position Control Mode. It is recommended to have “No
Selection” for this field as we are not creating positions in the background. You could use
an organization level for this if you wanted to have the system automatically transfer/
create/ deactivate positions within the organization entity chosen here or maintain a
stable total FTE value.
UI Customizing
The UI Customizing tab in Position Management Settings includes some of the options that
determine the behavior in regards of Positions from a user interface (UI) perspective.
Figure 57: UI Customizing
Transition Periods
A transition period occurs when an employee leaves a position and a successor is appointed
to that position before the incumbent leaves it. This means that the position is overstaffed for
that time by incumbent or FTE. This means that you can assign a successor to a position while
the employee who is leaving the position is still assigned. The transition period can be enabled
Globally or based on Position Type, which would allow to define transition periods for only a
group of positions or specify different periods to allow over staffing of positions.

Figure 58: Transition Period
To enable Transition Period in the system, some steps need to be completed

● In Position Management Settings → Transition Period tab, set Use Transition Period to Yes.
● In Period you can define a number which over staffing a position by incumbent or FTE will
be allowed.
● In Unit, you can set into Days or Months
Note:
If the multiple incumbents are allowed for the position or if it has shared FTE, the
Position Controlled flag on the position must be always set to Yes, to avoid the
position to display incorrect number of incumbents or allowing more than
necessary incumbents.
Other Position Management Settings

Other tabs that can be found in Position Management Settings are related to:
● Right to Return. Only relevant if Global Assignment or Leave of Absence are enabled in the
instance, this tab allows to set up the business rules and event reasons to create a right to
return to a position and be unassigned from a position in those scenarios. You will explore
the Right to Return from Global Assignment in Unit 4 of this course, and more information
can be also found in the Implementation Guide https://help.sap.com/docs/
cf23ba26985f4d4a8df3a34b7392847d/2652171ef7394dbfac8013ad5bc74ca6.html.
● Integration. In this tab, you can turn on the integration with Recruiting Management and
select the business rules to derive job requisition template and field mapping between
position and job requisition. Additionally, you can select to Raise Events in Intelligent
Services whenever a position is created or updated. More information can be found in the
Unit 5 of this course.
● Import. This tab is used to define how the system behaves in import scenarios. Typically,
the settings will be set to No during initial load to avoid possible performance impact, and
then set to Yes. A good resource to find out more about these import settings is the SAP
SuccessFactors Employee Central Position Management: Design Considerations and

Recommendations document:https://pages.community.sap.com/topics/
successfactors/implementation-design-principles
Position Management checks available in the Check Tool

The following checks are available in the Check Tool. If using the new UI, under System
Health, you can run all checks selecting Position Management as the application.
● All mandatory Position Management settings have been made
(PositionManagementSettingsMandatoryFieldsCheck).
Verifies all the mandatory Position Management Settings are enabled.
● Position to Job Information sync rule has been correctly defined
(PositionToJobInfoSyncRuleCheck).
Your Position to Job Information rule contains a statement that sets the sync rule
supervisor in Job Information. This is not allowed, since the non-leading hierarchy is
automatically updated by the system.
Your Position to Job Information rule contains a statement that sets the sync rule
company in Job Information. This is not allowed when using the Company Filter in Position
Management Settings
● Business rule for position code generation has been correctly defined
(PositionRuleAutoCodeGenerated).
Review the code generation for the newly created position objects.
● “Pending Data” setting for position object definition is active (PositionPendingDataFlag).
Check that the pending data flag is set to 'Yes' in the position object definition.
● Mapping rule for Recruiting Management Integration has been correctly defined
(PositionCheckMappingRuleForCOAPIBasedRCMIntegration).
Make sure that the value entered in the field name of each mapping exists in the OData
object Job Requisition. You can find this in Admin Center → OData API Data Dictionary. If
a field refers to another OData object, you need to use the dot notation.
The value before the dot is the name of the field in the Job Requisition and the value after
the dot is the name of the field in the referring object. For example:
hiringManager.usersSysId
● All values available in the Position Matrix Relationship picklist are also available in the Job
Relationship picklist (PositionMatrixPicklistCheck).
Verifies that the values in PositionMatrixRelationshipType picklist are also available in
jobRelType picklist, to ensure correct synchronization of matrix relationships from
Position to Job Relationships.
● Mandatory fields are filled in Position (PositionMandatoryFieldsCheck).
Checks for missing mandatory (non-conditional) fields for all active position records.

Note:
More information about the Check Tool can be found in the Exploring the SAP
SuccessFactors Platform course:
https://learning.sap.com/learning-journeys/explore-the-sap-successfactors-
platform

Unit 2
Exercise 7
Check and Enable Position Management
Settings
In this exercise, you will check and enable some Position Management Settings for your
organization.
Simulation: Check and Enable Position Management Settings

For more information on Check and Enable Position Management Settings,
please view the simulation in the lesson Configuring Position Management
Settings in your online course.
1. Set up the different settings related to Position Management in regards of general

behavior, hierarchy adaptation, and synchronization options, using the Position
Management Settings table provided.
Table 6: Position Management Settings

General Value
Use Position Types No
Is the Position External Code Auto Generat- No
ed?
Set 'To Be Hired' Status if Incumbent is Un- Only If Current FTE Value is below Planned
assigned from a Position Value
Reset 'To Be Hired' Status if Incumbent is Only If Planned FTE Value is Reached
Assigned to a Position
Set or Reset 'To Be Hired' Status if Position Yes
'FTE' is Changed
Set or Reset 'To Be Hired' Status if an In- Yes
cumbent's 'FTE' is Changed
Hierarchy Adaptation Value

Leading Hierarchy Position Hierarchy
Reassign Direct Reports According to Posi- Yes - Always
tion Hierarchy on Termination Screen
Default The Supervisor Or The Position In Yes
Hire, MSS Job Information And History
Threshold for Running Adoption of Report- 0
ing Line and Job Relationships as a Job


Use Automated Hierarchy Adaptation No
Offset in Days 0
Synchronization Value
Position Synchronization User Decision If Required
Synchronize Position Matrix Relationships Always
to Job Relationships of Incumbents
Rule for Synchronizing Position to Job Infor- No Selection
mation
Rule for Synchronizing Job Information to No Selection
Position
Search for Position in Position Reclassifica- Yes
tion
Search for Position in Position Transfer Yes
Stable Headcount Area for Position Control No Selection
Mode
Note:
In further exercises, you will be setting up other settings from the remaining
tabs in Position Management Settings and some of the existing settings will be
changed.

Unit 2
Solution 7
Check and Enable Position Management
Settings
In this exercise, you will check and enable some Position Management Settings for your
organization.
Simulation: Check and Enable Position Management Settings

For more information on Check and Enable Position Management Settings,
please view the simulation in the lesson Configuring Position Management
Settings in your online course.
1. Set up the different settings related to Position Management in regards of general

behavior, hierarchy adaptation, and synchronization options, using the Position
Management Settings table provided.
Table 6: Position Management Settings

General Value
Use Position Types No
Is the Position External Code Auto Generat- No
ed?
Set 'To Be Hired' Status if Incumbent is Un- Only If Current FTE Value is below Planned
assigned from a Position Value
Reset 'To Be Hired' Status if Incumbent is Only If Planned FTE Value is Reached
Assigned to a Position
'FTE' is Changed

Leading Hierarchy Position Hierarchy
Reassign Direct Reports According to Posi- Yes - Always
tion Hierarchy on Termination Screen
Default The Supervisor Or The Position In Yes
Hire, MSS Job Information And History
Threshold for Running Adoption of Report- 0
ing Line and Job Relationships as a Job


Use Automated Hierarchy Adaptation No
Offset in Days 0
Synchronization Value
Position Synchronization User Decision If Required
Synchronize Position Matrix Relationships Always
to Job Relationships of Incumbents
Rule for Synchronizing Position to Job Infor- No Selection
mation
Rule for Synchronizing Job Information to No Selection
Position
Search for Position in Position Reclassifica- Yes
tion
Search for Position in Position Transfer Yes
Stable Headcount Area for Position Control No Selection
Mode
Note:
In further exercises, you will be setting up other settings from the remaining
tabs in Position Management Settings and some of the existing settings will be
changed.
a) Navigate to Position Management Settings using Action Search.
b) In the General tab, make sure that the following settings are set according to the
Position Management Settings - General table above.
c) Choose Save and continue with the Hierarchy Adaptation tab.
d) In the Hierarchy Adaptation tab, make sure that the settings are set according to the
Position Management Settings - Hierarchy Adaptation table above.
e) Choose Save and continue with the Synchronization tab.
f) In the Synchronization tab, make sure that the settings are set according to the
Position Management Settings - Synchronization table above.
g) Choose Save.

LESSON SUMMARY

Unit 2
Lesson 3
Creating Position Records
LESSON OBJECTIVES
Position Management Administration

The process of creating and maintaining positions is similar to managing other objects in
Employee Central, where an administrator can choose to make corrections or insert new
records. These records are effective-dated. The benefit of having the Manage Positions tool is
that an administrator can have control of administering and maintaining Positions in Position
Management, without having access to other data records in the Metadata Framework.
Therefore, in role-based permissions, a Manage Position permission can be found on the
Metadata Framework permission category, and this permission is separated from the Manage
Data permission that allows to create records for any generic object. Other examples of this
"separation" from the global permission to create and manage records for specific generic
objects only, are the permissions Manage Sequence or Manage Mass Changes for Metadata
Objects, that will be also used in this training.
Create New Positions
Figure 59: Create New Positions

Lesson: Creating Position Records
Note:
The first position in the system can be created from either Manage Positions tool
in Admin Center or using the Position Org Chart, but we recommend you create
subsequent positions from the position organization chart, from where you can
then create any other positions you require. It is not recommended to create
positions from the Manage Data UI.
Positions can also be created through a CSV file import using the Import and Export tool, just
like any other generic object.
Creating a New Position from the Position Organization Chart
Figure 60: Creating a New Position from the Position Organization Chart
Figure 61: Creating a New Position from the Position Org Chart
You can add a new position on the Position Org Chart. Here you can fill out fields to create a
new position. By adding a parent position to the position record, you can add the new position
to your existing organization structure.


Unit 2
Exercise 8
Create a new Position
In the following steps, your customer would like to create a new position as part of the
headcount planning and the newly created position should be linked to a lower level position
using a Matrix Relationship association.
Simulation: Create a new Position

For more information on Create a new Position, please view the simulation in the
lesson Creating Position Records in your online course.
1. Create a new position with the following details:

Field Value
Position Code DIR_MKT
Position Title Director of Marketing
Parent Position VP, Sales (VP_SALES)
Job Code Director, Marketing
Status Active
Start Date Select the first day of the cur-

rent year (example: 01/01/2xxx)
To Be Hired Yes
Standard Weekly Hours 40
FTE 1
Incentive Plan Executive (EXEC)
Onsite / Remote Onsite
Mass Position No
Position Controlled Yes
Job Title Director of Marketing
Job Level Director
Employee Class Employee
Regular/Temporary Regular
Pay Grade Salary Grade 16 (GR-16)
Company Ace USA

Field Value
Business Unit Corporate Industries
Division Industries
Department Marketing
Location New York (US_NYC)
Cost Center Marketing Staff
2. Set the Matrix Relationship between the new position created and one existing position
that will be used to test the new association you enabled in the previous exercise, to set up
the Position Object. You want the future incumbent for the Director, Marketing position, to
be the Matrix Manager of the incumbent assigned to Procurement Manager
(MGR_PROCR).
Note:
When completing this step, the matrix position relationship will be set,
however, since the Director, Marketing position is still vacant (To Be Hired),
there will not be incumbent yet as Matrix Manager for the incumbent of the
Procurement Manager position. You will be hiring an employee for that
position at a later exercise.

Unit 2
Solution 8
Create a new Position
In the following steps, your customer would like to create a new position as part of the
headcount planning and the newly created position should be linked to a lower level position
using a Matrix Relationship association.
Simulation: Create a new Position

For more information on Create a new Position, please view the simulation in the
lesson Creating Position Records in your online course.
1. Create a new position with the following details:

Field Value
Position Code DIR_MKT
Position Title Director of Marketing
Parent Position VP, Sales (VP_SALES)
Job Code Director, Marketing
Status Active
Start Date Select the first day of the cur-

rent year (example: 01/01/2xxx)
To Be Hired Yes
FTE 1
Incentive Plan Executive (EXEC)
Onsite / Remote Onsite
Mass Position No
Position Controlled Yes
Job Title Director of Marketing
Job Level Director
Employee Class Employee
Regular/Temporary Regular
Pay Grade Salary Grade 16 (GR-16)
Company Ace USA

Field Value
Business Unit Corporate Industries
Division Industries
Department Marketing
Location New York (US_NYC)
Cost Center Marketing Staff
a) Use the main navigation and navigate to Company Info → Position Org Chart
b) In the tool bar found on the top right section, locate the Add Position option.
c) In the Position dialog window, enter the details of the new position as given in the
above table.
d) Choose Save to save your changes.
e) Close the Position dialog window. Verify that the new position displays in the Position
Org Chart.
2. Set the Matrix Relationship between the new position created and one existing position
that will be used to test the new association you enabled in the previous exercise, to set up
the Position Object. You want the future incumbent for the Director, Marketing position, to
be the Matrix Manager of the incumbent assigned to Procurement Manager
(MGR_PROCR).
Note:
When completing this step, the matrix position relationship will be set,
however, since the Director, Marketing position is still vacant (To Be Hired),
there will not be incumbent yet as Matrix Manager for the incumbent of the
Procurement Manager position. You will be hiring an employee for that
position at a later exercise.
a) Within the Position Org Chart, search for Procurement Manager (MGR_PROCR)
position. The incumbent is Jane Dekker .
b) Select the Position Card and open the card icon to edit the position. Select Edit to
insert a new record.
c) Set Today's date as the effective date. Select Proceed to continue.
d) Scroll down and verify that a Matrix Position association appears.
e) Add the following details:
● Type: Matrix Manager (matrix manager).
● Related Position: Director of Marketing (DIR_MKT).
f) Select Save.
g) Verify that MGR_PROCR position has now 1 Matrix Position (DIR_MKT).

Lesson: Creating Position Records
LESSON SUMMARY

Unit 2
Lesson 4
Maintaining Existing Position Records
LESSON OBJECTIVES
Maintain Existing Position Records
Figure 62: Maintain Existing Position Records
You can manage already-existing positions through Manage Positions. You can edit existing
position records by searching for the position, and selecting Take Action > Make Correction.
Additionally, you can permanently delete positions as well.
On the Position record, you can view the audit trail which shows who was the last user to
maintain the record, and when.

Lesson: Maintaining Existing Position Records
Editing Positions on the Position Org Chart
Figure 63: Position Card Details
When viewing the Position Org Chart, you can select a Position to open the Position Card. To
open the Position record, select the Show Details button (next to as of Today). Here you can
edit the Position record directly on the position org chart. Additionally, on the Position Org
Chart, when looking at Position Details, you can easily expand the menu to perform additional
tasks: Add Lower-Level Position, Add Peer Position , Copy Position or Create Job Requisition
(the last option requires integration with Recruiting Management).
Figure 64: Modify Positions from Position Org Chart
Figure 65: Modify Position from the Position Org Chart
Figure 66: Copy Position

Figure 67: Copy Position from Position Org Chart
The Copy Position button allows administrators to easily Mass Copy Positions from the
Position Org Chart. When you choose to copy a position, you can state how many copies (up
to 100 at a time) will have the same parent position and the same field values, and whether
those positions should be set to To Be Hired (vacant positions). The externalCode or
Position code will be automatically generated.

Unit 2
Exercise 9
Modify the Parent Position for an existing
Position
In the following exercise, you will explore existing positions associated to a parent position,
and apply some changes to position details.
Simulation: Modify the Parent Position for an existing Position

For more information on Modify the Parent Position for an existing Position,
please view the simulation in the lesson Maintaining Existing Position Records in
your online course.
1. Check how many positions are below the parent position Sales Director, NE (Marcus
Hoff).
2. Starting today, the parent position of the Account Manager, NE (MGR_ACTNE) will be
Sales Director, NC. Make the necessary modifications to reflect these changes.
3. Who is the Account Manager NE, Harry Wilson's new manager?
4. View Harry Wilson's job information change history.

Unit 2
Solution 9
Modify the Parent Position for an existing
Position
In the following exercise, you will explore existing positions associated to a parent position,
and apply some changes to position details.
Simulation: Modify the Parent Position for an existing Position

For more information on Modify the Parent Position for an existing Position,
please view the simulation in the lesson Maintaining Existing Position Records in
your online course.
1. Check how many positions are below the parent position Sales Director, NE (Marcus
Hoff).
a) In the main navigation menu, choose Company Info to navigate to the Position Org
Chart.
b) Positions should be already selected in the Search By field.
c) Type Sales Director in the Search field and select Sales Director, NE
(DIR_SALESNE) from the search results.
d) Click on the Position Code: DIR_SALESNE to view its details and the position hierarchy.
Hint:
If the position hierarchy is not visible, choose 2 Positions Below.
e) There are 2 positions, reporting to the 'Sales Director, NE'.
2. Starting today, the parent position of the Account Manager, NE (MGR_ACTNE) will be
Sales Director, NC. Make the necessary modifications to reflect these changes.
a) Click on the Position Code: MGR_ACTNE to view its details.
b) Click on the Show Positions quick card displayed next to as of Today, to see the
Position record details.
c) Choose Edit to make changes on the Position.
d) In the dialog window, enter today's date as Effective Date for this change.
e) Choose Proceed.
f) In the Position dialog-window, locate and update the Parent Position field to Sales
Director, NC.

g) Choose Save.
h) Close the Position window. The Position Org Chart will be updated.
i) Click on Up One Level to confirm the new Parent Position is Sales Director, NC
(DIR_SALESNC).
3. Who is the Account Manager NE, Harry Wilson's new manager?

a) Ensure that you are viewing Account Manager, NE (MGR_ACTNE) position card.
b) Choose Up One Level.
c) Verify the incumbent of the Sales Director, NC (DIR_SALESNC) is Richard Maxx

which means is Harry Wilson's new manager (Richard is now the incumbent of the
parent position, based on the new position hierarchy).
4. View Harry Wilson's job information change history.

a) Click on Harry Wilson from the position details to open the employee's Quick Card.
b) In the Quick Card, click on Show Actions and Links and select Links.
c) Select Employment Information. A new tab will be opened to display the Employment
Information section in My Employee File.
d) In Job Information, click on Job Information History (the clock icon).
e) Review the change history in the Job Information Changes pop-up window. Verify that
the Supervisor was changed from Marcus Hoff to Richard Maxx, and the system has
determined the event reason Supervisor Change Only.
f) Select Cancel and close the tab to go back to the Position Org Chart.

Synchronize Position Changes to Incumbents
Figure 68: Synchronize position changes to incumbents
When editing positions, if there is an incumbent in a position, it is possible to synchronize

changes made to the Position record to apply to the employee’s Job Information. This is
called “Synchronize Position to Job Information”, and is a business rule that can be defined.
Administrators can specify which common fields between the Position object and the Job
Information record are synchronized when changes are made to a Position Record. A
business rule must be configured to define which fields will sync between the Position Object
and the Job Information Object. You can also decide if the sync process is automatic or if it
allows the user making the change to the position to decide if the sync should occur.
Synchronizations and business rule will be covered later in this course.
Note:
Position Synchronization only occurs when the Position is updated from the
Position Org Chart or the Manage Position tool. If the position is updated via
Manage Data, the sync will not occur.
If you want to trigger synchronization when importing positions, add the
technicalParameters column to the position import file and enter SYNC as the
value for those position records that should sync to Job Information.
For more information, refer to the Position Management Implementation Guide.
Importing Positions
Figure 69: Download Template

Since the Position Object is an MDF object, we can use the Import and Export Data tool to
download a template for the position object, and import the CSV file into the system.
Figure 70: Import Position Data
When you are ready to import the file, be sure to select the Validate button before importing
into the system. Verify the status of the file in the Scheduled Job Manager tool, clicking on the
View Result button. You can select Import once the file has been validated correctly and
confirm results of the import in the Scheduled Job Manager.
Position Management Settings related to Import
Figure 71: Position Management Settings: Import Settings
You can use the options in Position Management Settings → Import, to configure how the
system behaves in import scenarios. The following options are configurable:
● Adapt Reporting Hierarchy After Position Import. If set to Yes, the system will trigger
adaptation of the reporting hierarchy when importing positions.
● Validate Position Assignment During Job Information Import. If set to Yes, the system
performs some validations during the position assignment as a result of importing Job

History data. Whether the position status is active, whether multiple incumbents are
allowed and whether the FTE is not exceeded (capacity control).
● Adapt Position "To Be Hired" Status After Job Information Import. If set to Yes, the system
will trigger TBH Status adaptation of the affected positions when importing Job History
data. This option is only relevant if the TBH status is adapted when an incumbent is
assigned/unassigned from a position (the settings that determine "To Be Hired" Status
Adaptation are found in the Position Management Settings → General tab.
● Execute Reclassification or Transfer After Job Information Import. You can determine if the
system will execute a Position Reclassification or Transfer when importing job information
data with the corresponding event reason value (selected in the Event Reason For Position
Assignment Change field). The last option Ignore Event Reason Derivation will determine if
the Job Information import should trigger ERD based on the business rule conditions or be
derived to the Event Reason selected for Position Assignment Change.
● Adapt Hierarchy After Job Information Import. You can determine if the system will trigger
hierarchy adaptation when importing job information data with the corresponding event
reason value (selected in the Event Reason For Supervisor/Position Assignment Change
field). The last option Ignore Event Reason Derivation will determine if the Job Information
import should trigger ERD based on the business rule conditions or be derived to the Event
Reason selected for Supervisor/Position Assignment Change.
● Execute Job Relationship Sync After Job Information Import. You can determine if the
system should trigger position matrix to job relationship sync when a user's position is
modified through Job Information import. This option is only relevant if Matrix Position
Relationship is used. Additionally, the option Job Relationship on Position Assignment will
allow you to determine how synchronization should be carried out when a position is
assigned or changed during a job information import.
Mass Copy Positions

As explained previously, it is possible to create up to 100 positions at a time by copying an
existing position. You can create 1-100 copied positions. The system will copy the specified
number of positions based on the position you are copying. All of the copies have the same
attributes as the original, but each copied position will come with their own Position Code
(autogenerated by the system or using the sequence(s) defined in the business rule to
autogenerate position code, as long as this is defined).
The Set To Be Hired option can be selected to make those copied positions as vacant. This
field is hardcoded within the Copy Position and cannot be removed.

Figure 72: Enable Mass Copy of Position in Position Organization Chart in RBP
In order to enable this, you must grant the permission Mass Copy of Position in Position
Organization Chart, available in Manage Permission Roles → Administrator Permissions →
Manage Position.
Mass Change Run
Figure 73: Mass Change Run
There is a mass change feature you can use to make changes simultaneously to a large
number of positions. Mass changes have the ability to change the attributes of positions for a
target population in one transaction. Mass changes are effective dated, and changes to
positions can be synched to incumbents.
Because Positions are built on the MDF, the mass change functionality for positions is a
general-purpose mass change that can be used for all MDF Generic Objects. You can set up
mass changes that will update dedicated positions with new attribute values from a specified
effective date. It simplified changes that impact multiple positions and incumbents.
A mass change for positions is performed in Manage Mass Changes for Metadata Objects as a
Mass Change Run. Mass Changes for Metadata Objects is role-base permission secured.
Additionally, the Mass Change Run will require a business rule which will determine which
mass changes should be done based on conditions set in the rule. You will be creating a Mass
Change Run in an exercise in Unit 4, where you will learn about all the available rule scenarios
in Position Management.

Mass Data Management
Figure 74: Mass Data Management
You can perform bulk data changes to multiple Position data objects using Mass Data
Management. Mass Data Management is a UI-based approach that replaces the traditional
method of configuring rules and scheduling jobs to perform mass changes. The feature
provides better control over the data you want to modify. Using Mass Data Management, you
can:
● Flexibly build a list of positions to modify using extensive filtering and sorting capabilities.
● Modify multiple positions with one change job.
● Review changes (highlighted on UI) and save change requests as drafts.
● Share drafts with colleagues for a review before finalizing the changes.
● Download logs to report on all mass changes performed in the system.
● Configure additional fields in the Position data object that can be modified as part of a
mass change request, or used as filters.
● Filter positions based on Matrix Relationship.
Mass Data Management simplifies the data management process, and enables non-technical
users to manage mass change requests independently and efficiently.
Note:
Currently, Mass Data Management supports changes to Position data objects
only.
It is not possible to mass change 1000 positions or more. An error "Too many
matching records found. Try narrowing your search criteria" will display when
search results retrieve > 999 positions.
Permissions for Mass Data Management

To perform mass changes and related tasks, you must have the following permissions.

Permission Type Permission Category Permission Name Result

Administrator Manage Mass Data Enable Mass Data Provides access to
Management Management Mass Data Manage-
ment page.
User Miscellaneous Per- MassChangeJob Grants access to cre-
missions ate and manage
MassChangesJob-
mass change job con-
Configuration
figuration and create
mass change re-
quests.
Configuring the Mass Change Request UI

Before you create your first mass change request, you must configure the UI to include data
object fields that can be filterable, editable, and visible.
Create a Mass Change UI configuration

The mass change UI configuration acts as a canvas for all your mass data transactions. The
different sections of the mass change UI aren't pre-configured by default. As the
administrator, you can configure these sections by adding fields from the target data object
to:
● Search data
● Display data, and
● Modify data.
Therefore, creating a mass change UI configuration is necessary to be able to create change

requests.
1. Navigate to Manage Data from the action search bar or the Admin Center.
2. Create a new MassChangesJobConfiguration.
3. Enter an externalId, name, and select the targetGOType as Position
4. Optional: Modify the default value set on the minRecordLimitToTriggerJob field. Based on
this value, your mass change request is processed synchronously (instantly) or
asynchronously (in the background). The user-defined value should not be higher than 50.
5. Add fields from the position data object to the configuration, by selecting from the
fieldDefinition dropdown.
6. To configure a field to be filterable by default on the mass change UI, select the
corresponding defaultFilter value to Yes.
7. To configure a field as a filter, select Details and set it as filterable
8. To configure a field to be editable as part of a mass change request, select Details and set
it as editable.
9. Optional: Add matrix relationship to the configuration by selecting from the

associationName dropdown.
10. Save the configuration.

Result
You’ve successfully created a mass changes job configuration. As a next step, navigate to
Mass Data Management from the action search bar or the Admin Center, and create a Mass
Change request.
Creating a Mass Change Request

Modify multiple position records simultaneously by creating a mass change request.
Prerequisites
● Enable Mass Data Management permission.
● Permissions to view and/or edit different fields of the data object instances you intend to
modify, specifically fields that are Generic Objects.
● You’ve created a mass change UI configuration.
1. Navigate to Mass Data Management from the action search bar or the Admin Center.
2. Select Create to initiate a new mass change request.
3. Enter a search criteria using the available filters. Effective Date is the only filter criteria
that's mandatory. Though it's initially preselected to show the current date, you can select
any other date in the past or future, as applicable. To change the default group of filters,
select Adapt Filters. All filterable fields in your mass change UI configuration are displayed
here. Currently a maximum of 8 filters, excluding Effective Date, are allowed.
4. Select Go to initiate a search.
5. Select the records to modify. Then select Edit. You can select a maximum of 999 records
at a time to modify.
6. Modify the records as necessary. Review and apply changes.

Unit 2
Exercise 10
Create a Mass Change UI
Your customer has noticed that some of the positions in the company do not have an
Incentive Plan selected. As an administrator, you will create a Mass Change Configuration and
submit a Mass Change request to add an Incentive Plan to all Manager's positions.
Simulation: Create a Mass Change UI

For more information on Create a Mass Change UI, please view the simulation in
the lesson Maintaining Existing Position Records in your online course.
Permissions for Mass Data Management and permissions to the miscellaneous objects
MassChangesJob and MassChangesJobConfiguration should be granted.
1. Enable the required permissions to create a Mass Change UI successfully.
2. Configure a new Mass Change Request UI, following the Mass Changes Request -
MassChangesJobConfiguration and Mass Change Request - fieldConfigurations tables.
Table 7: Mass Change Request - MassChangesJobConfiguration

Field Value
externalId PositionMassChangesUI
name PositionMassChangesUI
targetGOType Position (Position)
minRecordLimitToTriggerJob 25
Table 8: Mass Change Request - fieldConfigurations

Field Name defaultFilter Details
effectiveStatus Yes filterable =Yes, editable =No
externalName Yes filterable =Yes, editable =No
division Yes filterable =Yes, editable =No
jobCode Yes filterable =Yes, editable =No
jobLevel No filterable =Yes, editable
=Yes
cust_IncPlan No filterable =No, editable =Yes
3. Create a Mass Change Request

Unit 2
Solution 10
Create a Mass Change UI
Your customer has noticed that some of the positions in the company do not have an
Incentive Plan selected. As an administrator, you will create a Mass Change Configuration and
submit a Mass Change request to add an Incentive Plan to all Manager's positions.
Simulation: Create a Mass Change UI

For more information on Create a Mass Change UI, please view the simulation in
the lesson Maintaining Existing Position Records in your online course.
Permissions for Mass Data Management and permissions to the miscellaneous objects
MassChangesJob and MassChangesJobConfiguration should be granted.
1. Enable the required permissions to create a Mass Change UI successfully.

b) Select the System Admin permission role
c) Click on Permission... button and navigate to User Permissions → Miscellaneous

Permissions and enable the following permissions : MassChangesJob (View / Edit /
Import/Export) and MassChangesJobConfiguration (View / Edit / Import/Export)
d) Scroll down to Administrator Permissions → Manage Mass Data Management and

select Enable Mass Data Management.
e) Click Done.
f) Click Save Changes.
g) Log out and log back into the instance to make the changes in RBP effective.
2. Configure a new Mass Change Request UI, following the Mass Changes Request -
MassChangesJobConfiguration and Mass Change Request - fieldConfigurations tables.
Table 7: Mass Change Request - MassChangesJobConfiguration

Field Value
externalId PositionMassChangesUI
name PositionMassChangesUI
targetGOType Position (Position)
minRecordLimitToTriggerJob 25

Table 8: Mass Change Request - fieldConfigurations

Field Name defaultFilter Details
effectiveStatus Yes filterable =Yes, editable =No
externalName Yes filterable =Yes, editable =No
division Yes filterable =Yes, editable =No
jobCode Yes filterable =Yes, editable =No
jobLevel No filterable =Yes, editable
=Yes
cust_IncPlan No filterable =No, editable =Yes
a) Navigate to Manage Data → Create New and select MassChangesJobConfiguration
b) Add the following details from the table above
c) In the fieldConfigurations area, you will notice the effectiveStatus appears as default.
Leave it as-is.
d) Add the following fields in the fieldConfigurations following the table above. Use the
Field Name section to select the fields from the dropdown list. Those fields that are set
to Not Visible in the position object definition will not be selectable.
e) Click Save to save changes.
3. Create a Mass Change Request

a) Navigate to Mass Data Management using Action Search.
b) Click on Create to create a new request.
c) Select Edit (pencil icon) to rename the Mass Change request into Incentive Plan
Change. Click Rename to confirm changes.
d) Under Position Title, type Manager and click Go to display results.
e) Select ALL Positions, and click Edit to start changes. You will see Job Level and
Incentive Plan as editable fields.
f) Select Manager (MGR) as Incentive Plan.
g) Click Apply to confirm.
h) A confirmation dialog will display Your mass change request is saved as a draft. Submit
the request for further processing.. Click OK.
i) Click Submit to initiate the Mass Change Request. Click OK in the confirmation dialog.
j) Another confirmation dialog will display Your mass change request is submitted
successfully. You will receive an email notification shortly.. Click OK.
k) Click on Refresh icon to update the Status until it displays Processed Successfully.
l) Verify the Positions included in the Mass Change job have an Incentive Plan. You can
click on Download Log button and check for some positions to review.

LESSON SUMMARY

Unit 2
Learning Assessment
1. The Job Level field on the Position Object is used to propagate other job-related fields
from the Job Classification into the Position.
Determine whether this statement is true or false.
X True
X False
2. Which of the following actions can be done in Configure Object Definitions to make
changes in the Position object? (There are 3 correct answers.)
X A Add a custom field
X B Assign a Default Screen UI
X C Change the layout of the fields to "Flow"
X D Apply field level overrides to make a field not visible
X E Assign a Business Rule
3. Which tools can you use to modify several positions at a time? (There are 2 correct
answers.)
X A Manage Positions
X B Manage Mass Changes for Metadata Objects
X C Manage Mass Changes
X D Mass Data Management

4. In the Position object, the Parent Position is: _______ (There are 2 correct answers.)
X A A standard one-to-one association
X B A composite association type
X C A standard one-to-many association
X D A valid when association type
5. It is only possible to configure the Position synchronization in one way, from Position to
Job Information.
X True
X False
6. You can create new positions from the Position Org Chart and the Manage Positions tool.
X True
X False
7. The incumbent field should always be set to Editable when using both Employee Central
Position Management and Succession Management.
X True
X False

UNIT 3 Managing Employee Lifecycle in
Position Management
Lesson 1
Reviewing the Position Information of Employees 138
Exercise 11: Add Position Fields in Job Information 143
Lesson 2
Hiring Employees to Positions 149
Exercise 12: Hire a New Employee 155
Lesson 3
Maintaining Incumbents Assigned to Positions 159
Exercise 13: Add a Global Assignment 171
Lesson 4
Terminating Employees 175
Lesson 5
Setting Up Workflows in Position Management 179
UNIT OBJECTIVES
● Identify the Position Fields available in the Employee File

● Hire a new employee to a position
● Correlate Full Time Equivalent (FTE) and To Be Hired status.
● Maintain the employment information of incumbents assigned to positions.
● Summarize the impact to a position when an employee is terminated
● Determine approval workflows for position transactions

Unit 3
Lesson 1
Reviewing the Position Information of
Employees
LESSON OBJECTIVES
Describe the Job Information HRIS-Element (jobInfo)

As you learned in the prerequisite THR81 - SAP SuccessFactors Employee Central Core
Academy training, the Employee File structure includes Person and Employment objects
(HRIS-Elements), including Home Address, Biographical Information, Job Information or Job
Relationships, to name a few.
This structure is defined in the Succession Data Model, and the admin tool to view the
structure of the Employee File is Manage Business Configuration UI.
One of the most important HRIS-Elements in Employee Central is the Job Information
(jobInfo) where we store the Job, Organizational and Position Information details of the
employee.
When Position Management is enabled, one of the prerequisites is to enable the position field,
which will be used to assign a specific position to the employee being hired, or when an
employee changes their position.
A data propagation might occur when position is assigned, to auto-populate other fields in the
Job Information, like Employee Class, Regular/Temporary, Cost Center, Department or Pay
Grade, based on the attributes from the Position. A business rule will ensure that the data
coming from the Position will synchronize to the employee's Job Information.
Describe the organization of the fields in Job Information

Since the position field (hris-field) that needs to be enabled is a prerequisite in Position
Management to assign a position to the employee, it will play an important role in the Job
Information.
The jobInfo or Job Information HRIS-Element organizes the fields in HRIS Sections. As a
standard, the Position related fields will be displayed in the Position Information section, so
while they are part of the whole Job Information, the system organizes the fields in this
manner.
With this same logic, the Foundation Objects related to Organization, like Legal Entity,
Division, Department or Location, are placed in a section called Organizational Information
and those fields related to the Job, like Job Classification, Job Title or FTE, will be visible in the
Job Information section. Ultimately, everything belongs to the same HRIS-Element jobInfo.

Lesson: Reviewing the Position Information of Employees
Figure 75: Organization of Fields in Job Information (jobInfo)
Note:
To a certain extent, the fields in the Job Information can be reorganized and
reordered within these sections. However, the Position Information section can
only include the fields related to Position Management mentioned in this lesson.
You can check the Additional Information about Sections in the Job Information
XML topic in the SAP SuccessFactors Data Model Reference Guide for more
information (requires to log in to the SAP Help Portal)
https://help.sap.com/docs/SAP_SUCCESSFACTORS_PLATFORM/
b05b0831c7a540739a2d19f01fbeadff/
00cad477ca4346d58a02475bee62361e.html
Position Fields in Job Information

In addition to the position field already enabled, there are other fields that can be added to
support the Position Information in the Employee File.
● Incumbent of Parent Position. A user data field that allows to filter position results based
on the Parent Position incumbent. When typing an incumbent, the results available in the
position field will be filtered to display only those positions within the incumbent's
hierarchy.

Unit 3: Managing Employee Lifecycle in Position Management
Figure 76: Incumbent of Parent Position
Note:
The Incumbent of Parent Position, although technically a field, it does not come
from the Succession Data Model. The field display can be set to Yes or No from
Position Management Settings → UI Customizing → Display 'Incumbent of
Parent Position' in Hire, MSS Job Information and History.
● Position Entry Date (positionEntryDate): A date field to provide the start date when the
employee became the incumbent of the position.
● Time in Position (timeInPosition): A transient field that will calculate the time holding the
position, based on the Position Entry Date.
The Time in Position calculation requires a job to be submitted and run once from
Provisioning (Initialize job entry date and position entry date in job info).
Note:
Support.
Figure 77: Position Entry Date and Time in Position fields
How to add missing Position Fields in Job Information

You would like to add some additional position fields in the Job Information to filter positions
based on incumbent of the Parent Position, set the position entry date and calculate time in
position based on this date.
1. Enable the positionEntryDate and timeInPosition fields in Position Information section

(Job Information)

2. Permission the Position Entry Date and Time in Position fields in Manage Permission
Roles → User Permissions → Employee Central Effective Dated Entities → Job
Information.
3. Enable Display 'Incumbent of Parent Position' in Hire, MSS Job Information and History in
Position Management Settings
4. Run a Scheduled Job to calculate the transient field Time in Position based on the Position
Entry Date
Result
Figure 78: Position Information fields
The additional fields have been added in the Job Information and the Time In Position will be
calculated based on the Position Entry Date.


Unit 3
Exercise 11
Add Position Fields in Job Information
Simulation: Add Position Fields in Job Information

For more information on Add Position Fields in Job Information, please view the
simulation in the lesson Reviewing the Position Information of Employees in your
online course.
1. Enable the Position Entry Date and Time in Position fields in Position Information section
(Job Information)
2. Permission the Position Entry Date and Time in Position fields.
Position Management Settings.
4. Run the job type Initialize job entry date and position entry date in job info in
Provisioning → Manage Scheduled Jobs, to populate the Position Entry Date in the
employee's job information, and trigger the calculation of the transient field Time in
Position based on the Position Entry Date value.
Note:
Support.
If this step cannot be completed, you can do the following steps instead
(otherwise, just follow the steps in the exercise):
a. As an administrator, navigate to Marcus Hoff employee file and go to

Employment Information → Organizational Information. Select the History
icon and select Edit to make a correction on the most recent record.
b. Set Position Entry Date as Jul 30, 2012, which is the date when Marcus
was assigned to this position.
c. Save changes. Verify the Time In Position is updated and reflects the total
time.

5. Verify the new Position fields display in the Employee File and the value for Time In
Position is calculated.

Unit 3
Solution 11
Add Position Fields in Job Information
Simulation: Add Position Fields in Job Information

For more information on Add Position Fields in Job Information, please view the
simulation in the lesson Reviewing the Position Information of Employees in your
online course.
1. Enable the Position Entry Date and Time in Position fields in Position Information section
(Job Information)
a) Navigate to Manage Business Configuration using Action Search.
b) Click on jobInfo to display all the fields in Job Information
c) Scroll down to the bottom of the HRIS Fields, and locate the Identifier
positionEntryDate from the dropdown list.
d) Add Position Entry Date as the label and select Yes on the Enabled column, to enable
the field.
e) Locate the Identifier timeInPosition in the same dropdown to add the field.
f) Add Time In Position as the label and select Yes on the Enabled column, to enable the
field. Click on Details and set the Visibility to View. Click Done to save changes.
g) Click Save to save all changes in Job Information.
2. Permission the Position Entry Date and Time in Position fields.

a) Navigate to Manage Permission Roles using Action Search, and select the System
Admin role.
b) Click on Permission... and locate the Employee Central Effective Dated Entities section.
c) Scroll down to Job Information and locate the new fields Position Entry Date and Time
In Position, and enable all the permissions.
d) Click Done and Save Changes. Log out and back in to reflect the permission changes.
Position Management Settings.
b) Click on the UI Customizing tab, and locate the option Display 'Incumbent of Parent
Position' in Hire, MSS Job Information and History.

c) Make sure it is set to Yes. Click Save to save the changes.
4. Run the job type Initialize job entry date and position entry date in job info in
Provisioning → Manage Scheduled Jobs, to populate the Position Entry Date in the
employee's job information, and trigger the calculation of the transient field Time in
Position based on the Position Entry Date value.
Note:
Support.
If this step cannot be completed, you can do the following steps instead
(otherwise, just follow the steps in the exercise):
a. As an administrator, navigate to Marcus Hoff employee file and go to

Employment Information → Organizational Information. Select the History
icon and select Edit to make a correction on the most recent record.
b. Set Position Entry Date as Jul 30, 2012, which is the date when Marcus
was assigned to this position.
c. Save changes. Verify the Time In Position is updated and reflects the total
time.
a) Navigate to Provisioning and locate the option Manage Scheduled Jobs.
b) Select Create New Job. In the Job Definition, type Position Entry Date in Job Info as the
job name, select Emily Clark (admin) as the Job Owner, and select Initialize job entry
date and position entry date in job info as the Job Type.
c) Occurrence should be Once and you can set the Start Date as today's date, and set
into 5 minutes ahead of the current local time of your server. Select Send Email when
job starts to be notified.
d) Click on Create Job to confirm changes.
e) On Actions, select Submit, and click OK to confirm.
5. Verify the new Position fields display in the Employee File and the value for Time In
Position is calculated.
a) Log into the instance and navigate to My Employee File from the Home menu.
b) Click on the employee name to search for another employee in the organization.
c) Search for Marcus Hoff, Sales Director NE to navigate to their Employee File.
d) Click on the Employment Information section dropdown and locate the subsection
Organizational Information. Click to navigate to the subsection (you can alternatively
scroll down within the Employee File).
e) Verify you can see now the fields Position Entry Date and Time In Position and values
are populated.

f) Verify Time In Position field displays the time in years, months and days, based on the
Position Entry Date value.
g) Select the Edit icon to make changes in the Position Information.
h) Select today's date as effective date.
i) Verify you can see the option Incumbent of Parent Position. Try typing Carla Grant,
Marcus' manager, to verify the available positions are filtered based on the Parent
Position hierarchy.
j) Click Cancel and Don't Save.

LESSON SUMMARY

Unit 3
Lesson 2
Hiring Employees to Positions
LESSON OBJECTIVES
Hiring Employees
Figure 79: Hiring Employees
You can hire an employee directly from the Position Org Chart screen, using the Add New
Employee button. This makes it easy when an administrator sees that there is a vacant
position that needs to be filled. A vacant position is a position that has the “To Be Hired” icon.
Usually, the Full-time equivalent (FTE) of a position corresponds to position having a status of
“To Be Hired” or not.

Add New Employee
Figure 80: Add New Employee
The Add New Employee page displays the process flow or steps to add a new employee. You
must enter a Hire Date, Company / Legal Entity, an Event Reason (from those related to the
Hire/Rehire event), an employee’s identity information, and continue through the hiring
process. You can fill out the fields as necessary when hiring a new employee.
The areas and fields to fill in during the hiring process might be related to the Hire Template
being used, and to which of these details are required.
Position Assignment
Figure 81: Position Assignment
The most important part to fill out is under Job Information. Here we can link the employee to
a position, by assigning a position to them. When you select a position, fields from the
Position record can be propagated onto the Job Information record, such as Job
Classification, Job Title, Pay Grade, Regular/Temporary, etc. The FTE should be set to 1 when
hiring to a position or will be calculated based on the Standard Hours of the employee (if
hiring and employee for a position that the FTE is 40 hours, but the standard hours will be
20h, the employee will be hired part-time and the FTE will be calculated to 0.5).

Lesson: Hiring Employees to Positions
Direct Reports
Figure 82: Direct Reports
If you are hiring an employee to a position that has lower-level positions with incumbents
(direct reports), the system prompts the administrator with a decision on how to handle the
incumbents. The administrator can choose between the option to transfer the direct reports
to the new hire or to leave them with the current manager they were already reporting to.
Default Job Information Fields
Figure 83: Default Job Information Fields
If you select a position, the data from the position record you selected can be propagated
onto the fields of Job Information. This greatly increases data entry efficiency and accuracy.
For example, when selecting the position Director of Marketing, the Pay Grade field
propagates automatically to Salary Grade 16. Additionally, the Supervisor field is
automatically populated with the incumbent of the Parent Position of the position selected.

Default Supervisor on Hire
Figure 84: Default Supervisor - Position Management Settings
Under the Hierarchy Adaptation section, you can set that the system defaults the Supervisor
on Hire, MSS UI (Manager Self-Service), and when making changes in the Job History of an
employee’s Job Information record.
Note:
This option should be always set to Yes when Position Hierarchy is the leading
hierarchy. Default the supervisor based on the position is what we should expect
to happen, and if switching it off the Position and Reporting Hierarchy would not
be in sync, and they would diverge.
Full Time Equivalent
Figure 85: Full Time Equivalent
Full time equivalent (FTE) indicates the amount of headcount targeted for a position. FTE is
calculated from the standard weekly hours in an employee’s Job Information in comparison to
the standard weekly hours of a position. For example, an employee might have the standard
weekly hours of 40, and the position requires 40 weekly hours of work to be done. The
employee is able to fill the position as 1 full time equivalent since they can do as many hours
as the position requires. Typically, each employee represents 1 FTE. Positions can have 1
Target FTE, or sometimes more.
If the FTE is lower than the target FTE for a position, then the position needs to be staffed. In
the figure, we see that the FTE is 0/1, so it displays a “To Be Hired” graphic. When an
administrator sees this, they can assign an existing employee to this position, or choose to

hire a new employee. If the admin click on the Add New Employee button, it directs to the Add
New Employee page, used to hire employees into the system.
To Be Hired
“To Be Hired” indicates a position is vacant. You can specify that the To Be Hired status for a
position is automatically updated for the position whenever an employee is assigned to the
position or unassigned from the position.
You can specify that the position To Be Hired status is automatically set or reset if the
position Target FTE is changed, if the incumbent’s FTE is changed via manager self-service, or
job information import.
Note:
To Be Hired is not updated if the position assignment or the incumbents FTE is
changed in the job information history.
Automatic Update of To Be Hired Field
Figure 86: Position Management Settings: Define 'To Be Hired' field behaviour
In the Position Management Settings tool, administrators can determine how the system
behaves in certain scenarios. In the General Settings tab, there is an area to set the “To Be
Hired” Status Adaptation to display on the Position Org Chart when certain circumstances
occur. For example, the “To Be Hired” Status can be set or reset if an Incumbent's FTE
changes.
Administrators can specify that the “To Be Hired” status is automatically updated for the
position whenever an employee is assigned to the position or unassigned from the position.
When configuring the settings related to assigned/unassigned from a position, you can
choose between Never, Always, or based on FTE Value for the position. You can also specify
that the position To Be Hired status is automatically set or reset if the position Target FTE is
changed. These are configured to a simple Yes/No.

Allow Selection Only of To Be Hired Positions
Figure 87: Position Management Settings: 'To Be Hired' field UI behaviour
Under UI Customizing tab, available in Position Management Settings, you can set up options
on how the UI behaves. For example, you can select Yes for Allow Selection Only of Positions
that have Status “To Be Hired” in hire and manager self-service.
Figure 88: 'To Be Hired' field: Example UI behaviour
The result of that setting, would be that only positions that are set “To Be Hired” can be
viewed and selected when hiring or from the MSS UI (Manager Self Service). This makes it
easier to control position management and assignments in your system.

Unit 3
Exercise 12
Hire a New Employee
Business Example
In the following exercise, you will be hiring a new employee via the Position Org Chart. In order
to complete the process, you need to identify an open FTE position, and hire the new
employee to that position.
Simulation: Hire a New Employee

For more information on Hire a New Employee, please view the simulation in the
lesson Hiring Employees to Positions in your online course.
1. Verify that the following values are set in Position Management Settings → General → 'To
Be Hired' Status Adaptation as the table below:
Field Value
Set 'To Be Hired' Status if Incumbent is Un- Only If Current FTE Value is Be-
assigned from a Position low Planned Value
Reset 'To Be Hired' Status if Incumbent is Only If Current FTE Value is

Assigned to a Position Reached

'FTE' is Changed
2. Hire a New Employee from the Position Org Chart to the Director of Marketing
(DIR_MKT) position.
Table 9: Add New Employee

Field Value
Hire Date Today's date
Company Ace USA (ACE_USA)
Event Reason New Hire (HIRNEW)
First Name Jennifer
Last Name Johnson
Position Director of Marketing (DIR_MKT)

Unit 3
Solution 12
Hire a New Employee
Business Example
In the following exercise, you will be hiring a new employee via the Position Org Chart. In order
to complete the process, you need to identify an open FTE position, and hire the new
employee to that position.
Simulation: Hire a New Employee

For more information on Hire a New Employee, please view the simulation in the
lesson Hiring Employees to Positions in your online course.
1. Verify that the following values are set in Position Management Settings → General → 'To
Be Hired' Status Adaptation as the table below:
Field Value
Set 'To Be Hired' Status if Incumbent is Un- Only If Current FTE Value is Be-
assigned from a Position low Planned Value
Reset 'To Be Hired' Status if Incumbent is Only If Current FTE Value is

Assigned to a Position Reached

'FTE' is Changed
a) In the Action Search, enter Position Management Settings.
b) Choose the Position Management Settings tool from the search results to navigate to
the tool.
c) In the General tab, locate the 'To Be Hired' Status Adaptation section and verify the
field values are set as given in the above table.
d) Choose Save.
2. Hire a New Employee from the Position Org Chart to the Director of Marketing
(DIR_MKT) position.
Table 9: Add New Employee

Field Value
Hire Date Today's date
Company Ace USA (ACE_USA)

Field Value
Event Reason New Hire (HIRNEW)
First Name Jennifer
Last Name Johnson
Position Director of Marketing (DIR_MKT)
a) In the Position Org Chart, click on the Add New Employee icon from the toolbar found
on the top right section.
b) Add the following details as explained on the table. You only need these fields, so you
can click Continue to jump on to the next page from First Name and Last Name until
Position (Job Information).
c) In the Position field, select the Director of Marketing (DIR_MKT). Verify that
other job information fields will propagate the data based on the position, including the
Job Classification.
d) You can leave the Position Entry Date blank. The system will take the hire date as the
entry date for the position.
e) Click Continue and Submit once you get to the end of the New Hire wizard.
f) A confirmation dialog will display to confirm you will be Submitting New Hire request
for Jennifer Johnson. Notice that an approval workflow will trigger.
g) Click Confirm
h) Navigate to the name menu and select Proxy Now. Select Carla Grant (cgrant) as
the target user. Click OK.
i) On the Approvals section in the Home Page, locate the New Hire request for Jennifer
Johnson and select Approve.
j) Navigate to the name menu and select Become Self to navigate back as an
Administrator.
k) Navigate back to Position Org Chart and verify the Director of Marketing
(DIR_MKT) position has now Jennifer Johnson as the incumbent and position is fully
staffed (1 of 1 FTE).

LESSON SUMMARY

Unit 3
Lesson 3
Maintaining Incumbents Assigned to Positions
LESSON OBJECTIVES
The Employee File
Figure 89: Position and Job Classification
In Employee Central, data is stored for employees on the employee file. The Job Information
object links key details about the employee to the organization. In this case, the Job
Information object is important for recording information related to Positions. In the Job
Information Object, there are fields, such as Incumbent of Parent Position, and Position, that
are related to Position Management. The assignment of a Position to an employee is on the
Position field. Commonly, when an employee is assigned a position, details from the position
record can be copied onto the employee file, such as Company, Department, Supervisor, Job
Classification, Job Title, FTE, Employee Class, etc.
You can think of an employee’s Job Information as the combination of the Position and Job
Classification for each employee. Most importantly for Position Management, the Job
Information record is responsible for assigning employees to positions.
Employee’s Job Information can be modified in several areas, including:
● Through self-service transactions (MSS UI) using the Take Action menu or Pencil icon on
the employee file.

● Using the History of the Job Information block to Edit, Delete, or Insert New Record into the
past, present of future.
● Directly on the Position Org Chart using the Quick Card actions for incumbents
● Adding information for new hires through the Add New Employee tool.
● Using an import file through Import Employee Data
Job Information Changes
Figure 90: Job Information Changes
You can edit the employee’s Job Information by navigating to their employee file. Here you
can either use the Take Action menu to initiate a transaction window, or select the pencil icon
on the Job Information block. When editing the Position, you can select from a list of positions
in the system. If configured, you can restrict options to only vacant positions. Additionally,
you can easily reference the location of the position on the Position Org Chart/Position
Hierarchy by selecting the org chart icon.
Additional settings can be configured when editing the Job Information, including defaulting
fields, propagating fields from the Position record, and setting the Supervisor as the parent
position incumbent.
Changes from History
Figure 91: Change History
On the employee file, you can maintain the Job History. When maintaining from history, you
might require to provide an event and event reason if inserting a new record (Insert). If editing

Lesson: Maintaining Incumbents Assigned to Positions
an existing record (Correct) the existing event/event reason can be modified, if the reason for
the change should be classified differently. Some settings do not work in this tool, and it is
designed to be used strictly by administrators.
Some validations, like Position Status, Multiple Incumbents validation or FTE validation, will
be carried out in the Job History edit or import using Centralized Services. You can find more
information in Validations in Position Management section, in the Implementing Position
Management guide https://help.sap.com/docs/
SAP_SUCCESSFACTORS_EMPLOYEE_CENTRAL/cf23ba26985f4d4a8df3a34b7392847d/
e0b72687de1e4821baf4193ea8c4a374.html, and within the Centralized Services in Employee
Central section in the Implementing Employee Central Core guide https://help.sap.com/
docs/SAP_SUCCESSFACTORS_EMPLOYEE_CENTRAL/
b14dd15ca58f43e0856184a740a4b212/3d1f814fe6e64adcb7a8253f161ff5f8.html
Org Chart Changes
Figure 92: Org Chart Changes
When looking at the Position Org Chart, you can see the names and profile pictures of
incumbents of positions. If you click on them, you can open up their Quick Card. If you have
the correct role-based permissions, you can initiate a transaction directly from this screen.

Figure 93: Maintain Employee Job and Compensation Information
Users can easily access employee’s Job Information record from the Position Org Chart to
make changes. This makes administration of records and assignment of positions much
easier as it doesn’t require you to navigate to another tool.
Manager Change
Figure 94: Manager/Supervisor Change
When using the Position Hierarchy as the leading hierarchy, here are some scenarios when an
employee’s supervisor changes and the impact that it makes:
● If there is a change to an employee’s parent position in the position record or Position Org
Chart, this results in a change to the supervisor.
● If an employee’s supervisor changes in the employee’s Job Information, then the Position
hierarchy does not get updated correctly, and leads to data inconsistency between the
position org chart and the reporting structure.
● If an employee's position changes in the employee’s Job Information, then the supervisor
field is automatically filled with the next available supervisor in the position hierarchy.

Moving Position under a New Supervisor
Figure 95: Moving Position under a New Supervisor
When the supervisor field is updated in an employee’s job information, you will see an option
to move the currently assigned position below the new supervisor’s position. This will
automatically reflect on the Position Management Org Chart when the feature is set to Yes. If
the Position assigned has multiple incumbents, then by choosing yes, all incumbents will be
moved to the new supervisor.
Prerequisites:
● The Option to move Position to New Supervisor on Job Info Change permission must be set
under Manage Position in Permission Settings.
● Users making this change in the job information must have the View Current permission
for the Position object. Otherwise, the Move Position button does not appear in the Job
Info.
● The position hierarchy must be the leading hierarchy.
● The employee is assigned to a position and the position assignment isn't changed.
● The employee's new supervisor is assigned to a position.
● The supervisor change is done in MSS.
● The Supervisor field is configured, using manage business configuration, as part of the job
information section.
Effect
If an employee gets a new supervisor, users with the relevant permission are asked to decide
whether the employee's position should also be moved to the new supervisor.
● If the user decides yes, the position is transferred along with the employee. All lower-level
positions of the position are moved as well, including their incumbents. If the position to be
moved is a mass position or shared position, all incumbents are moved at the same time.
● If the user decides no, then the employee is moved but the position is not.

Note:
Changing the Supervisor from Job Information is not the best practice approach.
Instead, the supervisor should be always derived from the Position Hierarchy.
Synchronize Changes from Incumbents
Figure 96: Synchronize Job Information to Position
When editing an employee’s Job Information, it is possible to synchronize changes made to

the Job Information to the Position record. This is called “Synchronize Job Information to
Position” and is a business rule that can be defined.
Administrators can define a rule to specify which common fields between the Position object
and the Job Information object are synchronized when changes are made in the Job
Information object that the system regards as a Position Reclassification or Position Transfer.
Position Transfer and Position Reclassification

Position Transfer
Sometimes it’s necessary to reclassify or transfer positions. Position Transfer will be
associated to a change of Manager, whereas the Position Reclassification will be associated
with changes on the Job Information (new job, new department, etc).
Figure 97: Position Transfer
For example, if an employee’s manager changes, then they need to move to a new position
under the new manager. By default, the system will search for a matching position below the
new manager, with the status “To Be Hired”. If it finds one, the employee is assigned the

position under the new manager. If it doesn’t find an open matching position, the system
creates a new position below the new manager’s position. The employee gets assigned to the
new position that was created. If the employee that transferred positions has direct reports,
the direct reports of that employee would report to the previous manager.
Note:
If another position was selected manually while the job information was changed,
position transfer does not take place. The previous position does not get
automatically get marked as "To Be Hired".
Position Reclassification
Figure 98: Position Reclassification
A Position Reclassification occurs when incumbents stay in the same position but the position
attributes change (like a change of location or cost center). If only one employee is assigned
to the position, the system changes the assigned position based on a defined rule. If multiple
employees are assigned to a position (shared position), then by default, the system searches
for an existing position with status To Be Hired below the parent position of the position to
which the employee is assigned. If it doesn’t find a position, it creates a new position below
this parent position and assigns the employee to this new position.
For example, if fields are changed on an employee’s Job Information record, and that
employee is the only incumbent of that position (not shared position), then the position gets
updated with the data from the employee’s job information record. This is based on the Job
Information to Position Sync rule.
Alternatively, if there is more than one employee assigned as the incumbent to the position
(shared position), then the system does NOT change the position record. By default, the
system first searches for a matching position with the status "To Be Hired" below the parent
position of the position of the employee for which the Job Information record changed (peer
position to employee). If it finds a matching position, the employee is assigned to the position.
If it doesn’t find one, it creates a new peer position, and assigns the employee to this new
position. This does not affect direct reports or lower-level positions.

Note:
The system only matches fields that are configured in the Job Information to
Position Sync rule.
If position was manually selected while the job information was changed, position
reclassification does not take place.
Concurrent Employment
Many organizations have employees performing more than one job concurrently, and this
should be controlled and maintained through Position Management. One person can have
more than one active employment at the same time. In Position Management, an employee
can be assigned to more than one position using Concurrent Employment. If an employee is
concurrently employed in Position Management, they have a primary position assignment,
and secondary position assignments in their employment information.
Concurrent Employment must be enabled, configured, and role-based permissioned in order
for this to work.
Global Assignment
Global Assignment enables organizations to manage expatriates. Employment data is
maintained in home and host assignments.
The prerequisites to use Global Assignment in the organization are:
● Enable Global Assignment Management in Manage Employee Central Settings.
● In Manage Business Configuration → globalAssignmentInfo, enable the following HRIS
fields:
- assignment-type
- planned-end-date
- company
- end-date
- start-date
● The global_assignment_type picklist should be created, if not already. Including the
following values: Short-term assignment and Long-term assignment. the Picklist ID is
linked to the assignment-type HRIS field in globalAssignmentInfo..
● These additional events are needed for the event picklist. Likewise, the event reasons tied
to each of these events will be created in Manage Organization, Pay and Job Structures:
- Add Global Assignment (GA)
- End Global Assignment (EGA)
- Obsolete (OGA)
- Away on Global Assignment (AGA). This event will be tied to the event reason with the
same name, and will be used when an employee is on global assignment on the host
assignment.

- Back from Global Assignment (BGA). This event will be tied to the event reason with the
same name, and will be used when an employee is back to their home assignment.
● These additional values are needed for the employee-status picklist.
- Discarded
- Dormant. It is the recommended employee status for an employee that is away on a
global assignment.
Global Assignment Details can be added to the Position Card Details on the Position Org
Chart.
Note:
More information about Configuring Concurrent Employment and Global
Assignments can be found in the Implementing and Managing the Employment
Lifecycle (from Hiring to Termination), available in the SAP Help Portal https://
4b0f4a72b0ea46fb9b9917bdd7c8f29b/
5fa728adedf7431ab7c2005e9a108bc2.html
Right to Return
The term “right to return” describes a situation where an employee on global assignment or
leave of absence can return to their original position.
It might happen than an employee in your business has to leave his/her current position, not
permanently, but for a period longer than a vacation. For example, sick leave, leave of
absence, and global assignment. In this circumstance, an administrator can decide whether
that employee should have the right to return to his or her current position when the global
assignment or leave of absence is over. This makes it clear that a position is being held for
someone who is temporarily absent.
Figure 99: Right to Return Details
If an employee has the status of “right to return” their position is marked with an icon, as
highlighted in the image. If you click on the icon, you can view detailed information in the side
panel under Right to Return Details.

Position Management Settings: Right to Return
Figure 100: Position Management Settings: Right to Return
Right to return is an employment practice that guarantees an existing position for an

incumbent after a defined period away.
In Position Management Settings, you can determine the settings for Right to Return from a
leave of absence or global assignment, where you can add rules and event reasons for the
transactions.
In Global Assignment a position can be held in the home assignment so that an employee can
return to their home country at the end of global assignment. When creating a global
assignment, the system automatically transacts on the home assignment record and creates
a right to return tag.
In Leave of Absence, on return from leave of absence, the employee may have a right to
return to his or her original position. As part of the leave of absence transaction, the position
is unassigned and a right to return tag is created. On returning to work, the employee returns
to the original position that they had the right to return to.
Transition Periods
A transition period occurs when an employee leaves a position and a successor is appointed
to that position before the incumbent leaves it. This means that the position would be
overstaffed during that time. The transition period would allow for this scenario to happen.
Figure 101: Position Management Settings: Transition Periods
To configure transition periods, navigate to Position Management Settings, and open the
Transition Period tab. You can use options on this tab to determine whether a transition

period for positions is allowed or not. With a transition period, you can define a period in which
a position can be overstaffed by incumbent or FTE. This means that you can assign a
successor to a position while the employee who is leaving the position is still assigned even if
the position is overstaffed as a result.
You can specify how long the transition period should last by entering a number in the Period
field and choosing either Months or Days in the Unit field.
If this option should not be set globally, but for a group of positions only, you can use Position
Types. See the relevant section in the Implementing Position Management guide https://
cf23ba26985f4d4a8df3a34b7392847d/31500456ec494ef3b9bbc3778bc19c23.html


Unit 3
Exercise 13
Add a Global Assignment
In this exercise, you will be set up the Position Management Settings for the Right to Return,
and adding a global assignment for an employee, to explore the impact on the host and home
position assignments.
Note:
The business rules to create right to return
1. Set up the Right to Return from Global Assignment in Position Management Settings.
2. Add a Global Assignment for an Incumbent.

Unit 3
Solution 13
Add a Global Assignment
In this exercise, you will be set up the Position Management Settings for the Right to Return,
and adding a global assignment for an employee, to explore the impact on the host and home
position assignments.
Note:
The business rules to create right to return
1. Set up the Right to Return from Global Assignment in Position Management Settings.
b) Select the Right to Return tab.
c) Set the following options within the Right to Return for Global Assignment:
● Unassign from Position: THR79 - PositionRightToReturnUnassign.
● Create Right to Return: THR79 - PositionRightToReturnAssign.
● Event Reason for unassigned Position: Away on Global Assignment (AGA).
● Event Reason for assign Position: Back from Global Assignment (BGA).
d) Choose Save to save the changes.
2. Add a Global Assignment for an Incumbent.

a) In the Action Search, type global and select the Manage global assignments for...
option.
b) Type Clive Wu. He is the incumbent for the Manager of Food and Beverage position,
located in USA.
c)

LESSON SUMMARY


Unit 3
Lesson 4
Terminating Employees
LESSON OBJECTIVES
Employee Termination
Terminate an employment in Employee Central when an employee leaves the company. The
employment is terminated in the system and the employee is set to Inactive status.
In Position Management, employees can be terminated from the Position Org Chart, specify
when and why the employee is leaving, as well as any other relevant information such as the
date of their final salary.
Figure 102: Terminate an employee
Follow-Up Processes on Termination

When saving the termination through the user interface using Centralized services and once
the employee's employment has been successfully terminated, these follow-up processes are
triggered and run in the background, in the following sequence.
● Hierarchy Adaptation. If the position hierarchy is the leading hierarchy, you can opt to
transfer direct reports according to the position hierarchy. The transfer of direct reports
will run in the background if the setting Reassign Direct Reports According to Position

Hierarchy on the Termination UI is set to Yes-Always. Otherwise, the transfer will run
synchronously.
● Synchronization between Matrix Relationships and Job Relationships. When a job
relationship manager is terminated, the relevant job relationships are transferred to
another manager. If you terminate an employee that has job relationships assigned, the
default will move everyone to the upper manager. Additionally, the drop-down list has the
option to select a different manager or terminate all relationships. To choose for each
relationship, an individual transfer you can select Individual Transfer and decide for
everyone different.
● To Be Hired status adaptation for the position.
● Deactivate position.
If an error occurs in one of these processes, an email will be sent to the user who initiated the
action, and an admin alert is created for that process. The subsequent processes will not be
executed. When you retrigger the admin alert, the process that originally failed will be
triggered again, as well as all subsequent processes.
Transferring Reports in Case of Termination

If the Position Hierarchy is the leading hierarchy, you can opt in to transfer direct reports
according to position hierarchy.
If the employee being terminated is a manager, you have the option to transfer their direct
reports according to position hierarchy. This means that the direct reports to be transferred
because a manager is being terminated will report to the next available manager according to
position hierarchy. This presupposes, however, that all direct reports to be transferred
according to position hierarchy as well as the manager must be assigned to a position. In
addition, the employees' supervisor must be in sync with position hierarchy. Otherwise, a
manual correction is needed.
You can make this configuration by going to Position Management Settings → Hierarchy
Adaptation tab, and choose Reassign Direct Reports According to Position Hierarchy on
Termination Screen. In any case, only the direct reports are transferred, not the positions in
the hierarchy. At this time, there is no option to transfer positions like this. If you want to
transfer them, you have to do so manually or by using mass change of positions.
The following options will be available to decide on the transfer of direct reports upon
termination of a manager:
● No: This is the default option. When we terminate a manager, the Transfer Direct Reports
section does not include the option to transfer according to position hierarchy
● Yes - Optional: The transfer of direct reports according to position hierarchy will be set as
default in the Termination screen, but user can accept this default or change it.
● Yes - Always: The Transfer Direct Reports section in the Termination screen will be hidden,
and user will be only informed that the direct reports were reassigned based on the
position hierarchy.
In the image below, the Yes - Optional option is selected, so we can see the option to transfer
direct reports based on the position hierarchy, and the usual options to transfer direct reports
to upper manager, another manager or select individual transfer of direct reports.

Lesson: Terminating Employees
Figure 103: Transfer Reports in Termination Screen
From this same example, note that the Everyone to upper manager is purely a user-based
decision, independent of the position hierarchy, whereas Everyone according to position
hierarchy selects the incumbent of the next available position based on the position hierarchy.
Other considerations:
● If you use Automated Daily Hierarchy Adaptation, any transfers you make outside of the
position hierarchy are corrected by the job on the next run date.
● The transfer according to position hierarchy respects the threshold defined in the
Threshold for Running Adoption of Reporting Line and Job Relations as a Job, available in
the Hierarchy Adaptation tab in Position Management Settings.
● If the position to which the direct reports are being transferred has more than one
incumbent, the direct reports are assigned to the first incumbent the system finds. You
don't have the option of selecting one. Note also that the position the manager is leaving
remains in the position organization chart, even though it is now empty. The position
organization chart is not modified.
● If an incumbent of a matrix position is being updated, the job relations for the employees of
the matrix manager are not updated.
● When you select the option Everyone according to position hierarchy, the Transfer Event
Reason set in Position Management Settings is used unless event reason derivation is
enabled.
Note:
If Matrix Position Relationships are maintained, the corresponding Job
Relationships can be transferred upon termination of an employee that has matrix
position reports. The options are very similar to those on the Transfer of Direct
Reports.
Deactivating a Position upon Termination

When you terminate an employment, you also have the option to deactivate the employee's
position if this is required. In Position Management Settings → UI Customizing tab, you can

set Show "Deactivate Position" Option in Employee Termination Screen to Yes, in order to
enable this field in the Termination User Interface.
Note:
The Deactivate Position field will be visible and editable if the Termination UI as
long as all of the following conditions are met :
● The employee, who will be terminated, is assigned to a position.
● The position is active.
● The position doesn't have any other incumbents, now or in the future.
● The position doesn't have any active child positions, now or in the future.
● The position doesn't have any Right to Return in the future.
● The position isn't referenced in any Position Matrix Relationships of other
positions in the future.
● The login user has permission to edit the Effective Status field of the position.
The user needs to have either Correct or Insert permission (depending on if
whether the data operation to deactivate the position will be a correction of an
existing record or inserting a new record).
● The position has no pending or active Job Requisitions. (To remove the link
between the Job Requisition and the Position, you must remove the position ID
from the Position field on the Job Requisition.) - This option is only relevant if
Position Management integration with Recruiting Management is enabled.
● There are no pending workflows for the Position or any Job Information
workflows referencing the position. These workflows must be approved or
declined.
If you don't want this option to be available, go to Position Management Settings → UI

Customizing and set Show 'Deactivate Position' option in Employee Termination Screen to No.
LESSON SUMMARY

Unit 3
Lesson 5
Setting Up Workflows in Position Management
LESSON OBJECTIVES
Workflows
The Position Object is the key field on an Employee’s Job information, showing which Position
an employee is attached to, and exists both as foundation object and a transaction object at
the same time. A position exists independent of its incumbent (individual who holds the job),
and by that definition, it’s a foundation object.
Due to this multi object existence, the Position Object is subject to multiple data updates and
must be viewed as a trusted source of truth for an Organization’s Position information. It is
leading practice to use workflows to protect the Position Object against changes, to ensure
data control, integrity and accuracy. Some typical scenarios are :
● Workflow when making changes on the Position object.
● Workflow when Creating or Copy Position
● Workflow for Synchronizing Position to Job Information
● Workflow for Position to Job Synchronization
Note:
The prerequisite THR81 - SAP SuccessFactors Employee Central Core Academy
training explains in more detail how to implement, configure and administer
workflows. You can review more information about Workflows in Unit 6 of THR81
or check the Implementing and Administering Workflows in Employee Central
guide, available in the SAP Help Portal https://help.sap.com/viewer/product/
Some examples on Business Rules that will trigger these Workflows for Position
Management changes will be explained in Unit 4 of this course.
Workflow Configuration
Position Management will include additional options to define approvers, dynamic roles or
dynamic groups based on Position Hierarchy
Position Relationship as Approver Type

Position Relationship allows you to define an approver based on the position incumbent from
the Position, Parent Position or Parent Parent Position. The workflow request goes out to
participants under a selected position hierarchy. May include:

● The position itself

● The next position-level, reporting, or management relationship to the selected position.
The position can be that of the workflow subject user or the workflow initiator, which you can
select from the Relationship to Approver dropdown list:
● Employee Position (The subject user's position)
● Initiator Position (The workflow initiator's position)
● Position (The position MDF object, relevant only when the workflow is assigned to the
position object)
Note:
In Workflow Configuration, Position should never be used as a Role. Position is an
object based instance, which does not belong to one user, they simply have an
incumbent, so the system cannot determine the participants for these roles based
on the incumbent of the position. You should use Position Relationship instead.
When using Position Relationship as an approver on Position Creation, always make sure to
select Target as a Context and not Source, and select Position as the Relationship to
Approver. Otherwise, any workflow on Position Creation will not be sent to the approver.
Dynamic Role as Approver in Position Workflow

The Dynamic Role based on Position can only be used in workflows for MDF Position objects,
and the system uses the changed position information to determine the dynamic role
assignment. For example, you have moved a position from US to Canada. If this position is still
used in a dynamic role for US workflows, the relevant approval requests regarding employees
in US are still sent to the incumbent of this position who is based in Canada
Note:
This type of dynamic role requires the Base Object field to be enabled in the
Corporate Data Model XML to successfully use Dynamic Roles for Position
Changes. The following procedure below will explain the required steps to enable
this field.
Add Base Object field in the Corporate Data Model XML

The following steps will demonstrate how to add the Base Object field in the Corporate Data
Model XML to allow the creation of Dynamic Roles based on Position
1. Navigate to Admin Center → Import/Export Corporate Data Model and select Export from
the Select the action you want to perform drop down. Click Export button to download the
XML template.
2. Open the XML template with your XML Editor and complete the following actions:
a) Make sure the DTD file corporate-datamodel.dtd is on the same folder to be able to
validate your template

Lesson: Setting Up Workflows in Position Management
b) In the XML, change the line 4 to replace this URL "http://svn/viewvc/svn/V4/

trunk/src/com/sf/dtd/corporate-datamodel.dtd?view=co" so it only reads
"corporate-datamodel.dtd">
c) Locate the <hris-element id="dynamicRole">.
d) Add the code below. Validate the XML file and Import it back from Import/Export
Corporate Data Model code
<hris-field max-length="128" id="baseObjectType" visibility="both">
<label>Base Object</label>
</hris-field>
Note:
You can also Import/Export Corporate Data Model from Provisioning to
complete these steps, however, a customer doesn't have access to
Provisioning and the option from Admin Center detailed here is the only
possible way to Import and Export the Corporate Data Model.
LESSON SUMMARY


Unit 3
Learning Assessment
1. Where can you enable the Incumbent of Parent Position field, to filter positions in
Employee File or when hiring an employee?
X A In the Succession Data Model XML
X B In the Corporate Data Model XML
X C In Manage Business Configuration UI
X D In Position Management Settings
2. FTE is calculated from the standard weekly hours in an employee's Job Information in
comparison to the standard weekly hours of a position
X True
X False
3. A Position Reclassification occurs when an incumbent changes to a different position.

X True
X False
4. The term "right to return" describes a situation when an employee on global assignment
or leave of absence can return to their original position
X True
X False

5. Which of the following are possible options when terminating managers in regards of
transferring direct reports, if Position Hierarchy is the leading hierarchy? (There are 2
correct answers.)
X A Everyone to upper manager
X B Everyone to lower manager
X C Everyone according to position hierarchy
X D Everyone according to reporting hierarchy
6. When an employee is terminated, the employee's position is always deactivated.

X True
X False
7. Which of the following are scenarios for Position Management Workflows? (There are 2
correct answers.)
X A When Position object is changed
X B When a New Position is created
X C When an Incumbent is assigned to a Position
X D When a Dynamic Role is created

UNIT 4 Using Business Rules in
Position Management
Lesson 1
Evaluating Position Management Business Rule Scenarios 187
Lesson 2
Creating Rules for Position Management 190
Exercise 14: Create a Propagation Rule from Job Classification to Position 193
Exercise 15: Create a Business Rule to Default Position attributes 199
Exercise 16: Add a Peer Position from the Position Org Chart 203
Exercise 17: Create and Assign a Business Rule to Synchronize Position Changes to 211
Incumbents
Exercise 18: Create and Assign a Mass Change Run update business rule 217
Exercise 19: Define a Business Rule to Generate Automatically the Position Code 223
Exercise 20: Define a Rule to trigger workflow for Position Creation 229
UNIT OBJECTIVES
● Determine which business rule scenarios are available to use when managing positions
● Create a business rule that propagates data to automate position creation.
● Create a business rule to default position values
● Create a business rule to default attributes when creating positions from the Position
Organizational Chart
● Create a business rule to ensure synchronization of position changes into the incumbent's
job information
● Create a business rule to update multiple positions
● Create other business rules to maintain positions

Unit 4: Using Business Rules in Position Management

Unit 4
Lesson 1
Evaluating Position Management Business
Rule Scenarios
LESSON OBJECTIVES
Business Rules
Business Rules are used to add application logic to determine the outcome of a change made
to particular data in the system. Business Rules follow the logic "IF this data is changed in a
certain way, THEN the system reacts in this way".
Business Rules are highly configurable and not delivered "out of the box", since the
requirements vary from customer to customer.
Note:
The prerequisite THR80 - SAP SuccessFactors Platform Introduction Academy
training includes an introduction on the basic concepts of Business Rules. The
THR81 - SAP SuccessFactors Employee Central Core Academy training, has more
specifications on EC Core scenarios. In this THR79 course on Position
Management, it is assumed that participants have basic knowledge on Business
Rules, and participants will learn about the specific scenarios on Position
Management.
You can check on the courses mentioned above for a deeper look into the
Business Rules or review the Implementing Business Rules in SAP SuccessFactors
guide, available in the SAP Help Portal → SAP SuccessFactors platform https://
help.sap.com/viewer/product/SAP_SUCCESSFACTORS_PLATFORM
Business Rule Process Overview

In the business rule, you define which actions the system performs when specific conditions
are met.
● In the IF section of a rule, you define which conditions need to be met. Please note that
some rules don't require conditions, be it for application-specific reasons or because the
rule is defined as "always true"
● In the THEN section of a rule, you define how the system reacts when the conditions are
met. Please note that some application-specific rules don't require THEN statements.
● Sometimes, rules have alternative scenarios when another set of different conditions and
statements would make the rule trigger ELSE IF / THEN or even "Catch All" scenarios,

when any of the conditions or statements already define on the rule are not met, but we
still want the rule to trigger ELSE. The typical example of using ELSE is for the Event
Reason Derivation rules in Employee Central.
● The rule is assigned wherever applicable (e.g. a rule to propagate data to the Position
record based on selection of Job Classification will be assigned at the jobCode field in the
Position object definition).
● Definition of the event that triggers the rule. Using the same example, the rule will trigger
when the jobCode field changes, and before you save the Position changes (onChange
trigger event).
Figure 104: Process Overview for Configuring Business Rules
Business Rule Scenarios for Position Management

In Position Management, the following scenarios are available to configure Business Rules
● Synchronize Position Changes to Incumbents. You can use this scenario to synchronize
changes of a position to the incumbents. You must first register the rule in Position
Management Settings → Synchronization → Rule for Synchronizing Position to Job
Information. The rule should also be triggered if the position field is changed in job
information.
● Map Fields from Position to External Job Requisition in Fieldglass Integration. You can use
this scenario to define the field mapping between a position and the external job
requisition to be created in Fieldglass. You must first register the rule in Position
Management Settings, in the Rule for Mapping Fields between Position and Fieldglass field.
Note:
This business rule scenario requires to set up the integration with SAP Fieldglass.
More information on how to create an SAP Fieldglass Job Requisition from Employee
Central Position Management can be found in the Integrating Employee Central with
SAP Fieldglass guide, available in the SAP Help Portal. https://help.sap.com/docs/
273e3d27f7ad4a45a14e41419030a590/218ca8cfa97b44bfb7b4b8a09fae07db.html
● Synchronize Incumbent's Changes to Position. You can use this scenario to synchronize
changes in an incumbent's job information to the assigned position. You must first register

Lesson: Evaluating Position Management Business Rule Scenarios
the rule in Position Management Settings → Synchronization → Rule for Synchronizing

Job Information to Position.
● Default Position Attributes in Position Organization Chart. You can use this scenario to
default values if a new position is created in the position organization chart using the Add
Lower-Level Position or the Add Peer Position actions. You must first register the rule in
Position Management Settings → UI Customizing → Rule for Defining Copy-Relevant
Position Fields.
● Update Rule for Mass Change Run. You can use this scenario in a mass change run to
define the target criteria of objects to be updated, as well as the updated values. You can
register the rule in your Position Mass Change Run requests in Manage Mass Changes for
Metadata Objects tool.
● Unassigned Incumbent from Position for Right to Return. You can use this scenario to
decide whether an incumbent should be unassigned from the position in a Right to Return
scenario or not. You must first register the rule in Position Management Settings → Right
to Return → Unassign from Position.
● Create Right to Return for Incumbent. You can use this scenario to decide whether a right
to return should be created in the incumbent's position in a Right to Return scenario or not.
You must first register the rule inPosition Management Settings → Right to Return →
Create Right to Return.
● Derive Job Requisition Template in Recruiting Integration. You can use this scenario to
derive the job requisition template ID that should be used for the job requisition. You must
first register the rule in Position Management Settings → Integration → Rule for Deriving
Job Requisition Template ID.
● Map Fields from Position to Job Requisition in Recruiting Integration. You can use this
scenario to define the field mapping between the position and the job requisition to be
created. You must first register the rule in Position Management Settings → Integration →
Field Mapping Rule to Create Job Requisition from Position.
Note:
The rules for Recruiting Integration will be discussed further in the Unit 5 -
Lesson 1 Integrating Recruiting with EC Position Management.
Business Rules for MDF Based Objects

Besides the specific scenarios for Position Management in Configure Business Rules, you can
use the Rules for MDF Based Objects in the Metadata Framework rule scenario to:
● Generate Position Code Automatically based on a sequence.
● Default Values when a new position is created.
● Trigger Workflows when a new Position is created and/or changed.
● Configure EC Alerts and Notifications
LESSON SUMMARY

Unit 4
Lesson 2
Creating Rules for Position Management
LESSON OBJECTIVES
job information
Propagate Data from Job Classification to Position

Data propagation for job related fields is possible during Position creation and during Position
Change. This is achieved through business rule assigned to the Job Code field in Position
Object. When Job Code is updated on a position, other related fields like Job Level, Pay grade,
will be auto-filled with the information from the Job Code (Job Classification) record.
● Create a Propagation Rule under Rules for MDF Based Objects Scenario, selecting Position
as the Base Object and Evaluate as the purpose.
Note:
This rule would be also possible to create using the Basic Scenario, as seen on
the screenshot below, but is recommended to use the Rules for MDF Based
Objects since it provides guidance on the rule assignment being an application
specific scenario (Basic scenario does not provide any guidance).
Wherever possible, specific scenarios should be used when creating business
rules.

Lesson: Creating Rules for Position Management
Figure 105: Data Propagation from Job Classification to Position Rule example
● Assign the Rule at the jobCode field in Configure Object Definition → Position → Take
Action → Make Correction → jobCode → Details → Rules, and select the rule from the
drop down option under External Code
Figure 106: Assign Propagation Rule at the Position Object


Unit 4
Exercise 14
Create a Propagation Rule from Job
Classification to Position
In this exercise, you will create a business rule to auto-fill data from the Job Classification
when creating and managing positions based on the Job Classification data
Simulation: Create a Propagation Rule from Job Classification to Position

For more information on Create a Propagation Rule from Job Classification to
Position, please view the simulation in the lesson Creating Rules for Position
Management in your online course.
1. Create a new business rule to propagate data from the Job Classification into the Position
2. Add the conditions (IF) and statements (THEN) that will include the business rule. Use the
image below to replicate the rule in your instance. Click Save when finished
Figure 107: Propagate Job Classification to Position Rule Example
3. Assign the Business Rule
4. Test the rule

Unit 4
Solution 14
Create a Propagation Rule from Job
Classification to Position
In this exercise, you will create a business rule to auto-fill data from the Job Classification
when creating and managing positions based on the Job Classification data
Simulation: Create a Propagation Rule from Job Classification to Position

For more information on Create a Propagation Rule from Job Classification to
Position, please view the simulation in the lesson Creating Rules for Position
1. Create a new business rule to propagate data from the Job Classification into the Position
a) Navigate to Configure Business Rules using Action Search.
b) Select the + to Create New Rule
c) In the rule scenario category list, expand Metadata Framework and click on Rules for
MDF Based Objects rule scenario
d) In the Rule Name, type Propagate_Job_Classification_to_Position and leave

the Rule ID with the same name.
e) Leave Start Date as 01/01/1900
f) Select Position as the Base Object.
g) Select Evaluate as the Purpose.
h) Click the Continue button
2. Add the conditions (IF) and statements (THEN) that will include the business rule. Use the
image below to replicate the rule in your instance. Click Save when finished
Figure 107: Propagate Job Classification to Position Rule Example


a) Click on the "Dot" symbol that appears beside the Rule Name and reads "The rule is
not assigned" when hovering over, as shown in the image.
Figure 108: Example: Assign Business Rule
b) Click on Assign Rule
c) Select the first option "This rule can be assigned at the field level for object "Position".
You will be redirected to the Position Object Definition.
d) Select Take Action → Make Correction.
Note:
Alternatively to steps 4a - 4d, you can navigate directly to Configure Object
Definition → Object Definition → Position → Take Action → Make
Correction .
e) Scroll down to the jobCode field and click on Details
f) Select the rule Propagate_Job_Classification_to_Position under Rules

section
g) Click Done
h) Scroll down and click Save to save changes in the Position Object definition.
4. Test the rule

b) Navigate to Create New → Position
c) Select any Job Code and verify the fields included in the Business Rule are auto-filled.
d) Click Cancel and Don't Save.

Default Values when Creating a New Position

Previously you learned about Data Propagation which will help on auto-filling the Job
Classification details into the equivalent fields on the Position object, based on the job code.
This rule will trigger when the job code field value changes from "null" or from a different value
(rule event type is onChange).
For those fields that are common among positions in the organization, such as FTE, To Be
Hired, Mass Position, Position Controlled or Change Reason, and will not propagate from the
Job Classification, you can set up a business rule to default values when a new position is
being created. This will help on more data efficiency.
Create a Business Rule to Default Values on Position Creation
1. Navigate to Configure Business Rules using action search, and select + to Create New
Rule.
2. Select Rules for MDF Based Objects scenario under Metadata Framework.
Figure 109: Create a New Business Rule
3. Create the business rule logic (IF - Always True / THEN)
Figure 110: Position Default Values

4. Assign the Business Rule in the Position object Configure Object

Definition → Position → Take Action → Make Correction → Rules section and locate the
rule in Initialize Rules drop down.
5. Save changes to confirm the rule assignment under Initialize Rules in the Position object.
Result
Once the rule is assigned, new positions created will be displayed with default values for some
common fields (as an example, if most of the positions should be created under the same
Legal Entity or Division, Position standard hours is always the same, or many of the positions
have a specific Incentive Plan).
Note:
An alternative to creating this type of rule would be to use the Default Value option
for every field that we intend to have a default value in the Position object
definition, so it initializes the new page with the given value.
This rule is different from the Default Position Attributes in Position Organization
Chart rule scenario, which is related to adding Lower-Lever or Peer Positions from
that tool only.
Default Position Attributes in Position Organization Chart

When adding Lower-Level Positions or Peer Positions from the Position Org Chart, you can
default values to copy from the Source Position into the New Position being created, to help
on the data entry
Note:
This Business Rule works for Add Peer Position and Add Lower-Level Position, but
it does not work for the Copy Position function.
The field Parent Position should never be included on the business rule, since it will
be derived automatically by the system when creating a New Position, based on
the position hierarchy.


Unit 4
Exercise 15
Create a Business Rule to Default Position
attributes
Your customer would like to streamline the creation of Lower-Level and Peer Positions by
creating and assigning a business rule to default position attributes
Simulation: Create a Business Rule to Default Position attributes

For more information on Create a Business Rule to Default Position attributes,
please view the simulation in the lesson Creating Rules for Position Management
in your online course.
1. Create a Business Rule to Default Position Attributes
2. Define the business rule logic based on the image below
Figure 111: Default Position Attributes in Position Org Chart
3. Assign the Business Rule in Position Management Settings

Unit 4
Solution 15
Create a Business Rule to Default Position
attributes
Your customer would like to streamline the creation of Lower-Level and Peer Positions by
creating and assigning a business rule to default position attributes
Simulation: Create a Business Rule to Default Position attributes

For more information on Create a Business Rule to Default Position attributes,
please view the simulation in the lesson Creating Rules for Position Management
1. Create a Business Rule to Default Position Attributes

a) Navigate to Configure Business Rules from the Action Search.
b) Select + to Create New Rule
c) Click to expand Position Management category
d) Select Default Position Attributes in Position Organization Chart scenario, by clicking

on the radio button. Add the following details:
● Rule Name: Default_Position_Attributes
● Rule ID: Default_Position_Attributes
● Start Date: 01/01/1900
● Description: Rule to default values if a new position is created

in Position Org Chart via Add Lower-Level or Add Peer Position
e) Click Continue
2. Define the business rule logic based on the image below

Figure 111: Default Position Attributes in Position Org Chart
a) IF (conditions) - Select the Always True checkbox.
b) THEN (statements) - Select Add Expression after each statement to add the following
one.
● Set New Position.Company to be equal to Source Position.Company
● Set New Position.Business Unit to be equal to Source Position.Business Unit
● Set New Position.Division to be equal to Source Position.Division
● Set New Position.Department to be equal to Source Position.Department
● Set New Position.Cost Center to be equal to Source Position.Cost Center
● Set New Position.Employee Class to be equal to Source Position.Employee Class
● Set New Position.Job Code to be equal to Source Position.Job Code
● Set New Position.Job Level to be equal to Source Position.Job Level
● Set New Position.Location to be equal to Source Position.Location
● Set New Position.Pay Grade to be equal to Source Position.Pay Grade
● Set New Position.Regular/Temporary to be equal to Source Position.Regular/

Temporary
● Set New Position.FTE to be equal to Source Position.FTE
● Set New Position.Incentive Plan to be equal to Source Position.Incentive Plan
c) Click Save but do not navigate away from Configure Business Rules
3. Assign the Business Rule in Position Management Settings

a) Click on the "Dot" symbol beside the Default_Position_Attributes rule name, that reads
"The rule is not assigned" when hover over. A Rule Assignment wizard will open.
b) Click Assign Rule.

c) On the next step, there is an Open Assignment Page clickable arrow to navigate to
Position Management Settings from the wizard. A new tab will be opened.
d) In Position Management Settings, click on the UI Customizing tab.
e) Under Rule for Defining Copy-Relevant Position Fields , select your

Default_Position_Attributes rule.
f) Click Save.
g) Close this tab and verify the rule is now assigned in the Configure Business Rules page.

Unit 4
Exercise 16
Add a Peer Position from the Position Org
Chart
In this exercise, you will Add a Peer Position from the Position Org Chart to test the business
rule that you created previously.
Your customer is expanding their Sales Operations globally, and they need to create a new
Position: Sales Director, Europe, based in Germany, and will have the same position attributes
as the Sales Director, NE – Marcus Hoff, except for the company, location, job and position
title, and TBH.
Simulation: Add a Peer Position from the Position Org Chart

For more information on Add a Peer Position from the Position Org Chart, please
view the simulation in the lesson Creating Rules for Position Management in your
online course.
1. Create a Peer Position from the Position Org Chart

Unit 4
Solution 16
Add a Peer Position from the Position Org
Chart
In this exercise, you will Add a Peer Position from the Position Org Chart to test the business
rule that you created previously.
Your customer is expanding their Sales Operations globally, and they need to create a new
Position: Sales Director, Europe, based in Germany, and will have the same position attributes
as the Sales Director, NE – Marcus Hoff, except for the company, location, job and position
title, and TBH.
Simulation: Add a Peer Position from the Position Org Chart

For more information on Add a Peer Position from the Position Org Chart, please
view the simulation in the lesson Creating Rules for Position Management in your
online course.
1. Create a Peer Position from the Position Org Chart

a) Navigate to Position Org Chart from the Home → Company Info
b) Search By: Positions and Search for Sales Director, NE
c) Click on DIR_SALESNE to open Position Details.
d) Click on Show Menu(the icon with 3 bars in the top right corner) and select Add Peer
Position
e) Add the following details, and leave other field values not included in this table as-is:
Field Value
Position Code DIR_SALESEU
Position Title Sales Director, Europe
Status Active
Start Date Set to today's date
To Be Hired Yes
Incentive Plan Individual
Onsite / Remote Partial Remote Position
Job Title Sales Director, Europe

Field Value
Company Ace Germany (ACE_DEU)
Location Frankfurt, Germany (GER_FRA)
f) Can you see the fields included in the Business Rule auto-populated? The Default
Position Attributes rule should trigger when creating the position and before saving
changes.
g) Verify how the Parent Position is automatically assigned based on the new position's
hierarchy.
h) Save changes and close the Position record to go back to the Position Org Chart.
i) The new position is displayed.

Synchronization of Position Changes to Incumbents

As you create positions and fill incumbents into those positions, maintaining shared fields
between an individual’s job information and the position can become cumbersome. Therefore
you might want to configure data synchronization between positions and jobInfo.
Administrators can specify which common fields between the Position object and the jobInfo
employment object are synchronized when changes are made to a Position Record via the
Position Org Chart or Manage Position tool. A business rule must be created to define which
fields will sync between the Position object and the Job Information block. You can then
decide if the sync process is automatic, or if it allows the user making the change to the
position to decide if the sync should occur.
Note:
The Position Synchronization only occurs when the Position is updated from the
Position Org Chart or the Manage Position tool . If the position is updated via the
Manage Data tool, the sync will not occur.
Steps for setting up Position Sync:
1. Create a Business rule. Navigate to Configure Business Rules and choose Create New Rule.
Select the rule type: Synchronize Position Changes to Incumbents
2. Determine which fields should sync in the rule.
3. In the Synchronization section of Position Management Settings tool, choose your rule in
the Rule for Synchronizing Position to Job Information area.
4. In the Position Synchronization option in the same area, determine if the sync should be
automatic or up to the user making the change.
Considerations when Synchronizing Position Changes to Incumbents

This rule scenario will specify which common fields between the Position object and the Job
Information employment object will synchronize when changes are made in the Position from
the Position Org Chart, via Edit and Manage mode, or changes made via Manage Positions.
A business rule must be created to define which fields will sync between the Position object
and the Job Information block. You can then decide if the sync process is automatic, or allow
the user making the change to the position to decide if the sync should occur.

Figure 112: Synchronize Position to Job Information Rule Example
Note:
Assume that, on the example above, Position ID is the label for position field in the
jobInfo hris-element, but on some previous examples in this training, we refer to it
as Position. It's really up to every customer which label to utilize.
● Create the rule using the Synchronize Position Changes to Incumbents scenario
● Assign the rule in Position Management Settings → Synchronization → Rule for
Synchronizing Position to Job Information
Figure 113: Rule Assignment in Position Management Settings
Note:
The field order is essential to ensure the Position changes synchronize correctly to
Job Information, particularly for Foundation Objects. If Business Unit is higher
than Division, and Department is lower than Division, the order in the business rule
should reflect accordingly this hierarchy.

Caution:
Fields that should not be used in this rule

The following Job Information fields should not be part of the rule for Position to
Job Information Synchronization as it could lead to data inconsistencies
(Whenever you adapt an existing rule created with this scenario, the system
checks whether one of these Job Information fields is used in the rule, and
display an error message):
● Any field of type attachment
● Position
● Sequence number
● Workflow configuration
● Start date
● Event Reason
● Full-time equivalent (FTE)
● Effective latest change
● Supervisor
● PositionCostAssignmentItems
Synchronize Position Changes when Importing Positions

When importing positions via Import and Export Data , the Position to Job Information
synchronization will not trigger by default. The following steps should be done to ensure the
new position data will update the incumbent's information even when importing positions:
● When importing positions, add the technicalParameters column to your position import
file, and enter "SYNC" or "sync" as the value for those position records that should trigger
a synchronization to the Job Information object.
● Those records to be imported with no technicalParameters=SYNC, will be ignored for the
synchronization. The Position will be updated, but the incumbent's Job Information won't.
● The technicalParameters field in the Position Object, is by default, not visible. You have
two options on how to set this field in the object definition:
1. Leave the technicalParameters field as Not Visible. You will need to add a
technicalParameters column manually in the import file.
2. Set the technicalParameters field as Editable, and make sure that the field is hidden
from the UI. You can achieve that in Manage Permission Roles → User Permissions →
Miscellaneous Permissions → Position → Field Level Overrides and ensure that
technicalParameters is set to No Access.
With the second option, the field will still be not editable or visible in the UI, but the
technicalParameters column will be included automatically in the CSV import template.

Synchronize Incumbent's Changes to Position

You can also automatically sync changes from a incumbent's Job Information section out to
the Position. This is less commonly used and only recommended for setups with strict 1:1
relationships between employees and positions.
A business rule to specify which common fields are synchronized to the position object when
changes are made in the Job information employment object can be defined. For example, a
rule can be defined to synchronize Department, Cost Center, Location and Job Code of the
incumbent to the assigned position.
Figure 114: Rule Sync jobInfo to Position
This allows the manager to amend a key subset of data on employee level which is more
intuitive than maintaining position data and then syncing to the person. The data elements
synced to position here are the elements that are deemed to have higher volatility and are
acceptable not to be driven by Position data and which can validly be driven by employee data
changes.
Note that this will only apply to changes that the system regards as Position Reclassification
or Position Transfer. Event Reasons will follow up activity maintained as Position
Reclassification/Position Transfer are checked for this identification.

Caution:
Fields that should not be used in this rule

Just like the previous rule scenario to synchronize Position changes to
Incumbents, the following Position fields should not be part of the rule for Job
Information to Position Synchronization as it could lead to data inconsistencies
(Whenever you adapt an existing rule created with this scenario, the system
checks whether one of these Position fields is used in the rule, and display an
error message):
● Any field of type attachment
● Change Reason
● Criticality
● Higher-Level Position
● Incumbent
● Matrix Relationships
● Multiple Incumbents Allowed
● Pay Range
● PositionCostAssignmentItems
● Position Type
● Source of Creation
● Position Controlled
● Status
● To Be Hired
● Workflow Configuration

Unit 4
Exercise 17
Create and Assign a Business Rule to
In this exercise, you will create a Business Rule to Synchronize Position Changes to Job
Information and Incumbents for the Position.
Simulation: Create and Assign a Business Rule to Synchronize Position Changes

to Incumbents
For more information on Create and Assign a Business Rule to Synchronize
Position Changes to Incumbents, please view the simulation in the lesson
Creating Rules for Position Management in your online course.
1. Create a Position to Job Info Sync Business Rules.
2. Add the conditions and statements following the example on the image below. Click Save
when finished, to save changes.
Figure 115: Synchronize Position Changes to Incumbents Business Rule
4. Test the rule by making changes in one of the Positions and verify how a confirmation
dialog will trigger to decide on synchronization of position changes to the incumbent's job
information.
5. Navigate back to Position Management Settings → Synchronization to set back Position to

Job Information Synchronization to Automatic as per leading practice.

Unit 4
Solution 17
Create and Assign a Business Rule to
In this exercise, you will create a Business Rule to Synchronize Position Changes to Job
Information and Incumbents for the Position.
Simulation: Create and Assign a Business Rule to Synchronize Position Changes

to Incumbents
For more information on Create and Assign a Business Rule to Synchronize
Position Changes to Incumbents, please view the simulation in the lesson
Creating Rules for Position Management in your online course.
1. Create a Position to Job Info Sync Business Rules.

b) Select the + option to Create New Rule.
c) Click on Position Management to expand the section.
d) Select the first scenario Synchronize Position Changes to Incumbents.
e) Type Position_to_JobInfo_Sync on the Rule Name. The name will be copied to the
Rule ID. You can leave it as-is.
f) Leave the default Start Date as 01/01/1900.
g) In the Description add "Assigned to jobInfo, Position field, onChange;

and to Position Management Settings/Synchronization".
2. Add the conditions and statements following the example on the image below. Click Save
when finished, to save changes.

Figure 115: Synchronize Position Changes to Incumbents Business Rule

a) Click on the "Dot" symbol beside the rule name to assign the rule from the Rule
Assignment wizard. Alternatively, you can navigate to Position Management Settings
using the Action Search, and select theSynchronization tab.
b) Change the Position Synchronization field from Automatic to User Decision to test
how the system will trigger a confirmation dialog and let the user decide on whether
synchronization should occur.
c) On the Rule for Synchronizing Position to Job Information, select the

Position_to_JobInfo_Sync rule that you just created
d) Click Save button.
4. Test the rule by making changes in one of the Positions and verify how a confirmation
dialog will trigger to decide on synchronization of position changes to the incumbent's job
information.
a) Navigate to Home menu → Company Info → Position Org Chart tab.
b) Search By Positions and Search for Sales Director, NE position whose incumbent
is Marcus Hoff.
c) Click on the Position card, and open the Quick Card icon where it says as of Today.
d) Select Edit to make changes on the position
e) Enter Effective Date for this change 01/01/2022. Click Proceed.
f) Change Job Title into Sales Director, North East Area.
g) Click Save. A Synchronize Incumbents confirmation dialog will display to confirm that
you want to synchronize the position data as of 01/01/2022 to the following
incumbents. Click Yes to confirm.
h) When finished, close the Position Dialog.
i) Click on the incumbent Marcus Hoff to open the Quick Card and click again on Marcus
Hoff name to access the Employee File.

j) Verify the changes on the Position have been synced to the incumbent job information.
You can see in the Employee File header the new job title, or navigate to Job
Information block to confirm the changes in the job title field reflect your changes done
in the position record.
5. Navigate back to Position Management Settings → Synchronization to set back Position to

Job Information Synchronization to Automatic as per leading practice.

Manage Mass Changes for Metadata Objects (Mass Change Run)

There is a mass change feature to make changes simultaneously to a large number of
positions. You can include a Business Rule using the Mass Change Run scenario to define the
position target population and the change attributes.
The Mass Change Run object is secured by default. You can grant access by going to Admin
Center → Manage Permission Roles → User Permission → Miscellaneous Permissions and
grant View, Edit and Import/Export access.
Additionally, access to Manage Mass Changes for Metadata Objects is required and can be
granted in Manage Permission Roles → Administrator Permissions → Metadata Framework
Creating a New Mass Change Run

Mass Change Run can be created in Admin Center → Manage Mass Changes for Metadata
Objects. The following are the fields available for a Mass Change
● Code. Unique code for the new mass change run
● Name. Translatable name for the new mass change run.
● Object Type To Be Changed. Indicates whether the object is a position or a time object.
● Change Date. Date on which the changes take effect and all records (active, inactive,
pending) valid from this date that match the IF condition of the Business Rule selected on
Select and Update Rule field, will be included.
● Synchronize To IncumbentsThis indicates whether the changes in the position objects
should be synchronized to the incumbents. Only fields defined in the rule registered at
Position Management Settings → Rule for Synchronizing Position to Job Information will be
synchronized.
● Select and Update Rule Enter a rule that defines which objects are selected and what is
updated. Use IF conditions to restrict the number of objects to be changed by this mass
change run. Use SET statements in the THEN condition to define the new values of objects.
Only rules created with the Update Rule for Mass Change Run rule scenario can be
selected, and only SET statements are supported.
● Execution Mode. You can select Run or Simulate. When you choose Simulate, the mass
changes aren't saved, but you can see the result in the log. If you choose Run, the mass
changes are executed and saved.
● Execution Status. This field shows the status of the mass change run (Scheduled, In
Progress, Executed and Failed).
● Log It shows information about the executed mass change run.

Note:
In order to ensure that the mass change runs execute as smoothly as possible, it is
recommended to set Use Rule Cache to Yes in the mass change run. The field is
not visible by default. To enable it, follow these steps:
1. Navigate to Configure Object Definitions and search for Mass Change Run
object.
2. Locate the useRuleCache field, and select Details.
3. Set the visibility to Editable. Save changes.

Unit 4
Exercise 18
Create and Assign a Mass Change Run update
business rule
In this exercise, you will verify permissions to configure and create a Mass Change Run
request, and enable the Rule Cache in the Mass Change Run object definition. As a next step,
you will create a Business Rule to update the Position/Job Title for Engineer Positions located
in USA, and assign the rule to your Mass Change Run request.
Simulation: Create and Assign a Mass Change Run update business rule
For more information on Create and Assign a Mass Change Run update business
rule, please view the simulation in the lesson Creating Rules for Position
1. Grant Permissions to Administrator to create and manage Mass Change Run Job requests
2. Enable the Rule Cache in the Mass Change Run object definition.
3. Create a new Business Rule for Mass Change Run.
Figure 116: Mass Change Rule
4. Create a New Mass Change Run and assign the Business Rule you have created
previously, according to the Mass Change Run table.
Table 10: Mass Change Run

Field. Value.
Code PosMassChangeRun.
Name Position Mass Change Run.
Object Type To Be Changed Position (Position).
Change Date Select Today's Date.
Synchronize To Incumbents Yes.
Select And Update Rule Select the Position_Mass_Change_Run rule
you created

Field. Value.
Execution Mode Simulate.
Use Rule Cache Yes.
5. Verify your changes on the Position Org Chart and confirm the Position/Job Title is
updated.

Unit 4
Solution 18
Create and Assign a Mass Change Run update
business rule
In this exercise, you will verify permissions to configure and create a Mass Change Run
request, and enable the Rule Cache in the Mass Change Run object definition. As a next step,
you will create a Business Rule to update the Position/Job Title for Engineer Positions located
in USA, and assign the rule to your Mass Change Run request.
Simulation: Create and Assign a Mass Change Run update business rule
For more information on Create and Assign a Mass Change Run update business
rule, please view the simulation in the lesson Creating Rules for Position
1. Grant Permissions to Administrator to create and manage Mass Change Run Job requests
a) Navigate to Manage Permission Roles and select the System Admin role.
b) Click on Permission... and navigate to User Permissions → Miscellaneous Permissions
c) Locate the Mass Change Run object and enable all permissions (View / Edit /
Import/Export
d) Scroll down to Administrator Permissions and locate the Metadata Framework

permission section.
e) Verify that Manage Mass Changes for Metadata Objects permission is enabled.
f) Click Done.
g) Click Save Changes
h) Log out and log back into the instance to make sure the RBP changes are effective.
2. Enable the Rule Cache in the Mass Change Run object definition.
b) Search Object Definition in the first dropdown and select Mass Change Run in the
second dropdown.
c) Select Take Action → Make Correction.
d) Scroll down to the bottom of the Fields section and locate the useRuleCache field.
e) Select Details and set the Visibility to Editable.
f) Select Done and Save to save your changes in the object definition.
3. Create a new Business Rule for Mass Change Run.

b) Click on + to Create New Rule
c) Click to expand Position Management scenario, and select Update Rule for Mass
Change Run
● Rule Name : Position_Mass_Change_Rule.
● Rule ID: Position_Mass_Change_Rule
● Start Date: 01/01/1900
d) Click Continue
e) Create the Rule replicating the image below and save changes. Do not assign the rule
yet.
Figure 116: Mass Change Rule
4. Create a New Mass Change Run and assign the Business Rule you have created
previously, according to the Mass Change Run table.
Table 10: Mass Change Run

Field. Value.
Code PosMassChangeRun.
Name Position Mass Change Run.
Object Type To Be Changed Position (Position).
Change Date Select Today's Date.
Synchronize To Incumbents Yes.
Select And Update Rule Select the Position_Mass_Change_Run rule
you created
Execution Mode Simulate.
Use Rule Cache Yes.
a) Navigate to Manage Mass Changes for Metadata Objects, and select Create
New → Mass Change Run .
b) Create the Mass Change Run using the details on the table above.
c) Save changes. The Scheduled Job will start.

d) Refresh the page several times until the Log section shows the Execution Status as
Success. You can click on Details to check the CSV file that includes all the information
from this simulation.
e) If Simulation results were successful, edit the Mass Change Run from Take Action →
Make Correction and change the Execution Mode to Run. Save changes.
f) Refresh the page several times until the Log section shows the Execution Status as
Success . The Execution Mode for this new job will be Run, which will apply the
changes.
g) As an additional step in the Mass Change Run Log last results (Execution Mode=Run),
click on Details and click on the MassChangeRun_PosMassChangeRun CSV file to
download the results of the Mass Change Run job. You should see a total of 5 Engineer
positions and [The record was inserted successfully.] on the last column, which
confirms the change has been successfully completed.
h) Close the pop-up window and click Done to finalize.
5. Verify your changes on the Position Org Chart and confirm the Position/Job Title is
updated.
a) Navigate to Position Org Chart from Home → Company Info.
b) Search for any of the Engineer positions (ENG1, ENG2, etc). Confirm if the new position
changed to Software Engineer USA and the job title changed to Software Engineer

Generate Position Code Automatically

If you want the system to generate position codes, you have to define a sequence and use it in
a business rule. The following steps should be followed:
● Set the code field (externalCode) as read-only in the Position object definition.
● Set up a sequence in Manage Data
● Set up a Business Rule for Position object in Rules for MDF Based Objects.
● Set to "Yes" the flag Position External Code Generation by On Save rule in Position
Management Settings
Note:
When defining the business rule to auto-generate position code, you can select the
Format for the template based on the Format String Syntax from Java. If, for
example, your sequence starts with 1, but the code for the position will always be
an 8-digit number starting with 1 and filled with zeros, you would use this pattern:
1%07d.
Based on your customer requirements, you can check this external link to decide
on the pattern for the template in the business rule https://docs.oracle.com/
javase/7/docs/api/java/util/Formatter.html

Unit 4
Exercise 19
Define a Business Rule to Generate
Automatically the Position Code
Your customer wants to have a business rule to generate the position code automatically
when creating new positions.
Simulation: Define a Business Rule to Generate Automatically the Position Code

For more information on Define a Business Rule to Generate Automatically the
Position Code, please view the simulation in the lesson Creating Rules for
Position Management in your online course.
1. Create a new Sequence for Position Code auto-generation.
2. Create a Business Rules to Generate Position Code automatically including the sequence
you created previously.
3. Set the Position Code field as read-only and assign the Business Rule in Position Object
(Save Rules)
4. Select the option to Autogenerate Position Code in Position Management Settings.
5. Test the Rule creating a new Position

Unit 4
Solution 19
Define a Business Rule to Generate
Automatically the Position Code
Your customer wants to have a business rule to generate the position code automatically
when creating new positions.
Simulation: Define a Business Rule to Generate Automatically the Position Code

For more information on Define a Business Rule to Generate Automatically the
Position Code, please view the simulation in the lesson Creating Rules for
Position Management in your online course.
1. Create a new Sequence for Position Code auto-generation.

a) Navigate to Manage Sequence using Action Search, and select Create New →
Sequence to create a new sequence for Position Code auto-generation.
b) In externalCode, type SeqPos.
c) In externalName, type SequenceForPosition.
d) Select 1 as both start and step.
e) Click Save to save your changes.
2. Create a Business Rules to Generate Position Code automatically including the sequence
you created previously.
a) Navigate to Configure Business Rules using Action Search, and select + to create a new
rule
b) Expand the rule scenario Metadata Framework, and select Rules for MDF Based
Objects.
c) Add the following details using the table. Click Continue when finished.
Field Value
Rule Name AutoGenerated Position Code
Rule ID AutoPositionCode
Start Date 01/01/1900
Description Rule for auto-generation of po-

sition code assigned on Save
Rules in Position Object defi-
nition.
Base Object Position

Field Value
Purpose Evaluate
d) Define the Business Rule including the conditions and statements shown on the image
below
Figure 117: AutoGenerated Position Code Rule
3. Set the Position Code field as read-only and assign the Business Rule in Position Object
(Save Rules)
a) Select the dark "Dot" icon beside the Rule Name to open the Rule Assignment wizard.
c) Select This rule can be assigned at Save Rules in object "Position". A new tab will be
opened with the Position object in Configure Object Definitions.
d) Select Take Action → Make Correction
e) Scroll down to the Fields section, locate the code field, and click on Details.
f) Change the visibility from Editable to Read Only.
g) Click Done to confirm.
h) Scroll down to the Rules section, and select the AutoGenerated Position Code rule
under Save Rules dropdown list.
i) Click Save and close this tab.
j) Back to Configure Business Rules, close the Rule Assignment wizard pop up window,
and verify the "Dot" icon is now checked, which means the rule is assigned.
4. Select the option to Autogenerate Position Code in Position Management Settings.

b) In the General tab, locate the option Position External Code Generation by On Save rule,
and select Yes
c) Click Save to confirm.
5. Test the Rule creating a new Position

a) Navigate to Manage Positions using Action Search, and select Create New → Position
b) Verify that the Position Code field is now read-only
c) Add some details to create a test position. We want to see how Position Code will
autopopulate when saving.
d) Click Save.
e) Verify that the Position Code is auto-generated when and saving the position
according to the sequence created (PosID_1, PosID_2, PosID_3 and so on).

Create an Approval Workflow for Position creation

In an organization using Position Management, there might be scenarios where Managers are
empowered to create positions for their own teams. Even though the position object allows to
a very granular control to who and for which target population positions can be created, an
approval process may be required to select Approvers, Contributors or CC Roles to let them
know about a position creation.
A Workflow Configuration will be the first step in the process. You will navigate to Manage
Organization, Pay and Job Structures from the action search bar or the Admin Center to
define a workflow for Position Creation, including the approver steps, contributors and/or CC
roles that should be involved in the workflow.
Secondly, a Business Rule will need to be set up and assigned to the Position object to trigger
the workflow when a new position is created.
Trigger Workflow to approve Position Changes

You can use workflows to validate Position object changes. Assign your rule to the event
onSave of the position object definition.
1. Create the foundation object Workflow that you want to use for Position.
2. Create a rule by going to the Admin Center and choosing Configure Business Rules.
● Rule Name, Rule ID, and Start Date.
● Scenario Rules for MDF Based Objects.
● Have Position as the base object and Workflow as the purpose.
● You can use the IF or ELSE-IF statement to specify which conditions must be fulfilled
for the workflow to be triggered.
● You can use the THEN statement to set the workflow you created in step 1 to the
wfConfig field of the Position.
3. Assign your rule to the event onSave of the position object definition. You do this in the
Admin Center by choosing Configure Object Definitions.
4. Set the Pending Data field in the Position object definition to "Yes", thereby ensuring that,
once a workflow is used, records are not visible in the system unless approved. This
setting is a prerequisite for using workflows in positions.
5. For MDF-based workflow approvals, the latest home page requires a solid relationship
between the to-do category currently assigned in the “Configure Object Definitions”
screen and the MDF object definition. In the ToDo Category field, you will notice that
Generic Object Change Requests is selected (read-only).
Note:
Unless using Position Types, you cannot execute a workflow on job information
changes if you need to synchronize position changes with incumbents.
For more information, check the Implementing Position Management in Employee
Central guide available in the SAP Help Portal.


Unit 4
Exercise 20
Define a Rule to trigger workflow for Position
Creation
Your customer would like to define two conditional workflows and create on a business rule to
trigger a workflow when a New Position is created in the US and another workflow when the
position is created elsewhere in the organization.
Simulation: Define a Rule to trigger workflow for Position Creation: Part 1

For more information on Define a Rule to trigger workflow for Position Creation:
Part 1, please view the simulation in the lesson Creating Rules for Position

Note:
IMPORTANT
In step 5 of the exercise, when you will assign the rule in the Position Object
Definition, make sure to place the workflow rule BEFORE the existing
AutoGeneration of Position Code rule. The system will first check if the Position
Code is "null" to trigger the workflow, and when saving changes, the Position Code
will be autogenerated. It has to be in this order, otherwise, the workflow will not
trigger.
1. Create a Workflow Configuration for new positions created in the US, using the following
details and approval steps.
Field Value
Workflow ID NewPositionUS
Name New Position - US
Step 1 Step 2
Approver Type : Dynamic Role Approver Type: Dynamic Role

Step 1 Step 2
Approver Role: Finance Controller (FIN- Approver Role: HR Approval (HR)
CONT)
Edit Transaction: No Edit Edit Transaction: Edit without Route
Change
Context: Source Context: Source
Relationship to Approver: N/A Relationship to Approver: N/A
No Approver Behavior: Skip this step No Approver Behavior: Skip this step
Respects Permission: No Respects Permission: No
Workflow Email Configuration No Selection Workflow Email Configuration No Selection
2. Create a Workflow Configuration for New Position not created in US.

Field Value
Workflow ID NewPositionNonUS
Name New Position - Non US
Step 1 Step 2 Step 3

Approver Type : Dynamic Approver Type : Position Re- Approver Type: Dynamic
Group lationship Role
Approver Role: Talent Ap- Approver Role: Parent Pa- Approver Role: HR Approval
proval rent Position (HR)
Edit TransactionNo Edit Edit Transaction: Edit with- Edit Transaction: Edit with-
out Route Change out Route Change
Context: N/A Context: Target Context: Source
Relationship to Approver: Relationship to Approver: Relationship to Approver:
N/A Position N/A
No Approver Behavior: Skip No Approver Behavior: Skip No Approver Behavior: Skip
this step this Step this step
Respects Permission: No Respects Permission: No Respects Permission: No
Workflow Email Configura- Workflow Email Configura- Workflow Email Configura-
tion No Selection tion No Selection tion No Selection
3. Create a Business Rule to Trigger Workflow on Position Creation
4. Define the business rule logic
5. Assign the business rule in the Position object
6. Test the rule by initiating changes on a Position

Unit 4
Solution 20
Define a Rule to trigger workflow for Position
Creation
Your customer would like to define two conditional workflows and create on a business rule to
trigger a workflow when a New Position is created in the US and another workflow when the
position is created elsewhere in the organization.


Note:
IMPORTANT
In step 5 of the exercise, when you will assign the rule in the Position Object
Definition, make sure to place the workflow rule BEFORE the existing
AutoGeneration of Position Code rule. The system will first check if the Position
Code is "null" to trigger the workflow, and when saving changes, the Position Code
will be autogenerated. It has to be in this order, otherwise, the workflow will not
trigger.
1. Create a Workflow Configuration for new positions created in the US, using the following
details and approval steps.
Field Value
Workflow ID NewPositionUS
Name New Position - US
Step 1 Step 2
Approver Type : Dynamic Role Approver Type: Dynamic Role

Step 1 Step 2
Approver Role: Finance Controller (FIN- Approver Role: HR Approval (HR)
CONT)
Edit Transaction: No Edit Edit Transaction: Edit without Route
Change
Context: Source Context: Source
Relationship to Approver: N/A Relationship to Approver: N/A
No Approver Behavior: Skip this step No Approver Behavior: Skip this step
Respects Permission: No Respects Permission: No
Workflow Email Configuration No Selection Workflow Email Configuration No Selection
a) Navigate to Manage Organization, Pay and Job Structures using Action Search.
b) Select Create New → Workflow Configuration and include the details using the table
above.
c) Create two approval steps following the table above.
2. Create a Workflow Configuration for New Position not created in US.

Field Value
Workflow ID NewPositionNonUS
Name New Position - Non US
Step 1 Step 2 Step 3

Approver Type : Dynamic Approver Type : Position Re- Approver Type: Dynamic
Group lationship Role
Approver Role: Talent Ap- Approver Role: Parent Pa- Approver Role: HR Approval
proval rent Position (HR)
Edit TransactionNo Edit Edit Transaction: Edit with- Edit Transaction: Edit with-
out Route Change out Route Change
Context: N/A Context: Target Context: Source
Relationship to Approver: Relationship to Approver: Relationship to Approver:
N/A Position N/A
No Approver Behavior: Skip No Approver Behavior: Skip No Approver Behavior: Skip
this step this Step this step
Respects Permission: No Respects Permission: No Respects Permission: No
Workflow Email Configura- Workflow Email Configura- Workflow Email Configura-
tion No Selection tion No Selection tion No Selection
a) Navigate to Manage Organization, Pay and Job Structures using Action Search.

b) Select Create New → Workflow Configuration and include the details using the table
above.
c) Create three approval steps following the table above.
3. Create a Business Rule to Trigger Workflow on Position Creation

b) Select + to Create New Rule.
c) Click to expand Metadata Framework category.
d) Select Rules for MDF Based Objects scenario, by clicking on the radio button. Add the
following details:
● Rule Name: New_Position_WFL
● Rule ID: New_Position_WFL
● Start Date: 01/01/1900
● Description: Rule to trigger an approval workflow when a position

is created
● Base Object: Position
● Purpose: Workflow
e) Click Continue
4. Define the business rule logic

a) Enter the following parameters on the business rule
● IF (conditions) - Position.Company is equal to Ace USA (ACE_USA) and

Position.Position Code is equal to Null.
● THEN (statements) - Set Workflow Context.Workflow Configuration to be equal to

New Position - US(New PositionUS).
● ELSE IF (conditions) Position.Company is not equal to Ace USA (ACE_USA) and

Position.Code is equal to Null.
● THEN (statements) - Set Workflow Context.Workflow Configuration to be equal to

New Position Non-US(NewPosNonUS).
b) Click Save to save changes.

Figure 118: New Position Workflow Rule
5. Assign the business rule in the Position object

a) Click on the "Dot" symbol beside the New_Position_WFL rule name, that reads "The
rule is not assigned" when hover over. A Rule Assignment wizard will open.
c) Click on the Open Assignment page (arrow icon on the right) where it reads This rule
can be assigned at Save Rules in object "Position" to navigate to Configure Object
Definition from the wizard. A new tab will be opened.
d) Select Take Action → Make Correction and scroll down to the Rules section.
e) Select the New_Position_WFL rule, under Save Rules.
f) Place the New_Position_WFL rule above the existing rule AutoGenerated Position
Code.
g) Click Save.
h) Close this tab and verify the rule is now assigned in the Configure Business Rules page.
6. Test the rule by initiating changes on a Position

a) Navigate to the Position Org Chart using Action Search.
b) Select Add Position button to create a new position with Position Title Account
Manager, WEST.
c) On the Position details, select Ace USA as the Company and Corporate
Industries as the Business Unit. Select Account Manager (ACC-MGR) as the Job
Code. The Parent Position will be DIR_SALESNW.
d) Click Save to save changes and trigger the workflow.
e) Verify the New Position US workflow triggers. Click on View Workflow Participants and
verify that Janet James, Controller and Marcia Barista, VP, Talent are the Approvers.
f) Click Confirm to submit the workflow.
g) Repeat the steps b to f, to create another position and trigger a second workflow, this
time, the Position Title Account Manager, SC, and select a different Parent Position
DIR_SALESSC. The other details, including Company and Business Unit should be the
same as the other position.

h) Click Confirm to submit the workflow.
i) To test the New Position Non-US workflow, you will be using an existing position that
has a Parent Parent Position Relationship and add a lower-level position. You can use
Quality Manager (MGR_QA).
j) Open the Position Details card by clicking on the MGR_QA code.
k) On the 3 lines icon, select Add Lower-Level Position. The parent position as well as the
fields included in the rule to Default Position Attributes in a previous exercise will
autopopulate.
l) Change the Company from Ace USA to a different one, like Ace Brazil.
m) Add a position title of your choice and complete any required field.
n) Click Save.
o) Verify the New Position Non-US workflow triggers and includes the incumbent of the
Parent Parent Position (based on New Position) as a 2nd Approver.
p) Click Cancel and do not submit the workflow.
q) Do not save Position changes and click Cancel.
r) On the warning dialog, click Don't Save.

Managing Position Workflows

Generally speaking, any workflow requests to take action will be displayed in Engagement
Cards from the Home Page, to drill down into the workflow details and take action
accordingly. Some of the typical actions (depending on the workflow configuration) are:
● Approve with or without comments (quick approval)
● Drill down into workflow details to review and approve.
● Update transaction
● Post a comment
● Send back
● Assign to me (when approver is from a workflow group).
Additionally, approvers are able to manage all their workflow requests navigating to My
Workflow Requests page (also known as Advanced To Do Page).
Note:
Access to My Workflow Requests page, requires the following permission:
Professional Edition Manage Workflow Requests enabled in Manage Permission
Roles → Administrator Permissions → Manage Workflows .
Figure 119: Position Workflow Requests
Within the Advanced To Do Page, the Key Details column can be customized to display
different details about the position to be created/changed, to improve the navigation through
workflow requests for MDF Position object.
You can navigate to Manage Data → Create New and create an Advanced To-do Key Details
for Position object.

Figure 120: Advanced To-do Key Details Configuration
Note:
A maximum of four fields can be displayed and therefore included in the Advanced
To-do Key Details at a time.
Only Position object supports this configuration as of now. Each company can only
have one instance of the Advanced To-do Key Details object, in Manage Data. If
changes are required, you can edit an existing instance, or delete it and create a
new one.
Customized Advanced To Do Key Details for Position workflow requests

Your customer requires to customize the Key Details for Position Workflow requests, to
display additional field values and allow approvers to identify position workflows in an easier
way within the Advanced To Do Page.
Note:
In the step 6, if you cannot access My Workflow Requests , you will need to grant
the following permission to the Manager role: Professional Edition Manage
Workflow Requests , located under Manage Workflows .
1. Navigate to Manage Data → Create New → Advanced To-do Key Details
2. Select name: Position Workflow Key Details and code: PosWFLKeyDetails
3. Under Configuration by MDF Object select Position (Position) and click on Details
4. Under Customized Field Details add the following fields (leave Show Code as No):
● externalName (externalName)
● sfFields.sfField15 (company)
● sfFields.sfField16 (businessUnit)
● sfFields.sfField8 (jobCode)
5. Click Done and Save to save the changes.

6. Proxy as Janet James, Controller and view all the Approvals from the Home Page.
Navigate to Advanced To Do Page (My Workflow Requests) and verify the Key Details for
Position include the new 4 fields.
Result
Figure 121: Customized Advanced To-do Key Details
You have customized the Key Details to display in Position Workflow Requests from the
Advanced To Do Page.

LESSON SUMMARY
job information


Unit 4
Learning Assessment
1. Which of the following are specific Position Management rule scenarios? (There are 3
correct answers.)
X A Default Position Attributes in Position Organization Chart
X B Create Right to Return for Incumbent.
X C Synchronize Position Changes to Incumbents
X D Calculate Full-Time Equivalent
2. Rules for MDF Based Object is the correct scenario to set up a business rule to protect
data changes on the Position object.
X True
X False
3. Which of the following steps are required to auto-generate Position Code? (There are 3
correct answers.)
X A Set code visibility to read-only
X B Set up a sequence in Manage Data
X C Set up an approval Workflow
X D Set Position External Code Generation by On Save rule to Yes
4. The Pending Data must be set to Yes on the Position object to use workflows in Positions.
X True
X False

5. Which of the following actions can you define in the Business Rule? (There are 3 correct
answers.)
X A Always True
X B Always False
X C ELSE IF
X D ELSE
X E THEN IF
6. Where can you customize the Advanced To Do Key Details for Position workflow
requests?
X A Manage Positions
X B Manage Workflow Requests
X C Manage Data
X D Org Chart Configuration

UNIT 5 Integrating SAP
SuccessFactors Position
Management with other SAP
SuccessFactors solutions
Lesson 1
Integrating SAP SuccessFactors Employee Central Position Management with SAP SuccessFactors 244
Recruiting
Exercise 21: Explore Integration between Recruiting Management and Employee 253
Lesson 2
Integrating SAP SuccessFactors Employee Central Position Management with SAP SuccessFactors 261
Succession Management
UNIT OBJECTIVES
● Identify the integration points between Position Management and Recruiting

● Identify the integration points between Position Management and Succession
Management

Unit 5
Lesson 1
Integrating SAP SuccessFactors Employee
Central Position Management with SAP
SuccessFactors Recruiting
LESSON OBJECTIVES
Position Management Integration with Recruiting Overview

The integration between Employee Central (EC) to Recruiting Management (RCM), allows
customers to maximize the capabilities of creating job requisitions through Position
Management. When using EC, customers can store information about position details
(organizational data, salary ranges, etc.) in the Position object directly. Users can create
“Standard” (Headcount Relevant) Job Requisitions through the Company Info → Position Org
Chart.
Once a user searches for and selects the appropriate position, they can click on the position
directly and “Create Job Requisition” action. Fields will pre-populate from the Position object
with position-specific information, along with additional Business Rules that are configured
and applied to the Job Requisition template.
Using Position Management, users can automatically assign the candidate from the Job
Requisition in Pending Hires to the position linked in the Job Requisition.
This integration enables you to:
● Create a Job Requisition from a position in the Position Organization Chart.
● Automatically determine the job profile for the requisition created.
● View assigned Job Requisitions or Position Requisition Processing Requests on the
position tile.
● View more Job Requisition data in the position side-panel.
● Use the Rules Engine to derive the Job Requisition template to be used for the new
requisition.
● Use the Rules Engine to define field mapping between the position and the new requisition.
● Use Job Scheduler to create the job requisition automatically from request objects.
● Automatically assign the candidate from the requisition in Pending Hires to the position
linked to that Job Requisition.

Lesson: Integrating SAP SuccessFactors Employee Central Position Management with SAP SuccessFactors Recruiting
Prerequisites and configuration requirements

Prerequisites
Employee Central Position Management and Recruiting Management must be enabled and
configured in the system.
Required Configurations
Once the prerequisites have been set up, follow these steps to integrate Employee Central
Position Management with Recruiting Management:
1. Ensure all the required permissions are in place.
2. Activate Recruiting Integration. You can do this in Position Management Settings →

Integration → Recruiting Management → Use Recruiting Management Integration. Set the
value to Yes.
3. Configure the required business rules
● Configure the Business Rule to Derive the Job Requisition Template
● Configure the Business Rule for Field Mapping
4. Assign the business rules in Position Management Settings → Integration → Recruiting

Management
In the following steps, we will look at each of these in detail.
Note:
The Recruiting Management Integration with Position Management is no longer
enabled from Provisioning and the steps to activate the integration from Position
Management Settings referenced above are the only possible option.
The Provisioning switch Enable Recruiting integration with Position Management
includes this note: Switching on this feature in Provisioning is no longer allowed.
The Provisioning settings will be deprecated soon. Please use the Use Recruiting
Management Integration option in Position Management Settings.
If you are not sure whether your instance might have the integration already active
with the legacy option and don't have access to Provisioning, you can run the
following check in the Check Tool: SFAPI-based Recruiting Integration has been
disabled (PositionUseDeprecatedRCMIntegration), to verify.
Ensure all the required permissions are in place

There are two types of permissions that need to be set up, depending on whether the role is
an administrator or an end user:
● For System Admins to configure and enable Position Management, the following
permissions are needed:
- Manage Position: Access Position Management Settings in Admin Center
- Metadata Framework: Configure Object Definitions, Manage Positions, Configure
Business Rules, Manage Data.

Unit 5: Integrating SAP SuccessFactors Position Management with other SAP SuccessFactors solutions
● For Recruiting end users to use Position Management, the following permissions are
needed:
- Miscellaneous Permissions: View Current and View History for Position object.
- Manage Position: Access Position Organization Chart, View Job Requisition in Position
Organization Chart, Create Job Requisition in Position Organization Chart, Select Job
Requisition Template in Position Organization Chart
Activate Recruiting Integration

Activating and setting up the Employee Central Position Management to Recruiting
integration is done from the instance, in Position Management Settings → Integration →
Recruiting Management.
Within this section, the following configurations can be enabled:
● Raise events when a position is created or updated.
● Turn on Recruiting Management Integration
● Assign the Business Rule to derive the Job Requisition template .
● Assign the Business Rule used for field mapping to create a Job Requisition from Position
Org Chart.
Note:
The option to Raise Events requires to enable Intelligent Services. The tool can be
enabled from Upgrade Center .
First, to enable the integration, navigate to Admin Center → Position Management

Settings → Integration and select Yes in the Use Recruiting Management Integration field.
Configure Business Rules

Once the integration between Employee Central Position Management and Recruiting
Management has been enabled, there are a few business rules that need to be created, to
select which Job Requisition template is used, and determine which fields are mapped from
the Position into the Job Requisition.
You will need to create two business rules in Admin Center → Configure Business Rules and
apply them in the Position Management Settings → Integration tab.
As a first step, you should create the rule to derive the Job Requisition Template, using the
scenario Derive Job Requisition Template in Recruiting Integration. This rule is required if you
want to create a job requisition from the Position Org Chart.
The next step is to create a business rule to define which position management fields should
populate into the Job Requisition, using the scenario Map Fields from Position to Job
Requisition in Recruiting Integration .
Configuring Business Rule to Derive the Job Requisition Template

To create the rule, use the Derive Job Requisition Template in Recruiting Integration scenario.
1. Navigate to Configure Business Rules from the action search bar or the Admin Center.

2. Select Create New Rule, then in the Position Management category, choose the radio-
button corresponding to the Derive Job Requisition Template in Recruiting Integration
scenario.
3. Enter the basic information of the business rule such as 'Rule Name', 'Rule ID', 'Start Date'.
Choose Continue.
4. Enter the details of the business rule and define the necessary conditions:
● Create the IF statement to build the conditions to tell the system which Job Requisition
template should be used based on the Position information. You can derive the
template from any attributes of the Position.
● Create the THEN statement to select which Job Requisition template should be
selected and used if the conditions are met.
● Create the ELSE statement so that in all other cases, a message is raised informing you
that you can't create a Job Requisition for this position (optional, but recommended).
Note:
Create as many IF/THEN statements as needed for each Job Requisition
template that is actively being used. Remember, there is only one business
rule that can be used to Derive the Job Requisition template, so all conditions
must be configured in this one business rule.
5. Choose Save.
6. Once the business rule has been created, it needs to associated in 'Position Management
Settings'. To do this navigate to Position Management Settings from the action search or
the Admin Center.
7. Select the Integration tab.
8. Locate the Rule for Deriving Job Requisition Template ID field and select the business rule
you created.
Figure 122: Example: Business Rule to Derive the Job Requisition Template
The above example shows which job requisition template should be used if the Position
has Company =Ace USA or jobCode =Consultant. In any other case (ELSE), an error
message is raised preventing you from creating a Job Requisition for this position.

To configure Business Rule for Field Mapping

For the job requisition template to automatically take fields from your position object and put
them onto the requisition as explained in the integration of Employee Central Position
Management to Recruiting Requisition Creation, you need to create a business rule.
To create this field mapping rule, select the Map Fields from Position to Job Requisition in
Recruiting Integration scenario in Configure Business Rules.
You need to create the logic of the business rule that decides exactly which fields are put onto
the requisition. For example, to populate the jobcode and job role field, map the jobcode field
from position to job requisition in the Position-Requisition mapping rule.
In the rule itself, you can specify field mappings based on the template derived from the first
rule or from any other Position attribute.
Note:
The templates used for integration must always have the following standard fields:
● numberOpenings
● std_position_obj or positionNumber
You don't have to map these fields using a rule. The system completes them
automatically.
1. Navigate to Configure Business Rules from the action search or the Admin Center.
2. Select Create New Rule, then in the Position Management category, choose the radio-
button corresponding to the Map Fields from Position to Job Requisition in Recruiting
Integration scenario.
3. Enter the basic information of the business rule such as 'Rule Name', 'Rule ID', 'Start Date'.
Choose Continue.
4. Enter the details of the business rule and define the necessary conditions:
● Create the IF statement to set the parameters of which Job Requisition template
requires which field mappings.
If many of the same fields are used in different Job Requisition templates and then field
mapping requirements are the same, you can create multiple expressions in your IF
statement using the “OR” expression (as shown in the screenshot).

Figure 123: Example: Job Requisition templates with same field mapping requirements
In some cases, different Job Requisition templates may have different fields
configured. If that is the case, you will require a different IF/THEN statement to tell the
system IF Job Requisition X is selected, THEN populate the following fields from the
Position to the Job Requisition… ELSE IF Job Requisition Y is selected, THEN populate
different fields from the Position to the Job Requisition (and so on…).
● In the THEN statement, use the Position Requisition Mapping Field Mapping to define
which field values should populate from the Position to the Job Requisition (as shown
below).
a. The first field mapping that is required is to check if the Job Requisition is in Draft
mode. This should be configured in every THEN expression created in this business
rule to ensure the field mappings will only populate while the Job Requisition is in
draft. Configure the first THEN expression as shown below:
Figure 124: First THEN mapping
b. It is worth noting that the fields can come from the position object, they can be set
directly, or they can use built in SAP SuccessFactors logic for things such as finding
the next hiring manager based upon position. Here are some examples:
- To map an object field from the Position to an object field within the Job
Requisition, use the following expression configuration as reference:
Figure 125: Example: Map to an object field
- To map an operator field from the Position to an operator field within the Job
Requisition, use the following expression configuration as reference:

Figure 126: Example: Map to an operator field
- You may also use SAP SuccessFactors built-in logic to retrieve operator values,
if required. The below configuration shows how to populate the Hiring Manager
field with the Manager of the Position:
Figure 127: Example: Map from SuccessFactors built in logic
Note:
Create as many field mapping expressions as needed to ensure the necessary
fields in the Position object are mapped to the Job Requisition. Remember,
there is only one business rule to define the field mappings for the Position
Management integration. Ensure that all required IF/THEN statements are
configured to capture the different field mappings for the different Job
Requisition templates that are active in the system.
Hint:
The Job Requisitions used in the first business rule (Derive Job Requisition
template), should be used in this Field Mapping rule. This will ensure that any
Job Requisition template that can be selected will have the field mappings
completed.
5. Choose Save.
6. Once the business rule has been created, next it needs to associated in the 'Position
Management Settings'. To do this , navigate to Position Management Settings from the
action search or the Admin Center.
7. Select the Integration tab.
8. Locate the Mapping Rule to Create Job Requisition from Position field and select the
business rule you created.
Best Practices for Integration

● Approvals for initiating the requisition are done on the position (route map can be
simplified)
● Recruiting Approval (Route Map) is used for notifications
● Utilize Foundation Objects / Generic Objects in Recruiting wherever they are used on the
Position object (keep the field types consistent)

● Fields mapped over to the Job Requisition should be read-only fields (except Location)
● Set up the integration to set the Job Requisition in Draft status (for business rule for field
mapping)
Recommended Learning and Certification

Consultants tasked with configuring integration points between Succession Management and
Employee Central Position Management should have at least an associate level certification in
both modules.


Unit 5
Exercise 21
Explore Integration between Recruiting
Management and Employee Central Position
Management
In this exercise, you will be exploring the integration between SAP SuccessFactors Recruiting
Management and SAP SuccessFactors Employee Central Position Management, by
completing the following tasks:
● Verify the integration is enabled.
● Assign the necessary business rules for the integration
● Upgrade Manage Recruiting Templates to access the Job Requisition template.
● Add and permission a custom field in the Job Requisition template for the Incentive Plan.
● Reorder custom field in the Job Requisition template.
● Create a new Job Requisition from Position Org Chart and verify the results.
Simulation: Explore Integration between Recruiting Management and Employee

For more information on Explore Integration between Recruiting Management
and Employee Central Position Management, please view the simulation in the
lesson Integrating SAP SuccessFactors Employee Central Position Management
with SAP SuccessFactors Recruiting in your online course.
Use Recruiting Management Integration is set to Yes in Position Management Settings →

Integration .
1. Assign the business rules to Derive Job Requisition Template and Field Mapping between
Position and Job Requisition
2. Upgrade to use Manage Recruiting Templates in your instance
3. Add a custom field in the Job Requisition template to map to the position field.
4. Reorder the custom field cust_IncPlan in the Job Requisition template.
Note:
If you don't have an XML editor available and access to Provisioning to
complete this step 4, you can alternatively reorder the fields from Manage
Templates using the arrows provided to place the Incentive Plan field under the
Salary Grade field in the Job Requisition template.

5. Create a new Job Requisition from the Position Org Chart

Unit 5
Solution 21
Explore Integration between Recruiting
Management and Employee Central Position
Management
In this exercise, you will be exploring the integration between SAP SuccessFactors Recruiting
Management and SAP SuccessFactors Employee Central Position Management, by
completing the following tasks:
● Verify the integration is enabled.
● Assign the necessary business rules for the integration
● Upgrade Manage Recruiting Templates to access the Job Requisition template.
● Add and permission a custom field in the Job Requisition template for the Incentive Plan.
● Reorder custom field in the Job Requisition template.
● Create a new Job Requisition from Position Org Chart and verify the results.
Simulation: Explore Integration between Recruiting Management and Employee

For more information on Explore Integration between Recruiting Management
and Employee Central Position Management, please view the simulation in the
lesson Integrating SAP SuccessFactors Employee Central Position Management
with SAP SuccessFactors Recruiting in your online course.
Use Recruiting Management Integration is set to Yes in Position Management Settings →

Integration .
1. Assign the business rules to Derive Job Requisition Template and Field Mapping between
Position and Job Requisition
a) Navigate to Position Management Settings using Action Search
b) Select the Integration tab.
c) Verify the option Use Recruiting Management Integration is set to Yes .
d) Select the getJobRequisitionTemplate rule in the Rule for Deriving Job Requisition
Template ID field.
e) Select the getJobRequisitionFieldMapping rule in the Field Mapping Rule to Create Job
Requisition from Position .
f) Choose Save to save changes. You will display a "Successfully Saved" confirmation
dialog.

2. Upgrade to use Manage Recruiting Templates in your instance

a) Navigate to Upgrade Center using Action Search
b) Select Filter By → Recruiting and verify the Manage Recruiting Templates is part of the
Recommended Upgrades
c) Select Learn More & Upgrade Now .
d) Choose Upgrade Now , and select Yes on the confirmation dialog.
e) Navigate to Manage Permission Roles using Action Search.
f) Select the System Admin role.
g) Choose Permission... and navigate to the Manage Recruiting permission category,

under Administrator Permissions .
h) Enable the permission Manage Recruiting Templates . Click Done and Save Changes .
i) Log out and log back into the instance.
3. Add a custom field in the Job Requisition template to map to the position field.
a) Navigate to Manage Templates using Action Search.
b) Select the Recruiting Management tab.
c) Select Job Requisition as the type of template you want to configure.
d) Select the Standard Job Requisition template.
e) Click on 78 Fields defined. Click to modify .
f) Click on the Add dropdown menu, and select Add custom field .
g) Add the following details:
● Field-ID: cust_IncPlan
● Field Type: picklist
● Field Label: Incentive Plan
● Picklist ID: IncPlan
h) Click Done to save changes.
i) Click on 17 Field Permission(s) defined. Click to modify
j) In the second block, select the dropdown for Field Reference . It is indicated as Multiple
(76) .
k) Select the cust_IncPlan checkbox.
l) Click Done to save changes.
m) Click Publish and select Yes on the Publish Confirmation dialog.
4. Reorder the custom field cust_IncPlan in the Job Requisition template.

Note:
If you don't have an XML editor available and access to Provisioning to
complete this step 4, you can alternatively reorder the fields from Manage
Templates using the arrows provided to place the Incentive Plan field under the
Salary Grade field in the Job Requisition template.
a) Navigate to Provisioning → Managing Recruiting → Import/Update/Export Job

Requisition Template
b) Locate the Standard Job Requisition and select the Export option, to download the
XML template.
c) Open the XML template with your editor. Locate the following code:
<field-definition id="cust_IncPlan" type="picklist" required="false"
custom="true">
<field-label><![CDATA[Incentive Plan]]></field-label>
<field-label lang="en_US"><![CDATA[Incentive Plan]]></field-label>
<field-description><![CDATA[]]></field-description>
<field-description lang="en_US"><![CDATA[]]></field-description>
<picklist-id>IncPlan</picklist-id>
</field-definition>
d) Cut and paste under the following jobGrade field-definition code:

<field-definition id="jobGrade" type="picklist" required="false"
custom="false">
<field-label><![CDATA[Salary Grade]]></field-label>
<field-label lang="de_DE"><![CDATA[Eingruppierung]]></field-label>
<field-label lang="en_GB"><![CDATA[Salary Grade]]></field-label>
<field-label lang="en_US"><![CDATA[Salary Grade]]></field-label>
<field-description><![CDATA[Select a value]]></field-description>
<field-description lang="de_DE"><![CDATA[Bitte auswählen]]></field-
description>
<field-description lang="en_GB"><![CDATA[Select a value]]></field-
description>
<field-description lang="en_US"><![CDATA[Select a value]]></field-
description>
<picklist-id>jobGrade</picklist-id>
</field-definition>
e) Save your XML template as a new version
f) Navigate back to Provisioning → Managing Recruiting → Import/Update/Export Job

Requisition Template.
g) Select your new version of the Job Requisition Template from Choose File and select
Upload. Accept the confirmation dialog.
5. Create a new Job Requisition from the Position Org Chart

a) Navigate to the Position Org Chart from Home → Company Info .
b) Search for the DIR_SALESEU (Sales Director, Europe) position that you created in a
previous exercise.
c) Click on the Position Card to open details, and select Show Menu (the 3 horizontal lines
icon)
d) Select the option Create Job Requisition .

e) Leave the Date of New Job Requisition as today's date. The Job Requisition Template
should be Standard Job Requisition. Leave the Number of Openings as 1.
f) Select Create to create a new job requisition. You should get a confirmation message,
and the position card will now display an icon Job Requisition - Status pre-approved .
g) Click on the icon to open the Job Requisition Details. Notice the Hiring Manager is pre-
populated with the incumbent of the parent position. This is coming from the Field
Mapping business rule.
h) In the Id within the Job Requisition Details, there is a quick card to open the Job
Requisition. Click to open it.
i) Scroll down and verify you can see some field values pre-populated from the mapping
between Position and Job Requisition business rule, like Company, Business Unit or
Location
Note:
You will notice that the fields Incentive Plan and Onsite / Remote are visible
but the values from the Position are not mapped into the Job Requisition
details. This would require advanced configuration to create the picklist
mapping object, including the Option ID, add records for every picklist
value and create the field mappings in the rule with the Lookup() function.
You can check the KBA for further details on how to do it.
2361220 - How to map Picklist fields in EC Position Management to RCM
Integration with oData API - Recruiting Management https://
userapps.support.sap.com/sap/support/knowledge/en/2361220

LESSON SUMMARY


Unit 5
Lesson 2
Integrating SAP SuccessFactors Employee
Central Position Management with SAP
SuccessFactors Succession Management
LESSON OBJECTIVES
Management
Introduction to Succession Management

Succession shares multiple purposes for talent management strategies. A typical short-term
strategy is to identify emergency replacements for critical positions. A longer-term strategy is
to build nominations or successors by flagging your high potential/ high performers.
Successors within Succession are typically current employees. However, with the integration
to Recruiting, SAP Fieldglass and Employee Central (EC) Position Management, external
candidates or contingent workers may be highlighted as well. Succession uses many tools to
assist in the nomination process.
Benefits of EC Position Management in Succession Management

When combining Employee Central with Position Management, Succession benefits in the
following ways:
● Utilizing MDF Position Nomination Method which is the leading practice
● Inheriting the position setup and data field options inside of the Succession tools
● Sharing the Position Object with Position Management and the Position Org Chart
● Allowing for multiple incumbent assignments or selection within the Succession tools
● Streamlining accuracy of position details with integrations to Succession, Recruiting, Job
Profile Builder or SAP Fieldglass
● Managing MDF Positions directly within Employee Central Position Management
Main Tools of Succession

Within Succession Management, there are many tools referencing or pulling data stored
within Employee Central (EC) or the People Profile areas. The Succession Org Chart, the
Succession Talent Card and the Matrix Grid Report of Performance and Potential are often
commonly utilized tools. Below is a brief description of each tool and the data captured.
Based on the configuration of Employee Central Position Management, the fields and
information like foundation objects, generic objects, position job code, and multiple
incumbent listings may vary. However, the overall usage and capabilities of the tools are

similar to other Succession configuration options and the determination / setup of such tools
are the responsibility of the Succession Implementation Team.
Note:
THR85 - SAP SuccessFactors Succession Management Academy Training
contains more information about these tools.
Additionally, you can check the Implementing and Managing Succession guide
available in the SAP Help Portal https://help.sap.com/viewer/product/
SAP_SUCCESSFACTORS_SUCCESSION_AND_DEVELOPMENT/.
Succession Talent Card

The Succession Talent Card is seen in multiple tools within Succession. Although used in
Succession, it pulls data from Employee Central, People Profile and other areas based on the
configuration of the talent card within the Admin Center.
Figure 128: Succession Talent Card
Position Tile
The Position Tile displays incumbents and successors by position versus organizational
hierarchy. This allows the succession planner to focus on nomination or successor gaps
based on the position data like multiple incumbents, successors, critical positions and top
talent. This tool is only available with the recommended MDF Position Nomination method.
Figure 129: Position Tile

Lesson: Integrating SAP SuccessFactors Employee Central Position Management with SAP SuccessFactors Succession
Management
Lineage Chart
The main purpose of the lineage chart is to identify the impact when a successor becomes an
incumbent. When that happens a vacancy is created in the successor's former position that
also must be filled. This domino effect can be seen clearly in the lineage chart.
Figure 130: Lineage Chart
Talent Pools
Since Recruiting Management is discussed in this course as well, it is critical to distinguish
between the Talent Pools of Succession and the Talent Pools of Recruiting. At this time, these
two tools share the same name but do not share any connectivity or mutual functionality.
Talent Pools within Succession create the opportunity of grouping talent by categories,
departments, certifications, education or related sets for the purposes of succession
planning.
Within a particular talent pool, information like the readiness level and approval status are
captured for quick reference.
Figure 131: Talent Pools
Talent Search
The talent search is a very powerful way to evaluate the Employee Central or Profile
information of employees. When Employee Central Position Management is engaged, the
basic and advanced information options expand based on the field configuration of the
system.

Figure 132: Talent Search
Matrix Grid Reports

There are two highly configurable reports known as the Matrix Grid Reports. The data fields
pulled into these reports are known as overall ratings or trend elements configured in the
Succession Data model and stored in the employee file. At first glance, these reports may
resemble Calibration. However, these reports are used for the purposes of visual progress of
talent, not balancing or equalizing employees as in Calibration. The most commonly used
report is Performance-Potential, but How vs. What (also known as Competency-Objective)
may be utilized by the customer.
Figure 133: Matrix Grid Reports
Nomination methods of Succession

There are currently three nomination methods within Succession:
1. Role-Person
2. Position
3. MDF Position.
Customers planning to use EC with Position Management need to use the MDF Position
nomination method. Selecting and configuring this nomination method should be done by a
Succession Consultant.

Management
Configuration Inheritance from Employee Central Position Management

A Succession Management consultant/administrator does not need to configure or modify
these areas during the succession implementation for the scenario discussed below. Some of
the following configurations below will be inherited from an Employee Central Position
Management implementation:
● Modification of HRIS elements like Position in the Succession Data Model
● Position Object configuration and setup in Configure Object Definition
● Job Classification Object configuration and setup from MDF Foundation Objects
● Position hierarchy, control logic and business rules in Position Management Settings
● Activation and display of position data within the Position Org Chart
● Reflection of records/data in the Position Card, Position and Job Classification Object
Note:
This is a list of highlights and not intended to be an all-inclusive list.
Configuration specific to Succession Management

In a new implementation, a consultant should be prepared to do the following:
● Activate the relevant provisioning switches for the Succession Management module
● Select MDF Position Nomination method (leading practice when using Employee Central
Position Management)
● Upload the Succession Data Model after making necessary customer changes
● Import any required Picklists and Picklist Values or add them from the Picklist Center
● Set up Succession tools like the Succession Org Chart based on customer requirements
● Configure icons, gradients, talent card, and data needed in each Succession tool
● Choose Succession Management permissions in Manage Permission Roles for
administration/usage
Note:
Some of the steps mentioned above would require access to Provisioning and are
not relevant for customers, since they would be completed by an Implementation
Partner.
This is just a high level overview of steps, but for the purpose of this training, you
are not expected to learn how to implement Succession Management. For more
specific information, you can check the Implementing and Managing Succession
Management guide in the SAP Help Portal or review the THR85 - SAP
SuccessFactors Succession Management Academy training.
.

Shared options between Employee Central Position Management and Succession

Management
Data models and features listed are shared between these modules, meaning that any
changes will have direct impacts.
Succession Data Model

The Succession Data Model governs the type of fields, attributes or other information within
SAP SuccessFactors under the My Employee File section or Employee Files. Administrators
can utilize the Manage Business Configuration User Interface (BCUI) to make changes easily
without a need of working on the XML template.
When we incorporate Employee Central, the succession data model expands to include the
HRIS elements, HRIS fields, and HRIS Sync Mappings along with other details, including the
HRIS Element jobInfo where we can enable the position field to assign employees to a specific
position when hiring or changing to a different position.
In addition, the succession data model expands when we include other modules of the talent
suite like Recruiting or Career Development Planning, or when we add background elements
into this data model.
My Employee File View
The data pulled into specific succession tools is stored in blocks within the My Employee File
section and the fields originate in the Succession Data Model.
Configuration Strategies within Succession Management

There are two types of implementation scenarios that can occur when implementing EC
Position Management with Success Management:
1. Scenario 1: Customer goes live with EC Position Management prior to Succession.

For the purpose of this course, we will focus on this scenario
2. Scenario 2: Customer is live with Succession prior to the Implementation of EC Position

Management.
In this scenario, additional steps may be needed based on the configuration decisions
made during the Succession implementation. For example, customers not using the MDF

Management
Position Nomination Method will have to consider the impact of moving to this nomination
method.
Position Object in Succession and Position Org Chart

Succession View
The position object setup and configuration information can be seen from many succession
tools. With the proper permissions, one may access the position record via the succession org
chart by clicking on the three line icon in the position card.
Figure 134: Succession View
Position Org Chart View
Figure 135: View the Position Org Chart
To access the Position Org Chart, navigate to Home → Company Info and select Position Org
Chart. This is the main tool to take action when utilizing Position Management.

Note:
The Position Org Chart will NOT be available without Employee Central Position
Management.
Job Classification View

The job classification object and record can be viewed by clicking on the quick card icon next
to job code. When this action is taken, the job classification record reflects the object
configuration. Both the Succession Org Chart and the Position Org Chart are able to display
the job classification object like this example.
Figure 136: View the Job Classification
Figure 137: Example: Job Classification Object
Recruiting to Succession Integration when using EC Position Management

Steps to Integrate Recruiting to Succession
When Recruiting is implemented, the system administrator may activate the integration to
Succession. If desired, do the following:
1. Navigate to Nominations Setup using Action Search.

Management
2. Find the option Allow succession planners with recruiting candidate search permissions to
nominate external candidates”.
3. Enable the checkbox and click Save.
When the procedure is completed, the area should look as shown. Also, be sure to grant the
permission referenced in step 2 to the necessary role in role-based permissions within
Manage Permission Roles to complete the steps. Once completed, this user will have the
ability to nominate external candidates within the Succession Org Chart and other tools.
Changes with Succession after integration with Recruiting

Once the integration between Succession and Recruiting is activated, succession planners
can nominate an external candidate to a position within the Succession Org Chart.
1. Navigate to Succession Org Chart from Home → Succession, or type View succession
org chart in Action Search.
2. Search by Positions and locate the position of your choice.
3. Click on the position to see the Add Successor button
4. Select External Candidates and type in name of candidate
5. Choose the candidate to nominate and click Save.
If the succession planner has the approval permissions, all nominees will become successors.
Below are the options you can select when using the procedure.
Figure 138: Nominating an External Candidate to a position

Creating a Candidate
Figure 139: Add Candidate
Create a Job Requisition

One additional option with the Succession Org Chart is available when you click the three-line
icon on the position card. This presents the possibility to create a new requisition. However,
the leading practice is to create a requisition from the position org chart for consistency and
maintenance of data. The View Role Details option appears in the Position Card when using
Job Profile Builder.
Additionally when EC Position Management is integrated with Recruiting Management and
Succession Management, more data can be made available in the Talent Card. The recruiting
management sm-mapping option makes more data available to People Profile.
Figure 140: Create a Job Requisition
CPT Code
In order to achieve this sync functionality between the Candidate Profile and the People
Profile, the Candidate Profile Template (CPT) and the Succession Data Model must first have
matching background elements within the code. Typically, we grab the existing code from the
Succession Data Model, copy it and paste it into the CPT. Then, we use the sm-mapping code
to connect the two elements as shown.
After the code is loaded into Provisioning or modified from Manage Templates, the end user
may begin using this element in the Candidate Profile if given the correct permissions.

Management
Note:
This step can be done as well from Manage Templates if you don't have
Provisioning access.
Figure 141: CPT Code
Information Block
Also, an information block can be added to People Profile using Configure People Profile.
Figure 142: Information Block
Figure 143: Example: Information Block
Once the data is placed into People Profile, companies may also wish to use it in the
Succession Talent Card. To achieve this, use the following procedure:
1. Navigate to Manage Talent Card using Action Search.
2. Click Succession Talent Card to configure the layout.
3. Scroll down and click on Add Section.
4. Select the background element to add and click Next
5. Select which fields from the background element you want to display and click Save when
finished.

Figure 144: Succession Talent Card Updates: 1
This synchronization allows changes made in Recruiting to reflect in the Succession Talent
Card.
Figure 145: Succession Talent Card Updates: 2
And lastly, if the information is modified within Succession, it will be relayed over in People
Profile as well as the Candidate Profile.
Leading Practice with Employee Central Position Management Integrations

The most important leading practice to remember about best usage of these integrations is to
consistently open new positions from the Position Org Chart instead of other areas. This
provides continuity and consistent position control.

Management
Recommended Learning and Certification

Consultants tasked with configuring integration points between Succession Management and
Employee Central Position Management should have at least an associate level certification in
both modules.
LESSON SUMMARY
Management


Unit 5
Learning Assessment
1. Where do you activate the integration of Position Management with Recruiting?

X A A consultant needs to activate it in Provisioning → Company Settings → Enable

Recruiting integration with Position Management
X B In Admin Center → Position Management Settings → Integration
X C In Company Info → Position Org Chart
2. Which of the following are benefits from the integration between SAP SuccessFactors
Recruiting Management and SAP SuccessFactors Employee Central Position
Management? (There are 3 correct answers.)
X A Create a Job Requisition from a Position in the Position Org Chart
X B View assigned Job Requisitions on the Position tile
X C Manage Job Requisition templates
X D Map fields from Position object into the Job Requisition using a business rule
X E Create a Job Requisition from a Position in the Succession Org Chart
3. Which of the following are benefits from the integration between SAP SuccessFactors
Succession Management and SAP SuccessFactors Employee Central Position
Management? (There are 3 correct answers.)
X A Inherits the position setup and data field options inside of the Succession
Management tools.
X B Allows to Search by Positions within the Succession Org Chart
X C Manage MDF Positions directly within SAP SuccessFactors Employee Central

Position Management
X D Allows for multi-incumbent assignment or selection within the Succession

Management tools

4. Which Succession Nomination method is the required one when Employee Central
Position Management is used?
X A Role-Person
X B Role
X C MDF Position
X D Position

UNIT 6 Configuring the Company
Structure Overview in SAP
Central
Lesson 1
Building a Company Structure Overview 278
Exercise 22: Configure and use the Company Structure Overview 285
UNIT OBJECTIVES
● Set up a company structure overview to navigate through the organizational details

● Explore the company structure overview as an end user

Unit 6
Lesson 1
Building a Company Structure Overview
LESSON OBJECTIVES
The Company Structure Overview function

The Company Structure Overview allows organizations to include several visualizations of the
parent/child relationships of their Organization Structure (Foundation Objects). Starting from
a Legal Entity or a Business Unit, as an example, users can navigate through the
organizational structure underneath (Divisions, Departments, Sub-Departments, etc). and
visualize all the hierarchy details, including Employees, Position Count, FTE and other details.
Figure 146: Company Structure Overview
Note:
The Implementing and Managing the Company Structure Overview guide,
available in the SAP Help Portal, includes more details about setting up, managing
and navigating this feature.
https://help.sap.com/docs/SAP_SUCCESSFACTORS_EMPLOYEE_CENTRAL/
3c5dc752ede642a085b071d90719a2cf/
fe24119b9fa84d58bc913d1051cef3af.html

Lesson: Building a Company Structure Overview
Enable and set up the Company Structure Overview prerequisites

The Company Structure Overview can be enabled following these steps:
Navigate to Manage Employee Central Settings using Action Search, and turn ON the
Company Structure Overview switch.
Figure 147: Enable Company Structure Overview
There are some generic objects that are needed to create Company Structures:
● Company Structure Definition. To create and edit Company Structure Definitions from
Manage Data or from the Company Structure Overview UI.
● Company Structure Definition Item (Company Structure Definition.Items). This is a child
object associated with Company Structure Definition (Parent). Allows to specify the
available foundation objects and their associations for the creation of Company Structures
in Home → Company Info → Company Structure Overview .
● Company Structure UI Configuration. Allows to create and edit the UI configuration for the
Company Structure Definitions created from Manage Data or from the Company Structure
Overview UI, including the following options:
- Threshold for Compact View. You can specify the threshold above which the child
entities will be shown in compact view in the Company Structure Overview.
- Show Photo for User Fields. You can specify whether the user fields will be shown with
or without a photo in the card
- Show Level. You can specify whether the level of the entity within the hierarchy will be
shown in the card.
- Start from Level. You can specify the number of the level to be used as the top level.
- Level Display Mode. You can specify whether the level should be shown as icon or as
text in the card.
● Company Structure Entity Configuration (Object Configuration). This is a child object
associated with Company Structure UI.

Unit 6: Configuring the Company Structure Overview in SAP SuccessFactors Employee Central
● Company Structure Entity Visible Fields Configuration (Fields shown in card).
Navigate to Manage Permission Roles and grant the permissions for the MDF Objects using
the table below:
Table 11: Company Structure Overview - User Permissions

User Permissions Permission Description
Miscellaneous Permissions Company Structure Definition This permission allows to cre-
ate and edit Company Struc-
ture Definitions in Manage
Data.
Company Structure UI Con- This permission allows to cre-
figuration ate and edit the UI configura-
tion for the Company Struc-
ture Definitions created in
Manage Data.
Table 12: Company Structure Overview - Administrator Permissions

Administrator Permissions Permission Description
Company Structure Overview Access Company Structure Gives access to the Company
Overview Structure Overview tab from
Home → Company Info
Change Display Date of Com- See how the company struc-
pany Structure Overview ture overview looks on vari-
ous different dates. By
changing the display date,
you can choose to see how
the company structure over-
view currently looks (today's
date), or how it looked on a
specific date in the past.
View Employee Count in See how many employees
Company Structure Overview are assigned to a particular
entity in the company struc-
ture overview.
View Position Count in Com- See how many positions are
pany Structure Overview assigned to a particular entity
in the company structure
overview.
Access Company Structure Edit the company structure
Configuration overview, both directly in the
company structure overview
itself, and in the Admin Cen-
ter

Administrator Permissions Permission Description

Create Entity from Company Create child entities directly
Structure Overview in the Company Structure
Overview using the menu in
the side panel.
Note:
When displayed on an entity in the chart, the Employee and Position Count does
not take the user's role-based permissions into account, but when displayed in the
side panel it does take RBP into account.
Add Company Structure Overview in the UI

The Company Structure Definition and UI Configuration, can be created from Manage Data,
but it is easier to do so from the Company Structure Overview UI directly.
If the administrator has the Access Company Structure Configuration permission from role-
based permission, as well as access to edit the MDF Objects needed to configure it, they can
navigate to the Configuration option and start adding a new definition.
Figure 148: Company Structure Configuration
The Root Entity will determine the object that will be in the top level in the structure. From
there, you will be able to Add Child Entity or Add Parent Entity to start building up the
hierarchy of the Company Structure Org Chart.

Note:
When adding entities, it is important to keep in mind that:
● Only MDF objects are supported, such as Legal Entity, Division or Position, but
XML Foundation Objects, like Location or Geozone will not be available.
● Only fields and valid-when relationships are supported. If Department is
associated to Division as a valid-when relationship, Department will be
selectable as a child entity of Division. On the other hand, department and
position could be configured as parent/child entities, using field as a
relationship type, since Department is one of the fields in the Position object
definition.
In the next steps, once the Root Entity is added, you can edit the layout and add child entities
(and parent, if available)
Figure 149: Company Structure - Add Child Entity and Edit Layout
When saving all changes, select the Validate option to confirm all the configuration is correct.
Figure 150: Validation of Company Structure
The structure configured will be now available in the overall Company Structure Overview.

Navigate the Company Structure Overview UI

The following screenshot displays the options visible within the Company Structure Overview
UI
Figure 151: Company Structure UI
1. Company Structure Definition
2. Based on #1, you can select the entity (example: Division)
3. Based on #2, you can select the from the entity records (example: Industries (IND)
division)
4. Add the view (based on #1 #2 #3) to your Favorites.
5. Select the effective date to view the Company Structure Overview
6. Zoom In/Out
7. View list of Favorites.
8. Add a new entity record (example: create a new Division)
9. Access Company Structure Configuration
Additional options (A), refer to access Insights, export Company Structure Overview as a
PDF/Image, Hide Top Navigation, or Configure Sorting by Entity.


Unit 6
Exercise 22
Configure and use the Company Structure
Overview
Your customer would like to set up the Company Structure Overview and create a Company
Structure Definition. Within the company structure, the Employee and Position Count should
be visible.
Simulation: Configure and use the Company Structure Overview

For more information on Configure and use the Company Structure Overview,
please view the simulation in the lesson Building a Company Structure Overview
1. Enable and set up permissions for the Company Structure Overview
2. Create and configure a Company Structure Definition from the Company Structure
Overview.
3. Verify your results from the Company Structure Overview.

Unit 6
Solution 22
Configure and use the Company Structure
Overview
Your customer would like to set up the Company Structure Overview and create a Company
Structure Definition. Within the company structure, the Employee and Position Count should
be visible.
Simulation: Configure and use the Company Structure Overview

For more information on Configure and use the Company Structure Overview,
please view the simulation in the lesson Building a Company Structure Overview
1. Enable and set up permissions for the Company Structure Overview

a) Log into the instance and navigate to Manage Employee Central Settings using Action
Search.
b) In the Others section, verify that the switch for Company Structure Overview is
enabled.
c) Navigate to Manage Permission Roles using Action Search, and select the System
Admin role.
d) In Miscellaneous Permissions, make sure to grant the following permissions to the MDF
Objects for Company Structure Overview. Enable all the permissions available for:
● Company Structure Definition
● Company Structure UI Configuration
e) In the Administrator Permissions category, locate Company Structure Overview and

enable all the permissions available:
● Access Company Structure Overview
● Change Display Date of Company Structure Overview
● View Employment Count in Company Structure Overview
● View position Count in Company Structure Overview
● Access Company Structure Overview Configuration
● Create Entity from Company Structure Overview
f) Select Done and Save Changes.
g) Log out and log back into the instance to reflect the permission changes.

2. Create and configure a Company Structure Definition from the Company Structure
Overview.
a) In the Company Structure Overview, select the Configure option (cog icon on far right).
b) Select + Add to add a new Company Structure Definition, and include the following
details:
Table 13: Company Structure Definition

Field Value
Code BusinessUnit
Name Business Unit View
Root Entity Business Unit (BusinessUnit)
Threshold for Compact View 12
Show Photo for User Fields Select the checkbox
Show Level Leave it unselected
c) Select Apply.
d) Select the Business Unit card and select the option Edit Layout.
e) Add the following details (leave the other options as-is):
● Color: Choose your preferred color.
● Visible fields: Business Unit Code
● Visible user fields: Head of Unit
f) Select Apply.
g) Select again the Business Unit card to Add Child Entity and select Division.
h) Repeat the steps and Edit Layout for the Division, adding the following details:
● Visible fields: Code
● Count people: Division
● Count positions: Division
i) Select the Division card to Add Child Entity.
j) Select Position.
k) Select Edit Layout under Position, and add the following details (select bold/italic and
organize fields to your preference):
● Show incumbents: Select the checkbox.

● Visible fields: Position Code, Department, Job Code and Incentive Plan.
● Count people: Position
l) Select Save to save the Company Structure Configuration.
m) Select Validate and ensure the results are correct and your configuration is valid.
3. Verify your results from the Company Structure Overview.

a) Navigate back to the Company Structure Overview menu, and select the Business Unit
View structure definition you created in the previous step.
b) In the Search dropdown, select Business Unit.
c) In the next dropdown, select Corporate Industries (ACE_IND).
d) Select the Division Industries (IND) and expand the child entity (Position)
e) Verify that you can display all the positions under this Division.
f) Add this Company Structure Overview to your Favorites, selecting the star icon.

LESSON SUMMARY


Unit 6
Learning Assessment
1. Where is the Company Structure Overview feature enabled?

X A In Manage Data.
X B In Position Management Settings.
X C In Manage Employee Central Settings.
X D In Org Chart Configuration.
2. Which of the following are supported when adding entities in a Company Structure
Definition?
X A MDF Objects
X B XML Foundation Objects
X C Composite association types
X D Valid When association types

Employee Central Position Management Academy

Uploaded by

Document Information

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Employee Central Position Management Academy

Uploaded by

Copyright:

Available Formats

THR79

SAP SuccessFactors Employee

© 2024 SAP SE or an SAP affiliate company. All rights reserved.

© Copyright. All rights reserved. iii

American English is the standard used in this handbook.

This information is displayed in the instructor’s presentation

Related or Additional Information

User interface control Example text

Window title Example text

iv © Copyright. All rights reserved.

vii Course Overview

1 Unit 1: Getting Started with SAP SuccessFactors Employee Central

3 Lesson: Describing SAP SuccessFactors Employee Central Position

59 Unit 2: Configuring SAP SuccessFactors Employee Central Position

60 Lesson: Configuring the Position Object

137 Unit 3: Managing Employee Lifecycle in Position Management

138 Lesson: Reviewing the Position Information of Employees

© Copyright. All rights reserved. v

187 Lesson: Evaluating Position Management Business Rule Scenarios

243 Unit 5: Integrating SAP SuccessFactors Position Management with

244 Lesson: Integrating SAP SuccessFactors Employee Central Position

277 Unit 6: Configuring the Company Structure Overview in SAP

278 Lesson: Building a Company Structure Overview

vi © Copyright. All rights reserved.

© Copyright. All rights reserved. vii

© Copyright. All rights reserved. 1

2 © Copyright. All rights reserved.

Introduction to SAP SuccessFactors Employee Central Position Management

Welcome to SAP SuccessFactors Employee Central Position Management Academy. Watch

Employee Central Overview

© Copyright. All rights reserved. 3

● Combine talent data for a comprehensive employee profile

Position Management Overview

Position Management is a solution for facilitating a company’s organizational management

4 © Copyright. All rights reserved.

Benefits of Position Management in Employee Central

© Copyright. All rights reserved. 5

Position Management is one of many extension applications that SAP SuccessFactors

Figure 1: Benefits of Position Management in Employee Central

Position Management Tasks and Responsibilities

6 © Copyright. All rights reserved.

● Establish a Central Administration (and Regional Administration, if needed) to support

Figure 2: Considerations to ensure a clear definition of processes.

© Copyright. All rights reserved. 7

Positions and Jobs

Figure 3: Positions and Jobs

8 © Copyright. All rights reserved.

Figure 4: Job Information Record

Figure 5: Data Sync from Job Classification to Employee Job Info

© Copyright. All rights reserved. 9

Figure 6: Employee Job Info

Figure 7: Data Propagation from Position to Job Information

10 © Copyright. All rights reserved.

Implementing Position Management Considerations

Prerequisites and Enabling Position Management

© Copyright. All rights reserved. 11

To Enable Position Management

1. Enable Position Management in Employee Central Settings

Figure 8: Enable Position Management in Employee Central Settings

a. Navigate to Admin Center → Manage Employee Central Settings

a. In Provisioning, navigate to Succession Management → Import/Export Data Model.

12 © Copyright. All rights reserved.

Figure 9: Add Position field in Succession Data Model