EC Kickoff Template 2019

Employee Central
Kickoff Workshop
Speaker’s Name,
Month 00, 2019
INTERNAL
Partner logo
Agenda – Day 1
1300 - Introductions
1315 - What Is EC & Demo & How Does it Fit with other modules
1400 - Break
1415 - How Do We Implement EC?
1500 - Project Plan

– Data Migration
– Testing
– Pitfalls
1600 - Day 1 Wrap Up
1745 - End
© 2019 SAP SE or an SAP affiliate company. All rights reserved. ǀ Internal and Partner Use Only 2
Agenda – Day 2
0830 - Foundation Tables – What Are They?
– Organisation Structure
– Job Structure
– Pay Structure
1000 – Foundation Tables – The Workbook
1030 – Break
1045 - Position Management – What Is It and your options?
1130 – Position Management – The Workbook
1200 - Lunch
1300 - Employee Data – Introduction

– Employee Data Portlets
– Role Based Permissions
– Global Assignments
– Contingent Workforce
Agenda – Day 2
1430 - Employee Data - The Workbook
1500 - Break
1515 - An Introduction to HR Transactions (Events & Workflow)
1600 - Wrap Up
1615 – Close
Agenda – Day 3
0830 - Leading Practices Standard Processes – Part 1
1000 - Break
1015 - Leading Practices Standard Processes – Part 2
1200 - Lunch
1300 - HR Transactions – The Workbook
1400 - Break
1415 – Parked Item Review and Action Assignment
1530 – Wrap Up and Feedback
1600 - Close
Intro To Employee Central & Demo
Introductions
What is your role?
What would be a Success for this project?
What are you most nervous of?
What is unique to Customer that might affect this project?
What Is EC? – The Core
People Profile
EC Portlet 1 EC Portlet n Standalone Portlet 1 Standalone Portlet n Custom Portlet
Workflow
Approver 1 Approver 2 Approver n CC Role Contributor Role
Employee Data
Events and Event Reasons
Personal Information Portlets Job and Employment Information Portlets
Non Effective Dated Effective Dated Non Effective Dated Effective Dated
Biographical
Phone
Personal Data Standard and Non Recurring Pay
Components
Job Information
Compensation
Address
Email Dependants Custom Fields Termination Job Relationships
Social Accounts Bank Account Employment
Emergency Contact
National ID
Work Permit
Foundation Data
Org Structure Job Structure Pay Structure Custom
What Is EC? – The Optional Additions
People Profile
Time Off Time Sheet Global Assignments Concurrent Employment Contingent Workforce
Positive Time Recording Hire Hire Identity Information

Optional Accrual Calculations
Negative Time Recording Organisation Information
Optional Carry Over Processing Position / Job A Position / Job A

Overtime Only Time Recording Work Order Information
Submit Absence Request Duration & Clock Recording

Add Assignment Add Employment
Optional Integration to
Fieldglass
Optional Take Rules
Valuation Rules On Raw Time Position / Job
Position / Job A B Position / Position / Position /
Job A Job B Job n
Home Host
Optional Approval (Dormant) (Active) (Active) (Active)
(Active)
Aggregated Time Based On
Rules
Optional Balance Tracking
End Assignment End Employment
Integration / Consumption By
Employee Self Service Payroll
Position / Job
B Position / Position / Position /
Position / Job A
Administration Workbench Job A Job B Job n
Home (Active) Host
(Active) (Active) (History)
(History)
Employee Central – Feature Summary
Foundation
• Configurable Organisation Structure

• Configurable Job Structure
• Configurable Pay Structure
Employee Data
• Standard ‘Portlets’ provided

• Configurable ‘Portlet’ content (fields, labels and picklists)
Events and Event Reasons
• Provides a record of what happens throughout the lifecycle of the employee

• Standard Events provided
• Configurable event reasons provided
• Event Reason derivation possible based on data changes
Employee Central – Feature Summary
Workflow
• Completely configurable through groups

• One to One Relationship to Event Reasons
Role Based Permissions
• Role Based Permissions is a prerequisite

• Configurable data access based on roles and groups
Robust Administrative Functions

• Data Import (Foundation and Employee)
• Mass Change
• Workflow
• Themes
Employee Central – A Demo
DEMO
How Does It Work With The Rest Of SF
Solution Architecture Overview
EC & Other Modules : A Closer Look
User Data File
Data Field 1 Data Field 2 Data Field 3 Data Field 4 Data Field 5 Data Field 6 Data Field 7 Data Field 8 Data Field 9 Data Field 10 Data Field 11 Data Field 12
Succession & Goal Mgmt. People Profile

JAM
Development Recruitment
Section 1
Employee Collaboration
Succession Goals
Mgmt. Selected Standard Tools
‘Background’ Custom Candidate Profile
Personal
Portlets
Career Information Portlets
Development Job Requisition
Planning
Section n
Performance Mgmt. Internal / External
Hire
Selected Standard
‘Background’ Custom
Personal
Employee Goals Information Portlets
Portlets Onboarding
Competencies
EC Payroll New Hire
Onboarding
Ratings
Payroll Recruitment
Processing
Marketing
ECSC Candidate Profile
Case Mgmt. LMS

Self Service
Employee Central Learning
Consumption
Learning Admin
Compensation
Annual Review Self
Service
Annual Review Admin

Relationship To People Profile
USER DATA FILE
Static Data Contains subset of data mapped from EC Used by other modules Masters some data
PEOPLE PROFILE OTHER MODULES EMPLOYEE CENTRAL
Effective Dated data
Enhanced User Interface

Access to all modules
Employee and Manager Self Service

Contains data mapped from EC
Incorporates Workflow
Also contains ‘self contained’ data
Enhanced Employee Data set

Allows configuration of custom sections and
portlets
Flexible display and content options
Contains standard Background elements

Further integration with other modules
‘Internal view’ and management console of the

employee
Difference between EC and User Data File
Employee Central Employee Profile

Personal Info Employee Snapshot (As of 29/06/17)
Title Mr Effective Dated: 01/06/17 First Name John
First Name John Effective Dated: 01/06/17 HRIS
Last Name Smith
Sync
Last Name Smith Effective Dated: 01/06/17 Position HR Consultant
Department HR
Employment Info Division Recruitment
Position HR Consultant Effective Dated: 01/06/17
Location Sydney, AU
Department HR Effective Dated: 01/06/17 Company SAP
Division Recruitment Effective Dated: 01/06/17
Training Effective Dated: 30/07/17
Location Sydney, AU Effective Dated: 01/06/17

Talent Modules
New York, US Effective Dated: 30/07/17
Job Roles & Family
Company SAP Effective Dated: 01/06/17
SAP SuccessFactors Internal Data Integrations
The table below details the SAP SuccessFactors internal data integrations and flow across the suite of
platforms, these integrations are owned, implemented and supported by SAP SuccessFactors.
# From To Description Method
1 Recruitment Management Recruitment Marketing Job requisition data sync API
2 Recruitment Marketing Recruitment Management Candidate data sync API
3 Recruitment Management Onboarding Employee Org, Job, & Comp data API
4 Onboarding Employee Central Employee, Org, Job, & Comp data API
5 Employee Central Onboarding Employee and org data sync API
6 Employee Central HR Service Center Employee and org data sync API
7 Employee Central EC Payroll Payroll data API
8 EC Payroll Employee Central Payroll data API
9 Employee Central Employee Profile HRIS data sync API
10 Employee Profile Jam Employee and org data sync File Transfer
11 Employee Profile Learning Employee, and org data sync File Transfer
12 Foundation Workforce Analytics HR data sync File Transfer
SAP SuccessFactors Suite Data Flow Summary
• ECECP: EC Publish to Payroll • CDPPM: Development goal sync

• ECPEC: UI mash up - pay Statement, etc.; • CALIPM : Performance rating calibration
• ECEP: HRIS Sync • CALIComp: Compa Ratio & Range Penetration calibration
• EPJam: Core user data sync • CALISP: Potential rating calibration
• EPLMS: Core user data sync
• PMComp: Performance rating
• ECWFA: Core HRIS Data & HR Data
• PMVP: Goal ratings
• WFAWFP: WFA results as input for WFP
• ECComp/VP: Job info, Comp data, eligibility, proration
• RCMRMK: Job Posting, Candidate & Recruiting SSO
• Comp/VPEC: Planning results
• RCMONB: Initiate Onboarding
• CDP LMS: Add learning activity in LMS through CDP, learning
• RCMEP: Candidate/Employee Profile Sync
activity status update in CDP
• RCMEC: New Hire Processing
• SPLMS: Assign learning for successors
• ONBEC: Create Pre-hire record in EC
• ECONB: Send Employee ID • SPRCM: Initiate job requisition from Succession Org Chart
• RCMJam: Hiring team collaboration • EPSP: Potential, etc. rating in EP as input into Succession
• LMSJam: Learning co-horts collaboration planning; Nomination results in EP
• ONBJam: New hire socialization • ECSP: Shared Position object

• ONBLMS: Assign new hire learning activities • CALIEP: Calibration results in EP
• ONBGM: New hire onboarding goals • EP: EP as talent platform for publishing talent process results
• GMLMS: Add learning activity • WFA: Receives data from various sources inside and outside of SF
• GMPM: Goal sync • Reports: Dashboards and reports for SF applications
• 360PM: Multi-rater feedback as input into performance review
Break
CUSTOMER
SAP Activate Methodology Overview
SAP Activate Cloud Implementation Methodology
21
Global hr application portfolio; WDESANGH; SDA
SAPACTIVATE Methodology for SAP SuccessFactors
Go Live
Cycle Project Execute Execute Execute Execute Project
Start Q-Gate Q-Gate Q-Gate Q-Gate End
PREPARE EXPLORE REALIZE DEPLOY
Project Management
Provisioning
Solution Design
Customer Team Enablement
Enhancement Management
Solution Configuration
Solution Walkthrough
Data Migration
Integration
Solution Testing
Solution Adoption
Support Readiness
Cutover Management
Change Management
Prepare Phase
In the Prepare phase, the project teams conduct the initial planning and preparation
activities to get the project started optimally.
• Prepare the project environment - SAP

• Identify and quantify business value objectives - Customer
• Download the business process overviews and documents - Customer
• Project team orientation - Customer
• Begin customer team self-enablement - Customer
• Secure executive sponsorship - Customer
• Define project goals, a high-level scope, and a project plan – Customer and SAP
• Establish project standards, organization and governance – Customer and SAP
• Define roles and responsibilities for the project team – Customer and SAP
• Establish project management, tracking, and reporting mechanisms for value delivery – Customer
and SAP
• Gain access to the cloud system – Customer and SAP
All deliverables for the
Project Verification Q-Gate
are completed in the Prepare phase .
Explore Phase
In the Explore phase, the project team reviews the solution scenarios to verify that business
requirements can be met within the boundaries of the solution and project scope. During
this process, During this process, system configuration values are identified
• Attend configuration workshops – Customer and SAP

• Identify and define configuration values, master data and organisational setup requirements -
Customer
• Complete the configuration workbooks – Customer and SAP
• Attend technical workshops – Customer and SAP
• Review data requirements and begin data cleansing – Customer and SAP
• Prepare for integration to other systems as required – Customer and SAP
• Finalise testing strategy, change management strategy, end user support strategy, data migration
strategy - Customer
• Develop testing plan and change management plan - Customer
• Begin creation of test scripts - Customer
• Sign of configuration workbooks - Customer All deliverables for the
are completed in the Explore phase.
Realise Phase
In the Realize phase, the project team uses series of iterations to incrementally build and
test a complete business and system environment that is based on the business
scenarios and process requirements. The key Realize phase activities are outlined
below:
• Configure the solution through 3 iterations – SAP

• Validation/testing of process design and configuration through the iterations - Customer
• Validate business processes with stakeholders – Customer
• Data loading, increasing inn volume with at least one full data load in Test – Customer
• Technical set up, integration development and testing – Customer and SAP
• Conduct overall end-to-end testing of the solution, including full integration testing - Customer
• Testing sign off – Customer
• System configuration sign off – Customer
• Prepare for change management and end user training – Customer
• System administrator readiness – Customer and SAP
• Cutover planning – Customer and SAP All deliverables for the
are completed in the Realize phase.
Deploy Phase
In the Deploy phase, the project team prepares the system for production release, switches
to the production environment and conducts sustainment activities post go-live. The key
Deploy phase activities are as follows:
• Execute the cutover plan; migrate configuration, data loading, integration set up – Customer and
SAP
• Production verification and data loading - Customer
• Transition business operations to the new system - Customer
• Transfer from implementation support to production support - Customer
• Close the project – Customer and SAP
All deliverables for the

are completed in the Deploy phase.
How Do We Implement EC – Requirements & Configuration
Iteration 1
<customer> <customer> SAP <customer> <customer>
Creates Sign Configure & Review Provide
Workbook Workbook Unit Test Configuration Feedback
Iteration 2
Update Sign Configure & Review Provide
Iteration 3
Update Sign Configure & Review Provide
Configuration
© 2019 SAP SE or an SAP affiliate company. All rights reserved. ǀ Internal and Partner Use Only
Sign Off 27
Realise Phase Iterations – A Closer Look
Iteration 1 - Define
• Agree foundation data (80-90%)
• Agree employee data (60%) Global Template plus
standard localisation
• Sample of Workflows / Alerts (10%)
• With some test data
Iteration 2 - Refine
• Agree foundation data (95%)
• Agree employee data (90%) Finalise localisation
• Customer specific Workflows / Alerts (80% Integration and data
• Role Based Permissions (90%) migration activities
• Customer data (recommend 40% - 100%)
Iteration 3 - Finalise
• Agree foundation data (100%)
• Employee data (100%)
Data Model finalised
• Role Based Permissions (95%) Ready for End To End
• Customer Workflows / Alerts (95%) testing/integration testing
• Customer data (100%)
Customer is responsible for uploading all foundation & employee data
Target Status for Iteration 1
 Iteration 1: Define - Global Template plus standard localisation

 Agree foundation data (80-90%)
 Employee data (60%)
 Sample of Workflows / Alerts (10%)
Target Completion IT3: 100%
 With some test data
Target Completion IT
2: 90%
1: 70%
Iteration 1 does not include:

• Translations
• Testing across SF modules
• Data validation
• Workflows and Notifications Iteration 1 Iteration 2 Iteration 3
• Role Based Permissions
EC Iteration 1 Topics
Expected outcomes from the end of iteration 1: (definition of processes and configuration)
Topic Example Topic Area
Organisational Structure, Job Structure and Pay Structure is defined and meets Global definition of Business unit is…. Process and Data
business needs Global definition of Division is…
Global job catalogue will be …. With local variations
Base salary plus allowances and bonus target will be maintained for all
employees
Definition of Foundation Objects in scope and associated data attributes Position object in scope, with x number of field attributes Configuration
Division is filtered by Business Unit, Department is filtered by Division
Definition of arm global and country specific employee data fields that meets Field X, Y and Z will be mandatory for all countries Configuration
requirements of global template and local regulatory requirements. Review of Field A will be a picklist field
standard picklist values and begin mapping arm specific values Field B is only needed for the UK and is therefore country specific
Definition of Global Assignment processes in line with SF solution;including custom Reasons for going on global assignment are…. Process/Configuration
fields/event reasons Reasons for ending global assignment are….
Field D, E and F is maintained when an employee is on global assignment
Definition of scope of Contingent Workers within SF Contingent type X Y and Z will be stored in SF Process/Configuration
Pay rate will be stored with frequency …
Vendor A, B and C will be used
Review global processes for managing foundation data Central HR admin team will maintain all Foundation Data. Process
Start design of to-be processes Job requisitions will be created from EC positions
Review global processes for managing employee data Global headcount reporting will require data values… Process
Start design of to-be processes Leave of absence will be managed in EC for X countries
All employees will have a position
Review global and local roles for HR, Managers and Employees - how will roles Managers will be able to make specific changes to a subordinate Process/Change
change, change management effort, training needs, job changes Employees will maintain their bank details in EC Management
Confirm integration scope and approach Integration
Begin compiling a data dictionary/data mapping document Integration and Data

EC Iteration 1 Testing Scope
Iteration 1 testing should include the following as a minimum (but not restricted to):
Testing scenario Expected outcome
Create foundation data, eg new position, job, department, cost Foundation data created as per the requirements in workbook
centre
Update foundation data, eg update a position with an existing Updated position data is synchronised to employee record
incumbent
Hire an employee into each country Global and country specific fields should match requirements in workbook
Position attribute are transferred to employee’s record
Manager is correctly reflected in employee’s record
Update employee data – eg, transfer employee to new position, Changes are reflected in the system as expected, event reasons are available
update salary info, review event reasons
Terminate an existing employee Employee is no longer active in the system.
Rehire an employee previously employed Employee should be flagged as a match in the duplicate check
Send an employee on Global Assignment Host record created and home record paused
End global assignment Host record terminated, home record becomes active
Hire a contingent worker Fields should match requirements in workbook
User is flagged as “Contingent” in profile and org chart
Review person org chart, position org chart and company structure Test data is reflected correctly in the org charts
overview
EC Iteration 1 Testing Scope Does not Include the Following:
• Testing of translations
• Cross Module testing, ie data mapping from EC to EP and impact on Talent processes
• Data validation – only sample data will be used iteration 1
• Workflows and notifications – these will not be defined until iteration 2
• Role Based Permissions – only standard EC roles will be applied for iteration 1 for testing
• Integration to third party systems
 Iteration 2: Refine - Finalise localisation, Set up Integration & start data

migration activities
 Foundation data (95%)
 arm Workflows / Alerts (80%
 Role Based Permissions (90%)
 arm data (recommend 40% - 100%) Target Completion IT
2: 90%
1: 70%
Iteration 1 Iteration 2 Iteration 3
Expected outcomes from the end of iteration 2 (refinement of processes and configuration)
Organisational Structure, Job Structure and Pay Structure is defined and Global definition of Business unit is…. Process
meets business needs Global definition of Division is…
Global job catalogue will be …. With local variations
Pay grades and pay ranges out of scope
Base salary plus allowances and bonus target will be maintained for all employees
Refinement of Foundation Objects and associated data attributes Position object in scope, with x number of field attributes Configuration
Division is filtered by Business Unit, Department is filtered by Division
Refinement of global and country specific employee data fields that meet Field X, Y and Z will be mandatory for all countries Configuration
local regulatory requirements with required attributes including picklist values Field A will be a picklist field
(pending finalisation of data mapping/integration decisions) Field B is only needed for UK and is therefore country specific
Picklists for Employee Types and Contract Types define as …
Processes defined that will require specific workflows, notifications and alerts If an Employee changes their home address, workflow is triggered to HR Admin Configuration
Set an alert on the Contract End Date to trigger an email/”To Do” for the HR Admin and Process
30 days in advance
If a person is terminated an email should be triggered to IT to recall their equipment
Processes defined for managing employee data updates, such has change in All countries will share the same hiring and termination event reasons, some country Configuration,
pay, change in job, termination, global assignment specific event reasons needed to manage local HR processes Process and
Refinement of event reasons and associated field attributes Employees are only allowed to update their home addresses Permissions
Leave of Absence scope confirmed Managers will be able to create new positions with workflow approval
Scope of Employee and Manager Self Service defined
Processes defined for creating and maintaining Foundation Data Central HR admin team will maintain all Foundation Data. Process and
Local HR teams can create and update Positions Permissions
Permission roles and Permission Groups updated to support EC processes – Employees are allowed to see a limited set of job and compensation data Process and
HR, Manager, Employee and any other roles that are needed HR admins in the US should only have access to see US employees Permissions
Managers are allowed to see a limited set of job and compensation data for their
direct reports only
Expected outcomes from the end of iteration 2 (refinement of processes and configuration)

EC to Employee Profile data mapping (HRIS Sync) – Custom field replaced with standard Configuration, Cross
impact on existing processes in SF reviewed and field Module
data mapping updated accordingly
Global and CSF Foundation Data collected and Data
ready for import for Iteration 2 testing
Global and CSF Employee Data collected and ready Data
for import for Iteration 2 testing
Data mapping/data dictionary defined with inputs for Data/Integration
integration build underway
Global and local reporting requirements defined For global headcount reporting the Reporting
global definition of a “full time”
employee is ….
Local benefits provider requires
monthly report for new starters and
changes
Approach for creation and management of User IDs User ID
confirmed and processes in EC updated accordingly Management/Integration
Testing Scenario Expected outcome
Repeat testing scenarios from iteration 1 System configuration should match requirements in workbooks
Build on complexity of scenarios from iteration 1 Direct reports move to the next manager up the hierarchy. Position should no
eg: Terminate a manager who has direct reports, deactivate a position after longer be available in the position org chart
termination
Update employee data, eg transfer to new position, update salary info Event reasons should be correct.
Send an employee on a global assignment, end global assignment Workflows and notifications trigger as per requirements in workbooks
Employee on global assignment is displaying correct home and host information
Picklist values and field attributes are correct.
Log in as HR, Manager, Employee and maintain/view data, including negative testing ESS/MSS scenarios are as expected. Role based permissions set up correctly
to restrict/open data depending on role
Validate test data – foundation data and employee data The available test data should represent live data scenarios
Test cross module data transfer: Impacts on other modules understood and processes/data/configuration
Position management impact on Succession adjusted accordingly
EC to Employee profile data mapping Employee profile fields are updated correctly as per the HRIS sync mapping
Change system locale to check standard translations in each language pack Standard translation is available
Test business processes, including exceptions Business processes are supported by system configuration and exceptions are
understood and documented
• Testing of custom translations

• Full Data validation – scope of validation is dependent on the volume of data loaded for testing
• Integrations to third party systems
 Iteration 3: Finalise - Ready for E2E testing/integration testing

 Agree foundation data (100%)
 Role Based Permissions (95%)
 Customer Workflows / Alerts (95%)
 arm data (100%)
2: 90%
1: 70%
Iteration 1 Iteration 2 Iteration 3
Expected outcomes from the end of iteration 3 (finalisation of processes and configuration)

Finalisation of Foundation Objects Minor updates such as making fields mandatory or Configuration
optional, label changes
Finalisation of Global and CSF Employee Data Picklist updates, label changes, making fields Configuration
mandatory or optional
Finalisation of workflow, notifications and alerts Minor text changes on notifications and system Configuration and
messages Process
Processes finalised for maintaining employee data Event reason added Configuration,
updates/event reasons/self service Permissions updated to enable self service Process and
Permissions
Processes finalised for maintaining Foundation Data Permissions updated for HR Admins/Data Process and
Management Permissions
Permission roles and groups finalised Permissions updated for HR, Manager and Process and
Employees Permissions
EC to Employee Profile (HRIS Sync) finalised and Configuration,
impact on existing processes understood and tested. Cross Module
Downstream process changes documented Process
Translations for custom objects, picklists and fields Translation
completed
Expected outcomes from the end of iteration 3 (finalisation of processes and configuration)

Global and CSF Foundation Data collected Data
and ready for import for Iteration 3 testing
Global and CSF Employee Data collected and Data
ready for import for Iteration 3 testing
Data mapping/data dictionary for integrations Data/Integration
completed
EC data model finalised and configuration Configuration/Data/
frozen Integration
Topic Example
Focussed testing based on iteration 3 configuration changes Field label and field attributes updated as per the workbook
Workflows and business rules behaving correctly
Content of email notifications correct
Business processes are still supported with latest changes
Log in as HR, Manager, Employee and any other roles and maintain/view data, Role based permissions set correctly as per requirements
including negative testing
Retest cross module data transfer in case of changes Impacts on other modules understood and processes/data/configuration
adjusted accordingly
Employee profile fields are updated correctly as per the HRIS sync
mapping
Validate test data – foundation data and employee data The available test data should represent live data scenarios
Test translation on custom objects, fields and picklists for each language pack in Translations should match what was provided in the translation workbook
scope
• Full Data validation

• Full end to end testing including integrations and iteraction with external systems/processes
Full data validation and end to end testing will be included in integration testing and UAT
Employee Central Project Plan
Key Dates
Milestone Responsible Supporting End Date
EC Kick Off SAP N/A
IT1 - Complete Sign and Return Workbooks Customer SAP
IT1 - Configure & Unit Test SAP Customer
IT1 – Onsite Playback SAP Customer
IT1 – Onsite Testing Customer SAP
IT1 – Remote Testing Customer SAP
IT2 – Employee Data Load to Support Testing Customer SAP
IT2 – Onsite Testing Customer SAP
IT2 – Remote Testing Customer SAP

Key Dates
Milestone Responsible Supporting End Date
IT3 – Employee Data Load to Support Testing Customer SAP
IT3 –Testing Complete Customer SAP
Languages Translations Customer SAP
Configuration Sign Off SAP N/A
User Acceptance Testing Customer SAP
Production Cutover SAP Customer
Production Sign Off Customer SAP
Go Live Customer SAP

Employee Central Data Migration
Data Migration Strategy Overview
Key Elements
Team Structure & Data Migration

Responsibilities Scope
Leading
Practices
Project Tasks and Tools and

Approach Accelerators
Data Migration Strategy

Scope of Data Migration
Employee Central
Data Type Data Objects in Scope Specific Recommendations
Foundation • Jobs and Positions • Rationalization of job codes will require mapping of existing job codes
Objects • Pay structure elements to new job codes. Consider performing the job catalog optimization
• Organization elements – Legal before EC implementation.
entity, business unit, division
and department • Some Employee Central entities like Business unit, Division may not
• Location group and location exist in legacy system. It will require data construction and relevant
• Cost Center mapping to position/employee
• Cost centers and legal entities should be sourced from finance system
for initial data load.
Employee • Basic Employee Data • Scope to include active/inactive employees as of cutover date
Data • Biographical Info
• Employment Details • SAP HCM Replication supports rehire scenario. Evaluate the standard
• Job History functionality before considering conversion of separated employees.
• Compensation Info • Migrating complete job info history of employees is not recommended.
• Personal Data It is complex to map historical data and leads to long cutover times.
• Recommend Original Hire and Top of stack records be migrated to
Employee Central.
• With Time off functionality active, employee time records will create job
info records with change of employee status in a LOA scenario
Data Migration Tools
Overview
SuccessFactors
InfoPorter Third Party Tools
Import Templates
• Standard import templates are • Standard tool provided by SAP to • Third party tools are available from
Description provided across different migrate data from SAP HCM to partners to support data
SuccessFactors modules. Employee Central transformation and loads
• Import templates are updated • Provides configuration framework • Supports extensive data
automatically based on related data to manage field/value mappings. transformation and construction
object configuration • Extensible framework to support needs
Benefits • Supports both full load and custom fields and mapping logic • Automated data load and validation
incremental loads • Support full and delta loads mechanisms.
• Monitoring of data load jobs provided • Supports webservices migration • Data load statistics are generated by
within SuccessFactors • Provides Preview mode Replication the tool
• Data cleansing/transformation needs • Data cleansing needs to be done in • Additional cost is involved
to be done externally SAP HCM if needed. • Requires user training of the external
Challenges • Sequence of data loads needs to • Post load data validation tool
follow guidance in implementation mechanism needs to be externally
handbooks to avoid errors managed through reports.
• Third party tools are not in scope • Supports employee and • Large enterprise customers with
• Data transformation needs are organization data migration from multiple legacy systems and need for
Use Case minimal or can be managed externally SAP HCM to Employee Central extensive data transformation and
only construction
Data Migration Project Activities
Tasks as per Activate Methodology
Prepare Explore Realize Deploy
• Define DM team • Analyse Data • Extraction of • Production run:

Finalize DM Clean Data data Data migration
approach Build Proof of Mapping of extraction,
Analyze Data concept for Data legacy data to loading,
System migration SuccessFactors importing
preparation (if Translation and Reconciliation
any) transformation and Validation of
rules data in target
Data Migration system
Loading/Testing
– Unit testing,
Iteration 1, 2
and 3; clean up
in source
system
Testing Support
Reconciliation
and Validation of
data in target
system
Data Conversion Approach
File based Uploads
Lawson/Data Data Extraction / Data Loading SuccessFactors

Legacy Systems
Services Validation
Staging Area
Source Target
Transformation
Files Validation
Extract
Files
Validation
Data Data Data

Application Transform
Extraction Cleansing Validation
Data bases Reports

Reconciliation
Fix
Source
Data
Data Migration Project Considerations
Data Security and Privacy
• Regulatory and privacy control or compliance demands
• Varying levels of data sensitivity, all data is not created equal
• Criticality of data integrity and security during validation
Driver/Executor
• Requirement for multiple systems compliance to common
security standard
• Organization defined data privacy standards
• Controlled and restricted data access to select teams and users

• Strict access controls for pre-approved data team members
• Data sensitivity and confidentiality training for all project teams /
Recommended users
Responses • Controlled and limited access to non-scrambled Production data
• Secured servers and encryption during file storage
• Only authorized access for secured file handling on servers
Employee Central Testing Strategy
The Testing Process within SF Implementation
 Technical/system  Process Focused

focused  Using production like data Production
Validation
 Using test data  Business executed (Customer project
 Project test team team)
executed User Acceptance

Testing/End to End
Testing (Customer
*Integration Testing business users)
(Customer
integration
Iteration Testing team/project team)
(Customer project
team)
Unit Testing
(SF consultant)
*Applicable where technical integrations are in scope
Additional testing cycles may be needed, depending on scope of project, for example regression testing and payroll testing
Unit Testing
When Where Who Purpose Example
During each Customer’s SF To check Scenario:

iteration of Development consultants that the New field is
configuration instance configuration configured
(dependent matches the within
on agreed workbook, is employee
instance working and profile
strategy) ready to Result:
handover to The related
the customer views in the
To test data system
imports using reflect the
sample test change in
data the correct
way
Iteration Testing
After each iteration Customer’s Customer’s testing To check that the Scenario:
of configuration development team/project team. configuration New field is
Build the instance Testing team can matches the configured within
complexity of (dependent on include business decisions made in employee profile
testing through the agreed instance end users to inform the workbook, is Result:
iterations and strategy) the change working as per the The related views
include more end to management and expected result, in the system
end scenario training work and supports the reflect the change
testing from stream efforts. desired business in the correct way.
iteration 2 onwards Avoid introducing process
The new field can
business users to Used to develop be reported on
the system before and refine testing
The field is
iteration 2 as the scenarios for UAT
build may not be correctly mapped
Input to change for integration
complete management and
Test data can be
training
imported into the
Input to data new field
migration strategy,
data migration
planning
To test data
imports using test
data
Integration Testing
Dependent on Customer’s Customer’s To check that SF Scenario:

integrations build Development integration team configuration has New hire employee
timeframe. Ideally Instance (dependent alongside key considered all data is replicated
should start during on agreed instance business users relevant data Updates to
iteration 2 and strategy) impacted by elements within the employee data are
typically continues integrations, receiving systems replicated
after iteration 3 particularly payroll and data mapping is Terminations are
configuration is processes complete replicated
completed Includes validation of Result:
Prerequisite to UAT field attributes,
The receiving
picklist values,
foundation data, how system receives all
data behaves during data relevant to a
changes, e.g. hiring, new hire
data updates, The receiving
terminations system is updated
If Payroll testing is in correctly with
scope, this is a changes
prerequisite to that The receiving
test cycle system receives all
Input to data data relevant to a
migration strategy, terminated employee
data migration
planning
User Acceptance Testing (End to End Testing)
After configuration has Customer’s QA/Test Customer’s testing team, To test the end to end Scenario:
been signed off (Solution instance (dependent on process owners and business process to ensure Recruit for a new position,
Acceptance Q-Gate) agreed instance strategy) business users the system meets the onboard and hire employee
business requirements and Result:
business benefits HR Administrator can
Ensure that processes create position and job
work beyond the requisition
SuccessFactors system to Data flows correctly
include upstream systems between EC and Recruiting
and processes
Recruiter processes new
Get buy-in from business requisition and offer is
users and create system accepted
and process champions
Data flows correctly
Input to change between Recruiting and
management and training Onboarding
Consolidate the system Onboarding processes
administrators knowledge function correctly
and skills
Pending hire is processed
Deepen the in EC
understanding of the
Permissions for each user
application and related
processes are correct
Validate the readiness for Employee profile is
go live updated accordingly
Data flows correctly
between processes.
HR reports are generated
Process is easy to follow
Process is in line with HR
strategy for Hire to Retire
processes
Production Validation
Cutover to Customer’s Customer’s Check that the Scenario:

production Production core project migration of Run data
instance team/cutover configuration has validation reports
team been completed Validate
SF Consultants successfully organisational
Check that RBP structure in UI
is in place Proxy in as key
correctly users and check
Validate data RBP
loads Result:
Confirm Data has been
production loaded correctly
readiness Organisational
structure is
correct, no
orphaned
positions,
employees
Users are only
authorised to see
specific data sets
Preparing For Implementation
Common Pitfalls For Customers
Process not Documented
Often times the Functional Owners/Process Leads know their process in their
heads, but the process is not documented on paper.
This can lead to project delays while the teams works to document the process
used in the past – and move toward developing an improved process for the
future.
TIP: Best practice is for customers to document their process prior to the
kick-off. This does not need to be a detailed document, but they should
have a high-level overview that may be passed along to the consultant.
Attempting to Duplicate Paper Process
Rather than trying to streamline processes and use best practices, customers often attempt to
duplicate their paper process in the system / or a customized process driven by an older system
They may try to overload the system with additional custom fields, objects and business rules which
can impact on performance and general usability.
TIP: Best practice is for customer to work with consultant to determine the optimal mix of
their current process and our best practice configuration.
Complicated Approval Workflow
Clients may want to follow a complicated and/or complex approval process.
Examples include:
* too many levels of approvals, leading to higher level managers getting numerous e-mails
* iterative steps, thus prolonging the process
* accommodating certain exceptions to their process
TIP: Best practice is for customers to keep their workflow simple, restrict to only what is
necessary, avoid too many email notifications
Delays in Identifying a System Admin
Identifying the administrative owner for the various modules is crucial to project success. Early
identification allows the consultant to ensure administrators are using the admin guide and
understanding the admin processes.
Some system administrators have a very good understanding of the system and learn quickly while
others need more time and guidance. It is key to understand how much time will be needed during
the project to ensure the admin has a strong understanding of the solution they work with.
TIP: Best practice is to identify the system admin before or during project kick off. This allows the
consultant time to have the admin practice and demonstrate their knowledge.
Inability to Make Decisions
Key stakeholders within the company may not be ready to make the final decisions needed at the time the
project is underway. Often these decisions are not made until late in the configuration cycle which can lead
to rework, and down stream impacts to other work streams, such as data migration, integration, change
management. At other times the team may not be able to reach consensus on these decisions. In both
cases, this inability to make decisions may slow down the implementation.
TIP: Best practice is for customers to ensure that the implementation team has easy access to key
stakeholders. Ideally these stakeholders should be involved in the project and have the
authorization to make any necessary decisions when needed, or delegate decision making authority
to the core project team.
Understanding Permissions & Their Impact
Developing the necessary roles needed to support the process and assigning the appropriate
permissions for this process requires careful consideration.
However, this important step is often quickly skimmed over during the design process.
Time should be spent walking through the needs for each module as well as each role (i.e.
managers, individual contributors, system administrators, HR staff, etc.).
TIP: Best practice is for customers to have their own (internal) discussions to map out
current processes and roles. Taking the time for this first step helps ensure that these roles
will be translated into Role Based Permissions (RBP) accordingly.
Repurposing System Functionality
SuccessFactors is very flexible and allows for the repurposing of many items to meet a
customer’s needs.
However, overuse of this flexibility may cause problems with future implementations because:
* Other modules may require the use of certain functionality. The consultant that
implements at a later date/time may not be aware of the repurposing that has occurred.
or
* The consultant may not be able to properly implement the new module due to the
repurposing that has occurred in the past – without a lot of re-work.
TIP: Best practice is to keep the repurposing of system fields and functionality to a
minimum. When there is no other option, these changes should be well documented
and easily accessible by future consultants.
Inadequate Testing and Test Scenarios
Often customers are in a rush to complete the project and may not take the time needed to fully test the
functionality of all parts of the system.
Assign one testing lead who had overall responsibility for managing the testing cycles and ensure that the
process for managing and prioritizing the testing feedback/defects is agreed at the start.
Involve the business process owners in the creation of the test scripts so that these are realistic and are
based on specific company scenarios.
TIP: Make the most of the iterative testing during the configuration phase, do not delay in starting
testing; this will result in a better solution that meets the business requirements and a more
knowledgeable project team/system administrator that is better equipped to support the solution
after go live.
Unfamiliarity with Upgrades/Enhancements after Go Live
With upgrades and enhancements occurring quarterly, customers may not always be aware of the
latest functionality that is available to them.
Additionally they may not have a good understanding of how these upgrades/enhancements may or
may not be a benefit them.
TIP: It is important to stay current and review the latest release information. Include the
potential for changes/enhancements into your Business As Usual activities.
Employee Central Foundation Data
Foundation Objects – What Are They?
Foundation Objects are the Building Blocks of the EC system. There are three categories of Foundation Objects.
Org Structure Location Structure Job Structure Pay Structure
Legal Entity Pay Group
Job C e
lassif a y Rang
i catio P
Unit n
ne s s
Busi Location Gro Pay F
up r eque
nc y
nent
Divis n ction Pay Compo
ion Fu
J ob
Loca Geozone
tio n
Department Pay C
ompo
nent
Grou
p
Cost Centre r
Pay Calenda
Organisation
Job Structure Pay Structure Location Structure
Structure
• It tell us where in the • Job structure tell us • Pay structure tell us • Location structure
organization the what they do in the what should be purely state where
employee and organization getting paid the employees
position belongs physically sits in the
organization
Foundation Objects – Things To Note

• You can rename them
• You can associate them, i.e. create relationships between objects
• You can decide what data is held against them
• You can default data to the employee record from them
• They are effective dated
Foundation Data Organisation Structure
Organisation Structure - Objects Definition
Standard Label Definition

Legal Entity This is the company or legal entity where the employee is hired. No legal entity can cover more than one country, so
the country in the legal entity determines the country of employees assigned to the legal entity
Business Unit Level of organisation hierarchy lower than Legal Entity. It is the Business area of the company, represents one
operating unit or Represents the business function within the Company (not geographical)
Division Level of Organisation hierarchical structure lower than Business Unit. Sub division of the business function
Department Department where the employee works which is lower thank Division in Organisational Hierarchy
Cost Centre Where the employee’s costs get assigned. It can be assigned at Business Unit, Division, Department or Position.
This doesn’t fall part of Organisational Hierarchy but it hierarchically inherited along the structure. It is usually
defined in the Financial system.
Location Physical Location where the employee work. Has a business address
Position They are concrete and can be occupied by the Employee in the Company, which is part of Organization Hierarchy.
Positions are considered single instances of a role. (i.e. “Sales Director” is a role. “Sales Director, Northeast Region”
is a Position)
It is assigned with Job Role, Competencies and various attributes
Organisation & Location Structure - Objects Definitions
Location Group Geographical grouping of the Location Foundation objects. Used for reporting purposes primarily
Custom Objects Customer requirement is typical and the standard given object are not enough, other custom objects can be added to
enhance the organization structure.
Organisation Structure – Key Points
 Organization Management is based on the objects like Legal entity, Business unit, Cost Centre, Division, Department,
Groups, Teams, Position.
 These objects describes their various units of Company. They are structured according to task and function-related
aspects which is shared across the entire company.
 Together these objects with their hierarchical relationships forms an Organization Structure
 Depict various structures (Organizational and reporting)
 Organization Management is based on object oriented design with individual characteristics
 It is the backbone for any structure and other HCM components/modules implementation in the Organization
 They are linked together using Associations which as flexibility to perform HCM planning, forecasting and reporting.
These objects are related to each other in associations like one to one and One to Many
 It helps in Organization changes planning
Foundation Objects - Propagation
You can define propagation rules to have the system automatically fill in fields in employment data. Using propagation rules reduces the amount
of data the user has to enter manually and it improves the consistency of data.
Propagation Rules
Location Position Standard

Working Hours
Standard Working
Time Zone
Hours
Time Zone
Position
+ =
Business Unit Location Business Unit
Division Division
Department Department
Job Code Job Code
Propagation Example Data Flow from Job – Position – Employee using Propagation
Job Information Portlet

Job Classification Position
Job Code
Position Title
Job Title
Pay Range
Job Code Company
Pay Grade
Position Title
Job Title Business Unit
Company
Division
Job Level Department Business Unit
Division
Pay Grade Cost Center
Department
Location
Employee Class Cost Center
Employment Type Location Employee Class
FTE Employment Type
HR Manager Relationship FTE
Manager HR Manager
Country Specific Job Manager
Classification
Example:
Job Code Country Specific Job
Job Title Information
Job Level EEO1 Job Category
Pay Grade EEO Job Group
USA: FLSA Status
EEO1 Job Category
EEO Job Group
FLSA Status
Foundation Objects – Organisation Structure
We need to turn this… Into something like this….

(Leading Practice!)
Legal Entity
Unit
ness
Busi
Or this….
Divis
ion
Department
Location Gro
up
Loca
tion
Cost Centre
Organisational Associations
Corporate Automotive Aviation
Automotive
Global Human Shared Information Automotive Automotive Automotive Aviation Aviation Aviation Aviation Quality
Corporate Global Finance Global Sales Quality
Resources Services Technology Engineering Production Shipping Engineering Production Shipping Assurance
Assurance
Corporate Performance & Auto Auto Quality

Shared Service Infrastructure Auto Research Auto Aviation Aviation Aviation
Leadership Development Finance UK Sales UK Component Assurance Aviation QA US
Centre EMEA US US Warehouse UK Research US Production US Warehouse US
Team US Production UK EMEA
Learning Auto
Shared Service Business Auto Design Auto Auto Quality Aviation Design Aviation
Program Mgmt. Finance US Sales US Component
Centre NA Systems US US Warehouse US Assurance NA US Logistics US
US Production US
Talent Network and Auto Logistics

Acquisition US Telephony US UK
Total Rewards Auto Logistics

US US
Human
Business Resources UK
Unit
Human
Resources US
Division
Associations:
Department filtered by Division
Department Division filtered by Business Unit
Organization Structure with Positions
Legal Entity (Company)
Business Unit Business Unit Location

Location
Location
Division Division Division

Location Groups
Location Groups
Department Department Department Department

Geo Zone
Cost Center Cost Center Cost Center Cost Center
Organization Structure – Standard & Custom MDF Objects
with Positions & Persons occupied
Business Unit Business Unit Location

Location
Location
Division Division Division

Location Groups
Location Groups
Department Department Department Department

Geo Zone
Custom MDF Custom MDF

Cost Center Section Cost Center Team
Foundation Objects - Associations
Associations define relationships between foundation objects. The type of association restricts what the user
can display or enter in Employee Central, for example:
A division consists of many departments, so you need to create a ONE to MANY relationship. During data
input the user will have the option to choose from a restricted list of multiple departments assigned to the
selected division.
Some more examples of associations are:
Source Target Multiplicity Description
Location Geozone ONE_TO_ONE A location can only belong to one geozone (geozone is being filtered by location)
Location Legal Entity ONE_TO_MANY Several companies can have the same location (location is being filtered by legal entity)
Division Business Unit ONE_TO_MANY A division can be associated with several business units (division is being filtered by
business unit)
Cost Centre Department ONE_TO_MANY A cost centre can be associated with several departments (cost centre is being filtered
by department)
Association Vs Parent / Child Object in SF
Associations Parent / Child in Objects

Association define relationship between different SF objects for e.g. it Parent / Child are relationships are maintained against the same object.
maintains how a Division is related to the Business Unit. For e.g. if a larger department is divided into sub departments, they can be
maintained as child department objects, linking to the parent object.
These associations can be One to One, or One to Many.
The child object is used to link to the parent object of the same type. For e.g.
E.g. Under a Business Unit there are several Division objects in the The Human Resources department could have sub departments for Core HR,
org structure. These would be maintained as an association between Benefits, Compensation, Recruitment etc.
the Division object to the Business Unit object.

Association is always defined from the lower level object to the higher
level object.
Builds the Organization Structure Builds the Organization Structure

E.g. DIV1 is associated to BU1. DEP1 is associated to DIV1. For e.g. DEP2 has a parent department object called DEP1
This will create a hierarchy
Associations Parent / Child Objects

An organization’s org chart can contain both
associations & parent / child relationship to form
a structure like

Association allows restriction of the next level object while making Parent Child maintained within an object does not drive any restriction of
an entry against the Position / Employee. objects. In the above e.g. where DEP1 is parent of DEP3 and DEP4, and
DEP1 is associated to DIV1.
For e.g. if DIV1 and DIV2 are association to BU1 and DIV3 is So when DIV1 is selected, the only DEP1 becomes available as an option
associated to BU2, then in the Position and the employee’s job for selection. If DEP2 and DEP3 are also associated to DIV1, even though
information, when BU1 is selected, only those division object DEP1 is the parent object, it’ll allow selection of DEP1, DEP2 and DEP3, if
associated to BU1 will be available i.e. DIV1 and DIV2 for selection the division object selected is DIV1.
Associations Parent / Child Objects

If an object is not properly associated they will not show up for Same logic as association applies to Parent / Child object
selection against the Position / Employee.

For e.g. if DEP1 is not associated to DIV1, then when the DIV1 is
selected against the Division field in Position, there’s be no option of
selecting DEP1 as department, unless the association is complete.
Recommendation is to use Associations as far as possible. We might use parent and child structure.
Everything association will drive in most of the organizations We might use parent and child structure when we get down to the
structure bottom most level of the organization structure.
Example :
All employee have 1-4 structures across the organization but 5,6,7
level they have at some part of the businesses, then we might use i.e.
we have BU, DVIN DEPT, SECTION (standard object) are used and at
the team level we might have parent and child object.
Organisation Structure Design Principle – Option 1 - Rigid
 This is the typical org hierarchy built, as this is how most ERP solutions visualize Org Structure
 Each object highlights an unique level of the Org Structure
 For e.g.
 Business Unit – Level 1
 Division – Level 2
 Department – Level 3
 In such a case, 1 parent object can have multiple child objects
 A child object can only have 1 parent
 Each object, conveys information about the level, and also an attribute of the org structure that can
be used to drive reporting within SuccessFactors
 With this structure, the leading practice to deal with employees that only go so far down the
organisation structure is , for example, those employees who only have level 2, such as the CHRO,
then ensure that the level 3 and other ‘lower down’ values is a default that has the same value as the
parent level 2 object. For e.g. if division is ‘Chief Human Resources’, then Department would also be
created to say ‘Chief Human Resources’. This will ensure that these attributes can individually be
used for reporting in SF
Option 1 – Rigid - Example
 Business Unit – Level 1

 Division – Level 2
 Department – Level -3 Business Unit 1 Business Unit 2 Business Unit 3
Division 1 Division 2 Division 3 Division 4
Department 1 Department 2 Department 3 Department 4 Department Department 6
Organization Structure Design Principle – Option 2 - Flexible
 Each object highlights an unique attribute used to identify the employee / position in an
organization
 For Example :
 Business Unit identifies the type of Business the employee works in
 Division identifies the level below Business Unit which talks about which division the
employee belongs to
 Department identifies the team the employee belongs to
 In this case, every employee will have all the attributes of the Org structure, as they each
uniquely identify a dimension of the organisation structure, and tell us something about the
employee, and where they are situated and what level in the organisation
 This coupled with the Job Classification can tell us what they do, in the part of the org that
they are situated in
 Each object can have multiple child object
 Each child object can also have multiple parent objects
For e.g. the Department ‘Shared Services’ is available for Division ‘Human Resources’ and
‘Finance’. In such a case we’d maintain a single department object that is associated with 2
division objects.
Option 2 – Flexible - Example
Company
Operation
s Sales
Human
IT Finance Resources South West East North
Org Charts in EC
Position Org Chart
Reporting Line Org Chart
Company Structure Overview
Leveraging Company Structure Overview
 Because company structure overview allows us to have a top down hierarchy utilizing the parent object
field, we can build an org structure similar to SAP Org Unit structure using a single field such as ‘Division’.
 Against this division object, other attributes can be maintained that will help driving HR reporting
requirements of the org structure, such as ‘BU’, ‘department’ and also utilize custom objects
 Employees & position would be assigned to a single Org Unit object. Other attributes would be defined
against the ‘Org Unit’, which would be defaulted against the employee & positions.
 These org unit attributes would be used in SF for org structure reporting requirement
 The org unit object (division in this case) will be used purely for visualizing an org structure, and for
replication to SAP
Division Attributes
Department Attributes
Business Unit Attributes
Organisation Structure – Best Practices
• Organization Management is based on the objects like Legal entity, Business unit, Cost Centre, Division,
Department, Position.
• These objects describes their various units of Company. They are structured according to task and
function-related aspects.
• It is the basis for the organization planning, so it is recommended to have simple Organizational structure
and not to have too complex structures
• Each position is typically occupied by one employee. However, multiple assignments are also possible
• Organization and Job Code related fields maintained on position
• Organization Code should be autogenerated
• Recommendation to have a Organization structure which is useful for the Organization reporting
prospective and should not just not replicate the same SAP ERP organization structure.
The Customer Organisation – A Suggestion
Foundation Data – Organisation Structure Considerations / Homework
Map your existing Organization Structure to the EC foundation data objects. Does the definition of
each object/level match?
If you cannot map 1:1, think about renaming the objects in EC
If you still cannot map 1:1 think about which objects/levels may be missing. What are these used for?
Are they required for downstream business processes? Are they used in reporting? Is there room for
simplification?
Think about how objects should relate to each other so that the hierarchy can be visualized in the
“Company Structure Overview” in EC.
What associations do you need in order to maintain data integrity and enhance the data entry
experience?
What kind of data will you want to hold on the Foundation Objects that can be used to default data to
the employee record?
Foundation Data Job Structure
Foundation Objects – Job Structure
We need to turn this… Into something like this….
JOB FUNCTION 1 JOB FUNCTION 2
Human Resources Finance
Job C
lassif
icatio
n
n JOB
unctio JOB JOB JOB
Job F
CLASSFICATION 1 CLASSFICATION 5 CLASSFICATION 6
CLASSFICATION 2
HR Generalist Finance Controller Financial Analyst

C&B Analyst
JOB JOB JOB JOB

CLASSFICATION 3 CLASSFICATION 4 CLASSFICATION 7 CLASSFICATION 8
Regional HR HR Systems Finance Director Finance Manager

Manager Manager
© 2019 SAP SE or an SAP affiliate company. All rights reserved. ǀ Internal and Partner Use Only 98 98
Foundation Objects – Job Structure
• Employee Central has Job Classification Object

• Employees Job Classification is synced with Job Code in Employee Profile
• Job Classification used to map to Job Roles and Job Families
Job Function
Job Classification Employee Profile Job Family
Object
Employee Job
Classification Sync
Job Codes
Position Job
Classification Job Role Job Profile
EC
Difference between EC and Employee Profile – Job Attributes
The Job attributes are being mapped in Employee Central and Employee Profile
Employee Central
Job Attributes
Job Classification Object
Job Title Job Title
Pay Grades Pay Grades
Type Type
Function Function
Competency
Job Responsibilities
Employee Profile
Job Definition Job Profiles
Skills Job Responsibilities
Educational Requirements Job Definition
Job Roles
Skills & Competency

Job Profile Integration
Module Integration
 People Profile
 Job Code
 Skills
 Skills Profile
 Skills Search
 Recruiting
 Requisitions
 Succession and Career Development
 Worksheet,
 Nomination
 Position Profile
 Career Path
 Suggested Roles
 Talent pools
Compensations
 Job Selector
Performance Management
 Competencies populated based on Job code
Job Profile Builder – Families & Role Framework
Expected Rating
Family Competency
Weight
Expected Rating
Family Role Competency
Weight
Expected Rating
Family Role Job Code Competency
Weight
Expected Rating
Family Role Competency
Weight
Expected Rating
Family Competency
Weight
Job Profile Builder - Components
Job Profile Content Job Profile Templates Job Profiles

 Build Job Profile Content  Drive the format and sections to be  Create Job Profile
 Families & Roles included in Job Profile  Attach Profiles to Job Roles
 Certification  No content included in  Pull content from libraries
templates*
 Competency
 Employment
 Education
 Interview Questions
 Job Responsibility
 Physical Requirement
 Relevant Industry
 Skill
Job Profile Builder – Why Is This Important?
 Job Profile Builder (“JPB”) allows customers to identify the right skills, experiences,
competencies and behaviors required for each role within the organization
 This foundational information allows customers to find the “right-fit” candidates for
promotions and new positions, identify development strengths and opportunities among their
employees, provide more detailed job descriptions to external candidates, and more
 Skills management allows customers to capture, track and assess employee’s skills within
an Employee Profile portlet
 Either of these can be implemented independently, however, Best Practice would be to

implement both
Leading Practices - Building the Job Architecture
Step 1 Step 2 Step 3 Step 4
• Establish a Job families, • Establish Realistic Jobs, Capitalize on Job Sustain and Maintain
Roles, Competencies & Competency & Skills Architectural Data
Skills Advisory Team Assessment Process • Update Skills and Roles
• Gap Analysis
• Institutionalize the
• Build Effective Job • • Annual Employee Skills
Process Training Needs Analysis
Architecture Assessment
• Allow for Employee • Recruitment Needs
• Transfer Knowledge – Job Empowerment/Value • Keep Skills Library
architecture Enablement • Key Talent Indicators Current
• Set Manager and
• Incorporate Job roles, Supervisor
Behavioral Accountabilities and
Roles
• Competencies, Skills etc. • Align Courseware and
Developmental Activities
• Management, Leadership, With Established
Team and Project Organizational Models
Management Skills
Leading Practices - Building the Job Architecture
Pre-Implementation Implementations Deployment Post Deployment
• Secure and Maintain • Establish a Skills Advisory • Establish Realistic Skills • Capitalize on Skills Data
Senior Management Team Assessment Process • Gap Analysis
Commitment • Institutionalize the Skills Training Needs Analysis
• Build Effective Skills Management Process
•
• Put Supporting Human Architecture • Recruitment Needs
Resource Policies in
• Allow for Employee
• Transfer Knowledge – Empowerment/Value • Key Talent Indicators
Place (Promotion Criteria, Skills Management • Divorce Skills Management & • Sustain and Maintain
Career Development,
Enablement Performance
etc.) • Update Skills and Roles
• Incorporate Behavioral • Set Manager, Supervisor • Annual Employee Skills
• Identify Major
Competencies Accountabilities & Roles Assessment
Constituencies and
• Management, Leadership, • Align Courseware And • Keep Skills Library
Assure Value to Each
Developmental Activities With Current
Team and Project
• Plan for Effective Change Established Organizational
Management Skills Skills Models
Management
Job Structure – Scenario 1: Generic Job Codes
Job Code Job Roles Competency
Job Code Pay Grade
1:1 Mapping Competency 1
VP PayGrade 5 VP VP Competency 2
Job Profile Job Roles Competency Education Job Description Interview Questions
Competency 1 Interview Question 1
VP VP Competency 2 MBA VP Job Description Interview Question 2
Position Job Code Pay Grade Job Roles Job Profile

VP Sales VP PayGrade 5 (Automated) VP VP
VP Sales2 VP PayGrade 5 (Automated) VP VP
VP HR VP PayGrade 5 (Automated) VP VP
VP Finance VP PayGrade 6 (Manually Assigned) VP VP
VP Finance2 VP PayGrade 6 (Manually Assigned) VP VP
Employee Position Pay Grade Job Roles Competency Job Profile

The employee gets linked to the Competency 1
Position, which also establishes their Emp1 VP HR PayGrade 6 (Manually Assigned) VP Competency 2 VP
link to the job roles and profiles, based Competency 1
on the Job Code they inherit from the Emp2 VP HR PayGrade 5 (Automated) VP Competency 2 VP
position. The competencies linked to Competency 1
the employee is dependent on the job Emp3 VP Finance PayGrade 6 (Manually Assigned) VP Competency 2 VP
role linked to them. Competency 1
Emp4 VP Sales2 PayGrade 5 (Automated) VP Competency 2 VP
Competency 1
Emp5 VP Finance2 PayGrade 6 (Manually Assigned) VP Competency 2 VP
Job Structure – Scenario 2: Specific Job Codes
Job Code Job RolesCompetency
Job Code Pay Grade Competency 1
1:1 Mapping VP Sales VP Sales Competency 2
VP Sales PayGrade 5
Competency 1
VP HR PayGrade 5 VP HR VP HR Competency 4
VP Finance PayGrade 6 Competency 1
VP Finance VP Finance Competency 5
Competency 1 MBA Interview Question 1
VP Sales VP Sales Competency 2 Marketing VP Sales Interview Question 2
VP HR VP HR Competency 4 MBA HR VP HR Interview Question 4
VP Finance VP Finance Competency 5 CA VP Finance Interview Question 5

The advantage of having job codes being more specific, is that
VP Sales VP Sales PayGrade 5 (Automated) VP Sales VP Sales
now we are able to create different profiles containing specific
VP Sales2 VP Sales PayGrade 5 (Automated) VP Sales VP Sales
information for one of the job codes, allowing us to get some
VP HR VP HR PayGrade 5 (Automated) VP HR VP HR
differentiation, and also allow for these details to directly integrate
VP Finance VP Finance PayGrade 6 (Automated) VP Finance VP Finance easily with Recruitment if required.
VP Finance2 VP Finance PayGrade 7 (Manually Assigned) VP Finance VP Finance
Employee Position Pay Grade Job Roles Competency Job Profile

At the employee level as well, position Competency 1
drives employee attributes, which can Emp1 VP Sales PayGrade 5 (Automated) VP Sales Competency 2 VP Sales
also be updated at the employee level. Competency 1
The employee is automatically assigned Emp2 VP HR PayGrade 5 (Automated) VP HR Competency 4 VP HR
the competencies applicable to the job Competency 1
role, and are linked to the appropriate Emp3 VP Finance PayGrade 6 (Automated) VP Finance Competency 5 VP Finance
profile. Competency 1
Emp4 VP Sales2 PayGrade 7 (Manually Assigned) VP Sales Competency 2 VP Sales
© 2019 SAP SE or an SAP affiliate company. All rights reserved. ǀ Internal and Partner Use Only Competency 1 108
Emp5 VP Finance2 PayGrade 7 (Manually Assigned) VP Finance Competency 5 VP Finance
Job Structure – Scenario 3: Specific Job Codes, Non-Specific Job Roles
Job Code Pay Grade Job Code Job Roles Competency

VP Sales PayGrade 5 VP Sales Competency 1
1:N Mapping VP Finance VP Primary Competency 3
VP HR PayGrade 5 Competency 1
VP Finance PayGrade 6 VP HR VP Secondary Competency 4
VP Primary VP Primary Competency 3 Marketing VP Sales + Finance Interview Question 3
VP Secondary VP Secondary Competency 4 MBA HR VP HR Interview Question 4

VP Sales VP Sales PayGrade 5 (Automated) VP Primary VP Primary
VP Sales2 VP Sales PayGrade 5 (Automated) VP Primary VP Primary
VP HR VP HR PayGrade 5 (Automated) VP Secondary VP Secondary
VP Finance VP Finance PayGrade 6 (Automated) VP Primary VP Primary
VP Finance2 VP Finance PayGrade 7 (Manually Assigned) VP Primary VP Primary
In this case, even though there are specific job Employee Position Pay Grade Job Roles Competency Job Profile
codes, they are mapped to only 2 job roles. Competency 1
This could be because the organization is still Emp1 VP Sales PayGrade 5 (Automated) VP Primary Competency 3 VP Primary
going through the process of mapping the jobs Competency 1 VP
to the competencies. This can evolve over time, Emp2 VP HR PayGrade 5 (Automated) VP Secondary Competency 4 Secondary
and for now, there is a single role to specifically Competency 1
cover VP HR, and a generic role for the other 2 Emp3 VP Finance PayGrade 6 (Automated) VP Primary Competency 3 VP Primary
jobs Competency 1
Emp4 VP Sales2 PayGrade 7 (Manually Assigned) VP Primary Competency 3 VP Primary
Competency 1
Emp5 VP Finance2 PayGrade 7 (Manually Assigned) VP Primary Competency 3 VP Primary
Job Structure Impact of other SF Modules in BizX Suite
Role Based Succession

Position Management Recruitment
Permission Management
Step 1 • It enables Job Profiles to be Flexibility to build out the Once Position Management is
 Define the Role Permissions for created for Position objects granularity of Job Profiles: used and Job Classification object
Admin Tasks and not just Job Codes. is enabled, the following
• Ability to add Succession processes will trigger
 Who will have ability to descriptions used for the
• When defining position off of Position Job Code:
manage: requisition, competencies and
requirements through Job
 Job Profile Profile Builder, Job Profile skills to a job profile • Role info side panel
Templates? Builder data should be taken • Push these specific job • Compare Nominee screen
 Job Profile Content? from the position-level, not descriptions to a single or during push/pull nomination
 Job Profiles? job-level when it is maintained multiple employees and
Step 2 on position request acknowledgement of • Evaluate successor readiness
 Define Job & Skill Profile Visibility receipt
• When creating Roles in Job • Create Job Requisition from
 Who will be able to: Profile, new roles are position • Ties back to Performance, Position
 View or edit Job based if the job code you Compensation and Learning
• Talent Pool Mapping
Profiles? mapped has positions
associated. • Based on position’s Job Code
 View or edit Skill
it will link to the appropriate
Profiles?
• Position to Job Information Job Profile
Synchronization
• Automatically populates Job
Requisition with competencies
Performance
Learning Management Career & Development Compensation
Management
• Roles can be used to default • Training are based on the Job • Dependency on config the • Job Selector functionality is
competencies on PM form Codes competencies displayed are linked to Job Roles & Family
based on Employee’s Role
• Job Profile can be displayed • Uses Job Code from EP • This functionality is usually not
on forms • These competencies can be used as commonly
• Maps it to Competencies linked to learning continuity. If
• Potential assessment is done they’ve had learning linked to
based on the competencies competencies in LMS
derived from Job Roles
• Career worksheet is based on
Job Roles
• Visibility into employee’s

development plan, allowing
employees to own their
learning Seamless integration
with learning and
development allowing for
quick updates to plans
Goal Management
Employee Profile Recruitment Marketing Jam, Onboarding
Variable Pay
• Job Code is a part of Employee • Highly effective with rich • No Integration • No Integration
profile candidate experience
• Job Code will get sync through • Higher conversion of passive
HRIS from Employee Central candidates to active
Job Information
• Easy to search candidates
• Employee profile sync with LMS based on Job profile
which consist of Job Code
• Uniform pattern of Job
• Competency portlet allows description through out the
employees and managers to brands
track their development
progress and adjust their plans • Very flexible to accommodate
as needed more unique categories of job
content
• Skill portlet allows employees
and managers to track their skill
progress and adjust their plans
as needed
Foundation Data – Job Structure Considerations/Homework
Foundation Data Pay Structures
Foundation Objects – Pay Structures
Pay Group
•There is a limit what you can do here
e
ay Rang •Withall Foundation Objects there is a 3 step
P
process
Pay F
reque 1. Rename (if you want)
nc y
2. Connect (to allow filtering of data during
nent
Pay Compo maintenance)
3. Decide if you want any additional fields
Geozone
against the Foundation Object
Pa y C 4. Define the codes & attributes of each
ompo
nent
Gr o u
p Foundation Object (e.g. Job Code)
ar
Pay Calend
Foundation Objects – Pay Structures - Definitions
Pay Group A data element that groups employees that are paid in a like manner
Pay Grade Classifies people into levels. Job Classifications are tied to Pay Grades, and a Grades itself has a Pay Grade
Level that is used to identify the relative level of the Grade.
Pay Component This is the unit of compensation administration. Compensations and deductions both share the same
Foundation Object. Pay Components are either recurring or non- recurring. Likewise, they are either target or
actual. Pay Components can be units, amounts, or percentages
Pay Component Group Pay Components are grouped into Pay Component Groups, which you can use to create annualized
compensation and to enable the creation of salary packages for employees. They also may be used in
compensation planning, in which the basic pay is multicomponent. Pay Component Groups are always
annualized and expressed in terms of one currency.
Pay Frequency Denote the frequencies which the employee can be paid a pay component – can be renamed
Pay Range Allows the recording on Min, Mid and Max salary amounts which can in turn calculate the Compa-Ratio and
range penetration for the employee
Pay Calendar Allows the recording of period start and end dates for Payroll Processing. Useful primarily for reporting
purposes
Geozone Geographical grouping with a bias towards pay considerations. Allow for grouping for example of Pay Ranges
to be relevant to one geographical location
Pay Structure Associations
Associations define relationships between foundation objects. The type of association restricts what the user can display or enter in
Employee Central, examples of associations are as follows:
Source Target Multiplicity Description
Pay Group Legal Entity ONE_TO_ONE A pay group is generally associated with one Legal Entity
Pay Pay Component ONE_TO_MANY Several pay components can be associated with a pay component group
Component Group
Pay Range Geozone ONE_TO_ONE Companies generally have different pay ranges for each combination of legal
entity, job code and geozone
Pay Range Pay Grade ONE_TO_ONE A pay range is generally associated with one pay grade
Pay Range Legal Entity ONE_TO_ONE Companies generally have different pay ranges for each combination of legal
entity, job code and geozone
Associations demonstrated in EC:

Compa-Ratio and Range Penetration can be displayed on the employee’s
Compensation Info portlet
The standard associations on the Pay Range object are also used in
Compensation
Pay Structure : An Example
COMPANY 1 COMPANY 2
PAY PAY PAY PAY PAY

GROUP 1 GROUP 2 3
GROUP 2 1
GROUP 4 2
GROUP 5
Weekly Monthly Bi weekly Weekly Monthly

Paid Paid Paid Paid Paid
Pay Pay Pay Pay Pay

Calendar 1 Calendar 2 Calendar 3 Calendar 1 Calendar 2
Week 1
Week 1 Month 1 Period 1 Month 1
Month 2 Week 2
Week 2 Period 2 Month 2
Week N Month N Period N Week N Month N
Pay Structure Leading Practice
Pay Structure Leading Practice
Leading practice typically utilizes Pay Component
Groups for the following categories of pay. Although
the below is an expression of leading practice, not
using any of these will not ‘break’ the system and is
Possible scenarios for displaying and reporting: optional.

Scenario 1 • Base Pay (this should always be used)
Base Salary + Recurring Gross Allowances + Notional • Allowances (representing all Pay Components
Incentive Target Amount = Total Notional Target representative of allowances)
Compensation • Variable Pay (representing paid variable pay,
typically bonuses)
Scenario 2 • Target (notional target amounts for incentive pay)
Base Salary + Recurring Gross Allowances + Actual Bonus • Total (Target) Compensation (the sum of all Pay
Payment + Other One Time Payments = Actual Compensation Components)

The benefit of Pay Component Groups is that they
can sum and display sub categories of Pay that are
reflective of a customer’s pay structure.
Foundation Objects – Payscale Structures - Definitions
Payscale Area You can use the Pay Scale Area if your collective agreements have different versions
in different regions of a country.
Payscale Type You can use the Pay Scale Type to set up several collective agreements in parallel.
Payscale Group You can define Pay Scale Groups which belong to a combination of Pay Scale Type
and Pay Scale Area
Payscale Level For each Pay Scale Group you define a Pay Scale Level of a number of Levels
depending on your collective agreement. It is as the Pay Scale Level that the pay
components are assigned with set amounts that can be defaulted onto the Employee’s
compensation record.
Optional – Payscale Structures
Payscale Structure The Payscale Structure enables Pay Component values

for employees to be defined based on a fixed pay
structure. This is often used for unionized employees, for
Payscale Area Payscale Type whom collective bargaining and contractual agreements
exist to control employees’ pay on a scaling basis.
Payscale Group
The Pay Scale Objects have no relationship with the
Pay Ranges and Pay Grades
Payscale Level
Key Feature / Function Summary
Rules For New Hire Rules to automatically assign Pay Scale Values and corresponding Pay
Components as a result of a New Hire.
Mass Change Manually initiated Mass Change of Pay Scale Level and corresponding
Pay Components as a result of revised collective bargaining agreement
which periodically occur as the result of negotiations.
Rules For Pay Scale Level Rules that will automatically amend the Pay Component assigned to an
Changes employee as a result of a business as usual change in Pay Scale Level.
Grade Step Progression A process which automatically move relevant employee to the next pay
scale level and associated Pay Components as a result of company
specific collective bargaining rules, based on, for example Seniority,
Probation, or other data based recording against the employee.
Payscale Structures – Business Requirement
Companies who pay their employees using a pay scale or according to a collective labour agreement have
special requirements in compensation and deductions.
Typical business requirements are:
1. Collective labour agreements are typically defined based on a pay scale structure
2. Basic salary/rate pay components of an employee are typically not based on individual contracts, but can be
derived from the Payscale assignment of the employee
3. Amounts/rates for pay components are not individual for an employee, but can be looked up in a Payscale
value table
4. During a pay increase cycle all employees who have this pay component should be updated with the new
amount as of a specific date
5. It is typical that employees move from one Payscale level to the next if certain fixed conditions are fulfilled
Example Customer Story: Grade Step Progression Requirements
Length of Service Automated process that moves the employee to the Overall GSP Process
next PS (Pay Scale) Level upon meeting the
Eligibility Date
Employee
End of Probation Automated process that increases the hourly rate Update in EC
EC
Snap to Max Automated process that increases the hourly pay
rate to Max amount (that is, rate from the PS level)
GSP process
GSP Process
executed on
The answer is the Grade Step Progression nightly basis
Grade Step Progression is a core feature of Employee Central’s Pay

Scale functionality. SAP SuccessFactors supports payment in industries Update Payroll
Systems
Payroll
System via EC
with a heavily unionized workforce, such as airlines, manufacturing, or
Payroll System
retail. The solution is designed to serve the demands of various union Integration
contracts and individual customer policies.
Grade Step Progression Process Overview
Step 2
Define the Business Rules
(Job and Comp Info)
Step 1 Step 3
Set Up Pay Scale Create Off Cycle
Structure Event Batch Object
Grade Step Progression Step 1 – Set Up Pay Scale Structure
Pay Scale Type uniquely identifies each collective Pay Scale Pay Scale
bargaining agreement Type Area

Pay Scale Area defines for each pay scale type the
corresponding geographical area
Pay Scale Group is linked to pay scale type and pay scale
area and associates the pay scale levels of each specific Pay Scale
job pay scale structure in the organization Group

Pay Scale Level are a finite number of “pay steps” linked to
pay scale groups and associated pay components Pay Scale
(wagetypes) Level
Grade Step Progression Step 2 – Creating the rule
1. Create new rule and provide all

needed information
2. Save and add your rule to the
Batch object
Grade Step Progression Step 3 - Creating the Off Cycle Event Batch
• Code
• Associated Rule
• Base Object
• Off Cycle Event Batch
User Group
• Include all matched
records in every run
• Include inactive records
• Status
• Frequency
• Day of execution
• Filter
Pay Scale Type Pay Scale Area
American
USA/01
Airlines Group
Pay Scale Group
Agent
Level 1 Level 2 Level 3 Level 4
0.5
years 2 years 3 years
Length of Service:
Automated process that moves the employee to the next
PS (Pay Scale) Level upon meeting the Eligibility Date
American
USA/01
Airlines Group
Pay Scale Group
Agent
Probation
0.5
End of Probation:
Automated process which increases the
hourly rate
Short Demo
Grade Step
Progression is
running over night
American
USA/01
Airlines Group
Pay Scale Group
Agent
Probation
0.5
End of Probation
American
USA/01
Airlines Group
Pay Scale Group
Agent
0.5
Assigned to the next Pay Scale Level

Implementation Of
Grade Step
Progression
Example : Linkage Between Pay Scale Level and Compensation Rate
Example : Rule Assigning Specific Pay Components based on criteria
Foundation Data – Pay Structure Considerations/Homework
Does your company have a need for Payscale structures? If so, how many collective agreements across how
many countries?
Do you have a global pay structure/grading structure? Consider how this would map to the EC pay structure.
What pay/compensation information is relevant for EC - for compensation planning, global reporting,
integration to payroll?
What pay/compensation information do you wish to be visible for HR, Managers, Employees?
EC Data – HR vs Payroll
EC at its core is an HR system, however, it is recognised that some data types may sit between HR and Payroll.
It is important to define some guiding principles to determine the scope of data within EC; this will help to guide
decisions and act as a reminder to the team during detailed discussions around data.
Some questions to consider are:

 Is the data considered HR data only, or Payroll data only, for example, National Insurance category and tax code
would be deemed Payroll data only and does not need to be seen by HR.
 Where is the source of the data now?
 Which groups of employees are responsible for maintaining the data?
 Which groups of employees need to have access to the data?
 Is there any payroll specific data that needs to be included in HR reporting from EC?
Care should be taken to review each data element individually referring to the design guiding principles set out at the
beginning of the project and handling exceptions on a case by case basis.
Employee Central Position Management
Job and Position Definition
Job Position
A job describes the nature of A position represents a seat within the company
the work to be done, it is a set that will be held by an employee.
of tasks and functions that a It is specific in nature, inheriting the tasks and
person is expected to perform characteristics of the job, but with additional
A job is the basis for creation attributes specific to that position
of a position with similar tasks
and characteristics
Position Title: Senior Procurement Manager Position Title: Human Resources Manager
Job Title: General Job Title: General Manager Job Title: General Manager
Manager Business Unit: Fibre Packaging Business Unit: Fibre Packaging
Pay Grade: 5 Division:Corrogated Packaging Division:Corrogated Packaging

Department: Procurement Department: Procurement
Job Level: Manager Location: Ansbach Location: Bad Rappenau
Competencies FTE: 1 FTE: 1

Standard weekly Hours: 40 Standard weekly Hours: 40
Responsibilities Pay Grade: 5 Pay Grade: 5
Job Level: Manager Job Level: Manager
Position Management - What is Position Management?
Position Management is a solution for facilitating a

company’s organisation management.
• Customers can maintain a target organisational structure

by creating a central repository of authorized positions. A
position enables the hiring of one ore 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.
Position Management Why using Positions in Employee Central?
The benefits of positions show in many places:
While positions are vacant, HR Vacancies can be tracked and

can work with them to plan and the position data can be used
structure the organisation and use to store succession data and
the information for recruiting when opening requisitions
Position
Management
On hire/transfer, data is When employees are
propagated from positions to temporarily off their positions,
employees’ job information. their job can be temporarily
This means higher data quality staffed and the reporting line is
and stronger HR control automatically adapted
Position Management - What are the basic Elements of Position Management
in EC?
When using position management in Employee
Central, you will find the following elements in your
solution:
• Position Management introduces the position
hierarchy next to the reporting line. All positions
have a target capacity based on FTE. The
customer can decide if positions allow multiple
assignments (“mass positions”).
• Positions hold the same fields on job classification
and organisation entities as the job information of
employees.
• When assigning employees to positions, the
system inherits this information from the position
to the incumbent.
Position Management - Synchronisation between Positions and Employees
Position Management allows the

synchronization whenever updates
occur to positions or employees.
• When an HR admin updates a
position, the system will ask if
incumbents should receive an
update with the same information. Position to
Incumbent
Sync
• When an incumbent's job
information is updated by a
manager, the system will update
the position as well if this is
configured for the respective event
reason.
Position Management – Leading Hierarchy
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.
Position Management - Positions with different Behavior for different Needs
Positions can be of different types, allowing for different behavior on

the user interface, but also in imports and API calls. All types can be
customized and further custom types can be defined as needed.
Position are then assigned to these types.
Examples for different Position Types :
• Regular positions for internal white collar workers, all information is inherited from the position
• Student positions that are not capacity controlled and allow the assignment of any number of students
(when students are not headcount-relevant).
• External workers positions, that allow to store externals with different job classifications (only
organization related information is inherited from the position)
• Mass positions, that allow to store blue collar workers with different job classifications and different
managers, e.g. shift managers (neither job nor managerial information are inherited from the position).
• Position types can also be defined on regions, to drive different behavior in different regions of the
company.
Position Management - Flexible Number of Position Incumbents
1:  Position with strict 1:1 assignments, no further incumbents are

One to One Position
1 possible at any time.
Transition Period 1:  Regular 1:1 position with the possibility to exceptionally

Allowed n overstaff for a temporary period, e.g. for a transition period.
Mass Position 1:  1:n positions that allow the regular assignment of several
n incumbents with the same job.
Position Management Administrator View – All Information at a Glance
Employee temporarily
assigned with a
global assignment
Matrix relationship
Employee on a long term
defined between
absence with a right to
positions
return to this position
Position with status Target vs. assigned Requisitio Inactive

“to be hired” capacity, vacancies n status positions
Position Management
Manager View – Reduced Complexity
Managers can benefit from actually not having access to positions. When applying changes to
their workforce, synchronization can update positions automatically (“Implicit position
management”).
If managers should be given access to positions, this can be restricted to their own position
hierarchy, to the current date and/or to specific fields on the position only.
Manager Carla
Grant can only
access the
positions
below her own
position
Access is
read-only and
restricted
Position Management Integration with Succession Management
BizX Succession Management is integrated with EC position management, so that succession data can be based on
the same positions and position hierarchy.
Position Management Integration with Recruitment
BizX Recruiting is integrated with Position Management, so that it is possible to create new requisitions from the
EC position hierarchy.
Position Management Integration with Recruitment
The current state of the integration allows the creation of requisitions now or in the future.
Updates to the requisition will move over to the position on hire. Changes to the position can
be applied to the requisition in the future.
Requisition Candidate Hire

Recruiting Process
Creation selected Candidate
Create Update available

requisition position with
based on Candidate changes from future
requisition
position data
releases
Update Move
Move candidate
requisition
requisition to into Pending
with changes
other position Hires
from position
EC Position Management
Position Management Headcount Reporting
Advanced Reporting contains two reports (“Position Overview”, “Position Details”) that offer a list of all
positions and their incumbents. Data can be filtered and aggregated to allow a comparison of target and actual
capacity drilled down to parts of the organizational structure.
Position Management – Considerations/Homework
How are positions being managed within your organisation today; new hires, changes, terminations?
Who is able to raise requests for new positions and what is the approval process?
Do you allow more than one incumbent on a position at one time or do you always have a 1:1 relationship
between employee and position?
How are you managing and reporting on headcount today?
Foundation Data The Workbook
Employee Central Employee Data
Employee Data – An Introduction
Key Points
• Employee Data resides within a standard set of Portlets within EC
• Each Portlet contains a standard set of fields, including some Foundation Object fields. You can decide which standard
fields you would like to use
• It is possible to create custom portlets within EC
• Each Portlet has the ability to add custom fields which can be either string, number, decimal or date field
• Some portlets are by design effective dated and some are not
• Fields specified within each Portlet can be renamed as required
• Fields within Portlets can reference either Foundation Objects or Picklists to make available the valid values for data entry
Personal Information - The Portlets
Effective Dated Portlets Non-Effective Dated Portlets
Personal Information Biographical Information

National ID Information
Personal Information that can change over Personal Information that does
Allows recording of multiple
time like Marital Status, Gender, Name etc. not change like Date of Birth &
National ID types and numbers
Employee ID
Addresses Phone Information Email Information
Allows the recording of multiple Address Allows recording of multiple Allows recording of multiple
Type and details Phone types and numbers email types and addresses
Dependents Social Account Information Emergency Contact Information
Allows the recording of dependents of the Allows recording of multiple Allows recording of multiple
employee and associated contact details Social Accounts and associated emergency contact, relationship
details and contact information
Payment Information
Work Permit Information
Allows recording of Bank Account
Allows recording of multiple
Information for the employee
Permit types, numbers, expiry
166
dates and attachments
Employment Information - The Portlets
Effective Dated Portlets Non-effective Dated Portlets
Job Information Employment Information
Allows effective dated tracking of all Job changes Records data specific to the employees employment
of the employee with the company, typically dates such as Hire Date
etc.
Compensation Information
Allows effective dated generic Compensation

One Time Payment Information
related data.
Also contains the assignment of specific pay Allows the recording of one time payments such as
one time Bonus or Recognition payments and
components that are either recurring payments or
associated amounts and date paid
targets and associated amounts. This makes up a
view of the employee Pay
Job Relationships
Allows the recording of desired globally defined

relationships between the employee and another
person in the company. For example Matrix
Manager, Project Manager, Finance Contact etc
Country Specific Employee Data
Specification of Country Specific Fields (CSF) area driven by the country assigned to the Legal Entity
Foundation Object. The standard data model the following set up is already included:
Job Information Address Formats Bank Information
Personal Information National ID Formats
Employee Data Role Based Permissions
Role Based Permission Concepts
PERMISSION ROLE
GRANTED TARGET
USER USER
GROUP GROUP
GRANTED USER PERMISSION ROLE TARGET USER

GROUP GROUP
Roles are granted to Control the access Granted users may
groups rights in the system perform the
of users and involve the permission role on
process of defining target users
access to data and
application
© 2019 SAP SE or an SAP affiliate company. All rights reserved. ǀ Internal and Partner Use Only functionality. 170
Role Based Permission Concepts (cont.)
PERMISSION ROLE
GROUPS
WHO /
OBJECTS
STEP 1: CREATE THE GROUPS

Create both Granted User Group and Target Group / Target Objects
STEP 2: CREATE THE PERMISSION ROLE

Specify what permissions users in the role should have and add role description
STEP 3: GRANT THE PERMISSION ROLE

Grant the permissioned activity to the Granted User Group to act on the Target Group /
Target Objects
Employee Data & Security – Role Based Permissions
GRANTED TARGET
GROUP GROUP
ROLE – HR EXTENDED ACCESS
Personal Data Effective Dated
Personal Data Non Effective Dated
Employment Data Effective Dated
Employment Data Non Effective Dated
HR BP Manager Self Service

Hire Terminate Update Records
Definition :-
Workflow
All Employees UK Employees
View In Progress View History
with a Job Code of
HR BP Definition :-
Administrative Privileges
Manage Foundation Data Import Employee Data All Employees with a

WHO CAN WHAT THEY Location in WHO
the UK THEY
SEE / DO CAN SEE / CAN SEE /
© 2019 SAP SE or an SAP affiliate company. All rights reserved. ǀ
SOMETHING
Internal and Partner Use Only
DO DO IT TO 172
Standard RBP Basic Roles
HR Administrator
System Administrator HR Manager Role
access to administrative
access to all administrative HR access based on target
functionality specific to certain
functionality group
HR Processes
Manager Role
allow access for managers to
see and transact on their
direct/indirect reports
2nd Level Manager

Employee On Others Employee for Self
allow access for managers to
allows users to see data on allows user to see their own
see and transact on their
their peers/everyone! data
direct/indirect reports
Reporting Role Permission Framework Concept
Employee’s Line
Manager’s Manager
Employee’s Line
Manager
• Everyone (*)
• Employee (E)
• Employee’s Line Manager (EM) Employee
Employee’s Matrix
Manager
• Employee’s Line Manager’s Manager

(EMM)
Matrix Report
• Employee’s Line Manager’s Manager’s
Manager (EMMM)
• All Line Managers directly up from the
Employee (EM+) Employee’s Direct
Report
• Employee’s Direct reports (ED)
• Employee’s Direct reports’ Direct reports
(EDD)
• All subordinates who report up to the
Employee (ED+)
• “Peers” = Employee’s Manager’s Direct
reports
© 2019 SAP SE or an(EMD)
SAP affiliate company. All rights reserved. ǀ Internal and Partner Use Only 174
Employee Data Global Assignments &
Concurrent Employment
Global Assignments Description
• Global Assignments is to support processes and retain corresponding business data to allow
sending employees abroad for a limited time period and retrieving the expatriate person
afterwards at home company.
• While the expatriate is still employed at the home company (short: home) he/she is being
additionally employed at the host company (short: host) abroad - 2 timely parallel employments
in two different countries.
• Global Assignments feature in EC reuses personal data, employment data and employment
related data, but also brings new concepts such as the Job Switcher to enable switching
among different employments.
• No specific functionality available in EP
NOTE: During the expat phase it is not
unusual that processes such as payroll
are running at home and on host
employment (e.g. to allow payments to
social insurance institutions at home and
retrieving salary at host according to the
given payroll boundaries for the two
different countries).
Global Assignments / Concurrent Employments Concept
Global Assignment Concurrent Employment
A person is temporarily assigned to work in a A person has multiple jobs at the same time
different country. Represented as multiple employments
The assignments are referred to as “home”
and “host”Assignments
Global Assignments / Concurrent Employments Process
Employee goes on Global Employee on Global Employee returns from Global
Assignment Assignment Assignment
Job Info update: Optional Job and Comp Info Job Info update:
update:
Event: Add Global Assignment Event: End of Global Assignment
Host Record Event: Promotion/Data
Status: Active Status: Terminated
Change/Salary Change etc
Status: Active
Global Assignment Manage Global Assignment

Add Global Assignment End of Global Assignment
Info Record Update to Planned End Date etc
Start Date, Planned End Date etc Actual End Date
Job Info update: Optional Job and Comp Info Job Info update:
Event: Away on Global Assignment update: Event: Back from Global
Home Record Status: Dormant Event: Data Change/Salary Assignment
Change etc Status: Active
Status: Dormant
Date Effective Job Info None Date Effective Job

Automatic Update Process Flow Record Info Record
History of changes No history of changes
© 2019 SAP SE or an SAP affiliate company. All rights reserved. ǀ Internal and Partner Use Only recorded recorded 178
Global Assignments / Concurrent Employments Concept
Global Assignment
 Employee is assigned to work in a different country for a period of time (3 months – 3 Years)
 An additional Employment is created for the employee for their Host Assignment
 The Employees Home Assignment continues
 The employee may get paid from this Home Assignment making it very much “Active”
Multiple Employment
 The same person does two completely separate jobs and is hired into these two jobs separately
 The two jobs can have different Jobcodes, Manager, Department, Location, etc
 Example:
Pat Smith is employed as Head Surgical Nurse, and is also employed as VP of Hospital
Administration
In these two roles Pat has different JobCodes, different Managers, and gets paid a different Salary.
Global Assignments / Concurrent Employments Concept - Global Assignment
 Home Assignment
 Denotes the assignment in the home country of an employee
 Host Assignment
 Denotes the assignment in a different country / company with limited duration
 Pre-dominant Assignment
 Denotes the assignment which is pre-dominant. During Global Assignment it is the Host Assignment, once
the Host Assignment ends the Home Assignment becomes pre-dominant.
Global Assignments / Concurrent Employments Concept Concurrent Employment
 Main Employment
 Denotes the main employment.
 Secondary Employment
 Denotes one or multiple additional employments for an employee.
 Denotes the employment (contract) which is pre-dominant. For Concurrent Employment always the main
employment is pre-dominant.
Home Assignment
Position
Action Search Org
Chart
Host Assignment
Position
Org
Chart
Global Assignments & Concurrent Employments in Employee Central
Global Assignments / Concurrent Employments Concept Concurrent Employment
 Main Employment
 Denotes the main employment.
 Secondary Employment
 Denotes one or multiple additional employments for an employee.
 Denotes the employment (contract) which is pre-dominant. For Concurrent Employment always the main
employment is pre-dominant.
The Human The
The User The Log In The Data
Being Employment
All
Job Information
Employees
Personal ID
User Account Username 1 User ID 1 Comp Information
External Employment
Information
Example :
1234 Example : 1234 Example : 1234
Another
Not Used Employment Only
Employees
with Global
Assignment
and
Job Information
Username n User ID n Comp Information
Concurrent
Employment
Information
Example :
Auto Increment
Employment
1234-n
The Human The
The User The Log In The Data
Being Employment
All
Job Information
Employees
Personal ID
User Account Username 1 User ID 1 Comp Information
External Employment
Information
Example :
1234 Example : 1234 Example : 1234
Another
Not Used Employment Only
Employees
with Global
Assignment
and
Job Information
Username n User ID n Comp Information
Concurrent
Employment
Information
Example :
Auto Increment
Employment
1234-n
Global Assignments Architecture Overview
Global Assignments is using the EC data model shown below. The most important objects are listed in this figure.
The blue colored objects belong to the Person. Green colored objects indicate Employment specific data. Red
colored objects are Foundation objects.
Global Assignment – Impact to IDs
Example: Trainee 10
Person specific
Data structure for Global data
Assignment records with Trainee 10
a Home and Host record. PersonID: 6318
• One PersonID
HOME HOST
Separate Home and Host UserID: usertest UserID: 316
fields for: Username: Username: trainee10-
trainee10 1
• UserID  Employment  Employment
• Username specific data specific data
 Job specific  Job specific

data data
Global Assignment – Assignment Specific Data
As an example, the Home and Host users_sys_id related to one
person
Fields that may be used for Global Assignments:

• is_host_assignment (Flags the employment as Global Assignment)
• assignment-type (Usually configured as customizable picklist. It
specifies the kind of global assignment. Typical values for Global
Assignment Types are “Long Term Assignment” or “Short Term
Assignment”)
• planned-end-date (Date on which the Global Assignment is supposed
to be ended)
• end-date (Actual end date, entered at end of global assignment.)
• payroll-end-date (Date of last payroll for global assignment.)
• Custom fields:
• custom-string101–115 and custom-string116–120
• custom-date31–35 and custom-date36–40
• custom-long21–25 and custom-long26–30 NOTE: The first 5 custom field numbers are used to add
a global assignment, the last 5 custom field numbers are
• custom-double21–25 and custom-double26–30 used to end a global assignment.
Global Assignment – Login with Global Assignment
An expatriate person is enabled during the

active Global Assignment phase to logon to
the system with user and user password
associated with the home user. Logged on
with the home user’s credential, the system
immediately redirects the user to the current
active host user.
Global Assignment – Role-based Permissions
Additional roles provided to address

Global Assignments providing flexibility in
permissioning
Global Assignments – Impact On Other Module - Scorecard
Description of impact
 The Scorecard stores Ratings, Succession Information and Talent Flags. The Rating portlets are typically populated by the Performance process and the
Succession Information Portlets are populated by the Succession Org Chart. Due to the separated userid’s , there will be a Scorecard view on both home
and host record.
 Considerations
• Ratings and Succession Information will be stored on the record where the transaction took place. i.e when the employee is given a potential rating on
the home record, the home scorecard will store this rating
• It is possible as a manual exercise to export ratings from host records and import them on the Home Record, so all data is available regardless of which
record is viewed. (Not Recommended – complexity around creating custom reports and managing manual imports of data for many employees.)
• Depending RBP design, Home Managers will only be able to view the Home record and Host Managers will only be able to view the Host record.
However it is possible to permission Home/Host Managers to view Home/Host records for the employee’s Talent Profile.
Assignment (pending RBP Home Manager Host Manager Employee

Design)
Home Assignment · Can access Scorecard Data • Cannot view Scorecard •Can toggle between the host and
home records to view both
Scorecards.
Host Assignment · Cannot view Scorecard • Can access Scorecard Data
Global Assignments – Impact On Other Module – Talent Profile
 The Talent Profile acts as a internal CV within SuccessFactors the majority of portlets it consists of are
background elements with the exception of 2 standard portlets (Preferred Next Move & Development actions).
Due to the separated userid’s, there will be two Talent Profiles created for the Home and Host assignments.
 Considerations
• Background Elements like the Certificate/Licenses portlet, Formal Education portlet, Language Skills portlet etc.
will sync across Home and Host records however the Development Action Portlet and Preferred Next Move
Portlet will not
• Depending the RBP design, Home Managers will only be able to view the Home record and Host Managers will
only be able to view the Host record. However it is possible to permission Home/Host Managers to view
Home/Host records for the employee’s Talent Profile
Assignment (Pending RBP Home Manager Host Manager Employee
Design)
Home Assignment · Can access the Talent • Cannot view the Talent •Can toggle between the
Profile Profile host and home records to
view both Talent Profiles.
Host Assignment · Cannot view the Talent • Can access the Talent
Profile Profile
Global Assignments – Impact On Other Module – Talent Profile
Employee Profile for Home (inactive) vs. Host EC record
See that Talent Info is empty for new for Host record. However, other tables that should remain the same are not
impacted (Work Experience, Functional Exp, Leadership Exp, Previous Employment, and Formal Education)
Home (inactive) Record Host Record
Global Assignments – Impact On Other Module – Succession
 If an employee goes on assignment the new record will be assigned to a different position, the home record’s
successors and position will remain.
 Depending RBP design Home/Host Manager will be able to do Succession Planning for Home/Host Positions
respectively and will not have visibility to the other position’s successors. However it is possible to create
Home/Host Manager roles allowing Home/Host Managers to succession plan for Home/Host report’s
positions.
 Considerations
 Only Host record can be nominated.
Global Assignments – Impact On Other Module – Development Plans
 When an employee is on Global Assignment two development plans will/can be created due to separate user-id’s for the Home & Host
Assignments. The Development Plan relies on legacy form permissions to give access to the plan, therefore Home Managers will only be able
to view the Home Development plan and Host Managers will only be able to view the Host Development Plan. Employees will be able to
toggle between their record and will be able to view both Development Plans.
 Considerations
• Employees will need to be educated on which plan to use dependant on their assignment type.
• When a Potential Assessment form is launched, only the Development Actions on the record the form is launched to will populate in the form.
• As a manual workaround, we can upload a Development Action noting which Development Plan the employee should be using. There is no
dynamic way to apply this, therefore administrative task to add and delete these based on assignment type.
• As another manual workaround, we can export development actions and import development actions in order to keep them in sync. (Not
Recommend – Complexity around custom reports and managing manual data imports)
Assignment Home Manager Host Manager Employee
• PDFs can be printed or emailed to other managers
Home Assignment · Can access the Development • Cannot view the Development •Can toggle between the host and
Plan Plan home records to view both
Development Plans.
Host Assignment · Cannot view the Development • Can access the Development
Plan Plan
Global Assignments – Impact On Other Module – Development Plans

Home Assignment · Can access the Development • Cannot view the Development •Can toggle between the host and
Plan Plan home records to view both
Development Plans.
Host Assignment · Cannot view the Development • Can access the Development
Plan Plan
Global Assignments – Impact On Other Module – Career Worksheet
Description of Impact
 When an employee is on Global Assignment two Career Worksheets will be created due to separate user-id’s for
the Home & Host Assignments. The Career Worksheet relies on legacy permissions to give access to the
worksheet, therefore Home Managers will only be able to view the Home Development plan and Host Managers
will only be able to view the Host Development Plan. Employees will be able to toggle between their record and
will be able to view both Career Worksheets.
 Considerations
• As assignments could be different roles this will help employees to plan their career dependant on where they
would like to advance (Different Career Paths & Capabilities associated to the role. Different suggested roles
per record.)
• If employees launch a Role Assessment from the Career Worksheet the manager on the record the employee
is launching from will be included in the form.
Global Assignments – Impact On Other Module – Career Worksheet

Home Assignment · Can access the Career • Cannot view the Career Can toggle between the host and
Worksheet Worksheet home records to view both Career
Worksheets.
Host Assignment · Cannot view the Career • Can access the Career
Worksheet Worksheet
Global Assignments – Impact On Other Module – Role Assessment
 The Role Assessment is launched either by the employee or by the Functional Manager through the Career
Worksheet for future roles and via Ratings & Reviews for current roles.
 Dependant upon which record the Role Assessment is launched from will dictate which Manager will be included
in the process. i.e. If an employee on their home record launched the role assessment their home manager will
be part of the process.
 Considerations
• Considering the career progression can be potentially different when the employee is on assignment it can be
an advantage to differentiate the records.
• Ratings of Capabilities will not sync across records.
• Ask for Feedback
Assignment functionality can be used to get feedback from
Home Manager Host other managers.
Manager
• PDFsiscan
Form be printed
launched form orThe
• emailed to other
Employee’s home record willmanagers.
receive the form, the employee • The Host Manager will have no view of the Role Assessment within the system
will then move the form to their home manager.
the Home record
Form is launched from · The Home Manager will have no view of the Role Assessment • The Employee’s Host record will receive the form, the employee will then move
within the system. the form to their host manager.
the Host Record
Global Assignments – Impact On Other Module – Role Assessment
Assignment Home Manager Host Manager
Form is launched form • The Employee’s home record will receive the form, the employee • The Host Manager will have no view of the Role Assessment within the system
will then move the form to their home manager.
the Home record
Form is launched from · The Home Manager will have no view of the Role Assessment • The Employee’s Host record will receive the form, the employee will then move
within the system. the form to their host manager.
the Host Record
Global Assignments – Impact On Other Module – 360 Feedback
 360s will be launched to populations identified by the business. The form will auto-populate raters based on
the record used hierarchy. The employee then has the chance to add additional raters within the company to
incorporate their feedback into the 360.
 Considerations
• The business will define who these forms should be sent to, global mobility will need to be taken into
account when launching the form as well as when selecting raters.
• Employees not included in the process by default can be added as raters by the employee or functional
manager manually during the 360 process.
Assignment Home Manager Host Manager
Form is launched • The Employee’s Home record will receive the form, the · The Host Manager will have no view of the 360, unless they are added as
employee can select raters and then move the form to their rater, where they can then participate in the employees assessment.
form the Home home manager for approval and additional editing.
record
Form is launched · The Home Manager will have no view of the 360, unless they • The Employee’s Host record will receive the form, the employee can select
are added as rater, where they can then participate in the raters and then move the form to their home manager for approval and
from the Host Record employees assessment. additional editing.
Global Assignments – Impact On Other Module – Performance Forms
 When an employee is on Global Assignments Performance form may be created for both the Home & Host Assignments.
The Performance form relies on legacy form permissions to give access to the form, therefore Home Managers will only be
able to view the Home Performance form and Host Managers will only be able to view the Host Performance form.
Employees will be able to toggle between their record and will be able to view both Performance forms.
 Considerations
• User groups may be used to in/exclude home/host records from population forms are launched for.
• Employees will need to be educated on which form to use dependant on their assignment type.
• When a Performance form is launched, only the Objectives on the record the form is launched to will populate in the form.
• As a manual workaround, we can upload a objective noting which Performance form the employee should be using. There is
no dynamic way to apply this, therefore admin task to add and delete these based on assignment type.
• As another manual workaround, we can export objectives and import objectives in order to keep them in sync. (Not
Recommend – Complexity around custom reports and managing manual data imports)
• Get Feedback/Get Comment can be used to get input.
Global Assignments – Impact On Other Modules – Performance Forms

Home Assignment · Can access the Performance • Cannot view Performance form · Can toggle between the host
form and home records to view both
Performance forms
Host Assignment · Cannot view Performance form · Can access Performance form
Global Assignments – Impact On Other Modules – Compensation
 When an employee is on Global Assignments, it depends on eligibility rules on which form the user will appear.
Compensation forms may be created for both the Home & Host Assignments. The Compensation form relies on legacy
form permissions to give access to the form, therefore Home Managers will only be able to view the Home
Compensation form and Host Managers will only be able to view the Host Compensation form. Due to this, Employees
may get two separate compensation statements for both Home & Host Assignments.
 Considerations
• Performance results may exist on Host record, but compensation data may exist on Home record. Integration between
modules will then not work.
• Customer assignment policy might determine where compensation planning should take placeand where compensation
data is to be stored.
• Global Mobility policies are typically very specific and might not have a structured approach for all assignments due to
various tax implications. Therefore a best practice cannot be given.
• Executive Review/Get Feedback/Get Comment can be used to get input.
Global Assignments – Impact On Other Modules – Variable Pay
 When an employee is on Global Assignments, it depends on eligibility rules on which form the user will appear. Variable Pay
forms may be created for both the Home & Host Assignments as employees may be subject to Bonus Plans in both Home &
Host Assignments. The Variable Pay form relies on legacy form permissions to give access to the form, therefore Home
Managers will only be able to view the Home Compensation form and Host Managers will only be able to view the Host
Compensation form. Due to this, Employees may get two separate compensation statements for both Home & Host
Assignments.
 Considerations
• Performance results may exist on Host record, but compensation data may exist on Home record or combined. Integration
between modules to calculate a combined Variable Pay Pay out will then not work.
• Customer assignment policy might determine where compensation planning should take place and where compensation data
is to be stored.
• Global Mobility policies are typically very specific and might not have a structured approach for all assignments due to various
tax implications. Therefore a best practice cannot be given.
• Executive Review/Get Feedback/Get Comment can be used to get input.
Global Assignments – Impact On Other Modules – Variable Pay
Assignment Home Manager Host Manager Executive Review

Home Assignment · Can access the Variable Pay • Cannot view Variable Pay · Depending RBP users Can
record record toggle between the host and
home records to view both
Variable Pay records
Host Assignment · Cannot view Variable Pay · Can access Variable Pay record
record
Global Assignments – Impact On Other Modules – Learning Mgmt
Global Assignments vs. Concurrent Employment - Summary
 To determine most suitable useage of Global Assignments or Concurrent Employments following considerations
apply:
– Remind yourself that both options are conceptually different!!
Global Assignments Concurrent Employment

o Host employment automatically pre-dominant o Main employment (pre-dominant) to be selected
o Dormant status home record, host Active o All employments active
o By default host (active) record visible in org chart. o All employments visible in Org Charts
o RBP: Capability to manage Home vs Host granted o No impact on RBP
and target groups o Business Rules: need for “custom” identification of
o Business Rules: System functionality to utilize home type of employment
vs host records
Employee Data – Considerations/Homework
Think about which fields from EC should be visible in the Employee Profile (note the limited number of
custom fields)
Consider the impacts on other modules, including Talent, Recruitment and Compensation and Variable
Pay. Consider the processes that will be covered in EC, and/or Compensation (for example
promotions) as well as data that needs to be stored and published back in EC
Define a global template for Employee Central. Define global processes/reporting requirements and
common data fields that will be applicable for all countries.
Define the scope of localization, ie legal/statutory requirements only vs local custom and practice
(80/20 rule)
Start compiling a “Data Dictionary” – this should contain all employee data elements including source
system, target system, owner, format etc. This will provide input to multiple work streams; EC
configuration, data migration, integration
Employee Data Contingent Workforce
Contingent Worker Record in EC
Example fields:
 Identity info Work order info

First and last name Vendor ID
Preferred name Work Order ID
Email address Work Order Name
 Organizational info Work Order Start Date
Company Work Order End Date
Country of company
Business Unit
Division
Department
Location
Cost Center
 SAP Fieldglass can be integrated from Employee Central using SAP Hana
Cloud Integration tool.
Add New Contingent Worker Wizard
 Providing a guided process for administrators and managers to add data for a
new contingent worker in EC
Importing Contingent Worker Data
Contingent Worker data can be imported through Admin Center – Import Employee Data:
• Basic Data
• Employment Details
• Work Order Import
• Job History
• Contact Information
Supported Features
• Add new Contingent Worker record via Wizard or File import

• Assign Work order/Vendor information
• Include Contingent Worker in Workflow, Org Chart, Search
• Standard report for Contingent Worker record and Work order/Vendor information
Employee Data The Workbook
Employee Data HR Transactions
HR Transactions - An Introduction
There are three main components to how the execution of HR Transactions are managed within
Employee Central:
Event and Event Reasons Workflow Alerts and Notifications
Used to track what is Facilitate approval on Notify specific roles or

actually happening to an specific data changed. users that something has
employee when someone The approval happened or is happening
changes their data on an mechanism and who soon to allow them to take
effective date can be involved in the action. No approval
approval chain is included here
flexible
Which
HR Transactions - An Introduction Reasons
and / or
other field
External Hire changes Which
Hire Internal Hire should roles
trigger should
Acquisition workflow approve &
Data Fixed Term in what
Change
Int’l Transfer order?
Job
Change Annual Review
Pay Pay Change

Change Promotion
Exceptional
Leaving Performance
HR Transactions - Events
SuccessFactors provides a standard number of events, these can be renamed, but should not be repurposed.
It is not necessary or required to use all events if you do not need to.
Hire Return to Work

Rehire Pay Rate Change
Probation Promotion
Completion Of Probation Demotion
Job Change Suspension
Data Change Transfer
Start of Assignment Termination
Completion of Assignment Position Transfer
Leave Of Absence Position Reclassification
HR Transactions – Event Reasons
• Event Reasons are subclassifications of Events and it is up to customer what these should be for
each event that you would like to use
• Typically these Event Reasons should be a global data standard to aid reporting and reduce
complexity in system set up. It is possible to have country specific event reasons however
• Event Reasons can be attached to an effective dated change of data for an employee either
manually or ‘automatically’ – this is a design decision you need to make
HR Transactions – Event Derivation Or Not
• With Event Derivation the system assigns an Event Reason automatically based on logic that you specify and
is then configured in the system as business rules
• Without Event Derivation, you rely on who ever is making the change to know which Event and Event Reason
to use for any particular change
• The set up and testing of Event Derivation can become very complex. It is important, early in the design phase,
to explore the functionality in detail and decide if Event Derivation is in scope or not as this will need to be
factored into the timeframes for configuration and testing.
HR Transactions – Manage and Employee Self Service Options
Typical Self Service functions are, and not restricted to the following:
Employee Self Service Manager Self Service

• Update Personal information – for example marital • Position Org Chart – create and update a position, create
status, name change a job requisition for that position after it has been
• Update home address information approved.
• Update personal email and phone information • Update employee job and compensation information, for
• Update emergency contact information example, promotion, demotion, change in hours,
• Update dependents information location, spot bonus.
• Update payment information (bank details) • Enter leave requests on behalf of an employee in team,
• Update work permit information, including view leave requests, leave balances and team calendar.
uploading of related documents
• Enter and view leave requests, leave balances.
HR Transactions – Workflow - Overview
You can define workflows to set up approval processes for changes that any user makes to an employee’s data or to any
other object. Workflow can also be triggered on creation of a new object, for example a new position.
In order to automate business processes and ensure high data quality you can implement workflows.
– For example, you have set up a workflow for changes to the national ID of an employee. If the user changes this
national ID, a popup shows indicating who has to approve this change. If the user confirms the change, the approver
gets an approval request in the To-Do List and in the Pending request page (Pending request portlet).
The system does not process the change until the approver approves the request. The Admin defines which changes to
an employee’s data trigger an approval workflow, and who needs to approve the change.
– For example, if the employee creates a leave request, the manager has to approve it. Or if the manager promotes an
employee, the Admin can define that the manager's manager and the employee's HR responsible are automatically
notified by email about this promotion and make their approval required. Only if both have approved this change, the
change is processed by the system.
Workflows can also be triggered if a Foundation Object is created or updated, for example in the case of Position
creation.
HR Transactions – The Workflow Definition – A Closer Look
Workflow Header –
workflow ID must not
be changed
Step: Denotes who

will approve the
workflow in what
order
Contributor: specifies
who will be notified of
progress at each step of
workflow
CC Role: specifies who

will receive a notification
only after the entire
workflow is completed
HR Transactions – The Workflow Definition – Approver Types
Approver Type : Role Approver Type : Dynamic Role Approver Type : Dynamic Group
(Evaluates the reporting (Can be used to route workflows to different (Similar to permission groups, you
line of the employee or approvers, depending on attributes that are can define a group of employees
initiator ) used in the workflow content) that are dynamically included into
this group on the basis of the
Options are customer defined based on employee’s job information
Options are :- one or more of the following criteria :- attributes)
• Job Classification
• Employee • Department Options are customer defined
• Manager • Location based on standard Role Based
• Manager’s Manager • Legal Entity Permission Group creation criteria
• Employee HR • Business Unit e.g. :-
• Matrix Manager • Division
• Custom Manager • Cost Center
• Second Manager • Pay Grade • Department
• Additional Manager • Pay Group • Job Classification
• Event Reason • Location etc.
• Position
Approvers can resolve to either a Person,
Position, or Dynamic Group.
HR Transactions – The Workflow Definition – Dynamic Roles
‘Person (User System ID)

denotes who will approve
when this dynamic role is in a
Workflow definition.
The other optional columns

denote the criteria for when
that approver should be
used.
In this case, employees

subject Workflow in the Legal
Entities listed will have a
Compensation Manager
approver as specified in the
‘Person (User System ID)
column
HR Transactions – The Workflow Definition – Dynamic Groups
Click on
“Create
new Click here to
Group” or see the
an existing current
link to edit employees in
the group
Choose which
criteria should
be used to
populate the Click here
group to add or
delete
specific
values for
This section can the criteria
specifically chosen to
exclude people populate
from the group the group
based on criteria
HR Transactions – Managing Workflows
Available functions:
Remind managers about stalled

workflows in their Inbox
Escalate workflows automatically

after a specified number of days
Delegate workflows – this allows

an approver to forward the
workflow to another user in the
company
HR Transactions – Alerts & Notifications
Alerts and Notification can be configured in addition to Workflow. They produce messages that you can
define that go to specific people.
They can appear in the Employees ‘To Do’ List on the Homepage or on email or both
You can edit the standard delivered Email Notifications to inform workflow participants about an action.
You define the criteria that tell the system to send this message
Example
Alert Manager that one of their employee’s contract end date is 20 days away.
Alerts are produced once a day, rules are set up and those users satisfying those rules for specific alert
will get the alert
Alert specific Workflow definitions are used to define who gets the alert.
HR Transactions/Workflows/Notifications – Considerations/Homework
• What employee lifecycle events do you need to track for reporting, compliance, payroll etc?
• Do you already have a global set of event reasons? It is possible to have country specific event reasons,
however, it is strongly recommended that you define a global set that can be applicable to all countries, with
minor local variations if appropriate.
• Which users will be administering employee changes?
• What is the appetite at your organization for Manager and Employee Self Service?
• Will event derivation be in scope?
• Define a global set of workflows, with minor local variations if appropriate. It is recommended to keep the
number of steps to a minimum, up to 3 where additional oversight is needed. The more steps you include the
more testing is involved and beware of notification/email overload.
Employee Central Leading Practice
Processes
Standard Process Roles
Standard Process Role for a typical implementation are expected to be as follows. From a leading practice
perspective all key process should only typically need involvement by one or more of the following roles.
• Employee
• Manager
• Second Level Manager
• HR Administrator
• HR Systems Administrator
• HR Business Partner
• Shared Service Employee
• Compensation Specialist
• Compensation Administrator
• Executive Leadership
• Payroll
Standard Processes
Recruiting Onboarding Employee Central
Join Maintain Leave
Hire Internal Hire
Rehire Update Personal

Info
Manage
Ready To Hire Add Contingent
Onboarding
Worker Update
Activities Voluntary
Employment Info –
Termination
Data Change
Offer Accepted
Involuntary
Termination
Employee Position
Make Offer Transfer Administrate
Termination
Retirement
Select Manage Probation
Candidate
Manage Temporary
Employment Death Of
Interview Employee
Candidates Change Working
Time
Manage Off Cycle Salary

Applications Increase
Manage Mandatory
Pay Increases
Post Job
Requisition Add Leave Of
Absence Manage LOA End LOA
Manage
Requisition Add Global End Global
Global
Creation Assignment Assignment
Assignment
Add Concurrent Manage End
Employment Concurrent Concurrent
Employment Employment
Position Update Position Management

(Direct)
New Position Position
Creation Deactivation
Position Update
(Implicit)
New Hire Process
HR ADMIN Terminate No
Show
Onboarding
HR Data Hire
No Show
Event
Update Pay
Match Show or Show
Manage
Add New with
No Complete New Archive Group to
Hire created No
Pending Hire Wizard release data
Employee existing Documents Show?
Recruits record? for Payroll
Identity
Personal
Digital
Job Personal Candidate
File Hired
Compensation
MANAGER Notification
Received
PAYROLL ADMIN Maintain

Payroll Data
Payroll
Data
Rehire Process
HR ADMIN Terminate No
Show
Onboarding
HR Data Hire
No Show
Event
Update Pay
Match Show or Show
Manage
Add New with
Yes Complete Archive Group to
Hire created No
Pending Rehire Wizard release data
Employee existing Documents Show?
Recruits record? for Payroll
Identity
Personal
Digital
Job Personal Candidate
File Rehired
Compensation
MANAGER Notification
Received

Payroll Data
Payroll
Data
Administrate Hire & Rehire – Leading Practice
Start Event Process Participants End Event(s) Success Criteria

• Pre-Boarding  Hiring Manager  HR Administrator  Payroll  Candidate Hired  Complete and accurate
Completed  Hiring Cancelled data received from Pre-
boarding process
Purpose  Receive show/no-show
confirmation form
 Complete administrative hiring activities seamlessly, leveraging the information collected during Hiring Manager
the Recruiting process and Onboarding process
 Collect all information for creating an employee record in EC and any additional information to
Input send to other receiving systems, e.g.Payroll Output
• Onboarding - HR  Active Employee ID
Data  Created/Updated
• Legal / Compliance Employee Data
Forms
• CV, Certificates
Prerequisites Dependencies Use Cases

 Target Position IT  SF Onboarding, SF Employee  Document Management system
exists Central  ID Management system
 New Hire
information is Data  Employee - Biographical Information,  Payroll – Garnishment, Social
imported from Personal Information, Job Information, Security, Tax Information, other PY
Onboarding (no Compensation Information specific data
approvals required
in EC) Processes  Pre-boarding • Manage Temporary Employment
 Assign Learning • Administrate End of Employment
 Manage Probation
Internal Hire Process
HR ADMIN
Confirm
reassignment
method of
Onboarding previous direct
HR Data reports Transfer
Event
Contract
Amendment
Yes
Direct
Manage
Process Complete New Reports No Internal Hire Archive Employee
Pending Impacte Completed Transferred
Internal Hire Rehire Wizard Documents
Recruits d?
Job Information
Personal Information Digital

Personal
File
RELEVANT APPROVER Notification Approve

Received
(dependent on data changed)

Payroll Data
Payroll
© 2019 SAP SE or an SAP affiliate company. All rights reserved. ǀ Internal and Partner Use Only Data 239
Transfer – Internal Hire – Leading Practice
Start Event Process Participants End Event Success Criteria

• Pre-Boarding  HR Administrator  Employee Transferred  Complete and accurate
Completed data received from Pre-
boarding process
Purpose
 Assumption: transfers will occur as a result of an internal employee being selected in the context
of a requisition/job posting for an existing position
 The objective of the process is to complete administrative transfer activities seamlessly,
Input leveraging the information collected during the Recruiting process and (= optional) Onboarding Output
process
• Onboarding - HR  Updated Employee
Data Data
• Legal / Compliance
Forms

IT  SF Onboarding, SF Employee  Document Management system 3 different types of employee transfers are to be
Central  ID Management system considered relevant in the context of this process:
 Internal transfer – transfer to another position
Data  Employee - Job Information,  Payroll – Garnishment, Social within the same legal entity
Compensation Information Security, Tax Information, other PY  Intercompany transfer – transfer to a position in
specific data another legal entity, within the same country
 International transfer – transfer to a position in
Processes  Pre-boarding another country; this type of transfer always also
 Assign Learning includes a change of legal entity
Update Personal Information Process
SHARED SERVICE
Initiate
Contact
HRSC
Process
Dependants National ID
HR ADMIN Personal Info Work Permiit

Personal
Data
Address
Updated
Review
Notification Attachments in Documents
Yes
Correct? Approve
Received one of the
above portlets
Last Name Middle Name
EMPLOYEE Salutation National ID
Gender Marital Status
2nd Nat Pref Lang
No
No
Address Dependants
Phone Email
Dependants National ID
No
Emerg.
Work Pemiit
Contact Personal Info Work Permiit
Bank Details
Address
Execute
Yes Relevant
Insert / Correct
Can
Access ‘My
Yes Attachments
Personal Info employee Transaction on Evidence
update the Updated in
Employee File’ one or more of Required?
Update Need data? one of the
the above
above portlets
portlets / data
Update Personal Information – Leading Practice

 Need for data  Employee  HR Administrator  Personal Information  Business rules in place
update occurred Updated to determine additional
documentation required
Purpose  HR Administrator
notified to process
 Enable employees to create and update their own Personal Information directly in the HRIS subsequent activities
 All employees are assumed to have (mobile) access to SuccessFactors. Only in exceptional
cases data changes are to be performed by HR Administrators on behalf of the employee.
Input  In all cases HR Administrator receive a notification about the change Output
 Personal  Updated Employee
Information Data
 Dependants
 Address Information
 Contact Information
 Emergency Contact
 Work Eligibility
 Payment
Information
 All employees have IT  SF Employee Central
(mobile) access to
SuccessFactors
Data  Employee - Personal Information
Processes  Update Employment Information • One Time Payments

 Off Cycle Salary Adjustment
Update Employment Information Process – Data Change
EMPLOYEE
Notification Sign & Return
Received
Document
HR ADMIN Archive Employment

Generate Information
Document Documents Updated
Yes
Digital
Personal
File
Data Yes No
Notification Contract
Change Approve
Amendment?
Event Received
MANAGER
Work Permit
Personal Info
No
Job Relationship
Initiate
Determine
Employment Employment
Event
Info Update Update. People
Reason
Profile > Take
Need
Action > Change
Job &
© 2019 SAP SE or an SAP affiliate company. All rights reserved. ǀ Employment
Internal and Partner Use Only 243
Information
Update Employment Information – Leading Practice

 Need for data  Employee  HR Administrator  Employment  Position Management
update occurred  Line Manager  HR Business Partner Information Updated (linked to Job
Architecture) in place
Purpose  HR Administrator
notified to process
 Enable Managers to update employment information of the employees in their area of subsequent activities
responsibility
 Scope: Job Information changes - not related to Direct Position Updates or Employee Transfers
Input Output
 New Data  Updated Employee
information Data
 Date of Change  Event/reason
generated

 Event Reason IT  SF Employee Central  Document Management system  Change of Office Location
Derivation  Change of Working Hours / Schedule / FTE
implemented  Change of Cost Center
Data  Employee - Job Information,  Country specific changes (e.g. working time
Compensation Information directive, disability/challenge group in UK)
Processes  Update Personal Information • One Time Payments

 Off Cycle Salary Adjustment
Manage Probation
EMPLOYEE Notification Sign & Return
Received
Document
HRBP
Discuss End
Of Probation
MANAGER Failed
Initiate
Voluntary or
Notification Involuntary
Received Termination
Process Job Information
Probation
Discuss End Decision
30 Days Of Probation Initiate

Before Probation
Probation Completion
Completion or Extension
Extension
HR ADMIN
Generate
Archive Of
No
Document
Documents Employment
Maintained
Yes
No Digital
Notification Contract
Approve
Amendment? Personal
Received Yes File
Manage Probation – Leading Practice

 Notification X-days  Employee  HR Administrator  Probation Completed  Probation End Date
before End of  Line Manager  HR Business Partner  Probation Failed received through
Probation Period  Probation Extended Onboarding
Purpose  Line Manager is
reminded in time
 Ensure appropriate actions are taken upon expiration of the probationary period
 As part of Onboarding activities Line Manager evaluates closely the progress and performance of
the newly hired Employee, results of (learning) assignments, and monitor other relevant aspects
Input of the employee. Line Manager takes action accordingly Output
 Probationary regulations (e.g. periods, extension regulations) vary widely per country and
 End of Probation company  Updated Employee
Date Data

 Actual End of IT  SF Employee Central  Possible scenarios include Probation Successfully
Probation Date is  SF Onboarding Completed, Probation Failed and Probation is
agreed during Offer Extended
process (Recruiting) Data  Employee - Job Information
and received as part
of Onboarding Data
set
Processes • Pre-boarding • Administrate End of Employment
 Update Employment Information
Manage Temporary Employment
EMPLOYEE
Received
Inform Document
Manager of Discuss End
end of Employment
contract
Job Information
MANAGER
Extend Initiate Employment
Notification Discuss End Extension
Received
Of Probation
Convert Initiate Change of
Employment Decision Employment
30 Days Initiate Voluntary or
Before
End
Involuntary
Contract End Termination Process
HRBP
Discuss End
Of
Employment
Generate Document
HR ADMIN Archive Extension Of
Employment
Yes
Documents
Maintained
Yes No
Notification Approve
Contract
Received Amendment Digital
© 2019 SAP SE or an SAP affiliate company. All rights reserved. ǀ Internal and Partner Use Only Personal 247
File
Manage Temporary Employment – Leading Practice

 Notification X-days  Employee  HR Administrator  Temporary  Employment End Date
before End of  Line Manager  HR Business Partner Employment received through
Temporary Extended Onboarding
Employment Purpose  Temporary  Line Manager is
Employment Ended reminded in time
 Ensure appropriate actions are taken upon expiration of fixed term employments  Employment Type
 Possible scenarios include discontinuation of the employment, employment extension and Converted to
conversion into permanent employment Permanent
Input  Managers decide which scenario applies, taking into account employee performance, budget, Output
company policies and (local legal) regulations
 End of Employment  Actions need to be taken (early enough) before reaching the actual end date of employment  Updated Employee
Date Data

 Actual End of IT  SF Employee Central  Possible scenarios include discontinuation of the
Employment Date is  SF Onboarding employment, employment extension and
agreed during Offer conversion into permanent employment
process (Recruiting) Data  Employee - Job Information
and received as part
of Onboarding Data
set
Processes • Pre-boarding • Off-Cycle Salary Adjustment
 Update Employment Information • Administrate End of Employment
Change Working Time
EMPLOYEE
Received
Document
Working Time Define
Change Details of
Need change in
Identified working time
MANAGER
Standard Working Hours
Align On FTE
Feasibility
Work Schedule
Progress?
Amend Standard
Working Hours and / or
No
Workschedule
End Of
Process
HR ADMIN Generate
Document
Archive Working
Notification Time Data
Approve
Received Documents Maintained
Yes
Contract Digital
Amendment Personal
© 2019 SAP SE or an SAP affiliate company. All rights reserved. ǀ Internal and Partner Use Only No File 249
Change Working Time - Leading Practice

Working Time Change  Employee  HR Administrator Standard Hours FTE or Workschedule
Need Identified  Line Manager Amended updated successfully
FTE Value Consequently
Purpose Amended Time Off Entitlements
Compensation Optionally updated correctly
• Transaction initiated by the Manager Amended (optionally)
• Ensures FTE is calculated automatically and accurately Time Off Entitlement
• Ensure work schedule is appropriate for Time Off recording and Positive and Negative Time potentially amended
Input Recording if Timesheet is used.
• Facilitate HR Admin to raise any required paperwork or contract amendment
Standard Hours Output
change and / or Work
Schedule change Updated Employee Data

Offline conversation IT SF Employee Central Employee goes from Full Time to Part Time
between employee and Employee goes from Part Time to Full Time
Line Manager occurs Employee Amend Positive Work Schedule for Medium
to verbally agree Data Employee - Job Information to long term
viability of request Employee - Compensation Information
Employee – Time Off Entitlements
Processes Update Employment Information

Off-Cycle Salary Adjustment
Off Cycle Salary Increase
SECOND LEVEL MANAGER No
Inform
Employee of
Notification Yes Salary Increase
Approve
Received
MANAGER
Compensation Framework & Guidelines
Job Information
Off Cycle
Define Compensation Information
Salary
Details &
Increase
create Transact Off Cycle
Yes
Need Salary Increase
justification
Identified Proposal
No
HRBP
Notification
Received Approve
Off Salary
HR ADMIN Archive
Documents
Increase
Data
Maintained
Generate
Document Digital
Personal
File
Off Cycle Salary Adjustment – Leading Practice

 Need for Off Cycle  Line Manager  HR Administrator  Employee  Compensation  HR Administrator
Salary Adjustment  Next Level Manager  HR Business Partner Information Updated notified to process
Occurred subsequent activities
Purpose  Employee informed on
Salary Adjustment
 Enable Managers to initiate system based individual Salary increase outside of the regular Salary
Review cycle (which is supported by Compensation module)
 Manager initiated Salary adjustments require supplementary approval by
Input  HR Business Partner: main focus is consistency with workforce plan, compensation framework, Output
fairness
 Date of Change  Next Level Manager: main focus is budget  Updated Employee
 Salary Adjustment  Approvers may look to receive strong supporting documentation for the incoming requests Data
Proposal (attachment)
 Justification

 Workflow and IT  SF Employee Central  Document Management system
(basic) Business
rules in place to
guide Line Manager Data  Employee - Job Information,
 Event Reason Compensation Information
Derivation
implemented
Processes • Manage Temporary Employment
• Manage Salary Review
Mandatory Pay Increases
HR ADMIN Prepare &

Perform
Prepare &
Perform
Rules Based Manual
Mass Employee
Change Level Imports
COMP. Pay Scale Area
Pay Scale Type

Pay Scale Area
Pay Group Updates

Perform
Simulation
Actual Run
Pay Scale Type Run

Run
ADMIN
Pay Scale Group Future Compensation
Pay Scale Group
Validation
Yes
Pay Scale Level Other General Job /
Pay Scale Level Comp Info Report &
No
No
Check
Process
Export Generic Import Identify Validate
Send OK
Object Templates Revised Exceptions in Adjustments
for Pay Structure
Information To Pay Required Results Results
increase Correct Pay
Information Compensation Structure populations Structure
Specialist Information Updated
COMP. Pay Scale Area
Pay Scale Type
SPECIALIST
Pay Scale Group
Pay Scale Level
Information Request Consult

Received Templates to Collective Agreement Details Identify Pay Scale Provide
Prepare
on Pay collect new Structure new Pay
Union Agreement Details
Import
Structure Pay Structure Elements to be Scale
Minimum Wage Legislation
Files
Updates details adjusted Information
HRBP
Consult
EXECUTIVE LEADERSHIP
© 2019 SAP SE or an SAP affiliate company. All rights reserved. ǀ Internal and Partner Use Only Inform 253
Manage Mandatory Increases – Leading Practice

 Information received  Compensation Specialist  HR Administrator  Executive Leadership Team  Mandatory Pay Scale  Correct translation of
on Mandatory Pay  Compensation Administrator  HR Business Partner Structure Adjustments regulations and
Scale Structure Processed legislation into SF
Adjustments Purpose system set up
 Enable mass processing of mandatory salary increases driven by new or amended collective
agreements, union agreements and national wage legislation
 The process is applicable to Employees assigned to a payscale/-grade and payscale level
Input scheme and who are upgraded to the next payscale level according to a fixed scheme (mostly Output
yearly) following strict guidelines, without manager’s discretion.
 Amended  Pay regulations depend on the country and sometimes regions  Updated Pay
Agreements and/or  CoE encompasses local experts (per country or per cluster) who are aware of the local Structure Object Data
Legislation regulations and legislations and gather all inputs related to the mandatory salary increases  Updated Employee
 Start Date of  Shared Service encompasses central administrators who will perform payscale structure changes Data
Changes and HR Administrators (local / regional) who perform the employee data changes
 Note: the general (mostly annual) grade step progression increases are assumed to be fully
automated according to business rules set up in Employee Central

 SuccessFactors IT  SF Employee Central  Mandatory Salary Increases driven by new or
Payscale Structure amended collective agreements, union
capabilites have agreements and national wage legislation
been configured Data  Foundation – Pay Structure Object  Employee - Job Information,
and relevant Data Compensation Information
employees are
assigned to the
structure
Processes • Manage Employee Mass Updates
Initiate Leave Of Absence
EMPLOYEE Request LOA
Employee
Start Date Informed of
Share Employment
Reason
Intention To Amendments
Expected End Date
Take LOA
Documentation (Attachments)
LOA specific information
MANAGER Discuss On
Agree On
LOA
Conditions Analyse Manager
Business and Notification Yes Informed of
Approve
Regulatory Received Employment
Need for
Employee Consequences Amendments
LOA Occurs
HRBP
Consult Consult Consult
HR ADMIN
Update
Yes Relevant
Leave Of
Employment /
Compensation Absence
Determine Info Initiated
Consequences Employment
Notification
For Employee Update
Received Required
Compensation Leave Of
© 2019 SAP SE or an SAP affiliate company. All rights reserved. ǀ Internal and Partner Use Only & Benefits Absence 255
Initiated
Maintain Leave Of Absence
EMPLOYEE
Employee
Informed of
Employee Notifies Employment
Employer of Leave Amendments
Of Absence
desired change
MANAGER
Amend Leave Of
Analyse Absence Details Manager
Need to
Business and Informed of
Amend LOA
Regulatory Employment
Occurs
Consequences Start Date
Amendments
Reason
Expected End Date
Documentation (Attachments)
LOA specific information
HRBP
HR ADMIN Consult Consult
HR ADMIN
Update
Yes Relevant
Leave Of
Employment /
Determine Info Maintained
Consequences Employment
Notification
For Employee Update
Received Required
Compensation Leave Of
© 2019 SAP SE or an SAP affiliate company. All rights reserved. ǀ Internal and Partner Use Only & Benefits Absence 256
Maintained
End Leave Of Absence
EMPLOYEE
Employee
Informed of
Employee Employment
Notifies Employer Amendments
Employee
of Leave Of Returns to
Absence desired Work
end
MANAGER
MANAGER Transact End Of
LOA Transaction Manager
Analyse Informed of
Need to end Business and Employment
Expected End Date
LOA Occurs Regulatory Amendments
Consequences Documentation (Attachments)
HRBP Consult
HR ADMIN Consult
HR ADMIN Update
Yes Relevant
Employment / Leave Of
Determine Info Generate any Ended
Consequences Employment required
Notification
For Employee Update
Received
Compensation Required Leave Of
documentation
& Benefits Absence
© 2019 SAP SE or an SAP affiliate company. All rights reserved. ǀ Internal and Partner Use Only Ended 257
Manage Leave of Absence – Leading Practice

 Intention to take a  Employee  HR Administrator  Manage Leave of
leave of Absence  Line Manager  HR Business Partner Absence Completed
Occurs
 Need to take leave Purpose
of Absence occurs
 To ensure HRIS data maintenance related to a (longer) period of time that the employee must be
away from the job, while maintaining the status of employee.
 The process consists of three sub-processes: Initiate Leave of Absence, Monitor Leave of
Input Absence and End of Leave of Absence Output
 Leave of Absence differs from normal/short periods away from the workplace, such as vacations,
 Reason for LOA holidays, etc, in that they are considered exceptional (personal/health) circumstances, rather than  Updated Employee
 Start Date benefits Data
 Expected End Date  Depending on the reason, Leave of Absence can be paid or (partially) unpaid and may have
impact on the employment status (e.g. impacting FTE calculation)

 Valid Job IT  SF Employee Central  Document Management system Use cases vary from country to country.
Information with a Examples:
currently active  Maternity/Paternity Leave
employee Data  Employee - Job Information,  Bereavement
Compensation Information  Disability to work (long term sickness)
 Special Care Needs (Employee or Family Member)
Processes • Manage Short Term Absences • End of Leave of Absence

• Create Requisition
• Monitor Leave of Absence
Add Global Assignments
EMPLOYEE Consult
Sign & Return
Document
EXECUTIVE LEADERSHIP
Global Assignment Discuss Potential
Need Identified Candidate
HOME Candidate Inform Global

Consult
Identified Mobility
MANAGER
HOST
Consult
MANAGER
Transact Global Assignment
GLOBAL Research housing / schooling
Host Job Information
and other logistics
MOBILITY Construct local compensation
Host Compensation Information
Assiignment Specific Detail
package Planned End Date
HRBP Generate Offer

Archive Documents Add Global
Assignment
Consult Completed
and supporting
info Digital
Personal File
COMP.SPECIALIST
Consult
259
Maintain Global Assignment
EMPLOYEE Employee
Employee Informed of
Consult Agrees Employment
Amendment Amendments
HOME
Manager
Informed of
MANAGER Consult Employment
Amendments
HOST
Manager
Consult Informed of
MANAGER Consult
Employment
Amendments

GLOBAL Amend Logistics
Amendment
as required Host Job Information
MOBILITY Consult (School,

Accomodation
Host Compensation Information
Assiignment Specific Detail

etc) Consult
Planned End Date
HRBP Yes
Update
Relevant
Archive Global
Employment /
Need to Amend Documents Assignment
Compensation
Global Determine Maintained
Info
Notification Consequences
Assignment Employment
Received For Employee Update
Occurs
Compensation & Required Global
Digital
Benefits Assignment 260
Maintained
Personal File
End Global Assignment
EMPLOYEE
Employee
Employee
Informed of
Consult Agrees End
Employment
Assignment
Amendments
HOME Manager
Consult Informed of
Consult
MANAGER Employment
Amendments
HOST
Consult
MANAGER
GLOBAL Notification
Received Organise
Assignment End
MOBILITY 30 Days Before

Logistics cessation
(accommodation, Host Actual End Date
Planned End school, etc.
Date
HRBP Yes
Update Home
Employment / Archive Global
Compensation Documents Assignment
Determine Info Maintained
Consult Notification Consequences Home
Received For Employee Employment
Update
Compensation & Global
Required Digital
Benefits Assignment 261
Maintained
Personal File
Global Assignment - Leading Practice

 Executive  Employee  Host Line Manager  HR Administrator Assignment completes
Leadership typically  Home Line Manager  Global Mobility  HR Business Partner and employee return to
identifies candidate  Compensation Specialist  Executive Leadership their original Home
for Global Position.
Assignment and
discusses verbally Purpose
with potential To initiate, consequently maintain and then subsequently complete an Assignment overseas where
candidate. the intention is that the employee is return to their Home Position.
Global Mobility typically takes change of the data administration. Output
Input Home and Host Manager and HRBP are typically is consultation roles.
Both Home and Host
Destination Position Assignment recorded
and other Host data.
Host Data is accessible
Planned End Date for for reporting and viewing
Assignment purposes.

Host Position IT  SF Employee Central  Document Management system Host Assignment to another country where the
 Payroll System employee is expected to return back to their Home
country after a medium to long length of time.
Data  Employee - Job Information,
Processes • Add Global Assignment • Payroll – Garnishment, Social

• Maintain Global Assignment Security, Tax Information, other PY
• End Global Assignment specific data
© 2019 SAP SE or an SAP affiliate company. All rights reserved. ǀ
• Delete Global Assignment
Internal and Partner Use Only 262
Voluntary Separation
LINE MANAGER Notification

Received
Validate & Approve
Validate Event Reason
Validate Last Working Day
Validate Last Payroll Day
Add ‘OK To Rehire’
Assign
reports to
Assign next level Voluntary
Direct Yes Reports to
next level
manager Separation
Reports
manager Initiated
Impacted
or by one Assign
by one
reports
individually
EMPLOYEE Job Information
Discuss
Transact Termination
Intention
To Leave
Yes
Voluntary
Intention to Share Intention No Leave
Confirmed Process
Leave Intention to
Leave Cancelled
Occurs
HR ADMIN
Create
© 2019 SAP SE or an SAP affiliate company. All rights reserved. ǀ Internal and Partner Use Only Termination 263
No Event
Involuntary Separation
Create
HRBP Termination
Event
Voluntary
No Notification
Separation
Validate & Approve
Received Initiated
LINE MANAGER Assign

Assign
reports to
Yes Reports to next level
Direct
Reports
next level manager
manager
Impacted
or by one
by one Assign
Agree On reports
Separation individually
Involuntary Conditions Job Information
Termination Inform
Decision Employee
Taken
COMPENSATION
SPECIALIST Consultation
LABOUR RELATIONS
SPECIALIST Consultation
Retirement
EMPLOYEE Intention To
Retire No
Occurs
Assign
reports to
LINE MANAGER Direct
Reports
Yes
Assign
Reports to
next level
next level
manager
manager
Impacted
or by one
by one Assign
reports
End Of
Employment individually
Confirmed
Job Information
Discuss
Retirement
Options &
Leaving
Create
HRBP Date
Validate & Approve Termination
Event
Notification
Received Validate Event Reason
HR ADMIN
Notification Retirement
Report Received Initiated
Executed
COMPENSATION
Consultation
SPECIALIST
Employee Death
SURVIVOR Employee
Inform
Passes
Employer
Away
No
LINE MANAGER
Assign
Assign
reports to
next level
Direct Yes Reports to
Reports
next level manager
manager
Impacted
or by one
by one Assign
reports
individually
Job Information
Receive
Follow Up
Information
On Create
About Death
HRBP Of
Condolence
Activities
Termination
Event
Employee
Notification
Validate & Approve
Received
Validate Event Reason
Death Of
Employee
Initiated
Administrate End Of Employment
HR ADMIN
Voluntary
Termination
Initiated
No
Involuntary
Termination
Initiated Employee
Archive becomes
Yes Generate End Of inactive and
Review Termination Amendment Update Employment Documents
Employment terminated
Information Required Information
Document
Retirement Digital
Personal
Initiated Validate Event Reason Validate Event Reason
File
Validate Last Working Day Validate Last Working Day
Validate Last Payroll Day Validate Last Payroll Day
Add ‘OK To Rehire’ Add ‘OK To Rehire’ Termination

Compensation Information Compensation Information
Process
Death of Complete
Recurring Payment Information Recurring Payment Information
Employee
Initiated One Time Payment Information One Time Payment Information
PAYROLL ADMIN Maintain Notification

Payroll Payroll To Release
Specific Data Payroll
Tax
Social Security
Garnishments
Other
Administrate End of Employment
Process Summary

 Voluntary  Employee  HR Administrator  End of Employment  Integration to
Separation Initiated  Line Manager  HR Business Partner Initiated consecutive processes
 Involuntary  Employee Terminated correctly triggered
Separation Initiated Purpose  Accurate financial
 Retirement Initiated settlement
 Death of Employee  This process is focusing on initiating and completing administrative termination activities in the
Initiated Core HR context
 The process triggers activities in consecutive HR and non-HR processes considering all a
Input organization needs to do in order to cleanly end the relationship between the company and the Output
employee.
 Termination Date  It applies to employees who have resigned and those that have been terminated by the company  Updated Employee
 Reason for Data
Termination  Termination Event
created
 Employee record
deactivated
 Notifications of End of
Employment sent

IT  SF Employee Central  Document Management system  Employee Resigns Voluntarily
 SF Onboarding  Employee Resigns Involuntarily
 Employee Retired
Data  Employee - Job Information,  Payroll – Garnishment, Social  Employee is Deceased
Compensation Information Security, Tax Information, other PY
specific data
Processes • Offboarding
Employee Central Time Off
What is Time Off
• Time off module offers a single platform for all types of paid and unpaid absences
• Allows you to create a flexible framework where you can configure all absence
management decisions according to:
• Local laws
• Regulations
• Company policies
• Automatic creation of accounts and balances
• Automatic handling of balances, transfers and closing of accounts
Roles
• Employee can:
• Request time off (e.g. vacation, paid time off, sick leave)
• View or cancel time off requests.
• View team absences (to avoid collateral absences)
• View own time account details, holiday balances etc.
• Manager can:
• Approve time off requests
• View team absences
• HR Administrator (Time Administrator) can:

• Enter a new hire into the system and set up Time Off for him or her
• See an overview of employees’ time accounts
• Create absence for an employee (no workflow approval)
• Make manual adjustments to a time accounts, absences, balances etc.
• Create and run a time off accrual calendars
• Create and edit Time Off- based structures and objects
• (Create rules and configure the Time off- solution)
Demo
• Employee:
• Request time off (e.g. vacation, paid time off, sick leave)
• View or cancel time off requests.
• View team absences (to avoid collateral absences)
• View own time account details, holiday balances etc.
Demo
• Manager:
• Approve time off requests
• View team absences
Demo
• HR Administrator:
• Enter a new hire into the system and set up Time Off for him or her
• See an overview of employees’ time accounts
• Enter an absence request for an employee (no workflow approval)
• Create and edit Time Off- based structures and objects
Team Absence Calendar
• Available for the employees while requesting Time
Off and for managers while approving Time Off
• Employee can view all employees that share a
common (Reports To) Manager
Approve Time Off • Approval request in To-Do list
• Approve or Decline time off
requests
• Can add Comments
• Flexibly define per leave type
whether:
• Approval is required
• Multi-step approval is
necessary
• No approval at all is required
Reporting
Absence Overview
• View summarized absences by
department and employee within
the selected time frame
• View single absences to take a
look at an employee‘s individual
absences
Time Account Overview

• View per department and time
account the current balances
• All Time Account bookings are
considered
iPhone Solution
• Time Off is part of • Directly see the • Select start and end • Review request details
the mobile app for available balance date in the calendar • Team Absence Calendar
iPhone • Select the leave type • See whether anyone
• View and cancel time body is absent within the
off requests requested time
Time Off Tables
Holiday Calendar Work Schedule Time Type Time Account Type Time Off Rules
Country Planned Hours Unit Permanent Accrual Rule
Carry Over
External Code Average Hours Per Day Permitted Fractions Frequency
Take Rules
Accrual Offset
Date of Holiday Start Date Workflow
Termination Rules
Holiday Class Country Time Account Type Posting Order
Hire Rules
Accrual Rule
Holiday Code Country
Document Table Values in Time Off Workbook
Populate Values into Time Off Tables
Configure Time Off Rules

EC Employee Level Updates
Updates are needed at the employee level to establish Time Off
when entering Job Information in Employee Central:
Holiday Calendar:
Correctly calculate the time used for a holiday
Work Schedule:
A work schedule is assigned to each employee, displaying how many days per
week employee is to work and how many hours to be worked on each of those
days
Time Type Profile:

Employee is assigned a Time Type
Profile, which defines which Time
Types the employee can use
(e.g., Vacation, PTO)
Time Off Objects
Objects in Time Off
Time Off Summarised
Holiday Calendar Holiday Calendar Holidays
Work Schedule Work Schedule
Time Profile Time Profile
Holidays
Holidays
Field Usage
Holiday Code Code to identify specific
holiday
Name Description of the holiday
Identify
Country Country where the holiday Holiday
is valid in
Used in
Holiday
Calendar(s)
Holiday Calendar
Holiday Calendar Holidays

Collection
Field Usage of individual
Name Description of the holiday calendar holidays
Country Where the holiday calendar is valid in?
External Code Code to identify specific holiday calendar Used by

Date Of Holiday Date of which holiday chosen
country/
Holiday Class Full, Half or None
company etc.
Holiday Pick relevant previously configured holiday
Work Schedule
Work Schedule
Specify the
number of
working hours
per day
Field Usage
External Code Code to identify specific Work Schedule
External Name Description of the work schedule
Starting Date Date on which the work schedule should take effect. Highlights the
Connect day and date
recurring
Day Number of the sequence of days in the Work Schedule. cycle of
Can be as many days as you want.
working days
Working Hours Number of working hours expected to be worked on a
particular day / date.
Time Profile
Work Schedule
Defines the time
Time Profile
types employee
Field Usage
can use
External Code Code to identify specific Time Profile
External Name Description of the Time Profile
Effective Start Date from which a user is able to attach this Time
Date Profile to an employee
Main ESS Time The Time Type that will appear most prominently
Type on the Time Off requesting screen and is the
default. Must also be a favourite Time Type
Time Type The Time Types that will be available to

employee s to book Time Off against
Enabled in ESS If ‘yes’ then the employee can enter Time Off. If
Scenario ‘no’ only Admin can enter Time Off
Favourite Time Up to three Time Types can be designated as

Type Favourite. They appear prominently on the Time
Off Requesting Screen
Questions Holidays and Work Schedules
Q:How many holiday calendars will be implemented?

A:
Q: How many work schedules will be implemented?
A:
Time Off Summarised
Time Profile Time Profile Time Type

Time Type
Time Type
Time Type
Time Type – Generic Settings
Work Schedule
Time Profile
Time Type
Time Type
Time Type
Time Type
Specifies the
Field Usage
types of
External Code Code to identify specific Time Type
Time Off
External Name Description of the Time Type
Workflow The workflow process that this Type Time will go through for approval
Unit Time Unit in which this time type is able to be booked - Hours or Days
Permitted Fraction for Either Full, Half or Quarter Days allowed

Unit Day
Permitted Fraction for Full Day or Full Hour Booking Allowed

Unit Hour
Time Account Type Specifies if time type has balances and how are handled, how
accruals happen etc. for the time type
Take Rules Specifies what rules apply when employee is submitting a time off
request that includes this time type
Questions – Time Types and Time Profiles
Q:How many time types (=“Absence reasons”) would you roughly estimate to have?
A:
Q:Are all the employees eligible to use all the time types? How Many time profiles will be in use?
A:
Q:How many time types can the employee add themselves?
A:
Q:Which Time Types are considered to be “Admin only”?
A:
Questions – Workflows
Q: How many approval flows are needed? Who would be approving the requests? Is there a need for an admin workflows?
A:
Time Type – Decisions
No Do not create a Time Account Type to the Time Type.

These Time Types have no account balance.
Time Type Examples: Sick Leave, Maternity Leave, Paternity Leave, Marriage Leave, Jury Duty Leave,
Should the absence
Birth of Child, Moving House…
have a balance?
Yes
Create and assign a Time Account Type to the Time Type.
Time Accounts are created for each employee who has the Time Type in his or her Time Profile.
Do employees No Do not create and assign an accrual rule .

Managers/HR grant time off to the account using manual adjustments. Often employees earn extra time off through
regularly earn time
extra work.
off?
Time Type examples: Complimentary Time Off, Time Off in Lieu
Yes
Define the time account type with Creation
Permanent.
Create an Accrual Rule and assign it to the Time Account Type.
Is there a policy
No Time accounts with validity end
Regularly create and run Time Off calendars for the Accrual scenario to create accruals / 12/31/9999 will be created. Employees can
that determines
entitlements on the employee’s time account. use the time off whenever they want.
by when a balance
Time Type examples: Annual Leave Period-End Processing is not required for
needs to be used?
these Time Account Types.
Yes
Define the Time Account Type with Creation Recurring.
Time accounts with yearly validity will be created.
Examples: Employee must use annual leave balance from the year 2017 before the end of March 2018. For this time account type, you need to do period-end processing every year.
Questions – Accruable Time Types
Q: How many of the time types defined have balance?

A:
Q:How many are accrued periodically / Are permanent?
A:
Time Off Summarised

Time Type
Time Type
Time Type
Time Account Type
Time Account Type
Work Schedule
Time Profile
Time Type
Time Type
Time Type
Time Type
Accruals
(including for Hire Account
and Termination) Creation
Time Account Type
Specifies
processing rules
Period End
Processing
Time Off Summarised

Time Type
Time Type
Time Type
Time Account Type
Accrual Rule
Period-End Processing Rule
Hire Rule
Termination Rule
Take Rule
Take Rules
• System can perform certain validation checks when you create, cancel or edit
a leave request
• Example: Sickness Leaves requested for more than 3 days are required to
provide a Note to HR Rep
• Take Rule triggers an error or warning system message to User
Questions – Take Rules
Q: What time types will require a take rule to be enforced?

A:
Q: Are the general take rules that will have effect on all the time types (e.g. employees can’t add/edit absences in the past)?
A:
Q:Specify the first draft on the take rules and the time types the have an effect on
A:
Rules For Time Account Types
• In addition to the take rules, there are other rules also in play:
• Accrual Rules
• Used to automatically create Time Account additions based on company policy
• Can be specific to Hire and Termination events if required
• Can be based on Seniority
• Can be based on organisational or personal attributes (e.g. Legal Entity, Age)
• Period End Processing Rules

• Used to process remaining balances at the end of an Account Period based on company policy
(e.g. Carry Over)
Accrual Rules
• Accruals can be automatically generated by the system. Example configurations:
• Fixed Amount Rule: 2 days per month

• Seniority Accrual Rule: after 5 years of service 3 days
• Accrual Anniversary: Accrual received every anniversary
• Accruals with Maximum: 2 days per month with a maximum of 15 days per year
• Transfer of balance: into next period (carry over)
Accrual Rules
Fixed Seniority Max Prorate
2 days per month After 5 Years of 2 days per Proration based on

Service, month with a Hire Date within
employee maximum of 15 the year
receives 15 days per year
Days
New Hire / Termination Rules
• New Hire: What happens to the account when the employee is hired?
• Prorate New Hire Accrual based on Hire date

• Adjustments for Part Timers
• Termination: What happens to the account when the employee is terminated?
• Zero out accounts

• Pay out accounts
• Apply custom Termination Rules
Period End Processing
Zero Carry Carry Over

Over Max
For example, Employee
At the end of the The remaining has 8 days vacation
Any remaining
period, all balances balance is carried remaining, but the carry
balance is carried
are set to zero (0) forward from the forward, but only forward limit is 5 days,
old account to the up to a certain only those 5 days are
new one limit carried forward. The
other 3 are lost.
Eligibility Rules
Can use data stored in Employee Central to base Time Off Eligibility Rules
 Job Information
 Employment Information
 Custom Fields
 Organization or Personal Attributes (e.g. Legal Entity, Age,)
 Employee Types (Regular, Full/Part Time, Expatriate, etc.)
Validation Rules
• System can perform certain validation checks when you create, cancel or
edit a leave request
• Example: Sickness Leaves requested for more than 3 days are required to
provide a Note to HR Rep
• Validation Rules trigger an error or warning system message to User
Questions – Time Account Types
Q: Describe the accrual rules? What is the calculation based on? FTE? Working days per week?
A:
Q: Describe the Period end processing rules
A: At
Q: Are new hires / terminations pro rated according to their hire date? Is the balance automatically accrued on the hire date?
A:
Q: Are Annual leave balances carried over? How long can the employee use the carry overs?
A:
Q: Leave accrual is based on the entry date? Is the accrual credited to the employee on annual basis?
A:
Q: Should the employee status change on a long absence? (e.g. “inactive” / “Dormant” etc.)? What is the status assigned?
To which time types would the LoA apply to?
A:
Time Off Summarised

Time Type
Time Type
Time Type
Time Account Type
Accrual Rule
Hire Rule
Termination Rule
Take Rule
Account Creation
Time Off Calendars Accrual Creation
Time Off Calendars
• Time Off calendar is a tool for administrator that can be used to:
• Account Creation
• Accrual Creation
• Period End Processing
• As a best practice:
• Account and Accrual
creation should be
automated
• Period end processing
should be automated
• No manual tasks for
Admin
Time Off Summarised

Time Type Take Rules
Time Type
Time Type
Time Account Type

Time Account Eligibility Status
Accrual Rule
Time Account Hire Rule
Workflow Request IT 2  Termination Rule
Take Rules
Time Account Detail
Account Creation
Time Off Request Time Off Employee
Time Off Calendars Accrual Creation
Transactional Data
Time Sheet
SAP SuccessFactors Employee Central Time Management
Single platform for global operations
Solution capabilities
 Work schedule management
 Time sheet for positive and negative time
recording scenarios
 Real-time time evaluation to calculate
things like overtime, shift differentials,
premiums, and more
 Working time accounts and time off
in lieu to allow flexible handling of
employee’s working time
 Global platform with localized support incl.
accrual rules, business rules, and public
holiday calendars
 Predefined reports included
 Predefined integration into SAP ERP HCM
payroll and SAP SuccessFactors
Employee Central Payroll
Employee Central Time Sheet
What is it?
Web Clock Data Collection Mobile/IVR
An Integrated Time Tracking solution Terminal
for all Attendance and Leave Types

including: SAP Time and Attendance Management
• Automating your company’s Time Sheet policies
• Carry out validation checks when an employee
requests Time Sheet
• Fully Integrated with EC Time Off
• Display & Calculate Absence Accruals (Time Off)
• Add custom fields
• Based on Days or Clock-Times Time Management Rules, Calculations &
Validations
• No Time Management Schema to Run, Evaluation in
Real Time
• Termination Business Rules auto applied at
Termination
Employee Central Time Sheet
Three Different User Roles
Employee Manager HR Administrator

• Access Time Sheet via Web or • Approve Time Sheet • Centralized Function
mobile device requests via Web or • Create Time Account
• Make Time Sheet Requests – mobile device • Period-End Processing
full days, partial days, with • View team absences • Manual time account adjustments
clock times • Request an absence on • Answer employee’s questions
• View time account balances behalf of employee • Request an absence of behalf of
employee
Employee Role
–Access Time Sheet
ovia Web or
oMobile Device
–Make Time Sheet
Requests
oFull Days,
oPartial Days,
oWith Clock Times
–Employee Time Account
Balances are displayed
Manager Role
• Approve Time Sheet requests

• via Web or
• Mobile Device
• To Do List or email
• View Team Absences
• Make request on behalf of
employee
HR Administrator Role
• Centralized Function
• Create Time Account
• Period-End Processing
• Manual time account
adjustments
• Answer employee’s
questions
• Complete Timesheet
on behalf of employee
Time Management Overview (Employee Central)
Get a quick overview of

an employee’s recorded
times
• Attendances
• Absences
• Main account overview
Navigate to the Time
Workbench from
Employee Central
• Retrieve further
information
Time Recording Profiles: Positive vs Negative
Employees with positive time Employees with negative time recording

recording start every week with an have a prefilled time sheet based on
empty time sheet and need to record all their work schedule and only need to
time they have worked record deviations
Positive time recording Negative time recording
Time Recording Variants
Employees with duration based work Employees with clock time work
schedules record time based on the schedules record time* based on start
total hours they have worked and end times
Duration based work schedule Clock time based work schedule

* Time recording via desktop. Clock terminal integration is on the roadmap.
Features
Overtime Calculations
Overtime is calculated as soon as the

configurable overtime threshold is
reached
Determine values shall be counted for

overtime calculations, e.g. working
time, vacation or sick leave
The result of the calculation is

displayed immediately on the Payroll
Time Sheet
Time Evaluation Features
 Employee data
 Basic pay
• Overtime Calculations 

(Time) pay types
Absence quota
 Absences
 Daily overtime calculation Time


Garnishments
Payments
evaluation
 Weekly overtime calculation 

Deductions
W-2/W-2c, W-4
 Direct deposit
Overtime Thresholds:
 Benefits
•
 Overtime threshold (example: > 40 hours is OT per week)
 Overtime threshold to split overtime
– Overtime at 2 hours per week at 1.5 rate
– Overtime greater than 2 hours, Overtime at 2.0 rate
Work Schedule Management
Employee Central Time management offers Plan Record
Evaluat
e
a flexible work schedule concept which

Analyze
Integrate
allows for:
• Generic work schedules
applicable for specific countries
or locations
• Individual work schedules in
case employees are allowed to
deviate from the generic
schedules
• Temporary work schedules
when employees e.g. substitute
a colleague
 Clock based work schedules can

include (multiple) calculated
unpaid breaks and day patterns
Assigning Time Recording Profiles to Employees
A time recording profile

must be assigned to all
new employees recording
their time in the Payroll
Time Sheet
Approving a Time Sheet
The example shows how an

approval screen containing a list of
all the time evaluation entries in a
time sheet submitted for approval
Test EE: Scott Wang

Manager: Molly Tang
Time Sheet Standard Reporting
• Employee times report shows all recorded times with

approval status
• Pay type report shows time valuation results relevant for
payroll with approval status
• Ability to create custom reports
Custom Fields
You may decide to create your
own custom fields in the Payroll
Time Sheet if the standard fields
for time sheet entries do not cover
all your requirements.
The following standard fields are
delivered in the DETAILS section:
• Duration
• Time Type
• (Deviating) Cost Center
Allowances
Allowances are part of an

employee's remuneration that is
compensation for special working
conditions, such as shift work, high-
risk work, unsociable hours and so
on.
Automated Break Deductions
• Unpaid breaks can be

defined in the work
schedule and will
automatically be
deducted when an
employee fills out the
time sheet
• Paid breaks can be
recorded by employee’s
on a dedicated time
type
Overtime in Lieu
Evaluat
Plan Record
e
Calculated overtime Analyze
Integrate
compensation can be paid

out or flow into a Time in lieu
balance which enables
employees to take time off
based on their overtime
hours
Input Validation
• Collision checks exist within time off
and time sheet.
Example: not possible to record an
absence starting on 10:00 when an
attendance record is in the system
ending at 10:05.
• Limit time recording by Time Type
• Flexible input validations in time sheet
and time off:
Examples:
- Vacation record is not allowed to be
recorded in the past
- Allowance recording not possible
when absence exists
Predefined Integration into SAP HCM (Payroll)
Predefined integration for Time Off includes:

• Mapping functionality for absences in SuccessFactors
and SAP HCM
• Replication functionality to transfer approved absences
to SAP HCM - Infotype 2001 - Absences
Predefined integration for Time Sheet includes:
• Mapping functionality for time pay types in

SuccessFactors and SAP HCM
• Replication functionality to transfer approved time sheet

data from SuccessFactors to SAP HCM - Infotype 2010
- Employee remuneration info
Predefined Integration
• Employee times and time

valuation results can be
retrieved from APIs for 3rd
Party Payroll Provider calls.
• Predefined integration content
delivered for the Integration
Center to quickly and easily
build outbound integrations
based on all time
management data
• Import of duration based
records to Time Sheet from
external time systems.
Time Sheet on a Mobile Device
• Provide a single solution for all time recording

• Time recording is based on the employee’s work schedule and
absence information
• Time can be allocated to (multiple) cost centers
• Intelligent approval workflows ensure proper decision making. If
allowed workflows can be delegated
System Demonstration
Time Sheet Portlet
Display Week
Work
Schedule
Weekly Totals
Status
Details Area
On Call
Allowances
© 2019 SAP SE or an SAP affiliate company. All rights reserved. ǀ Internal and Partner Use Only Absences 338
Demo - Overtime Weekly - Calculation
Test Employee:
Ellen Reckert
Profile:
Weekly Overtime
Overtime:
> 40 hours per week
Overtime Factor:
1.5 & 2.0
Demo - Overtime Daily - Calculation
Test Employee:
Jonathon Blake
Profile:
Daily Overtime
Overtime:
> 8 hours per day
Overtime Factor:
1.5
Demo - EE Start/End Times
Test Employee:
Justin Martin
Profile:
EE Clock Times
Overtime:
> 40 Hrs = 1.5 Overtime
Demo – On Call
Test Employee:
Scott Wang
Profile:
On Call hours added
to Weekly Summary
Demo - TOIL
Test Employee:
Scott Wang
Profile: TOIL
01 January
Demo – Time Sheet Validation Rules
Test Employee:
Scott Wang
Profile:
Validation Rule on
Continuing Education
Item:
Greater than 4 hours of
Continued Education is not
allowed
Wrap Up & Next Steps
Action Points
Topic Action Point Rationale Owner
Thank you.
Contact information:
F name L name
Title
Address
Phone number
Partner logo

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Employee Central

1415 - How Do We Implement EC?

1500 - Project Plan

1600 - Day 1 Wrap Up

1000 – Foundation Tables – The Workbook

1045 - Position Management – What Is It and your options?

1130 – Position Management – The Workbook

1300 - Employee Data – Introduction

1430 - Employee Data - The Workbook

1515 - An Introduction to HR Transactions (Events & Workflow)

0830 - Leading Practices Standard Processes – Part 1

1015 - Leading Practices Standard Processes – Part 2

1300 - HR Transactions – The Workbook

1415 – Parked Item Review and Action Assignment

1530 – Wrap Up and Feedback

What is your role?

What would be a Success for this project?

What are you most nervous of?

What is unique to Customer that might affect this project?

Personal Information Portlets Job and Employment Information Portlets

Positive Time Recording Hire Hire Identity Information

Negative Time Recording Organisation Information

Optional Carry Over Processing Position / Job A Position / Job A

Submit Absence Request Duration & Clock Recording

• Configurable Organisation Structure

• Standard ‘Portlets’ provided

Events and Event Reasons

• Provides a record of what happens throughout the lifecycle of the employee

• Completely configurable through groups

Role Based Permissions

• Role Based Permissions is a prerequisite

Robust Administrative Functions

Succession & Goal Mgmt. People Profile

Case Mgmt. LMS

Annual Review Admin

USER DATA FILE

PEOPLE PROFILE OTHER MODULES EMPLOYEE CENTRAL

Effective Dated data

Enhanced User Interface

Employee and Manager Self Service

Enhanced Employee Data set

Contains standard Background elements

‘Internal view’ and management console of the

Employee Central Employee Profile

Department HR Effective Dated: 01/06/17 Company SAP

Division Recruitment Effective Dated: 01/06/17

Training Effective Dated: 30/07/17

Location Sydney, AU Effective Dated: 01/06/17

# From To Description Method

1 Recruitment Management Recruitment Marketing Job requisition data sync API

2 Recruitment Marketing Recruitment Management Candidate data sync API

5 Employee Central Onboarding Employee and org data sync API

7 Employee Central EC Payroll Payroll data API

8 EC Payroll Employee Central Payroll data API

9 Employee Central Employee Profile HRIS data sync API

12 Foundation Workforce Analytics HR data sync File Transfer

• ECECP: EC Publish to Payroll • CDPPM: Development goal sync

• LMSJam: Learning co-horts collaboration planning; Nomination results in EP

• ONBJam: New hire socialization • ECSP: Shared Position object

Customer Team Enablement

• Prepare the project environment - SAP

• Attend configuration workshops – Customer and SAP

• Configure the solution through 3 iterations – SAP

All deliverables for the