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SAP SuccessFactors Employee Central

SAP SuccessFactors Employee Central

SAP SuccessFactors Employee Central

What is SAP SuccessFactors Employee Central?

It is an integrated suite of web-based applications HCM (Human Capital Management). SuccessFactors Employee Central gives an alternative to oversee key HR activities and contains HR master information like employee name, identification, user name, and so on by joining SuccessFactors’ core HCM applications including SuccessFactors’ Talent Management, Workforce Analytics, and Succession Planning software.

SAP SuccessFactors Products & Services

                    Products                     Services
1) Core HR & Payroll 1) Support Offerings
2) Time & Attendance Management2) Training & Education
3) Learning & Development3) Service Offerings
4) Performance & Compensation     4) SAP Model Company for HR
5) Recruiting & Onboarding
6)Workforce Planning & HR Analytics

Key Features of SAP SuccessFactors:-

SuccessFactors Employee Central is an adaptable and worldwide core HR solutions that encourage you to meet the desires for your customers and the requirements of your business.

  1. Individuals and Transactions: Maintain track of all primary HR information, as per country explicit essentials, for all employees and startling work. With the overall public profile feature, you can fabricate benefit with winning self-organization shapes that give rapid and basic access to essential assignments transversely over contraptions, impact embedded constraint to ensure consistency, and pass on best practices to standardize HR frames over the globe.
  2. Association and Position Management: Model and imagine your relationship by dealing with the definitive organization feature to utilize embedded examination for consistent comprehension into your entire workforce. By then, upgrade administrative capability by using the position the officials feature to amass a foundation for streamlined enrolling, support movement masterminding, make learning procedures, and engage better workforce organizing.
  3. Time Management: Influence time the load up abilities to make specialist proficiency, in perspective of the embedded time the official’s capacities for overall non appearance the load up and time following, as per neighborhood law and total work understandings. Empower your agents to easily record any kind of non appearance and interest and get continuous comprehension into their equalities, extra time, and premiums.

Know about SAP SuccessFactors Onboarding features, benefits, 2018 release highlights.

2) What are the available SAP SuccessFactors Employee Central Transition Paths?

In general, there are 4 deployment options. They are Full use, Extend and connect, Side-by-side, and Core-hybrid.

1.Full use:-  SAP SuccessFactors Employee Central is utilized as an out and out core HR framework. This incorporates record keeping for internals and unforeseen work, association and position management, global advantages and time management.

2.Extend & Connect:- SAP SuccessFactors Employee Central expands a current legacy core HR framework and fills in as a ‘view only’ core HR framework, for record viewing for organization., position, and individuals information on all gadgets for internals and unexpected work, and can likewise be utilized as an ‘data layer’ for one or more legacy core hr solutions dependent on the Employee Central data model and integration tools. This deployment choice is made economically appealing in light of the fact that clients are not utilizing the full capacities inside SAP SuccessFactors Employee Central.

Note that this choice replaces the previous price list item ‘SAP SuccessFactors People Central Hub’ (Commercial change only, the technical infrastructure continues as before).

3.Side-by-side:-  In this deployment option SAP SuccessFactors Employee Central is joined with an SAP ERP HCM on-premise core HR framework. The two frameworks fill in as ‘master system’ for part of the workforce, and data is consolidated for example reporting purposes.

4.Core-Hybrid:- In this deployment choice, SAP SuccessFactors Employee Central is joined with an SAP ERP HCM for customers that need to continue running payroll and/or time management in their on-premise framework, and need to modernize all other core HR processes.

These deployment options allow sap customers to transition to SAP SuccessFactors Employee Central in two approaches:-

  1. Directly approach
  2. Two-step approach
SAP SuccessFactors Employee Central – Transition Pathshttps://dynamoinfotech.com/products/sap-success-factors/
  • First scenario ( Full use):- This is the most commonly used scenarios when the customer replaces their existing legacy system fully in one transition project.

Advantages: Utilize all the benefits of SAP SuccessFactors Employee Central and wider sap successfactors suite on the go.

  • Second scenario (Extend and connect):- this deployment choice is frequently a middle of the road situation where the legacy core HR framework remains set up for the time being, yet SAP SuccessFactors Employee Central is included/associated and goes about as an expansion. This implies the inheritance framework is as yet the arrangement of record and all data is kept up there, however, the data can be exchanged to Employee Central to orchestrate it and to use extra mix administrations.

Advantages: Firstly, all employees will have online access to individuals(people) data with creative highlights like organization graphs or individuals search on cell phones.

Also, for customers with various conveyed core HR frameworks, SAP SuccessFactors Employee Central can be utilized as a union center for brought together corporate revealing, and all reconciliation instruments and substance can be utilized to associate with different applications inside the SAP portfolio or beyond.

  • Third scenario ( Side-by-side):- It’s also an intermediate scenario where SAP SuccessFactors Employee Central is executed for part of the organization while the rest stays with SAP ERP HCM as the master core HR framework.

    Eg:- A multinational enterprise may choose to move one nation over first, at that point pursues with the rest in stage two. Our integration between the two solutions guarantees that data is kept in sync and that global reporting is conceivable.

  • Fourth scenario (Core-Hybrid): once more, an intermediate scenarios situation where time management or payroll continue running in SAP ERP HCM. Frequently picked by clients who need to move to the cloud in a phased approach. In the first stage, the vast majority of self-service processes are executed as a component of Employee Central and associated by means of standard (pre-packaged) reconciliations to the time and payroll processes in SAP ERP HCM. In a later stage payroll and time can be migrated to the SAP SuccessFactors cloud.

Transitioning a core HR framework is dependably a test, yet with the adaptable deployment options for SAP SuccessFactors Employee Central, customers can make the transition a lot easier.

3) Where Employee Central sits in the SAP SuccessFactors HCM Suite?

Employee Central has turned into the key piece of the suite that underlies alternate procedures and modules offered over the SAP SuccessFactors HCM Suite, especially around talent and analytics. The core data expected to run HR business processes –, for example, remuneration changes, rewards, succession planning, organization management, and so forth – sits in your core HR system, which in the SAP SuccessFactors HCM Suite is Employee Central.

4) What are the available Features & Functionalities of Employee Central?

To manage a wide range of global and local HR processes, SAP SuccessFactors Employee Central is embedded with a rich range of functionality and features.

                     Features                 Functionality
HR Data ManagementTime Sheets
Employee & Manager Self-Services with workflowsAlerts & Notifications
Time OffConcurrent Employment
Org ChartDocument Generation
PayrollPay Scale structure and Progression
MobileLocation-Based payments
Prepackaged Integrations to SAP ERP & third-party systemProtection Against Unfair Dismissal
OData API and Compound Employee APICompany Structure Overview
Localizations for 58 countriesAdvances & deductions
Pensions PayoutsApprentice Management

What are the 5 essential features SAP SuccessFactors Employee Central?

1) Manage Business Configuration Application:-

The manage business configuration application enables you to design the portlets of the Personal Information, Employment Information, and Employee Profile screens in the UI. The portlets on these screens have been designed by XML that is uploaded by means of Provisioning, however, SuccessFactors introduced the capacity to arrange them through this application in OneAdmin. This gives you the full capacity to alter the Employee Files screens as you require, without the assistance of an execution accomplice.

With this app, you can include, conceal, expel or rename fields, just as change field attributes, (for example, regardless of whether they are required for input, synced to Employee Profile, or have PII masking), manage label translations and relegate business standards to either fields inside a portlet or to the portlet itself. You likewise can rename a portlet or conceal the portlet.

In the event that this application is empowered, the authorizations for manage business configuration are assigned to your consent role or exist in the Permission settings for the role. In the event that the application isn’t empowered, an implementation partner or SAP support must empower this feature in Provisioning.

2) The Instance Synchronization tool:-

For SAP clients, the prospect of utilizing a manual “transport” component to move changes starting with one framework then onto the next would be unfathomable. Along these lines, SuccessFactors presented – and as of late upgraded – the example synchronization tool.

This simple to-utilize device empowers the replication of arrangement, articles and information between occasions. This incorporates:

*System Properties                                       *Data Models

*Foundation objects                                      *Generic objects

*Data created for generic objects                    *User data

*Picklists                                                          *Workflows

The intensity of this tool implies that you can undoubtedly make changes in your development and preview environment and exchange them to your test and production environment without expecting to reproduce configuration or data in numerous instances, which had generally been the strategy used to transport changes.

To decide if this tool is empowered, check whether the authorizations for manage instance synchronization are doled out to your permission role or exist in the Permission settings for the job. If the tool is not enabled, implementation partners or sap support must enable this feature in provisioning.

3) The payment Information portlet:-

The new payment information portlet replaces the Direct Deposit portlet in the Personal Information screen. Already the Direct Deposit portlet was genuinely inflexible, did not give work process capacities and gave restricted setup choices. Furthermore, SAP will end support for the Direct Deposit portlet.

Based on the Metadata Framework, the payment information portlet gives the adaptable, configurable usefulness that supports the Metadata Framework and furthermore conveys worked in financial balance approvals. By utilizing the payment information portlet you would now be able to change the majority of the fields on the portlet, (for example, data type or including PII masking), have granular authorizations connected to various users and include much-needed work processes. Also, the portlet is powerful dated with the goal that all history can be seen.

Customers as of now utilizing the Direct Deposit portlet can utilize the Upgrade Center to empower this element and relocate data to the information payment portlet. Any current interfaces may should be balanced, so they should be researched. Combination with SuccessFactors Employee Central Payroll will keep on filling in not surprisingly.

To decide if this element is empowered, check whether the authorizations for payment data in the various consent classification are appointed to your permission role or exist in the Permission settings for the job. On the off chance that the component isn’t empowered, pursue the means in the “Configuring Payment Information (Administration Guide)” on SAP Service Marketplace to empower it.

4) Data Retention Management:-

This feature empowers you to cleanse employees and related data from the system. From an Employee Central point of view, this data incorporates latent users and Time Off information. This enables you to expel chronicled data for either lawful purposes or simply only for data purifying.

Since workers are novel, representative information that is canceled with this element can’t be re-made. For instance, expelling a particular worker implies that the ID can’t be reused again in the system.

To decide if this feature is empowered, check whether the consents for manage information cleanse are relegated to your authorization role or exist in the Permission settings for the job. In the event that the element isn’t empowered, an implementation or SAP support must empower this element in Provisioning.

5) Manage mass changes:-

With oversee mass changes you can make changes to the Job Information or Job Relationships of a gathering of employees. Any data from the Job Information portlet can be changed just as any activity relationship. You can make gatherings of employees similarly that you can make Permission Groups or Workflow Groups.

Be careful that approval checks right now don’t occur when rolling out mass improvements. For instance, an area could be appointed to an employee that the affiliations would not permit if an endeavored change was rolled out through Improvement Job and Compensation Info or through the worker’s history.

In spite of the fact that manage mass changes is constrained to Job Information and Job Relationships at present, usefulness is coming to empower mass changes for Positions.

To decide if this feature is empowered, check whether the consents for manage mass changes are doled out to your authorization job or exist in the Permission settings for the job. On the off chance that the feature isn’t empowered, an implementation partner or SAP support must empower this element in Provisioning.

Whenever empowered, these five highlights can enable you to claim your system so you can arrange and keep up it as your business changes.

These were the few important things you should know about SAP SuccessFactors Employee Central.

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