by Sathish, on Dec 8, 2020 9:06:07 AM
1.What is SAP SuccessFactors?
Ans: SuccessFactors is a key element that is required for every organization or a project to achieve its mission. They are called success factors because of their explanatory behavior which results in successful performance in the job.
2.How do you integrate Employee Central with other SuccessFactors Products?
Ans:Employee Central integrates internal with other SuccessFactors products through HRIS Sync.
3.What is the importance and benefits of SAP SuccessFactors?
Ans:It is important for suggestions and analyzing the information provided by HR managers to predict the success factor. The benefits of using SAP SuccessFactors are the following:
- Increased productivity
- Better design integrity
- Better analytics
- Enhanced Quality of product
4.What does a succession data model contain?
Ans: Succession Data Model consists of employee records. This model is used for configuring the fields which appear in the employee’s data and employment information.
5.Won’t the assessment of Success Factors take too long?
Ans: Initially, making the assessment may take some time because it is a new process and we’re dealing with new concepts but it is worthwhile for the benefits they bring.
6.What support will I have in using the Success Factors?
Ans: Managers will receive training; Success Factor documentation and guidance on its use will be available on the HR web site; members of the HR team will be able to provide advice.
7.What if the Success Factor for a role is what the job requires as a technical output e.g. communicating for a careers’ adviser?
Ans: There may be a ‘technical’ requirement to do that but success factors are about ‘how’ the job is done / the behaviours required in carrying out their job.
8. What if the employee doesn’t agree with the Success Factors that their manager has chosen?
Ans:The manager uses the job analysis information to determine the Success Factor for the role in conjunction with discussions with the individual. However, it is ultimately the manager’s decision.
9. What method can Employee Central be Integrated Externally with other Products?
Ans: External Integration of employee central can be done by using a Cloud-based integration platform.
10.Why three levels are present in a framework?
Ans: The three levels of the framework are not ranked but still, explain’s a wide range of behaviors that are close to various job roles.
11.What if the employee doesn’t agree with the Success Factors that their manager has chosen?
Ans:The manager uses the job analysis information to determine the Success Factor for the role in conjunction with discussions with the individual. However, it is ultimately the manager’s decision.
12.How many data models are there in Employee Central?
Ans: earlier we had 7, currently, there are only 4 Data Models.
13.What are the other two data models that are used?
Ans:The other two data models used are as follows:
- Workflow rules.
- Event Derivation rules
14.What is employee central payroll system?
Ans: SAP SuccessFactors Payroll system is a kind of cloud solution, which is used for managing activities related to the payroll such as tax benefits, compensation, and payment system.
15.Who are qualified for using SAP SuccessFactors Payroll system?
Ans: Customers those who want to start payroll system on cloud and people who are presently utilizing ECC for managing payroll system are qualified for using the payroll system. Customers those who want to merge their HR system with Employee Central Cloud System could also use the payroll system.
16.What Type Of Evidence Can Be Expected In Accessing Success Factors?
Ans: Analysing the last 12 months and picking the best suited one which describes the success factors positively.
17. What Type Of Configuration Is Done In The Country Specific Succession Data Model?
Ans:Country specific succession data model is configured by address formats,country specific fields and by all the international standards.
18.In What way can Employee Central be Integrated with Success Factors Products?
Ans: With the help of HRIS sync by success Factors Products, Employee central can be Integrated Internally.
19.Where you create associations?
Ans: Corporate Data Model and object definition tool
20. What’s so special about Employee Central versus SAP HCM. What is the value proposition that appeals to customers?
Ans:That’s my favourite question and one I have been answering frequently for customers. Let me answer this question from the 3 perspectives that I see as valuable and beneficial for the customer:
Easy-to-use data structures
Usability
Support and maintenance
21. I am trying to record a video or upload content to SAP Jam and/or SuccessFactors LMS, but it won’t work?
Ans: Sometimes users of SAP Jam (either as a Social solution or as part of our Learning Management System) see a message that says “You’ve reached your file storage limit.” If this is the case, your company will have to contact SuccessFactors to resolve the issue. For this or any other issue related to SAP Jam, please contact the individuals within your company with access to the Support Portal.
22.What would say are the weak spots of Employee Central?
Ans: There are some features that I believe have the potential for improvement and can further enhance the value of Employee Central. The first one is when Foundation Object data changes (for example, the head of a department changes), the data must propagate more seamlessly to the employee Job Information record. The other main area of improvement that I have already mentioned is data imports. The transport mechanism from the Test instance to the Production instance has seen enhancements, but it needs to be further improved as that will have a significant impact on the implementation timeline.
23. If you could give one piece of key advice to a customer who is going to implement Employee Central, what would it be?
Ans:My one key piece of advice to customers would be to utilize the Employee Central implementation as an opportunity to re-examine the ways that they do business. The fact that the solution is so flexible and agile is an avenue for organizations to adopt the product design to build a solution that turns them into an agile organization and hence better suited to thrive in a competitive landscape.
Often many customers do not have forward-looking or streamlined business processes and lack an overall and well-defined strategy for core HR and Talent solutions. It helps to get a head start on that organizational strategy as then it is relatively easy to achieve a high ROI. It is also important to identify your champions of the cloud early on within the organization as these are the folks that will drive the adoption of the newly implemented software working in tandem with your implementation partner.
Employee Central is an excellent excuse to transform the way that HR and the business have been operating and move from transactional to strategic integrated HCM.
24.What is present in the Succession data model?
Ans: All the records of the employee are present in the succession data model. This type of succession data model constructs the fields both internal(information related to employment) and external(personal information of employee) works.
25.If Success Factors are important – how do you pick the right ones?
Ans:Use the job analysis information and advice from your HRO and other managers with the same roles to determine the 3-5 core success factors. It will become easier with practice.
26. How do you set a field so the user can edit it?
Ans: Set the attribute visible=”both”
27.What does the Corporate Data Model define?
Ans: Foundation Objects and their relationships are defined in the corporate data Model. Foundation Objects are also called Foundation Tables. They include Organization, Job and Pay.
28. What is a DTD?
Ans:Document Type Definition of the data model
My vision is to build a truly integrated HR in the cloud. A truly integrated HR is the key enabler for Organizations to maximize their business outcomes.
29.what is Preventive and predictive maintenance?
Ans: It Allows maintenance to be carried out at predetermined intervals, or to other prescribed criteria.
30.Can we ‘get rid’ of people by using success factors?
Ans: No, this is not the reason why they are developed. They are employed to grow individuals, despite if the behaviors are compulsory for job there will be no development and it can be a performance issue.
31. Why Are They Called ‘success Factors’?
Ans: Because they are behaviors which lead to successful performance in the job.
