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.
Ans:Employee Central integrates internal with other SuccessFactors products through HRIS Sync.
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:
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.
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.
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.
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.
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.
Ans: External Integration of employee central can be done by using a Cloud-based integration platform.
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.
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.
Ans: earlier we had 7, currently, there are only 4 Data Models.
Ans:The other two data models used are as follows:
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.
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.
Ans: Analysing the last 12 months and picking the best suited one which describes the success factors positively.
Ans:Country specific succession data model is configured by address formats,country specific fields and by all the international standards.
Ans: With the help of HRIS sync by success Factors Products, Employee central can be Integrated Internally.
Ans: Corporate Data Model and object definition tool
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
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.
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.
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.
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.
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.
Ans: Set the attribute visible=”both”
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.
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.
Ans: It Allows maintenance to be carried out at predetermined intervals, or to other prescribed criteria.
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.
Ans: Because they are behaviors which lead to successful performance in the job.