employee central presentation. 2 successfactors proprietary and confidential © 2012 successfactors,...
TRANSCRIPT
Employee Central Presentation
2 SuccessFactors Proprietary and Confidential © 2012 SuccessFactors, An SAP Company. All rights reserved.
Agenda
• What is Employee Central ?
• Employee Data
• Referential Data
• Events & Workflow Processes
• Permissions
3 SuccessFactors Proprietary and Confidential © 2012 SuccessFactors, An SAP Company. All rights reserved.
Purpose of the Workshop
• Get Familiar with Employee Central features
• Define high level scope of the project
What is Employee Central?
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What is Employee Central ?Basic definition
Employee Central is a Human Resources Management System
that enables to collect & manage:
• Personal Information: data linked to the person (which does not depend on job or company)
• Employment Information (life in the company)
mainly job and compensation
from hire to termination
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What is Employee Central ?Personal information
Effective Dated Personal Info
Effective Dated Address
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What is Employee Central ?Job information
Organization Information
Job Information
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What is Employee Central ?Compensation information
Generic CompensationInformation
Multiple PayComponents
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What is Employee Central ?Effective dated & event driven
• Every change to job or compensation information is recorded with the corresponding date
• An event describes the change that is recorded
promotion
transfer
termination
…
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What is Employee Central ?Effective date & event
event
effective date
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What is Employee Central ?Workflow validation
Changes of Personal Information*, Job Information, Compensation Information can go through approval workflow
* Workflow available only for change of Name, Marital Status, or National Id
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What is Employee Central ?Referential data
• It is possible to define referential data such as
organization structures (legal entity, business unit, department…)
job classification
pay structures
• The list of values is then proposed in employee records
ensure consistency of data
enable to default some data at employee records level (e.g. standard hours defined for job classification automatically populates standard hours of employee)
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What is Employee Central ?Propagation of referential attributes
Job Title defined for Job Classification is propagated at Job Information level
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What is Employee Central ?Permissions
Granular permissions can be defined
• Who can see what: personal information, job information, compensation information
• Who can change what: personal information, job information, compensation information
• What kind of changes can be done: address change, job change, salary change …
• Which employees can be managed by each user (HR in Germany can only manage employees based in Germany)
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What is Employee Central ?Key Employee Central Components
• Core HR data management
Personal information
Employment information
• Referential data
• Self Service
Approval workflow for employment or personal information changes
• Permissions
• Reporting
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Questions
?
Employee Data
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Data Definition
Data to be managed needs to be defined:
• Which attributes are recorded in Personal information, Employment information, Referential data
• For each « structure »
Standard attributes are delivered by SuccessFactors Custom attributes can be configured based on customer needs Country specific attributes can be configured
• One attribute can be
Hidden, view only, editable
PersonalInformation
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Employee DataPersonal information
• Personal information
is effective dated
Standard Attributes
Country SpecificAttributes
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Employee Data Biographical information
• Biographical information
non effective dated
Standard Attributes
CustomAttributes
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Employee Data Address information
• Address information
is effective dated multiple types of addresses format can be defined per country
Address Type
Address Format
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Employee Data Contact information
• Contact information: Phone, Email, Social Account
non effective dated
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Employee Data National Id Information
• National id
non effective dated can be tracked for multiple countries, multiple types per country format can be defined and validated
Type Format
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Employee Data Emergency contact and dependents
• Dependents
effective dated
• Primary emergency contact
non effective dated
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Employee Data Other Personal information
• Direct deposit
non effective dated
• Work permit info
non effective dated, with attachment capability
Employment Information
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Employee Data Job information
• Organization information
part of Job information structure is effective dated stores information like department, business unit…
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Employee Data Job information
• Job information
part of Job information structure is effective dated stores detailed job information like job code, working hours, FTE…
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Employee Data Job information
• The country of the Legal Entity determines which country specific attributes are exposed in Job information UI*
Country of Legal Entity = Switzerland
Country Specific Attribute
* As well as in Compensation information and Employment details
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Employee Data Job information – Position Management
• When position management is activated, the employee can be assigned to a position in Job Information
• Information on positions and jobs can be synchronized
Employee inherits from Position attributes
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Employee Data Job relationships
• Job relationships
defines relationships with HR Manager, Matrix Manager…(apart from direct manager)
is effective datedmultiple relationship types can be defined
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Employee Data Compensation information
• Compensation information
houses multiple elements of an employee’s pay structure:
generic compensation information like pay group, pay type, as well as calculated fields like Compa Ratio and Range Penetration
recurring elements like base salary, housing allowance
target payments like bonus target (which is also recurring element)
non recurring elements such as one time bonus
captures the currency, amount and pay frequency for each pay component
multiple pay components can be grouped into one pay component group in order to calculate total earning opportunity
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Employee Data Compensation information
Calculated Fields
Recurring Pay Component
Generic Compensation Info
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Employee Data Employment details
• Employment details
non effective dated
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Employee Data Termination information
• Termination information
non effective dated
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Employee Data Global assignment
• Global assignment
enables to manage expatriates
employment data is maintained in home and host assignments
multiple future dated global assignments can be recorded
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Employee Data Global assignment
• Global assignment details
It is possible to display either home or host record
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Employee Data Requirements definition
• For Personal and Employment Information, the customer must determine The sets of data that will be stored The countries that will be supported The specific features that will be managed: position management, global
assignment For each structure
which standard attributes are used which custom attributes should be added if country specific attributes are needed
The detailed definition of each attribute label, type (date, text, …), maximum length if the attribute is required if a picklist should be associated to the attribute if the value can be defaulted from a Foundation Object
Referential Data
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Referential Data
• Referential data
some attributes in Employee Records refer to referential data called Foundation Objects
use of referential data ensures consistency and facilitates reporting
Foundation Objects include Organization, Job and Pay structures
attributes defined in referential data can be automatically propagated or defaulted in employee records
relationships can be built between Foundation Objects
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Referential Data
• Organization structures legal entity, division, department, cost center, business unit, location, location
group, geozone
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Referential Data
• Organization structures relationships to be built depend on the customer
internal organization filters will be automatically created
Legal Entity
Business Unit
Department Department
Cost Center Cost Center
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Referential Data
• Job classification attributes defined at job classification level can be propagated to
employee records: e.g. job title and job level automatically defaulted in employee records when the job code is selected
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Referential Data
Country Specific Attribute
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Referential Data
• Position Attributes that qualify the position can be defined in Position
Objects
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Referential Data
• Payroll structures pay range, pay grade, pay group, pay component, pay component group, pay
calendar
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Referential Data
• Payroll structures stores all elements that the company pays to employees
base salary, bonus target, car allowance for each pay component, the customer needs to define
if it is a recurring or one time pay if recurring, the frequency if paid as absolute amount or percentage if percentage, what is it based on is it earning or deduction is actual pay or target
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Referential Data
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Referential DataRequirements definition
•For Referential Data, the customer must determine The Foundation Objects that will be used The countries that will be supported For each structure
which standard attributes are used which custom attributes should be added if country specific attributes are needed
If relationships need to be built between Foundation Objects The detailed definition of each attribute
label, type (date, text, …), maximum length if the attribute is required if a picklist should be associated to the attribute
NOTE: Foundation Objects need to be configured first. Referential data should be loaded first.
Events & Workflow Processes
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Events
Changes entered in employee records are identified by an event
• Hire, re hire, termination, transfer, promotion …
• In Self Service, it is possible to let the system determine the applicable event based on data changes (the user is not requested to enter any event in this case)
• The data changes corresponding to each event need to be defined
a promotion is a change of job code
a transfer is a change of department or a change of business unit
Event Condition 1 Condition 2 Condition 3 Rule
Transfer Department is changed
Business unit is changed
The transaction is considered as a “transfer” if department is changed or business unit is changed
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Workflow Processes
Workflow processes are defined by
• number of validation steps
how many approvers are needed
• who are the approvers ?
Manager, HR, financial controller, a group…
• conditions that trigger the workflow
which data change/event necessitates workflow validation
• content of email notifications
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Workflow ProcessesThrough Self Service
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Workflow ProcessesApproval chain
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Events & Workflow ProcessesRequirements definition
•The customer must determine the changes that need to go through approval workflow the conditions that trigger the workflow the number of steps and approvers for each workflow who are the approvers for each step the notification details the event corresponding to the changes that are entered through self
service
Permissions
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PermissionsRole Based Permission Concept
The role defines access to data and functionality
Roles are granted to groups of users (left circle)
Granted users may perform the role on target users (right circle)
Groups can be dynamic to automate assignment of permissions
Administrators can define many roles
GrantedUsers Role Target
Users
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Permissions
Example
• Role Name: HR Role
• Permissions:Change Employees Job and Compensation Information
USAEmployees
USAHR
Granted Users Permission Role Target Users
DEUEmployees
DEUHR
HR Role
HR Role
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Permissions
Example
• Role Name: Manager Role
• Permissions:View Job and Compensation information
Team,All Levels
USAManagers
Granted Users Permission Role Target Users
Team,2 Levels
DEUManagers
Manager Role
Manager Role
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Permissions
Users, roles, and permissions need to be defined
• Local HR can change job / compensation information for employees based in their region
• Managers can see job / compensation information for employees in their team
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Questions
?
Thank You
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