Success is Simply Human

SAP SuccessFactors – Comprehensive HCM Suite

End-to-end suite to Manage Employee and Contingent Worker Lifecycle

Mobile | Social

Reporting | Analytics | Planning

Succession & Development

CompensationPerformance & GoalsLearningOnboardingRecruiting

Competencies, Skills, Best Practices

Employee Recordkeeping

Global Benefits

Shared Services

Organizational Management

Payroll

Time Management

Employee Central

Modern userexperience

Most comprehensive cloud solution

State-of-the-art technology

U.S. Benefits

Time & Attendance

Technology: Secure, Integrate, Extend

DecisionsUnderstand your

workforce and talent

processes. Facilitate

conversations

BlueprintSet up a framework that

allows you to manage

an agile workforce in a

volatile world

PeopleReach the people and

allocate the information and services they need

A solid foundation is key to effectively manage your talent

SAP SuccessFactorsHR Transactions and End User Experience

Organizations need clear and flexible structures

We help you CREATE A FRAMEWORK to manage and adapt your talent based on the needs of the business with Org Charts, Job Profile Builder and Skills Library

Blueprint

HR TRANSACTIONS & END USER EXPEREINCE

Description and Key Features

HR Transactions

Talent Foundation Overview

HR Transactions

Key features Description

Manager Self-Service

• Managers can access employee information for which they have security rights. View personal information, employment history, salary history, training history, performance history, education information, professional awards, languages and proficiencies, external work history, and more. An intuitive “wizard-like” interface enables managers to initiate and execute any kind of change for anyone on their team—promotion, termination, bonus, salary change, etc. All manager self-service functionality is supported on the SAP SuccessFactors mobile app.

Workflow automation• Automate workflow and track a transaction through its life cycle from inception to execution including

approvals, routing and historical tracking. Create & manage as many levels of approvals as needed for selected transactions. Workflows are enabled through mobile devices.

Notifications • Automated notification of status changes, new hires and terminations.

Description

Enabling End User Experience

HR Transactions

Key features Description

Org Chart• Org chart functionality provides a natural way for HR professionals, managers, and employees to navigate

through the organization, understand reporting relationships, and initiate any kind of transaction.

Effective-Dated Transactions• Process future dated as well as retroactive HR transactions, report using effective dates & pre-defined

periods in time, and provide effective-dated transactions with full history for employee records and valid table values.

Employee Self-Service

• Employees can update information and execute transactions. They can update personal data (address, name, emergency contacts, marital status, etc.), update direct deposit information, and access pre-integrated payroll and benefits portals to make or change benefits elections, contributions and tax withholdings.

Description

Enabling End User Experience

Job Profile Builder

Description

Job Profile Builder is a flexible and intuitive tool to identify the complete elements of a job and share them with your users.

Key features Description

Job Profile Content Management

• Easy to find, search, add and edit the content used to populate Job Profiles. Additionally, the SuccessFactorsCompetency and Skills library add-ons provide out-of-the-box, industry-verified content to help you get started.

Job Profile TemplateManagement

• Create Job Profile Templates with easy-to-use Rich Text Editing (RTE) capabilities to create a consistent look-and-feel for Job Profiles across Job Families.

Workflow• Helps assure administrators and management that Job Profiles have been thoroughly reviewed prior to

publishing.

Skill ProfilePortlet

• Provide employees visibility into the expected skill proficiency levels required for success in their job. Furthermore, allows managers the ability to transparently rate their staff against those skills.

Job Profile BuilderFoundation

Job Profile Builder

Description

Job Profile Builder is a flexible and intuitive tool to identify the complete elements of a job and share them with your users.

Key features Description

Families• Job families are used to broadly define job categories in your company. For example, your company might

choose to have job families based on the function type — such as Executives and Information Technology. These job families, in turn, are then used to group associated job roles.

Job Role • Job roles are titles used to describe a designation held by an employee within the company• Job roles specific to a group are bundled together under a single job family

Job Code • Job Code is added to Employee Information portlet to make the Job Profile visible to end users

Job Profile • Job Profiles are where you can identify all the elements that make up complete profiles of a job

Position• Positions are considered single instances of a role. (i.e. “Sales Director” is a role. “Sales Director, Northeast

Region” is a Position)

Job Profile BuilderFoundation

People

Employee Profile: More than a people repository

Help people create a real image of themselves

Provide comprehensive, integrated employee information

Identify expertise and capture peer recognition

Find and connect people

Employee ProfileFoundation

Description

SuccessFactors Foundation enables customers to create a continuously updated, easily searchable directory of employee skills, interests, experience and expertise. Employees can maintain their own information, find colleagues with relevant skills, and publicly recognize their peers. Managers can view workforce information to identify skill gaps in their organization and ensure that they are working with the right people and on the right things.

Employee

Profile

Key features Description

Public Profile • A “snapshot” view of a user, displaying basic details like profile photo, contact information, local time,

position, and other public information about the user.

Custom Profile Views

• You can create different “custom views” for use in different business processes. You can configure what information is displayed in each view and control who has permission to see it. For example, a “talent profile” might show the employee’s past work experience, skills and competencies, or education. A “talent scorecard” could display past performance ratings or development goals.

Profile Data Import/Export • Profile data can be imported and exported to and from the system in CSV-format, allowing you to sync

Employee Profile with your HRIS or other external system, or employ SuccessFactors user data for other offline purposes.

Employee Profile Reporting • In addition to the CSV export described above, you can also generate ad-hoc reports on Employee Profile

data using our reporting tools.

Organization Chart • The interactive organization chart is an easy way for anyone to explore their organization, understand

reporting relationships, and initiate various transactions.

Employee ProfileFoundation

Employee

Profile

Key features Description

Badges • Badges are used for employee recognition. Employees can give each other badges so they can, which appear

in the recipient’s Profile, as well as in an email notification.

Tags • Tags provide a way for employees to make themselves more discoverable in the organization. They can add

Tags to their profile—expertise, responsibilities, interests, hobbies—which other employees will be able to search and find in the Company Directory.

Directory • Employees can search for and discover others in the system using the Company Directory Search. There are a

variety of ways to filter and refine the search and to display the results in different ways.

Talent Search • Employees can search based on background information, such as education or work history, to identify

qualified successors.

SAP SuccessFactorsCompetency Framework

• A Competency Model is a collection of measurable skills, behaviors and attitudesthat impact an Employee’s quality of work

• Competencies describe what Employees need to know and be able to do in order to execute on their business goals effectively

• Competency Models enable the alignment of an Employees’ actions with their Performance goals

• If a Performance goal is “what” we expect people to accomplish for the organization, the competency model describes “how” employees should execute in order to deliver on the goal

Competency Model – What Is It?

Competency Model

Right PeopleStaffing, Promotions &

Workforce Planning

Right ThingsGoal Management &

Variable Compensation

Right WayPerformance Management &

Merit Compensation

AttributesSkills, Aptitudes, Interests Competencies Goals

Right DevelopmentLeadership Development, Career Planning, Learning

How You Act What You AchieveWho You Are

Competencies in SuccessFactors

• ~85 behavioral competencies across 10 categories (i.e., Change Management, Analytical, Social, Project Management)

• Can also leverage third-party competencies (PDI, Lominger, DDI, SHL, etc.)

• Leveraged in many aspects of Talent Suite

Talent Process

Team Rater

Performance Management

Career Development

Recruiting

Role Mapped Competencies

Performance Management / Writing Assistant

360 Multi-Rater

Development Goals

Requisitions

Succession Org Chart / Talent Search

Role Readiness Assessment

Learning Assignments

Competencies – Module Integration

Career Planning – Career Worksheet

Learning

Succession

Competencies provide HR functions with a common framework to align various programs that can benefit from a Competency Model such as:

Performance, Recruiting, Compensation

Succession, Learning & Development

Workforce Planning

• Inform employees and their managers about behaviors they are expected to display when achieving their job goals

• Influence and support the desired company culture

• Enable the recruitment of new employees who will “fit” with organizational culture

• Provide a clear path for Development and Career Planning of existing employees

Competencies – When Done Right

SKILLS MANAGEMENT

Skills Management

Skills Library*: Jumpstart Skills Management with the right content

Manage the workforce based on skills

Defining and reengineering job profiles with a library of skills models and templates organized into business categories

• ~14,000 skills and knowledge elements

• 250 sample job families

Blueprint

*add-on

Skills Management – The Bigger Picture

Skills Library

Resource Management

Workforce Planning

Learning

Career Development

Succession Planning

Skills Management

• Right People, Right Projects

• Skills Gap Analysis• Identified Learning

Needs• Career Paths• Plan for the Future• Right People, Right

Jobs

• Skills Management and Skill Content allow you to gather employee skill data and leverage it for resourcing:• Development and Succession Planning, Workforce Planning & Analytics

• Skills Management includes:• Skill Portlet on Employee Profile with an easy-to-use Skill Assessment• Single, Multiple Skill Search and “Find Someone Like” functionality (if purchased)

• When purchased, customers can access out-of-the-box, industry verified content 13K+ skills in 250+ pre-defined Job Families each with 4-7 Job Roles with Skills pre-mapped, each with 5 levels of proficiency

Skills Management

Skills Management – Impact on Talent Management

Skills Identification

• Employee Skills Assessment

• Recruitment

• Succession Planning

• Workforce Management

Skills Acquisition

• Curriculum Design

• Career Development

• Learning Management

• On-the-Job Training

• Mentoring

Skills Application

• Performance Management

• Project Management

• Resource Management

• Talent Management

Skills Models and Library

SAP SuccessFactorsJob Profile Builder

Job Profile Builder: Your framework to compare apples to apples

• Clearly define the needs of the business, communicate expectations and match people with opportunities

• Create and manage job profiles, templates and content in an adaptable framework

• Integration to talent processes

Blueprint

• 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

Job Profile Builder – Why Is It Important?

JOB PROFILE BUILDER(3 STEP PROCESS)

Job Profile Builder

Job Profile Builder (JPB) is an flexible and intuitive way to identify the complete elements of a Job and share them with end users

1. Build Job Profile Content• Administrator builds content repositories for various content types including – Families & Roles,

Skills, Competencies, Physical Requirements, Interview Questions, Job Responsibilities, etc. from

which Job Profiles will be built

2. Create Job Profile Template• Administrator creates Profile Templates that drive the format and sections to be included in the Job

Profiles

3. Create Job Profiles• Administrator creates Job Profiles, attaching them to Job Roles by pulling content from libraries

Job Profile Builder - Configuration

1. Create Job Profile Acknowledgement Settings• Job Profile Acknowledgement allows employees to be notified when their job profile has been changed.

Admins can now set up To-Do notifications in the homepage when the following action is triggered:

• Job Profile Change (created, re-mapped or edited)• Job Code Change

• Role & Job Mapping Change

2. Create Job Profile Acknowledgement Report• Admins can also view a tabular Report page that allows them to see the status of these Acknowledgement

requests by User• This report lists and allows for filtering of the following information about the acknowledgments sent to the

Employee

3. Set Permissions• Administrator determines permissions for managing JPB as well as viewing Job Profiles

Job Profile Builder – Configuration (As Needed)

ROLE BASED PERMISSIONS

Role Based Permissions

• Step 1: Define the Role Permissions for Admin Tasks• Who will have the ability to manage Job Profile Templates, Profiles, Content, etc.?

• Step 2: Define Job & Skill Profile Visibility• Who will be able to view or edit Job Profiles?

• Who will be able to view or edit Skill Profiles? • Here you can also apply Field Level Overrides permission to hide or restrict columns within the Skills Profile

Role Based Permissions

JPB Integration

Job Profile Builder: Integration

Talent Process

Employee Profile

Succession

Recruiting

Compensation

Mapped Profile Content

Skills Profile, Skills Portlet, Skill Search

Nomination, Position Profile, Career Worksheet, Career Path, Suggested Roles

Job Requisition

Profile

Job Profile Builder – Module Integration

JPB Considerations

Best Practice

Skills Library Organization – Best Practice

Category

Skill Group / Job Family

Skills, Competencies, Certifications, Tools, Products

Proficiency Level and Skill Description

Human ResourcesInformation TechnologyHealthcare

Benefits ManagementApplications DevelopmentElectrical EngineeringInformation Technology

System AnalysisWorkforce PlanningJAVAFinancial Analysis

1. Training / Light Experience2. Moderate Proficiency 3. Mastery4. Company Expert (Functional Leadership) 5. Industry Expert (Strategic Leadership)