opensap sf1 week 4 presentation

Week 4 Unit 1: SuccessFactors

Employee Central

© 2015 SAP SE or an SAP affiliate company. All rights reserved. 2 Public

SuccessFactors Employee Central A system of engagement in the cloud

Employee Profile

Personalized Home Page Time Management Compliance & Reporting

Built for Mobility

Organization Chart & Position Management

Employee Master Data &

Modern HR Processes

Global Benefits


SuccessFactors Employee Central Key features and options

Report &

Analyze Time Management

Position

Management

Platform

HR Transactions

Cloud Infrastructure

Global Support Security Scalability Disaster Recovery

24x7

Availability Integration

Audit Workflow Org Chart Effective Dating Content Localization Configurability

Em

plo

yee C

en

tral

Payro

ll

Em

plo

yee C

en

tral

Serv

ice C

en

ter –

Sh

are

d S

erv

ices


SuccessFactors Employee Central Five key features of SuccessFactors Employee Central for core HR

Truly Global Coverage

Enabler of Strategic Decisions

Prebuilt Integrations

Flexible

Designed for People

Reduce cost of HR

service delivery

Increase compliance

and decrease risk

Impact business

success

1

2

3

4

5


SuccessFactors Employee Central IEvery industry has their own unique business challenges

Customers in these industries selected SuccessFactors solutions to address their unique

business challenges:

Retail & Hospitality

Hi-Tech

Energy

Financial Services

Consumer Products

Pharmaceutical

Thank you

Contact information:

[email protected]


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Week 4 Unit 2: SuccessFactors

Employee Central Service Center


SuccessFactors Employee Central Service Center Gartner definition (slightly modified for HR)

http://www.gartner.com/it-glossary/shared-services

Shared services or shared services center (SSC)

refers to a dedicated unit (including people, processes

and technologies) structured as a centralized point of

service and is focused on defined business functions.

These functions have traditionally been supported by

HR and IT services for multiple business units within

the enterprise.

Shared services may come from several different

physical locations, and may involve numerous

business functions and HR processes.







SuccessFactors Employee Central Service Center The world of HR service delivery has changed

Today’s employees:

Have more work to do

Have greater expectations

Are more open to change

Are more empowered

They expect HR to:

Be more proactive

Be better informed

Be one step ahead of them

Be easily accessible

SuccessFactors Employee Central Service Center

Developed for human resources, not IT

Designed for both employees and HR service

representatives

Efficient service delivery leverages SuccessFactors

Employee Central data


ANALYTICS

FLAG, TAG, FEED

SuccessFactors Employee Central Service Center Delivering world class HR service

*Knowledge Base with partner product Knowledge Central by MindTouch

or other OpenSearch-enabled products

SOLUTION FINDER*

EMPLOYEE DATA INTEGRATION

ASK HR

MULTI-CHANNEL SERVICE

INTUITIVE FLOW


Provides agents with immediate, secure access

to employee data

Provides employees with easier access to

answers to their HR questions

Integration of employee and help desk data

saves steps and improves service

SuccessFactors Employee Central Service Center End-to-end process support


Knowledge Base

SuccessFactors Employee Central Service Center Example: leave of absence request ‘without’ a central service center

HR

Electronic Policy

Paper Policy Doc

Text Editor

Ticketing System

Microsoft Outlook

Microsoft Excel

Microsoft PowerPoint

Communication

System SAP Study

10 60 180 300 360 480 500 600

Total Time

Spent:

10 minutes

Cumulative Time (sec)

Receive call Look up HR

info

Refer to

knowledge

content

Respond to

the ticket

Automatically categorize & update back-end system

Automatically log

processing parameters

Verify identity Create ticket


SAP Study

SuccessFactors Employee Central Service Center Example: leave of absence request ‘with’ a central service center

30

Receive

call

60

Verify

identity*

180

Create

ticket

240

Look up

HR info

Refer to

knowledge

content*

240

Respond to

the ticket

240

Automatically categorize & update back-end system

240

Automatically log

processing parameters

CTI*

EC

EC Service Center

Analytics

Cumulative Time (sec)

Total Time

Spent:

4 minutes


Improve and reduce the cost of HR service delivery

Increase compliance and decrease risk

Insights for improved decision making

1

Designed for both employees and HR service delivery

Leveraging SuccessFactors Employee Central data

Developed for HR organizations

2

3

SuccessFactors Employee Central Service Center Engage employees with service excellence


SuccessFactors Employee Central Service Center Key points

Beautiful USER EXPERIENCE for service reps,

employees, and managers

KNOWLEDGE platform for service reps and

employees

One UNIFIED solution for HR service reps –

everything in a single workspace

Native INTEGRATION with SUCCESSFACTORS

EMPLOYEE CENTRAL and

SUCCESSFACTORS HCM SUITE

Thank you


[email protected]

Week 4 Unit 3:

SuccessFactors Global Payroll


SuccessFactors Global Payroll Ernst & Young Global Payroll Survey 2014

Companies expanding globally soared from 35% to 52% in

2014. Managing payroll in multiple regions consistently

while keeping pace with changing regulations is the

challenge.

Top 3 global payroll issues

32% of companies using outsourced model leverage a

Managed Payroll model, while the majority leverage a

Bureau model or SaaS model (technology only).

http://www.ey.com/Publication/vwLUAssets/EY-global-payroll-survey-2014-one-year-on-and-closer-to-

reality/$FILE/EY-global-payroll-survey-2014-one-year-on-and-closer-to-reality.pdf

http://www.ey.com/Publication/vwLUAssets/EY-global-payroll-survey-2014-one-year-on-and-closer-to-reality/$FILE/EY-global-payroll-survey-2014-one-year-on-and-closer-to-reality.pdf















































SuccessFactors Global Payroll Why so complex?

2014 Payroll Complexity Index by NGA HR found 5 payroll

complexities are:

1. Managing employee data

2. Managing payroll data

3. Calculation process

4. Government reporting and declarations

5. Geographical influences on payroll

Italy, Germany, and France are the top 3 most complex

countries to run payroll for.

US ranks number 9 of 35.

http://resources.ngahr.com/payroll-complexity-index-2014-full-report













SuccessFactors Global Payroll Most relevant payroll complexities by country

1. Italy: Diverse legal requirements based on region or city

2. France: Complex Social Security regulations

3. Germany: Complex agreements with works council

4. Spain: Many collective agreements (National, Regional, and Company)

5. China: Lodgments need to be filled

6. India: Complex year-end tax process

7. Brazil: 13th month payroll cycle, complex time management regulations

8. Mexico: Year-end closing process complexity

9. Argentina: Income tax calculation complexity and frequent tax changes

10. US: Federal and state tax laws in place; local/city payroll taxes also apply


SuccessFactors Global Payroll Strategic global payroll

Study by ADP and Jeitosa Group says high-performing

organizations are:

3% more operationally efficient and 19% better at leveraging

innovative practices

20% more likely to adopt a globally managed payroll delivery model

53% more likely to have implemented a new service delivery model

within the last 3 years

10% more likely to establish global lines of authority for payroll

13% more likely to leverage a hybrid sourcing strategy as opposed

to embracing one single approach

http://www.adp.com/adp_solutions/analyst-reports/jeitosa/assets/JeitosaExecBrief.pdf





SuccessFactors Global Payroll Comparing global payroll realities

1. Global template that accounts for global reporting and interfaces

2. System(s) in place capable of any degree of payroll complexity

3. Systematic audit tools reduce errors and non-compliance issues

4. Wide range of internal and external integration

5. Payroll processes designed globally but allowing for local variances

1. Multiple non-connected local systems

2. Requires manual calculation, increasing quality risks

3. Time consuming or nonexistent integration

4. Difficult to audit

5. Global reporting nonexistent or done manually

VS

Thank you


[email protected]

Week 4 Unit 4: SuccessFactors Global Benefits

2 © 2015 SAP SE or an SAP affiliate company. All rights reserved. Public

SuccessFactors Global Benefits Benefits Administration Business Issues…

Manage complexity: multiple needs for

a diverse and multinational workforce

Increase Efficiency: lower and control

costs to manage and administer global

benefits

Differentiate: make Benefits a key

differentiator to attract and retain talent


SuccessFactors Global Benefits A framework designed to cover global requirements

UK, Ireland Child Care

Vouchers, Pensions

Auto Enrollment,

Flexible Benefit Plan

India LTA, Provident

Fund, Company

Housing, Driver

Allowance

Japan Zeike, Commuter

Allowance,

Accident

Insurance,

Unemployment,

Diachi Mexico Funeral Expense

Insurance,

Dependents

Auto Cover

China Social Security

Colombia Insurance

Critical Illness

Home

insurance

And Others

U.S. 401k Retirement,

Term Life,

Health, Dental

ANZ Superannuation

Contributions

Germany Vermögenswirksame

Leistungen (VWL)

Company Car

France Work Medal

Awards

Medical Checkup

Canada Pensions

Life Insurance

Heath

Brazil Meal Vouchers,

Parking, Dental

Plans, Life

Insurance, Medical

Philippines Rice Bag

Allowance

Korea Child Education

South Africa Bursary (scholarship)

Motor and Fuel

Unemployment Insurance

Fund, Medical Aid Fund


SuccessFactors Global Benefits Part of a complete core HR system of record in the cloud

Employee Profile,

Talent Processes

Personalized Home Page Time Off Management Compliance, Reporting

Built for Mobile Position Management

Employee Master Data,

HR Processes

Global Benefits


SuccessFactors Global Benefits Claims and contacts on mobile


SuccessFactors Global Benefits Partnership with Benefitfocus: the power of 2

Integration with the leading provider of

benefits technology in the United States

Provides immediate value to all U.S.

customers

900+ data exchange connections to

transmit information to almost every

insurance carrier

Thank you


[email protected]

Week 4 Unit 5: Final Recap


Final Recap Change is in the air for HR

Five generations and impact of millennials create new

workforce dynamic

Simplify and standardize to increase HR flexibility

Just-in-time workforce increasing use of contingent labor

Talent management still a top-3 CEO priority


Succession &

Development

Compensation Performance &

Goals

Learning Onboarding Recruiting

Final Recap Comprehensive talent and core HR applications

Core HR and Payroll: Employee Central

Employee Record | Organizational Management | Payroll | Shared Services

Time Sheet | Absence Management | Global Benefits

Competencies, Skills, Best Practices


Final Recap Global and local experience

Expertise 29 years of experience

delivering global

HCM solutions

Localization Time zones, currency support,

and best business practices

37 languages for processes

and documentation

Support 24/7 support

across globe

Regional Data Centers Distributed global organizations and

centers of expertise in Asia, North

America, and Europe

In-country product managers

tracking and regulatory changes

Delivery and maintenance of

localized data fields and

compliance reports

Data Privacy Support for local employee

data privacy and security

regulations

Partner Ecosystem Over 1,000 certified

implementation consultants

across the globe

71 countries localized for

SuccessFactors Employee

Central and 28 for

SuccessFactors Employee

Central Payroll


Assess

ROI calculation

and business

case support

Evaluate

Discover options

and select

solutions

Implement

Assess current

state, define new

process, configure,

and launch

Run

Administer and

support ongoing

implementation

Optimize

Expand current

usage and take

advantage of new

capabilities

Learn

Online training

and community-

based knowledge

sharing

Final Recap Delivering the “service” in SaaS

Comprehensive support and services to help ensure success


Final Recap Start your cloud journey with SAP Best Practices

SAP Best PracticesTM delivered in a preconfigured tenant

Covers most relevant business scenarios from pure HCM cloud to complex hybrid scenarios

Accelerate your transition to the cloud with data integration and data migration

Modular approach supporting proof of concept (POC) and large implementations

Includes SuccessFactors Employee Central, Recruiting, Compensation, Align and Perform,

and Succession Management

SAP Best Practices

Preconfigured Landscape

✓✓✓

Learn more at: service.sap.com/rds-cloud

https://service.sap.com/rds-cloud





Final Recap

Supporting your journey,

wherever it starts and wherever it goes

www.successfactors.com

Thank you


[email protected]

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