Event reason is an activity derived from events that drives changes in employee data. These events are predefined for all instances and cannot be added (as of 1508). Of course, you can deactivate part of them or rename the current events if needed. Standard events delivered from SuccessFactors are listed below (today we will focus on those marked green). The reason why to focus only on these is that they are all available in MSS and we will try to find a the right approach how to offer the managers a simple way to use the SuccessFactors to manage employees.

● Additional Job - this event is not used. When activating additional job, you go to the new hire process and use the event Hire
● Assignment
● Assignment Completion
● Job Change
● Completion of Probation
● Data Change
● Demotion
● Furlough
● Hire
● Job Reclassification
● Leave of Absence (used for time off activities)
● Pay Rate Change
● Position Change
● Probation
● Promotion
● Rehire
● Return from Disability
● Return to Work (used for time off activities)
● Suspension
● Termination
● Transfer
● Add Global Assignment
● End Global Assignment
● Obsolete
● Start Pension Payout

We can of course add Global Assignment activities as manager facing as well but for our purposes the others will be sufficient enough. You can work with events and event reasons in two ways. Either activate the automated event and event reason derivation or let the manager define them manually.

Automated Event Derivation

In event derivation you don't need to teach managers anything and they will select what they want to do just by selecting the right activities in self-service. In case of event derivation you do not need to instruct managers much in advance. They just do the required changes in respective fields.

Now we will as Marcus Hoff change the job information of my direct report Judy Hoffman. See the picture below

You can see that we have as a manager permissions to change almost everything. So we can change the Department for Judy. This is the rule that covers this option:

You can see that the basic object is Job Information Model. The reason why to use the Job Information Model is that you can compare Previous Value to Current Value as they are both defined there. When the change in Department happens the event reason Position Reclassification is populated to the job information history of the employee and workflow Job Change is triggered. To activate this rule you need to assign it to the Job Information section in the data model.

The rule is configured as Event Type onSave. Other types don't make sense to use as you cannot start workflow before you save the form.

Manual Choice of Event and Event Reason

Now let's move to the second type where managers choose the event and event reason which should be assigned to the activity.

In this case the list of available events and event reasons if offered to the managers. There are about 200 event reasons delivered from the SuccessFactors that you can easily use with the events. The configuration is little bit easier than the configuration of event derivation. You can set the rule in different ways.

You are now defining the event reason and according to the it you trigger the right workflow.

When you use the events this way you always need to keep in mind that when you have the dynamic role in the workflow you have to always specify the Event reason in the role setting. All other configuration is the same.

Let's now make the decision what approach is better to use in which cases:

1. Event derivation - When you are restrictive to managers and allow them to do as less as possible the event derivation is not good for you. When managers can choose only a new position for their direct reports it makes no sense to use the event derivation because the event would always be the same.
2. The manually selected events and event reasons can help the managers decide and specify what they actually want to do.
3. On the other hand event derivation can simplify the process for managers because they don't need to specify the event reason as it will be selected according to the HR rules.
4. Automated event derivation can also provide more valuable results for reporting at the data are 100% consistent and there is no way how to assign wrong event or event reason to a specific transaction.

Many times you can face the requirement that employees should be able to buy or sell their vacation. As it is not standard functionality of SuccessFactors you need to find some workaround. We can easily use Metadata framework and business rules to deliver this functionality.

Let's start from user point of view and than move to technical solution. How the users will use this function?

1. On their profile they will have fields to add new entry for Buy or Sell Holiday
2. Employee click on the pen icon and enter the required values to sell or buy (employee can choose to which of their account they want to buy or sell days/hours)
3. Employee enters required values and click on save, in our situation it will trigger approval workflow to Manager and HR Manager
4. Workflow approvers will have standard TODO notification for workflow approval
   
5. After approval is the value on the employee profile and must be manually updated in the selected employee account (don't worry, I will find a way how to automatically populate the account with new posting)

So this is how it will work for users, managers and HR administrators. Now let's get to the configuration. It can be done by your administrator, it isn't as hard as it looks like. We will divide the configuration into several groups.First group (new MDF object buy_and_sell_holidays)

1. Navigate to Admin Centre -> Configure object definitions and create new Object definition in upper right corner
2. Set basic effective dating
3. Set API visibility to editable (not necessary but if we won't be able to populate account directly, we can use integration platform to get data and populate the time account)
4. Set Subject user field to worker
5. Pending data to yes
6. Todo category to Employee change requests (maybe you can choose different)
7. Rename External Code to worker and set the data type to user (this will allow to add this object to employee profile)
8. remove external name field (maybe you will need it for something)
9. add three fieldsAnd in the security change to secured to yes
   • Vacation Account - generic object. This is really important to set in the detail of the object  - the first picture say to show TimeAccount generic object
     
     And the second and important is to set following conditions - this options will allow to show each user only the account that are relevant to the employee
     
   • Buy - number
   • Sell - number
11. Select miscellaneous permissions
12. and enter worker in RBP subject field (this will create target in RBP - so you can select the target population to the employee, typically Employee to self)Full picture of the configuration
    

Second group (configuration of Rules and workflows)

1. Go to Manage Organization, Pay and job structures and add new workflow
2. Set the workflow name and approvers according to your needs
3. Go to Configure business rules and create new rule with base object defined in the first group, see picture
   
4. Assign this rule to the created MDF object as saveRuleNow we have object, we have rule and workflow. The final group of steps is to create UI of the object, assign permissions to users and added to the employee profile.

Third group (UI, add to profile and assign permissions)

1. Create UI in Manage configuration UI, choose select new and select the created object
   
2. Go to People profile configuration (if you use old Employee profile than go to configure employee files) and assign live MDF object to employee profile
   
3. Now the object is assigned to employees and we need to give them permissions, so navigate to Manage Permission roles and select role employee to self.
4. Find miscellaneous permissions on the left and select following permissions, this should be enough for employees to be able create new entry (request)
   

And yes, this is all, if you have any feedback or ideas, let me know in the comments.

During recruitment process you always search for new methods to find out the best suitable candidate for your company. As the life goes by you're changing the way how to get the best candidate. Sometimes you select different recruiting solution and sometimes just other test provider or methodology. Now let's look at the situation that you have selected test provider and choose different recruiting solution. For our case we will use SuccessFactors Recruiting Management and Cut-e testing. As the integration platform we will use Boomi.

From the recruiter perspective we need to cover following cases:

• Mark candidate for testing
• E-mail to candidate with testing link
• Information that candidate is performing tests
• Testing results sent to recruiter
• And maybe the possibility to automatically reject candidate

How to achieve it?

1. Let's create status group in the candidate pipeline. For our example the three statuses will be enough
   
2. Recruiter will choose candidates that should be tested and move them to To be Tested status.
   
3. Integration platform will take the candidate and create an account in testing provider, sends url to candidate and move candidate to next step. This will trigger e-mail with testing url to candidate.
   
4. Now we are waiting for candidate to complete the tests. When the tests are completed than the candidate is moved to Testing Finished status and notification e-mail with results is sent to recruiter.
   
5. Now the recruiter could decide what to do with candidate. But there is also on option to move candidate automatically to status "rejected based on testing". This can be performed by the integration platform.
6. Of course you can have several other requirements like choosing which type of tests should be performed by the candidate. As well as you can set results tests visible and sort them on list of applications page.
   

Now the technical solution

1. Update candidate application xml and add necessary fields that should be tracked:
   Candidate testing URL
   Candidate result
   Set these fields as hidden for candidate and visible to recruiter.
   
2. Create statuses and group them in the Applicant Status Configuration. Now it's time to set the integration platform connectors and process.
   
   The process is really simple, quick description:
   - find candidates in status To be Tested
   - enter them in the testing solution and create testing URL (this url is always unique)
   - update the candidate profile with url
   - move candidate to status Testing in Progress
3. Now it's candidate turn. And we will take a look at process that will get the candidate results and populate them in SuccessFactors
   
   The process takes candidates from status Testing In Progress and asks for results. If the test is not complete, than do nothing. If the test is complete than publish results and update the candidate to Testing Finished status.

Other variants could cover more tests integrated in the process (the test variant is selected by recruiter using simple picklist value). The mapping to right tests is done by integration platform. See picture below:This also covers some error tracking options like "No test variant selected". Than populate testing error and sent notification to recruiter and move to the relevant candidate status "Candidate testing error".Prerequisites:

• Test provider with some web service that can be used
• BOOMI integration platform
• Free time to do the integration and testing (btw. you need to fill in the tests and be prepared that you will see your results)

This is simple solution how to get payslips into SuccessFactors so employees can access them and you can use them for reporting. We have at least three options how to do it. Now let's start with two simplest options how to get the data into SuccessFactors and enable them for the employees.

Now let's show two possible solutions. First is simpler and done as background element. The output looks like following picture

Why it is so complicated (4 different portlets)?

1. There is some limitation on the number of integer/float fields in one portlet (4 integers, 4 floats, 5 dates, 13 varchars).
2. If you will put it into one big portlet, it will not be user-friendly and people will need to scroll to the side.

These fields/portlets can be filled by the integration platform like Boomi/HCI or basic scheduled import from FTP server (Provisioning/Manage Scheduled jobs/Live profile import - background element import - incremental)

Now the source code of these background elements, if you want to add some attachment to be in these fields, you can add type attachment to it:

<background-element id="payslip1" type-id="3"> <label>Payslip 1</label> 
<data-field id="year" field-name="vfld1" required="true" max-length="255" max-file-size-KB="1000"> <label>Year</label> </data-field> 
<data-field id="salaryMonth" field-name="vfld2" required="true" max-length="255" max-file-size-KB="1000"> <label>Salary Month</label> </data-field> 
<data-field id="payrollID" field-name="vfld3" display-size="100" max-length="255" max-file-size-KB="1000"> <label>PayRoll ID</label> </data-field> 
<data-field id="positionTitle" field-name="vfld4" display-size="100" max-length="255" max-file-size-KB="1000"> <label>Position Title</label> </data-field> 
<data-field id="costCentre" field-name="vfld5" display-size="100" max-length="255" max-file-size-KB="1000"> <label>Cost Centre</label> </data-field> 
<data-field id="businessUnit" field-name="vfld6" display-size="100" max-length="255" max-file-size-KB="1000"> <label>Business Unit</label> </data-field> 
<data-field id="basicSalary" field-name="ifld1" display-size="100" max-length="255" max-file-size-KB="1000"> <label>Basic Salary</label> </data-field> 
<data-field id="actualBasicSalary" field-name="ifld2" display-size="100" max-length="255" max-file-size-KB="1000"> <label>Actual Basic Salary</label> </data-field> 
</background-element> 

<background-element id="payslip2" type-id="6"> <label>Payslip 2</label> 
<data-field id="year" field-name="vfld1" required="true" max-length="255" max-file-size-KB="1000"> <label>Year</label> </data-field> 
<data-field id="salaryMonth" field-name="vfld2" required="true" max-length="255" max-file-size-KB="1000"> <label>Salary Month</label> </data-field> 
<data-field id="quaterlyAverage" field-name="ifld1" display-size="100" max-length="255" max-file-size-KB="1000"> <label>Quarterly Average</label> </data-field> 
<data-field id="holidayBalance" field-name="ifld2" display-size="100" max-length="255" max-file-size-KB="1000"> <label>Holiday Balance</label> </data-field> 
<data-field id="supplementaryWage" field-name="ifld3" display-size="100" max-length="255" max-file-size-KB="1000"> <label>Supplementary Wage</label> </data-field>
<data-field id="performanceBonus" field-name="ifld4" display-size="100" max-length="255" max-file-size-KB="1000"> <label>Performance Bonus</label> </data-field> 
<data-field id="otherBonuses" field-name="ifld5" display-size="100" max-length="255" max-file-size-KB="1000"> <label>Other Bonuses</label> </data-field> 
</background-element> 

<background-element id="payslip3" type-id="7"> <label>Payslip 3</label>
<data-field id="year" field-name="vfld1" required="true" max-length="255" max-file-size-KB="1000"> <label>Year</label> </data-field> 
<data-field id="salaryMonth" field-name="vfld2" required="true" max-length="255" max-file-size-KB="1000"> <label>Salary Month</label> </data-field> 
<data-field id="severancePayment" field-name="ifld1" display-size="100" max-length="255" max-file-size-KB="1000"> <label>Severance Payment</label> </data-field> 
<data-field id="incomeDeductions" field-name="ifld2" display-size="100" max-length="255" max-file-size-KB="1000"> <label>Income Deductions</label> </data-field> 
<data-field id="totalTaxableSalary" field-name="ifld3" display-size="100" max-length="255" max-file-size-KB="1000"> <label>Total Taxable Salary</label> </data-field> 
<data-field id="employeeContributionSocHealthIns" field-name="ifld4" display-size="100" max-length="255" max-file-size-KB="1000"> <label>Employee Contribution (Social/Health insurance)</label> </data-field> 
</background-element> 

<background-element id="payslip4" type-id="8"> <label>Payslip 4</label> 
<data-field id="year" field-name="vfld1" required="true" max-length="255" max-file-size-KB="1000"> <label>Year</label> </data-field> 
<data-field id="salaryMonth" field-name="vfld2" required="true" max-length="255" max-file-size-KB="1000"> <label>Salary Month</label> </data-field> 
<data-field id="employerContributionGovCosts" field-name="ifld5" display-size="100" max-length="255" max-file-size-KB="1000"> <label>Employer Contribution (Government costs)</label> </data-field> 
<data-field id="employerContributionBen" field-name="ifld1" display-size="100" max-length="255" max-file-size-KB="1000"> <label>Employer Contribution (Benefits)</label> </data-field> 
<data-field id="netSalary" field-name="ifld2" display-size="100" max-length="255" max-file-size-KB="1000"> <label>Net Salary</label> </data-field> 
<data-field id="currency" field-name="vfld3" display-size="100" max-length="255" max-file-size-KB="1000"> <label>Currency</label> </data-field> 
</background-element>

Another option is to create MDF object (this will allow to easily display only last payslip and you will have button to display historical entries).

This is done as MDF object. You can see the history so there will be always only last payslip on your profile. But with permissions to display the historical payslips when click on the history button.

The specification is done in Configure object definitions:

The MDF object can be populated by the API (Boomi, HCI or any other) or by importing the file regularly using configuration in provisioning.

Why to use background elements? Easy to report in ad hoc reporting. MDF objects are not available in Ad Hoc reporting and you will need Online report designer to generate reports on these data.

Do you have data editable by employees and you need to track the changes and have specific rules for them? This example is about external work experience (education, mobility etc.). From the technical perspective they are called background elements and only as background elements they can be used in Succession talent search. These fields can be editable by employees but as the background element you cannot track changes by the workflow or by any other rule. There is a solution that can help you to solve this.

How it can work for you:

1. Employee enters External work history in the Employee Self Service
2. After saving the data the workflow is triggered
3. Then approval/update from HR
4. And after approval the data are stored in MDF object
5. Using the background replication mentioned below these data are populated in the right objects that can be used for Talent Search, Talent Card or Scorecard display.

From HR perspective you have two different added values:

• you can track all changes done by employees using the workflows
• you can have any validation rules on these fields

Are there any limitations?

• yes, currently there is limit in the data replication so it can take up to several hours before the data will be available in the employee's background element

What is necessary for the configuration?

• MDF objects
• Configured background elements in data model
• ORD (Online report designer)
• SFTP server

Can I use Ad hoc reports instead of ORD?

• no, you can't because Ad hoc reporting don't allow to change the column names and add specific texts needed for upload to background elements

Can I use anything other than SFTP server?

• you can use different server than provided by SuccessFactors, in all other cases you will need some other integration platform to use (e.g. Boomi)

Could it be done only by administrator?

• no, the configuration require settings in provisioning so it is necessary to do it by consultant

Now let's move to configuration idea and then to the detailed steps

• Idea is about creating custom MDF objects that will be filled by the employees and can contain rules (for starting workflow or validation rules). Then using the ORD to export content of MDF entries to SFTP server (on regular basis) and using the import job in provisioning to fill the data in background element.
• For our case is necessary to create two objects. First object is work history item:
• This will store each value provided by the employee but we need ability to enter multiple rows in one time so we need to create parent object with association
• The next step is creating the UI for the parent object
• Not with picture but you need to add permissions and configure Employee files/People profile to display this object to the employees

Cool, this was the easier part of the solution now let's move to the next step and this is ORD configuration (I don't have print screens as it available only on customer and not demo instance).Other option is to use Integration Center which can create similar output.

1. Go to detailed reporting in ORD and create a report on both MDF objects. Use the header as relation to userId and the rest as a content of the report.
2. Filter only active entries as well. Create calculated column for the second column because this column needs to have the same name as background element. Set the value of this column as the name of the column.
3. The report must contain (in our case) following columns:Save the query and create a report distributor bundle with target to SFTP server, set this bundle to be exported each night at 2:00.
   • ^UserId - userId of an employee
   • outsideWorkExperience - static value outsideWorkExperience
   • startDate - start date from the item object
   • endDate - end date from the item object
   • employer - employer name
   • title - job title
   • businessType - type of business
5. Go to the provisioning and create scheduled job "Live profile import" with data overwriting and schedule this job to take the file from sftp server each day at 4:00.
6. The data will be pulled into standard background element and can be used for talent search and all other necessary functionality on background element.

Are there any other options? Yes, you can filter only entries entered by last 24 hours and add only increments. Than the configuration will change a little bit.

So this is my 10th year of SAP HCM consulting. Wow. I feel OLD.

Anyway, apart from all the PCR writing, there are a few things I've learned along the way. Things which have helped me become a better consultant (or so I'd like to believe!). Not all of these may work for everyone, but hey, if even one person benefits from this blog, it'll be worth the writing! So here goes:

Get the concepts right

We've all been SAP newbies and the confusion can be overwhelming. For me, the SAP certification helped. It provided that essential grounding about HCM and what I was getting myself into. But even if you're not certified, don't be deterred. Most of the material is available online. It will take time & patience, but trust me, in consulting, if you want to be better than mediocre - focus on the fundamentals. After all, if you don’t understand what a personnel area is, how can you explain it to your client?

So read. And then read some more. Help.sap.com is a good place to start.

Practice makes perfect

"The more I practice, the luckier I get"

                                - (Came across this somewhere)

If you've got access to a sandbox system - go ahead and play! Create a new subarea. Change your infotype screen. Tweak that PCR. Check what gets impacted and where. Give yourself little assignments and persevere until you see the results. You'll realize that SAP is hard work but it can also be fun!

Earn your clients' trust

Easier said than done, I know. There is certainly no formula to gain credibility with your clients. I do, however, have a few tips to share:

Communicate with your client. Get to know their business. Ask questions. Let them know the status of deliverables, especially if you expect a delay. At least they’ll appreciate the update.

Convey your competence. Let them know you're good. Not by proclaiming it, but by consistently delivering high quality work. The proof of the pudding is in the eating, you know.

Don't over commit. Set timelines you can meet and expectations you can live up to, perhaps even exceed.

Be honest. There's no shame in admitting that you don't have the answer to everything. It's okay to say, "I don't know, let me check and revert". But keep your word - check and revert.

Understand HR processes

Get acquainted with core HR concepts & best practices. Keep yourself up-to-date with HR laws, payroll statutory acts & whatever else you need to speak the language of your client.

Don't take shortcuts

The dullest parts of my job? Testing and documentation, undoubtedly! I've lost count of the number of times I've tried to evade these. Well, we’re all wiser in hindsight.

A couple of hours of testing can save you days of rework. The same with documentation. A well-prepared functional specification can reduce development effort & is the quickest way a new consultant can make sense of a Z development.

Learn

Now this is why I enjoy my work. There is SO much to learn. Well, if you're willing to. It's been 9.5 years since I started my SAP career and I'm still learning! Grab every opportunity to learn something new. If you're assigned a task you haven't worked on before, don't shy away. That's the best way to acquire a new skill.

Discover your passion

There's a lot to SAP HCM - PA, OM, Payroll.. you get the drift! Understand what each one entails at a high level. Then discover what interests you and hone that skill.

For me, it’s payroll. Ironically, it's the one space I dreaded & successfully avoided in the initial 3 years of my SAP career. Until I was thrown into a project as the sole payroll consultant! So I learned, because I had to. And then I kept learning, because I wanted to.

Find out what your calling is. Then go ahead and master it.

Top three top things I learned at a Workforce Analytics Forum this past March in Chicago:

1. Don't wait for your data to be perfect - just start analyzing what you have. If you wait for everything to be perfectly cleansed, you may never get started.
2. Start small and demonstrate proof of value. Identify a business challenge that needs data input to solve. Focus on understanding what data will support that one issue and what yourneed to know about that data to contribute value to the discussion. Find the data and analyze it -- any way you can. That's right: use any tool currently at your disposable even if it's Excel.
3. The answers HR can contribute to the business are not necessarily within the HR database. Expand your view to the business data: sales, production, locations, peak times, slow times, geographic demand etc. Understand the business and then apply HR expertise to contribute solutions.

Now it's your turn to learn.

These are the crucial topics that I feel we need to understand in order to progress into business partners that contribute to our organizations' future successes -- and this is what we're going to be talking about on June 28-29 in San Francisco:

Americas' SAP Users' Group's HR Community is collaborating with IHRIM to host the summer

Workforce Analytics Forum

on June 28-29 in San Francisco.

This is a non-product-specific education event -- eligible for SHRM Professional Development Credits -

and absolutely sure to enable HR and IT to create analytics solutions that will contribute to the bottom line.

Attendance is limited intentionally to enable productive conversations and to

ensure attendees leave with practical solutions that can be implemented back at their desks. 

ASUG and IRHIM members, of course, receive discounted registration. To learn more visit ASUG's event site for the Workforce Analytics Forum:  ASUG.com - Events .  We're collaborating to help YOU collaborate to debunk myths, rise above your challenges, and become a people analytics rock star.

Hello All

Can you anyone tell me regarding ESS/MSS issue.

We have implemented ESS/MSS portal for client ,but we are facing a issue almost for the past 6 months

For Some low level employees if they want to  apply leave or any details through portal they wont have separate system as they are not user friendly to PC, for this common system is used where a reporting person apply the details on behalf of them ,but all the employees have separate logon details.

If one detail has been entered in portal,if the reporting person wants to enter another employee details the system is not clearing the cache it shows the previous employee details completely which is not correct.

Also other employee details should not be visible once we logged out and login again with another employee cache clearing/killing is not happening in the portal.

The cache memory in the browser is not getting cleared when a user logs off or closes the session and on the same machine if another user logs in data displayed to the user is from the previous session or previous user.

Can anyone suggest in terms of sap ess/mss to kill those cache.

Regards

Ananthi.M

DON’T MISS SAPRadio Changing the Game with HR Episode 2: "CHROs: Time for a New Conversation" - on Changing the Game with HR Radio – June 9 at 11 AM PT / 2 PM ET -  Follow us on Twitter via #SAPRadio.

This episode is part of a 10-episode SAP SuccessFactors radio series that started on May 26 and will continue to air every other Thursday at 11 AM PT/ 2 PM ET on the VoiceAmerica network Business Channel, SAP Radio Changing the Game with HR. The series will run through to the end of September and all shows will be recorded and available for download or playing via the website. Our first show started at the top:  HR in the boardroom and is available here.

Since the dawn of time, or at least over the past few decades, most people in the HR space have been scratching their heads trying to figure out how CHROs can earn a seat at the executive table. Some CHROs have succeeded in lending their business chops and key workforce insights to strategic discussions while others still struggle with moving beyond tactical operational planning and execution.

As we look forward, trends in workforce demographics and how people work may create a need to change the conversation that CHROs must have about their roles and the roles of their organizations. Is the future of HR no HR? Or does the role of HR, and therefore the role of the CHRO, evolve because business is evolving?

There are some core functions of HR that just can’t go away. As long as people work for businesses, they will need to organized (and re-organized), recruited, hired, paid developed, promoted, and retired. It’s the role that HR takes in representing the people of the business, in representing how the human capital of the people can be harnessed collectively and individually, how people can be actively engaged to contribute to customer, innovation and financial performance goals.

The radio show will cover the convergence of business and HR trends and the implications, including:

• Building transformational value-based relationships throughout the business
• Engaging permanent and external workers in new collaboration models
• Using consumer-style tools and social HR to improve engagement
• Leveraging HR to help improve business strategies

Join host Bonnie D. Graham as she talks with panelists Tim Good of Accenture, Erica Volini of Deloitte, Brigette McInnis-Day of SAP and author Dan Ward.

To learn about transforming HR for the digital workforce go www.successfactors.com 

In the spirit of yesterday’s Philadelphia Chapter Meeting, the focus this week is on how to engage with your fellow HR professionals in physical space rather than online. Virtual resources are invaluable—I can’t tell you the number of webinars, MOOCs, and YouTube how-tos I have learned from—but there is no replacing the connection enabled by in-person content delivery. Get in touch with ASUG’s robust HR Community by taking advantage of the following events.

HR Face-to-Face in a City Near You– Run, don’t walk, to your nearest HR Community event. This blog post outlines all of the upcoming in-person opportunities available to ASUG members. Not only do we highlight discounted opportunities, but the majority of our offerings are complimentary. Get out your calendars and get ready to hit to road to one (or more!) of our many events.

NYC Chapter Meeting June 2016– Biggest city in the country, meet the best IT user group in the country. Walk, bike, drive, train, or fly to this major metropolitan hub and take advantage of the SAP® SuccessFactors® and Concur® sessions. HR professionals are also no strangers to the importance of people, so there is no shortage of networking at this face-to-face event.

SAP SuccessFactors HCM Suite Road Map Suite-Wide Topics– While not in-person, this opportunity to meet SAP product managers is a once-in-a-lifetime (okay, once-in-a-quarter) experience. Product road maps include intelligent services, mobile, admin, talent foundation, ERP/HCM integration, cloud-to-cloud integrations, and extensibility.

HR Compensation Special Interest Group Town Hall (June)– Have you ever felt more comfortable voicing your opinion on the internet instead of face-to-face? This HR Town Hall is the perfect example of using digital platforms to aggregate opinions. Who said in-person was always preferable?

That’s it for this week! Stay tuned for next week’s recap and hopefully I’ll “see” you all soon!

Image courtesty of blisstree.com

In this blog we are going to see that how in Employee Central we can default Pay Components and Values against each pay component based on Total CTC.

This solution will help in eliminating manual entry of pay components to get the annualized salary. This is one of the most common requirement in many countries. I am going to take an example of India in my blog.

Lets consider Total CTC as 100000 and defaulting pay components and values as mentioned in below example during new hire joining

Hiring New Employee CompTestEmployee 17.

In Compensation Information Portlet, Enter Total CTC Value e.g. 100000. and save.

Go to Compensation Information Portlet of new hire and check the pay components getting defaulted automatically based on total CTC value entered.

How to achieve above solution?

1. Create Pay Components

•      Create Pay Components such as CTC, Basic, House Rent Allowance, Provident Fund, Transport etc as mentioned in below screen shots.
• Pay attention to "Pay Component Type", this has to be defined correctly whether to choose Amount, Percentage or Number and "Base Pay Component Group".
• Since CTC is used a direct amount, we define it a Amount.

• As Basic Pay is 35% of CTC, hence in this case "Pay Component Type" will be "percentage" and "Base Pay Component Group" will be CTC(9999).

• House Rent Allowance is 50% of Basic Pay, Hence in this case "Pay Component Type" will be "percentage" and "Base Pay Component Group" will be "Basic Pay".

• Since Transport or Medical is direct amount, it can be defined as "Amount"
• Similarly rest of the pay components like PF, Gratuity , LTA etc can be defined.

  2. Create Pay Component Group having all Pay Components excluding CTC

• Create a group to get the sum of all the pay components excluding CTC. This group will be used in calculation of Supplementary Allowance or Special Allowance or Balance Amount.
• You can also write a business rule to get the total of all the pay components but I prefer to follow this approach.

3. Create Custom Field as "Total CTC" in compensation Information Portlet.

• This field is used to enter the amount against CTC during hiring process.
• This field can also be integrated with onboarding so that this value can get defaulted during onboarding of new hire.

4. Create Business Rules

• You can design your business rules based on below base
  • Job Information
  • Job Information Model
  • Employee Information
  • Employee Information Model
  • Compensation Information
  • Compensation Information Model

     In this situation I wrote rules based on Compensation Information. Similar rules can be written on Job Information Model which I will show in my next blog.

     I have written three business rules to default the pay components.

1. Business Rule for defaulting Pay Component CTC(9999), with this rule you can populate the value from Total CTC in this pay component.
2. Business Rule for defaulting supplementary allowance.
3. Business Rule for defaulting all the required Pay Components for e.g. Basic, HRA, PF, Gratuity, Transport etc

Rule 1

Rule 2

Rule 3

5. Assign all the created Business Rules to Compensation Information in "Manage Business Configuration"

Summary

This was a small effort to create a complex pay structure in Employee Central using Business Rules. In the above entry I have used Compensation Information as base but you can also use Job Information Model. We can also add or delete pay components in case Promotion/Transfer or any other action in Employee Central using this approach.

By using above method, we can eliminate the requirement of adding pay components manually and our approach becomes formulaic. Same approach can be used in case you want to make use of "Pay Scale Level".

Writing Business Rules are more about imagination and creativity. We can write different types of rules to arrive at same result. This is one of the approach which I have followed.

This is my 1st Blog in SCN, if you like it then please rate it

If you’re reading this blog the chances are that you’re somehow involved with a SuccessFactors (SFSF) Employee Central (EC) implementation - either as a customer, or as a system integrator helping a customer with their implementation. The EC value proposition , akin to other cloud HR offerings, isn’t complete without integrations — integrations with Payroll, Benefits and other essential systems play a pivotal role in enabling the whole Hire to Retire process for an enterprise.

1. Lifecycle of HR business integrations is no different from any other SDLC complete with specification, development, testing and deployment. Notwithstanding its critical efficacy in cloud system implementations, integration hasn’t seen a great deal of standardization/process either in the whole software lifecycle or in terms of tooling e.g. Integrated Development Environment (IDE) or accelerators that aid in agile development. Net result: a SDLC stuck in the 90s. Prone to errors, rework, high costs and long development life-cycles.
   
   
2. Hardly any tools developed specifically for citizen integrators.
   Our experience with SFSF integrations tells us that a bulk of time spent during integration is infact spent in the initial analysis and blue printing phase — a handiwork of Business Process Experts (BPx) and Functional consultants. In integration terms, they are called Citizen Integrators. Citizen Integrators generally have a solid background in data and are tech savvy, but they are not classically trained on the legacy tools of the trade, read middlewares and IPaaSes. No prizes for guessing their tool of trade — MS Office ExcelSheet! It’s 2016 — these hardworking folks need better tools. More so when their counterparts in development are zipping past with state of the art  Integration Services on the SAP Hana Cloud Platform.
   
   
3. Integration is an exercise in funambulism.
   Customers make the Employee Central decision for a reason - to simplify and revise their existing HR processes and run better. Hence it's not unusual for portlets/fields that made the cut in the first iteration of succession data model to disappear in one of the later ones. Succinctly put, data models are in a flux - sometimes up until weeks before go-live.
   Now, integration is an activity that relies on the data models/pick-lists in the SFSF system and their counterparts in the ERP system. Changes to data model invariably affect the integration specification. Every change, however pertinent, means rework — the BPx has to painstakingly thread through the field level changes, find their counter parts on the payroll system and map them. The hundreds of field level codes also need mapping. Iterations, rework, manual copy-pastes (from system tables/XMLs to spreadsheets) aren’t just time and cost intensive, they are also a recipe for an error prone integration blueprint/spec.
   
   
4. Post go-live support. It’s go-live time! After the roller-coaster ride, it is an uptick phase. Integration tests are all green and the high and very high priority incidents are at an all time low. Also your integration spec now spawns across 12 countries and has reached version 18. That’s the last spec your trusted BPx works on. Post go-live, operational support is awarded to an all new vendor who, succinctly put, has no idea of what transpired between version 1 to 18, for the key decision points are lost in Outlook inboxes of the BPx and other stakeholders. Your BPx who has now moved on to a different customer has little or no time left for a formal knowledge transfer. End result: Lacklustre support and shoddy incident turn around times — affecting your business processes.

Introducing integrtr — The integration lifecycle manager for SAP® SuccessFactors® Employee Central.

We, at integrtr have carefully considered all these pain points and have come up with a citizen integrator cloud service that manages the life cycle of SuccessFactors® integrations.

Business process experts and power users can now use Integrtr with little or no training and get to the core of their work — the all important field/code mapping between the SF data models and their counterparts in the ERP system. As integrtr is always connected to the data models on the participatory systems, the fields and their codes are always at their disposal. Ease of work and error-reduction starts right at the spec phase.

Visit us at www.integrtr.com. We are currently in private beta — signup for our beta program to test firsthand.

Disclaimer: SAP, SuccessFactors, HCI, Employee Central, Hana Cloud Platform are all registered trademarks of SAP SE. integrtr claims no ownership over these.

Over the last two decades we have watched the face of recruitment applications and solutions change dramatically – first with applicant tracking systems, then job posting, recruitment marketing and a slew of ad hoc hiring process systems (video interviewing, assessments, background checks). The way solutions are delivered to organizations has changed dramatically over the last 30 years from on-premise to cloud-based applications.

These changes are resulting in responsive, proactive, best-practices-driven business processes, improving recruitment efficiency and more closely aligning business objectives with recruitment strategies.

In order to accelerate these improved business practices, SAP SuccessFactors Recruiting has recently launched Recruiting Posting, providing the most comprehensive, global recruitment solutions in the market. Customers are now able to seamlessly and automatically post jobs globally and locally based on rules, or “pick and post” for any requisition they desire.

What does this mean for our customers? It allows them to reach untapped candidate pools with flexibility to manage job postings to thousands of social networks, niche and major job sources, as well as universities and colleges.

SAP SuccessFactors Recruiting now provides job posting, recruitment marketing and applicant tracking capabilities to give recruiters not only the ability to quickly post jobs, but drive them back to a responsive candidate experience and provide detailed sourcing analytics to improve budget spend and decrease time to fill.

To learn how to source the top talent your business depends on, check out our Recruiting to Win page, where we’ve collated an extensive list of resources and best practices to help you on your journey. Plus, don’t forget to check out Thomas Otter’s latest blog for his thoughts on Recruiting Posting.

This weekend is Father’s Day! I will be giving thanks to my own father and spending the day with my sons (read: dogs). And soaking up some HR content, of course. Whether you are honoring your father, grandfather, uncles, or any other father-figure, it’s important to remember the guidance offered by those who have been through it all. Similarly, ASUG is here to be your rock, advisor, resource, and friend. Sappiness (SAPpiness?) aside, ASUG’s HR community can provide all the HR expertise that our fathers never passed down. Here are this week’s highlights.

SAP® SuccessFactors® HCM Suite Road Map: Core HR and Analytics Road Map– While fathers can be notorious for foregoing a map and refusing to ask for directions, ASUG is all about road maps and some friendly guidance. In this webcast, our helpful SAP product managers will present a number of different product road maps. Topics include: Employee Central, Cloud Payroll, and Workforce Analytics & Planning.

Are you predictive? People Analytics Create the Future– ASUG HR Community Advocate, Sherryanne Meyer, shares her experience with the Workforce Analytics Forum. Key takeaways focus on getting started with what you have and not waiting to get the most out of your HR solutions. Dada… excuse me, data, doesn’t have to be perfect in order to get the analysis started! Hear more and learn how to get engaged in this blog post.

HR Face-to-Face in a City Near You– With family, FaceTiming and texting don’t always cut it, and the same goes for ASUG. This blog post outlines all of the upcoming in-person opportunities available to ASUG members. Not only do we highlight discounted opportunities, but the majority of our offerings are complimentary. Connect in the “here and now” with your immediate and extended ASUG family.

A Penny for Your Thoughts . . . Before July 1, Please– Despite how many times I tell my dad that no one uses the word “rad” anymore, he still works it into conversation. Luckily, ASUG’s HR Community is a little more responsive to feedback. With that in mind, time is running out for this opportunity to participate in ASUG’s research surveys.

I hope you had a dad-lightful time reading this week’s recap―and look out for next week’s post!

Image courtesy of flagshipsd.com

Standard  module TARIF reads plan salary from T510 table. You need not to write Z module for t710 evaluation. Just use 58710 "WORKING AGE Croatia"

What just happened?

We’re honored to be recognized in the IDC MarketScape: Worldwide Integrated Talent Management 2016 Vendor Assessment. Further, and in support, we were also named a Leader in the new IDC MarketScapes for the specific talent areas of Recruiting, Learning, Performance, and Compensation. We believe the IDC MarketScapes are a testament to not only our comprehensive, integrated talent suite, but also to our capabilities and strategy across every area of talent management.

But perhaps more importantly, they are a testament that our customers – like you—have successfully transformed their Talent Management programs using SAP SuccessFactors. So, thank you to all of our customers for trusting us to help you attract, develop, and retain your organization’s talent.

Being recognized as a Leader in every area of Talent Management by the IDC MarketsScape means that our current capabilities, and our strategy and direction are at the forefront and setting the pace for what’s possible in talent management.      

So, what’s changed?

It’s true, this the seventh year running we’ve been named as a Leader in and across Talent Management by  the IDC MarketScape. So, I guess you would say that “the more things change, the more they remain the same”, right? Not so fast. This year is different.

Here’s why in three quick points:

•    There’s never been more of a desire by organizations to ‘rethink’ almost every area of how they are attracting, developing, and retaining talent. For many organizations the workforce is now a globally dispersed group that is multi-generational, technologically savvy, and largely disengaged. Organizations know they can obtain better results with a workforce that’s committed, engaged, and connected – a workforce that’s truly “all-in”.

•    With this in mind, as a solution provider, I can attest that not simply “keeping up”, but working with customers like you to truly understand and chart the direction of what is – and will be needed – takes focus, resources, and an unwavering commitment to not simply “stay the course”, but a willingness to chart new paths… and innovate around what may be needed to truly transform how you attract, develop, and retain your workforce today, and tomorrow. 

•    As you’ll see in the IDC MarketScapes, all of the solution providers mentioned have “moved” for better or worse, based on their capabilities and their strategy and direction.  However, what you may not notice, and may find hard to believe considering our long standing inclusion as a leader – is that we didn’t simply move – we continue to improve. And these improvements are noted in this years’ IDC MarketScapes. For example,

The Performance Management MarketScape highlighted: “Major movement to support continuous performance management.” The Recruiting MarketScape noted: “The 2015 acquisition of European job posting provider Multiposting to extend talent acquisition capabilities…” The Learning Management MarketScape stated: “SAP SuccessFactors has made many updates to learning management and continues to deploy SAP Jam throughout its talent solution to up social utility.” The Compensation Management MarketScape noted: “Deepening of compensation modeling functionality.”

Where do we go from here?

While we are appreciative of this recognition by the IDC MarketScape, in fact – we are more humbled by this and feel a tremendous sense of responsibility to continue to provide you, our customer, with clarity, guidance, and direction in all aspects of talent management – our focus on talent management innovation and customer success has never been stronger. Moving forward, our commitment to you is not to simply maintain—rather, it is to accelerate… and provide even more innovative, yet practical talent solutions that are a delight and joy to use every day.

By Nicole Saunders, Senior Product Marketing Manager, SAP SuccessFactors

We’re honored and privileged to be recognized as a leader in the IDC MarketScape: Worldwide Compensation Management in Integrated Talent Management 2016 Vendor Assessment.  We are excited to see our position strengthen over the years.  As you may recall, SAP SuccessFactors Compensation was positioned in the leaders category in the IDC MarketScape: Worldwide Compensation Management in Integrated Talent Management Vendor Assessment  2015, and we are humbled and honored to be recognized as a leader again this year.

Being recognized as a leader in Compensation Management by the IDC MarketScape means that our current capabilities, and our strategy and direction are at the forefront and helping to define the direction of compensation management solutions in today’s global business landscape. In fact, the IDC MarketScape specifically mentions our strengths around robust R&D, market momentum, depth of portfolio, vendor viability, and global reach.

A big “THANK YOU” to our customers

We have a very strong list of Compensation customers across industries and the globe. We could not be more thankful for this unique install base of SAP SuccessFactors Compensation customers.  They are a true inspiration for a market leading solution and continuous innovation. This recognition from IDC is recognition for you - our customers. Thank you for your trust in our solution strategy and our ability to deliver on our roadmap for Compensation Management. We truly appreciate your commitment and for trusting us to help you attract and retain your organization’s talent.

What’s next?

The dedication of our customers and our product development team is unparalleled and has helped us to achieve this wonderful recognition. Our focus on compensation innovations and customer success has never been stronger.  We are firmly committed to helping our customers transform workforce compensation into a strategic component of their overall talent strategy by delivering a flexible solution that enables compensation professionals, business leaders, and managers to align compensation programs with business objectives.

As evidence of our commitment to our customers, here are some recent innovation highlights in SAP SuccessFactors Compensation:

• Spot Awards: Acknowledge and reward great employees within your organization and keep employees motivated, productive and engaged. See blog here 

• Expanded modeling capabilities: Patent-pending modeling capabilities improve planning accuracy and efficiency by intelligently aligning compensation guidelines with budgets. See blog here and check out this video to see modeling in action!

We maintain a passionate, deep development and commitment not only in strategic compensation management, but across all SAP SuccessFactors Talent Solutions and the entire HCM Suite. In fact, the IDC MarketScape states that “SAP SuccessFactors continues to innovate across the talent portfolio to ensure all modules remain relevant and in step with the latest trends and technologies.”

We are honored to be recognized as a leader and look forward to continuing to deliver innovative solutions for compensation professionals and managers so you can achieve even greater results. 

  Make sure to get your copy of the IDC MarketScape report – it’s a ‘go-to’ guide for all companies in the process of selecting a solution for compensation.

We cannot be more proud that SAP SuccessFactors Recruiting has been named a Leader in the IDC MarketScape: Worldwide Recruiting in Integrated Talent Management 2016 Vendor Assessment.

IDC MarketScape vendor analysis model is designed to provide an overview of the competitive fitness of ICT suppliers in a given market. The research methodology utilizes a rigorous scoring methodology based on both qualitative and quantitative criteria that results in a single graphical illustration of each vendor’s position within a given market. The Capabilities score measures vendor product, go-to-market and business execution in the shortterm. The Strategy score measures alignment of vendor strategies with customer requirements in a 3-5-year timeframe. Vendor market share is represented by the size of the circles. Vendor year-over-year growth rate relative to the given market is indicated by a plus, neutral or minus next to the vendor name. 

But I have to ask myself, what makes someone(thing) a leader, or in this case many someones. When you break it down, solutions are built by people for other people, but in an analyst report, what does it actually mean? I think the general answer you are going to get is “well there are a number of factors, and we rate those factors across the market (or something to that extent). However, I think the best answer is given by Warren Bennis, who said, “Leadership is the capacity to translate vision into reality.”

Over the past years, we have worked tirelessly to do exactly this in SAP SuccessFactors Recruiting. Yes, some roadmap items aren’t the sexiest on the planet, but they are built for people that need it and desire things like career site builder; a responsive candidate experience, in both design and function; or bringing one of the most comprehensive job distribution solutions, Recruiting Posting, to market.

We continue to strive to deliver a complete recruiting solution to source, engage, and hire the world’s best talent with a comprehensive yet simple solution that provides guidance to everyone at every step. And by being part of the leading talent management suite, we are able to provide a proactive system that helps not only recruiters but the entire organization, get a picture of talent coming into the business. All of this means meeting the needs of organizations around the world, while focusing on the individual user to make his or her job more enjoyable. We look forward to the rest of 2016 and beyond.

If you would like to learn more about SAP SuccessFactors Recruiting, click on this not-shy-about-it, call-to-action where there is a video and a few paragraphs of marketing speak. But, if you are a recruiter, or care about talent acquisition, it is the beginning of a beautiful journey to leadership.

Don’t forget to check out some additional resources here and here. Happy reading!

DON’T MISS SAPRadio Changing the Game with HR Episode 3: "HR, Inclusion and Diversity: Where to from here?" - on Changing the Game with HR Radio – June 23 at 11 AM PT / 2 PM ET -  Follow us on Twitter: #SAPRadio.  This episode is part of a 10-episode SAP SuccessFactors radio series that started on May 26 and will continue to air every other Thursday at 11 AM PT/ 2 PM ET on the VoiceAmerica network Business Channel, SAP Radio Changing the Game with HR. The series will run through to the end of September and all shows will be recorded and available for download or playing via the website. Our previous show, CHROs: Time for a New Conversation, is available here.

Companies are under significant media, customer, and shareholder scrutiny for failing to provide equal access to opportunities and rewards for all members of the workforce. Creating a culture of inclusion as evidenced by workforce diversity is a broad concept that spans gender, race, age, nationality, and mental and physical abilities. For HR executives and other diversity and talent professionals, the challenges are daunting, considering the cultural and structural changes impacting everything from who gets hired to who gets promoted and every human capital decision and action in between.

While the use of technology to impact all areas of diversity is the ultimate goal, this radio program will put an initial focus on gender equity in particular as this challenge has such a broad scope globally. Gender equality has moved from being something of a “cultural nice-to-have,” woman-centric discussion to an economic and business imperative for HR departments and fellow business leaders to address.

According to Forbes, women will earn $18 trillion in salaries by 2018. That is an astounding number until we realize that women are 42% - 49% of the workforce in many economies, as noted in a 2016 Catalyst report. Compounding the economic gains, women also hold the power of the purse, as they directly make or influence 70% to 80% of consumer buying decisions around the globe. Companies who do not consider their communities of customers, members of the workforce, partners, and other key influencers when structuring their businesses for success will miss the opportunity to harness the best talent for their businesses.

The radio show will cover the convergence of business, diversity and inclusion, and HR trends and the implications, including:

• Key differences between inclusion and diversity
• Critical components to driving successful inclusive cultures in organizations
• Role of unconscious bias in gender and broader cultural inequity
• Why diversity and inclusion programs fail
• Where to start when embarking on creating inclusive cultures

Join host Bonnie D. Graham as she talks with panelists:

• Nicole McCabe, SAP. Heads up Gender Diversity and Inclusion as part of Chief Diversity Officer office, customer member of SAP SuccessFactor Diversity and Inclusion Customer Advisory Group
• Tinna Neilson, founder of Move the Elephant, WEF young leader, expert member of the SAP SuccessFactor Diversity and Inclusion Customer Advisory Group
• Tanya OdomGlobal Diversity and Inclusion and Education Consultant
  and Executive Coach, expert member of the SAP SuccessFactor Diversity and Inclusion Customer Advisory Group
• Dr. Patti Fletcher, SAP SuccessFactors Marketing and co-leader of new Diversity and Inclusion product initiative. Thought leader, advocate, and coach on topic of women in the c-suite, board room, and high growth entrepreneurship

To learn about transforming HR for the digital workforce go www.successfactors.com 

SAP SuccessFactors Employee Central – ERP HCM Prepackaged Integration: how to analyze the configuration errors.

Scenario: you use SAP SuccessFactors Employee Central (SFEC) to manage employee data and need to replicate employee data from SFEC to the ERP HCM system to run the employee related business processes e.g. payroll in ERP.

You leverage the prepackaged Integration “Replicating Employee Master Data from Employee Central to SAP ERP” (AddOn PA_SE_IN100) to replicate the employee data to SAP ERP HCM infotypes.

The following example shows how to analyze configuration error in the Employee Data Replication from SFEC to ERP:

1. You hired an employee in SFEC. The replication is configured and scheduled.

    The replication message is sent to ERP (you could check status in HCI Monitor

    or/and in ERP WebService Monitor).  

2. However, the employee is not replicated into ERP. 

    You don’t see the employee data in ERP (e.g. in  Display HR Master Data).

    If you are using SFEC Data Replication Monitor you see the replication error message in monitor.

    If you have access to the Application log in ERP you could check the error in ERP:

    Transaction SLG1 –> Object PAOC_SFI_PA:

   According to the error message the error occurs as the mapping with value 0004 of code FORM_OF_ADDRESS_CODE is missing.

3. Check the Integration Guide “Replicating Employee Master Data from Employee Central to SAP ERP”-> Search for “FORM_OF_ADDRESS_CODE”.

    You will find in Chapter 5.2.5 that the SFEC Code (Picklist) Salutation is mapped to ERP Code (GDT) FORM_OF_ADDRESS_CODE.

    The integration delivers the following mapping per default (see:Table PAOCFEC_MAP):

• 0001=Mrs. (ERP code 2)
• 0002=Mr.   (ERP code 1)

4. Error message from Application log complains that the mapping with value 0004 is missing.

    Check the picklist for the Salutation in SFEC.

   SFEC Salutation picklist has following codes:

• 0001 = Ms.
• 0002 = Mr.
• 0004 = Mrs.

   Check employee data in SFEC.  Employee (Olga Black with Person ID 676767676767) has

   Salutation “Mrs”.

   You need to adjust the default mapping as it doesn’t meet the settings in SFEC (entry for code 0004 (Mrs.) is not maintained)).

5. Check the ERP table T522G for ERP Title codes.

    You see that it has the following entries

• 1 = Mr.
• 2 = Mrs.
• 4 = Ms.

  6. Adjust mapping to map the SFEC Salutation codes to ERP Titles (FORM_OF_ADDRESS_CODE) as following:

• Mrs. = EC code 0004 = ERP code 2
• Ms.  = EC code 0001 = ERP code 4.

   The code mapping for "Mr." is not to be adjusted: EC code 0002 is already mapped to ERP code 1 per default.

   Go to Customizing in ERP “Define Mapping Code Value Lists”:

Add the mapping entries for "FORM_OF_ADDRESS_CODE":

Save the changes.

7. Re-trigger replication from SFEC e.g. using SFEC Data Replication Monitor.

8. The error is corrected (see ERP Application log and/ or SFEC Data Replication Monitor).

Check employee data in ERP HR Master Data (Transaction PA20):

The employee is successfully replicated into ERP.

SFEC Salutation code “Mrs” is mapped to the ERP Title code “Mrs”.

Further information is available in SAP Help portal:

Prepackaged employee master data replication:  http://help.sap.com/hr_integration-> Employee Central -> SuccessFactors and SAP ERP: Core Hybrid HCM -> Replicating Employee Master Data from Employee Central to SAP ERP.