DON’T MISS SAPRadio Changing the Game with HR Episode 4: “Winning the War on Talent with the Candidate Experience" - on Changing the Game with HR Radio – July 7 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, “HR, Inclusion and Diversity: Where to from here?” is available here.

HR has been under intense pressure to provide a more “consumer-grade experience”, and this is nowhere more prevalent than in recruiting, where the overlap between customer and candidate continues to grow. Candidates are savvier and more connected than ever; time to rethink the candidate experience is upon us. Digital and mobile experiences have directly influenced what candidates expect in brand, marketing, career site and in the hiring process. This extends well beyond just the application stage, from first view of a social post or job posting all the way through to hire.

Given rise to this new world order in recruiting, technology has leveled the playing field in many ways for the global talent pool and those who vie to hire them. Further, the influence of the millennial generation has resulted in hiring firms to compete on brand messages, values and pre-hire experience in addition to compensation packages and potential career trajectories.

According to Smart Insights, nearly half the world’s population uses the internet (46%), nearly a third use social media (31%), over a quarter use mobile devices for social media interactions (27%), and over half use mobile for both formal and informal interactions (51%). The numbers don’t lie. With this kind of access, recruiters have no choice but to meet potential candidates where they are and compete with the noise of every other brand going after the same passive and active candidates.

This radio program will explore how technology has created a need for recruiters to be more than acquisition-savvy, they must also be marketing and social media experts, by covering topics including:

• Key differences between traditional recruiting and marketing recruiting mindsets
• Critical components to driving successful consumer-grade recruiting efforts
• Role of employer brand throughout the candidate experience
• Why human resources recruiters who do not become digitally savvy will fail
• Understanding what, when, and how to measure in the new age of digital recruiting

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

• Tiffany Williams, SAP SuccessFactors, Client Value and Adoption Consultant for Recruiting
• Stacy Alsides, 3D Results, Recruiting Practice Director
• Jeff Mills, SAP SuccessFactors, Recruiting and Onboarding Solution Management Director

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

In one of my previous blogsEmployee Central Payroll - A Process Introduction I showed and spoke about the integration of the Payroll Control Center with Employee Central. This integration holds true regardless of whether you are using SAP SuccessFactors Employee Central Payroll, or if you are using Employee Central as your HR system of record with SAP HCM Payroll. One of the questions that I have gotten since that blog post by different customers and colleagues has been - what about if you are using SAP HCM and you want to implement the Payroll Control Center?

Up until recently the integration for on premise customers was with the HR Renewal functionality. However, in February 2016 (1602 Release) with EA-HRRXX608 and Support Pack 25 SAP has made it so that on premise customers can now integrate the Payroll Control Center with the Fiori launchpad. For more information see the following SAP help site.

Configuration of Fiori Launchpad Tiles for Payroll Control Cente - Payroll Control Center: New Payroll Experience - SAP …

I decided to set this up in a system and wanted to write this blog post to share some information. In order to get this functionality implemented, the first order of business was making sure my system was on the correct support pack level - at least support pack 25 for component EA-HRRXX for Release 608.

Next, I needed to turn on the business function for this functionality in SFW5. SAP delivered this functionality within business function HCM_LOC_CI_88. I have SAP_ALL authorization in my system so I was able to do everything myself, but others will need to have their basis team assist.

Once I had the business function activated, I was able to set this up using the Fiori Launchpad Designer. I am not going to go into the details of setting up the Fiori tiles in this blog, but at a high level it involves creating a Fiori Catalog, the Tiles within that Catalog, and then assigning the Catalog to your employee via a role in PFCG. The link shared above has more detailed instructions on the setup for this. If you are interested in implementing, I would recommend taking a look at Note 2229082 - Payroll Control Center: Fiori Enablement and Policy Filter. Make sure to take a look at the two attachments that are within this Note.

The way that SAP has designed this is that you create a tile for each process within the two delivered PCC roles. The Payroll Manager running the monitoring process would be its own tile and the Payroll Admin to look at the checks assigned to them in the same monitoring process would be its own tile. The Payroll Administrator would have a separate tile for the team viewer functionality where they can proactively assign validation checks to themselves. For the Production Payroll process these would also be their own tile's for both the Payroll Manager and the Payroll Admin, and this would also hold true for any post payroll processes such as Posting to FI. If you had one super user responsible for everything, for the 3 processes mentioned we are talking about 7 overall tiles - 3 tiles for monitoring (Manager, Admin, Team Viewer), 3 tiles for production payroll (Manager, Admin, Team Viewer) and 1 tile for posting to FI (Just a tile for the Manager since the Admin isn't involved in this process and does not have any validation checks). Here is a screenshot showing what I am talking about.

Now that I have explained the format and setup of the tiles, I will start at the beginning of the process of adding a new tile. After you have setup the tiles you can start the Fiori Launchpad and you should get a blank screen (Unless you have other roles with Tiles already setup).

In order to add the tiles, I can click the pencil button highlighted in my screenshot above. At this point, I can create a group of tiles and give it a name such as "Payroll Manager", "Payroll Admin", "Payroll Admin Team Viewer" or add them to the existing group of "My Home".

Once I click the + button then the system will show me the possible tiles that I can add. In my case, I am acting as a super user that has both the Manager and Admin role and so far my system has been setup with only the 3 Monitoring Tiles.

To add the tile I can click the + button underneath each tile. and I will get an information pop up box

Next, I can hit the back button on the top left and then click the same pencil icon from the first screenshot to get out of change mode. Once I do this, I should see the tiles within the group that I have created. For the purposes of this example, I have put the Manager screen within my custom "Payroll Manager" group, the Admin screen within my custom "Payroll Admin" group, and the Team viewer screen within my custom "Payroll Admin Team Viewer" group.

These tiles are now active and I can launch the PCC directly from here. When I click the tile, the system will take us directly into the step that we were already on within our processes for the Payroll Manager (If you have already started a process as I have).

Here is the integrated Payroll Admin screen and how it looks.

One difference that I will point out about the Admin screen is that it takes you directly into one particular validation. If I had 2 errors assigned to me like my example above, I would be taken directly into one of those validations. In order to see the others assigned to me I need to click the button next to the text of the validation and then the system will bring up the list of all validations assigned to me. Here is what it looks like.

Here is the integrated Team Errors screen and how it looks

One thing you will notice, if you hit the back button on the screen, the system will take you to the Fiori Launchpad main screen. One of the questions that I got was how does a manager start a new process since the system does not take us to the following PCC Manager home page that I showed in my previous blog post showing the Employee Central integration.

The answer to this question is that once you finish an existing process (Imran Monitoring Process) then the main Fiori launchpad will show 0 active processes. once we click into this process we will have the ability to start the upcoming processes as shown in my two screenshots below.

One final thing that I will point out is that SAP has provided a BAdI PAY_PYC_PROC:Default Active Process Instance on Launchpad Tiles so you can customize the logic that determines which process is launched when you click the tile. For example, if you had already started the process for both January and February, the standard logic will return the current process instance with highest due date. If you wanted to adjust this to pull back the process with the lowest due date then you can. As demonstrated in my screenshots above if there is no current process instance the tile will lead to the upcoming process list.

With the implementation of this functionality SAP has continued to empower the HR Administrator role (Payroll Manager & Payroll Adminstrator in this case) within Fiori and it is definitely a step in the right direction. I have heard from a few customers who have implemented Fiori and are interested in this integration so I think it will be something that is well received.

1 Purpose

This document is based on a customer specific requirement which was undertaken in a project. It describes the method and process to be followed for posting third party payments to different vendor accounts.

This can be considered if the following are applicable:

• Wagetype for Third party payments like Bank Loan or LIC will be one where in posting to  finance should happen to different vendor accounts.

2. Abstract

  This document explains the step by step procedure to configure and post Third party Payments

3. Description

The process to address the scenario is as follows:

• Create a wagetype and assign it to infotype 0057 (Third Party Payments) - Table V_T512Z
• Create Payee keys based on the requirement – Table V_T521B
• Write a custom rule to create a split in wagetype which will be based on payee keys. This rule should also place the payee key wise amount in V0 table
• Assign custom rule to P0057 Function
• Create a custom table to map Payee Key with symbolic account
• Assign the symbolic account from custom table to vendor account – Posting to Finance - > Assignment of Vendor accounts
• Copy BADI SMOD_PCPO0001 and create a custom BADI. Use the Exit EXIT_RPCIPE00_001 to read the custom table

3.0  Create Wagetype and assign to Infotype 0057

3.1      Creation of Payee keys

3.2 Create a Custom Rule and assign it to the function P0057

3.3 Assignment of Custom rule to function P0057

3.4 Create a custom table to map Payee Key with Symbolic Account:

3.5 Assignment of symbolic account to vendor account

3.6  Activate BADI SMOD_PCPO0001

Use the Exit EXIT_RPCIPE00_001 to read the custom table

4     Example

Below is an example for the above configured process:

4.0Create third party payments to the employee in Infotype 0057 (Third party payments).

Let the wagetype and subtype be same with different payee keys

4.1 Process payroll and observe the split in wagetypes in table V0

4.2 Execute payroll posting program and observe payee key wise posting to different vendor accounts

5. Results

The following are the results from this method.

1. Number of wagetypes to be created will reduce
2. FI Posting configuration will be simper and effective

6. Conclusions

It’s simple and easy to address the third party payments effectively with effortless and straight forward solutions.

7. Source

Project experience

1. Help.sap.com

Whether you are installing a new shelf or fixing a leaky pipe, it’s important to have the tools you need to get the job done. While hammers, wrenches, and pliers are all obvious choices when filling up your household toolbox, it can be a little bit harder to determine what professional tools you need to do your job. Whether you are installing a new product or procedure or giving your HRM solution a tune-up, ASUG’s HR Community is the Home Depot of human resources. Here are some highlights to help you get started on your next project.

Compliance Reporting in Employee Central– Safety first! Before you start any project or implementation, it’s important to know exactly what the risks and requirements are. Check out this discussion for some HR best practices that will keep your business running smoothly and out of the compliance ER.

Handling Document Management with SAP® SuccessFactors Suite® – Some neighborly advice can go a long way, so let’s help out our HR “neighbors” by sharing the different ways documents can be managed with SAP SuccessFactors. While I may use a hammer and nail, you might use a drill and screw, and together we can see what works and what doesn’t―just with HCM solutions, rather than replacing a coat hook.

Upcoming HR Meetings, Webcasts, and Events– Gone are the days of simply “reading the manual” to finish a project. We can now scour the web for easier, better, and safer ways to do things. From how-tos on checking the oil in your car to makeup tutorials on YouTube, the web is filled with different forms of education on countless topics. Take a look at this list of upcoming webcasts and events for HR professionals somewhere in between your next WebMD diagnosis and cute cat video.

Affordable Health Care Act: Review of SAP's Solution for Information Reporting for Employer-Sponsored Coverage and Minimum Essential Coverage– Have you ever tried to put together ready-made furniture, perhaps of the Swedish variety? The pictures seem pretty black-and-white―literally―but when screws go missing and pieces get put on backwards the process can be really frustrating. Luckily for you, you aren’t left with just a manual when putting together a way to handle information reporting on health care coverage. The HR Community (and this webcast) are here to guide you through the process.

There you have it for this week’s recap! Have a great weekend, explore some HR content, and while you’re at it, fix that leaky faucet or loose cabinet door … if you have the right tools.

Image courtesy of jeffbullas.com

Recruitment is a process/practice of finding and hiring the best qualified candidate from within or outside of an organization for a Job opening. Process involves various stages:

• Job requirement analysis, Requisition creations and approvals
• Job posting and Sourcing
• Shortlisting applicants/candidates & interviewing
• Screening & background checks
• Offer generation & on boarding a new hire

Why Service Level Agreements (SLAs) are important for a Recruiting process?

• Recruiting is one of the most important talent management functions in any organization as it directly impacts Organization revenue growth and profit margins

• The entire recruiting process requires collaboration & co-operation among several roles and teams including Originator, Sourcer, Recruiter, Hiring Manager, 3^rd party vendors for background checks etc and is often prone to delays impacting time to fill an open position and increasing the cost to hire. A deadline/SLA to meet can keep the team focused and motivated

Hence the need for Recruiting SLA is imminent to measure recruiting efficiency and keep everyone focused on the deadlines/SLA’s.

What SLAs can be defined at each recruiting stages to improve the effective-ness of the overall process?

1. Time taken to fill the Requisition
2. Time to hire specific job titles.
3. Agreement with Hiring Manager for time taken to interview the candidate
4. Setting up an agreement / SLA with the third party vendors for background checks
5. Time taken for offer process & on boarding a candidate

Using SuccessFactors Online Report Designer(ORD) to generate Recruiting SLA reports.

Online Report Designer tool is available out of the box with SuccessFactors platform/Talent management module. ORD is a self-service reporting tool which helps in building reports to visualize the live data.

Value Propositions

• Enhanced and easy to use UI to build reports
• Formatting report data in various form
• Pivot the data, list format reports, charts
• Exportable in PDF, PPT, Word, Excel.
• Support for scheduled reports and email distribution

Recruiting SLA Reports built using ORD

Below report displays the list view of applications which are in Offer Process Status and shows the total number of days an application in offer process. The data can be further used to build pivots, charts etc.

Below report displays the list view of applications which are in Initiate for Onboarding Status and has the number of days taken to onboard a candidate after offer generation

Pay Backs

• Helps identify bottlenecks and take appropriate actions to speed up the recruiting process.
• Helps streamline the process, resulting in hiring cost reduction.

Note: This blog is intended to understand how ORD can be leveraged to measure and represent process timeline/durations in a tangible way and define SLAs, helping SuccessFactors Recruiting customers improve the efficiency of Recruiting process.

ORD can also be used to build strategic reports on other SuccessFactors talent management modules including Onboarding, Learning, Succession, Goals & Performance, Compensation

T77S0 configuration notes

Group for semantic PLOGI - semantic abbreviation configuration and use

• PLOGI
  • PD-PA integration is switched on when this has a plan version e.g. 01
  • If it is blank, the integration is switched off.

Note: Version number 01 is commonly used for PD production plan version.  Other version numbers e.g., 02, 03 are used for trials of new org structure, before a version is approved and then moved to 01 or prod version.

• PRELU
  • If the value entered BTCI, and PD-PA integration is switched on, changes are not directly updated in PA; the affected personnel numbers are collected and used for the next RHINTE30 batch run.
  • If the value is blank or '0', change is transferred immediately.
• SPLIT
  • If value entered is 'X', for a change in text for a OU, job or position, a new IT 1 is copied from the change date.
  • Else, when a new IT 1 is created later for the person, it will reflect the changed PD object text.
• TEXTC
  • If value entered is 'X', the short text of the job is transferred to the IT 1.
  • If it is blank, long text is transferred
• TEXTD
  • This is for the selection date for OM or PD texts.  If you enter 'X', the IT 1 will show the PD object text as of the current system date.
  • If it is blank, the old text will show till the system date is prior to the PD text change date.
• TEXTO
  • This is used for org unit text and the use is similar to semantic TEXTC
• TEXTS
  • This is used for position text and the use is similar to semantic TEXTC

A combined Help file is enclosed for the above for more information.

You used to “go” to training. You left your job for a few days, probably traveled to the classroom, and spent the better part of a week listening to a lecture. You had hands-on access to training systems, and most of the time you learned a lot – but once you packed your bags and returned to work, your relationship with the training provider was over, and you were pretty much on your own.

“Training” was scheduled, instructor driven, and assumed there was a fixed start and end to the knowledge transfer and support process.  “Training” assumed that a fixed curriculum applied to all workers with a similar job role.  “Training” assumed there was a time when your workforce is “trained,” and that it was a permanent state.

No longer. Organizations around the world are rapidly learning the advantages of replacing old style training with a vibrant, ongoing learning environment.  As an article in Forbes magazine points out, “a learning culture is perhaps the most important asset a company can build.”[1]

Well, then. How would you define a “learning culture” in the first place?

The concept has actually been around for a quarter of a century – first defined by Peter Senge, author of the 1990 book The Fifth Discipline. According to Mr. Senge (who released a revised edition of his book in 2006), learning cultures exist in “organizations where people continually expand their capacity to create the results they truly desire, where new and expansive patterns of thinking are nurtured, where collective aspiration is set free, and where people are continually learning how to learn together” (Senge, 2006, p.3). In other words, an organization that doesn’t see learning as an isolated event, but rather as a key business process that keeps it ahead of its competition – that fosters both individual mastery and team learning, and a shared vision of the organization’s future. And the results are tangible: according to Bersin & associates, companies embracing a learning culture outperform their competition, with 58% better prepared to meet future demand, 34% more likely to be first to market, and 35% that see greater employee productivity.

Not bad.

But building a learning culture isn’t easy: it doesn’t just happen. It takes leadership, a commitment of resources, and a focus on what Senge calls “System Thinking” --  a concentration on the long term. And organizing that learning culture around a contemporary learning management system (LMS),  provides a huge advantage.

What’s especially important, however, is to choose an LMS that meets both the expectations of a rapidly changing workforce and the exacting requirements of management. While most LMSes on the market offer basic learning management functions, not every system makes it easy to also build the vibrant learning community you’re seeking. For example, in a corporate culture where 35% of employees look for answers on their cellphones first[2] and social media access is a given, an LMS needs to provide a familiar, intuitive interface on all devices and an easy exchange of information across departments and job titles. But at the same time the LMS is building community, it needs to provide the analytical tools to document success and justify the business value of learning.

Sign up for our SAP Web cast series: Register today for your monthly guide: here!

21st September/ Simplifying Learning Management in an Era of Digital Transformation/SAP SuccessFactors Learning/ Laura Hunt& Liz Dwyer.

To learn more about the benefits of a cutting-edge LMS can help build a learning community in your organization, click here.

[1]http://www.forbes.com/sites/joshbersin/2013/03/20/how-corporate-learning-drives-competitive-advantage/#57b9bd5667fc

[2] Pew Research Center, 2012.

As I’m sure you have seen, read, or experienced, the Pokémon craze is back with a vengeance in the form of Pokémon Go. Although the series has annual releases, Nintendo and the Pokémon Company haven’t been able to capture the mania that swept the nation almost 20 years ago – until now. The augmented reality app merges geolocation with the Internet of Things to hide these virtual monsters in the real world. Like HR, technology alone isn’t enough: it’s how it interacts with the real world and the people around us that determines success. So, whether you want to become the next Pokémon Master or can’t tell the difference between a Charmander and a Pikachu, ASUG’s HR Community has you covered.

Answered! Compliance Reporting in Employee Central– The Pokémon Go app starts with a message: “Remember to be alert at all times. Stay aware of your surroundings.” Compliance is critical, as people have fallen off of cliffs, found dead bodies, and found themselves locked in cemeteries. In our HR community, a compliance discussion that has been awaiting response has finally been answered! Beware of cliffs as you head over to read the response.

Answered! Document Management with SAP® SuccessFactors Suite– Luke Marson comes to the rescue in this document management discussion. Unfortunately, we don’t live in a world where tiny computers can log our every encounter like a Pokédex (or did I just describe a smart phone?), so the HR community delivers on coming up with strategies for your HR activities.

HR Compensation Special Interest Group Town Hall– Pokémon Go, despite being popular, didn’t have the smoothest launch. Server issues and freezing plagued some players’ experiences; so as a community, feedback was given to the developers and workarounds were discussed amongst avid Pokémon trainers. We know that HR solutions are also never perfect, so we invite you to come together and discuss SAP SuccessFactors compensation in this Executive Review and Town Hall.

SuccessConnect 2016– “Pokéstops” and “Pokémon Gyms” tied to real-world landmarks are bringing hordes of people together to meet and play, joined by a common interest. This August, come find some Pokéstops in Las Vegas at the SuccessConnect 2016 conference. Not only is there a ton of content from SAP and partners, rumor has it that some exciting stuff from ASUG will be there. Hurry, though: registration will close sooner than you can say “Pikachu.”

Thank you for entertaining my obsession with virtual creatures hidden in geographical space, and I hope you check out the HR community for the content above and more! Now, I need to go hunt down a Jigglypuff.

Photo courtesy of phonedog.com

DON’T MISS SAPRadio Changing the Game with HR Episode 5: “Workforce Analytics:  Your Competitive Secret Sauce" - on Changing the Game with HR Radio – July 21 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, “Winning the War on Talent with the Candidate Experience"” is available here.

Organizations outperform their competition when they use data to inform workforce and business decisions. The impact for CHROs is significant; workforce analytics are able to transform the value their function delivers to the business from mostly transactional and reactive to that of an essential strategic partner. Yet, many HR organizations today aren’t data-driven. The adoption of analytics in HR today is the exception; the vast majority of organizations have yet to either invest in human capital analytics or fully realize the expected impact of past investments.

According to Forbes, the myth of available, rich data is alive and well in the c-suite. Forty-seven percent of CEOs believe their organizations have all they data they need while only 27% of employees and leaders believe they have the data they need to make critical decisions. Closing the gap requires a cultural shift, one that values analytics-based decision making. It also requires the involvement of managers and employees who should be engaged in defining and contributing directly to data quality, asking the right questions, and acting on insights.

This radio program will explore what HR can do to accelerate the transformation toward a culture of data-based workforce decision-making and sustain that mindset as part of the business culture, by covering topics including:

• How analytics challenge workforce myths and why that’s important
• Engaging the workforce in creating rich data that tells a story and aids decision making
• Importance of transforming from mindset that focuses on “HR analytics” to one that values “workforce analytics” mindset

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

• Mick Collins, Vice President, Workforce Analytics & Planning,SAP SuccessFactors
• Jordan Pettman, Global Head, HR Data and Analytics,
• Greta Roberts, CEO, Talent Analytics Corp.

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