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Hello friends, welcome to my blog. My previous blog discussed the steps involved in a Procure to Pay business process. This blog will discuss the steps involved in a Hire to Retire business process. (HR Business Process).
The hire-to-retire (H2R) business process involves a series of steps and activities in the entire employee lifecycle, from when they are hired to when they retire. The H2R process typically includes the following steps:
Recruitment: The first step in the H2R process is recruitment, which involves identifying the need for new employees and sourcing, screening, and selecting candidates to fill open positions.
Onboarding: After a candidate has been selected, the next step is onboarding, which involves introducing the new employee to the company, its culture, and its policies and procedures.
Training and development: Once the new employee is onboarded, the next step is to provide training and development opportunities to help them acquire the skills and knowledge they need to be successful in their role.
Performance management: As the employee progresses in their role, the next step is to provide ongoing performance management, which involves setting goals and objectives, providing feedback, and conducting regular performance evaluations.
Compensation and benefits: As part of the H2R process, it is essential to manage the employee’s compensation and benefits, including their salary, bonuses, and other rewards.
Career development: In addition to providing training and development opportunities, it is also vital to support the employee’s career development, including providing opportunities for advancement and professional growth.
Employee engagement: As part of the H2R process, fostering employee engagement is essential, which involves creating a positive work environment and providing opportunities for employees to contribute to the company’s success.
Retention: The final step in the H2R process is retention, which involves identifying and addressing factors that may lead to employee turnover and implementing strategies to retain valuable employees.
On a high level, these are the steps that are involved in an HR business process. Software applications like SAP SuccessFactors and WorkDay are used to manage these processes.
If you are interested in learning more about SAP SuccessFactors, please check out my blog here
SuccessFactors is SAP’s cloud-based, HR software. It is offered on a SaaS (Software as a service) model, which means the customers pay a subscription fee to gain access to the software that is hosted by SAP.
It was founded by Lars Dalgaard in 2001 and was acquired by SAP in 2011.
SuccessFactors is one of the most commonly used HR software in the world. According to SAP, it is used by more than 12,000 customers in 200+ countries around the world. It has also got more than 191 million users. The reason for its popularity is it offers a rich variety of functionalities for organisations to manage the end-to-end HR business processes of their employees efficiently.
It competes with the likes of Workday, Oracle, Ceridian, Bamboo HR, PeopleStrong, etc.
SuccessFactors can be integrated with other SAP applications like S/4HANA and as well as with third-party applications like Oracle, Salesforce using either SAP BTP (Business Technology Platform) or MuleSoft.
Let’s take a look at the different types of functionalities that are offered by SAP SuccessFactors.
The functionalities are divided into three main categories.
Reporting & Analytics
Modules under core HR are
SAP SuccessFactors Employee Central
SAP SuccessFactors Employee Central Payroll
Modules under Talent Management are
Performance & Goals
Succession & Development
And there is Reporting & Analytics which is not further divided into sub-categories.
Let’s take a look at the core HR modules in SuccessFactors
SuccessFactors Employee Central – There are some core HR activities that organisations must take care of irrespective of their size. Those activities include things like time & attendance management, document management, employee master data management and HR document management. SuccessFactors employee central offers exactly this.
SuccessFactors Employee Central Payroll – This module is used to process payroll for the employees of an organisation. It offers functionalities like automated payroll calculation, proactive payroll information, payroll self-service and automated payroll management.
Let’s take a look at the Talent Management modules
Performance & Goals – This module helps organisations align their strategy and goals, improve employee performance through ongoing coaching and feedback, and recognise top talent. IT offers functionalities like employee goal management, continuous performance management, 360-degree feedback & evaluations and guided action planning.
Compensation Management – Managing compensations for employees can be complex, especially for organisations with hundreds of thousands of employees. This module in SuccessFactors helps companies to build & manage strategic compensation programmes that align with the needs of their employees, the company and as per their budget. It offers functionalities like guided compensation planning, continuous rewards and personalised recognition programmes.
Recruiting – Identifying the right talent is really important for any organisation. Nowadays, organisations are adopting modern recruiting techniques like using social media platforms, virtual reality communications, applicant tracking systems, etc. SuccessFactors recruiting module helps organisations to use these types of modern ways to recruit top talents. It included functionalities like engaging candidate experiences, global & diverse talent sourcing, candidate relationship management and comprehensive applications management.
Onboarding – Once the employees are recruited, organisations require a robust onboarding process to onboard them seamlessly. Not just onboarding but SuccessFactors Onboarding module offers functionalities for offboarding, cross-boarding and rehire programs as well.
Learning – The learning module in SuccessFactors provides innovative capabilities that can help organisations create a culture of continuous learning with a corporate learning management system (LMS). It offers a modern and engaging learning experience, extended enterprise learning and automated compliance training capabilities.
Succession & Development – This module can help organisations develop the talent they need to achieve business goals while providing visibility and planning capabilities to support their future growth. It offers capabilities like skills-based development planning, skills & leadership development, talent reviews & collaboration tools.
Reporting & Analytics
Analytics is very important to clearly understand the hidden metrics and insights within the data. The analytics solution within SAP SuccessFactors helps organisations to improve business decisions with trusted intelligence. Using integrated data from multiple business systems, they can investigate trends in hiring, diversity, turnover, and performance, see how investments in people impact their business results, and share trends and insights with compelling visualisations.
SAP SuccessFactors offers three different types of analytics solutions. They are
Workforce planning and
How can you learn SAP SuccessFactors?
SAP SuccessFactors Community – This is a one-stop shop for SAP SuccessFactors. Here you can learn about different modules, functionalities, upcoming capabilities, release readiness, events, webinars, tutorials, blogs and opportunities to collaborate with other customers and influencers. You will require an “S” user-id to log in to the SuccessFactors community. https://community.successfactors.com/
OpenSAP courses – OpenSAP is a free platform owned by SAP. They offer free courses for everyone about various SAP products and business processes including SuccessFactors. Anyone can register for free and start consuming the courses. https://open.sap.com/courses?q=successfactors
What type of jobs can you get once you learn SuccessFactors?
Just like a lot of SAP applications, there are two types of jobs when it comes to SuccessFactors.
End–user – An end-user is someone who uses the SuccessFactors application to perform their day-to-day work. For example, roles like HR recruiters, HR administrators, payroll admins, managers, employees all use SuccessFactors for different purposes. So you can become an HR consultant by learning HR business processes and learning SuccessFactors along with that will help you get a job in a company that uses SAP SuccessFactors for their HR operations.
SuccessFactors consultant – When organisations receive access to a brand new SuccessFactors system, they must be configured as per the organisation’s requirement. Configuration includes business flow setup, importing master data, rules setup, parameters setup and setting up of integration between SuccessFactors and other systems. A SuccessFactors consultant will perform these types of activities.
Hope you got some value out of this blog. If you have any questions or comments, please send me an email or leave a comment on the YouTube video. I will try my best to get back to you.