OpenSAP Sf1 Week 4 Presentation

Week 4 Unit 1: SuccessFactors
Employee Central
SuccessFactors Employee Central

A system of engagement in the cloud
Time Management
Personalized Home Page
Global Benefits
Compliance & Reporting
Employee Profile
Organization Chart &
Position Management
2015 SAP SE or an SAP affiliate company. All rights reserved.
Employee Master Data &

Modern HR Processes
Built for
Mobility
Public
Position
Management
Time Management
Report &
Analyze
Employee Central
Service Center
Shared Services
HR Transactions
Employee Central
Payroll
Key features and options
Platform
Audit
Workflow
Org Chart
Effective Dating
Content
Localization
Cloud Infrastructure
Global Support
Security
Disaster Recovery
Scalability
24x7
Availability
Configurability
Integration
Public

Five key features of SuccessFactors Employee Central for core HR
Designed for People
Truly Global Coverage
Enabler of Strategic Decisions
Flexible
Prebuilt Integrations
Reduce cost of HR
service delivery
Increase compliance
and decrease risk
Impact business
success
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IEvery industry has their own unique business challenges
Customers in these industries selected SuccessFactors solutions to address their unique
business challenges:
Retail & Hospitality
Hi-Tech
Energy
Financial Services
Consumer Products
Pharmaceutical
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Thank you
Contact information:
open@sap.com

No part of this publication may be reproduced or transmitted in any form or for any purpose without the express permission of SAP SE or an SAP affiliate company.
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In particular, SAP SE or its affiliated companies have no obligation to pursue any course of business outlined in this document or any related presentation, or to develop
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undue reliance on these forward-looking statements, which speak only as of their dates, and they should not be relied upon in making purchasing decisions.
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Week 4 Unit 2: SuccessFactors

Employee Central Service Center
SuccessFactors Employee Central Service Center

Gartner definition (slightly modified for HR)
Shared services or shared services center (SSC)
refers to a dedicated unit (including people, processes
and technologies) structured as a centralized point of
service and is focused on defined business functions.
These functions have traditionally been supported by
HR and IT services for multiple business units within
the enterprise.
Shared services may come from several different

physical locations, and may involve numerous
business functions and HR processes.
http://www.gartner.com/it-glossary/shared-services
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The world of HR service delivery has changed
Todays employees:
Have more work to do
Have greater expectations
Developed for human resources, not IT
Are more open to change
Designed for both employees and HR service

representatives
Are more empowered
They expect HR to:
Efficient service delivery leverages SuccessFactors

Employee Central data
Be more proactive
Be better informed
Be one step ahead of them
Be easily accessible
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Delivering world class HR service
EMPLOYEE DATA
INTEGRATION
INTUITIVE FLOW
FLAG,
TAG,
FEED
SOLUTION FINDER*
MULTICHANNEL
SERVICE
ASK HR
*Knowledge Base with partner product Knowledge Central by MindTouch

or other OpenSearch-enabled products
ANALYTICS
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End-to-end process support
Provides agents with immediate, secure access
to employee data
Provides employees with easier access to
answers to their HR questions
Integration of employee and help desk data
saves steps and improves service
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Example: leave of absence request without a central service center
Receive call
Verify identity
Create ticket
Look up HR
info
Communication
System
Refer to
knowledge
content
Respond to
the ticket
Automatically
categorize &
update backend system
Automatically
log
processing
parameters
SAP Study
HR
Ticketing System
Total Time
Spent:
10 minutes
Knowledge Base
Electronic Policy
Paper Policy Doc
Text Editor
Microsoft Outlook
Microsoft Excel
Microsoft PowerPoint
Cumulative Time (sec)
10
60
180
300
360
480
600
500
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Example: leave of absence request with a central service center
Receive
call
Verify
identity*
Create
ticket
Refer to
knowledge
content*
Look up
HR info
Respond to
the ticket
Automatically
categorize &
update backend system
EC Service Center
Automatically
log
processing
parameters
Total Time
Spent:
4 minutes
CTI*
EC
Analytics
Cumulative Time (sec) 30
60
180
240
240
240
240
SAP Study
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Engage employees with service excellence
Developed for HR organizations
Improve and reduce the

cost of HR service
delivery
Designed for both employees

and HR service delivery
Increase compliance
and decrease risk
Leveraging SuccessFactors
Employee Central data
Insights for improved

decision making
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Key points
Beautiful USER EXPERIENCE for service reps,
employees, and managers
KNOWLEDGE platform for service reps and
employees
One UNIFIED solution for HR service reps
everything in a single workspace
Native INTEGRATION with SUCCESSFACTORS
EMPLOYEE CENTRAL and
SUCCESSFACTORS HCM SUITE
Public
Thank you
open@sap.com

Public
11
Week 4 Unit 3:
SuccessFactors Global Payroll

Ernst & Young Global Payroll Survey 2014
Companies expanding globally soared from 35% to 52% in
2014. Managing payroll in multiple regions consistently
while keeping pace with changing regulations is the
challenge.
Top 3 global payroll issues
32% of companies using outsourced model leverage a
Managed Payroll model, while the majority leverage a
Bureau model or SaaS model (technology only).
http://www.ey.com/Publication/vwLUAssets/EY-global-payroll-survey-2014-one-year-on-and-closer-toreality/$FILE/EY-global-payroll-survey-2014-one-year-on-and-closer-to-reality.pdf
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Why so complex?
2014 Payroll Complexity Index by NGA HR found 5 payroll
complexities are:
1. Managing employee data
2. Managing payroll data
3. Calculation process
4. Government reporting and declarations

5. Geographical influences on payroll
Italy, Germany, and France are the top 3 most complex

countries to run payroll for.
US ranks number 9 of 35.
http://resources.ngahr.com/payroll-complexity-index-2014-full-report
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Most relevant payroll complexities by country
1. Italy: Diverse legal requirements based on region or city
2. France: Complex Social Security regulations
3. Germany: Complex agreements with works council
4. Spain: Many collective agreements (National, Regional, and Company)

5. China: Lodgments need to be filled
6. India: Complex year-end tax process
7. Brazil: 13th month payroll cycle, complex time management regulations
8. Mexico: Year-end closing process complexity
9. Argentina: Income tax calculation complexity and frequent tax changes
10. US: Federal and state tax laws in place; local/city payroll taxes also apply
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Strategic global payroll
Study by ADP and Jeitosa Group says high-performing
organizations are:
3% more operationally efficient and 19% better at leveraging
innovative practices
20% more likely to adopt a globally managed payroll delivery model
53% more likely to have implemented a new service delivery model
within the last 3 years
10% more likely to establish global lines of authority for payroll
13% more likely to leverage a hybrid sourcing strategy as opposed
to embracing one single approach
http://www.adp.com/adp_solutions/analyst-reports/jeitosa/assets/JeitosaExecBrief.pdf
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Comparing global payroll realities
1. Multiple non-connected local systems
2. Requires manual calculation, increasing quality risks
3. Time consuming or nonexistent integration
4. Difficult to audit
5. Global reporting nonexistent or done manually
VS
1. Global template that accounts for global reporting and interfaces
2. System(s) in place capable of any degree of payroll complexity
3. Systematic audit tools reduce errors and non-compliance issues
4. Wide range of internal and external integration
5. Payroll processes designed globally but allowing for local variances
Public
Thank you
open@sap.com

Public
Week 4 Unit 4:
SuccessFactors Global Benefits

Benefits Administration Business Issues
Manage complexity: multiple needs for
a diverse and multinational workforce
Increase Efficiency: lower and control
costs to manage and administer global
benefits
Differentiate: make Benefits a key
differentiator to attract and retain talent
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A framework designed to cover global requirements
Canada
Germany
Pensions
Life Insurance
Heath
Vermgenswirksame
Leistungen (VWL)
Company Car
Korea
Child Education
UK, Ireland
U.S.
401k Retirement,
Term Life,
Health, Dental
Child Care
Vouchers, Pensions
Auto Enrollment,
Flexible Benefit Plan
Mexico
China
Social Security
France
Work Medal
Awards
Medical Checkup
Funeral Expense
Insurance,
Dependents
Auto Cover
Colombia
Insurance
Critical Illness
Home
insurance
And Others
India
Meal Vouchers,
Parking, Dental
Plans, Life
Insurance, Medical
South Africa
Bursary (scholarship)
Motor and Fuel
Unemployment Insurance
Fund, Medical Aid Fund
Zeike, Commuter
Allowance,
Accident
Insurance,
Unemployment,
Diachi
Philippines
LTA, Provident
Fund, Company
Housing, Driver
Allowance
Brazil
Japan
Rice Bag
Allowance
ANZ
Superannuation
Contributions
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Part of a complete core HR system of record in the cloud
Personalized Home Page
Employee Profile,
Talent Processes
Time Off Management
Position Management
Global Benefits
Employee Master Data,

HR Processes
Compliance, Reporting
Built for Mobile
Public

Claims and contacts on mobile
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Partnership with Benefitfocus: the power of 2
Integration with the leading provider of
benefits technology in the United States
Provides immediate value to all U.S.
customers
900+ data exchange connections to
transmit information to almost every
insurance carrier
Public
Thank you
open@sap.com

Public
Week 4 Unit 5: Final Recap
Final Recap
Change is in the air for HR
Five generations
and impact of millennials create new
workforce dynamic
Simplify and standardize

to increase HR flexibility
Just-in-time workforce
increasing use of contingent labor
Talent management
still a top-3 CEO priority
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Final Recap
Comprehensive talent and core HR applications
Recruiting
Onboarding
Learning
Performance &
Goals
Compensation
Succession &
Development
Competencies, Skills, Best Practices
Core HR and Payroll: Employee Central

Employee Record | Organizational Management | Payroll | Shared Services
Time Sheet | Absence Management | Global Benefits
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Final Recap
Global and local experience
Expertise
Localization
29 years of experience
delivering global
HCM solutions
Time zones, currency support,

and best business practices
In-country product managers

tracking and regulatory changes
37 languages for processes

and documentation
Delivery and maintenance of

localized data fields and
compliance reports
71 countries localized for

SuccessFactors Employee
Central and 28 for
SuccessFactors Employee
Central Payroll
Data Privacy
Support
Regional Data Centers
Partner Ecosystem
Support for local employee

data privacy and security
regulations
24/7 support
across globe
Distributed global organizations and

centers of expertise in Asia, North
America, and Europe
Over 1,000 certified

implementation consultants
across the globe
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Final Recap
Delivering the service in SaaS
Assess
Evaluate
Implement
Run
Optimize
Learn
ROI calculation
and business
case support
Discover options
and select
solutions
Assess current
state, define new
process, configure,
and launch
Administer and
support ongoing
implementation
Expand current
usage and take
advantage of new
capabilities
Online training
and communitybased knowledge
sharing
Comprehensive support and services to help ensure success

Public
Final Recap
Start your cloud journey with SAP Best Practices
SAP Best PracticesTM delivered in a preconfigured tenant
Covers most relevant business scenarios from pure HCM cloud to complex hybrid scenarios
Accelerate your transition to the cloud with data integration and data migration
Modular approach supporting proof of concept (POC) and large implementations
Includes SuccessFactors Employee Central, Recruiting, Compensation, Align and Perform,
and Succession Management
Learn more at: service.sap.com/rds-cloud

SAP Best Practices
Preconfigured Landscape
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Final Recap
Supporting your journey,

wherever it starts and wherever it goes
www.successfactors.com
Public
Thank you
open@sap.com

Public

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Week 4 Unit 1: SuccessFactors

SuccessFactors Employee Central

Personalized Home Page

Compliance & Reporting

Employee Master Data &

SuccessFactors Employee Central

Key features and options

2015 SAP SE or an SAP affiliate company. All rights reserved.

SuccessFactors Employee Central

Designed for People

Truly Global Coverage

Enabler of Strategic Decisions

2015 SAP SE or an SAP affiliate company. All rights reserved.

SuccessFactors Employee Central

2015 SAP SE or an SAP affiliate company. All rights reserved.

2015 SAP SE or an SAP affiliate company. All rights reserved.

2015 SAP SE or an SAP affiliate company. All rights reserved.

Week 4 Unit 2: SuccessFactors

SuccessFactors Employee Central Service Center

Shared services may come from several different

2015 SAP SE or an SAP affiliate company. All rights reserved.

SuccessFactors Employee Central Service Center

SuccessFactors Employee Central Service Center

Have greater expectations

Developed for human resources, not IT

Are more open to change

Designed for both employees and HR service

Are more empowered

They expect HR to:

Efficient service delivery leverages SuccessFactors

2015 SAP SE or an SAP affiliate company. All rights reserved.

SuccessFactors Employee Central Service Center

*Knowledge Base with partner product Knowledge Central by MindTouch

SuccessFactors Employee Central Service Center

2015 SAP SE or an SAP affiliate company. All rights reserved.

SuccessFactors Employee Central Service Center

SuccessFactors Employee Central Service Center

SuccessFactors Employee Central Service Center

Developed for HR organizations

Improve and reduce the

Designed for both employees

Insights for improved

2015 SAP SE or an SAP affiliate company. All rights reserved.

SuccessFactors Employee Central Service Center

2015 SAP SE or an SAP affiliate company. All rights reserved.

2015 SAP SE or an SAP affiliate company. All rights reserved.

2015 SAP SE or an SAP affiliate company. All rights reserved.

SuccessFactors Global Payroll

2015 SAP SE or an SAP affiliate company. All rights reserved.

SuccessFactors Global Payroll

4. Government reporting and declarations

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

2015 SAP SE or an SAP affiliate company. All rights reserved.

SuccessFactors Global Payroll

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

2015 SAP SE or an SAP affiliate company. All rights reserved.

SuccessFactors Global Payroll

2015 SAP SE or an SAP affiliate company. All rights reserved.

SuccessFactors Global Payroll

2015 SAP SE or an SAP affiliate company. All rights reserved.

2015 SAP SE or an SAP affiliate company. All rights reserved.

2015 SAP SE or an SAP affiliate company. All rights reserved.

SuccessFactors Global Benefits

2015 SAP SE or an SAP affiliate company. All rights reserved.