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Employee Central Training Notes

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27 views4 pages

Employee Central Training Notes

Uploaded by

Svl Pujitha
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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Employee Central Overview

Employee Central provides comprehensive, integrated, searchable people and


organizational information.

Information is natively stored in our product so other modules can access the information. It
captures information about a company’s organization, pay, job structure, and employees. It
drives a lot of the information used in the Employee Profile as well as Talent.

Employee Central data is smart because it allows you to capture history, create associations,
use effective-dated objects, define automated workflows, and automatically configure
options for on-screen selections.

Key Responsibilities of EC Consultant: Lead and advice business process improvement on


SAP Successfactors enablement initiatives. Interact with clients to understand the business
requirements to conclude blueprint, configuration, testing, migration, support, and
continuous enhancements.

Implementation methodology
A proof of concept (POC) is a demonstration of a product in which work is focused on
determining whether an idea can be turned into a reality.

The SAP Activate methodology begins with a baseline process and configuration. The IT
team will then review and modify that to reach the target processes and configuration the
business needs. Activate can also help teams visualize what the end state processes and
system will look like before the final development is completed.

The SAP Activate methodology is split into four phases:

 Prepare. This phase includes project preparation, creating the project plan and change
management strategy, enabling the project team, and provisioning and setting up the
system.

 Realize. This phase includes configuring the gaps and changes, conducting
walkthroughs, migrating data, and executing testing and training.

 Verify. This phase includes validating the baseline, and identifying gaps, changes and
configuration values.
 Launch. This phase includes conducting the final change management, executing the
post-go-live support plan, preparing the cutover, and going live.

Organisational structure:

https://community.sap.com/t5/human-capital-management-blogs-by-members/the-
successfactors-employee-central-organization-structure/ba-p/13122280#:~:text=The
%20Employee%20Central%20system%20is,objects%20or%20adding%20new%20objects.

Legal Entity

The Legal Entity object – sometimes referred to as Company – contains the definitions for all
legal entities that are part of the customer’s enterprise. Every employee must have a Legal
Entity assigned when being hired or setup in the system (just as they would in real life!). By
default, a Legal Entity defines the country and default Pay Group, Location, currency, and
standard hours for employees within that company. Country-specific information can be
stored on a Legal Entity object. In SAP ERP HCM, the Legal Entity is the Company Code that
is selected on the infotype 0001 screen during the hiring action.

Business Unit

A Business Unit represents a segment of a Legal Entity that focuses on a specific business
function, such as manufacturing, sales, or marketing. There is no direct equivalent object in
SAP, although a Business Unit could be represented by the Business Area in PA or by an
Organizational Unit object in OM.

Division

A Division is simply a division of a Business Unit. However, it can be used directly as a


Division of a Legal Entity if required, such is the flexibility of Employee Central. There is no
direct equivalent object in SAP, although a Division could be represented by an
Organizational Unit object.
Department

Divisions are broken down into one or more Departments. This is more typically represents
an Organizational Unit object in SAP and is often the lowest denominator of the
organization structure.

Cost Center

A Cost Center represents the units that account for business costs, just as in SAP ERP and
other HRIS’. Although it is part of the organization structure, it is more of a designation for
the costs of an employee than part of the organization in which they reside. However, some
organizations do use Cost Center as part of the organization structure. Cost Centers can
have parent Cost Centers so that a hierarchy can be created.

SuccessFactors Business Execution (BizX) software delivers business results by driving


business alignment, optimizing people performance and building competitive advantage
through people

SuccessFactors Business Execution Suite includes:

• Performance & Goals - Communicate strategy, create meaningful individual goals across
the organization, and focus employees on what matters, while enabling executives to
monitor goal progress in real-time. Then reward, measure and tie employee performance to
business results, streamline the performance appraisal process, and enable meaningful
feedback

• Compensation - Pay your people based on achievement, establish a pay-forperformance


culture – retain top talent and increase productivity across the organization. Calibration
drives better compensation decisions with and objective ratings.

• Succession & Development - Anticipate and plan for staffing changes and assure the
readiness of employee talent at all levels. Align learning activities with competency gaps to
arm your workforce for current and future needs. Improve motivation with continuous
development and career planning.

• Recruiting - Transform recruiting into a continuous, strategic part of your talent strategy
with a complete recruiting execution platform. Effective recruiting execution requires a
recruiting marketing solution to manage, measure and optimize your interactive candidate
marketing strategy, plus a recruiting management solution that’s social and collaborative to
ensure that you can quickly capture and hire the best talent.

• Learning - Develop a comprehensive learning strategy with a complete learning


management solution (LMS) that enables you to manage, develop and deploy instructor-led,
and formal and social online training. Our Content-as-a-Service (CaaS) solution eliminates
your need to manage the infrastructure, bandwidth & delivery, management, security and
updates for all of your e-learning programs.

• Jam - Improve employee productivity and teamwork by combining collaboration,


communication and content-creation tools with a private social network for your
organization. Jam’s remarkably simple video and screen capture lets everyone share his or
her expertise – even right from a mobile device.

• Workforce Planning - Leverage in-depth workforce information and benchmarks to assess


readiness to execute strategies, forecast the impact of business decisions, mitigate risk and
take action.

• Employee Central - Deliver real business impact with a next generation core HR system
that puts the ‘self’ back in ‘self-service’. Strategically-minded HR and IT teams have realized
that user-friendly core HR solution is the key to accurate employee data. Capturing
employee, organizational and talent data all in one solution delivers better results, faster.

• Workforce Analytics & Reporting - Deliver actionable, quantitative insights to your


business leaders with a powerful combination of talent and business data that produces
easy to understand and consume information. Creates a catalyst for positive change in the
business.

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