However, the focal point of SAP’s HCM transition strategy is SAP SuccessFactors (SFSF). The transition from SAP HCM systems to SAP SFSF offers a myriad of cloud advantages, such as:
- Streamlined IT infrastructure
- Reduced costs of ownership
- Instant access to the latest SAP functionality
- Innovative tools for the workforce to deliver the necessary value
- Rapid scalability to address new business demands
Without a doubt, SAP SFSF enables enterprises to empower their employees with advanced digital HR functionalities, self-service flexibility, and round-the-clock access to information.
Unveiling SAP SuccessFactors Functionalities and Advantages
The platform has three broad segments that offer substantial benefits in streamlining processes:
The primary segment of Core HR is Employee Central, which stores and maintains employee master data. At the same time, Employee Central Payroll supports payroll calculations for 49 countries (with customization options for unsupported countries). The EC Payroll solution also includes a full range of functions for processing payrolls, such as employee pay calculation, tax compliance, and payroll reporting. It can manage sophisticated payroll rules and measures and supports many payroll scenarios, including hourly, salaried, and contract-based personnel.
Additionally, organizations can manage payroll calculations through SAP HCM and integrate them with SAP SuccessFactors.
Categorized into two core areas, Ask HR and HR Ticketing, the Employee Central Service Center fuels the management of HR and knowledge-based services. With various assessments, informational content, and activities for health improvement, Work-Life module helps employees track their well-being. Lastly, SAP SuccessFactors Diversity and Inclusion enables companies to build and maintain a diverse and inclusive global workforce by leveraging AI-ML technologies.
Within Talent Management, disparate components contribute to fostering a robust workforce. For instance, Performance and Goals helps organizations conduct meaningful employee appraisals and use objective principles to align employee goals with business goals. Similarly, Compensation Management involves access-controlled budgeting, calibration, compensation plans, and variable pay options.
The Recruiting module aids in selecting suitable talent, while Onboarding streamlines new hire processes, facilitates cross-boarding for employee transfers, and manages offboarding procedures. New hires access necessary documents through the New Hire Portal, while the HR team gains comprehensive insight into employee qualifications, skills, and work history.
In addition to the above, the Learning Management component integrates social and mobile features to optimize learning experiences and empower supervisors in creating personalized courses for team members. The suite includes Succession Planning and Career Development, which enable HR teams to identify high-potential individuals for critical roles and develop tailored plans for their growth. The Career Development Planning (CDP) module also simplifies learning management and career advancement activities.
Reporting and Analytics
Workforce Analytics enables strategic analysis, converting transactional data into a robust set of time-trending metrics and dimensions. With Workforce Planning, HR can also plan for vacancies, create new positions, and anticipate employee needs.