Our “Ask the Experts” live, open Q&A forum is a monthly program where the audience can interact with our experts for some advice and guidance around talent management topics in general, and SAP SuccessFactors in particular.
In February, our experts were Del Rae Grose, VP of Services and Rob Comesanas, Service Director, Talent Management Services, both of whom have many years of hands-on experience and expertise in the SAP SuccessFactors product and talent management practices.
Here are some of the topics and questions that were asked in the discussion, along with links to the podcasts:
Best Practices After Go-Live and Team Rater
Do you have any best practices around how organizations support change and stay current with updates after go live?
Even with a Software as a service (SaaS) tool, there are still challenges in keeping tools current. Quarterly SAP SuccessFactors releases can be a challenge – both in reviewing what is coming and managing the process of change. Where many business areas where wholly responsible for their own tools and practices, now they share much of the same employee data within the system. As a result, when something is changed in one area, it can impact another since they are all interrelated. The most successful companies put a program governance process in place. This process, a combined business and IT sponsored function is critical to the long term success of the system and the needs of your organization. This group should review proposed changes and ensue all business areas are included in decisions and plans.
Can you talk about Team Rater? Is it something many organizations are adopting?
Team rater enables a manager to look across an entire group during a performance review cycle. Team rater displays employees and competencies on a single page. The manager can then rate across all employees, providing a way to calibrate ratings across their team rather than opening up each employee’s form individually. Ratings and comments are automatically added to each employee’s performance review. Managers love this tool, if your organization hasn’t turned it on or implemented it yet, put this on your upgrade list.
Performance Form Purge
Is it recommended to purge performance forms; after how long are forms purged?
First, let’s define purge vs. delete. You can permission users to delete forms. Once a form is deleted, it is no longer visible to the manager or employee and typically is excluded from reporting. However, the form is still in the system and can be “undeleted” by an administrator. There are options available to help you manage forms when an employee leaves your organization. The best practice is to delete the forms, but allow them to be recalled in case there is an error or the employee is rehired. Purging is typically a policy supporting a records retention rule that your company has put in place. Purging removes the records and removes them – they are not recoverable through admin. SAP SuccessFactors does support purging, it is an administrative function that can be done on your schedule.
Compensation Models and Meta Data Framework (MDF)
At what point should an organization consider upgrading to the variable pay module? We currently use the compensation module for merit, equity, and bonus. Are we missing anything by not using variable pay?
Most companies can support their merit and bonus plans in the SAP SuccessFactors Compensation tool. There are a few things that will drive you to the Variable Pay module. For instance, if your organization is looking to prorate time in position, or you need to run models for budget, you should look at the Variable Pay module.
Can you describe some best practices for designing or assessing potential succession and how to capture this data within SAP SuccessFactors?
Maintaining potential data in SAP SuccessFactors is pretty straightforward; it is done in employee profile. It is usually visible to management and HR, although our point of view is to share high potential designations with employees. Assessing potential is subjective and can be different from organization to organization, but is typically a mixture of leadership, agility, learning ability, and future growth. One recommendation we make is to make sure, especially if this evaluation is new to your organization, or you have inexperienced managers, to use calibration to ensure potential criteria is consistent and to help drive conversations around talent.
There were many other great questions from the audience. If you found these helpful and are interested in learning more, listen to the individual podcasts.