Ask the Experts is a live, open Q&A forum where the audience can interact with our experts for advice and guidance. This time, we covered Employee Central (EC) and cross-module integrations in SAP SuccessFactors.
In February, I was joined by experts from across our practices, including: Samantha Munoz (Employee Central) and Lori Baker and Lindsay Jauss (Recruiting), all of whom have many years of hands-on experience and expertise in the SAP SuccessFactors product.
Here are some of the topics and questions that were asked in the discussion, along with a link to the recording:
We’re about to implement Employee Central. After a system analysis, we realized a need for configuration adjustments in RCM, Onboarding, Succession, Compensation, and Platform components. What are some of the major aspects that customers may not think about?
The one thing that is often missed when EC is implemented after all the other modules is the utilization of the EDF. As soon as you implement EC, it takes over updating the EDF. As a result, some of the formatting can change. For example, when EC gets implemented and you have a foundational data point for a department and you have it currently populating with the name or the ID, the automatic population of that field gives you the name with the ID in brackets and it changes the formatting of that field. If you’re using that data for downstream systems, it can have an impact on your integrations. It can also impact Role Based Permissions on the other modules that may be utilizing Dynamic Groups based on the contents of the fields within the EDF. It’s one of the biggest things we’ve seen that often requires change management or a work around solution. Pick list management is another important aspect. Some of the picklists that EC uses can also be in use for Recruitment or Onboarding for instance. These picklists might need adjustment which can affect the configuration of those modules. Anytime a picklist is used in the system on the legacy format then it can have an impact on multiple modules when those values get updated.
If you have Recruiting and Onboarding implemented and want to implement EC, is it mandatory to use EC Position Management or can you still use Job Family and Roles? What are the advantages of using Position Management as it relates to EC?
Position Management is not mandatory in EC, nor is it mandatory to move the data from Position Management to Recruiting. One of the advantages of using Position Management in EC as well as recruiting is that you have a central point for the data. The job based fields can be sourced from Position Management and then can flow into Onboarding and come back to EC. You don’t have to rework any data or re-input data between modules. There is also the synchronization between Position Management and Employee Central which can be updated automatically based on how you update your processes. In summary, Position Management allows for accuracy, data consistency, and flexibility for customization across the modules, which is advantageous. It also provides a secondary update function that can be pushed out to employees through the synchronization and can utilize a potentially different Role Based Permission role as well as Workflow. These updates on Position can apply to multiple employees at the same time as well if the Position is structured in a way to support multiple incumbents.
Does Position Management work well for large companies, for example, companies with more than 50,000 employees? Or would it better not to use it for a company of this size or larger?
Position Management works for companies with any number of employees. In fact, it’s better to use it for companies with a large number of employees because it makes it easier to manage. What you should be looking at is how you’re using Position Management and what processes you have in place. If the processes and the configuration set up matches how you’re using Position Management, there are no restrictions in terms of size. In some cases Position Management can be a hindrance based on how the employee currently gets updated in the system (through Manager versus HR or something similar). In other areas however, Position Management can be a good area to centralize some of the structural changes that may occur within organizations.
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