SAP SuccessFactors Employee Central - HCM Info Systems...Employee Central SAP ... 3 The Way We Work...

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SAP Statement of DirectionEmployee Central

SAP® SuccessFactors® Employee Central

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vQ117 © 2017 SAP SE or an SAP affiliate company. All rights reserved.

Table of Contents

3 The Way We Work and Lead is in a Constant State of Change

4 WhatisPreventingCoreHRFromDriving StrategicBusinessImpact

6 OurVision

7 WhatthatMeansForYou


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© 2017 SAP SE or an SAP affiliate company. All rights reserved.

The Way We Work and Lead is in a Constant State of Change

Businesses are grappling with incredible technol-ogy advancements. There are five generations in the workplace for the first time in world history, along with a growing number of women in the workforce, and an increasingly large population of non-traditional workers. Globalization is having an impact not only on where businesses operate but also on how they recruit and source their talent. The contexts of how we enable people to lead and execute on business strategies will continue to evolve and revolutionize every people-based decision. For HR, all these factors

pose not only challenges but also opportunities. Core HR systems must stay ahead of business changes, helping organizations operate and act quickly and wisely in this agile environment. Now is the time to redefine how HR contributes to the business and advises senior leaders. The new HR drives change and strategic initiatives around diversity and compliance, supports digital transformation, and provides the talent, the insight and the structures for successful business execution.

34%of labor force are

independent contractors

92%of organizations

cite nontraditional labor as key

46%of the Forbes Global

500 will be from emerging markets

by 2025

5generations at work – soon with 50% of

them millennials


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Unfortunately many HR departments struggle to have a voice in key strategic and business decisions. Often they are informed only after decisions are made and face the difficult task of defining and executing people strategies for which they don’t have the tools, support, or talent. Why is it so difficult for HR departments to take a more active role in formulating business strategy? It’s certainly not because they don’t want to. Here are the main reasons:

NEGATIVEPERCEPTIONHR is often seen as old-fashioned, operational, and restrictive. Instead of initiating and facilitat-ing change, the perception is that HR depart-ments want to retain the status quo, are afraid of compliance problems, and don’t really under-stand the needs of the business and how it operates. People throughout the organization, from individual contributors to managers and business leaders, fail to see value in HR services

and processes and regard them as cumbersome. As a result, the adoption of these services can be low, hindering efficiency and increasing costs.

UNFITSYSTEMSANDINFRASTRUCTUREFor various reasons, core HR systems are fre-quently more of a hindrance than an enabler of business success. Many are not capable of sup-porting strategic initiatives and managing areas such as diversity and inclusion. Often they can’t support an integrated approach to managing an organization’s talent, thus making it difficult for HR to break down silos between departments, HR disciplines, and business units. Rigid HR systems pose another major issue for growing and expanding organizations. Often these sys-tems support neither global business nor global talent; their global capabilities begin and end with multi-language and multicurrency features. HR departments are then on their own to navigate local best practices, legal requirements and cultural expectations. Failure to do so is not only costly but also puts compliance at risk.

What is Preventing Core HR From Driving Strategic Business Impact


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chance to implement flexible and agile structures so they can better support business needs and proactively manage the total workforce.

To overcome the obstacles mentioned above and truly become enablers of business success, HR professionals need a flexible and reliable core HR system that helps them to meet both the expectations of the people and the needs of the business.

FOCUSONTHEWRONGTOPICSLast but not least, HR may still be bogged down with focusing on automation and efficient opera-tions. This can result in neglecting the need to initiate change and to formulate and implement the right people strategies for economic impact. A very important factor for business success is to successfully manage the growing number of ex-ternal workers together with payroll employees. Organizations that feel they are stuck with rigid organizational charts and reporting lines seek the

Advise Senior

Leaders

Transform HR

Strategy

Rethink Core HR

Operations

• Advise management on workforce composition, structures, talent • Facilitate better business outcomes • Consult on compensation, ethics, global compliance

• Define flexible Core HR, for today and tomorrow, in a changing environment • Identify metrics that matter • Implement Core HR for speed, agility, efficiency, engagement and success

• Bring visibility to strategic planning • Ensure you have the right data for better workforce decisions • Accommodate emerging workforce strategy and evolving localization requirements

It’s time to rethink Core HR—In a diverse and agile environment, HR needs to transform relationships and build “structures for success.”


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Our Vision

• Focusing on the needs of all people in an organization, not just payroll employees

• Providing the intuitive center for all people data, HR processes, and HR-related questions

PROVIDINGORGANIZATIONSWITHACOREHR SYSTEMTHATPEOPLELOVEANDHR PROFESSIONALSVALUEACROSSTHEGLOBEThe guiding principles we apply in the design and continuous innovation of the SAP® SuccessFactors® Employee Central solution are:

• Enabling and engaging all users to participate in and contribute to HR and business processes

• Facilitating global governance together with local design and compliance for all the countries our customers operate in

SAPSuccessFactorsEmployeeCentral:CoreHRfortheTotalWorkforce

Transactional - HR as a service provider

Focusonsystem • One system-of-record for payroll employees

• Transactional efficiency in silos

• Automated processes

• Global: language, currency

• IT lens on user engagement

• Reacting on reports and gut feeling

Transformational - HR as a business driver

Focusonrelationships • One Core HR hub for entire workforce

• Smart process execution across silos

• Increased people productivity

• Global: compliance, culture

• Focus on peoples whole experience at work

• Guided decisions based on data

We see it as our mission to provide HR professionals with the transac-tional foundation and the transfor-mational capabilities to foster people’s engagement and growth and to drive business success.


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What that Means For You

PROVIDINGTHEFRAMEWORKFORAGLOBALBUSINESSANDGLOBALTALENTThe growing number of local regulatory changes increases the burden on HR to address related statutory and compliance changes. Building on our strong global capabilities, we continue to put “HR localization” at the center of our offering so our customers don’t have to carry that burden.

Therefore, we will continue to invest in localiza-tion efforts across the globe. In addition, we’ll help our customers to stay ahead of government “electronification” strategies, which are driving a move away from paper-based statutory reports toward real-time electronic communication. Beyond legal compliance, we believe in the importance of global governance with local design and best practices, and we make that the standard of everything we do.

Localization Capabilities

Initial LocalizationInternationalization On-Going Maintenance

Global Capabilities

The ability to use the HR core solution in any country Creating and maintaining local legal requirements on behalf of our customers and delivering it as part of the solution

Translation

Application language is translated so it can be accessed by users in their native language

Local regulations and local business best practices are researched and analyzed to create unique specifications in the software for each country

Application is configured to support different country specifications for time zones, currencies and some configurable fields (addresses, phone)

Legal changes are monitored and legislations are interpreted using a network of legal advisors, government authorities and local officials to translate changes into the software via defined product mgmt. and development process

Features offered by most HCM vendors, including SAP SuccessFactors

Features offered by SAP SuccessFactors


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INCREASETHEREACHOFHRPROCESSES,BREAKDOWNSILOS,ANDFOSTER ENGAGEMENTWith SAP SuccessFactors Employee Central we are providing the basis for all people processes and orchestrating smart execution.

We will continue to deliver additional intelligent services with each release, enabling our custom-ers to automate and seamlessly execute HR or people events across geographies, departments, and solutions.

Taking into consideration that a part of your talent may not be on your payroll, we have broadened our definition of employees to also include external workers. We plan to expand our capabilities for that group of contributors and also further integrate with SAP Fieldglass® solutions to streamline the procurement and management of the contingent workforce.

We are fully committed to providing a core HR system that all people in the organization will love and use, regardless of their role and position. Our investments in usability, user interaction, and mobile technology in recent releases have brought us closer to realizing that vision. Also going forward we will not waver in our goal to increase the reach of HR processes to everyone in the organization and to make HR services a ubiquitous and highly valued part of everyday work life.

DEFINEANDSUPPORTSTRATEGICINITIATIVESWe are committed to enabling our customers to harness all the best available talent. Part of this commitment is an investment in designing SAP SuccessFactors solutions to embed leading practices for diversity and inclusion across all HR functions. Going forward, we will also contin-ue to lay the foundation in SAP SuccessFactors Employee Central for eliminating bias in people and business decisions.

SAPSuccessFactorsEmployeeCentralEnables Core HR to define the strategy, provide the structure and engage the people for business success

S

trate

gy

Structure

People

Core HR


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As the role of the CHRO continues to change, the topic of digitalization in HR continues to grow. Through digitalization, the core HR function will continue to evolve toward that of a strategic ad-viser and voice of the workforce across the busi-ness. Breaking down the silos of information and processes and providing engaging tools to the workforce, digitalization enables leaders to find common ground on core HR topics related to de-ployment and organization of human resources.

SAP SuccessFactors Employee Central incorpo-rates leading HR digital practices including reporting and analytics, resulting in dynamic insights into the business needs of strategic initiatives and helping to define solutions that scale from concept into mainstream. Aligning strategic initiatives with operations, SAP Suc-cessFactors Employee Central optimizes and breaks down the silos in core HR processes, tech-nology, and analytics. Through a consumer-grade user experience that goes beyond look-and-feel, people in the workforce and those who lead them are provided with tools that shift the mind-set around HR technology from adoption toward addiction. With emerging technologies such as artificial intelligence and machine learning, smart core HR capabilities will inform people strategy and organizational structure decisions.

ESTABLISHTHESTRUCTUREFOREXECUTIONAn agile organizational structure is imperative to operating in a volatile world, where speed and the ability to adapt and support teams in diverse compositions make the difference between fail-ure and success. Enhancing the ability to visual-ize the organizational structure, apply different views, and actively manage organizational ele-ments are among our focus areas for the next releases. Combined with already available capabilities such as presentations, job profiles, and action cards, this will even better support strategic conversations and on-the-spot execution of decisions.

SAP SuccessFactors Employee Central helps the HR organization to drive strategic initiatives such as diversity and inclusion, and shifts the focus from reactional and transactional to an HR disci-pline that proactively manages change, enables business transformation, and executes people initiatives that drive the business forward.

We are fully committed to providing our customers with continued innovation in addition-al functionality that creates value for people, HR professionals, and the leaders in your business. With SAP SuccessFactors Employee Central we give you a core HR system that lets you grow beyond automation and compliance and focus on getting the “human” back into HR.

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SAP SuccessFactors Employee Central - HCM Info Systems...Employee Central SAP ... 3 The Way We Work...

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