1. Employee Central Presentation

2. Agenda What is Employee Central ? Employee Data Referential Data
Events & Workflow Processes
Permissions

3. Purpose of the Workshop
Get Familiar with Employee Central features
Define high level scope of the project

4. What is Employee Central?

5. What is Employee Central ? Basic definition
Employee Central is a Human Resources Management System
that enables to collect & manage:
Personal Information: data linked to the person (which does not depend on job or company)
Employment Information (life in the company)
mainly job and compensation
from hire to termination

6. What is Employee Central ? Personal information
Effective Dated
Personal Info
Effective Dated Address

7. What is Employee Central ? Job information
Organization Information
Job
Information

8. What is Employee Central ? Compensation information
Generic Compensation
Information
Multiple Pay
Components

9. What is Employee Central ? Effective dated & event driven
Every change to job or compensation information is recorded with the corresponding date
An event describes the change that is recorded
promotion
transfer
termination …

10. What is Employee Central ? Effective date & event

11. What is Employee Central ? Workflow validation
Changes of Personal Information*, Job Information, Compensation Information can go through approval workflow
* Workflow available only for change of Name, Marital Status, or National Id

12. What is Employee Central ? Referential data
It is possible to define referential data such as
organization structures (legal entity, business unit, department…)
job classification
pay structures
The list of values is then proposed in employee records
ensure consistency of data
enable to default some data at employee records level (e.g. standard hours defined for job classification automatically populates standard hours of employee)

13. What is Employee Central ? Propagation of referential attributes
Job Title defined for Job Classification is propagated at Job Information level

14. What is Employee Central ? Permissions
Granular permissions can be defined
Who can see what: personal information, job information, compensation information
Who can change what: personal information, job information, compensation information
What kind of changes can be done: address change, job change, salary change …
Which employees can be managed by each user (HR in Germany can only manage employees based in Germany)

15. What is Employee Central ? Key Employee Central Components
Core HR data management
Personal information
Employment information
Referential data
Self Service
Approval workflow for employment or personal information changes
Permissions
Reporting

16. Questions ?

17. Employee Data

18. Data Definition Data to be managed needs to be defined:
Which attributes are recorded in Personal information, Employment information, Referential data
For each « structure »
Standard attributes are delivered by SuccessFactors
Custom attributes can be configured based on customer needs
Country specific attributes can be configured
One attribute can be
Hidden, view only, editable

19. Personal Information

20. Employee Data Personal information
is effective dated
Standard
Attributes
Country Specific
Attributes

21. Employee Data Biographical information
non effective dated
Standard
Attributes
Custom
Attributes

22. Employee Data Address information
is effective dated
multiple types of addresses
format can be defined per country
Address Type
Address
Format

23. Employee Data Contact information
Contact information: Phone, , Social Account
non effective dated

24. Employee Data National Id Information
non effective dated
can be tracked for multiple countries, multiple types per country
format can be defined and validated
Format
Type

25. Employee Data Emergency contact and dependents
Primary emergency contact
non effective dated
Dependents
effective dated

26. Employee Data Other Personal information
Work permit info
non effective dated, with attachment capability
Direct deposit
non effective dated

27. Employment Information

28. Employee Data Job information
Organization information
part of Job information structure
is effective dated
stores information like department, business unit…

29. Employee Data Job information
part of Job information structure
is effective dated
stores detailed job information like job code, working hours, FTE…

30. Employee Data Job information
The country of the Legal Entity determines which country specific attributes are exposed in Job information UI*
Country of Legal Entity = Switzerland
Country Specific Attribute
* As well as in Compensation information and Employment details

31. Employee Data Job information – Position Management
When position management is activated, the employee can be assigned to a position in Job Information
Information on positions and jobs can be synchronized
Employee inherits from Position attributes

32. Employee Data Job relationships
defines relationships with HR Manager, Matrix Manager…(apart from direct manager)
is effective dated
multiple relationship types can be defined

33. Employee Data Compensation information
houses multiple elements of an employee’s pay structure:
generic compensation information like pay group, pay type, as well as calculated fields like Compa Ratio and Range Penetration
recurring elements like base salary, housing allowance
target payments like bonus target (which is also recurring element)
non recurring elements such as one time bonus
captures the currency, amount and pay frequency for each pay component
multiple pay components can be grouped into one pay component group in order to calculate total earning opportunity

34. Employee Data Compensation information
Generic Compensation Info
Calculated Fields
Recurring Pay Component

35. Employee Data Employment details
non effective dated

36. Employee Data Termination information
non effective dated

37. Employee Data Global assignment
enables to manage expatriates
employment data is maintained in home and host assignments
multiple future dated global assignments can be recorded

38. Employee Data Global assignment
Global assignment details
It is possible to display either home or host record

39. Employee Data Requirements definition
For Personal and Employment Information, the customer must determine
The sets of data that will be stored
The countries that will be supported
The specific features that will be managed: position management, global assignment
For each structure
which standard attributes are used
which custom attributes should be added
if country specific attributes are needed
The detailed definition of each attribute
label, type (date, text, …), maximum length
if the attribute is required
if a picklist should be associated to the attribute
if the value can be defaulted from a Foundation Object

40. Referential Data

41. Referential Data Referential data
some attributes in Employee Records refer to referential data called Foundation Objects
use of referential data ensures consistency and facilitates reporting
Foundation Objects include Organization, Job and Pay structures
attributes defined in referential data can be automatically propagated or defaulted in employee records
relationships can be built between Foundation Objects

42. Referential Data Organization structures
legal entity, division, department, cost center, business unit, location, location group, geozone

43. Referential Data Organization structures Legal Entity
Business Unit
Department
Cost Center
Organization structures
relationships to be built depend on the customer internal organization
filters will be automatically created

44. Referential Data Job classification
attributes defined at job classification level can be propagated to employee records: e.g. job title and job level automatically defaulted in employee records when the job code is selected

45. Referential Data
Country Specific Attribute

46. Referential Data Position
Attributes that qualify the position can be defined in Position Objects

47. Referential Data Payroll structures
pay range, pay grade, pay group, pay component, pay component group, pay calendar

48. Referential Data Payroll structures
stores all elements that the company pays to employees
base salary, bonus target, car allowance
for each pay component, the customer needs to define
if it is a recurring or one time pay
if recurring, the frequency
if paid as absolute amount or percentage
if percentage, what is it based on
is it earning or deduction
is actual pay or target

49. Referential Data

50. Referential Data Requirements definition
For Referential Data, the customer must determine
The Foundation Objects that will be used
The countries that will be supported
For each structure
which standard attributes are used
which custom attributes should be added
if country specific attributes are needed
If relationships need to be built between Foundation Objects
The detailed definition of each attribute
label, type (date, text, …), maximum length
if the attribute is required
if a picklist should be associated to the attribute
NOTE: Foundation Objects need to be configured first. Referential data should be loaded first.

51. Events & Workflow Processes

52. Events Changes entered in employee records are identified by an event
Hire, re hire, termination, transfer, promotion …
In Self Service, it is possible to let the system determine the applicable event based on data changes (the user is not requested to enter any event in this case)
The data changes corresponding to each event need to be defined
a promotion is a change of job code
a transfer is a change of department or a change of business unit
Event
Condition 1
Condition 2
Condition 3
Rule
Transfer
Department is changed
Business unit is changed
The transaction is considered as a “transfer” if department is changed or business unit is changed

53. Workflow Processes Workflow processes are defined by
number of validation steps
how many approvers are needed
who are the approvers ?
Manager, HR, financial controller, a group…
conditions that trigger the workflow
which data change/event necessitates workflow validation
content of notifications

54. Workflow Processes Through Self Service

55. Workflow Processes Approval chain

56. Events & Workflow Processes Requirements definition
The customer must determine
the changes that need to go through approval workflow
the conditions that trigger the workflow
the number of steps and approvers for each workflow
who are the approvers for each step
the notification details
the event corresponding to the changes that are entered through self service

57. Permissions

58. Permissions Role Based Permission Concept
Granted
Users
Role
Target
The role defines access to data and functionality Roles are granted to groups of users (left circle) Granted users may perform the role on target users (right circle) Groups can be dynamic to automate assignment of permissions Administrators can define many roles

59. Permissions Example Role Name: HR Role Permissions:
Change Employees Job and Compensation Information
USA
Employees HR
Granted Users
Permission Role
Target Users
DEU
HR Role

60. Permissions Example Role Name: Manager Role Permissions:
View Job and Compensation information
Team,
All Levels
USA
Managers
Granted Users
Permission Role
Target Users
2 Levels
DEU
Manager Role

61. Permissions Users, roles, and permissions need to be defined
Local HR can change job / compensation information for employees based in their region
Managers can see job / compensation information for employees in their team

62. Permissions Requirements definition
High level scope
What the various roles that are needed
Which permissions should be granted to each role
What is the target population for each role

63. Questions ?