TLDR;
This YouTube video provides a detailed explanation of Employee Central in SuccessFactors, covering key concepts, configurations, and implementation methodologies. It explains the meaning of Employee Central, its components, and how it integrates with other modules. The video also covers the activate methodology, focusing on the prepare and explore phases, and explains the data models and foundation objects within Employee Central, including organizational, job, and pay structures.
- Employee Central is a collection of objects that stores employee information.
- Workflows are used for changes that require approval or intimation.
- Activate methodology includes prepare, explore, realize, and deploy phases.
- Foundation objects are building blocks of Employee Central.
- Data flows from Employee Central to UDF and then to People Profile.
What is Employee Central? [0:08]
Employee Central is a module within SuccessFactors that consolidates various employee-related objects, including organizational, job, and pay information. The People Profile is a key component where employees can view their personal details, which are gathered during the hiring process and maintained by HR. Employees can modify their information, with changes subject to approval workflows to ensure data accuracy. Workflows can be configured to require approval from relevant parties, such as HR or managers, or simply provide intimation of changes. The configuration of these workflows depends on the client's specific requirements.
Workflows and Approvals [5:13]
Workflows are used when changes made by an employee need approval before being stored in the system. They can also be used to send intimations to relevant personnel, such as HR, when an employee updates their information. This ensures that data is stored accurately and that relevant parties are informed of any changes.
Activate Methodology [29:03]
The activate methodology is a commonly used framework for implementing SuccessFactors. It consists of four phases: prepare, explore, realize, and deploy. The prepare phase involves planning, defining project goals, and assigning roles and responsibilities. The explore phase focuses on gathering requirements through workshops and documenting them in workbooks. The realize phase involves configuring the system based on the gathered requirements and conducting walkthroughs to get client feedback. The deploy phase includes data migration, testing, and going live with the new system.
Explore Phase and Gap Analysis [32:41]
During the explore phase, workshops are conducted to gather client requirements, which are then documented in workbooks. This phase also involves fit-to-standard analysis and gap analysis to identify any discrepancies between the client's requirements and the standard SuccessFactors functionality. Consultants work with the client to modify their processes to fit the system's capabilities.
Realize Phase and Solution Walkthroughs [43:36]
The realize phase involves configuring the system based on the gathered requirements and conducting solution walkthroughs to get client feedback. These walkthroughs typically occur in three stages, with each stage addressing feedback from the previous one. Changes requested during the walkthroughs are implemented, with major changes potentially deferred to post-implementation support to avoid impacting the go-live date.
Testing and Data Migration [48:22]
After the walkthroughs, unit testing is conducted by the implementation team, followed by user acceptance testing (UAT) by the client. Test scripts are prepared to cover various scenarios, including creating, deleting, and modifying data. Once testing is complete, data migration is performed to import legacy data into the SuccessFactors system.
Data Migration and Cutover [52:22]
Data migration involves transferring data from legacy systems, such as Oracle or SAP R3, into SuccessFactors. This process can take several days, during which a cutover activity is performed to capture any data changes that occur during the migration period. Once the data is loaded, the system goes live, and employees are provided with login credentials.
Data Models in Employee Central [1:00:48]
Employee Central is built on two primary data models: the succession data model and the corporate data model. The succession data model holds employee-related information, while the corporate data model contains company-related information. These data models can be country-specific to accommodate regional differences in processes and regulations.
Foundation Objects: Organizational Structure [1:06:22]
Foundation objects are the building blocks of Employee Central and include organizational, job, and pay structures. The organizational structure consists of elements such as business units, divisions, departments, and cost centers. These elements can be arranged in rigid or flexible hierarchies, depending on the organization's needs.
Foundation Objects: Legacy vs. MDF [1:14:36]
Foundation objects are categorized as either legacy or MDF (Metadata Framework). Legacy foundation objects are configured using the "Manage Organization, Pay and Job Structures" transaction, while MDF foundation objects are configured using the "Configure Object Definitions" transaction. MDF foundation objects are more flexible and allow for customization, while legacy foundation objects have limited customization options.
Foundation Objects: Job Structure [1:21:59]
The job structure consists of job functions and job classifications. Job functions categorize job classifications, which define the specific work an employee performs. Job classifications are linked to pay grades, which determine the employee's compensation.
Positions and Organizational Charts [1:29:26]
Positions represent the specific roles an employee holds within the organization. Positions are linked to job classifications and pay grades, and they can be managed through various transactions, including "Manage Data," "Manage Positions," and the organizational chart. The organizational chart provides a visual representation of the company's structure and allows for managing positions and employee assignments.
Creating Organizational Structure Elements [1:41:56]
To create organizational structure elements such as legal entities, business units, divisions, and departments, the "Manage Data" transaction is used. These elements are created separately and then linked together through associations. To display these associations in the organizational chart, a template must be created using the "Configure Object Definitions" transaction.
Custom Objects and Hierarchy [1:55:54]
In cases where the standard organizational structure does not meet the client's needs, custom objects can be created. These custom objects are configured using the "Configure Object Definitions" transaction and can be linked to existing foundation objects to create a custom hierarchy.
Cost Centers and Data Visibility [2:19:31]
Cost centers are financial elements associated with organizational units, such as departments or divisions. These cost centers are used for financial tracking and reporting. Data visibility can be controlled through role-based permissions, which restrict access to sensitive information based on the user's role.
Job Classifications and Pay Grades [2:54:30]
Job classifications define the specific work an employee performs, while pay grades determine the employee's compensation. These elements are linked together to ensure that employees are paid appropriately for their roles. The video explains how to create and manage job classifications and pay grades using the "Manage Organization, Pay and Job Structures" transaction.
Pay Structures and Components [3:08:35]
Pay structures consist of various elements, including pay groups, pay grades, pay components, pay component groups, pay calendars, and geo zones. Pay groups categorize employees for payroll processing, while pay grades determine compensation levels. Pay components are individual elements of an employee's compensation package, such as basic salary, housing allowance, and transport allowance.
Pay Ranges and Compensation [3:20:25]
Pay ranges define the minimum, maximum, and midpoint values for a particular pay grade. These values are used to calculate compa-ratios and range penetration, which are metrics used to assess employee compensation levels. Pay calendars define the start and end dates for payroll periods, while geo zones specify the geographic region for which a particular pay structure applies.
Positions and Job Information [3:47:50]
Positions represent the specific roles an employee holds within the organization. These are managed via Manage Data, Manage Positions, and the org chart. When creating a position, the job classification is selected, which automatically populates other fields, such as job title and pay grade. The FTE (full-time equivalent) value indicates whether the position is full-time or part-time.
Mass Positions and Matrix Management [4:46:04]
Mass positions are used when multiple employees hold the same role, such as in manufacturing or industrial settings. Matrix management allows for assigning multiple managers to an employee, which is useful in organizations where employees work on multiple projects or have different reporting lines.
Propagation and Business Configuration [5:07:38]
Propagation is the process of automatically updating job information fields based on changes made to the position. This is configured using the "Manage Business Configuration" transaction, which allows for defining rules that trigger updates to employee data based on changes to related objects.