SAP SuccessFactors FAQ’s

It is important for suggestions and analyzing the information provided by HR managers to predict the success factor. The benefits of using SAP SuccessFactors are the following:

• Increased productivity
• Better design integrity
• Better analytics
• Enhanced Quality of product

Employee Central integrates internal with other SuccessFactors products through HRIS Sync.

A Succession Data Model consists of employee records. This model is used for configuring the fields which appear in the employee’s data and employment information.

There is a cloud -based integration platform available for external integration.

Address formats, country specific fields and international standards are set in the country-spe, succession data model.

Foundation Objects and their relationships are defined in the corporate data Model. Foundation Objects are also called Foundation Tables. They include Organization, Job and Pay.

HRIS Propagation Data Model is used for the Auto Population from Foundation Tables.

The other two data models used are Data Model Workflow Rules Data Model, Event and Event Derivation Rules Data Model.

There are 7 data models in Employee Central

Set the attribute pii=”true”

Managers will receive training; Success Factor documentation and guidance on its use will be available on the HR web site; members of the HR team will be able to provide advice.

Set the attribute visible=”both”

DTD is a Document Type Definition of the data model

They are called Success Factors because they are behaviors which lead to successful performance in the job.

They describe a range of different types of behavior which are relevant to a range of different job roles. However, the levels are not hierarchical.

No. Just because someone is on a certain job grade, it doesn’t rule out any of the levels. However, if a job is more senior you would expect to see more of the university level behaviours.

To mask a sensitive field on screen we use “PII” attribute.

There is a similar framework for Strategic Leaders Framework and one for researchers which have been based on Success Factors. The idea going forward is to have something similar for all staff groups in the university.

The key features that are cover under SuccessFactors are recruitment, transfers and changes, HR transactions, time off duration, payroll sheets, extension and integration; compliance, auditing, and reporting, and position management.

Not directly. Obviously, the more successful the individual is in their role / can demonstrate effective job performance / demonstrates additional behaviors, then this can be used as evidence in any job application or pay review case.