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Live Q&A with the authors of SuccessFactors for SAP ERP HCM

Chat with Amy Grubb, Luke Marson and Jyoti Sharma

by Luke Marson and Jyoti Sharma and Amy Grubb

September 18, 2013

SuccessFactors for SAP ERP HCM authors Amy Grubb, Luke Marson and Jyoti Sharma took questions in a live chat.

SuccessFactors with SAP ERP HCM, published by SAP PRESS, is the first comprehensive SuccessFactors resource for SAP customers.  Learn more about the authors and this book here in the SAPinsider Bookstore.

In our latest HR Q&A, SAPinsider authors Amy Grubb, Luke Marson and Jyoti Sharma joined us for a chat  on SuccessFactors features and implementations.

MS Hein of SAPexperts’s HR hub moderated the discussion on topics ranging from training, implementation and support effort and resources , SuccessFactors offerings for payroll and time management, Boomi and HCI, Benefit Open Enrollment modules, dealing with SAP ERP HCM customization in a move to SuccessFactors, integration with third-party systems, and more.

Read more from Amy, Luke and Jyoti in an excerpt from SuccessFactors for SAP ERP HCM, available from SAPexperts here. For details about the book, please visit the SAPinsider Bookstore.

 

M.S. Hein, SAP Experts: 

Thanks for joining us today for this live Q&A.

I’d like to especially welcome Amy Grubb, Luke Marson, and Jyoti Sharma, the authors of the new book from SAPinsider, SuccessFactors for SAP ERP HCM,  it's  just released it’s already taken the #1 best-seller slot. Congratulations to all three of you!

Amy Grubb:

Thank you, Margaret. Thank you for having us today! We're very excited to answer questions today.

Jyoti Sharma:

Thanks Kristine and Margaret for organizing this. Looking forward to having a great discussion with everyone.

Luke Marson:

Thanks for hosting us all Margaret. I'm looking forward to this Q&A session

M.S. Hein:

Thanks for chatting with us today. Let’s get started with the first questions that have already come in.

 

Comment From Binita

How easy is it to support SuccessFactors post-go-live? Do customers generally need to engage skilled recourses similar to SAP HCM on premise?

Amy Grubb:

Hi Binita, great question!

SuccessFactors can be supported mostly by business resources such as HR administrators, recruiters, etc. Most functions can be completed in Admin Tools. There are very few things that require IT knowledge or resources.

Also, SuccessFactors' Customer Support is available when technical issues arise that need to be addresses. I think you will find it refreshingly simple compared to supporting SAP HCM on premise.

Comment From Binita

Thank you, Amy. That is good to know.

 

Comment From SK Mohanty

Is the product implemented by Success Factors or by an independent third party implementation partner?

Jyoti Sharma:

Hi SK, good question! SuccessFactors implementations are generally done by Partners. You can always partner with SuccessFactors Professional Services from a product support perspective.
One example is if you are are a Plateau customer and are upgrading to LMS, you will need assistance from the SuccessFactors Professional Services for the technical upgrade while the Partner can help you with the functional configuration.

 

Comment From Srishty

Can PO be used as a middleware to integrate SAP HCM with SF?

Luke Marson:

NetWeaver Process Integration (grouped with other products into a package called Process Orchestration (PO)) can be used and the standard Add-on content from SAP is designed for use with PI as well as SAP HANA Cloud Integration (HCI).

 

Comment From Kir Chen

Hello Amy, Luke, Jyoti,

Is it true that SuccessFactors (or generally cloud solutions) has less bugs compared to on-premise SAP HCM solution?  How are bugs typically resolved, dealt with and communicated for SuccessFactors?

Amy Grubb:

Hi Kir,

I'm not sure I can answer that SFSF has fewer bugs than an SAP HCM on premise solution, but in my experience the bugs are minimal.

When a bug is encountered there is a process for logging it with SFSF support and their team of engineers investigating, finding the root cause and developing a solution.

When a solution is available then it will be released to either the instance affected or all instances on the datacenter. SFSF has quarterly releases and bug fixes are always included. In addition, there are monthly support fixes.

Finally, if a bug is critical then SFSF will release an emergency patch, but this is seldom required.

As issues are identified, they are communicated to customers that are affected and then followed by regular updates on progress of the resolution. This is followed up by a root cause email after the issue is resolved.

 

Comment From John

Can you provide a few examples of updates in SF that will require vendor or implementation partner resources to accomplish -- either because config tools are not available to the business or because it is too complex for the business?

Jyoti Sharma:

Hi John,

Most of the configuration and post Go Live maintenance can be done via Admin Tools or OneAdmin UI however some of the cases where you will need assistance from Partners is as follows:

1. Switching on any new opt-in functionality in Provisioning

2. Setting up background jobs such as a job for mass upload of profile pictures

3. Any configuration that cannot be done through "Manage Business Configuration" on One Admin UI has to be done in the XML datamodels for which you require assistance from Partners.

 

Comment From Beverly

Amy mentioned that an HR person can manage the SF administrator function. How much time weekly does the average person spend doing this?

Amy Grubb:

Hi Beverly, it really depends on what modules you have implemented and what business processes are occurring at that point in the year. For example, prior to performance reviews an admin may spend several hours getting the form template prepared and performance forms generated, followed by some reporting.

But this is not an every day task, so the time commitment will ebb and flow.

I would say that the pockets of time that an administrator would be completing tasks in SFSF is similar to HCM, or other tool, however the time required would be much less and the tasks are much easier to complete.

I hope this helps clarify!

 

Comment From Thomas Devassy

Whether SuccessFactors solutions replace HCM R/3 Payroll and Time Management?

Jyoti Sharma:

Hi Thomas, let me answer your question on replacing HCM R/3 Payroll and Time. Employee Central is the core HRIS offering from SuccessFactors. From a Time and Attendance perspective it currently supports only Absence Management and for recording positive time, work schedules, etc., you have to use 3rd party providers such as Workforce Software or Kronos that already have delivered integration with Employee Central.

For Payroll you have a few options assuming you are running your core HRIS on Employee Central.

-         Option 1: Integrate with on-premise SAP Payroll if you are running one already.

-         Option 2: Use a 3rd party like ADP

-         Option 3: Use Employee Central Payroll, which is a cloud offering of payroll for Employee Central customers.

 

Comment From Arvind

Hi Jyoti,

On your response to Thomas on Payroll on Employee Central Payroll, what countries are supported currently?

Jyoti Sharma:

Hi Arvind,

As of the August release here are the countries supported on Employee Central payroll:

Australia, Austria, Brazil, Canada, China, Finland, France, Germany, Hong Kong, India, Ireland, Italy, Japan, Mexico, Netherlands, Russia, Singapore, Spain, Sweden, Switzerland, UK, and USA, Malaysia

Luke also has an SCN blog where information is continuously updated.

Comment From Arvind

Great. Thank you, Joyti.

Jyoti Sharma:

You are most welcome, Arvind.

 

Comment From Guest

Jyoti, continuing on Thomas's question, which option is better for payroll among these two: on-premise SAP payroll and SFSF cloud payroll?

Jyoti Sharma:

Hello Guest,

There isn't a Yes or No to the question and warrants a more involved discussion. However, let me try and give you some helpful pointers.

If you are already running SAP on-premise payroll and have a need to retain the SAP landscape post-SuccessFactors implementation, then the recommended option is on-premise.

However, if you are not running SAP on-premise payroll and implementing Employee Central then you must give a good look to Employee Central payroll due to the delivered integration.

 

Comment From Jeremy Masters

Hi guys,

First congrats again on the book. The content is great and I applaud you. :O)

How do you see the future of third-party middleware such as Boomi for EC now that SAP HANA Cloud Integration is available from SAP?

Luke Marson:

Thanks Jeremy!

I think Boomi with remain as-is because of the amount of content that is already available and because it is inclusive in the Employee Central license until at least 2020.

Since SAP HANA Cloud Integration (HCI) is a paid-for platform (unlike NetWeaver PI or Boomi (when used with EC)), I think adoption will not be very strong. I'm a bit disappointed with the pricing model, although I recognize that a lot of investment has been put into HCI over the last few years.

 

Comment From Manuel

Which is the recommended integration approach between SAP HCM and SF: integration add-on, PI, Boomi, cloud?

And what about EC and payroll integration (SAP or external)?

Luke Marson:

For Employee Central, definitely leverage Boomi, as it is bundled in with the license and also includes plenty of standard content.

However, for Talent it makes sense to leverage the latest version of the Add-on from SAP using either NetWeaver PI or HANA Cloud Integration.

EC Payroll leverages Boomi, and I would recommend using that solution since there is also a lot of standard content available.

 

Comment From Srishty

For PI implementation, what is the expected time line? Currently we have 4 interfaces to SF?

Luke Marson:

I would estimate around 6 to 8 weeks to get it implemented, depending on your requirements. Additional time is required to setup the integration's.

 

 

Comment From Guest

Hi, I am a SAP/HCM consultant and would like to get a formal training of SF but I am neither from customer nor partner. How can I get it? Thank you!

Luke Marson:

I'm afraid that only employees from partner organizations can get training. You would need to be associated with a partner to get training.

Comment From Guest

So are you saying that Success Factors does not offer training to customers directly?

Amy Grubb:

With regard to customer training, SFSF does offer training for customers. You can find available training by going to the SFSF website. Customer training is the end-user training. Implementation training is only offered to consulting partner organizations. 

Comment From Guest

Since SF training is for end users only, does it include the system administration functions which you indicate could be handled by HR?

Amy Grubb:

Hi Guest,

One point of clarification on the end user training. I meant that in relation to administrative end users, not employee/manager end users! And yes, it covers the administrative functions.

Depending on your implementation partner, you may also get much of this training during the implementation. When I implement SFSF projects, I get my customer administrators involved right away in performing tasks so they get hands-on training and knowledge transfer occurs during the entire project.

At the end, there is really very little additional training required.

 

Comment From Arvind

Most of the SAP customers have done some sort of Customization e.g User Exits, Custom Infotypes. In switching over to SF, it will create challenges. How does SF address such issues? Or the customer has to start the change management process all over?

Luke Marson:

In SuccessFactors there are two mechanisms for customization:  Metadata Framework (MDF) and SAP HANA Cloud Platform. Since SuccessFactors and these operate in a different way from SAP, it will more than certainly require change management as part of the implementation.

Even the administration is different (and easier) in SuccessFactors than SAP, so it will require management of the changes to the organization. And I always recommend a solid change management program for any software implementation.


Comment From Rekha

What would be the tenure of implementing SuccessFactors Talent Management of a medium complexity for a client?

Amy Grubb:

Hi Rekha, again this is a "depends" answer!

It would depend on what module(s) are being implemented. However, the timeline for most SFSF modules are greatly compressed as compared to HCM because the solution is configured and not customized.

A typical Succession and Development implementation could be completed in about 12 weeks, assuming client resources are available for design and testing. This, of course, is a very high level estimate!

Things such as integration with outside systems would impact timeline.

In my experience, the one factor that impacts SFSF projects most is client resource availability.

 

Comment From Karolina

Hi, how do you support data loads from non-SAP systems?

Amy Grubb:

Hi Karolina, SFSF supports flat file uploads from other systems into SFSF. For instance, for a customer that doesn't run SAP HCM they would export their employee data to flat file and drop on SFTP and SFSF would pick it up via a scheduled job and import it into SFSF.

Other types of data that can be imported this was include background data that populates Employee Profile. Likewise, data from SFSF can be exported via ad hoc report and dropped on SFTP for the customer to pick up and import into any 3rd party systems.

The process is quite simple on the SFSF side. Most of the work is required by customer IT resources to develop the file and the program to generate the file and drop on SFTP.

 

Comment From SK Mohanty

How is ADP integrated with SF? Can ADP be the source and SF as the system for reporting and HRIS?

Amy Grubb:

Hi SK, please refer to my response to Karolina. This would apply to ADP as well.
I have several customers that use ADP as their payroll system or HRIS and send employee data from ADP to SFSF via the flat file interface I described. It works like a charm.

 

Comment From Thomas Devassy

For a fresher in SAP HCM , Can we guide him to learn success factor as a career. instead of HCM core modules?

Luke Marson:

Personally I would suggest that a fresher goes into SuccessFactors but still learns the basic of SAP so that they can support hybrid model implementations. Performance & Goals, Learning, and Recruiting are the most implemented modules of the SuccessFactors HCM suite but Employee Central is going to become bigger over time.

 

Comment From Guest

Is SF planning a tool for data migration from on premise SAP to SuccessFactors?

Amy Grubb:

Hello Guest, with regard to your question about tools for data migration from on prem to SFSF, there are already several solutions available for customers depending on the SFSF module.

For example, there is an Employee Data interface available from HCM to SFSF using PI. You can also integrate new hire information back to SAP from SFSF via PI, and there is a similar solution for compensation data. Other tools are in development and will be released in the coming months. This topic is covered quite nicely in our book!

 

Comment From Srishty

What are points for consideration as Function and as Technical person to set up the integration?

Luke Marson:

First of all, understand the business process and then identify what data in SuccessFactors must be in the source system (e.g. SAP HCM) for other processes.

Once that is done then the mapping of fields is required, which may require some technical expertise in both systems. Understanding data models and their application within the systems is important.

 

Comment From Guest

How do you support a situation when part of the company is on SAP and part is not, but all units sooner or later want to be on SuccessFactors (let’s say Performance Management) -- and eventually will have in SF number equal to SAP Global ID?

Can you replace the SF employee number with SAP Global ID number after SuccessFactors gets implemented at any time, or is this not possible any more?

Jyoti Sharma:

Hello,

You can implement a BADI to have Employee Central specify Personnel Numbers used in the on-premise system. You need to define which Employee Central field is used to determine the Personnel Number.

Another factor to consider is that when the entire company is on SucccessFactors, will the SAP system still be retained or not? That will drive your design decisions.

Here's the IMG path to take a look at the BADI

SAP Customizing Implementation Guide > Personnel Management > Personnel

Administration >Interfaces and Integration > Integration of SAP ERP Master Data and SuccessFactors Employee Central > BAdI: Assign External Personnel Numbers

 

Comment From Vincent Alvarez

Is there integration between the SAP HR Org Structure and SF? Is it the Org Chart in Employee Profile?

Amy Grubb:

Hi Vincent, the org chart in SFSF is built based off the organizational hierarchy contained in the employee data. So if this hierarchy replicates the SAP HCM org structure then they will be in sync.

I'm finding many SAP customers have a very complex org structure and need to streamline this a bit to fit within the current data restraints of SFSF. I expect to see the org data within SFSF to expand in the near future.

 

Comment From Guest

Hi Amy,

You indicated a typical Succession and Development implementation could be completed in about 12 weeks. I assume this is on a per module basis, i.e. 12 weeks for Performance, 12 weeks for Learning, etc.?

However, how much additional time should be considered for integration to SAP HCM on premise?

Looks like there are several configuration steps in SAP to set-up the integration.

Amy Grubb:

Hi Guest, thanks for the follow up question. Yes, each module is implemented in a different timeline. With regard to SAP integration, this can be implemented fairly quickly as well as long as the customer already has PI in place.

I recently completed the Recruiting to SAP integration in a few weeks, and there was additional time involved here as this customer was the first to complete this integration and we had some kinks to work out.

 

Comment From SK Mohanty

Can you give names of some SF implementation partners or we should ask SF?

Jyoti Sharma:

Hi SK, you can check the SuccessFactors website and look at the Partners. In addition you can look at the companies that Amy,Luke and I work for. Amy runs her own company Cloud Consulting Partners and you can reach out to her. Luke and I work for EPI-USE. You can also meet us at SuccessConnect in Vegas Oct 9-11.

 

Comment From Kir Chen

Can you share how mix and match (plug and play) is for SuccessFactors solutions with other best of breed talent management /HCM cloud solutions? Example using Recruitment from Vendor A, On-boarding from Vendor B etc, in short, how locked in are we once we selected a piece of solution from SuccessFactors?

Luke Marson:

You can absolutely mix and match, if that is your need. Often it can be a good idea to look at different solutions for different domains, depending on your business needs. Since licensing is subscription-based then you are only locked in for the initial period that you agree with SAP/SuccessFactors.

 

Comment From Amy

How does the organizational hierarchy remain in sync between SAP HCM and SuccessFactors, as reorganizations and transfers occur daily in our organization?

Amy Grubb:

Hi Amy, the organizational hierarchy is updated each time the employee data is updated from the source system, be it SAP HCM or another HRIS. That is usually done nightly for medium to large organizations.

If your organization has daily transfers and re-orgs, then you would definitely have a nightly update so any changes would be reflected in SFSF within hours.

 

Comment From Guest

Why do we need to integrate SF modules with each other via additional config, like EC-Comp integration guidelines and so on…it should come as package.

Luke Marson:

Although most modules are fully integrated, some (usually minor) integration is required where customer-specific requirements (e.g. fields) have been added to one module. This will change over time as things like the Metadata Framework get rolled out across the entire suite.

 

Comment From Guest

For PO MIddleware do we need separate Environments?

Luke Marson:

You will need a separate server for the PI engine and probably 3 or more for each tier of the landscape (Development, Quality, Production etc)

 

Comment From Guest

What is usually expected timeline to integrate SAPHCM (PA/OM) with SF?

Luke Marson:

It depends on the module, but you should set aside 6 to 8 weeks for the end-to-end process.

 

Comment From Duarte

If a Client is running SAP ERP to support processes other than HCM processes and plans to implement SuccessFactors, what are the key drivers to decide which will be the system of record for employee and organizational data?

Should he leverage his investment on the existing on premise ERP to support payroll and benefits and use the on-premise SAP as the system of record for employee data? Or take advantage of SF BizX UI capabilities and use this last one as the initial system of record for employee data?

How would this decision impact implementation complexity given the muti-direction integration required and payroll related data not needed in SF?

Is it recommended to align with the Cloud integration solution, as this is SAP long-term strategy? If so, what are the key drivers for not using the existing SAP ERP on premise?

Jyoti Sharma:

Hi Duarte,

Great to have you on the Q&A. Well, you have actually asked some of the pertinent questions yourself. When I work with customers, I always recommend them to look at the overall landscape when they decide whether SAP or SuccessFactors will be the system of record.

Of course if you are looking to implement the entire HCM suite of SuccessFactors it makes sense to have Employee Central as your core HRIS but send data back to SAP to be picked up by Benefits and Payroll. You must also look to simplify your integration points.

 

 

Comment From Vincent Alvarez

Thanks Amy, will we see vacant positions in SF to use in RX requisitions?

Amy Grubb:

Hi Vincent, this integration is in the works but not available yet. Its definitely on the roadmap though.

 

 

Comment From Vincent Alvarez

If I have Employee Profile in place, then I get Employee Central. What happens to the EP?

Amy Grubb:

Hi Vincent, EP doesn't go away, its still there and is just another sub tab under Employee Files along with Employment Info, Compensation Statement, etc.

 

Comment From Keith

How many countries are supported for Employee Central Payroll which is a cloud offering of payroll for Employee Central

Luke Marson:

There are 23 countries supported at present and more will be added. There is a list here, which is updated periodically:

 

Comment From Vincent Alvarez

I have a recruiting question. Is there an org chart that RX bases its position requisitions from? And if there is, is it the Org Chart in EP?

Amy Grubb:

Vincent, with regard to your question about seeing vacant positions in an org chart, you can see vacant (TBH) positions in the Succession Org Chart (SOC) and from there link directly to Recruiting to open a requisition. See my response a few minutes ago with regard to the integration between open positions in HCM creating requisitions in SFSF.

 

Comment From Manuel

Is EC including MDF already mature enough to replace SAP HCM as core HCM system?

Jyoti Sharma:

Hi Manuel, The MDF in Employee Central provides a lot of extensibility to the solution, the short answer is Yes but a lot depends on how involved is the SAP HCM system implemented at the customer.

There are quite a few points where customers will have to make design decisions if they are looking to rip SAP and replace with Employee Central. For example, Employee Central currently does not support separate number ranges for OM objects. Things like that have to be taken into consideration.

 

Comment From Vincent Alvarez

What happens to the employee profile when the employee is terminated? Is the profile delimited but still visible in the org chart with status terminated or something?

Amy Grubb:

Vincent, when an employee is terminated their status in SFSF is made inactive and they are no longer visible in EP, org chart, etc.

 

Comment From SK Mohanty

Does SF have Benefit Open Enrollment module?

Jyoti Sharma:

Hi SK, SuccessFactors does not have Benefit Open Enrollment module. If you are implementing Employee Central then you need to use Benefits Focus for maintaining your benefits. There is delivered integration between Benefits Focus and Employee Central.

Comment From SK Mohanty

Thank you!

 

Comment From Guest

Is there any technical involved like schema or PCR in PY in SF?

Jyoti Sharma:

Hello Guest, Payroll in SuccessFactors or Employe Central Payroll as it is called uses the same payroll driver that you would use in on-premise payroll so from a payroll configuration perspective you will be dealing with the same schemas and PCRs as you would have done in on-premise payroll. Important to note is that SAP Payroll consultants transitioning to Employee Central payroll actually have no change from a skill set perspective.

 

Comment From Matt

What SuccessFactors and SAP ERP HCM features can help me best identify and nurture talent across far-flung teams in Europe, Asia, and the Middle East?

Amy Grubb:

Hi Matt, I would recommend Employee Profile, Goal Management and Performance Management, Succession and Development. These are all great tools to foster talent management.

 

Comment From Guest

Comment for Luke: currently we are using 4 different interfaces but now want to have them integrated. the data mapping used for interfaces follows rules for SF data mapping other than that, what else is required?

Luke Marson:

If you already have 4 interfaces then you will have all of the prerequisites in place for remaking these mappings with a middleware integration technology. You should just consider whether you want integration to be (near) real-time or not and what impact this would have on other processes (e.g Payroll if it is Compensation that you are integrating).

 

Comment From Rekha

Are you planning to work on the specific modules like PM/GM and work on individual books?Which are in pipeline?

Amy Grubb:

Hi Rekha, there certainly is more than enough to talk about in a book on each module! If you are interested in more SFSF titles, I would recommend communicating that to SAP Press so they know there is interest.

 

Comment From Arvind

What will be the recommended approach for Interfacing SAP (on Premise) & SF (and Vice versa)? Are there any existing tools available from SF or 3rd Parties?

Amy Grubb:

Hi Arvind, please refer to the integration questions answered earlier in this chat for approaches and tools on integration.

 

Comment From Rekha

What are the most common challenges faced after implementing SF?

Jyoti Sharma:

Hi Rekha, some of the challenges faced after implementing SuccessFactors.

1. Ramping up your business folks to maintain the system since a lot of it might have been done by the IT folks.

2. Data inconsistencies are highlighted. You may not have known the data inconsistencies in your legacy system but SuccessFactors Employee Central has the Admin Alerts tile that generates all the data inconsistencies, and often customers blame the new system but it is an opportunity for you to manage your data better

3. I have seen customers not welcoming the Profile Completion wizard from a cultural perspective, good thing is you can turn it off

4. Change Management is a huge one to tackle based on your organizational culture, SuccessFactors allows you to give autonomy to your employees but many organizations are not comfortable with it and do not realize the ROI from the Cloud investment.

 

Comment From Kir Chen

Cloud / SaaS solutions are typically cheaper compared to on-premise (strictly talking about licensing and implementation cost) of similar complexity. Based on your experience, in what factor (in terms of x%) can we expect the cost difference be ?

Amy Grubb:

Hi Kir, I don't have specific license pricing information to compare SFSF to HCM, however I can speak to the implementation costs. Because the timelines are greatly reduced to implement SFSF modules, you can expect to see the implementation costs also reduced. How much will depend on organization size, project complexity and timeline and implementation partner. But if you think about a Performance Mgt project going from 9-12 months down to roughly 12 weeks, you can imagine the cost savings. And I should mention that SFSF projects typically do not require 40 hrs/week by consultants.

 

Comment From Karolina

Is it possible in Success Factors to change the Global ID (Global pers no) of employee after a while? Say, data has been loaded to SF and employee got no 1, but after a while for some reason his unique number should be changed to 678.

Jyoti Sharma:

Hi Karolina,

Unfortunately once an employee has been loaded with a Personal ID in SuccessFactors it is not possible for customers or partners at this time to purge it.

You will need to contact SuccessFactors Customer Success team for support..They run the purge script which deletes the employees from your system and you can load them again with new Personal ID.

 

Comment From Jouhar

How the hybrid model (on-premise HCM & SF) talent management works? what is the master data flow direction?

Luke Marson:

Assuming that you are talking about a hybrid model where Employee Central is not used, employee data needs to be sent to SuccessFactors from SAP HCM. Employee data is not required to be sent back to SAP HCM and you can use the SAP Add-on to transfer this basic data from SAP HCM to SuccessFactors. All of SAP's Add-on's are designed to have data transfer initiated from SAP.

The overall data flow will depend on which modules you are integrating and what data you need to send back to SAP HCM from SuccessFactors. For example, you might not need to send the Performance rating from Performance & Goals to SAP HCM if you don't use it in other processes.

 

Comment From John

Can you offer some pros and cons and/or scenarios where it makes sense to go hybrid on-premise/cloud versus full cloud?

Amy Grubb:

Hi John,

This is really an involved question and, of course, the considerations are customer specific.

However, I advise my SAP clients to think about what modules they do not have in HCM, or the modules that are not user-friendly or do not adequately support their business process and go from there.

Often I see SAP HCM customers haven't implemented Performance Management or Enterprise Compensation in HCM, so these are good candidates for SFSF because the functionality and user-friendliness of these modules is so much greater than in HCM. Also, Succession is a module I don't see implemented a lot in HCM and the functionality in SFSF is tremendous, so that one is a no-brainer for me!

It’s really a matter of where the customer pain points are, what modules are already in place or there is no system currently supporting the process.

 

Comment From Guest

IS SuccessFactors going to replace SAP/HCM core component or specific on the Talent Management?

Luke Marson:

No, SAP will not replace core HR with Employee Central or their on-premise Talent Management suite with SuccessFactors. However, SAP's investment will now be the SuccessFactors suite instead of on-premise Talent Management (with exception of e-Recruiting as part of the Customer Connection program).

 

M.S. Hein:

Thanks to Keith, who posted a question about the availability of Amy, Luke, and Jyoti's new SAP PRESS SuccessFactors book at SuccessConnect. There will be a limited number of copies available at SuccessConnect, and e-book and print versions are available now at http://store.sapinsider.wispubs.com.

 

Comment From Sandy McCann

We are new to SAP and are just getting started. We have one consultant with prior SAP ecperience but not SF or EC experience. What portions of SAP are replaced (if that is the word) when using SF and EC? Also is the integration of that data actually interfaced to SAP or is it shared through a link to SAP. Again, not sure of the terminology but we are looking for information on the integration.

 

Jyoti Sharma:

Hi Sandy, I think I understand your question, let me know if you have a follow up. Employee Central is the SuccessFactors core HRIS system so EC is not different from SF. If you already have a SAP on-premise then having the SAP consultant will help. You will need a consultant that has SuccessFactors Employee Central experience as there are parts of configuration for both systems. The data is interfaced through Dell Boomi middleware. If you have further follow-up feel free to send me an email at jyoti.sharma@us.epiuse.com.

 

M.S. Hein:

Thank you, again, Amy, Luke, and Jyoti for answering our questions today. Have a great weekend, everyone.

Luke Marson:

Thanks for hosting us Margaret. Readers can contact me on luke.marson@us.epiuse.com  if they want more information or want to speak to me about implementation services

 Amy Grubb:

Thank you to Margaret and Kristine for coordinating this. I always enjoy discussing SFSF! Feel free to contact me for more information at amy@cloudcpi.com

 Jyoti Sharma:

Thanks all! Feel free to reach out with further questions at jyoti.sharma@us.epiuse.com.

 

M.S. Hein:

I want to thank everyone for joining us.

For more on the authors’ new book, you can read an excerpt from SuccessFactors for SAP ERP HCM, now available in a special download on  SAPexperts’s HR hubclick here for a free excerpt from Chapter 10.

For full details about the book, please visit the SAPinsider Store.

You can also listen to the authors’ recent podcast  and read Luke’s SAPexperts in-depth report here: “SuccessFactors and SAP: An Overview.


Moderated by M.S. Hein, SAPexperts HR hub editor

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COMMENTS

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San_ntpc

3/12/2015 4:57:28 AM

I need to send an output file to another system. The file need to be pipe delimited, but SF has option only as CSV. Is there a way we can get pipe delimited file. Can we get a UTF+8 format file from SF.


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