Does SAP SuccessFactors Really Improve your Business

The HR Cloud solution from SAP named SAP SuccessFactors has proven to be a boon for organizations buckling under the enormous load of HR Processes within the enterprises.

Ever since SAP acquired SuccessFactors in 2011, SAP has led the race to turn into the leader in Cloud Business Applications worldwide. As of today, well over 60 industries and over 40 million users spanning an astounding total of 177 countries are benefitting from the various functional aspects of this amazing application. SuccessFactors enables enterprises to transform Business strategies which can be assessed using measurable results. It also enhances internal transparency coupled with employee motivation. Its main function however is to simplify HR processes.

SuccessFactors includes multi-pronged modules which spans

  • HR primary processes
  • Talent management
  • Analysis
  • Social collaboration

It is important to note that every module, while completely integrated based on pre-set standards, can also be used as standalone features. Organizational customers can select a particular integration scenario that has been standardized to build solution infrastructure and landscape.

SAP SuccessFactors Overview

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Given below are the various areas in an enterprise which needs SAP SuccessFactors implementation.

1. Primary HR Processes

All HR solutions are created to be flexible and expandable while also satisfying local and global regulations. The main HR solution in SuccessFactors is named Employee Central.

SuccessFactors has been created to support HR transactions and processes through various locations acting as a global data system. Such a system will be implemented using a standard approach but including provisions for customization for individual customer needs.

Cloud-based payroll accounting is a fully integrated option within Employee Central which is accessible in over 22 countries.

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2. Talent Management

This Suite also provides solutions ranging from recruitment and promotion, right till retirement with content that is comprehensive including competency and target libraries. It will also include job descriptions, all of which will aid in making HR processes transparent and in the end orienting enterprise Business strategies. Enterprises can leverage the Recruiting Management feature which enables the organization to manage position requests, accompanying descriptions and applicants through the Cloud which will be independent of geographical location.

Learning

Every company looking for success in the marketplace must always prioritize learning within the organization and help its employees enhance their knowledge on a regular basis. SuccessFactors Learning aids the administration of learning content along with tracking of employee results.

Learning Management System

SuccessFactors LMS enables people to administer trainings both inside and outside the organization coupled with presentations and more. Also made possible would be test development with all such learning efforts directed at common learning objectives. One will be able to instruct learning content in an individual or group setting through the use of standard formats like SCORM and AICC.

iContent

Enterprises will be enabled to save their learning content within the Cloud as Content-as-a-Service (CaaS).

3. Analysis

HR-Analysis

Enterprise success usually boils down to accurate reporting in most scenarios, with reporting acting at least as a precursor to organisational success. SuccessFactors HR Analysis provides enterprises with a basis using which the analysis of essential factors can be executed along with anticipating and pre-emptively solving any issues that may arise.

Workforce Analytics

This provides enterprises with a massive collection of well over 2000 benchmarks, metrics and best practices that can be used for assessment and orientation. One can contrast existing employee data with the strategic plan in place to find out the HR changes that are needed to meet desired HR goals. All this can be done with great precision and accuracy.

Workforce Planning

Decision Makers within the enterprise involved in strategy based decisions often use “what if” scenarios to ascertain what profiles will be needed and what qualifications that the existing employee workforce actually brings to the table.

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4. Social Collaboration

Social Collaboration – SAP Jam

Using this, enterprises can get a platform for internal company network needs. This can even be connected with partner or customer networks for purposes of information sharing. Groups can be setup for accelerated document and video sharing such sharing can also include common interests. This feature can also be built for restricted access in the scenario that only the HR department should retain access. Employees within the enterprise will be able to connect and construct an internal network.

 Conclusion

The above features that have been listed are comprehensive in nature, and span every HR Function within an enterprise irrespective of size. As observed, Enterprise success can be virtually assured with the use of this amazing software suite form the house of SAP.

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