An Introduction to Position Management in SuccessFactors Employee Central
- by Jyoti Sharma , Senior Solution Architect and Vice President, Consulting & Services Cloud HCM, HRIZONS
- February 27, 2015
Learn the salient features of Position Management in SuccessFactors Employee Central and why it is important. Explore various use cases that make it a critical piece to establish an effective core HRIS. Employee Central Position Management helps create jobs and positions that help businesses better define their business needs. Learn how the Position Management feature helps companies to integrate their workforce recruiting strategies and plans for succession and career development to create a suitable talent pipeline.
Reading this article you will:
- Learn about the basic concept of Position Management in SuccessFactors Employee Central
- Learn about the criticality of Position Management for your business
- Gain an introduction to some of the most important features of Position Management
- Learn tips and tricks to use when implementing Position Management
The Position Management feature of SuccessFactors Employee Central enables companies to manage and track positions to meet their business requirements. Companies can configure positions to store the required information, such as job descriptions that are linked to positions, and any other organizational entities that are key (such as the department or division to which the position belongs). Position Management is integrated with other products in the SuccessFactors HCM suite. For example, requisitions for To-Be-Hired positions with the relevant information can be opened in Recruiting Management. Position Management is also integrated with Succession Management, enabling the creation of succession plans on the existing position hierarchy.
I explore the importance of the Position Management feature of SuccessFactors Employee Central and the various use cases that make it a critical piece to establish an effective core HRIS. Today’s business environment of growth and steep competition requires companies to constantly enhance their people-management strategies. Position Management helps create the foundation that serves as the fulcrum, enabling companies to operate with flexibility from a budgetary and operational perspective. Position Management empowers companies to create jobs and positions that define their business needs better. This, in turn, allows companies to integrate the workforce recruiting strategies and plans for succession and career development with Position Management to create an adequate talent pipeline, while helping employees to stay skilled to fulfill a myriad of roles in the organization. This is especially true for organizations that strive to build a strong talent pool and focus on the KSAOC concept (e.g., Knowledge, Skills, Abilities, and Other Characteristics) to hire, reward, and retain the right people.
Learn more details around the Position Management functionality delivered with SuccessFactors Employee Central and the various factors that make Position Management a critical gap that needs to be filled by businesses. In addition, I address the confusion caused by the terms job and position, and explain the critical differences between the two. First, here’s an overview of how and why businesses should consider using Position Management.
A Business Perspective of Position Management
It is becoming apparent that today’s business demands multi-skilled talent and the required skills are constantly changing and evolving in the dynamic and competitive environment businesses operate in today. This competitive environment creates a need for companies to clearly define their business needs for talent. This in turn requires them to clearly understand the roles and responsibilities and areas of expertise that will fulfill these roles and responsibilities. Therefore, companies need a mechanism to sharpen the definitions of the responsibilities that their employees are expected to fulfill. With these responsibilities comes the challenge of defining adequate skill and competency requirements, providing adequate career development and succession planning support and coming up with that magic compensation number for rewarding and retaining talent.
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