Critical Design Considerations for Organizations Deploying SAP SuccessFactors Recruiting Management, Onboarding, and Employee Central

  • by Paul Rose, Product Center of Excellence Manager for SuccessFactors Employee Central, Aasonn
  • Leanne Goplen Zabriskie, Center of Excellence Manager for SAP SuccessFactors Recruiting and Onboarding, Aasonn
  • November 1, 2017
Learn how to analyze some crucial design implications for companies deploying three pivotal SAP SuccessFactors solutions: Recruiting Management, Onboarding, and Employee Central. These guidelines provide your implementation team with best practices to use as a guiding tool for impending deployments.
Learning Objectives

By reading this article, you will:

  • Learn how your organization can save rework in configuration in one or all three areas—Recruiting Management, Onboarding, and Employee Centralby consistently designing the integration of these solutions
  • Understand not only the configuration options but also the data dependencies within this system process flow
  • Realize the significance of cross-functional cooperation and communications between workstreams
  • Gain insights on which is the best order for implementing these solutions

 

Key Concept

The SAP SuccessFactors solution effectively allows organizations to source, hire, and onboard new talent with its sophisticated cloud technology. It is crucial that companies make the correct design decisions for the system to be sustainable in the long term.

 

Are you preparing to implement the “big three” modules in the SAP SuccessFactors suite? Implementing Recruiting Management, Onboarding, and Employee Central can yield benefits to an organization. You have all your hiring and employee data in one system. However, you need to carefully consider some points to make sure you get the most benefit out of these integrated modules. Integrating data correctly across these modules will prevent lots of rework and make the system much more friendly to your end users.

Many organizations are implementing these three SAP SuccessFactors solutions, Recruiting Management, Onboarding, and Employee Central, in a siloed fashion. The siloed model for the implementation design results in much of the initial design work needing to be redone to synchronize the process. Decisions made in one area for configuration directly affect the overall system flow of the three modules. We provide you with an informative guide for minimizing the risks associated with this kind of multi-module implementation.

 

Paul Rose

Paul Rose is a Product Center of Excellence Manager for Employee Central at Aasonn (www.aasonn.com). He is the global subject-matter expert for Aasonn and is responsible for ensuring best practice Employee Central implementations on a global scale. Paul has a degree in Business (BComm) as well as an MBS in HR. You can follow him on Twitter @paulrosehcm.

 

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Leanne Goplen Zabriskie

Leanne Goplen Zabriskie is Aasonn’s Center of Excellence Manager for SAP SuccessFactors Recruiting and Onboarding. She is an experienced consultant, passionate about process design and implementation. She brings her experience as a recruiter and recruiting manager to her role, as well as her system’s expertise, primarily with SAP SuccessFactors and Taleo. As a subject-matter expert for Aasonn, she is responsible for best-practice recommendations and consultant education. She has spoken at conferences and events, most recently SuccessConnect 2016 in Vienna.

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Comments

11/21/2017 12:23:52 AM
Thomas Joseph

Hi,
I am Thomas Joseph and SF Consultant. At the very outset I would like to appreciate for the steps that you have taken in bringing out this article.
Nevertheless, I would like to question some of the ideas that are mentioned in this article.
1. The Limitations of the Systems: "Employee Central offers extensive country-specific capabilities. However, this functionality is not supported in Recruiting". Is this really true? In my opinion its not the case. When we see it as an integrated solution, EC Position management passes the date to RCM. The Succession DataModel and Corporate Data Model is the determining factor for Counter specific Integrations.
In all certainty, from Version 1481 RCM is supported Counter Specific Solution.
Since, the JRDM fields through the Business rule draws the field data from Position Management, it should not be considered as a limitation.
I am okay to discuss further. Here is my email. thomasj.saphr@gmail.com or thomas.joseph@renewhr.com
11/21/2017 12:23:39 AM
Thomas Joseph

Hi,
I am Thomas Joseph and SF Consultant. At the very outset I would like to appreciate for the steps that you have taken in bringing out this article.
Nevertheless, I would like to question some of the ideas that are mentioned in this article.
1. The Limitations of the Systems: "Employee Central offers extensive country-specific capabilities. However, this functionality is not supported in Recruiting". Is this really true? In my opinion its not the case. When we see it as an integrated solution, EC Position management passes the date to RCM. The Succession DataModel and Corporate Data Model is the determining factor for Counter specific Integrations.
In all certainty, from Version 1481 RCM is supported Counter Specific Solution.
Since, the JRDM fields through the Business rule draws the field data from Position Management, it should not be considered as a limitation.
I am okay to discuss further. Here is my email. thomasj.saphr@gmail.com or thomas.joseph@renewhr.com
11/21/2017 12:23:26 AM
Thomas Joseph

Hi,
I am Thomas Joseph and SF Consultant. At the very outset I would like to appreciate for the steps that you have taken in bringing out this article.
Nevertheless, I would like to question some of the ideas that are mentioned in this article.
1. The Limitations of the Systems: "Employee Central offers extensive country-specific capabilities. However, this functionality is not supported in Recruiting". Is this really true? In my opinion its not the case. When we see it as an integrated solution, EC Position management passes the date to RCM. The Succession DataModel and Corporate Data Model is the determining factor for Counter specific Integrations.
In all certainty, from Version 1481 RCM is supported Counter Specific Solution.
Since, the JRDM fields through the Business rule draws the field data from Position Management, it should not be considered as a limitation.
I am okay to discuss further. Here is my email. thomasj.saphr@gmail.com or thomas.joseph@renewhr.com
11/21/2017 12:23:15 AM
Thomas Joseph

Hi,
I am Thomas Joseph and SF Consultant. At the very outset I would like to appreciate for the steps that you have taken in bringing out this article.
Nevertheless, I would like to question some of the ideas that are mentioned in this article.
1. The Limitations of the Systems: "Employee Central offers extensive country-specific capabilities. However, this functionality is not supported in Recruiting". Is this really true? In my opinion its not the case. When we see it as an integrated solution, EC Position management passes the date to RCM. The Succession DataModel and Corporate Data Model is the determining factor for Counter specific Integrations.
In all certainty, from Version 1481 RCM is supported Counter Specific Solution.
Since, the JRDM fields through the Business rule draws the field data from Position Management, it should not be considered as a limitation.
I am okay to discuss further. Here is my email. thomasj.saphr@gmail.com or thomas.joseph@renewhr.com
11/21/2017 12:23:03 AM
Thomas Joseph

Hi,
I am Thomas Joseph and SF Consultant. At the very outset I would like to appreciate for the steps that you have taken in bringing out this article.
Nevertheless, I would like to question some of the ideas that are mentioned in this article.
1. The Limitations of the Systems: "Employee Central offers extensive country-specific capabilities. However, this functionality is not supported in Recruiting". Is this really true? In my opinion its not the case. When we see it as an integrated solution, EC Position management passes the date to RCM. The Succession DataModel and Corporate Data Model is the determining factor for Counter specific Integrations.
In all certainty, from Version 1481 RCM is supported Counter Specific Solution.
Since, the JRDM fields through the Business rule draws the field data from Position Management, it should not be considered as a limitation.
I am okay to discuss further. Here is my email. thomasj.saphr@gmail.com or thomas.joseph@renewhr.com

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