Implementation Tips for SuccessFactors Onboarding
- by Venki Krishnamoorthy, Independent SAP ERP HCM Functional Consultant
- January 30, 2017
Discover valuable tips to use during a SuccessFactors Onboarding implementation. These tips can help companies that are currently running Onboarding maintain their application. Companies that are newly implementing Onboarding can use them to more effectively and efficiently make use of Onboarding.
Reading this article, you will learn how to:
- Complete the basic configuration required in Onboarding
- Configure custom processes to support your company’s requirements
- Configure custom panels and add advanced conditions to them
- Configure user sync and permission sync reports
is an Internet-based system that compares information from the US Federal Form I-9
Employment Eligibility Verification form to records of the Department of Homeland Security, Social Security Administration, and Department of State to confirm that the potential employee is authorized to work in the United States.
SuccessFactors Onboarding can be integrated with SuccessFactors Recruiting to enable transfer of data of the pre-hired candidate(s) from Recruiting Management to Onboarding. With this integration, recruiters do not have to re-enter the pre-hire candidate data (such as name, email, organization details, and offer details) that are already available in Recruiting Management.
SuccessFactors Onboarding can also be integrated with SuccessFactors Employee Central or SAP ERP HCM. With this integration, the pre-hire details such as direct deposit data, Equal Employment Opportunity (EEO) data, emergency contacts, and family details can be transferred from Onboarding to Employee Central or SAP ERP HCM. When the data is transferred to Employee Central or SAP ERP HCM, the hiring action can be completed in that application.
Onboarding helps companies make the onboarding process efficient—the pre-hire can e-sign the required paperwork directly in Onboarding. In countries where Onboarding is currently available, the compliance-related paperwork can be completed directly in Onboarding.
On-boarding is a pain point in the HR administration process. During a manual onboarding process, HR administrators often have difficulty keeping track of the new-hire paperwork as it goes from department to department, and stage to stage. This includes the hiring manager for the day-one activities, to payroll (for the required paperwork to add the new employee to payroll), to ensuring that the required paperwork is submitted for compliance purposes, and, finally, to setting up the required work space for the new employee. SuccessFactors Onboarding tries to mitigate these pain points by automating the process, as well as providing integrations to SuccessFactors Recruiting, Employee Central, or any other HRIS application.
More and more companies are implementing SuccessFactors Onboarding, including may non-SuccessFactors customers. Despite this, I have seen many Onboarding implementations put on hold due to inexperience and bad consulting practices. This article serves as a quick reference guide for companies and implementation teams about the best way to successfully manage your Onboarding implementation project. I provide a quick introduction to Onboarding and the preparations required for an Onboarding implementation, including typical timelines for local (US) and global rollouts, the pre-day1 activities, and the cut-over for a go-live. I also show how to customize and translate panels.
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