Key Considerations for Establishing a SuccessFactors Employee Central Global Template
- by Mark S. Jackson, HCM Senior Manager, Accenture
- March 19, 2014
Learn the decisions that need to be made and the strategic planning that needs to take place when defining a SuccessFactors Employee Central global template for a global project. This article helps project teams by outlining and discussing the key considerations and leading practices for creating a SuccessFactors Employee Central global template that can be leveraged from the start of the project to the end.
Reading this article, you will learn how to:
- Effectively articulate what a SuccessFactors Employee Central global template is and how it benefits a project
- Learn about the key deliverables that project teams should create as part of a SuccessFactors global template for Employee Central
- Gain insight to leading practices and lessons learned around creating and managing a SuccessFactors Employee Central global template
Defining a SuccessFactors Employee Central global template up front helps document and rationalize the key decisions and sets the guiding principles for the design and overall solution of the implementation. Defining a global template is not just related to configuration, but also impacts such items as business process flows, system integrations to and from Employee Central, and reporting.
Whether a company is implementing SuccessFactors Employee Central globally in one large big-bang or in a more gradual roll-out for different countries, businesses have several key considerations to evaluate at the beginning of their design to ensure that the overall solution is initially set up with a strong foundation and that guiding principles are in place throughout the implementation. They need to decide, for example, what data is required about employees and how the organizational structure will support a global model.
Many companies that implement SuccessFactors Employee Central at the global level don’t realize the major benefits of designing a global template up front, which helps set common standards for a solution and determine when to localize. In addition, many companies take the risky path of localizing the employee data too much by country and not setting firm data standards and commonalities to be used within SuccessFactors globally. By following this approach, project teams are hindered by not having global or standardized reporting and common processes. As a result, the implementation is more costly and difficult to support after go-live. In addition, with a global approach to the solution, training and support is much more simplified as less regional or local support is required.
As a company begins a global SuccessFactors Employee Central implementation, several crucial decisions need to be made, such as how to design the overall global standards, what employee data to localize and how to do it, how to keep interfaces and reports in scope, and finally, what key design principles need to be considered (for example, is position management in scope and what languages are supported in the system). After everyone is in agreement, project teams have the foundation to start defining the overall solution. Once the solution design is complete, the global template for the SuccessFactors Employee Central is defined and communicated to all the appropriate people, thus setting the standards for the initial roll-out and all future roll-outs.
Would you like to see this full item?