Compensation:
Compensation is provided to employees of an organization rewarding them in the different aspects of progress made in their work towards achieving the goals and other stages during the tenure of their job. This isfurther classifiedinto :
- Spot awards
- Base Pay, Short term incentive, Long term incentive
- Calibration for Compensation
- Spot Awards :
Compensation that is made for a specific contribution - Base Pay, Short term incentive, Long term incentive :
Compensation worksheets are used to permit multiple compensation components like merit plan, promotion, short term incentives, long term incentives etc. Compensation is governed by several factors like performance rating, position, job level, paygrade etc. The factors can also result in auto calculated hikes.
Goal based Payouts are determined by target metrics to actual results displayed by the employees. This supports integration with Performance management to track the team & individual goals.
Prorated bonuses have the option where the employees can change their bonus plan participations. Short term incentive modeling are done through forecasting models which require considerations of threshold minimums, caps & bonus guarantees.
There are features for generating reports for Pay for Performance, Budget Rollups, Exceptions, Discrimination and Legal Compliance, Employee Details& supports multiple currencies for compensation forms.
There is capability for records storage & generating reports for audits by company executives.
• Calibration for Compensation
There are various metrics like charts, bin & grid views to see the employee ratings, pay & measure the distribution goals versus actual distributions.
Employee Central:
This is the central data record for all the employees of an organization which has the below key features :
- HR Transactions
- New Hires and Onboarding
- Changes and Transfers
- Position Management
- Time Off
- Payroll Time Sheets
- Reporting, Compliance and Auditing
- Integration & Extensibility
HR Transactions:
There is access to update and view employee information based on the security permissions for the both the employees and managers. Transactions can be tracked during any level on the workflow and there are org charts to understand the hierarchy better. Org changes on a mass level can be performed & notifications are given for any changes in the status of employees.
New Hires & Onboarding:
Information on new employees such as work demographics, employee type, immigration status, SSN& employee history can be captured from SF & new hire information is tracked by integration with recruitment management.
Changes & Transfers:
Detailed information can be tracked on the changes for employee status, transfer, dates, leave of absence, promotions & terminations and also supports transfer arrangements between other countries for employees.
Position Management:
This facilitates the situation where the employee can be filled in case of their absence by planning the relationships between the successor and incumbents. Employee Central configures the rules for the vacant position by determining the approvals & application processes and data for new hiring process is pushed into the system by the recruitment management. EC can manage the org structure for reporting within tables & tracking of vacancies and events associated with this position.
Time Off:
Management of the days or time the employees could take as leave and providing options for employees to request for leave. Workflows are designed for approving or declining the absence requests.
Payroll Time Sheets:
Features the ability to record the time worked by the employee and calculating the overtime based on certain rules set by the org. Employees are allowed to enter time to their respective cost centers &there are approval workflows configured for the timesheet.
Reporting, Compliance &Auditing :
Different types of reports are generated based on the HR needs and they could be customized with Online report designer. These reports can be shared depending on the security permissions and run for specified date ranges. Audits performed on different users and ensuring that they meet the compliance with government regulations.
Performance and Goals :
Goal Management:
This process helps in managing the goals aligned to employees by assigning & measuring them at an org level. There is specific guidance provided to the staff through SMART method and the objectives are clearly highlighted through workgroups. The progress of all the goals are monitored by the managers and there is proper visibility on all of them.
Performance Management:
Performance needs to tracked for all the employees for their quality of work discharged in their respective companies. This helps in rewarding them and also deciding their existence in the organization. This is materialized by having the managers provide valid feedbacks & through detailed reviews. The reviews are checked by legal team for any inappropriate language and notifications send to employee for not missing any reviews. There are ways to rate the employees by stack rankers, dynamic, side by side team views & analytics to give an insight on the overall performance of the workforce.
360 Degree Reviews:
These reviews aid in getting the feedback of employee performance from the entire team & the data is collected on a quantitative & qualitative basis. The raters are provided with meaningful information and hidden strengths of staff.
Calibration /Continuous Performance Management:
This tool helps in giving a detailed view of the employee performance from different sources like performance, compensation, succession& talent profile to measure their ratings. GUI interface is used for this purpose & there are simple charts that can be visualized for calibration. In continuous performance management there is are ongoing reviews with managers tracking the real time work status and having goals linked to the goal plan. Achievements can be viewed on an adhoc basis & there are notification triggers and training for employees.
Recruiting Management:
The different stages handled during the recruitment process is managed in this system.
Requisition Management:
Process of creating a new requisition with the required job codes, customer defined fields and independent URL for candidate’s to apply directly on to the careers site. The workflows for requisition approvals are configurable & there are user permissions for the fields that can be edited.
Candidate Management:
There are external career sites made available for candidates with job alerts to apply for open jobs and they are linked to corporate careers website. Workflows can be setup for application process with email notifications, candidate facing labels & applicant data with multiple actions performed at the same time. Templates for emails communicating to candidates can be customized. Assessments can be made on candidates with prescreening questions & competency ratings. Certain job requirements that needs social collaboration on interviewing candidates can also be created as part of selection process.
Candidate / Resume search:
Candidate search options are provided with Boolean criteria and wizard style search builders. The applicants can be tagged with customized attributes.
Mobile Recruiting :
This capability is a handy way of accessing requisitions and approving offers through mobile phones by the users with the required permissions. Interviewers can rate candidates based on competencies associated to the job.
Recruiting Reporting / Analysis & Third Party Integration:
There are various kinds of reports for recruiting available in this system namely standard reports, Ad hoc reports, Custom reports & audit trail reports. System can beintegrated to other third party systems for assessments, background checking & job boards.
Learning Management System / Content Management:
This provides the different ways of provisioning learning methods to employee’s. Learning tasks can be automatically assigned to staff depending on the job title, location & verification process is done through e-signatures as per FDA regulation. Training courses can be launched used WebEx, Skype & Adobe and there are tests, surveys &complex approval processes for course enrollments. There are integrations to external vendors for searching learning catalogs and the training programs could be supported by mobile devices. LMS Content Management includes 25 GB of storage as part of customers subscription to SAP & there are additional fees for premium management.
Workforce Analytics&Planning :
Workforce Analytics :
These analytics helps in decision making by helping companies find solutions to the workforce challenges. This can be achieved by increasing the delivered core workforce & mobility metrics. For detailed analysis there are additional metric packs for analyzing the HR, talent management, business functions and several others as well. There are other features to view the trends, information on the quick card details and actions that can be taken directly. The headline feature will display issues so that alerts can be set up to managers with recommendations. There are reports generated for specific issues too as aging, diversity, low tenure termination & workforce generations. Different analytical tools like built-in benchmarks, scatter plots, data highlighting, significance testing, predictive models, and career trajectory help to identify critical workforce issues.
Workforce Analytics Reporting
Reporting is carried out by Online report designer and are generated /published in PDF, Word, or Power Point. Reports are scheduled to run at specific times to automate email distribution to users. There are filters to narrow the search to location, gender & job title.
Workforce Analytics Security
Security features are available in SuccessFactors system which controls the access of Admin tools menu, Query workspace & other analysis options that users could use.
Workforce Planning
Planning helps in making the decisions in selecting the workforce with the right skills & cost. This is accomplished through analysis methods like strategic & risk analysis which plans for the future state workforce scenarios and identifies for any critical resource gaps. This cost modelling would help in reducing the risks &financial issues. Different strategies that helps organizations for workforce planning can be accessed from best practice strategy banks & also by following guides & templates.