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SAP SuccessFactors Talent: Volume 1

A Complete Guide to Configuration, Administration, and Best Practices: Performance and Goals

  • 2021
  • Buch
Verfasst von
Susan Traynor
Michael A. Wellens
Venki Krishnamoorthy
Verlag
Apress
Enthalten in
Springer Professional "Wirtschaft+Technik"
Springer Professional "Technik"
Springer Professional "Wirtschaft"
insite
SUCHEN

Über dieses Buch

Werfen Sie mit diesem vollständigen Leitfaden zu Konfiguration, Administration und Best Practices einen vertieften Blick auf die Talentmodule von SAP SuccessFactors. Diese zweibändige Serie folgt einer logischen Weiterentwicklung der SAP SuccessFactors-Module, die so konfiguriert werden sollten, dass sie eine umfassende Talent-Management-Lösung abschließen. Die Autoren führen Sie durch voll funktionsfähige einfache Implementierungen in den primären Kapiteln jedes Moduls, bevor sie in den folgenden Kapiteln in fortgeschrittene Themen eintauchen. Im ersten Band beginnen wir mit einer kurzen Einführung. Die nächsten beiden Kapitel springen in den Talent Profile und Job Profile Builder. Diese Kapitel legen die Strukturen und Daten fest, die in den verbleibenden Kapiteln verwendet werden, die jedes Modul detaillieren. In den folgenden acht Kapiteln werden Sie durch den Aufbau, die Verwaltung und Verwendung eines Zielplans im Modul Zielmanagement sowie durch Leistungsformulare im Modul Leistungsmanagement geführt. In zwei weiteren Kapiteln werden Performance-Themen mit der 360-Form und kontinuierliches Performance-Management behandelt. In den nächsten beiden Kapiteln werden wir uns dann mit der Konfiguration des Kalibrierungstools und der Einrichtung von Kalibrierungssitzungen befassen, bevor wir einen kurzen Schluss ziehen. Innerhalb jedes Themas streift das Buch die Integrationspunkte mit anderen Modulen sowie die Internationalisierung. Die Autoren geben auch Empfehlungen und Erkenntnisse aus der realen Welt. Nachdem Sie das Buch abgeschlossen haben, werden Sie verstehen, was eine vollständige SAP SuccessFactors Talent Management-Lösung umfasst und wie jedes Modul darin konfiguriert, verwaltet und verwendet wird. Sie werden: · Entwicklung maßgeschneiderter Talentprofilportlets · Integration des Job Profile Builders in die SAP SuccessFactors Talentmodule · Einrichtung von Sicherheits-, Gruppen- und Teamzielen im Zielmanagement mit BeispielXML · Konfigurieren und Starten von Leistungsformularen einschließlich Bewertungsskalen und Routenkarten · Konfigurieren und Verwalten des Kalibrierungsmoduls und seiner Best Practices
Mit KI übersetzt

Inhaltsverzeichnis

Frontmatter
Chapter 1. An Introduction to SAP SuccessFactors Talent Modules
Abstract
Welcome to SAP SuccessFactors Talent! SAP SuccessFactors is a grouping of cloud-based modules across a common platform that spans the entire realm of HCM data storage, management, and reporting. Modules include Employee Central (EC) which acts as a core Human Resources Information System (HRIS), Onboarding (ONB), Learning Management System (LMS), Recruiting (RCM/RMK), Analytics and Planning (WFA/WFP), Compensation and Variable Pay (CMP/VarPay), and Jam, as well as a variety of Talent Management modules. SAP SuccessFactors Talent modules provide a grouping of state-of-the-art tools built on the SuccessFactors cloud platform for customers interested in storing and managing talent information in real time from anywhere in the world. These modules include Job Profile Builder (JPB), Goal Management (GM), Performance Management (PM), 360, Continuous Performance Management (CPM), Calibration, Career Development Planning (CDP), and Succession Management (SCM). Using these cloud-based tools, customers are able to quickly request an instance and work with SAP and/or a certified SAP SuccessFactors partner to configure that instance specifically to their needs. Since an instance is a fully operational system that only needs to be configured without coding, the cloud solution gets you up and running in less time and for much less capital investment than traditional on-premise solutions. This book will guide you through each module configuration, as well as using the configured modules so you can realize your talent solution quickly and effectively.
Susan Traynor, Michael A. Wellens, Venki Krishnamoorthy
Chapter 2. Talent Profile
Abstract
The People Profile in SuccessFactors displays the employee data as different portlets. These portlets provide employees and managers with self-services functionality. Which data is displayed in the portlets can be controlled through permissions; the view of the portlet can be controlled through permissions as well. Typically, the People Profile contains portlets such as Personal Information, Address, and Contact Details. If you have implemented the SAP SuccessFactors HRIS offering called Employee Central, then you can configure additional portlets such as Payroll, National ID, and more.
Susan Traynor, Michael A. Wellens, Venki Krishnamoorthy
Chapter 3. Job Profile Builder
Abstract
The Job Profile Builder is a tool within SAP SuccessFactors that is used to maintain the elements of a job. The elements include job descriptions, experiences, qualifications, skills, competencies, behaviors, education, certifications, and skills. The Job Profile Builder (JPB) is based on the SuccessFactors Metadata Framework and can be integrated with the SuccessFactors talent modules such as Recruiting, Performance & Goals Management Career Development, Succession Management, and People Profile.
Susan Traynor, Michael A. Wellens, Venki Krishnamoorthy
Chapter 4. Basic Goal Management
Abstract
Goal Management provides SAP SuccessFactors customers with an online means of setting and tracking business objectives across their organization. Furthermore, it provides the starting point for many integrated features in SAP SuccessFactors that allow companies to run smoothly and provide employees positive direction and reward. Customers can configure their goal plan template by identifying the fields used to develop and track each goal. Additionally, customers can decide if employees’ goals are individual goals, team goals, and/or group goals. Whichever goal type the customer selects to include on the goal plan, the results can be updated and tracked throughout the year and even incorporated on performance forms.
Susan Traynor, Michael A. Wellens, Venki Krishnamoorthy
Chapter 5. Alternate Goal Management Concepts and Functionality
Abstract
In our experience, the basic configurations and usage we’ve covered in the last chapter are what most organizations require for their Goal Management implementations. However, there are other admin tools and configurable features less widely used that can be very powerful. Such functionality is typically only used for organizations that need it to support their unique business processes. In this chapter, we assume you are now familiar with the basic tools to create and use a goal plan and will walk through more specialized scenarios where we can take advantage of some of the lesser-used administration functions and configuration options.
Susan Traynor, Michael A. Wellens, Venki Krishnamoorthy
Chapter 6. Introduction to Performance Management
Abstract
Performance Management helps develop talent, measure individuals’ goals that are aligned to corporate objectives, identify training needs, and reward performance. The performance review process is used to evaluate an employee’s effectiveness in achieving goals and competencies and is a vehicle to identify development needs for the next year. Once performance has been rated and discussed, the result may be used in Calibration, Succession Planning, and Compensation decisions.
Susan Traynor, Michael A. Wellens, Venki Krishnamoorthy
Chapter 7. Performance Form Template Settings
Abstract
In the previous chapter, we enabled Performance Management, set up permissions, and started to look at the components of the performance form template. We will continue our discussion here by exploring the form template sections that define the layout and content that the user will see in their performance form. We will also learn about permissions that may be configured for sections and fields.
Susan Traynor, Michael A. Wellens, Venki Krishnamoorthy
Chapter 8. Administering Performance Management Forms
Abstract
Now that we have enabled Performance Management and created our form template, we have a few more steps before we can launch performance forms. We will start by setting up the email notifications that will be sent to employees during various steps in the review process. We will also set up the employee, manager, and HR manager role–based permissions to allow these roles to access Performance Management. We will decide on any route map step start and due dates and will learn how to launch forms now or schedule a form launch for a later date. We will cover such topics as deleting and restoring forms, making forms invisible to certain users, routing forms, and importing overall scores.
Susan Traynor, Michael A. Wellens, Venki Krishnamoorthy
Chapter 9. Using Performance Management Forms
Abstract
In the previous three chapters, we configured Performance Management, granted role-based permissions, and created a rating scale, route map, and performance form template. We have learned about the sections of a form template and have seen the types of tasks a PM admin can perform. Finally, we launched a performance form. In this chapter, we will walk through the performance review process from a user’s perspective.
Susan Traynor, Michael A. Wellens, Venki Krishnamoorthy
Chapter 10. Performance Management XML and Translations
Abstract
As we have seen with goal plan templates, not all configuration can be made in the UI. There are some actions, permissions, and formatting that must be done in the form template XML found in provisioning. In this chapter, we will look at the general structure and way of modifying the performance form template XML. We will then identify XML-only configurations needed in relevant sections and learn about the types of modifications that can be made only in the XML (you won’t see all section types covered here unless there’s a specific need for XML-only configuration).
Susan Traynor, Michael A. Wellens, Venki Krishnamoorthy
Chapter 11. Ask for Feedback, Get Feedback, Add Modifier, and Add Signer
Abstract
Now that we’ve covered Performance Management from end to end, let’s take a look at a few unique Performance Management features that can provide value but are little known and/or confusing to many SuccessFactors consultants and users. These are the “Ask for Feedback,” “Get Feedback,” “Add Signer,” and “Add Modifier” functionalities. In this chapter, we cover considerations when using each feature before diving into configuration. We wrap up each section with a walk-through of how to use each as an end user. We feel these features are important to cover because they can sometimes resolve “dealbreaker” situations where a complex business requirement does not fit into the typical Performance Management route map.
Susan Traynor, Michael A. Wellens, Venki Krishnamoorthy
Chapter 12. 360 Review
Abstract
The 360 Review module in SuccessFactors enables the manager and the employee to solicit feedback from other stakeholders (both internal and external) during the performance review process. A typical performance review conducted using SuccessFactors Performance & Goals Management includes the assessment and scoring of objectives and goals by the line manager and the employee. This does not provide all-encompassing feedback about the employee’s performance or development needs that would help the manager to better support the employee during performance calibration or a one-to-one meeting with the employee. To specifically support this scenario, organizations leverage the 360 Review module to get feedback from all stakeholders that the employee has worked with, directly or indirectly.
Susan Traynor, Michael A. Wellens, Venki Krishnamoorthy
Chapter 13. Continuous Performance Management
Abstract
Continuous performance management (CPM) is a set of performance feedback processes taking place on a regular basis. In a traditional annual performance management process, for example, the feedback happens once in the middle of the year and once at the end of the year. The drawback with the annual appraisal process is that it is ineffective in today’s changing business environments. Managers and employees find the annual process to be dogmatic, providing little or no positive outcomes. Employees feel there is a need to have regular communication with their managers to get feedback on the defined goals and objectives. Managers feel there is a need to have an appraisal process that is agile, where the defined goals and objectives can be calibrated based on changing business needs. That’s why more companies are turning toward CPM, which is agile and provides an opportunity for managers and employees to meet and communicate on a regular basis.
Susan Traynor, Michael A. Wellens, Venki Krishnamoorthy
Chapter 14. Configuring Calibration
Abstract
Calibration is a process used to appraise employee performance in a fair and consistent manner. Managers meet in calibration sessions to discuss employee performance to achieve agreement on performance ratings. Guidelines may be established so that there is alignment on the definition of each performance rating to enable a common language to use when discussing and evaluating performance. The intent is to help eliminate any potential manager bias when discussing employee performance and finalizing ratings.
Susan Traynor, Michael A. Wellens, Venki Krishnamoorthy
Chapter 15. Calibration Sessions
Abstract
In the previous chapter, we learned how to enable Calibration in provisioning. Next, we went into the instance, set up role-based permissions, and reviewed the steps to configure a calibration template. We discussed the calibration settings and saw several additional Calibration-related features. Now we are ready to create a calibration session.
Susan Traynor, Michael A. Wellens, Venki Krishnamoorthy
Chapter 16. Conclusion
Abstract
We hope you have enjoyed this first volume covering the Talent Management modules and functions of SAP SuccessFactors! Let’s take a moment to step back and review what we’ve learned along the way so we can understand how the modules covered thus far work together to provide a comprehensive talent management solution that provides real value to organizations and their employees.
Susan Traynor, Michael A. Wellens, Venki Krishnamoorthy
Backmatter
Titel
SAP SuccessFactors Talent: Volume 1
Verfasst von
Susan Traynor
Michael A. Wellens
Venki Krishnamoorthy
Copyright-Jahr
2021
Verlag
Apress
Electronic ISBN
978-1-4842-6600-7
Print ISBN
978-1-4842-6599-4
DOI
https://doi.org/10.1007/978-1-4842-6600-7

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