PUBLIC

openSAP
Your HR Journey to the Cloud

Week 1 Unit 1

00:00:05 Hello, and welcome to this first session of the new openSAP course
00:00:10 about the journey to the cloud for our SAP HCM on-premise customers. My name is Wim
Valstar.
00:00:17 And together with a team of excellent subject-matter experts, for the next couple of weeks
we will take you
00:00:22 on a tour along what's new and happening in this space. We'll also address topics that were
part of the previous openSAP course
00:00:30 but, of course, with updates and reflecting the newest and the latest insights. So, let's get
started.
00:00:39 I don't think it needs much of an explanation, but we've seen a lot of changes
00:00:44 around us happening in the last couple of years. And things have certainly been accelerated
by the pandemic.
00:00:52 These changes are all drivers for transformation within our customer's organizations.
00:00:57 There's a lot of economic change going on, and just think of the implications
00:01:02 for the customers of our customers caused by the recession, the inflation,
00:01:07 interruption of supply change, and so on. On top of that, the change to the climate and our
environment
00:01:15 has put sustainability on the forefront of doing business. Technological disruptions are going
on at an incredible pace,
00:01:23 and after the pandemic, we've come into a new normal state of how we're doing business,
how people are working,
00:01:30 and how people are actually using a hybrid working environment to create the business for
our customers that they need.
00:01:39 And because of it, new solutions and customer expectations
00:01:42 are coming up almost on a daily basis. And globalization and digitalization play a big part
00:01:49 in an increased competition in a global arena. And you might think, yes, I know that that
impacts HR
00:01:57 and the way we work, but to set the context of the journey to the cloud,
00:02:01 I think it's also good to understand and realize that SAP helps customers run at their best
for the entire organization
00:02:10 by providing enterprise resource planning software, also known as ERP.
00:02:15 So, the SAP portfolio is much broader than just human capital management software.
00:02:21 And that notion plays an important role for the context of where HR is and what the strategy
is about.
00:02:29 SAP is helping our customers with the tools and the means to become an Intelligent
Enterprise,
00:02:34 combining all elements of the SAP portfolio. And SAP SuccessFactors and SAP S/4HANA
00:02:41 are at the foundation of that Intelligent Enterprise, enabling our customers that are looking
to
00:02:48 optimize their business performance in the primary business processes of their industries
and be agile and able to adapt to changing market conditions.
00:03:02 Our customers need to have technology that actually supports them in the rapidly-changing
environment and business models,
00:03:09 and that can scale and adapt easily, that are robust and flexible at the same time.
00:03:15 And then the old monolithic ERP system's architecture is not the best way forward.
00:03:24 And therefore, SAP strategically is moving towards a cloud modular architecture
00:03:29 in which customers can compose the solution that fits them best and can start everywhere
00:03:35 and go anywhere by getting the right modules for their needs in their solution.
00:03:41 Now, if customers are looking for solutions to face the challenges and the environmental
changes,
00:03:51 and they want to innovate or maybe even be a disruptor in their own industry, S/4HANA is
the ERP foundation for that need.
00:04:00 From an ERP point of view, this is the broadest solution in the market,
00:04:07 covering all businesses within their own organization, getting real-time intelligence and data
and automations in,
00:04:16 and utilizing industry best practices whilst making sure that security and compliance are met
on a global basis.
00:04:25 And as you see in the picture, the SAP product strategy is moving away
00:04:29 from providing our customers with this heavy complex and highly-customized monolithic
ERP architecture.
00:04:36 And we're moving towards providing ERP in the cloud with a modular architecture that is
more agile and flexible, just what our customers need.
00:04:46 Now, in this modular setup for ERP in the cloud, you can also clearly see that
SuccessFactors,
00:04:51 as the line-of-business solution for HR, has a very prominent role to play.
00:04:57 And being part of that modular cloud ERP strategic direction on the one hand is important,
00:05:03 but I also think that more importantly maybe even is to power the digitalization for our
customer's organizations.
00:05:13 You need SuccessFactors in a solution, because there is no digital transformation
00:05:19 without a people transformation. And that is why moving from a transactional on-premise
human capital management system
00:05:27 to SuccessFactors is so important. And with the previous in mind,
00:05:33 at SAP we do realize that every customer has a different starting point
00:05:37 in the journey to the cloud for ERP. In order to help our ERP customers on their journey to
the cloud,
00:05:43 we provide various deployment options for ERP as a result. And on the back of that, this
also presents possibilities
00:05:51 and options for our HCM on-premise customers. But the fact that it is technically possible
00:05:58 doesn't mean that that is the way to go. The customer use case has to be taken into
account,
00:06:04 and that's very important if you want to consider the different options.
00:06:08 But make no mistake, whatever our customers starting point will be,
00:06:14 the targeted end state will always be SuccessFactors. For most of our customers,
00:06:19 that will be possible in one step in the journey. But for others, that might be a little bit
different.
00:06:26 Only if a customer needs to move ERP to a private cloud infrastructure, then there's the
option to move HCM, human capital management, with it,

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00:06:37 and not obstruct the bigger strategic ERP objectives of their organization. That would only
mean that the journey
00:06:44 to SuccessFactors takes multiple steps instead of one to actually get there. And if our
customers are in a very specific industry
00:06:53 that doesn't allow cloud infrastructure, like some defense or public sector organizations,
00:07:00 then a move to the cloud might not be possible in the very near future. And therefore, SAP
still provides an on-premise option.
00:07:09 The most important thing is that SAP leaves no customer behind on that journey to the
cloud, however long it takes.
00:07:17 So, customers that want HR to play a role in their digital transformation, they look at
SuccessFactors as the go-to solution.
00:07:26 It delivers the greatest customer benefits and value, the lowest total cost of ownership,
00:07:31 and the most extensive functional scope to cover the needs. Customers that need to evolve
their HCM system,
00:07:40 because it's part of a larger ERP move to cloud infrastructure, they can do that. But note
that this will not bring any transformational capabilities
00:07:53 to their HR environment. So, that's an important thing to remember.
00:07:58 Plus, the scope in a private cloud deployment option is limited. It's limited to core HR payroll
and time management.
00:08:08 For anything regarding talent management, still a success factor solution is required.
00:08:16 And for those customers that really don't have another option and want to maintain an in-
house infrastructure,
00:08:24 they can retain their on-premise HCM system to meet industry-specific and country-specific
regulatory requirements,
00:08:32 but only in those cases. And that's also reflected in the way SAP invests in our HR portfolio.

00:08:41 We roughly invest 25 times more in SAP SuccessFactors than we do in SAP HCM and on-
premise solutions.
00:08:50 All innovation in human experience management takes place in SuccessFactors. The
investments in the on-prem solutions
00:08:57 are mainly focused on supporting the continuity of core HR and payroll processes. And for
that, we need some selective enhancements.
00:09:08 But why are we doing that? Why are we, as SAP, invested in SuccessFactors?
00:09:14 Well, because public cloud allows us, as well as our customers,
00:09:18 to respond quickly to the changing market conditions, and the employee expectations that
come with it.
00:09:29 We see, for example, that learning, digital workplace, and the employee experience
continue to be top priorities for organizations.
00:09:37 And interestingly, these are not just priorities for the HR department alone.
00:09:43 Nowadays, these are also top priorities for CEOs and CFOs as well, as they realize that
these are needed
00:09:52 to make their organization thrive and survive in today's economy. So, moving to the
SuccessFactors cloud
00:10:02 is not just a move from your on-premise HCM system to the public cloud or SuccessFactors
solutions.
00:10:10 No, it's a way to stay competitive in this ever-changing world. It allows organizations to get
rid of expensive infrastructure, disruptive updates,
00:10:22 and it removes complexity that gets in the way of properly executing
00:10:27 on the strategy of our customer's organization. And it allows them to get innovations when
the market calls for it,

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00:10:36 instead of long rollout times for new functionality and high costs of doing so. So, moving to
SuccessFactors allows our customers
00:10:45 to optimize operations, reduce total cost of ownership, and support a great employee
experience
00:10:53 with simplifications and ease of use. And it allows to improve the impact of the workforce
00:11:00 on top line and bottom line of our customers' organizations. And I think that's very good.
00:11:06 Well, that's important to keep in mind. So, to summarize,
00:11:13 moving to the cloud is about staying competitive in a world that is ever-changing.
00:11:19 SAP has set its goal to leave no customer behind. And therefore, we provide possibilities for
our customers
00:11:26 to take that journey to the cloud depending on their starting point,
00:11:30 ERP move, and/or industry constraints. But make no mistake,
00:11:36 the journey to the cloud leads to SAP SuccessFactors. But what will the journey look like?

00:11:43 We hope to provide you insights and tools, approaches, and services in the next couple of
weeks.
00:11:49 Thank you for attending this first session of the openSAP course. The topics we will address
will go into more detail
00:11:57 over the course of the coming weeks. And I hope you will enjoy these next sessions
00:12:02 and that the knowledge will help you map out your journey. Thank you.

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Week 1 Unit 2

00:00:05 Hello and welcome back to your HR Journey to the Cloud course.
00:00:11 This is week one, unit two. I am Chiara Bersano,
00:00:16 and I am a global value advisor within the SAP SuccessFactors organization.
00:00:22 With the start of this course, we have first covered some of the strategic trends
00:00:27 and challenges we all are facing today in the HR world. Now I would like to take the
opportunity in this unit
00:00:36 to outline some of what is included in the SAP SuccessFactors Suite
00:00:44 and what are all the different modules that you'll be able to leverage in your move to the
cloud
00:00:51 so that you know what to expect. And let's get on with that because there is a lot to cover.
00:01:00 So the HR function has been changing and the strategy that has always worked
00:01:05 may now require some adaptation in the way they are adopted and prioritized.
00:01:11 In some cases, new needs have required new modules and functionalities.
00:01:19 In the last years, I have been discussing this topic with many customers at different
moments in their journey
00:01:25 and with different needs. Lately, these key trends and themes come up regularly
00:01:31 as the main concerns. Indeed, HR need to follow closely the business strategy.
00:01:37 And we have seen many changes and shifts in the last couple of years.
00:01:42 In a recent... I think that's a July 2022 Gartner survey, 89% of HR functions in all regions of
the world
00:01:53 have been either restructuring or are planning to, with the goal to be more agile, among
other requirements,
00:02:02 with technology at the forefront of the enablers. What brings us to the topic of digital
transformation
00:02:09 is that it is a proven strategy to simplify, become more agile, and make HR overall more
intelligent.
00:02:18 And these are some of the key priorities that we have seen. In parallel, there is also a need
to increase efficiency
00:02:28 with a faster execution, a process automation approach, to improve the effectiveness of
everything you do in HR,
00:02:36 and also to drive the engagement of the whole workforce by extending some HR
functionalities
00:02:43 in the hands of their employees, allowing transparency. Now, people want to be part of an
organization
00:02:50 that value them as an individual and not just as an employee. The reality is that the world is
changing,
00:02:57 and in the last three years, we have seen an abnormal amount of change, I would say.
00:03:04 There is a huge shift in how people are working, and organizations need to be agile
00:03:09 to ensure business continuity. The use of modern technology helps support their people
00:03:16 to respond to that need. It is essential to highlight that the benefits expected
00:03:22 are based on actual transformation, digital transformation. A standard lift and shift, a tactical
project
00:03:32 will not help because it will only reproduce what the old technology used to do
00:03:40 on a new platform, without improving, accelerating, or simplifying, standardizing the
processes
00:03:48 that create an organizational burden. Speaking of transformation,

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00:03:59 and that's a good segue in this slide, I have often mentioned in my discussions
00:04:06 with any of our customers that HR has a fundamental privilege
00:04:13 among all other functions in the organization. It holds the communication line to all workers,

00:04:21 literally all, not only even employees, even all workers that are within the organization.
00:04:29 Other functions will always have only a partial view of the workforce, whether it is finance
discussing and talking
00:04:38 to the finance organizational structure, or it is supply chain talking internally
00:04:44 to their internal customers and externally to the suppliers.
00:04:50 But it's only a partial view. It is important then that a new and modern HR technology
00:04:57 is an enabler for each individual. That is the role of a true and intelligent HR.
00:05:04 It is to give to every player of the organization the way to interact and work
00:05:10 in the best possible conditions, prioritizing the culture, the efficiency,
00:05:16 and the full transparency end to end that will only be able to foster trust.
00:05:24 I like to think that there is something in it for everyone, in our suite of applications.
00:05:33 That makes the project easier because it is motivating.
00:05:37 It is also a tremendous support to change management and ultimately to adoption.
00:05:43 In this slide, I have outlined some of the user groups in the organization - the total workforce

00:05:51 that will include internal and external workers, the managers, and by this I imply any
employee,
00:06:00 any worker with supervising tasks, the HR team itself, who of course has a specific role
00:06:11 and a very specific duty of care to the whole workforce and to the organization itself,
00:06:21 and the whole organization. But in every specific situation in your own industry,
00:06:29 in your own geography, in your own location, you may find that there are some additional
user groups
00:06:37 that need specific care, and they actually will get some kind of benefits depending on how it
all fits
00:06:45 within the groups. If keeping every work engagement productive is key,
00:06:54 then we can say that that's what the SAP SuccessFactors applications essentially do.
00:07:02 They're designed truly to support the end-to-end aspects across the entire business.
00:07:09 Now by connecting seamlessly the whole workforce, making people feel connected, feel
empowered and supported
00:07:19 at every step of their employee journey, you can help your employees shape their career
00:07:25 with the right tools, so they can take ownership and responsibility for their future.
00:07:31 You can help people at every level align with company goals, collaborate,
00:07:36 and feel a sense of belonging. Our solutions can provide
00:07:41 learning and development opportunities that are personalized to individual growth and
career plans,
00:07:47 and we help them celebrate the people when, where, and how they need it.
00:07:56 So when we look at the whole suite, that includes all the traditional parts.
00:08:03 There are also additional parts of the applications that are a key differentiator.
00:08:13 Managing every aspect of core HR seemed normal, it has its challenges and we cover
them,
00:08:20 but on top of it, we actually have all the experience first, providing a consumer-grade level of
exchange
00:08:30 and interaction of user interface, and embedded insights that allow you to leverage that data

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00:08:38 that is now sitting in a single source of truth and use it to guide you in the decision making
00:08:45 as you need and as it makes sense. And in addition, we actually can support the concept
00:08:52 of the business transformation end to end because the Intelligent Enterprise leverages HR
00:08:59 as a single source of truth for people, but distributes it also across the enterprise
00:09:07 to all the additional points of integration as they're needed.
00:09:14 Now with this approach, we call it HXM, so human experience management, that's an
evolution of HCM.
00:09:25 HXM is about creating an individualized dynamic experience, whether it is for candidates,
new hires, employees,
00:09:33 managers, or HR leaders. With HXM, we are enabling companies
00:09:39 to move beyond facilitating transactions and entering data, but to focus on creating a true
human-centered approach.
00:09:51 This means listening to the people's needs and providing them with the tools and
information
00:09:57 that allow them to be productive and make a real impact on the business.
00:10:02 Our HXM suite helps you redefine employee experience, making people feel connected,
empowered, and supported
00:10:10 at every step of their employee journey. People will feel connected with a sense of
community.
00:10:19 This is important because we all need to embrace new ways of working.
00:10:25 Our suite can help people at every company level to align with company goals, easily
collaborate,
00:10:32 and feel a sense of purpose and belonging. Streamlining work by surfacing relevant content,

00:10:39 information, and action when needed, as needed, and delivering real-time insights.
00:10:46 We also want to believe that people feel supported when the tools they need are available.
00:10:54 This mean that people are paid accurately and on time. Our payroll is the first and the best
of breed
00:11:03 and the best of suite in localization, but is at the same time global
00:11:08 to support your needs everywhere. And it makes it easy through shared services
00:11:15 and on assistance and guided answers to find the right information as needed.
00:11:25 You have the tools to reward people when, where, and how it is the best moment,
00:11:32 and to make it easy for everyone in the organization to show appreciation for a colleague.
00:11:39 Enabling taking ownership of their career is a key step. The engagement within a company,

00:11:46 the sense of belonging within a company also means the fulfillment of a personal growth
goal.
00:11:54 That means empowering your people with tools that need to help them to find their right
way.
00:12:03 It makes it easy to provide people with and receive continuous feedback on what they do
well
00:12:12 and what they might not do that well. It may make it easier to find coaching and to help
people
00:12:18 see opportunity for career development and growth, giving guidance on how to get there.
00:12:29 Now, if it is true that SuccessFactors can be implemented starting with any module,
00:12:36 depending on the specific priority of the organization right now,
00:12:40 it is also true that every HR system starts with the core of HR,
00:12:46 and for us, that is Employee Central, where you can view and maintain
00:12:51 all the relevant HR data. By providing a single source of truth for your HR data,

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00:12:57 your employees and managers know exactly where to find the most up-to-date information
at any time
00:13:05 and also know where to go and maintain a change, and propose and enter new data when
needed
00:13:14 at the time required. In addition, by enabling simplified and standardized
00:13:20 best practice processes, you can now effortlessly handle work events, such as transfers,
00:13:27 promotions, terminations, concurrent employment, improving productivity with automation
and workflows
00:13:35 that will inform on an as needed, when needed basis. Of course our absolute best
embedded deep localization,
00:13:46 available today in over a hundred countries, supporting 45 languages and 172 currencies,
00:13:54 helps you maintain compliance in today's complex regulatory environment,
00:13:59 with minimal cost and effort. There will be more on localization efforts in week four.
00:14:09 With an interactive organizational chart that is, by the way, available on all devices,
00:14:15 you can gain a complete view into your entire workforce. It's dynamic and it offers endless
flexibility,
00:14:25 so you can make sure that it accurately reflects the true structure of your business.
00:14:33 For planning purposes, you can even visualize multiple types of hierarchies, modeling and
visualizing
00:14:40 the organization to use embedded analytics, gathering insight.
00:14:47 In addition, taking advantage of integrated capabilities is a piece of cake because,
00:14:55 for instance, generating a recruiting requisition can be done directly from the org chart,
00:15:01 and anything that is initiated from the org chart will automatically leverage also the
workflows
00:15:08 that are enabled through the whole hierarchies. Managing the total workforce has always
been
00:15:18 one of the challenges of HR. The total workforce requires a holistic view
00:15:23 of all workers, including temporary labor, employees, and contingent workers.
00:15:31 Within organizational charts, as well, within processes, so every worker is visible
00:15:36 within the right context. Inclusion and visibility are key to ensure engagement
00:15:43 and productivity. That doesn't stop with full-time employees,
00:15:48 and actually full transparency will improve the engagement of both workers and full-time
employees.
00:15:57 Optimizing the total workforce means understanding who is doing the work, what task,
00:16:03 with a complete 360-degree view of the workforce, providing each individual with the right
training
00:16:11 and with the right opportunity to do the best work. This includes support for workers,
employees,
00:16:17 contractors, contingents. You can even utilize apprentice management functionality
00:16:23 to manage trainees. And of course, concurrent employment and global assignment
00:16:28 are fully supported throughout the suite of applications. Now, on top of it, we have a user
interface
00:16:39 that provides a seamless consumer- grade user experience that is standardized across all
devices.
00:16:49 The powerful mobile app that, of course, leverages as much as possible the different size of
real estate
00:16:57 compared to your screen allows your administrators, your managers, your employees,
00:17:07 your workforce to have access to the information they need when they need it, where they
need it.

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00:17:13 To increase collaboration, the organizational chart allows you to easily find key contact
information of a colleague.
00:17:21 To be honest, that's one of my personally most used parts of the application on the go.
00:17:27 Whenever I have a meeting with a new person, my easiest way to understand the person
00:17:33 is actually to go through the mobile application, check the org chart, and check the person
details.
00:17:41 I can immediately send a quick message or a quick email and be in touch in case of a delay

00:17:48 or in case of a late arrival. Now, in addition to that,

00:17:57 why have data, and why have correct data if you cannot grab insights
00:18:05 and understand how you can improve decision making with true information?
00:18:15 SuccessFactors has embedded insights and dashboards everywhere.
00:18:19 In this slide, in this screenshot, you can see the organizational structure, and an embedded
quick view
00:18:27 of the structure of the part of the organization that is being used.
00:18:31 Of course, given role-based permissions, you have complete control over reporting access,
00:18:37 and only the right people can access the data that is relevant to them, on an as needed
basis.
00:18:48 The homepage has been fully re-imagined, reconstructed gradually from the bottom up
00:18:57 to design it in order to deliver the best efficiency,
00:19:03 individualization, and information to all users as they go through their day-to-day activities,
00:19:12 providing content in a dynamic way with a similar interaction on all devices,
00:19:18 desktop to mobile, including quick actions for frequently used tasks, approval and updates,

00:19:25 allowing better personalization. The user feels the application is speaking
00:19:30 directly to them, contextualizing help and making it simple to access
00:19:38 and take action fast, without having to click multiple times into the product.
00:19:44 When combined with the digital assistant, the employee can get a way to interact directly
00:19:49 with a SuccessFactors solution, from the homepage, from the app,
00:19:54 or using applications such as Slack or Microsoft Teams with a number of predefined use
cases,
00:20:01 such as time entry, learning, continuous performance management, spot awards,
00:20:06 or onboarding. In addition, we also have WorkZone for HR
00:20:13 that introduces the concept of a customizable, user-friendly intranet portal,
00:20:20 enabling application and services accesses internally and across the whole enterprise.
00:20:28 SAP SuccessFactors Service Center, Ask HR, can connect and access directly content on
WorkZone,
00:20:36 ensuring information flows directly to employees as they log tickets, for instance.
00:20:41 This greatly reduces the workload on service agents and provides immediate answers to
common questions,
00:20:47 providing an immediate benefit in cost and time savings. The integrations in WorkZone are
also not limited
00:20:57 to HR functionalities, and not limited to SAP modules, so you can truly find a unified entry
point for work.
00:21:16 A non-negligible part of our SuccessFactors Suite is its integration with Qualtrics.
00:21:24 Qualtrics makes it possible to understand what happens and why it happens.
00:21:32 When you collect HR information through the data store transactionally, you understand
what has happened.

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00:21:42 You understand that a specific event has been taking place or that statistically something is
happening
00:21:52 in a specific area of the organization. But the only way to truly understand why something
has happened
00:22:00 is to enable surveys and listening at every moment that matters, using an application such
as Qualtrics
00:22:11 and combining the data about experience with the data from the transactional system.
00:22:19 Completing both will give automatically an understanding of why things happen,
00:22:29 and a way ahead with actionable follow-ups. Another part of the puzzle of intelligent HR
00:22:45 is to enable an end-to-end process. An end-to-end process means also ensuring
00:22:54 that the HR function leverages document management. HR is one of the most-paper heavy
functions
00:23:04 in any organization, and that has multiple impacts on the enterprise - document
management and retrieval,
00:23:13 document and offer creating, signatures, so an end-to-end approach to this specific part
00:23:21 of the ecosystem is key. And we have to remember that legislation
00:23:26 is very different on this type of compliance items by geographies.
00:23:36 Physical files are still an everyday concern, and even digital files can be very difficult to
manage.
00:23:45 A true digital process means making the data available, making the data maintenance and
document management
00:23:53 truly and fully digitized, so that storing, reviewing, archiving, and deleting content
00:24:01 in the most orchestrated and interactive manner becomes possible.
00:24:06 Document retrieval and document retention is done in the most efficient and cost-effective
way.
00:24:15 The digital offer and signature process has been a true lifesaver in the past few years,
00:24:20 allowing continued business, as well as even in times of social distancing
00:24:26 contract sharing and signature. This remains today a crucial time saver and accelerator,
00:24:34 using OpenText and DocuSign that allow an end-to-end process automation.
00:24:45 And let's have a look now at the actual composition of the full suite of solutions
00:24:51 to verify how it is designed to support your business and the people transformation end to
end.
00:24:58 The core capabilities are in fact across all sub-functions of HR,
00:25:03 and are designed for the whole workforce. Additionally, the suite allows extensions
00:25:09 of custom data and functionalities. The core of HR is truly the guiding light
00:25:16 because it supports all the key data flows, the transactional work, and the organizational
management.
00:25:26 And you see it here in blue. On top of it, it is sided with the talent functionalities
00:25:35 that allow the onboarding, the recruiting, the supporting development and learning,
00:25:42 the performance and compensation. Every traditional piece of data related to talent
00:25:48 contributes to the experience of each employee, providing skills, engagement,
00:25:53 productivity, processes, and data, all in one unique platform.
00:25:58 To this, we add Qualtrics and SuccessFactors WorkZone. That is an additional piece all
across the whole suite,
00:26:09 and the employee experience that supports digital workplace, the full employee lifestyle and
the employee experience.
00:26:19 And finally, the parts of analytics and planning, and our BTP, Business Technology
Platform,

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00:26:30 where extensions to the existing applications can be designed when and as needed, in the
desired way.
00:26:42 And the whole presentation would not be complete without mentioning the whole ecosystem

00:26:48 of SAP SuccessFactors. There is an extensive collaboration established

00:26:55 with a large number of partners, enabling the delivery of innovation at an outstanding pace.
00:27:01 Our partners do not only support our customer in the configuration and project delivery,
00:27:07 but also build applications on our SAP Business Technology Platform. And that is delivered
using our SAP Store
00:27:16 that you can access with the link on the slide, Pardon me.
00:27:24 The startups in SAP.iO program are also supported and mentored by our most senior
experts.
00:27:31 Together we can all focus on your needs and help you engage with the whole workforce.
00:27:40 There is not one single vendor in the world that can hold the monopoly on innovation.
00:27:45 Ideas flourish in an open ecosystem. Even the best cloud software cannot include
00:27:52 every single function and feature that the customer may want to have right out of the box.
00:28:00 Partner-designed applications fill this niche, and this delivers an ever-growing number of
innovative apps.
00:28:12 Only on the Employee Central processes, you can find today 179 different options,
00:28:22 filling different gaps that have been found by different customers.
00:28:26 You may not experience any, or you may want to explore to see if something is relevant to
your situation.
00:28:36 Anyone can be fulfilling a special requirement without the need of further developments.
00:28:44 And within the SAP Store, you can easily discover, try, buy, and deploy in a one-stop place

00:28:52 within the SAP SuccessFactors landscape. Directly from a launchpad in the single sign-on.

00:29:00 The applications listed on the SAP Store, and it has to be mentioned,
00:29:05 have undergone a required screening to make sure the functionality and the integration
00:29:13 is fully functional and according to SAP principles. So it gives you security to leverage a
solution
00:29:22 seamlessly, simply, and centrally, complementing the functionalities that already exist.
00:29:30 And now I thank you, and I look forward to speaking to you again in one of the next units.
00:29:40 Thank you.

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Week 1 Unit 3

00:00:05 Hello and welcome back to your HR Journey to the Cloud course, week one, unit three.
00:00:11 I am Chiara Bersano and I am a global value advisor within the SAP SuccessFactors
organization.
00:00:19 After looking into some of the functionalities of SAP SuccessFactors in the previous unit,
00:00:24 I would like to outline the main differences from our ERP HCM on-premise solution
00:00:30 that many of you are still using and our core of HR solution in the cloud.
00:00:37 Let's get started. I usually look at the differences in three broad categories:
00:00:43 functional, technical, and innovation, or rather how easy it is to access and enable
innovation.
00:00:50 On all three accounts, the improvements that have been made have been focusing on
making the interaction user-application easier,
00:00:58 more relevant, requiring less technical support, and providing more value through
continuous innovation.
00:01:06 In fact, we have been focusing on making sure that SAP SuccessFactors Employee Central
is a single digital platform
00:01:14 that can fulfill your needs and be a true single source of truth for your whole organization.
00:01:24 In all ways, the user interface and design principles, administration, data maintenance,
00:01:29 configuration, licensing, implementation, mobility, release cycles, and support for
SuccessFactors
00:01:37 are quite different from those in the existing SAP HCM with which you're familiar.
00:01:45 Not everything is different, however. You'll find many philosophies that are similar,
00:01:52 but it still means that SAP SuccessFactors applications are more focused on the employee,
as opposed to objects
00:02:00 of different types in SAP ERP HCM. SuccessFactors is not strictly object oriented,
00:02:07 so creation and maintenance of the enterprise model is focused more around positions and
employees.
00:02:14 One thing that doesn't exist in SuccessFactors is the concept of organizational units.
00:02:19 We have shifted to a more flexible approach, with positions getting their attributes
00:02:24 through the organizational assignment, including company, business unit, division, and
departments.
00:02:31 This gives a deeper granularity than in SAP HCM, where the standard organizational spine
00:02:40 was focused purely on the organizational unit. Now here we have a simple summary slide
for reference.
00:02:48 We will dive into each of the topics in the next slides. You'll see that each of these items is
actually related to
00:02:56 functional, to innovation, and to improvement, as described earlier.
00:03:06 So the first one I want to highlight is how the workforce experience has changed.
00:03:14 The workforce nowadays require a good user experience. We're talking the millennials,
we're talking the Gen X,
00:03:25 the Gen Z, and we want intuitive navigation, which means that it is easier for everybody to
understand
00:03:33 and to use, no matter how used to technology the user is. We want transparency with
integrated self-service,
00:03:42 with mobile access to the data in an easy and convenient way.
00:03:46 We're talking about a commercial-grade user experience. We are familiar with the SAP
HCM login

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00:03:56 and transactions on the left. The amount of training required to remember
00:04:03 transaction codes, infotype numbers, table names to navigate the system
00:04:07 at best is cumbersome, even for a non-technical resource.
00:04:13 This is deeply different for SAP SuccessFactors, where there is an Internet browser login,
00:04:20 and actually you can even use a single sign-on, to allow all employees to access directly
self-service
00:04:31 based on their allocated permissions depending on how they have been set up in your
organization.
00:04:37 You can see the depth of difference between the handy but dry PA30 screen in SAP HCM
00:04:46 and even the HR Renewal Fiori experience required additional licenses and additional
setup.
00:04:55 In SAP SuccessFactors, there is natural language search, event rules derivation,
00:05:04 and self-service and mobile functionalities that are included. We have worked with Apple
and Google to build the mobile applications,
00:05:11 available on the Google Store and on the Apple Store so they're easier and convenient to
acquire and to access
00:05:21 for all information related to HR. Innovation is easier to adopt.
00:05:31 That's one of the three main topics that I brought up at the start. Organizations need to stay
on top of innovation
00:05:38 in order to compete, in this case to compete for talent. With SAP HCM, that involved a
special team of basis resource,
00:05:47 either employed or contracted, focused on the maintenance of the system to support
upgrades, updates, and legal patches.
00:05:54 As a customer, you're responsible to select, decide, and apply the required updates for the
system.
00:06:01 Technical basis resources apply system updates. Technical configuration resources then
can activate functionality
00:06:09 as desired by the business. Of course, within the SAP ERP landscape,
00:06:15 there are often timing conflicts between teams, so timing may result in slowdown, slowdown
result,
00:06:24 and lack of innovation. In SAP SuccessFactors environment, the system is
00:06:29 automatically updated twice a year with new functionalities. Administrators access the
upgrade center,
00:06:35 where they can choose and activate new functionality as desired by the business much
faster.
00:06:43 Business agility is a whole discussion. There are three different items that I want to bring up.

00:06:50 One is data loads. At specific times in the year, in most industries there are different rules
00:06:57 and different needs. There is a need for data loads,
00:07:00 and the data that needs to be mass loaded is usually different depending on the situation.
00:07:06 In SAP HCM, we needed to rely either on third parties or on LSMW or ABAP programming
tools.
00:07:17 In SAP Employee Central, a CSV template allows you to create and download the template
required
00:07:27 for the specific activities you want to fulfill, fill it up with data, and re-upload it in the system,

00:07:34 and that turns out to be a true accelerator for the activities.
00:07:40 Another part is manual work. Manual work is time consuming and
00:07:47 is a risk for mistakes. In SAP HCM, there are a number of options to create
00:07:56 and facilitate data entry - features, dynamic actions, user exits, BAdIs.

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00:08:03 They're not necessarily easy to set up and configure and they require coding expertise.
00:08:08 You will need to maintain them and test them during a break. Features and dynamic actions
are not date-specifics,
00:08:17 so that's a limitation in configuration and to maintain history.
00:08:23 The configuration of business rules in SAP SuccessFactors is done directly in the Admin
Center.
00:08:29 It allows a setup of rules that simplify and automate data entry
00:08:33 with a simple IF-THEN logic. Defaulting values and enabling workflows can be set up
00:08:39 and assigned to an object, giving control to when and how it will be enabled.
00:08:46 The standard framework supports custom fields, can be used to create logic for custom
objects,
00:08:52 and is automatically supported during upgrades and releases. Self-service is also a
traditional HR technology.
00:09:09 HR has usually been operated and administrated by HR analysts and experts.
00:09:16 Today there is a need for more transparency, and this is enabled usually through self-
services,
00:09:26 but in SAP HCM, that was done through a portal with a complex technical configuration
customization.
00:09:33 Well, in the case of Employee Central, or better, for the whole SAP SuccessFactors Suite of
applications,
00:09:39 that is automatically enabled for all employees, for all workers.
00:09:44 Of course, according to the permission controls that have been established by your
organization.
00:09:52 We mentioned workflows a couple of slides back. Approvals, and keeping track of
approvals,
00:09:58 is an important activity in HR and needs to be regularly audited.
00:10:04 With SAP HCM, workflows is a technical and complex task. The workflow framework is built
for the entire enterprise,
00:10:15 so contains a lot more functionality and powerful options that are not relevant for HR
00:10:22 but that make the whole framework very complex. In SAP SuccessFactors, it's an Admin
Center activity.
00:10:30 You create a dynamic rule based on employee data that needs to be updated.
00:10:36 SuccessFactors workflows include various types of approvers, custom groups, current
manager, or second-level manager.
00:10:44 You can copy or send a notification to contributors that don't need to have a formal approval

00:10:52 and to keep them in the loop. The framework of workflows in SuccessFactors is very flexible

00:10:58 and usually suits all customer requirements. Organizational views.

00:11:07 An org chart and the visibility on the organizational structure is one of the most common
requests I hear from customers,
00:11:15 yet are not easy to configure graphically because a lot of data needs to be added
00:11:20 in a small amount of real estate, but employees need to be able to see who is who in the
configuration
00:11:27 to get contact data to understand how the organization is built and to understand who is in
the team.
00:11:35 With SAP HCM, that was not easy to do at all. There were add-ons such as Nakisa that
were helping
00:11:45 but they needed to be acquired and configured separately. It was not an easy and intuitive
approach

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00:11:51 and it was not available on mobile. With SAP SuccessFactors, we have a native org chart
00:11:57 that allows people to easily navigate their org chart and see who's who,
00:12:01 as well as position org chart, which gives visibility on filled and vacant positions at the same
time,
00:12:09 and can be used as well to take action directly to create a recruiting need. There is also a
company structure overview,
00:12:18 giving a review of the department division business unit setup, and also there is a standard
org chart available
00:12:28 in the app that is available on Apple and Android, so that is accessible to all,
00:12:36 and you are able to view and understand who's who on the go.
00:12:42 It's easy to use, and you will be able to view it and sample it in the upcoming demo.
00:12:50 Organizational management - OM for friends - is one of the strengths of the SAP HCM,
00:12:57 but its lack of integration with personnel administration is not. The two modules have
fundamental differences
00:13:05 and different data structures, and have to be kept in sync by running regular technical
auditing reports, such as RHINTE.
00:13:14 Modules in SAP SuccessFactors are built in the same data environment. Data flows cleanly
from administration to org charts
00:13:22 all the way to succession, recruiting, onboarding, learning. Extensibility.
00:13:30 I haven't met any organization that didn't have a need for specific data to be stored about
employees to support unique processes.
00:13:38 In the SAP HCM system, it is a technical task that requires technical programmers
00:13:45 to design, modify an infotype, develop tables, and more. Custom fields on certain objects,
on the other hand,
00:13:52 are easily added in SAP SuccessFactors with configured object definitions,
00:13:57 and it's available in the Admin Center. This can be done in minutes,
00:14:02 and it includes a full standard framework including authorizations and API visibility.
00:14:10 When standard extensibility is not enough and the custom functionality is more extensive,
00:14:15 we can leverage the Business Technology Platform, or BTP, to build your own technology
and products.
00:14:23 Same applies to integrations. They needed to be developed by ABAP programmers
00:14:30 creating custom programs that would get data out of the system that would take a developer
weeks or month to create a program.
00:14:39 In SAP SuccessFactors, we have a standard tool that is called Integration Center.
00:14:45 It's a central place for integration to be created and monitored for both inbound and
outbound integrations.
00:14:57 And the full suite of talent management functionalities is not a "nice to have".
00:15:04 Modern HR functions need every possible piece of the suite, and the solutions on their own
are great,
00:15:15 but they're usually better together. Implementing Employee Central allows you to unlock
00:15:21 additional capabilities across the suite, as well as many additional benefits,
00:15:25 and please refer to our unit on value in week four for more on this. Integration across all of
HR is important.
00:15:36 No one wants to have to rekey things or to have to do additional manual work,
00:15:43 so it is important to have modules that communicate with each other, such as recruiting to
core HR.
00:15:50 With SAP HCM, there was some standard integration available requiring middleware. In
other cases, we needed to actually use

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00:16:03 applications that were outdated or using complex processes. SAP SuccessFactors has a full
suite of best-of-breed applications,
00:16:15 covering truly the end-to-end workforce management needs. Going from the acquire -
acquisition of talent -
00:16:26 the grow, pay and perform, report and plan. All this data doesn't make any sense
00:16:36 unless you can report on it. Reporting in HCM involved ABAP queries and custom reports,
00:16:44 again requiring expertise, and after extraction,
00:16:49 you still had an Excel report that would need to be worked with to make sense of data,
00:16:54 to compile it in a digestible format for sharing. It all requires expertise, understanding of data
formats,
00:17:02 of data structure, and a lot of patience and time. This is why we have focused to provide
SAP SuccessFactors
00:17:10 with a powerful set of reporting, simplifying it, siding it with dashboards and embedded
analytics
00:17:18 to help your strategic decision making. Now you'll notice that this slide
00:17:24 doesn't even have the yellow part of the slide because, in fact,
00:17:30 total workforce was not really part of the SAP HCM suite. Integrating contingent labor into
your organizational chart
00:17:40 and enabling visibility onto full-time equivalent allocations, type of contract, teamwork,
00:17:50 is important to give full transparency to a total workforce. On the other hand, the powerful
metrics
00:17:58 that have been built into the suite allow you to leverage tools on diversity,
00:18:05 equity, and inclusion across the suite, supporting decision making
00:18:09 and providing a better engagement of the workforce. Security is one of the last pieces.
00:18:21 When we look at security and role-based permissions, we know that SAP HCM had an
extremely flexible security framework,
00:18:30 which was key because HR is some of the most sensitive data in the enterprise. Yet it was
deeply technical.
00:18:40 There is a five-day course that teaches authorization in SAP HR and requires specialized
resources.
00:18:49 In SAP SuccessFactors, we base on role-based permission.
00:18:56 There are two activities, manage permission groups and manage permission roles,
00:19:01 that create groups, including dynamic groups, and assign authorization that grants access
00:19:08 to specific data, activities, and people. So the layout is intuitive.
00:19:16 The setup also allows dynamic setup, so an employee moving from one role to the next
00:19:24 can automatically be updated by the system as he moves through the organization.
00:19:31 Another part of HR needs is often delegations and proxy. Delegations are there to support
the movement of people,
00:19:41 movement either in and out of a role, or going on vacation, or taking a leave of absence.
00:19:48 On the other hand, proxy means enabling testing on behalf of someone else.
00:19:54 In SAP HCM, both of these activities were pretty problematic because of the auditing, a lack
of transparency.
00:20:04 With SAP SuccessFactors, it's a standard functionality. It's built into the system and the end
user can hands-off
00:20:14 work flawlessly when he needs to step out of office, and both functionalities incorporate full
auditability
00:20:24 to make sure that it is very clear who did what and on behalf of whom.
00:20:30 Now, while the functional, technical, and innovation differences are important,

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00:20:37 I also want to point out that the implementation process and project itself is often different
and faster.
00:20:43 First, the organization, so the HR functions need to have a functional ownership of the
system.
00:20:50 The business owns the system and needs to understand the process
00:20:54 and how configuration is documented in the workbooks. With two releases a year of new
functionality,
00:21:00 it is important to keep up. The process reviews are important to achieve digitalization
00:21:07 because you need to base yourself on best business practices,
00:21:11 keeping in mind what are the configuration options, and standardize, automate, streamline
across the organization
00:21:20 so you can compare apple to apple. Advice I usually provide here is keep it simple
00:21:27 and challenge the established way. Any change is about communication.
00:21:34 I cannot repeat it enough. Communicate early, communicate often,
00:21:38 and be organized in the approach. It should proceed from one team with one voice.
00:21:45 There will be more on communication and change management within the fourth week.
00:21:53 Then agility. With keeping up with the faster pace of the cloud projects,
00:22:00 agility is a must, in making decisions, in responding to change, in giving feedback.
00:22:07 And of course, learning to use a new system is important. It's about committing to learn
every day.
00:22:15 It is about professional enrichment to the project members but also to the whole
organizations.
00:22:21 Learning goes about the system, about the configuration, but also about asking questions.
00:22:29 Participate in the customer community and use the resources at your disposal.
00:22:34 Yes, it is your system. The end result of these efforts is a core HR capability
00:22:43 that draws together information on all your workforce, inside and outside the company,
00:22:49 with business information that can deliver better insight to support your winning decisions,
your workforce planning,
00:22:57 team engagement, and satisfaction. In this way, HR is improving the relationships
00:23:03 at every level of the business to enhance business function,
00:23:09 improve business results, and break down those silos between functions.
00:23:18 Thank you so much for your time and for your attention today.
00:23:22 I hope you have learned useful things, and I look forward to welcoming you in the next unit.
00:23:29 Thank you.

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Week 1 Unit 4

00:00:06 Hello, and welcome back to your HR journey to the cloud course.
00:00:11 This is week one and unit four. Now, I am Chiara Bersano,
00:00:17 and I'm a global value advisor for the SAP SuccessFactors organization.
00:00:23 I am very excited to show you today some of the navigation and tools
00:00:27 that we use every day. And after my short video demo,
00:00:32 you will also be able to try it out using a clickable demo
00:00:38 that does not have all the functionality but will give you a good feel
00:00:44 of how our mobile application works. Let's get started.
00:00:52 So this is only one slide, I promise.
00:00:57 It's only one slide, just to give an outline
00:01:00 of the steps that I will cover in the upcoming demo.
00:01:03 Please, also refer to the Word document that is in the course,
00:01:07 in case you want a more step-by-step outline that you may want to follow.
00:01:11 The same document will also help you later on
00:01:15 in the do-it-yourself part when you'll be able to look at
00:01:19 the clickable demo on your own portable device or using a portable device lookalike
00:01:28 on your computer screen. Of course, going forward,
00:01:32 bear in mind that all the activities proposed for the employee experience
00:01:36 are also available for all, so for managers and for HR and executives.
00:01:43 So the demo will be divided in three parts. First, we'll have a look at
00:01:47 what is the employee experience, then the manager experience.
00:01:52 Both are going to be demoed in the mobile app,
00:01:57 where you will also be able to have a look at it
00:01:59 on your own device. After that,
00:02:03 we'll look at the desktop application. So we'll have a look at the desktop experience,
00:02:09 looking at how the self-service works, and some of the additional navigation options
00:02:15 that exist over there. Of course, employee and manager
00:02:19 would also be able any day to access the self-service part
00:02:24 in the desktop application, but in our experience,
00:02:27 most of the time, once they figured out that they can do
00:02:30 everything they need on the application itself,
00:02:34 the need slows down. Let's move on to the actual demo.
00:02:41 So now, let's have a look at how it works in our tools.
00:02:47 As mentioned, I will go through a few steps
00:02:50 onto our application, mobile application,
00:02:54 using my iPhone. And both from the point of view
00:02:58 of employee experience and manager experience. And then we'll have a quick look
00:03:03 at how it all looks on the mainframe,
00:03:08 or rather on my computer it's not anymore in the mainframe,
00:03:12 so please forgive me. I'm not going to be looking at you all the time,
00:03:16 because I'll need to control the whole demo from my mobile phone

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00:03:20 and that you can see the screen on the side here.
00:03:25 So during this whole demo, I am going to be,
00:03:29 you are going to be "Geoff." Geoff Hill is a manager,
00:03:33 so we'll be able to use him as an example for both
00:03:36 the employee experience and the manager experience.
00:03:40 Interestingly, you'll see how he interacts
00:03:43 with his team, with people, how he approves, how he submits
00:03:48 different options, all on the mobile part. So Geoff is not only the manager
00:03:56 but he's also recruiting, has an open position.
00:04:00 As he has an open position, he has an upcoming meeting
00:04:03 with Ben Zimmerman, who's the recruiter for one of the new positions.
00:04:09 So the first thing he wants to do is to look up Ben,
00:04:12 because he's getting late and he needs to send him a quick note
00:04:16 to warn him that he's going to be delayed. So first thing is,
00:04:21 on the screen here, we can go and look for search.
00:04:25 Search, we're going to look for Zimmerman. Search, and let's find who's coming up.
00:04:34 Ben is right here, perfect. The application is proposing
00:04:39 to see the hierarchy in two different ways.
00:04:43 The first way is the graphic way, and you can graphically navigate it
00:04:47 very easily, up and down, as well as laterally.
00:04:52 In this case, we can quickly see that Ben is right here.
00:04:57 Let's have a look at his profile that's going to be displayed in a second.
00:05:01 That's going to show us where he is, the local time at his office location, and so on.
00:05:06 Ben actually has been traveling to visit me, to visit Geoff, in California,
00:05:15 so the local time is not really a concern. The business phone number is relevant here,
00:05:21 and that's where Geoff can directly send him a quick note, saying,
00:05:25 "I'm sorry, I'll be late." And send a note to...
00:05:32 No - of course that's my test phone, and it's not going to send a real message
00:05:36 to a real Ben Zimmerman. And seeing that,
00:05:41 I can actually go back to the org chart, and navigate and check, for instance,
00:05:46 who is his manager's manager? That's a new person.
00:05:49 I don't know her and I'd like to know a little bit more.
00:05:52 Well, Sarah is a director of talent management, so I see that she has actually
00:05:57 quite a rather large team - 3 direct reports and 12 people overall.
00:06:02 I see that she's also in Berlin. I can directly have access
00:06:06 to her business phone and email, and I can see more details about all the team.
00:06:13 The type of data I can see about Sarah depends on how the authorization
00:06:17 or rather role-based permissioning has been set up.
00:06:21 Most of the time, well, normally I can see only the public profile,
00:06:26 unless I'm somebody's manager and then I'll have a little bit more visibility
00:06:31 on the HR settings, such as compensation,
00:06:36 and of course, goals, performance, and so on. It all depends on how the authorizations
00:06:41 are set up for your organization. Now that that has been done,
00:06:48 we can go back home, and Geoff needs to actually set up

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00:06:52 some vacation time. HR sent him an email this morning, saying,
00:06:56 "Hello, some time off is a good idea." So Geoff is going to go
00:07:01 into his time off and start a new request.
00:07:05 He's going to say, "I want to take a vacation."
00:07:09 The types of vacation, of course, are all configurable.
00:07:12 He is going to select he wants to take some time off
00:07:15 from December 20th to December 23rd. It's four days of vacation
00:07:25 and he has 24 days available, so that's not a problem.
00:07:30 He needs to go shopping for Christmas and he decided to take
00:07:33 a little bit of time off. So he can also here directly verify
00:07:38 what is happening with his team and if other members of his team
00:07:42 are absent at the same time. Indeed there are some,
00:07:46 but that's quite normal. It's close to Christmas,
00:07:48 many people are taking a little bit of time off.
00:07:51 It's not a problem. So Geoff is going to submit his vacation time,
00:07:56 and goes, sent, done. Now, given that he's here,
00:08:04 Geoff also decides to verify what address is in his file,
00:08:09 because I think he's moving shortly, so he wants to make sure
00:08:16 that the date of moving is reflected in his file.
00:08:21 So there are several ways to verify and to see his profile.
00:08:26 One is very simply to just click on his little face up top here.
00:08:30 So that will give access to his full profile, where he can see what's happening,
00:08:35 the location where he's working from, the local time and the location,
00:08:39 and more about him, including Mya Cooper.
00:08:43 This is essentially what Geoff can see of his own file.
00:08:48 And for instance part of Me is all the number of personal information
00:08:54 that is available. So in this case,
00:08:57 he wants to go and see addresses and verify what address is on file.
00:09:07 And here we're going and get access. Oh, it's still 6102 Nec Avenue.
00:09:13 He forgot to update it when he set up his moving date.
00:09:16 So let's say he's going to click on the little pencil there,
00:09:20 and here I'm just going to say that from December 1st...
00:09:29 December 1st, he is going to be living on 7 Bellevue Avenue.
00:09:48 There is a typo, so let me correct it. He stays in Dallas, where he's a resident,
00:09:53 and everything else is all good, and we just save.
00:09:59 Now, attached to any of these, he can add some comments
00:10:05 because there is a workflow that follows up there.
00:10:07 Attached to any change, there can be a workflow.
00:10:12 The workflow will either request for approval and go through either his manager
00:10:17 and or HR, or will just be sent for information to somebody -
00:10:23 whether it is HR or his manager, it depends on your internal setup.
00:10:28 So in this case, he doesn't have any comment to add.
00:10:30 He could go and verify a few other personal types of information,
00:10:34 check on the dependents, maybe he has a child

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00:10:38 and he wants to add information about his dependents.
00:10:43 It's all available right at his fingertips, so he can use,
00:10:47 he can make the best use of his time. Whenever there is a moment,
00:10:50 a dull moment, whenever he's waiting for coffee or whatever,
00:10:54 he can always follow up on what is going on. So now that he has added time off,
00:11:01 he has reviewed his own file, we can also take note that
00:11:05 at the bottom here, we also have other buttons,
00:11:10 including, for instance, here. And you'll be able to explore more these options
00:11:15 when you actually do and follow the clickable demo
00:11:18 that will be made available for you. But just as a quick part,
00:11:23 for instance here, there is another option to put in time off.
00:11:28 And in this option, you can actually see a little bit more.
00:11:31 It's not just a quick way to put time off, but you can actually verify
00:11:35 how many days are available. The 24 days is the vacation entitlement.
00:11:40 The 10 days is a sickness quota per year. Depending on the country,
00:11:44 there may different types, so it will all be taken care of by the system,
00:11:49 knowing where you are and depending on your own contract,
00:11:52 giving you the right information. You have an absence calendar,
00:11:56 you can consult your balances, see what's coming up
00:12:02 and what has been requested. Now, let's go back home,
00:12:08 and now we can also consider another thing. We can see for instance that
00:12:16 he's also a manager, and as a manager,
00:12:18 we see that directly here on the screen, we have directly a request for time off.
00:12:24 From this... From this picture, we can directly go and say,
00:12:32 I want to see all the approvals I want to provide, and I have two approvals that I need to
give,
00:12:39 to Jada and/or to James Klein. I can review them.
00:12:45 Actually, I'll directly decide to approve the one for James Klein,
00:12:50 which is overdue. I should have approved it some time ago.
00:12:53 We are late to approve it, so let's go and approve this one.
00:12:56 I can decide if I want to add some comments, and in this case I'll just apologize.
00:13:00 "So sorry for delay but all good." Fine.
00:13:11 And we approve that, and we see it has been approved
00:13:15 and there is only one additional approval that is there.
00:13:18 I can also see here that there are some additional...
00:13:26 Items for me today. For instance, I have some learning assignments,
00:13:29 Geoff has some learning assignments due for some time.
00:13:33 We're not going to get into that right now. What we're going to do still
00:13:37 is to note that he also has access or he has access to a button
00:13:41 with a full to-do list, which essentially will take up the to-dos
00:13:44 that we've seen in the previous screen. But what I find more interesting right now
00:13:51 is to note that there is a Team button. On the Team button,
00:13:55 he sees a list of all his direct reports, and he can access each of them,
00:14:02 and he has a specific interaction. Let's say he goes into Ben Shervin.

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00:14:07 Ben Shervin is one of his supports and he can either directly contact Ben
00:14:12 from the screen or he can access the profile,
00:14:16 which will access all the different information that Geoff might need to know about Ben,
00:14:23 including all the employment compensation details as needed.
00:14:28 He can access the activities that are going on. The activities are a way to capture,
00:14:36 the activities related or non-related to goals. Activities for instance,
00:14:40 they can be viewed by goals and they can be viewed by status.
00:14:44 In this case, we have a number of activities that have been captured for Ben,
00:14:48 in their interaction. They can filled and added
00:14:52 either by Ben, by adding, create activity,
00:14:58 or by Geoff. Either of the two can happen.
00:15:02 And this will allow them to have an on the go, continuous,
00:15:05 easy review of what's going on, and how the goals that Ben has agreed with
00:15:14 in the discussion with Geoff are being followed up.
00:15:18 So here we see that there are some that are of a high level,
00:15:22 some are medium, review project status, and some are of low,
00:15:27 and some may be of low priorities. In this case,
00:15:30 there is for instance a review project status that has been created recently,
00:15:34 and Geoff stops and thinks that actually this one should probably
00:15:39 be at a high level of concern, because in fact it has become more relevant.
00:15:46 And it should be related to one of the performance goals,
00:15:49 because it is about developing and documenting the business continuity plans.
00:15:55 So let's say that he actually captured that, and at the same time,
00:16:00 he is going to send Ben a quick update. "Ben, let's discuss this next week."
00:16:14 So this is actually a very quick way to interact and discuss
00:16:19 what is going on, and how we can accept and review
00:16:27 the goals and activities. It is also to be noted that this, of course, creates a record,
00:16:33 and that will allow Geoff to actually have a quick review
00:16:37 of activities during the year, at the moment of the performance review time.
00:16:42 And finally, there are also ways,
00:16:46 of course a way to look at the goals that Ben has agreed with,
00:16:49 and they're all here on track. One is behind.
00:16:52 And he can take decisions, he can actually verify, check,
00:16:57 and send messages or exchange with Ben as needed,
00:17:01 and create activities from here as well. And finally he can actually
00:17:05 either give feedback to Ben or receive feedback,
00:17:10 or request other people to give some feedback to Ben, to actually complete the performance
review
00:17:16 or an intermediary review, as needed. Well, at this point,
00:17:22 I think I have finished what I wanted to show you in this quick review.
00:17:28 We have viewed quite a few activities that can be done directly on the app,
00:17:32 and I hope you have found it interesting. And now, we'll move on to the analytics.
00:17:40 So hello again, and here in this part of the demo,
00:17:45 I want to show you how the application works on the desktop.

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00:17:53 Now, of course in many cases, people and employees want to use
00:17:59 the mobility app. However, there are also situations
00:18:03 in which activities can be performed or are maybe easier or faster to perform
00:18:10 on the desktop. I'm thinking here sometimes,
00:18:13 simply for proximity reasons, because there are other activities
00:18:16 that need to be done on the computer. Or HR activities are most of the time
00:18:22 performed on the desktop, simply because,
00:18:24 well, there is a better real estate. Things like reporting or reviews
00:18:29 of the organizational structure are a lot more engaging
00:18:38 on the main desktop. Let's start with looking at Mya Cooper,
00:18:46 from the point of view of Mya Cooper, we are impersonating Mya now.
00:18:51 Now, this is her desktop, so she sees...
00:18:54 And I want to show you a few things from this point of view.
00:18:57 I want to show you a little bit of navigation as we go around.
00:19:01 I want to show you how it looks and also how she can approve time off.
00:19:10 Let's remember Mya is Geoff's manager. So she has received
00:19:17 as part of the approval to be done, as part of the activities for today,
00:19:23 she has the approval for the vacation that Geoff has submitted a moment ago.
00:19:29 So she can directly approve it from here. She can say, I want to see some details,
00:19:33 or I only want to approve it directly from here. She goes and decides to review the details
00:19:39 of the time off, verify that it is just before Christmas,
00:19:42 so she doesn't have any concerns, because there are some other people
00:19:46 that are absent during the same time. On top of it,
00:19:49 well, Geoff has a lot of vacation pending, so it's a good thing
00:19:53 that he's taking some time off. She is going to add a small comment here,
00:20:00 as part of the approval. Go ahead and approve the time off.
00:20:04 Workflow has been completed. She can go on with her day.
00:20:08 Now, she wants to verify also how the org chart looks.
00:20:15 In this case, she knows that she has received budget
00:20:20 for an additional position in her group. She actually has a lot of new positions
00:20:26 that she has been adding recently. There is a new one she needs to add today.
00:20:30 So for that, she is going to go and verify on the org chart what is already there.
00:20:34 She's going to look at what requisition she may be needing,
00:20:39 and have a look at how she can add a position. For this, she needs to go to the org chart.
00:20:45 She has two ways to navigate to the org chart. One is to go through the dropdown
00:20:50 and find the org chart in this list, and it is there.
00:20:55 But she has an easier way actually. There are the quick action icons
00:20:59 that are right here that allow her to directly drill down
00:21:02 into the org chart from her main screen. Here is her team.
00:21:07 She has five FTEs as part of her team,
00:21:12 and Debra is a contingent worker, so is not an FTE,
00:21:16 but is part of her team. You can see here below her picture
00:21:22 that she has five direct reports and 42 in her organization at large.
00:21:28 Now we can see that there are also, for instance, if she wants to drill down,

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00:21:32 she can see directly all the details about her report,
00:21:35 go to the main screen of each employee or drill down and take some additional actions
00:21:43 directly from here. But in this case,
00:21:45 she wants to drill down to the organization of Geoff and have a look there.
00:21:49 And here she sees that, in fact, Geoff has eight direct reports.
00:21:55 But in addition to the direct reports, he also has a global assignment person.
00:22:03 And she has received budget to add an additional position to Geoff's team.
00:22:11 For that, she is going to go to the position chart.
00:22:16 The position chart is a different type of structure. The position chart is literally
00:22:24 the hierarchical situation from the position point of view.
00:22:28 We can see that she has quite a few open positions in her group.
00:22:33 She has two new analysts in admin support and a research and development person
00:22:39 that need to be hired in the future. But now she needs to add
00:22:43 an additional position to Geoff's team. For this, she's going to go directly here
00:22:54 and she can see even Geoff has some position to be hired. However, right now,
00:23:00 she's going to add the position that she needs to add.
00:23:04 She's going to click on any of these positions,
00:23:07 to see more details. And from the burger icon up the top,
00:23:14 she's going to select, she could create the job requisition,
00:23:16 because this specific position does not have an incumbent,
00:23:24 but she can also either add a Fieldglass requisition,
00:23:28 in case this needs to be contingent worker, or she can add a peer position to this.
00:23:37 And that's what she needs to do. So the position that has been allocated
00:23:42 is a digital expert position. It's a new position.
00:23:49 And you can see that the work required to create this new position is not much.
00:23:55 She just sees that everything is defaulted, because of the location of the team.
00:24:02 Now of course at this point, she could decide that this
00:24:04 specific expert position needs to be located in the different areas,
00:24:09 or maybe she may need to actually make the position in a different area,
00:24:13 at a different salary grade, and slight changes. But in this case, no need.
00:24:20 She's happy with what she sees. She can proceed and save
00:24:24 directly from here. The position has been added
00:24:29 as a new position, and we can verify that it has been created,
00:24:34 that it is here. We can directly from here
00:24:36 go and see, go ahead. The position has been created as of today.
00:24:43 I'm recording on Halloween day. And you can see that,
00:24:49 the details are all here to start a requisition as needed.
00:24:55 That can be started directly from here. She's not going to start,
00:24:58 this is something that in Best Run has been decided to be part
00:25:02 of the recruiter person. So the recruiter will be able to verify
00:25:08 what is needed for the requisition. Now let's remember one thing.
00:25:15 All these activities are set and are decided
00:25:19 by the Best Run organization as part of Mya's authorizations,

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00:25:26 and that's why she can accomplish them here. Each organization will have to take the
decision
00:25:33 of where these will be activated and how. In addition to this navigation,
00:25:38 I still want to point out, before leaving Mya to her day of work,
00:25:44 that there is also a search facility here that is in natural language.
00:25:48 So when, in some cases, the dropdowns or the quick actions
00:25:52 are not clear enough, or you may not know,
00:25:55 not remember where to go, that's easy enough to say,
00:25:58 for instance, I want to see where, how is my time off?
00:26:04 And from here I can directly find either a person that I'm looking for
00:26:09 or a part of the application. And Mya can see directly
00:26:12 how her time off is working, if she has no incoming time off,
00:26:16 and she has a lot of vacation to take. She'll be able to create it directly from here
00:26:22 or do it from her mobile application when she'll have the time,
00:26:26 when she'll have some other time. Now in parallel to Mya's point of view,
00:26:31 now I would like to propose to you to look at how HR work functions.
00:26:38 For that, we are going to leave Mya's point of view and we are going to become, magically,
Anja.
00:26:47 Anja is part of HR, and part of her activities
00:26:52 is to review and support the diversity effort, particularly the gender effort,
00:26:59 for the Best Run, the Best Run organization.
00:27:03 For that, she's going to look at the reporting. The reporting, we are going to look at the
Report Center,
00:27:11 and she has requested a specific story to be built for her,
00:27:17 to give her access and visibility at the diversity data.
00:27:22 So the story is here, and the system is going to import all the data.
00:27:27 Let's remember the data is all live in this case.
00:27:30 So she has... There is no latency and no changes.
00:27:37 She can see what is actually happening in the company at the moment she's looking at it.
00:27:46 Now, while this this is loading, I'll remind you that,
00:27:50 of course again, all the details, the way it is configured,
00:27:55 the way it is done, are set up by Best Run organization.
00:28:01 The color, the format, the story is all set up here.
00:28:06 Now Anja has access to the whole organizational information.
00:28:11 She can see that the total number of FTEs is 1,278. She sees the ratio of male and female -

00:28:19 well, it's not 50-50, but it's pretty close

00:28:23 and she's happy with that. And that will look pretty good on the report
00:28:29 that she will submit to her boss in a couple of days.
00:28:32 However, as she looks at the details, she also sees that the grade 10 group
00:28:38 is actually not doing as well. She's going to go and look at it more in detail
00:28:44 because this looks a little bit embarrassing. And indeed, that is totally embarrassing.
00:28:52 In grade 10, there are 50 people, but there are no females at all.
00:28:58 It's all, look. At all levels of the organization,
00:29:04 grade 10 is systematically only male. And even in the new hires,

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00:29:11 there have been some new hires recently in manufacturing, corporate services,
00:29:15 and direct sales, and it is all only male.
00:29:19 Now, let's remember, this is all live data.
00:29:23 So actually, Anja is also able to go and drill down to the specific users
00:29:31 that have a grade 10, and she sees that, actually,
00:29:36 they're all engineers. Maybe her conclusion will be
00:29:40 that she needs to do some more hiring of new interns or new college grads
00:29:50 that are female, and try to bring in some diversity.
00:29:55 Also in grade 10, maybe she'll say "I can do some promotions,
00:30:01 because I do have quite a few females in grade eight,
00:30:05 and maybe I can do some promotions." But from here she also knows
00:30:10 she can drill down further. She actually can go and look
00:30:13 at the details of each specific employee, look more in detail.
00:30:21 And directly from here, she could decide to move the person,
00:30:26 or she can request the move of a person to another group.
00:30:30 She could go and drill down in the detail. She could contact the specific HR person
00:30:37 who's responsible for this person, and she can take action.
00:30:43 So you see the power of the reporting and the power of data,
00:30:50 even directly from here. Let's remember that here we're looking
00:30:54 simply at reporting. I am not showing analytics,
00:30:58 I am not showing workforce planning. I'm showing truly reporting
00:31:04 as it is embedded in Employee Central, with the power of stories that can be created
00:31:12 to support specific views and specific concerns. Now, I would like to thank you for your
attention
00:31:20 and I hope you have enjoyed this short demo, and I hope you'll take the time
00:31:26 to review our clickable demo as a next step.
00:31:30 Until soon.

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Week 1 Unit 5

00:00:05 Hello, and welcome back to your HR journey to the cloud course, week one, unit five.
00:00:13 I am, again, Chiara Bersano, and I'm a global advisor within the SAP SuccessFactors
organization.
00:00:20 This week you have heard how HR strategy has been evolving, how SAP SuccessFactors
has met the challenge
00:00:28 and provided you the tools that you need to support your strategy. And you have seen some
demos.
00:00:36 Perhaps you even took the time to play with our clickable demo and see for yourself,
00:00:40 and I hope that was fun. Now this time to hear from some of our customers.
00:00:46 We hand-selected some customer stories told in the true voice of our customers
00:00:51 about how the various modules of our application have worked for them. There are more
stories, of course, on our Web site and even on YouTube,
00:01:02 but we thought it was time to hear some real stuff after the theory. It is at this point,
00:01:08 the following video are real life examples. How SAP SuccessFactors Suite has truly enabled
the strategy
00:01:17 for these selected customers. They vary very widely in size, operations, industries,
00:01:24 geographies, and of course, in their priorities. A true transformation supported Abastible
00:01:30 in providing a better experience across Latin America. A true, robust, and unique platform
00:01:36 consolidating all information has provided the backbone of HR strategic processes,
00:01:42 adding a complete suite that has resulted intuitive and truly user-friendly. Gentera is an
innovative banking and micro financing offering,
00:01:54 supporting small women-owned businesses across Latin America. Now, isn't that
wonderful?
00:02:03 But with such a large employee base across multiple countries, they truly need to enable a
transactional talent and learning process
00:02:13 that would be transparent and standardized across the field to improve engagement and
facilitate communications.
00:02:24 Yanolja looked at SAP SuccessFactors to support data and analytics in a scalable way,
eliminating the need for multiple integrations
00:02:34 and enabling easy-to-manage data flows across processes because they had a truly low-
contact and remote work environment.
00:02:47 Purolator is in the logistics business and had a quick turnaround during the pandemic
00:02:54 to be able to respond, support, and train drivers during the pandemic for safe delivery.
00:03:01 And finally, Watco looked at SAP SuccessFactors to support a fast growth,
00:03:08 managing people data on a cloud solution, making it available everywhere with full mobility
application
00:03:16 that would support a transport business across North America and Australia.
00:03:23 Now, let's go on with the viewing, and I hope you have some popcorn ready.
00:03:29 How can you transform and improve your company's HR processes?
00:03:36 The big challenge that we had was particularly that we are living in this transformational
period of the company,
00:03:42 not only in one country, but in four. SAP was the best tool, based on the Employee Central
module.
00:03:49 It allows us to strengthen the model of human resources that we want to have
00:03:53 for all of the collaborators of the company. When people are happy,
00:03:57 they are performing better at their job, and that has a final impact on the client.

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00:04:07 The core business of Abastible is the commercialization of liquified gas
00:04:12 and the delivery of energy solutions. The corporate group is made up of four companies
00:04:18 in four different countries. The headquarters are located in Chile
00:04:22 and we have operations in Ecuador, Peru, and Colombia. The main challenge was to have
a platform,
00:04:29 a robust information system that allows us to have employee information of the four
countries.
00:04:35 The main objective was to have this information available from a single source to be able to
develop regional plans for the HR department,
00:04:43 enabling us to consolidate our position as a world-class company.
00:04:49 We started implementing what is called Employee Central, which is the backbone of SAP
SuccessFactors.
00:04:56 And from there we also implemented compensation, performance management, recruiting,
onboarding, and learning modules.
00:05:07 With SAP SuccessFactors, we want to impact the company fundamentally
00:05:12 by having more information, enabling leaders with management tools,
00:05:18 connecting employees more closely to the HR department, and developing more strategic
HR processes
00:05:25 that generate value for the company. When we implemented SAP,
00:05:32 we knew that it was a pretty robust platform. What surprised me is how user friendly it is for
the end user.
00:05:40 It's very intuitive. Our collaborators can access it easily
00:05:44 and it's being received by our partners as a very positive experience.
00:05:48 Their engagement has increased and this most certainly also has a positive impact on our
end consumers.
00:06:00 Find out how SAP can help you keep people at the heart of every business transformation.
How can you empower employees and clients?
00:06:15 In Gentera, we have the great challenge of serving more and more clients in a faster way.
00:06:20 So we are using technology to do a better job at that. And SAP SuccessFactors is helping
us deliver
00:06:28 a better experience for our work collaborators. And at end that will be reflected in our
clients.
00:06:39 I love my job because it allows me to take the vision that we have for our clients.
00:06:45 Our vision is to inspire their dreams. Gentera is a couple of companies
00:06:50 directed towards micro financing. Our client base is formed by 90% women, all ages, all
generations,
00:06:59 and it's amazing what these women do in their own businesses. At the rate that we were
growing in Gentera,
00:07:08 we needed a system that allows us to have a centralized solution. Our previous system was
not helping us
00:07:14 in terms of all the talent suite of processes we had. We didn't have a well-deployed
performance evaluation system.
00:07:23 With SuccessFactors, we can have a centralized way of putting all the objectives for
employees.
00:07:28 Before, they had all spread out in different word formats or even paper, and there wasn't a
way
00:07:36 in which we could centralize them and have access and make sure that they were
consistent
00:07:42 for many employees in the same roles. With the Learning Management System,

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00:07:46 we are now using SuccessFactors in an innovative way. We are enabling our promoters,
our field collaborators
00:07:55 to download their training and watch it on their mobile devices. That allows them to be better
prepared.
00:08:02 In Gentera, we believe that the experience we can deliver to our employees and
collaborators
00:08:08 will definitely be reflected to the experience our clients have outside. And with a solution like
SAP SuccessFactors,
00:08:16 we can enable them to do that. Find out how you can better engage
00:08:22 with your employees and customers. How can business continue to grow in a complex
working environment?
00:08:36 Yanolja is a global leisure platform and travel tech company that has gained unicorn status.
As global number one cloud-based hospitality solution company
00:08:44 and the super app provider for all kinds of services for leisure, Yanolja is changing the
paradigm of leisure.
00:08:51 Under the complexity and uncertainty, the things that enable Yanolja to have continuous
growth are our proactive actions and adaptabilities to the changes.
00:08:55 It is the proactive response and adaptability to change that has enabled Yanolja to continue
to grow in complex environments.
00:09:04 As a business partner, HR is required to support Yanolja's global business expansion,
changing the way we work and managing the diversity of the organization.
00:09:14 In order to do that, we concluded that a new HR system was needed that could efficiently
integrate key functions of HR,
00:09:19 expand itself flexibly at scale and provide HR insights from the data for the company's
productivity.
00:09:26 So, we finally selected SuccessFactors. With SAP SuccessFactors, for example, what we
enter in the recruiting module
00:09:33 is also managed as one of the core pieces of HR data in the Employee Central module.
Afterwards, all the required data are organically integrated
00:09:41 and are in use through payroll, time and attendance, performance and goal management,
and compensation module
00:09:45 and the overall functions of HR have seamlessly integrated with each other. Within the
integrations, we can assure data integrity over a period and in real time.
00:09:51 From this, we also provide insights to measure and improve the organization's productivity.
SuccessFactors is vital not only to HR departments,
00:10:00 but also to all the departments that need HR data. We have integrated SuccessFactors with
the groupware, the budget management system,
00:10:07 and S/4HANA to let the data flow effectively. We also have configured the access controls
properly for each individual and department.
00:10:16 The individuals from each department now manage the data that they need on their own
rather than struggling with the inefficiency of requesting and waiting for each other.
00:10:24 Changes in the way people work in the non-contact era require HR to maintain by also
improve productivity.
00:10:31 The scalability of the cloud-based HR solution, SuccessFactors, also addresses HR's
concerns by improving and applying the system with agility about performance
management,
00:10:39 schedule management, and management in a remote working environment. Employees and
managers can now manage all their data on their own.
00:10:48 Depending on the managed access controls, they can manage their data any time,
anywhere. SAP SuccessFactors supports HR digital transformation.
00:11:05 SAP presents Purolator. COVID-19 disrupted Purolator's business.
00:11:11 B2B delivery volume dropped. E-commerce delivery volume exploded.

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00:11:18 SAP SuccessFactors and Qualtrics enabled Purolator to respond quickly.
00:11:24 Employee needs were supported. Hundreds of drivers were hired
00:11:28 and training was done remotely That kept deliveries moving
00:11:34 swiftly and safely. How can you better serve your internal and external customers?
00:11:46 With the growth of Watco, we were looking for a solution that was going to help us manage
the massive amounts
00:11:52 of team member information that we had. The implementation of SAP SuccessFactors
00:11:57 has allowed us to redeploy our HR assets to focus on value-creating activities,
00:12:05 so ultimately we can focus more on serving our internal and our external customers.
00:12:18 Watco is an amazing company to work for. We were founded with a very simple vision, and
that is,
00:12:25 if you take care of the customer and you take care of the people who take care of the
customer,
00:12:29 you're undoubtedly going to win. I honestly think I have the best job at Watco
00:12:35 and that's because my core focus is on creating an amazing team member experience.
00:12:40 Watco Companies is a supply chain management and logistics company. Our services
range from rail transportation
00:12:48 to rail car repair, track repair, locomotive repair. That makes us very unique
00:12:53 because almost any transportation problem that a customer has, we're able to solve with
our diverse services.
00:13:01 Watco has experienced massive growth, and although you love growth as a company,
00:13:08 you don't necessarily welcome all of the HR paperwork that comes with that growth,
00:13:13 and we were just getting buried in team member information and we needed a solution
00:13:19 that was going to help us get our arms around that information and put it in the hands of the
people that needed it.
00:13:25 Watco made the decision to move toward a cloud-based solution because first, who better
to manage SAP data than SAP?
00:13:35 We also made the decision because we wanted our team members to be able to access
information from anywhere.
00:13:42 We implemented the full suite of SAP SuccessFactors in a period of nine months.
00:13:49 We've received a number of benefits. It's a very intuitive system
00:13:53 and we have an increased use of self-service. Next, we've put information at our team
members' fingertips,
00:14:00 so there's increased accessibility to information. It has been a perfect solution
00:14:06 for our company and it has delivered all of the benefits that we hoped it would.
00:14:10 SAP SuccessFactors has helped us create a better team member experienced, and in turn,
our team members are now delivering
00:14:18 a better customer experience. Make your employees and customers happy with SAP.

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