HR 15

Week 1: Your Journey to the Cloud
Unit 1: Where is HR? Trends and strategy

Where is HR? Trends and Strategy
We are surrounded by drivers for transformation
change
change
disruption
state
rising
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SAP Corporate strategy – the Intelligent Enterprise
Business Business Net work

Process
Across all functions
Business Process Intelligence
Experience Management
Applications Intelligent Suite Industry Cloud
Sustainabilit y Management
Technology Business Technology Platform
Infrastructure SAP Data Center or Hyperscaler
At SAP, we provide the foundation for companies to become intelligent enterprises,

enabling them to make impactful changes to run their business better by growing more
resilient, more profitable, and more sustainable.
Source: SAP Intelligent Enterprise

It’s A Journey, Not a Destination
Moving to the cloud from a heavy, complex,

and highly customized monolith

It’s A Journey, Not a Destination
Moving to the cloud from a heavy, complex,

and highly customized monolith

SAP supports your specific starting point for ERP and/or HR deployment
3.
1. 2. Exceptional option:
SAP ERP Public Cloud 1) Private Cloud 2) OnPremise 3)
Customer owns software Shared, highly secure cloud Exclusive, managed cloud Customer owns software
and fully manages it. resources for multiple customers. infrastructure for one customer. and fully manages it.
License  Perpetual license  Subscription fee  Subscription fee  Perpetual license

Code changes  Yes  No  Yes, on-premise code line  Yes, on-premise code line
Upgrades  Customer owned  Regular upgrades and innovations by  Customer owned or service by SAP  Customer owned
SAP
Data Residency  Data center (customer)  Data center (hyperscaler, SAP)  Data center (customer)
Customer Preference  Consolidate  Hyperscaler or SAP region
 Evolve  Consolidate
 Transform
as a Product as a Service as a Product
Strategy Enables customer to move to the cloud on their own pace per process area within existing conversion, extension and swap policy
1) SAP SuccessFactors | 2) SAP HCM for SAP S/4HANA, private cloud edition | 3) SAP HCM for SAP S/4HANA, on-premise edition (coming in Q3 2022)

SAP HR Offerings – Customer Characteristics
Transform HCM Evolve HCM Optimize ERP retain HCM

Exceptional option:
SAP SuccessFactors Private Cloud HCM SAP S/4HANA On-Premise

(= Public Cloud) incl HCM
Customers who desire: Customers who desire:
Customers who require:
• A complete, modern, native SaaS • A rapid conversion of their existing
solution with the full benefits of ERP/ECC environments to a Cloud-based • An in-house infrastructure, because they
public cloud infrastructure are unable to move a cloud managed
infrastructure
• The fastest path to innovation and • The flexibility of a traditional on-premise
the lowest TCO, based on subscriptions application as well as subscription-based, • Complete control and ownership of
cloud economics their application and data landscape
• A clean Cloud solution without
converting old/legacy processes and • Gradual transformation to a pure SaaS • The utilization of their existing
configurations. landscape at their own pace infrastructure and IaaS vendor agreements
• Transform business processes and take • Full, extensive, ERP functionality including • Specific compliance with industry- and
advantage of standardized best partner add-ons with the ability to extend country-specific regulatory requirements
practices, with extensibility and enhance
• Based on SAP ERP HCM with comparable
• Very extensive full scope suite for HXM • Limited functional scope for HCM PCE functional scope

SAP HR Portfolio Investment Strategy
SAP SuccessFactors SAP Human Capital Management

for SAP S/4HANA
Major and future oriented
investments to meet the latest trends Selective enhancements and
in HR by delivering outstanding localization across Core HR and
innovation to Payroll processes to support continuity
re-think and re-imagine HXM
through bi-annual release cycles.

Key HR Trends Influencing Innovations in HXM
… and Our Customers’ need for a Transformation Journey
Workforce Composition Employee Expectations Intelligent Technologies

is evolving permanent, temporary, and Demands continue to change are changing everything
alumni, retirees
Upskilling and Reskilling Pay and Rewards Remote Work

are business-critical are moving from “one size fits all” to Simplified with modern technology
highly personalized
New Ways of Working Are Evolving Fast
Research shows that Learning, Digital Workplace and Employee Experience continue to be
top priorities
Sixty-nine percent of respondents report an increase in
skill building during the pandemic, more so than for other
actions to close skill gaps. Changes in actions used to close
skill gaps, since the end of 2019, % of respondents 2021 Technology Adoption (Deployed or will deploy in 12 months) HCM technology supporting future of work
Building Digital Workplace to Support Working 96%

90%
Skills From Home 79%
62%
Artificial Intelligence/Machine Learning 46%
Redeploying Hiring Releasing Contracting 34%
59%
Robotic Process Automation 56%
48%
58%
Distributed Cloud 44% Market and Workforce
30%
Demographic Shifts Planning
43%
Multiexperience Development Platform 30%
18% Future of Work
35%
Edge Computing 24%
14%
MORE 69 46 42 29 36 22%
5G 16% Consolidated Labor
10% New Employee Market Emerging
LESS 7 8 25 12 20 19% Employment Data Insights Analysis Technologies
Digital Twin 16% Models
10%
15% HCM
Hybrid Talent HR Application
Blockchain/Distributed Ledger 10%
Marketplace Tech Framework
6%
12%
Augmented Humans 8%
62% 38% 17% 17% 16% 5%
0% 20% 40% 60% 80% 100%

Percentage-point difference
Top Typical Trailing
The extensive period of hiring freezes raised management’s awareness of the Due to increased working from home, digital workplace is at the top (96%) and is now considered a Each aspect of the future of work will continue to be supported by multiple
criticality of strategic internal mobility, effective talent management, and advanced fundamental technology. AI (62%), Robotics Process Automation (59%) and Distributed Cloud approaches and solutions. By 2023, 80% of enterprises with 2,500+ employees will
learning systems so people can upskill and reskill from anywhere. (58%) are also expected to show fast growth beyond COVID-19. augment annual engagement surveys to better understand worker sentiment.
Source: McKinsey & Company Source: Gartner Source: Gartner

Transitioning to the cloud is about remaining competitive in an ever-changing world
Legacy HCM Digital HXM
▪ Intensive infrastructure / ▪ Agile cloud architecture and

disruptive updates infrastructure
▪ Manual processes ▪ Easy and intuitive tools
▪ Staffing / learning / training ▪ Automated processes
intensive ▪ Modern, intuitive and mobile
▪ Complex and fragmented tools ▪ Self-service, anytime,
▪ Timely / costly to innovate / roll anywhere
out innovations ▪ Consumable & continuous
▪ Mobile is challenging innovation
▪ Back-end oriented ▪ Less cost for integration and
flexible to update

Staying Competitive in an Ever-changing World
Legacy HCM Digital HXM

Less Flexibility Accelerate with a
with On-Premise Cloud People Platform
▪ Organizational strategy and execution enablement: Respond quickly, improve impact

▪ People experience: Provide better workforce experience with simplification, access, and purpose
▪ Operations optimization: Enhance service delivery with simplification, integration, and automation
▪ Compliance and risk management: Leverage cloud baseline, focus on predicting and avoiding risk
▪ TCO reduction and cost avoidance: Reduce resource / system management; leverage configurability,
accelerators, and innovation tools
Staying Competitive in an Ever-changing World
Target State
SF Next Generation Payroll
• SAP leaves no customer SAP SuccessFactors Employee Central Payroll

SAP SuccessFactors Time Tracking
behind SAP SuccessFactors Core HR (Employee Central incl. Time Off + Benefits)
SAP SuccessFactors Talent Management
Solution Deployment
Transition State
• Each customer has a unique Application Implementation
Transition Solutions, e.g. HCM Private Cloud edition
starting point and it’s own Lift & Shift + Replace Big Bang
pace SAP HCM for SAP S/4HANA on Premise edition

Legend:
Replac
Transition Path Initial State
e Technical Migration
• Transition Scenario’s to
Migration Strategy
On-Premise SAP ERP HCM
Private Cloud
SF Public Cloud
mitigate risks AND optimize Sept 2022

* H4S4: Short for SAP HCM for SAP S/4HANA, on premise; SF: Short for SAP SuccessFactors
Mainstream Maintenance
Dec 2027
Extended Maintenance
Dec 2030 Dec 2040 Timelines
benefits
Your Journey To the SuccessFactors Cloud?

Thank you.
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Week 1: The Case for a New HR
Unit 2: Opening the Box of Intelligent HR
Opening the box of intelligent HR
5 key elements to drive a digital transformation
Respond with agility to increasing needs

Effectiveness of everything of the business
you do in HR
Simplify, and make HR

Digital more intelligent
Workforce
Drive engagement by delivering Transformation
processes into the hands of
employees
Increase efficiency
with faster execution and end-to-end
process automation
a tactical project replacing HR employees with automation technology

Not a technical switch swapping out an old system
Time to move beyond traditional HCM to understand each individual
Total
Managers HR Team Organization
Workforce
✓ Clarity around the business ✓ Remove bottlenecks, coach ✓ Strong employer brand ✓ Motivated, engaged workforce
purpose and the own role and motivate direct reports ✓ Support and adapt culture ✓ Optimal match of people, skills,
✓ Individual goals aligned to ✓ Improved team performance ✓ Deliver relevant, consumer-style tasks, and business needs
Culture & company objectives combined with a winning employee experiences ✓ Diverse, innovative, and resilient
Experience ✓ Role-based experiences culture culture
✓ Increased talent mobility ✓ Continuous performance
management (CPM)
✓ Full visibility into job ✓ Diverse workforce ✓ Insights across internal and ✓ Transparent key reporting metrics
opportunities and projects ✓ Easy reward and recognition external workforce, all locations ✓ Having the right talents with the
Transparency ✓ Individualized learning and organizational units right skills
offerings ✓ Meeting the emerging skill
demands
✓ Availability of HR services ✓ Shortened time to productivity ✓ Reduced time to fill, data ✓ Agile operating model
✓ Faster time to productivity of employees through processing times, and manual ✓ Lower total cost of ownership
✓ Quick apply consumer-style onboarding transactional effort ✓ Ability to deliver the Intelligent
Efficiency ✓ Higher data quality Enterprise
✓ Ability to continuously deliver HR
innovations

SAP SuccessFactors HXM Suite
Comprehensive
Manage all aspects of core HR and
leverage a robust ecosystem
Experience First
Consumer-grade technology that
puts the employee experience first
Embedded Insights
Insights and guidance drive smarter
decisions and better results

The future, today
Connected
Center of Capabilities
▪ Updated architecture to store capabilities at
company and employee level
▪ Machine learning-based capabilities
to detect emergence of new skills
▪ Planned delivery 2021/2022
Dynamic Teams
▪ Ability to track teams based on assignments
and initiatives
▪ Introduction of OKRs
▪ Planned delivery 2022
Opportunity Marketplace
▪ Create, post, and apply for temporary
assignments
▪ Employees to manage development and
learning Supported
▪ Personal profile (center of capabilities) Empowered
and career plans
▪ Leverages center of capabilities and Job
Profile Builder
Employee Central: global governance for people data and HR processes
Single source of truth for HR data

✓ Supports a diverse, mobile, and global workforce
with a consistent system of record
✓ Single repository for employees and contingent
labor to view and maintain all relevant HR data
✓ Best-practice processes supporting all relevant
work events (transfer, promotion, termination,
concurrent employment, ...)
✓ Embedded localization to drive global
compliance
✓ Natively designed with all talent modules and
Workforce Analytics

Organizational and position management: structures for success
Maintain and visualize organizational structures

to increase insight and improve decision making
✓ An interactive org chart that reflects your business
✓ Visualize multiple types of hierarchies
✓ Full information at one glance
✓ Generate recruiting requisitions directly from the org
chart
✓ Define the needs of the business, communicate
expectations, and match people with opportunity
✓ Identify critical positions, development needs, and
support concurrent employment and global
assignments

Total workforce management to support a holistic people strategy
Manage your total workforce with a holistic

view of all workers
✓ Provides visibility to allow businesses to plan,
manage, and optimize their total workforces
✓ Support for all worker types (employees,
contractors, contingent labor, and so on)
✓ Apprentice management allows for quick access
to individual plans for work and study
✓ Support for concurrent employment and global
assignments

Simplify processes and improve experience across all users, on all devicesHXM
Increase workforce engagement with

a powerful mobile app
✓ Provide employees with personalized
access to their data, business processes,
and HR services
✓ Provide managers with easy access to all
their to-dos, detailed team information, and
insights to improve decision making
✓ Organizational chart includes ability to
immediately reach out to people

Embedded insights and dashboards to monitor the pulse of the organization
Improve decision making for management

and HR based on data-driven insights
✓ One-click access to context-sensitive (in-line)
insights based on the activity you’re working on
✓ Graphical dashboards provide a bird’s-eye view
to quickly assess if there is a problem
✓ Embedded role-based permissions

User experience continuous innovation
The new Home Page – designed to provide SAP SuccessFactors Work Zone:
a simplified experience to all A unified entry point for work

SAP SuccessFactors + Qualtrics
Listen at every Complete Intelligent system of

moment that matters employee insights actions
Safely and securely collect Empower every manager with Drive and trigger intelligent
operational and experience data predictive and intelligent insights action across the employee
from employees at every derived from operational and lifecycle by connecting X-data
meaningful touchpoint along their experience data with HCM O-data
end-to-end journey
OPERATIONAL DATA EXPERIENCE DATA

• Time to productivity • Engagement
• Offer acceptance rate • Candidate experience
• Percent promoted • Satisfaction
• % training complete • Training experience
• Turnover • Wellbeing
• Performance ratings • Manager effectiveness

End-to-end process example within ecosystem solutions
SAP® Intelligent Robotic

Process Automation services
SAP SuccessFactors Document SAP Signature Management by Intelligent Robotic Process Automation
Management Core by OpenText DocuSign (IRPA) for contract and offer letter
▪ Simple, standard solution for secure ▪ E-signature solution that helps securely creation
document management and flexible document manage the signature process online from ▪ Robotic process automation (RPA) refers to
generation integrated with any device, to accelerate transactions software that can be easily programmed to do
SAP SuccessFactors permissions, UI, and between candidates, employees, managers, basic tasks across multiple applications, just
platform. and HR. as human workers do.
▪ DocuSign securely automates workflow, ▪ The robot can be built to click through a
Value proposition
collects information, and obtains legally workflow with multiple steps and applications,
▪ Moving from paper documents to electronic binding signatures for offer letters and such as filing a form or routing for further
documents onboarding documents from anywhere. processing.
▪ Compliance Value proposition Value proposition
▪ Simplifying HR business processes so HR ▪ Elimination of inefficiencies of manual ▪ Conduct contract and offer letter creation
can work on more strategic projects document and signature management more quickly and efficiently by automating
▪ Batch document generation ▪ Secure, automated workflows for collecting and reducing repetitive tasks.
▪ Records management information and obtaining legally binding

digital and electronic signatures
SAP SuccessFactors HXM platform

An end-to-end suite to enable digital HR transformation
Employee Experience
Employee engagement: Digital Workspace Employee lifecycle
Flexible surveys, dashboards & reporting, Personalized & guided experiences across Event-based, preconfigured, & customizable
guided action planning systems
Qualtrics & SAP SuccessFactors Work Zone

Succession
Time HR Help Perfor- Compen- Sales Opportunity
EC Benefits Payroll Recruiting Onboarding & Learning
Tracking Desk mance sation Performance Marketplace
Development
Analytics and Planning

SAP Business Technology Platform
Core HR & Payroll Business Technology Platform Talent Management

Employee Central SAP Integration Suite Learning
Supporting SAP and 3rd party
Time, Absences, and Attendance Succession & Development
SAP Extension Suite
Time evaluation and approvals Compensation Management
Custom processes and data
Payroll – Global and Local Recruiting
Analytics
HR Help Desk
People Analytics Onboarding
Integrated with knowledge base, Workforce Analytics Portal, paperless process, offboarding
ticketing, and more HR metrics, trends, and data driven insights Performance Management
SAP Analytics Cloud (SAC) and SAC for Planning
Opportunity Marketplace
360 view to support decision making
Recommendation on career opportunities
Sales Performance Management
© 2022 SAP SE or an SAP affiliate company. All rights reserved. ǀ PUBLIC Commission, territory & quota 14
The support of an extended ecosystem to inform, extend, and innovate
SAP Store
https://store.sap.com
ISV Partner Network Digital enterprise marketplace
Curated community of partners that ▪ Discover, try, buy, manage, and deploy
supplement and complement apps directly on SAP Store
SAP solutions ▪ Access innovative software, microservices,
and plug-ins to extend your SAP
▪ 300+ HR apps and growing
SuccessFactors solutions and digitally
▪ 150+ built on SAP Business Technology transform your business
Platform
Fund and Foundry Discover and deploy Innovation platform

▪ Native SAP technology to integrate and
Funds Seed and Series A enterprise software
extend solutions
startups outside of SAP
▪ Purchase pre-built extensions built by
Mentors and accelerates enterprise software
partners or build your own
startups outside of SAP
Venture Studio Customer and partner

communities
Funds SAP employees and provides SAP Business
resources to build enterprise software ▪ Created to provide information and support
startups inside SAP
Technology Platform at your fingertips

Thank you.
open@sap.com
Follow all of SAP

warranty.
Unit 3: From HCM to HXM: 10 Key Differences
From HCM to HXM: 10 key differences
Functional comparison: the CORE in the CLOUD
FUNCTIONAL TECHNICAL INNOVATION
▪ Simple and standard processes ▪ Hosted and secured by SAP ▪ Quarterly updates out of the box for faster
▪ Consumer-grade experience for all with ▪ SuccessFactors Employee Central innovation adoption
ready self-service ▪ Flexibility and agility of maintenance ▪ Conversational HR through chatbots
▪ Combining operational and experience ▪ Extensibility rather than customization ▪ Business beyond bias
data ▪ AI / machine learning
▪ Integration platform and toolset
▪ Organization visualization ▪ Health and wellbeing
▪ Embedded analytics leveraging a single
▪ Native SAP SuccessFactors app for source of truth
mobile access
▪ Process automation and event derivation
SAP SuccessFactors Employee Central as a single digital HR platform

SAP SuccessFactors HCM suite differs in a number of ways from SAP ERP HCM
Although both solutions cover many of the same process areas, this is largely
where the similarities end.
1. UI and design principles

2. Employee and position focus
vs. strict object focus
3. Enterprise structure vs.
organizational assignment

Summary
1. Enhance Workforce Experience 6. Simplify Extensibility
• Built-In mobile Self-Service designed for every • Admin Center options allow customers to quickly &
user (HR, manager, employee) easily include company specific data
• Reduce manual HR effort • Ease of extensibility: Ex: Vaccine management
2. Adopt Innovation Faster 7. A native suite of Talent Management

• Automatic semi-annual release cycle • Enable cross/boarding, improved requisition,
• Easier to leverage new features enhanced compensation etc. when used with SAP
SuccessFactors talent
3. Improve Business Agility

8. Make Intelligent Decisions
• Quick Mass loads & simplified data entry
• Analytics for HR to make data driven decisions that
• Improved software support
drive business transformation
4. Significantly Simplify Workflows 9. Workforce Transparency and Insight

• Designed for HR Administrators to simplify business • Total workforce management (Including contingent
process workforce)
• Can be created and changed in minutes • Diversity Equity & Inclusion across the Suite
5. Streamline Organizational Management 10. Security and Privacy at your fingertips

• Embedded and intuitive people org charts • Role Based permissions
• Native integration • Collaborative tools

1. Enhance Workforce Experience
How do you look up an employee's data in SAP HCM? How do you look up an employee's data in Employee Central?
The search box enable natural language searches (By name or ID), and accesses
• Navigate to transaction code PA20/PA30 directly the employee's profile and related information.
• search for your employee using specific matchcodes or PERNR
• select the appropriate Infotype Native Mobile functionality makes possible to view and update data on the go,
using either Apple & Android with an intuitive user interface.
• view/change the data

2. Adopt Innovation Faster
How do you get updates with SAP HCM? How do you get updates with Employee Central?
A new enhancement pack and/or support pack is launched yearly; each Regular, bi-annual releases automatically update the product for all customers,
customer can choose when and if to apply it; this requires normally a team with information readily available.
effort, including technical and basis resources to download the content and
apply it to the system, and functional resources for testing. New functionalities are opt-in, so can be turned on in the Upgrade Center
(Shown below) available in the Admin section, or in Provisioning in case of high
Depending on the level of customization, the upgrade can be time consuming; complexity (A certified partner is required to work in provisioning), including
multiple upgrades can be applied simultaneously, but this increases permissioning, and set up as required.
complexity, as SPAU Objects & Code conflicts must be resolved and tested.
Subsequently, new business functions must be turned on and configured.

3. Improve Business Agility: data loads
How do you load data in SAP HCM? How can you add data with Employee Central?
Mass loads can be managed by: You access the Import Employee Data tool from the Admin Center, download a
• Creating custom interface program with ABAP programming CSV template from the system, fill it out, and upload it back into the system
• Leveraging standard tools such as LSMW (Legacy System Migration
Workbench)
• Adopting an external provider data shuttle

3. Improve Business Agility: facilitate data entry
How do you default values in SAP HCM? How do you default values in Employee Central?
Features allows to default values tied to a number of data and options, creating Configure Business Rules in the Admin Center allows to setup rules for
a decision tree. defaulting in a flexible way, using a “IF-THEN” logic to tie defaulting values,
trigger workflows and more. After creating the rule, it is then assigned to an
For example, SCHKZ feature can default an employee’s work schedule rule in object, giving control on when and how it is triggered.
IT0007 (Planned Working Time). Features are not date specific.
This standard framework supports custom fields in the system, and allows to
create logic for custom objects, all automatically supported in upgrades.

3. Improve Business Agility: Self-Service
How does self-service work with SAP HCM? How does self-service work with Employee Central?
Self Service is enabled through a SAP Enterprise Portal or Netweaver No additional installation is required as it is built-in and functionally part of EC;
Business Client. This requires to configure and customize the different no additional licenses are required.
services you want to activate
Upon creation of the user, a log-on information email is issued, providing access
Authorization needs to be setup for self-service roles and additional licenses to the SuccessFactors functionalities and visibility on the data. Role Based
are required, driving up cost and limiting use of the functionality Permission controls what data employees have access to.

4. Simplify Workflows
How do you create workflows in SAP HCM? How do you create workflows in Employee Central?
A specific, technical module allows for workflows set up within SAP, Admin Center allows to create and configure workflows, including dynamic
requiring a technical skilled resource. workflows, activated by a business rule defining the logic based on
SuccessFactors data structures.
The complete set up is custom-made to order and requires set up and
maintenance expertise. Dynamic rules are flexible, and depend on the type of employee data being
updated (Different approver for someone being hired into Marketing than Sales).
It is all part of SAP SuccessFactors standard functionality.

5. Streamline Organizational Management: Organizational views
How do you view an org chart in SAP HCM? How do you view an org chart in Employee Central?
Transaction PPOME gives (some) visibility in the back end system. Navigating to the Company Info drop down in SuccessFactors, select the type of
chart required, such as hierarchical or position-based, including up and down-
Add-on programs such as the Nakisa org chart viewer/workforce must be then navigation options, lateral views, team summaries, access to permissioned data
separately licensed at an additional cost for an improved user interface or to and actions, dotted lines and non-filled positions.
provide portal visibility The same is also viewed in the mobile application.
Also standard is the Company Structure Overview, and the Positions chart.

5. Streamline Organizational Management: native integration
Data integration between modules in SAP HCM Data integration between modules In SAP SuccessFactors
Modules such as OM, Learning, eRecruitment, Performance Management, Most modules are natively integrated, such as Employee Central is built in the
Enterprise Compensation have separate sets of HRP Infotypes. same data environment and integrates cleanly with SAP SuccessFactors
Onboarding & Recruiting Management.
These Infotypes/tables do not integrate with each other at any point; the This allows easier processes, such as hiring a candidate and moving data
connecting point between SAP HCM PA and OM/Talent is the object P – the from Recruitment to Onboarding and in Hiring (in EC) at the click of a button,
employee determined with a PERNR key; the two parts of the systems are such as the below Manage Pending Hire.
synchronized regularly by running program RHINTE.
Out-of-the-box delivered APIs and functionalities such as “intelligent services”
create end-to-end services, replacing insular processing.
Extracting meaningful Employee Master data and any set of Talent
information requires custom reports, to be written in ABAP by a technical
programmer.

6. Simplify Extensibility
How does extensibility work with SAP HCM? How does extensibility work with Employee Central?
Custom data is coded as an addition to either an existing infotype (introducing The SuccessFactors Extension Center and the Integration Center are part of
modifications) or by creating a custom Infotype. This requires technical the Admin Center, offering direct access to Objects Configuration and to
resources with expertise in the infotypes data structures in SAP HCM both for setting up and monitoring the integrations. The Object Definitions tool allows to
set-up and maintenance. store a custom field, or even to create a custom object, including API visibility,
different types of custom fields, labels, attributes and role based permissions.
The SAP class HR350 - Programming in SAP HCM, meant for a technical
These are taught in THR81 - SuccessFactors Employee Central Academy,
programmer, provide the required know-how.
meant for functional administrative support.

7. A native suite of end-to-end Talent Management
Talent options in SAP HCM Talent modules In SAP SuccessFactors
Complex processes, extensive manual data input and many custom objects A set of best of,
and process design are less then ideal for adoption
Attract & Acquire: SAP SuccessFactors Recruiting

SAP SuccessFactors Onboarding
Identify & Grow: SAP SuccessFactors Learning

SAP SuccessFactors Succession &
Development
Pay & Perform: SAP SuccessFactors Compensation

SAP SuccessFactors Performance &
Goals
Report & Plan: SAP SuccessFactors WF Analytics

8. Make Intelligent Decision: Intuitive Reporting and Analytics
Data extraction in SAP HCM Data reporting in SAP SuccessFactors
With SAP ERP HCM this often times required knowing technical transaction We have now dramatically simplified the task of reporting, by including
codes and filling out selection screens like the one you see here. embedded reports in each module, including Employee Central.

9. Workforce Transparency and Insight
SAP SuccessFactors
Integrate contingent labor into your org

charts
Drill down into worker profile details

on FTE and contingent resources
Build comprehensive metrics on the

effectiveness of the entire workforce
Deliver bottom-line impacts with

data-driven decisions

10. Security and Privacy: Role Based Permissions
How do you assign authorizations in SAP HCM? How do you assign authorizations in Employee Central?
A role is created using Transaction Code PFCG, containing an authorization Role Based Permissions (RBP) create Permission Groups (including dynamic
profile with the authorization objects; the role is then assigned to the employee. groups) that will receive the authorisations, and Permission Roles that define
the activities and authorizations the group will have access to.
This requires an understanding of data structures, objects, roles, and Infotypes The layout is intuitive with the groupings and names making sense the first
as well as the setup for your org structure (Employee Group, Employee time working with it.
Subgroup, Personnel Area, Personnel Subarea, Subtypes, Org Key) to effectively
set this up The Dynamic setup by position enables employee's authorization to be
automatically updated as employees move in the organization.
There is an entire SAP class dedicated to this HR940 Authorizations in SAP HR

10. Security and Privacy: delegations and proxy
How do you proxy in SAP HCM (Using ESS) How do you proxy in SuccessFactors?
During testing, proxying can be done by accessing PA30, change and Proxy Now feature is accessible to allows acting behalf of another user, and
IT105 record to your ID to act as that specific person. can be turned off if it is not anymore relevant.
Use of Proxy is tracked, and actions taken on behalf of another employee are
There is no tracking available, so this didn’t provide security and could only clearly marked, including approvals or workflows.
be used for specific times.

On the road to SUCCESS
Agility
Communication
Commitment to Learning
Business Process Re-engineering

Functional Ownership
It is your business application, not just another IT project
Decision Workforce Business

making engagement performance
TIME PEOPLE SCOPE CHANGE

Experience dictates key success factors
▪ Understand the different scope of the cloud project

▪ Involve stakeholders early, clarifying the governance
and decision mandates
▪ Consider priorities and lay out process transformation
▪ Understand and manage change, including
− Processes
− Business applications
− Organization
▪ It is never too early for data preparation and cleansing
▪ Prepare for the introduction of
− ESS/MSS
− Data accuracy – Accountability vs. transaction
− Single source of truth also for other processes

Thank you.
open@sap.com
Follow all of SAP

warranty.
Unit 4: Demo Session
Demo session
What you will see
Viewed in the mobile app

▪ Look up colleague for upcoming meeting
EMPLOYEE
▪ Create time off
EXPERIENCE
▪ View own file
▪ Change address
▪ Covid options
Viewed in the mobile app

MANAGER ▪ Review team and calendar options
EXPERIENCE ▪ Giving feedback
▪ Approve time off
Desktop experience – Review of self-service options,

plus additional steps
DESKTOP ▪ Desktop navigation
HR
▪ Navigation hierarchy and position structure
▪ Simple analytics
Demo session
It’s your turn!
Access the InVision clickable demo with the

QR code, where you will be able to follow the
steps outlined in the Word document “Script
Demo Steps”.
In the clickable demo you will see the steps as

available in our standard app, and you will be
able to test Employee Experience and Manager
Experience.
Note: the demo is not relying on a complete

demo system, so it has simplified steps and
functions. Not all functions are available As an alternative, you can use this link:
https://sapse.invisionapp.com/console/share/
The Desktop experience is not included. S4X23DGUATV/935451490

Thank you.
open@sap.com
Follow all of SAP

warranty.
Unit 5: Customer Stories on HXM
Customer stories on HXM
Who? What?
Gentera WATCO
22,000 employees across Mexico, 5,000 employees in North America
Peru, and Guatemala and Australia
Industry: Banking Industry: Transport
www.watco.com
www.gentera.com.mx
yanolja Abastible
1,000 employees in Korea 4,200 employees in Chile
Industry: High Tech Industry: Oil and Gas
www.yanolja.com
www.abastible.cl
Purolator
14,000 employees in Canada
Industry: Cargo Transportation and Logistics
www.purolator.com/en
Customer stories on HXM
Video

Thank you.
open@sap.com
Follow all of SAP

warranty.

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Week 1: Your Journey to the Cloud

Unit 1: Where is HR? Trends and strategy

© 2022 SAP SE or an SAP affiliate company. All rights reserved. ǀ PUBLIC 2

Business Business Net work

Across all functions

Business Process Intelligence

Applications Intelligent Suite Industry Cloud

Technology Business Technology Platform

Infrastructure SAP Data Center or Hyperscaler

At SAP, we provide the foundation for companies to become intelligent enterprises,

© 2022 SAP SE or an SAP affiliate company. All rights reserved. ǀ PUBLIC 3

Moving to the cloud from a heavy, complex,

© 2022 SAP SE or an SAP affiliate company. All rights reserved. ǀ PUBLIC 4

Moving to the cloud from a heavy, complex,

© 2022 SAP SE or an SAP affiliate company. All rights reserved. ǀ PUBLIC 5

SAP ERP Public Cloud 1) Private Cloud 2) OnPremise 3)

License  Perpetual license  Subscription fee  Subscription fee  Perpetual license

as a Product as a Service as a Product

© 2022 SAP SE or an SAP affiliate company. All rights reserved. ǀ PUBLIC 6

Transform HCM Evolve HCM Optimize ERP retain HCM

SAP SuccessFactors Private Cloud HCM SAP S/4HANA On-Premise

© 2022 SAP SE or an SAP affiliate company. All rights reserved. ǀ PUBLIC 7

SAP SuccessFactors SAP Human Capital Management

© 2022 SAP SE or an SAP affiliate company. All rights reserved. ǀ PUBLIC 8

… and Our Customers’ need for a Transformation Journey

Workforce Composition Employee Expectations Intelligent Technologies

Upskilling and Reskilling Pay and Rewards Remote Work

Building Digital Workplace to Support Working 96%

0% 20% 40% 60% 80% 100%

Top Typical Trailing

Source: McKinsey & Company Source: Gartner Source: Gartner

© 2022 SAP SE or an SAP affiliate company. All rights reserved. ǀ PUBLIC 10

Legacy HCM Digital HXM

▪ Intensive infrastructure / ▪ Agile cloud architecture and

© 2022 SAP SE or an SAP affiliate company. All rights reserved. ǀ PUBLIC 11

Legacy HCM Digital HXM

▪ Organizational strategy and execution enablement: Respond quickly, improve impact

SF Next Generation Payroll

• SAP leaves no customer SAP SuccessFactors Employee Central Payroll

• Each customer has a unique Application Implementation

Transition Solutions, e.g. HCM Private Cloud edition

pace SAP HCM for SAP S/4HANA on Premise edition

mitigate risks AND optimize Sept 2022

Your Journey To the SuccessFactors Cloud?

© 2022 SAP SE or an SAP affiliate company. All rights reserved.

Respond with agility to increasing needs

Simplify, and make HR

a tactical project replacing HR employees with automation technology

© 2022 SAP SE or an SAP affiliate company. All rights reserved. ǀ PUBLIC 3

© 2022 SAP SE or an SAP affiliate company. All rights reserved. ǀ PUBLIC 4

Single source of truth for HR data

© 2022 SAP SE or an SAP affiliate company. All rights reserved. ǀ PUBLIC 6

Maintain and visualize organizational structures

© 2022 SAP SE or an SAP affiliate company. All rights reserved. ǀ PUBLIC 7

Manage your total workforce with a holistic

© 2022 SAP SE or an SAP affiliate company. All rights reserved. ǀ PUBLIC 8

Increase workforce engagement with