Employee Central Training

Position Management

INTERNAL
The training facilitator:

In case of questions, please do not hesitate to contact the training

facilitator directly:

Philip Jacobs
phijacobs@deloitte. de

2
Agenda

Overview: Position Org Chart and Functionality 04

Relevance for other modules 11

Configuration Options and Examples 14

Special Topics 21

Wrap up and QA 26

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Position Org Chart
and Functionality

2019 Deloitte
Introduction to SuccessFactors
The overall big pic ture

Get people working Find the right people Run the

on the right things and make them great business better

Store and maintain your employee data

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Foundation Objects and HR Data
How it all c onnec ts

Pay
Org Structure: Structure:
Legal Entity Location Geo Zone Pay Range
Pay Grade
(Min-Max)

Comp
Business Unit EE Data: Ratio/Range
Penetration
Employee Data
Job Info
Comp Info (Pay
Division Pay Component
Group, Pay
Groups
Component)

Department Position
Cost Center Pay Component
Org data Pay Component
Position Mgmt: Job Code Pay Component
Pay Grade
Functional
Competencies
Pay Calendar
Job Family
Skills Pay Group

Education Job Structure: Pay Frequency

Job Codes
Job Roles
(Job Classification)
Metrics

Talent/JDM
Job Function

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Position Org-Chart
Introduc ti on to Setting up Pos ition Managem en t (1/2)

Position Management allows you to track headcount against specific “seats” (or
roles) within an Organization.
The position will determine a number of core attributes for the employee record.

+ + =
Build a Position Find an Employee Hire an Employee Employee occupies a Position

• Why do we need a • What type of employee • When will the employee • What post-hire actions
chair? will occupy this chair? start? need to be completed?
• What type of chair do • Where should we look • How much will he/she be
we need? for the employee? paid to be in the chair?
• Where will we keep this • When do we need this • What personal
chair? employee in the chair? information needs to be
• How much are we entered for the
willing to pay for the Employee?
chair?

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Position Org-Chart
Introduc ti on to Setting up Pos ition Managem en t (2/2)

Replacement New Position

When a new employee is hired as a replacement for When a new employee is being hired for a new position,
someone, then a new position does not need to be then the new position must be created first, and then
created; the new employee will be hired into the existing the new employee will be assigned to this position.
vacant position being recruited for.
Position Replacement: New Employee New Hire: new position, new Employee

Existing Position, new employee New Position New Position

Creation of a new Position is not needed. We We create a new Position first. Then we
have the new employee take the Position of add that person to the created Position.
the person they are replacing.

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W hat does the SAP say?

EC Position Management makes it easy for you to do a number of things:

 Create and maintain positions online with appropriate controls.
 Store and track position category (regular, part-time, intern, and so on), current incumbents and
previous employees in that position.
 Configure headcount management to suit your needs (strict position control vs. non-budget-driven
process)
 For to-be-hired positions, you can open requisitions in Recruitment, with the required position
information.
 Integrate Succession Management with EC positions so that the successors are planned based on
the existing positions hierarchy.
 Integrate with SAP Fieldglass to create job postings for contingent workers.

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Difference between SAP HCM and SAP SF

• SAP ERP has an Org based hierarchy

• SAP Successfactors uses (usually) a Position based hierarchy
• This creates challenges in migration and integration

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Relevance for
other modules

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RCM: Requisition creation via Position Org Chart

• Requisitions can be directly created from the

Position Org Chart

• Field Mapping between Requisition fields and

Position fields can be maintained via
Business Rule functionality
• Requisitions are therefore prefilled with
information already available from the
Position

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Succession Org Chart

• The Succession Org Chart uses the same

Positions as the Position Org Chart

• Planning is possible for Positions with

Incumbents and without

• A well maintained Position Org Chart makes

the Life of the Succession Planer way easier

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Configuration Options
and Examples

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How to access the Position Object

• The Position Object can be accessed

via the „Configure Object Definitions“
command

• Here we can add/remove/change the

fields of the Position and connect
Business Rules

• Word of Advice: Not every possible

field is enhancing the Position for all
stakeholders

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Position Object and Business Rules

Business Rules are usally

used for a variety of
purposes on the Position:

• to default values

• to trigger workflows
• to control input

• to trigger the auto-

generation of the Position
code

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How to maintain Positions

• Positions can be maintained directly in

the Position Org Chart, or via the
„Manage Positions“ command

• Creating a new Position will show all

fields that your user/role has access to

• All mandatory fields have to

maintained in order to save

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How to maintain the Position UI

• The Position, as all MDF objects, can

be enhanced by creating an custom UI

• This allows for easy rearrangement of

fields, creation of headers and
sections, etc.

• This makes this important objects for

clients visually more appealing and we
can further tailor it to their needs

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Client Example vs.
Best Run

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 System Demonstration

20
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Special Topics

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Position Management Settings
General Settings

• In the General Settings we can switch on or off, if the Position Code is autogenerated (still needs a business rule)

• It is possible to use more than one type of Position, for example for Apprentices or Externals
• The To be Hired flag can be automatically set, if Capacity Control is activated

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Leading Hierachy and Hierachy Adaption

• Two possible Hierachies: Position Hierachy and Reporting Hierachy

• Option A: Position Hierachy synchronizes the Incumbents Job Information with Information stored on the Position
• Option B: Reporting Hierarchy synchronizes the Position Information with the Incumbents Job Information

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Synchronization

• Synchronization between Position and Job Info can be a User Decision, automatic or never

• A business rule is needed for the ‚mapping‘ between Position fields and fields from the Succession Data Model
• This automatically fills in the designated fields during hire, transfer, etc.

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Transition Period

What is a transition period?

• A transition period occurs when an employee leaves a position and a successor is appointed to that position before
the incumbent leaves it. This means that the position is overstaffed for that time.

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Wrap Up

2019 Deloitte
W rap-up
Client Exam ple of a Pos ition W orkflow

Workflow

Line Manager initiates Regional HR Partner Head of Business Unit IT Admin checks position
request for new position in validates/completes Job approves attributes and approves
position org chart Profile/Position and
approves

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Any questions?

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 Employee Central Training Series in Nov/Dec 2019
Nr Topic Content Facilitators Date Nr Topic Content Facilitators Date

Overview from end-user perspective Muhammed 8.11.2019 Overview different reporting tools in EC 29.11.2019
Overview
Show employee profile and position org chart Yavuz, Kristine 13:00 – Show sample report Muhammet Yavuz, 13:00 –
1 Employee 7 Reporting
Self Services, Event Reason Derivation, Kovala, Pia 14:30h Report configuration Philip Jacobs 14:30h
Central
workflow approval Rommel Best Practices

People Profile and Employee Profile 2.12.2019

11.11.2019 Payment Configuration Session 15:30 –
People Profile How does the sync work / which information is 8 Sandeep Kumar
Sandeep 15:30 – Information Best Practice and Examples 17:00h
2 relevant for typically synced?
Kumar 17:00h
other modules Which information is typically relevant for
other modules such as PM/GM, COB, SUC Functional permissions
6.12.2019
15.11.2019 Field visibility permissions
Which information is typically interfaced Hanna Kuznetsova, 13:00 –
EC-REC-ONB-EC Christoph 10:30 – 9 Permissions Typical Roles such as HR Services, HR
3 between those modules Philip Jacobs 14:30h
Integration Flow Pohl 12:00h Manager, Employee, Manager, Works
Difference between REC standalone and EC Council?, …
Basic Configuration Training covering data Business Rules 9.12. 15:30 –
Michael Configuration Session Caroline Bock,
model, business configuration, showcase how 18.11.2019 10 and 17:00h
Data Model Staggenborg Best Practice and Examples Sandeep Kumar
4 to add a new field with config options 15:30 – Workflows
Configuration Rakesh
Dependencies to other modules (data Mig., 17:00h
Chilveri Mass changes 13.12.2019
Integration, Profile, other modules, …)
Import Export Data Migration Best Practice Hanna Kuznetsova, 13:00 –
Overview Position Org Chart 11
22.11.2019 Data Import Order Philip Jacobs 14:30h
Relevance for other modules (SUC,
Position 13:00 – Best Practice and Lessons Learned
5 downstream systems, REC, …) Philip Jacobs
Management 14:30h
Different configuration options Integration Differences in data models 16.12. 15:30
Thomas Dorow,
Transition, FTE 12 SFEC vs. SAP Showcase Replication Monitor – 17:00h
Philip Jacobs
Caroline Bock, HCM Best Practice and Lessons Learned
Sandeep 25.11.2019 Functional Overview (Time Off, Time 20.12.2019
Foundation Overview of foundation objects and
6 Kumar, 15:30 – Time Sheet, …) 13:00 –
Objects configuration best practices 13 Bing Wang
Michael 17:00h Management Configuration options and limitations 14:30h
Staggenborg Typical client requirements

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