SAP Community - HCM (Human Capital Management)

HCM Brasil: eSocial – Novo programa Visualizador de Eventos Totalizadores de empregador (S-5011)

2024-01-31T10:44:52.099000+01:00

Olá pessoal,

Recentemente entregamos uma nova solução para visualizar os Eventos Totalizadores de empregador. Nesse blog post você encontra as informações de como visualizar os eventos S-5011 no programa eSocial: Visualizador de Eventos Totalizadores de empregador (Transação PC00_M37_EFD_ER_SUMM).

Pré-requisitos técnicos

Você tem seu sistema devidamente configurado para gerar eventos e submetê-los para aprovação do governo brasileiro.

Você instalou as seguintes SAP Notes:

Você instalou o Support Package mínimo, conforme descrito no blog post HCM Brasil: pré-requisitos de Support Package para implementação de SAP Notes – 2023/2024 – Novo planejamento.

Quando utilizar

Toda vez que o eSocial recebe e aceita um evento S-1299 – Fechamento dos Eventos Periódicos, um dos eventos retornados dentro do XML de resposta é o evento S-5011 – Informações das Contribuições Sociais Consolidadas por Contribuinte.

O evento S-1299 consolida as informações prestadas nos seguintes eventos, por período de apuração:

S-2299 – Desligamento.
S-2399 - Trabalhador Sem Vínculo de Emprego/Estatutário – Término.
S-1200 - Remuneração de Trabalhador vinculado ao Regime Geral de Previd. Social.
S-1202 - Remuneração de Servidor vinculado ao Regime Próprio de Previd. Social.
S-1207 - Benefícios - Entes Públicos.
S-1210 - Pagamentos de Rendimentos do Trabalho.
S-1260 - Comercialização da Produção Rural Pessoa Física.
S-1270 - Contratação de Trabalhadores Avulsos Não Portuários.

Nota: Para enviar um evento S-1299, como pré-condição, devem existir fatos geradores de contribuição previdenciária ou de FGTS na competência reportados nos eventos mencionados acima.

Sempre que você desejar visualizar as informações contidas no S-5011, você pode utilizar o programa eSocial: Visualizador de Eventos Totalizadores de empregador.

Como utilizar

O programa RPU_PAYBR_EFD_ER_SUMM_EVENTS tem como funcionalidade buscar os arquivos XML recebidos do governo como resposta ao evento de fechamento dos eventos periódicos.

Na tela principal do programa é possível preencher os filtros disponíveis e escolher o evento S-5011 no bloco de Dados específicos do eSocial.

Tela de filtros

Log de saída agrupado

Cada XML encontrado, é agrupado por Empresa e por Lotação. Para agrupar as informações clique nas colunas de saída e ordene-as utilizando as ações do próprio log.

A visualização do log também pode ser exportada para um arquivo CSV, conforme a opção “Exportar arquivo”.

É válido informar que o XML de retorno dos lotes pode ser acessado através do programa eSocial: Monitor de lotes.

Veja mais

Lembrando a todos que atualizamos periodicamente a nossa nota de overview com as entregas do eSocial, e já temos disponível a nota 3418378 - eSocial - Overview - 2024 com a relação das liberações de 2024.

Gostou desse post? Dê um Like e compartilhe o conteúdo com seus colegas.

Fique à vontade para deixar um feedback, comentário ou pergunta no espaço abaixo. E não esqueçam de seguir a tag HCM Payroll Brazil na SAP Community para ficarem ligados nas últimas notícias.

Um abraço,

Laura Brayer
Time de HCM Brasil

Deep Dive - SAP Payroll Lösungen für die Schweiz

2024-01-31T14:19:28.196000+01:00

In zweiten Teil unserer dreiteiligen Serie zur SAP Payroll beschäftigen sich mein Kollege @RolandChristen und ich uns mit den verschiedenen Payroll Angeboten die sich Schweizer SAP Kunden bieten. Dabei gehen wir sowohl auf den Scope insbesondere Schweizspezifika als auch auf mögliche Migrationspfade ein.

Für einen Überblick zu SAP SuccessFactors Employee Central Payroll empfehlen wir den ersten Teil unserer Serie: Lohnabrechnung mit SuccessFactors Employee Central Payroll für Schweizer Kunden

Welche ‘Versionen’ der Payroll bietet SAP an?

Neben der bisherigen SAP HCM On Premise Payroll (welche bald verschwinden wird) bietet SAP zwei Lösungen an:

Welche ‘Versionen’ der Payroll bietet SAP an?

Innovation mit der Cloud Lösung für Human Experience Management mit SAP SuccessFactors:

SAP SuccessFactors Employee Central Payroll
SAP SuccessFactors Employee Central Payroll als Partner Managed Cloud ideal geeignet für den Mittelstand

Kontinuität mit SAP HCM For S/4 HANA:

SAP HCM For SAP S/4 HANA On-Premise Edition
SAP HCM For SAP S/4HANA Cloud Private Edition (Rise with SAP for HXM) (zusammen mit S/4 HANA oder separate)

Was haben die beiden ‘SAP HCM For SAP S/4 HANA’-Versionen gemeinsam und wo unterscheiden sie sich?

Gemeinsam:

Sie benötigen die Komponente ‘Core HR’ in SAP HCM For S/4 HANA
Basieren auf SAP ERP HCM (EhP 8 ) mit zusätzlichen SAP HANA-Optimierungen
Der funktionale Umfang ist vergleichbar mit SAP ERP HCM - mit einigen Ausnahmen (Details finden sie in diesem Knowledge Base Article: 3091160 - SAP HCM for SAP S/4HANA – General Approach and Strategy - SAP for Me)
Gegenüber SAP HCM On Premise Payroll gibt es keine grösseren neuen Funktionalitäten oder eine Rearchitektur
Folgen der SAP S/4HANA Wartungsstrategie bis 2040
Haben eine modernisierte, auf Fiori basierende Oberfläche

Unterschied:

Bei der On-Premise Version könnten die alten Talent Prozesse aus dem SAP HCM beibehalten werden. Recruiting und Learning können als zusätzliche Lizenzen hinzugefügt werden.
In der Private Cloud Version von SAP HCM For S/4 HANA sind Talentprozesse nicht möglich. Dafür ist die Cloud Lösung SAP SuccessFactors vorgesehen.

Was ist die SAP SuccessFactors Employee Central Payroll (SF ECP) und worin unterscheidet sie sich von der SAP HCM On Premise Lohnabrechnung?

Sehr einfach und in einem Satz gesagt: Die SAP SuccessFactors Employee Central Payroll nutzt die gleiche Abrechnungsengine wie SAP HCM (und SAP HCM for SAP S/4HANA), jedoch als von SAP gehostete und für den Einsatz mit SuccessFactors Employee Central optimierte Lösung.

Dann also andersrum: worin unterscheiden sich die beiden Lösungen?

Bezahlmodell: SAP SF ECP ist Teil der SAP SuccessFactors Lösung und wird ebenfalls über Subscriptions bezahlt. SAP HCM On Premise Payroll wird über Einmallizenzen und Wartungsgebühren auf den Lizenzen bezahlt.

Betriebsmodell: Das Payrollsystem von ECP wird durch SAP betrieben. Dies umfasst nicht nur das Hosting (also Anlegen, Bereitstellen und Überwachen des Systems sowie Backup und Disaster Recovery), sondern auch das Einspielen von Patches und LCP. Der Kunde konfiguriert die Lösung nach seinen Bedürfnissen.
Im Fall der SAP On Premise-Lohnabrechnung (auch in der neuen ‘SAP HCM For S/4 HANA’ onPremise Version) ist der Kunde selbst für die Hardware und deren Wartung sowie die Softwarewartung verantwortlich (wobei üblicherweise einzelne oder alle Tätigkeiten an Partner übergeben werden).

Zukunftssicherheit: SAP verpflichtet sich im Fall der SAP SF ECP gegenüber dem Kunden die Infrastruktur und die benötigte Funktionalität für die Lohnabrechnung zur Verfügung zu stellen. Sollte die Lösung nicht mehr sinnvoll oder nutzbar sein, unternimmt SAP alles Nötige, damit der Kunde seine Lohnabrechnung ohne Unterbruch verarbeiten kann. On Premise Kunden müssen selber für eine Ersatzlösung sorgen, wenn die bisherige Lösung nicht mehr weiter genutzt werden kann und auch die nötigen Umstellungsarbeiten vornehmen. Genau in dieser Situation stecken aktuell die
meisten Kunden. Alle die schon auf das Cloud Modell SAP SuccessFactors Employee Central Payroll gewechselt habe, können sich entspannt zurücklehnen: Sie haben ‘eine Lohnabrechnung’ gebucht, was technisch dahintersteht, braucht sie nicht zu kümmern. SAP wählt die am besten geeignete technische Lösung und kümmert sich darum, dass sie läuft

Anpassungsmöglichkeiten: Diese sind beinahe identisch. Etwas genauer bitte? Alles, was man normalerweise benötigt, um die Lohnabrechnung an seine Anforderungen anzupassen, ist es auch in SAP SuccessFactors Employee Central Payroll möglich: z.B. Pflege von Tabellen, Anlegen von Lohnarten, Rechenregeln, Schemen, Operationen, Funktionen, kundeneigene Programme, Infotpyen und Auswertungen. Nicht erlaubt ist es, SAP Standardcoding anzupassen (was man sowieso nie hätte tun sollen/dürfen) und sogenannte Implicit Enhancements zu aktivieren, was in der Praxis äusserst selten nötig war. Mehr Informationen finden Sie hier: Introduction to Implementing Employee Central Payroll | SAP Help Portal und hier Modification and Extensibility | SAP Help Portal.

Im Zweifelsfall empfehlen wir Ihnen Ihre Lohnabrechnung durch SAP oder Ihren Implementierungspartner dahingehend überprüfen zu lassen.

Payroll Solution Video

Gibt es auch eine Lokale Lohnabrechnung für die Schweiz?

Die Antwort ist klar: Ja. Die Schweiz ist eines von (aktuell) 54 Ländern, für welche eine lokalisierte Lohnabrechnung in SAP SuccessFactors ECP ausgeliefert wird. Stand Q4 2023 rechnen 53 Unternehmen Ihre Belegschaft in der Schweiz über SAP SuccessFactors ECP ab! Auch für die Personalstammdaten (welche im Modul SAP SuccessFactors Employee Central verwaltet werden) gibt es eine lokale Version für die Schweiz.

Der Funktionsumfang in der Schweizer Lohnabrechnung des SF ECP entspricht demjenigen der SAP HCM On Premise Lohnabrechnung. Gesetzliche Anforderungen an Berechnung und Auswertung werden also im Standard abgedeckt und können, wenn nötig an die Situation des Kunden angepasst werden.

Mehrfachanstellung in der Schweizer Lohnabrechnung

In einem unserer letzten Beiträge haben wir bereits ausführlich über die speziellen Anforderungen im Zusammenhang mit der Mehrfachanstellung informiert. Auch die Lohnabrechnung von SAP SF ECP unterstützt die Mehrfachanstellung und berechnet alle Versicherungsabzüge korrekt – genauso wie es auch die SAP On Premise Lohnabrechnung macht.

Im Standard abgedeckt sind (Auszug aus der langen Funktionsliste):

ELM: Zertifiziert 5.0
Grenzgänger: Alle nötigen Felder, Berechnung und Abrechnung für DE, IT, FR
Quellensteuerberechnung und -Auswertung für alle Kantone mit den unterschiedlichen Berechnungsmethoden
Familienzulagenabrechnung für alle Kantone
Lohnausweis: gem. ELM 5.0, inkl. Deklaration Lohnnachgenuss
Aufenthaltsstatus inkl. der neuen Ausprägungen
ELM: inkl. aller neuen Felder zur Ergänzung der AHV-Meldung
Alle gesetzlich vorgeschriebenen Sozialversicherungen
Freiwillige Zusatzversicherungen wie Krankentaggeld, Krankenpflege und Überobligatorische Unfallversicherung
Berechnung der Pensionskassenbeiträge

Ich habe gehört, es gibt eine ganz neue, native Cloud Lohnabrechnung. Soll ich nicht darauf warten?

Na ja, wenn sie rund 10 Jahre Zeit haben und bis dahin auf die neusten Technologien verzichten wollen …

Im Ernst: eine native Cloud Payroll wird aktuell entwickelt. Sie ist Anfang 2024 im ersten Land (UK) in das Early Adopter Programm übernommen worden. Die Allgemeine Verfügbarkeit ist üblicherweise ein halbes bis ein Jahr später. Etwa ein Jahr nach UK ist geplant, dass die Lohnabrechnung für die USA in das Early Adopter Programm kommt.
Die Planung für die weiteren Länder steht noch nicht fest. Wahrscheinlich muss mit einem Zeithorizont von 8 – 10 Jahren gerechnet werden, bis die neue Lohnabrechnung für die Schweiz verfügbar wird. Deshalb wohl eher nicht vor dem Ende der bisherigen SAP HCM On Premise Payroll welches 2027 bzw. 2030 mit verlängerter Wartungsperiode) ist. Zudem wird die Lohnabrechnung am Anfang Unternehmen mit eher geringer Mitarbeiterzahl und eher ‘einfacher’ Lohnabrechnungen im Fokus haben.

Wichtig: Alle Informationen zu Inhalt und Verfügbarkeit stehen unter dem üblichen Vorbehalt und sind unverbindlich.

Warum sollte ich auf die SAP SuccessFactors Employee Central Payroll wechseln?

Die meisten Kunden betreiben heute ihre Payroll immer noch in Ihrem SAP HCM ECC (On Premise) System - häufig seit sehr vielen Jahren und zur vollen Zufriedenheit. Alles ist genauso konfiguriert, wie es sein soll und gesetzliche Anforderungen werden durch die Kunden über die von SAP zur Verfügung gestellten Patches eingespielt und an die Situation beim Kunden eingespielt. Warum soll ich mir dann Gedanken darüber machen, auf die SAP SuccessFactors Lohnabrechnung zu wechseln?

Dafür gibt es drei wichtige Gründe:

1.) End of Life: Nach über 20 Jahren guter Dienste, kommt das bisherige SAP ECC On Premise System an sein Lebensende. Ende 2027 endet die Wartungsfrist. Sie kann (mit einer zusätzlichen Wartungsgebühr von 2%) noch bis Ende 2030 verlängert werden. Dann ist aber endgültig Schluss. Für Kunden, die ihr ERP-System bereits auf das neue S/4 HANA-System umgestellt haben, und das HCM innerhalb des S/4 Hana Systems (im sogenannten Kompatibilitätsmodus) betreiben, kommt das Ende bereits Ende 2025. Dann endet die Nutzungserlaubnis des HCM- (und aller anderen) Kompatibilitätsmodus.

2.) Lohnabrechnung als Prozess und die Möglichkeit, frühzeitig Fehler zu erkennen: Immer wieder hören wir von Kunden, dass die Lohabrechnung sehr flexibel ist und zuverlässig macht, was sie soll. Es fehlt aber die Möglichkeit die Lohnabrechnung als Prozess und nicht nur als einzelne Schritte durchzuführen. Zudem wären die Kunden froh, wenn sich nicht alles auf die Tage während der Lohnverarbeitung konzentrieren würde. Der Wunsch ist, dass bereits im Vorfeld alle Eingaben und Konfigurationen End-to-End bis zur späteren Verbuchung kontrolliert und allfällige Fehler frühzeitig erkannt und durch die verantwortlichen Lohnspezialisten korrigiert werden kann. Genau das ist mit der SAP SuccessFactors Employee Central Payroll (kurz ECP) umgesetzt und in die HCM-Prozesse in SuccessFactors voll integriert verfügbar

Typischer End-To-End Prozessablauf der Gehaltsabrechnung

Hinweis: die Oberfläche, die nötige Konfiguration und die meisten der Funktionen stehen auch den Kunden mit der SAP HCM On Premise Lohnabrechnung zur Verfügung. Stichwort ‘Payroll Control Center’. Startpunkte zu mehr Informationen:

SAP HCM On Premise: Payroll Control Center | SAP Help Portal
SAP HCM For S/4 HANA: Payroll Control Center (New Payroll Experience) | SAP Help Portal

3.) Reduktion der Kosten durch eine konsequente Umsetzung der Cloud-Strategie: Einzelne oder idealerweise alle Talentprozesse finden in SuccessFactors statt. Dafür zahlt der Kunde eine Nutzungsgebühr (Subscription). Im Gegenzug würden beim Einsatz einer Cloud-Lösung die Kosten für Wartung und Betrieb der Hardware und die jährliche Wartungsgebühr auf den früher einmal gekauften User-Lizenzen wegfallen. Das funktioniert aber nur sehr bedingt, wenn doch noch einzelne HR-Prozesse (wie z.B. die Lohnabrechnung) im SAP HCM stattfinden. Am Schluss zahlt der Kunde zwei Systemlandschaften. In der Folge kann die erwartete Einsparung nicht realisiert werden.
Zudem werden durch die hohe Automatisierung im Betrieb der SAP SuccessFactors Employee Central Payroll die Betriebskosten der Payroll drastisch gesenkt.

Migration von SAP HCM On Premise Payroll zu SAP SuccessFactors Employee Central Payroll:

Grundsätzlich bieten sich drei Migrationspfade an:

Greenfield Ansatz
(Selektive) Übernahme mit SAP Standard Tools
Lift & Shift mit Partner Tools

Greenfield Ansatz

Die Transformation auf SuccessFactors ist immer auch eine grosse Chance zur Vereinfachung und Standardisierung. Dieser Ansatz macht besonders Sinn, falls sich über die Jahre ein Wildwuchs im Customizing entstanden ist, Prozesse sich vom Standard entfernt haben oder die Wartung der Payroll unnötig aufwändig ist.
Es werden nur Stammdaten und das Lohnkonto übernommen, während das Customizing möglichst schlank neu aufgebaut wird.

(Selektive) Übernahme mit SAP Standard Tools

Mit diesem Ansatz werden Customizing und Kundenerweiterungen gezielt über Transporte in die ECP übernommen. Üblicherweise handelt es sich nicht um eine 1:1 Migration, sondern um ein selektives Vorgehen. So können verschiedenste Regelungen z.B. das Abrechnungsschema oder Kundeneigene Infotypen etc. weiterverwendet werden.
Bei diesem Ansatz ist die Komplexität und der Aufwand für Migration, Nacharbeiten und Tests am höchsten. In allen Projektphasen ist äusserste Sorgfalt, sowie ein hoher Einsatz qualifizierter Ressourcen und Experten nötig.
Bei einem generellen Greenfield Ansatz kann ebenfalls selektiv auf die Möglichkeit der Übernahme mit Transporten zurückgegriffen werden. Dies führt zu einer ausgewogenen Mischung aus bewahren und erneuern.

Lift & Shift mit Partner Tools

Über viele Jahre haben sich Partner Tools mit dem Lift & Shift Ansatz bewährt. Sei es bei Carve outs, Migrationen von SAP HCM zu SAP HCM oder eben beim Wechsel von SAP HCM auf die ECP. Die Tools der Partner extrahieren zielgerichtet Customizing und Daten aus ihrem aktuellen System und übertragen Sie auf Ihre neue ECP-Instanz. Dazugehörende Funktionalitäten zum Monitoring, zur Conversion und zum Datenvergleich runden das Bild ab.
Die Wahl eines bewährten Produkt reduziert die Aufwände und Risiken im Vergleich zum Vorgehen über Transporte erheblich. Bekannte und erprobte Migrationstools gibt es ua. von:

EPI-USE

TIK Nexus

Spinifex IT

Hintergründe und Gedanken zur Migration finden Sie im Implementation Design Principle Dokument IDP - Employee Central Payroll Migrating from ERP HCM Payroll to Employee Central Payroll V1.7.pdf (sap.com)

Und übrigens: Es gibt noch viele andere spannende Implementation Design Principles:
Implementation Design Principles | SAP SuccessFactors | SAP Community

Hier geht es zum ersten Teil unserer Serie: Lohnabrechnung mit SuccessFactors Employee Central Payroll für Schweizer Kunden

Lohnabrechnung mit SuccessFactors Employee Central Payroll für Schweizer Kunden

2024-01-31T14:28:47.186000+01:00

In dieser dreiteiligen Serie beschäftigen sich mein Kollege @RolandChristen und ich mit den Payroll Optionen die sich Schweizer SAP Kunden bieten.

Seit gut dreissig Jahren rechnen hunderte von Schweizer Firmen jeden Monat pünktlich und zuverlässig die Löhne ihrer Mitarbeiter über die SAP HCM Lohnabrechnung ab. Aber die Zeit für den Abschied von dieser bewährten Lösung naht. In wenigen Jahren endet die Lebenszeit des SAP ERP Systems, zu welchem auch HCM und damit die Lohnabrechnung gehört.

Unabhängig davon ist das System aber auch in die Jahre gekommen. Neue Funktionalitäten und Technologien können den Kunden auf dieser Basis nicht mehr zur Verfügung gestellt werden. Dazu kommt, dass auch Business Anwendungen vermehrt in der Cloud betrieben werden. Dies gilt insbesondere für die Talentprozesse, wo diese Entwicklung schon sehr weit fortgeschritten ist.

SAP deckt diese Bedürfnisse mit der ‘SAP SuccessFactors Suite’ ab. Aber auch im Kernteil des HCM inklusive der Lohnabrechnung wächst das Bedürfnis nach einer modernen Lösung, SAP SuccessFactors hat auch hier mit der SAP SuccessFactors Employee Central und der SAP SuccessFactors Employee Central Payroll die passende Lösung: modern und gleichzeitig sehr bewährt, standardisiert und trotzdem flexibel durch den Kunden an seine Bedürfnisse anpassbar.

Wie das geht? Wir zeigen ihnen in dieser Serie auf warum SAP SuccessFactors Employee Central Payroll für die Schweiz alles Wesentliche so gut wie die bisherige SAP On Premise Lohnabrechnung kann (manches sogar besser), welche Alternativen für die Lohnabrechnung von SAP sonst noch angeboten werden und was bei einer Migration von der jetzigen SAP On Premise Lohnabrechnung auf die SAP SuccessFactors Employee Central Payroll zu beachten ist.

Nach einem kurzen Überblick zur SAP SuccessFactors Employee Central Payroll in diesem Blogbeitrag, finden Sie Informationen zu verschiedenen Aspekten im Zusammenhang mit der Lohnabrechnung von SAP im zweiten Teil der Serie. Wer sich gerne mittels Bilder informiert, kommt im dritten Teil auf seine Kosten, wo die wichtigsten Kennzeichen und Vorteil von SAP SuccessFactors Employee Central Payroll sowie des Payroll Control Center erklärt und gezeigt werden.

Überblick SAP SuccessFactors Employee Central Payroll

SAP SuccessFactors Employee Central Payroll ist ein globales Lohn- und Gehaltsabrechnungssystem, das die Lohn- und Gehaltsabrechnungsprozesse vereinfacht und rationalisiert und gleichzeitig die Einhaltung von Vorschriften gewährleistet. Diese Cloud-basierte Lösung wird von zahlreichen Branchen auf der ganzen Welt eingesetzt. In diesem Artikel konzentrieren wir uns auf die Implementierung und die Vorteile der SAP SuccessFactors Employee Central Payroll für Kunden in der Schweiz.

SAP SuccessFactors Employee Central Payroll ist ein Teil der SAP SuccessFactors HCM Suite und eine Kombination aus bewährter Technologie, eingebetteter Lokalisierung und Standard-Lohnabrechnungsprozessen. Die Lösung steht für ein zuverlässiges und genaues Lohn- und Gehaltsabrechnungssystem, das darauf ausgelegt ist, Risiken zu reduzieren, die Lohn- und Gehaltsabrechnung zu vereinfachen und eine intuitive Benutzerführung zu ermöglichen.

Was zeichnet die SAP SuccessFactors Employee Central Payroll aus?

Einsatz in der Schweiz

Unternehmen in der Schweiz haben komplexe Regularien und eine vielfältige Belegschaft. Die Verwaltung der Lohn- und Gehaltsabrechnung in einem so vielfältigen und komplexen Umfeld erfordert ein robustes, effizientes und transparentes System, wie es SAP SuccessFactors Employee Central Payroll bietet.

Sicherstellung der Compliance: In der Schweiz müssen alle Organisationen verschiedene lokale, kantonale und eidgenössische Vorschriften einhalten. SAP SuccessFactors Employee Central Payroll verfügt über integrierte Funktionen zur Einhaltung von Gesetzen und Vorschriften, die regelmässig aktualisiert werden, um Gesetzesänderungen zu berücksichtigen. Dies hilft den Unternehmen, die Vorschriften einzuhalten, ohne zusätzliche Zeit und Ressourcen zu investieren.

Rationalisierung von Prozessen: Die Lösung bietet standardisierte Lohnabrechnungsprozesse, die es Schweizer Unternehmen ermöglichen, ihre Lohnabrechnungsvorgänge zu automatisieren und zu rationalisieren. Dadurch werden manuelle, zeitaufwändige Aufgaben reduziert, so dass sich die Mitarbeiter der Personalabteilung auf strategischere Tätigkeiten konzentrieren können.

Genauigkeit und Transparenz: SAP SuccessFactors Employee Central Payroll erhöht die Genauigkeit, indem es Fehler bei der Dateneingabe eliminiert und eine Datenvalidierung in Echtzeit ermöglicht. Darüber hinaus bietet es Transparenz mit detaillierten Lohnabrechnungsprotokollen und Prüfprotokollen, die den Unternehmen in der Schweiz dabei helfen, ihre Rechenschaftspflicht zu erfüllen.

Mitarbeiter-Self-Services: Diese Funktion gibt den Mitarbeitern beispielsweise die Möglichkeit, auf ihre Lohnabrechnungsformulare zuzugreifen sowie ihre Daten anzusehen und – sofern sie die Berechtigung dazu haben, zu aktualisieren. Das spart nicht nur Zeit für die Personalabteilung, sondern fördert auch eine Kultur der Transparenz und Eigenverantwortung.

Integrationsfähigkeiten: SAP SuccessFactors Employee Central Payroll lässt sich nahtlos mit anderen SAP-Modulen und Drittsystemen integrieren. Dies erhöht die Datengenauigkeit und reduziert die Notwendigkeit des manuellen Datentransfers zwischen den Systemen, was für Organisationen in der Schweiz, die mehrere Systeme zur Verwaltung ihrer Abläufe nutzen, von entscheidender Bedeutung ist.

Fazit

Zusammenfassend lässt sich sagen, dass SAP SuccessFactors Employee Central Payroll ein leistungsfähiges Tool ist, das die besonderen Anforderungen und Herausforderungen der Unternehmen in der Schweiz erfüllt. Es bietet eine umfassende, skalierbare und effiziente Lösung für die Verwaltung der Gehaltsabrechnung, die Sicherstellung der Compliance und die Förderung von Transparenz und Mitarbeiterengagement. Im Zuge der fortschreitenden Digitalisierung werden Tools wie SAP SuccessFactors Employee Central Payroll eine entscheidende Rolle bei der Umsetzung dieser Transformation spielen.

Hier geht es zum zweiten Teil der Serie: Deep Dive - SAP Payroll Lösungen für die Schweiz

HCM Brasil: pré-requisitos de Support Package para implementação de SAP Notes - 2024

2024-02-02T13:07:38.489000+01:00

Olá pessoal,

Passando aqui para relembrar a troca do Support Package mínimo para instalar as SAP Notes do componente SAP_HRCBR.

Como comunicado anteriormente através do post HCM Brasil: pré-requisitos de Support Package para implementação de SAP Notes – 2023/2024 – Novo planejamento, em Maio de 2024 a SAP irá alterar o Support Package mínimo de pré-requisito para implementação de SAP Notes (componente SAP_HRCBR).

Ou seja, para que vocês possam seguir instalando atualizações disponibilizadas pela SAP, assegurem-se que o Support Package utilizado em suas empresas sejam, no mínimo, os pacotes liberados em 11 de novembro de 2021.

IMPORTANTE

A partir de Maio de 2024, quem ainda estiver utilizando um Support Package anterior ao de 2021, não conseguirá implementar SAP Notes referentes ao componente SAP_HRCBR.

Veja mais detalhes na tabela abaixo:

Para mais informações, acesse a página https://support.sap.com/en/product/globalization/hcm-erp.html -> Americas -> Brazil -> Find all Brazil-related documentation -> eSocial Roadmap Legal Change SAP HR.

Gostou desse post? Dê um Like e compartilhe o conteúdo com seus colegas.

Fiquem à vontade para deixar um feedback, comentário ou pergunta sobre este Blog post no espaço abaixo. E não esqueçam de seguir a tag HCM Payroll Brazil na SAP Community para ficarem ligados nas últimas notícias.

Um abraço,

Anderson Marques

Latest benefits enrollment experience in SAP SuccessFactors Employee Central

2024-02-20T23:17:10.887000+01:00

In the dynamic and ever advancing realm of HR technology, evolution is not just a choice, but a mandate to successfully compete.

We at SAP SuccessFactors are very excited to unveil a new chapter in our journey – reimagining our SAP SuccessFactors Employee Central Global Benefits solution.

We started our revamp journey about one year ago with focus on “enhancing the user experience to make benefits management seamless, simplified and far more intuitive”.

Our goal is to build a platform that goes beyond functionality, one that meets the level of intuitiveness and just-in-time help that employees have come to expect from business and consumer software nowadays.

We understand that Total Rewards teams must offer competitive benefits that are based on local market trends and prevailing practices. Therefore, we are delivering a user experience designed to meet the benefits needs of the North America market, with plans to ultimately cover all countries globally.

Our latest benefits experience supports administration of open enrollment processes, exception cycles due to employee work or life events (such as child birth, promotion, etc.).

We currently cover the following benefit types: Insurances (including health, dental, vision, life), Section 125 savings plans (including HSA, FSA, LPFSA, DCRA) and pensions. Support for additional benefit types is planned for future releases.

Here are some key highlights of the latest enrollment experience:

Personalized UX: Personalized text and instructions enable you to deliver a tailored enrollment experience aligned with your organizational needs.
Guided enrollment:An intuitive, step-by-step guided enrollment experience makes sure employees never lose track of their progress. Real-time benefits eligibility updates help your employees continually understand the choices and options available by presenting them with all the benefits for which they are eligible to enroll.

Smart system: Solution detects when proof of good health is required for a benefit coverage; Also, based on number and age of dependents, the system assigns employees to the appropriate insurance coverage tiers, reducing employee efforts in matching the right coverage tier.

Informed decision-making: Side by side benefit plan comparison allows employees to see difference in coverage, costs and other important factors, making it easier to assess plan options to select the best-fit plan. Employees can also view how much they spend on benefits per pay period and annually, which further promotes informed decision-making.
Increased transparency:Organizations have the option to share how much they are spending on their employee’s benefits, which promotes transparency.

Employee education resources: Embedded informational text and simplified on-screen “help and resources” interface helps to educate employees and provides more clarity into their benefits options.
Mobile -enabled: Employees can complete their benefits enrollment from any location using our SAP SuccessFactors native mobile application.

The latest benefits experience will provide significant value to both employers and employees, but don’t just take our word for it. Here is what some of our customers have said about the new benefits experience:

“The New Enrollment experience is a game changer”

- An International European-based company with 300,000 employees

“Latest Benefits Experience is a major improvement”

- A 40,000 employee US-based company

“We are putting EC Global Benefits back on our roadmap”

- A large global software company

"I love that employees must make an enrollment decision for each benefit"

- A mid west company live on the Legacy experience

Interested in learning more?

Our new Enrollment Experience will be available through an Early Adopter Care Program starting February 29th, 2024 for those customers using insurance and savings plan benefit types. The latest enrollment experience is planned for general availability with the 1H 2024 release (May 17, 2024).

If you are an SAP SuccessFactors Employee Central customer and are interested in our joining the early adopter care program or learning more about the new Benefits enrollment experience, please send me an email at simar.kaur@sap.com.

I look forward to hearing from you!

HCM Brasil: Instrução Normativa RFB Nº 2.174/2024 (Atualização da tabela de IRRF para PLR)

2024-02-27T11:18:05.501000+01:00

Olá pessoal,

No dia 14 de fevereiro de 2024 foi publicada a Instrução Normativa RFB Nº 2.174/2024 que altera a tabela progressiva de PLR a partir de 1º de fevereiro de 2024.

Vejam como ficaram os novos valores na tabela abaixo:

Valor do PLR anual (em R$)	Alíquota (%)	Parcela a Deduzir do Imposto (em R$)
De 0,00 a 7.640,80	Zero	Zero
De 7.640,81 a 9.922,28	7,5	573,06
De 9.922,29 a 13.167,00	15	1.317,23
De 13.167,01 a 16.380,38	22,5	2.304,76
Acima de 16.380,38	27,5	3.123,78

Para se adequar a essa alteração na legislação, a SAP já realizou a entrega através da SAP Note 3434973 - Normative Instruction 2.174/2024 - Update the new IRRF ranges of PLR table.

A entrega consiste em atualização da Tabela de IRRF (T7BRTX) conforme os novos valores para PLR.

Pré-requisitos

Você instalou o Support Package mínimo, conforme descrito no blog post HCM Brasil: pré-requisitos de Support Package para implementação de SAP Notes.

Você instalou a SAP Note 3434973 - Normative Instruction 2.174/2024 - Update the new IRRF ranges of PLR table.

Gostou desse post? Dê um Like e compartilhe o conteúdo com seus colegas.

Um abraço,

Natássia Terribele
Time de HCM Brasil

Delivery of Legal Forms for the UK using My Fiori Forms App.

2024-02-27T11:18:12.508000+01:00

Introduction

SAP Fiori is a design system that enables the creation of business apps with a consumer-grade user experience with simple screens that run on any device.

SAP Fiori provides an easier, more intuitive way to run SAP applications in your organisation. With a focus on an intelligent, consistent, and integrated user experience SAP Fiori can help you redefine the way you work in the age of digital transformation.

More information is available here: SAP Fiori | User Experience and Apps

SAPs localisation team for the UK is pleased to announce the delivery of additional UK specific legal forms using Fiori 2.0 My Forms app. This new functionality will allow employees more flexible access to their forms dependent on your company security and network policies.

The following forms are now enabled for the UK:

P11D – Expenses and Benefits
P60 – End of Year Certificate
BSS - Benefit Summary Statement

Please see note 3401344 - HRGB - My Forms (Fiori 2.0) - P60/P11D/BSS forms display for more information.

Using the My Fiori Forms App

You can access the forms using the My Forms Fiori App via your desktop or mobile device:

Please see 3251036 - My Forms (Fiori 2.0): Content for SAP HCM Local Versions for other country localisations delivered by SAP.

For more information, please see the relevant documentation for My Forms:

Help SAP

SAP Reference Library

Integrating the My Fiori Forms app with SuccessFactors

The My Fiori Forms app can also be integrated into SuccessFactors using two options:

A link on the Payroll Information tab
A custom card on the Homepage

Integration to the Payroll Information Tab

It is possible to add a link within the Payroll Information tab in Employee Central to permit users access to the forms configured in My Fiori Form app.

The Payroll Information tab is where the user would access other payroll related information including Tax and National Insurance data held in Infotypes in Employee Central Payroll (ECP) as well as their pay statement.

Please see Using My Forms (Fiori 2.0) | SAP Help Portal for details on how to add links to this tab.

Launching Fiori Forms from a custom card on the Homepage

Using the Custom Card functionality it is possible to add a new card to the Homepage within Employee Central that will launch the URL connecting the user to the forms delivered via the My Fiori Forms app.

For further information on how to configure this please see Creating or Editing Custom Cards for the Home Page | SAP Help Portal

When configuring the Custom Card you can also specify whether the card should be shown within the SuccessFactors mobile app. If you switch this on then the new card will appear on the homepage within the mobile app and permit the user to launch the URL to connect to the My Fiori Forms apps.

System Landscape Requirements

Customers must be on release 608 and in order to be able to implement this app, your system landscape has to be enabled for SAP Fiori. One of the requirements for your system landscape is that your back-end product meets the required product version stack:

Required Back-End Product (Product Version Stack)

SAP Fiori 2.0 for SAP ERP HCM (17 (03/2022))

The front-end components of this app (such as the user interface) are delivered together with the components of other apps as part of this SAP Fiori product:

Front-End Components Delivered with (Product Version Stack)

SAP Fiori 2.0 for SAP ERP HCM ( 17 (03/2022) )

For more information, see the app implementation document of this app. SAP Fiori 2.0 for SAP ERP HCM | SAP Help Portal

Summary

The delivery of UK Legal forms using the My Forms Fiori app provides customers and their employees with flexible access to their P60’s, P11d’s and Benefit Summary Statement from their chosen device (dependent on your company security/network policies).

Please see note 3401344 - HRGB - My Forms (Fiori 2.0) - P60/P11D/BSS forms display for more information.

2024 HR Trends: Investigating the "Year of AI" with AI

2024-03-05T18:33:21.091000+01:00

In our annual HR Trends report, the Growth and Insights team for SAP® SuccessFactors® solutions conducted research to understand the top HR trends facing organizations today, including what remains a priority from 2023 and what is new for 2024. Each year, we aggregate and synthesize data from a wide range of carefully selected global and regional reputable business press resources that put forward HR trends and predictions and conduct a content analysis to derive key themes, or “meta-trends,” common among them.

But our report this year was different: given the recent explosion of artificial intelligence (AI) and particularly generative AI as a tool to complete work, we redesigned our content analysis methodology to include generative AI. We wanted to not only understand how this capability could be used in this work, but also share our experience using it – what we learned, where it provided the most value, and where we still felt the “human touch” was necessary. Below we’ve detailed the key benefits and drawbacks that we encountered using AI in this trends report.

Benefit: AI quickly produces early insights. Though what you read in our report is 100% original writing from our research team, we did use the LLM to identify common themes within the preliminary trends data to help us create each meta-trend’s summary section (“What caught our attention”). We first manually categorized our 611 trends into broader “meta-trends,” but then fed the individual trends per each category to a large language model (LLM). The model translated massive amounts of raw text data into a set of themes common among them in a matter of a few minutes. For example, our top meta-trend category included 100 individual trends that added up to over 23,000 words – in comparison, it would take an adult who is a fast reader almost an hour to read the same amount of text.

Drawback: AI ignores nuance. In our experience using the LLM, we found that while it very successfully organized large amounts of text data into common themes (based on frequency), it eliminated the critical context that helps us to interpret what is interesting and meaningful among those themes. For example, the raw data associated with our #3 trend category, Hybrid work returns to the office, included mentions of not only rethinking work arrangements and workspaces, but redesigning work itself. This concept is a significant departure from the discourse around this trend in previous years, and an important trend for organizations to understand. Though this topic was notable to our researchers, it was not reported in the LLM’s output because it was lower in frequency relevant to the overall hybrid work-related data. We believe the use of LLMs in this way would likely be more valuable for beginners or generalists who are looking for broad baseline knowledge on a topic than experts or specialists who have such baseline knowledge and are looking for specificity or nuance.

Benefit: AI can iterate flexibly. Engineering our prompts to the LLM allowed us to get very specific about what the model returned, specifying the exact format of the output to meet our needs. For example, rather than just asking for “a list of themes and their summaries,” we could ask the model to list the themes ranked by how often they occurred in the data, write a summary of each theme in a specific number of sentences, and provide exemplary quotes directly from the data to further illustrate the theme from the source material. This not only provided better content for our use, but asking the LLM to return examples from the source data also helped us evaluate the quality and accuracy of the model’s output.

Drawback: AI does not control for quality in source data. Beginning in the fall of 2023, we began to hand-pick the source material to be included in our 2024 meta-trends analysis. Each source is carefully evaluated before being included in our analysis, focusing on high-quality, reputable business press sources. In fact, we excluded about 20% of our initially collected sources this year due to issues with quality, such as irrelevance to our topic of study, poor grammar and spelling, or bias. When we prompted LLMs that could access real-time data to come up with a list of HR trends in 2024 and report which sources they used, we found instances of poor quality in their source material. This is another reason we felt it was important to input our own quality-controlled trends data rather than rely on the LLM to identify its own source material.

Overall, including AI in this year’s analysis was an interesting and informative process, but ultimately the weaknesses we listed above limited its value. For work that requires critical thinking, precision, and nuance such as is the case with our meta-trends analysis, the need for humans to largely drive and oversee this type of work is essential to ensure that gains in speed and flexibility do not sacrifice overall quality.

HR-Brunch: HR-IT-Zielbild & SAP Strategie in Einklang bringen

2024-03-22T11:12:57.997000+01:00

HR-IT-Verantwortliche stehen vor der Herausforderung, die IT-Landschaft für die Personalabteilung zukunftssicher auszurichten. Die Anforderungen aller Beteiligten sowie die SAP Strategie müssen bei diesem Schritt berücksichtigt werden. Bei unserem HR-Brunch dreht sich deshalb alles um die Frage: Wie können Sie ein HR-IT-Zielbild für Ihr Unternehmen erstellen, welche Entscheidungen müssen Sie treffen und welche Stolpersteine befinden sich auf dem Weg zu einer Lösung?

Dieses Event bietet eine einzigartige Gelegenheit für Fachleute und Führungskräfte aus dem Bereich Human Resources und IT, sich über die neuesten Entwicklungen und Strategien im HR-Bereich auszutauschen. Im Fokus steht die Verbindung zwischen der zukunftssicheren Ausrichtung eines HR-IT-Leitbilds und der SAP-Strategie.

Highlights des Events:

Im Vortrag berichten unsere Experten von Best-Practices aus realen Kundenprojekten. Sie erfahren, wie Sie ein HR-IT-Zielbild erarbeiten und in Einklang mit der SAP-Strategie bringen können.
In einer Masterclass erarbeiten Sie zusammen mit unseren Experten einen eigenen HR-IT-Roadmap-Kickstart anhand eines echten Use-Cases.
Networking-Möglichkeiten mit Kollegen und potenziellen Geschäftspartnern, um wertvolle Kontakte zu knüpfen.
Ein reichhaltiges Brunch-Buffet mit köstlichen Speisen und erfrischenden Getränken in angenehmer Atmosphäre.

Wir laden Sie herzlich zu unserem HR-Brunch am 11.04.2024 in Essen ein. Nutzen Sie die Möglichkeit, den nächsten Schritt zu einer zukunftsfähigen HR-IT-Landschaft zu gehen und dabei interessante Kontakte zu anderen Teilnehmenden sowie unseren Experten zu knüpfen.

***removed by moderator***

SAP Employee Experience Management by Qualtrics - Customer Onboarding Webinar

2024-03-26T04:28:52.392000+01:00

Join us for our monthly SAP Employee Experience (EX) Management Solutions by Qualtrics Customer Onboarding Webinar. In this session, you will learn about the best practices and resources available to help you achieve a successful implementation.

We highly recommend attending this webinar to get started on your successful journey with our SAP EX Management Solutions by Qualtrics.

To register for an upcoming webinar, select the link below.

Registration link: click here.

We are looking forward to seeing you soon.

For more information on the onboarding resources available to help you accelerate your SAP project, click here.

Deliver Real-World Results with SAP Business AI: Q4 2023 & Q1 2024 Release Highlights

2024-03-27T09:51:25.335000+01:00

Artificial intelligence (AI), and above all, generative AI, marks a paradigm shift on how computer systems learn from data, solve complex problems, and even provide creativity when it’s needed. We believe this paradigm shift will fundamentally change work, business, and society.
The impact that AI is expected to have on the global economy of the next three years is tremendous. Morgan Stanley estimate that the impact will be about $4.1 trillion dollars, about the size of the GDP of Germany.

SAP is committed to helping organizations through this transformative moment by creating business outcomes that were unimaginable before through SAP Business AI. Tailored to your unique data landscape and industry nuances, SAP Business AI enables smarter decisions and efficiencies at scale:

AI delivered in the context of your business processes
AI trained on the industry’s broadest business datasets
AI built on leading ethics and data privacy standards

SAP Business AI is relevant, reliable, and responsible. It’s deeply embedded in our business processes and analytics. Already today, more than 27,000 of our customers are seeing the benefits of AI that is built for business every day across every business function. No other technology company can combine the power of AI with the processes and data that run the business world. SAP is helping change how people interact with business software and make work more efficient and more delightful than ever before.

Let’s delve into the newest SAP Business AI capabilities made available for SAP customers helping them deliver real-world results.

Joule

Conversational Search

Introduced last year, Joule, SAP’s natural language generative AI copilot, revolutionizes the way people interact with SAP business systems, making every touchpoint count and every task simpler.

SAP customers can now get quick and seamless access to the exact SAP Help Portal content they need when asking a question in Joule, without ever having to leave the application they are working on. This generative AI-powered feature will be available in all SAP cloud solutions. We started with SAP SuccessFactors and SAP Start in 2023, continued with SAP S/4HANA Cloud Public Edition early 2024, and this will be followed by additional product integrations planned throughout this year.

Using Joule, SAP SuccessFactors and SAP Start users can save up to 10 minutes for an inquiry without leaving the UI and search in different content repositories, including search engines. This is another step towards helping our customers to become more productive and efficient. It drives product adoption, creates business value, and saves our users time and effort in accessing information quickly.

Joule Delivers Seamless Access to SAP Help Portal Content from SAP Solutions

Learn more on the product page.
Get started with the product documentation.

Cloud ERP

SAP S/4HANA Cloud, public edition

We have built Joule directly into SAP S/4HANA Cloud Public Edition, redefining user interaction, streamlining business processes, and enhancing productivity.
Joule can offer quick, contextual access to content and applications; users can simply ask Joule for guidance and get pointed in the right direction.

Looking for help to execute certain finance operations or looking for guidance how to change sales document entries? Joule provides quick and easy access to SAP Help Portal content and creates a summary leveraging generative AI. No need to browse through long search result lists anymore and reading into several topics to find the correct information.
Not sure which application could help to check the status of sales orders? Just express the need in natural language and Joule will propose the most reasonable applications for the required business operation.
Want to quickly check the status of a specific purchase order? Joule can also assist in providing insightful information about specific business objects. Once Joule shows up the required business information directly in the natural language user panel, users can directly jump into the business application from there.

Joule in SAP S/4HANA Cloud Public Edition

Learn more on the product page.
Register for the SAP Early Adopter Care program to test this feature before anyone else.

Are you tired of manually inputting incomplete sales order data? Filling in these missing details requires significant manual data management effort.
The sales order autocompletion capability in SAP S/4HANA Cloud Public Edition eliminates this hassle by providing smart recommendations for seamless data input. Missing fields are automatically populated,
simplifying incomplete sales order handling, delivering cost savings and boosting sales expert productivity.

Sales Order Autocompletion in SAP S/4HANA Cloud Public Edition

Read the blog post.
Get started with the product documentation.

SAP Enterprise Service Management

Shared service centers drive business value by enabling organizations to provide fast and reliable service cost-efficiently. However, too often organizational silos, distributed data and duplicated processes cause complexity and reduce the productivity and quality of service.

With generative AI capabilities in SAP Enterprise Service Management, shared service teams can:

summarize text in email interactions for cases with Case Summary
draft email replies or interactions for cases with Email Draft Recommender
get all the information related to an account that helps the sales representatives with Account Synopsis

Implementation results in significant reductions in overdue items ultimately enhancing customer satisfaction and streamlining processes. By implementing SAP Enterprise Service Management, businesses can save up to 70% of the cost for across various service scenarios or processing service requests 30% faster, like one of our global customers in the automotive industry has achieved for their accounts payable shared-services teams.

SAP Enterprise Service Management Homepage

Get started with the product documentation.

SAP Transportation Management

Imagine the chaotic scene at a freight clearing dock. Freight logistics providers arrive with stacks of manual papers, causing delays, inefficiencies, and the need for manual rework. Anomalies in freight orders are often detected late, leading to even longer processing times. It's a frustrating and time-consuming process for anyone involved.

Generative AI capabilities have been infused as part of SAP Transportation Management to expedite freight verification and documentation seamlessly. Businesses can automate the processing of tens of thousands of goods receipts and delivery notes in SAP Transportation Management, avoiding data entry errors and processing many types of document layouts without needing to do any training.

The benefits of this solution are immense. First and foremost, there's faster processing time with greater accuracy, minimizing errors and reducing the need for manual checks. This means less waiting time for logistics carriers and the potential for reduced yard space through optimized turnaround times. Additionally, the entire operation experiences enhanced operational efficiency and improved data quality for subsequent processes. Delivery notes are processed 50% faster, saving valuable time and resources. And the cost for truck delivery processing is reduced by an impressive 50%.

This capability is available as pilot phase for SAP customers, with a general availability planned for Q4 2024, including new features.

Expedite Freight Verification in SAP Transportation Management

Learn more about SAP Transportation Management.

SAP Digital Manufacturing

Visual inspection for SAP Digital Manufacturing is now available as a redesigned beta release for SAP Digital Manufacturing customers and will be generally available in the second quarter of 2024. This feature transforms human visual inspection experience to overcome human cognitive limits and empowers production engineers to enable AI models to visual inspections.

AI is leveraged to simplify and optimize visual inspection processes, assisting workers in finding defects earlier, faster, and more accurately. Operator productivity, product quality, and user experience are all improved at the same time. According to the first customer pilots, visual inspection can reduce the time to visually inspect parts by 60% when AI-assisted.

Visual Inspection - Detect Product Defects Faster on the Shop Floor

Learn more about SAP Digital Manufacturing.
Get started with the product documentation.

Human Capital Management

SAP SuccessFactors

Joule is integrated natively in SAP SuccessFactors, enabling employee and managers to quickly complete tasks in natural language such as requesting a wide range of record updates, providing feedback, checking and viewing your payment statement, approving time off requests, and much more.
You can access Joule via SAP Start and all pages in the SAP SuccessFactors HXM Suite.
Let's enable a future-ready workforce with our AI copilot that truly elevates every employee's experience.

Access Joule on the SAP SuccessFactors Homepage

Start the product tour to test Joule capabilities in SAP SuccessFactors yourself.
Get started with the product documentation.

In addition, SAP SuccessFactors Recruiting customers can now create compelling job descriptions and interview questions with the help of generative AI.

Attracting the right talent begins with the right job description. That’s why our generative AI-powered assistant gives hiring managers and recruiters a huge jump start to write non-biased, compelling job descriptions in seconds, while still allowing them to edit and improve it afterwards. Not only does it save a significant amount of time – from 2 hours to 5 minutes – as well as costs in creating job descriptions, but it also improves the quality of interviews and preparation. This, in turn, increases attractiveness as employer of choice, because potential applicants can sense the professionalism and attention to detail that the company brings to the hiring process.

Writing Job Descriptions in SAP SuccessFactors Recruiting

Conducting an effective interview is crucial to ensuring you’re making the best hiring decision. Interviewers can now generate interview questions based on the job description using generative AI capabilities and evaluate applicants in Microsoft Teams after they complete their interviews. AI-powered questions will make it easier for you to create an insightful discussion that dives deep into a candidate’s skills and potential. Your hiring process becomes more streamlined and ultimately leads to better hiring decisions.

Generating Interview Questions in SAP SuccessFactors Recruiting

See how these new capabilities help organizations attract, develop and retain top talent:

Put Your People and Their Experiences First with SAP Business AI

Customer Experience

SAP CX AI Toolkit

Available for existing SAP CX users with SAP Sales Cloud, SAP Service Cloud or SAP Commerce Cloud (standard edition) solution licenses, SAP CX AI Toolkit empowers your sales, service and e-commerce teams with proactive and contextual generative AI:

Apply AI models to data from sales, service, and e-commerce, along with operational data, to help your teams make more intelligent decisions.
Enable your teams to use AI to automate routine tasks from right where they work using a stand-alone app or Joule.
Understand customers and answer their questions faster than ever before with proactive insights and answers derived from enterprise data.

Capabilities available for e-commerce teams:

Product Tagging: Unlock the full potential of your products by harnessing the power of AI to extract and enrich your product tags. Take your catalog to new heights.
Personalized Product Descriptions: Let generative AI transform your customer experience with personalized product descriptions that enrich your catalog data.
Visual Search: Improve product discovery - simplifying the process and delivering quick and accurate search results based on AI image detection.
Commerce AI Tools: Commerce role specific prompts utilizing CX data to generate a blog post, social media posts and more.

Capabilities available for sales teams:

Intelligent Customer Profile: Uncover insights with a 360-degree view of every customer through Customer Data Platform integration. Quickly view segment data and profile summarization contextually on top of email and Sales Cloud.
Sales AI Tools: Create your own AI Tools for unique business needs or utilize our standard sales role specific prompts utilizing CX data to generate discovery questions, emails and more.
Intelligent Q&A: Proactively identify questions within your conversations and deliver trusted answers from company knowledge.
Smart Scheduling: Streamline and optimize your calendar management, saving you time and ensuring efficient allocation of appointments with personalized AI responses.

Capabilities available for service teams:

Intelligent Customer Profile: Uncover insights with a 360-degree view of every customer through Customer Data Platform integration. Quickly view segment data and profile summarization contextually on top of Service Cloud.
Service AI Tools: Create your own AI Tools for unique business needs or utilize our standard service role specific prompts utilizing CX data to generate responses, case overviews and more.
Intelligent Q&A: Proactively identify questions within your conversations and deliver trusted answers from company knowledge.
CX Record Summarization: Align your organization on customer issues, pathway to resolution, sentiment, and responsiveness with service and leadership specific case summaries.

Drive Profitable Growth with SAP CX AI Toolkit

Learn more on the product page.
Get started with the product documentation.
Additional AI-powered functionalities are planned to be released as part of SAP CX AI Toolkit throughout 2024.

SAP Sales & Service Cloud Version 2

Generative AI-powered capabilities have also been introduced as part of SAP Service Cloud Version 2 and SAP Sales Cloud Version 2, enhancing sales & service teams productivity:

Account Synopsis (in SAP Sales Cloud Version 2 & SAP Service Cloud Version 2) summarizes all the information related to an account that helps the sales representatives, such as the business, the culture or the competitive landscape. It ensures that your team is always equipped with the latest information, enabling them to make well-informed decisions and deliver a superior customer experience.
Case Summary (in SAP Service Cloud Version 2) automatically fetches a text-based interaction (e.g. email) and pre-processes it. Display summary to customer service rep to quickly grasp the topic and simplify the agent experience.
Email Draft Recommender (in SAP Sales Cloud Version 2 & SAP Service Cloud Version 2) generates a response email based on the previous email reply and purpose selected by the user for which an email needs to be drafted.
Lead Booster (in SAP Sales Cloud Version 2) provides tailored information that enhances the sales team’s understanding of the account’s needs and increases the likelihood of successful sales conversion.

Learn more on SAP Sales Cloud and SAP Service Cloud product pages.
Get started with SAP Sales Cloud Version 2 and SAP Service Cloud Version 2 product documentation pages.

Watch the video below to see how SAP Business AI provides the backbone for understanding and responding to customer needs - helping you get from issue to resolution faster.

Provide Customer Service That’s Personalized and Fast with SAP Business AI

SAP Emarsys Customer Engagement

Make the creation of subject lines intuitive for your email campaigns based on your natural language prompts! As part of SAP Emarsys Customer Engagement, Emarsys’ AI Subject Line Generator – currently in its pilot phase – uses AI to analyze your campaign content and generate multiple engaging and contextually relevant subject line options.

It saves time and effort by enabling marketers to create subject lines more efficiently, enhances creativity with a range of new subject-line ideas and enable data-driven decisions with the ability to A/B test AI-generated and traditional subject lines.

AI Subject Line Generator in SAP Emarsys Customer Engagement

Explore additional capabilities on Emarsys’ website that empower marketers to build, launch, and scale personalized cross-channel campaigns that drive business outcomes.

Intelligent Spend and Business Network

SAP Ariba Category Management

Gone are the days of painstakingly updating category management tools manually. Category managers can now expedite the development of their category strategy with contextual insights and recommendations using generative AI and large language model (LLM) integration in SAP Ariba Category Management tools, such as Category Segmentation, Market Dynamics, and Cost Structure.

It normally takes 12 weeks to manually create a strategy for a new purchasing category, but with SAP Ariba Category Management, research on category specific information is available with a single click. This new generative AI-powered feature accelerates strategy and planning processes across multiple categories, reduces onboarding time and reliance on more senior category managers and helps adapt to market change with insight and agility.

Powering Strategy Planning with Generative AI in SAP Ariba Category Management

Learn more on the product page.
Get started with the product documentation.

SAP Business Network

For suppliers, invoice creation can be one of your most inefficient and redundant processes. Every day, employees are manually keying data to submit invoices to customers.
The introduction of the intelligent invoice conversion feature of SAP Business Network reduces the need for this error-prone manual approach to invoice data entry.

The feature automatically converts your invoices from PDF and other scanned image files into an electronic format in SAP Business Network. It extracts your invoice data and automatically maps it to relevant fields in the electronic invoice and simplifies onboarding by providing a self-service setup process that guides supplier administrators through a streamlined workflow.

With intelligent invoice conversion, improve operational efficiency, reduce errors and rejected invoices, and receive payments faster.

Intelligent Invoice Conversion in SAP Business Network

Learn more on the product page.
Get started with the product documentation.

SAP Concur

AI is only as good as the quality and breadth of the data it draws upon, and SAP Concur is the global market leader in travel and expense solutions, with more than 92 million end users booking travel and/or processing expenses. For a decade, we have been infusing AI into SAP Concur solutions including ExpenseIt, Verify, Intelligent Audit, and Concur Invoice.

This quarter, we are excited to debut new Business AI capabilities in SAP Concur solutions:

Concur Request: Now uses generative AI to provide intelligent cost estimates for trip planning, saving employees time and effort. When the user creates the request, they enter their trip details such as the length of the trip and the destination. They will have the option to select from the following services that they want cost estimates for: flight or train; hotel; taxi. Request Assistant uses generative AI and the trip details provided by the user to provide estimated costs with explanations for the pricing.

The user can adjust, based on their needs for the trip, such as flight class, number of connections, hotel ratings, and then regenerate the estimated cost. The estimated costs are automatically added to the request as expected expenses. Subsequently, the user can choose to add additional expected expenses if needed or submit the request for approval.

Intelligent Cost Estimates for Trip Planning in Concur Request

ExpenseIt: We’ve also brought capabilities from ExpenseIt on mobile to the web interface so customers can upload receipt images to ExpenseIt web, where it taps AI to automatically create a new expense with several key fields prepopulated.

Expense itemizations for hotel folios are cumbersome for end users to manually enter, and inaccurate itemizations can cause returned expense reports and rework. In fact, the median time to complete a report with manual hotel itemizations entries is about 17 minutes longer than an expense report with no manual hotel itemizations.

Using ExpenseIt, hotel itemizations can be processed for the end user in under 30 seconds, saving employee time while increasing accuracy. The recent generative AI update to the traditional AI ExpenseIt models increases the accuracy of hotel itemizations by 30% (as measured by 100% accurate itemizations) in pre-production testing.

Hotel Itemization in Concur ExpenseIt

Learn more about travel and expense with SAP Business AI.
Get started with the Concur Expense and Concur Request product documentation pages.

SAP Business Technology Platform (SAP BTP)

Document Information Extraction, premium edition

The existing Document Information Extraction service on SAP BTP has been supercharged with generative AI capabilities, introducing Document Information Extraction, premium edition.
Businesses can now process documents intelligently across their entire business, with:

The automatic extraction of unstructured data by simply describing the required fields that you need, and watching the solution do the heavy lifting for nearly every document type.
The multilingual support for over 40 languages, catering to global businesses with diverse document types.

With neither manual annotation nor resource-intensive machine learning training required, business document processing use cases can now be onboarded in days instead of weeks or months, reducing the time-to-value drastically.

Learn more on the SAP Discovery Center.
Get started with this tutorial.

Generative AI Hub in SAP AI Core and SAP AI Launchpad

SAP developers can expedite their generative AI development of SAP BTP applications in a secure and trusted way with the new Generative AI hub. This new capability gives streamlined access to a broad range of large language models (LLMs) from different providers (such as GPT-4 by Azure OpenAI or OpenSource Falcon-40b), facilitated in a more secure, harmonized, and orchestrated manner; thereby boosting efficiency and productivity.

Developers can orchestrate multiple models, whether programmatically via SAP AI Core or via the playground within SAP AI Launchpad, and ensure high-quality output by choosing the large language model that best aligns with their unique use case. They can leverage all features while relying on a data privacy policy and robust measures, ensuring secure and trusted operations.

Each generative AI model yields unique qualities and strengths. To meet customers’ needs for their business, SAP has made a strategic move to provide enterprise-grade access to the most common models through its generative AI hub as part of SAP AI Core. This includes leading cloud vendors as well as SAP-managed third-party models deployed on SAP’s own infrastructure for highest compliance standards.
All available and upcoming generative AI-powered capabilities from SAP are running on the generative AI hub.

Generative AI Hub via SAP AI Launchpad

Learn more on the SAP Discovery Center.
Get started with this tutorial.
See why the generative AI hub plays a core role in how SAP's generative AI architecture redefines business applications.

Just ask feature in SAP Analytics Cloud

Just ask is a natural language query interface available in SAP Analytics Cloud used to retrieve data that applies generative AI to search-driven analytics. Users can quickly access trusted insights in their preferred language regardless of expertise, helping to increase data literacy and analytics adoption for more fact-based decision-making.

By providing knowledge workers with self-service access to timely analytics, companies can improve their productivity by up to 5%. Instead of spending hours searching for data, they can focus on more strategic tasks that move their business forward.

Jusk ask users can search data easily and efficiently using business terms they are familiar with, by simply asking questions using natural language. Just ask will instantly provide answers as simple charts and tables. Working with data from acquired models or SAP Datasphere, users can query just ask to get quick answers to questions and incorporate the results into a story, export to CSV or Excel files, or for further exploration using the Data Analyzer tool.

Just ask in SAP Analytics Cloud

Learn more on the product page.
Get started with the product documentation.

SAP Build Code

SAP Build Code, our generative AI-based code development solution, is now generally available.
With its integration of Joule, optimized for Java and JavaScript application development, it provides a turn-key environment for coding, testing, integrations, and application lifecycle management.

Developers can use generative AI to generate code and app logic aligned with SAP-centric programming models from natural language descriptions, create data models and sample data conforming to apps with the help of Joule, and produce rapid unit tests with AI for existing code to increase quality and precision.

The solution is also tailored for SAP development and secure collaboration across SAP Build low-code solutions and ABAP Cloud. It provides rapid extensibility of SAP S/4HANA and other SAP as well as non-SAP systems. It prebuilds integrations, APIs, and business services via the service center. Furthermore, it ensures proven security from SAP BTP for authentication, authorization, and SAP data protection.

With up to 30% faster application development and up to 30% improvement in application development cost, this is a game-changer for your enterprise. Say goodbye to the days of spending endless hours on code development and maintenance. Say hello to a more efficient and productive future with SAP Build Code.

Pro-code App Development with SAP Build Code

Take the product tour to experience the next generation of application development.
Get started with the product documentation.

SAP HANA Cloud vector engine

SAP HANA Cloud vector engine can natively store and search vector embeddings, which are numerical representations of objects, along with business data as part of its industry-leading multi-model processing capabilities to power intelligent data applications.

With these vector capabilities, SAP HANA Cloud will enable Retrieval Augmented Generation (RAG), facilitating the combination of LLMs with private business data. These applications learn and adapt to new information, enabling automated decision-making.

Key benefits of the SAP HANA Cloud vector engine include:

Multi-model: Users can unify all types of data into a single database to build innovative applications using an efficient data architecture and in-memory performance. By adding vector storage and processing to the same database already storing relational, graph, spatial, and even JSON data, application developers can create next-generation solutions that interact more naturally with the user.
Enhanced search and analysis: Businesses can now apply semantic and similarity search to business processes using documents like contracts, design specifications, and even service call notes.
Personalized recommendations: Users can benefit from an improved overall experience with more accurate and personalized suggestions.
Optimized large language models: The output of LLMs is augmented with more effective and contextual data.

Retrieval Augmented Generation (RAG) and GenAI with SAP HANA Cloud Vector Engine

Succeed Now with SAP Business AI

AI plays a pivotal role in SAP’s commitment to enable every organization to become a network of intelligent and sustainable enterprises.

With a focus on ethical and responsible AI, we are not only driving efficiency and productivity, but also ensuring that AI is used for the betterment of society. Our uniquely holistic perspective on the demands of global businesses continues to inspire us as we define the future of business AI.

Accelerate your SAP Business AI journey today:

Visit SAP.com/AI and our AI SAP Community page for all SAP Business AI updates and announcements.
Explore the SAP Roadmap Explorer for a detailed view of upcoming product innovations.

Join and innovate with the SAP Enterprise Support Advisory Council (ESAC) Program

2024-04-11T10:43:38.796000+02:00

co-author: Bruno Cherqui

The SAP Enterprise Support Advisory Council provides immense value by bringing together a select group of customers to collaborate with SAP experts and provide valuable insights and feedback on the development, improvement, and optimization of the SAP Enterprise Support program. Through this collaboration, members have the opportunity to influence SAP's support offerings, gain early access to new tools and resources, and actively shape the future direction of SAP's support solutions.

The program is open to all SAP Enterprise Support customers at no additional cost (but limited capacity) and is covering all major SAP cloud solutions such as SAP S/4HANA, CX, BTP, SAP SuccessFactors HCM, ISBN, Cross Solutions topics.

New open workstreams for Q2:

Continuous Quality Check (CQC): Transformation Assessment for Sustainability
Continuous Quality Check (CQC): Transformation Assessment for SAP Integrated Business Planning
Continuous Quality Check (CQC): Deployment Readiness for SAP SuccessFactors HCM Suite EXPANSION
Expert-guided Implementation (EGI): SAP Datasphere Fundamentals (Data and Analytics)

Find an overview of all our workstreams running in Q2 here.

To express interest, ask a question or join the program: contact us via esac@sap.com.

For more information you can also refer to our ESAC landing page on the SAP Support Portal.

Your SAP Enterprise Support Advisory Council team

esac@sap.com

HCM Brasil: eSocial – Evento S-5012 adicionado ao Visualizador de Eventos Totalizadores de empregado

2024-04-12T19:52:30.175000+02:00

Olá pessoal,

Dando continuidade ao blog publicado HCM Brasil: eSocial – Novo programa Visualizador de Eventos Totalizadores de empregador (S-5011), estamos aqui novamente para comunicar que já está disponível a visualização do evento S-5012 - Imposto de Renda Retido na Fonte Consolidado por Contribuinte no Visualizador de Eventos Totalizadores de empregador.

Atualize seu sistema com as seguintes SAP Notes abaixo:

Após a instalação das SAP Notes, o evento S-5012 vai estar habilitado para seleção no campo Tipo de evento:

Executando o programa, você irá visualizar as informações disponibilizadas nos eventos S-5012 com a distinção do log em apuração mensal e apuração Diária, seguindo o mesmo layout do evento:

Lembrando que as informações disponíveis na visualização do log também podem ser exportadas para um arquivo CSV, conforme a opção Exportar arquivo na seleção do programa.

Você também tem acesso ao XML de retorno dos lotes através do programa eSocial: Monitor de lotes.

A lista completa de entregas do eSocial do ano de 2024 está disponibilizada na SAP Note 3418378 - eSocial - Overview – 2024.

Gostou desse post? Dê um Like e compartilhe o conteúdo com seus colegas.

Fiquem à vontade para deixar um feedback, comentário ou pergunta sobre este Blog post no espaço abaixo. E não esqueçam de seguir a tag HCM Payroll Brazil na SAP Community para ficarem ligados nas últimas notícias.

Um abraço,

Anderson Marques

給与支給明細表示の非推奨化（Fiori形式、SP85以下の直接形式）に関するご案内

2024-04-17T07:13:19.507000+02:00

Employee Central（以下EC）から給与明細を表示する際、表示方法で古い方式（Fiori-like、Fiori形式）を使っていたり、Employee Central Payroll（以下ECP）でEA-HRコンポーネントのSPレベルが低いまま直接表示形式（Direct形式）での給与明細表示をご利用になっている場合、社員プロファイルから給与明細が表示できなくなる可能性があります。

対象となるお客様：

ECPをご利用のお客様（特に2022年より前にECP導入プロジェクト開始したお客様）は該当するかどうか管理センター＞チェックツールにてご確認ください。

対応方法：

ECPのEA-HRコンポーネントのSPレベルが85以下のお客様→ヘルプ文書を参考に、給与明細の表示形式が直接表示（Direct）形式かどうか確認してください。直接表示（Direct）形式をご利用だった場合、今すぐSPを適用するか、SP適用が間に合わない場合は一時的に直接表示（Direct）形式以外の方式に設定を変更してください。

Fiori形式で給与明細を表示しているお客様→ヘルプ文書を参考に、直接表示（Direct）形式での表示に変更してください。

いつまでに対応が必要か：

ECPのEA-HRコンポーネントのSPレベルが85以下のお客様→2024年上半期リリースにて必須

Fiori形式で給与明細を表示しているお客様→2024年下半期リリースまでに必須

（機能自体が削除されますので今一度ご確認お願いします！）

詳細情報：

2021年上半期にFiori形式での給与明細表示の廃止が発表されています。この機能は既に2022年上半期リリースにてメンテナンスは終了し、2024年上半期リリースで削除予定となっています。また、2022年上半期にEA-HRのSPが85以下の場合の直接表示形式での給与明細表示の廃止が発表されています。

ECからECP上の給与明細を表示するには以下の3つのオプションがあります。今回廃止されるのはFiori形式（Fiori-like）の給与明細表示と、ECPのSP85以下での直接表示形式（Direct形式）での給与明細表示となります。

給与明細（直接表示/Direct）　→SP85以下でご利用いただいている場合、2024年上半期リリースで利用不可となります。一方、SP86以上かつ直接表示形式での給与明細表示は今後も推奨されます。
給与明細（Fiori形式/Fiori-like）→2024年下半期リリースで機能廃止予定です。
給与明細（Arrow-based）→現時点では特に廃止などは発表されていませんが、ヘルプ上は非推奨、と書かれているのでDirect形式への移行の検討をお願いします。

詳細については以下をご確認ください。（英語）

Deprecation of Pay Statement (Fiori-like) Integrat... - SAP Community Groups

https://groups.community.sap.com/t5/product-and-customer-updates/deprecation-of-pay-statement-fiori-like-integration-and/ba-p/139773

Configuring Pay Statement | SAP Help Portal

https://help.sap.com/docs/SAP_SUCCESSFACTORS_EMPLOYEE_CENTRAL_PAYROLL/185f14fbe60d4bbb8d7d5e4f8d89b24b/15feadc8064745cab1aca97d4fa6ef6a.html#pay-statement-(direct)

What’s New Viewer上の項目はこちら（日本語）

Employee Central Payroll 向けの支給明細 (Fiori 形式) インテグレーションの非推奨化

https://help.sap.com/docs/SAP_SUCCESSFACTORS_RELEASE_INFORMATION/8e0d540f96474717bbf18df51e54e522/df6e290328d84de09e3a472e4ce11449.html?locale=ja-JP

SP85 以前との支給明細 (直接) インテグレーションの非推奨化

https://help.sap.com/docs/SAP_SUCCESSFACTORS_RELEASE_INFORMATION/8e0d540f96474717bbf18df51e54e522/af27cacb986648249c90eb22df78ceb9.html?locale=ja-JP

なお、当ブログの内容は2024年4月15日時点の情報をもとに記載しております。最新の情報については、What's new viewerなど最新のドキュメントを必ずご確認いただくとともに、齟齬があった場合は最新の情報が優先されます。

Standard integration templates in Talent Intelligence Hub

2024-04-19T19:13:13.203000+02:00

Co-authored by Andy Athanur, who played a pivotal role in collaborating on this topic.

For a comprehensive understanding of the solution overview of Talent Intelligence Hub, including configuration pre-requisites, migration details, and integration touch points, please refer to the document titled IDP, “Talent Intelligence Hub: Implementation Considerations”. This document comprehensively covers all aspects and also elaborates on standard integration templates in section 5.7. This blog will primarily focus on understanding the data within the Talent Intelligence Hub and providing a high-level overview of some key entities in standard integration templates.

Data in Talent Intelligence Hub:

The Talent Intelligence Hub (TIH) data comprises two primary categories: the Attributes Library and the Growth Portfolio.

The Attributes Library serves as an organization's central repository for competencies, skills, and custom attributes related to aspirations and motivations. These attributes are referenced across various modules and functionalities such as job profile builder, performance management, 360 forms, recruiting, learning, and employees' growth portfolios.

On the other hand, the Growth Portfolio encompasses attributes specific to individual employees. These attributes are either derived from the job profile or added independently by the employee or their manager.

Need for Standard Integration templates:

The need for standard integration templates arises to efficiently manage data within both contexts. These templates facilitate the export and import of data through the Integration Center. Various scenarios where these templates are indispensable include:

When customers possess their own competencies and skill libraries and seek to host them within SuccessFactors.
If existing Job Profile Builder (JPB) customers have competency setups (excluding skills) and transition to TIH, necessitating the association of employees with relevant individual competencies and skills.
When there's a requirement to funnel skills data from third-party vendors for further analysis. These inbound/outbound APIs for skills ingestion are currently under development. Please monitor the release notes under What’s New Viewer for additional updates.

Talent Intelligence Hub entities & file structures

Entities:

Attributes
Behaviors
Tags
Attributes – Behavior mapping (only competencies)
Attributes – Tag mapping
Translations
- Attributes texts
- Behaviors texts
- Tags texts
Associated rating(s) for the Employee

File Structure and pointers for some the key entities:

Attributes:

Attributes Name are unique identifiers. Duplicate entries are not supported.
The “externalId” serves as the unique key for the attributes.
Attributes support Create, Read, Update (both active and inactive states), but deletion is not allowed.
Starting from the 2403 release, the inclusion of the column “id” (WSM ID) in the export file allows mapping attributes to Job Profiles, Recruiting, or Learning.

Behaviors

When updating the description, ensure alignment with the corresponding attribute name. The same logic applies to attributes and tags.
Currently, the WSM IDs for Behaviors are not included in the export file.

Tags

Attribute(competency) – Behavior mapping:

Only competencies-to-behavior mapping is currently supported. Skills-to-behavior mapping is not within the current scope. Importing skills-to-behavior via the mapping file is a known limitation that does not generate an error.
The competency-to-behavior mapping is one-to-one ratio.
To map multiple behaviors to an attribute, utilize commas in text format.

Attribute – Tags mapping:

Multiple tags can be assigned to an attribute by using the specified import format above.

Translations:

To maintain special characters when working with multi-locale files, particularly those encoded in UTF-8, it's advisable to utilize LibreOffice Calc or OpenOffice Calc. These open-source tools are free for use and available for download at https://www.openoffice.org/download/ or https://www.libreoffice.org/download/download-libreoffice/.

Attributes & Behavior text

Tags text

Growth Portfolio:

The Growth Portfolio import-export includes the current proficiency of the employee
Expected proficiency ratings are only available for attributes tagged from the Job Profile
The mandatory date format for imports is YYYY-MM-DD
Import can only be facilitated if the user has the prerequisite permission to edit the Growth Portfolio

Currently, external IDs serve as the primary identifiers in import and export templates. Here are some key points regarding external IDs:

For data received through migration, IDs with random number suffixes are automatically generated. Any changes to these IDs can only be made through the user interface (UI).
The import functionality does not support altering the external ID.
Changes to external IDs must be made exclusively through the user interface (UI)
The responsibility for maintaining the value of the external ID lies entirely with the customer. Modifications to the external ID do not affect any other aspects of the system.

For Integration Center definition files and additional on utilizing the templates, please refer to the links provided in the SAP Business Accelerator Hub.

SAP Help guide | Importing and Exporting of Talent Intelligence Hub Entities

SuccessFactors Talent Intelligence Hub Library Import Templates | SAP Business Accelerator Hub

SuccessFactors Talent Intelligence Hub Library Export Templates | SAP Business Accelerator Hub

SuccessFactors Talent Intelligence Hub Growth Portfolio Import Template | SAP Business Accelerator H...

SuccessFactors Talent Intelligence Hub Growth Portfolio Export Template | SAP Business Accelerator H...

A big thank you to Rebecca Regan Thieme and Sharath Sundar from the Product team for their ongoing support, review, and valuable feedback.

Speeding up your SAP HCM move to the cloud in 2024 - Part 2: Customer Evolution Kit for HCM

2024-05-03T15:59:53.909000+02:00

The SAP Customer Evolution Kit for HCM: Accelerating migrations for a successful, AI-enabled future

In today's fast-paced business environment, digital transformation is no longer just an option for companies—it has become a necessity. With rapidly evolving technologies, changing customer and employee expectations, and a growing need for agility, organizations are continuously looking for ways to stay ahead of the curve. SAP, a global leader in enterprise software solutions, understands these challenges and is committed to helping its customers navigate the path to a successful digital future.

One of the key areas where SAP is assisting its customers is in human capital management (HCM), which is a critical function for businesses of all sizes. With the SAP Customer Evolution kit for HCM, organizations can accelerate their migration journey to SAP SuccessFactors, the next-generation cloud-based HCM suite, ensuring they are ready for the end of mainstream maintenance in 2025, and the end of compatibility pack rights in 2025.

What is the SAP Customer Evolution Kit for HCM?

The SAP Customer Evolution kit for HCM is a cost-free, quick, and efficient engagement that provides a clear and seamless path for businesses and the partners who support them to accelerate transition from their on-premise SAP HCM solution to SAP SuccessFactors. It is delivered virtually by real live SAP experts, featuring a set of tools, methodologies, and services designed to simplify and streamline the migration process, while minimizing risks and ensuring business continuity.

This SAP Customer Evolution kit helps customers address the challenges associated with migrating critical HCM data, configurations, and integrations from their on-premises systems to the cloud. With its step-by-step guidance, customers can plan, execute, and validate their migration strategies, ensuring a smooth and successful transition to SAP SuccessFactors.

In Part 1 of this blog series, I shared some of the features and benefits of the SAP Readiness Check for SAP SuccessFactors solutions. While SAP Readiness Checks can be run on a self-service basis, they are a bit like medical MRIs or X-rays in that, even if you could snap the picture yourself, the images are best interpreted by an expert trained in how to interpret the findings and recommend treatment plans. The SAP Customer Evolution kit for HCM provides you with the business equivalent of a radiologist, to provide expert readout of your organization’s unique SAP Readiness Check results, along with recommendations based on the findings.

Accelerating migrations for customers facing the end of maintenance or compatibility pack rights

For businesses currently running on SAP HCM on-premises solutions, the clock is ticking. SAP has announced that mainstream maintenance for older enhancement packs of the on-premises HCM solution ends at the end of 2025. Many SAP S/4HANA customers running HCM and Finance together in the same environment also face expiration of compatibility pack rights at the end of 2025. This means that customers need to act now to ensure they are ready for the future while maintaining compliance and performance, as well as tapping innovations like Joule to bring relevant, reliable, responsible AI to HCM and the broader enterprise.

The SAP Customer Evolution kit for HCM offers a unique opportunity for these customers to accelerate their migration journey. Over the course of three half-day sessions, and at no charge, it provides a roadmap and best practices to assess existing landscapes, identify gaps, and define a customized migration plan that aligns with unique goals and requirements.

During these SAP Customer Evolution kit engagements, we’ve seen customers make all sorts of realizations about their legacy systems. These often include “Aha!” moments, when they realize that their current highly customized processes could be moved back to standard, easily supported standard functionality within SAP SuccessFactors HCM. Examples of such “Aha!” topics include:

Legacy customizations supporting Concurrent Employment that required multiple PERNRs in on-prem could be more readily supported using standard configuration capabilities in Employee Central
Grade step progression logic to support collective bargaining agreements that required custom infotypes in HCM could be supported using standard SAP SuccessFactors Employee Central and Compensation functionality
Support for Higher Duties and Grants and Funds accounting for Public Sector are available in SAP SuccessFactors.

These kinds of insights can rapidly demystify the legacy environment, clarify the state of the possible and provide expert guidance on how best to move forward to the cloud with the utmost confidence that all required business processes will be supported.

So, if you’re looking for a free, fast, and helpful way to get organized around your HCM move to the cloud, we have the workshop to get you going.

Lead times to engage our experts are stretching as 2025 deadlines approach. Please sign up for your free SAP Customer Evolution Kit for HCM today!

Please also mark your calendar and click to register for an upcoming webinar on May 16th titled "Fast-track your HR journey to the cloud with SAP partners"

HCM Brasil: eSocial – Ajuste no evento S-1010 para a licença-maternidade estendida

2024-05-03T19:28:28.893000+02:00

Olá pessoal,

No dia 5 de abril de 2024 foi publicada a Instrução Normativa RFB N° 2.185/2024. Com isso, o evento S-1010 foi alterado para que rubricas de licença-maternidade estendida não sejam consideradas para base de INSS Patronal.

A partir de agora, estas rubricas devem ser geradas com o campo codIncCP (Código de incidência tributária da rubrica para a Previdência Social) com o valor 15 (Exclusiva do segurado - Mensal).

Para se adequar a essa alteração na legislação, a SAP já realizou a entrega através da SAP Note 3462645 – eSocial S-1010 – Normative Instruction RFB No. 2185/2024 – field codIncCP reports with value 15.

Após a instalação da SAP Note é necessário atualizar a classe de processamento 77 (Identificação de rubricas de base de INSS patronal) com o valor 1 (Rubr.licença maternidade não considerada para base de INSS Patronal) para suas rubricas de licença-maternidade estendida:

Importante: As seguintes rubricas não são afetadas por esta alteração:

/T80 (Sal. Maternidade – Mensal)
/T85 (Sal. Maternidade – Médias)
/T90 (Sal. Maternidade – Horas)

A lista completa de entregas do eSocial do ano de 2024 está disponibilizada na SAP Note 3418378 - eSocial - Overview – 2024.

Gostou desse post? Dê um Like e compartilhe o conteúdo com seus colegas.

Speeding up your SAP HCM move to the cloud in 2024 - Part 2: Customer Evolution Kit for HCM

2024-05-06T15:06:16.978000+02:00

What is the SAP Customer Evolution Kit for HCM?

Accelerating migrations for customers facing the end of maintenance or compatibility pack rights

Legacy customizations supporting Concurrent Employment that required multiple PERNRs in on-prem could be more readily supported using standard configuration capabilities in Employee Central
Grade step progression logic to support collective bargaining agreements that required custom infotypes in HCM could be supported using standard SAP SuccessFactors Employee Central and Compensation functionality
Support for Higher Duties and Grants and Funds accounting for Public Sector are available in SAP SuccessFactors.

So, if you’re looking for a free, fast, and helpful way to get organized around your HCM move to the cloud, we have the workshop to get you going.

Lead times to engage our experts are stretching as 2025 deadlines approach. Please sign up for your free SAP Customer Evolution Kit for HCM today!

Please also mark your calendar and click to register for an upcoming webinar on May 16th titled "Fast-track your HR journey to the cloud with SAP partners"

HCM Brasil: eSocial – Visualizador de Eventos Totalizadores de empregador (S-5013)

2024-05-07T09:24:28.229000+02:00

Olá pessoal,

Dando continuidade às entregas do programa eSocial: Visualizador de Eventos Totalizadores de empregador (Transação PC00_M37_EFD_ER_SUMM), gostaríamos de comunicar que concluímos a entrega do evento totalizador S-5013 - Informações do FGTS consolidadas por contribuinte.

Desta forma, informamos que a SAP concluiu a entrega dos 3 eventos totalizadores de empregador do eSocial. Para verificar os demais totalizadores de empregador, acesse os links abaixo:

Atualize seu sistema com as seguintes SAP Notes:

Após a instalação das SAP Notes, o evento S-5013 estará habilitado para seleção no campo Tipo de evento:

Ao executar o programa, você irá visualizar as informações disponibilizadas nos eventos S-5013 com a distinção do log em apuração por Empresa e por Lotação, seguindo o mesmo layout do evento:

Lembrando que as informações disponíveis na visualização do log também podem ser exportadas para um arquivo no formato CSV, conforme a opção Exportar arquivo na seleção do programa.

Você também tem acesso ao XML de retorno dos lotes através do programa eSocial: Monitor de lotes.

A lista completa de entregas do eSocial do ano de 2024 está disponibilizada na SAP Note 3418378 - eSocial - Overview – 2024.

Gostou desse post? Dê um Like e compartilhe o conteúdo com seus colegas.

Fiquem à vontade para deixar um feedback, comentário ou pergunta sobre este Blog post no espaço abaixo. E não esqueçam de seguir a tag HCM Payroll Brazil na SAP Community para ficarem ligados nas últimas notícias.

Um abraço,
Guilherme Zenzen

Boost Employee Satisfaction and Performance with SAP Employee Health & Wellbeing

2024-05-10T12:59:31.066000+02:00

Discover how the SAP Employee Health & Wellbeing Software Solution Allows Defense and Security Organizations to Monitor and Manage the Welfare of their Personnel in a Holistic Way

Figure 1: Example illustration

1) Thematic Background

Employees are the most important asset of almost every organization. This is even more true for Defense and Security (D&S) organizations, like armed forces, emergency organizations or relief organizations. The personnel of these organizations is typically confronted with high stress situations, high physical strains, and often times also long working hours. What is more, certain employees undergo life threatening situations throughout their career, or experience situations of high psychological stress during missions. Another important aspect of organizational health and wellbeing is physical fitness and injury prevention. What matters in this context is not only having the necessary fitness level to accomplish tasks and missions, but especially also the positive long-term effect on personal health. The importance of organizational health and wellbeing can be further underlined by different statistical data. According to a survey among first responders 85% of them have expected symptoms related to mental health conditions. Another survey shows that emergency responders think of committing suicide twice as often than average adults. Additionally, a survey conducted by the British National Police Wellbeing Service indicates that 69.6% of the British police officers and 56% of police staff have high levels of fatigue, and around 30% even very high levels. However, initiatives that want to promote wellbeing are not limited to the D&S organizations itself. The Firefighters Charity organization in Great Britain is a good example for a private institution, that is dedicated to the wellbeing of British fire fighters. Their services include telephone or online counselling, guided relaxation or reset programs for fire fighters, which are experiencing health problems.

2) The Impact of Health and Wellbeing Problems

Figure 2: Health and wellbeing problems can pose serious threats to D&S organizations

Wellbeing and health issues do not only harm the affected people, but also their employers. D&S organizations in this context typically experience the following difficulties:

1) An Inability to Identify Mental Trauma and Stress

Many D&S organizations find it difficult to recognize and measure stress and potential mental traumas among their staff.

2) Rising Absences of Employees

Employees that are experiencing health problems show more days of sick leave than average workforces.

3) Rising Employee Attrition

When the physical and psychological burdens become too great for staff members, they often decide to leave their employer.

4) Real risk to the Delivery of Service

With extremely high fluctuation rates of up to 30%, Defense and Security organizations start to be confronted with a real risk to the successful delivery of their service.

According to a study published by the nonprofit organization RAND the attrition rate after three years of new recruits of the US military amounts to 29.7% for the US Army and 23.6% for the US Navy. This high labor turnover rates do not only harm the operational readiness of the military, but also lead to significant knowledge loss and costs. The author of the study in this context estimates the turnover expenses for the US Military to up to $479mn for the US Army and to up to $220mn for the US Navy. He also emphasizes in that regard, that the costs for one single enlistment ranges from $11,000 to $20,000. What is more, D&S organizations do also need to consider additional costs for personnel search and selection, onboarding, and training. A similar development can also be seen for emergency services organizations. The ambulance service organizations in the United States of America, for instance, have an overall turnover rate in the year 2021 of between 21% for supervisors and 36% for full-time emergency medical technicians. By contrast, dedicated frontline forces like the British Columbian Wildfire Service in Canada reported a turnover rate of about 25% in 2022. Although there are of course also other reasons why people leave a company or organizations, it is unquestionable that health and wellbeing problems are among the most important ones.

3) How Organizations are Trying to Approach the Problem

Figure 3: Example illustration

Luckily, this problem has not remained unrecognized by the employers. The British Ministry of Defense, for instance, has successfully addressed it by offering stress management courses or access to medical support. Corresponding offers for individual military units, the soldiers’ families, women, or veterans have also been successfully established by the Ministry. Emergency organizations have similarly approached the issue during the recent years. The British National Police, for instance, has created wellbeing solutions like a peer support for wellbeing, wellbeing dogs, or even wellbeing vans, that tour through the country for raising awareness about the topic. However, nowadays many organizations still do not have implemented comparable health and wellbeing solutions for multiple reasons, such as budget constraint, the highly decentralized orientation of their organization or simply a lack of awareness. But this is exactly where SAP wants to come into play with its holistic software solutions for Health and Wellbeing.

4) The SAP Employee Health & Wellbeing Solution

Figure 4: Example illustration

We at SAP are a company with more than 100,000 employees worldwide, and it is absolutely clear for us that our organizational performance depends on the performance of each employee. We for this reason recognized a long time ago how important it is to have a healthy and happy workforce, which is why we created the SAP Solution for Employee Health & Wellbeing. With this software solutions we want to enable our customers to run their organizations in a better, more efficient way, that enables its employees to unfold their full potential while also achieving a better work-life balance. The Employee Health & Wellbeing software suite was build on the foundation of SAP’s decades-long experience in business software solutions for diverse industries, and can be used either as a single solution or as a full enterprise intelligence solution.

5) The Functionality and the Major Benefits of SAP Employee Health & Wellbeing

SAP Employee Health & Wellbeing allows D&S organizations to easily monitor, analyze and improve the wellbeing and health of its workforce. The software solution, as the below illustration shows, is thereby easily integrable into existing systems and is also connectable with diverse other databases, such as HR systems. For measuring the health and wellbeing data of the individual employees, the application uses regular surveys, that are directly transferred into the application. The user then has a data collection of health data for everyone in the case management, which enables him to analyze and monitor it in detail. As a result, the organization can initiate individual mitigation and treatment plans for each employee. These action plans are highly customizable and can for example entail measures, such as medical support, trainings, the assignment of other tasks, vacation, the use of different work equipment or reduced working hours.

Figure 5: The high-level process behind SAP Employee Health & Wellbeing

Our SAP Solution for Employee Health & Wellbeing entails the following helpful characteristics and features for organizational health management:

One Single Platform for Wellbeing and Health Management

Our application allows you to manage all health and wellbeing issues centrally with one single, intuitive platform.

A Digital, Data-Driven Approach

SAP Employee Health & Wellbeing allows you to completely digitize your health management and make related decisions on the foundation of reliable data.

The Provision of Customizable Forms and Surveys for Measuring Wellbeing

Create highly customizable surveys and forms for successfully measuring the wellbeing of your workforce and make use of peer-based triggers.

A Single View of Employee’s Wellbeing

Monitor the wellbeing of each individual employee at a glance, with the ability of integrating employee data from your existing systems. Also easily provide access to the data to authorized groups, such as doctors or physical therapists.

Figure 6: Effective performance diagnostics with SAP Employee Health & Wellbeing

Efficient Human Performance Tracking

Profit from the ability to track the wellbeing of your employees, even of those that are operating in physically demanding environments. Easily integrate all available data sources like, for instance, from medical records over input from coaches to real-time performance data.

Figure 7: Holistic wellbeing tracking

Easy Integration of 3rd Party Applications

Easily integrate 3rd party applications and related services into the application.

Access to Comprehensive Case Management Functions

Make use of an advanced access management solution and easily enable cross agency collaboration.

Advanced Functions for Risk Analysis

Perform detailed risk analyses and trigger interventions based on user-defined indicators.

Discover how Activities Affect your Employees

SAP Employee Health & Wellbeing allows organizations to understand how certain day-to-day activities influence the wellbeing and health of their staff.

Figure 8: User-friendly case management with SAP Employee Health & Wellbeing

As the above benefits show, SAP Employee Health & Wellbeing is a truly holistic health management solutions, that not only allow you to perform better health management, but also to better care for each of your individual staff members. This way your organization can raise the employee satisfaction, better prevent the workforce from injuries and diseases, but also decrease absences and labor turnover. This, of course, also leads to significant cost savings, especially when considering the above-mentioned costs that can arise from fluctuation and health problems. Furthermore, SAP Employee Health & Wellbeing can also be an effective tool for the retainment of experienced employees with individual needs or for attracting new employees.

6) A Role Model for Effective Employee Wellbeing Management: The Australian Police Forces

The Australian Police Forces successfully integrated SAP Employee Health and Wellbeing into their organization. The software solution enabled the D&S organization to record, manage and report all health and wellbeing data with one single platform. In addition, SAP Wellbeing allowed the law enforcement organization to integrate much more health-related processes than initially expected. For example, it was even possible to build individual health management systems for the organization’s police dogs and horses.

Figure 9: SAP Wellbeing is even extendable to police dogs

All in all, the implementation of SAP Employee Health & Wellbeing allowed the Australian Police Forces to:

--> Reduce employee churn by up to 10%

--> Lower HR costs by up to 8%

--> Increase employee engagement by up to 20%

--> Improve HR reporting by up to 10%

7) Why Wellbeing Should not be Ignored by Employers

Although there are many ways how companies and organizations can theoretically manage organizational health and wellbeing, this blog post has hopefully highlighted what the advantages of a scalable and comprehensive software solutions, like SAP Employee Health & Wellbeing, are. The software suite not only allows organizations to manage health matters for every employee with one single solution, but also improves the wellbeing and health of your staff, which in turn also raises organizational performance measurably.

Additional Information

SAP Employee Health & Wellbeing Video: Let's Talk - Public Services Wellbeing (sap.com)
Summary of SAP Employee Health & Wellbeing: 4 Page Executive Summary
L0 Presentation for SAP Employee Health & Wellbeing: L0 Deck

References

Health, Performance and Wellbeing in the Army. (2024). The British Army.

Mental health support for the UK armed forces. (2023, November). UK Government.

Wellbeing vans. (2024). Oscar Kilo.

Injury Prevention. (2024). HPRC.

Mental health. (2024). The Fire Fighters Charity.

Wellbeing Overview. (2023). City of London Police.

Predicting 36-Month Attrition in the U.S. Military: A Comparison Across Service Branches. (2020, April). RAND.

4th Annual Study Shows Worsening EMS Turnover. (2022, October). American Ambulance Association.

Burned out: pressures are taking a toll on wildfire fighters. (2023, August). Canadian Firefighter Magazine.