SAP Community - HCM (Human Capital Management)

Navigating Oman’s Regulatory Evolution with SAP ERP HCM Localization

2025-10-31T13:36:18.599000+01:00

In today’s rapidly changing regulatory landscape, localization is more than a technical requirement - it’s a strategic enabler. SAP’s localization framework enables enterprises to remain compliant with country-specific mandates while driving operational efficiency and business continuity.

For Oman, this means aligning with recent key reforms such as the Social Protection Fund (SPF) and preparing for the anticipated introduction of Personal Income Tax (PIT).

Oman Localization Scope

SAP ERP HCM offers tailored localization features for Oman, supporting legal reporting, payroll processing, and statutory compliance. These features are designed to help businesses navigate regulatory changes with agility and confidence.

Key Features

Social Protection Fund (SPF): The establishment of Oman’s Social Protection Fund marks a major milestone in social reform. It brings multiple social security programs under one framework to strengthen coverage and sustainability. Implementation started on January 1, 2024, with phased timelines extending to 2028 for certain schemes. SAP ERP HCM supports this transformation by enabling the configuration and processing of Social Insurance schemes in line with legal requirements. For detailed documentation and configuration guidance, visit the SA P Help Portal.

Leaves and Absences: The system supports both standard and Oman-specific leave types; It also provides flexible capabilities for absence distribution, advance leave payments, provisioning, and granting.

Ticket Benefit: The solution provides the flexibility to implement benefits such as leave passage according to business needs. It allows defining eligibility, frequency, and cost parameters, integrated with payroll for accurate processing.

End-of-Service (EOS): The Oman local version allows the provisioning and calculation of end-of-service gratuity for employees in line with the law. The OMEOS feature evaluates eligibility based on termination reasons and ensures accurate settlements.

Wage Protection System (WPS): Compliance with Oman’s WPS is supported through the Oman WPS File Generation Report (HOMWPSF0), generating payment and bank details in the required format.

For detailed configuration guidance, please check out the SAP Help Portal.

Looking Ahead: Oman Personal Income Tax Introduction

Oman has officially introduced a Personal Income Tax Law, marking a historic fiscal shift in the Gulf region. Effective January 1, 2028, a 5% tax will apply to annual income exceeding OMR 42,000. This initiative supports Oman Vision 2040, which aims to diversify the economy and enhance fiscal sustainability.

SAP continues to monitor the progress of this reform and plans to include relevant functionalities - such as payroll tax calculation and reporting - as part of its future roadmap.

Stay Informed: Key Resources for Oman Localization

As Oman continues to modernize its social and fiscal systems, SAP remains committed to delivering timely and relevant updates. Stay connected and informed through the following resources:

SAP Build Work Zone: Access curated localization content, announcements, and collaboration spaces.

SAP Localization Community: Engage with SAP experts and subscribe to the Localization tag for the latest updates.

SAP Regulatory Change Manager: Stay up to date with legal changes and their impact on SAP solutions.

Feel free to share your thoughts or questions below. We would love to hear from you.

Jetzt Handeln oder abwarten? SAP SuccessFactors ist für den Public Sector in Deutschland bereit!

2025-11-03T10:45:12.205000+01:00

SAP SuccessFactors HCM für die Herausforderungen des öffentlichen Sektors in Deutschland

Der öffentliche Sektor in Deutschland steht genauso wie die private Wirtschaft vor den Herausforderungen der heutigen Zeit. Demographischer Wandel, die besten Talente auf dem Markt gewinnen, entwickeln und halten, bis hin zu strategischem Skills-Management und rapider Digitalisierung. Alles, was ein attraktiver Arbeitgeber auf sich nehmen muss, um mit Innovation und Agilität zu überzeugen und für eine großartige Erfahrung am Arbeitsplatz zu sorgen. Natürlich unterstützt die SAP SuccessFactors HCM Suite auch Kunden des öffentlichen Sektors in Deutschland dabei, diese Herausforderungen zu meistern!

Unsere SAP-Architektur sorgt dafür, dass alle Bereiche Ihrer Organisation synchron arbeiten und dadurch Agilität, Effizienz und Innovation im großen Maßstab freisetzen. Mit SAP Business Suite sind Organisationen nicht nur auf die Herausforderungen von heute vorbereitet – sie sind auch in der Lage, die Chancen von Morgen zu nutzen.

SAP Business Suite

HR-Daten sind von großer Bedeutung und fester Bestandteil von vielen operativen Prozessen im Organisationen, wie etwa Beschaffung, Genehmigung, Reisekosten- oder Leistungsabrechnung. Um solche Komplexität zu lösen, bietet die SAP SuccessFactors HCM Suite vereinfachte Best-Practice-Prozesse, die auf jedem Gerät intuitiv genutzt werden können, selbst von unerfahrenen Mitarbeitenden. Dadurch reduziert sich der administrative HR-Aufwand und ebnet den Weg zu intelligentem HR.

Eine erprobte Lösung für Innovation und Effizienz in Ihrem HR

Mehr als 10.000 Kunden vertrauen bereits SAP SuccessFactors – die Plattform für Innovation und Effizienz im gesamten Hire-to-Retire-Prozess. Profitieren Sie von einem umfassenden Ansatz zur Verwaltung des gesamten Mitarbeiterlebenszyklus, von der Einstellung bis zur Pensionierung. Auf diese Weise können Sie HR-Operationen einschließlich der Gehaltsabrechnung straffen und optimieren, und damit sicherstellen, dass ihre Organisation Talente effektiv einstellen, entwickeln und halten kann.

Startklar für 2026: Entgeltabrechnung im Public Sector mit SF Employee Central Payroll

Nachdem sich unter anderem SAP SuccessFactors Performance & Goals (ua. zur Beamtenbeurteilung), SAP SuccessFactors Learning und SAP SuccessFactors Recruiting im öffentlichen Dienst bereits fest etabliert haben, hält 2026 etwas Neues bereit.

Speziell für den Public Sector in Deutschland wird es ab Januar 2026 möglich sein, über die bekannte SAP Komponente die vollständige Abrechnungsfunktionalität für die Entgeltabrechnung öffentlicher Dienst Deutschland in SAP SuccessFactors Employee Central Payroll zu nutzen. Damit können künftig sowohl Beamten wie z.B. auch TVöD, TV-L und angelehnte Tarife mit SAP SuccessFactors Employee Central Payroll abgerechnet werden!
SAP SuccessFactors Employee Central Payroll steht seinen Geschwistern in der Private Cloud und on-Prem in nichts nach. Sie alle basieren auf dem tausendfach erprobten SAP S/4HANA Stack. Dazu bietet SAP SuccessFactors Employee Central Payroll einen vollständig auf Gehaltsabrechnung fokussierten Umfang mit den niedrigsten Gesamtkosten (TCO), während Sie durch KI-Anwendungsfälle auf dem Innovationspfad sind. Zudem profitieren Ihre Payroll-Administratoren von einer hervorragenden Benutzererfahrung.
Teils vom Kern der öffentlichen Verwaltung genutzten Branchenfunktionen wie die Stellenwirtschaft sowie die Versorgungs- (VADM) oder die Nachversicherungsadministration (NV) für Beamte dürfen aktuell nicht auf der SAP SuccessFactors Employee Central Payroll betrieben werden. Sprechen Sie gerne Ihren SAP Ansprechpartner an, um mehr zu Lösungsalternativen zu erfahren.

Und wenn Sie nach einer innovativen Echtzeit-Zeitwirtschaftslösung suchen, steht Ihnen SAP SuccessFactors Time Tracking mit einer starken Roadmap zur Verfügung

Sicher, Resilient und Souverän

SAP SuccessFactors wird unter anderem in von SAP selbst betriebenen deutschen Datenzentren, wie in Frankfurt und Sankt Leon-Rot, gehostet. SAP Cloud Services garantieren ein Service-Level von 99,7 % durch höchste Sicherheitsstandards und kontinuierliche Backups! Alle Daten sind jederzeit stark verschlüsselt.

Zusätzlich gibt es die EU-Access-Option für Kunden, hier bietet Personal aus dem Europäischen Wirtschaftsraum und der Schweiz 24/7 Support an. Diese Option steht SAP SuccessFactors-Kunden ohne zusätzliche Kosten zur Verfügung!

Zusätzlich hat SAP eine starke Sovereign Cloud Strategie entwickelt, um Organisationen bei der Einführung von Cloud-Technologien zu unterstützen – mit dem Ziel, Ihnen jederzeit die volle Kontrolle über Ihre Daten, Infrastruktur und Softwarelösungen zu ermöglichen – und das unter Einhaltung aller geltenden nationalen Gesetze und Vorschriften. Hier finden Sie alle Informationen zur SAP Sovereign Cloud.

Zusammenfassend: Warum SAP SuccessFactors für den öffentlichen Dienst?

Führende HCM-Lösung in Europa: Tausendfach erprobt in der Verwaltung, z.B. Ministerien, Kommunen, Gesundheitssektor, etc.
KI-gestützte Prozesse: Assistenten für Anfragen, Lernpfade, Kompetenzanalysen und intelligentes Skill-Matching
Hohe Anpassungsfähigkeit: Für beamtenrechtliche, tarifliche und gesetzliche Rahmenbedingungen
Umfassender Mitarbeiter-Lebenszyklus: Von Recruiting über Onboarding und Learning bis hin zur Nachfolgeplanung und Abrechnung
Nahtlose Integration: Mit SAP S/4HANA, SAP Business Technology Platform, SAP Business Data Cloud und SAP Analytics Cloud
Datensouveränität: Sovereign Cloud mit Datenhaltung in Deutschland und höchsten Sicherheitsstandards, unter anderem auch Partnerschaft OpenAI/SAP/Azure für Delos Cloud

Um die bestmögliche Entscheidung für eine zukunftssichere Lösung zu treffen, empfehlen wir den kostenlosen SAP SuccessFactors Readiness Check. Stellen Sie heute die Weichen für die Zukunft und besuchen Sie unsere HCM Move Website für weitere Informationen!

🧠 Por que SABER não é suficiente: o papel da inteligência emocional no seu sucesso profissional

2025-11-05T20:59:03.162000+01:00

🧩 Este conteúdo é diferente do que você costuma ver aqui no meu perfil, mas é essencial para qualquer profissional.

Hoje não vou falar de SAP ou Integração no SAP CPI. Vou falar sobre algo que impacta diretamente sua carreira: a forma como você se comporta, se comunica, lida com pessoas e reage a situações.

Tudo isso está ligado à sua inteligência emocional. E ela pode ser o fator decisivo entre crescer ou estagnar na sua trajetória profissional.

Neste artigo, quero compartilhar com você uma reflexão sobre QI x QE, como isso afeta seu dia a dia no trabalho e na família, e como a ferramenta DISC pode te ajudar a evoluir como profissional.

💼Não há dúvida de que, para termos sucesso na vida profissional, precisamos desenvolver habilidades. E normalmente, o foco está nas habilidades cognitivas, como fazer uma faculdade, aprender inglês, fazer cursos… tudo isso relacionado ao nosso QI (Coeficiente de Inteligência).

E sim, isso é importante!

Mas… 🤔 E se eu te disser que essas habilidades representam apenas 20% do que você precisa para conquistar o sucesso?

📚O que realmente faz a diferença: o QE

Segundo Daniel Goleman, PhD em Psicologia e autor do livro "Inteligência Emocional", 80% do sucesso está diretamente relacionado ao QE (Coeficiente de Inteligência Emocional).

Ou seja, o que mais te impede de alcançar o sucesso não é o que você SABE, mas o que você FAZ (ou deixa de FAZER).

🧩 Diferença entre QI e QE

Vamos organizar isso de forma simples e clara. Veja essa tabela comparativa:

Resumo Comparativo entre QI e QE

Resumo

Cada habilidade é desenvolvida e utilizada de forma diferente.

O QI representa o nosso SABER, enquanto o QE está ligado ao FAZER.

O QI se desenvolve com o tempo: engatinhar, sentar, andar, falar… Já o QE nasce de estímulos, experiências e observações. Ele está profundamente conectado ao sentimento: o que importa não é o que aconteceu, mas como você se SENTIU diante da experiência.

Ah, então Neylon, você está dizendo que eu posso abandonar as habilidades cognitivas?

— Claro que não! Se você fizer isso, não vai alcançar sucesso.

⚡Saber não é suficiente

Vamos sair um pouco do ambiente profissional para entender melhor:

🚬Fumar faz mal? Todo mundo SABE que sim. Mesmo assim, muitos continuam. Por quê? Porque não é o QI que impede, é o QE. Existe um vício, sim, mas também há uma carga emocional que dificulta a mudança.
🏃‍♂️ Fazer exercícios faz bem? Também todo mundo SABE. Mas nem todo mundo FAZ. O problema não é o cognitivo, é o emocional.

👉Ou seja, muitas vezes o problema não é SABER o que FAZER, é conseguir FAZER o que SABE.

👉Isso mostra que, na vida, muitas vezes você SABE o que precisa fazer, mas não faz. Isso deixa claro que seu lado cognitivo, dado por Deus, funciona perfeitamente, mas suas habilidades emocionais ainda não foram desenvolvidas.

💼E no trabalho?

Você SABE que não deve gritar com colegas, ser ríspido, ignorar opiniões... Mas mesmo sabendo, às vezes você FAZ.

Isso é falta de QI? Não. É sua inteligência emocional que precisa ser desenvolvida.

🧓 "Ah Neylon, mas muito disso é falta de MATURIDADE, com o tempo a pessoa aprende!"

— Não, maturidade não vem com o tempo.

Se fosse assim, não veríamos pessoas mais velhas cometendo os mesmos erros repetidamente. A maturidade é uma habilidade emocional, não apenas cognitiva. Isso explica por que existem pessoas mais velhas sem maturidade.

😔Por que tanta gente está frustrada no trabalho?

Uma pessoa gosta de explicar tudo com detalhes. Seu colega, mais direto, acha isso desnecessário. Resultado? Frustração.
Um chefe é objetivo e direto. O colaborador sente isso como falta de empatia. Resultado? Mais frustração.
João teve um dia ruim e respondeu Pedro de forma ríspida. Pedro ficou chateado, mas João nem percebeu (ou percebeu e ignorou). O que importa aqui não foi a fala em si, mas como PEDRO se SENTIU.

🎯O que é comum e normal para você pode ser interpretado de forma totalmente diferente por outra pessoa.E isso acontece no trabalho, em casa, na vida.

🔍E como melhorar isso?

O primeiro passo é o autoconhecimento.

A ferramenta DISC ajuda você a entender seu perfil comportamental — como você age, reage, se comunica, e também como se relaciona com quem é diferente de você.

Perfil Neylon Silva

📊Os 4 perfis do DISC (resumido)

Dominante: Autoconfiante, direto, orientado a resultados
Influente: Comunicativo, entusiasmado, envolvente
Estável: Calmo, paciente, cooperativo
Analítico: Cauteloso, preciso, gosta de detalhes

🤝Quer saber mais?

💼Você pode ser excelente tecnicamente, mas se não souber lidar com pessoas, pressões e frustrações, vai acabar travando seu próprio crescimento.

Espero que esse conteúdo tenha te feito refletir. Se quiser conversar mais sobre inteligência emocional ou aplicar a análise DISC na sua equipe, estou à disposição.

Afinal, tecnologia leva você longe, mas comportamento leva você além. 🚀

Geofencing capability in SAP SuccessFactors Time Tracking

2025-11-06T08:15:29.702000+01:00

Overview

Geofencing allows you to ensure that the employees can clock in and clock out only when they are physically present in their designated office premises. Also, this solution helps you to reduce costs associated with terminal devices. Geofencing restricts clock-in/out functionality to a defined geographic area, ensuring time punches are only possible in the desired location. This feature will be available in the SAP SuccessFactors mobile app from the 2H 2025 release.

Geofences are a set of boundaries defined using a circular or polygonal shape. Any number of shapes in different locations can be grouped under a single geofence.

As administrators, there are many configurations that you can do. Following are some details:

Manage Geofences

Provide permissions to enable geofencing for SAP SuccessFactors Clock In Clock Out. It is important to provide the View and the Assign Geofence Access by Feature Area > Clock In Clock Out permissions. These permissions are respected when the configuration is set up in Clock In Clock Out.
To manage the geofences, go to Admin Center -> Tools -> Company Settings -> Manage Geofences or search for Manage Geofences using Action Search from the Home page.
The Create permission provides the Create and Copy options. The Search option on the map helps to search the location where the boundaries are to be added. The circle and polygon shapes are supported.
A geofence must be active for it to be assigned to employees. Hence, the activate and deactivate options are provided.
The Deactivate option is required to modify/delete an existing geofence. The Edit and Delete options appear only when you have the Edit permission.

Assigning Geofences to Clock In Clock Out Employees

In the past, many of you might have already configured Clock In Clock Out. You will now see new additions to the Configure Clock In Clock Out -> Clock In Clock Out Group page.

The Details like Group Details, Location Capture remain the same but there is a new section called Geofences.

When the Enable Geofences is toggled to ON, you can configure geofence assignments.

The time event types can be assigned to multiple geofences. For example, Clock In can be assigned to Production Unit 1, Production Unit 2, and so on.
The time event type can be assigned to different geofences. For example, Clock In can be assigned to Geofence 1, Geofence 2, and Geofence 3 whereas Clock Out can be assigned to Geofence 4, and Geofence 5.
It is not mandatory for the time event type to be always geofenced. For example, the time event type Break is not assigned to any geofence and can be punched inside or outside the geofence.
A copy and paste feature help in copying the geofences from one time event type to another if they were the same to avoid manual selection and thus save time.

The location capture and geofences functionalities are independent of each other. Geofence only provides the boundary of the desired location where a punch was made. If you would like to know the exact geographical co-ordinates, then it is important to enable Location Capture.

Once the assignments for the geofence is done, ensure that the Clock In Clock Out group is assigned in the Time Information of the employee.

Employee Experience:

Employee can see the map with the geofence boundaries if the geofence is enabled and atleast one geofence is configured in the Clock In Clock Out Group assigned in Time Information for that employee.

It is important to enable location services and the precise location on mobile. If this is not enabled, the geofenced time event type will not be shown when Clock Time quick action is opened on the SAP SuccessFactors mobile application.
A geofence boundary on the map is shown so that the employee if already within the boundary, can punch the geofenced time event types.
The non-geofenced time event types are shown all the time irrespective of the geofence boundary.
If the employee is not within the geofence boundary, an information is displayed just below the map to indicate that the employee is at a certain distance away from the nearest geofence boundary. For example, a radial distance of 10 meters. The geofenced time event types will not be availableand cannot be punched.
If location capture is enabled for an employee, then the co-ordinates are captured during the punch.

Screenshot 1 - Employee is outside the geofence. Screenshot 2 - Employee is within the geofence

The above example is where the employee has time event types that are geofenced.

Limitations:

Google Maps is used to render the maps for Geofencing functionality. If Google Maps isn't supported in your country/region, then you won't be able to use the Geofencing feature.
Currently, there is a limit of 200 geofences which can be shown during assignment to a time event type in the Configure Clock In Clock Out page. This limitation is only for 2H 2025.
Location service and Precise location are mandatory options to use the geofencing feature on mobile. If location service is enabled but precise location is not enabled, then geofenced time event types will never be enabled to punch.

Future Enhancements:

Reporting of Time Events with geofence information as shown in the Manage Clock In Clock Out page with geofence name and code to know where the employee punched.
Manual Time Events will have the geofence field for the use case when an employee is within the geofence but forgets to punch and must record a manual time event later.
Transporting geofences from one environment to another using Configuration Transport Center.
Import and Export of Geofences to help customers to get data already recorded from existing systems to SAP SuccessFactors Time Tracking.

Conclusion:

Geofence configuration is made simpler and easier. Defining shapes via map will help provide exact co-ordinates. Geofenced time event types are visible only on mobile to punch. This helps in restricting employees to punch when they are not in the desired location. There is no additional configuration in other areas like job information or location information.

We plan to enhance this feature to make it easy for customers and partners during configuration, maintenance and usability. Let us know your feedback in the comments and the enhancements you would like to see for this feature.

Embedded launch activities for SAP SuccessFactors HCM: Your Guide to the Demo Environment

2025-11-07T14:40:30.478000+01:00

This blog post provides demo scripts for SAP SuccessFactors HCM as part of our embedded launch activities offering. It complements your guided enablement learning by allowing you to practice within a pre-configured demo environment after reviewing the best practices in your Learning Journey. The learning journeys provide focussed guidance on these project roles. - Project Manager, IT Lead, and Business User. The demo scripts offer step-by-step, guidance for a hands-on experience for anyone who wants to understand and become familiar with the leading practices.

For information on your eligibility and how to request access to the demo environment, please refer to the details here.

To begin, use the Demo Navigation Guide to familiarize yourself with the basic functions of the embedded launch activities demo environment (login, home page, org chart, etc.). This is the recommended first step for all beginners.

Demo Scripts Overview

The demo scripts are designed to walk you through the above modules as a user. Each script focuses on the key functionalities of the respective module and provides a step-by-step guide on how different personas interact with the system.

Following demo scripts are available for you:

Manage Workforce 1 (Employee Central)
Manage Workforce 2 (Employee Central)
Manage Workforce 3 (Employee Central)
Recruit to Onboard (Recruiting and Onboarding)
Identify and Grow (Performance and Goals Management, Career Development and Succession)
Educate and Develop (Learning , Career Development and Succession)
Reward to Retain (Compensation & Benefits)
Time Off (Time & Attendance)
Time Sheets (Time & Attendance)
Time Tracking (Time & Attendance)

A Quick Note on the Demo Environment usage:

The demo environment is designed to showcase the specific SAP best practices in our demo scripts. For custom scenarios or advanced testing, we recommend working with your implementation partner in your licensed development environment.

Additionally, your project team should use the demo environment to become familiar with SuccessFactors, our leading practices, and various user roles. We do not recommend the demo environment for building business-specific solutions, end user testing, or as a training platform.SAP embedded launch activities demo environment is the perfect way to familiarize your team with the SuccessFactors user experience and build excitement for your project.

If you have any questions, leave a comment below or email our team at SAP_Embedded_Launch_Activities_SF@sap.com

Happy Learning!

Second Half 2025 Release: The Latest Enhancements in SAP SuccessFactors Learning

2025-11-10T17:14:49.573000+01:00

The second half 2025 release brings a host of new enhancements across the entire SAP SuccessFactors HCM portfolio. In this blog, we'll discuss the key highlights of what we are delivering for the SAP SuccessFactors Learning solution. As always, if you are eager for more, be sure to check out the ‘What’s New Viewer’.

Manager view enhancements:

Building on the innovations rolled out in both the 2H 2024 and 1H 2025 releases, we are excited to announce additional enhancements to the manager view. Managers will now be able to manage admin assignment due dates, based on configuration, to allow managers who are in charge of their teams' training assignments to update specific due dates without additional admin intervention. This gives managers greater flexibility to adjust deadlines based on specific needs whether those items are part of a curricula or a free floating assignment. Manager experience has also been enhanced to allow for easier identification of team members by including the ID and organizational information of each employee and more seamless navigation of the team hierarchy view.

Manager due date change

iContent Management Tool rollout:

iContent Management is a new system tool that allows admins to view and delete content stored in the iContent server, meaning it is no longer necessary to directly access the iContent server to view and delete content. Admins will also be able to view course affiliations of each stored content file and schedule content deletion and course cleanup, all from one tool.

iContent Management tool admin page

Ongoing Enhancements

As with every release, this is just a snippet of the enhancements and innovations we are delivering across Learning and the full SAP SuccessFactors HCM suite. For full details, please check out the 2H 2025 Release Highlights Resources:

Learn more about SAP SuccessFactors Learning.

PY-TH: Navigating the Tax Deduction Maze of Diverse Employee Funds

2025-11-12T11:59:48.620000+01:00

The Thailand Payroll Team is preparing for the implementation of a new government scheme, the Employee Welfare Fund (EWF), to comply with the act issued by the Ministry of Labour.

Although the fund was initially scheduled to affect all companies in Thailand starting October 2025, the Thai cabinet approved and Ministry of Labour announced a one-year postponement in August 2025. This crucial decision shifts the mandatory compliance date to October 2026 and provides the payroll team with additional time to fully understand the EWF and prepare for its operational management.

Before diving into the details of the EWF, it is essential to first establish why this new compliance is so important for the Thailand payroll function.

The Diverse Employee Fund in Net Income Calculation

When an employer pays salary to employees, the payroll administrator must calculate the net taxable income and the tax amount to determine the final net income (Net Pay) that employees receive at the end of month. This is the high level formula used to calculate Net Income.

I mapped the net pay formula to the pay slip for better understanding and highlighted the fund contribution amount (No.4 in the picture) in this blog.

Most companies in Thailand are required to contribute the Provident Fund and Social Security fund. The term "most" is used because the Provident fund is optional for employers, and public sector companies are excluded from Social Security Fund as they have their own health benefits. Nevertheless, if your company falls under this category, your payroll team must manage these two funds to comply with Thai law. There are other types of funds in Thailand that your payroll team needs to manage. I categorized the Fund in Thailand related to permanent employee in three groups.

Group 1 - Most companies in Thailand must submit information to the government departments and Fund managers after payroll calculation. Social Security Fund of Social Security Office (SSO) , Provident Fund (PVD) , Student Loan Fund (SLF) , Worker's Compensation Fund Social Security Office (WCF) , Employee Welfare Fund (EWF).

Group 2 - These funds apply to specific industries. If your company operates as public sector organization or private school, you will need to manage these funds. Government Pension Fund (GPF) , Government Permanent Employee Registered Provident Fund (GPEF), Private Teacher Aid Fund.

Group 3 - These are mutual funds that employees invest in themselves. Payroll team needs to take action when employees declare their investments for tax exemption purposes. Examples include the Retirement Mutual Fund (RMF) and Thai Environment Social Governance Fund (Thai ESG) - SAP Note 3409981 - for tax year 2025 onward. In the previous tax year, Long Term Equity Fund (LTF) and Super Saving Fund (SSF) were also part of tax exemption schemes. For more details, SAP Payroll Thailand.

This is an overview information of the diverse employee funds in Thailand. Next we dive into what we started, Employee Welfare Fund (EWF). We developed and released to our customers in August 2025 before the original effective date in October 2025, and we will continue to keep it updated for the new effective date of October 2026. To increase Thailand payroll team confidence and understand solution and how to configure.

Employee Welfare Fund Payroll Process Guide

1. Legal and Calculation Requirement Monthly process Both the employee and the employer equal monthly contributions at EWF's fixed rate of employee's based income.

Contribution Formula:

Submission Deadline: The Payroll team must submit the EWF Contribution Report (SKL3) and the corresponding contribution amount to EWF by the 15th of the following month.

2. Data Maintenance in the Payroll Solution

Defining Based Income Amount (No 2), the based income amount is calculated by assigning relevant income Wagetypes to Cumulation Class no 44. These assinged Wagetypes will be summed up to form the basis for the EWF calculation.

This is company or business specific requirement. The Thailand payroll team needs to confirm with Employee Welfare Fund which income types are defined as the based income. Check your income Wagetypes and ensure they are configured in Cumulation Class no 44. (using table V_T512W_D or report program RPDLGA20)

EWF's Monthly Contribution Rate (No 3), The EWF contribution rate is announced by the Ministry of Labour. This rate is maintained in a standard system table (V_T511K). The system accessed this rate when the Wagetypes MW01 is maintained in the employee data and calculates during the payroll run. Any legal changes to the rate will be released on the SAP Note for you to apply.

Identifying EWF Members, Only employees who are active EWF members are included in the calculation. The Payroll team must maintain the membership data using the standard Wagetype MW01 which set in Processing Class No 68. The system will only process contributions for employees who have this data maintained in Infotype 0014Recurring Payment/Deduction.

Note: If the Wagetype does not appear in the payroll log verify that Processing Class 68 of MW01 is set correctly. (the default setting should be correct).

3. Monthly Payroll Calculation

During the monthly payroll run, the system executes a function for the EWF calculation.

Payroll Function: The system calculates the final EWF contribution amount the specific payroll function name THEWF.

Verification: The Payroll team can verify the calculation result and breakdown in the payroll log. (See SAP Note 3598469 for detailed payroll calculation information).

4. Reporting and Submission

The final step is generating the required report for official submission. One key information in the report is Business Category that you should configure in V_T7THBR table.

Report Generation: The payroll team can generate the official report using the transaction code PC00_M26_CEWF. This program generate the result in ALV layout and PDF format. More detail information for report SAP Note 3628546

The configuration guide and solution information will help your Thailand Payroll Team be ready to operate Employee Welfare Fund (EWF) for your employees in October 2026. Should there be any legal changes before October 2026, the solution will be updated and released on SAP Regulatory Change Manager. For more details about HCM Thailand, refer to SAP Regional Collaboration Workzone Groups - Thailand.

HCM Payroll #HCM Payroll Thailand Localization

Second Half 2025: What’s New in SAP SuccessFactors Employee Central?

2025-11-12T17:59:06.853000+01:00

The Second Half 2025 Release delivers many exciting innovations within SAP SuccessFactors Employee Central. We are introducing new features and capabilities designed to enhance experiences and boost efficiency for all users. Here is a snapshot of what you can expect to see in this release:

New People Profile
We are excited to announce that we have completed the refresh of the People Profile view experience, incorporating valuable customer input and feedback. In addition, customers can now leverage optimized experiences for updating employee information and navigating historical changes. New full-page views enable users to quickly insert, edit, or delete records, further simplifying employee data management. Learn more about the new People Profile experience here.

New edit and history experiences in the People Profile

Mass changes to job relationships
We are further expanding the capabilities of the mass data management tool to support updates to job relationships. Admins can leverage a simplified UI to quickly initiate changes for multiple employees without the need for technical expertise.

Mass changes to job relationships

Enhanced alerts
We have enhanced SAP SuccessFactors Employee Central alerts (emails and home page to-dos) with the ability to include additional employee-specific information, such as work permit type, document number, and exact expiry date. This added context provides users with a clearer understanding of task urgency and supports more informed decisions.

Configurable org chart cards
Customers can now tailor the information shown on org chart cards to their specific needs by choosing which employee detail to display, such as location, department, or a custom field. This enables a more customized org chart experience that is aligned to organizational requirements.

Org chart card configuration

Workforce composition and compensation insights
As part of the initial release of People Intelligence in SAP Business Data Cloud, we are delivering ready-to-run intelligent apps for workforce composition and compensation. Powered by data from SAP SuccessFactors Employee Central, customers can leverage actionable AI-driven workforce insights to drive informed people and business decisions.

Workforce composition insights

Learn more
These are just a few of the many innovations in the SAP SuccessFactors Second Half 2025 Release. To learn more, check out the resources below:

Visit the SAP SuccessFactors Product Release & Road Map Information page for release documentation, product videos, and solution area blogs
Watch the 2H 2025 Release Highlights Overview Video, featuring Bianka Woelke, GVP Head of Application Product Management
Discover all innovations in the What's New Viewer

PLR 2025 - Correções retroativas de imposto

2025-11-14T21:44:46.262000+01:00

Olá pessoal,

Acabamos de lançar uma solução importante para lidar com o desafio tributário da Participação nos Lucros e Resultados (PLR) de 2025, permitindo que a folha de pagamento corrija o pagamento de imposto após a publicação tardia da tabela oficial de impostos pelo Governo Brasileiro.

Desafio de 2025

A publicação tardia da tabela oficial de impostos do PLR para 2025 trouxe as seguintes consequências:

Processamento com Tabela Anterior: Empresas utilizaram a tabela do ano anterior, gerando um cálculo de imposto equivocado

Publicação Retroativa: A nova tabela foi publicada com validade retroativa

Impacto nos Funcionários: Colaboradores pagaram mais impostos do que o devido

Autorização Governamental: Governo autorizou empresas a reembolsarem os valores pagos em excesso

Nossa Solução

Desenvolvemos uma solução que identifica e corrige retroativamente os impostos sobre PLR pagos em excesso durante 2025. O sistema utiliza novas rubricas para calcular as diferenças e processar os reembolsos devidos aos colaboradores, garantindo conformidade com as autorizações governamentais.

A solução está disponível através das seguintes SAP Notes:

3672102 - Retroactive PLR Tax Corrections: Creation of New Wage Types

3669244 - BRIR - Retroactive PLR Tax Corrections for 2025

3681233 - eSocial - S-1010 - Adjustments for /IOP and /ROP wage types

Novas Rubricas

O sistema introduz três novas rubricas que trabalham em conjunto:

/IRP - Indicador reembolso PLR: Rubrica adicionada manualmente no infotipo 0015 – Pagamento complementar para acionar o cálculo retroativo

/IOP - IRRF PLR desc. em excesso: Indica o valor pago em excesso

/ROP - Reembolso IRRF sobre PLR: Reembolso do valor pago em excesso

Como Funciona

Acionamento Manual: Para colaboradores que não receberão mais pagamentos de PLR em 2025 o acionamento é manual

Adicione a rubrica /IRP ao último período pagamento incorreto no infotipo 0015

Sistema calculará automaticamente os valores em excesso

Reembolso será processado na próxima folha

Ajuste Automático: Para funcionários com pagamentos futuros de PLR no ano de 2025, o ajuste é automático

Nenhuma ação manual necessária

Sistema ajusta automaticamente no próximo pagamento de PLR

Ambas as rubricas, /IOP e /ROP, aparecem no mesmo período se a compensação for insuficiente

Transferência e PLR em Empresas Anteriores: Para empregados transferidos entre empresas

Adicione /IRP ao último pagamento de PLR de cada empresa afetada

Trate a empresa atual da mesma forma que nos cenários acima

O dinheiro pago em excesso de todos os PLRs calculados de forma incorreta serão reembolsados no próximo pagamento

Considerações Importantes

Aplicação Específica para 2025: Esta solução foi desenvolvida especificamente para lidar com o atraso da tabela de PLR de 2025

Cálculo Anual: Impostos de PLR são calculados anualmente, considerando todos os pagamentos do ano

Uso Inteligente do Gatilho: Adicione /IRP apenas quando não houver mais pagamentos de PLR esperados

Com essas atualizações, você garantirá que seus sistemas estejam em conformidade com as exigências governamentais, promovendo eficiência e tratamento justo aos funcionários afetados pela situação excepcional de 2025.

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,
Ramiro dos Santos Manoel
Time de HCM Brasil

HCM Brasil: Nova Isenção do IRRF para Rendimentos de até R$ 5.000,00

2025-11-26T21:04:33.994000+01:00

Olá pessoal! Temos novidade importante sobre o IRRF. Em 26 de novembro de 2025 o presidente sancionou a Lei 15.270/2025 que amplia a faixa de isenção do IRRF para rendimentos mensais de até R$ 5.000. A medida entra em vigor em janeiro de 2026 e deve atingir cerca de 15 milhões de contribuintes.

O que muda na prática?

As principais alterações incluem:

Isenção total para rendas mensais de até R$ 5.000.
Desconto progressivo para rendas entre R$ 5.001 e R$ 7.350 mensais.
Aplicação nas folhas regulares, férias e décimo terceiro salário.

Exemplos aproximados de impacto:

Para um salário de R$ 5.000, a redução no desconto do IRRF pode chegar a até R$ 312,89 por mês (valor ilustrativo — ver observação abaixo).
Para um salário de R$ 7.000, o benefício estimado é de aproximadamente R$ 46,61 por mês.

Observação: os exemplos acima são estimativas. A metodologia de cálculo pode ser ajustada nas instruções normativas e notas técnicas da Receita Federal/eSocial. Recomenda-se validar os valores após a publicação dos atos regulamentares.

Impactos nos Sistemas de Folha de Pagamento?

Essa alteração exigirá adaptações em todos os processos de processamento de folha:

Nova lógica após o cálculo pela tabela progressiva atual.
Aplicação de fórmula específica para a faixa intermediária.
Ajustes também para férias e 13º salário.

Posicionamento da SAP

A SAP já está analisando a legislação desde a aprovação no Senado. Aguardamos as publicações finais (Instrução Normativa da RFB, Nota Técnica do eSocial, etc.) para apresentar um plano definitivo de entrega e orientações técnicas.

Onde acompanhar as atualizações?

Vocês podem acompanhar este tópico no Regulatory Change Manager através do link: https://app.main.regulatory-change-manager.cloud.sap/index.html#/detail/GSREQAMER-15494

IMPORTANTE: As regulamentações adicionais podem alterar detalhes técnicos e impactos operacionais.

Reforçamos que as alterações legais que impactam a localização de folha de pagamento para o Brasil são disponibilizadas no Regulatory Change Manager.

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,

Leandro D’Avila

HCM Brasil: pré-requisitos de Support Package para implementação de SAP Notes – Lembrete 2026/2027

2025-12-02T14:46:36.997000+01:00

Olá pessoal,

Espero que estejam bem! Passando aqui para reforçar um lembrete extremamente importante sobre a atualização dos Support Packages nos sistemas SAP, específico para o HCM Brasil.

Como já comunicamos anteriormente, a partir de maio de 2026, todos os sistemas SAP HCM Brasil deverão estar atualizados com Support Packages lançados em maio de 2024 ou superior. Essa exigência é válida para os componentes SAP_HRCBR e S4HCMCBR.

Por que essa atualização é indispensável?

Acesso às novas funcionalidades e melhorias: As atualizações de Support Packages trazem novas funcionalidades, correções de erros e otimizações de desempenho, garantindo a melhor experiência possível. Também traz correções de vulnerabilidades de segurança, protegendo seu sistema contra ameaças e garantindo a confidencialidade dos seus dados.
Compatibilidade com as SAP Notes: A atualização garante que você possa implementar as SAP Notes, que contêm correções importantes, atualizações legais e melhorias de segurança. A partir de Maio de 2026, a aplicação de novas notas para os componentes SAP_HRCBR e S4HCMCBR exigirá Support Packages da versão 2024 ou superior.
Prevenção de problemas: Manter seu sistema atualizado ajuda a evitar potenciais problemas de compatibilidade e garante a estabilidade das suas operações.

IMPORTANTE:
Sistemas em produção com Support Packages anteriores a maio/2024 não conseguirão implementar SAP Notes para os componentes SAP_HRCBR e S4HCMCBR. Isso implica a perda de atualizações legais, técnicas e de suporte, expondo a empresa a riscos relevantes.

Confira novamente a tabela de referência com os Support Packages mínimos necessários abaixo:

Os detalhes completos, recomendações técnicas e orientações sobre cada componente seguem disponíveis em nosso ambiente no WorkZone.

O que fazer agora?
Verifique qual o Support Package está atualmente em uso no seu sistema e, caso necessário, planeje a atualização o quanto antes. A ação antecipada é fundamental para garantir a continuidade do suporte e o bom funcionamento do ambiente SAP.

Gostou desse post? Dê um Like e compartilhe este conteúdo com seus colegas e equipes envolvidas.

Fiquem à vontade para deixar feedback, comentários ou perguntas aqui no espaço abaixo. Não se esqueçam de seguir a tag HCM Payroll Brazil na SAP Community para acompanhar todas as atualizações e novidades.

Atenciosamente,

Anderson Marques

Streamlining Expat Air Ticket Allowances: How SAP Ticket Benefit Solution Meets MENA Workforce Needs

2025-12-11T10:01:29.262000+01:00

In the MENA region, expatriate employees are often entitled to receive air tickets for themselves and their dependents to travel back to their home countries. For HR and payroll teams, managing these entitlements accurately while staying compliant with local regulations and company policy can be complex. SAP Ticket Benefit solution offers a streamlined and flexible approach to address this challenge.

Overview of SAP Ticket Benefit Solution

The Ticket Benefit solution enables companies to manage ticket entitlements for expat employees and their dependents, whether provided as a monetary allowance or an actual ticket. It supports:

Flexible setup aligned with company policy
Annual, semi-annual, or custom frequencies
Configurable rules for dependents, travel routes, and ticket classes

High-Level Process Steps

Key Features

The solution is built on four core components:

Entitlement Recording - Infotype 3408
The process begins by recording each employee’s entitlement details, such as:
- Accrual vs. in-full ticket
- Frequency of ticket issuance
- Number of tickets per cycle
- Travel route and ticket class
- Number of dependents covered

These configurations allow organizations to accurately reflect their policies within the system.

Calculation - Payroll Function TBCAL
During payroll runs, the function calculates the ticket balance for each employee and their dependents based on the Infotype records and the Ticket Benefit customizing settings.

This ensures entitlement values are updated and reflected in payroll results.

Ticket Compensation:
- Issuing Ticket - Infotype 3409
  For companies that provide actual travel tickets instead of cash allowances, admins can record each ticket issuance directly in Infotype 3409 to keep the system aligned with the tickets provided.
- Ticket Auto Encashment – Workbench
  The new Ticket Benefit Workbench further streamlines ticket allowance compensation by identifying employees and dependents who are in the penultimate month of their ticket cycle. It enables admins to create compensation records in bulk directly in Infotype 3409. This feature brings clarity and transparency to the entire process by providing a single view of eligibility status, pending tickets, and allowance values. For implementation details, please refer to SAP Note 3680164.

Correction - Infotype 3410
When adjustments are required, Infotype 3410 allows admins to specify who the correction applies to and add or deduct the appropriate number of tickets. This ensures ticket balances remain accurate and up to date.

Conclusion

The SAP Ticket Benefit solution is more than a compliance enabler. By leveraging this solution, organizations can:

Improve operational efficiency through automation and bulk processing
Maintain accurate entitlement records
Enhance employee satisfaction

For detailed documentation and configuration guidance, refer to the SAP Help Portal.

Bulk Download Of Payslips - SAP Payroll

2025-12-16T10:00:37.057000+01:00

Introduction :

Ever Wondered if there was a Way to download Payslips of Employees in Bulk? Well, It is Possible with Spool Requests. Compensation Team always find difficult to download Payslips of employees one by one for Backup /Audit Requirements.

Here's the Breakdown of Configurations to achieve this!

Access the Transaction HRFORMS and Choose the Custom / Standard Pay slip that is being Used

Double Click on the Form and open in Change Mode

Click on the Selection Screen Tab and Check the Number of Employees per Form and Save and Activate the Form

On the Top Left Corner , Click Form -> Print Program (Test)

Specify the Number of Employees You want to be downloaded in Bulk in One form and Save as Variant

Access the Transaction PC00_M99_CEDT_MULTIP

Choose the Payroll Area , Payroll Period and navigate to the Report and Variant

Choose HRFORMS

Enter your Country Grouping , Form Name and Variant

Before Executing the Creation of Payslips , Make sure the User does not have default output device set as LP01 and Print Now should be Disabled.

The Bulk Payslip should be created as a Spool Request which can be viewed from SP02.

View the Spool Request from SP02 and Click on Overall View on , All the Payslips will merged into One File and it can be downloaded.

Pro Tip :

You can split the PDF and rename it with Employee ID - Employee Name by using Third-Party Tool Sejda.

Conclusion:

The Following Configuration was done as a part of requirement from one of the leading banks in Bahrain and Client was super happy about the Bulk Download of Payslips and with Sejda things have got even better where they were able to save it using ID - Name with just a click of a Button. Features like this really improve the operational efficiency and saves a lot of time and Man Power.

A 60-Minute Regression Test Plan for Joule in SAP SuccessFactors

2026-01-04T08:30:00.020000+01:00

Purpose: This is a fast, repeatable regression you can run every release cycle in Preview and as a post-deployment sanity check in Production. It focuses on Joule behaviors that SAP documents as supported in SAP SuccessFactors (transactional, navigational, informational), and it keeps evidence lightweight so the result is defensible for release sign-off and audit conversations.

What this checklist covers

Joule launch + basic responsiveness (identity + enablement symptoms)
RBP-aligned outputs using SAP’s documented SuccessFactors prompts (employee profile, manager/direct reports)
High-signal modules beyond Core:
- Time Management (example: leave balance)
- Performance & Goals (example: open goal plan, show goals)
- Recruiting (example: show pending approvals, open offer approvals)
- Succession & Development (example: open Talent Search, show succession org chart)
- Compensation / Rewards (example: compensation forms, award balance)
Minimum viable evidence (privacy-aware screenshots + test log)

Important SAP guardrails (read this first)

Use test / anonymized data: Avoid real employee identifiers in prompts. Keep prompts minimal and evidence redacted.
Interpret results through RBP: If a user cannot see something in the standard UI due to Role-Based Permissions (RBP), Joule outputs should not surface it either.

Prep (5 minutes)

Test users

User Role Why you need it

U2	Manager (MSS) with direct reports	Main Joule regression user for manager scenarios
U3	Employee (ESS only, no direct reports)	Boundary checks (employee vs manager outputs)
U4	Restricted user (excluded from Joule access)	Negative test (Joule not visible / not accessible)

Evidence setup

Create a secure folder (SharePoint / Confluence / Jira attachment) for this release cycle’s evidence.
Have a simple redaction method ready (blur names/IDs if any appear in screenshots).

0–5 minutes: Smoke check (Joule availability)

Test 1 — Joule launches and responds (U2)

Log in as U2.
Confirm the Joule entry point is visible (where enabled for your tenant/user).
Open Joule and send: “Hello”

Expected: Joule opens without error and returns a basic response.

If it fails (common root causes):

Tenant enablement / user assignment / eligibility
Identity setup and mapping prerequisites (IAS/BTP integration dependencies can present as “Joule doesn’t load” symptoms)

Evidence: Screenshot showing Joule opened + first response

Sample Screenshots

5–35 minutes: Core regression prompts (SAP-documented use cases)

Rule of thumb: Keep prompts clean. Use test identities. Avoid sensitive data. If the user does not have UI access, Joule should not surface the data.

A) Platform / Employee Profile (RBP-aligned)

Test 2 — View hire date (U2)

Prompt: “Want to view my hire date.”

Expected: Returns the hire date if permitted; otherwise, does not expose it.

Evidence: Screenshot of prompt + response

Sample Screenshot

Test 3 — View job code (U2)

Prompt: “View my job code.”

Expected: Returns job code if permitted.

Evidence: Screenshot of prompt + response

Sample Screenshot

Test 4 — Direct reports boundary (U2 vs U3)

Prompt: “Display my direct reports.”

Run as U2 (Manager): should return direct reports.
Run as U3 (Employee): should return “no direct reports”/no records.

Pass criteria: Different outputs consistent with roles.

Evidence: Two screenshots (U2 and U3)

Sample Screenshot

B) Time Management (Time Off / leave balance)

Test 5 — View leave balance (U2)

Prompt: “How many holidays do I have?”

Expected: Returns available leave balance (or an appropriate message if not configured/available).

Evidence: Screenshot of prompt + response

C) Performance & Goals (high-signal manager workflows)

Test 6 — Open goal plan (U2)

Prompt: “Go to my goal plan.”

Expected: Displays list of plans and helps to navigates or guides to goal plan (behavior depends on configuration and permissions).

Evidence: Screenshot of prompt + response

Sample Screenshot

Test 7 — Show goals (U2)

Prompt: “Show my goals.”

Expected: Lists goals accessible to U2.

Evidence: Screenshot of prompt + response

Sample Screenshot

D) Recruiting (approvals + recruiter/hiring manager actions)

Test 8 — Pending approvals (U2 if applicable)

Prompt: “Show pending approval.”

Expected: Displays approvals if U2 has recruiting approval responsibilities; otherwise, returns an appropriate “none/no access” result.

Evidence: Screenshot of prompt + response

Sample Screenshot

Test 9 — Offer approval navigation (U2 if applicable)

Prompt: “I want to open offer approvals.”

Expected: Opens or guides to offer approvals if requests need your approval.

Evidence: Screenshot of prompt + response

E) Succession & Development (talent search + succession views)

Test 10 — Open Talent Search (U2 / U1 depending on permissions)

Prompt: “Go to Talent Search.”

Expected: Navigates/guides to Talent Search if enabled and permitted.

Evidence: Screenshot of prompt + response

Sample Screenshot

Test 11 — Succession org chart (U2 if applicable)

Prompt: “Show succession org chart.”

Expected: Opens/guides to succession org chart if enabled and permitted.

Evidence: Screenshot of prompt + response

F) Compensation / Rewards (optional but valuable)

Test 12 — Compensation forms (U2 as manager, if Compensation is live)

Prompt: “Need to review compensation forms.”

Expected: Directs to form inbox / relevant page if configured and permitted.

Evidence: Screenshot of prompt + response

Sample Screenshot

Test 13 — Award balance (U3 as employee, if Rewards & Recognition is live)

Prompt: “View my reward balance.”

Expected: Directs to rewards balance page if configured and permitted.

Evidence: Screenshot of prompt + response

Sample Screenshot

35–45 minutes: Negative access test

Test 14 — Restricted user (U4) cannot access Joule

Log in as U4 (role excluded from Joule access).
Confirm Joule is not visible/accessible.

Expected: Joule is not available to U4 (or access is denied per your configuration).

Evidence: Screenshot showing U4 context and Joule not available

45–60 minutes: Evidence log (audit-ready, privacy-aware)

Minimum viable evidence

Record the tenant (Preview/Production), date, release wave, tester
Mark each test Pass/Fail and store a screenshot link
Confirm screenshots are redacted (no real names/IDs) before archiving

Copy/paste test log template

===== JOULE REGRESSION LOG (SAP SUCCESSFACTORS) =====
Tenant: [ ] Preview  [ ] Production
Release Cycle: ___________________________
Test Date (YYYY-MM-DD): __________________
Tester: __________________________________

Test # | User | Module Area              | Result      | Evidence Link | Notes
-------|------|--------------------------|-------------|---------------|-----------------------------
1      | U2   | Launch / Smoke           | Pass / Fail | [link]        | Joule opens + responds
2      | U2   | Employee Profile         | Pass / Fail | [link]        | Hire date
3      | U2   | Employee Profile         | Pass / Fail | [link]        | Job code
4      | U2/U3| Boundary (Direct reports)| Pass / Fail | [link]        | Manager vs employee
5      | U2   | Time Management          | Pass / Fail | [link]        | Leave balance
6      | U2   | Performance & Goals      | Pass / Fail | [link]        | Go to goal plan
7      | U2   | Performance & Goals      | Pass / Fail | [link]        | Show goals
8      | U2   | Recruiting (if applicable)| Pass / Fail| [link]        | Pending approvals
9      | U2   | Recruiting (if applicable)| Pass / Fail| [link]        | Offer approvals
10     | U2   | Succession & Development | Pass / Fail | [link]        | Talent Search
11     | U2   | Succession & Development | Pass / Fail | [link]        | Succession org chart
12     | U2   | Compensation (optional)  | Pass / Fail | [link]        | Compensation forms
13     | U3   | Rewards (optional)       | Pass / Fail | [link]        | Award balance
14     | U4   | Negative access          | Pass / Fail | [link]        | Joule not accessible

PRIVACY CHECK:
[ ] Prompts used test/anonymized data only
[ ] Screenshots reviewed and redacted where needed
[ ] Evidence stored in restricted-access location

Pass/Fail interpretation (what to do next)

Blockers (do not ignore)

Any data exposure: Joule surfaces employee information that the user cannot access in the standard UI (treat as critical).
Launch failures: Joule can’t open/respond for an intended role in Preview/Production.
Role boundary failures: U3 (employee) receives manager-only content (direct reports/org data).

Common non-blockers (document + monitor)

Navigation guidance differs by tenant configuration or role design.
Some module tests are “Not Applicable” if the module isn’t deployed or the user has no responsibility in that area.

Conclusion

This checklist is intentionally lean. It doesn’t try to test every Joule intent, it targets the highest blast-radius issues: launch readiness, RBP-aligned outputs, and a handful of SAP-documented module scenarios that catch real-world breakpoints quickly. Run it in Preview every release cycle, repeat it after Production deployment, and you’ll spot most high-impact issues early with minimal effort.

SuccessFactors Time Tracking Integration Guide

2026-01-05T07:25:46.091000+01:00

Introduction

Important Note of the author : Just because an API exists doesn't mean you should integrate with it. 🙂 Always use common sense, and if there's no documentation for your specific scenario, there's probably a good reason.

This guide shares knowledge I gained from integrating SuccessFactors Time Tracking with third-party systems. While this is considered an edge case, the lack of available documentation made me document my findings to help others avoid similar struggles.

Sending Attendance Data to SuccessFactors

Understanding Timesheet Structure

Attendance is recorded in the SuccessFactors timesheet with the following characteristics:

Every entry is logged:

Every change generates a new timesheet that replaces (and references) the old one. This creates an excellent audit trail within SuccessFactors. However, this complexity is why sending attendance data from SuccessFactors Time Sheet to other applications is a bit more difficult

The External Time Data Approach

You cannot directly generate timesheet entries from external systems. If you want to send attendances to the SuccessFactors Timesheet from a third-party system or from a terminal, the process works as follows.

POST an "External Time Data" record to SuccessFactors
The record is saved in the system
An import job processes the data (can be instant or scheduled - see SAP KB Article 2854180)
Either the data appears as an Employee Time Sheet Entry in the employee's timesheet or the validation error of the unimported external time data record appears in the time sheet as an admin alert

Posting Attendance to SuccessFactors

API Endpoint: POST "apiserverofyourdatacenter" + ExternalTimeData"

Request Body Example:

{

   "externalCode": "4545455",

   "startDate": "/Date(1759622400000)/",

   "userIdNav": {

      "__metadata": { "uri": "User('ABC')" }

   },

   "startTime": "PT3H0M0S",

   "endTime": "PT15H0M0S",

   "timeType": "1234"

}

And you will be able to create an external time data entity:

Important Validation Behavior

Critical: A successful API response does not guarantee successful timesheet entry.

Here's why:

You receive a positive HTTP response when the external time data record is created. The import job runs and applies timesheet validations.If validation fails (e.g., duplicate booking), the status changes from "New" to "Error". The integration has already received a positive response.

Error Detection Methods

Since the API response doesn't reflect validation errors, you must use:

Admin alerts for timesheet import failures
End-user notifications showing validation errors on their timesheet

Cross-Midnight Attendance - Date and Time Field Rules

The External Time Data entity has specific requirements for handling attendance that spans across calendar days:

Scenario	startDate	startTime	endDate	endTime
Same day attendance	Required	Required	Must NOT be provided	Required
Cross-midnight attendance	Required	Required	Required	Required

Key Principle I followed during the implementation of the integration:

Provide endDate only if: startDate ≠ endDate

Omit endDate if: the attendance ends on the same calendar day

Deleting Attendance in SuccessFactors

The Challenge: Since you cannot directly modify the timesheet, deleting attendance requires updating the External Time Data record with a deletion flag.

For the deletion process is used a PUT request.

API Endpoint: PUT "apiserverofyourdatacenter + ExternalTimeData ('recordIdyouwanttodelete')"

Request Body Example:

{

    "externalCode": "recordIdyouwanttodelete",

    "userIdNav": {

        "__metadata": {

            "uri": "User('ABC')"

        }

    },

    "startDate": "/Date(1772082000000)/",

    "startTime": "PT06H00M00S",

    "endTime": "PT10H00M00S",

    "timeType": "123",

    "correctionScenario": "TIME_SHEET_AND_EXTERNAL_SYSTEM",

    "status": "NEW",

    "deleteExternalTime": true

}

Now the external time data record is updated, and the import job is triggered.

The import job reads the deleteExternalTime flag and the entry is deleted from the timesheet.

Sending Absence Data from SuccessFactors

While integrating attendance is a bit more complex, sending absences to another system is pretty straight forward. SuccessFactors provides an intelligent service that enables near-real-time absence data transmission to third-party applications.

Integration Architecture

The integration uses the following components:

Base Object: EmployeeTime
Business Rule: Filters when to trigger the intelligent service
Intelligent Service: "Employee Central: Employee Time Off"
Integration Center Job: Sends data to the third-party REST endpoint

Implementation Steps

Step 1: Configure Business Rule

Define a business rule on the EmployeeTime object to filter trigger conditions. In this example Rule only workflow-approved or auto-approved or cancelled absences are triggering the intelligent service.

Step 2: Set Up Intelligent Service

Use the "Employee Central: Employee Time Off" intelligent service.

Optional: The flow rule provides you with an additional possibility to filter.

I use the flows on Timing “when event is published” to get the near realtime data transfer.

Step 3: Build Integration Center Job

Configure the job to be triggered by the intelligent service. The job can send:

The entire EmployeeTime record as a body
Or like in my case just the uuid of the record that has been changed. This largely depends on your entire integration architecture and there are reasons for both scenarios.

The data is transmitted to the REST endpoint of your third-party application.

Best Practices Summary

Always validate that your use case is supported before integrating
Implement proper error handling for async validation failures
Use admin alerts to monitor import job failures
Timestamps and time formats are just weird in SuccessFactors - I guess we have to live with that 🙄
Follow date/time rules carefully for cross-midnight scenarios.
Use the intelligent service for real-time absence data transmission
Test thoroughly in a sandbox environment before production deployment

A minimum viable testing model for Document Grounding of HR Policies with Joule in three phases

2026-01-13T11:53:29.596000+01:00

Phase 1: Content Readiness

Before testing Joule, the documents themselves must be tested. Document Grounding cannot compensate for unclear language, conflicting versions or missing context.

Each document intended for grounding should be reviewed against a simple content readiness checklist:

Is this document the single source of truth or do parallel versions exist in other locations?
Is the language clear enough that a human could answer common employee questions without interpretation or assumptions?
Are headings descriptive, and does each section clearly answer a specific question?
Are rules, exceptions and local deviations explicitly described rather than implied?
Is the document tagged with accurate and consistent metadata aligned with SAP SuccessFactors context, such as country, legal entity or employee group?

Issues identified in this phase should be treated as content or governance problems, not Joule problems.

Phase 2: Controlled testing & Negative and boundary testing

Once content readiness is established, testing should move to controlled scenarios that reflect real employee behavior.

Start by building a small set of representative HR questions that employees already ask. For each question, define what a correct answer looks like before testing Joule. This establishes an objective baseline.

Include both factual and procedural questions, for example:

“How many annual vacation days do I have?”
“How many days of parental leave am I entitled to?”
“How do I change my bank account details?”

Each response should be evaluated against the following criteria:

Is the answer factually correct according to the policy?
Does it reference the correct document and version?
Does it respect relevant context such as country or legal entity?
Is the answer understandable and actionable for a typical employee?

If any of these checks fail, the issue should be traced back to document structure, naming, metadata, or content clarity. While retrieval and ranking mechanisms are handled by the system, their limitations may surface as apparent content issues and should be addressed there first.

In addition to controlled testing, negative and boundary testing is essential:

Ask questions that should not have an answer, such as confidential topics or policies that are not grounded.
Ask vague or ambiguous questions and verify that Joule asks for clarification rather than providing an overly confident response.
Ask the same question using different wording and confirm that the answer remains consistent.

This phase validates not only correctness, but also restraint. In an HR context, an incorrect or overly confident answer is often more harmful than no answer at all.

Phase 3: Update and lifecycle testing

Accurate answers at one point in time are not sufficient. HR policies change and Document Grounding must reflect those changes reliably.

Lifecycle testing should validate the end-to-end update process:

Make a small but meaningful change to a grounded document.
Verify that the update is reflected after the expected synchronization window, typically within 24 hours.
Confirm that Joule no longer references outdated information.
Ensure that archived or superseded documents are not used in responses.

This phase tests whether document versioning, archiving rules and SharePoint configuration work under real conditions. From a risk perspective, outdated answers are often more leaving than missing answers, especially in regulated or legally sensitive HR areas.

Conclusion

Document Grounding with Joule is not a feature to be tested in isolation. It is a system-level capability that depends on content quality, metadata discipline and lifecycle governance.

A sound testing approach reflects core SAP Business AI principles: reliability over novelty, explainability over opacity, and business trust over technical experimentation. By validating content readiness, controlled behavior and lifecycle integrity, organizations can move from experimenting with AI-generated answers to confidently deploying them in daily HR interactions.

In practice, this approach shifts the focus from “Does Joule work?” to the more important question: “Is our HR knowledge ready for AI to act on it?”

Join us on March 5th: The Future of Intelligent Hiring with SmartRecruiters for SAP SuccessFactors

2026-02-04T23:46:27.272000+01:00

Talent acquisition is evolving faster than every – and to stay competitive, organizations need smarter, more connected, and more human hiring strategies. Join us for an engaging webinar where we’ll explore how intelligent hiring, AI-first innovations, and skills-based insights are reshaping talent acquisition and helping businesses make better hiring decisions at scale.

Join us on Thursday, March 5th at 11:00am EST to discover how SmartRecruiters for SAP SuccessFactors enables organizations to elevate hiring experiences, accelerate recruiting outcomes, and align every hire to business and workforce goals. See how SmartRecruiters works within the SAP SuccessFactors HCM suite to fuel hiring speed, talent quality, and long-term business success.

In this session, we’ll explore the latest trends shaping the future of hiring and showcase AI-first innovations designed to help organizations attract, engage, and hire the skills they need to stay ahead.

Key topics in this webinar include:

Emerging trends in talent acquisition and how AI is transforming hiring
SAP’s strategic AI and product innovations driving smarter hiring and business decisions
How intelligent hiring connects insights, skills, and automation to improve hiring outcomes
Real-world examples of how organizations are modernizing hiring across industries, regions, and hiring volumes
A live demo of AI-first and agentic capabilities in SmartRecruiters for SAP SuccessFactors to attract, hire, and retain top talent

Reserve your spot today!

Don’t miss this opportunity to experience the future of intelligent hiring – and learn how SmartRecruiters for SAP SuccessFactors can help you hire faster, engage better candidates, and build a workforce that’s ready for what’s next.

Allow Decimal Values for Percentage during Cost Assignments

2026-02-06T09:06:21.106000+01:00

Introduction

You can use the integration of SAP’s Public Sector Management (PSM), Funds and Grants Management Solution with SAP SuccessFactors to use public sector financing objects such as funds, grants, functional area, funds center, and the budget period within SAP SuccessFactors Employee Central.

This integration helps you to allocate multiple costs and distribute them for employees and positions in various business processes such as standard employment, global assignment, and concurrent employment. Additionally, the integration also supports real-time derivation and validation of assignments from SAP S/4HANA Cloud and SAP S/4HANA On-Premise financials to SAP SuccessFactors Employee Central out of the box. Thus, if you have an SAP S/4HANA Cloud or SAP S/4HANA On Premise solution, you can use this integration along with real-time derivation and validation of assignments to SAP SuccessFactors Employee Central out of the box.

When you allocate multiple cost assignments and distribute them for employees and positions in different business processes, you have the option of providing the percentage values for the additional cost assignments for the employees and positions.

Allow Decimal Values for Percentage during Cost Assignment

SAP Business Technology Platform Master Data Integration allows you to integrate Public Sector Master Data between SAP S/4HANA and SAP SuccessFactors Employee Central. If you use this integration to replicate Workforce Master Data, then decimal values provided for the percentages for the additional cost assignments are rounded off. In this case, the rounding off of these percentage values may pose a problem for your implementation of cost assignment and distribution. Therefore, SAP recommends that you do not provide decimal values for the percentages for the additional cost assignments.

However, if you do not use this integration, you might want to have the flexibility to provide decimal values for the percentages for the additional cost assignments.

To allow you the option to choose whether decimal values must be used for the percentages for the additional cost assignments, the Admin Center > Configure Public Sector Management Cost Object Assignments UI now provides an additional field under the Additional Cost Assignment checks section, called Allow Decimal Values for Percentage during Cost Assignments.

By default, this dropdown is set to “No”, so only whole numbers are allowed for the cost assignment percentages. However, if you change this dropdown value to “Yes”, you can provide decimal values for the percentages in the cost assignments.

Note: If an error (titled “Unknown property”) occurs while saving the Configure Public Sector Management Cost Object Assignments configuration, you can manually trigger the synchronization of the configuration changes. To do so, navigate to Admin Center > OData API Metadata Refresh and Export, and click the Refresh button under the Refresh Metadata section.

To summarize, you now have the option and flexibility to specify whether decimal values are allowed while specifying the percentages for the additional cost assignments in SAP’s Public Sector Management (PSM), Funds and Grants Management Solution.

Welcome to the Human Capital Management Learning Group

2026-02-10T16:24:06.151000+01:00

We are very excited to launch this brand-new learning group for all learners of SAP solutions in the Human Capital Management (HCM) space.

Here you can connect with SAP experts and fellow learners across all HCM topics.

The HCM learning group is where you can be the first to learn about our plans for introducing new courses and updating existing ones. You will be the first to learn about new live sessions and certification updates.

The focus of this community is learning HCM topics. It is not meant to replace the existing SAP Community group that focuses on product-based discussions and troubleshooting. Those communities still exist and should always be used whenever you have a question or want to discuss a topic around a detailed product feature or need help with troubleshooting a product-based issue. There, you are more likely to reach a huge number of technical resources who will be able to support you.

This learning community is a place to ask questions and join in discussions around SAP learning content such as courses, learning journeys, certification and live sessions. This is a safe space to ask even the most basic questions as you develop your knowledge. Everyone in this group is a learner, just like you. So don't hold back with your questions.

We are here to help you get started and to support you if you run into trouble with topics in the learning content. Look out for blog posts from the experts that will help with on your learning journey.

The solutions that we cover in this community include:

SAP SuccessFactors Platform
SAP SuccessFactors Employee Central
SAP Performance and Goals
SAP SuccessFactors Recruiting
SAP SuccessFactors Succession
SAP SuccessFactors Compensation and Variable
SAP SuccessFactors Learning
SAP SuccessFactors Platform Reporting
SAP SuccessFactors Onboarding
SAP SuccessFactors Career and Development Planning
SmartRecruiters for SAP SuccessFactors

The community is moderated by SAP experts who are instructors and learning content developers. This means that you are connecting with the team who developed the course materials and certifications and who present the live sessions.

Make sure you click Join so that you can ask questions, jump into discussions, create blog posts, and add your responses to posts. If you don’t join you will only be able to browse the posts in this community.

Also, don’t forget to subscribe to the learning community and individual posts or tags, so you don’t miss any updates. One final thing: remember to set your notification preferences so you receive emails when a post that you subscribed to has been updated.

SAP Community provides a separate place for discussions and questions, but we thought we’d try and simply things for you by combining them. After all, a question often leads to a discussion and vice-versa. So please use the Discussions button to start a discussion and to ask questions. Please be sure to add the appropriate SAP Managed Tag (SuccessFactors Product Tag).

Why not introduce yourself to members of this community and let us know a little about your SAP journey? What brought you here? What are you hoping to get from this community? Simply post a reply here and let us know.

Make sure you spread the word about this community. Post a link in your social media so that we can build a vibrant and effective community of data and analytics learners.

As with all SAP communities, we want this to be a safe space for our members. Please familiarize yourself with the SAP Community Rules of Engagement

Let's Collaborate!

Upcoming Webinar | Confidently Navigate the EU Pay Transparency Directive

2026-02-17T16:28:10.222000+01:00

It’s 2026 and one of the most sweeping pay equity legislations is about to go into effect – are you ready? As EU member states finalize new requirements to align with the EU Pay Transparency Directive, now is the perfect time to assess your current compensation and reporting practices so you can stay one step ahead.

To help you prepare for these changes, we’re hosting a webinar on February 25th at 1 PM CET - Ready on Day One: Confidently Navigate the EU Pay Transparency Directive. Leading experts will provide insight into what’s coming and how your organization can leverage SAP solutions to drive compliance. Here’s a quick summary of what we’ll be covering:

Timeline and key requirements of the EU Pay Transparency Directive
Best practices for enhancing pay transparency across the employee lifecycle
How SAP solutions can help you analyze, mitigate, and report on pay gaps

We look forward to seeing you there!

SAP Community - HCM (Human Capital Management)

Navigating Oman’s Regulatory Evolution with SAP ERP HCM Localization

Oman Localization Scope

Key Features

Looking Ahead: Oman Personal Income Tax Introduction

Stay Informed: Key Resources for Oman Localization

Related Blogs

Jetzt Handeln oder abwarten? SAP SuccessFactors ist für den Public Sector in Deutschland bereit!

SAP SuccessFactors HCM für die Herausforderungen des öffentlichen Sektors in Deutschland

Eine erprobte Lösung für Innovation und Effizienz in Ihrem HR

Startklar für 2026: Entgeltabrechnung im Public Sector mit SF Employee Central Payroll

Sicher, Resilient und Souverän

Zusammenfassend: Warum SAP SuccessFactors für den öffentlichen Dienst?

🧠 Por que SABER não é suficiente: o papel da inteligência emocional no seu sucesso profissional

🧩 Este conteúdo é diferente do que você costuma ver aqui no meu perfil, mas é essencial para qualquer profissional.

📚O que realmente faz a diferença: o QE

🧩 Diferença entre QI e QE

Resumo Comparativo entre QI e QE

⚡Saber não é suficiente

💼E no trabalho?

😔Por que tanta gente está frustrada no trabalho?

🔍E como melhorar isso?

📊Os 4 perfis do DISC (resumido)

🤝Quer saber mais?

Geofencing capability in SAP SuccessFactors Time Tracking

Embedded launch activities for SAP SuccessFactors HCM: Your Guide to the Demo Environment

Second Half 2025 Release: The Latest Enhancements in SAP SuccessFactors Learning

PY-TH: Navigating the Tax Deduction Maze of Diverse Employee Funds

Second Half 2025: What’s New in SAP SuccessFactors Employee Central?

PLR 2025 - Correções retroativas de imposto

HCM Brasil: Nova Isenção do IRRF para Rendimentos de até R$ 5.000,00

HCM Brasil: pré-requisitos de Support Package para implementação de SAP Notes – Lembrete 2026/2027

Streamlining Expat Air Ticket Allowances: How SAP Ticket Benefit Solution Meets MENA Workforce Needs

Bulk Download Of Payslips - SAP Payroll

A 60-Minute Regression Test Plan for Joule in SAP SuccessFactors

What this checklist covers

Important SAP guardrails (read this first)

Prep (5 minutes)

Test users

Evidence setup

0–5 minutes: Smoke check (Joule availability)

Test 1 — Joule launches and responds (U2)

5–35 minutes: Core regression prompts (SAP-documented use cases)

A) Platform / Employee Profile (RBP-aligned)

Test 2 — View hire date (U2)

Test 3 — View job code (U2)

Test 4 — Direct reports boundary (U2 vs U3)

B) Time Management (Time Off / leave balance)

Test 5 — View leave balance (U2)

C) Performance & Goals (high-signal manager workflows)

Test 6 — Open goal plan (U2)

Test 7 — Show goals (U2)

D) Recruiting (approvals + recruiter/hiring manager actions)

Test 8 — Pending approvals (U2 if applicable)

Test 9 — Offer approval navigation (U2 if applicable)

E) Succession & Development (talent search + succession views)

Test 10 — Open Talent Search (U2 / U1 depending on permissions)

Test 11 — Succession org chart (U2 if applicable)

F) Compensation / Rewards (optional but valuable)

Test 12 — Compensation forms (U2 as manager, if Compensation is live)

Test 13 — Award balance (U3 as employee, if Rewards & Recognition is live)

35–45 minutes: Negative access test

Test 14 — Restricted user (U4) cannot access Joule

45–60 minutes: Evidence log (audit-ready, privacy-aware)

Minimum viable evidence

Copy/paste test log template

Pass/Fail interpretation (what to do next)

Blockers (do not ignore)

Common non-blockers (document + monitor)

Conclusion

SuccessFactors Time Tracking Integration Guide

Introduction

Sending Attendance Data to SuccessFactors

Understanding Timesheet Structure

The External Time Data Approach

Cross-Midnight Attendance - Date and Time Field Rules

Deleting Attendance in SuccessFactors

Sending Absence Data from SuccessFactors

Best Practices Summary

A minimum viable testing model for Document Grounding of HR Policies with Joule in three phases