SAP Community - SAP SuccessFactors Employee Central

List of Employee Central & Employee Central Payroll Guide Updates for the 1H 2024 Release

2024-04-15T09:33:28.598000+02:00

In SAP SuccessFactors User Assistance for Employee Central, we’ve been working on improving your information experience.

Global Benefits

The Global Benefits Implementation guide has been enhanced to include Latest Benefits Enrollment Experience. This experience enables the user (employee) to enroll, manage, opt out of the required benefits using a linear, more convenient, cart-based selection method.

For more information, refer to the Global Benefits - Before Starting: Am I reading the right documentation? SAP Help Portal topic.

People Profile

The latest People Profile features a brand-new public view of your profile, consisting of Profile Preview and Spotlight, along with more intuitive user interactions. Learn more about the new experience in the What’s New Viewer:

Updated Guides for Employee Central

Guide	Change	Details
Implementing Address Typeahead and Address Validation Service	Updated title	The title of this guide was updated with the addition of the address typeahead feature
Managing Apprentices	Merged	This content is available in the Implementing and Managing Apprentices guide

Deprecated Guides for Employee Central

Guide	Change	Details
Integrating SAP SuccessFactors Employee Central with Thomsons Darwin	Deprecated	Removed from the Help Portal
Standard Benefits Integration Template for SAP SuccessFactors Employee Central	Deprecated	Removed from the Help Portal
Standard Payroll Integration Template for SAP SuccessFactors Employee Central	Deprecated	Removed from the Help Portal
Standard Time Integration Template for SAP SuccessFactors Employee Central	Deprecated	Removed from the Help Portal

Updated Guides for Employee Central Payroll

Guide	Change	Details
Employee Central Payroll Feature Scope Description	Renamed	The new name is Employee Central Payroll Product Description.
Integration Guides Overview for Recruit to Retire	Added	Added to the product page in the Integrate tab

Deprecated Guides for Employee Central Payroll

Guide	Change	Details
Migrating Master Data from Legacy Software Component EA-HRRXX using Boomi to Point-to-Point Integration	Deprecated	This content is available in Previous Releases. You can download the PDF file.
Migrating Master Data from Legacy Software Component PA-SE-IN using Boomi to Point-to-Point Integration	Deprecated	This content is available in Previous Releases. You can download the PDF file.
Migrating Time Data Integration from Legacy Software Component PA-SE-IN using Boomi to Point-to-Point Integration	Deprecated	This content is available in Previous Releases. You can download the PDF file.

Late Coming and Early Departure Detection for Double Shifts on the same day - SF Time Tracking

2024-04-15T20:13:17.419000+02:00

Dear Readers, in this blog we’ll check the tricky solution to one of the time management scenarios.

Business Requirement:

Employee has two shifts in a single day and it is required to detect late coming and early departure of each shift, based on Planned and Actual Working time of each shift.

Though this can be a rare requirement, but we may face this requirement for factory workers or some special seasons like Ramadan Months etc.

Challenge:

How to assign double shift to the employee? Currently by standard, SuccessFactors does not support to assign to multiple work schedules on same day or specifically if I say it, multiple shifts in single day is not supported (even in Time Tracking features as well).
If we manage to derive multiple shift, how to detect Late Coming/Early Departure of each shift?

In spite of having those challenges, we try to build the solution using standard features/configurations only, without any customization (i.e custom MDFs.).

Solution Design and Assumptions:

To maintain double shifts in a single day, we’ll create a day model with a long break in it. So, the planned working time before starting the break will be considered as First Shift of the day, and the planned working time after the end of the break will be considered as Second Shift of the day.

Example:

But, here is a challenge: The regular single shift/work schedule can also have ‘Break’, so in that case, it will also wrongly treat those regular work schedules as double shifts (based on the above logic). So to overcome that, we need to set an assumption here. If the planned break is more than 1 hour, then only it will be treated as a ‘Shift Separator’ for double shifts, else it will be treated as a normal planned break.

After the double shifts are detected, we can use Time Valuations to determine the Late Coming/Early Departure hours for each shift.

Solution Architecture:

Configuration Steps:

Step1.A: Create a Day Model with a planned break longer than 1 hour. It will be treated as ‘Shift Separator’.

Step1.B: Create a Work Schedule using that Day Model.

Step2.A: Define time valuation to collect actual working time.

Step2.B: Define time valuation to filter and collect working time on Non-Holidays only.

Step3.A: Derive Planned working time deducting the break hours.

Step3.B: Check whether the break is more than 1 hour. If yes, then only, collect the actual working time.

Step3.C: By using valuation type ‘Filter Single Records from Input Groups’, we are splitting the shifts based on break, and collecting the planned start and end time of First Shift and Second Shift.

Step4.A: Collect the gaps between planned time and actual working time.

Step4.B: In previous step, we’ll get the gaps for each time slice of actual time. Now we need to find out the gap comparing to the earliest start time of shift, which is actually Late Coming for First Shift.

Step4.C: Now we need to find out, the gap comparing the latest end time slice of First Shift to get the Early Departure for First Shift.

Step4.D: The similar way we can find the Late Coming and Early Departure of Second Shift by collecting the gaps for Second Shift and filtering the earliest and latest time slice of those.

Step5.A: Define the Time Recording Profile having all time valuation that we have created above.

Step5.B: Assign the work Schedule and Time Recording Profile to Employee’s Job Information.

Testing: In this test example, we can see multiple time slices are booked as attendance for the employee and our solution is able to detect the Late Coming and Early Departure for each shift by valuating those time slices.

Here the Negative Testing (if the break is 1 hour or less than that, then it will not be counted as double shift) is not shown, but you can test it from your side.

Lets Analyze the Time Valuation Trace to understand how it works:

CLT-POS-Aggregated Input attendance & Absences (AGG_INPUT) - The First Time valuation is collecting the actual attendance hours as per attendance input.

CLT-POS-Aggregated Attendance & Absence on Non-Holidays (AGG_ATTND_ABS_NON_HOLIDAY) – This time valuation is filtering the Non-Holiday actual working time. Here, this particular day (1st April 2024) is not a Public Holiday as per system, so the all recorded hours are collected.

TEST-Derive Planned working time vs Break (TEST-1) – In this time valuation, the break is deducted and planned working time collected.

TEST-Detect multiple shift (if break more than 1 hr) (TEST-2) – In this time valuation, it is checked whether the Break time is more than 1 hour, then only the panned start and end time to be collected.

Test-Derive Shifts comparing with break (TEST-3) – In this time valuation, the planned working time is splitted into two shifts.

TEST-Collect Gaps for First Shift (TEST-4) – In this time valuation, the gaps are collected for First Shift, comparing the planned start and end time of First Shift with actual recorded time slices.

TEST-Late Coming for First Shift (TEST-5) – Among all the gaps that are collected in previous time valuation, we need to find the earliest one comparing the earliest start time of planned working time of the shift. This is how the Late Coming of First Shift is detected.

TEST-Early Departure for First Shift (TEST-6) – Now, among all the gaps that are collected in previous time valuation, we need to find the latest one comparing the latest end time of planned working time of the shift. This is how the Early Departure of First Shift is detected.

Similar way, Late Coming and Early departure are detected for Second Shift as well.

Conclusion:

Hope this solution will help you to meet such requirement without adding any customization in the system. Please help to put your thoughts and comments on this solution and follow my profile for my more upcoming topics.

Also, you can find more topics on SAP SuccessFactors Core Environment here: https://community.sap.com/topics/successfactors

You can also post question and answers on SuccessFactors Topics here: https://answers.sap.com/tags/67837800100800006332

Automatic Hire

2024-04-16T12:43:14.952000+02:00

The SAP SuccessFactors 1H 2024 release brings with it an enhancement ‘Automatic Hire’ that allows users to automatically hire applicants in SAP SuccessFactors Employee Central once the Recruiting and Onboarding processes are complete.
With the Automatic Hire feature, you can now set up your system so that applicants from SAP SuccessFactors Recruiting, or SAP SuccessFactors Onboarding, or SAP SuccessFactors Recruiting and SAP SuccessFactors Onboarding are automatically hired into SAP SuccessFactors Employee Central with no manual intervention in the Manage Pending Hires tool after the recruiting and/or onboarding processes are completed and the applicant is moved to the ‘Ready to Hire’ status. You can also configure the Automatic Hiring process using a rule scenario to automatically hire certain applicants only. For example, set up rules for country USA to hire automatically, while manually hiring for all other countries. This way of hiring helps with HR efficiency and reduces the time to hire.

This feature is supported for the following hire processes in the 1H 2024 Release:

For Recruiting:
- Regular Hire
- Concurrent Employment (CE)
- Global Assignment (GA)

For Onboarding:
- Regular Hire
- Rehire
- Rehire with New Employment

Automatic Hire doesn't support the following processes:

For Recruiting:

Rehire
Rehire with New Employment
When matching inactive users are found in the system (based on match user configuration)
Internal Transfer

For Onboarding:

Internal Transfer
Global Assignment (GA)
Concurrent Employment (CE)

Note: Automatic Hire does not support:

EC custom hire templates (with ECHireType = Employee)
2. Applicants coming from Onboarding 1.0.
Validation of the cost assignment object if Public Sector Management (PSM) is enabled. This means that an Automatic Hire will be processed successfully without cost assignment.

Pre-Requisites and Configuration Requirements

This section will review the configuration and important points that you should be aware of for this feature.

Note: For Employee Central, no configuration is required for this feature.

Onboarding

Enable Admin Center > Onboarding General Settings > Submit Onboarding Data Using Centralized Services

A new setting in the Onboarding General Settings page, called Enable Automatic Hiring for Onboarding controls the feature.

You can create a business rule using the new rule scenario, Trigger Automatic Hiring of Applicants for Onboarding in the Configure Business Rules page. Then, you can configure the rule by selecting the rule scenario for Rule for Automatic Hiring Configuration in Manage Data > Onboarding Configuration.

Recruiting

Enable Recruiting Business Rules in Admin Center > Manage Recruiting Settings > Business Rules.

A new setting in Manage Recruiting Settings > Applicant Profile Settings called Enable Automatic Hiring for Recruiting activates this feature in Recruiting.

You can create a business rule using the new rule scenario, Job Application: Trigger Automatic Hiring of Applicants in Configure Business Rules. You can then add a template-level rule for Rule for Automatic Hiring in Manage Rules in Recruiting > Job Application to trigger the feature.

Automatic Hire Process for Recruiting and Onboarding

There is no change to the process for adding an applicant from Recruiting or Onboarding.

After adding the applicant and moving the applicant to the ‘Ready to Hire’ status, the applicant is hired automatically without any manual intervention, if the

Mandatory information required for applicant is provided
Configuration and mapping are correct

Enhancements to Manage Pending Hires (MPH) tool

Applicants being processed as part of Automatic Hire will be shown in MPH if there is,

Missing or incorrect configuration (including missing values for mandatory fields in Employee Central)
Pending or sent back workflow
Duplicate or matching user (for Recruiting)
Any error

The applicants listed in the MPH tool must then be processed manually. Once the errors, missing or incorrect configuration or workflows are processed, the applicant will be removed from the MPH page and will be available in Employee Central.

New Icons for Automatic Hire

There are 2 new icons (Automatic Hire, Alert) for automatic hire and existing icons (sent back by approver, pending approval, in draft) that have been changed that are available for both Automatic and Manual hire on Manage Pending Hires.

Icon Name

Description

Automatic Hire

To distinguish between the applicants that are part of Automatic Hire rather than manually hired applicants, we have introduced a new icon called Automatic Hire.

Alert

To inform the user that automatic hire was unsuccessful for the applicant, we have introduced a new icon called Alert.

The alert icon is shown if there is any.

· Error

· Missing or incorrect configuration (including missing values for mandatory fields in Employee Central)

· Duplicate or matching user (for Recruiting)

· Workflow rejected

Sent back by approver

The sent back by approver icon indicates, for both manual and automatic hire, whether there is a workflow that is sent back by the approver.

Pending approval

The pending approval icon indicates, for both manual and automatic hire, whether there is a pending workflow that needs to be processed/approved.

In Draft

The In Draft icon indicates, for both manual and automatic hire, whether a draft is saved for the applicant during the hire process.

Automatic Hire + Pending Workflow

(also known as ‘Pending approval’)

The automatic hire and pending workflow icons indicate when the applicant is being processed automatically and has a workflow that is pending approval.

Automatic Hire + Sent Back Workflow

(also known as ‘Sent back by approver’)

The automatic hire and sent back workflow icons indicate when the applicant is being processed automatically and has a workflow that is sent back and needs to be processed.

Automatic Hire + Alert

The automatic hire and alert icons indicate when the applicant is being processed automatically and there are some errors encountered or manual intervention is needed.

Automatic Hire + Draft + Alert

The automatic hire, draft and alert icons indicate when the applicant is being processed automatically and there is manual intervention needed and a draft is saved. Drafts are saved when the user navigates to the Add New Employee page to continue with the hire, they can save a draft and once the draft is saved, you will see the draft icon along with the automatic hire and alert icons.

New Error Message for Alert Icon

The Alert icon is shown for the Automatic hire flow as described above. Selecting the icon displays the error message that the Automatic Hire could not be completed as expected. To continue with the manual hire, you can select the Hire button, or you can also select the applicant’s name, which will navigate to the Add New Employee page.

Workflow For Recruiting and Onboarding

If there is a workflow configured and triggered for any automatic hired applicant, the applicant will be listed on the MPH page with the pending workflow icon and the automatic hire icon beside the applicant’s name. Once the workflow is approved, the applicant will be removed from the MPH page, and this will signify that the applicant is hired.

If the workflow is rejected for any reason, the applicant will remain in MPH and the workflow in progress icon will be removed.

New Error Message for Applicant with Pending Workflow

For both automatically and manually hired applicants, if there is a pending workflow and the hiring manager/admin tries to manually hire this applicant by selecting the applicant’s name on the MPH page, the user gets an error that there is a pending workflow for the applicant.

When you select the applicant’s name, an error is displayed, and the user (hiring manager/admin) will not be allowed to trigger a new workflow for this applicant if there is a pending workflow.

New Error Message for Applicant with Sent Back Workflow

For both automatically and manually hired applicants, if there is a sent back workflow and the hiring manager/admin tries to manually hire this applicant by selecting the applicant’s name on the MPH page, the user gets an error that there is a sent back workflow for the applicant.

When you select the applicant’s name, an error is displayed, and the user (hiring manager/admin) will not be allowed to trigger a new workflow for this applicant if there is a sent back workflow.

Rules Support

All onChange, onSave, and onPostSave rules are supported by Automatic Hire. However, onInit and MDF UI rules aren't supported.

We recommend making changes to your existing onInit rules by configuring them as onChange or onSave rules.

Additional Resources

Automatically Hire Applicants from Recruiting and Onboarding to Employee Central | SAP Help Portal

Enhancements to Manage Pending Hires Tool | SAP Help Portal

Automatic Hire | SAP Help Portal

Manage Pending Hires Tool

Frequently Asked Questions

Question: How do we request access to this feature after the 1H 2024 Release is available?

Answer: This feature is a universal enhancement and will be available to all customers in the 1H 2024 Release. You can use the above configuration to enable the feature.

Deep linking to SAP SuccessFactors Standard Portlets and Custom MDF portlets

2024-04-18T12:49:50.701000+02:00

Introduction:

In this blog we are going to cover

Business use cases for deep links
Breaking down a deep link structure
How to create a deep link to navigate directly Standard Portlets
How to create a deep link to navigate directly Custom Portlets

1. Business Use Case:

Utilize these deep links across various platforms within your organization, such as the SF Home Page, Intranet Page, Work Zone, SharePoint, and other third-party applications, facilitate quick access to specific custom and standard portlets within the employee profile.
Additionally, you can leverage these links by incorporating them into emails to employees. By doing so, you can significantly enhance the success rates of compliance-related updates to custom portlets.
These deep links offer a wide set of uses cases including deep linking to standard and custom portlets like EEO, WFH, W2 Election Portlets, COVID Vaccine etc.

2. Breaking down deep link structure:

SuccessFactors Base URL

This represents the SuccessFactors base URL of your company. It is the base of the URL that is used to access SuccessFactors. In the demo instance the base URL is https://salesdemo.successfactors.eu

Based on your data centre, the URL will differ. Some common URLs are https://performancemanager4.successfactors.com , https://hcm4preview.sapsf.com etc.

SuccessFactors Block Reference

This part of the URL contains a reference to the exact portlet you want to navigate to. In this blog we are going to cover both standard portlets as well as custom MDF portlets.

SuccessFactors Company ID

This helps point the URL to your specific company id. This is important especially if you are navigating from external systems like work zone, SharePoint, or your company’s intranet site. This is also an important attribute to SSO into Sf from external locations.

Please add the Company ID of your instance where “YOURCOMPANYID” is referenced.

3. Creating a deep link to a standard portlet

In this example I am going to breakdown how to create a deep link directly to the edit personal information portlet.

Step 1: Navigate to Configure People Profile in EC and click on the block you want to deep link. Then copy the Block Type value.

Step 2: The Block Type in the above example is PERSONAL_INFO_BLOCK

We then create the deep link URL structure and reference the block type and the company id:

https://salesdemo.successfactors.eu/sf/personalinfo?blockType=PERSONAL_INFO_BLOCK&bplte_company=YOURCOMPANYID

This link will deep link you directly to the personal information portlet:

Here are other sample useful deep links. Please remember to change the URL structure based on your data center and company ID.

Personal Information: https://salesdemo.successfactors.eu/sf/personalinfo?blockType=PERSONAL_INFO_BLOCK&bplte_company=YOURCOMPANYID
Biographical Information Block: https://salesdemo.successfactors.eu/sf/personalinfo?blockType=BIOGRAPHICAL_INFO_BLOCK&bplte_company=YOURCOMPANYID
Contact Information Block: https://salesdemo.successfactors.eu/sf/personalinfo?blockType=CONTACT_INFO_BLOCK&bplte_company=YOURCOMPANYID
Address Information Block: https://salesdemo.successfactors.eu/sf/personalinfo?blockType=ADDRESS_INFO_BLOCK&bplte_company=YOURCOMPANYID

Emergency Contact Block: https://salesdemo.successfactors.eu/sf/personalinfo?blockType=EMERGENCY_CONTACT_BLOCK&bplte_company=YOURCOMPANYID
Compensation Information Block: https://salesdemo.successfactors.eu/sf/personalinfo?blockType=COMP_INFO_BLOCK&bplte_company=YOURCOMPANYID

These are a few examples, feel free to request more down in the comments below.

4. Creating deep links to Custom Portlets

In this example we are going to cover how to create a deep link directly to a custom MDF portlet.

The link structure that we are going use here is the following:

https://salesdemo.successfactors.eu/sf/liveprofile?mdfObjectType=YOURMDFCODE&bplte_company=YOURCOMPANYID

Step 1: Navigate to Configure Object Definitions and select the MDF object you want to deep link. Then copy the MDF code.

Step 2: The MDF code in the above example is cust_SapBlogTest

We then create the deep link URL structure and reference the block type and the company id:

https://salesdemo.successfactors.eu/sf/liveprofile?mdfObjectType=cust_SapBlogTest&bplte_company=YOURCOMPANYID

This will deep link you directly to the custom portlet:

Simplifying Employee and Manager Experiences with Employee Central Quick Actions

2024-04-19T16:10:01.308000+02:00

This blog was updated with the latest innovations for Employee Central Quick Actions released with the 1H 2024 release.

The SAP SuccessFactors Employee Central 2H 2023 release brings a major experience innovation for Employee and Manager Self-Services: the Employee Central Quick Actions.

Here are 3 important points you should know about this innovation:

Simplified Experience: With Employee Central Quick Actions, you can simplify employee's and manager's self-services offering View and Change access to “bites” of HR data.

Extensibility: Companies can adopt and extend predelivered use cases, defined along our best practices. With templates, the predelivered use cases can be tailored to cater to different business needs by adding or removing fields, supporting custom and country/region-specific fields while respecting all existing configurations such as labels, data model settings, associations, business rules, and more. For each use case up to 5 active templates can be defined.

Available in the flow of work: In addition to simplifying self-services on our SAP SuccessFactors Web and Mobile experiences, Employee Central Quick Actions are also available in SAP’s conversational AI assistant Joule, SuccessFactors Microsoft Teams App, and SAP SuccessFactors Work Zone Cards to serve our users where they are.

Here is a first impression:

Employee Central Quick Actions in web version (watch the video) and mobile app (watch the video)

Let’s have a closer look into this innovation by understanding the predefined use cases available with the 2H 2023 release , their configuration (templates) and the resulting Employee Central Quick Actions.

Use cases

The use cases behind Employee Central Quick Actions are predefined along our best practices. They define the important aspects and standards to be followed:

If the use case is a View or Change action
The base object for the use case (Personal Information or Job Information for now)
The set of required base object fields for the use case
The set of optional standard base object fields for the use case
The event used for the actions (for Job Information-based used cases)

Our predefined use cases are used in configurable templates and permissioned accordingly to managers and employees, who then can consume these as Employee Central Quick Actions in different applications.

A high-level visualization of the concepts of use cases, templates and resulting Employee Central Quick Actions

As of SAP SuccessFactors Employee Central 2H 2023 release the following use cases are available:

Change Chosen Name
Change Contract End Date
Change Cost Center
Change Job
Change Legal Name
Change Location
Change Probation
Change Pronouns
Change Working Time
Promotion
Transfer
View Cost Center
View Job
View Legal Name
View Location
View Marital Status

Update: New uses cases delivered with release H1 2024

SAP SuccessFactors Employee Central further strengthens its commitment to simplify the Employee's and Manager's Self-Service experience with the H1 2024 release, introducing a range of new use cases (where change includes the ability to add or delete a record):

Change Addresses
Change Email Addresses
Change Emergency Contacts
Change Job Relationships
Change Phone Numbers
Demotion
Furlough
Suspension
Return from Furlough
Return from Suspension
View Addresses
View Email Addresses
View Emergency Contacts
View Job Relationships
View Phone Numbers

For the use cases Change/View Addresses, Change/View Email Addresses, Change/View Emergency Contacts, Change/View Job Relationships, and Change/View Phone Numbers the template configuration allows you to configure some basic data in the header section, and not the data fields to appear on the screen. Instead, the data model as defined in Manage Business Configuration is respected and up to 8 fields are shown on the UIs (for addresses: 12 fields).

Also, based on customer feedback, for some use cases like Promotion the event can now be selected from a list of several ones in the template configuration step.

Many of the new use cases are already available in all UI channels, and all of them work in the Web UI and in Mobile Apps. All details are published in the release notes for Employee Central Quick Actions, Employee Central Quick Actions in Mobile Apps, Employee Central Quick Actions in SAP Joule, Employee Central Quick Actions in SAP SuccessFactors Work Zone, and Employee Central Quick Actions in Microsoft Teams.

The table shows the detailed definition of two use cases (complete list in the documentation here).

Use case	Base Object	Mandatory Fields (Fields in bold are the default fields)	Supported Fields (Fields in bold are the default fields)	Event	Best Practice
Change Chosen Name	Personal Information	Any one of these fields are required: Preferred name; Display Name; Business Name; Third Name	Display Name; Preferred Name; (full description in product guide)	n/a	ESS
Change Location	Job Information	Location	Location; Timezone; Notes; Is Cross Border Worker (see full list in product guide)	Data Change	MSS

Templates need to be configured for the use cases:

Configuration – templates

For each delivered use case, customers can define up to 5 active templates to cater to different needs in different businesses, workforce, or country/region. Templates can be flexibly permissioned for managers and employees as well as support custom and country/region-specific fields. Here an example of a “Change Location” template configuration:

Employee Central Quick Action configuration in transaction “Manage Data”

To start configuring templates, the feature needs to be enabled in the instance. In the Admin Center - Manage Employee Central Settings - Under “Person, Employment and Worker Type”, select “Employee Central Quick Actions”. Then, add permissions for admins to be able to create quick action templates in “Manage Data”- “Employee Central Quick Actions”.

Template Configuration:

In the field “Use Case”, you pick one of the predefined use cases.
The template code is automatically set and is unique in the system.
Quick action name is the label of the quick action displayed for the end users, and is translatable.
Base object is defaulted based on the use case selected. For now, the options are: Personal Information, User Sys Info, and Job Information (as well as country/region-specific fields).
“Event” is the event used in Job Information-based quick actions. Quick Actions in personal data, like change legal name do not require/support an event. Note: If the Event Reason Derivation is configured in the system and no event reason is configured in the template (see next point), the predefined event of the use case will be overwritten by the event derived by the “event reason derivation” business rule
Event Reason is then the customer-defined event reason for the use cases where an event is needed (see above point). The event reason (and event) is not displayed to the end users in the quick actions. The event reason entered here will be stored by the system in Job Information during the quick action, independent of whether you have Event Reason Derivation configured or not. In case the system is configured with event derivation and you leave this field empty in the template, then the system will use the derived event reason for this template.
Status indicates whether the quick action is active/inactive.
Use case ID is auto-generated by the system.
Fields (line items in configuration): the base object and fields are restricted to the base object defined on the header configuration. Each template can be set up with a maximum of 5 fields. For the case of templates with base object “Job Information” you can add country/region-specific fields beyond 5 fields, however in the context of each country/region, the total fields cannot surpass 5, otherwise the template cannot be saved. For more information, refer to the example below.

Update: Employee Central Quick Actions allow up to 8 fields per template with release H1 2024
Based on customer feedback, customers can now configure up to 8 fields per Employee Central Quick Actions Templates (before release H1 2024: 5 fields). Some new use cases do not allow to configure the fields, and they show up to 8 fields, following the configuration of the data models.

After configuring the templates, they need to be permissioned for the relevant employees and managers roles:

Permission settings for Employee Central Quick Actions Templates

The permission is to “use” the template. Once the permissions are configured for the desired templates the respective quick actions can be used by the defined user groups). As mentioned, the differentiation between “View” and “Change” use cases is predefined in the use cases you select in the templates. Users permissions also need to be set up properly in terms of field level permissions for the base entities. For more information, see here in the guide.

And without further configuration the templates are available as Employee Central Quick Actions for permissioned users on the different mentioned applications as we are about to see.

Employee Central Quick Actions

The resulting Employee Central Quick Actions experience takes into consideration the existing customer configuration, for example:

Field labels and its translations
Business rule: OnChange rules are also executed for fields that are not part of (visible on) the quick action. That is particularly useful to default more HR-technical fields based on employee’s and manager’s input
Data model settings
Associations between fields, for example, if a time zone is associated with a location, or if a custom field is associated with another given field (that is also part of the template); also, cascaded picklists are supported
Workflows (configuration and the business-rules to trigger them)

The Employee Central Quick Actions will be available and rendered to the employees and managers based on their permissions and the country/region of the employee subject of the quick action. To illustrate this concept, let’s expand the configuration example above into a use case configured with two different templates and permissioned differently for managers and employees:

Concept visualization of use cases, templates and quick actions

Now let us have a look at some examples of how users will access the Employee Central Quick Actions, starting with the highlighting fact that as of release 2H 2023, SAP customers using SAP’s conversational AI assistant Joule will be able to use the Employee Central Quick Actions with the help of Joule:

Employee Central Quick Actions in SAP Joule - Watch an Employee Central Quick Action being utilized through SAP conversational AI assistant Joule

In the SuccessFactors Web Application, to view or change their own information, an employee selects the new “Manage My Data” tile on the home page:

“My Data” Homepage Card

To view or change information for their reports, a manager selects the Manage My Team quick action on the home page:

My Team Card with Employee Central Quick Actions

On People Profile Actions, Quickcard Employee Details - Show Actions and Links:

Updated Quickcard

In the Mobile Application (iOS and Android):

To view or change their own information, an employee selects the Manage My Data quick action on the home page.
To view or change information for their reports, a manager selects Team, More Actions

The Employee Central Quick Actions is also available in SAP SuccessFactors Work Zone and in SAP SuccessFactors MS Teams App:

Employee Central Quick Actions in SAP SuccessFactors Work Zone Cards (watch the video)

Employee Central Quick Actions in SAP SuccessFactors MS Teams App (watch the video)

What is next?

We want to continue improving and expanding this functionality and value your opinion! Tell us what you think about the new Employee Central Quick Actions feature, especially about:

The delivered use cases, like allowed fields for each template, number of fields in a template, number of active templates for each use case, and so on.
Suggestions on how to extend delivered use cases.
Ideas for additional use cases.

Please provide your feedback to fabian.schlarmann@sap.com (kindly refrain from support inquiries).

Additional Resources

What’s New Viewer 1H 2024 release:
What’s New Viewer 2H 2023 release: Employee Central Quick Actions for Employee and Manager Self-Services
Guide (latest version): Configuring an Employee Central Quick Action Template | SAP Help Portal

Note: This blog was initially published in the Enterprise Resource Planning Blog community.

SAP SuccessFactors Employee Central: 1H 2024 Release Highlights

2024-04-20T13:54:54.952000+02:00

Hello,

First half 2024 release is here!

The 1H 2024 release of SAP SuccessFactors is here, bringing a lot of exciting new enhancements! Let's dive into the key features and upgrades included in this latest release and explore how they can benefit your experience.

1. Diagnostic Tool for Employee Central Transactions:

There is a new diagnostic tool in the system helps to solve configuration issues with HRIS elements in workflows as well as data saved in Manager Self-Service (MSS), Employee Self-Service (ESS), and Add New Hire (for Hire and Rehire) transactions when they are made using the Edit, History, or Take Action options.

The tool provides the snapshot view than can give you an idea at which stage of the processing the issue could have happened as well as the option to check the individual details.

Workflow Details

Details about workflow approvers
Email trigger information
Each action such as workflow initiator/workflow approval/send back and who performed which action
Values for selected Workflow ID, Workflow Configuration ID, Workflow Derivation Rule, and Escalation Configured have links that take you directly to corresponding details

Saving Changes in MSS/ESS//Add New Hire (for Hire/Rehire) from Edit/History/Take Action

Gives a snaphsot view about each stage of the transaction, including changes from business rules, forward propagation, and so on
Shows all the field level transaction details about the fields that were changed
Enable tracing for 15 minutes to help find issues

SAP aims to help you solve configuration issues ourselves quickly and efficiently without having to contact SAP Support. Cheers!!

2. Add to Transport Bundle

You can add Off Cycle Event batch objects in Manage Data and Dynamic Group Filters in Business Configuration UI to a transport bundle so that you can transport it to a paired target system using the Configuration Transport Center. Nice to have!

3. Email Address Validated By Default

In this upgrade, email addresses in Employee Central are now validated by default. SAP has streamlined the process by emoving the Activate Email Validation in scorecard setting previously used to control this validation from the Company System and Logo Settings page. With this enhancement, any changes to email addresses trigger an automatic formats check. This enhancement not only boosts data quality but also eliminates the need for additional configuration efforts.

4. New Experience for People Profile

SAP redesigned the public view of People Profile, empowering employees to build their personal brand and establish connections with ease, thanks to SAP taking user feedback into consideration. SAP is listening!

The latest People Profile features a brand-new public view of your profile, consisting of Profile Preview and Spotlight, along with more intuitive user interactions.

Perform common actions in the Profile Preview of other people, including calling and emailing.
Personalize your public profile, simple and fast, from updating your profile picture, background picture, to writing your self-description.
Switch between multiple employment records through a context switcher.
View or update specific employee data or go to another SAP SuccessFactors application right from the list of Actions.

Spotlight presents dynamic information in cards to enhance self-branding and foster internal connections.

Note: The latest People Profile only provides a public profile view. With the latest experience enabled, the legacy People Profile remains the place where you view full employee data or edit the data based on your role-based permissions.

5. AI-Assisted Person Insights for Compensation Discussions

Leveraging generative AI capabilities, managers can now access insights regarding an employee's compensation as well as talking points to guide discussions about compensation.

These AI-generated insights can be conveniently accessed within the Compensation History and Joule platforms.

6. New Task Entries for Employee Central Quick Actions in Microsoft Teams

With the seamless integration of SAP SuccessFactors and Microsoft 365, users can now access a range of new task entries within the Manage My Data and Manage My Team quick actions in Microsoft Teams. These tasks, accessible through the SAP SuccessFactors app, enable users to conveniently perform various actions such as changing addresses, email addresses, emergency contacts, job relationships, and phone numbers, as well as viewing relevant information.

The availability and location of these tasks within Manage My Data or Manage My Team depend on the configurations set in Admin Center. Moreover, if approval workflows are configured for change-type tasks, designated approvers will receive approval cards in Teams for timely review.

Notably, any data modifications carried out in Teams are instantly synchronized with the user's SAP SuccessFactors system, ensuring real-time updates and seamless data management.

7. Universal Updates for Centralized Services

In the 1H 2024 update, centralized services within SAP SuccessFactors now universally support various functionalities, including Dependents Imports, saving changes for Dependents in the History UI, and editing UI. Additionally, support is extended for concurrent employment and global assignments from the Manager Self-Service page, hire and rehire processes, and various manager self-service changes related to compensation, job information, job relationships, and termination details. This update streamlines data management and enhances user experience across multiple HR functions within the SAP SuccessFactors platform. These entities are no longer governed by the configuration option.

Last but not the least, the country specifics, as with every release, SAP has added several region-specific enhancements in this new release.

Localized Enhancements:

Country/Region	Description
Colombia	New Work Permit Type and Proof of Identity for Colombia
Croatia	Enhanced Global Information, Home Address Information, Corporate Address Information, Work Permit Types, Dependent Type Picklist, and Region Picklist for Croatia
Hungary	Enhanced Global Personal Information for Hungary
India	New Global Information Field for India
Japan	Enhanced Global Information for Dependents
Mexico	New Global Information Gender Field and Picklist Values for Mexico
Sint Maarten and Curaçao	New Currency for Sint Maarten and Curaçao
Slovakia	Enhanced Field ID of City in Home Address Information for Slovakia
Taiwan	Enhanced National ID Validation Rules and Algorithm for Taiwan

I've successfully tested the majority of the release items, but there are still a few remaining items that require validation. Please feel free to leave your comments if you identify any issues or gaps.

The changes I've highlighted here are just a small sample of what's included in the latest release. To discover the full range of enhancements across the application, I recommend checking out the "What's New Viewer " for a detailed release summary.

Public Sector well-represented at the NA Regulated Industries Partner Summit, 2024

2024-04-26T14:16:14.182000+02:00

Managers can now create Employee Central Quick Actions for Positions

2024-04-28T13:17:01.728000+02:00

With the 1H 2024 Release, On the Company Info page, the My Team Positions page can be used to manage and update the positions by managers or supervisors. With the new My Team Position feature you can now use templates to create Quick actions for positions for managers

My team position is available under quick actions on the home page and is available upon activating the Role-based permissions for My team position. You can enable it as follows -

Administrator Permissions--> Manage Business Configuration -->Employee Central Quick Action Template permission.

Once the permissions are enabled my team positions will be available for managers under company info.

Under quick actions

Once these available templates are configured. The following templates are available –

Create Same-Level Position (Copy Rule)
Create Same-Level Position (Copy All Fields)
Change Location of Position
Change Job Details of Position
Change Organizational Data of Position

To configure the template, go to Manager data --> create --> select employee central quick action template. Select the use case. Here I have selected “Change Organizational Data of Position”.

Provide quick Action name. I have given “Change Organizational Data of Position”

Select the position information as follows –

Base object – Position

Field – Department, division, business unit, company, cost center. You can select up to 8 fields. Save.

The permission above quick action under User permissions à Employee Central Quick Actions

Now login as a manager or proxy as a manager. Following Action will be available under my Team positions.

Managers can now click on this action to change Department, division, business unit, company, or cost center and synchronize with Job information on people profile.

Building an integration from a third party ATS to SuccessFactors Onboarding

2024-04-29T14:24:03.379000+02:00

When you integrate SuccessFactors Onboarding with an external ATS there are a few areas that will require some consideration. In this article we are only looking at the data from the ATS to SuccessFactors Onboarding and not SuccessFactors Onboarding to the ATS. We will look at some of these key considerations and learnings to allow customers who use a third party ATS to quickly build an integration to SuccessFactors Onboarding using CPI.

Initiating onboarding

When you initiate onboarding via an API, you are effectively ‘importing’ and ‘saving’ a record in SuccessFactors. Some of the data attributes required to save a record may not be available in the ATS, for example, Date of Birth (DOB). In EMEA, DOB is not collected during the recruitment process, therefore if DOB is required in Employee Central you will need to do the following.

Make DOB not mandatory in the main data model.

Make DOB mandatory in both the employee and onboarding person types.

However, when you import data into Employee Central the system looks at the mandatory fields in the data model and not the person types. Therefore, to ensure employees are not imported into Employee Central without a DOB you need to build a rule to ensure DOB is imported.

You will need to adjust the rule contexts as follows.

You will need to repeat the same procedure for employment and job information for all required fields that are not on the position and not collected in the ATS. However, in compensation you do not have person types, in this case we make the fields not mandatory in the data model and build a rule to trigger both ‘oninit’ and ‘onview’ to make the fields required. You will need to build a rule to ensure data is imported correctly.

We would normally advise that rules are not enabled for imports as it can make the imports run slowly. Therefore depending on the size of the imports it may be easier to turn off the rules and ensure the import templates are populated correctly with the mandatory data.

You do not need to worry about portlets like ‘address’ or ‘national id’ as these fields only become required if you are adding data for that portlet.

We preferred this approach to the alternative of setting ‘dummy values’ in the integration and then using business rules to ‘strip’ out the dummy data in the UI.

Validation of Data

If you are passing data like ‘post code/zip code’ and you have ‘address validations’ enabled in Employee Central, you need to be aware that the integration will fail if the data is stored differently in the ATS. For example, UK postal code TA19 7KL, if this is stored in the ATS as TA197KL when passing this value the interface will fail as it will not be able to save the onboarding record because it does not meet the correct format ‘TA19 7KL’.

Address can be problematic as ATS can store ‘addresses’ in one field and not spilt out the data into multiple fields like it is in Employee Central, as a result it can be quite tricky to map the addresses and it may be easier to ask the candidate to re-enter their address in onboarding when you know all address validation will be triggered.

Rules

When the API creates the record, the assigned rules should trigger. It is important during testing to ensure that all rules are triggering. In the integration we set the value of the pay component to ‘Base Salary’ and only send across the ‘amount’. During testing we discovered that we needed to adjust the ‘oninit’ rule to prevent the rule from stripping out the values in the integration.

Here is the original rule and behavior.

We needed to adjust the rule to help us create a ‘read only’ custom field in employment info with three values, EC, ATS and ONB. By adjusting the rule as follows we were able to get the correct behavior.

The custom field was set as follows, ATS can only be set by the integration, ONB is set by the following rule, which is triggered ‘onchange’ of department.

We also have this rule ‘onchange’ of department to set the value ‘EC’.

This field has become very useful in allowing other rules to behave different depending on if the data comes from the ATS, or manually started from onboarding or hired directly into Employee Central.

This field gives you flexibility to not rely on using ‘If process = onboarding’ as it allows you to trigger rules differently during New Hire Data Review if you have data in the fields from the ATS.

Position management

If you are using position management then the integration and data flow is simpler as you can pass back the position code, and this will trigger the data propagation from the position. If you are not using position management then passing organizational data will become harder as many ATSs do not structure organization and job data like it is in Employee Central.

Phone numbers

In the ATSs many phone numbers may be parsed from a CV and as a result may contain non-numeric characters like parentheses. If you pass non-numeric characters, they will be accepted in Employee Central, but they will cause a problem for USA I9 forms. Whilst you can try and build logic in the interface to strip out non-numeric characters, we implemented the following rule to trigger in onboarding. We only wanted this to trigger in Onboarding and for candidates in the USA.

We also adjusted the context as follows.

Hiring Manager

Not all ATSs will store all the active managers from Employee Central, keeping an active set of users in the ATS would require an integration from Employee Central to the ATS. This can be particularly complicated to build. What we were able to do in the integration from the ATS is send across the manager email address and use this to assign the manager in Onboarding. This is a free text field and whilst it does rely on the recruiter adding in the correct address it has allowed the integration to be built quicker.

Use of New Hire Data Review

If you pass data from the ATS then it maybe worth using New Hire Data review step to review all the data that has been sent to Onboarding. Onboarding has a number of review steps that can be used, and a previous article [https://community.sap.com/t5/technology-blogs-by-sap/understanding-the-data-review-steps-in-onboarding-and-the-impact-on/ba-p/13666752] discusses these in more detail.

Conclusion

Building an integration from a third party ATS to Onboarding is relatively straight forward to achieve with CPI. The main area of consideration will be how ‘organizational data’ is stored in the ATS and how the Employee Central rules trigger if the process starts from the ATS compared to manually in Onboarding or directly in Employee Central.

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"

1H 2024 Release Highlights of SAP Best Practices for SAP SuccessFactors Time Management

2024-05-06T07:47:55.690000+02:00

Dear All,

Hope you are doing fine.

I am excited to share the new features that we are planning to deliver as part of the Best Practices package for Time Management 1H 2024 via the upgrade center. We have some new features (new country localizations) along with enhancements for existing countries. We actually delivered a lot of new features in this release, and this is what makes it exciting for those of you who are looking for any accelerated implementations

Disclaimer: Please note these features are currently available only on preview. The final version will be updated on RTC or production date for 1H 2024.

Time OFF

Finland Localization

We now provide localized configuration for Finland (FIN) Time Off. By applying the country-specific configuration block, you will get sample configuration for various leave types like Vacations, Illness, Child Care, Study, Unpaid Absence, Birth of Child, Military Reserve, Parental Allowance etc

Finland has complex vacation laws and lot of quotas which have to be handled via different time account types. In phase 1, we deliver baseline configurations to cater to 14 days rule. The 14 day rule covers those who work for at least 14 days every month under their contract. They accrue holiday for each calendar month when they have accumulated at least 14 days at work or the equivalent of 14 days at work

Here are the different time accounts and their terminologies.

First the Holiday credit year or account gets monthly accruals of 2 /2.5 days depending on the employee service period. Next the accruals are transferred from Holiday Credit year to Vacation account at the end of holiday credit period

The below are some of the examples that demonstrate this

Some more examples of time account and accrual process (movement between different accounts)

Further certain leave types impact the monthly accruals. These leave types have individual limits. Any working days and working hours when the employee has been unable to work for the reasons set out below are considered to be the equivalent of days at work:

1)Pregnancy Leave: The limit is 40 days and days counted from Monday to Saturday. The absence is counted as working days which accrues holiday quotas.
2) Parental Allowance Leave. The absence can also be a part day and in several periods. Limit is 160 + 160 = 320 days for one child and days counted from Monday to Saturday. 160 days of the absence is counted as working days. Only 160 days will accrue holiday quotas
2) Illness or accident : the maximum is 75 working days in one vacation year;
3) Medical rehabilitation : the maximum is 75 working days in one vacation year
4) Study leave, maximum is 30 working days in one vacation year, and only if the employee has returned to work immediately after the study leave;
5) Lay-offs, the maximum is 30 working days at a time; Only one layoff event is supported for now

Till the above limits is not breached, the number of working days is not reduced for that month (for 14-day rule calculation of accruals)

To check the detailed configurations, you can choose to upgrade the content using upgrade center.

IRELAND Localization

We now provide localized configuration for Ireland (IRE) Time Off. By applying the country-specific configuration block, you will get sample configuration for various leave types like Annual Leave, Give Time Leave , Sickness, Maternity, Paternity , Adoption, Sabbatical , emergency ,family care etc

Some key points:

Yearly accruals of 26 days with proration logic for Hiring and Termination cases
Give Time Leave of 3 days for personal purposes
Complex validations to check different leave limits across a rolling period of 1 year for emergency and family care leaves.
Sabbatical leave – Employee should complete 1 year in current position and 4 years in the organization
Parental Leave – Parental leave lets parents take unpaid leave from work to spend time looking after their children. You can take up to 26 weeks’ parental leave for each eligible child before their 12th birthday. Since this is a custom solution, we have not included this in Best practices package as such , but if you are interested to explore this, you can read my blog below to decipher the custom approach

https://community.sap.com/t5/human-capital-management-blogs-by-sap/parental-leave-ireland-solution-proposal-in-successfactors-time-management/ba-p/13579269

This solution is not just restricted for Ireland but can be applied to any country with similar requirements.

To check the detailed configurations, you can choose to upgrade the content using upgrade center (Follow the same approach as Finland listed above)

Oman Time Off Enhancements

We did some major changes for OMAN in 2405 w.r.t some new labor laws that were enforced from 2024.

IF you want to deploy them, please do review them to ensure that they meet your specific requirements.

The below are some of the key changes:

Caregiver leave: 15 days per year are given to Omani workers to accompany a patient they are related to up to second degree.
Paternity leave: 7 days, provided that the child is born alive, and the father takes this leave within 98 days (about 3 months) of the child's birth
Bereavement leave: taken by a non-Muslim female for 14 days in the event of the death of her husband.
Childcare leave: Unpaid leave for a female worker for up to 1 year; provided that the employee bears all contributions to the Social Protection Fund
Special Unpaid leave: An indefinite period of unpaid leave, provided that the employee bears the cost of all contributions to the social protection fund during the leave period
Nursing break: 1 hour per day for a nursing worker from the end of maternity leave for a period of 1 year
Maternity leave: has increased from 50 days to 98 days to cover the period before and after childbirth. It can be taken 14 days before the delivery date
Sick leave: total annual sick leave has increased from 10 weeks or 70 days to 182 days and employees shall be entitled to:

The first 21 days, full pay (100%).
From day 22-35, at 75% pay.
From day 36-70, at 50% pay.
From day 71-182 at 35% pay.

9. Bereavement leave: in the event of the death of a wife or child; extended from 3 to 10 days.

Again if you want to take an advantage of accelerated deployment, you can deploy them using upgrade center as highlighted for Finland already above

Time Forms Content

Companies may need to provide employees with official documents detailing the information kept in their Time Management data along with employment and personal details.

This SAP Best Practices for Time Management now provides the following common configuration:

Time Form Templates

Holiday Letter Example
Maternity Leave Example
Paid Annual Leave Example
Strike Letter Example

And top also Role-Based Permissions for Administrators to manage time form templates and generate time forms.

With this, you don’t have to set these templates manually from scratch. It saves a lot of efforts and cost to use and deploy them. Please note this requires document generation to be enabled as well.

Here are few examples of some generated sample documents.

Maternity letter

Paid Annual Leave

These predefined templates and configuration is also part of our Upgrade center automation. You could use the below upgrade to apply these changes and benefit from a quick accelerated implementation

Enhanced Absence Counting Rules ( Singapore)

When an employee applies leave that includes days in which only half day working is planned depending on the work schedule , the deduction quantity should be 0.5 in the corresponding time account (Considering time type unit is days here).

Example:

In this case a total of 4.5 days is deducted for a week of absence.

The best practices package for Time Off Singapore comes with preconfigured absence counting rules to tackle above requirements, and you don’t have to explicitly implement them from scratch

You could use the upgrade center to deploy the above config for Singapore.

Additionally, If you are also using package configuration manager for building your packages, you could also deploy the absence counting 2.0 sample rules from PCM

Time Tracking

United Kingdom Localization

This comes up with a preconfigured time valuation rules for United Kingdom to handle Overtime rules for weekdays, holidays, Saturdays and Sundays for part timers and full time employees.

This is just the phase 1 of localization. We plan to extend this package in future with more region-specific requirements.

In UK, we have a specific requirement around part timers which is kind of unique to UK and European regions. There is the regulation that part time employees are entitled for an overtime premium only when they have reached the full-time equivalent regular hours.

For example:

Part time employee will get the Overtime @1.0 for additional hours worked upto the FTE hours i.e 40 hours per week . Any hours over and beyond FTE hours will be paid at the same rate as the full time employee. Part time employees will get the weekend premium rate irrespective of if they have completed the FTE hours or not.

Employee planned working time = 30 hours/Week
Total working time submitted and approved = 45 hours
Overtime hours = 15 hours
FTE threshold hours = 40 Hours/Week
Calculation:
Delta hours to ensure completion upto FTE Hours = FTE hours(40) - planned hours(30) = 10 hours
Total overtime hours = 15 hours
First 10 hours i.e delta will be paid at the overtime@1.0 and the remaining (15-10) 5 hours will be paid at overtime1.5
Result: OT@1.0 = 10 hours and OT@1.5 = 5 hours

You could avail this configuration using UK specific time tracking package in upgrade center

South Korea Localization

This comes up with a preconfigured time valuation rules for South Korea to handle Overtime and Cross Midnight premium payouts based on the below schedule and rules

You could avail this configuration using Korea specific time tracking package in upgrade center

Flexible Period Time Valuations

We delivered a sample time recording profile which can track overtime using flexible time valuation periods like a yearly overtime. For example: Alerts are generated if employee breaches a limit of 220 overtime hours in a year. This is using the concept of time containers.

This was also patched as part of 2311. This is just FYI in case you are not aware of this.

This particular feature is part of Time Tracking Core Setup which means this can be applied in general for any country.

This is it w.r.t the enhancements and new features that we introduced in 1H 2405 for time management best practices. I hope this adds value in accelerating any implementations that you have.

For more information on best practices, please do visit our help page in

https://help.sap.com/docs/SAP_BEST_PRACTICES_FOR_HXM

Thanks

Neelesh

Senior Product Manager

SAP Best Practices For HCM SuccessFactors

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"

Spice Up Your Email alerts with Personalized Images: A Step-by-Step Guide Using SuccessFactors EC

2024-05-07T09:23:58.725000+02:00

In today's digital world, emails are our go-to for staying in touch with colleagues and clients. But how can we make sure our messages stand out? One way is by adding pictures! It's easier than you think, using SuccessFactors Employee Central. Here's a simple guide to jazz up your emails with personalized images.

You can use this method for any HTML-based content, such as alerts notifications or welcome email to the new users.

Step 1: Store Your Image Safely on the Cloud

Start by picking a safe place to keep your image online. you can also upload the image to an external secured host.

Step 2: Get a Shareable Link for Your Image

Once your picture is uploaded, get a link that anyone can use to see it. It's like having a special key to open the door to your image.

the link would look like the following: "www.example.com/image.JPG"

Step 3: Drop the Image Link into Your Email

Now comes the fun part! Use a little bit of code to drop your image into your email. go to your email template you wish to customize, at the proper part of the email content, paste the code, It's as easy as copying and pasting. Here's an example:

HTML:

<img src="www.example.com/image.JPG" alt="Your_Image_Description">

Just replace "www.example.com/image.JPG" with the actual link you got earlier. And don't forget to give a short description of your image so everyone knows what it's about!

Step 4: Give it a Test Run

Before you hit send, make sure everything looks good. Send yourself a test email to see how it appears. This way, you can fix any issues before sending it out for real. it will look like the following:

And that's it! With SuccessFactors Employee Central, adding personalized images to your emails is a breeze. So go ahead, give your messages that extra pop and leave a lasting impression on your recipients!

Identifying future dated transactions during a termination event in Employee Central

2024-05-07T09:24:25.895000+02:00

Business Scenario

The expectation is that, throughout an employee's life cycle, rehiring will be the sole authorized event after termination. This implies that if termination occurs prior to a promotion or data modification, it will result in complications when integrating with the payroll system.

Currently, it is required to manually review the employee's Job Information to determine if any future dated records have been produced and to implement the necessary adjustments or deletions to finalize the action in the event of termination.

Requirements from multiple customers are as follows:

In case there are any transactions created for a future date, upon entering a termination in EC, a message should be shown, asking the user to take necessary action and clean them up before the termination.
A notification or message indicating records with future dated transactions during imports would be important as well. This feature would be beneficial for both termination procedures and regular imports of effective dated records.

Solution Overview

To fulfill this requirement, one possible approach is to create a termination rule that makes sure that there are no future dated records in Job Info regarding the termination date. Understanding how termination action is handled in Employee Central is key to accomplishing this.

Termination is an event that uses the Employment Details as starting point and generates a record in the Job Info element.
The Job Info start date with the Termination event is set to begin one day after the termination date specified in the termination details. This procedure aligns with the standard practices of on premise SAP HCM, and ECP systems.
Every time a new record is created in Job Info, an end date is automatically assigned internally. If there are no future records, the end date is set as 31.12.9999. However, if there is a future record, the end date is determined as one day before the start date of the future record.

Configuration Details

Considering the system behavior mentioned before, we can create an OnSave rule within employment details to determine whether the termination record being generated in Job Info contains an end date of 31.12.9999 (indicating no future records) or if it does not match 31.12.9999 (indicating future records).

By implementing this simple rule, we can ensure that the new termination record is validated against any potential future records in the Job Info section.

Now, let's examine how this solution behaves in various scenarios:

Scenario 1: Termination with no future records in Job Info.

For this scenario we have an employee with only a hire record (01.01.2023), if we add a termination record on 04.01.2023 the end date for this new termination record will be 12.31.9999.

In this case the condition is not met (no future records) and no error message will be triggered.

Scenario 2: Termination with future records.

For this scenario we have an employee with two records, a hire record (01.01.2023) and a promotion (02.01.2024), if we add a termination record on 04.01.2023 the end date for this new termination record will be 01.31.2024, one day before the start date of the future promotion record.

In this case the condition is met (there are future records) and the error message will be triggered.

Scenario 3: Termination posterior to future records.

For this scenario we have an employee with two records, a hire record (01.01.2023) and a promotion (04.01.2023), if we add a termination record on 02.01.2024 the end date for this new termination record will be 12.31.9999.

In this case the condition is not met (no future records) and no error message will be triggered.

Additional notes:

If you have a requirement to have this rule working on imports as well, please validate that the user executing the imports has assigned permissions to trigger rules on import. More details Configuring Business Rules for Data Imports
After termination you can update other available fields in Employment Details without any error messages related to this rule.
Since 2H 2021, creating a termination record from Job History is not possible. That's the reason why this rule is triggered from Employment Details. More details 3103944 - Prevention of Special Record Creation in Job History ECT-130989 - 2H 2021

Conclusions

Meeting specific requirements often leads to deep analysis of customer needs and good understanding of SuccessFactors solution behavior as well as the available tools, such as business rules. Sometimes, complex requirements can be addressed with simple solutions.

1H 2024 the “Employee Experience” release

2024-05-07T09:24:30.259000+02:00

By now, you’re probably diving deep into the SAP SuccessFactors’ 1H 2024 release and you might have noticed that our attention is focused on none other than the employee. After all, we’re all an employee of one sort or another. We might be an individual contributor, a manager, a project lead, a department leader, an HR professional, or even a CEO. So, as we continue to invest in delivering the best user experience, we are happy to share what’s in store for every one of our customers’ employees, including you.

Everyone has a story to tell and so does your organization

People are the most important element in an organization’s success. Understanding who your co-workers are, what your employees bring to the team, and easily connecting individuals to one another is important for every organization. That’s why I’m pleased to highlight the new People Profile experience. With the 1H 2024 release, you’ll experience the new profile “Spotlight”. It focuses on enabling employees to easily share their strengths and value throughout the organization. With a focus on progressive discovery, the profile Spotlight facilitates deeper exploration, supported by the new Profile Preview that’s present across the solution. The addition, the new Profile Preview enhances contextual understanding by providing essential information about each employee, fostering better connections and collaboration. With a layout and card design optimized for rapid engagement and comprehension, the new People Profile experience not only elevates the employee experience but also strengthens organizational cohesion and knowledge sharing. Best of all, the new Profile Preview and Spotlight are coming to our iOS and Android apps, too.

In addition, our new Org Chart makes it easy for employees to explore key aspects of their organization. Seamlessly connecting employees to the new Spotlight feature, the new Org Chart helps individuals to understand at-a-glance, everyone’s place within the organization. A clean and crisp visual experience makes navigating the organizational structure and hierarchy super intuitive. Plus, the lightning-fast UI means employees can delve deeper to explore more in less time.

AI provides every employee a competitive advantage

Joule is a game-changer when it comes to helping employees be as productive as possible. With a host of self-service capabilities for employees and managers, Joule empowers employees to effortlessly do more. The copilot’s clean and clear visual language makes it easy to focus on the task at hand. It’s conversational design, fuzzy matching for less-than-perfect spellers, and 1-tap suggestive answers, make everyday tasks as quick and seamless as possible. Moreover, Joule extends across all SAP solutions so the experience of using it is consistent and familiar. As we look ahead, by leveraging LLM and and Retrieval-Augmented Generation (RAG), questions like “Is emergency room service covered in the medical plan?” or “We are about to announce quarterly results, can I sell company stock?”, will be answered and include links to source documentation building confidence and trust with your employees.

With our new AI-assisted Goal creation experience, we’re helping employees and managers to craft well-defined, actionable, and measurable goals. Powered by generative AI, this new feature swiftly transforms ideas into comprehensive goals ensuring alignment with the organization's strategy. The benefit is a significant reduction in the time required to create meaningful goals. Plus, pre-prompting promotes ease of use and encourages adoption. The solution’s simple yet effective results make achieving goals more tangible, while motivating employees to strive for success. In addition, AI-assisted writing functionality is incorporated in the Goals experience to enable further employee-led refinement of goals.

Our new AI-assisted writing tool elevates communication. Whether you're grappling with finding the right words or seeking to enhance the tone of your communication, AI is your trusted companion. The comprehensive editing functionality offers suggestive approaches to getting your message just right. The solution even enables contextualized editing. For example, this includes prompts to "make it actionable" when giving feedback and other forms of purpose-built support tailored to specific tasks. Looking ahead, the text analyzer feature promotes inclusivity by guiding users toward more inclusive word choices.

With this release we’ve also enhanced the Applicant Workbench with the introduction of a skills-based intelligent recruiting experience that redefines talent acquisition. Recognizing that skills are the currency of a modern economy and the foundation of talent decisions, this platform offers insightful and expansive consideration of every candidate and their skills, enabling recruiters to make better informed decisions. The skills layout accelerates the time to review candidates by prioritizing skill matches and even adjacent skills. Furthermore, AI explanations frame the results, so recruiters understand the sourcing methodology. This enhances transparency and trust in the recruitment process.

A new benefits enrollment experience is here

With this release I’m excited to share the introduction of a new Benefits Enrollment experience. Embracing a consumer-style shopping approach, this solution delivers a familiar and intuitive experience and enables employees to navigate the benefits selection process with ease. With step-by-step guidance, employees can make informed choices with the help of embedded content that provides valuable insight into benefits options. A running expense total enables employees to manage their spend as they progress through the enrollment process, ensuring transparency and control over their benefits selections. With this new Benefits Enrollment experience, employees gain the tools and support to make decisions that align with their needs and preferences.

Engage in the flow of work with SAP SuccessFactors for Microsoft Teams

The updated app is a groundbreaking new experience for SAP SuccessFactors within the Microsoft Teams application, designed to seamlessly bring HR directly into the flow of work. Anchored by a new homepage, this experience serves as a central hub, making navigation effortless. With today's collaboration tools enabling employees to complete HR related tasks within the flow of work, employees have even more opportunities to self-serve. For example, they can give and receive feedback in the moment, and stay on top of timely activities such as spot award approvals and learning requirements. This not only enhances employee engagement but also helps ensure that HR tasks are seamlessly managed as part of employees' daily routines. The clean and simple design makes discovery of tasks and to-do’s quick and easy.

The 1H 2024 release: something for everyone

By placing the employee at the center, this release empowers individuals across all levels of the organization, recognizing that everyone has a story to tell. From the redesigned People Profile and Org Chart, which facilitate deeper connections and collaboration, to Joule and the AI-assisted writing tool, which streamline processes and enhance productivity, each innovation improves engagement and efficiency. Furthermore, the integration of SAP SuccessFactors with Microsoft Teams and the revamped Benefits Enrollment experience demonstrate a commitment to meeting employees where they are and simplifying how they accomplish HR related tasks. As we continue to invest in enhancing the employee experience, we are not only fostering a more connected and engaged workforce but also driving organizational success and growth.

Third Party Cookies deprecation for SuccessFactors

2024-05-07T20:16:02.434000+02:00

First things first, What are third-party cookies?

Let's start with First-party cookies. First-party cookies are usually generated and placed on the user’s device by the website that the user is visiting. Such cookies are often used for facilitating user experience and some core functionalities of the site. For e.g. first-party cookies can identify returning visitors so that they do not have to use the username and password to log in on successive visits SSO. They are usually harmless since they do not “spy” on the users.

Instead the Third-party cookies are generated and placed on the user’s device by a different website other than the one the user is visiting. They are created when a user visits a website that includes elements from other sites, such as third-party images or ads. If a server hosting one of these elements responds to the request by setting a cookie, that cookie is stored on the user’s browser.

When we talk about Google, this data is collected by Google Chrome. For Marketing specialists this is very valuable, since it shows the purchasing habits of users on the web.

Have you ever wondered how ads seem to follow users around the internet?

The answer lies in third-party cookies.

Imagine users are browsing a website selling sunglasses and check out some stylish aviators. They don’t buy them yet, but move on to a different website, let’s say a news channel. Suddenly, they start seeing ads for similar aviators and other sunglasses on the news website and various other websites they visit, even though they never searched for them there.

So, the third-party cookie acted like a tracker, connecting the user’s browsing activity across different websites

How does this involve SF?

SAP SuccessFactors uses third-party cookies for embedded iFrames to load some of the content and functionalities within the suite. Some examples of this iFrame embedding are the Learning header and the action links, SAC embedded Report Center page, and Employee Central (EC) Payroll embedded into the HXM EC using iFrame will be impacted.

What is an iframe?

An inline frame (iframe) is a HTML element that loads another HTML page within the document. It essentially puts another webpage within the parent page.

Since Google announced their plan to deprecate third-party cookies support in their Chrome browsers in Q3 2024, SAP SuccessFactors has been working on a solution to be delivered prior to the deprecation in 2024.

What's the solution then?

SAP has created the "Common Super Domain (CSD) solution" to avoid negative impacts.

The CSD solution consist in migrate all the *.successfactors.com, *.successfactors.eu, *.sapsf.com or *.sapsf.cn, etc.) to the new common super domain (*.cloud.sap or *.sapcloud.cn for China data centers).

To make it clear: BizX, IAS, Learning, Onboarding 1.0, EC Payroll, SAC, BIRT, and WFA will migrate to the new common super domain.

OK, What do I need to do?

First of all read carefully the Customer/Partner Guide

It supposed that SAP SuccessFactors will contact each client and will provide guidance of the solution offering the opportunity to migrate to the CSD. At the end the process will be made as a self-service migration through the Upgrade Center.

If you haven't received the alert yet here you is one more time the Customer/Partner Guide with the detailed process.

There are two steps to CSD migration

1. Check Tool checks – These checks will ensure that your tenant is ready for seamless CSD Migration
by checking all the pre-requisites.
2. CSD Migration – An upgrade will be available under Admin Center -> Upgrade Center -> Important
upgrades. When Upgrade Now button is clicked, all the pre-requisite checks(same ones those are
executed through the check tool) are executed and actual CSD migration will start.

Issue Solvers

If the CSD migration process runs into any error, report a support tickets to the LOD-SF-PLT-CSD
component.

For any issues post completion of the migration, SAP suggest to report support tickets to relevant module component where the issue is seen. For example: LOD-SF-LMS component for issues found in SuccessFactors Learning.

Useful Links

SAP SuccessFactors Third Party Cookies and Common Super Domain Rollout
SAP officla blog by @SamanthaMunoz
https://community.sap.com/t5/product-and-customer-updates/sap-successfactors-third-party-cookies-and-common-super-domain-rollout/ba-p/288563
Customer Partner Guide
SAP giude
https://d.dam.sap.com/a/woSFUZA/3PC_Deprecation_CSD_Migration_Customer_Partner_Guide%20Oct242023.pdf?rc=10
Impact of Third-Party Cookies Deprecation on SAP SuccessFactors
file:///C:/Users/FTornaghi/Downloads/Third%20Party%20Cookies%20Frequently%20Asked%20Questions%20April%203%202024%20(1).pdf
3436066 - SSO Configurations with IAS On common super domain cloud.sap
https://me.sap.com/notes/3436066/E
Adoption of Common Super Domain for SAP SuccessFactors HCM suite and Identity Authentication Tenant URLs
Link

Hope this helps!
Give me Kudo!

Creating a “My Team-esque” Story Report for HR Managers + Deep Links

2024-05-08T13:17:51.724000+02:00

Introduction:

Currently SuccessFactors does not have a “My Team” section for HR Managers like it does for Managers/Supervisors.
The aim of this blog is to bridge that gap by creating a dashboard in people analytics.
By using the dashboard, HR Managers will easily be able to see folks that are tagged to them.
The dashboard also leverages deep-links to that they will be able to jump to the live profile of the employee as well as specific portlets within the profile.
After creating the dashboard, a deep link to the dashboard itself can be created and linked on external systems like Work Zone, Share Point, Intranet Sites Etc.
The report is contextual, as in it will automatically show only users tagged to the logged in HR Manager (and respects RBP like all other reports)

Step 1: Creating the query.

The first step is building out the query in query designer.

1) Add Tables:

Based on your requirements, add the tables needed. For the purpose of this blog, I have kept the query rather simple.

Personal information Table
Job Information Table

2) Create a scope filter:

Click on the Create Filter button in the nav bar -> new-filter -> Scope Filtering -> Job Information

Under “Start with” Select Human Resource (You could also select Manager or other relationships based on your requirements and business use case)

Under “Who should be the subject of this report?” select the name of any HR Manager for testing, however once you are done testing, switch it to Logged in User

3) Save the query:

You can now save the query and click on Finish to jump into the story designer page

Step 2: Design The Dashboard

1) Select a layout

You can either design the dashboard from scratch or use a layout. I used the ‘Title Page Report’ Layout and redesigned accordingly.

2) Create required pages

Duplicate and Create additional based on the number of reports you want to have. Example

Home: This will be the base page as seen in the screenshot + deeplinks to the employee profile

Personal Information: This will have personal information data + deeplinks to personal info portlet

Job Information: This will have job info data + deeplinks to job information portlet

Step 3: Creating the home page

1) Create a Cross-Tab table and add in the required fields.

Example: User Id, Username, Name, Division, Department Etc

2) Below the table add text, and use the designer to adjust the size/look of the text boxes

Step 4: Creating deep links for employees’ profile on the home page of the dashboard

1) Right click on the userid column -> Table Function-> Add-> Hyperlink

2) Add the following details:

The External URL would be: https://performancemanager4.successfactors.com/sf/liveprofile?selecteduser= User ID

(Please adjust URL based on data centre/instance/environment )

When inputting the external URL, the User ID bit needs to be selected:

3) After saving you would be able to click on the user ids to jump to the employees profile

Step 5: Adding links to the text boxes

The next step is adding links to the text boxes below the report on the home page.

1) Right Click on the text-> Add->Hyperlink

2) Enter the details as required.

3) After saving you would be able to click on the text box to navigate to the Personal information page created in Step 2

Step 6: Adding a deep link on the Job Information Page

1) After creating a Cross-Tab Table on the Job information page, follow Step 4 to add a deep link

2) However, for the External URL use the following:

https://performancemanager4.successfactors.com/sf/liveprofile?blockType=JOB_INFO_BLOCK&selecteduser=User ID

(Please adjust URL based on data center/instance/environment )

3) After saving, when you click on user id, it will directly take you to the Job Information Portlet of the employee

Step 7: Repeat Step 6 for Other Pages and Portlets

You can then create multiple pages to show data from different portlets and then deep link to those specific portlets

Example: Personal Information, Job Information, Compensation, Emergency Contact, Custom Portlets Etc

You have successfully created a My Team Inspired Dashboard For HR Managers!

Pro Tips:

You can create personalized greetings- Hello “Name”, Welcome to your HRBP Dashboard (Right click on text-> Dynamic Text -> Name)
You can add icons, images and texts to beautify the dashboard
You can add a Back Button Image, and link it back to the home page of the dashboard
For more information on deep links please take a look at my blog: Deep linking to SAP SuccessFactors Standard Portlets and Custom MDF portlets
For more details on Deep Links in story reports, check out this KBA
After the story is ready, from report center you can generate a deep link to the story which can be placed in other systems like Work Zone

Publicize original date/ seniority date/ service date from terminated employment.

2024-05-10T12:57:23.278000+02:00

Hi Folks,

In one of the existing blog Propagating Original Start Date to Rehire with new... - SAP Community we have seen the setup to fetch the original start date from previous employment details. But many of us including me faced challenge with the given Business Rule.

In this blog I will share the setup I have applied for our client requirement to auto populate the employment details dates from terminated record while performing Rehire/ Rehire with New Employment:

Steps applied in system:

- Create new MDF table and link with intelligent services > integration (refer the above blog)

Solution outcome: - after terminating an employee, User Id, Person Id, Original Start Date, Seniority Date & Service Date record will be auto populated in mdf object:

- Now we have to place this in a Business rule, so that whenever Rehire/ Rehire with New employment action performed from 'Add new Employee' hire form. The saved Terminated employees' dates should Auto populate in the dates 'employment details' portlet after submission of the hire form.

- onSave rule for the Employment Details portlet to default the original start date, seniority date & service date from the lookup table using the PersonId field as query parameter:

- Save the rule in Manage Business Configuration- Employee Central> HRIS Elements> employmentInfo:

- To access the MDF object data grant permission:

Hope this rule will help in solutioning the requirement. Thanks for reading.

Regards,

Papia Basu

Automate the Interim Account Update rule using Integration Center Job (Time Off)

2024-05-15T15:12:59.365000+02:00

I would like to introduce the solution to run the interim time account update rule without touching the time-off calendar to carry forward the certain leave balance to next period which is applicable for recurring type time account.

Most of the cases, Customer want to carry forward the certain balance to next period under the recurring - time account type where the booking period is extended. In this case, We have the only option to utilize the interim time account update rule but unfortunately this rule need to be run manually or import the Time Account Change Calendar for some period of time. Many user where failed to execute the time off calendar at the necessary moment and it becomes an additional task for them to track and complete.

I've tried to make the solution of making the automation to run the interim time account update rule with the help of integration center.

Requirements: The Annual Leave 2024 time account has a remaining balance of 30 days. You are permitted to carry over a minimum of 5 days into the 2025 next period (Bookable extended period), which must be used within the first 3 months of the 2025 year. The leave balance is automatically carried forward on the last day of each year.

The following steps has been taken in order to achieve the solution

Time Account Type Configuration.
Time Account Object-level Configuration
Business Rule Configuration.
Integration Center - Job Configuration.

Time Account Type Configuration

On the time account type configuration page, I'm setting up the Account Booking Offset [Months] as 3 Months. This option will extend the booking validity period from 12 months to 15 months.

Eg: Account Validity is 01/01/2024 - 12/31/2024 & Booking Validity is 01/01/2024 to 03/31/2025

Time Account Object-level Configuration

I am enabling a custom field within the time account object, which will facilitate the execution of the business rule during the operation of the integration center job.

Business Rule Configuration

I'm configuring a rule with Scenario: Rules for MDF Based Objects, Base Object as Time Account and Purpose as Evaluate with the following conditions:

If Conditions

If the today date matches with run date :12/31/current-year.
Time account validity year matches with the current year.
If employees have more than five days as leave balance.
If the integration center field has the value as "Yes".

Then Conditions

Delete the old Interim posting record to prevent the duplication of entries in the time account.
Limiting the unused balance to minimum of 5 days.
Resetting the integration center field to "Null" to avoid running the rule during the import or manual intervention.

Attach this rule under Configure Object Definitions > Time Account > Save rules.

Integration Center - Job Configuration

I'm creating the integration center job with following steps:

Create > More Integration Types
Source Type as "SuccessFactors" and Destination Type as "SuccessFactors".
Trigger type as "Scheduled" and Format as "OData V2".
Select the Source entities (Object) as "Time Account" and Target entities (Object) as "Time Account".

Map the destination object fields from Source object fields as shown below.

After mapping, you could able to view the preview records page.

On the filter page, I am applying a filter for Time Account Type to run for specific account. If you need to execute this rule for a specific year, please set the filter so that 'Account valid from' is on or after January 1, 2024.

I'm scheduling this job to run on the annual basis and at the end of the year (12/31/****).

Save and Continue.

Result

The Integration Center job, once executed, will automatically populate the corresponding time account with the interim type record.

Conclusion

After going through this blog, you will understand how to automate the Interim rule and make necessary adjustments as per your needs. I look forward to your opinions and feedback.

Read other SAP SuccessFactors Employee Central blog posts and follow SAP SuccessFactors Employee Central
Please follow my profile for future posts narain42
It would be appreciated if you could Like and Share your valuable feedback in the comment section👍

First Half 2024 Release: What’s New in SAP SuccessFactors Employee Central?

2024-05-15T23:56:43.176000+02:00

The First Half 2024 Release delivers many exciting innovations and enhancements within SAP SuccessFactors Employee Central. These capabilities are designed to improve the user experience and simplify tasks, while boosting efficiency with the help of AI technology. Here is a quick snapshot of what you can expect to see in this release:

New People Profile Experiences
We are excited to unveil two new people profile experiences – the profile preview and the spotlight view. The profile preview provides a quick snapshot of key areas of the employee profile, including job, manager, location, and contact details. Additionally, the spotlight view allows employees to build and represent their personal brand by showcasing skills and competencies, mentoring and target roles, and other relevant personal and organizational information sourced from across SAP SuccessFactors solutions.

Profile Preview and Spotlight View

Refreshed Org Chart
We are also introducing a new org chart experience with a refreshed look and feel. Available on desktop and mobile devices, users can explore their organizational structure with streamlined expand and collapse capabilities. In addition, users can quickly navigate to an employee’s profile preview, with an option to open the new spotlight view of the people profile.

Refreshed Org Chart

Simplified Self-Services
To further simplify the self-service experience, we are introducing additional quick actions for SAP SuccessFactors Employee Central, including the ability to create and edit positions and view and change job relationships. These quick actions are also available in Joule, our AI copilot, and within the SAP SuccessFactors app for Microsoft Teams. Additionally, a new “My Team Positions” experience, accessible directly from the home page, provides managers with a clear tile-based overview of positions. Managers can directly view, edit, and create positions without the need to navigate between multiple screens. And finally, admins and managers can now access a summary of all pending workflow requests, making it easier to keep track of sent and received approvals.

My Team Positions

AI-Assisted Person Insights
We are also excited to share the availability of AI-assisted person insights, a new generative AI feature that gives people managers the employee insights they need by responsibly summarizing complex information from SAP SuccessFactors Employee Central. With this release, insights based on an employee’s compensation and job history are available to help managers lead effective and well-informed compensation discussions.

AI-Assisted Person Insights

Automatic Processing of New Hires
Customers can now automatically process new hires from SAP SuccessFactors Recruiting and SAP SuccessFactors Onboarding into SAP SuccessFactors Employee Central. This capability further reduces the time to hire, such as in cases of mass, seasonal, or high-volume hiring.

New Benefits Enrollment Experience
With this release, we are also introducing a new benefits enrollment experience for insurance, savings, and pension benefit types. Available on both desktop and mobile devices, the guided experience for benefits election makes the process more convenient through improved navigation and increases confidence with side-by-side plan comparisons and embedded instructional text. Learn more about the new benefits enrollment experience here.

These are just a few of the many innovations in the SAP SuccessFactors First Half 2024 Release. To learn more, check out the resources below:

Visit the SAP SuccessFactors Community for release documentation, product videos, and solution area blogs
Watch the 1H 2024 Release Highlights Video, featuring Bianka Woelke, GVP Head of Application Product Management