1.What is SAP SuccessFactors?
Ans: SuccessFactors is a key element that is required for every organization or a project to achieve its mission. They are called success factors because of their explanatory behavior which results in successful performance in the job.
2.What is the importance and benefits of SAP SuccessFactors?
Ans: It is important for suggestions and analyzing the information provided by HR managers to predict the success factor. The benefits of using SAP SuccessFactors are the following:
- Increased productivity
- Better design integrity
- Better analytics
- Enhanced Quality of product
3.What does the Succession Data Model contain?
Ans: The Employee Records are contained in the Succession Data Model. The succession data mode configures the fields that will appear in the Employee’s Personal Information (outside of work) Employment Information (inside of work).
4.What are the other two data models that are used?
Ans: The other two data models used are as follows:
- Workflow rules.
- Event Derivation rules
5.what does Corporate Data Model define?
Ans: Corporate data Models define foundation objects (foundation tables) and their relationships they include Job, Organization, and Pay.
6.Is It too subjective to choose the success factors?
Ans: Success factors are benchmarks concerning subjectivity when dealing with people. The objective standard is an example of success factors.
7. Will it be beneficial for a person who achieves most of the success factors in getting a promotion and salary hike?
Ans: Obviously, the success of the individual is a clear reflection of his job performance and behaviors. It is beneficial during job consideration or the payment review.
8.What do you understand by SAP SuccessFactors?
Ans: SAP SuccessFactors is the cloud-based HCM solution for effectively managing business alignment, recruitment, people performance, and employee learning activities. The whole solution developed on SaaS (Software as a Service) model and suitable every kind of business organizations.
9.What are the key features that are covered under SuccessFactors?
Ans: The key features that are cover under SuccessFactors are recruitment, transfers and changes, HR transactions, time off duration, payroll sheets, extension and integration; compliance, auditing, and reporting, and position management.
10.What would say are the weak spots of Employee Central?
Ans: There are some features that I believe have the potential for improvement and can further enhance the value of Employee Central. The first one is when Foundation Object data changes (for example, the head of a department changes), the data must propagate more seamlessly to the employee Job Information record. The other main area of improvement that I have already mentioned is data imports. The transport mechanism from the Test instance to the Production instance has seen enhancements, but it needs to be further improved as that will have a significant impact on the implementation timeline.
11.If you could give one piece of key advice to a customer who is going to implement Employee Central, what would it be?
Answer: My one key piece of advice to customers would be to utilize the Employee Central implementation as an opportunity to re-examine the ways that they do business. The fact that the solution is so flexible and agile is an avenue for organizations to adopt the product design to build a solution that turns them into an agile organization and hence better suited to thrive in a competitive landscape.
Often many customers do not have forward-looking or streamlined business processes and lack an overall and well-defined strategy for core HR and Talent solutions. It helps to get a head start on that organizational strategy as then it is relatively easy to achieve a high ROI. It is also important to identify your champions of the cloud early on within the organization as these are the folks that will drive the adoption of the newly implemented software working in tandem with your implementation partner.
Employee Central is an excellent excuse to transform the way that HR and the business have been operating and move from transactional to strategic integrated HCM.
12.What If The Employee Doesn’t Agree With The Success Factors That Their Manager Has Chosen?
Ans: The manager uses the job analysis information to determine the Success Factor for the role in conjunction with discussions with the individual. However, it is ultimately the manager’s decision.
13.What if the Success Factor for a role is what the job requires as a technical output e.g. communicating for a careers’ adviser?
Ans: There may be a ‘technical’ requirement to do that but success factors are about ‘how’ the job is done / the behaviors required in carrying out their job.
14.Can we ‘get rid’ of people by using success factors?
Ans: No, this is not the reason why they are developed. They are employed to grow individuals, despite if the behaviors are compulsory for the job there will be no development and it can be a performance issue.
15.How much evidence in assessing Success Factors will we be expected to produce?
Answer: Look over the previous 12 months for examples and pick out the 2 or 3 which demonstrate the Success Factors the most.
16.Define Development and Succession of SAP SuccessFactors.
Ans: Development and Succession of SAP SuccessFactors include various activities that would help the employee to develop talent that could increase the strength of the business organization. The module would help the organization by giving a continuous supply of talents that could meet the necessary targets of the organizations.
17.What is the use of SAP SuccessFactors Goals and management system?
Answers: SAP SuccessFactors Goals and management system are for Human Resource managers for aligning individual employee goals with the target of the business organization and its core values.
18.Define the recruiting module of SAP SuccessFactors.
Ans: With the help of the recruiting module, the company would be finding talented people and hire correct people, who would bring profits to the business organization.
19.Mention some features of SAP SuccessFactors On-Boarding module
Ans: The hiring manager could make sure that new employees have completed all the necessary procedure for new employees. They would also make new hires aware of facilities provided on the new hire portal.
20.Define SAP SuccessFactors On-Boarding module
Ans: SAP SuccessFactors On-Boarding offers enhanced and exceptional set of activities to any business organization for managing new employees from starting.
21.What is the function of compensation management package of SAP SuccessFactors?
Ans: The main function of compensation management package of SAP SuccessFactors is to deal with salary paid to employees of the organization.
22.Define SAP SuccessFactors Portlet.
Ans: SAP SuccessFactors Portlet is a programmable object on the user interface screen of SAP SuccessFactors. The portlet would provide additional resources and charting features to the administrator for processing performances. The administrator could also customize the portlet according to his or her needs.
23.What types of reports can you get from SAP SuccessFactors admin tools?
Ans: There are five types of report that you might get from SAP SuccessFactors admin tools. They are the Response Time Report, Service Availability Report, System Availability, API report, and Use cases.
24.Define SAP SuccessFactors Availability And Performance Management Tool.
Ans: With the help of SAP SuccessFactors Availability and Performance Management Tool, managers would monitor the performance of their employees. The manager could detect any kind of deviation from pre-defined objectives of the company and take steps to prevent such deviations.
25.What kind of support would I get while using SuccessFactors?
Ans: You can get assistance from the managers who would have enough training for assisting the employee. The employee could also get information regarding SuccessFactors documentation on HR website of the business organization.