SuccessFactors EC home work
Employee central has the following key features: (based on foundation objects)
HR Transactions Key are date effective or retro dated.
Employee Self Service – Employees can update information They can update personal data (address, name, emergency contacts, marital status, interests, career interests, etc.) update bank information, and access payroll and benefits portals to make or change benefit elections, contributions and tax info.
Manager Self Service – Managers can access employee information for which they have security rights. View personal information, employment history, salary history, training history, performance history, education information, professional awards, languages, proficiencies, external work history, and more. An intuitive interface allows managers to initiate and execute many types of changes for anyone on their team: promotion, relocation, termination, bonus, salary change, etc
Workflow tracking of approvals – Create and manage as many levels of approvals as needed for selected transactions. Track Workflow approvals and historical data.
Org Chart: HR professionals, managers and employees can use the org chart to browse your organization and understand department structure and reporting relationships.. You can also view information about a person’s managers, the position organization chart provides a graphical representation of positions in your organization, who occupies them, and how they relate to other positions, whether those are higher-level positions, lower-level positions, or peer positions. You can also create positions and position requisitions there.
Notifications: Automated notifications of status changes, compliance, new hires, terminations, etc., for HR professionals, managers and employees for which they have security rights
Job Changes: Change job information and/or job relationships for any user-defined selection of employees to efficiently execute organizational changes or manager reassignments affecting large numbers of employees.
New Hires and Onboarding
New Hire Information – Pull new hire information directly from SAP Success Factors Recruiting Management, removing the need to re-enter data between employment stages.
Employee Information – Track work demographics such as: position/job info, supervisor/manager, function, location, business unit and division, department, , legal entity, cost center/general ledger code, gender, nationality/ethnicity (where legally permitted) marital status, date of birth, ID number, Social Security number, allowances, emergency contacts, province, etc. Capture and update employee type: regular, full-time, part time, contractor, consultant, contingent, co-op or student hire Capture information like visa/green card expiration dates, nationalities, passport number/place of issue and languages spoken.
Onboarding: Process new hires efficiently, including connecting new hires with the right people and relevant information, required forms and task management.
Changes and Transfers
Track Employee Status Track whether employees are active, on leave or terminated. Track Employee Transfer Information Track employee transfer information, including reason for transfer, transfer date, transfer to and from departments, transfer from one company to another, and transfer supervisor. Track Specific Change or Transfer Dates For each employee, track dates of hire, rehire, seniority, adjusted service, anniversary, effectiveness of union code, transfer, termination, retirement, and promotion. Leave of Absence Track dates and information pertaining to employee leave of absence and return. Global Ex Assignments Support transfers between countries. Includes the ability to have different employee arrangements between the same countries. Promotions and Demotions Track & maintain data pertaining to promotions & demotions, including grade change, title change, transfer, responsibility change, cost center change, and step progression. Terminations Initiate termination, and track all relevant data, including termination dates (termination effective date, last day worked, pay through date, next pay date, etc.) termination reasons, rehire eligibility status, severance, and customizable term checklists.
Position-Driven Succession Management Relationship – position hierarchy that supports planning for succession of a vacant position as well as nominating a To Be Hired person as a successor to an Position-Driven Recruiting A job requisition may be initiated from the position organization chart. Customer configurable rules use position data to determine the appropriate requisition approvals and application processes. At the end of the recruiting process, Recruiting Management sends the job, application and offer data into SAP SuccessFactors Employee Central for new hire processing, and the candidate-to-employee conversion preserves the candidate’s profile data and historical application information.** Create Positions, Store and Track Related Information Create one or more positions online with appropriate controls. Store & track position category (regular, part-time, season, interns, confidential), job description, job title, grade, business unit, division, department., supervisor name, name of previous employee in that position, and name of employee.
Track and Maintain Position Reporting Relationships Track and maintain a position-based organizational structure. Manage how a position type report to another. Easily reclassify positions and reporting relationships within position control tables. Position Vacancy Tracking Track and maintain open positions and vacancies easily in the position-based organizational structure. Track Status/Events Track status & events associated with a position.
Validate Job Codes and Job Descriptions for Positions Validate job codes and job descriptions for positions; for example, a position must be submitted with a valid job code and description
Calendar and Work Schedules
Holiday Calendar and Work Schedules Define the days and times your employees will work. Absence Management Allow your employees to request different types of absences by using their mobile device or desktop. Define time types for absences such as vacation and sick leave, but also for long-term absences such as maternity leave, which might cause an employee status change. Implement validation rules to carry out specific checks while absence requests are being entered by the employee. Use custom fields if additional information should be entered as part of an absence request. Time Accounts Track absences against balances on time accounts. Create new entitlements or regular accruals based on rules for time accounts and make them available to employees. Define period end processing rules to close time accounts and carry over balances. Enable HR Administrators to view employee time account balances to make changes or request absences on behalf of others. Workflows Approve or decline absence requests. Use alerts and notifications to inform an employee if somebody has entered an absence request on their behalf. Reporting Use standard reports to gain information on employee absences or time account balances
Payroll Time Recording Allows employees to record their working time or any other attendance time. Create your own time types, such as working time, administration, or travel time, to differentiate among various attendance types. Overtime Calculation Define flexible daily or weekly overtime calculation rules. Set up overtime thresholds (for example, 10 hours per day), or sum of planned times per week. Choose which absence types shall be incorporated into the overtime calculation and which will not. Define if public holidays shall be incorporated or not. Pay Type Generation Set up rules to generate pay types for base hours, paid absences, public holidays, and overtime hours. Cost Center allocation Allow employees to record times to different cost centers. For all pay types that are generated based on this time recording (base pay, overtime pay, etc.), a cost center split is performed. Approval Approval workflows can be configured for time sheets. If an approval workflow is set up, approvers can approve or decline the time sheet. Reporting Standard reports allow reporting on hours recorded, unapproved timesheets, and generated pay types.
Reporting, Compliance and Auditing Table Reporting, Compliance and Auditing Key Features and Descriptions Key Features Description Standard Reports Generate any number of standard reports (data audit, outof-the-box HR reports, turnover reports, executive dashboards, etc.), run them on the fly or on a predefined schedule, and generate them in local languages. Online Report Designer All fields in SAP SuccessFactors Employee Central can be reported on. Use the online report designer to build customized reports. Shareable Reports Publish reports to any number of constituents based on security access rights. As-of-Date Reporting Run reports based on data beginning on a specified date. Date Range Reporting Run reports based on data within a specified date range. Audit Reports Run various audit reports including, audits of inactive users, audits of unauthorized user attempts, and security reports of users’ capabilities by function. Audit Compliance Includes audit tracking and reporting to support audit standards, Sarbanes-Oxley compliance, and compliance with other government regulations. Audit Trails View audit trails of current changes being made in a comprehensive report, including when data is updated as a result of interface/integration with another application. Compliance Supports statutory and regulatory compliance through localization by delivering country-specific functionality.