HRSF

Unit1: 
 What is SAP SuccessFactors ?
founded in 2001 and acquired by SAP in 2012. {It is a full service set of
cloud and on-premise solutions for Human Capital Management (HCM).}

SAP SuccessFactors is a valuable human resource management system

(HRMS) solution that streamlines numerous HR tasks and activities, such
as {payroll, talent management, and people processes} recruiting, on
boarding talent management, payroll and people analytics, to help make
the entire HR process run more smoothly and improve the overall
employee experience. {It is primarily developed to meet the needs of
enterprise-class organizations. SAP SuccessFactors can also help users to
boost business processes and achieve desired outcomes.}
SAP SuccessFactors is cloud-based and built as a Software as a Service
(SaaS) tool. It can integrate seamlessly with any existing ecosystem. This
solution can easily be accessed from any web browser, from any
location, with any device.

SAP SuccessFactors was founded in 2001 and acquired by SAP in 2012.

It is a human resource management system solution that streamlines
numerous HR tasks and activities such as recruiting, on boarding, talent
management, payroll, people analytics, and more. It can integrate
seamlessly with any existing ecosystem. It can easily be accessed from
any web browser, from any location, with any device. 

 What is the Instance?

Front End system that the customer uses 

 What is the Provisioning?

Provisioning is the key configuration tool that SAP SuccessFactors uses to
control many aspects of the customer instance. The back-end system,
only consultants and support team are allowed to access it. 
use Provisioning for the following purposes:
 To modify company settings, such as enabling new features
 To turn purchased modules on or off
 To create administrator accounts
  To download and upload templates that contain custom
configuration 
 To enable language packs

 What is the Admin Center?

Provides a consolidated on-page view of admin tools, alerts, and
upgrade information. You can access all the tools needed for Admin
tasks. 

 What is Proxy?
Proxy is used to log into someone else’s account and act as that person. 
You cab restrict proxy assignments to a specified time range. The feature
is often used to make sure documents are signed-off while a specific
person is out of the office, or on leave for a period of time. 

 Text Replacement 
You have the ability to change words that display on different places in
the system manually through TR. must be configured for all possible
versions of a word. If a system label is not in TR, you can use Manage
Languages

 Company Dictionary
Allows you to add words that are particular to the company, like the
company’s name or products. When you run the spell checker those
words will not be flagged as incorrect. 

 Configuration Check Tool

If SAP SuccessFactors applications are behaving in unexpected ways, it is
likely that it has a configuration or data conflict. The CC quickly identifies
these types of problems so you can avoid support ticket.
The history of check result is retained and users can review it. 

 User Interface (UI)

SAP Fiori is the common set of design principles and UI standards at SAP,
it provides a modern user experience. 
You can set a new header from Provisioning. 
The Settings give us the ability to change the default local, define new
password, give proxy rights and more. 
The Main Menu is used to navigate the system and access different
modules. The modules access are controlled but their RBP. 
The Search Bar is used to do an action or navigate to an employee’s
profile 
The Home Page provides Users with info and tasks regarding their roles. 
Manage Home Page and To-Do are also available for administrators. 
The latest home page experience includes:
Quick access to frequent actions, dynamic and individualized content for
users, a banner image for branding. 

 What is Role Based Permission (RBP)?

Is a security model that allows the restoration and granting of access to
the SAP SuccessFactors HCM Suite. It controls access to the applications
that employees can see and edit. 
It contains three main elements: 
1. Permission Groups\ set of employees who share certain attributes
and require access to a similar set of tasks. 
2. Permission Roles\ set of permissions for access and tasks. 
3. Target Populations\ groups that are assigned to permission roles
when the permission granted is on performed on behalf of other
employee. 

 What is the Upgrade Center?

Allows admins to easily upgrade different areas in the system and it
shows the important, recommended, and optional upgrades 

Unit 2:
Recruiting 
 What are the keys areas of Recruiting?
1. Recruiting Posting\ allows you to past jobs to the desired sources. 
2. Candidate Experience\ the SAP SuccessFactors System that
customizes what candidates see when they apply for jobs. 
3. Recruiter Experience\ system tracks candidates through the
application process

—————
 What is Candidate Experience?
The process that an applicant takes to search and apply to jobs. 
 What is the Career Site Builder (CSB)?
It is an SAP SuccessFactors Recruiting: Candidate Experience site that a
customer can maintain with little help form SAP Support or from CSB
Administration Tool. 
 What is Talent Community?
It is one of SAP SF Recruiting: Candidate Experience features that
candidates opt in to Talent Community even if they don’t apply to jobs
and are kept notify of jobs matching their interests.  
 What is Job Alerts? 
Are automatically added depending on the candidate’s interests. 
 What is Advanced Analytics?
It combines the data from Candidate Experience and Recruiter
Experience to create a full line-of-sight data from a candidate’s first visit
to their eventual hire. It produces insight into which sources produce the
best candidates and allows you to adjust your media spend accordingly. 
 What is Candidate Relationship Management (CRM)? 
SAP SF Recruiting evolves from an application, tracking system into full
cycle, candidate engagement system, providing a seamless workflow for
candidates from application through the on boarding process with CRM.
The features of CRM are landing pages, talent pools, email campaigns,
correspondence, candidate profile, candidate search. 

——————
 What is Recruiter Experience?
Provides a multi-channel approach that places job opportunities in front
of the right candidates. Maintain contact with candidates. Facilitate a
strategic recruiting process. 
 What is Job Requisitions Page?
It is where most of the Recruiting activities take place, and it is a hiring
request that kicks off the recruiting and hiring processes. Describes the
role such as job description, location and other revenue details. 
 What is Job Posting?
Once the job requisition has been approved, the recruiting user
composter quotation to the internal or external career site. 
 What is Candidate Selection Management?
Providing the proper permissions to the recruiting user to manage the
recruiting process that may include reviewing the application,
conducting the pre-screening activities, scheduling interviews,
conducting background checks, and approving the offer before it’s sent
to the selected candidate. 
 What is Talent Pipeline?
It’s used for viewing and filtering applicants in each specific status. 
 What is Interview Central?
It’s a Lowe’s the interviewer to provide numeric rating and comments on
each candidate.
 Background Check
The Integration between SAP SuccessFactors and First Advantage allows
joint  customers to initiate I receive results of background check and
drug screens on candidates directly from SAP SuccessFactors system. 
 What is Offer Management?
Allows recruiting users to send offers for approval before they are
extended to the candidate and it includes Offer Approval and Offer
Letter. 
 what is Job Requisition Route Maps?
Used to determine the approval path of a new requisition. 
 What is Job Requisition Templates?
It defines the fields that users will fill out for their requisition, as well as
the read/write permissions for each role. 
 What is Question Library? 
When creating the requisition you can add pertinent hiring questions to
ask the candidate. 
 What is Recruiting Posting?
It assists users in posting their jobs to the correct job boards. 

Unit 3
Onboarding 
 What is the meaning of Crossboarding ?
It is an internal hiring process
 Give me an overview of Onboarding?
Provides the tools to ensure retention, engagement, and productivity
not only with hiring new employees, but with every step of employee
life cycle, from new hires, entering the company, to employees moving
to new roles, to employees moving on outside of the organization. 
 What is Onboarding Process?
The new hire process requires a new employee to complete and sign
paperwork, including national, local, and corporate forms. 
 What are the Key Components of Onboarding ?
1. Dashboard: provides real-time information about the status of all
new employees as they step through the onboarding process 
2. Wizards: all of the processes are completed with wizards that will
guide the user through each step. 
 3. Forms
4. Notifications
5. Signatures
 What is Onboarding Homepage Tiles?
Paperwork, massage from my manager, people to meet, where to go,
meetings, and more. 
 What is Offboarding 2.0?
Allows tou to set up a seamless exit process fir employees leaving the
company. This can also referred to as the termination process in a
company. It can be implemented as a stand-alone product or without
Onboarding solution. 
 Onboarding 1.0 and 2.0 can be implemented or enabled on one
SAP SF instance. 
“I didn’t write about Onboarding a lot, so if you have time check on it”

Unit 4
Employee Central 
 What is the Employee Central?
It is a cloud-based HR solution with the following functions:
1. stores HR records for all employees and company’s organization
and job structure. 
2. Keep transaction records and corrections history. 
3. Supports self-service tools
4. Stored information can be utilized by SF Talent Management
modules.
5. Available add-on futures. 
 What is Employee Central Data?
It belongs to one of three categories:
1. Personal Data: employee data that us independent of
employment such as date of birth. 
2. Employment Data: data about an employee that is connected ti
their employment such as job title. 
3. Foundation Objects: used to set up data that can be shared across
the entire company such as departments. 
 What is Personal Information Page?
Includes non-business information pertaining to the employee, such as
national ID. 
 What is Employment Information Page?
What is the core of the HRIS system. It contains job, ambition
information, as well as employment details. Such as hire date.
  What is Employee File?
Which contains all and employee’s personal information, compensation,
information, and status. 
 What is Effective Dating in Employee Central?
It means that the {system stores in history of changed over
time} information records in Employee Central capture time as part of
the data record that is stored in SAP SuccessFactors. The system defines
the start date for these fields as the effective date and the end date as
December 31, 9999. upon entering a new record. This is Tim looks at the
effective date and inserts it into the history. 

 What is the Transaction?

It is a change to the employee record. 
 What is Workflow?
What is an approval process. 
Actions like transfer, job changes, pay rate changes, and promotions are
transactions that can initiate I want the flu approval process. Self service
transactions don’t initiate a workflow process. 
 What is Event and Event Reasons?
Employee Central records employee transactions as events which serve
as the historical record for the company, and these events cannot be
changed.
Event reasons are used to define more specifically the reason why an
event has taken place. {provide additional contextto events} 
They are Foundation Objects and can be customized. 
Event and even reasons can trigger workflows. 
Example: 
 What is Self-service?
Employees and managers can make minor updates to an employee file
without workflow. 
Example: updating employee contact information. 
 How ti add New Employee?
When an organization first implements SAP, SuccessFactors employee
Central existing employees are added to the system using an import, but
once the system is up-to-date, new employees are added by a system
administrator. 
1. Add New Employee button on the Org Chart. 
2. Add New Employee tool in Admin Center.   
 Talk about New Hire Process Steps?
 1. Identity: user completes the fields for the new employee’s name,
biographical information, national ID, and the hire date. 
2. Personal Information: home address, contact numbers. It displays
under the Personal Information section. 
3. Job information: organization, manager, job code. It displays
under the Employment Information section. 
4. Compensation information: salary, bonus, and it displays under
the Employment Information section. 
 What is Business Rules?
Used as a way to maintain, consistent application logic on the
occurrence of an event.

Business rules are used to add application logic to determine the

outcome of a change made to particular data in the system. For
example, you can set up business rules to trigger certain actions when
data is added, changed, or deleted from the system.

Example: trigger an approval, auto fill data, trigger an error message or

additional information. 
 What is Approval Workflow?
Can be initiated was a change is made to employee data. The workflow
is put into place to ensure that everyone involved in the transaction is
aware that a change is taking place, and it will display on the Homepage
on the Take Action tile. 
 What is Payroll Control Center (PCC)?
Page 81

Unit 5
Overview of Performance and Goal Modules 
 What is Goal Management?
It’s allows users of managers to set up meet goals on personal level or
on a company-wide basis. 
 What is Performance Management? 
It allows managers and users to review an employee’s goals and
competencies and aligns the objectives of the organization with the
employees’ agreed measures, skills, competency requirements, and
development plans. 
 What is Goal Plans? 
They are a lion work sheets, used by the employer and managers to
create performance goals, and one central place and track progress
throughout the year. 
 What are the Types of Goals?
1. Public Goal: visible to any user looking at goal plan. 
2. Private Goal: only visible to users, who specifically have a
permission to view private goals. 
3. Group Goal: a girl that can be applied to a set of people equally. 
4. Team Goal: a goal that is created by a manager for their team. 
 What is the Goal Library? 
What is a list of goals that the user can select and add to their Goal Plan,
or the Goal Plans  of their direct reports, depending on their permission
and your business processes. 
 What is Qualtrics? 
You can use Qualtrics to request feedback from employees are
managers during the different steps that happened at the end of a
performance review. Like survey. 
 What us Route Maps?
Route Maps establish the workflow and the steps the employees follow
during the performance review process, and there are three stages of a
route map: 
1. modify stage: users can edit various aspects of the Form. 
2. Signature step: the form is locked from editing, and is read-only
except for the signature section. 
3. Completion: the review form is completed and it is read-only. 
 What is Team Overview?
It is a tool that allows managers to get a one page list of their direct
reports and evaluate their performance, depending on the status of a
performance form. 
 What is the Continuous Performance Management (CPM)?
ETA Lowe’s employees are managers to record activities and
achievements. This can then be discussed throughout the year rather
than only during the performance cycle as with performance forms.
 What is the Key of CP?
1. Activities: record your efforts, and what you working on
throughout the year. 
2. Achievements: record your accomplishments throughout the
year. 
3. Feedback: general feedback requested from others. 
4. Topics
 5. Capture meeting: 
6. Coaching: guidance and feedback from managers, to improve the
performance of employees. 
 What is Calibration?
It allows managers to discuss how to apply similar performance standard
for all employees and help eliminate any potential manager bias. 
 What is 360 Reviews?
It allows individuals to ask feedback from a variety of sources. It can be
used as developmental surveys to identify employee Blindspot’s, and
hidden strengths to guide development. Participants in the 360 review
process can include peers managers, direct reports, and even external
parties, such as customers. 

Unit 6
Learning Management System
 What is the Learning Management System?
It allows users to assign and complete learning items such as courses. 
 What is Admin?
A person with the ability to create an assigned learning records, run
reports, and mark training completion for users. 
 What a user can see in LMS Home Page?
Learning Assignments, Curricula, Learning History, and more. 
 What a manager can see in LMS Home Page?
Viewing assigned training and curriculum status for their employees,
assign items and curricula, registering users ti classes, and more. 
 What an instructor can see in LMS Home Page?
Viewing their scheduled courses, viewing students, tracking attendance,
launching a feedback, and more.
 What an Admin can see in LMS Home Page?
Making training assignments, schedule training classes, track class
registrants. 
 What is Competencies? 
They are measurable attributes such as skills, abilities, knowledge, or
behaviors. 
 What is Security Domains? 
Allocation for certain records in the system that is used in the security
model to provide or restrict access to certain administrators. 

Unit 7
Career Development Planning (CDP)
 What is CDP?
It offers employees the opportunity to engage in career goals,
competencies, future roles, paths, or mentoring. It includes; 
1. Development Plan: the page where employees and managers can
add, view and update their development goals. 
2. Career Worksheet: Lowes employees to select the future role and
then compare their current competencies with the ones required
for the future role. 
3. Career Path: displays information about expected path for a
position or various positions. 
4. Mentoring: it is partnering with a more experience colleague to
enhance knowledge, skills, and self-awareness in a certain area.
Through career development planning you can formalize your
mentoring process by using the program wizard to identify details,
determine mentor and mentee groups, and set timelines for each
individual program. There is three program options:
1> supervised: Admins invite mentors, and mentees, and can manually
edit matches. The date is strict.
2> unsupervised: Admins invite mentors and mentees. Mentees send
request to mentors without involving Admins.
3> open enrollment: doesn’t have strict dates and are open to all or a
subset of the company. Users can be mentors, mentees or both at the
same time. 

Unit 8
Succession 
 What is Succession Management?
It’s enables organizations to retain their talent identify talent gaps and
create succession plans by nominating employees to positions aligned
with expertise and career aspirations. Successors are identified via the
Add Successors feature. 
Goals: identify candidates for key positions, filling positions rapidly,
increasing employee engagement. 
 What are the Succession Nomination Methods?
1. Role-Person Nominations: the most simple message and it’s used
mostly for replacement planning. And in this nomination method,
the Succession Org Chart will display the user hierarchy, and the
successors will be associated to a combination of UserID +
 JobCode. This method focused on the person rather than the
position itself. Example:146
2. Legacy Position-Based Nominations: 
3. Metadata Framework Position-Based Nominations. 
 What is Talent Pools?
Allow you to nominate employees to category, skillset, or job family
rather than the a specific position. 
 What are the Types of Nominations?
1. self-determination. 
2. Manager nomination. 
3. Reporting structure based nomination. 
4. Pool based nominations. 
 What is Position Management?
It allows for successors to be nominated to positions not to the person
currently in the position. Thus, it also allows the nominating successors
to positions that are not filled, called TBH (to be hired) positions.
Methods of Position  Nomination are Metadata Framework (MDF)
Position Management, and Position Model.

Unit 9
Compensation Management
 What is Compensation Management?
Provides managers with relevant information for making decisions on
salary, promotions, equity and stock adjustments according to
individual, group or company-wide guidelines. 
 What is the Variable Pay?
It is the bonus of employee compensation. 

Unit 10
People Analytics 
 What is Workforce Analytics?
Helps customers to gain insights into how investments in talent are
impacting business outcomes, increase visibility into workforce trends,
risks, and opportunities, to improve the distribution of talent
management metrics to front-line managers. It doesn’t belong to
platform. It requires an implementation project.