Introducing SAP SuccessFactors

SAP was founded in 1972 and specializes in developing software to handle all of a company's business processes, including accounting, controlling, sales, purchasing, production, warehousing, transportation, and human resources. The releases delivered so far are listed as follows:

• 1973 SAP R/1
• 1979 SAP R/2
• 1992 SAP R/3
• 2005 SAP ERP6.0
• 2019 SAP ERP6.0 with EHP8
• 2022 SAP HCM S/4HANA

2001 founding of SuccessFactors

SuccessFactors was founded in 2001 by Lars Dalgaard. SuccessFactors was developed as a cloud-based human resource management system with a focus on employee planning and development.

2012 SAP HCM SuccessFactors

SAP acquired SuccessFactors in 2012. SuccessFactors within SAP has evolved significantly in recent years and is now officially called SAP HCM SuccessFactors. Today, the SAP SuccessFactors HCM suite is an evolved, cloud-based human resource management system with a focus on engagement and experiences.

The SAP HCM S/4HANA solution is suitable for customers who pursue an "on-premise" approach.

On-premise thinking is the approach in which companies install and operate their IT infrastructure and software solutions directly on their own premises. This means that hardware, software and data are stored and processed locally on the company's servers.

• Server and maintenance at the customer's site:

  This allows customers to retain independent control over their IT resources, including security measures, data management and maintenance. However, this requires significant initial investments in hardware and software as well as ongoing costs for maintenance and operations. In addition, internal technical expertise and resources for administration and maintenance are required.

• Power user layout (like PA30)

  Transactions for maintaining personnel data are generally intended for power users. Therefore, the operation of interfaces such as personnel master data maintenance is extensive and complex.

• Complex Customizing

  The settings and customizations of the interface, such as adding new fields, are very flexible, but also quite complex.

The SAP HCM SuccessFactors solution is suitable for customers who pursue a "cloud" approach.

"Cloud Thinking" is the approach and philosophy of using IT resources, software and services in the cloud. This approach involves the use of cloud computing services delivered over the Internet and hosted and managed by third parties. The SuccessFactors solution offers the following benefits:

• Low maintenance, frequent updates
• Intuitive, beautiful user interfaces
• Easy adaption of layout

In order to better understand the transition from an HCM solution in the on-premise world to the cloud world, it is important to know the naming conventions in both worlds. This makes it easier to understand, especially in planned integration and migration projects, whether and how a complete implementation of HCM SuccessFactors is possible or can be achieved.

The counterpart to the S/4 HANA Talent Management component in SuccessFactors is:

• Recruiting
• Onboarding
• Learning
• Succession and Development
• Performance and Goals

In the SuccessFactors environment, Organizational Management (OM) is referred to as Position Management, Personnel Administration (PA) is referred to as People Profile, Personnel Time (PT) is referred to as Time Off/Time Tracking, and the Payroll component is referred to as Employee Central Payroll (ECP).

The SAP SuccessFactors Platform is the building block of the SuccessFactors application suite. The platform is the foundation on which the operation of one or more modules such as Performance & Goals or Recruiting can be set up. Fundamental platform aspects are role-based permissions, the theme manager and the people profile for example.

A central module in SuccessFactors is Employee Central, which enables cross-module management of personnel master data. The modules are basically divided into two categories:

1. Core HR & Payroll
   • Employee Central
   • Benefits
   • Time and Attendance
   • Payroll
   • Position Management
2. Talent Management
   • Recruiting
   • Onboarding
   • Performance and Goals
   • Compensation
   • Succession and Development
   • Learning

What is the SAP SuccessFactors Instance (Frontend)?

After implementing one or more modules, users can log in to the so-called instance (frontend). Key users, administrators and normal users all have access to the SuccessFactors homepage. Many settings, such as selecting the language or adding fields to layouts, can be made directly in the instance. This allows the customer to make very company-specific adjustments to the user interfaces themselves.

What is SAP SuccessFactors Provisioning (Backend)?

Provisioning is the backend system of your SuccessFactors system. The configuration tool offers numerous settings and options. In Provisioning you can specify which modules are activated, which languages ​​you use in your system and which settings you make for each module. Here you can also upload templates, export templates and schedule jobs. Other functions are used to activate or deactivate global or module-specific settings.

Only selected consultants and certified SAP partners are allowed to make settings in the backend system. This serves the customer's security and ensures that improper configurations do not have serious negative effects on existing data records and operation.

The following figure shows an overview of the main components of an SAP SuccessFactors system:

1. Instance (Frontend)
   • Use by key users, admins and "normal" users
   • Approximately 80% of the adjustments and settings are possible
2. Foundation Platform with possible modules from the areas of Core HR & Payroll and Talent Management.
3. Provisioning (Backend)
   • Only authorized SAP SuccessFactors consultants and implementation partners are granted Provisioning access.
   • Approximately 20% basic settings such as company settings and activation of module-specific settings.

SAP SuccessFactors Platform is the foundation of the application suite. Platform capabilities are grouped under three main areas:

1. User Experience:
   • Homepage / Theming - Themes control the look and feel of the system. You can use the theme features to match your company's branding or style to the user interface.
   • Action/ People Search - You can search for common actions and pages using the search box at the top of each page of the interface. Action search can be customized to meet your company's needs.
   • People Profile / Quickcard - the person profile makes it possible to view and edit a person’s entire profile on a central page.
   • Mobile
   • Photos
2. Technology:
   • Data Protection & Privacy
   • Integration /Services
   • Meta Data Framework
   • Reporting Embedded
   • Analytics
3. Administration:
   • Security
   • Monitoring
   • Upgrade Management
   • Role-Based Permissions

These essential platform capabilities are not module specific but are intended for use by all modules.