Introduction to Data Integration
SAP SuccessFactors Compensation is capable of being integrated with an internal and external Human Resource Information System (HRIS). When using an external HRIS, such as SAP ERP, you can transfer employee files using a supported application programming interface (API). For an external HRIS that does not have supported APIs, employee data can be transferred using file transfer protocol (FTP) or through the manual import of a user data file through the Admin Center.
Internal HRIS integration means using Employee Central as the system of record. In the first part of this training course, employee-specific data will be mapped to the user data file instead of Employee Central.
The user data file, which is configurable in Succession Data Model, contains standard general user and compensation fields. The general user data includes status, name, last name, manager, department, and so on. The compensation data includes, but is not limited to, salary, paygrade, job level, local currency code, and so on. The general user data is used by all SAP SuccessFactors implemented solutions, while compensation data is used for compensation planning purposes only.
This unit reviews the data sources used for compensation planning.
Compensation Data Sources
To complete the compensation process, Compensation pulls data from different import files. These files are categorized into Employee Specific and Plan Specific data.
|Employee Specific Data||Plan Specific Data|
|User Data File||Pay Ranges|
|Stock Value Tables|
|Currency Conversion Table|
Employee Specific Data
All user data elements that can be imported for compensation planning purposes is described in the Data Integration tab of the SAP SuccessFactors Configuration Workbook. Employee compensation data is configured as part of the Succession Data Model.
The Data Integration tab in the Configuration Workbook also describes the functionality of pre-delivered standard compensation fields. These fields are optional and can be enabled/disabled in the Succession Data Model, and the implementation consultant will determine which best fits the customer’s requirements.
Custom fields can also be created specifically for SAP SuccessFactors Compensation setup.
During implementation, the Configuration Workbook is intended to be a "living" document and should be adjusted as needed.
You can obtain the latest Configuration Workbook from the SAP PartnerEdge resource.
General User Data File Fields
There are some general user data file fields that clients often want to display on compensation forms but they cannot be mapped directly to SAP SuccessFactors Compensation. Some of the more common fields include:
In order for these fields to be included in compensation forms, they need to be duplicated as custom fields and by using an import key, they can be displayed on the compensation form. The predelivered customizable 01–15 fields in the user data file can be used in compensation planning without being duplicated.
Data Protection and Privacy Features
Several data protection and privacy features are available to customers and some existing features have been enhanced.
The data protection and privacy features include, for instance, the ability to report on personal data changes and the capacity to report on all the data subject’s personal data available in the application. Customers also have the option to configure data retention rules at country level for active and inactive employees that will permanently purge personal data from SAP SuccessFactors applications.
It is the customer’s responsibility to adopt the features that they deem appropriate. More information can be found on the SAP Help Portal: https://help.sap.com/viewer/product/SAP_SUCCESSFACTORS_PLATFORM/latest/en-US
The User Data File
The user data file is configurable through the Succession Data Model. Simple edits such as enabling/disabling fields can be completed using the Manage Business Configuration user interface tool. Observe the following when updating compensation data through the user data file:
Do not import symbols, such as currency symbols (dollar sign, pound sign), percentage sign, or commas.
The full user data file does not need to be reloaded once users are in the system. For some, the compensation user data file fields are only imported before each compensation cycle begins; this is the case when customers would like to "freeze" the employee salary information. When customers like to have a continuous feed from the HRIS to SAP SuccessFactors to maintain the most updated salary information while the planning is in progress, the import job can be scheduled on a recurring schedule in Provisioning.
In Provisioning, under Company Settings, enable Assign Default Required Field Values for new Users if None Specified. When enabled, the Status and Userid columns are all that need to be provided to import selected user data file fields.
Also, be sure to avoid using leading zeros.
Ensure everyone on the compensation data import file is a current active user in the system.
If the user does not exist in the system, they will be assigned N/A values to any required fields.
Import the user data file without compensation fields as many times as needed.
Import the user data file with compensation fields on a need only basis.
Import compensation at least once for the planning cycle.
The percentage field format is in decimals with no percent symbol.
Example: 96.8% is uploaded as 96.8.
Dates are always in the format MM/DD/YYYY.
Manual Import/Export Process
The user data file can be imported and exported in the Admin Center using the Update User Information tool.
The user data file can also be imported and exported from Compensation Home → Actions for all plans.
When using SAP SuccessFactors Employee Central enabled environments, Import Employee Data can only be performed in the Admin Center.
When exporting, always specify to include compensation data to extract compensation-related information.