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On Friday afternoon we at ASUG were briefed on yet another SAP announcement impacting HR customers. Upgrade2Success further solidifies SAP's intention to continue to invest heavily in cloud by supporting their 14,000 on-premise customers' transition to cloud in some concrete ways.

 

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What you need to know

 

Upgrade2Success is the first in a planned series of offerings from SAP to help customers on their journey from on-premise to cloud. It combines a number of existing programs and tools that SAP has had - value engineering, rapid deployment solutions, model company, and more. A significant focus of the program is helping customers build their own roadmaps. This may employ tools like SAP's Optimization Pathfinder which is designed to facilitate innovation for ERP.

 

Done correctly and with an unbiased eye, personalized roadmaps would be invaluable for any customer.  The usual "buyer beware" cautions would apply here, although, in our conversation with Steven Spears, Chief Revenue Officer of SuccessFactors, SAP has committed to enabling what is in the customer's best interest.

 

[Hint: this is where your Americas' SAP Users' Group can help ;-)  Participate in our education programs, ask questions - we'll get the right answers for you.]

 

Another aspect of Upgrade2Success which we only touched on in this briefing with SAP is the concept of ensuring customers' success with their move to cloud. How exactly SAP will be able to guarantee this is not yet clearly defined. Steven did say that partially this will rely on the Preferred Success plan which includes methodologies and advanced support during a customer's implementation. 

 

Is there a cost for customers to engage with Upgrade2Success

 

Commercial terms of this program were not revealed to us. However, what we do know is that some of the services or tools that have been packaged into Upgrade2Success have already existed for customers without additional cost. It's likely that as you get more engaged in deeper conversations, and interact with SAP consultants there will be a sliding scale of fees -- yours to negotiate with your SAP account rep.

 

You have options: Upgrade2Success or Remain On-Premise

 

The Upgrade2Success is a companion piece to another SAP press release which I described in SAP releases a new option for customers who want to keep HR on premise. The S/4 HANA "Sidecar" described in that blog received varied reactions.

 

  • Read a recap of analyst and social media point of views in in the Diginomica article by Den Howlett.
  • DSAG, the German-speaking user group's response was: “It is great that SAP will now offer an on-premise solution until at least 2030, providing many of our members with some real options for the first time."
  • ASUG's own media analyst, Craig Powers presents a balanced perspective of what that announcement means to ASUG members.  We (ASUG) are an ERP group and our customer companies are looking at the total solution - not just HR.  Having options is important.  Understanding those options is even more important.

 

The bottom line is that SAP seems to be attempting to meet a variety of customer's needs by encouraging steadfast engagement in new technology without totally "ripping the rug out from under" customers' current solution. Read the blog to understand your options.

 

When should you move to cloud

 

There's no wrong time to start the journey of discovery -- by investigating, learning and understanding what this shift will mean to your employees, your HR and IT teams and to your business.

 

SAP has long stood by it's mantra that customers can move to cloud at their own pace. One of the distinct advantages of the SAP SuccessFactors product versus some of their competitors is this fact: customers do not have to dive into investment of the entire suite to experience the benefits of cloud. Change can be gradual - or as gradual as end-of-mainstream maintenance will allow.

 

We should all be looking at our technology investments today and every day. Things move too swiftly in our digital world to put it off until tomorrow.

 

We're here to help.

 

You have a community here in ASUG with a vast variety of perspectives, connections and insights - customer to customer, customer to partner or customer to SAP. Open up the dialog - we'll jump right in with you.

 

 

pssst . . . keep your channel tuner pointed right here. . . there's more to come....

What do HCM leaders need to know regarding data governance, fiduciary responsibilities, and compliance as they relate to benefits and ACA across Hybrid/Best in Class Technologies?

 

ACA’s inception has required highly complex data sets of HR/PR/Benefits/LOA and Time to be mashed together to document the employment status of an individual, eligibility for health coverage, the offer of coverage, MEC attestation, and affordability for an individual and their dependents.

 

The ACA is really the amalgamation of everything the business is doing.  The data sets come from core HCM rules engines that were designed for one purpose and now that data is being extrapolated for the use of Annual Health Care reporting to the US Treasury.  The result is transparency into how business processes align or have gaps in employee record keeping.

 

We're tackling these issues in one of our 2018 roadshows: Recharge HR Compliance, Payroll and Benefits February 27 thru March 14.

 

Join us as experts from ADP help to uncover the following:

  • @Lessons learned from client data who are using Hybrid systems and ADP’s ACA service revealing on average that clients have experienced double digit monthly error rates and measurable 1095-C form error rates when audited down to an individual record before correction
  • How data quality threads into how the IRS is using 1095/1094-C forms in issuing penalty assessments on Form 226J that are calculated on a monthly basis
  • What are the downstream costs of these errors to your people and your organization which can have compounding effect 

 

As always, we'll be talking best practices. You will learn how to uncover issues and tighten up processes to keep up to date through all key departments to eliminate errors from surfacing on penalty notices, cost leakage, as well as provide the right structure and the right sense of care for your people to be successful.

 

Register to attend a one-day workshop. The program is designed with ASUG's highest quality standards and will also provide two Professional Development Credits for your SHRM professional recertification.  

 

 

Contributed by ADP

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For some of us, older technology still holds its appeal, especially if it's still works.

 

Here's the truth: cloud isn't for everyone. Not yet. When influencers met with the SAP SuccessFactors product team in San Francisco last month, we heard Mike Ettling, President of SAP SuccessFactors say, "It's time to love on-premise customers again." Not that anyone every stopped loving all you diehard fans of the solid, consistent, sturdily built on-premise SAP ERP HCM model. It's just that there's this shiny new model that looks so pretty and might give us more bang for the buck.

But on-premise customers have been feeling somewhat shunned by software vendors pushing cloud - or Software as a Service (SaaS) as it is also known. And SAP is exercising empathy towards those customers. After all - empathy is the heart of design thinking, a methodology in which SAP developers strongly believe for creating successful business innovation through technology.

The question is: what can customers expect from this renewed attention to on-premise customers? I'm not sure. Yet. But I am asking questions and I encourage you to do the same.

What I do know now is that the idea is being executed internally at SAP  under the name"Project CloudBridge" - diagrammed in the visual below. This model addresses the perception that SAP has not been interacting with or listening to on-premise customers while focusing on their SuccessFactors community.

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There's some truth to that. In fact - if you're reading this - it's likely you know that ASUG - along with other SAP user groups worldwide (Germany's DSAG, UK and Ireland's UKISUG, Australia's SAUG, etc) has been emphasizing the on-premise customer voice to SAP.  So, good news! SAP will be all ears now to hear our feedback.

If you will be at the Sapphire Now | ASUG Annual Conference in Orlando May 16-18, there are opportunities to pursue HR solutions your way. One method, of course, is the "journey to cloud" which you can find in my Recharge HR article So you want to move to SAP SuccessFactors...If you're not quite ready to move to cloud, then let me suggest the following on-premise friendly conference "roadmap" for you to follow. Wherever you go, whatever you do, ask questions and find the love in SAP solutions. See you in Orlando!

Find your on-premise story in ASUG's Education Zone at Sapphire Now | ASUG Annual Conference:

Tuesday, May 16, 2017 – Orange County Convention Center South Concourse

 

11:00 am

S210CD - SID HR8929

 

Your chance to ask Mike Ettling, President of SAP SuccessFactors: Join me at HR Community’s opening keynote where Mike will present "Your People, Not Your Technology, Are at the Heart of Transformation."

 

Then grab some lunch from the serving stations around the convention center, and head to the next session.

12:30 pm

ASUG HUB - SID HR7842

We're influencing SAP Learning Solutions on-premise. Join this interactive influence session led by customer Angela Grah, Pacific Gas and Electric together with Rose Loisi, SAP AG, and Sharon Newton, hyperCision and a design thinking coach.

 

2:00 pm

ASUG HUB - HR9213

Ask Yvette Cameron, SVP Global Strategy for SAP® SuccessFactors® - Find Session HR9213 in the ASUG Hub’s Education Theater on the show floor. Yvette is going to present SAP's concepts for helping customers to move to cloud.

 

3:15 pm

S220A - SID HR6851

Head back up to Level 2 of the South Concourse of the Convention Center to Room S220A to learn how Microsoft used Solution Manager to optimize payroll

 

Then head down to the show floor to grab a seat for the afternoon keynote. This will be inspirational whether you're on-premise or cloud.

 

 

4:30 pm

General Session

Life is Good! Join ASUG’s CEO, Geoff Scott and Volunteer Chairman of the Board, Keith Sturgill, Eastman Chemical, as they take the stage to address the community.

Relax and get comfortable to meet brothers and co-founders of Life is good – Bert and John Jacobs.

Wednesday May 17, 2017 – Orange County Convention Center South Concourse

 

11:00 am

S220A - SID HR6769

 

The Roadmap for SAP ERP HCM On-Premise will be presented by Michael Bonrat and Michael Fruechtl of SAP

 

12:30 pm

S220A - SID HR7940

OR

12:30 pm

S220B - SID HR6581

 

Find out how SAP®’s Payroll Control Center simplifies payroll processes – in cloud or on-premise - from our volunteer leader and SAP® payroll education expert, Imran Sajid.

 

Find out how SuccessFactors and SAP ERP HCM were combined to automate the hiring process at the University of Cincinnati

 

2:00 pm

S220B - SID HR7272

 

Learn how the Los Angeles Community College redesigned their Time Approval process.

3:30 pm

S320 - SID HR 9208

Take this opportunity to meet face-to-face with our Payroll Special Interest Group. Led by Eric Sauerhoefer of Disney, this group is focusing on today's payroll and needs for the future in cloud or on-premise. Find Eric at Roundtable #2 in Room S320 on the third floor of the convention center.

Thursday, May 18, 2017 – Orange County Convention Center South Concourse

 

11:00 am

S220A - SID HR6954

or

11:00 am

S220B - SID HR6940

 

Use Fiori to integrate the user experience in a hybrid environment -- when some of your company is in Employee Central and some in SAP® ERP HCM on-premise

 

Transform your ESS and MSS experiences with SAP Fiori - learn from FortisAlberta's experiences.

 

12:30 pm

S220B - SID HR7854

or

12:30 PM

S312 - SID MPM6747

 

Newell Rubbermaid will share how they turbocharged Manager Self Service with SAP UI5

 

 

Newmont Mining demonstrates how they implemented payroll for a non-standard country in SAP.

 

2:00 pm

S220A - SID HR8182

 

Get the Digital Transformation Playbook from Mark Brandau, SAP SuccessFactors

 

3:30 pm

S220B - HR6813

 

Learn about SAP Fiori 2.0 and the Redesign and New Apps for SAP ERP Human Capital Management.

 

 

Ok - those of you who know me, know that I have 12 years of experiences as an HR Specialist and another 15 as an IT employee systems manager. I have my SHRM-SCP certification, my WAM Pro ® certification, have contributed to the Association for Workforce Asset Management Book of Knowledge (AWAMBOK), and today conduct education for HR and IT professionals through ASUG. I still don't know what I don't know. And that is perhaps one of the things that attracted me to the field of Human Resources in the first place:  there is never a dull moment and never a lack of challenges.

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Yesterday, I facilitated the second in our series of 2017 Recharge HR face-to-face events.  And - as usual - what I learned did not come from the speakers alone. Here are some of the highlights of my day with customers and our elite speakers from Open Sesame, SAP's own business team, and Ernst and Young.

 

  • How does one of the retail organizations I most admire maintain staff development so that their brand is always clearly visible through their people? One secret may be their management succession and development program. CHROs follow a development path through Finance first. [A fact I confirmed thru some web searches of past and current CHROs at Wawa. Read: "Up With People" in CFO Magazine]

 

  • Is SAP ERP HCM still a valid solution? Yes - I continue to meet customers who have recently (in the past several years) deployed SAP HCM on-premise. To SAP's credit, their strategy has been to be both an on-premise and a cloud company. Is there much innovation occurring in the SAP ERP ECC6.0 on-premise version? No - not at all; but on the other hand, it remains a solid product and is, in fact, still available with S/4 HANA on-premise through the use of consolidation packs. [Reference "Do you know where you're going to with Payroll, Cloud and S/4 HANA?" )

 

  • Does cloud really help to save a company money? Yes. It takes discipline to re-evaluate processes and to use the software as it is intended. Reorganizing staff may be well advised. Use of a shared services pool of transactional workers reduces costs and creates efficiencies. SAP HR reorganized to improve their HR-staff-to-business-manager-ratio, for example, and realigned other individuals into different value-driven positions.

 

  • What helps to ensure success in a cloud deployment? Define a timeline, align the right resources, and then STICK to the timeline. Brigette McInnis-Day noted that allowing the timeline to slip even a little results in losing that momentum for change, deflects resources and users' attention, and makes the change management more difficult.

 

  • Do we have to think outside the box? No. Rather, we need to FORGET THE BOX - get rid of it entirely. (I won't say who said that - but it is a powerful thought.)

 

  • What's the biggest benefit of a fully integrated HR solution? Data. Data that turns into analytics. Analytics that becomes predictive. Once you're dealing in facts and you have the data to support those facts, HR proposals are no longer questioned. Progress can be achieved more readily.

 

  • Should we gamify everything? No. But looking at context, rather than content alone achieves better engagement in your organization's learning objectives. Then applying some incentive (gamification) to the context can increase and encourage achievements.

 

  • Is what I learned in college still relevant? Studies show that 50% of what a college freshman learns is irrelevant by the time that freshman is a junior in college. We need to unlearn and relearn continually - but most of us are not making the most of our Learning Management Systems to achieve that. Using Open Content Networks (i.e., like OpenSesame) can help organizations accelerate training and development beyond compliance.

 

Read our tweets @RechargeHR and find a future event at http://rechargehr.asug.com. On Monday - I'll be in Scottsdale, Arizona, learning more great things I thought I already knew.

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March 2, 23, 27 and June 23 – don’t miss this opportunity exclusive developed exclusively for ASUG members.

 

Every business is facing serious Human Resources challenges today. For many of us the questions are should I move to cloud and when and why? How do I make a change – how do I manage HR and payroll in the cloud? All of us are focused on pending talent shortages, a crisis of employee engagement, and more effective ways to measure and reward performance. There is no one right answer for every organization.

 

That's why ASUG created Recharge HR where we will learn and talk about topics such as these:

 

  • HR Imperatives for a new world of work with Jason Averbook and Mike Brennan
  • Megatrands reshaping the future of work with Michael Lopez at EY
  • Payroll - can it get any better than this? with EPIUSE, ASUG and others.
  • The CIO, the CHRO and the CFO Partnering for business success with David Swanson, SPHR-SCP
  • Mindfulness as a Competitive Advantage with Joe Burton, CEO of Whil Concepts
  • Hot Trends, Predictions and Modern Connected Learners with Joshua Margo and Diane Haines
  • Planning and building a road to cloud with Julia Yatskar and Chiara Bersano
  • Complying, Competing and Surviving panel with analyst Joshua Greenbaum
  • Evolution to an Integrated Workforce with Yvette Cameron
  • The HR Transformation Journey with Mike Ettling and Mike Molinaro

 

Most important in all of this is your voice. We encourage you to be part of the conversation – not just a passive listener. This is an open platform to learn, to connect and to share challenges.

 

How will your HR function be the strategic partner in creating sustainable profit for your organization? 

 

Secure your seat using the links below:

9 out of 10 participants at a Recharge HR Innovation Roadshow would recommend the event to friends. (The 10th guy was out getting coffee.)

 

"This is exactly what I needed. I want to create a new technology roadmap for Armstrong – and I need to understand the possibilities for HR and how to position those with the rest of our SAP Roadmap also under development. I got a lot of answers today [at Recharge HR in Philadelphia] and good contacts to assist with the next steps in that process and building the business case to pursue it."  ~ Elaine Mazzur, Manager HR Systems and Technology, Armstrong

 

Here's six insights from ASUG's Recharge HR Innovation Roadshow, the Philadelphia Edition.

 

Myth buster # 1: Getting simple - although worth it - ain't easy. 

Depending on your starting point, there are a variety of landscape options for us, as explained by Randy Houck of EpiUseBut that's why we're here together - to help each other figure it out. And you can get a personal logical roadmap for your own organization. Ask your Customer Engagement Executive.

 

 

See the video clip of Randy Houck of EpiUse

on Twitter @RechargeHR.

 

Forget the Excedrin®.
Reorganizations and integration of acquisitions no longer need to be headache-inducing.

Nakisa used SAP HANA Cloud Platform (HCP), to help Comcast find a better way of addressing this need. This is the beauty of SAP SuccessFactors App Center -- allowing HR to extend a cloud implementation with a partner's solution.

 

Catch a brief video on the @RechargeHR twitter account

and Explore SAP's App Center for HR.

 

It's raining data!  Now... what to do with it....

Moving from on-premise to cloud can upset the proverbial "apple cart" for reporting. Don't ignore the idea of HOW you're going to get your data out when developing your cloud implementation strategy. Danielle Larocca, an SAP Mentor outlined all variations in on-premise and cloud reporting. It's fair to say our legacy reporting skills remain in demand as we move to cloud. Here's why.

.

Don't lose SQ01 (and all those other wonderful on-premise transaction codes) just yet.

When moving from on-premise to cloud, customers certainly need to continue their compliance (and other) reporting - and will most likely be pulling data from a variety of sources until Employee Central and Employee Central Payroll are both full implemented at a company. There is no single comprehensive solution to this. Customers should continue to use what they have to get data out of SAP on-premise and match it to data they can get out of SuccessFactors. This will require a "mash-up" when you need to combine data from on-premise plus data from cloud. 

 

Analytics are magic and magically appear with SAP SuccessFactors Workforce Analytics (WFA)

Customers can purchase and implement this product separately. What it does: WFA delivers over 2,000 standard metrics -- industry benchmarks - and creates visualization of the data. WFA can take the guesswork out of deciding how to use HR data in decision making. One metric pack can take 100 hours to implement. After implementing the first metric pack, of course, future metric packs should get faster to implement. This product really allows HR to do some modeling without starting with a blank page.

 

See a video clip of SAP Mentor, Danielle Larocca

explaining WFA on Twitter @RechargeHR.

 

There's no one right answer for people analytics.

WFA is not necessarily a replacement for BW HANA and Lumira if you've already gone that route. 

Comcast shared that they had embarked on their predictive journey using BW HANA and Lumira. Their investment created dashboard visualizations just like WFA will do.  BW HANA and Lumira is a good fit for a company with broad ERP reporting needs. And - as we discussed - much of what HR really needs to analyze may not be in the HR database itself. HR decision making may be more about sales performance, local and regional and business division specific needs. You need more than HR data to do that.

 

“I’ve been in the SAP ecosystem for quite a few years. Recharge HR’s roadshow definitely helped me understand SAP’s direction for their HR strategy and provided key takeaways for me to go back and discuss about our long term strategy. The event provided me an opportunity to build  new connections with partners and other users.” – Jeffrey Massa, Comcast, Manager HR Systems & Technology

Is there a cure for the lack of development training most of us feel? Yes! CaaS.

You've heard of SaaS, PaaS - but how about CaaS?  SAP's Open Content Network -- otherwise, perhaps known as CaaS (Content as a Service) - is geared to help companies reduce training costs while developing employees fit for the Fourth Industrial Revolution (and beyond). Rob Moore, Open Sesame, actually had us create our own brief content on the fly -- demonstrating how easy it is to communicate key concepts in a quick and engaging manner. Rethink training.

 

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The Recharge HR Innovation Roadshows are brought to you by ASUG's HR Community and sponsored by EpiUse, Open Sesame, Deloitte and SAP.

 

RECHARGE HR - THE INNOVATION ROADSHOW IS COMING TO A CITY NEAR YOU!

 

  • November 1, 2016 – S SAN FRANCISCO - register now and view agenda
  • November 11, 2016 – DALLAS - register now and view agenda
  • November 15, 2016 – MANHATTAN - register now and view agenda
  • December 7, 2016 – CHICAGO - register now and view agenda

too many choices.pngIf you are a current SAP HCM on-premise customer, the future state of your payroll functionality may be foremost on your mind as we approach the year 2025 -- the announced date for end of mainstream maintenance for the current SAP business suite (ECC 6.0). We have options -- at times too many at times to comprehend. It's like trying to find the right soda in the supermarket - original, caffeine free, light, original diet, caffeine free diet  - except your decision here has bigger consequences than whether or not you're wired and can't fall asleep at night.

 

SAP Landscape Alternatives for Human Capital Management

 

In the interest of helping ASUG members distill the vast amounts of information coming their way, the following represents what I believe to be the current range of landscape options for your on-premise payroll environment -- leaving out, of course, the options of outsourcing or choosing another vendor. The diagram represents the best information that I and our HR Community payroll experts have at the moment. Source documents and further information are listed at the end of this article.

 

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The chart is intended only to highlight the options and the currently announced end of mainstream support for each option. But , this is a lot to absorb - right?

 

It's important that we understand what end of mainstream maintenance means.

 

When SAP announces "end of mainstream maintenance" are they trying to scare us?

 

End of mainstream maintenance in technology software simply means that the software company will no longer enhance the affected product. It does not mean that the product can no longer be used. It does not mean that the software company will no longer fix critical security or reliability issues.

 

It does mean that the product may continue to be supported under a higher-cost maintenance agreement for a period of time.

 

Additionally - the "end of mainstream maintenance" date is a planned date. It is possible that date may change. The thing is, we shouldn't count on that happening.

 

Ending mainstream maintenance is simply good business practice - one that focuses a technology company's resources on the future, creating new products and services that help to accelerate business efficiencies and economic growth.

 

Reacting to announcements on end of mainstream maintenance

 

Generally, there's a flurry of concern when an end of maintenance date is announced. Customers grow uncomfortable, begin to push back at the innovation strategy, resist the change.

 

At times, I find this amusing - as if we would expect our automobiles to be supported by manufacturers beyond a warranty period....as if we would expect to never have to replace the roof on our house, or the carpet in our entranceway.

 

And - honestly - at other times, when money is tight and other priorities exist, I just want to keep driving that car until it dies a slow death on an interstate. (In fact, I have done that in the past.)

 

How we respond to the end of "life" for a particular product, does largely depend on our individual organization's needs and abilities.

 

Here's the thing: those of us who are "smart" with our personal finances are already budgeting for a replacement car when we drive a new car off the lot; we are looking forward to what our house will need in 3, 5, 10, 20 years. Yet, we seem to believe that we build HR software solutions and we're done. We expect it to be an investment that will last decades.  And that is our downfall.

 

Plan to Change

 

Reality check:  The current SAP Business Suite - ECC 6.0 - was delivered in 2005. How many of us are using a PC with Microsoft Windows XP -- which also came out in 2005? The first iPhone was released in 2007 - who is still running iOS version 3?

 

Technology changes rapidly. And technology is fundamental to our productivity, engagement with others, and financial management.

 

Technology is a competitive advantage.

 

And understanding technology is a key business competency in today's rapidly-evolving global business environment.

 

We can't change with the times unless we know what's coming and have a plan to be ready.

 

Get to know S/4 HANA, SuccessFactors, Employee Central and SAP Managed Payroll

 

We don't make next technology - or any business - decisions overnight. And to make the best choices we need to invest in learning -- comprehending the forecast, the economic and technological indicators of success and the options for setting our own strategy.

 

Straight talk.

That's what ASUG is intent on providing to our community.

 

Follow us - and join us in person for education and conversation. Let's build our future road maps together.  Three tips to get your started:

 

  1. Subscribe to ASUG NEWS FIRST FIVE:  Start your week with the Top Five Insights from ASUG.
  2. Join ASUG's HR Community to stay up-to-date on SAP's road maps, connect with others on their experiences and have opportunities to influence future product direction (individual memberships and corporate memberships available).
  3. Register and attend Recharge HR: 2016 Innovation Roadshow to learn about the latest in technology solutions for HR and Payroll processes and to talk with experts and other customers (It's free.)

Recharge HR

2016 Innovation Roadshow

Complimentary ASUG Education

 

See the Roadshow Overview

 

1) Oct. 20 - Philadelphia - SAP Newtown Square Offices

2) Nov. 1 - Silicon Valley - SAP SuccessFactors offices in S San Francisco

3) November 11, 2016 – Dallas, TX

4) Nov. 15 - Manhattan - Deloitte's Offices at 30 Rock

5) Dec. 7 - Chicago - ASUG's Headquarters at the Civic Opera House

 

If the above was helpful, give it some stars below. If your have comments, questions, debates, write 'em in below. The important thing is that we keep this conversation moving forward.

 

 

________________________

Sources:

Roadmaps for SAP SuccessFactors Human Capital Management Customers and How to Find Them

Managing Payroll Vaporization to Cloud

Payroll Options for SAP Customers as they Journey to the Cloud (by Danielle Larocca)

ASUG's HR Community

As leaves turn color in northeast Pennsylvania,

my mind and the minds of my colleagues turn to the dreaded

[queue shark attack soundtrack here - followed by bloodcurdling screams...]

PerformanceReview.png
Annual performance review process.

 

Last year, I wrote about getting rid of that nine-square grid. Some companies have had the guts to take that on. Others are still trying to figure out how to define compensation for employees without boxing people in. And then there's the whole succession planning process and the input required to that. If we look at performance end-to-end --- the goal setting, the coaching, the evaluation, the development plans, the ranking, the identification of top talent -- it can be an overwhelming canvas on which to paint change.

 

But consider this:

 

Every employee simply needs to know if they are doing the right thing.

 

Simplify talent management

 

In our intellectual search for comprehending organization design and development, we can get way too caught up in creating the perfect environment for growth. At it's net sum, every single organization out there today started with one person's great idea and their own inspiration to drive themselves and others towards that goal. Somehow, the more successful we, as organizations, grow, the less connected we are to the goal. We know the reasons for that: lack of a clearly defined purpose, difficulty cascading the objectives, lack of communication, inadequate listening skills, selfish motives, lack of teamwork, inability to track and control progress.... but do we know what to do to fix it?

 

Personally, I am a highly self-motivated individual (most of the time). Yet, I have struggled in many positions with the basic question: "Am I doing the right thing?" At other times, I have believed that I clearly understood the corporate priority, but felt alone in my quest to meet it. All of which would lead me to wonder: if I'm confused, if others have a different perspective from me on the goals, how am I being evaluated personally?

 

Understand that employees just want to perform well

 

For the most part, the majority of employees really just want to do a good job. They want to feel good about themselves and about the team with whom they work, the organization of which they are a part. If we assume that we've hired people that really care about doing a good job, then, how would you approach the dreaded performance evaluation process?

 

I'm afraid there's no avoiding the need to ...... T A L K.

 

One clear objective: Why are we in business?

 

I like to "dumb it down" when I think about objectives. What is the top priority for the company; how does my organization support that; how do I support that. Tell me, Mr. Employer: why are we in business? And how do I contribute to that? Many companies will frame that in a beautiful vision - or a mission statement. If that's your preference, then that needs to be forefront to all your employees and tie to your corporate objectives. Keep it simple.

 

Obviously, your organization has other objectives: reducing costs; growing certain lines of business, creating new opportunities. Those critical objectives should be part of goal setting too. And then everyone from top down should know those are the objectives. But bottom line - what motivates your staff will need to be a non-grandiose and clear statement of no more than three to five key motivators, like "Reduce company expenses by x%; Create new business opportunities for growth; Increase customer satisfaction and retention by x%." You get the idea.

 

Measure the the quantitative and qualitative results

 

Traditionally, many companies have followed a process of measuring the "relative what and how" of performance. The problem is that we make the process of doing that so complex that the connection between meeting those simple corporate objectives gets disconnected from the way employees attempt to contribute to those objectives.

 

Evaluating your own and someone else's performance needs to be a discussion - maybe even a healthy debate. If employees clearly understand the one clear objective and are working towards that one clear objective, then it is imperative that we understand how they got there or who or what prevented them from achieving the goal.

 

Technology can help. But it's not all about the Technology.

 

SAP SuccessFactors Performance and Goals Management and Continuous Performance Management are designed with customer input and with the objective of making the entire process less dreadful. But we have to be willing to change our deeply ingrained beliefs, habits, processes that may be holding us back from actually applying a more meaningful process.

 

If you have ever whined about making it easier, longed for more meaningful conversations, wondered how to truly motivate yourself and others thru this HR season, then let's begin to change.

 

Let's get started on change.

 

Learn, collaborate, think it through ..... change. Performance management can be meaningful and simple. Let's get the conversation started.

 

Editor's note: this post was originally posted in Sherryanne Meyer's ASUG blog on Sept 8, 2016. Refer to that original post for comments. Following the heightened interest in this topic and discussions in the LinkedIn Global SAP and SuccessFactors Community, we are reprinting it here within the HR Community to ensure members are informed.

 

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SAP's commitment to innovation only in their cloud product portfolio has left some of us losing sleep with nightmares about rebuilding our on-premise payroll solutions in the cloud product, SAP SuccessFactors Employee Central Payroll. The option to rebuild payroll is second only to my desire to hang by my fingertips from the tail of a 747 jet at 30,000 feet. Let's face it - SAP's on-premise payroll solution works. So why should I rebuild it?

 

2025 on our minds

 

Oh, yes. There's that little calendar date looming - December 31, 2025 - when mainstream maintenance is currently scheduled to end for the on-premise HCM suite. But there is no simple migration path for on-premise to cloud payroll. And the risk of not paying our employees on time and accurately weighs on us more heavily than Georgia weighs on Ray Charles' mind.

 

Apparently that's a refrain that SAP has heard often enough to be inspired to develop some thoughtful responses.

 

How to get customers to move from what they know works (on-premise HCM) to what will surely be simpler, more user friendly and innovative (SAP SuccessFactors' cloud) is the challenge of the first quarter of this century.  And face it - if SAP doesn't show us the way to innovation, some other (unnamed) software company will gladly take us there. You gotta admire SAP's innovative spirit and attempt to balance the competitive marketplace with their customers' needs.

 

SAP Managed Payroll to the Rescue!

 

As ASUG News reporter, Craig Powers reported at SuccessConnect 2016 in Vegas, SAP has announced a new offering to those of us haunted by the on-premise payroll debacle: SAP Managed Payroll.

 

The catch? SAP Managed Payroll is only available to customers who purchase Employee Central.

 

In this managed payroll solution, a customer can move their existing payroll to the cloud as is by subscribing to an application maintenance service sold by SAP and managed by a select partner. To date, three partners have been appointed by SAP to provide SAP Managed Payroll services: Northgate Arinso (NGA), Epi-Use and their sister company Epi-Use Labs, and Accenture.

 

What SAP Managed Payroll is not

 

This is not a Business Process Outsourcing (BPO) arrangement -- like ADP's Global View product, for example. Certainly some customers may want to further engage with their selected SAP Managed Payroll partner on that level. Epi-Use, for example, told me in a recent discussion that they will offer BPO services to customers who desire those services.

 

This is not a mapping exercise where your payroll solution gets mapped to a partner's SAP solution. Your payroll - customizations and all - are literally lifted from your company's internal infrastructure to a partner's infrastructure.

 

SAP Managed Payroll is not a replacement for Employee Central Payroll. SAP is not pulling back from their well-established plans to fully develop and market Employee Central Payroll.

_______________________________________________________________

As we learned in SAP's Q3 Release Update to ASUG members,

Employee Central Payroll - SAP's cloud payroll solution -

is now available in 38 localized country versions.

There are now 1,250 Employee Central Core HR customers

and - with a massive ecosystem of partners plus SAP Managed Payroll -

Mike Ettling predicts 2,000 customers by the end of 2016

_______________________________________________________________

 

SAP Managed Payroll is not a replacement for either SAP HCM on-premise payroll or SAP SuccessFactors Employee Central payroll.

 

 

What SAP Managed Payroll is

 

SAP Managed Payroll is an option for customers to more quickly realize the benefits of cloud without fully disrupting payroll. It bridges the gap in which customers may find themselves after opting to move to Employee Central. So much is at stake in migration of critical core HR data and pay data. SAP Managed Payroll allows customers to first focus on implementing Employee Central core HR with a longer, phased approach to implementing Employee Central Payroll - while still enjoying the benefits of cloud for payroll.

 

So - basically - SAP Managed Payroll is a new business model for running your existing SAP on-premise payroll.

 

It is a licensing, hosting and application maintenance subscription package, with a one-time service component to "lift and shift" a customer's on-premise payroll solution to a certified cloud platform.

 

So, what's really new for customers in SAP Payroll?

 

We do have fellow ASUG community members - who have previously turned to a cloud infrastructure for their HR and/or Payroll solutions. That sounds an awful lot like the SAP Managed Payroll solution - right? I've been quoted in ASUG News:  'This isn’t necessarily a brand-new offering, as Sherryanne Meyer, ASUG HR community advocate, points out: “This is SAP endorsing what companies were already doing for customers.”

 

Am I right? Well - no. I and Jon Reed of Diginomica have been corrected as Jon reports in his article SuccessConnect first take - President Mike Ettling clarifies midmarket push, cloud payroll and S/4 Hana.

 

The key difference here is that the agreement to have your payroll "lifted and shifted" to a cloud infrastructure is on SAP paper. The product is sold, priced, licensed by SAP.  The customer selects one of the approved partners. SAP assumes the risk for delivery.

 

Cloud Costs versus Benefits

 

Will SAP Managed Payroll be expensive? This is difficult to say - and will depend on each individual customer's scenario. What I really like about the idea is that it is a brilliant business move on SAP's part to hold customers' hands through the transition to cloud. This idea of "lifting and shifting" sounds - well - to use an over-used word - "simple!" It also provides a cloud outlet for customers who may be running payroll in one of the countries where Employee Central Payroll has not yet been rolled out.

 

To fully understand the cost implications, would require that we understand our actual current costs for running payroll on-premise; the costs to be eliminated by moving to SAP Managed Payroll; the subscription cost for SAP Managed Payroll - and exactly what that subscription covers - plus the one-time service fee and our own internal project costs for the lift and shift.

 

The key benefit here is that customers who purchase Employee Central can more rapidly realize the full benefits of cloud without having to immediately worry about rebuilding payroll. And - you know the benefits of cloud: less infrastructure overhead, increased agility for business, access to innovative solutions, etc.

 

 

What's involved in a change to SAP Managed Payroll?

 

The first answer to this question is: you need a firm commitment to cloud and a subscription to Employee Central.  But, of course, there's more to consider.

 

In my mind, to fully understand the implications of moving to Employee Central with SAP Managed Payroll, there are a few questions I need answered. These additional data points are going to help me understand my IT, HR and Payroll resource requirements for the transition and following the implementation of SAP Managed Payroll and to map any process changes internally and externally.

 

For example, on implementation I'm wondering:

 

  • What exactly does "lift and shift" involve? Is there a project team? What types of resources and how many are needed on the project team?
  • How many resources internally would be needed for the transition?
  • Is there a data migration tool? What is the timeline?
  • Can the SAP Managed Payroll partner literally take your existing deployment and move it without rebuilding configuration and customizations?
  • How much will the partner charge to conduct the initial transition of configuration, programming and data?
  • Does the partner assume responsibility for changes to interfaces from payroll to banks and benefit providers?
  • Does my self-service system need to be updated to point to a different server?
  • What about my integration back to my finance system - who will create and manage that integration?
  • How much testing would be done internally by our own resources and externally by the partner?
  • What are the guarantees to my payroll processes? (in other words, do I have to lay awake the night of my first payroll run in SAP Managed Payroll?)

For the ongoing system management:

  • Who applies and tests support packages, legal changes and notes? How often would changes be applied? Will this vary by country?
  • How much system downtime can I expect?
  • Does the partner take responsibility for fully testing the changes to my system?
  • Who tests integration elements - interfaces, integration to Finance, rendering of payroll in my self-service solution?
  • Who manages customer-initiated changes - i.e., to legal entity, personnel sub areas, employee sub-groups, union dues etc
  • My W-2s and W-4's are in self-service today - how will that change? If an employee changes home addresses in Employee Central, is there logic to update local taxes?
  • Time is imported for payroll from multiple places -- including SAP CATS and third-party providers. Do I need to change those data file imports?
  • What about compliance reporting - how will that be impacted where data elements are needed from payroll?
  • As I move to Employee Central, what are the implications (from a cost and timing perspective) to change integration pieces with payroll?

 

 

A look ahead to 2025

 

My key question is this: is there a commitment by SAP to maintain customers' current payroll without ever having to reimplement? I don't think we will get an answer to that. We will all have to see what the market will bear as we move towards 2025.

 

Here's what I do know. This is not the end of the story. Nor is 2025 the end of on-premise payroll. It is entirely possible that date may slip. But even if it doesn't, historically, SAP has continued to provide services beyond an "end of mainstream maintenance" date. The cost for maintenance generally increases beyond that date; but SAP will not totally abandon their customers at the stroke of midnight on December 31, 2025.

 

You want innovation - right? I do. And I would also be perfectly happy not to spend long weekends implementing support packs. Getting to that future environment may still be a bit of a challenge. But SAP seems determined to make the journey easier for customers to make. My goal, through ASUG's HR Community, is to make sure we get there well-prepared.

 

 

What are your questions and concerns about SAP Payroll?

 

Let's keep this conversation going. I'm all ears! And - so is SAP and their partners. Register to remain informed about upcoming town hall conversations and the chance to post your own questions directly to SAP, Epi-Use, NGA or Accenture.

How will you lead your organization into the future? Or is where you're at today good enough for your business? That's what I thought. We all need to start re-educating, retraining, rethinking about HR. Our recent HR research reveals the need:

 

"It’s clear that before embarking on change, organizations need a reliable foundational understanding of what they currently have. They must be able to create and query accurate real-time data on their staff to make predictions and engage in what-if analysis.  Ultimately, firms need to be able to build up a complete picture of an individual worker, their abilities, their education and training, and what they contribute to the company as a whole."

- China Martens, ASUG Research Analyst


ASUG's HR Community is focused on educating our members to meet the needs of your organization. One of the foremost set of critical skills required -- but that HR seems to be avoiding -- is analytics. STOP AVOIDING. Come to our Workforce Analytics Forum September 20-21, 2016 at SAP SuccessFactors' headquarters in San Francisco. Join experts from the industry and other HR and HRIT colleagues who are struggling -- just like you - to find the answers. We in HR need to be part of our businesses' solutions. Technology alone is not the answer. WE need to understand the problems that need to be solved and how to apply real data, facts and prediction to the solutions.


Register now.

True or false?

Chocolate is essential to the production of effective people data analytics.

chocolate.jpg

Photo courtesy of Migeul Garces, FLICKR, eating-chocolate.jpg


Trick question.

The answer is highly dependent upon who you ask.

(If you're asking me for analytics, then, yes, definitely, the consumption of chocolate will be imperative.)



Now that I have my chocolate, let's indulge in some more realistic true and false dialogs.


  1. True or False: Data cleansing is essential before you embark on any type of people analytics project.
  2. True or False: Creating an analysis of a single department's turnover rate is a waste of time because it will not lead to a full people analytics program.
  3. True or False: Risk of exposing HR data may prevent or complicate the ability of HR to make an impact in people analytics.
  4. True or False: I need to invest in new software and reporting tools and staff and train my organization for Workforce Analytics.


Ready? Here's your answer key.

 

  1. False. Don't wait for your data to be perfect - just start analyzing what you have. If you wait for everything to be perfectly cleansed, you may never get started.
  2. False. Start small with one example that can demonstrate proof of value. Here's a key thing you'll learn: how to identify a business challenge that needs data input to solve and how to define the requirements of data needed to address the issue. Focus on understanding what data will support that one issue and what you need to know about that data to contribute value to the discussion.
  3. False. The answers HR can contribute to the business are not necessarily within the HR database. Expand your view to the business data: sales, production, locations, peak times, slow times, geographic demand etc. Understand the business and then apply HR expertise to contribute solutions.
  4. False. The most important thing for HR to do to really delve into people analytics is to find the data and analyze it -- any way you can. That's right: use any tool currently at your disposable even if it's Excel.

 

I'm interested in your results - and your thoughts on this. If people analytics is key to our success in the fourth industrial workforce, then let's get this discussion out there in the open. I'm committed to our success as HR leaders!?  Are you? 


A complimentary chocolate bar to members who answer this post.

 

I'm not kidding.

We all enjoy connecting online. Sometimes, it's just nice to take some time out to actually connect in person, so...


Mark your calendars and pre-register to ensure a seat. We're taking HR education on the road. We're talking about:

 

  • SAP SuccessFactors latest developments
  • What's inside the S/4 HANA box for HR?
  • Extending the life of your on-premise solutions
  • and whatever matters most to you - I'm all ears!

 

Complimentary to ASUG members

Discounted Registration for ASUG members:

  • June 28 & 28 - a non-product specific discussion of human capital analytics for IT and HR, in partnership with IHRIM -  Workforce Analytics Forum
  • August 29 - 31 Save the Date: SuccessConnect 2016 (Las Vegas, NV) - where we'll unveil our online partner connection.

It's summer survey season! Click on the links in blue below to add your voice to the ASUG Community and to the larger HR ecosystem.

 

YOU, your opinions, your strategies, your experiences matter very much to me. Please take this opportunity before July 1 to have your voice included in these two surveys. Both surveys are completely confidential. Aggregate results will be shared with you and with SAP -- and will be used in our community to determine what types of education, opportunities and experiences will help you to meet your strategic objectives and accelerate your HR transformation.

 

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What Do ASUG Members Think About HR in 2016?


ASUG's Annual HR Survey will take no longer than 5-10 minutes to complete and contributes directly to our community's education and influence opportunities with SAP.  Alone we can do only so much - but together our feedback can change the future of SAP's solutions.

 

How is everyone else addressing HR systems?

Find out by taking the Sierra Cedar HR Systems Survey


The Sierra Cedar HR Systems Survey will take a little longer to complete -- but there's a possible $5 Starbucks gift card in it for you - and feedback on what your counterparts across the HR industry -- both SAP and non-SAP customers -- are doing to address*:

  • Strategy, process, structure,

  • Adoption of all HR technology applications,

  • Implementation, maintenance, integration

  • Deployment road maps, resourcing and budgeting

  • Emerging and Innovative Technology

  • Outcome driven HR

 

The Sierra-Cedar HR Systems Survey is the longest running, most widely distributed, and most highly participative research effort in the HR industry.


As a thank you for your participation, Sierra-Cedar will send participants in their survey a personalized data snapshot filtered by size, industry, or region and an advanced copy of the Sierra-Cedar 2016-2017 HR Systems Survey 19th Annual Edition White Paper in early October 2016.


The Survey results will debut at the HR Technology® Conference in Chicago the week of October 4th–7th, 2016. Upon completion of the Survey, Sierra-Cedar will send you a special conference discount code off the regular registration price.


Plus, the first 100 respondents will receive a $5 Starbucks gift card, and $100 Visa Gift Cards will be awarded to the 19th, 119th and 1,019th respondents.


_________

 

It takes a village to raise a strong community. Your voice matters to me and to the our entire ASUG Community.

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ASUG HR Community Advocate

sherryanne.meyer@asug.com

JOIN and FOLLOW THE HR COMMUNITY TO STAY CURRENT IN SAP AND YOUR OWN PROFESSIONAL DEVELOPMENT


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Inspiration. Knowledge. Shared experiences. Questions. Answers. Influence. That's what we all experienced once again at our Annual ASUG Conference, co-located with SAPPHIRENOW 2016 in Orlando last week. ASUG CEO, Geoff Scott, summarized our ASUG community best:


 

quote.jpg

 

 

Keith Sturgill, volunteer,ASUG Chair of our ASUG Board of Directors and VP and CIO of Eastman Chemical Co. talked about what is disappearing as a result of digital transformation - so much is becoming irrelevant. But, he emphasized, the opportunities in front of us are enormous. "Connecting the people of the world created an environment for innovative business models to emerge," said Keith. We, in ASUG, have been the beneficiaries of this connectivity and the drivers of business change through our influence of SAP.

 

Steve Wozniak, talked about how he was inspired at an early age to build computers to help people learn on their own. He delivered his story with passion, humor and energy. "The people in this audience, do things that I love in life." said Steve. We love the things we do too, Steve!

 

In a customer-focused opening keynote for the HR Community, Mike Ettling, President of SAP SuccessFactors led a panel discussion about the challenges of change. HR Leaders from Pepsico, American Airlines and The Timken Co. joined Mike to discuss their own unique challenges and how they are moving HR forward to support a digitally transformed workplace.


 

"The panelists said that digital transformation is going to drive and be driven by workers

and will impact how companies recruit, engage and train people.

Human resource professionals will lead the charge.

“HR has never been more important,”

said moderator Sherryanne Meyer, ASUG HR community advocate."

-See more at SHRM: Digital Transformation a Must for the Future of Work


 

Other highlights for HR professionals were:



For a colorful recap of SAPPHIRENOW | ASUG 2016, listen to Jon Reed's audio interview with Dick Hirsch, a recap of the event


Thank you to our members who contributed their HR Transformation stories (see below). Without you - our community would be a whole lot more quiet. And thank you to our partners, our sponsors, without whom



We have a who lot more stories to tell.


In the words of Keith Sturgill,

"Buckle your seatbelt, the best is yet to come...

What will our companies look like on ASUG's 30th Anniversary?

It's up to us."

 


4879 - Reimagining a New User Experience Leveraging HR Renewal
Altria
5751 - All Clouds are not the Same: What Does Your Cloud Look Like?
American Airlines
5453 - Meeting Business Requirements for Online W-2 Forms: Regardless of Employee Election
Boston University
5064 - Value Realization: How a Retailer Maximized Technology Adoption and Communicated Benefits
Brooks Brothers
4144 - Migration to Cloud: Step-by-Step with SAP SuccessFactors
Comentec
4890 - A Journey to the Cloud with Pit Stops Panel Discussion

Durham County

Fossil

Tennant Co.

4520 - Erie Insurance's Human Capital Management (HCM) Journey to the Cloud
Erie Insurance
5010 - Lessons Learned: IDEXX Lab HR Renewal Implementation with Modernized UX
IDEXX
5704 - Interactive ASUG Influence: Learning Solution (LSO)
Influence Council
3914 - Mohawk Industries: Transitioning from Workday to SAP SuccessFactors
Mohawk Industries
5362 - National Grid's Journey to Excellence: HR Payroll Process and System Optimization
National Grid
5052 - Creating Your Business Case for Integrated Human Capital Management (HCM) Technology
Pacific Gas and Electric
3771 - How PASSHE used SAP to successfully track and report the complex data required by the ACA
PASSHE

 



 



Journeying to the cloud? Simplifying administration? Trying to figure out analytics? Building the workforce of the future? Enabling digital transformation in your business? Or, maybe just trying to figure out how to get things done? Part of your strategy has to be education, shared experiences, and a forward-looking lens.  People still matter. Perhaps more than ever. You're invited to join your peers, consultants, industry experts, futurists and SAP for education intended to create success for you and your business in a digital world.  Registration is now open for these Monday, May 16th Pre-Conference Seminars at SAPPHIRE NOW | ASUG Annual Conference.

 

ANALYTICS: Workforce Analytics Unplugged a non-product specific educational session in which HR and IT professionals will spend 4 productive hours working together with industry experts, consultants and customers.  The goal is to enable participants to create practices for their own organizations that will result in meaningful people analytics from both HR and non-HR data.

 

TALENT: Recharge HR: Stretch Your Talent Mindset - Complimentary afternoon seminar courtesy of Deloitte and hyperCision featuring author and futurist Dr. Karie Willyerd with her new book, Stretch – How to Future-Proof Yourself for Tomorrow’s Workplace. Executives, Leaders, Managers and HR or IT professionals throughout your organization learn the latest on performance ratings, Continuous Performance Management and Social Collaboration along with trends that are shaping the workplace through interaction with thought leaders, consultants and SAP customers.

 

JOURNEY TO CLOUD: SuccessFactors 101 - Hands On Orientation - a rare opportunity to learn about the SuccessFactors suite in detail.  Managers, Decision makers, IT and HR future users, project team members and developers will take away practical knowledge from this class to help ensure a strong start with the SAP SuccessFactors Suite or provide input into your software decision making processes. Participants learn how administration, maintenance, and enhancements are managed. Laptop required for interactive exercises.

 

EXPERT ADMINISTRATION: SuccessFactors eXpert SFX Accreditation and Training This class enables participants to become Certified SuccessFactors Administrators. Participants in this full-day class gain advanced skills in how to use the SuccessFactors Goal and Performance Management admin functions, including creating and modifying form templates and managing the performance cycle. This course will focus on Performance v12 Acceleration.  The cost of the certification exam is included in the cost of the class. Laptop required for interactive exercises.

 

Details on content and speakers follows below. Register on SAPPHIRE NOW and ASUG Annual Conference site or or email Community Advocate,  Sherryanne.meyer@asug.com


Pre-Conference experiences are developed by our volunteers and with our members in mind: what knowledge do our members need to excel? That's what we're delivering on, plus -

  • Our commitment to have you take home knowledge and experiences that can honestly help you with your technology and HR processes
  • SHRM Professional Development Credits or
  • SAP SFX (Expert Administrator) Certification
  • Opportunities for meaningful conversations with the experts and your peers.

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Options are:

 

Workforce Analytics Unplugged - morning seminar

 

Predictive Analytics is the number one skill HR requires to become a strategic business partner; but what exactly are the best practices for accomplishing that? What do you need to effectively use workforce analytics - regardless of the specific technical solution you apply? In this “unplugged” ASUG Pre-Conference Seminar the emphasis is on the free exchange of information. You drive the outcomes of this session while you work with leading experts and customers. Participants will leave the workshop with a template to use to adopt a "best-practices" approach for their own workforce analytics. This seminar is focused on the non-technical professional and is applicable to customers at any stage of an HRIS implementation. Participants earn four (4) SHRM Professional Development Credits.

 

Joan Gallagher, The Hershey Company

Managing Systems to Produce “Good” Data for Analytics

Mick Collins, SAP SuccessFactors

Talent Management Topics in Need of Workforce Analytics

Jamie Strnisha, 3D Results

Positioning/Defining Data for Use in Workforce Analytics

Scott Pollak, PwC

Executive Engagement: Delivering Analytics to Leaders

Dawn Pickett, Florida Blue

Ensuring HR Understands the Data

Greta Roberts, Talent Analytics

Looking to the Future: How to Succeed In Predictive Analytics

 

Register on SAPPHIRE NOW and ASUG Annual Conference site.

Monday, May 16, 8:00 a.m. – Noon

$445 ASUG Member | $545 ASUG Non-Member

 


Recharge HR: Stretch Your Talent Mindset - afternoon seminar

 

This pre-conference session features noted futurist and author Karie Willyerd. Are people your most important asset? We thought so. This seminar’s for you. Meeting the needs of a digitally transformed workplace is going to require a new focus on leadership and talent. The ASUG Recharge HR program is a series of face-to-face events in select locations that teaches critical skills for HR and HRIS professionals through education from thought leaders, futurists, and peers. Join us in this Recharge HR seminar to learn what you need to activate the talent management reset button. Throughout the afternoon, you will follow our competency-based professional development program, geared to give you the skills to develop a talent strategy for the future. Participants earn four (4) SHRM Professional Development Credits. For information on previous Recharge HR event content and speakers, visit rechargehr.asug.com.  Here's what's happening on May 16th:

 

Karie Willyerd, Workplace Futurist, SAP SuccessFactors, Entrepreneur, Author

Stretch: How to Future-Proof Yourself for Tomorrow's Workplace

Elyse Anchell, Director, HR Talent and Learning Technology, IBM

Continuous Performance Management

David Swanson, Gabriella Burlacu, Bianca McCann, SAP SuccessFactors

Culture influences everything

Erica Volini, HR Transformation Leader, Deloitte

The Business of Talent

Sharon Newton, CEO of hyperCision and customer panel

Using Social Collaboration to Get Work Done

 

Register on SAPPHIRE NOW and ASUG Annual Conference site.

Monday, May 16th, 1:00 p.m.– 5:00 p.m.

Complimentary

Combine this with our morning seminar, Workforce Analytics Unplugged, for a full day of HR professional education

 

 

SAP SuccessFactors 101 – Hands-On Orientation - for the curious, the newcomers, the implementers

 

Thinking about or just embarking on your SAP SuccessFactors journey? Want to try before buying? This course is a unique opportunity to understand the components of the SuccessFactors suite in depth and learn how administration, maintenance, and enhancements are managed.

 

This instructor-led, full-day session provides an introduction to common features and functionalities of SuccessFactors products. Through discussion, demonstration, and hands-on exercises, experts from SAP SuccessFactors will guide you through key concepts and terminology associated with SuccessFactors to help you develop a working knowledge of the SuccessFactors model.  **BE SURE TO BRING A LAPTOP FOR INTERACTIVE EXERCISES.**  Participants will take away a comprehensive understanding of :

 

* The components of the SuccessFactors suite

* How components integrate

* The basic hire-to-retire functionality

* The administrative features of the system

* How changes are released and managed.

 

At the end of the session, attendees will have an understanding of the components of the SAP SuccessFactors suite, how they work together, and how the system maintenance and ongoing management differs from SAP’s ERP on-premise model.

 

This course has been developed for ASUG and is taught by SAP SuccessFactors certified instructors from SAP SuccessFactors’ Global Customer Empowerment Innovation.

 

Register on SAPPHIRE NOW and ASUG Annual Conference site.

Monday, May 16, 8:00 a.m. – 5:00 p.m.

$745 ASUG Member | $845 ASUG Non-Member

 

 

SuccessFactors eXpert (SFX) Accreditation and Training - including the cost of the exam

 

A unique opportunity for customers of SAP SuccessFactors who are actively using Performance and Goal Management to become certified system administrators.

 

Through discussion, demonstration, and hands-on exercises, the course uses the concepts and terminology associated with SuccessFactors Goal and Performance Management administrative functionality to help you develop a working knowledge of these modules for use in managing your performance management strategy. You will gain advanced skills in how to use the SuccessFactors Goal and Performance Management admin functions, including creating and modifying form templates and managing the performance cycle. This course will focus on Performance v12 Acceleration.  **BE SURE TO BRING A LAPTOP FOR INTERACTIVE EXERCISES**

 

Certification:

Participants who pass the SFX exams on site (or who choose to do so virtually at a later date), will be considered accredited PM and GM SuccessFactors eXperts. This accreditation provides a boost to admins’ resumes, gains them access to an SFX only collaboration site and quarterly events, and earns their organizations SAP SuccessFactors Support queue priority. Learn more at the SuccessFactors Community.

 

SFX Accreditation Exams: Test your eXpertise with the Foundations, Performance and Goal Management SFX exams. Passing these exams will earn admins a Performance and Goal Management SFX accreditation. Admins can attempt the exams with or without participating in the training.

 

Key Outcomes or Benefits of Attending:

At the end of the training session, attendees will be more comfortable, competent, and efficient with their SAP SuccessFactors PM and GM solutions.

 

This is the authorized SAP SuccessFactors training course developed and taught by SAP SuccessFactors-certified instructors from the SAP SuccessFactors’ Global Customer Empowerment, Innovation.

 

Register on SAPPHIRE NOW and ASUG Annual Conference site.

Monday, May 16, 8:00 a.m. – 5:00 p.m.

$745 ASUG Member | $845 ASUG Non-Member

 

Don't miss out on this certified education

geared to help you succeed in the Fourth Industrial Revolution -

where it's all digital.