What are the new SAP HCM Delivered Applications ?

SAP is currently offering the following mobile and tablet applications.

SAP Manager Insight: This SAP Manager insight is developed to run in tablet, it’s a tablet app. This app provides managers to get quick access to the data of HR’s, KPIs, reports, organisational chats. It also facilitates collabortation on HR topics and also shows follow-up actions.

SAP Interview Assistance: This SAP Interview assistance is developed to run in tablets, it’s a tablet app. This app allows the managers to access and view the candidates documents and their performance during the interview conducted. So that the managers can easily understand the candidate profile to analyse for the acceptance or rejection.

SAP Employee Lookup: SAP Employee Lookup is a mobile app. This app is a mainely developed for the companies who are integrated on SAP HCM. This app provides access using flexible search to any employee’s details/profile, it also provides organisational information as well.

SAP Leave Request: SAP Leave request is a smart phone mobile app, it allows employees to create, modify, delete and review leave requests . This app also provides the number of vacation days which are available.

SAP Timesheet: SAP Timesheet app is created for smart phones. This app enables time entry to be captured as work is performed and it also provides flexibility to create, modify or deletetime sheet entries.

SAP HR Approvals: This SAP HR approvals is a mobile app, which is developed to provide motifications of approved work timings, viewing the team calender and also provides the ability to the managers to approve or reject HR related employee requests.

SAP Travel Receipt Capture: This smart phone mobile app used to reduce the administrative overhead of saving, sorting and scanning expenses receipts and reduces the chance inappropriate paper receipts by creating expense items on the go.

SAP Travel Expense Approval: This app enable to accelerate accurate billing to customers and reimbursement of expenses to employees, and manage the timely processing of travel expense workflows on the go.

3rd Party HCM Applications

SAP has a long term stated goal of having 80-90% of their mobile and tablet applications coming from 3rd party partners. Below are two that are currently available in use.

Sovanta iPeople:- This iPeople application provides leadership relevant organizational data and key HR metrics to take better decisions.

EPI Use SkillScanner:-The application gives Line Managers a single view of their employee’s mandatory certifications and the compliance thereof.

To know more about SAP related apps or if you want learn SAP to implement to your own apps, there are many institutes in the market who are providing SAP success factors trainings online along with proxy support. Consult with them and learn the things which are need to be implemented.

source: successfactorsonboarding.blogspot.in

1,000 human capital management (HCM) projects; 1,500 experts in the SAP ERP HCM solution

 

Go for the gold with your next project with SuccessFactors, an SAP company. Take advantage of the expertise and experience of more than 1,000 human capital management (HCM) projects; 1,500 experts in the SAP ERP HCM solution; and the most comprehensive portfolio of SuccessFactors solutions in the market. NGA Human Resources is your prime implementation partner for SuccessFactors and Cloud payroll.

The Open Content Network for SuccessFactors LMS

“Content is king”- a correctly quoted phase that says a lot of thing about a perfect site.  Now what good is an LMS if it has no content?  It is very evident that LMS content can or should, come in many different forms now. Learning today is all about just about sitting in a classroom, or mindlessly clicking through the internet.  While there are many organizations today who are seeing the need for an LMS to support their organizations learning strategy and goals, there are a lot of them struggling with the content that goes into them, this is especially seen among the smaller companies.

SuccessFactors introduced the Open Content Network for the successfactors Learning product.

  This is an extension of the LMS which allows it for integration with a few selected MOOC providers which helps to incorporate a vendor’s courses into the organization’s LMS.  This may also allow organizations to present online learning courses from within the LMS directly. In little or no investment an organization can increase their catalogue substantially, by providing more and big engaging training opportunities to learners and at the same time get the benefit from having the ability to track all the information within the LMS.

Let’s now illustrate how the Open Content Network which can be turned on within your LMS and considerations that comes with it.  While doing so we would keep in mind that right now the Open Content Network is still very new and there are definitely some great benefits which can be realized immediately for all the organizations, but it would be more exciting if the potential of what this may lead to a perfect LMS.

The content which is available with the vendors are currently integrated and may not be overly applicable to all the organizations, and therefore the integration to some of the providers are still way to go for cutting down on administrator efforts in tracking user training.  Nevertheless, the groundwork has been laid successfully, and there are plenty of things to be excited about for the Open Content Network into the future.

Looking forward to a brighter future with The Open Content Network for SuccessFactors LMS.

"5 Hot HR Strategy Trends 2016"

Inspiration to reimagine, harness change, and achieve more in human resources.

While reading these hot trends imagine for a moment that you can do anything with it. You have the ability reimagine, re-engineer, or create anything you want. What would your business, department or role look like if you could harness any new technology development or workforce trend? What could you accomplish?

Our purpose of sharing this special report is to not only report on five hot HR strategy trends but to inspire you to reimagine, harness change and achieve more.

Offered Free by: HR C-Suite
See All Resources from: HR C-Suite

Source : careertips.tradepub.com

IMP Lessons Learned from a Global SAP SuccessFactors Employee Central Implementation | 2016

Key Lessons Learned from a Global SAP SuccessFactors Employee Central Implementation

At the recent SuccessConnect 2016 conference, iXerv Americas co-founder and COO Jeroen Wielens co-presented a case study with a customer that detailed the customer’s journey to SAP SuccessFactors and the lessons learned along with way.

The customer, a global automotive components manufacturer, chose SAP SuccessFactors Employee Central in order to:

• Increase visibility into workforce productivity and costs
• Build a better HR infrastructure to support growth
• Improve the ability to plan, allocate and manage workforce
• Implement a scalable platform to help transform HR into a more strategic business function

The case study discussed how the customer overcame challenges in unifying business processes across multiple countries and regions, implementing payroll centralization, managing change, and localizing Employee Central Payroll.

In summary, some highlights of the customer’s lessons learned during their Employee Central and Employee Central Payroll implementation include:

Program Management: The customer initially chose to handle program management internally. However, inconsistent project plans and failure to meet critical milestones led them to look outside for help managing the project. Finding an experienced partner to manage the project took pressure off internal resources who were less familiar with day-to-day project management and work and improved project efficiency and accuracy.

SAP SuccessFactors Resource Strategy: Many of the consultants originally presented were strong in talent management but not in Employee Central or Employee Central Payroll. The customer quickly realized they needed assistance from a partner who had the specific Employee Central expertise and not just general SAP SuccessFactors talent management skills.

Implementation Approach: The customer’s initial implementation approach was based on their past on-premise implementation. Failing to develop a plan that met the unique differences in a cloud implementation lead to inconsistencies in design, prolonged timelines, unnecessary resource burdens, and an increased data conversion effort. After the pilot, the customer refined its implementation approach. The focus was changed to getting core modules (Recruiting/Employee Central/Employee Central Payroll) in place for countries as a whole, while looking to implement the talent modules regionally. Understanding how a cloud HCM implementation differs from on-premise is critical to the success of any project.

source : ixerv.com

SAP SuccessFactors Online Training Demo | SAP SuccessFactors Overview

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HCM Solution from SAP and Successfactors

HCM Solution from SAP and Successfactors