Employee Central Presentation
Agenda
• What is Employee Central ?
• Employee Data
• Referential Data
• Events & Workflow Processes
• Permissions
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Purpose of the Workshop
• Get Familiar with Employee Central features
• Define high level scope of the project
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What is Employee
Central?
What is Employee Central ?
Basic definition
Employee Central is a Human Resources Management
System
that enables to collect & manage:
• Personal Information: data linked to the person (which does not depend on
job or company)
• Employment Information (life in the company)
 mainly job and compensation
 from hire to termination
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What is Employee Central ?
Personal information
Effective Dated
Personal Info
Effective Dated
Address
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What is Employee Central ?
Job information
Organization
Information
Job
Information
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What is Employee Central ?
Compensation information
Generic
Compensation
Information
Multiple Pay
Components
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What is Employee Central ?
Effective dated & event driven
• Every change to job or compensation information is recorded with the
corresponding date
• An event describes the change that is recorded
 promotion
 transfer
 termination
…
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What is Employee Central ?
Effective date & event
event
effective
date
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What is Employee Central ?
Workflow validation
Changes of Personal Information*, Job Information, Compensation Information can
go through approval workflow
* Workflow available only for change of Name, Marital Status, or National Id
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What is Employee Central ?
Referential data
• It is possible to define referential data such as
 organization structures (legal entity, business unit, department…)
 job classification
 pay structures
• The list of values is then proposed in employee records
 ensure consistency of data
 enable to default some data at employee records level (e.g. standard
hours defined for job classification automatically populates standard hours
of employee)
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What is Employee Central ?
Propagation of referential attributes
Job Title defined for
Job Classification is
propagated at Job
Information level
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What is Employee Central ?
Permissions
Granular permissions can be defined
• Who can see what: personal information, job information, compensation
information
• Who can change what: personal information, job information, compensation
information
• What kind of changes can be done: address change, job change, salary
change …
• Which employees can be managed by each user (HR in Germany can only
manage employees based in Germany)
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What is Employee Central ?
Key Employee Central Components
• Core HR data management
 Personal information
 Employment information
• Referential data
• Self Service
 Approval workflow for employment or personal information changes
• Permissions
• Reporting
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Questions
?
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Employee Data
Data Definition
Data to be managed needs to be defined:
• Which attributes are recorded in Personal information, Employment
information, Referential data
• For each « structure »
 Standard attributes are delivered by SuccessFactors
 Custom attributes can be configured based on customer needs
 Country specific attributes can be configured
• One attribute can be
 Hidden, view only, editable
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Personal
Information
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Employee Data
Personal information
• Personal information
 is effective dated
Standard
Attributes
Country Specific
Attributes
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Employee Data
Biographical information
• Biographical information
 non effective dated
Standard
Attributes
Custom
Attributes
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Employee Data
Address information
• Address information
 is effective dated
 multiple types of addresses
 format can be defined per country
Address Type
Address
Format
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Employee Data
Contact information
• Contact information: Phone, Email, Social Account
 non effective dated
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Employee Data
National Id Information
• National id
 non effective dated
 can be tracked for multiple countries, multiple types per country
 format can be defined and validated
Type
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Format
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Employee Data
Emergency contact and dependents
• Primary emergency contact
 non effective dated
• Dependents
 effective dated
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Employee Data
Other Personal information
• Work permit info
 non effective dated, with attachment capability
• Direct deposit
 non effective dated
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Employment
Information
Employee Data
Job information
• Organization information
 part of Job information structure
 is effective dated
 stores information like department, business unit…
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Employee Data
Job information
• Job information
 part of Job information structure
 is effective dated
 stores detailed job information like job code, working hours, FTE…
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Employee Data
Job information
• The country of the Legal Entity determines which country specific
attributes are exposed in Job information UI*
Country of Legal
Entity =
Switzerland
Country Specific
Attribute
* As well as in Compensation information and Employment details
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Employee Data
Job information – Position Management
• When position management is activated, the employee can be assigned
to a position in Job Information
• Information on positions and jobs can be synchronized
Employee inherits
from Position
attributes
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Employee Data
Job relationships
• Job relationships
 defines relationships with HR Manager, Matrix Manager…(apart from
direct manager)
 is effective dated
 multiple relationship types can be defined
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Employee Data
Compensation information
• Compensation information
 houses multiple elements of an employee’s pay structure:
 generic compensation information like pay group, pay type, as well
as calculated fields like Compa Ratio and Range Penetration
 recurring elements like base salary, housing allowance
 target payments like bonus target (which is also recurring element)
 non recurring elements such as one time bonus
 captures the currency, amount and pay frequency for each pay
component
 multiple pay components can be grouped into one pay component group
in order to calculate total earning opportunity
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Employee Data
Compensation information
Generic
Compensation Info
Calculated Fields
Recurring Pay
Component
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Employee Data
Employment details
• Employment details
 non effective dated
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Employee Data
Termination information
• Termination information
 non effective dated
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Employee Data
Global assignment
• Global assignment
 enables to manage expatriates
 employment data is maintained in home and host assignments
 multiple future dated global assignments can be recorded
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Employee Data
Global assignment
• Global assignment details
 It is possible to display either home or host record
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Employee Data
Requirements definition
• For Personal and Employment Information, the customer must
determine
 The sets of data that will be stored
 The countries that will be supported
 The specific features that will be managed: position management, global
assignment
 For each structure



which standard attributes are used
which custom attributes should be added
if country specific attributes are needed
 The detailed definition of each attribute




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label, type (date, text, …), maximum length
if the attribute is required
if a picklist should be associated to the attribute
if the value can be defaulted from a Foundation Object
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Referential Data
Referential Data
• Referential data
 some attributes in Employee Records refer to referential data called
Foundation Objects
 use of referential data ensures consistency and facilitates reporting
 Foundation Objects include Organization, Job and Pay structures
 attributes defined in referential data can be automatically propagated or
defaulted in employee records
 relationships can be built between Foundation Objects
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Referential Data
• Organization structures
 legal entity, division, department, cost center, business unit, location, location
group, geozone
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Referential Data
• Organization structures
 relationships to be built depend on the customer
internal organization
 filters will be automatically created
Legal Entity
Business Unit
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Department
Department
Cost Center
Cost Center
Referential Data
• Job classification
 attributes defined at job classification level can be propagated to
employee records: e.g. job title and job level automatically defaulted
in employee records when the job code is selected
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Referential Data
Country Specific
Attribute
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Referential Data
• Position
 Attributes that qualify the position can be defined in Position
Objects
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Referential Data
• Payroll structures
 pay range, pay grade, pay group, pay component, pay component group, pay
calendar
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Referential Data
• Payroll structures
 stores all elements that the company pays to employees

base salary, bonus target, car allowance
 for each pay component, the customer needs to define






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if it is a recurring or one time pay
if recurring, the frequency
if paid as absolute amount or percentage
if percentage, what is it based on
is it earning or deduction
is actual pay or target
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Referential Data
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Referential Data
Requirements definition
•For Referential Data, the customer must determine
 The Foundation Objects that will be used
 The countries that will be supported
 For each structure



which standard attributes are used
which custom attributes should be added
if country specific attributes are needed
 If relationships need to be built between Foundation Objects
 The detailed definition of each attribute



label, type (date, text, …), maximum length
if the attribute is required
if a picklist should be associated to the attribute
NOTE: Foundation Objects need to be configured first. Referential data should be
loaded first.
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Events & Workflow
Processes
Events
Changes entered in employee records are identified by an event
• Hire, re hire, termination, transfer, promotion …
• In Self Service, it is possible to let the system determine the applicable
event based on data changes (the user is not requested to enter any event
in this case)
• The data changes corresponding to each event need to be defined
 a promotion is a change of job code
 a transfer is a change of department or a change of business unit
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Event
Condition 1
Condition 2
Transfer
Department is
changed
Business unit is
changed
Condition 3
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Rule
The transaction is
considered as a “transfer”
if department is changed
or business unit is changed
Workflow Processes
Workflow processes are defined by
• number of validation steps
 how many approvers are needed
• who are the approvers ?
 Manager, HR, financial controller, a group…
• conditions that trigger the workflow
 which data change/event necessitates workflow validation
• content of email notifications
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Workflow Processes
Through Self Service
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Workflow Processes
Approval chain
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Events & Workflow Processes
Requirements definition
•The customer must determine






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the changes that need to go through approval workflow
the conditions that trigger the workflow
the number of steps and approvers for each workflow
who are the approvers for each step
the notification details
the event corresponding to the changes that are entered through self
service
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Permissions
Permissions
Role Based Permission Concept
Granted
Users
Role
The role defines access to data and functionality
Roles are granted to groups of users (left circle)
Granted users may perform the role on target users (right circle)
Groups can be dynamic to automate assignment of permissions
Administrators can define many roles
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Target
Users
Permissions
Example
• Role Name: HR Role
• Permissions:
Change Employees Job and Compensation Information
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Granted Users
Permission Role
USA
HR
HR Role
DEU
HR
HR Role
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Target Users
USA
Employees
DEU
Employees
Permissions
Example
• Role Name: Manager Role
• Permissions:
View Job and Compensation information
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Granted Users
Permission Role
Target Users
USA
Managers
Manager Role
Team,
All Levels
DEU
Managers
Manager Role
Team,
2 Levels
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Permissions
Users, roles, and permissions need to be defined
• Local HR can change job / compensation information for employees
based in their region
• Managers can see job / compensation information for employees in
their team
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Questions
?
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Thank You
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