Skip to Content

Integration Add-on 1.0 for SAP HCM and SuccessFactors

The first integration package for integrating SAP HCM and SuccessFactors – Integration Add-on for SAP ERP Human Capital Management and SuccessFactors Business Execution 1.0 – was released for Ramp Up on SAP Service Marketplace on May 11th with Ramp Up running until July. The first package introduces one-way employee and organizational data transfer from SAP HCM to SuccessFactors to support Talent Management processes and also transfers analytics data to SuccessFactors Workforce Analytics to support workforce planning and workforce analytics. A brief overview of all of the packages and the strategy for integration can be found in my blog SAP and SuccessFactors Talent Hybrid Packaged Integrations: an overview.

Despite being positioned as an integration package it is merely an interface, although this is the start of what is likely to be a long but fruitful process to provide customers with genuine real-time integration between the two systems. Knowing how long it took SAP’s partner Nakisa to provide genuine real-time integration, I wouldn’t be surprised if it took SAP a few more years to deliver full integration.

Data Extraction

The integration package compromises of ABAP programs to extract, evaluate and transfer the data. The process to transfer data is a 3 step process:

  • Extract
  • Transfer
  • Upload

The extract is configured in an extract report provided as part of the package and includes wizard-based integration setup. Customers can extract 44 fields for employee and organizational data, 29 of which are pre-defined and 15 that are available for customer specific fields. For each field, the source field can be selected (for some fields there are more than one choice) or a customer implementation can be selected. A number of fields are required but others can be selected or deselected as required. If an employee does not have data for a required field then the record will be omitted from the extract file.

/wp-content/uploads/2012/06/1_110102.png

Upon extraction the extract report performs error checking, any predefined data transformations and then extracts the data into an unsecured CSV file. Yes you did hear me right: an unsecured CSV file. This gives you an idea to the extent of the task ahead for SAP in their quest to provide customers with full integration. 35 evaluation reports are also available to perform checks on the extracted data before it is transferred to SuccessFactors.

/wp-content/uploads/2012/06/2_110103.png

Once the CSV file is ready and checks are complete then the file is transferred to the SuccessFactors system via FTP or SFTP and then uploaded into the system. And au voila, you now have your SAP data in SuccessFactors. Until a later integration package SuccessFactors data cannot be transferred back to the SAP system, making reporting and analytics with SAP data impossible. However, 30 new extractors are provided to extract data so that SuccessFactors BizX Workforce Analytics can be used for analytics and reporting. This at least provides real-time analytics for data in the SuccessFactors system, although obviously the limitation is with the extent of the dataset existing in the SuccessFactors system.

One of the main concerns about data transfer in this integration this will focus around security of the transfer. CSV file is not well secured and details of how secure the transfer process is have not been released in any detail. It will be interesting to see if any clients with strong authorizations would be happy to have their employee data transferred through a CSV file. Time will tell. As it was pointed out to me, many organizations are still conducting data transfer between SAP and third party/legacy systems using CSV file, so it isn’t out of the question to believe that some customers will find this an acceptable method.

What data is transferred?

By default, the following fields are transferred between SAP and SuccessFactors:

  • Employment status
  • Personnel ID
  • Central Person ID
  • User ID
  • Title
  • First Name
  • Middle Initial
  • Last Name
  • Gender
  • Hire Date
  • Manager
  • Matrix Manager
  • OrgUnit/Cost Center ID (as Department)
  • Job (as Job Code)
  • Company Code (as Division)
  • HR Administrator
  • Email
  • Business phone number
  • Fax
  • Address line 1
  • Address line 2
  • City
  • State
  • Zip/Post Code
  • Country
  • Location
  • Time zone
  • Review frequency
  • Last review date

In additional CUSTOM01 through to CUSTOM15 are available for customer-specific fields. Some SuccessFactors fields have more than 1 option and this can be selected in the extract report (e.g. Department). All fields can have a customer-specific implementation via a BAdI.

For the analytics, extractors exist to extract data from infotypes 0000 (Actions), 0001 (Organizational Assignments), 0002 (Personnel Data), 0007 (Planned Working Time), 0008 (Basic Pay), 0016 (Contract Elements), 0025 (Appraisals), 0041 (Date Specifications), 0077 (Personnel Actions), 0302 (Additional Actions), 1000 (Objects) and 1001 (Relationships), plus the related text tables.

Practical and Technical Implementation Information

The integration package requires ECC6.0 and can be installed with no enhancement packages, supporting upto and including EhP6. Details of the minimum SPS level for each EhP can be found on SMP via https://service.sap.com/~form/sapnet?_SHORTKEY=01100035870000747353&. Customers can also apply to join the Ramp Up programme via this link.

SAP note 1708986 (Installation of SFIHCM01 600) is provided to deliver installation information for the integration add-on and, unsurprisingly, there is already a Support Package: SAPK-60001INSFIHCM01. The package is delivered in 8 languages: English, German, Spanish, French, Portuguese, Russian, Chinese and Japanese.

Transactions and Customizing are available – Customizing in the IMG is under Personnel Management > Integration Add-On for SAP ERP HCM and SuccessFactors BizX and includes options for specifying the location and name of the CSV file and scheduling the extraction job. The program to perform the data transfer setup and execution is RH_SFI_TRIGGER_EMPL_DATA_REPL and requires SAP role SAP_HR_SFI_EMPL_DATA_REPL. This report can also be scheduled as a background job in SM36 to run the data extract on a periodic basis.

Concurrent employment has been considered, but is not really supported. The extract report selects each CP object and all related PERNRs. The main PERNR, which SAP recommends is defined in infotype 0712 (Main Personnel Assignment) with subtype SuccessFactors (SFSF) for relevant employees, is then transferred with all related PERNRs. If no entry is maintained in infotype 0712 then only one PERNR is transferred.

It might be worth noting that email is a compulsory field in SuccessFactors so a default email address must be provided for employees that do not have an email address assigned.

Integration Challenges

I’m not really going to touch on this, but I recommend that you read SAP and SuccessFactors: My Top 9 Integration Challenges by Jeremy Masters to get a good overview of some of the integration challenges that customers are still going to face at this stage of the integration roadmap.

Back to the Future

In the short-term, SAP plan to introduce bi-directional integration at specific process points in an end-to-end process and event-driven data transfer. With each integration package SAP will introduce more and more two-way integration points to allow for interaction between the systems.

In the long-term, integration will be via SAP Process Integration OnDemand (available later in the year) and SAP Data Services OnDemand, allowing bi-directional and secure transfer of higher volumes of data between the systems. There is also a possibility that real-time data transfer will be available in the near future, rather than the long-term.

SAP plan to offer Web Services that can can provide real-time, bi-directional data transfer between the systems. My concern here is largely around performance. Can Web Services cope with the volume of data used in Talent Management process such as Recruitment, Performance or Talent Calibration? Hopefully Matthias Steiner can provide some insight into this topic.

Summary

I’m not a huge fan of transferring data in this way, but if the process is secure and provides customers with an easy way of transferring their data to SuccessFactors then this is definitely more beneficial than customer’s building their own integration. This is the first step on a long-road to genuine, secure, real-time integration and is at least a step in the right direction. The end of maintenance date of 30.06.2014 shows that SAP doesn’t aim to have this package in use for longer than a 2 year period. While the “integration” is rather basic, it still provides customers with a starting point to use their SAP HCM data within the SuccessFactors BizX suite.

*Updated information on the Support Packages for the Integration Add-on:
Integration Add-on 1.0 for SAP HCM and SuccessFactors: Support Package 1

Integration Add-on 1.0 for SAP HCM and SuccessFactors: Support Package 2

39 Comments
You must be Logged on to comment or reply to a post.
  • Good to hear that SAP Process Integration OnDemand is in the making.... Frequent changes to PA data in SAP HCM On premise solution would need to be posted to SuccessFactors seamlessly. Thanks for this article. Nice to hear the updates regarding SucceessFactors

    • Hi Prem,

      Thanks for your comments and I'm glad you found it useful. I think a lot of folks want to get a better idea of how integration works and hopefully over the short-term we can see gradual improvements in integration, with more significant improvements in the medium to long-term.

      Best regards,

      Luke

  • Good job with this Luke and in my mind have robust integration between SAP and SuccessFactors will play a key role in the long term success of the Hybrid deployment model SAP is pushing and the initial offering of full file loads via CSV is extremely weak if you asked me.

    The next 8 months will be pretty important to start deliver more robust integration as I am hearing mixed messages on what PI OnDemand will REALLY bring to the table.

    • Hi Jarret,

      I agree with integration and I think that SAP will eventually reach it, but I'm not sure it will be in the short term.

      I'm curious to get more of an understanding about SAP PI OnDemand and how it will support the process, particularly if there are limitations in supporting the SAP/SF integration. That said, SAP PI OnDemand may also be slightly weak initially but will no doubt become a better solution over time.

      Best regards,

      Luke

  • NIce work Luke. This is a very useful summary. I agree that there's still a lot of work to do but i believe both SAP and SFSF are working at great speed to have both worlds integrated.

    • Hi Ivan,

      Thanks for comments. I agree with you on this - SAP are highly committed to getting to real-time integration and providing a best-of-breed solution via SuccessFactors Employee Central and BizX solutions.

      Best regards,

      Luke

  • Great blog post Luke and surely you're raising very valid questions. Yet, it's not my primary area of expertise so I have to admit that I do not have the answers at hand. However, I've reached out to the people who are more knowledgable in this topic and I'm confident we'll have some answers very soon.

    It's great to see you pioneering on this front, yet having been in that position for many years I got to understand that an inherent aspect of being in the front-row is that one has to cope with the fact that some things are still being finalized or may need to be surfaced, which takes a little time.

    Thanks for your understanding!

    Best regards,

    Matthias

    • Hi Matthias,

      Thansk for the ocmments - it's much appreciated.

      Having been at the forefront of development in another area I have seen this before, especially with integration. I'm sure in a few years' time we'll all laugh at how SuccessFactors integration started out and how far it has come.

      Best regards,

      Luke

  • Luke,

    Like you, I sat in on Heike's session at SAP HR 2012 in Milan which was a packed house (and Twitter-tastic!), but you've added some great detail on top of what was communicated there.

    In SAP's defence, it has only been a few months so enabling a way, albeit not "perfect", is a start, as you said in your summary.  However, I agree that calling it "integration" instead of "interfacing" is stretching it a bit!  Also, while a CSV file is unsecure, the file location could be secured.  So again, not perfect but the risk can be managed.

    I personally don't think SAP will take as long as Nakisa have to provide a robust way of moving data between systems as SAP are able (and have started) to throw lots of resource at the problem. 

    When I heard about the future, I couldn't initially understand why SAP were pursuing a long term strategy to move data instead of use real time calls from one system to the other (i.e. leave the data in the source master system).  But I believe this is because SAP don't want to support 2 variations of the data model used in SuccessFactors (which obviously works for the SF applications).  i.e. it works if you are using SF for all applications in the cloud, so why change it to support the hybrid approach (on premise SAP HCM core and SF for talent); it is easier to move the data from one system to the other.

    Stephen

    p.s. Just to prove I read it all ... what is the 9th language? (you listed 8!) 🙂

    • Hi Stephen,

      Thanks for your comments and your hawk-eye "proofing" of my blog 🙂 . The 9 languages was a typo, so thanks for spotting that - I've now updated the blog.

      I think SAP need to use real-time calls if they want to provide real-time analytics (particularly using HANA), but I think we understand that this is the beginning of a long, challening process to achieve the level of integration that SAP pride themselves on.

      Best regards,

      Luke

    • We need to keep in mind that SuccessFactors cloud solution needs to support non-SAP customers too (PeopleSoft, Oracle, their own Employee Central and other HRMS systems). So, most likely SFSF will keep their existing data model.
  • Hi Luke,

    Thanks for the information. You mentioned that the report RH_SFI_TRIGGER_EMPL_DATA_REPL can be scheduled as a background job in SM36 to run the data extracton a periodic basis. Do you mean the interface support delta handling i.e. changes to records already interfaced to SFSF are taken care of ? Also, SAP HCM information is date dependent, are the data transferred may to similar data structure in SFSF ?

    Thanks and regards

    Kir Chern

    • Hi Kir Chern,

      Rhe job doesn't support delta-handling, it does a full load when the job is scheduled. Delta loading will be introduced in a later integration package.

      As far as I am aware SuccessFactors does not have a concept of date dependant records, which will be a big surprise to SAP customers.

      Best regards,

      Luke

  • Great info! Thanks, Luke.

    I am curious how SFSF is managing reporting hierarchy. On each employee record you can specify manager position, but there is no position attribute for the employee. Job and org unit are there. So, when manager logs into to SuccessFactors, how would the system know which employees report to him if the system does not know user’s position?  SuccessFactors also need to build an org structure view somehow.

    SFSF standard connector (non-SAP specific) includes Organization File, where you supply list of all org units and their parents, but it's not mentioned anywhere for this SAP Add-on.

    Can someone shed some light on this?

    Thanks,

    Andre

    • Hi Andre,

      Thanks for your comments.

      SuccessFactors does leverage the organization structure as a focal point for managers and the orgchart functionality is a standard feature (unlike in SAP HCM where SOVN OrgChart is an add-on).

      SFSF standard connector (non-SAP specific) includes Organization File, where you supply list of all org units and their parents, but it's not mentioned anywhere for this SAP Add-on.

      Can you clarify what you mean here and I'll try to shed some light.

      Best regards,

      Luke

      • Luke,

        Customers have been implementing SuccessFactors and integrating it with SAP long before the Add-on was developed. SFSF default integration method is based on the standard connectors or sets of properly formatted customer data files (employee data, organizations, locations, competencies, etc.).


        The Add-on 1.0 simplifies the process of generating the HR Connector file, which is the foundation for all SFSF modules. SAP mapped SFSF fields to appropriate SAP HCM fields and gave an option to override it.
        In the standard HR Connector, SFSF expects to receive both employee and manager User IDs. Using that information SFSF can tell who reports to whom (user to user). In the Add-on, SFSF manager field is mapped to manager’s position in SAP, not the user id. According to the Add-on documentation, employee position is not passed to SFSF, so there is no link between user id and position. I just do not see how reporting relationships can be tracked in SFSF in this setup. Either employee's Position or manager's User ID needs to be sent to SFSF by the Add-on.

        Building the reporting hierarchy is also possible using other standard connector files. The Organizational File, for example, includes information on all Org Units and their Parent Org ID. Howver, this file is not generated by the Add-on.

        Hope it makes my overvation more clear.

        Andre

        • Hi Andre,

          Thanks for the information and insight - it is very interesting. I've spoken to existing SuccessFactors customers who have produced their own integration and the pains they have gone through. I'm not sure if the SuccessFactors connector is much different from the add-on, but I'm sure that some of the architecture will have been studied by SAP prior to producing the add-on.

          You are correct that the position isn't passed by default (it is the job, although this can be the position if the customer requires it), but the manager is passed over and therefore the reporting structure should be supported (I would assume that there is logic in the SF import program to find the manager's user ID from the manager). However, multiple managers might be a problem since only one manager can be passed at once.

          Best regards.

          Luke

          • The Add-on is now in General Availability and can be downloaded here . We installed it and I had a chance to review it.

            First, I found the answer to my original question. Even though it says "Manager position" as an option for Manager field, the report actually extracts CP (Central Person) ID for the manager using relationship B012 (Chief of Org Unit). The second option for Manager is Reporting structure. It's using position-to-position relationship A002 to find manager's CP ID. So, the reporting hierarchy in SFSF is based on linking CP IDs. Position data is not sent to SuccessFactors.

            SAP also made some minor changes in the Add.-on (ver 1.10). New fields are available now: DEFAULT_LOCALE, CUSTOM_MANAGER, SECOND_MANAGER, and PROXY.

            Andre

  • Luke, what do I need to download the integration add-on from SMP. I noticed it is on ramp-up to customers however for some licensing issue my request was not approved. Is there any other way to get access to it or it's only for specific customers? thanks.

    • Hi Ivan,

      If your request was denied then you won't be able to download it until the Ramp-Up period has finished. Ramp-Up is due to complete this month (July).

      Best regards,

      Luke

  • Hello,

        Please tell me what is the exact fruitfulness of success factors and how does it evolve in the market . Wat does NAKISA mean ...... I need a brief explanation on this ...

    Lokesh

  • Hi everybody,

    Question about The report RPUDELPP to delete EE on ECC,

    RPUDELPP calls the implementation Delete Personnel Numbers from Extraction Log (HRSFI_DEL_EXTR_LOG).

    But when you do that the EE, but it'is not move in inactif status on SF side.

    So the EE no longer exists on ECC and it's actif on SF.

    Are there a solution to do that ?

    Thanks for your help.

    Regards.

    Nciio

    • Hi Nciio,

      Add-on 1.0 doesn't handle inactive employees until SP1 (see SAP Note 1726266 SuccessFactors Integration BizX: Delta/inactive handling). There is an issue related to inactive employees that is resolved in SP5 and in SAP Note 1833288 Correcting deletion of log table (user data).

      Best regards,

      Luke

      • Hi Luke,

        Thanks for your response.

        My problem is when i used RPUDELPP on EE who is on SF and Active.

        The program delete EE on ECC and on each log table, error table and inactive table.

        But the interface don't send EE as inactive is SF, It's normal ?

        Thanks for your help.

        Nico

          • Thanks Luke again for your help.

            I have a another question

            Do you have any new about integration Add-3.0 (competency ...)

            Thanks Again,

            Regards

            Nico

          • Hi Nico,

            Skills & Competencies are not confirmed yet, but are under consideration and is very likely to be released. Unfortunately I don't have any further information, but I'll ask Yannick Peterschmitt if he can put out another blog to update us on the integration releases.

            Best regards,

            Luke

          • Yes, you can. But I suggest to use Central Person ID, which is more static. This way if person is on a global assignment and PERNR changes, all their talent info is still tied to the same ID.

  • We are using the PI to integrate SF with SAP data for Recruitment and getting an error for User ID while getting the data from SF to SAP. SAP
    USERID (when not numeric) is all UPPERCASE while SF is Case Sensitive.  We
    convert the USERID in the middleware to UPPERCASE, but PI returns the converted
    information, not the original Mixed case information which generates an
    inconsistency and fails.

    Any ideas? To my knowledge, the User ID (Subtype 0001 of IT0105) always get stored in upper case (CAPITALS) at table or database level. Are we missing something here?

    • I'm not sure I understand your issue. It seems the middleware is returning the correct data, but maybe I misinterpreted your issue.

      • Hi Luke,

        I am responsible for setting up the SF integration at my company. I'm running the RH_SFI_TRIGGER_EMPL_DATA_REPL  report but I get an error when running the report with regards to the creating of file name. I'm using customizing to set up file path name. below is a screen shot

        logical path.PNG

        I recently changed the path to look like this, is this the correct format?

        /
        logical path.PNG
  • Hello Luke, At our company we plan to transfer future hires from SAP ECC to BizX and just wondering if the standard program RH_SFI_TRIGGER_EMPL_DATA_REPL supports this employee data transfer. please advise.

     

    Regards

    Naveen