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This part of my blog series outlined what is to come next on the roadmap forthe SuccessFactors Employee Central integration  as well as it provides answers to the most frequently asked questions.

What is the roadmap for the integration of SuccessFactors Employee Central?

Over the course of the next releases, SAP plans to extend integration between SuccessFactors Employee Central and SAP ERP. The integration of organizational data is a big investment area we are working on. The department integration that is available as a beta version with the 1311 build is targeted for general availability with the 1402 build. Additional integration of SuccessFactors Employee Central business unit, division, job and employee-to-job assignment integration is what SAP and SuccessFactors expect to come with one of the next releases to integrate with SAP Organizational Management.

Based on current planning, the organizational assignment information of employees being assigned to divisions or business units in SuccessFactors Employee Central will be integrated with the SAP Organizational Management with the next release. Additional integrations, such as integration of SuccessFactors Employee Central job, or employee-to-job assignments, SuccessFactors Employee Central positions and employee-to-position assignments are next. In addition, it is planned to further increase the extensibility options so that customers have even more flexiblity in adjusting the standard integration tailored to their specific processes.

The second area of investment is to integrate further solutions with SuccessFactors Employee Central, such as providing integration with SAP Environmental Health and Safety (EHS), SAP Governance, Risk and Compliance (GRC) as well with SAP Cloud for Service to provide a standard solution that allows HR departments to operate in a shared services delivery model and where SuccessFactors Employee Central as the system of record for HR personnel data. The integration with SAP Cloud for Services provides a direct connection make an entire cloud suite available to our customers.

The current plan is to integrate SuccessFactors Employee Central and SAP ERP according to the latest roadmap (roadmap as of February 2014):

/wp-content/uploads/2014/02/roadmap_393905.png

Note: The roadmap reflects the status prior to the 1402 release delivery. With the delivery of the 1402 release, the items outlined for Q1 will be indicated as “solution today” items soon.

How is the integration delivered and what technical options do customers have?

Similar to the talent hybrid where customers integrate SAP HCM and the SuccessFactors Talent Solutions, integration for SuccessFactors Employee Central is delivered as a pre-packaged integration. The integration code is delivered as add-on on top of SAP ERP 6.0.The add-on to be applied is the SuccessFactors EC Integration 1210 add-on. It contains the logic for the integration into any SAP ERP system, for the integration scenarios such as Financials for the cost center uploads as well as it contains integration content and configuration.

In principle – and that is the difference compared with the talent hybrid – integration for SuccessFactors Employee Central is delivered based on Dell Boomi. This integration technology was already leveraged by SuccessFactors prior to the acquisition, deployed in the SAP / SucccessFactors data centers around the globe and, following the SaaS model, an integration technology customers can use as part of their  SuccessFactors Employee Central subscription.

SAP supports also other middleware platforms, such as SAP NetWeaver Process Integration (PI), however neither SAP NetWeaver Process Integration (PI) nor SAP HANA Cloud Integration (HCI) have as much pre-delivered content for the SuccessFactors Employee Central to SAP ERP integration. The technology roadmap is currently being discussed.

With the 1402 build, it will be possible to leverage SAP NetWeaver Process Integration in addition to Dell Boomi as a router between Dell Boomi and SAP ERP. This allows customers who already use SAP NetWeaver Process Integration to leverage this layer as part of their security concept. At this point in time SAP NetWeaver Process Integration does not replace Dell Boomi. If you want tolearn more about this option, please follow the blogs of my colleague Finny Babu.

Strategically, what customers can expect is that SAP will make more integration content available on SAP integration technology, however respecting customers who use non-SAP integration technologies or by allowing even simpler technical options, such as file uploads.

Are there any recommendations when to use which integration technology?

On the one hand, consolidation towards SAP integration technology offers standard integration and enables SAP to deliver as much pre-delivered content as possible and enables our customers to accelerate the integration implementation as much as possible. On the other hand, the integration delivered is open to support other platforms as SAP does not pre-scribe the customers which integration technology to use. If you ask whether SAP is consolidating integration more towards SAP NetWeaver Process Integration (PI) or SAP HANA Cloud Integration (HCI), that might not be the right question to ask as both integration technologies are appropriate technologies in different integration use cases. For example, in recent customer interactions we recognized that SAP HANA Cloud Integration makes a lot of sense for cloud-to-cloud integrations whereas SAP NetWeaver Process Integration operated by the customers themselves makes sense in case solutions that are operated by customers themselves, i.e. when they use SAP on-premise solutions, such as SAP ERP, and integrate with any other solution type. This only can be a general recommendation; aspects like what customers are using today and their strategies such as to invest in time and resources to operate integrations themselves or more biased for the SaaS model drive their individual decisions. We certainly help them identify the right solution to best fit the needs of the company.

Which SAP partner solutions are already integrated with SuccessFactors Employee Central?

For extended business processing, some SAP partner solutions are already integrated with SuccessFactors Employee Central. The extensions available are in the areas of time and attendance, benefits and 3rd party payroll. The partner payroll integrations support also customers that have decided to go with an outsourced payroll model.

For these SAP partner products, such as BenefitFocus, Aon Hewitt for employee benefits functions, Kronos and WorkForce Software for time & attendance functions, ADP and Northgate Arinso for 3rd party payroll integration, SAP plans to support the SAP HANA Cloud Integration technology and deliver standard content for it in 2014.

An overall view on integration for SuccessFactors Employee Central:

EC_Integr.png

Note: The graphic reflects the status prior to the 1402 release delivery. With the delivery of the 1402 release, the items delivered with 1402, will be indicated as delivered items soon.

Does the integration between SuccessFactors Employee Central and SAP ERP require customers to use the position management functions of Employee Central?

Technically, the integration scenarios introduced for the organizational assignment integration do not rely on Employee Central Position Management, it’s an optional component within the SuccessFactors HCM Suite. Within the reporting line integration scenario as well employee-to-department-assignment integration, only the Employee Central job information records are considered and positions are automatically created for every employee and then mapped with SAP Organizational Management. That way, the reporting line information is represented in SAP via the position-to-position relationship. For the employee-to-department-assignment integration departments are translated into organizational units on the SAP side and get position assignments to the automatically created positions.

Is there any possibility for customers or partners to extend the SuccessFactors Employee Central  solution?

With the SAP HANA Cloud Platform for SuccessFactors packages, customer and partners can extend the SuccessFactors solution portfolio.  Three packages – Standard Edition, Enterprise Edition and Supplemental Edition – are offered. The number of extension applications, the data storage need per user and new objects that shall be created determine which is the right package to use.

HCP.png

Various options allow to easily extend the solution with no coding effort, for example to extend existing functions by:

  • Adding or changing configuration and rules
  • Creating business logic for delivered objects
  • Automatically generating simple UIs to configure and manage objects

In addition, the development options as part of the packages allow to:

  • Host applications on the SAP HANA Cloud Platform
  • Custom code objects and logic
  • Create new applications or more complex extensions
  • Build engaging user interfaces for mobile or other channels
  • Directly access to SuccessFactors Employee Central business objects using OData APIs
  • Leverage the Meta Data Framework (MDF ) for custom objects within SuccessFactors Employee Central and share across extensions

Feel free to contact me in case you have more questions and read my other blogs related to this one:

Best regards

Heike

Solution Manager – HCM Solutions, SAP AG

heike.kolar@sap.com

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43 Comments

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  1. Jarret Pazahanick

    Great job with this 3 part series Heike and think the Employee Central to SAP ERP is a key competitive advantage for SAP and SAP Customers that will be extremely difficult for other HRMS vendors to duplicate and glad the SuccessFactors team has made this an area of investment.

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  2. Rob Makinson

    Thanks Heike,

    nice to finalise on the roadmap.

    Does the integration roadmap provide for customers who are using SAP on preamble qualifications catalogs and Job architecture, but want a talent hybrid solution for Succesion and Career Development? It appears at present that we on premise customers have to make decisions about which system will be the Data source for parts of these 2 areas. do you see SF extend it’s job / role function so you can integrate more from SAP jobs to SF for career paths, etc ?

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    1. Heike Kolar Post author

      Hi Rob,

      thanks for your question. In order to answer this, I first want to clarify that the scenario you talk about is the so called talent hybrid scenario. This is the combination of SAP HCM (on-premise HR) and SuccessFactors Talent Solutions. I did not outline anything in this blog series as this is about the full cloud deployment of HCM with the entire SuccessFactors HCM Suite and integrations to partners, SAP ERP and is talking about extensibility options with the SAP HANA Cloud Platform.

      The talent hybrid has its own roadmap and currently underway as one of the topics is the qualifications/competencies integration. My colleague Prashanth Padmanabhan is the responsible solution manager who can you provide insights into the upcoming developments.

      Regards, Heike

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  3. Harris Moideen

    Heike,

    Great conclusion to a very informative series .

    One question i want to ask is the usability of these integrations for organisations with large workforce.

    For ex.If we have integrated SAP Payroll/Time management with EC and want to send Employee’s Absence quota balances back to EC  as the employee will enter his leave request using the Time off functionality.If there are 150,000 employees  and they have 4 quota balances ( LSL, Annual Leave,SL etc)  we are talking of 600,000 records on a regular basis.Can the integration work with these large numbers? What should we be possibly thinking ahead in these type of scenarios?

    Regards

    Harris

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    1. Heike Kolar Post author

      Hi Harris,

      as far as standard itntegration is concerned,forexample, EmplyoeeCentral to Employee Central Payroll, we are well aware of that it soon can mean a lot of data could be the data in question to be transferred. Our standard integration therefore works with initial loads and then continued delta loads so that already helps to minimize the amount of data being sent.

      Regards, Heike

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  4. Chiara Bersano

    Always great to read you, Heike, and great to learn that the Org Management is FINALLY getting there. It is a critical part to support all the multiple ERP contact points with HR data, needing structural information.

    I see already now how data integrity is going to remain a critical item in the discussion, as the automated creation of objects you mention can only function accurately IF the starting point is fully clean.

    I am thinking of the very large customers, with tens and hundreds of thousands of employees and positions, and it can be a Sisyphus ordeal to ensure integrity. Any specific tools are being thought of to support this?

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    1. Heike Kolar Post author

      Hi Chiara,

      data integrityis indeed a topic. Some two, three  things to add to this. On the one hand side the integration monitors are crucial for checking on accurate data handling,ideallyautomating it and just providing hints in error cases.

      Second, as you know we integrate based on delta data which is transfer typically only data that have been changed sicne the last load. Also that avoids that too many data are transferred but only the relevant ones. The whole integration architecture is built on that principle.

      The second aspect I want tomention is the SAP Governance and Risk Compliance integration we have started to look into so that from a processing perspective data accurary, but also compliant data flows are supported automatically.

      Regards, Heike

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  5. Santosh R. Shivane

    Hello Heike,

    Thanks for the valuable information shared regarding SF.

    Road map for Full Cloud HCM integration showing all details.

    Now different location client is using different SAP Version i.e. ECC 6, EHP 4, 5, 6,7.  Is there any specific version for implement or integrate SF.

    Regards,

    Santosh R. Shivane

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    1. Heike Kolar Post author

      Hi Santosh,

      the integration is built on ERP 6.0 without enhancement package dependency. This means the minimum requirement for all described integration scenarios is ERP6.0,regardless which EhP the customer has implemented. The only exception – and which I did not describe in my blog series is the integration between Employee Central and Employee Central Payroll. This requires HR Renewal functionality offered supporting the integrated and renovated payroll user interfaces. As this is a cloud payroll, the system set-up is with SAP/SuccessFactors being the vendor and is not with the customer.

      Regards, Heike

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  6. Kenton Dulling

    hi Heike,

    Thank you very much for sharing this level of detail spread out over the three articles. I am very glad to see that integration with SAP Organizational Management finally is getting there. As you mentioned, the integration tool will create new positions in SAP based on the position assignment (if you can call it that) in SFSF. How would this impact the use of structural authorizations in SAP where you want to assign the different authorization roles (either single or composite) directly to the organizational structure (positions, jobs) instead of the user in SAP? Is that still possible? Or are there limitations due to the way integration currently works?

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    1. Heike Kolar Post author

      Hi Kenton,

      the authorizations will continue to work as before. What the reporting line integation doesit “translates” the employee-to-line-manager relation as of SuccessFactors into a position-to-position relationship and respective employee assignments to the positions. If an employee is ayssigned to a certain position, the employee-to-position assignment will be done based on the existing (real) positionin SAP Organizational Management and assignedat the appropriate level in the orgnaizational structure. Only in case where there no position can be found technical positions objects are generated and as well assigned appropriately at a certain organizational unit level.

      Regards, Heike

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  7. venkat raman

    Heike,

    If a customer wants to use SAP HCM On-Premise Payroll and everything else in Successfactors, including ESS / MSS functionality in EC does the customer needs to be in EhP6?

    More specifically, if the customer wants to view Payslips in the ESS of SF, will they be able to do it, even though Payroll is in On-Premise SAP HCM? And will that need EhP6?

    Thanks

    Venkat

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    1. Heike Kolar Post author

      Hi Venkat,

      in the constellation where the customes does not want or need to use any user interface mash-ups via Employee Central, ERP 6.0 is sufficient.

      However, what needs to be considered is the SAP Payroll itself. As you know, investments are done here with modernizing user interfaces and the HANA based functionality. Some dependencies here are given with the options to use this on HANA, and some new functions go together with the HR Renewal delivery which requires a certain EhP level. Depending on what functions of SAP Payroll a customer wants to use given these modernizing aspects, prerequisites may apply for the SAP Payroll usage per se as described.

      Regards,Heike

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    1. Heike Kolar Post author

      Hi Rajora,

      not quite sure if I understand your question correctly. As for the solution offering for Employee Central customers we have separate connectors for ADP and Northgate Arinso between Employee Central and the respective payroll solutions of these two vendors. In addition we offer a generic payroll connector so that customers can utilize other vendors as well.

      Regards, Heike

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      1. Siddharth Rajora

        thanks, Can we get more information on these connectors on how these data is replicated from Employee Central to ADP systems ? When the data is changed in Employee Central how often data is replicated in ADP or Arinso, I couldn’t find any information on this?

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  8. Avi Luski

    Hi Heike

    thanks for all the info. in this blog.

    can you please share some of the plans of integrating SF with solution manager in order to monitor interfaces.

    we are implementing full SF solution where our sap HCM minimaster supports travel management and other legacy systems, we want to have an end to end interface monitoring in sap and non sap systmes.

    for example, marital status was changed for an employee – this need to be interfaced from sf.

    a typical integration scenario is SF – boomi – PI – ECC – PI – Legacy – we want to track the whole process – to have a “compounded” status for each set of interfaces.

    are you familiar with any future functionality that should focus on this area ?

    thanks in advance

    avi

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    1. Heike Kolar Post author

      Hi Avi,

      for all integration scenarios under the future labelit is a bit too early to outline what will be the exact integration development we are undertaking. Sorry for that.

      Our project for the integration with the solution managerhas just started.  The overall intention is that the solution manager will be the right tool to operate heavy landscapes.

      Regards, Heike

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  9. Subhro De

    Hi Heike,

    Our current SAP ECC system is on EHP7(SAP_APPL 617). While trying to load SuccessFactors EC Integration 1210 add-on on SAP ECC it is referring to lower versions of SAP APPL and failing to load.

    Could you please let me know if this add-on SuccessFactors EC Integration 1210 add-on is no longer working for newer SAP EHP systems.

    Regards

    Subhro

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    1. Heike Kolar Post author

      Hello Subhro,

      as indicated in our e-mail conversation, the minimum requirement is SAP_APPL 600 SP15 or higher, but we identified we can do a better job when documenting the underlying technical requirements in case customers run certain enhancement packages. It’s on our list now.

      Regards, Heike

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  10. Ramesh Annam

    Hi Heike

    We are planning to implement EC.  Business has a requirement to use mobile time and expense for all the employees and the costs should be integrated to every network activity in project systems(SAP ECC). Does SF support time and expense functionality end to end to support the requirement we have right now

    Regards

    Ramesh

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    1. Heike Kolar Post author

      Hi Ramesh,

      SuccessFactors Employee Central with its time-off functionality does not support this functionality today.

      Regards, Heike

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        1. Ramesh Annam

          Hi Heike

          We are also looking at implementing SAP workforce performance Builder 9.3 for content recording and authoring. Looking at SF-LMS if it has a content recording tool similar to workforce performance builder.

          We don’t want to duplicate the stuff on ECC if SF-LMS can give us the content recording tools

          Can you let me know if SF-LMS can support this

          Regards

          Ramesh

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          1. Heike Kolar Post author

            Hi Ramesh,

            SFSF LMS offers flexibility which authoring tools to use. You could use as well Workforce Performance Builder and load the learning files into SFSF LMS.

            Regards, Heike

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        2. Heike Kolar Post author

          Hi Ramesh,

          we are undertaking an evaluation how we want to go forward with time management in Employee Central.  Some investments delivered with the May release extend our current time-off functionality to allow salaried employees to add overtime so that payroll calculation can consider this, or hourly paid employees can enter their hours so that payroll considers these. For a full-fledged positive time management with Emplyoee Central we have so far a partner strategy with Kronos and Workforce Software.

          With regards to expenses, this would not be SuccessFactors, but SAP Cloud for Travel,our solution to handle the travel related processes, incl. travel expense requests and approvals.

          Regards, Heike

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  11. Harry Srinivasan

    Hi Heike,

    I had a great time reading your blogs on the 3 part series. Actually I would like to know if we have a good integration document between EC and Cloud Travel & Expenses. One of our customers in APAC has purchased this solution and would like to have a good document that covers this integration process and requirements. Thanks.

    kind regards

    Harry

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  12. Chris Paine

    Hello Heike,

    are you able to provide an update on the progress of HCI as an alternative to Dell Boomi in the SuccessFactors Employee Central  to SAP ECC integration scenario?

    Thanks,

    Chris

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  13. Alim Ahmed Momin

    Hi Heike,

    I am from HCI background for C4C Sales and know what it takes to integrate On Premise to Web Dispatcher(Load Balancer) to HCI to Cloud and also reverse way. I am new to Success Factors.

    However, I could not find anything in docs OR blogs, mentioned specifically for On Premise to Web Dispatcher(Load Balancer) to HCI to SF Cloud and also reverse way.

    Could you please provide me some link/blog/docs where it explains Success Factors to On Premise Integration points, pre-requisites and all steps end to end.

    Alim

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  14. Juan Andres Bellucci

    Hello Heike,

    This is great information, actually Im looking for more info about the standard integration that exist between Employee central and ADP using dell boomi as middleware. I found a doc on the help portal on this link ADP Global Payroll Integration but it talks about an integration package, this should be available on the dell boomi platform? I had been looking a lot for information about this integration process and you are the only one so far talking about it, do you have more info or do you know whom can I talk with? Any help is very appreciated.

    Regards.

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