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  1. Thomas Otter

    Thanks Luke.

    Our key design principle with position management is simplicity for the manager, and ease of maintenance for all. Traditional position management solutions often offer powerful features, but they are at the expense of simplicity. Rather than being an all or nothing deployment, customers use positions where and how they need them. The position lurks in the background for the manager (almost invisible), but gives HR the control and power that they need. I like to think of it as practical position management.

     

    For ERP customers it is a bit of a mindset change, but once they grasp what we are up to, they really like it.  My advice to consultants and customers is to open your mind and think differently about positions. If you do this, you won’t want to go back to traditional position management.

     

    The roadmap for positions is exciting, and I’d like to thank the customers that have worked with us to make this functionality what it has become. Thanks to the SaaS model, we can measure adoption, and I’m very pleased to see many customers deploying position management today.

     

     

     

    Thanks for taking the time to write the post.

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    1. Luke Marson Post author

      Thanks Thomas – I appreciate your valuable comments. It’s kudos to you and your team for making this simplicity happen. I can’t agree more that customers and consultants need a different mindset. I think this is a case for SuccessFactors as a whole.

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      1. Srikanth Reddy Munugala

        Hi Luke,

         

        Great blog.

         

        Do job relationships (Matrix Managers) can be handled during hire with SYNC rule.i tried may ways the SYNC is not happening.Is it the system behavior or Config issue.The same changes i see happening when i change position data from Position chart,

         

        Please find my rule below.Pos2job.png

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  2. Vasily Baranovsky

    Luke, thank you for your valuable work!

    Especially for the Roadmap part, as I’ve a task to provide Pay Range information to Recruiting Requisition. Glad to hear Pay Range will be added to the Position in the standard!

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  3. Paul Fraser

    Hi Luke,

    Another informed and well researched article. The effort you put in to provide this information and to share with the wider audience is appreciated. Thanks for catching up at HR2015 and all the best for Alaska.

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    1. Luke Marson Post author

      Thanks Paul! It was great to meet at HR2015 and I look forward to the next time. Thanks for the best wishes for Alaska!

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  4. Nydia Duan

    Hi Luke,

    Thanks for the great sharing!

    Just a short question: what’s the difference/ relationship between Job and Position?

    Can we assign an employee to a Job only without Position assignment? Thanks a lot!

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  5. Reena Kandula

    Hi Luke,

    Very useful article. We are integrating Position Management with Recruitment. Have a quick question.

    How do I get the Position details into Job Profile Builder(JPB)? When I try to add a job code to a role in JPB, it is getting added as JOBCODE and not as JOBCLASSIFICATION. I noticed that some of the Roles already have Job codes with Positions maintained in JPB.

    Not sure how this has happened. Are there any settings in EC in this regard?

     

    Thanks in advance!

    Reena

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    1. Luke Marson Post author

      Hi Reena,

       

      Can you clarify what you mean by “ it is getting added as JOBCODE and not as JOBCLASSIFICATION“?

       

      A Position must have a Job Classification assigned to it in order to use this functionality.

       

      All the best,

       

      Luke

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    2. Heiko Lenk

      Hi Reena,

       

      the integration of JBP to EC positions is lightweiht today, as a major feature you can maintain profiles specifically for positions. These profiles will not show up on the position org chart today though. For the integration with Recruitment, you will also not be able to pull the JBP information automatically into the requisition.

       

      However you will be able to use any information from the position, based on the templates that you define. Many customers are successfully and happily using this. There are also further improvements to be expected for the JBP integration in the mid term. 

       

      Best regards,

      Heiko

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  6. R. Kolpa

    Great blog Luke! Do you already have ideas about how to handle employees with multiple positions? (we currently have that in SAP HCM)

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    1. Heiko Lenk

      Hi René,

       

      lately we receive this request from more and more customers. You can actually assign employees to multiple positions today, by creating additional employments for the employee. When doing this, an employment could correspond to a contractual assignment of its own, or it can also represent a simple additional position assignment with slightly different job and organizational attributes.

       

      With b1505 you will find that you can then identify one of the employments as a primary employment, all others will be secondary employments. This flag will then drive behaviour in talent applications, for example you might want to filter out any secondary employments for most processes.

       

      Hope this helps, let me know if you would need more information on this functionality.

       

      Best regards,

      Heiko

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  7. Maxime Adriaenssens

    Great overview Luke!

     

    Question: Can you still use Position Profiles in Job Profile Builder if you only have EC position management enabled but not Succession?

     

    I can’t find any details about this in the available documentation.

     

    Best regards,

    Maxime

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  8. Hillary Robinette

    Thanks for the extensive blog!

    I can see distinct advantages to the position reclass and re-org functionality.  Appreciate the time and effort involved with this sharing.

     

    Cheers,

    Hillary

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  9. Meher Neel

    Excellent Article Luke, Thanks for taking time to share this information with everyone. We just implemeted employee central and have a question with position management. How do i sync mass changes to positions with job information? The rules are set up in the system to sync job information when position data is chaged but How do i pass the parameter to sync with incumbents when doing mass position changes? when i change one by one on org charts, i have an option to sync but i’m struggling with mass updates.

     

    Any help you can provide is much appreciated.

    Cheers, Meher.

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    1. Heiko Lenk

      Hi Meher,

       

      with the August release it will be possible to apply mass changes to positions from the user interface. This will allow you to make changes not only to the positions, but also to the incumbents of the positions, so the changes will be propagated everywhere.

       

      In the meantime, you can update positions via imports and have the position to incumbent rule fire by adding a column “technicalParameters”, that must contain the value “SYNC” in all rows.

       

      Hope this helps,

      Heiko

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      1. Meher Neel

        Many Thanks Heiko. I tried this and I’m getting this error – An error occurred while synchronizing the changes. The position as well as the incumbents have not been updated. It is repeated twice at the end of the data row when i download error log from monitor jobs. Any idea what is causing this?

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        1. Heiko Lenk

          Hi Meher,

           

          I suspect this is because of a configuration issue in the rule itself. Can you please check the rules against the latest recommendations in the configuration handbook for position management.

           

          thanks,

          Heiko

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  10. Ekaterina Matrosova

    Luke, it’s a great blog, unfortunately there is too little information about JPB – position integration. If my role linked with job code and position, can I set up the profile for role and at the position level, so my job code will have a profile from role, and there will be a unique profile for position.  And as for job profile for position, for employee view in which section employee can see his profile (it also will be a simple link near job code)?

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    1. Luke Marson Post author

      Thanks Ekaterina. There isn’t really anything else to cover for position integration with JPB, but please let me know if you think I’ve missed something.

       

      In terms of using positions in JPB, you would setup the profile up at either the Role level or at the Position level. This means you can create a Job Profile at Role level and create a more specific Job Profile for a single Position.

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      1. Ekaterina Matrosova

        Thanks for reply Luke, may be you write a similar blog for JPB, because now there isn’t a document or course in which we can find all information about it: such as a workflows, acknowledgment, usage it with position based model or job code based model, possible troubles, roadmap, may be possibility to create new references for job profile…

        For example, at present in my system I made all settings and created all content and permissions for job profile, but can’t see from employee view the link to job profile. And it’s not a first time when I implement job profiles…

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        1. Luke Marson Post author

          That sounds like a good idea . I wrote about it for the SuccessFactors book, so I can look again at this.

           

          For the Job Profile, you cannot see it from the “employee view” typically.

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          1. Ekaterina Matrosova

            Luke, and two last questions:

            1. If I choose for JPB position based model do I need EC licences or only Foundation

            2. If it’s normal that I can’t see near employee’s job code the link to job profile how can I make it visible (so the employee can see his job profile).

            Many, many thanks!!!

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            1. Luke Marson Post author

              1. You don’t need EC, the Metadata Framework is part of Foundation (aka Platform).

              2. You could create a Configuration UI for the Job Profile object and add it in Employee Files

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  11. Margaret Black

    Hi Luke; We have been documenting the differences between EC and Succession Position management. I wonder if that would be helpful here. What do you think? 

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  12. Ulrich Rhomberg

    Hi Luke,

    thanks for sharing this great blog. Is there any customer facing document available for position management (with EC)? Our customer wants to prepare for our Workshop.

     

    I checked your Link to SAP Marketplace – unfortunatly the Link is broken. I can´t find the workbook – only the Implemenation guide. Is there any update on the workbook?

    https://websmp109.sap-ag.de/~sapidb/012002523100008179942014E/PositionMgmt_Impl.pdf

     

    Thanks

    Ulrich

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    1. Luke Marson Post author

      Hi Ulrich,

       

      The implementation guide is the only customer facing guide. There is no workbook, although the Position object definition is included in the Foundation Objects workbook.

       

      Best regards,

       

      Luke

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  13. Kirti Joshi

    Hi Luke, This is a great article. Thank you… I have 1 question as I read this. Will be thankful if you can respond please.

    In one of the article on SCN, I read – “If you implement Position Management in SF, you Cannot add new employee without having a position to link employee to” – It means that if you choose to activate & implement Position Management – it needs to be implemented for all the employees in the organization – The system does not provide you the choice to activate/ implement it and use it for only few employees in the organization (Partial Position Management is not possible in SuccessFactors). Could you pl confirm on this.

    As some organizations may want to do Succession Planning only for top executives and would really want Position Management for those positions/ top exec’s only.

    Will SuccessFactors Position Management support this “Partial Position Management” functionality.

     

    Thanks in advance..

    Kirti

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    1. Vasiliy Baranovskiy

      Hi Kirti! As for now, position can be non-mandatory field in jobinfo. – so there are no limitations on your requirements, but “implicit” position management can be also the case.

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  14. Poonam Kumari

    Hi Luke,

     

    I have a query, I am implementing position management and I want Hiring Managers (Job Requisition creators) should be able to create job requisition only for their department. Can we restrict this through RBP?

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    1. Luke Marson Post author

      Hi Poonam,

       

      It is possible to restrict the Positions based on a field on the Position (e.g. Department). You would need to setup a role for each Hiring Manager and hard-code the Department in the target population for the position. This role could just contain the create requisition in position org chart permission.

       

      Best regards,

       

      Luke

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  15. Michelle Bigata

    Hi Luke,

     

    Thanks for posting such a great blog, especially since there’s not a lot about Position Management out there.  We are integrated with Recruitment (RCM) and use the “Create Job Requisition” through the Position Org Chart to initiate requisitions.  We are trying to run a Position report that would include the Req ID or Job ID from EC, however, we have not had any luck on this.  We also tried running a report from RCM which will include the Position number since that field is the requisition, but we are not able to do this as well.  Do you have any recommendations on how we can get this Position Management report?  We just want to be able to run a report that includes both the Position number and the Requisition ID/Job ID. 

     

    Any insights would be appreciated.

     

    Best,

     

    Michelle

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    1. Luke Marson Post author

      Hi Michelle,

      Thanks for your comments!

      You won’t be able to do this from EC as the requisition ID is not stored in EC. It may be possible to build an ad-hoc report or ORD report using the Recruiting domain as I would be sure that the requisition would have both of these fields available.

      Best regards,

      Luke

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  16. Philippe Boulicaut BE

    Can we use the different position types to  manage the different missions of employees ? Some companies have full time employees who are booked in different projects at the same time (internal project, external project for customer, etc.) and it’s important to capitalize on those missions (project details, competency used, skills developped for this mission) in order to find new missions for those employees.

    does the skill search is only usable from the Employee Profile or can it be used from the Position Org Chart ?

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    1. Luke Marson Post author

      Hi Philippe,

      In theory this could be possible, based on how you are using this information. It does sound a bit like you are using skills and maybe skills profiles, which are not accessible from the Position Org Chart and nor tied to positions.

      Best regards,

      Luke

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