Introduction to SuccessFactors – Intelligent Services!
Being always at the top of Gartner’s chart, automatically raises customer’s expectation around SuccessFactors and with such great expectations I am sure all of us have encountered questions during requirement gathering workshops:
- How intelligent is the system?
- When manager goes on a leave of absence:
- Are the job requisitions automatically reassigned?
- Is the system intelligent enough to postpone the learnings assigned?
- Does system alert to adjust the goals?
- For new hire can system assign some default learnings?
- And the list goes on as we all know…
If we think from a consumer’s point of view all these questions sounded valid every single time and me being associated with the SAP products for so many years, I have always wished for these additions to be built in the system to make it more robust and versatile. Most importantly, to have efficient and effective manpower at work, we always wish for a system that would be intelligent enough to prompt for actions. And these intelligent services are not luxury anymore but necessity of time.
Like I have already mentioned in my previous blog - Wow features with SuccessFactors Q3 release, introduction to intelligent services would be a great achievement with SuccessFactors Q3 release.
SuccessFactors enables an HR transformation from self-services.That is:
- Integrated – An HR transaction that no longer begins and ends with a Core HR system, but extends across all impacted modules to create an end-to-end, complete process.
- Intelligent – Each capability is aware of the smallest changes that happen in another and automatically responds to them with intelligence. It predicts the next step in the change, guiding users to the right place according to existing rules based on groups, role-based permissions and notifications.
- Efficient – Intuitive software fills the gaps instead of the HR, shared services, or business process outsources, reducing the time and expense spent on tasks that don’t drive value to the business. HR professionals can easily configure workforce changes based on rules and settings, allowing the right steps to be presented at the right time.
Any SuccessFactors product can raise and publish an event. Any other product, either SuccessFactors or third-party, can subscribe to any published event. Whenever that event is triggered by the publishing product, those subscribed products automatically receive notification of the event, along with information relevant to the change.
I have described some of these events in this blog to help you all.
In addition, administrators can use the new Intelligent Services dashboard to view event details and monitor event status. Administrators can also configure and manage the external event notifications to facilitate data integration with third-party systems.
Below is the current framework of Intelligent Service involving various modules
Detailed view on some of the most commonly awaited functionalities:
A. Recruitment and On Boarding
- Update of Job Requisition / Job Application / Offer Detail
We are all aware that the On Boarding module is built in a way to pick up some data from Recruitment (i.e Job requisition, Application or offer). Now SAP has tried to make it intelligent on the event of whenever any update to Requisition, Application or Offer is actively synced with On-boarding. Which also means that any change even after On-boarding is initiated gets reflected. Also, system is capable of sending email notifications to new hire and hiring manager.
B. Employee Central Events
- New Hire
- Some default Learning Activities can be assigned with notifications to learning administrators
- Event notification can be sent to Employee central payroll with effective dated data
- Event notification can be sent to any third party with relevant data via API with effective date
- Rehire / Termination
- Event notification can be sent to Employee central payroll with effective dated data
- Event notification can be sent to any third party with relevant data via API with effective date
- Change in Division/Department/Location/Business unit/Job Classification
- Event notification can be sent to any third party with relevant data via API with effective date. These are nothing but automatic trigger points that could be set on initiation of these events, through which relevant data could be passed.
- Change in Manager
This event is raised after a job information change for an employee has been made who has been assigned to a new manager.
- Learning activities are assigned to the new manager and are added to their learning plan. Learning administrators can decide whether to receive this event and can also manage which of the learning activities are associated with a change in manager.
- Succession planner would receive a notification in their To-Do list to review the succession plan when an incumbent changes managers.
- If the change in manager happens during active calibration session while subject is part of calibration session, notification is sent to the facilitator(s) for review.
- New manager would receive a notification in their To-Do list to review team goals.
- Event notification can be sent to any third party with relevant data via API with effective date
C. Employee Time Off
- Employee and Manager would receive notification to adjust their goals accordingly, if necessary
- Email notification is sent to the employee, manager and administrator, so that the administrator can route forms appropriately.
- On the user’s profile in SAP JAM, all planned and approved absences are listed.
- Event notification can be sent to any third party with relevant data via API with effective date.
There’s more coming up with intelligent services in SuccessFactors Q4 2015 release and I am sure you’ll be amazed to see the pace with which SAP is adding more to it.
Stay tuned! Don’t forget to let us know your thoughts on this blog in the comments section below. We would love to hear from you!
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