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Implementation Design Principles – IDP for SuccessFactors

Implementation Needs –

During implementing a SuccessFactors project, a consultant has many questions that arises based on the customer requirements Like

    • Is this the right architecture?
    • Is this the right design?
    • If I Implement in this way is it future proof with respect to product roadmap?
    • Where can I find any guidance on specific topics?
  • is this the right workaround for this scenario?

For all these questions the answer lies below

Implementation Design Principle (IDP) are documents that complement existing implementation handbooks by addressing real-life implementation challenges. IDPs will give structured guidance to help customers and partners avoid typical implementation pitfalls for key business scenarios.

This is written by Experts from SAP and Partners.

IDPs are living documents and evolve over time and get adjusted to changing product capability keeping the future product roadmap safe (Verified by Product Management).Current focus is EC and its related integration.

Where are the IDPs published?

Some of the Published IDPS are listed below-

Employee Central: Manage Pay Scale Based Salary Increase

Companies need efficient processes in adjusting the compensation of unionized employees taking into account various factors like system performance, accuracy and maintainability. This IDP focuses on automated pay increases for common and complex scenarios for the employees who come under collective agreements.

Employee Central: Managing Indirect Valuation of Pay Components

Managing salary structures and pay components for different groups of employees can be a complex and challenging task. This IDP explains how to automate pay components assignment and its valuation for the different employee groups and salary structures across different compensation-related processes in an effective way using MDF lookup tables, data model extensions and business rules.

Employee Central Core Hybrid: Handling Employee Identifiers

Employee Identifiers play a key role in an integrated system landscape. Different requirements such as multiple employments, global mobility, single or multiple employee talent profiles adds complexity to the landscape. This IDP describes in detail the key employee identifiers existent in EC, Talent Suite and SAP HCM and how these impact requirements related to multiple employment and job/talent history. This IDP provides recommendations for mapping the identifiers for both existing talent customers implementing EC as well as for green field EC implementations.

Migrating EC-ERP Productized Integrations from Dell Boomi to SAP Cloud Platform Integration

Customers who previously integrated EC & SAP ERP HCM with Dell Boomi Middleware may be looking for moving into the SAP Cloud Platform Integration (CPI) and its productized integrations. This IDP discusses the available migration paths and considerations for a smooth transition.

Employee Central: Recognizing Gender Diversity

This IDP provides recommendation on how to handle additional gender values in Employee Central in a step-by-step way for complying to recent legal regulations in countries like India and Germany. It also provides a guidance on how to handle mobility scenarios considering countries with different gender regulations.

Employee Central Core Hybrid: Migrating Contingent Workforce to EC

SAP HCM customers frequently employ a non-standard solution reusing the employee master data structure (infotypes) to also store contingent workforce data. This IDP provides guidance on how to migrate this non-standard contingent workforce data from SAP HCM to EC using Infoporter.

Developing Integrations in SuccessFactors: Integration Center and SAP Cloud Platform Integration

Frequent questions arise from SuccessFactors implementation projects on which tools can be used in order to develop and monitor all the required integrations with the existing system landscape. This document discusses the choice of SuccessFactors Integration Center vs SAP Cloud Platform Integration for building integrations and provides recommendations on when to use which solution.

Employee Central: Managing Pay Scale Progression

Pay Scale Progression is the automatic movement of employees to the next higher pay scale level which is a common requirement for employees under a collective labor agreement. This document features how Employee Central can be configured to achieve automatic pay scale level progression with minimal setup and maintenance for the eligibility criteria common in the market. This document addresses how to update the EC Job information record to reflect the new pay scale level and also provides the mechanism to update the employee’s compensation information to match the pay rate of the new pay scale level.

Employee Central Core Hybrid: Data and Process Distribution Strategy

This IDP provides architectural and business process guidance for distributing OM and employee master data between Employee Central and SAP ERP HCM systems. It explains how to adapt existing ERP OM structures and relationships to bring these to EC. It covers the strategy for identifying which infotype data is relevant to bring into EC and how HR actions are distributed between EC and ERP when local processes are involved. Identity management considerations with EC being the system of record for employee master data is also covered.

Employee Central Core Hybrid: Data and Process Distribution Details 

This document provides functional and process guidance for distributing HR data and processes between Employee Central and SAP ERP HCM systems including detailed explanation on topics such as employee planned working time and compensation information.

Employee Central Side-by-Side: Deployment and Solution Architecture Considerations

Side-by-Side is a deployment model which allows companies to consolidate workforce and organizational data in Employee Central while keeping existing HCM systems as the system(s) of record for those data. This document details the recommendation for Side-by-Side solution architecture and explains how it can be applied to a cross-country, multi-system environment and how it is possible to transition from a Side-by-Side deployment to a Core Hybrid deployment. This document also covers implementation considerations for supporting use-cases in the area of global mobility in the Side-by-Side model.

Employee Central Core Hybrid: Organization Structure Design Considerations

This document recommends the design for creating an organizational structure in Employee Central especially when it is integrated to SAP HCM in the core hybrid model. It introduces the concepts of building the organization structure with one object type in Employee Central.

Employee Central: Managing Payroll-Relevant Data Changes

This document provides guidance on how to set up Employee Central for considering restrictions on payroll-relevant master data changes in a way that the necessary checks occur already during data input in Employee Central rather than during replication to payroll systems.

Employee Central: Managing Employments in SuccessFactors Suite

This document discusses the scenarios and impacts of multiple employment across Employee Central and Talent Management functionality. It provides recommendations on the need for the use of multiple employment for specific scenarios like International transfers.

Employee Central: Implementation Considerations for a Phased Roll-Out

This document reviews the implementation and operational challenges of a phased rollout of Employee Central and discusses deployment options in the context of operational scenarios which will be encountered typically by larger global implementations.

Employee Central Data Migration: Cutover Optimization Strategy Using Infoporter

This document provides ways of optimizing the data migration and replication cutover process for Employee Central implementations with the aid of SAP Infoporter solution.It discusses in detail various cutover activities, their importance and how to optimize it.

SAP SuccessFactors Suite: Identity & Access Management Strategy

This document describes enablement of secure user access using single sign-on for customers with a landscape consisting of SuccessFactors in the cloud, on-premise consisting of SAP applications, SCP extensions, as well as other third-party applications. It also explains some of the single sign on scenarios involving internal employees as well as externals/contractors, besides explaining the upcoming features and updates regarding IAS on SuccessFactors.

Related links

Overview Implementation Assets and Principles for SAP SuccessFactors: Deliverables and Distribution Channels
Employee Central: Manage Pay Scale Based Salary Increase
Employee Central: Managing Pay Scale Progression
Employee Central: Managing Indirect Valuation of Pay Components
Employee Central Core Hybrid: Handling Employee Identifiers
SuccessFactors Integration Tools: Migrating EC-ERP Productized Integrations from Dell Boomi to SAP Cloud Platform Integration
Employee Central Core Hybrid: Migrating Contingent Workforce to EC
Employee Central Core Hybrid: Data and Process + Details Distribution Strategy
SAP SuccessFactors: Managing Payroll Relevant Data Changes
Cutover Optimization Strategy Using Infoporter
Employee Central: Implementation Considerations for a Phased Roll out
Employee Central Side-by-Side: Deployment and Solution Architecture Considerations

 

 

 

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