[Update:
Read as well my latest release blog SAP Best Practices for SAP SuccessFactors Workforce Planning Q3 Content Update.]
Last weekend's SAP Analytics Cloud Business Content Innovation release marked another milestone for Workforce Planning with SAP SuccessFactors.
The SAP Best Practices for SAP SuccessFactors Workforce Planning has been made available in the Content Network and provides extended process coverage for strategic as well as operational workforce planning, more extended valuable features, and a brand new scope item for Operational Headcount Planning by Position.
But let's look at the making of this truly exciting news.
SAP SuccessFactors Workforce Planning with SAP Analytics Cloud is the new solution for planning in the LoB Human Resources and one of the many innovation areas of Human Experience Management (HXM). SAP Analytics Cloud as the one cloud-based enterprise planning solution across the organizations helps to increase engagement and accuracy when creating plans, budgets, and forecasts in different lines of business.
With the SAP Best Practices content update shipped as part of the Content Network of SAP Analytics Cloud we strive to enable, support, and guide our customer's journey to Workforce Planning with SAP Analytics Cloud in the areas of Operational Workforce Planning - by Position and by Job Classification - and Strategic Workforce Planning.
And we continue on the path that we have been walking as well with our last content release earlier this year.
Operational Workforce Planning by Position
Operational Headcount Planning by Position is the process of planning the headcount for a twelve months planning horizon. The planning is performed on a position (employee) level per organizational unit and allows for planning of new positions, position transfers, employee transfers and position terminations. Transfers are planned between cost centers of the same organizational units, not across organizational units.
In a second step the salary adjustments per position are planned. Local guidelines including merit and benefits are used to calculate total cost.
The solution is designed with planning administrator and planner roles in mind with role-specific launchpads.
Comprehensive pre-built analytics stories support the planning activities.
Operational Headcount Planning by Job Classification
Operational Headcount Planning by Job is the process of planning the headcount or full-time equivalents for a twelve months planning horizon. The planning is performed on a job classification level per organizational unit and allows for planning of hires, terminations and transfers-in and transfers-out. In a second step the salary and merit increase per job classification is planned. New positions (i.e. job classifications) together with annual salary can be created in specific locations for planning of new headcount and full-time equivalents.
Three types of comprehensive pre-built analytics stories support the planning activities. Firstly, the analysis of the Plan with e.g. net change and salary-related charts. Secondly, Actual & Plan analysis presenting key measures including break-downs by period. Thirdly, Actual vs. Plan analysis providing e.g. the calculation of variances.
Strategic Workforce Planning
Strategic Workforce Planning is the process of determining future workforce demand and supply, identifying the gap between supply and demand and defining risk responses to close workforce gaps.
The planning process starts with creating the demand plan based on strategic output targets, such as revenue for specific strategic planning scenarios. Then the supply plan is created, taking into account planned hires, terminations and retirements. These two plans result in the gap plan indicating shortages and surplus per planning dimension, such as organizational unit, location, and job classification.
After identifying demand, supply and gap risks, planners define risk responses (HR interventions strategy) to close identified workforce gaps. Comprehensive pre-built analytics stories support the planning activities. The solution is designed with planning administrator and planner roles in mind with role-specific launchpads.
The Strategic Workforce Planning scope item has been enhanced with several features, such as hierarchies for organizational units, age groups in the retirements configuration and a roll-forward of the risk mitigation actions (HR interventions) to the next planning periods. Another new feature is a date filter on all planning-related screens that allow for a selection of the planning start date.
All scope items source their data such as headcount, hires, terminations, workforce age and salary data right from SAP SuccessFactors Employee Central.
As with all our SAP Best Practices for SAP SuccessFactors, you find all needed information about these new and updated scope items on the Best Practices Explorer. This comprises the solution presentation, process flows, test scripts and all related configuration guide documents. These explain in detail what the content in the SAP Analytics Cloud Content Network consists of and how the content is imported from the library.
Note: the content on Best Practices Explorer is getting updated by end of June only! Before that date, the Best Practices Explorer will not show this latest content update.
And the icing on the cake: all the SAP Best Practices content in SAP Analytics Cloud comes with sample data. So that when you have imported the content, you will get a live impression of the content at work with all pre-built charts showing sample data for Strategic Workforce Planning as well as Operational Headcount Planning.
Now, import this SAP Best Practices content package with a couple of clicks from the Content Network and start exploring and experiencing the all new SAP SuccessFactors Workforce Planning (SAP Best Practices).
Read as well my latest release blog SAP Best Practices for SAP SuccessFactors Workforce Planning Q3 Content Update.]
Last weekend's SAP Analytics Cloud Business Content Innovation release marked another milestone for Workforce Planning with SAP SuccessFactors.
The SAP Best Practices for SAP SuccessFactors Workforce Planning has been made available in the Content Network and provides extended process coverage for strategic as well as operational workforce planning, more extended valuable features, and a brand new scope item for Operational Headcount Planning by Position.
But let's look at the making of this truly exciting news.
SAP SuccessFactors Workforce Planning with SAP Analytics Cloud is the new solution for planning in the LoB Human Resources and one of the many innovation areas of Human Experience Management (HXM). SAP Analytics Cloud as the one cloud-based enterprise planning solution across the organizations helps to increase engagement and accuracy when creating plans, budgets, and forecasts in different lines of business.
With the SAP Best Practices content update shipped as part of the Content Network of SAP Analytics Cloud we strive to enable, support, and guide our customer's journey to Workforce Planning with SAP Analytics Cloud in the areas of Operational Workforce Planning - by Position and by Job Classification - and Strategic Workforce Planning.
And we continue on the path that we have been walking as well with our last content release earlier this year.
Operational Workforce Planning by Position
Operational Headcount Planning by Position is the process of planning the headcount for a twelve months planning horizon. The planning is performed on a position (employee) level per organizational unit and allows for planning of new positions, position transfers, employee transfers and position terminations. Transfers are planned between cost centers of the same organizational units, not across organizational units.
In a second step the salary adjustments per position are planned. Local guidelines including merit and benefits are used to calculate total cost.
The solution is designed with planning administrator and planner roles in mind with role-specific launchpads.
Comprehensive pre-built analytics stories support the planning activities.
Operational Headcount Planning by Job Classification
Operational Headcount Planning by Job is the process of planning the headcount or full-time equivalents for a twelve months planning horizon. The planning is performed on a job classification level per organizational unit and allows for planning of hires, terminations and transfers-in and transfers-out. In a second step the salary and merit increase per job classification is planned. New positions (i.e. job classifications) together with annual salary can be created in specific locations for planning of new headcount and full-time equivalents.
Three types of comprehensive pre-built analytics stories support the planning activities. Firstly, the analysis of the Plan with e.g. net change and salary-related charts. Secondly, Actual & Plan analysis presenting key measures including break-downs by period. Thirdly, Actual vs. Plan analysis providing e.g. the calculation of variances.
Strategic Workforce Planning
Strategic Workforce Planning is the process of determining future workforce demand and supply, identifying the gap between supply and demand and defining risk responses to close workforce gaps.
The planning process starts with creating the demand plan based on strategic output targets, such as revenue for specific strategic planning scenarios. Then the supply plan is created, taking into account planned hires, terminations and retirements. These two plans result in the gap plan indicating shortages and surplus per planning dimension, such as organizational unit, location, and job classification.
After identifying demand, supply and gap risks, planners define risk responses (HR interventions strategy) to close identified workforce gaps. Comprehensive pre-built analytics stories support the planning activities. The solution is designed with planning administrator and planner roles in mind with role-specific launchpads.
The Strategic Workforce Planning scope item has been enhanced with several features, such as hierarchies for organizational units, age groups in the retirements configuration and a roll-forward of the risk mitigation actions (HR interventions) to the next planning periods. Another new feature is a date filter on all planning-related screens that allow for a selection of the planning start date.
All scope items source their data such as headcount, hires, terminations, workforce age and salary data right from SAP SuccessFactors Employee Central.
As with all our SAP Best Practices for SAP SuccessFactors, you find all needed information about these new and updated scope items on the Best Practices Explorer. This comprises the solution presentation, process flows, test scripts and all related configuration guide documents. These explain in detail what the content in the SAP Analytics Cloud Content Network consists of and how the content is imported from the library.
Note: the content on Best Practices Explorer is getting updated by end of June only! Before that date, the Best Practices Explorer will not show this latest content update.
And the icing on the cake: all the SAP Best Practices content in SAP Analytics Cloud comes with sample data. So that when you have imported the content, you will get a live impression of the content at work with all pre-built charts showing sample data for Strategic Workforce Planning as well as Operational Headcount Planning.
Now, import this SAP Best Practices content package with a couple of clicks from the Content Network and start exploring and experiencing the all new SAP SuccessFactors Workforce Planning (SAP Best Practices).
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