Employee Central Big Bang Implementation Considerations
Big Bang is known as the preferable approach for deployment of SuccessFactors Employee Central; however, there is no designated IDPs document that describes details about the approach and explains possible steps of the Big Bang. As the result, the approach is frequently speculated to be the simultaneous launch of all Employee Central functionality at once, which is not always required.
In this article we will explain how the Big Bang can be broken down into a number of discrete steps when implementing Employee Central over a live SAP ERP HCM integrated with SuccessFactors Talent .
Definition of Big Bang
Venkatesan Iyengar (2019) determines Big Bang as the approach wherein all countries / employee population go live and cut over to Employee Central at the same time.
Big Bang is opposed to the Phased approach, when countries, business units, types of employees or different functionality go live in a phased manner (Employee Central: Implementation Considerations for Phased Rollout, p. 5).
Can Big Bang leverage some techniques of the Phased approach? Or do we have to launch different functionality at the same time?
The target Core Hybrid deployment model
Let us assume that our SAP ERP HCM system is already live and we are going to implement Employee Central over it with the Core Hybrid deployment model, where:
- SuccessFactors is used as the system of record for Foundation Objects of Organizational Management, non-payroll-specific Employee Data, and Talent Management;
- SAP ERP is used as the system of record for Foundation Objects of SAP ERP Customizing Tables (e.g. T001 with Company Codes), Cost Centers, payroll-specific Organizational Objects (e.g. object type OR), payroll-specific Employee Data, Time Management, and Payroll.
For details about the deployment options, see guide Integrating SAP ERP HCM with Employee Central Using the Core Hybrid Deployment Option, p. 5.
Picture 1 shows the Core Hybrid model of SAP ERP HCM and Employee Central that we want to deploy. Do we really have to launch all EC functionality and the data flows at the same time?
Let us assume that we have decided to implement Position Management first in order to change the dependent configuration of Recruiting, Onboarding and Succession.
Position Management does not require all Employee Data functionality; however, it requires at least Employee Minimaster, which, in turn, requires Codes and Labels of respective Foundation Objects, as shown in Picture 2.
The Employee Minimaster is widely used in the Side-by-Side deployment model and, based on our expereince, it can be utilized for the Big Bang of Position Management.
Together with Position Management, we have to launch Company Structure, Job Structure, Pay Structure, and the respective target data flows with SAP ERP HCM, as shown in Picture 3.
The launch of Position Management before Employee Data in EC has the following benefits:
- Hiring Managers can use Position Management in Employee Central;
- Organizational Structures (Company, Job, Pay, and Matrix Positions) are designed, updated, migrated, accepted and launched in Employee Central;
- The target data flows of the Organizational Data are designed, accepted and launched;
- Recruiting, Onboarding and Succession can be respectively updated after Position Management is live.
Implementation of Position Management before Employee Data requires:
- Thoughtful design of Organizational Structures;
- Understanding how the structures will influence the Employee Data;
- Clean Organizational Data;
- Migration of Organizational Data with use of the standard SAP programs.
If you can fulfill the above-mentioned requirements, then implementation of Position Management with Employee Masterdata can play the role of the interim step towards the Employee Data Big Bang.
The launch of Position Management and other organizational structures builds the required platform for the further launch of Employee Data; however, Big Bang is not the only option that you can follow after the organizational structures are launched. If required, you can use the Country-by-Country Phased Rollout of Employee Data following the Side-by-Side deployment model.
The Country-by-Country Phased Rollout of Employee Data is supported by the standad solution. For details, see in guides Integrating SAP ERP HCM with Employee Central Using the Side-by-Side Deployment Option, § 5 How to Use Country Filtering for the Sideby-Side Deployment Option, р. 66 and Replicating Employee Master Data and Organizational Assignments from Employee Central to SAP ERP HCM , § 3.3.2 Configuring Country/Region-Specific Full Transmission Start Dates, p. 27.
On the downside, the Phased Rollout of organizational structures is not supported by the standard interfaces. For details, see IDPs Employee Central Side-by-Side: Solution Architecture Considerations, p. 8, Figure 2b.
Based on our experience, the Big Bang Implementation of Employee Central can be broken down into the three sequential steps:
- Implementation of Employee Minimaster and the respective temporary data flows with SAP ERP HCM;
- Implementation of Position Management, Organizational Data, and the respective target data flows with SAP ERP HCM;
- Implementation of Employee Data and the remaining target data flows with SAP ERP HCM.
In terms of the IDPs documents, the approach would be called the Phased Functional Rollout of the Core Hybrid deployment model through the interim Side-by-Side deployment wherein all employee population cut over to Employee Central either at the same time or in the phased manner. And, based on our experience, the approach is a feasible alternative to the traditional Big Bang of all Employee Central functionality.
- Vladimir Latyshenko, 2020. The Core Hybrid integration model on the example of Cost Centers. SAPinsider, [online]. Available at https://www.sapinsideronline.com/wp-content/uploads/2020/12/The-Core-Hybrid-Integration-Model-on-the-Example-of-Cost-Centers.pdf (Accessed: 06 November 2021).
- Venkatesan Iyengar, 2019. Implementation Considerations for a Phased roll out of SAP SuccessFactors Employee Central. SAP Community Blogs, [online]. Available at https://blogs.sap.com/2019/09/30/implementation-considerations-for-a-phased-roll-out-of-sap-successfactors-employee-central/ (Accessed: 06 November 2021).
- Employee Central: Implementation Considerations for Phased Rollout. Document Version: 1.2 –2020-06-05. SAP SuccessFactors Community, [online]. Available at https://d.dam.sap.com/a/WSqDZAu/IDP%20Employee%20Central%20Implementation%20Considerations%20for%20a%20Phased%20Rollout%20V1.2.pdf (Accessed: 06 November 2021).
- Integrating SAP ERP HCM with Employee Central Using the Core Hybrid Deployment Option. Document Version: 2H 2021 – 2021-11-01. SAP Help Portal, [online]. Available at https://help.sap.com/doc/ee0246e9eca34638b2764fb117938fd2/latest/en-US/SF_ERP_EC_CoreHybrid_Int_en-US.pdf (Accessed: 06 November 2021).
- Employee Central Side-by-Side: Solution Architecture Considerations. Document Version: 1.3 – 2021-06-14. SAP SuccessFactors Community, [online]. Available at https://d.dam.sap.com/a/dbNfWkL/EC%20SBS%20Deployment%20-%20Solution%20Architecture%20Considerations%20-%20V1.3.pdf (Accessed: 06 November 2021).
- Integrating SAP ERP HCM with Employee Central Using the Side-by-Side Deployment Option. Document Version: 2H 2021 – 2021-11-01. SAP Help Portal, [online]. Available at https://help.sap.com/doc/934a123544fd42568a9e0d31d8d5639a/latest/en-US/SF_ERP_EC_SbS_Int_en-US.pdf (Accessed: 06 November 2021).
- Replicating Employee Master Data and Organizational Assignments from Employee Central to SAP ERP HCM. Document Version: 2H 2021 – 2021-11-01. SAP Help Portal, [online]. Available at https://help.sap.com/doc/435c6837038d4eb4b1a39947411d5a3e/latest/en-US/SF_EC_ERP_EE_Data_Org_Assignm_HCI_en-US.pdf (Accessed: 06 November 2021).
Author: Vladimir Latyshenko