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GP Strategies builds Kronos Practice to meet global demand

Kronos and SAP have announced that they have established a partnership for SAP to resell the Kronos Workforce Dimensions, the next-generation of cloud-based workforce management solution.

As part of SAP’s new Time and Attendance Strategy, the Kronos application will be offered alongside the SAP SuccessFactors Employee Central Time Management application to enhance customer experience and accelerate innovation.

To meet the rising demand in the market for Human Capital Technology, GP Strategies has been building a Kronos practice throughout 2018 with an experienced team of highly skilled consultants. As proven through the SAP partnership, Kronos is a leading provider of Workforce Management Software, with more than 40 million people in over 100 countries using Kronos daily. Their purpose-built applications serve a multitude of businesses including retailers, healthcare providers, educational institutions, and government agencies of all sizes.

Building on the established presence that GP Strategies has in the market for Human Capital Technology, the Kronos practice already has a great customer list, and the team has a stellar reputation from 15-20 years of Kronos implementations globally.

GP Strategies is a trusted Kronos Partner. We cover all major industries and provide continued operational support and maintenance.

Contact us for expert guidance on how you can utilise Kronos within your organisation.

To learn more about the SAP and Kronos partnership, please visit SAP.com or Kronos.com.

13 SAP Quality Awards in 4 Years

The prestigious SAP Quality Awards celebrate and recognize customers who have excelled in the implementation of their SAP software solutions by using SAP’s ten quality principles to:

  • Effectively plan, execute, and manage their implementations

  • Achieve fast, low-cost implementations, and meet today’s demand for rapid time to value

  • Simplify business processes and deliver significant business benefits to their organization

Together with the following customers, GP Strategies has won 13 SAP Quality Awards during the last four years:

Want to know more?

GP Strategies SuccessFactors EMEA Practice has completed more than 650 SAP SuccessFactors projects in more than 80 countries worldwide during the last 15 years. We cover all major industries, and provide continued operational support and maintenance for more than 75 companies. We are a SAP Gold partner, and have been awarded SAP Recognized Expertise in all SAP SuccessFactors areas. Contact us to find out how we can help your organisation excel in the implementation of your SAP SuccessFactors solution.

GP Strategies builds Kronos Practice to meet global demand

To meet the rising demand in the market for Human Capital Technology, we have through 2018 been building a Kronos practice with an experienced team of highly skilled consultants. Kronos is a leading provider of Workforce Management Software, with purpose-built applications for businesses, including retailers, healthcare providers, educational institutions, and government agencies of all sizes. More than 40 million people in over 100 countries use Kronos every day.

Building on the established presence GP Strategies has in the market for Human Capital Technology, the Kronos practice already has a great customer list and the team has a stellar reputation from 15-20 years of Kronos implementations globally.

GP Strategies is a trusted Kronos Partner. We are covering all major industries and we provide continued operational support and maintenance.Contact us for expert guidance on Kronos.

GP Strategies is one of only three SAP EMEA partners that have all REX certifications

SAP has a program to distinguish experienced partners with satisfied clients. This program is called SAP Recognized Expertise or REX. As 1 of only 3 SAP partners in the EMEA region, GP Strategies has Recognized Expertise certifications in all SuccessFactors modules.

Within SAP SuccessFactors there are 4 REX certifications:

  • SAP SuccessFactors® Talent Solutions

  • SAP SuccessFactors® Recruiting and Onboarding Solutions

  • SAP SuccessFactors® Learning Solutions

  • SAP SuccessFactors® Employee Central and Payroll Solutions

Strict requirements

As a long time SAP partner, we have worked hard to earn all 4 of these designations, and we are one out of only three partners in the EMEA with all four designations. As partners with SAP Recognized Expertise, we have met strict requirements built on transparency and a stringent certification process by SAP. The requirements are:

  • 3 certified consultants as outlined in the qualification criteria of the respective industry

  • 3 certified consultants as outlined in the qualification criteria of the respective solution

  • approved business plan: A formal go-to-market plan for a specific recognized expertise area that the partner and the respective SAP subsidiary agree upon

  • A successful execution of a jointly defined and agreed plan

  • Valid until release of updated training or SAP product release (but min. 3 years)

Staying fresh

In addition to these strict requirements with regards to formal technical abilities, each Recognized Expertise category requires that the customer has agreed to participate in a post-project survey. In order for the survey to count towards a Recognized Expertise designation, the customer must give a score of at least 4 out of 5 on a wide range of questions regarding the success of the project. At least 3 happy customers are required to earn a designation within one of the categories, and there is no resting on ones laurels: This is an ongoing process, where partners must reapply with fresh projects every two years.

So, in order to ensure a successful implementation, make sure that you choose a partner that is experienced, certified and has great customer satisfaction.

At GP Strategies, we are all of the above.

Get in touch if you want to learn how we can support your journey to the cloud.

Kerry drives global growth and performance with support from SAP SuccessFactors and GP Strategies

Project at a glance:

Kerry is running a company-wide and large-scale change programme implementing the full SuccessFactors Talent suite. GP Strategies was selected as the implementation partner.

In October 2018, Kerry went live in nine months with Employee Central, Recruiting Management and Recruiting Marketing, integration to multiple payrolls, replication to SAP on premise and delivery of US benefit platform.

Challenges overcome in the project:

The scale and complexity of delivering a full suite implementation within nine months was challenging but GP Strategies was able to work closely with Kerry to ensure that the scope was delivered within the required timeline and to the agreed cost.

“GP Strategies off site delivery model worked perfectly, they supplied on site expertise as required that delivered a high quality product that exceeded our expectations.”

– Iain Witherington, Group VP of HR, Kerry Group

The SuccessFactors Talent Suite will support Kerry’s more than 25,000 employees, covering 50 countries. The impact of this project will ensure greater manager and employee self-service. A single point of access for all employee information will enable faster and easier transactions. With mobile access, employees can connect anytime from anywhere, and simpler tools will provide great user experience for both employees, managers and candidates. Kerry can now focus on business growth with reduced complexity an increased speed and efficiency.

About Kerry Group

Kerry Group is a public food company headquartered in Ireland. It is quoted on the Dublin ISEQ and London stock exchanges.

An audience of over 300 people was in attendance at the People Analytics World conference in in London this year. The speakers included high level management from big companies such as ING, Nestlé, Twitter, Swarovski, Procter & Gamble, Unilever and many more, all eager to learn more about the next big thing: People Analytics.

From a customer point of view, focusing on analytics right from the beginning of a project is a good idea. Even when discussing processes and modules, the analytics and reporting that these enable ought to be on the agenda, right from the get-go. We have seen that sometimes an entire HRIS implementation can be for the purpose of doing People Analytics. So, let’s take a look at the 7 main trends in People Analytics.

1. People Analytics is now

The biggest trend seems to be that People Analytics itself is becoming a larger item on the agenda for large companies. Conferences with specific focus on People Analytics have been growing steadily over the last five years. According to a recent study by Deloitte, 69% of large organisations now have a people analytics team. In fact, many companies have whole departments of 15-20 people dedicated only to People Analytics.

2. People Analytics vs. Business Intelligence

It seems that even though People Analytics is growing, People Analytics is still being kept somewhat or separate from Business Intelligence and Financial Analytics departments and functions. we will likely see a change in this constellation. How can HR/people data be combined with data from the rest of the organisation such as finance data and/or sales data? The idea is to elevate People Analytics to a level where it is no longer an island of knowledge and insights focused solely on HR, but where you can successfully identify e.g. correlation between employee engagement data and sales performance and prove the causality as well.

3. Start with People Analytics

Something else that seems to be prevalent on the People Analytics scene is that People Analytics itself can be a main driver right from the beginning of a project. It seems that even the decision to implement an organisation-wide HRIS system can be the result of wanting to do People Analytics. This was the case for Swarovski who, when delivering their speech at the People Analytics conference in London, focused mainly on their people analytics journey, and the choice of a cloud based HRIS system was in service to this agenda.

4. Forecasting and planning

Another hot topic was forecasting, planning and predictive analytics with HR data. All three are related to each other, and they enable the analysis of a plethora of data types in order to predict the future demand for labour – and plan for it. The goal is then to be able to provide this type of analysis to the CFO or other top-level management.

5. What about ethics?

On a less technical note, ethics and legality is also a big topic these days. There’s GDPR, of course, but there are also concerns like will we lose the trust of our employees? Is it even legal to analyse, for instance, age related metrics and make decisions for specific employees based on their age? In a world of increasing surveillance and privacy issues, the fear that employees might react negatively when they learn that they are being monitored and analysed by their employers is real and valid. This is something that HR-IT and PA departments and projects will have to take into account when planning their People Analytics strategy.

6. Using People Analytics insights to impact strategy

There is generally a strong desire in the world of HR to impact the company’s overall strategy through people analytics. Being able to present top management with substantiated KPI’s and actionable insights from analyses, is a highly coveted position to be in for most modern HR departments in large organisations.

7. Retaining talent with People Analytics

Lastly, there is the ever-difficult subject of using soft HR topics in an otherwise hard realm of statistics and data analysis. In other words: using talent data from various performance modules in order to spot trends and developments in order to retain top talent. According to a recent report on talent in the digital age published in Forbes Insights, employers’ perception rarely meet the reality of how many employees are at risk of leaving the company.

Digital HR: Foundation for the future

People Analytics is a powerful tool that will help companies bridge many existing gaps by adding visibility. With People Analytics, managers can see their organisations and use information to drive insights for decision-making about talent and human capital performance. Although SAP Analytics Cloud is a future concept, GP Strategies will continue to deliver tactical solutions on existing reporting tools as well as WFA on HANA, so do get in touch with us to learn more.

Read more about SAP Analytics Cloud here and Workforce Analytics here.

How to get started?

GP Strategies SuccessFactors EMEA Practice has completed more than 650 SAP SuccessFactors projects in more than 80 countries worldwide during the last 15 years. We are covering all major industries and we provide continued operational support and maintenance for more than 75 companies. We are an SAP Gold Partner, and we have been awarded SAP Recognized Expertise in all SAP SuccessFactors areas. Together with our customers we have won 13 Quality Awards in three years. Contact us for expert guidance on tactical solutions, analytics and reporting.

The SAP SuccessFactors quarterly release schedule for 2019:

The SAP SuccessFactors quarterly release schedule has been published.  As usual, SAP operates with one release date for Preview and one release date for Production. As a result, you will have a minimum of 30 days to test new features ahead of the Production release date.

*Release deployments begin Friday 11 pm into early Saturday morning, local Data Center time.

NOTE: SAP Jam release dates will not change – Preview release February 8, 2019 and Production release March 8, 2019

Want to know more?

If you need to know more about an upcoming release, consult the SuccessFactors Customer Community. If you are a partner, you can review the internal release readiness (IRR) webinars. If you are a customer, do see if you are available to participate in the GP Strategies SuccessFactors Community Events.

Please contact us if you want to be on the distribution list for these events.

If you are a customer and concerned about project timing, please reach out to your GP Strategies project manager.

You might also be interested in our review of the SAP SuccessFactors Q4 2018 Release.

Please contact us if you want to be on the distribution list for these events.

If you are a customer and concerned about project timing, please reach out to your GP Strategies project manager.

You might also be interested in our review of the SAP SuccessFactors Q4 2018 Release.

The New Danish Holiday Act & Employee Central

In order to comply with EU laws and regulations in regards to holidays, a new Danish Holiday Act has been passed. The new Holiday Act will change the Danish holiday system on a fundamental level. When the law goes into force on 1 September 2020, all employers in Denmark must adopt this act. It is important to be aware of the implications this will have on employment contracts and HR policies.

Concurrent holidays

The new law introduces so-called “concurrent holiday”. This means that employees will now be able to take out their paid holiday in the same year as that in which the holiday entitlement is accumulated.

Furthermore, the act involves a transitional arrangement which will facilitate the transition from offset holidays from the current system to concurrent holiday.

What does that mean for SuccessFactors EC users?

If you already have SuccessFactors Time Off integrated in to your Employee Central solution, you do not have to worry. GP Strategies have developed a solution that will give you a smooth transition from the old logic to the new rules.

If you have EC but another Time management system

The new Danish Holiday Law will mean an extensive upgrade of your current system. If you have been considering SuccessFactors Time Off but have decided against it for practical and/or economic reasons, now is the ideal time to change and take advantage of this game changer to streamline your current setup.

Contact us for more information on how GP Strategies can deliver a smooth transition to the new Danish holiday system for your company.

GP Strategies grows its SuccessFactors practice in Germany

Since the beginning of 2018, GP Strategies SuccessFactors EMEA Practice has been building a German consulting team focusing on SuccessFactors implementation and support services.

Marcus Thurner, the new Sales Director DACH says the following:

 “Now is the time to unhide the hidden champion for SuccessFactors implementations in the German market as well. GP Strategies is the most experienced SuccessFactors implementation partner with 650+ implementation and 175+ consultants.”

GP Strategies is very pleased to welcome the following colleagues that will add important experience and expertise to as we continue to increase our capacity to meet the demand to deliver world class SuccessFactors services.

Marcus Thurner, Sales Director DACH

  • Marcus joins us with more than 20 years’ experience in HR IT, working at SAP, SuccessFactors, NGA, and most recently as VP HR IT Management at Deutsche Telekom AG.

  • Marcus has a strong background from SAP with more than 6 years of SuccessFactors experience. He has held several executive positions within the professional service industry covering both sales and delivery responsibility for global teams.

  • Marcus will be leading our commercial expansion in Germany, Austria and Switzerland.

Raik Ludwig, Consultant

  • Raik joins as a consultant with certifications in Recruiting Management, Employee Central, Perform & Align, Learning Management and Onboarding.

  • Raik has implemented SuccessFactors for global organisations and has onsite implementation experience from EMEA and Asia Pac.

  • Raik has a strong operational background in recruiting. He has held several recruiting positions both in-house as well as in agencies.

Merle Schübel, Consultant

  • Merle is consultant with a SAP Certified Application Professional for Employee Central and experience in modules like Recruiting Management and Perform & Align.

  • She has more than six years’ experience with implementations of all sizes for global organisations including on-site experience in EMEA and Asia Pac.

  • Merle has international consulting background with Employee Central Implementations that could span across 150+ countries and ensure a global alignment.

Ritu Jain, Consultant

  • Ritu joins as a consultant with certifications in Employee Central, Recruiting and workforce analytics & planning and has experience in working with the Onboarding module.

  • Ritu has experience in working on Dell Boomi integrations and have been certified on B1 level.

  • Ritu has implemented Successfactors Employee Central for global organisations and has international consulting background.

Sravan Potnuru, Consultant

  • Sravan brings an extensive integration experience between SuccessFactors and other systems with design and implementation in Dell Boomi and SAP Cloud Platform Integration (HCI).

  • Sravan joins as a consultant with SAP SuccessFactors Associate Certifications in Recruiting Management, Recruiting Marketing and Employee Central.

  • Sravan has an international consulting background and has been part of Recruiting and Employee Central implementations.

We are looking forward to working with our new colleagues as we make a lasting impression on Germany.

A first review of SAP SuccessFactors Q4-2018 Release

While many people are ramping up for the upcoming peak season in business & HR processes – or simply trying to absorb the vast amount of innovations announced by SAP at TechEd last week, and SuccessConnect just 4 weeks ago – We have been enjoying having a little time to take a first look at the SuccessFactors Q4-2018 release internally. In SAP sometimes referred to as b1811.

The coding for the Q4-2018 release has been completed and implementation partners and clients can now spend some time to get acquainted with the functionalities in the next few weeks until Q4-2018 hits the preview environments. To clients we would like to stress that this is an important task not to neglect, even though the Q4-2018 release together with Q1-2019 is announced as a “minor release”.

Innovation Continues at a High Pace

We have known the updated SuccessFactors product road map since SuccessConnect back in September and it reveals that SAP is not sitting on their hands but rather continuing to take huge leaps forward. We were especially eager to learn if indeed the Q4 release would include anything about SAP Analytics Cloud (SAC) which was announced by President of SAP SuccessFactors Greg Tomb at the Las Vegas keynote.

It was learnt shortly after Greg’s presentation that SAC would indeed be delivered and is a production ready product and that it is being rolled out with the Q1-2019 release; so we have to be a little more patient. Being fans of analytics and ramping up GP Strategies on Analytics we have also tried to look at the release summary through the lens of what it would appear like in SAP Analytics Cloud:

We totally enjoy SAP Analytics Cloud (SAC) and believe firmly that SAC will be a major component that all SuccessFactors customers, as well as other SAP technologies, will be using in the coming 12-18 months, no exception. The ability to build report stories, highlight main focus areas, key performance indicators in a user friendly way just provides a massive return on investment.

Anyway, back to the Q4 release…

From a high level there are 190 release items in the Q4-2018 list, a notch lower than what we saw in previous releases. So no big change there. We also see expanded support for new countries and although we are not getting SAP Analytics Cloud just yet, there are still improvements in the current reporting capabilities, although they are not architectural they do provide business opportunities and value – and for data privacy some important features that are likely to also complicate matters somehow.

These are some of our top picks:

  • Life continues to be more flexible and powerful for system admins with nice innovations. For example managing business rules has long had a too simple search feature. With the new release you can view and manage business rules on the Business Rule Admin page. This new page is designed with the SAP UI5 technology. From here, you can search, filter, sort, and group business rules. You also have the options to create and display rules from the page, but for all other operations such as modifying, copying, and deleting rules, you will be taken to the legacy “Configure Business Rules” UI. You can access the Business Rule Admin page the same way as you access Configure Business Rules. The new UI5 design provides a clear overview of what rules are available in your company, and it offers more capability and better efficiency to business rule management.

  • In the Fiori based Home page we have had a long standing issue, although some have not encountered it. Yes, we have been able to create up to 100 custom tiles and yes we have been able to use RBP roles to assign tiles to users. But some use cases have not been supported and SAP has made an enhancement to the custom home page tile framework. As an admin, you can associate business rules to a custom tile and create one single tile for different target populations. The Rules Engine determines which content to display for the end user. This helps reduce the total amount of custom tiles that need to be created for your organisation and avoid reaching the limit of 100 tiles.

  • SAP has put a lot of effort into providing module specific Configuration check tools. Whilst they may not be super valuable for the experienced & professional certified consultant, configuration check tools do help analyse potential issues post go live – so it is highly recommended to enable and use check tools. As of Q4-2018, there is a tile in the Admin Center that shows the admin a summary of the latest check results from the Check Tool. The total number of checks is shown, with status Successful, Warning, or Error. Another new feature is in the check history popup, which now also shows the parameters selected for the particular check execution run.

  • If your SuccessFactors solution is set up to use Single Sign On you are hopefully using SAML2.0 as method. Be aware that if you are using other mechanisms, and you are using the GET login method it can cause security issues. For organisations who login by using a URL in a browser, it is recommended to not include the username and password (even fictive) in the URL. For organisations who login through internal integration, it is encouraged to change the login method from GET to POST – and it is a change that will be enforced to take effect in a forthcoming release.

  • Consultants often use a combination of XML based data model imports and the Admin Center configuration tools. Previously, the field max-length defined in the employee data model (called Succession Model, but used by all customers because it is rightly the Employee Profile + Employee Central User Data Model) might exceed the maximum length allowed in the SuccessFactors database, but the data model can still be imported successfully, which makes your field max-length ineffective. Now, it is possible for to validate the max-length definition of string fields when importing the data model. If it exceeds the maximum length, the import is blocked and error messages are provided to help you better manage the max-length definition. So if the data model has invalid configurations in it – after this release they must be fixed in order to reimport. Recommend you just try to export & reimport to verify.

  • For clients working with data imports on regular basis, there is a much needed enhancement to the visual experience of the importing of background & trend (= performance ratings, potential ratings) data. The process is enhanced so admins can choose to enable a pop-up dialog to notify users when they choose to overwrite existing data. Today it is easy-peasy to perform a simple import with 1 row, select overwrite and then all data for the particular import object is physically deleted/purged from the system. This warning is needed to avoid such errors from happening.

  • In Onboarding, we finally see support for concurrent employment. This will mean that customers will be able to indicate during the onboarding process, if this is the primary employment or not, thereby have multiple position assigned to an employee without having to manually update the concurrent employment relationship afterwards.

  • In Career Development Planning we have historically seen consultants and client admins add custom fields to the development plan template and forgetting to mark the custom field as reportable.You can add as many fields as you want, but only 20 fields can be reportable, and this has to be set by field. With Q4 2018, in Configuration Check, you can run a check to identify the development plan templates where custom fields have not been specified as reportable. Nice!

  • Compensation has been seeing several innovations during 2018 which we hope many clients will have adopted for their 2019 compensation campaigns. The all new combined Total Compensation Worksheet is now generally available and although not mandatory to use we would recommend looking at it from 2019 onwards …

  • As seen in the dashboard there is a lot of movements in the Recruiting space.This is largely attributed to the new Candidate Relationship Management that sees a lot of new features with this release. For example, with the Candidate Relationship Management Email Campaign feature, users can create an e-mail campaign, enter the name, description, locale, brand and e-mail campaign code, and enter details to e-mail fields such as From, Reply-To, and Subject. Users can also select individual e-mail recipients or select recipients from talent pools, select an e-mail layout and content template, and save the e-mail campaign as a draft. Other functionality includes viewing a list of e-mail campaigns that includes the campaign name, status, date sent, number of recipients, brand, created by, and description, and see feedback on the e-mail campaign such as the number of recipients, clicks, unsubscribed e-mails, and undelivered e-mails. Impressive – and this is just one of many. If you are struggling with keeping your candidate pool engaged and you are not using CRM today consider it for a near time update.

  • In Employee Central we are getting a (forced) upgrade from the now legacy XML based propagation rules to EC Business Rule based propagation. If you have been live with EC more than 2-3 years it could be that you are using the legacy method. As of Q4-2018 release, XML-based propagation is no longer supported and is replaced by business rules based propagation. Existing XML-based propagation in your systems will be automatically migrated for you. A must for all customers using XML-based propagation is to review the migrated configuration and ensure it still works as originally designed. As always, pay attention with forced upgrades and ensure you check if this applies to you and verify consequences before the upgrade hits your production instance

  • The Employee Central Data Replication Monitor also now uses optimistic locking for all content types now. SAP also implemented optimistic locking for business configuration in Q1 2018. This means when multiple users try to update the same record, Optimistic locking prevents data replication records from being corrupted or invalidated.

  • In Employee Central Time Off, not a lot this time around – mostly focusing on unifying the user experience with SAP Fiori design on more areas.

  • For Performance Management and Goal Management we are seeing a focus on bringing the mobile experience on par with the browser experience, introducing features such as enhanced search for forms, and support for collaborative steps – good features to finally have on the mobile.

  • Continuous Performance Management is continuously improved! And the current release is not an exception. A mobile first feature for SAP SuccessFactors Mobile iOS users that reimagines the talent experience by creating an intuitive user experience integration between Learning and Continuous Performance Management (CPM). Learning users can now: create CPM Achievements from the history details screen of successfully completed Learning items; create CPM Activities from the item details screen of Learning items added to My Assignments; and receive a prompt to create a CPM Activity when assigning a course to themselves via the Learning Catalog. Interesting that SAP applies a “mobile first” strategy here, and these features are currently available only on the SAP SuccessFactors Mobile app. It is fair to assume that they will get to the web UI in a coming release soon.

  • While we are at the Mobile experience. The iOS and Android SAP SuccessFactors Mobile apps now support the collaborative route map steps for Performance Management Reviews. This enables multiple users to edit the Performance form jointly. This is a long time request and one that should close at least a handful of improvement requests in the SAP Influence Program, and improve the adoptability of the mobile app significantly.

  • If you have not yet updated to Report Center consider this for the next release as it is becoming mandatory. Anyway, in Report Center, you can now import or export multiple reports (also supporting different report types) in a single action. To export multiple reports, select the reports you want to export, and click the Export icon that appears above the reports list, and it generates a zip file of the exported reports. Likewise, to import multiple reports click Import, select the zip file containing various reports and then click Import. A status message will tell you the results. This is particularly useful for moving reports from one instance to another.

  • In the domain of data protection there are also improvements. When setting up a full purge of inactive users for data protection and privacy, you can now upload a list of multiple users, specified by User ID in a CSV file. Before, this option was only available for partial purges of specific types of data. Now it is available for the full master data purge as well.

  • We are still eagerly awaiting the Read Audit functionality that was schedule to be released during Q2, then Q3 and now Q1 – 2019, making customer compliant on who have seen what sensitive data on employees.

Note on Role Based Permissions (RBP)

With the Q4 2018 release there is a role-based permissions migration tool to perform your RBP migration. For small organizations, this tool allows you to create the most commonly used roles and assign permissions in RBP based on your legacy permissions. Previously, RBP migration did not have a step by step tool to support RBP migration. Now, you can use the migration tool to start creating the roles you’ll need in your new security model. If you are not using RBP now – start tomorrow. If you are in doubt, reach out to SAP Cloud Support, your partner or ask an expert. It’s easy and self-maintaining to a large extent.

Reporting Overview for SuccessFactors

Last, we would like to spend a little time on reporting. While we are waiting for SAP Analytics Cloud to emerge as a reporting framework inside Report Centre it is important you make sure you are taking advantage of the analytics capabilities that are already available in SuccessFactors.

Today an enterprise company will likely have:

  • List Reports (based on Ad Hoc Report Builder

  • Tiles (based on admin centre built youcalc tiles and standard tiles)

  • Dashboards (based on admin centre built youcalc tiles as well as standard tiles and standard dashboards

  • Advanced Reports (based on Online Report Designer EC Advanced Reporting)

  • Spreadsheet Reports (for Login history & details only)

  • Embedded Insights (per module, allows display of Tiles in a panel on each main module)

  • Home Page Tiles (display selected Tiles on the home page)

Access to all reporting tools (including administration of them) is governed through Role Based Permissions, so it can become quite granular. We would recommend that you quarterly check that your end users have access to the right analytics.

It is also recommend enabling the Login spreadsheet report for understanding general system usage, including answering questions such as “How many of our mangers have logged in during the past 30 days” and “which managers have never logged in”, questions that help you understand the system usage patterns. If you haven’t enabled Report Centre yet, this is also recommendable and that you validate your existing reports on a regular basis, including making some basic spot checks on data validation & reconciliation. With this in place, you will be in a fine position to start using SAP Analytics Cloud once it becomes available in the first half of 2019.

Wrap Up

OK … we could go on! Our friends at SAP have certainly not been taking much time off the past few months. Even though you are loosing your breath, we actually expect the innovation pace to continue its acceleration as the SuccessFactors solution matures and integrates more and more with SAP Cloud Platform, SAP Analytics Cloud, SAP Digital Boardroom, S4/HANA, CRM, Procurement and countless other SAP systems to complete the SAP vision of the fully digital enterprise.

Anyway, this rounds up a fantastic 2018 for us at GP Strategies. The above list were just some of the obvious top-picks that we are really looking forward to getting our hands on to and see in action and discuss with our clients in the weeks to come. The preview instances are updated on the weekend of 3 November and Production 4 weeks later on December 1st.

Get in touch

If you need to know more about the release, consult the SuccessFactors Customer Community. If you are a partner, review the internal release readiness (IRR) webinars. If you are a customer do see if you can participate in the GP Strategies Customer Community meetings (if you did not get an invite let us know). If you have any comments or questions please do reach out to us.

Thanks,

Christian Holst & Erik Ebert