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Don’t have Employee Central? You’re missing out.

Employee Central (EC) provides a better experience for the employees and HR. This is especially true during the employee life cycle; from the moment a job requisition is created for a new position to off-boarding an employee.

Employee Central has a feature called position management. With this feature enabled, you can assign organizational units, cost centers and other foundational elements such as pay grades and job attributes to each position within the company. When a position is vacated, managers can raise a job requisition workflow with multi-level approvals and notifications. All the elements tied to that position will be automatically defaulted in the requisition and then routed to HR. Even the job profile can be pre-populated based on that position’s attributes and required competencies. The recruiter can then decide where to (automatically) post this requisition and find the right candidates. Click here to learn more about position management.

Once the candidate accepts the offer, the requisition is closed and the candidate moves to the onboarding process. During onboarding, compliance forms are filled out by the candidate and the candidate’s information is populated from the application and back in Employee Central. Reduced overhead and no manual data entry required for HR Administrators!

Increase Productivity with Employee Transactions – Employee and Manager Self Service

EC provides sophisticated options and a variety of pre-defined employee and manager self-service scenarios. Employees can upkeep current address and emergency contact information, enroll in benefits and make leave requests or track time. Managers can initiate transfers or promotions, provide approvals on transactions, and assist in data entry tasks normally relegated to HR. The benefit of the wide range of self-service options is that they can be activated and set permissions for parts of the organization depending on readiness.

Seamless Integration with Employee Central Payroll

Have you considered if SAP Employee Central Payroll is the right product for you? Employee Central Payroll has seamless integration with Employee Central. Typically, integration between Core HR and third-party Payroll systems can be challenging, but with two products from the same vendor, this reduces implementation times and risk of complications and implementation times It also has the added benefit of reduced ongoing support costs.

Integrated Time off and Timesheets

Employee Central has a flexible, built-in functionality for time-off with support for a variety of different leave types and accrual rules. These time profiles can vary per (and within) a country. Additionally, positive time is possible with timesheets. If you have the requirement for an advanced time clocking system, you want to may consider a solution extension partner like Workforce Software. The big advantage of selecting a Solex partner is that they are part of SAP’s ecosystem which means standard integration and less maintenance.

Integrated Global Benefits Management

Employee Central can support benefit election and administration in almost any case. However, US benefits complexity may vary. For more complex cases, one may opt for a partner like BenefitFocus that integrates seamlessly with EC core. Benefitfocus provides employers, consumers, insurance carriers and government entities cloud-based technology to shop, enroll, manage and exchange benefits information. Employees can choose their benefits plans in an online portal with the integration to Employee Central. Benefitfocus then sends updates to Employee Central Payroll as required for legal reporting. To understand how data from Employee Central is mapped to data in the benefits system, see Employee Data Replication.

  1. Set up Employee Central.
  2.  Make third-party provider-specific settings, for example, SFTP server accessibility.
  3.  Get access to the catalog in SAP Cloud Platform Integration Spaces.
  4. Set up the data integration.
  5. If required by the customer, extend the data integration

Manage your Contingent Workforce

A contingent workforce consists of freelancers, independent contractors, and consultants who are not on the company’s payroll because they are not full-time employees of the organization. Managing contingent workers in SAP SuccessFactors Employee Central system enables a complete view of the workforce and the ability to include contingent workers in select HR processes. This enables you to identify how many contingent workers are used in their organization and how they are distributed across the organization. It also enables them to track information such as vendor, contract, and procurement details as well as the training they have. They can also be distinguished on the org chart and reported on separately during headcounts.

Reliable Analytics and Organizational Structure

Employee Central will visualize your organizational structures, give you organizational insights, and can increase decision accuracy.

FAQ: Managing contingent workers in SAP SuccessFactors Employee ...

SuccessFactors provides many reporting and analytics options, from report designer to embedded analytics and full Workforce Analytics. If you don’t have a core HR, you are most likely flying blind or spend hours in combining data from different sources to present the right insight to senior management. With Employee Central you will have standard reports on different levels and once activated WFA, you will get a comprehensive library of more than 2,000 plus standard metrics, industry benchmarks, and HR best practices that help measure the things that matter.

Stay Compliant Globally

With Employee Central you can automate compliance management processes for global and local regulations. You can benefit from an analysis of local regulations, managed by local experts who work with legal advisors and government authorities to monitor each country’s laws. It will show automatic regulatory updates so you can easily adapt to local business practices, laws, and statutory reporting requirements. SAP will push new legal changes into the Employee Central system either in a quarterly release or on an ad-hoc basis when urgent legal changes are made. Legal changes can be reviewed in quarterly release documentation provided by SuccessFactors.

Pre-built Integration with Extensions or Third-Party Providers

As the system of record, Employee Central will connect to many different downstream systems in your organization to populate those automatically and reduces administration efforts and time. The key to a stable infrastructure is the quality of your integrations. Employee Central comes with SAP Cloud Platform Integration (CPI). CPI is the top integration platform and some partners have built standard integration frameworks on this technology which makes integrating other systems a matter of weeks instead of months. There are also standard integrations available for most third parties’ systems to reduce the technical effort, costs and time in getting your system connected.

Employee Service Center

Empower your employees with self-service. This feature offers a superior HR service delivery experience that enables employees to contact your HR team through their preferred channel and empower HR admins with an integrated knowledge base. Some of the functionalities include granting access to relevant HR policy information, making company announcements, providing quick access to HR experts from any device, and streamlining HR ticket processing.

Interested in learning more about Employee Central? Please contact us today to schedule a call to speak with an expert in EC. HR Path will be able to answer any questions you may have and to assist you along the journey with our “advice, implement, and run” methodology.

#employee central #HR #HR Path #HRIS #position managament #SAP #sap successfactors #SuccessFactors

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