HCM Success factors

EHP0 to EHP6 for SAP ERP 6.0 December 2012 English

Pay-for-performance Integration between SAP ERP HCM and SuccessFactors (SF8) Business Process Documentation SAP AG Dietmar-Hopp-Allee 16 69190 Walldorf Germany

SAP Best Practices Pay-for-performance Integration between SAP ERP HCM and SuccessFactors (SF8): BPD

Copyright © 2012 SAP AG. All rights reserved. SAP, R/3, SAP NetWeaver, Duet, PartnerEdge, ByDesign, SAP BusinessObjects Explorer, StreamWork, SAP HANA, and other SAP products and services mentioned herein as well as their respective logos are trademarks or registered trademarks of SAP AG in Germany and other countries. Business Objects and the Business Objects logo, BusinessObjects, Crystal Reports, Crystal Decisions, Web Intelligence, Xcelsius, and other Business Objects products and services mentioned herein as well as their respective logos are trademarks or registered trademarks of Business Objects Software Ltd. Business Objects is an SAP company. Sybase and Adaptive Server, iAnywhere, Sybase 365, SQL Anywhere, and other Sybase products and services mentioned herein as well as their respective logos are trademarks or registered trademarks of Sybase Inc. Sybase is an SAP company. Crossgate, m@gic EDDY, B2B 360°, and B2B 360° Services are registered trademarks of Crossgate AG in Germany and other countries. Crossgate is an SAP company. All other product and service names mentioned are the trademarks of their respective companies. Data contained in this document serves informational purposes only. National product specifications may vary. These materials are subject to change without notice. These materials are provided by SAP AG and its affiliated companies ("SAP Group") for informational purposes only, without representation or warranty of any kind, and SAP Group shall not be liable for errors or omissions with respect to the materials. The only warranties for SAP Group products and services are those that are set forth in the express warranty statements accompanying such products and services, if any. Nothing herein should be construed as constituting an additional warranty.

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Icons Icon

Meaning Caution Example Note Recommendation Syntax External Process Business Process Alternative/Decision Choice

Typographic Conventions Type Style

Description

Example text

Words or characters that appear on the screen. These include Field name s, screen titles, pushbuttons as well as menu names, paths and options. Cross-references to other documentation.

Example text

Emphasized words or phrases in body text, titles of graphics and tables.

EXAMPLE TEXT

Names of elements in the system. These include report names, program names, transaction codes, table names, and individual key words of a programming language, when surrounded by body text, for example, SELECT and INCLUDE.

Example text

Screen output. This includes file and directory names and their paths, messages, source code, names of variables and parameters as well as names of installation, upgrade and database tools.

EXAMPLE TEXT

Keys on the keyboard, for example, function keys (such as F2) or the ENTER key.

Example text

Exact user entry. These are words or characters that you enter in the system exactly as they appear in the documentation.

Variable user entry. Pointed brackets indicate that you replace these words and characters with appropriate entries.

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Contents 1 2 3 4

Purpose ......................................................................................................................................... 5 Prerequisites.................................................................................................................................. 5 Compensation Process Flow and Overview ................................................................................. 6 Business Processes ...................................................................................................................... 7 4.1 Exporting Employee Data ...................................................................................................... 7 4.1.1 Maintaining Salary Change ............................................................................................. 7 4.2 Generating Compensation Forms in SuccessFactors ........................................................... 9 4.2.1 Generating Compensation Forms in SuccessFactors .................................................... 9 4.3 Compensation Planning in SuccessFactors ........................................................................ 10 4.3.1 Compensation Planning in SuccessFactors ................................................................. 10 4.4 Importing Compensation Result into SAP ............................................................................ 10 4.4.1 Importing Compensation Result into SAP .................................................................... 10 4.5 Activating Compensation Change ........................................................................................ 11

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Pay-for-performance Integration between SAP ERP HCM and SuccessFactors 1

Purpose

This document describes the Rapid Deployment Solution package that enhances the integration between SAP HCM and SuccessFactors Compensation Management. This audience for this document is the business owner. It answers the key questions "What do I get with the RDS, and what do I do with it in a business perspective?" This document is not intended to provide the detailed technical configuration that will be needed by the technical and implementation teams; this can be found in the Configuration Guide. The RDS is intended to provide a reduction of implementation time and effort for integration between SAP HCM and SuccessFactors Compensation Management Reduction of implementation time and effort 

2

Expert guidance through the integration setup

Prerequisites

The technical prerequisites for Compensation Management integration are documented in the Quick Guide and Software Requirements document for this solution. Please reference the following configuration guides -

PI design objects within Enterprise Service Repository PI general configuration within Integration Directory HCM Integration Add-on upgrade HCM data extraction & customization

Ensure that all steps regarding the following activities have been completed: 

ERP Human Capital Management (HCM) in the following versions or higher Required Product Version Required Support Package Corresponding EA-HR Stack Software Component Version and SP Level SAP ERP 6.0

SPS: 15 (02/2009)

EA-HR 6.00, SP 38

EHP2 FOR SAP ERP 6.0

SPS: 05 (02/2009)

EA-HR 602, SP 17


SPS: 04 (02/2009)

EA-HR 603, SP 12


SPS: 02 (02/2009)

EA-HR 604, SP 05

EHP4 FOR SAP ERP 6.0 /NW 7.01

SPS: 02 (02/2009)

EA-HR 604, SP 05


SPS: 03 (12/2010)

EA-HR 605, SP 05


SPS: 01 (11/2011)

EA-HR 606, SP 01

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SAP Best Practices Pay-for-performance Integration between SAP ERP HCM and SuccessFactors (SF8): BPD 

The integration add-on 1.0 SP02 for SAP ERP Human Capital Management and SuccessFactors Business Execution has been installed



An initial Compensation management template has been established in SuccessFactors to allow evaluation to continue.



Employee Data interface is in place and data has already been transferred for all employees to be part of Compensation Management process.



Field Grouping is configured for data export from SAP HCM to SuccessFactors.



Ad Hoc report for export is configured in SuccessFactors



Field Grouping is configured for data import from SuccessFactors to SAP HCM.



Templates are set up within SuccessFactors

3

Compensation Process Flow and Overview

The following table provides an overview of the process steps for data integration with SuccessFactors Compensation Management Process Step

Business Condition (Variable)

Business Role

Transaction Code

Expected Results

4.1 Export SAP Compensation relevant Employee Data (SAP HCM)

If no job has been scheduled to run this report then the report needs to be triggered by the user in the HR system

HR Administrator

HRSFI_COMP_DATA_REPL

Select and execute job for the desired employee(s)

Data Replication (SAP PI)

Automated step

4.2 Generate Compensation Forms (SuccessFactors)

SFSF Compensation Admin

Admin Tools  Compensation  Manage Compensation Forms  Mass Create Forms

4.3 Plan Compensation (SuccessFactors)

Manager

Compensation  Forms  Inbox  Form

Data Replication (SAP PI)

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Automated step

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SAP Best Practices Pay-for-performance Integration between SAP ERP HCM and SuccessFactors (SF8): BPD 4.4 Import Compensation Result (SAP HCM)

HRSFI_COMP_DATA_IMP

4.5 Activate Compensation Changes (SAP HCM)

HRSFI_COMP_DATA_ACT

Basic Pay and Bonus Payments reflected in IT8 and IT15 respectively

These steps will constitute a full compensation cycle.

4

Business Processes

4.1 Exporting Employee Data Process step

External process referenc e

Busines s conditio n

Busines s role

Export of employe e data

Transaction code

Expected results

HRSFI_SYNCH_EMP_DAT A

Employee data is available in SuccessFactor s

4.1.1 Maintaining Salary Change Use This transaction exports relevant compensation data to SuccessFactors to enable Compensation Management processing to take place.

Prerequisites For all employees being exported, the Employee Data interface should have first been processed.

Procedure 1. Access the transaction: Transaction code


2. In the Period section, select the effective date for which the data should be selected Field name

Description

User action and values

Comment

Period

The period for which employee data should be selected

Choice can be either Today or Key Date

In most cases, this should be set to today

3. In the Selection Criteria section, designate the employees to be exported: Field name

Description


Comment

Personnel

Selection by

Can use to select specific

Specify Personnel

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SAP Best Practices Pay-for-performance Integration between SAP ERP HCM and SuccessFactors (SF8): BPD Field name

Description


Comment

Number

employee number

employees by number

number for employee(s) to be transferred. Alternatively use other selection criteria like personnel area, employee subgroup etc.

Employment Status

Employment Status to be used for selected

3 = Active 1 = Inactive (LOA) 0 = Withdrawn

Should be 3 (active) plus 1 (LOA) if employees on leave should be considered for merit

Company Code

Selection by Company Code

Personnel Area

Selection by Personnel Area

Personnel Subarea

Selection by Personnel Subarea

Employee Group

Selection by Employee Group

Employee Subgroup

Selection by Employee Subgroup

4. In the Default Settings section, provide further information for the SuccessFactors system Field name

Description

Extraction Language

The language used with the export

Field Set For Data Export

Fields to be sent to SuccessFactors

The field sets are configured in the IMG. See the Configuration Guide for more details.

Compensation Group ID

The compensation group ID is an entity from the SFSF system that groups together compensation templates that should be receiving the exported data. SuccessFactors distinguishes data for different templates via adding a suffix to field-names

Compensation group ID has to be determined in the SuccessFactors system. For example, there might be a compensation group ID for monthly salary and another one for annual salary for the compensation cycle in year 2012. The compensation group ID has to be aligned with the employees

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Comment

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Description


Comment selected by the selection criteria of the report, depending on the requirements in SuccessFactors.

User ID Determination

How the SuccessFactors User-ID should be filled

The user ID determination should be consistent with that used for employee data export.

5. Hit execute

Result Once processing is complete a Display Log appears. The success or failure can be seen based on the traffic lights presented. Assuming successful results, the data will have been transferred to SuccessFactors and will be available for compensation planning

4.2 Generating Compensation Forms in SuccessFactors Process step

External process reference

Mass Producing Forms for Compensation Planning

Business condition

Business role

Transaction code

Expected results

SFSF Compensation Admin

Admin Tools  Compensation  Manage Compensation Forms  Mass Create Forms

Compensation data is ready for planning

4.2.1 Generating Compensation Forms in SuccessFactors Use This process generates Compensation Forms in SuccessFactors. Compensation Forms are the mechanism used to allow managers to update compensation for the employees within their area.

Prerequisites A compensation template must already exist within SuccessFactors.



2. Choose the link "Mass Create Forms" 3. Create a form for the highest-level manager involved in the Compensation Planning. 4. Finally create the forms via clicking "Launch Plan".

Result The forms are generated to be used in the Compensation Process.

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4.3 Compensation Planning in SuccessFactors Process step


Business condition

Compensation Planning In Success Factors

Business role

Transaction code

Expected results

Manager


Compensation is adjusted

4.3.1 Compensation Planning in SuccessFactors Use This is the core functionality for Compensation Management. The procedures here explain at a high level the compensation process. There is tremendous documentation for the compensation management process within SuccessFactors itself and this BPD does not attempt to replicate that documentation.

Prerequisites A compensation template must already exist within SuccessFactors.

Procedure 1. Access the transaction: SuccessFactors menu 2. 3. 4. 5.


Choose "Forms Title" Run through the compensation planning process. After entering a salary adjustment and a bonus amount save your changes. Next you can open the process roadmap via clicking on Route Map and send your compensation planning form to the status Completed.

Result Compensation Process is completed in SuccessFactors and is ready to be transported back into SAP.

4.4 Importing Compensation Result into SAP Process step

Import Compensation Result


Business condition

Business role

Transaction code

Expected results

HR Administrato r

HRSFI_COMP_ DATA_IMP

Data loaded into SAP from SuccessFacto rs

4.4.1 Importing Compensation Result into SAP Use This transaction will reach into the SuccessFactors and extract completed compensation data into a staging area to enable eventual activation within SAP.

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Prerequisites An Ad Hoc report must be set up within SuccessFactors that will be used for the import.


HRSFI_COMP_DATA_IMP

2. Fill in the following details Field name

Description

Field Set For Data Import SFSF Ad Hoc Report

Name of the report created within SuccessFactors


Comment

Choose field set for the Compensation Type required.

See the Configuration Guide for more details on this.

Can use to select specific employees by number

Make sure that you input the name exactly as it is in SuccessFactors as this field is case-sensitive.

Result Upon successful run, you will see a Display Log with green lights indicating that the data was imported successfully. If errors occurred, the personnel numbers in question are listed with relevant error messages.

4.5 Activating Compensation Change Process step


Business condition

Activate Compensation Change

Business role

Transaction code

Expected results

HR Administr ator

HRSFI_COMP_ DATA_IMP

Employee Data (Infotype 8 or 15) is updated

Use This transaction activates the compensation changes that were brought over from SuccessFactors.

Prerequisites Data was successfully imported into SAP.


HRSFI_COMP_DATA_ACT

2. Fill in the following details Field name

Description

SFSF Template

ID of the template that was used in

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Comment

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Description

ID

SuccessFactors

Field Set For Data Import

Fields involved in the import of data from SuccessFactors


Comment See Configuration Guide for further information.

3. Keep checkbox set to "Test Only". 4. Choose Enter Fields. 5. Maintain any additional required field information and click the green check to return back to the previous screen. 6. Choose Execute 7. View the results. 8. Once ready, return to the previous screen and uncheck "Test Only" and choose Execute again. 9. Go to IT8 or IT15 and confirm the employee updates have been completed.

Result Employee compensation has been updated.

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HCM Success factors

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