SAP SuccessFactors Employee Central Day 1

0:01 this conference will now be recorded yeah thank you for waiting okay so I don't know if all of you have attended the the demo which we had a week back and then uh last week and then before that week okay so if you have not in the demo if you have not attended the demo so let me quickly introduce myself myself I'm Vu I have 16 years of experience into the field of HR where started my career as HR executive for one of the manufacturing Industries where I've learned all the HR functions core HR functions what HR does in the organization and then from there I've

0:48 moved to sap hm I've learned sap hm online like all of you have you're learning now so in those days we didn't had much options but I could make what some know Arrangement and then I've done my sap HCM sessions online and then mve to sap HCM implementations I was into sacm for five years doing implementation and support for customers across the globe later upgraded my skills when I was in sap HCM support role for one of the organizations here in India from there I have no learned uh or upgraded my skills in success factors and mve to success

1:33 factors I got an opportunity to work on the uh support part of uh success factors when I was with the client there they have implemented though know I was from the client side I got an opportunity to see what is success factors what do we have in success factors and then with that interest I've learned success factors and then move to success factors implementations almost it's been like almost nine nine years that I'm into success factors and I've uh worked on modules like employee Central compensation Performance Management and recruiting though I have worked on all of these modules my main area was always employee Cal and compensation because I've have done or

2:21 I've spent most of my time in this uh areas okay the employee C and compensation and coming to teaching I was to teaching from like I started my uh Journey like 12 years back okay I was teaching earlier s success fact sorry sap HCM and then after getting into success factors have started training on success factors as well from last four years in success factors okay so that's a brief about me okay so let get let's get into success factors what uh we are going to learn in coming sessions I have a quick question uh if I may yeah you can go

3:08 ahead so I mean for a newcomer forgive me if this question is very lame but is HCM and success factor two different things called together sap hm is a know on premise application uh so why I say sap or why I take sap is sap owns success factor application okay it is it was not sap who has developed the success factors but they have acquired success factors application success factors is a cloud computing solution HCM solution whereas sap HCM is a on premise application so we have many customers across the globe on sap HCM who have migrated you know from sap HCM to success factors and we still have

3:53 some more some more customers who are there in sap HCM as well yeah to answer your question SA hm is on premise and success factors is a cloud computing application both of them Hand by sap thank you okay so what we are going to learn in next uh couple of days or know it takes uh 25 sessions to cover the complete or cover all the areas of success factors employee Central so when I say all the areas of employee Central it is purely employee Central not employee Central Time of Our employee Central Payroll okay it is only on the core employee Central okay so the course is designed in such a way that each of

4:38 the areas or if you have to take up your certification or if you have to attend any of the interviews now uh you'll get all of the questions from the topics what we discuss okay so I will be discussing about the certification as well so certification contains 80 questions and all of those 80 questions know would be coming from the topics what we discuss the content or the certification code would be th 81 so we cover all the areas of the th 81 okay so in 2425 sessions so first four sessions would be completely of theoretical part we'll be discussing about the theory like there are few

5:23 things which you have to know before getting into success factors what is success factors and all okay so and then after these four theoretical sessions we'll start with the Practical part from the fifth session onwards we'll be doing everything in the system all of you will be given access to success factor systems you can log in and practice okay so this can be accessible from anywhere you don't have to install anything okay because sucess factors is a functional module you don't have to know do any kind of coding here here okay so we will only be configuring the system so from the fifth session onwards till 25th or 26 session so all

6:09 of them would be the Practical part these are practical questions practical sessions okay so every day recorded recording sessions would be provided to you access would be shared with you all and then M to complete the material would be provided to you all okay so these are some of the things which you should be knowing okay so what we will be learning in next 25 sessions so let me walk you through yeah somebody had a question yes no okay thank you yeah if you have any doubts in between just raise your hands or interrupt me and ask

6:55 me any kind of questions that you have not only the topics what we have is or whatever s Krishna can you go on mute pleas hello

7:51 hello hello you know we can't hear you uh V if should venu actually uh we can't hear you yeah sorry can you hear me somebody has no mute to me yeah yeah can you hear me now yes yeah it's fine for nowbody was disturbing so let me see who's that

8:38 who that was yeah please please mute yourself okay thank you okay okay yeah let me walk you through the course content what we have okay so as I said the content would is divided into 24 sessions okay first four sessions

9:23 we'll have the theoretical part in the first session we'll be talking about role of of a professional services consultant like all of us once we get into success factors what would we be doing okay what would be our role or what what are our responsibilities when you join any implementation partner as a success factors consultant okay so we'll discuss about the roles and responsibilities and then system landscape are the architecture of the system so how many types of systems we have okay how are these systems divided so what is each of what is the use of each of those systems we'll talk about those things in the day one okay and

10:10 then day two we'll talk about release management as I said or we discussed in the demo demo session success factors upgrades the product every 6 months that means twice a year okay and this these are the major releases which happens in success factors apart from the regular patches which they update so there are scheduled patches okay or scheduled releases which happens twice a year or once in 6 months so as a consultant we should know what are those what are the new functionalities are the features which are going to come in the release okay so those new features could be the enhancements in the product upgrades in

10:56 the product or bug fixes in the product or the new functionalities new functionalities introduced into the product so as a consultant we should know because few things which were working earlier or which was not which were not available earlier or available now maybe when your customers ask you if this particular functionality or no feature is available or not you should be able to tell them that yes this was not available earlier or this has come only in this release so we should know about the release management and then we'll talk about the certification so certification is very important every aspirant who want to get into success factors should have active certification so how do we do this

11:42 certification we are to go and or whom should we approach to do the certification you don't have to go anywhere sitting at your home you can sign up for certification you can schedule the certification examination and then take up from your home itself okay so I'll tell you or guide you from where we have to do how we have to do what comes in certification so how to answer them what are the pass percentages so all of those we'll be discussing in day two and after getting the certification we have to keep our certification active now if you have if I have to be assigned with a project I need to have certification in my hand and I need to keep I should have the active certification if you are not using your certification or your not

12:29 working on success factors for an year your certification will be lost your certification will be expired so how to keep the certification active so we'll discuss that in the day two in day three we talk about the implementation strategies and implementation guides okay which are available in one of the portal called partner Edge so where we can go download the different doc docment okay Administration and implementation guides are one of them or some of them then we have configuration workbooks which can also be downloaded from partner Edge share it with the customers so here as a consultant we'll have to share the

13:16 documents with the customer ask them to fill their requirements in share it back with us once we receive those we'll analyze and see what is possible in success factors and what can be customized or if there are any gaps how do we how are you how are we going to fill those gaps we need to find out them and start working on the system okay so how do we or what is the procedure of starting the implementation that we discuss in day four which is kickoff template kickoff template is again given by success Faus it's a standard template we can customize as per customer needs and then we can give a walk through of this kickoff template

14:02 to customer to understand what do we have in success factors so success factors is all about the hxm okay it is an HX it is a hxm application used for employees and HRS of the organization okay so it explains what all can be done in the system let's say I'm a new employee who has joined an who has joined an organization okay now while my ID is created I'll be also be given access to the system where I can go login and see all of my details like my personal information my edication details my qualifications or my experiences my contact information my address information so all of these

14:47 details are available in the system so who has maintained these details these either these are these were maintained by HRS HR operations or maybe during during the onboarding time or the recruiting time or recruiter must have collected some information or onboarding I must have filled my S okay by myself so all of this information would be available in success factor system as in when there are changes let's say I an I an employee I've started working for with the organization in 2022 so in 2022 I had some information so I have filled those details now maybe my address is changed when I have joined the organiz ation I have my marital status is single now I'm married and I have some

15:33 dependents who whom I need to take care and for them if I want to apply for insurance or any other dependent detail so I should update all of this information in success factor system so I can update all of these things in my Sy in success factor system on my own there are few things I will not have access to like only HR can do like if I if I have to be transferred or if I have to be promoted or if I have to be terminated suspended so those things HR would beting so HRS apart from hiring the employees HR also do lot of actions like transferring promotions terminations suspensions data changes probation completions Global assignments

16:19 they perform all of these actions in the system okay right so we employees every employee should have access access to success factor system what an employee does in the organization is different and what we would be doing as a consultant would be different we understand the customers requirement what do they want to see in success factor system sucess factors use lot of functionality there are thousands of features thousands of functionalities not all may be required for every customer across the globe so different customers have different requirements so we enable we customize we configure the system as per the customer customer is nothing but the end

17:05 user end user who is going to use the success factors application so that we will be starting off from the fifth session so all of this is explained in kof template so how do we Grant access how do we add employee what all information is to be added while adding the employee or after hiring the employee what an employee can does what a manager can do what a HR can does so all of this information is available in kof template so we'll also see the success factors implementation methodology when we do the implementation for a customer we follow a particular methodology so that is called the activate methodology we'll go

17:51 and see what are the different phases that are available in activate methodology in each phase what would be our responsibility how do we test how do we set up the production system all this we do it in day four and then there are some of the important URLs we should know before getting into success factors like Launchpad where we create tickets with sap community portal where we get lot of information like configuration guides or or the release management information Etc hxm Cloud where we raise a request with sap to get access and then help. sap again used for some documentation partner Edge to download the all of the

18:38 content related to the implementation so the all of these we discuss in day four know some if we can complete in day three we do that by fourth session we'll complete all of the theoretical part on fifth day five we will start with the provisioning setups we have two types of system in success factors first one is called provisioning and second is called instance in provisioning we only do a 5 percentage of the configuration and rest of the 95% of the configuration we do it in system called instance that means most of the time we spend on instance not on provisioning but still the configuration

19:26 what we do in provisioning is very important to do that 95% of configuration without completing that 5 percentage of task you cannot do the 95% of the configuration in instance okay so we'll see how to start the setup that is the implementation sequence how do we log into provisioning what all settings we have to enable disable or what configurations we have to do in the provisioning that we see in day five so we have very important concept of data models in success factors we had seven data models we discuss all of these data models but now we don't have all of those that's why I said we had

20:12 seven data models but now we are not using all of those seven data models some of them are not available we see what are each of those data models used for why or what happened to those data models which were there earlier and now no not there in the system now so how are we managing them that we see in day six we talk about the data models here and then individual data model we discuss in the day seven the first data model which is corporate data model so if you look at here there's something called XML introduction to Extended markup language XML so do we have to do any kind of coding here we no we don't do any kind of coding but we should

20:58 should have an understanding of what is there in the data models which are in XML language so if know I know most of you people are new to coding or know have a little knowledge on coding okay so don't worry about coding we'll not do any kind of coding all of these files are given by success factors success factors gives us the standard data models which are available in one of the sap portals we download them then just upload into the customer customer system if required there would be only one percentage of chance where or no possibility where we go and modify these xmls again we don't do or we don't write lines of codes here we just go tweak or

21:44 make some changes in the data model if required so this day seven we'll be looking at the corporate data model First Data model which is corporate data model and day eight we look at the country specific corporate data model and then from there we start off the instance setup what we do in instance how do we log into instance so the navigate how to navigate how to hire employee how to configure the O structure element so all of these will be starting in day seven day seven and day eight and day nine we'll set up the foundation objects we set up the arc structure the first thing that we do in the instance is we understand the

22:30 customers requirement how many companies that your customer has how many departments they have how many grades they have how many job codes they have how many locations they operate from who is the head of that location or who is the head of the business unit or or a department head so how are these structured so we understand the customers orc job and pay structures and configure these elements in system that's day 99 10 and 11 and 12 okay once we have all of these objects ready we configure these objects and when we have the objects ready we go and see how do we hide hire an employee

23:16 or add an employee into the system we need to as a consultant we may not be doing the hiring in the system but we'll have to educate our customers how to H hire or add an employee into the system if some candidate is ready for hiring okay or some candidate has come to join the organization so we need to take some documents and hire that employee or add that employee into the system while adding we maintain lot of details so all of these details we have covered till day 12 so day 13 using all of those elements or the objects which we have created we hire the employees so there are different ways of hiring an employee in success factor system so we'll see those options okay and we follow the employee

24:04 Central process so we can also do it from recruiting we can also do it from onboarding but here the hiring we do it from employee Central so we pull the candidate we see how to hire an employee how to manually uh hire an employee in the system here we'll come to know about the fields that are required while adding the employee what all information is required what information can be skipped what information can be given to employees so these things by know by this time you'll know all of these things then we go and see the inputs now till now whatever that we have done till

24:49 the day 13 whatever that you have done creation of the foundation objects or generic objects or MDF objects or employee data man so we go and see how to create a department we go and see how to create a location to create a department or not division or business unit or grade or a job code so we see how to create them manually now what if if you have bulk data to be maintained let's say your customer says I have 10,000 employee data which I want to upload or which I want to maintain in the system we cannot do manually we have option of uploading the data and all these uploads are done through CSV we can add bulk employees we

25:35 can add bulk locations positions job codes departments grades all of these things can be uploaded so how where can we download the template how to upload this that we see in day 14 and day 15 complete imports and exports then day 16 is is all about your security part once the candidate is hired once the candidate has become an employee what all employee can access what information employee can edit what information employee can see and what information is not available for the employee there are few things which manager can do but employee cannot

26:22 do there are many things which a HR does in the organization and employe your manager cannot do so how do we control the access and the security part is called role based permissions RBP so in employee Central or in success factors the permissions are granted to employee based on the role if I'm an employee I get some access by default tomorrow if I become a manager that means I have some direct reports reporting to me so I'll have some additional permissions if I'm in HR department if I'm hired as a HR executive or HR manager in HR department I get some

27:10 permissions by default okay so those things we discuss in day 16 then day 17 we talk about the approval SP of workflows employees are given access to system to update to manage manage the data again all of the information that employee keys in or employee updates you cannot update them directly into the system we might need some approvals let's say employe is going and changing their name now HR has to validate where is the name proof no if you're updating something now if I'm updating my address where is your address what is your updated address what is your proof of

27:57 the address or if I'm uploading education details what is where is the proof that you have passed this examination or know you have done this certification so we we may have to give some details or we may have to take approvals before updating so all these approvals are done through workflows we call these approvals as workflows now these approvals can be for any process like a transfer or a promotion or a termination any action that you do you may have to take approvals okay some processes may require only one level of approval some processes may not require any approvals some processes may require two levels or three levels or four

28:43 levels or 10 levels so we can configure this in the workflows So within while configuring we'll see how do we escalate things in workflows how do we send the approvals to group of people have no approvals are taken care by different roles so that I discuss in day 17 day 18 we start with business rules business rules are ways to implement logic in the system there are many scenarios where we may have to default the data like I don't want to user to maintain the data I want system to automate some information so we need to Define that

29:28 logic what data you want to automate I want system to autocalculate few things let's say the age of the employee I want system to calculate automatically as and when employee inputs the year of birth or date of birth okay I want system to calculate the employee salary your total salary we can do the calculations I want system to validate if user is maintaining a wrong data I want system to stop the user give some warning messages or error messages while updating the wrong data so we can do the validations we need to build the logic what is to be controlled so these business tools are used to validate to default the data to

30:16 calculate the data to know apply the Logics in the system okay so we we'll see couple of scenarios three to four sessions we'll be doing only on the buiness business rules okay so how to configure these workflows and the business rules in the system that we see till 21st day 21 and 22nd we see how to configure or how to create or customize a Bulet or a block success factors gives lot of information to all the customers across the globe like personal information which contains first name last name gender salutation day Etc then biographical information

31:01 where you store country of birth date of birth place of birth okay so these details and then education details qualification details previous experiences address details contact information Bank information so these are all available for all customers across the globe by default sometimes you are asked to go and create some custom fields in each of these P let's say first personal information your customer success factors has given some information but your customer says I want to have one additional field which is not available in success factor yes we can go and create it I want to have some information in compensation or in job information or in employment details yes we can go and

31:47 that so but again there are some limitations like we can only have know up to first 40 text fields or 20 date fields or 20 long fields or 20 decimal Fields so there are some limitations however most of the customer they don't use all of these each block we we can have almost close to 100 Fields additionally okay success factors gives that feasibility some customers may ask for a custom section or a block of information let's say your customer says I want to track the medical history of the employee want to know what is the blood group of the employee height or weight of the employer or the or know if

32:34 employee has any dependent or if know what is the emergency contact or the know who is the family doctor or if there are any medical copies you can go and attach it so I a customer want to have some custom information like this it could be medical history it could be termination portlet or it could be the assets issued to the employee so some information which is not available in success factors but customer want to have them we can customize the product that we see here in day 22 day 23 we have something called AR chart and position orc chart every time you hire or add an employee in the system while adding

33:21 you'll have to maintain who is the manager of this employee every employee in the organization should have have a reporting manager now there would be only one person in the organization without any manager that would be the managing director or someone at the highest level and all the others should have direct reports so how do we go and look at the hierarchy of the employees that we do it in AR chat and we also have position AR chat what happens when a manager is terminated so let's say if I am a manager I have 10 direct reports who are reporting to me tomorrow if I'm leaving the organization all of those 10

34:07 employees are to report to someone else so when I'm being terminated okay or removed from the system the system prompts us who should these 10 employees report to after venu has left so all of them are to be mapped to a new manager who is that new manager is it the replacement of the existing manager or all of them should be reporting to vus manager or the know manager who is being terminated okay that manager manager so system gives us several options so how do we control all of these options that we see in day 23 position or chart settings then day 24 we have couple of small topics like

34:55 reports how do we control the themes different customers want to have the system in different colors if you open pepsic Co portal so you will see most of the know theme in blue or white combination okay if you open Coca-Cola's portal you see most you see red as a major color red and white now different different customers want to have the system in their own themes okay so how do we set up this theme maybe some customer say I want to have dark background with light color text on it some customers may say that I want to have light background and a

35:41 black color text so these things can be changed so that we see in theme manager we see how to know customize the sections the homepage how do we create logos how do we add logos into the system how to set up these themes in the system that we see in 24 sometimes it may get extended because in between when we are doing few things they are very straightforward anybody can just go and create a location create a department create a code or create know something that can be done easily but there are few topics which know are bit tricky things like workflows

36:28 rbps or the business rules they are bit tricky so if you want to have some additional session sessions we can have that okay so it may extend here 25 or 26 session depending on the clarification that you need or if somebody wants to have some additional topics any additional things to be covered we'll be doing that okay so I'll take a pause here and see if you have any doubts uh in the content that we'll be covering the coming days I want yeah hi yeah V just wanted to understand are we going to work on any kind of real time Real Time Project or any project so that we can get a clear

37:15 understanding of everything whatever configuration that we do from day five okay so all of these are the real time scenarios each each and everything that we cover that we discuss okay we'll see what your what what would be the scope or know what customers would be asking so in the workflows we'll see different scenarios if customers ask you how to create a two level of approval or three level of approval or five levels of approval some may have only straight forward workflows like no manager just approves or manager manager approves what if if you want to have no a person from a department head approving or no a person who is not anywhere related to

38:02 that employee but he or she has to approve we see different scenarios in each topic or each area RBP also same thing so in general what we do for a customers what all we configure for a customer so that now it's like a mini project what we would be doing from day five to day 25 yeah sorry go for it yeah uh can we can we do that project like a one company taking one company as this one yeah that's what I do okay when I start I I will be taking one company so I'll create the locations that is company has departments that this company has I'll hire some employees like in different

38:47 levels at director level at general manager level at president level at execu level at traine level consultant level okay so how do we control all of these employees different taxes when you know make some changes where should it Go who would be approving so how do we apply this logic so all of those we be doing uh so actually when how is GRC integrated with success factors G what is GS used for uh governance uh risk and complaints in sap GRC is know the module where we do the security part right what an employee has to access in system or what a manager or what any particular

39:33 employee can access in the system so that is your RBP module that is called RBP here RBP we have know different security concepts for different modules majority of it is done in the employee Center so we create different roles and Grant different permissions to each employee okay so these things we see know we I have discussed right somewhere here day 16 or 17 we have that RBP okay RBP is nothing but what you do in GC the security okay okay oh good so we create different roles and Grant different permissions to each of these roles and see how know if I log in

40:20 as employee what all I can see if I log in as a manager what can a manager do if I log in as HR manager and and it'll show you that HR manager can do all of these actions some employees will not have access to know all employees will not have access to other employee data maybe some information but not the compensation details or salary details or no sensitive information is not given to access to other employees so we see that here in day 16 yeah go ahead we know is it mandatory to have certificate to get a job yes the first uh question what you would be asked in every interview is whether you have certification or not because it is

41:07 important to have the active certification one is that gives the confidence to customers that now you have the valid certification and you know what is available in the system okay that means certification covers all the areas of the module okay both theoretically and practically there are some questions which are straightforward like theoretical Parts okay and some of them are like scenario based if you are given a if you are given in this scenario what would you configure how will you configure okay without certification yes you cannot do the implementation sap restricts that but again in support or

41:53 no if if you have 10 people in a implementation process project if one or two has got certification that is also fine but nobody likes to share their certification with others so you need to have your own certification so that you get access the types of systems what we have talked like provisioning and instance you will or you can access provisioning system only if you have a certification if you don't have certification you cannot even open provisioning system so that's why is important to have certification H next uh yeah hi venu uh actually I want to know uh do are we going to cover

42:38 about the bulk data handling yes day s here no sorry day 14 you have here importing data okay how to import the data how to import employe data import is nothing but uploading employee data okay so if I have 1,000 employees to be hired so how do I do that if I have to transfer 100 employees if I have to promote 200 employees we can do that through import got a question here yeah one 10 go ahead yeah do you

43:25 have the sample Bel data with you for practice during the practice time sample bu data we create our own data we download the templates we fill our templates and H higher and like I'll show you how to add 100 positions or I will show you how to know create 100 Pair ranges okay so it will be easy like it would be easy yeah we extract the data from system we you know upload the data into the system okay uh also venu like uh do you have any workbooks for configuration list like you know uh uh like manual for

44:12 configurations implementation guide explains you each and every step in detail okay so configuration workbooks are the templates which are shared with customer to give the requirements okay so we don't have those filled configuration workbooks if you're asking about the FI workbooks generally any customer of they keep their information confidential they won't let these no documents go outside their organization because they uh know they store the data in a secured place like SharePoint or know some folder where you cannot download or expose the data

44:58 dat right y okay when compens payroll are both the same compensation module we have a separate module called compensation where we do the salary revisions every year once the performance or the appraisals are completed okay once a candidate is hired we'll have to review the candidates perform employees performance at the end of the year okay so we should be manager or HR would be rating the employee how much employee has worked how much employee has achieved okay based on the rating we may have to review the employee salary and

45:44 Grant some promotions or salary increases okay so this is done in the compensation module payroll ECP or the payroll is your processing of the payroll so depending on the the number of days that you are present in the organization depending on your salary you salary has to be processed to process the salary or to review the salary for the increases we have to maintain employee salary in employee Central that's called compensation information okay while maintaining comp information we see what would be the bonus percentage of the employee what are the pay range of the employee what components we have to add basic H special elements convenience medical so

46:30 how do we create these components and how do we add these components to employe that we see in employee Cent okay all right good yeah so we one more thing so are we going to get any kind of study material through you people or is there is anything avable over the Internet no no you you don't have to you don't have to worry about the material so complete material whatever is required we have the material in different forms PDFs PowerPoints excels Word documents okay I'll be sharing you those information as and when needed so we I'll share you the samples of configuration workbooks I'll give you

47:15 the latest implementation guide to refer I'll give you the PowerPoint presentation on activate methodology I'll give you the PDF document on the business rules Logics okay so all of the material will be shared don't worry about that it's there in the drive you people will be given access to the drive where you can go download the material there's one thing which I always recommend or know I recommend all people to know keep handy is the implementation guide so every six month success factors upgrades the implementation guide okay this is like configuration book or a buy we can say the buy bill for us okay you keep download down load keep it handy or if you can print it take a no a hard

48:02 copy of it keep it handy prepare a book and keep it hand you so that you can refer even after 9 years I always keep my implementation guide with me at least once in a week I go refer the document many things that you can learn in from implementation G it's a 300 odd Pages book so that's one thing which I recommend the rest of the documents just for your reference yeah anything

48:55 else no doubts no okay no so yeah stop it here for today if you don't have any doubts and we'll continue tomorrow with the roles and responsibilities of a sucess factors consultant and some of the uh terminologies that we use in success factors that we discuss in tomorrow session yeah go ahead yeah uh venu is there any Interlink between the mod modules like EC and other modules like time and absence yes EC which is employee Central is the core or the base of success factors module so why do we call base is we maintain all of the master data in

49:40 employee Central which is required for other modules like recruiting or recruitment module needs the empty positions or the vacant positions so they can convert the requisition okay so convert into requisition fetch the details from the position what is is the grade what is the department which location does this position belongs to what would be the salary so all of this information uh goes to recruiting from employee Central and from recruiting the data goes to onboarding and from onboarding the data comes back to again EC once the candidate is ready we have to fetch the candidates information from recruiting or onboarding module so we get the data there and then compensation module needs the salary information of the employee which goes from employee cental after

50:27 the salary recommendations are completed that salary has to come back to EC so that we pull back from compensation Performance Management appraisals needs the basic information which department the employees and who is the manager of this employee what are the objectives of this employee what are the learnings that this employees has to what are the development so all of this information is available in EC send it to Performance once the appraisal is completed pull back again the ratings or any other inputs that are to be so is always the data flows from EC to other modules and from other modules to EC and this happens automatically we have something called hris sync which syncs the data from one module to other module

51:13 apart from this we can also send data from success factors outside the application through different interfaces or integration tools yeah clear yeah uh I we going to get the brief regarding those modules as well like the links no different modules will not have see whatever that we have discussed in this session 24 topics that we know it doesn't cover anything about the other modules it doesn't say anything about other modules right only on the emplo Central so we'll see how to send the

51:59 data or to set up that we'll see okay fine HRS sync or those things okay will you help me in resume making also yes uh we do help you people in preparing for the certification preparing your resumes or any kind of assistance that we can provide you on the interviews that we that also we do uh reference for job placements yes that too anything that is there in our hands we do that there are few people have to do

52:44 that's thanks thank you have to thank you thank you hey hi venu yeah uh uh my uh simple question is like how many modules you are going to cover or related to this EC overall no no uh we are going to cover only one module employee Central now after employee Central if you now different people want to learn different modules now it is always good to have no other modules knowledge as well but it is not recommended because once you get into success factors you will be working only on one module in fact one one module will be handled by multiple Consultants like you'll see three or four Consultants working on employee

53:30 Central in each project you'll see two or two or three consultants in recruiting or one or two in compensation one or two in Performance Management it is good to have knowledge of other modules or now once you get into the first module you can also learn and know if opportunity if you get an opportunity you can work on other modules like no in the 9 years I've handled different modules like compensation recruiting Performance Management so Performance Management I worked only for three months and in entire 9 years recruiting also same thing I've worked only for four five months but compensation I've worked more than like four five years employee Central throughout like starting from

54:16 day one till today I work on employee Central got it got it thank you when whatever that you learning try to learn thoroughly okay so when you learn multiple things what happens at at this stage if you are new to success factors you cannot concentrate or you cannot now grasp everything from every mod but try to learn as much as you can in one module can we use the to extract the data from the success factor sap sorry sop bods sop bods to extract the data from

55:01 success factors so through Integrations we can extract the data not directly from sap so we have something called mini Master now which goes from success factors to sap or when it is integrated data sometimes the data flows from sap to success factors now things like if you have your Finance system in sap where you to maintain the company code or no cost centers those details can flow from sap to success factors through know interface or we can also push the data that is required for sap for payroll processing or for any other know actions we can also do

55:48 that but it doesn't has any direct interface or connectors to the re there are some standard Connors I'm not aware what know these integration team uses to connect the success factors to sap or any other because success factors can be integrated with any other application not only sap so most of the customers are using sap because success factors is also sap product and there are also other customers who are non sap customers like Oracle customers or some other customers who are from a different platform and success factors allows you to send the data or fetch the data from

56:36 other applications learning e alone will be sufficient somebody is asking a question yes you want to be in employee Central learn employee Central thoroughly you can get into employee centrer see that's what I said even if you have multiple modules now let's say you say you say I have knowledge in employee Central compensation and recruitment they cannot know take you and put you know give you all the three modules and ask you to handle all the three modules no they can only put you

57:21 in one one module and along with you you'll find other Consultants also working in the same module you have to coordinate with them and work and if you are given with multiple modules you'll go mad to handle in know in one project it might be like you know confusing also this and that you know all good thanks R first for customers everything is priority every day they will ask you what happened with what happened to this what happened to that and you have to [Music] answer okay yeah so we'll start uh

58:10 tomorrow with the roles and responsibilities okay keep asking questions and restrict your questions to only the topics that we discussed okay we'll discuss everything but try to ask questions only from the topics that we discuss you're free to ask any kind of questions even if somebody has already asked and I've have already answered but still if you want to know more about that topic do ask me I'll I can answer you okay I'm not expecting Everything to learn in one day or know one session there are few participants who are with very new to success factors

58:57 some of you are already into it maybe some of few things you might know okay that's fine we have mix of people so I'll go from scratch okay yeah we'll stop it here uh and we'll Conn back tomorrow thank you very much thank you ven thank thank you EXC me