preparing for the 2021 compensation cycle with sap
TRANSCRIPT
August 26, 2020
Preparing for the 2021 Compensation Cyclewith SAP SuccessFactors
MBI – GP Strategies Company Confidential
Agenda
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• Introductions
• New to SuccessFactors Compensation
• Already using SuccessFactors Compensation
• Compensation Health Check
• Lessons Learned
• Questions / Discussion
Introductions
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Vivian ReyneckeBusiness Development SpecialistGP Strategies®
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New to SuccessFactors Compensation
FUNCTIONALITY AVAILABLE TO YOU WITHIN
SUCCESSFACTORS
THE EXISTING CONFIGURATION
OF OTHER MODULES WITHIN SUCCESSFACTORS
(E.G. EMPLOYEE CENTRAL)
UNDERSTANDING…THE GAPS
BETWEEN YOUR PROCESSES AND
SUCCESSFACTORS FUNCTIONALITY
SYSTEM LIMITATION01 02 03 04
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New to SuccessFactors Compensation
FUNCTIONALITY AVAILABLE TO YOU WITHIN
SUCCESSFACTORS01
Ask you implementation partner to do a deeper dive into items like:• Workflow• Budgets• Guidelines• Notifications• Statements• Promotions
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New to SuccessFactors Compensation
Will you be integrating your Compensation Process with Employee Central?• Is all the information needed for the Compensation Process
already configured? If not, what is missing and who will be performing the configuration?
• Does the salary structure already exist?• Will Promotions be included in the Compensation cycle?• Will the compensation data be static of will you need to run
updates to move people and budgets as people move within the company?
Will you be using the Performance Rating from SuccessFactors Performance Forms?• If not, (and if needed) where will ratings come from?
THE EXISTING CONFIGURATION
OF OTHER MODULES WITHIN SUCCESSFACTORS (E.G. EMPLOYEE
CENTRAL)
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Gaps will be identified during the requirements session, so it is very important that you include the correct people in your sessions:• Someone that understands your existing processes –
what components will be included, formulas, budgets, guidelines, etc.
• If using Employee Central, be sure to include (at a minimum) the HRIS Representative responsible for configuring Employee Central
• Include people that understand what is needed for payroll processing – payment of Bonuses, LTI and Merit changes
• Change Agents – whether you are moving from spreadsheets or from another system, this is a big change so keep future users informed every step of the way
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New to SuccessFactors Compensation
THE GAPS BETWEEN YOUR PROCESSES AND SUCCESSFACTORS FUNCTIONALITY
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SYSTEM LIMITATION 04
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New to SuccessFactors Compensation
For example, if proration is not working the same way in SuccessFactors than what you are used to in your existing system:• Do you adapt your existing process to align with the
way it works in SuccessFactors
OR
• Do you create custom columns in SuccessFactors to ensure that you are able to keep the calculation you use today (where possible)?
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Already using SuccessFactors Compensation
HAS THERE BEEN ANY CHANGES TO YOUR PROCESS SINCE THE LAST COMPENSATION CYCLE?
IS THERE NEW FUNCTIONALITY THAT YOU CAN UTILIZE THAT COULD ELIMINATION SOME OF THE CUSTOM COLUMNS THAT YOU ARE CURRENTLY USING?
IS THERE NEW FUNCTIONALITY THAT CAN STREAMLINE YOUR CURRENT PROCESSES?
ARE YOU CONSIDERING IMPLEMENTING ADDITIONAL FUNCTIONALITY?
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• EXISTING TEMPLATES – CUSTOM FIELDS AND CALCULATIONS• WORKFLOWS• BUDGETS• GUIDELINES• DATA SECURITY (LOOKUP TABLES)
COMPENSATION HEALTH CHECK
GP Strategies can perform a Health Check to assist you in how to proceed and how to answer some of your question
We will review, communicate findings and make recommendations on the following:
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Compensation Health Check
Note: To find out more please contact me and I will connect you with the correct person at GP Strategies
Analysis Deep Dive Evaluation Follow-up
• High level analysis• Assign consultant to
customer
• Conduct interviews and/or workshops
• Review existing processes
• Create feedback report
• Document proposed next steps
• Communicate findings to customer
• Implement approved changes
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LESSONS ALLOW ENOUGH TIME TO IMPLEMENT OR MAKE CHANGES
DON’T FORGET ABOUT COMPENSATION STATEMENTS
COMMUNICATE CHANGES EARLY AND OFTEN
DON’T BE AFRAID TO ASK QUESTIONS –THERE ARE NO STUPID QUESTIONS!
TEST - TEST - TEST!
LEARNED
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Vivian ReyneckeBusiness Development SpecialistGP Strategies [email protected]