The release of the SuccessFactors Continuous Performance Management has drowned out some of the benefits of Goal Execution.
When I attended HR2010, I was afforded the opportunity to learn about a fairly new enhancement that was introduced with EHP4: the Overpayment Recovery Solution. This enhancement would allow customers to manage the overpayment (claims) process a little better. Clearing claims would no longer be required and a set of business rules would drive the recovery process. This seemed like a better approach than the original method. Well, not so much. Right after the conference, my client was migrating to SAP and they wanted to implement this solution. I worked on this solution for them and the outcome produced some very undesirable results. We turned this functionality off immediately and before the end of the first payroll!
After reflecting from HR2017, I must say it was another dynamic and successful conference this year. In addition to enjoying the warm Orlando sunshine, we learned a lot thanks to the more than 60 sessions, dozens of case studies and numerous exhibits. After speaking to customers and hearing about their experiences, as well as seeing the various roadmaps presented by SuccessFactors, we left Orlando with countless new pieces of knowledge. But if I had to hone in on just a few key takeaways, here are four for you.
Millennials are curious minded people. They want possibilities and want to be in control of their life. A key factor in organizations not retaining millennials is because they are uncertain about their career path. Sure, the position they are currently in may be great, but what’s next? How long do they have to wait to move up? What do they need to do to reach the next step? This doubt brings uncertainty of a future within their current company. And once that doubt takes root, employees start looking elsewhere for an organization that will provide them with that much-needed assurance.
Being late to the party doesn’t mean you can’t be the main attraction.
Workday caught the ERP world by surprise when they deployed Finance and Human Capital Management in the cloud. SAP answered by launching the HANA project to create a complete 21st century ERP platform.
The result of that effort is SAP S/4 HANA, launched on February 3, 2015.
People in your organization want simple, useful apps that help them get their work done anytime and anywhere. The tools you give them impact how employees feel about their work and your organization.
SAP Fiori provides a responsive design environment for applications across all devices on a single code base. It is the same platform SAP uses for S/4 HANA and other enterprise applications, but you can use it to design the kind of simple, useful apps that help your people get things done anytime and anywhere. Fiori offers a responsive design to provide a seamless experience on any device.
When one of my clients acquired another company in the middle of a fiscal year, it presented me a new challenge in not only helping them manage a new 401(K) cumulation and reporting process but also maintaining their current method. I want to share what I learned and the solution I implemented for the situation.
Onboarding applications for business have had a big impact on organizations that use them well. Companies that have comprehensive onboarding programs perform better, have more productive workforces, and enjoy lower turnover than their competitors.
Human capital management pros have been trying to “fix” performance and goal management for decades, with little success. The drumbeat for doing away with annual reviews reached a fever pitch when, by the end of 2015, 6% or more of Fortune 500 companies abolished their yearly evaluations.