Whitaker-Taylor Insights

How to effectively use SAP SuccessFactors Time Off Admin Tools

Jan 15, 2018 11:00:00 AM / by Whitaker-Taylor posted in SuccessFactors, Employee Central, HRIS

 

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SAP SuccessFactors & GDPR

Jan 3, 2018 11:00:00 AM / by Whitaker-Taylor posted in SuccessFactors, Global Support Program, HRIS, SAP HCM, HR

 

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How SAP Custom Cumulation Wage Types Solved a Mid-Year Merger Problem in 401(K) Processing

Mar 7, 2017 2:00:00 PM / by David Zhou posted in SAP, HRIS, Payroll

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.

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Good Practices When Updating or Modifying Schemas

Jul 22, 2016 12:00:00 PM / by David Zhou posted in HRIS, Payroll

Schemas are an essential component of time and payroll processing. The payroll and time schema itself contains multiple subschemas filled with logic such as operations and functions that essentially govern how your payroll and time processes are handled within your business. Although it may not be apparent, a business’s weekly paycheck to an hourly associate is directly a result of running the respective payroll and time schemas.

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3 Reasons You Need an HRIS Consulting Partner

May 11, 2016 12:46:00 PM / by Mark Unangst posted in SuccessFactors, SAP, HRIS, Consulting Partner Resources

 


Implementing, managing, and maintaining a human resources information system (HRIS) is a complex undertaking. The technology touches every person in your organization, and will profoundly affect the way your organization operates. Having the right consulting partner can make the difference between a system that helps your business succeed and a transaction tool nobody wants to use.

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3 Reasons You Need to Upgrade Your HRIS

Apr 22, 2016 3:38:55 PM / by Felicia Jones posted in HRIS

Over the past thirty years, most medium and large businesses have automated and consolidated their payroll, benefits, attendance, and talent management practices into what we call human capital management. HRIS has become HCM, and that term now encompasses all the things we do to manage the relationship between organizations, people, and work.

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