When it comes to designing and developing solutions to help our SAP SuccessFactors customers excel, we don’t create based on what we think you need. Intention, research, and dialog are part of the design. That’s how our Lyra on SAP® product began and continues to evolve today. Still, we know we don’t have all the answers.

Asking the right questions

That’s why we invite people like Professor Andy Charlwood to join us in conversations and research intended to enable our clients to get to the core meaning of People Analytics and what Human Resources professionals really need to know – not just for today but for the future.  As a Professor of Human Resources Management at the University of Leeds, Professor Andy is a scholar of HR Analytics, Artificial Intelligence, and algorithmic management in HR.  He focuses on job quality and subjective well-being at work and in the healthcare workforce.

Unfortunately, as Professor Charlwood shares with us, HR is often relatively peripheral (compared to Finance and Operations) when it comes to how the data and technology should be used. At times there has been a degree of mistrust between the dominant organizations of Finance and Operations and HR and definitely incomprehension about how People Analytics can add value to managing this resource we call people.

Defining your own organization’s needs

To get past that, we in HR need clarity about our analytics maturity compared to available solutions and the future we want to achieve. It’s more than just nice dashboards and KPIs. The secret sauce isn’t buying another niche product that solves a challenge we have today. Rather, it lies in clearly understanding expectations about how People Analytics can contribute to the organization’s future. In that respect, each organization’s story is unique.

We are listening. Where you are on your own journey is the first step in helping you understand how to excel at People Analytics, strategy, and influence.

Rizing’s People Analytics Maturity Assessment is a starting point to help. Your interaction with us and with each other is vital to having an assessment make sense.

Join the conversation. Be part of your solution.

1)      Understand your People Analytics journey. Join our webinars this week:

November 15th at 1:00 pm GMT with
Professor Andy Charlwood,
our Future of Work Strategist, Megan Butler and our
President of HCM at Rizing, Joanna Murphy.

Register for full access

November 17th at 3:00 pm AEDT/12 pm SGT with
our Future of Work Strategist Megan Butler and our
Vice President of Employee Experience, Mark O’Donnell.

Register for full access

2)      Find out if you are eligible for our complimentary People Analytics Maturity Assessment

3)      Take the assessment and bring the results and talk to us about how we can help you get out of the back office and in front of Finance and Operations with analytics that matter.

The post So, you think you know People Analytics . . . Let’s ask the Professor appeared first on Rizing.

To get there, HR needs (at least) three things:

1)      People with insights on how to ask the right questions. We need curious minds that begin with defining the precise problem or opportunity to be addressed and then understanding where to find the pieces to the puzzle that can tell the story.

2)      Reliable data on which to build answers. That is, you need an HR system with checks and balances to validate data and – perhaps even more importantly – accurate, clean data entry and audits that ensure accuracy and privacy.

3)      An efficient way to combine data from various platforms to create data-driven decisions. Few businesses run everything on one complete system. Even if you only need People data, that data often resides in at least three separate areas: time entry, payroll, and employee profile data.  And there are auxiliary systems for different aspects of the hire-to-retire process. The wise analyst must know how to find the needle in the haystack among these systems.

People, processes, and technology.

Despite our advances over the last seven-plus decades since HRIS systems found a footing with payroll data, we still – largely – have not conquered the People Analytics challenge. HR is often at the bottom of the ladder when it comes to prioritizing technology spending, and, too often, those investing in technology like to think of it as “once and done” – that is, “I’ll install this software solution and then I will have Analytics.”  And with the software, too often, HR doesn’t know the questions to ask or the right resources to push for the right answers.

Software developers have tried to solve for the lack of investment, knowledge, and dedication to analytics in HR by delivering a handful of “metrics” that it is believed every HR person should evaluate. But the fact is that embedded reports and standardized metrics do little to advance HR’s decision-making prowess.

Guess what? There are no quick and easy answers. You can’t install a piece of software and walk away.

The currency of growth is data. Unless we can mine the data effectively and assess it to make intelligent and even predictive decisions, we remain a transaction-based cost center in our companies. The challenge we face as HR leaders is to become evidence-based research practitioners. That means we make decisions based on hard evidence, facts, analysis, and experimental studies.

Evidence-based HR enhances our ability to align policies and practices with what works for our organization, our industry, and our locale.

People Analytics is a Journey

You know the annoying way Amazon knows exactly what you “need” and spins that up in front of you the minute you open their home page? That results from artificial intelligence (AI) enabled by machine learning (ML). It sounds magical. But Amazon didn’t get there overnight. They needed reams and reams of data – and continue to need data and analysis of data to fine-tune their recommendations and to change with changing market conditions.

We in HR need that too. That’s why understanding exactly where you are in your People Analytics maturity is so valuable. AI and ML are at the peak of analytics maturity. To get there, you need to have the right people, processes, and technology in place, all carefully orchestrated, working together, learning, and growing together.  You can’t just plug it in and play.

The software can get you part of the way there, but what you do with the software is what matters..

Take a look at your analytics maturity level and where and how you can grow. See if you qualify for your own roadmap evaluation with our People Analytics Maturity Assessment. 

The post People Analytics – Unbound appeared first on Rizing.

Employee Central | Employee Central Payroll | Performance & Goals | Platform | Succession & Career Development | Integrations | Compensation & Variable Pay | Recruiting Management & Marketing | Learning Management System (LMS) | Reporting | Time Tracking | Global Benefits 

Replacement of DocuSign Authentication Method for Onboarding Integrations

The Docusign e-signature feature in Onboarding will soon require OAuth 2.0, replacing the basic authentication method. The basic authentication method will be deprecated in September 2022, which means customers are encouraged to start planning the move as soon as possible. This is a security update that will be beneficial for customers due to OAuth 2.0’s strengthened security. Click here for more information about this update from Docusign.

How to turn it on: This is universal update as all clients will need to migrate. In this release, new options will appear in Admin Center to allow the enablement of OAuth 2.0 authentication method.

To-Do Tasks for Managers and Participants in Onboarding/Offboarding Processes Available on the Latest Home Page

The new home page continues to receive new enhancements for Onboarding, as we are now able to see Onboarding specific cards in the “For You Today” section, such as Data Review, Compliance and Manager Activities (for Onboarding or Offboarding). These To-Do tasks appear right in the home page ready to be actioned by the onboarding participant.

How to turn it on: It’s an admin opt-in. You will need to have the new home page enabled for Onboarding.

Rehire with Old Employment Details

This enhancement will allow Onboarding customers to rehire former employees with an old EC employment record. Previously, it was only possible to do this with a new employment record. This represented an issue for customers with seasonal hiring or high volumes of rehires, in which their old records could not be reused for future employment. Please note that this feature is only available for onboardees initiated from SuccessFactors Recruiting.

How to turn it on: Currently this feature is limited for customers that want to join the early adoption program. Please reach out to Rizing if you are interested in exploring this functionality!

Enhancements to E-Verify for Onboarding and Onboarding 1.0

This enhancement complies with the Department of Homeland Security’s requirement to incorporate the new version of the E-Verify API (v31) into SuccessFactors Onboarding. This means that a series of enhancements have been made to the behaviour of E-Verify feature:

• The duplicate case lookback period is extended from 30 federal government workdays to 12 calendar months. Duplicate cases from this time period must be closed before creating a new E-Verify case.
• You can no longer create a new E-Verify case, if there is an open case for an employee with matching Social Security Numbers and Client Company IDs.
• The duplicate case display limit is removed.
• You can now close E-Verify cases from the Scan and Upload status.
• You are now required to download the Further Action Notice, before you can refer a case.
• Case delay reasons now include Awaiting response on case created with incorrect information. The Department of Homeland Security provides this case status to reduce data entry burden for users.
• Case closure reasons now include Other. You can select this reason when you close a case and the reason is not listed in the available options.
• Hong Kong was removed from the Country list and Swaziland was renamed Eswatini.

How to turn it on: This is a universal upgrade.

Enhanced Onboarding New Hire Experience on the Latest Home Page

Onboardees can now see additional Onboarding activities such as Meetings organized by managers or Onboarding participants, or Orientation meetings initiated by HR. These can be accessed via Your Onboarding Guide page right from the home page (latest version).

How to turn it on: Admin Opt-In. Requires latest home page (perform upgrade in Upgrade Center).

The post H1 2022 SAP SuccessFactors Release Analysis: Onboarding appeared first on Rizing.

Employee Central | Employee Central Payroll | Performance & Goals | Platform | Succession & Career Development | Integrations | Compensation & Variable Pay | Recruiting Management & Marketing | Onboarding | Learning Management System (LMS) | Reporting | Time Tracking

SAP continues to innovate and improve the Global Benefits platform experience and H1 further demonstrates that commitment and investment. The following details do not begin to highlight all of the major features released in H1, however, these are some of the most impactful to Rizing’s customers.

Replacement of Auto Enrollment Job with Updated Features: Ref. #: KM-14239

The current “Auto Enrollment Job is being deleted on May 19, 2023” is being broken apart due to previous consumption rules and limitations. This is being replaced by two pieces of functionality:

• Create or Update Benefit Enrollments for Benefit Master Data Changes
• Create or Update Benefit Enrollments for Benefit Master Data Changes Job

Customers will need to set up the two replacement pieces to replace the current job. This is required if a customer currently has Auto Enrollment turned on.

How to turn it on: Universal

EXAMPLE:

New Filters for Create or Update Benefit Enrollments: Ref. #: BEN-9983

Being introduced is the expanded capability to create eligibility rules based on more than the Legal Entity (this is big!).

Included in this release is:

• Filter selection for Pay Group
• Filter for Employee Person ID
• Job Parameters and Enablement for Job Logs on Execution Manager Dashboard

Before this change there has been only the ability to set the Create/Update Eligibility at the Legal Entity level of Master Data and then there you would have to run the job for all users, not being able to provision in specificity.

How to turn it on: Admin Opt-in

EXAMPLE:

Insurance Rate Charts Based on Expanded Standard Fields & Custom Fields: Ref. #: BEN-9208

Insurance rate cards are getting a big upgrade this release. In the past, customers that had complex rate rules were limited to maintain their rates within the application and had to resort to work arounds to support their needs. This functionality has been greatly expanded so that now, rates can be defined based on employee experience or employee salary.  This was accomplished by adding custom field capability and a list of standard fields:

• Legal Entity
• Country / Region
• Job Classification
• Employment Type
• Employee Class
• Contract Type
• Regular or Temporary
• Pay Grade
• Business Unit
• Cost Center

To help along this configuration is a new field called “Rates Based On”. This field allows a rule to be defined and tied directly to the benefit and the rate table within the platform itself. Earlier, this was handled either by using multiple plans to accommodate the complexity, or by handling the rate outside of the application.

How to turn it on: Admin Opt-in

EXAMPLE:

Email Notifications Available for Benefit Exceptions: Ref. #: BEN-5438

Employees are now able to be notified that there is an action needed on their benefits when outside of an Open Enrollment window (either by Intelligent Services or by Manually transacted). This has been a gap in the solution for some time and our Customers are excited to see this filled. Details included within these notifications can be defined within the Document Generation Template.

How to turn it on:  Admin Opt-in

EXAMPLE:

Employer Contribution for Workplace Pension Receives a Payroll Enhancements: Ref. #: BEN-4667

For the Workplace pension plan, the Employer Contribution Amount, Employer Contribution Percentage, and Additional Voluntary Contribution amount fields are now replicated from Employee Central to Employee Central Payroll (InfoType 0014).

How to turn it on:  Admin Opt-in

UK Insurances Feature for Employee Contribution to Private Medical: Ref. #: BEN-9958

Holding true to the innovation commitment, the ECGB platform is seeing improvements in the United Kingdom to the Insurances in H1. Insurance plans in the UK will now be configurable to track employee private contributions for medical insurances offered by their employers. This is a win for employers and employees in the UK as employees can lower their tax liability by contributing to the cost of the medical on their own.

How to turn it on:  Admin Opt-in

EXAMPLE:

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Employee Central | Employee Central Payroll | Performance & Goals | Platform | Succession & Career Development | Integrations | Compensation & Variable Pay | Recruiting Management & Marketing | Onboarding | Learning Management System (LMS) | Reporting | Global Benefits 

SAP continues to innovate and improve the Time Tracker module by bolstering the utilities and functional capabilities for this newer module. The H1 2022 release provides more of these enhancements to the end-user and administration experiences in the tool. The following details do not begin to highlight all of the major features released in H1, however, these are some of the most impactful to Rizing’s customers.

Replication to SAP ERP HCM Using Point to Point Integration: Ref. #: PAY-18121

Time management data such as time accounts and related time information is now able to be integrated to SAP ERP using point-to-point integration. This is exciting for SAP customers who need time sheet and planned working time data replicated to their ERP systems.

This is an early adoption feature and interested customers will need to reach out to the Time Management Forum of the Customer Community Information that is published on the SAP site. The product management of SAP Time Management will get in touch with them.

How to turn it on: Admin Opt-in **Early Adoption**

EXAMPLE:

Detection of Late Comers Valuation Type: Ref. #: TIM-29683

There is a brand-new time valuation type called ‘Filter Single Record from Input Group’ that allows you to compare specific clock times from input groups with defined clock times in a comparison group. There are a few types of valuations that are supported, such as:

• Employees who clock-in after the start time of their planned working time.
• Employees who record time before their planned working time and then clock-in again after the start time of their planned working time.

It is now possible to compare single clock times from an input group with values in a comparison group.

How to turn it on: Universal

EXAMPLE:

Warning Exception Messages Based on Time Collectors: Ref. #: TIM-27889

Exception messages based on Time Collectors are able to be created with as a ‘WARNING’ status (unlike the existing ‘ERROR’ status). These warnings do not block users from continuing with work and can be collected on multiple use cases. A use case for this enhance could look like the following:

Behavior

Employees that routinely (more than 3 times) clock-in late in a given month.

Desired Impact

DESIRED IMPACT: You want to notify the employee of the behavior; however you do not want to prevent the employee from being able to clock-in or clock-out.

WARNING TRIGGER

Create a warning that triggers in the after the third late (scheduled start time versus actual clock in time) clock-in time, within the period determined. This could be shown to the employee on the UI as an alert and to the admin on the Alerts UI.

This way there is a notification delivered to the employee and admin without a stop to the employee’s ability to clock in or out.

How to turn it on: Universal

EXAMPLE:

Geo Caching (Geo Capture) on Clock In Clock Out via Mobile Device: Ref. #: TIM-27956

Location Capture is an optional feature which you can enable for a group of employees. On enabling this feature, all employees of the Clock In Clock Out Group are provided with a consent form on their SuccessFactors mobile application, to capture their location when recording a time event.

The location includes the street and city name along with the latitude and longitude coordinates. Location Capture isn’t available for the web version of Clock In Clock Out solution.

We’ve introduced this feature as some customers wanted to capture the location from where an employee was actually working. The data collected is used for purposes like auditing, safety, accountability, efficiency, mileage tracking, productivity, and so on.

How to turn it on:  Admin Opt-in

EXAMPLE:

The post H1 2022 SAP SuccessFactors Release Analysis: Time Tracking appeared first on Rizing.

Employee Central | Employee Central Payroll | Performance & Goals | Platform | Succession & Career Development | Integrations | Compensation & Variable Pay | Recruiting Management & Marketing | Onboarding | Learning Management System (LMS) | Time Tracking | Global Benefits 

Report Center

Latest Home Page Experience

We’ve been hearing about it for awhile, and now it’s here. After this release the latest home page experience will be universally applied to all preview and production instances. Up to this point, one big gap from the previous home page is that we couldn’t view tile reports on the latest home page. With this release and with the universal push, we will now see the tiles. There will be a new Quick Action tile labeled “View Tile Reports”.

With the new quick action for View Tile Reports, also comes a new permission for roles to view the tile reports. The new permission will appear in Manage Permission Roles>Reporting, you can enable the Access Tiles permission for roles that require permission.

What do you need to do?

Nothing. The great part here is that during the initial migration to the latest home page, the permission will automatically be added for any role that currently has permission to view tiles that are enabled on the home page.

If you’re curious about which roles in your instance have access to tiles, you can always build a report using the RBP datasets, these data sets are available in both Table and Canvas/Detailed Reporting.

View Schedules

This is an enhancement from a Customer Community Idea that received many votes. On the View Schedules page of Report Center, it will now display your previously selected tab as the default tab. This will help save your fingers and wrist from those repetitive clicks. If you leave the View Schedules page while on the My Jobs menu, next time you go to View Schedules, that’s where you’ll land.

Story reports

The ever-evolving Story reports. To sum it up in two words…more data.

Profile

Until now, we haven’t been able to report on Tags within People Profile. Now we can.

Do you have Read Access Logging turned on? If so, now when you select a sensitive personal data field (those fields with the little shield icon by them), the system will automatically select a dependent unique identifier field, such as User ID. This will ensure reach access logging in the Story report.

Performance/Calibration

You can now include feedback comments, manual overall performance rating, manual overall performance rating description (including locale specific). Also for Calibration sessions, you can now include the name and external User ID of a session subject.

Also, there is now an enhanced signed date column in admin tools, for example, when routing a form and signing a form, the signed date column will show the date and time, this will be a great addition to audit reporting.

Learning

Mentioned in 2H 2021 also, the increase is now here. Keeping in line with the update from 1H 2021 the number of columns that you can select while creating a learning query has been increased from 30 to 120.

Workforce Analytics on Hana

UI Changes

In the WFA on HANA Data Factory page, the Initial Process and Regular Full Rebuild sections have been merged.

New Metric Packs Available

Since its inception, WFA on HANA has had some limitations to metric packs that were only available on WFA SQL. Those with WFA on HANA can now implement two new metric packs. Employee Relations and HR Service Delivery. Reach out to your account manager for more details on how to implement.

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Employee Central | Employee Central Payroll | Performance & Goals | Platform | Succession & Career Development | Integrations | Compensation & Variable Pay | Recruiting Management & Marketing | Onboarding | Reporting | Time Tracking | Global Benefits 

In H1 2022, the Learning release continues from where the H2 2021 release left off. The deprecation of PQE exams in 1H 2021 leads to the deletion of PQE exams in H1 2022, and updates to data fields are made to the Microsoft Teams VLS integration from H1 2021.

Learning’s past as being a stand-alone module is also coming to an end as it becomes tied closer to the existing SuccessFactors processes. The result is a more unified, consistent experience for users and administrators.

Read more about updates to the VLS integrations, IAS alignment, and the SuccessFactors Home Page.

Here are the user and administrator-facing highlights of the H1 2022 Learning Release Updates:

Deleted and Deprecated Features

The permission to launch PQE (Plateau Question Editor) exams in the LMS will be officially deleted from the SuccessFactors LMS as of May 20, 2022. By this time, all PQE exams should have been updated to use the newer assessment tools.

The ability to refresh the Learning module independent of the rest of SuccessFactors is being deprecated in H1 2022 and is planned to be deleted on November 19, 2022. By the end of this year refreshing of the LMS will need to be performed with a SuccessFactors refresh.

In addition, the original Course Home is deprecated as of H1 2022 and will be deleted from the LMS on November 11, 2022. The new Course Home is available for use and continues to be improved. It should be used in place of the original Course Home as soon as you are able to make the switch.

Enhanced Course Home

The new Course Home continues to be improved to bring its abilities and uses into parity.

In H1 2022, the new Course Home supports online as well as external courses. Additional features for item classifications, reserved seats, and waitlists have been added as well.

Read more about the new Course Home.

User Withdrawal from Manager Registered Classes

Speaking of the new Course Home, as of H1 2022, if the new Course Home is enabled, users may now be given permission to withdraw a registration from a class they have been registered for by their manager. This is a new field available in the LMS and is disabled and hidden by default.

If you wish to give the ability to a user withdraw their registration made by their manager, the new Course Home must be enabled in the LMS and the “User can withdraw when assigned by a manager” field must be changed to display in the Class Entity Configuration and the value for this field in a class record set to “Yes”. By default, the value for this field is “No”.

Class Short Description

Another new field available in Learning resulting from the new Course home is the “Class Short Description” field in the class record. This field was designed to provide users with more detailed information about the class such as the language or target audience for an individual class (as opposed to a course) and is visible to users in the new Course Home class card. The field may be populated using the class connector and may also be included in Learning notifications to users.

Class Registration When One Seat Remains

A problem existed in the LMS when one seat was available in a class, and multiple people were registering for that seat at the same time.

When the process to register was started by a user (when they clicked on the Register button), the user was given the seat in the class, creating a potential problem of an over-booked class.

New functionality is added for H1 2022 where the first user to complete the registration process is given the seat and others are given a message that the class is now full, even if they are part way through the registration process, and prevented from over-booking the class.

Default Item Type Classification

When a new item is created in the system, until H1 2022, the default item type classification for the item was set to “Online”.

Now, in the Global Application Settings of the LMS, the default value for any new item may be set to be either Online, Instructor-Led, Instructor-Led with Online Content, Other, or Blank.

This means if the majority of items for your organization are Instructor-Led, this may now be set as the default value for the Item Type Classification and reduce the amount of time spent creating a new class by removing extra clicks.

Unified Learning History

In systems where multiple employments are available for a single user, users and managers are now able to view all learning history for all employments in one learning history report. This helps prevent issues with accidental redundant assignments and makes reporting on learning history easier.

Access to Content Player Outside of SuccessFactors Learning

The ability to access the content player for online courses outside of the Learning module is a new feature available for Learning resulting from work done on the new Course Home.

This allows the content player to be embedded in custom business portals to allow the launching and use of online courses when not directly accessing them via the Learning module.

In order to use this new feature, the user cannot be a learning-only user and e-signatures and survey completion are not required for the course completion. Early content launch warnings, previous course completions, and new versions of training are not searched for when content is launched in this method and additional parameters may need to be established by a technical team to ensure the ability to launch training outside of the LMS, but it is now possible.

Read more detail on this feature.

Administration Management of Learning Integrations with SuccessFactors Platform

Newly provisioned Learning tenants will be delivered as pre-integrated with the SuccessFactors Platform.

The integration is read-only. Existing Learning tenants will be converted to a read-only status for the existing integration with the SuccessFactors Platform.

Administrators will be asked to confirm the integration for existing tenants when they access their Learning system as an administrator on the Learning Administrator Home Page. The confirmation link will take you to a system configuration page where the existing integration may be confirmed or updated to another SuccessFactors Integration URL.

The post H1 2022 SAP SuccessFactors Release Analysis: Learning Management System (LMS) appeared first on Rizing.

Employee Central | Employee Central Payroll | Performance & Goals | Platform | Succession & Career Development | Integrations | Compensation & Variable Pay | Onboarding | Learning Management System (LMS) | Reporting | Time Tracking | Global Benefits 

Typehead Support Picklist Fields in Recruiting

Typeahead functionality is now available in the Candidate Profile and Job Applications.

No more long and tedious scrolling to find the picklist value you’ve been looking for. Simply type the character values that formulate the value you’re looking for and typeahead support will narrow down the options for you.

More Recruiting To-Do Tasks coming to the Latest Home Page

As SAP continues to diversify the home page, we’re continuing to see new tiles for quicker and easier ways of navigating through the system as administrators.

The newest additions to the home page for recruiting:

Candidate Talent Pools

Quick action takes you to the Talent Pools tab of the Candidates page in Recruiting, so you can create and view talent pools.

Mobile Activation

Quick action takes you to your account settings so you can activate the mobile app on your device.

View Tile Reports

Quick action enables you to view Tile reports that are available to you in Analytics, based your permission

How to turn it on:  Admin Opt-in

Replacement of DocuSign Authentication Method for RCM Integrations

In the existing configuration settings for DocuSign, customers are required to enter credentials via Manage Recruiting Settings in the eSignature configuration fields to enable DocuSign. These field will depreciate in September 2022.

As a result, customers using DocuSign will need to configure the new DocuSign eSignature section if you want Offer Letter with eSignature functionalist to continue in your SAP SuccessFactors Recruiting module.

Important dates to remember:

• End of Development May 20, 2022
• End of Maintenance May 20, 2022

Deleted: September 2022

How to turn it on: This is a universal update

Manual User Synchronization in Recruiting Posting

Administrators can now initiate the synchronization of Recruiting Posting users manually by selecting Synchronize Users on the Posting Profiles and Groups page.

Customers do not need to wait until 5:00AM GMT for the daily user synchronization or reach out to SAP support to get it synchronized for them.

How to turn it on: This is a universal update

Auto-populated Subject Line in Recruiting Email Campaigns

The Email Subject Line field of email campaign in SAP SuccessFactors Recruiting now automatically populates from the email campaign content template that was configured in Manage Email Campaign Content Templates.

Earlier, customers had to manually enter text in the subject field for each campaign email.

How to turn it on: This is a universal update

Post Externally Posted Private Jobs to Job Boards

Now the externally-posted private jobs can be posted on job boards. Previously, it was only possible to post jobs on job boards if the job was publicly posted to the external corporate site.

This feature is added for some countries/regions where it’s a legal requirement to post jobs on some specific job boards before posting them on the external corporate site.

How to turn it on: This is a universal update

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Employee Central | Employee Central Payroll | Performance & Goals | Platform | Succession & Career Development | Integrations |Recruiting Management & Marketing | Onboarding | Learning Management System (LMS) | Reporting | Time Tracking | Global Benefits 

The SAP SuccessFactors H1 2022 Release for Compensation provides a wide variety of enhancements to improve the administrator and end-user experience. In this article, we’ll touch on a few long-awaited items that make the compensation process more engaging, understandable, granular and secure. Your Rizing team is ready to assist you with any of these and other new H1 2022 features.

Help Text for Column Fields When Designing Plan Worksheets

When designing compensation plan worksheets, administrators can enable and add help text, in multiple languages, to column fields.

Customers have been consistently asking for this feature. An administrator can now include help text to assist compensation planners in many ways, including:

• Providing understanding of a technical name of a column
• Providing information about how the column data is calculated
• Providing context to better understand the significance of a column

Keep in mind: Help text is limited to up to 10 columns on the worksheet.

This enhancement will improve the end user experience, allowing for increased understanding and success with the compensation planning process.

How to turn it on: Universal Update, General Availability

Updating Worksheets for Total Compensation Templates Through Import

Permissioned users can now update the Variable Pay data for a Total Compensation Template worksheet offline and import back into the system.

This enhancement expands the functionality of Total Compensation. Offline edits have been possible with stand alone Variable Pay, but until now they have not been available within Total Compensation.

This new functionality could be a crucial decision point for customers when choosing to use Total Compensation versus separate Compensation and Variable Pay.

How to turn it on: Universal Update, General Availability

Role-Based Access to Compensation Lookup Tables

This feature is a result of multiple requests from Customer Influence Ideas. Administrators can now enable role-based permissions to control who can view Compensation lookup tables.

With this enhancement, a new level of decentralization is available, allowing regional or local compensation administrators to access specific lookup tables permissioned to them. It provides a beneficial added layer of security with lookup-based sensitive data.

How to turn it on: Universal Update, General Availability

Additional Guidelines Configuration for Spot Award Programs

It is now possible to configure an additional guideline field in a Rewards and Recognition program.

Instead of only having Country/Region as guideline criteria, customers can now use an Employee Central field in the Guideline CSV file. This additional criteria is used to match the guideline rule during award nomination.

This feature increases the flexibility and variation in guideline definitions for organizations that may require a more granular distribution beyond Country/Region. An example can be an organization with different guideline requirements by Business Unit, Division, or Location.

This could be a game-changer for clients who have opted not to use Reward and Recognition the past, due to lack of guideline flexibility.

How to turn it on: Universal Update, General Availability

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Employee Central | Employee Central Payroll | Performance & Goals | Platform | Succession & Career Development | Compensation & Variable Pay | Recruiting Management & Marketing | Onboarding | Learning Management System (LMS) | Reporting | Time Tracking | Global Benefits 

Deprecation of HTTP Basic Authentication for APIs

With the H2 2020 release of SAP SuccessFactors application, an announcement was made for the sunset (planned retirement) of HTTP Basic Authentication for API calls (both SFAPI & OData).

HTTP Basic Authentication (Basic Auth) is an authentication method used to access APIs in SAP SuccessFactors. SuccessFactors made the retirement plan for HTTP Basic Authentication in favor of the more secure OAuth 2.0 authentication method.

OAuth 2.0 is now supported in both OData API and SFAPI. We recommend that you start migrating from HTTP Basic Authentication to OAuth 2.0 for better security and complete the migration before the deletion date.

Key Dates for Replacement:

• End of development: As of the 2H 2020 release, no enhancement will be made for HTTP Basic Authentication.
• End of maintenance: By 1H 2023, SAP SuccessFactors will stop the maintenance for HTTP Basic Authentication.
• Replacement date: As of the 1H 2022 release, the plan for decommissioning is 2H 2023. SAP SuccessFactors still advise customers to switch to more secure methods of authentication where possible.

Deprecation of Third-Party Standard Integration Packages

Integration of Aon Hewitt Core Benefits Administration (on Boomi), IBM Kenexa (on SAP Cloud Integration), Microsoft Active Directory (on SAP Cloud Integration), and Microsoft Active Directory (on Boomi) third-party standard integration packages with SAP SuccessFactors Employee Central will reach the end of maintenance on May 20, 2022 and will be deleted on November 11, 2022.

Additional Details:

• SAP SuccessFactors is deprecating these packages because of low usage.
• Aon Hewitt Core Benefits Administration is now rebranded to Alight. Alight has built a new integration on SAP Integration Suite. As an alternative to Aon Hewitt Core Benefits Administration third-party package, you can use Alight Benefits Administration Integration with SAP SuccessFactors.
• The new Microsoft Azure Active Directory Information published on non-SAP site integration simplifies the integration between SAP SuccessFactors and Microsoft’s Identity Management solution and replaces the SAP-delivered integration template offered on the API Business Hub.

Key Dates for this deprecation:

• End of development: As of May 20, 2022, SAP SuccessFactors will stop enhancing these integrations. Customers can can continue to use the software, but they should begin planning for a time when it will no longer be available for use. SAP SuccessFactors will still fix high-priority bugs.
• End of maintenance: As of May 20 2002, SAP SuccessFactors will not deliver patches for the software. SAP continues to answer your how-to questions.
• Replacement date: As of the November 11, 2022, SAP SuccessFactors will retire these integrations. These will no longer be available.

API Rate Limiting in SAP SuccessFactors HXM Suite

SAP SuccessFactors is introducing rate-limiting on API usage in SAP SuccessFactors HXM Suite.

For customers using OData v2, OData v4, or SFAPIs from HXM Suite, their API requests are throttled when they exceed the rate limit. To avoid hitting the rate limit, customers must keep their API request rates under 40 requests per second for OData APIs and 20 requests per second for SFAPIs.

A rate limit is the number of requests you can send within a given period. Once you exceed the rate limit, you’ll receive a response with the HTTP status code 429 Too Many Requests and a Retry-After header. Rate limiting will be applied gradually to OData APIs after 2H 2022 and to SFAPIs after H1 2023 in SAP SuccessFactors API servers.

Rate limiting is an industry standard best practice that protects API servers against attacks and abuse. With reasonable rate limits, SAP SuccessFactors can provide customers with highly available and reliable web services.

How to configure this feature: Customers may need to review the API usage in their landscape and adjust the scenarios where high rates of API requests might occur, so that when the rate limit is rolled out to the API server, their business won’t be impacted. For customers using an integration tool that can already handle HTTP 429 responses and the Retry-After header, there’s will be no action for them.

Enhancements to OData API

With the H1 2022 release, SAP SuccessFactors is releasing a number of enhancements related to OData APIs. These are the most relevant ones:

Enhanced OData API EmpEmployment with Navigation to OnboardingInfo

It is now possible to consume data from the OnboardingInfo entity directly from the Employment Details entity in one call.

Enhanced OData Entity User to Query Primary Assignment

Customers can now check the primary assignments of their workforce with multiple employments. Property is PrimaryAssignment in the OData API User can be used to query whether an assignment is the primary assignment of a person.

Enhanced OData Entity Photo to Query Photos by Employee’s Person UUID

It is now easier to query an employee’s photo, especially for organizations having multiple employments per person. This enhancement will facilitate future integrations dependent on this information.

A new property person UUID and a new parameter selected_person_uuid can now be used for the OData entity Photo to query photos.

As an example, you can use the personUUID property or the selected_person_uuid parameter to get a certain type of photo or all types of photos for a person.

Enhancements to the Compound Employee API

With the H1 2022 release, SAP SuccessFactors is releasing a number of enhancements related to the Compound Employee API. These are the most relevant ones:

New Identity Information Segment

The Employee Central Compound Employee API now supports a new segment called Identity Information.

Customers can now use this segment to replicate certain fields from the user account information of an employee. The segment is supported in the standard query mode.

This new segment was introduced to provide a more comprehensible way to consume identity information. The values that are returned now are always retrieved from the user account independent of the number of employments. Additionally, changes in the user account can trigger a replication, which wasn’t possible in previous versions.

Enhanced OData Entity UserAccount to Query User Type

With the property userType in the OData API UserAccount, it is now possible to query the user type of a user account.

Supported values are “TECHNICAL”, “EMPLOYEE”, “ONBOARDEE”, “EXTERNALLEARNER”, and “EXTERNALRATER”. To migrate data for this enhancement, two new back-end jobs, Company Job for Setting Account Type (Do Not Terminate) and Global Job for Setting Account Type (Do Not Terminate) are automatically triggered to set account type.

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