An example of this rule would look like this.

The cardinality function is adding up how many values are in the ‘work permit’ portlet and raising a message if one is not entered. You can then add in other statements to the ‘If’ statement for a particular legal entity. Or if you only wanted this to trigger in onboarding, you could add in the following statement.

This solution can work on any portlet.

However, if you want to build logic based on specific values then you could do this by adding a ‘Variable’ to the rule. The variable allows you to specify a ‘where’ statement.

In our rule we have created a variable var_passport and var_residence, these allows us to refer to them in the ‘if’ condition.

So, in our first ‘if’ condition we have if the variable ‘var_passport’ is equal to null, i.e. is the value GBR-Passport is not added, and if variable var_residence (UK Resident card) is added, we can raise a message asking the using to add in a passport.

You can create any number of variables in the rule to use in the ‘if’ statements, in the example below we are saying if you employed in UK then you will need to add in a Passport.

During hiring you may have oninit rules pre-populating fields in national id portlet. During internal hire these rules will trigger again and overwrite the data. The rule below will use the cardinality function to prevent this.

Finally, another example of this the rule below were we add in a Variable for personal email address, and trigger an error message if a personal email address is not provided for certain users as defined on a generic object.

In summary the use of variables and cardinality give you flexibility to ensure hires in onboarding and employee central submit the correct information.

The post Useful ways to use ‘Variables’ and ‘Cardinality’ rule functions in Onboarding and Employee central first appeared on ERP Q&A.

Finally, With the recent release, SuccessFactors provided us with the flexibility to add a step called “Final Review”.

Final Review is an optional configurable step on the Process Variant Manager. This step can be added to your existing active workflows after personal data collection, additional data collection, or document flow.

Then, the process owner/onboarding coordinator can verify the full information that was entered by the Onboardee during the onboarding process before the new hire moved to Manage pending hires for the hiring process.

Note: The Final Review step can only be added to process flows where personal data collection is already present.

Here are the details steps to design the same in SuccessFactors.

1- Create/Modify Process Variant Manager:

Create a new process flow or update an existing Onboarding workflow by adding the Final Review step in the Process Variant Manager.

2- Add the Final Review Data Correction Message Template to the active email template list:

Add Final Review Data Correction Message Template using Reusing Preconfigured Email Templates under Email Services.

3- Assign a Responsible Group for Data Review:

Configure the Assign a Responsible Group for Data Review business rule scenario. Select Onboarding from the Process Type dropdown if you want to configure a business rule for New Hire Data Review or Final Review. Select Offboarding if you want to configure the rule for Employee Data Review.

4- Rule for Onboarding Task Participant Configuration:

Select the instance of the rule for Rule for Onboarding Task Participant Configuration and Rule for Offboarding Task Participant Configuration in Admin Center>Manage Data>Onboarding Configuration> DEFAULT_ONB2_CONFIG (DEFAULT_ONB2_CONFIG).

Once added to the workflow, the responsible user can review and edit the new hire data or request a correction from the new hire on the Provide Personal Data page.

On selecting the Review Completed button, the new hire appears in Manage Pending Hires as Ready to Hire once all the other configured onboarding tasks are complete.

Alternatively, if the responsible user selects the Request Correction button, the Request Personal Data Correction pop-up is displayed, where the responsible user can add a comment explaining the reason for the correction request.

When a correction is requested, personal data collection is reopened, and both the new hire and the responsible user receive email notifications. The Provide Personal Data page displays a pop-up with the responsible user’s comments.

Note: If the responsible user edits the new hire data and then requests a correction, changes are automatically saved.

The post Final Review Step in Onboarding 2.0 Process first appeared on ERP Q&A.

What is the C_THR91_1811 Certification All About?

C_THR91_1811 or the SAP Certified Application Associate – SAP SuccessFactors Onboarding 1.0 Q4/2018 certification exam confirms that the individual has fundamental expertise in using the SAP SuccessFactors Onboarding 1.0 application. The certification demonstrates that the person has a foundational comprehension of this specific aspect of the industry solution and can use this knowledge effectively in projects under the supervision of a seasoned consultant. Consultants starting in this field should attain this entry-level qualification to familiarize themselves with the essential concepts of SAP SuccessFactors Onboarding 1.0.

Go through These Essential Study Tips to Pass the C_THR91_1811 Certification Exam:

Understand the C_THR91_1811 Exam Structure and Objectives:

Before diving into your study sessions, take the time to familiarize yourself with the exam structure and objectives. Knowing what topics will be covered and how the exam is formatted will allow you to tailor your study plan accordingly. Review the official exam guide provided by SAP to gain insights into the exam blueprint, question formats, and passing criteria.

Set A Detailed Study Plan for the C_THR91_1811 Exam:

Establishing a structured study plan is essential for staying organized and focused throughout your C_THR91_1811 preparation journey. Break down the topics and subtopics covered in the exam guide and allocate specific time slots for each. Be realistic with your scheduling, considering your existing commitments and preferred study pace. Setting measurable goals and deadlines will help keep you motivated and on track.

Use Official SAP Resources:

SAP offers a variety of official resources to support candidates in their preparation efforts. Take advantage of these materials, including training courses, documentation, and practice exams. These resources are designed to align with the exam content and offer valuable insights into key concepts and best practices.

Supplement with External Learning Materials:

In addition to official SAP resources, consider supplementing your studies with external learning materials such as textbooks, online courses, and video tutorials. Exploring alternative perspectives and explanations can improve your knowledge of complex topics and reinforce your knowledge base. Look for reputable sources that are relevant to the C_THR91_1811 exam objectives.

Gain Some Practical Knowledge Regarding the C_THR91_1811 Exam:

Theory is important, but practical experience is invaluable when preparing for a technical certification like C_THR91_1811. Take every opportunity to engage in hands-on practice with SAP SuccessFactors software. Set up a virtual lab environment or leverage sandbox systems provided by SAP to experiment with configuration settings, workflows, and scenarios relevant to the exam.

Join Study Groups and Forums for the C_THR91_1811 Certification Exam:

Studying alongside peers can offer unique benefits, including collaboration, support, and accountability. Seek out online study groups, forums, or social media communities dedicated to SAP certification preparation. Engage in discussions, ask questions, and share insights with fellow candidates. Participating in group study sessions or peer reviews can help reinforce your learning and provide valuable feedback.

Assess Regularly with C_THR91_1811 Practice Tests:

Regular assessment is key to gauging your progress and identifying areas for improvement. Incorporate practice tests, mock exams, and self-assessment tools into your study routine. Analyze your performance carefully, paying attention to both strengths and weaknesses. Focus additional attention on topics where you may be struggling and revisit them until you feel confident in your understanding.

Stay Updated with Industry Trends:

The field of SAP SuccessFactors is constantly evolving, with new technologies and best practices emerging regularly. Stay abreast of industry trends, updates, and innovations related to SAP SuccessFactors and HCM software. Follow reputable blogs, attend webinars, and participate in professional networking events to expand your knowledge and stay ahead of the curve.

Maintain A Healthy Balance During the C_THR91_1811 Certification Exam:

While preparing for a certification exam can be intense, it’s important to maintain a healthy balance between study commitments and personal well-being. Prioritize self-care activities such as relaxation techniques to prevent burnout and maintain mental clarity. Remember that a refreshed and rejuvenated mind is better equipped to absorb and retain new information effectively.

Review and Refine Your Strategy:

As you progress through your study plan, periodically review and refine your strategy based on your experiences and feedback. Be flexible and adaptable, adjusting your approach as needed to address any challenges or obstacles you encounter. Stay focused on earning the C_THR91_1811 certification, and trust in your abilities to succeed with diligence and perseverance.

Discover Why C_THR91_1811 Practice Tests Are A Superior Study Material:

When preparing for the C_THR91_1811 certification exam, candidates often seek various resources to aid their studies. While dumps may seem convenient for quick memorization, practice tests offer several advantages that can significantly enhance your preparation and increase your chances of success. Here are a few reasons why C_THR91_1811 practice tests are superior to dumps:

Authentic Assessment of Knowledge with C_THR91_1811 Practice Tests:

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C_THR91_1811 Dumps Lack the Quality to Offer Feedback:

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Concluding Thoughts:

While dumps may seem tempting as a shortcut to exam preparation, the advantages of practice tests far outweigh any perceived benefits. By opting for practice tests, you can ensure a more thorough, effective, and ethical approach to preparing for the C_THR91_1811 certification exam.

By implementing these study tips, you can optimize your preparation for the C_THR91_1811 certification exam and increase your chances of success. Remember to approach your studies with dedication, discipline, and a growth mindset, and you will be well on your way to achieving your professional goals in Human Capital Management.

The post C_THR91_1811 Dumps or Practice Tests: What Aids to Your Success? first appeared on ERP Q&A.

Enterprise automation is a key driver for organizations aiming to stay ahead in a competitive landscape. It involves identifying and automating business and IT tasks to streamline operations, increase efficiency, and improve business outcomes. SAP provides a comprehensive solution to enable enterprise automation, encompassing various components.

One essential element is SAP Integration Suite, which serves as an integration platform-as-a-service (iPaaS). It offers pre-built integrations, APIs, and connectors to seamlessly connect SAP and non-SAP applications, reducing complexity across on-premises and multi-cloud environments.

Another integral part is SAP Signavio, which empowers organizations with visibility into their business processes. It helps identify potential bottlenecks, perform root-cause analysis, and offers suggestions for improvement based on industry benchmarks and best practices.

Furthermore, SAP Build provides a low-code solution for creating automations and applications. With a user-friendly drag-and-drop interface, business experts can rapidly address process inefficiencies and build customized automations. SAP Build also includes pre-built automations and connectors for both SAP and non-SAP systems.

By leveraging these components, organizations can gain valuable insights into their processes, automate tasks, and achieve optimized efficiency without introducing complexity to their existing IT landscape. Enterprise automation with SAP enables businesses to drive digital transformation, increase productivity, and deliver superior outcomes.

Business Problem:

The onboarding process is a crucial activity in any organization, influencing the experience and success of new hires. I personally am a working student at sap, who rotates every 6months to a new department. As a result of this, I regularly face the onboarding process with new trainings and system accesses required in order to support the team. From this experience I can say, if not done right, the onboarding process can involve manual and repetitive tasks, leading to inefficiencies and delays. This is why organizations need a solution that enables seamless integration, process automation, and customization to provide a personalized onboarding experience for new hires.

Solution:

The SAP Integration Suite, in combination with SAP Build Process Automation and SAP Signavio, offers a comprehensive solution to address the challenges in the onboarding process. By leveraging event-based integration patterns, low-code/no-code workflows, and the power of the Business Technology Platform, organizations can extend and customize the onboarding experience, integrate with third-party tools, automate activities, and streamline shared-service processes.

Step-by-Step Workflow:

Step 1. Identify Process Gaps: Utilize SAP Signavio Process Intelligence to analyze the onboarding process, identify inefficiencies, and gain insights into manual and repetitive tasks. The following manual steps can be identified:

• Requesting equipment for New-Hires
  
• Raising service tickets for system access
  
• Setting up employees with external benefits providers
  
• Assigning the correct enablement training for the new hires

Step 2. Subscribe to business events in SAP SuccessFactors:

The process starts with adding a new hire in SAP SuccessFactors. The information will be put in directly in the system. To automate this process, we will leverage the Advanced Event Mesh and subscribe to SAP SuccessFactors, which enables communication and triggering of workflows across systems. Whenever a new hire is added an event is created which will be needed for triggering a workflow.

The Advanced Event Mesh is a core functionality of the SAP Integration Suite, it ensures that the right amount of information is sent to the right place as soon as the event happens.

Step 3. Orchestrate system integration with SAP Integration Suite:

In order to take care of the integration between the different systems, Integration Suite can be leveraged. The user will define different iFlows that are taking care of multiple activities at the same time – for example to trigger the workflow in SAP Build Process Automation or to transfer data to non-SAP systems as well.

SAP Integration Suite comes with a versatile, multi-cloud platform to support all types of integration use cased required in cloud and hybrid landscapes. Streamline Any-to-Any, SAP and third-party and data across diverse application landscapes with comprehensive integration capabilities, connectors and adapters.

Step 4. Leverage Low Code/ No Code to design custom processes:

Use custom workflows in SAP Build Process Automation (SBPA) to automate the processes. First the process will be modeled using Drag & Drop and then artifacts will be leveraged to complete the business need. Here is an overview of all the artifacts:

• API-Trigger:
  
  • API-Triggers are used to directly invoke executions for integrations
    
  • We configured an API-Trigger to initiate a workflow instance from SAP Integration Suite
    
• Business Rules:
  
  • Business Rules are the criteria or conditions which determine the outcome of a decision process
    
  • Decision Tables were used to determine the right equipment and the right training assignment depending on the job-role and the manager
    
• Condition:
  
  • statements that are created which evaluate actions in the program and determine if it’s true or false
    
  • Different workflow logic is used for employees that start as Data Scientists
    
• Subworkflows:
  
  • Subworkflows allow the process designer to separate process steps in subordinate activities
    
  • Here we have used a subworkflow to manage different processes for Data Scientists
    
• Approval-Form:
  
  • An Approval-Form is a document which will be sent to a defined persons inbox and requires an action from the approver
    
  • We used the LCNC Forms-Designer to get the approval from the HR-Business Partner
    
• Actions:
  
  • You can embed external skills and capabilities into your SAP Build Process Automation projects using actions.
    
  • With this remote call we are triggering a new iFlow in SAP Integration Suite to post the Purchase Requisition in Ariba and to create a Ticket in SAP Service Cloud.
    
• Mail-Task:
  
  • A Mail Task will automatically send a predefined E-Mail to a certain group of people
    
  • We can use SMTP to directly send out Mail notification to all the stakeholders if a workflow has been approved or rejected.

Here you can see the process in the low-code no-code environment of SAP Build Process Automation.

Here you can see the point of view for the HR Business Partner that would approve the workflow.

This includes the equipment, training and system access requests.

Step 5. Automatically create an Ariba Purchase Requisition:

Once the process in SAP Build Process Automation is started by an event, different tasks will automatically be triggered. For example, an Ariba Purchase Requisition will be created to automate the equipment procurement.

Step 6. Automatically create a service ticket in the SAP Service Cloud:

Another task that is automatically triggered is the creation of a service ticket in the SAP Service Cloud. This ticket can take care of for example system authorizations, NDAs and Compliance forms.

The post Enterprise Automation Use-Case: Enhancing the New Hire Experience first appeared on ERP Q&A.

Basically, that’s not possible because the MDF Object used in the Additional Data Collection of Onboarding must have its externalCode defined as ‘Autonumber’, while a MDF Object that is used in the Employee Profile must have its externalCode defined as ‘User’.

A possible solution to that scenario is to copy the MDF object that will be used in the Employee Profile of Employee Central and use the Integration Center to automatically integrate the information provided in Onboarding to Employee Central using a daily basis frequency.

In the example below, information related to parking information will be catched in the Additional Data Collection of the Onboarding Process and will be integrated to the Employee Profile in Employee Central by Integration Center.

Fields:

• Need parking spot?’ -> yesno picklist type field
  
• ‘License plate’ -> string type field

Following the steps below, we have the entire process:

1. Create the MDF Objects:

Go to Configure Object Definitions -> Create New -> Object Definition

cust_parking_info (for Employee Profile)

cust_ONB_parking_info (for Additional Data Collection in ONB)

For this object, refer to the Onboarding Implementation Guide for further details.

2. Create the UI:

For this step, you need to create the UI for each MDF object created in the previous step. The UIs might be different if your requirementes make it necessary. Otherwise, you can create 2 identical UIs with different base objects.

The externalCode and externalName fields might be hided from the UI

parking_info_UI ( Base Object= cust_parking_info)

ONB_parking_info_UI (Base Object= cust_ONB_parking_info)

3. Associate the objects to the Custom Data Collection in ONB and to the People Profile in EC:

Configure Object Definitions -> ONB2DataCollectionUserConfig -> Go to the Associations tab

Go to Manage Data -> Onboarding Data Collection Configuration -> Open the Data Collection Configuration Record -> Add the ONB_parking_info_UI

Go to Configure People Profile -> Add the ‘parking_info_UI’ UI to the Employee Profile:

4. Configure RBP Permissions

For EC:
Manage Permission Roles -> Select the Role -> Employee Views -> Enable the People Profile section “Transportation Info”

Manage Permission Roles -> Select the Role -> Miscellaneous Permissions -> View/Edit Permission for the MDF Object cust_parking_info MDF Object

For ONB:
Manage Permission Roles -> Select the OnboardingExternalUser Role -> View/Edit Permission for the cust_ONB_parking_info MDF Object

5. Configure the integration in Integration Center

Having all the objects configured, its time to set up the integration so that the information provided in Onboarding goes to the Employee Profile, after the Onboardee is converted to a internal user.

Go to Integration Center -> My Integrations -> Create -> More Integration Types

The start entity will be the MDF Object of Custom Data Collection in ONB (cust_ONB_parking_info)

Select a name for the integration and go to the Configure Fields Screen. Select the Field Mapping View and insert the ‘cust_parking_info’ object as the target:

For the mapping, drag the source field to the target field. The mapping is as follows:

userConfig>ONB2Process>User —-> externalCode

cust_licensePlate —-> cust_licensePlate

cust_needParking —-> cust_needParking

In the Filter and Sort Screen, select Advanced Filter. The filter will be set in a way that the integration will only send the records created after the last integration runtime. In that scenario, the records already sent wont be repeated in the integration:

ONB_parking_info>Last Modified Date —-> is greater than —-> LASTRUNTIME

In the Scheduling Screen, set up the integration to run every day, in the end of the day, so that every record created during the day will be catched in this daily integration and a new record will be created in the employee profile.

Save and Schedule your integration and the configuration is all done!

You will notice that after the integration, the data is sent to the employee profile and you can see the record after the MPH step, even if the employee is inactive and not searchable in the system.

Custom Data Collection (ONB):

Integration Center:

Manage Data -> Process -> Select Onboardee Process ID -> Click on the Onboardee Name Icon:

Go to the Employee Profile Section:

The post ONB-EC Integration: Sending data from Custom Data Collection to the Employee Profile first appeared on ERP Q&A.

Many of us might have had customer requirements to integrate Onboarding 1.0 data to Custom MDF object / portlet in Employee Central. For example., Integrate COVID 19 Vaccine Tracking data from Onboarding 1.0 to an MDF COVID 19 Vaccine Tracking portlet. While this requirement is identified as a product enhancement, there is an alternate way to integrate the data across modules and to the Custom MDF object / portlet in Employee Central.

This post explains about the workaround solution that can be implemented to integrate data collected during Onboarding process to a Custom MDF object / portlet in Employee Central with a reference to COVID-19 vaccination tracking. This is achieved by leveraging Intelligent Services for ‘Employee Recruitment’ Event and Integration Centre.

Prerequisites:

1. Enable Employee Central
   
2. Enable Intelligent Services Centre using the Upgrade Centre(ISC)
   
3. Integration Centre
   
4. COVID-19 Vaccine Tracking MDF is either enabled (SAP standard portlet) or configured as a custom object through Admin Center> Configure Object Definitions
   
5. COVID-19 Vaccine Tracking portlet is configured through Admin Center> Manage Configuration UI and added to People Profile.
   
6. COVID-19 Vaccine Tracking portlet fields are configured in Onboarding panels.

Configuration:

1. Configure necessary fields in one of the HRIS elements in Employee Central:

• Admin Center> Manage Business Configuration> Select [HRIS element]

In the example below, the fields are created under Personal Info because COVID-19 data are identified personal.

Note: The above fields are not granted RBP permissions for any role to keep it hidden in Employee Profile. These fields will appear while hiring a candidate under Manage Pending Hires and can be hidden through a business rule (KBA: https://launchpad.support.sap.com/#/notes/0002080655).

2. Map the fields from Onboarding 1.0 to respective fields in Employee Central through Admin Center > Field Mapping tool for integration with Employee Central

3. Configure a business rule in Job Information portlet – To trigger Intelligence Service during New Hire

• Create a Basic rule with ‘Employment Information Model’ as the Base Object

• Set the rule condition to execute ‘Trigger New Hire Event’

4. Assign the Business rule

• Navigate to Admin Center> Manage Business Configuration> ‘jobInfo’ element

• Scroll all the way down to the ‘Trigger Rules’ section
  
• Add the business rule as a ‘onPostSave’under ‘Job Information Model’ and Save

5. Configure Intelligent Services for ‘Employee Recruitment’ event – Create and assign Integration Centre flow

• Navigate to Admin Center> Intelligent Services Centre (ISC)
  
• Search and select the Event> Employee Recruitment

• Under ‘Activities’, Select ‘Integration’ tab

• Click ‘OK’ and ‘Create a new integration’ in the pop-up window

• In the ‘Choose Integration Type’ pop-up, select the following:
  
  • Destination Type: SuccessFactors
    
  • Format: OData v2
    
• Click ‘Create’
  
• The system redirects to the Integration Centre

• Enter an Integration Name and Description
  
• Click ‘Next’

• Switch to Field Mapping view

• Click ‘+’ in the ‘Destination Fields’ section
  
• Search, Select, and Add ‘[Custom MDF object]’ as starting Node in Integration Centre. For example., COVID-19 vaccine tracking

• Map and Assign the fields
  
• This is completed by drag and drop from Source Fields to Destination Fields in the custom MDF

• The other field mappings should have the following associations: userNav/empInfo/personNav/personalInfoNav/*/

In my experience, never search for the fields as the system picks the logged in users mapping than the userNav. Hence ensure that you navigate the tree entity one by one to reach userNav/empInfo/personNav/personalInfoNav/*/[custom fields you have configured]

Note: If you have a picklist field to be mapped then ensure that the externalCode is selected as shown below:

• Once all fields are mapped; Click ‘Next’
  
• Skip ‘Filter’, Click ‘Next’ and move to ‘Review and Run’
  
• Click Save> Save

6. Set the Intelligent Services Flow Rule

• Navigate to Admin Center> Intelligent Services Centre (ISC)
  
• Search and select the Event> Employee Recruitment

• Under ‘Activities’, Select ‘Integration’ tab

• In the pop-up window, Select the integration definition configured and click ‘Add Integration’

• This adds the new integration to the Flow Rule.
  
• Set the ‘Timing’ to ‘When event is published’

• Make sure you have saved the changes under Actions > Save Flow

Every time a new hire happens in Employee Central, the ISC will trigger the Integration Centre job. This then sync and map over the data stored under personal information portlet to the custom MDF portlet.

The post Integrate Onboarding 1.0 data to Custom MDF object / portlet in Employee Central – COVID-19 Vaccine Tracking portlet first appeared on ERP Q&A.

I recently spoke with a customer who is exploring options to manage their Employee Referral Program in SuccessFactors. However, the current Employee Referral functionality available in Recruiting only allows you to track and report the potential Amount employees can receive if the candidate referred by them is hired, and the candidate status in the process.

The problem is customers need a solution that allows the tracking of Candidate Referrals, but that also integrates with Employee Central to capture the payment dates and details of the Referral Bonuses for their employees. So currently customers (if using the tool to track Employee Referral) must generate reports and manually manage and control these payments.

In addition to the requirement above, customers also need the flexibility in how these Referral Payments are recorded in Employee Central. For example, it is very common that a Referral Bonus will only be paid to an employee 6 months after the hire date of the referred candidate and only if both are still employed and active in the organization.

Solution Details

In this blog post I’ll share a solution I created to handle the Employee Referral process end-to-end in SuccessFactors, from the Referral in Recruiting all the way to the Referral Bonus payment in Employee Central.

Terminology used in this blog post:
RCM = SuccessFactors Recruiting Management
EC = SuccessFactors Employee Central
ONB = SuccessFactors Onboarding
ECP = Employee Central Payroll

The overall solution design is represented in the picture below:

This solution has 3 major steps:

1. Employee Referral recording and tracking in RCM or 3rd Party software
2. Referral Bonus Details and Payment Schedule in EC
3. Payment Recording in One-Time Payments section in EC

I’m not covering Payroll processing in this blog post, but after we have these payments recorded in EC they can be processed and paid via the standard employee data integrations with ECP or SAP HCM on-premise, or extracted via APIs or reports to integrate with 3rd party payroll systems.

1 – Employee Referral recording and tracking in RCM or 3rd Party software

For this solution I’m using the Employee Referral functionality in RCM, however this part can also be performed using a 3rd party solution and integrated directly with the object described in the next step.

In RCM the employee referral tracking uses one standard field in the Job Requisition to capture the Referral Amount, this field is required if you want to use the Referral Tracking dashboard under the Careers tab for internal employees.

In addition to the field above I created a custom field with a picklist to indicate what is the payment schedule and conditions (number of payments and dates).

With this, after the above requisition is approved and posted, an internal employee can add a referral using the “Refer Friend to Job” in the Job Search page.

Or using the “Add Referral” option in the Referral Tracking page.

And the Referral Tracking becomes visible using the Amount provided in the Requisition and reflecting the Application status of the referred candidate.

Referral Tracking in RCM – ERP Amount and Application Status

2 – Referral Bonus Details and Payment Schedule in EC

The next step is to integrate the Referral Bonus payment details from RCM into EC so we can manage and schedule the payments amounts, dates and also check the required conditions before processing as pay components in the One-Time Payments section.

I created a custom MDF object to store the Referral and Candidate data from Recruiting, the New Hire information from Onboarding and EC and payment schedule (dates and amounts). Using a MDF object gives us the advantage of making this solution easy to integrate with other sources for the Referral and Candidate information, for example if you are using a 3rd party ATS you can integrate the required data into this MDF object using API and/or file uploads.

Object Definition (Parent):

Object Definition (Child):

To integrate the data from RCM into the Employee Referrals Tracking MDF object I’m using Integration Center, where a scheduled job runs daily (it can be more frequent if needed), creates the record and populate some fields.

This Integration Center job only insert the new referral information if the referred candidate has Application Status equal to “Hired”

The Integration Center job populates the MDF object with data from the CandidateEmployeeReferral API, and the key IDs (e.g. Candidate Id and Requisition Id) so we can match the candidate information with the employee information using business rules.

Other fields are populated via Business Rules, the new hire ONB information is populated via a look-up on the Process Trigger and Process objects created for all candidates when their ONB process is initiated and maintained.

Fields populated by the above rule:

To make this solution possible to integrate with other ATS or Employee Referral systems, I added the Source of Record field, so the rules to populate/update fields based on SF ONB objects only trigger if Source of Record is equal to “ONB”. This way if you want to populate this object from another system via API or even manually or via file import, you just need to select a different Source of Record and bypass these rules (picklist options can be expanded).

And lastly another Business Rule takes care of updating the Payment Amounts and Dates, based on the selected Pay Schedule on the Requisition or directly in the object. In this example I’m using the candidate Hire Date as the reference for the payment dates, however the rule can be easily adjusted to reflect the customer business requirement.

Fields populated by the above rule, in this example 2 payments, first with 50% of the amount on the candidate’s Hire Date and another after 6 months for the other 50%:

3 – Payment Recording in One-Time Payments section in EC

The final step is to publish the One-Time Payment in EC when the scheduled payment date becomes effective, having the payment recorded as a Pay Component in EC means that the payment can be sent (via integration or reports) and processed in payroll.

Pre-requisites in EC:

• A non-recurring Pay Component must exist in the system (example below)

• Assign the Pay Component to all countries, if you are restricting via association with the Country/Region object
• Grant permission in RBP to view/edit the above pay component

The publishing process happens via Integration Center, this integration runs daily (or more frequently if needed) and creates the corresponding One-Time Payments based on the Payment dates in the MDF object.

However, we also need to confirm the payment is still valid according to the Employee Referral Program company rules. In my business example here I’m considering that both Employee and Referred Candidate (now also an employee), must still be active in the Organization on the effective date of payments.

After the Integration runs, we can see the pay component published in the One-Time Payment section of the Employee and ready to be processed by payroll.

And in 6 months, if the above conditions are still true, then the second payment will also be published accordingly.

Additional Options/Information

If you want to make the Employee Referral custom MDF object visible on the People Profile, so employees and/or managers can see it. This is easily achievable by creating a screen UI for the object and assigning it to a sub-section in the People Profile configuration.

Then on the Profile Page:

Also, like any other MDF object, this data can also be used in Reports and Dashboards. This way Managers, HR and Payroll can see what Referral Bonus payments are planned.

The post Employee Referral: End-to-end solution with SuccessFactors Recruiting, Onboarding and Employee Central first appeared on ERP Q&A.

Onboarding has multiple data review steps and sometimes there is a requirement when we want some data to be entered mandatorily by the hiring manager/responsible onboarding participant or new hire. This cannot be achieved by marking the fields mandatory at data model level as it makes it mandatory for both hiring manager/responsible onboarding participant or new hire. To avoid this we can make use of rules. An onSave rule can help in doing such validations. This rule needs to be added at the corresponding entity on Admin > Manage Business Configuration screen.

Scenario 1: Making at least one Email information to be mandatorily entered by the new hire

In this scenario we are trying to make sure that when the new hire performs Personal Data Collection, the new hire must at least enter one Email address information.

Scenario 2: Making at least one Email information to be mandatorily entered by the hiring manager/responsible onboarding participant and the new hire

In this scenario we are trying to make sure that when the hiring manager/responsible onboarding participant performs New Hire Data Review, or the new hire performs Personal Data Collection, they must enter at least one Email address information.

Scenario 3: Making Personal Email Information to be mandatorily entered by hiring manager/responsible onboarding participant and the new hire

In this scenario we are trying to make sure that when the hiring manager/responsible onboarding participant performs New Hire Data Review, or the new hire performs Personal Data Collection, they must enter Email address of type “personal”.

Scenario 4: Making Personal Email information to be mandatorily entered by the new hire

In this scenario we are trying to make sure that when the new hire performs Personal Data Collection, the new hire must enter Email address of type “personal”.

Scenario 5: Making Job Relationship (HR manager) fields to be mandatorily entered by the manager

In this scenario we are trying to make sure that when the hiring manager/responsible onboarding participant performs New Hire Data Review, this user must enter details of HR Manager in Job Relationship. Since Job Relationship portlet is not shown to the new hire, this rule will not execute.

Scenario 6: Making National ID fields to be mandatorily entered by the new hire

In this scenario we are trying to make sure that when the new hire performs Personal Data Collection, the new hire must enter at least one National ID information to be displayed as the primary National ID on the user interface.

Scenario 7: Making Work Permit fields to be mandatorily entered by hiring manager/responsible onboarding participant and the new hire

In this scenario we are trying to make sure that when the hiring manager/responsible onboarding participants performs New Hire Data Review, or the new hire performs Personal Data Collection, they must enter at least one Work Permit Information.

Scenario 8: Making Phone Info fields to be mandatorily entered by the new hire

In this scenario we are trying to make sure that when the new hire performs Personal Data Collection, the new hire must enter at least one Phone Information.

Scenario 9: Making Pay Component Recurring fields to be mandatorily entered by hiring manager/responsible onboarding participant

In this scenario we are trying to make sure that when the hiring manager/responsible onboarding participant performs New Hire Data Review, this user enters details of at least one Pay Component Recurring. Since Pay Component Recurring Portlet is not shown to the new hire, this rule will not execute.

Scenario 10: Making Pay Component Non Recurring (Bonus) fields to be mandatorily entered by hiring manager/responsible onboarding participant

In this scenario we are trying to make sure that when the hiring manager/responsible onboarding participant performs New Hire Data Review, this user must enter details of at least one Pay Component Non-Recurring with type Bonus. Since the Pay Component Non-Recurring portlet is not shown to the new hire, this rule will not execute.

Scenario 11: Making Social Information fields to be mandatorily entered by the new hire

In this scenario we are trying to make sure that when a new hire performs Personal Data Collection, the new hire must enter at least one Social Information.

Scenario 12: Making Home Address fields to be mandatorily entered by hiring manager/responsible onboarding participant and the new hire

In this scenario we are trying to make sure that when the hiring manager/responsible onboarding participant performs New Hire Data Review, or the new hire performs Personal Data Collection, they must enter at least one Home Address details.

Onboarding Rules – A way to differentiate between Onboarding and Employee Central new hires

Whenever we define rules today, we come across questions/scenarios where we want to execute some rules as part of onboarding process and others as part of Manage Pending Hires. There are some instances where we may be willing to set different workflow configurations for Onboarding new hires and Employee Central new hires via Admin > Add New Hires (here after referred as EC).

So, the question comes is how can we identify if a user is hired through Onboarding or Employee Central. In we will be discussing a solution to this problem.

Whenever Onboarding is initiated, a process object is created and that represents the current state of the new hire in the system. So we can check if a Process Object exists to verify that a user is an Onboarding Hire. The status of process object can change based on actions such as cancel/restart and completion.

Scenario 1: Rule to differentiate workflow configuration for EC hires and Onboarding hires in HRIS entities during hiring (Manage Pending Hires)

Workflows can be configured for “Add New Hire” and from “Manage Pending Hires” steps. In case you want different workflows for new hires from Onboarding and Employee Central, you can use the following rule conditions.

The lookup function can be used to identify which workflow will execute for Onboarding users.

Scenario 2: Rule to skip workflow configuration for Onboarding hires in MDF objects at Personal Data Collection, when they are external hires, and they are not hired yet.

Here we will be using the lookup function to identify if the user for whom we are executing the steps is in Manage Pending Hire and being performed by the new hire.

In the following rule we are skipping Workflow configuration when the onboarding new hire adds the Payment Information in the system as part of personal Data Collections. This rule ensures that workflow is triggered workflow is triggered when hiring is done under the categories of Onboarding and Employee Central hires.

This is a sample rule and else condition can be enhanced if we want to have multiple workflow configurations for different types of hires. We must ensure that condition to skip Workflow configuration setting is the first condition.

The post SAP SuccessFactors Onboarding: Onboarding Rule Configurations in Data Review Scenarios first appeared on ERP Q&A.

The percentage of job postings stating that a new hire must be vaccinated has doubled in the past month, according to the job search site Indeed. Some of the well-known employers, including some Federal governments, and well-known Fortune 500 companies, are among those who have instituted vaccination requirements for certain workers returning to in-person work. As per SHRM, employers need to be careful and understand the legal implications of ‘asking for Vaccination data from candidates during the recruitment process, i.e., before making a job offer.’

Even though many companies seem to be inclined to vaccine mandates, taking a COVID vaccine shot remains a personal choice in many parts of the world and is not yet required by law.

However, asking for vaccination data during the onboarding process is different. As per the SAP SuccessFactors process steps, the onboarding activities start after the recruitment process is complete, i.e., after an applicant accepts an offer from the organization by signing an offer acceptance.

This use case is for companies that have decided to gather voluntary vaccination data from onboardee as part of the health and safety of the workforce, and have already reviewed local and federal legal implications.

Prerequisites for Custom Vaccine Data Collection

• Employee Central and Role-Based Permissions (RBP) must be enabled and implemented to configure the Vaccine Validation fields.
  
• The SuccessFactors Health and Vaccine Portlet has already been enabled and implemented in the customer instance.
  
• The consultant or HRIS Admin working on this enhancement is already familiar with the configuration values of the Health and Vaccine Portlet. Here’s a link to the Configuration Guide for your referral.

Use Case

Collecting Vaccination data during SAP SuccessFactors Onboarding process

This use case is for companies that have decided to gather voluntary vaccination data from onboardee during the data collection step of Onboarding. The collected data would automatically update the Vaccine tab of Health and Vaccine Portlet in People Profile when the onboardee becomes an employee after the New Hire Event.

The Onboarding module referred to in this use case is only for Onboarding 2.0, which is now known as Onboarding.

Configuration steps: Custom Data Collection step in Onboarding

1. Create Custom MDF Object for Onboarding

Create a new custom MDF Objects in ‘Configure Object Definition’ to copy the exact fields and picklists from the Vaccine tab of Health and Vaccine Portlet. Here are some key values:

• Code = cust_ONB_COVID_19_VACCINE_TRACKING
  
• Label = ONB COVID-19 VACCINE TRACKING
  
• Effective Dating= None
  
• externalCode = Auto Number
  
• userConfig fields with type GO and source=”ONB2DataCollectionUserConfig”
  
• subjectUser field = User
  
• Set object as non-secured
  
• API visibility = Editable
  
• ToDo Category = Generic Object Change Requests

2. Create Onboarding Data Collection User Configuration

Create a new Data Collection User configuration :ONB2DataCollectionUserConfig

Here are some key values:

• Code = ONB2DataCollectionUserConfig
  
• Effective Dating= None
  
• API Visibility = Read Only
  
• externalCode = String (data type)
  
• InternalCode = Number
  
• subjectUser field = User

3. Create Association with Vaccine Object’ ONB2DataCollectionUserConfig’

Create Association with ONB custom object created in Step#1 with the user configuration object created in Step#2. Association Name = cust_ONB_VACCINATION

4. Create UI for the Custom Object in the ‘Manage Configuration UI’ tool

Create a New UI for the custom Object created in Step#1. This is the screen the Onboardee will see as part of the custom data collection step.

We have named this UI=ONB_COVIDVACCINETRACKING

Select Base Object = COVID-19 VACCINE TRACKING (Created with the Health and Vaccine Portlet previously.)

Note: You can export-import all the Validation Rules/Business Rules created for the Health and Vaccine Portlet, i.e., COVID-19 VACCINE TRACKING, to the Custom ONB Data Collection UI Object without recreating it.

5. Syncing data collected during Onboarding with Health and Vaccine Portlet in People Profile

Once you have collected the vaccine data from onboardee, the next step is to define a sync job in Integration Center to update the data in the EC MDF Object of the Health and Vaccine Portlet.

• Go to ‘Integration Center’ and choose ‘More Integration Types’ and provide details below.

• Choose the source object as the custom ONB object ‘ONB COVID-19 VACCINE TRACKING.’

• Click Select, and provide an Integration Name and description under ‘Options.’
• Under ‘Configure Fields’, click on the Connection button (highlighted red) and delete the object in the center column by choosing its name and clicking on the delete icon.

• Click on the + icon and choose destinations object as the MDF EC Vaccine Object: COVID-19 VACCINE TRACKING as shown in the pic below:

• Map fields from the first column, i.e., ONB Custom Object with the EC MDF Object, by dragging and dropping them from the first column to the fields in the center column.

Important! You always should map field “Effective Start Date” with “Target Date” from onboarding object (userConfig->Process->Target Date) and field “Employee ID” with “subjectUser” field (userConfig->subjectUser)

• You can define Filter options under ‘Filter and Sort.’ We recommend creating a Filter “Modified since last run time” to not sync all the records all the time.

• You can schedule your sync job regularly, e.g., Daily, and Save it. Here’s an example of all the Data Fields Mapping between the Onboarding Custom Object and Custom EC MDF Object –

Onboardee Experience- Process Steps

• Onboardee provides data on custom data collection step by ‘Complete Additional Onboarding Tasks’ tile in the To-Do tab:

• This is how the Onboarding custom data collection step looks like:

• After the Onboarding step is complete and the Onboardee is hired via the Manage Pending Hire Tool, the onboardee becomes a New Employee.
  
• The Integration Center job was scheduled daily. When the job is complete, the data collected during Onboarding could be found in the People Profile of the employee.
  
• On the 1st working day, New Hire is converted to Internal User, and HR Admins can see the vaccine data based on the permission.

We don’t recommend collecting a Vaccination Card during the onboarding process since it requires HRBP/HR Admin validation. You may initiate a request as a notification once the onboardee becomes an employee after the MPH step.

The post Collecting Vaccine Data from Onboardee with SAP SuccessFactors Onboarding first appeared on ERP Q&A.

What Is Validates through the C_THR91_1811 Certification?

SF ONB, C_THR91_1811, or the SAP Certified Application Associate – SAP SuccessFactors Onboarding 1.0 Q4/2018 certification exam confirms that the candidate has the basic knowledge regarding the SAP SuccessFactors Onboarding 1.0 application.

The C_THR91_1811 certification also shows that the candidate has basic and complete knowledge about the consultant’s profile of the industry solution. After the certification, the aspirant can use his knowledge practically in projects under any senior SAP consultant’s guidance.

Learn about the C_THR91_1811 Certification Level:

The C_THR91_1811 certification is recommended as an entry-level certification to help consultants get accustomed to the basics of SAP SuccessFactors Onboarding 1.0.

Syllabus Topics Covered under the C_THR91_1811 Certification:

The C_THR91_1811 certification covers the following topics-

• Panel Designer
• Security
• Technical Configuration
• PDF Forms
• Notifications
• Data Dictionary and Picklists
• Corporate Structure
• Integration

Some Preparation Tips by Riya:

Riya Learned from the SAP Training:

Every aspirant needs help regarding SuccessFactors Onboarding, as it is not easy to always learn the concepts through self-study. SAP offers training for the SAP C_THR91_1811 exam. Riya joined the SAP training to enhance her knowledge regarding the practical aspects of the exam.

Make Sure You Are Confident about the C_THR91_1811 Syllabus Topics:

Riya shared that every candidate must explore the syllabus topics and have a special emphasis on learning the syllabus topics. She shared that every candidate must chalk out a plan to cover the topics, as the topics are distributed in equal percentages.

Riya wrote down a chart, and she had a clear idea of what she wants to study on a particular day; she started covering the preset goals every day and maintained the pace of her preparation.

Following A Schedule Made Her Journey Easy:

Making a schedule eases out the preparation. Once Riya started her C_THR91_1811 preparation journey, she was not confident about all the syllabus topics. But, she decided to cover all the topics, as SAP exams are distributed in almost equal percentages and demand serious attention in all areas. She covered all areas thoroughly and earned basic knowledge from some of the monotonous syllabus sections. Her main emphasis was people should not skip any of the syllabus topics if they want success in the first place. 

Don’t Be Hard on Yourself:

Riya said every candidate needs to study hard, but they should not be so hard on themselves. Riya created a realistic schedule of two to three hours of daily study and followed it daily. Taking a break or walking in nature for five to ten minutes energized her further for grasping more. Therefore, her tip to every candidate is not to be hard on themselves and take regular study breaks.

Follow the Schedule Like A Ritual:

Making a schedule won’t lead you to success. But, if you follow the schedule like a ritual, success could be yours in a short time. Therefore, success is highly dependent on your consistency in following the syllabus topics.

C_FSUTIL_60 Exam: Are You Worried about Acing the Exam on First Attempt?

Riya Used C_THR91_1811 Practice Tests from ERPPrep.com:

Self-evaluation is an important part of any exam preparation. Riya took the help of C_THR91_1811 practice tests at ERPPrep.com, and it added to her preparation. Riya completed the C_THR91_1811 syllabus and enhanced knowledge from different sample questions; her priority shifted to taking online practice exams with ERPPrep.com. The practice test questions at ERPPrep.com boosted her confidence, and she got valuable insights into her preparation through the result section. The unlimited attempt at ERPPrep.com, and for two months made her preparation easy.

Benefits of Getting the C_THR91_1811 Certification:

SAP SuccessFactors Onboarding connects together the supporting systems, processes, and people into an intuitive digital experience. The user can use it from anywhere, on any device. Therefore, by earning the C_THR91_1811 certification, a candidate can increase the productivity of an organization and put his knowledge to boost his career in the right direction.

Bottom Line:

Now, you have got an overview of the C_THR91_1811 certification and related benefits. I wish the journey of Riya will be fruitful to create your exam success path.

The post ERPPrep.com Review: Best Practice Test for the SAP C_THR91_1811 Exam first appeared on ERP Q&A.