Case Study

Product Motivation Prerequisites

SuccessFactors The objective of the case study is to Before you use this case study, you need
provide a broad understanding of to have access to SuccessFactors demo
Level SuccessFactors, SAPs cloud based system. Please follow the instructions
Human Capital Management (HCM) later in this case study to get access to a
Undergraduate
solution. SuccessFactors shared demo system.
Graduate
Beginner

Focus
Human Capital Management

Authors
Kristof Schneider
Kathleen Utecht

Version
1.0

Introduction to SuccessFactors

Case Study

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 Case Study

Using SuccessFactors
1. System Access

Please find in the following the system access information.

URL: https://salesdemo4.successfactors.com/login
Company ID: saptrn03
User: cgrant,
Password: demo101

PLEASE NOTE! This is a shared system that is also used by other universities.

2. Navigation in SuccessFactors

At first you will need to learn the basic navigation principles of SuccessFactors. The navigation is
split into six (6) sections, as described below.

Figure 1

1. Home Button
The Home Button directs you to your personal Home Page, where you are able to maintain
your widgets. The widgets offer you a quick overview of your responsibilities.
2. Main Navigation
The Main Navigation contains all available Modules for working with SuccessFactors.
3. Account Navigation
This section provides direct access to your Options, Administration Tools, Proxy Now
(identifying a substitute) and to Logout.

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 Case Study

4. Search
This section allows you to search for people or content within Jam. It is also possible to search
for more details regarding a persons activities, as well as his or her social collaboration with
others.
5. Support Center
You need help? Here you will find it.
6. Content Area
This is the main section. This is the area where the actual content of the different Modules will
be displayed.

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Exercises

Module 1 Employee Central

The objective of this part is to gain insight into Core HR in SuccessFactors, in general, and to
Employee Central, in particular. More specifically, Employee Central enables you to examine
organizational structures, reporting relationships, badges as a form of employee recognition, as
well as a host of other information. Additionally, Employee Central is linked to payroll, and
provides you with access to salary and variable pay information. And, in this part you will be able
to display the Employee Profiles of some of your employees.

Question 1: What is the name of the manager, in Sid Mortons team, who has direct reports (i.e.,
supervises other employees)?

Navigation Hint: Main Navigation: Company Info Org Chart

Question 2: How many direct reports does this manager have? How many direct reports does Sid
Morton have?

Navigation Hint: Main Navigation: Company Info Org Chart: Carla Grant Quickcard: Sid
Morton

Question 3: Which badges have been assigned to Sid Morton?

Navigation Hint: Main Navigation: Company Info Org Chart: Carla Grant Quickcard: Sid
Morton Employee Profile

Question 4: Give a badge of your choice to Rebecca Lee.

Navigation Hint: Main Navigation: Company Info Org Chart: Carla Grant Quickcard:
Rebecca Lee Employee Profile

Question 5: What is Carla Grants base salary?

Navigation Hint: Main Navigation: Company Info Org Chart: Carla Grant Quickcard: Carla
Grant Employment Information

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 Case Study

Question 6: In which frequency does Carla receive her performance bonus?

Navigation Hint: Main Navigation: Company Info Org Chart: Carla Grant Quickcard: Carla
Grant Employment Information

Question 7: Where is Daniel Cortez located?

Navigation Hint: Main Navigation: Company Info Org Chart: Carla Grant Quickcard:
Daniel Cortez

Module 2 Goal and Performance Management

The objective of this part is to gain insight into Goal and Performance Management with
SuccessFactors. Goal Management drives the success of a company by helping you more tightly
align the efforts of your entire workforce while also improving employee accountability. With
everyone working together toward the same goals, your company can cover more ground, and
really make an impact on the bottom line. Additionally, you can determine the probability of
success for assigned goals, as well as cascade, or roll them out, to individuals and teams. With
Performance Management, you have the capability of conducting performance evaluations,
especially 360 degree reviews, and identifying top performers.

Module 2.1 Goal Management

Question 1: Which of Sid Mortons goals have a low probability of success? How high are the
actual execution rates?

Navigation Hint: Main Navigation: Goals Status Report My Reports: Sid Morton Select
the Status Report section within the Goals Module.

Question 2: To how many persons has the goal Increase customer net promoter scores to 80%
NPS been cascaded?

Navigation Hint: Main Navigation: Goals Execution Map

Question 3: Add a new goal from the Goal Library.

Navigation Hint: Main Navigation: Goals Goal Plan

Question 3: Add a new goal from the Goal Library and cascade your goal to Richard Maxx und
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Vic Strokes.

Navigation Hint: Main Navigation: Goals Goal Plan

Field Label Value Description

Step 1. Select Recipients

Richard Maxx Set checkbox.

Vic Strokes Set checkbox. Click Next.

Step 2. Edit Goal

In the second step youre able to edit the goal before cascading it. Cascading goals to teams ensure
employees goals align to achieve role, team, and organizational goals. Cascading a goal means
sharing one employees goals with another, such as a manager to a direct report within the hierarchy.

Click Cascade.

Module 2.2 4.2. Performance Management

Question 1: Which of Carlas team members has the best rating in customer focus?

Navigation Hint: Performance Team Overview

Question 2: In the Gap Analysis, which are the two items rated lower than Marcus Hoff?

Navigation Hint: Performance Reviews Performance Evaluation for Marcus Hoff

Module 3 Workforce Planning & Analytics

The objective of this part is to run through a complete end-to-end process that covers all aspects of
a company. To handle the various tasks, you will take over different roles in the company, e.g.,
marketing or sales representative, or supply planner. The process starts with the creation of a new
marketing campaign for a new product and a new service, and ends in the accounting department.
Workforce Planning and Analytics enables you to manage risks associated with talent shortages,
address workforce challenges, and make more informed workforce decisions.

Question 1: How many financial related goals have the status Behind?

Navigation Hint: Analytics Dashboards 2.0 Goal Status

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Question 2: How high is the target bonus for the operations department?

Navigation Hint: Analytics Dashboards 2.0 Compensation

Question 3: What is the average rating for the competency Teamwork, and how many people in
Carlas team have that rating?

Navigation Hint: Analytics Dashboards 2.0 Performance and Competency

Question 4: How many employees are rated as Stars?

Navigation Hint: Analytics Performance-Potential Matrix

Question 5: What is the risk of losing Richard Maxx?

Navigation Hint: Analytics Performance-Potential Matrix

Module 4 Recruiting Execution

The objective of Recruiting Execution in SuccessFactors is to enable you to attract top talent, hire
the best candidate for the job, and promote new hire engagement. Additionally, as employee
retention is important, this module includes a specific emphasis on onboarding, an often
overlooked responsibility of managers. You will perform some of the activities associated with this
function, including generating a new job requisition, and reviewing job candidates as they move
through the recruiting to hiring process.

Question 1: For the job Director, Sales Req ID 402, which candidate successfully completed an
interview for the job, and what was the numerical result?

Navigation Hint: Recruiting Job Requisitions

Question 2: Create a new job requisition with the following details:

Navigation Hint: Recruiting Job Requisitions

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 Case Study

Field Label Value Description

Create a New Job Requisition

Click Requisition.

Options

Click Copy Existing Job

Requisition.

Copy Existing Job Requisition

Job Title Director Click Search.

Select Director, Business Click Copy Selected, then

Development TTT Click Next.
Milwaukee

Job Requisition Information

Director, Business Development

Job Title
- TTT Milwaukee

Due Date Today + 1 month

Hiring Manager Carla Grant

Recruiter Lorna Okamoto Click Next.

Job Requisition Information

Pay Grade SD1

Job Level Director

Reg/Temp Reg

Position Budgeted Yes

Division Global Services

Department Enterprises (CORP)

Location San Mateo

Job Start Date Today + 3 months Click Save and Close.

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Module 5 Compensation

Compensation is often considered the largest controllable expense in companies today. Using
SuccessFactors, you can allocate proper rewards to motivate and retain top performers, as well as
manage budgets more efficiently and promote regulatory compliance. In this section, you will
review the salary information of employees, and examine incentives awarded to employees in the
form of variable pay.

Question 1: What is the total target amount of the variable pay for Marcus Hoff, and what is the
corporate payout in percentages (%)?

Navigation Hint: Compensation Executive Review Annual Individual Incentive Program :

Corp x Individual Performance

Question 2: What is Larry Lindsleys current salary? How high is the range penetration? How
much of a lump sum salary increase has he received?

Navigation Hint: Compensation Executive Review Comprehensive Compensation Plan

Module 6 Learning Management

As many companies value continuous learning, the Learning Management System (LMS) in
SuccessFactors enables you to generate a comprehensive learning program to promote learning
and development among employees. This can be enhanced by improving content development,
tracking learning initiatives, and more efficiently managing the entire learning process. To become
familiar with this module, you will examine various components of the system, including courses
available, delivery methods, and costs of various training programs.

Question 1: How many courses are available in the Learning Management System?

Navigation Hint: Learning My Learning Browse all Courses

Question 2: How many courses are available in the section Leadership Development?

Navigation Hint: Learning My Learning Browse all Courses

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Question 3: What is the estimated price for the Cisco CCNA Boot Camp?

Navigation Hint: Learning My Learning Catalog Search

Question 4: How many courses have the delivery method On the Job Training?

Navigation Hint: Learning My Learning Catalog Search Delivery Method

Module 7 Succession & Development

The objective of Succession and Development is to ensure that at every level in a company, the
right talent is identified, developed, and retained. This guarantees that a talent pipeline is in place.
Additionally, as organizations change, managers can identify gaps in talent and have quality
successors available at all times. More specific objectives for Succession Management and
Development are provided separately below.

Module 7.1 Succession Management

The purpose of Succession Management is to ensure a steady supply of high performing

talent in critical job roles. Historically, Succession Management has focused on figuring out
who would replace top executives. But, the increasing importance of human capital,
combined with advances in talent management technology, is leading organizations to
implement Succession Management for more and more roles across the company.
Succession Management is no longer limited to the boardroom, and in some cases, extends
all the way to frontline employees. In this section you will examine aspects of succession
planning.

Question 1: What is the likely reason that Marcus Hoff is leaving the company, and what is the
impact of this loss?

Navigation Hint: Succession Succession Org Chart.

Question 2: What is the name of Wilma Sowns employee who is ready immediately as her
successor?

Navigation Hint: Succession Succession Org Chart.

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Question 3: Which employee is the best talent for the position Director, Sales, and what is the
total match?

Navigation Hint: Succession Talent Search Director, Sales

Module 7.2 Development

Succession Planning and Development go hand in hand. Together, they are a powerful
union that can have a major impact on improving the capabilities of the workforce.
Effective Succession Management processes include steps to determine how job
assignments and development resources will be used to improve the quality of succession
candidates. This includes investing in high-potential candidates and taking actions that
address candidates who are struggling in their current roles, or who show limited potential
for future growth. Both Succession and Development rely on core data in the Employee
Profile. Following are some exercises which give you a chance to explore aspects of career
planning and development.

Question 1: Which goal in Carlas development plan has not yet started?

Navigation Hint: Development Development Plan

Question 2: Which are the two competencies that Carla has already met for the role of Vice
President R&D?

Navigation Hint: Development Career Worksheet

Question 3: For how long has Marcus Hoff held his current role?

Navigation Hint: Development Career Worksheet Marcus Hoff

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Module 8 Administration
The objective of this part is to enable you to experiment with Administration Tools in
SuccessFactors. In the preceding, you have explored the stages in the hire to retire employment
lifecycle. You are now going to initiate the lifecycle process again by adding a new employee to
your organization, coming full circle to Employee Central where we began after navigation. You
will logon to SuccessFactors as an administrator, and from the Home button will follow the
Navigation described below.

In order to gain access rights for the Administration Tools please log off and use the following
system access information.

User: admin
Password: demo101

Question 1: Create a new employee with the following details:

Navigation Hint: Admin Tools: Manage Employees Update User Information Add New
Employee

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 Field Label Value Description

Step: Identify

Hire Date Today Case Study

Company Ace Canada Corp

Event Reason Acquired employee

(HIRACQRE)

Name Information

First Name Your choice

Last Name Your choice

Employee Information

Person Id NE-XXXX XXXX Your choice

National Id Card

Country United States

National Id Card Type Social Security Number

National Id XXX-XX-XXXX Your choice (457-

XXX-XX-XXXX
55-5462)

Is Primary Yes Click Next.

Step: Personal Information

Contact Information

Email Type Business

Email Address Your choice

Is Primary Yes

Phone Type Business

Phone Number Your choice

Is Primary Yes

Instant Messaging ID Your choice

Addresses

Address Type Home

Country Canada

Dependents

First Name Your choice

Last Name Your choice

Relationship Your choice Click Next.

Step: Job Information

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Job SE or an SAP affiliate company. All rights reserved.
Information Page 13

Company Ace Canada Corp

(ACE_CAN)