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SAP SE has announced the SAP SuccessFactors Time Tracking solution. The new cloud-based solution provides organisations with simple, innovative tools to record, approve and monitor the time of their workforce.
Built with an intuitive user interface, SAP SuccessFactors Time Tracking enhances the employee experience and helps ensure people are paid accurately, on time and in accordance with local regulations.
With advanced time and attendance capabilities, SAP SuccessFactors Time Tracking delivers a real-time view into employees’ time entry, providing greater transparency into their pay and better control over their work schedule and overtime. Leaders can strategically track and minimise labor costs for both hourly and salaried employees with embedded insights and dashboards, helping to improve productivity throughout the workforce.
The solution integrates with the SAP SuccessFactors Employee Central and SAP SuccessFactors Employee Central Payroll solutions and on-premise payroll software from SAP as well as with clock terminal integration services.
“The SAP SuccessFactors Time Tracking solution provides employees with the personalisation and simplicity they would expect from a consumer-grade experience,” said Amy Wilson, Senior Vice President, HXM Product and Design, SAP SuccessFactors. “At the same time, it delivers the innovation our customers need to manage diverse and global workforces, and provides greater flexibility on their journey towards the cloud.”
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How cloud-based time tracking could enhance your business – VentureBeat
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This article was contributed by David Right, SAP professional and consultant.
Enterprise software company, SAP, has launched SuccessFactors, a cloud-based time-tracking functionality that enhances the software’s attendance and time management efficacy significantly. This new functionality enhances the attendance and time management efficacy of SAP SuccessFactors significantly. The time tracking functionality fits perfectly with the preceding Employee Central Attendance and Time features that enable businesses to manage and track time in the cloud. Nonetheless, there is a lot more to discuss regarding this functionality, so continue reading to explore SAP SuccessFactors cloud-based time tracking functionality.
The cloud-based time tracking functionalities can be integrated with both SAP SuccessFactors Employee Central Payroll and SAP SuccessFactors Employee Central. This product is developed by SAP and enables enterprises to facilitate advanced management of time and attendance simultaneously.
Using this feature can help organizations get real-time updates, enabling them to get an enhanced and transparent view of how time is being managed and utilized by the employees. Enterprises now have the capability to get effective control over the employees’ work schedules by tracking the time spent by employees. Organizations can leverage this capability to minimize every employee’s labor and operational cost, all while getting access to interactive dashboards and valuable insights.
This cloud-based time tracking functionality is engineered to seamlessly manage operations on an international scale while integrating with local calendars. This helps businesses to keep track of local holidays and country-based payment information in the local languages. The management of the enterprise can leverage this data to simplify complex management tasks and facilitate seamless management of an international workforce with enhanced flexibility.
This new cloud-based time tracking functionality is equipped with numerous superior capabilities that can benefit enterprises in numerous ways when used effectively. Therefore, let us check out a couple of these competencies.
We already know that the new time tracking functionally of SAP SuccessFactors can be seamlessly deployed on the cloud. This feature is made available to enterprises as a Software-as-a-Service or SaaS meaning that it can be easily accessed from any web browser at any time. Therefore, let us look at some of the primary benefits of this feature in SAP SuccessFactors.
Over the next couple of years, SAP is very likely to put more investment into the time tracking feature of SAP SuccessFactors to boost activity-based functionality. This means that an organization currently using the on-premise SAP ERP HCM can now leverage the SAP ERP CATS (Cross-Application Time Sheet) and SAP ERP HCM Time to suffice two isolated and independent requirements. In simple terms, while the SAP ERP HCM Time remains focused on the employees’ working time, the CATS will manage and allocate time to the tasks or operations that the employee is occupied with.
David Right is an SAP professional providing consulting services for SAP SuccessFactors to his clients. With a knack for technology, he loves to write on the latest SAP developments and share his knowledge with the readers.
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Aaron Au looks back on SuccessFactors, looks ahead at Gloat – TechTarget
peshkova – Fotolia
In 2001, many firms kept HR records on paper and in spreadsheets, and the SaaS market was in its infancy. It was also the year Aaron Au became a co-founder of SuccessFactors, one of the most successful startups in the HR software market.
Au stayed at SuccessFactors until 2019 as vice president of engineering and CTO. He recently became chief strategy officer at Gloat, an Israeli-based HR AI startup that has developed a talent marketplace to foster internal mobility.
Routine new job appointments in the technology industry rarely get attention, but Au’s history is worth telling, especially for HR professionals. It speaks to the rapid development in HR software, how quickly good ideas can catch on and how quickly the industry has changed.
SAP bought SuccessFactors in 2011, just 10 years after its start, for $3.4 billion and it remains the anchor of SAP’s cloud-based human capital management (HCM) product line. Most founders exit a year or two after an acquisition. Au remained at the firm until about a year ago.
In the late 1990s, the rush to e-commerce created a massive financial bubble. By 2000, the big investment darlings of the dot-com era, such as Pets.com, were evaporating. Despite the market upheaval, some investors were still moving forward. In 2001, Au was contacted about SuccessFactors.
At the time, Au was working for a startup unrelated to SuccessFactors, which wasn’t doing well, despite building some good technology, he said. That firm and SuccessFactors had common investors, which is how Au learned of the company. Au said SuccessFactors needed his expertise — someone who could build a cloud-type platform in a time when cloud wasn’t even a term.
Au was introduced to Lars Dalgaard, the other co-founder of SuccessFactors, who would become its CEO. Dalgaard is a venture capitalist today.
Au, a University of California, Berkeley, computer science graduate, had experience in the forerunner of SaaS, which was application service provider (ASP). Under the ASP model, a customer would pay the vendor to host an application.
The approach used by SuccessFactors in building its SaaS HCM platform was to build a tool for employees, as well as HR departments.
“The real problem of what we are trying to solve is a more business-centric problem related to people,” Au said. “In order to really solve it, it’s not just trying to make HR function more efficiently.”
They wanted to make the employees “be better at HR themselves — to be a better coach, to be a better mentor. To do that, we can’t just build a tool just for HR,” Au said.
Its talent management product was launched in the fall of 2001. In 2007, SuccessFactors went public.
Today, HCM is a multibillion market. The total worldwide HCM software market was $18.5 billion in 2019, according to IDC. The largest HCM vendors that year by market share were SAP, 13.9%; Workday, 12.1%; ADP, 10.5%; Oracle, 8.9%; and Kronos, 6.1%.
Au said they didn’t need to sell the company in 2011 but merged with SAP because they felt it was a strategic fit and opportunity to grow faster.
Au left SuccessFactors to pursue his interest in developing firms and mentoring. He doesn’t see Gloat as a competitor to SuccessFactors, but HR AI startups appear to share an employee-centric approach, where the tools they build are meant as much for HR departments as they are for employees.
Gloat’s “talent marketplace is not designed just for HR,” Au said, but it’s designed for employees “to really experience and explore their career” and try to “align their passion” to the company’s goals.
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