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SAP SuccessFactors – Review 2019 – PCMag India

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SAP is an industry leading provider of enterprise resource planning (ERP) software and databases, but it also offers SAP SuccessFactors, an excellent cloud-based human resources (HR) software package geared towards small to midsize businesses (SMBs). Starting at $8 per user per month or as an annual subscription beginning at $85 per employee, it is well organized and with all the features any midsized and larger business will need.
We’ve reviewed SAP SuccessFactors as an overall HR management suite. However, as the name implies, SAP SucessFactors has outstanding performance management features, which is where the product began. So it’s important to note that the performance management category is where the product earns our Editors’ Choice award.
But while it did well as a performance management tool, SAP SuccessFactors did not win our Editors’ Choice award in our overall HR software and management system review roundup. That recognition instead goes to BambooHR, which also shares its Editors’ Choice award for performance management because it best exemplifies not only a SMB-oriented approach to HR, but also a more fluid paradigm in performance management. This new paradigm elevates job and goal appraisal from a stratified, annual process to an everyday work management tool.
SAP SuccessFactors was a known quantity in cloud-based corporate HR software a decade before launching “Perform and Reward” in 2011 (since rebranded as “SuccessFactors”). This service is the little sister to the company’s enterprise-level HR platform and uses the same software code. It targets businesses with five to 500 employees, and includes personnel files, organization chart, goal setting and performance management, and related Android and iPhone applications.
SAP SuccessFactors doesn’t include some of the people management tools competitors such as Zenefits and WebHR provide, most notably benefits administration (BA). But what it does have is top-notch, which is evident from the moment you create an account. The Setup wizard is a digital butler ready to act at your bidding, asking what task you want to perform and then offering video tutorials and other guides to get you started.
All SAP SuccessFactors users log onto the same home screen dashboard, though system administrators and manager-level users can access more functions than regular employees. The efficiently-laid-out dashboard is organized as a series of tiles representing the software’s main operations. There’s a to-do list, performance goals and reviews, a tile called “My Team” for tracking members of a workgroup or department, and links to other parts of the tool. Users at any level can customize their dashboard by using a Tile Browser to add or remove tiles.
While some HR software makes simple operations (such as adding a new hire) daunting, SAP SuccessFactors walks you through the process. I used the setup wizard and chose “Add a new employee” to watch a short video tutorial. From there, I clicked Add User to produce an employee form that I filled out with a new hire’s information. Anywhere I got stuck, I could hover the cursor over the box to read more instructions on what to do—a nice touch. If I needed to add a bunch of employees at once, I could use a handy tool for uploading the data from a spreadsheet. The system also gave me the option of adding custom fields and sending welcome notes to new hires.
New hire data is automatically added to the Organization Chart, which is reachable from the dashboard’s main navigation bar. The visually-oriented Organization Chart shows each employee’s photo, a convenient way for a manager to match a new hire’s name and face. On the Organization Chart, when I clicked on the employee I’d just added, it pulled up an employee card with their contact info, department, and manager.
The employee card also links to the person’s work goals for the year, performance review history, and skills and certifications. If I was logged on as a manager, from the Organization Chart I could send an employee a message from their employee card. Or I could give them a digital badge they could display in their profile for doing well on a project or meeting a goal.
SAP SuccessFactors includes an internal talent search feature, a helpful feature I didn’t come across in the other HR software solutions I reviewed. A company owner or HR director could use the talent search feature to do a keyword search of all personnel data for specific skills and competencies. Say you’re a retailer that’s opening a new store in San Antonio. You could do a keyword search and find all existing employees who speaks Spanish and English and then follow up accordingly.
Performance management has been SAP SuccessFactors’ longtime bread and butter. So it’s no surprise that it has one of the most thorough performance review modules I tested. This makes it ideal for companies that do rigorous employee evaluations—and the antithesis of pared-down review processes offered by competitors such as Editors’ Choice BambooHR.
SAP SuccessFactors divides reviews into two parts: Goals, which managers and employees use to create goals on which to work, and Performance, the actual review process that rates how well they did in achieving those goals. When logged into Goals as an admin or manager, I could pick an employee or team, and then create financial, training, or other goals for them. Or I could pick goals from a goal library that’s built into the software. For managers who want to directly link performance to training, SAP SuccessFactors does have a Learning module, though we didn’t test it for this review. The solution includes training dashboards for both users and their managers that link to a content network managed internally or through SAP.
To do reviews, I logged into Performance to rate employees on how well they’re doing, and rate all of the employees in my department against each other. If I was stuck on how to describe how someone was doing, I could copy and paste phrases from a library of common performance review verbiage—an example of the type of feature that makes this software stand out. Logged in as an employee, I could set goals for myself or complete a self-assessment for my performance review.
At any point in the software, clicking a Support tab on the far right-hand side of the page let me access the SAP SuccessFactors Community Search, a FAQ, and an archive of how-to information called the Knowledge Base. I could contact Support to report or follow up on a problem, chat online with a customer service rep, or dial a toll-free, 24/7 help line for non-technical questions.
SAP SuccessFactors now offers a career website builder as part of its SAP SuccessFactors Recruiting solution. Tying this to your HR platform lets you manage employee interactions from A-Z. The tool offers dynamic layouts, templates, real-time site updates, and basically anything you’d find on a consumer website builder. The goal is to make life easier for HR managers who are posting, tracking, and filling positions. When combined with the overall HR platform, this is a nifty integration for HR on every front.
As could be expected from software that pays so much attention to customer service, SAP SuccessFactors costs more than most. Tiered pricing for annual subscriptions starts at $85 per employee for companies with up to 100 employees (equivalent to approximately $8 per employee per month), and drops from there depending upon size of the user base. That puts the minimum cost at least two to three times more than Cezanne HR and premium plans from WebHR.
SAP improved the system’s overall functionality with two new features. Performance & Goals now provides in-depth goals management, performance assessments, and a continuous performance management dashboard that allows for routine check-ins between employees and managers. SAP has also added a mentoring feature that automatically pairs junior and senior employees to provide support for career-minded employees.
SuccessFactors has Android and iPhone apps that mirror the admin, manager, and employee access levels of the web-based tool. The mobile apps, which have similar functionality to apps offered by SAP’s competitors, offer limited number of functions, like recording work goals and activities.
SAP SuccessFactors has been in the HR software business for a long time and it shows. SAP SuccessFactors is a good-looking, well-organized HR tool that offers loads of help for getting started and performing routine functions. All of that comes at a cost that’s substantially higher than you would pay for rival software, making it one of the more expensive available options. The company’s experience is especially evident in SAP SuccessFactors’ Goals and Performance modules, which are extensive but could be overkill for companies that don’t put that much time and efforts into the review process.
The SAP SuccessFactors Performance & Goals solutions supports performance management in a number of ways. With Goals Management, managers and employees create, share, and track goals. When logged into Goals as an admin or manager, you can pick an employee or team, and then create financial, training, or other goals for them. Or you can pick goals from a built-in goal library. With Performance Assessments, managers can accurately and objectively assess employee performance relative to specific goals. Through the solution’s new Continuous Performance Management capabilities, employees and managers can engage in frequent check-ins and routine performance-oriented dialogue and feedback. With Continuous Performance Management, employees can create activities and capture and share achievements as they happen. Managers can provide simple feedback and coaching. Both managers and employees can capture what’s discussed in one-on-one meetings to drive more meaningful ongoing conversations.
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SAP technology helps Stater Bros. recover from pandemic-related challenges – Grocery Dive

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Though many retailers closed their doors during the pandemic, grocery stores flung theirs wide open. As essential businesses, grocery stores were tasked with providing the population with food as the nation battled COVID-19. Unexpected supply chain disruptions left many grocers with bare shelves, frustrated customers and a sudden shortage of critical frontline staff.
Stater Bros. Markets, a grocery chain operating 170 supermarkets with 18,000 employees across seven California counties, quickly recognized the need to pursue digital transformation as a means to avoid future challenges like those faced during the pandemic.
Like other grocery sellers around the United States, Stater Bros. found their existing technology solutions tested as COVID-19 began to spread. Constantly shifting health guidelines from the Centers for Disease Control (CDC), California Department of Public Health and local governments required the retailer to communicate rapidly changing policies across its workforce.
“Everything was moving quickly in the grocery space,” said Gil Salazar, senior vice president of information technology for Stater Bros. Markets. “We’ve got 18,000 team members across the company and our biggest challenge was our ability to connect and communicate with them.”
The legacy system used by Stater Bros. wasn’t built to handle the workforce challenges generated by a global pandemic. The existing technology lacked the proper functionality to track COVID-19 infections among employees and manage related leaves of absence associated with mandatory quarantine periods. It also hindered the company’s efforts to rapidly hire new team members.
“Other industries were crippled by the pandemic, while demand for our products grew significantly,” Salazar said. “We had to go through a pretty rapid hiring and onboarding process, and our current systems didn’t facilitate an easy transition. At the height of the pandemic, we ramped up hiring to about 3,000 additional teammates. That created significant stress on our existing resources to do the majority of that in a manual way.”
Though the company got the job done with its existing systems, the Stater Bros. leadership expedited a search for a new Human Capital Management System (HCMS) that would help them better manage their employee base in the future.
“We established enough confidence in our foundational systems to take a step back and focus on what the pandemic did and how we should respond as a business,” said Salazar. “We unanimously agreed as a leadership team that our number one focus should be replacing our foundational HCMS. It became obvious we needed to do something dramatically different.”
After an exhaustive RFP process that included input from across the Stater Bros. organization, the retailer awarded SAP’s SuccessFactors talent management solution as its new HCMS solution. SuccessFactors was selected for its organized structure, granular capabilities and ability to streamline a transition from existing legacy technology.
“Within the SAP SuccessFactors platform, everything is at our fingertips,” said Salazar. “We have full 360-degree contributions from all angles of our business. The foundational organization chart was appealing to the HR team; retail evaluated how different capabilities would impact the employees out in the stores; the distribution and warehouse leaders explored how they could create advantages for their teams through the platform; public relations focused on the ability to connect and communicate with all teammates in stores and the distribution center. We collectively came together and recognized that SAP’s capabilities led in these areas.”
The digital transformation at Stater Bros. Markets didn’t stop at talent management. Prior to the pandemic, the grocery chain had already initiated a sourcing process for a new enterprise resource planning (ERP) solution. COVID-19 put that search on hold, but the need for a new ERP became clear as the company managed a volatile supply chain.
Stater Bros. has 12 major systems focused on moving products to stores, supply chain replenishment and customer delivery. The existing legacy mainframe and associated solutions perform these functions in batch processes, offering little in terms of useful data or real-time supply chain management capabilities.
“We have to be in a position to make rapid decisions, especially when you think about the challenges the pandemic presented. We were faced with stockout situations where our suppliers weren’t able to deliver in a timely manner. They were actually eliminating SKUs to focus on products they could move quickly. We were challenged in our ability to maneuver, adapt and respond to the changing market,” Salazar said.
While most of these challenges weren’t new, they were definitely exacerbated by the pandemic. Stater Bros. had already planned to change the way it aggregated, batched and processed data. Like other companies using legacy systems, Stater Bros. found its foundational system had become difficult to maintain due to a lack of skilled COBOL programmers who could understand, support and modify it. As with their HCMS solution, they turned to SAP after a similar RFP and evaluation process.
“SAP was a clear winner for us for its ability to solve the majority of our business needs and help us become a more responsive and data-driven company,” Salazar said. “Today we spend 80 percent of our time wrangling the data and 20 percent making business decisions on the data. We’re really trying to reverse that and get to a point where it takes us 20 percent to wrangle the data and 80 percent consuming the data and making critical business decisions. We feel like we’re in a good position to actually do that by leveraging SAP’s capabilities.”
Given the purchase of Whole Foods by Amazon, recent news of technology investments by Kroger and similar grocery industry news in recent years, the leadership at Stater Bros. recognized the need for an ERP that would empower data-driven business decisions. As more grocery retailers strive to recover from the pandemic and pursue organization-wide agility and resiliency, digital transformation efforts will undoubtedly accelerate in the grocery space. 
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SAP : Changing Our Reality for the Better by Moving Toward a Sustainable World – marketscreener.com

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Gone are the days when companies discussed the why of sustainable business practices. Today, it is all about the how.
How can businesses take climate action? How can they turn linear processes into circular resources and product flows? How can they ensure socially responsible value chains? And ultimately, how can they integrate economic, environmental, and social performance into strategic decision-making?
These questions are top of mind for executives. In 2021, sustainability became the top trending topic for the C-suite.
At SAP, we deliver answers to these questions through our products. Our customers can benefit from solutions that help them achieve zero emissions, zero waste, zero inequality, as well as holistic steering and reporting of their sustainability efforts.
Last year, we launched three new solutions: SAP Product Footprint Management, SAP Responsible Design and Production, and SAP Sustainability Control Tower. All are embedded SAP S/4HANA cloud-native applications that are delivered in a modular way and built on top of SAP Business Technology Platform.
What is more, we are embedding sustainability across SAP’s entire solution portfolio. A recent example is the inclusion of product footprints in SAP Integrated Business Planning, so customers can monitor the greenhouse gas emissions from their production plants. Another example is the integration of SAP Sustainability Control Tower with SAP SuccessFactors solutions, enabling customers to obtain insights into how their organization is faring on crucial aspects such as diversity and inclusion.
For the last 50 years, our innovative solutions have helped our customers transform their business processes and stay ahead in rapidly changing business environments. And we will continue to take and enable organizations of any size and in any industry to take a transformative approach to sustainability as well.
Quick fixes that do not get to the root cause of problems won’t make businesses more sustainable in the long run. Fragmented sustainability strategies won’t help. Sustainable business strategies will. That is why we support companies in integrating sustainability into the heart of their business processes.
Our approach pays off. Today, the most sustainable companies run our software. According to our analysis of S&P Trucost Limited data and S&P Global ESG Scores for 2021, SAP customers with high digital maturity – those adopting SAP’s latest technologies – on average have 75% better environmental, social, and governance (ESG) scores compared to their industry peers. They also produce 24% less CO2 emissions than the market average.
To further facilitate the sustainability transformation for our customers, we recently launched a new offering. SAP Cloud for Sustainable Enterprises is a flexible bundle of sustainability-specific applications. It allows businesses to adopt our solutions based on the current stage of their sustainability transformation. Depending on where they stand, they can implement holistic management or start with specific areas of sustainability performance.
The past year has been all about delivering the tools that help businesses transition into sustainable enterprises. So, what’s next? 2022 will be the year to implement these tools globally in close collaboration with our customers and partners.
Ultimately, the transition to a more sustainable global economy is not something one company can achieve on its own. In today’s interconnected world, we must rely on our ecosystem to ensure sustainability across the entire value chain. Let’s make 2022 the year we transition toward a more sustainable world, together.
Thomas Saueressig is a member of the Executive Board of SAP SE leading SAP Product Engineering.
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SAP SE published this content on 14 January 2022 and is solely responsible for the information contained therein. Distributed by Public, unedited and unaltered, on 14 January 2022 08:11:06 UTC.

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Google's SAP on GCP investments may pay off – TechTarget

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Tomasz Zajda – Fotolia
Google doesn’t want its cloud platform to be considered the third-best public cloud hyperscaler for SAP S/4HANA workloads.
The multinational tech company in Mountain View, Calif., is making a clear push to market its Google Cloud Platform (GCP), a suite of cloud computing services, as the preferred destination for SAP systems. One of Google’s most significant moves is its considerable investment in data centers that are dedicated to running SAP ERP systems and other SAP applications on GCP, said Snehanshu Shah, managing director of SAP partnerships at Google.
The data centers are located in Frankfurt, Germany, not far from SAP headquarters in Walldorf, and provide three specific functions for SAP on GCP, according to Shah. They are as follows:
“These data centers are all built by Google, they’re all exactly the same, the entire stack is completely vertically integrated,” Shah said. “There’s an enormous amount of security that goes into this and we want to protect customer data, so everything is encrypted in flight. The SAP workloads are in our data centers because we built our own virtual machines to control all of this infrastructure.”
SAP customers want two basic but essential characteristics in their public cloud environment, Shah explained: They need to make sure that their mission-critical systems don’t go down, and they need their systems to be highly scalable.
One thing that has changed dramatically in the past year due to the COVID-19 pandemic is the willingness of companies to put mission-critical systems in the public cloud, Shah said.
“For SAP customers, there’s a massive move to public cloud between all the hyperscalers, so you’re no longer the first, you’re the thousandth,” he said.
He believes interest is skyrocketing for a few reasons including resiliency and security.
“Cost and business continuity is one thing that we’re seeing with COVID, the other is security,” he said. “The amount of security resources that any public cloud has dwarfs anything that even a large Fortune 100 company can have, and that’s critical for a lot of SAP customers because at the end of the day its financial data and you do not want anybody tapping into that.”
Rodan + Fields, a skin care company in San Francisco, is one SAP customer that has taken advantage of GCP’s single instance public cloud capabilities.
Rodan + Fields sells its products directly to consumers via its website and through a network of 300,000 consultants. The company has an SAP-based environment that includes SAP ECC and SAP Hybris, according to Steve Dee, Global CIO and CTO at Rodan + Fields. The company initially hosted its SAP systems on a private cloud network but decided to move to GCP two years ago when the private cloud couldn’t handle increasing business demands.
The business has huge spikes at certain times of the year, such as at the end of each month when consultants tend to increase their sales activities, and Dee said they needed to have a public cloud environment that provided stability, security and scalability.
“We rarely go on sale, and when we do, it generates a huge amount of demand,” Dee said. “For example, on Memorial Day we did 10 to 15 times the amount that we’d do on a normal day. So, the ability for us to scale in those spikes is one of the top reasons for being on Google Cloud.”
Rodan + Fields is running its e-commerce sites on SAP Hybris and is using SAP ECC for its back-end business systems but is planning an S/4HANA migration in 2021, Dee said. It will also make the ERP migration easier, as it takes away the need to think about all the infrastructure and application management issues, he said.
“That’s one benefit of the cloud; it takes managing infrastructure from the buy, build out, wire, all your heating, cooling needs — you don’t have to worry about managing a data center, you just have to worry about the functionality,” he said. “As we think about next-generation technologies like S/4HANA, the faster you can get there the better, and it gives you options around machine learning and more automation.”
SAP on GCP may get a leg up on the other cloud hyperscalers because several ex-SAP executives work at Google, said Jon Reed, analyst and co-founder of Diginomica Ltd., an enterprise computing news and analysis site. That roster includes Shah, who spent 11 years at SAP, as well as Rob Enslin, president of Google Cloud sales, who was formerly the president of SAP cloud business group.
“Google Cloud is something of a dark horse [as a public cloud hyperscaler] because of all the SAP cross-pollination within Google Cloud,” Reed said. “There are pros and cons to each different cloud environment, and that’s part of what customers will look at going forward, so Google having so many SAP engineers under the hood, in theory, would provide them with some valuable capabilities.”
Google’s ex-SAP contingent can be a critical difference as SAP wants its customers to see the public cloud as a place to get the most out of S/4HANA’s modern ERP capabilities, he said.
“One thing that SAP has been hammering away about lately is this idea that the hyperscalers can provide the same level of experience and access to innovation, rather than just throwing up your ERP system into the cloud and just letting it sit there,” Reed said.
In the year ahead, industry experts expect the ERP market to be less monolithic and more industry-specific.
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