Data Migration is like integration in many ways. They both move data from one system to another. They are both complicated activities that are totally dependent on the system configuration. Decisions about project scope, budget, timing and resources are often made without fully understanding the impact to data migration and integration. As a result any large, global Employee Central project will likely experience multiple challenges with data migration. Here are some mitigation approaches for the more common data migration challenges.
A request we often get from clients is whether SAP SuccessFactors can be a hub for employees to access other Human Resources Systems. The good news is that this capability is now supported. For many clients, SAP SuccessFactors will be one of the most widely used application suites, and having the capability to use it as a hub for linking to other applications will improve the adoption and benefits that you can derive from SAP SuccessFactors product suite.
For the past few years, the integration capabilities of SAP SuccessFactors have expanded significantly. With the introduction of Intelligent Services, there is now support for real-time integrations and a platform to improve cross-module integrations and updates.
In my first blog on how to extend SuccessFactors core capabilities by using Boomi, we looked at the automatic creation of Development Goals in the Career and Development Planning (CDP) module. Here, we will look at compensation data.
In my previous posts on extending SuccessFactors core capabilities by using Boomi, I talked about the automatic creation of Development Goals in the Career Development Planning (CDP) module and how to automatically create a mini-compensation statement using the Meta Data Framework (MDF) panel. In the third part of this series I’ll discuss how you can extend Employee Central (EC) tax capabilities by linking EC with the Onboarding module to generate a tax feed for payroll.
As the modules and features in the SAP SuccessFactors HCM suite have increased, so have the volume and types of data that are stored in the system. A full suite implementation likely results in the SAP SuccessFactors suite being the system of record for multiple types of data such as HR, benefits, learning, compliance, recruiting, etc. As such there is an increased need to update and access data from the system. In this blog, I’ll look at the various data access tools that can be used to import and export data from the system.
Clients frequently ask us how they can extend the feature capabilities of their SuccessFactors system in the event a critical requirement is not supported. For most clients, once they see the significant capabilities of SuccessFactors this is no longer an issue. For others, it can be a valid concern.
In my three-part series on how to use Boomi to extend SAP SuccessFactors capabilities, I reviewed some examples pertaining specifically to Boomi and SuccessFactors. In this post I will take a more general approach, and discuss why it’s important to consider a cloud-based integration platform as part of your overall system architecture when implementing a Software as a Service (SaaS) solution such as SAP SuccessFactors.
