Visibility like never before

KALTech Group recently had successful SuccessFactors implementations. While it was an exciting phase delivering these solutions, it was equally rewarding to see our customers fascinated by the easy to use functionalities that the product offers.
The purpose of this blog is to highlight the ‘Platform’ solution, which is a core set of functionality that is common across the entire software suite. Whether you deploy the entire HCM Suite or just one module, Platform forms a part of any implementation at no additional cost. I chose this area of our implementation to highlight due to the level of appreciation it received for its simplicity.

Landing Page

The Home Page is the default landing page when you enter the system. It provides access to all the activities and processes in the system and gives you a bird’s eye overview of the status of your activities. Information on the Home Page is organized in Tiles, which can be moved around the page and configured based on company preferences.
Two tiles that our clients endorsed were the Welcome Tile and the To-Do Tile. The Welcome Tile can be updated regularly to provide general process-related information and the To-Do Tile centralises all tasks to be completed. Tasks requiring actions are active links that seamlessly directs the user to the requested action or form to complete the task.
Example of the landing page

Org Chart

The SuccessFactors Org Chart shows a visual image of how the organisation is officially connected. The Org Chart may be used to view up, down and laterally throughout the organisational structure.
It was rewarding to see the excitement of our customers when they first saw their organisational structure in such a user friendly and simplistic way.
Sample of Org Chart Display

Public Profile

Public Profile can be likened to a business card with basic contact information. It displays the employee’s name, photo, title, department and contact information, which everyone in the company can see.
Public profile also displays badges after they have been awarded. It is widely used by our clients to publicly recognise each other’s good work and effort.
The diagram below illustrates a use of Badges
Public Profile snapshot

Employee Profile

Centralised employee profile provides a comprehensive view of employee skill sets, expertise, experience, and career interests. These profiles may combine information from any number of SuccessFactors BizX applications. Through an intuitive profile-driven interface, employees can update their own information. Colleagues or managers can view information such as previous work experience, educational background, certificates, licenses, language skills and much more to ensure they have a comprehensive view of the organisation’s skill sets.
This is an area we encouraged our clients to leverage in order to record as much information as possible through custom portlets.
Employee Profile

People Search

Another feature that I would like to highlight is People Search. It uses predictive text that allows partial text, user ID, or tag entries and displays picture thumbnails to assist with locating an individual. People Search is accessible from anywhere within the system.
SuccessFactors predictive text search
Any module that we implement is built on this strong foundation of core functions. If understanding your organisation’s structure, capabilities and interests has been a challenge for you, then try this intuitive profile-driven interface. We at KALTech Group, have the experience and skills to help you in this endeavour – experience the KALTech difference.
SAP/SuccessFactors Consultant

This entry was posted on September 22nd, 2015.

Are you support ready?

As is the case with any implementation project, the success of a project is normally measured in terms of how smooth the cutover & go-live was. One of KALTech Group’s clients, a utilities major recently went live with a highly integrated multi-module Business transformation project. After another KALTech successful go-live, the project is currently in support phase. This has given me the opportunity to take a deep breath and reflect on this huge achievement. Being a part of another large project, HR/Payroll project has strengthened my belief that the real success of a project lies in process acceptance & system stabilisation post go-live.
Through my experience, I wanted to highlight a few factors that I consider important for a smooth transition from project to support from an HR/Payroll perspective
Training, training and more training – A huge proportion of the issues encountered during the first few months of post go-live were user queries. Getting users accustomed to the new system via proper training (online, classroom, on-the job) helps to nip these issues in the bud. The training approach needs to be embedded within the entire change management process and needs to be planned in advance. The deployment of training or refresher courses should be closer to go-live so that users remember what they have learnt.
In some of my earlier projects, UAT was combined with super-user training. Though the approach has its pros and cons, it works well if planned and managed properly.
Review support structure – Although support can get quite complex, it is usually not as demanding as an implementation. This however doesn’t justify underplaying the importance of having the right skill sets for the support phase. Though HR processes are largely the same across industries and countries, support personnel should have specific knowledge on country specific payroll features to be able to understand and resolve system issues. Right skill sets accompanied by a proper handover are essential for a robust support framework.
If considering the onshore-offsite support structure, an important factor would be the timing of this engagement. For some organisations, an offshore support model may work from the first month onwards, however for others, the stabilisation period is a bit longer and support personnel may have to be onsite for a longer period.
Identify critical processes – Certain processes like finance month-end, payroll year-end etc. may require additional support and planning. Though these processes may have been tested thoroughly, it is only in the live environment that these processes are executed with actual data. It is important to identify and plan ahead for such critical processes.
Clearly defined roles & responsibilities – In more than one project, I have seen queries open for weeks because nobody knew who should answer/resolve them. A support hierarchy with well-defined tasks and responsibilities not only helps the end user reach out to the right person, but also reduces the blame-game in the support team. This hierarchy becomes quite essential for the first few months post go-live when the user queries are at a peak.
The hierarchy should also establish an escalation mechanism for control and support.
Empower super users – Most projects have a nominated list of Super users. These users however are rarely empowered to manage queries and/or take process decisions. This brings me back to the point on how important it is to train the right people. Super users are the best candidates to help manage process acceptance, since they are a part of business and are known to the end users.
Set up communication channels – The first few months, post go-live sees a lot of changes flowing through. These may be process changes and/or system changes. Making impacted users aware of the changes, helps develop confidence in the user community. Hence it is important to plan and manage relevant modes of communication, frequency and the target audience.
Proper planning and management for the points mentioned above can help reduce the stabilisation period and enable Business focus on process and design improvements.
Talk to KALTech on how we can assist you with your overall project requirements. We have extensive experience around all facets of project requirements from Functional to Technical to Audit as well as Management – experience the KALTech difference!
SAP/SuccessFactors Consultant

This entry was posted on September 7th, 2015.