5 minute read
With 4 HRIS on SAP for the Land Army, the Air Force, the Navy and the Army Health Service and 1 satellite HRIS called NCI (Noyau Commun Interministériel, Common Interministerial Core), the SMSIF-RH was tasked to modernize the existing HR portal for the Land Army, and also create 2 new portals for the other armies….
Membership Required
You must be a member to access this content.
Explore related questions
Already a member? Log in here
More Resources
See All Related Content
Implement and Manage Competency Frameworks in SAP SuccessFactorsManaging talent in today’s volatile climate is both challenging and necessary. Companies need to remain engaged with their top performers while laying the groundwork for succession plans in key roles. To be successful, SAP SuccessFactors Platform provides two different systems to implement and manage Competency Framework. Understanding the differences between both can help with making the right choice.
Competencies are assigned to a Job Role to define what it requires from its incumbent, in terms of his/her abilities to perform the job, writes Faisal Iqbal, SAP Consultant, MSITEK LLC. “It helps companies in different processes, such as Career Development Planning and Succession Management. Anyone who is interested in, or a successor to, another role is first assessed for his/her readiness. “
Read this article and learn:
• How the Competency Framework, which is at the core of Talent Management processes, can be implemented and managed in the system.
• What the differences are between SAP SuccessFactors Platform’s two systems, JDM 1.0 (Job Description Manager) and JDM 2.0 (Job Profile Builder), and how they help companies manage Job Roles and Competencies.
• How to implement and manage your competency framework easily using either JDM 1.0 and JDM 2.0.
• When the Center of Capabilities is enabled and how this framework provides a repository of capabilities, including competencies, work values, etc., defined by an organization.
Remote Work Amplifies the Need for Good Employee ExperienceIn a remote environment, employee experiences can differ dramatically as people work on the same projects as their peers but in different locations and under varying circumstances. SAPinsider’s State of Human Experience in the Workplace Benchmark Report, published in June 2021, found that increasing remote work and workplace disruption was a driving force for employee experience strategy for 54% of respondents.
Companies want to achieve recognizable return on their people investment, and investment in experience is often about enabling more productive workers. However, comprehensive employee experience management solutions are still new to the market. SAP only rebranded its human capital management (HCM) solution set to support the concept of human experience management (HXM) two years ago and is only at the beginning of providing a full-fledged experience toolkit.
Many of the requirements around employee experience are measurable through net promoter score such as turnover rates, absenteeism, employee performance, and employer brand. Identifying the connection between happier employees and better metrics will be key to unlocking the biggest roadblocks to investing in employee experience.
Read this article and learn:
- What the challenges are to improving employee experience with the shift to remote work.
- How companies are investing in employee experience in response to this shift.
- The importance of measuring employee experience to improve productivity and satisfaction.
5 minute read
Boost Productivity Gains Through Better Employee ExperienceWhat motivates companies to invest in improved employee experience? In SAPinsider recent research on The State of Human Experience in the Workplace, the most significant driver was the rise of remote workforces due to the COVID-19 pandemic.
HR leads employee experience strategy because it is HR that measures the effectiveness of employee experience changes. In essence, while other departments should take an active role in checking the pulse and sentiment of employees and learning about their experiences, they are willing to leave this responsibility to HR instead.
HR leaders will need to make it clear that experience touches every department. When HR leaders get backing from other groups for experience transformation, they help overcome the budget and prioritization roadblocks that can hamper a company’s ability to improve employee experiences through processes and technology.
Read this article and learn:
- What are the main drivers of enterprise investment in employee experience.
- How enterprises can improve return on their employee experience investment
- The importance of HR taking the lead with employee experience strategies.
4 minute read
Human Resources Technology State of the Market Benchmark WebinarIn This Webinar: For many organizations, HR is the last department to receive technology investment. Still, the trend to more remote work and changing employee expectations are putting the spotlight on HR. Cloud offerings have become the dominant force in HR technology. There are more and more options for outsourcing the management of everything in […]
1 minute read