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What is SAP HRIS?
Human resources information systems (HRIS) are becoming increasingly important as expectations from managers, employees, and others are evolving around what HR data they can access and how quickly they can access it. SAP HRIS tools include the traditional on-premise SAP ERP HCM module, but SAP has shifted much of its development focus to SAP SuccessFactors.
What is SAP HRIS?
Human resources information systems (HRIS) are becoming increasingly important as expectations from managers, employees, and others are evolving around what HR data they can access and how quickly they can access it. SAP HRIS tools include the traditional on-premise SAP ERP HCM module, but SAP has shifted much of its development focus to SAP SuccessFactors.
The core HRIS modules, such as SAP SuccessFactors Employee Central, act as systems of record for employee data that can then be integrated into other areas of the business such as finance and sales. With the advent of cloud software, HRIS have grown in self-service capabilities, providing greater functionality for managers and employees around key HR functions such as recruiting, onboarding, performance management, time and attendance, and more.
There are many SAP partners that provide SAP HRIS implementation and consulting services, such as Deloitte, for example. Other vendors provide HRIS software that integrates with SAP HRIS and goes beyond its capabilities, including Workforce Software for workforce management and DocuSign for eSignatures on important HR documents.
Key Considerations for SAPinsiders
- Don’t compromise on process standardization at the expense of actionable data. This was a key learning for Mitsubishi Heavy Industries as it implemented SAP SuccessFactors across 134 companies, and it will enable your company to realize the benefits of talent management modules, no matter the location or division.
- Automate where you can with HRIS tools for serious results. How manual are your HR processes? In talent acquisition, for example, how many emails do your recruiters send? Automating tasks such as interview scheduling can save significant time and give your recruiters more opportunities to connect with clients rather than spending upwards of 60% of their time making schedules work. This is just one example of how automation through HRIS can help HR practitioners in your organization and create more efficient HR processes.
- Explore solutions that enable self-service in key HR functions. Managing performance and tracking time and attendance are crucial HR processes at many organizations. The better performing companies in our recent HR technology research are more likely to currently use or implement performance management, as well as time and attendance solutions. Typically, these technologies offer self-service for functions such as self-reviews, time logging, paid time-off, and more. Find where self-service fits at your organization, and what tools may help provide HR self-service.
34 results
Neptune Software: Creation of an HR portal in SAPUI5 by the French Ministry of the Armed Forces with Neptune DXPFeb 24, 2023 — 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. […]
1 minute read
SAP HXM Product Strategy Roadmap SessionJul 22, 2022 — Time for a new HRIS or payroll solution? This session will provide attendees with an understanding of SAP’s HR Strategy, and a look at SAP SuccessFactors’ Product roadmap. The session will also cover some of the benefits of undertaking digital transformation with SAP SuccessFactors.
1 minute read
Masterclass: Developing Next Generation Leaders to Achieve Competitive Advantage in a New Future of WorkJul 22, 2022 — As the future of work continues to evolve, the need to identify and develop leaders in your organisation — not just at the top, but for critical roles at all levels — is more important than ever before. HR leaders must take a strategic approach to developing this next generation of leaders by reshaping leadership, talent development, and succession planning programs that must change – because the world has changed – and it will continue to change at an increasingly rapid pace in the future.
1 minute read
Implement and Manage Competency Frameworks in SAP SuccessFactorsDec 21, 2021 — Managing 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.
5 minute read
Human Resources Technology State of the Market Benchmark ReportDec 1, 2021 — In This Report: 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
Human Resources Technology State of the Market Benchmark WebinarNov 30, 2021 — In 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
Boost Productivity Gains Through Better Employee ExperienceOct 28, 2021 — What 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
Remote Work Amplifies the Need for Good Employee ExperienceJul 30, 2021 — In 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