August 26, 2020

Preparing for the 2021 Compensation Cyclewith SAP SuccessFactors

MBI – GP Strategies Company Confidential

Agenda

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• Introductions

• New to SuccessFactors Compensation

• Already using SuccessFactors Compensation

• Compensation Health Check

• Lessons Learned

• Questions / Discussion

Introductions

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Vivian ReyneckeBusiness Development SpecialistGP Strategies®

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New to SuccessFactors Compensation

FUNCTIONALITY AVAILABLE TO YOU WITHIN

SUCCESSFACTORS

THE EXISTING CONFIGURATION

OF OTHER MODULES WITHIN SUCCESSFACTORS

(E.G. EMPLOYEE CENTRAL)

UNDERSTANDING…THE GAPS

BETWEEN YOUR PROCESSES AND

SUCCESSFACTORS FUNCTIONALITY

SYSTEM LIMITATION01 02 03 04

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New to SuccessFactors Compensation

FUNCTIONALITY AVAILABLE TO YOU WITHIN

SUCCESSFACTORS01

Ask you implementation partner to do a deeper dive into items like:• Workflow• Budgets• Guidelines• Notifications• Statements• Promotions

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New to SuccessFactors Compensation

Will you be integrating your Compensation Process with Employee Central?• Is all the information needed for the Compensation Process

already configured? If not, what is missing and who will be performing the configuration?

• Does the salary structure already exist?• Will Promotions be included in the Compensation cycle?• Will the compensation data be static of will you need to run

updates to move people and budgets as people move within the company?

Will you be using the Performance Rating from SuccessFactors Performance Forms?• If not, (and if needed) where will ratings come from?

THE EXISTING CONFIGURATION

OF OTHER MODULES WITHIN SUCCESSFACTORS (E.G. EMPLOYEE

CENTRAL)

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Gaps will be identified during the requirements session, so it is very important that you include the correct people in your sessions:• Someone that understands your existing processes –

what components will be included, formulas, budgets, guidelines, etc.

• If using Employee Central, be sure to include (at a minimum) the HRIS Representative responsible for configuring Employee Central

• Include people that understand what is needed for payroll processing – payment of Bonuses, LTI and Merit changes

• Change Agents – whether you are moving from spreadsheets or from another system, this is a big change so keep future users informed every step of the way

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New to SuccessFactors Compensation

THE GAPS BETWEEN YOUR PROCESSES AND SUCCESSFACTORS FUNCTIONALITY

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SYSTEM LIMITATION 04

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New to SuccessFactors Compensation

For example, if proration is not working the same way in SuccessFactors than what you are used to in your existing system:• Do you adapt your existing process to align with the

way it works in SuccessFactors

OR

• Do you create custom columns in SuccessFactors to ensure that you are able to keep the calculation you use today (where possible)?

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Already using SuccessFactors Compensation

HAS THERE BEEN ANY CHANGES TO YOUR PROCESS SINCE THE LAST COMPENSATION CYCLE?

IS THERE NEW FUNCTIONALITY THAT YOU CAN UTILIZE THAT COULD ELIMINATION SOME OF THE CUSTOM COLUMNS THAT YOU ARE CURRENTLY USING?

IS THERE NEW FUNCTIONALITY THAT CAN STREAMLINE YOUR CURRENT PROCESSES?

ARE YOU CONSIDERING IMPLEMENTING ADDITIONAL FUNCTIONALITY?

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• EXISTING TEMPLATES – CUSTOM FIELDS AND CALCULATIONS• WORKFLOWS• BUDGETS• GUIDELINES• DATA SECURITY (LOOKUP TABLES)

COMPENSATION HEALTH CHECK

GP Strategies can perform a Health Check to assist you in how to proceed and how to answer some of your question

We will review, communicate findings and make recommendations on the following:

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Compensation Health Check

Note: To find out more please contact me and I will connect you with the correct person at GP Strategies

Analysis Deep Dive Evaluation Follow-up

• High level analysis• Assign consultant to

customer

• Conduct interviews and/or workshops

• Review existing processes

• Create feedback report

• Document proposed next steps

• Communicate findings to customer

• Implement approved changes

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LESSONS ALLOW ENOUGH TIME TO IMPLEMENT OR MAKE CHANGES

DON’T FORGET ABOUT COMPENSATION STATEMENTS

COMMUNICATE CHANGES EARLY AND OFTEN

DON’T BE AFRAID TO ASK QUESTIONS –THERE ARE NO STUPID QUESTIONS!

TEST - TEST - TEST!

LEARNED

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Vivian ReyneckeBusiness Development SpecialistGP Strategies Corporationvreynecke@gpstrategies.com