MASTERING SAPHR & PAYROLL

2 0 2 2

HTTPS://MASTERINGSAPCONFERENCE.COM/MSAP/AUS/

COMMUNITY SNAPSHOT

SAPInsider ’s Mastering SAP series is built on a foundation of significant

research undertaken with customers , partners , independent thought

leaders and SAP employees both home and abroad . Each year we

engage with key individuals around the world to understand their

existing challenges , their pain points and the opportunities that they

see to get the most out of their SAP suite of tools in their line of

business . In addition to numerous one-on-one interviews , this year we

connected with a myriad of cross-industry SAP customers through a

series of virtual round table discussion groups . The following report

represents the community snapshot and findings across the HR and

Payroll research body of work .

1

OVERVIEW

Solution Architect – HR

Manager - HCM Applications

Senior Director HR Technology

HR Manager Process and Systems

Payroll Systems Manager

Director IT Products – HR & Payroll

The discussion groups brought together HR and Payroll professionals ,

and IT teams who leverage SAP ’s technology stack of tools from a wide

variety of industry sectors including mining , financial services ,

education , public sector , healthcare , energy , industrial machinery , food

& beverage , transport , defence .

Some of the job titles of participants include :

PARTICIPANT PROFILE

2

INTRODUCTION

3

The COVID-19 pandemic has accelerated the notion of organisation ’s

“being digital”. By coincidence the pandemic has acted as a gauge for

organisations to understand how digitally mature they really are and

highlighted the fact that “being digital” is not just about technology ,

but the human interactions with technology .

HR and Payroll is no longer viewed as a purely administrative function

tasked with only managing employee information and ensuring people

are paid on time . Smart organisations see the strategic value and

influence that can come from HR and Payroll leaders in today ’s post-

COVID world . Finding , engaging , winning and retaining talent is crucial

to keeping a business strong in a fiercely competitive recruitment

market . Hybrid and remote working are here to stay . The way

organisation ’s engage and collaborate with their workforce won ’t look

the same as it did pre-COVID .

Companies want diversity of gender , race , thought , capability and age

and to foster inclusivity and belonging , to draw out the best in their

people . Employees now have higher expectations and want access to

digital experiences that recognises them as humans - their unique

values , skills and motivations . With all of this in mind , how do

organisation ’s leverage their SAP platforms to deliver on these

expectations?

The following seven topics were identified during our research with

the community for Mastering SAP HR & Payroll 2022 :

1 . Employee Experience Management (HXM)

2 . The Employee Lifecycle

3 . Learning , Development & Talent Management

4 . Performance Management

5 . HR Analytics - Data , Reporting & Dashboarding

6 . Core Payroll & Single Touch Payroll

7 . The SAP Road Map

How does your organisation define Employee Experience?

How do you understand UX needs by generation , industry , and

business process?

How do you get non-office-based workforce onto your SF systems?

What is the cost of an SAP SuccessFactors Opportunity Marketplace

subscription?

What are the benefits of SAP ’s Work Zone collaboration tool versus

Microsoft Teams?

Experience is the new employment currency when it comes to

workplace productivity and retention . The employee ’s journey and

experience has become even more architected and guarded by

company leadership and HR practitioners , as they navigate the needs

of a post-COVID workforce .

SAP SuccessFactors are making a big play in this space and have

brought several new and exciting solutions to market to play alongside

their initial Qualtrics acquisition (2018). The Capability Portfolio

(CapPort), SAP SuccessFactors Opportunity Marketplace (OMP) and

SAP Work Zone are all hot news and bolster SAP ’s HXM offering . The

Mastering SAP community expressed interest in learning more about

these tools and understanding how they can elevate their employee ’s

experience to solve the challenges they are facing . Qualtrics , which

engages with employees via surveys that analyse sentiment is

understood by the community as more customers have taken this up .

The big picture for "Employee Experience" sits around how employees

manage their careers and employers wanting to be more tuned into

their employees needs and aspirations . But drilling down into what it

means for the Mastering SAP community and the conversation

becomes more granular - leaning towards interest in how users

interact with their SAP SuccessFactors instances , rather than changing

ways of working .

Questions we heard raised :

4

1. EMPLOYEE EXPERIENCE MANAGEMENT(HXM)

How do you measure UX ’s role in talent and retention?

What are the user implications for the migration to the new

SuccessFactors home page?

Who should own the data collected from Qualtrics surveys?

Department lead or the HR function?

Can you create role-based dashboards for managers and leaders to

have a view on employee experiences?

How do you create a business case for Qualtrics for customers using

free survey tools?

Can survey results be embedded into SAP Analytics Cloud for

company-wide performance analytics?

5

6

2. THE EMPLOYEE LIFECYCLE - RECRUITING,ONBOARDING, CROSS BOARDING & OFF-BOARDING

The recruitment landscape is the most fragmented and challenging it

has been for some time . A War on Talent , the Great Attrition or Great

Resignation are all terms being discussed by HR practitioners and

thought leaders around the world , as organisations get to grips with

the new wants and needs of a post-pandemic workforce .

Robust recruitment practices have always been viewed as a

competitive advantage , but in some cases the rules of engagement

have changed . The supply and demand scale has tipped and so

organisations need to leverage technology and processes to streamline

their recruitment and onboarding , more than ever . Those at the

forefront in the community are already trialling and implementing AI

technology such as “Hiring-BOTS”.

There is a view that SAP SuccessFactors Recruitment has been slow to

implement new functionality in the last few years . Many customers are

moving to using external recruitment tooling , while keeping SAP

SuccessFactors Recruitment to give them deeper integration into

Employee Central and onboarding . SuccessFactors offers an online

portal for recruitment that sync ’s to LinkedIn and other job portals , but

the customers we spoke with felt it didn ’t yet elicit the right

engagement from candidates .

The recruitment and onboarding processes can be inconsistent across

departments , due to the hiring process typically being run by a

department line manager . We heard that the community felt that SAP

Onboarding is one of the more challenging offerings in the

SuccessFactors suite . HR leaders noted it required a lot of effort and

persistence to get their business managers to embrace SAP

Onboarding , but once they get there – the benefits are worth it . A

welcome improvement due soon from SAP for onboarding is the

integration of Tax and Superannuation forms from onboarding into

Employee Central .

How can BOTS , AI and RPA assist with onboarding and low value

tasks such as resume screening?

If you ’re an SAP Onboarding 1 .0 customer , when should you move

to SAP Onboarding 2 .0?

What will onboarding look like with more people working from

home?

What are SAP ’s latest offerings to help with the post-COVID

recruitment and onboarding landscape?

What new recruitment approaches should organisations take in

today ’s market?

Do SAP offer a tool to help reach talent moving around in the job

market?

What are the most valuable features/functions in an Onboarding

system?

What do I need to get right to optimise the SAP Center of

Capabilities for cross-boarding?

How do you leverage SAP SuccessFactors Recruitment tool in a way

that marries the true requirements of the role to suitable

candidates?

How do you create an engaging recruitment process that attracts

candidates and retains a candidate ’s interest throughout the hiring

process?

How do you integrate your onboarding process with various parts of

the business to ensure their time to productivity is reduced?

What are the best practices for leveraging SAP SuccessFactors

recruitment portal for online job posting?

Can you integrate the onboarding process to collect all employee

information for onboarding and payroll across multiple tools?

How can SuccessFactors assist with recruitment and onboarding

compliance requirements?

SAP ’s Centre of Capabilities move into SAP SuccessFactors is an

exciting opportunity for cross-boarding , offering employees the

chance to consider what their next internal career move might be . This

is also of interest for organisations that work on a project-based

structure , as adverts can be placed for roles across the organisation

and gives employees a reason to manage and track their own

capabilities .

Customers asked the following questions relating to Recruitment and

Onboarding :

7

8

3. LEARNING, DEVELOPMENT & TALENTMANAGEMENT

In the last twelve months , there has been a huge amount of

momentum in the learning space .

The community is embracing technology to identify groups of

employees in their business that need training and are using AI tools

to suggest how the training can be fulfilled . SAP products in this space

include Litmos and SuccessFactors Learning , some customers are

trying to understand the pros and cons of each for their specific

business scenario . Organisations are finding smarter ways of matching

skills gaps to tools that will help close the skill gap . There is also a

trend in LinkedIn learning tools being adopted by organisations .

The big news in this space from SAP was the acquisition of

SwoopTalent by SAP SuccessFactors in August 2021 , now brought into

the SAP SuccessFactors portfolio under the name SAP SuccessFactors

Opportunity Marketplace (OMP) offering a consolidated view of career

paths , skills , competencies , and availability . It is essentially an AI

driven automatic data management platform , that interrogates ,

interprets and automatically connects disparate talent datasets inside

and outside the enterprise . It manages structured , semi-structured and

unstructured data from all sources . Put differently , SAP OMP provides

individuals the chance to find and pursue internal opportunities that

align with their personal values , passions and interests as well as the

strategic needs of the business .

The relationship between OMP and Capability Portfolio (CapPort) is

worth mentioning . OMP is perhaps going to be as useful to customers

as it doesn ’t come with an additional subscription , but to best utilise

it , SAP customers will need to build out CapPort for their business ,

first .

9

4. PERFORMANCE MANAGEMENT

How do you use SAP SuccessFactors Performance & Goals tool in a

way that delivers value to the bottom line when the people factors

are often hard to measure?

What are the best practices to creating performance measurements

that are aligned to corporate strategy?

How do you provide constant feedback to employees that delivers a

positive coaching experience compared to a micro-management

experience?

What are some gamification methods for competition of

performance – particularly for sales staff?

What role can Qualtrics play in measuring job satisfaction?

How to you manage poor performance and monitor its progression?

What are ways to get senior buy-in for performance management

tools and being able to treat it as an ongoing function , not a once-

a-year review?

How vital is a performance management framework? What are the

costs of not developing one?

How are others managing their Employee Documents in SAP?

What are customer ’s experience with SAP Time Tracker?

Measuring the performance of your workforce , particularly when

outcomes are vague and hard to identify is a challenge for the SAP

customers we spoke with . Remuneration and employee recognition

are all motivators , but how do you use SAP to assess the status of

employee satisfaction , and present it accurately to leadership? Some

of the questions customers would like answers to are :

10

5. HR ANALYTICS - DATA, REPORTING &DASHBOARDING

How do you define your HR reporting strategy?

How mature is SAP ’s People Analytics solution?

How does SAP ’s People Analytics solutions compare to third

party/self-service tools available in the market?

Can you create unified data modelling across on-premise and cloud

solutions for better reporting?

To attract the best staff and remain relevant , post-pandemic

organisations have a greater responsibility to take a more altruistic

view of their workforce . That the pervasive thinking of our time

pertaining to the workforce goes beyond measuring performance , staff

turnover , workforce availability and time in attendance . We must

understand sentiment and pay attention to likelihood of retention ,

mental health and wellbeing , diversity and inclusion , employee

engagement , and job satisfaction . HR Analytics needs to reflect this . It

must work harder to be real-time , pull from broader sources , and

quickly paint a rich view of the workforce that can drive business

insights and decision making .

SAP SuccessFactors (SAPSF) offers SAP Analytics Cloud (SAC) as part of

its SAP People Analytics solution through one license . This means

customers can leverage some SAC functionality within People

Analytics specifically on their SAPSF data . SAP has been focused on

more user-friendly output and dashboards in the form of SAP

SuccessFactors Stories in People Analytics (SiPA). This is available to all

customers , supplementary to existing SAP SuccessFactors reporting

functionality . This is a more sophisticated dashboard style of reporting

for learning and leave released in mid-2021 and is an area the

community the community would like to know learn more .

While some are embracing SAC , some customers shared that they see

better returns from using Power BI and third-party tools such as

SpinifexIT to combine their data from several sources .

We heard the following from customers :

11

Is there a native integration from SAP SuccessFactors into the

People Analytics Solution? And if not , then what development is

required?

How does SAP People Analytics configure into the Core SAP HCM

solution for customers not currently using SAP SuccessFactors?

How does People Analytics ’ Workforce planning differ from the

current Workforce Planning Solution?

How do you work with your tech team to create a self-service

culture for HR reporting?

How do you get your people data to work for you via analytics and

dashboarding?

Can you create "trigger" events to alert people who need to action

certain data cases , and then link them to dashboards to do the

analysis and action?

How do you protect your people data , by restricting who can access

it row level access?

6. CORE PAYROLL & SINGLE TOUCH PAYROLL

How do you ensure you can get the right qualified resources for

your implementation?

How to avoid project scope creep and secure enough time for your

implementation?

How do manage the huge amount of regression testing required?

What new functionality exists in managing Employee ’s profiles

across SAP?

What risk mitigating precautions can be taken when updating the

Payroll System?

Payroll is a function that companies cannot afford to get wrong . In

recent times Payroll has had to absorb many regulatory changes and

has endured much focus particularly around underpayment in

Australia . Payroll can often be the last HR solution to be implemented ,

after all if it ’s working ok , why change it? Payroll departments can be

time poor , but rushed implementations , result in more manual

processing work for a team further down the line .

In the 2019–20 Budget , the Government announced that Single Touch

Payroll (STP) would be expanded to be known as STP Phase 2 . The aim

is to reduce reporting burden for employers who need to report

information about their employees to multiple government agencies .

The anticipated mandatory start date for Phase 2 reporting is 1 January

2022 , although SAP has an exemption/delayed timeline for STP Phase

2 the community are planning for this and want to ensure their

solutions are agile and they have their data ready to comply with the

ATO .

Some organisations have shifted towards a model that is more reliant

on SAP for their Payroll activities , having opted to remove business

analysts from the process . They need to understand how to utilise SAP

Payroll better as their inhouse traditional payroll capability declines .

The community wants to know what SAP are doing to help them in all

of these areas . The cost of getting Payroll wrong can be significant and

the risk is often deemed greater than the reward of implementing or

upgrading new tools . The questions we heard :

12

13

7. THE SAP ROAD MAP

What will be in core SAP Employee Central going forward?

What will the relationship be between SAP and Kronos?

What will the reimagine home page for SuccessFactors mean with

forced migration in 1H2022?

Pros and cons of SAP Core Payroll vs Employee Central Payroll?

What does SuccessFactors have planned for scheduling? We ’re not

haring much here

How do we sell the road map in the organisation?

How do you overcome the language barrier between the techie and

HR practitioners?

How do you find the right business process owner , that can be over

the detail , understand the business process needs and

functionality?

How do understand what is possible in the design of a solution?

What do we need to deliver for the future?

How are others implementing Onboarding via modules to innovate

in bite sized pieces?

How do you sweat your SAP HR assets to get the value you need?

What ’s coming from SAP to help with legislation around vaccine

and booster tracking?

What are others doing in this area and what level of information is

required?

Customers expressed the need for SAP to set and commit to a long-

term vision and roadmap that their businesses can align to .

Irrespective of delays of these solutions becoming available ,

understanding exactly where SAP are headed will provide clarity and

give an opportunity for HR to prepare .

20 - 22 JULY, 2022 / MELBOURNE

WANT TO F IND OUT MORE?

https://masteringsapconference.com/msap/aus/

For speaker & programming call: Kim Aldridge on +61 478 054 869 For speaker & sponsor engagement call: Debra Burgio on +61 413 997 876

For sponsorship call: Steve Morris on +61 403 809 312

BRINGING THE SAP ECOSYSTEM TOGETHERHR & PAYROLL, F INANCIALS, TECHNOLOGIES,

ANALYTICS & DATA, SECURITY & RISK, PUBLIC SECTOR

Live is back!