Post on 14-Mar-2018
SuccessFactorsRecruitment and Onboarding
Simplify, Streamline, Organize, Automate
What is SuccessFactors?
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• An integrated, cloud-based core human capital management solution
• Allows information collected in one area to populate information in another area, creating a unified location for employee data through an employee’s life cycle, from new hire to retiree
• Deploys April 1, 2018
INTEGRATION AND AUTOMATION
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• Manager selects to post, review
• Position posted; position budget approved, automated workflow
• Candidates reviewed –supervisor/committee access information easily in system
• Offer letter auto-generated
• Acceptance triggers automated onboarding and employee data populated in HR/Payroll system
• New Employee receives welcome message/ completes pre-start date activities
• New employee has system access day one
• Employee completes week one activities - enrolls in benefits, when applicable
• Employee and supervisor have baseline goals and first 90 days mapped
• Create Position or Existing Vacancy prompts automated posting options in SuccessFactors
SuccessFactors and You
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Dropdown for menu options
Quick search bar
User profile
Tiles
Tasks and Reminders
All employees will access SuccessFactors to:
• Review pay statements• Update tax forms• Update personnel
information, including education
• Update bank information • Request time-off or leaves
Foundation Organizational Structure and Position Management
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SuccessFactors structure:• Traditional organizational chart
view• Position organization chart
displays position details and kicks-off posting or recruitment process
• Positions incorporate job family details including identifying career stream, job and job level
Position Creation Demonstration
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1. A position must be created to start the recruitment process
2. An initiator role provides the availability to create or edit position within SuccessFactors; in the sneak peek, the administrative assistant has the initiator role to create the position
3. Human Resources reviews and approves
Sasse Steele, Compensation Manager, demonstrates creating and approving a position.
Visit SuccessFactors Sneak Peek webpage to view demonstration
Recruitment
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Three Distinctive Hiring Processes:- Faculty- Staff- Student
Four Advantages: 1. Reduced time to post 2. Mobile-enhanced3. Transparency of progress4. Integration to onboarding and payroll
All Processes Include:- Automated workflow- eApprovals- eOffers - Ratings and notes captured in SuccessFactors- Access to reports and data
The position information demonstrated in the previous slide will populate important requisition fields, so the initiator only needs to complete the information needed to post and hire the position. Recruitment Summary
Faculty RecruitmentPost a Position
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Faculty RecruitmentExtending an Offer
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Process Flow - Faculty
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Staff RecruitmentPost a Position
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Staff RecruitmentExtending an Offer
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Process flow - Staff
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Student RecruitmentPost a Position
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Student RecruitmentExtending an Offer
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Process Flow - Student
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Brenda Coulson, Director –Talent Acquisition talks through the following roles in our vignettes. Visit SuccessFactors Sneak Peek webpage to view the following recruitment steps:1. Initiator – Creating Requisition
2. Budget Approver - Fiscal Approval
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Demonstration – Staff Position
3. Employee Applies for Position
Demonstration – Staff Position
4. Review requisitions, candidate pools, request interviews and select final candidate
5. Create offer letter and review approval flow and acceptance
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Visit SuccessFactors Sneak Peek webpage to view the following recruitment steps:
Onboarding ONB, XB, OFB, GMPM
Faculty
Staff
Students
Temps
OnboardingModule
OnboardingAudienceThe onboarding module is
used to collect and process new hire information such as taxes and I-9 verification.
It also provides the hiring manager or department the opportunity to create a welcome message and link to important departmental information.
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Processed through
SuccessFactors
• I9 Information• W4/Tax Information• Direct Deposit• Required University policies• Emergency Contact
Onboarding activities
outside SuccessFactors
• Equipment• ID card• Parking Permit
Onboarding Information Collected
Reviews review payroll information and submit information for storage in SuccessFactor
Customize new hire web portal (wel-come message, identify important web links, assign mentor, establish 90 day goals, etc.)
Initiate the ONB process by reviewing new hire data collected during the recruitment process
Verify new hire documents on the first day of employment
Submit paper work, visit new hire web portal. Meet with ONB specialist 1st day of employment
Five Roles: Centralized and Decentralized
New HireAppointment
SpecialistRecruiter ONB SpecialistONB Coordinator
Future State1. Centralized to HR
Recruiter for staff2. Decentralized to
unit recruiter for faculty
3. Decentralized to hiring manager for students
Future State1. Centralized to
payroll.
Future State1. Decentralized
to new hire.
Future State1. Decentralized
and defaulted to hiring manager unless an ONB coordinator is designated by the hiring manager during recruiting.
Future State1. Centralized to
payroll for faulty and staff
2. Decentralized to business offices and others for student
Onboarding New Employees
2AOnboarding
Coordinator - Prepare and send online new
hire messaging
2B Submit online
paperwork: direct deposit, work
authorization, sign important policies,
tax forms, other related employment
information
3Onboarding Specialist - Meets face-to-face with employee on
first day to complete work authorization
paperwork.
1Recruiter - One last
review of data entered during
recruitment. Kickoff steps 2A and 2B at
the same time
Diana White, Talent Management Specialist, demonstrates the first two onboarding steps.Visit sit SuccessFactors Sneak Peek webpage to view the demonstration.
What’s Next
1. Review the other sneak peeks or PowerPoint presentations, specifically time and leaves information
2. Reach out to your change network with questions3. Email bpr@purdue.edu for further assistance
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