- SAP Managed Tags
The second half of 2024 brings exciting updates to SAP SuccessFactors Employee Central Best Practices, which include enhancements across Employee Central Core, Global Benefits, Position Management, and Contingent Workforce Management. This latest release focuses on enhanced content, better user experience, new validations, and improved workflows. Let’s explore some key new features and how these changes will make the best practices content more relevant to our customers.
1. Reimagined Benefit Enrollment for Pensions
Continuing with the migration of USA Benefits from the legacy enrollment experience to the reimagined enrollment experience, Pension plans are included in the new experience in the 2H 2024 release. This means employees now have an intuitive, user-friendly interface when enrolling in pension plans, helping them make informed decisions about their retirement benefits. This change leaves us with the ‘Allowances’ and ‘Deductible Allowances’ benefits types that are still in the legacy experience—these will be included in the reimagined experience in the coming releases.
2. Employee Central Quick Actions for Employee and Manager Self-Services
Quick actions save time by allowing employees and managers to access frequently needed updates directly. This update introduces quick action templates, including:
- Change Contract End Date
- View Location
- Change Chosen Name
These options allow employees and managers to make straightforward updates in an independent manner.
3. New Validation for New Hire's Age in Germany
A validation has been added for German hires to check whether a new hire is over fourteen years of age. This age validation ensures that organizations can meet their employment age requirements automatically out-of-the-box.
4. Field Criteria to Legal Entity in Position Object
In the Position object, the Cost Center field now includes the field criteria for Legal Entity, allowing cost center data to be filtered by the assigned legal entity. This feature enables more precise data maintenance and makes it easier for organizations to manage cost allocations across different legal entities. This update improves the integrity of HR and internal accounting practices for global companies with multiple legal entities.
5. Changes to Approvers in the Position Workflows
The Position Approval Workflows now incorporate the dynamic role “SFCC Org Design Administrator.” The base object for this dynamic role has changed from ‘Job Information’ to ‘Position,’ meaning organizations can assign dynamic groups to this role more flexibly. This change simplifies the workflows, allowing local approvers to be added as necessary and streamlining the position approval process. This change is an improvement over previous version and ensures that approval workflows align with the organizational design requirements.
6. Beneficiaries for the Latest Enrollment Experience
This enhancement allows the addition of beneficiaries in the new Reimagined Benefits enrollment process for the USA Benefits. With this update, employees can now configure beneficiaries for insurance, pension, and savings plans in real-time as they complete their benefits selections. This integrated approach simplifies the enrollment experience and improves transparency for employees.
7. New Opt-Out Feature
Offering employees the flexibility to opt out of specific benefits can be crucial for tailoring benefits to individual needs. The setting “Allow Waiving of Benefit” at the benefit level is maintained to ensure that employees can now opt out of specific benefits in the Reimagined Benefits Enrollment experience for the USA. This flexibility allows employees to avoid unnecessary benefits that may not suit their needs, offering a more personalized benefits experience.
8. Concurrent Employment Workflow Change
For organizations managing concurrent employees, simplifying workflows is essential to ensure efficient approvals and minimize delays. Previously, concurrent employment creation triggered an approval workflow for the target manager, which could have created bottlenecks. Now, based on the feedback we received, the system only sends a notification to the source manager, streamlining the process and improving efficiency in managing concurrent employment scenarios.
9. Validation for Duplicate Work Order IDs
Based on the feedback we got, there was a need to identify scenarios where an already-existing Work Order ID was used. With 2H 2024, a new validation triggers an error if an existing Work Order ID is entered for a contingent worker. This update helps prevent duplicate entries, ensuring data accuracy. A post-processing step in the Contingent Workforce Management Quick Guide now includes detailed instructions for business rules to assist implementation partners.
10. Sample Positions Have Country/Region Field Maintained
The Sample Employee Master Data provides demo organizational and employee data for running HR Business Processes in Employee Central. The sample data allows HR teams and implementation partners to test configurations, workflows, and integrations in a realistic environment, reducing the time needed to identify and resolve potential issues before going live. In the 2H 2024 release, we added the country/region data to all the sample positions. This change fixed an issue where some data could not be selected depending on the Country. e.g. Employee Class.
PS: This blog post does not cover the Time Management content in SAP Best Practices. You can review the What’s New Viewer for more details.
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