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When the new Q3 business content for SAP Analytics Cloud has been released over the weekend of August 21st, this update included as well the next version of SAP SuccessFactors Workforce Planning (SAP Best Practices). In this content update many enhancements and extensions to the Q2 SAP Best Practices content have been added which we'll look at in more detail in this blog.
SAP Best Practices for SAP SuccessFactors Workforce Planning is a pre-configured set of implementation and configuration accelerators containing a SAP Analytics Cloud business content package - shipped via the SAP Analytics Cloud Content Library - process flows and end-to-end test scripts for each of the scope items Strategic Workforce Planning and Operational Headcount Planning, complemented by documentation on how to run data integration jobs to extract data from SAP SuccessFactors Employee Central and details on what the pre-configured planning templates, models, and data actions are made of.
In a nutshell, the Best Practices package published via Best Practices Explorer contains everything that you need for understanding how this SAP Best Practices package has been designed and created and how it can help in accelerating the implementation of SAP SuccessFactors Workforce Planning.
As with all SAP Best Practices for SAP SuccessFactors the business configuration content is expected to be enhanced, changed and extended during the implementation project to build out a full-fledged go-live solution for the customer utilizing all the great SAP Analytics Cloud capabilities which might not have been included in the SAP Best Practices templates.
Let's look now into what's new in the package and the three scope items of the SAP Best Practices and the innovations with the Q3 update.
Workforce Planning Start Page
For centralized role-based access to the Workforce Planning content, we have added a central start page:
Strategic Workforce Planning
Strategic Workforce Planning is the process of determining future workforce demand and supply, identifying the gap, defining risk responses to close workforce gaps and their cost impact.
The planning process starts with creating the demand plan based on strategic output targets, such as revenue for specific strategic planning scenarios. Then the supply plan is created, taking into account planned hires, terminations and retirements. These two plans result in the gap plan indicating shortages and surplus per planning dimension, such as organizational unit, location, and job classification. After identifying demand, supply and gap risks, planners define risk responses (HR interventions strategy) to close identified workforce gaps. In the final step the cost impact of the workforce strategies is determined. Comprehensive pre-built analytics stories support the planning activities. The solution is designed with planning administrator and planner roles in mind with role-specific launchpads.
Innovations and new features highlights:
Operational Workforce Planning by Position
Operational Headcount Planning by Position is the process of planning the headcount for a twelve months planning horizon. The planning is performed on a position level per organizational unit and allows for planning of new positions, position transfers, employee transfers and position terminations. Transfers are planned between cost centers of the same organizational units (not across organizational units). In a second step the salary adjustments per position are planned. Local guidelines including merit and benefits are used to calculate total cost. Comprehensive pre-built analytics stories support the planning activities. The solution is designed with planning administrator and planner roles in mind with role-specific launchpads.
Innovations and new features highlights:
Operational Headcount Planning by Job Classification
Operational Headcount Planning by Job is the process of planning the headcount or full-time equivalents for a twelve months planning horizon. The planning is performed on a job classification level per organizational unit and allows for planning of hires, terminations and transfers-in and transfers-out. In a second step the salary and merit increase per job classification is planned. New positions (i.e. job classifications) together with annual salary can be created in specific locations for planning of new headcount and full-time equivalents. Three types of comprehensive pre-built analytics stories support the planning activities. Firstly, the analysis of the Plan with e.g. net change and salary-related charts. Secondly, Actual & Plan analysis presenting key measures including break-downs by period. Thirdly, Actual vs. Plan analysis providing e.g., the calculation of variances.
Innovations and new features highlights:
You can get a real-life impression of our SAP Best Practices for SAP SuccessFactors Workforce Planning content in this replay of an open webinar that we have hosted end of July and which included a preview of the now released Q3 content:
July 27th Webinar Registration – SAP Best Practices for SAP SuccessFactors Workforce Planning
Again, all assets that come as part of this SAP Best Practices package have been released on Best Practices Explorer.
We'd love to hear back from you about your experiences with the pre-configured content and how this content hopefully has helped you in building additional capabilities on top of standardized template content and in accelerating time-to-value in implementation projects.
SAP Best Practices for SAP SuccessFactors Workforce Planning is a pre-configured set of implementation and configuration accelerators containing a SAP Analytics Cloud business content package - shipped via the SAP Analytics Cloud Content Library - process flows and end-to-end test scripts for each of the scope items Strategic Workforce Planning and Operational Headcount Planning, complemented by documentation on how to run data integration jobs to extract data from SAP SuccessFactors Employee Central and details on what the pre-configured planning templates, models, and data actions are made of.
In a nutshell, the Best Practices package published via Best Practices Explorer contains everything that you need for understanding how this SAP Best Practices package has been designed and created and how it can help in accelerating the implementation of SAP SuccessFactors Workforce Planning.
As with all SAP Best Practices for SAP SuccessFactors the business configuration content is expected to be enhanced, changed and extended during the implementation project to build out a full-fledged go-live solution for the customer utilizing all the great SAP Analytics Cloud capabilities which might not have been included in the SAP Best Practices templates.
Let's look now into what's new in the package and the three scope items of the SAP Best Practices and the innovations with the Q3 update.
Workforce Planning Start Page
For centralized role-based access to the Workforce Planning content, we have added a central start page:
Strategic Workforce Planning
Strategic Workforce Planning is the process of determining future workforce demand and supply, identifying the gap, defining risk responses to close workforce gaps and their cost impact.
The planning process starts with creating the demand plan based on strategic output targets, such as revenue for specific strategic planning scenarios. Then the supply plan is created, taking into account planned hires, terminations and retirements. These two plans result in the gap plan indicating shortages and surplus per planning dimension, such as organizational unit, location, and job classification. After identifying demand, supply and gap risks, planners define risk responses (HR interventions strategy) to close identified workforce gaps. In the final step the cost impact of the workforce strategies is determined. Comprehensive pre-built analytics stories support the planning activities. The solution is designed with planning administrator and planner roles in mind with role-specific launchpads.
Innovations and new features highlights:
- New cost impact component for planning the cost of the planned HR interventions / Risk Response Strategy
- New pre-built analysis page for cost impact analysis
- Updated planning administrator and planner launchpages
- Added Job Family as additional planning dimension
- Removed separate version and scenario input controls for charts so that now one input control can be used
 |  |  |
Operational Workforce Planning by Position
Operational Headcount Planning by Position is the process of planning the headcount for a twelve months planning horizon. The planning is performed on a position level per organizational unit and allows for planning of new positions, position transfers, employee transfers and position terminations. Transfers are planned between cost centers of the same organizational units (not across organizational units). In a second step the salary adjustments per position are planned. Local guidelines including merit and benefits are used to calculate total cost. Comprehensive pre-built analytics stories support the planning activities. The solution is designed with planning administrator and planner roles in mind with role-specific launchpads.
Innovations and new features highlights:
- Added partner position and partner cost center dimensions for improved usability and analysis
- Added the possibility to select the start period of the planned position change via date selection value help
- Added Local Guidelines configuration capability for job classification-specific cost elements, e.g. bonus and commissions
- Refactored existing analysis charts and added new analytics plan insights
 |  |  |
Operational Headcount Planning by Job Classification
Operational Headcount Planning by Job is the process of planning the headcount or full-time equivalents for a twelve months planning horizon. The planning is performed on a job classification level per organizational unit and allows for planning of hires, terminations and transfers-in and transfers-out. In a second step the salary and merit increase per job classification is planned. New positions (i.e. job classifications) together with annual salary can be created in specific locations for planning of new headcount and full-time equivalents. Three types of comprehensive pre-built analytics stories support the planning activities. Firstly, the analysis of the Plan with e.g. net change and salary-related charts. Secondly, Actual & Plan analysis presenting key measures including break-downs by period. Thirdly, Actual vs. Plan analysis providing e.g., the calculation of variances.
Innovations and new features highlights:
- Regression tested the available content against latest product versions
You can get a real-life impression of our SAP Best Practices for SAP SuccessFactors Workforce Planning content in this replay of an open webinar that we have hosted end of July and which included a preview of the now released Q3 content:
July 27th Webinar Registration – SAP Best Practices for SAP SuccessFactors Workforce Planning
Again, all assets that come as part of this SAP Best Practices package have been released on Best Practices Explorer.
We'd love to hear back from you about your experiences with the pre-configured content and how this content hopefully has helped you in building additional capabilities on top of standardized template content and in accelerating time-to-value in implementation projects.
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