In its enhanced form, it promises to simplify workforce changes by reinventing ‘self-services’ as ‘intelligent services’.
SuccessFactors, a SAP company, has introduced new capabilities to its HCM suite. The new software will move from a series of individual and isolated self-services to end-to-end intelligent services.
It promises to transform the entire concept of HR service delivery by integrating processes and software modules.
The intelligent services are designed to connect — and even predict — the impending transactions resulting from a change and automatically adjust them for the user. This helps improve the employee experience and reduce reliance on, and cost of shared services.
This can turn out to be quite beneficial for organisations as managing changes to employee data turns out to be an expensive affair and also employs excess resources.
“HR processes often include disparate transactions that cross multiple organisational boundaries, leading to wasted time managing complexities and correcting errors,” the official communique says.
The new updated software promises to provide a quick and easy guide to dealing with an employee change.
Individual transactions that make up common workforce events, but cross multiple systems and software modules, have been consolidated into a single experience.
So now, instead of having to guess all of the relevant tasks during a change, or rely on shared services to fill the gaps, the updated software could free up valuable employee time.
For instance, the workforce changes triggered by the SuccessFactors Employee Central solution can be cascaded to other solutions, such as learning, performance and goals, as well as third-party systems.
“We are taking the guesswork out of self-service by evolving to software-driven intelligent services,” says Mike Ettling, president, HR Line of Business, SuccessFactors.
“Relying on software-driven intelligence to remove complexities from typical HR transactions, employees are empowered to do more on their own, reducing expenses in shared services and business process outsourcing (BPO),” he adds.
It allows HR professionals to configure workforce changes based on rules and settings, allowing the right steps to be presented at the right time. The pre-defined HR changes integrated into the software include, ‘becoming a manager’, ‘leave of absence’, ‘hire’, ‘termination’, ‘change in employee info’ and ‘change in job info’.
Each capability is aware of the smallest changes that happen elsewhere and automatically responds with intelligence. It predicts the next step in the change, guiding users to the right place according to existing rules based on groups, role-based permissions and notifications.
The intuitiveness of the software fills the gaps instead of HR, shared services, or business process outsourcers. This helps reduce both time and expense spent on tasks that don’t drive value to the business.