Transform the Compensation Experience in Human Resources with SAP SuccessFactors

The field of Human Resources has evolved at a rapid pace in recent years. From performing merely administrative functions, the HR team has become a key area to drive the growth of organizations, turning HR processes into a much more comprehensive diversity. Its primary goal is to take care of the employees while never losing sight of the business. It is the people, the talent, who determine the success or failure of a company. SAP SuccessFactors is a comprehensive and robust cloud-based technology that manages all aspects of Human Resources. It supports an employee’s entire lifecycle, from hiring to retirement or their exit from the company.

A key aspect in HR and nurturing talent is the management of salaries, benefits, and everything that falls under what is called compensation. At NTT DATA, we have leveraged SuccessFactors technology and our corporate expertise to create two applications, Total Compensation and Compensation Planner. These tools enhance the SAP suite by offering comprehensive solutions for the entire compensation process, from start to finish. This solution optimizes the management of employee rewards directly within the compensation module.

Total Compensation: the process from the user experience

If an employee were to want to access information about their total compensation (their base salary, any awards, if they have subscribed to health insurance, for example), can they do it? Easy access to this type of information is the idea behind the first application, Total Compensation. Visualization of an employee’s compensation on a single screen, with a very simple interface.

In the classic SAP SuccessFactors suite, employees could already see their salary and bonuses, and benefits within their profiles, but in different sections and through several clicks. With Total Compensation, everything is unified in one place: the total value of the remuneration can be checked and seen on a graph, more clearly showing what part of that compensation is salary, which is growth (awards and bonuses), and which is benefits (health insurance).

Additionally, thanks to its online connectivity and integration with SuccessFactors, this system allows you to use a calendar to review the distribution and total amount of compensation on various dates. From Total Compensation, you can also access the payroll receipt in a single click.

Benefits of Total Compensation:

• Unification: All relevant information is displayed on a single screen in a clear and visual format. This simplifies navigation and enhances clarity.
• Enhanced security: For additional protection of this information or financial data, users can opt for a second password. This security feature is possible because Total Compensation operates as a separate application from SuccessFactors.
• Web responsiveness: The application has been updated to be fully responsive, meaning it can be easily accessed and used on mobile devices as well.

What Total Compensation ultimately achieves is to improve the user experience with a complete and detailed visualization of their remuneration, in an easy, visually attractive, and modern way.

Compensation Planner: the process from the administrators and planners

This development is focused on the talent or compensation process. That is, it is not the employee who sees their remuneration, but the people in charge of managing the various rewards. There are two profiles or roles:

• Admin. In this role, the compensation administrator makes a first distribution: the people of that year with their compensation planners.
• Planner. Similar, but more restricted, with fewer accesses and fewer actions.

Administrator Role

The user will be, for example, a Human Resources administrator or talent manager, someone with a wide target of employees. In fact, it is they who distribute to the planners who will manage the compensations of the people under their charge. These are the main features of the application:

• Possibility to filter employees. As administrators with a very large target of employees, they may not need to see them all every time they enter something in the solution. They will be able to search, and filter by status, country, company, departments, planners, employees without compensation planners, etc.
• Once filtered, a table will appear with the employees who meet the selection. The compensation administrator can, for example, assign planners or unassign them, in addition to exporting the data in Excel for report preparation and other tasks.

Planner Role

The planner interface is similar to that of administrators but has fewer available options and actions. Upon logging into their profile, planners will see a table listing the employees assigned to them. They have the ability to unassign employees whom they believe are incorrectly assigned to them (such as an employee from another country). However, in such situations, it is advised that planners consult with their administrators to address or correct these assignments.

Planners can also make searches outside of their teams. If, for example, when looking at the list of people they have assigned they notice that someone is missing, they can access the searcher, locate that worker who is not there, and assign them.

Benefits of Compensation Planner:

• Improved searches. It is possible to search and filter by country, company, status, department, etc., and also outside the own team.
• Improved user experience. Tasks for preparing compensation sheets are anticipated over the system itself. The data is unified and tasks are facilitated without having to handle different Excel files.
• Avoids the work of listings outside the application.
• Online and real-time vision of the data for the entire compensation management team.

If you want to know more about what SAP SuccessFactors can do for your company, contact us.