SAP SuccessFactors is the cloud-based solution to manage various HR functions such as recruitment, business alignment, employees performance and learning activities for all sizes of organisations.

Modules associated with SAP SuccessFactors are Recruitment, Onboarding, Learning, Performance and Goal Management, Compensation, Succession and Career development, Employee central, Workforce Planning and Analytics.

read less

Hi Team, I have done my MAB In HRM and Want to learn SAP SF but am confused. Can you guide me like how the market for career opportunities is? Request to guide me. read less

STACK RANKER

SuccessFactors Stack Ranker is a premium addition to the SuccessFactors suite of Performance & Talent Management tools. Stack Ranker lets you make accurate assessments about your entire team without having to do individual performance reviews. Stack Ranker lets you visually analyse how your team stacks up against one another in any performance area. You can now effortlessly compare team members against a single critical role-related competency or on overall performance. You can also incorporate other performance factors like criticality of roles to serve as tie-breakers for a complete assessment. Stack Ranker gives you results quickly and comes complete with the analysis tools you’ll use to get the up-to-the-minute pulse on your team, making it so much easier for you to respond instantly to changing business priorities and direction.

 

 

NOTE: Stack Ranker is free for all clients subscribed to PMv12 and shows within the Team/Manager Overview.

 

 

How does SuccessFactors Stack Ranker work?

 

• Stack Ranker displays your entire team side-by-side on a single

 

• Who shows in the stack is dependent upon the processes you are involved with. Typically this will be a manager's direct reports. However, if you are involved in many processes (you are on the route map), then you may see people who are not your direct reports. Also, if you were part of the process originally, but had a manager change, you may see those for the process you were originally part

 

• Common team competencies or other performance criteria are listed on the page, too. As you rate each team member, the Summary area automatically displays the team in ranking order, with the order changing dynamically as you continue your When you’re done, you’ll see your team shown in the order of highest overall performer to lowest overall performer. You can then narrow the performance criteria; for example, you can select a single competency, and see how your team stacks up.

 

Scenario

 

The annual personal reviews of the members of our corporation, provide us with the most important data about performance, we can make this information 100% effective if we establish comparisons of t

 

the individual as a member of a team, to this need Stack Ranker answers that will allow to correct possible deviations in the qualifications, identify the leadership, who stands out in the performance and who on the contrary has an inadequate performance.

 

Stack Ranker of SuccessFactors provides you with a means to evaluate your team quickly, easily and efficiently, according to the defined key competencies. It allows you to compare individuals within a team and determine who stands out positively or negatively in the performance of their skills.

 

Whether it is evaluating talent or annual performance evaluations, classification by categories is an excellent tool that allows managers to:

 

• Optimize the team Identify the employees with the highest performance and prepare the possible leaders of the
• Evaluate on equity criteria. All at the same time. Quickly assess the entire team according to the most important competencies and criteria, in one
• Complement other talent management processes. Seamless integration with the rest of our program helps streamline performance appraisals and improve succession and development

 

 

 Note: Above Blue Numbers in the box are performance rating. Sort employees according to their performance

• stack ranked button will appear in team overview once the Performance template has the property configuration. Please refer to "What Configuration is Required" section

 

Assumptions & Dependencies

This product is only available in the ULTRA v11 or v12 version of the application.

 

• If a form template was configured without action permissions, then the Stack Ranker button will show up for everyone
• For a manager to use the Stack Ranker, they have to have the forms created in their Inbox (the product does not automatically create the necessary forms).
• Stack Ranker only supports competencies incompetency
• Stack Ranker does not support

 

• Competency section intro text is not supported (i.e. will not be displayed) on the Stack Ranker
• Stack Ranker as of B1405 works for 360 form template
• Stack Ranker does not support editing or viewing of the overall performance
• The Performance form template must have a Summary section (summary- sect). Form configured with ONLY Objective/Competency Summary or Performance Potential Summary section will not have the stack ranked capability
• There is no batch document routing available from the Stack
• Stack Ranker supports competencies sections configured with either hard-coded competencies or job-code related
• By default Stack Ranker only displays a user's direct reports but can be configured to support anyone you have a form for. (see 29. below)
• Editing or viewing weights are not supported in the Stack
• Stack Ranker does support the section calculation if item weights are enabled.
• Stack Ranker does not support adding or removing of competencies on the page.
• Collaborative route map steps are not supported in the Stack
• The Friendly's calculation method is not supported in the Stack Ranker calculation.
• The PM form template must have one and only one competency section to access the Stack Ranker from the ULTRA homepage To-Do
• The error message displayed when an invalid PM form template is selected under Admin Tools > System Properties > Company and System Logo Settings is
• The ULTRA homepage To-Do List entry for Stack Ranker will appear for managers even if there are no forms created for their direct reports in their Inbox. The error message will appear to the manager after they click on the Stack Ranker link.
• Plain text comments (none RTE) are supported in the Stack Ranker, but the user will be unable to use legal scan, spell check, or writing
• The section comments do not support writing
• The following form configurations are assumed for all forms based on the form that Stack Ranker was opened
  1. Rating scale
  2. Field permissions
• There is no way to select which style of the rating scale is displayed. This is determined based on the system

 

• At this time there is no planned timeframe for future roadmap enhancements to Stack Ranker. 24. Reports and Dashboards can be used for Stack Ranker as with any PM form template
• Stack Ranker was performance tested for 50 direct reports with 20 competencies each.
• Stack Ranker only supports individual competency ratings and not overall competency ratings
• The system will never pull a user’s own form into the Stack Ranker. I have forms for a group of people, and I have a form where I’m the subject too. When I’m stack ranking, I shouldn’t be stack ranking
• In we introduced the ability to expand who you can stack rank against from just your direct reports to everyone you have a form for. This means if you have someone’s form they will show up when you open up the Stack Ranker. As with the other item, this will also impact all forms regardless of creation
• To enable the ability to see everyone (more than just your direct reports) on the Stack Ranker page, please contact Customer

• Support will enable this via Provisioning > Company Settings > Stack Ranker - Enable display of all forms but self to turn this on. The default behaviour is for direct reports

read less

The world’s leading HR and talent management software based in the Cloud is offering its customers’ features which are detailed, elegant and highly flexible, enabling one to enhance the workforce while preparing them for the future.

As it stands today, SAP SuccessFactors is at the core of technological advancement as of today. This product is the undisputed market leader with regard to enterprise application software, with the particular solution suite helping organisations look into adverse effects of increasing complexity, providing new opportunities for innovation regarding development thus staying ahead of the competition. Using this tool, enterprises can bring and keep all its employees on the same page. Market experts are of the view that this is one of the few rare products on the market that can revolutionise the way HR is managed, driving enterprises towards growth by just assigning tasks efficiently. A very important aspect of this system is a quote- based pricing which means customers can obtain separate price quotes for individual features that are selected and used by them.

Overview of SuccessFactors Benefits

Being a part of the SAP productivity suite SuccessFactors is a worldwide phenomenon in the enterprise execution software domain. Such a tool suite will allow for onboarding, collaboration and a multitude of social business tools while integrating these with an LMS, talent management, performance solution, applicant tracking platform, succession planning, recruiting assets and HR analytics to offer one with unique benefits. Some of these include enhanced people performance and strategy alignment highly scalable teams across most industries. While the complete suite of tools is pretty reasonably priced, it also offers an individually customised package for all users.

Customer satisfaction from this product is mostly due to the provision of process efficiency coupled with transaction cost savings. Enterprises can utilise the complete suite of collaboration, talent solutions, core HR, and workforce analytics to aid in the enhancement of productivity and in engaging, retaining and motivating employees. This makes SuccessFactors the user’s choice for smart acquisition as proclaimed by the market experts in this domain. It offers sustained and continued protection of talented and high-value workers and with differentiating bad work performance before it affects the enterprise.

The enormous worldwide customer base will also be considered by organisational leaders including more than around 200,000 customers from around 40 countries! The wide network of collaborators and partners has a similar size, with the business community of the product having more than 120,000 members.

Cloud-based HR marketing is one of the shining examples of the cutting edge benefits that are offered by SuccessFactors. But the enterprises in the process of implementing this suite of tools should remember that accelerated results can only be observed after progressive use over a considerable amount of time. This is done by utilising the system’s outstanding memory and analytics to query a number and volume of data layers that was previously unexpected.

Most importantly, SAP SuccessFactors is an established innovator, which will never let customers down when it comes to enterprise-to-enterprise integration. It works seamlessly with a multitude of CRM and financial management products, providing the simultaneous flawless mobile capacity to enable users to manage their data from all devices.

read less

Hi, I am a working profession in HR operations (Talent management, perf.mgmt, gen activities) have 4.5 years of experience and would want to switch to getting trained on SAP success factors. Please let me know if this is the right move?

read less

Hello, my qualification is MBA and I have been working for HR Operations since 6 years and I would like to learn SAP HCM/Success Factors. Could someone suggest me if I can go for Success Factors without any experience in SAP HR or it's important to learn SAP HCM first? Thanks in advance.

read less

Hi everyone, I am having nearly 2yrs experience into recruitment and planing to get trained in SAP HCM and Success factor. Could anyone suggest me I can I get in as a fresher? read less

As per your query, there are opportunities for fresher's provided you have some experience in relevant field. However, it is important that you get trained from an real time trainer. We also recommend you to consider employee central as your core module. If you want to know more, please feel free to get in touch with us on UrbanPro. read less

I have 1.7 years of experience in LMS-Administration Domain. Can you please suggest which SAP module is suitable for me? read less