Tag Archives: SAP HCM

Top Tips Integrating SAP HCM Core and SuccessFactors Compensation and Variable Pay

Compensation, SAP HCM, SuccessFactors, , , , , ,

This is what happens when you fly on a brand new Delta jet. So new that they haven’t even registered Wi-Fi. At least this blog has come out of it – hope you find it useful! I have jotted down a few of my top tips (so far) when integrating and implementing SuccessFactors Compensation and/or  SuccessFactors Variable Pay.

  • Data, data, data! OK, do we need to go through this again? Regardless of the systems being integrated, we are always attacking the same gremlins, aren’t we? As Compensation professions (or those IT Professionals supporting Compensation), there’s nothing like going through a compensation process to see how painfully obvious it is that the integrity of your core HR data is vital in your talent management processes – especially compensation.  Take, for example, an employee’s FTE % (sometimes referred to as employee percentage). If incorrect, this one data element can wreak havoc on your merit, merit budget, and incentive calculations.
  • If SAP HCM core is your system of record, be sure you are using the existing SAP provided integrations. With Integration Add-Ons 1.0 and 3.0 for SAP ERP HCM and SuccessFactors HCM Suite, both the SuccessFactors compensation and variable pay modules have pre-delivered content. You will need to time this integration with your current Foundation UDF “User Data File” file that you are using.
  • Be kind to your PI (Process Integration) middleware resources. Take them out to lunch and buy them a pizza since you will need their help. The integrations provided by SAP are SAP PI based and will need to be activated in your middleware environment. This is often a project plan task forgotten in the plan and will end up biting you if you don’t plan for it.
  • If you are migrating from ECM (Enterprise Compensation Management), don’t try to do too much with this. The new integration uses staging tables and is entirely decoupled from ECM. You may end of leveraging IT0759 or IT0761 so LTI handling, if you still intend to interface to your stock plan provider.  Also, you may need to do some incentive number-crunching for segments (e.g. “legs”, “assignments”, “rows”, etc.) in a custom infotype. You should consider keeping your existing bonus engine if your incentive plans have not been able to simplify / conform to the SuccessFactors variable pay model.
  • Don’t forgot that all of your compensation and variable pay templates need to have the <comp-group id=”xxxx”/> tag in the XML if you are sending your data from SAP HCM, where xxxx is a string with no capitalization. As the time of this writing, this can only added via the XML configuration. This tag is important since it tells the SuccessFactors system which forms (that use that template) to update during a refresh from SAP HCM. Like any tags of an XML template for compensation in SuccessFactors, the placement of this tag is very particular near the end of the XML. Read the SuccessFactors documentation carefully and be careful when you are downloading/uploading or editing the template in Provisioning.
  • Remember the power of the pay matrix (e.g. salary ranges) which drives everything from the compa-ratio and range penetration, as well as guidelines (if included as a dimension). Don’t try to interface this over ( not worth it) –  this would just be an upload every year.  If a range range/midpoint changes, the onus would be on your SuccessFactors compensation administrator to manually update that. This shouldn’t happen once the process has started unless there was an error or your compensation manager is trying to make your life more interesting…
  • Think carefully how you will leverage the Executive Review. Unlike the name implies, this functionality isn’t necessarily just for executives, but rather for calibration purposes in general. Based on Role-Based permissioning, you can define a group with display access and a group with edit access. I will be talking about this topic during the ASUG Compensation SIG (login required) later this month. If you are a SuccessFactors customer, please plan on joining me for this learning event!

That’s it for now.  Please send along any questions and comments in the area below.

Oh, and Worklogix is a Silver Sponsor at the upcoming SAP SuccessFactors conference, SuccessConnect.  If you are in Vegas, please visit us in booth #35.

Sending you my best,

Jeremy  @jeremymasters

HR Renewal and SAP Fiori: What Should I Do?

ESS, HR Renewal, HR Tech, HR2016, SAP Fiori, Self Services, , , , , ,

Several years ago, SAP found themselves in a situation which happens to many large software companies. Two separate parts of the organization developed new HR functionality to solve for a common gap: usability.  On one side, HR Renewal came to fruition – a new landing page built off SAPUI5 with a new navigation and user experience. The other – SAP Fiori – was a cross-function solution (inspired with a Google design team) with a separate entry point (SAP Fiori Launchpad) and its own user interface using SAPUI5.

Many customers are now perplexed on how to move forward given both are viable solutions to solve SAP’s long-plagued usability problems, especially in the areas of Employee and Manager Self-Service.

It’s apparent that the bulk of innovation will go into SAP Fiori apps, since SAP Fiori is being leveraged across all platforms (On premise, SuccessFactors, Fieldglass, Ariba, etc.) It is SAP’s answer to a common UX, despite the disparate systems behind it.  Vishal Sikka (ex-CTO of SAP, now CEO and MD at Infosys) layed out his vision at the 2013 SAPPHIRE show.

VisionfromVishal

His “Fiori UX Paradigm” – drawn by hand and reminiscent of the days when the best solutions in software began on the back of a napkin – showed his vision, which SAP is trying to execute on.

So, with all this talk on SAP Fiori, does this mean that HR Renewal is dead? No. The functionalities are still more plentiful in HR Renewal (by a long shot), and are highly relevant for HR Professionals. It is unlikely that SAP will endeavor to re-write these apps in SAP Fiori. Although SAP Fiori is the better choice from a mobile perspective (since it’s responsive and device-agnostic), HR Renewal is still a good choice for companies who want to roll out services to their HR teams (admins, reporting) who don’t want to deal with the SAP GUI. The hard-core services performed in HR Renewal (i.e., Personnel Administration and Organizational Management updates such as employee movement scenarios and organizational updates) would almost certainly be done on desktop and not on device (e.g. I can’t see an HR admin performing a complex promotion/inter-company transfer on their Smartphone).  This should relieve some of the frustration from customers when they realize a majority of the transactions that are new with HR Renewal are using the Web Dynpro ABAP technology which is not mobile-optimized (as opposed to SAPUI5).

I will tackle more sound-bytes in future blogs. In particular, the question may not be HR Renewal versus SAP Fiori, but perhaps how could they work together for your organization.

Until then, please leave some questions or comments below…

ECM Nugget: “Lock Objects” in transaction PECM_PROCESS_SUPPORT

Budgeting, Compensation, ECM, SAP HCM, Talent Management, , ,

I wanted to share a useful piece of information about the use of the “Lock Objects” functionality in the program RHECM_PROCESS_SUPPORT_FOR_PLNG (transaction code PECM_PROCESS_SUPPORT) since it seems to come up in every ECM deployment that Worklogix is involved in.

Transaction PECM_PROCESS_SUPPORT for process support during ECM cycles
Transaction PECM_PROCESS_SUPPORT for process support during ECM cycles

First, there is a common misunderstanding that it’s about locking employee records. However, the “Lock Object” flag is only about locking Budgets (i.e., budget units)

Imagine you have an organizational structure having the depth of 4 hierarchical levels and the top node is A, subordinate from A is B, subordinate from B is C, and subordinate from C is D. Since Enhancement Pack 5 (EhP5), SAP ECM supports the employee-level budgeting approach (bottom-up).  This means we have 1) the budget structure as a mirrored org structure (BU-BU and BU-O) and 2) the employee budgets (BU-P).

Whenever a manager is logged into Manager Self-Service doing compensation planning, certain objects get locked. The system locks the employee itself (i.e. P and IT0759), the budget unit (BU) connected to the employee is locked (BU-P) and finally the budget unit (BU) connected to the org. units where the manager is the chief of is also locked. This leads to the dilemma that two functions of the Process Preparation Report (transaction PECM_PROCESS_SUPPORT) mitigate:

1) Option Update Planning and Budgets: Whenever an employee is turning eligible / ineligible, the employee budget is getting created or deleted. Therefore also the roll-ups are getting refreshed. This refresh doesn’t work when any manager is logged-into the Compensation Planning / Approval iView within the portal locking a budget connected to the org unit.

2) Option Recalculate Budget: Functionality doesn’t recalculate budget whenever any manager is logged into the Compensation Planning / Approval iView within the portal locking a budget connected to the org unit.

Dependent on how the compensation cycle is setup (is it a global or country compensation review; global organization or just within a region/country) the likelihood is high that there is at least one manager logged into Manager Self-Service during an ongoing compensation cycle. To bypass this dilemma, SAP has recently implemented the “Lock Object” flag. Whenever the flag is unchecked, the system is not checking any longer if a budget unit connected to an org unit is locked by a user or not. It always pushes changes into the database. Again, the “Lock Object” flag has nothing to do with locking an employee. It’s only about locking the budget structure by managers.

Here are the pros and cons of this functionality.

Pros:
As usually at least one manager is logged into MSS all the time, this facilitates the update of budgets significantly. Simply uncheck the flag and budget structures can be updated all the time. Additional programs which may kick out (or prevent) managers to perform budget updates are not needed any longer.

Cons:
The manager experience can be a bit tricky with these budgets, and proper communication should be made available to managers involved in the process. Let’s take an example where a manager who is logged into MSS and initially sees a budget of 100,000 USD. While the manager is logged in, you execute PECM_PROCESS_SUPPORT to perform a recalculate budget which reduces the budget in a lower org unit for example by 10,000 USD. This update is not immediately visible to the manager, but rather only when he/she opens another iView and then returns to Compensation Planning / Approval iView to get a refresh. This means that a manager who plans to keep his org unit budget at 100,000, but  in reality he only has 90,000, because someone executed PECM_PROCESS_SUPPORT in the meantime.

I would recommend to always use PECM_DISPLAY_BUDGETS to monitor any potential inconsistencies in the budget structures which can always be repaired using the button “Update Spent Amounts” in the budget audit report in case they exist.

Audit Report for Budgets

Hope this helps you. 

S/4 HANA: Your Deployment Options with SAP HCM / SF

Cloud, HR2015, S/4 HANA, SAP HCM, SAPInsider, SuccessFactors, , , , ,

Hey friends,

I was fortunate to attend SAPInsider’s 2015 conference in Nice where the weather was beautiful, the cuisine delicious, and the conference content bountiful.  One of the more interesting topics that I learned about was SAP’s support for S/4 HANA and SAP HCM platforms.  Based on customer feedback since the original plans were unveiled at SAPPHIRENOW, changes to the support of SAP’s productized integration was necessary. Here’s the skinny:

There are 5 basic scenarios. (I am sure there are others based on customers’ own deployments, but let’s stick with these for now):

If using SAP ERP HCM:

1) Keep SAP ERP HCM in its own instance on premise, and deploy S/4 HANA on premise

2) Deploy S/4 HANA and SAP ERP HCM in the same instance on premise

3) Keep SAP ERP HCM on premise, and deploy S/4 HANA in the cloud

If using Employee Central:

4) Deploy S/4 HANA on premise, and integrate with SuccessFactors Employee Central

5) Deploy S/4 HANA in the cloud, and integrate with SuccessFactors Employee Central

In all scenarios above, SAP has or will have productized integrations to support these scenarios to the year 20xx, where xx is something we need to hear from SAP on. I was able to grab some time with David Ludlow, Group Vice President at SAP, who really understands the customer landscape out there.  He presented this slide which captures the options pretty well.

S/4 HANA and SAP HR / SF integrations

So what does this all mean? Well, the answer is still to be determined, but for SAP HCM customers who are looking to use Simple Finance and other aspects of S/4 HANA, it simply means more options.   This has always been a bit of a double sword for SAP, but in my opinion, it’s something that SAP had to do in order to accommodate its vast customer base.

SAP Fiori, HR Renewal – Reference Material

HR2015, SAP Fiori, SAP HCM, SAPInsider, Self Services, ,

I did a recent podcast for SAPInsider, the conference producer for HR2015. You can hear the podcast and view the transcript here. Many of the questions were a precursor to the kinds of the questions I am sure we will be hearing from customers this year at the HR 2015 conference as well as ASUG/SAPPHIRE. Questions specifically around the roadmap for HR Renewal versus SAP Fiori and where/when/how these roads will merge within the SAP HCM space. Lots of questions around integration, mashups, and what types of skill sets customers/consultants will need in the future around these technologies.

Here are some of the resources that are available to us out there, specifically around SAPUI5 and its related offerings:

SAP Fiori Apps Library: Probably your best starting point for Fiori apps

HR Renewal 2.0 SAP Help documentation

The new SAP PRESS book on HR Renewal and SAP Fiori, the new Employee, Manager and HR Professional self service, from myself, Brandon Toombs, Kris Bland, and Justin Morgalis.

All Things Fiori and, specifically for HR, SAP HCM Fiori apps on SCN

My session on “Latest Enhancements in SAP ERP HCM Self-Services: HR Renewal, SAP Fiori, and SAPUI5“. The rest of my sessions are here:

I also suggest you check out some sessions on these topics by two of the finest in the business: Martin Gillet and Brandon Toombs. Both will both give you an independent viewpoint on what’s good (and bad) about these technologies.

Brandon’s session on “Guidelines and requirements for adapting to the HR Professional role UI” will definitely be one to check out for those interested in understanding what’s new for the HR Professional. The rest of his sessions are here.  You might also want to check out his blog series on SCN on comparing Employee Central and HR Renewal/SAP Fiori here: Blog 1 |  Blog 2

Martin’s session on “An A-to-Z guide to streamlining HR processes across desktop and mobile devices with SAP Fiori” will be another great session to understand how SAP Fiori fits into your overall desktop and mobile self service strategy. The rest of his sessions are here.

Less than two weeks to the conference, and will be great to see many of industry friends again.

If you are going, please drop by booth #410 where Worklogix will be exhibiting and say hello.

 

Best,

Jeremy

 

Spring 2014 conference circuit – My Top 5 Takeaways

Cloud, ESS, HANA, HR2014, Hybrid, PaaS, SAP Fiori, , , , ,
Photo in action during one of my self-service sessions in Nice, France.
Photo in action during one of my self-service sessions in Nice, France during HR2014 Europe.

After my “spring conference tour” (HR2014 in Orlando, Mastering SAP & Payroll in Johannesburg, HR2014 in Nice, and SAPPHIRE/ASUG 2014), I have listed five key takeaways from my interactions with customers.

  1. Customers are still struggling with the basics. Topics such as security/authorizations, reporting, organizational updates, portals, authentication, mobile enablement continue to plague customers. Throughout this exciting time of HR systems innovation, we often overlook that ‘business keeps happening’ (i.e., organizations are dynamic, employees need to get paid – and paid correctly). As consultants, we need to remember that we can’t mess up the basics as we are looking at the “new and shiny”.
  2. There is significant interest from the SAP install base in HR Renewal and other ways to refresh the overall user experience for employees, managers, and HR Professionals. The update of the current portal interface using SAPUI5 (SAP’s take on HTML5) is a popular topic on the ground. Furthermore, and specific to HR Renewal (and other SAPUI5 services), knowing now that we can couple SAP Netweaver Gateway and SAP ECC provides customers with an even a lower TCO.
  3. Hybrid (core HR on premise, full/partial talent in the cloud) will be commonplace for companies in the next 5-7 years. After talking with many organizations, the reality of integrations and their complications are here to stay. Integration strategy and middleware choice is increasingly important for customers running SAP HCM.
  4. The “fury” over Fiori has been laid to rest. SAP Fiori is now included as part of the standard SAP maintenance fee for customers. It’s a pity that SAP customers had to fight for this like they did, but it does give some comfort in knowing that the user community is a force to be reckoned with when they believe something is unjust. The UI merging of HR Renewal, SAP Fiori, and SuccessFactors will seem to be a top priority. The vision of (since-departed) Vishal Sikka of a unified HTM5 UI may not be as farfetched as I originally thought.
  5. HANA is still a nebulous term for customers (no pun intended), but some are starting to understand that it’s not just a database anymore. More and more professionals are starting to understand the importance of PaaS (Platform as a Service), and the capabilities of the SAP HANA Cloud Platform. As partners, many in the SAP eco-system look forward to the day when the HANA Marketplace will be as robust as AppExchange.

Feel free to comment below if you would like to add.

Jeremy

@jeremymasters

 

HR2013 Amsterdam – Blog and Twitter Guide

HR2013, Mobility, SAP HCM, SAPInsider, SuccessFactors, ,

Hi there,

Conference time again. This time the SAPInsider team is bringin’ it to Amsterdam for HR2013.  I was here in 2011 for HR2011 at Amsterdam RAI, and it is a great venue, and of course, beautiful city.

I am Amsterdam
HR2013 – This Week in Amsterdam!

I wanted to write a quick post to include some blogs and Twitter information so you can maximize your time while in Amsterdam this week.

Several colleagues  have already wrote some nice posts on some sessions they will be attending. The line up is great. Here are some posts:

I also wrote a short post on the Insider Learning Network:  Getting Ready for HR2013 Amsterdam which highlights the sessions I am doing as well as some key topics I will be  on the lookout for.

During this week, be sure to follow the hashtag #HR2013 on Twitter. There should be lots of activity, including tweets from myself (@jeremymasters), Martin Gillet (@mgillet), Luke Marson (@lukemarson), Sven Ringling (@svenringling), Anita Lettink (@NGA_Anita), and Danielle Larocca (@DanielleLarocca)

Some SAP peeps to follow: Jean-Bernard Rolland (@watchthewave), Prashanth Padmanabhan (@sprabu), Paru Sankar (@SankarParu), Yannick Peterschmitt (@ypeterschmitt),  Paul Hopkins (@phpkns)  and David Ludlow (@dHRludlow)

Some SAPInsider peeps to follow: Allison Martin (@AllisonMartin14), Riz Ahmed (@rizalahmed),Benny DiCecca (@bdicecca) and tweeting from stateside: Amy Thistle (@AmyHThistle). Not sure who else from SAPInsider will be there, but you can catch the action on the #HR2013 hashtag.

I am sure I am missing a bunch more.

Looking forward to a great conference!

Jeremy (@jeremymasters)

Top 5 Things I Plan to Do at HR2013 in Vegas

Compensation, ESS, HR2013, SAP Consulting, SAP HCM, SAPInsider, , , , ,

Given that SAPInsider’s HR2013 conference is only a few days away, I wanted to give you my suggestions on what things you should not miss while you are there. I have been attending and presenting at the SAPInsider conferences since 2006. These conferences are the best forum out there for providing SAP HR information to customers (prospective and current) as well as consultants (old school and newbies), since there is so much variety in the sessions. There are sessions that are strategic in nature (e.g. SAP HCM’s roadmap), functional in nature (e.g. what are the selected innovations in SAP’s Compensation functionality?), as well as technical (e.g. step-by-step guide on how to configure/deploy a specific module, functional area in SAP).

During my time there, these are some of the things that I plan to do, which I hope you take advantage of too:

  1. Check out great sessions with the HR speakers. This year we have more sessions than ever – it’s insane! For example, I will check out hyperCision‘s Brandon Webb in his session Guidelines and tips for mobilizing HR applications. Brandon has done some neat things in the mobile space which you should see. Also, I will be speaking about mobility in my session Guidelines and best practices for deploying ESS and MSS on mobile devices.
  2. Visit the SAP PRESS bookstore. The SAP PRESS bookstore is always well-located so I am sure you won’t miss it. Don’t forget to say hello to Sir Jon Kent (ok, I made up the Sir part, but I believe he should be knighted). Jon and the rest of the SAP PRESS team are a great group – they are now offering eBooks for their titles which customers are loving. I have worked with Jon for many years, as well as other awesome SAP PRESS folks, including acquisitions editor, Katy Spencer and Developmental Editor, Emily Nichols. The later two are helping me with my latest SAP PRESS book SAP HCM Infotypes. New this year there will be Q&A sessions with authors of some of the latest books. Venki Krishnamoorthy will be with me on Wednesday, Feb 27 at the SAPInsider Booth for the SAP PRESS Authors Q&A on SAP ERP HCM InfoTypes. If you haven’t met Venki, you should – he is a knowledgeable consultant, and all-around great person. Also, on Tuesday, Feb 26, Joe Lee and Luke Marson will be at the SAP Insider Booth for the  SAP PRESS Authors Q&A on Talent Management. Their informative book on SAP Talent Management came out last year.
  3. Hang out with some knowledgeable folks at the Ask-The-Experts sessions. This year we have an incredible batch of experts on both Tuesday night (from 6-6:45pm) and Wednesday night (5:45-6:30pm) during the Evening Reception. This is a nice forum where you can (literrally sit down) and grab some quality time with Karie Willyerd, Doug Whittle, Jeremy Masters, Luke Marson, Prashanth Padmanabhan, Brandon Toombs, Danielle Larocca, Jennifer Adams, Martin Gillet, Jacob Crane, Mark Ingram, Brigid Sternberg, Sylvia Chaudoir, Jarret Pazahanick, Steve Bogner, Sharon Newton, Eric Wood, and Paul Hopkins. Wow, that’s quite a group.
  4. Listen to the new SAPExperts panel discussions. New this year is a forum where you can spend some informal time with select authors from the HRExpert magazine (as part of SAPExperts). Check out Luke Marson‘s SAPexperts LIVE: A consultant’s view of how the SuccessFactors acquisition affects SAP customers; Jennifer Adams‘ SAPexperts LIVE: How to use standard configuration to automate declining negotiated leave balances, Venki Krishnamoorthy SAPexperts LIVE:  Talent groups in SAP E-Recruitment target the right candidate.  Also, I am also hosting a panel session, SAPexperts Panel Discussion: Recent Enhancements to Employee Self-Service/Manager Self-Service, Moderator: Jeremy Masters, Worklogix; Panelists: Gertrud Beisel, SAP Labs; Jacob Crane, EPI-USE America; and Michael White, Exaserv. These should be excellent sessions since you can actively dialog with the authors on your most burning questions.
  5. Meet Amy Thistle, the conference producer. Tell her your feedback directly. Amy is great because she listens. Our candid feedback enables her (and the entire SAPInsider team) to make the conference better and better each year.

In summary, I am excited about this year’s conference. Participation is way up, and I am sure there will be lots of energy. It will be great to meet up with my friends and meet new ones. Please stop by at one of my sessions, or you can also visit me at the Worklogix booth (#640) in the Exhibition Hall.  To see the full list of sessions, exhibitors, and all the other action, you can check out the SAPInsider website.  Also, follow tweets from the gang (and others) mentioned above during the conference, hashtag will be #HR2013

Good bye for now, and see you in Vegas!

Jeremy

SAP Insider Q&A: ESS, MSS, and Portal Talk – A Great Conversation with Customers

ESS, MSS, SAP Consulting, Self Services, , , ,

On November 27th, I hosted another SAPInsider Q&A forum with over 50 participants. The good turnout did not surprise me as I have talked with many customers asking about the new ESS and MSS functionality and also the deployment options available (NWBC, SAP Portal, 3rd party, vendor-provided, Cloud, etc.).  There were a ton of great questions. You can check out my the recorded session here.

A few takeaways from the event for me were as follows:

  1. Still a lot of interest for customers wanting to implement basic ESS and MSS (even for the first time).  Basic time entry and attendance is still much in demand for customers, as well as benefits, pay statement, and other more “basic” self services. This is especially true for many of the smaller or mid-size customers.
  2. There is lots of talk around the newer EhP5 and EhP6 services, including the new deployment options.  I have seen some customers looking at SharePoint and WebSphere for their portal (content management), but by far customers seem to be sticking to their SAP NetWeaver Portal investment.  Since becoming enterprise-grade years back, I feel confident the SAP Portal is here to stay for most customers already running it for their HR services (and/or as their enterprise portal). Ripping it out and going NWBC might not make much sense for them right now given their provisioning is already being handled via the portal.
  3. Confusion around prerequisites and sequencing of Enhancement Package upgrades. Whether the customer is going to EhP5 or EhP6, there seems to be a lack of good content. You can start here for MSS content, and here for ESS content. Also, check out SAP Note  1588625 (Release information for Manager Self-Services Add-On 1.0) as well as SAP Note 1450179  (ESS Based on Web Dynpro ABAP Available as of EHP5) . These two notes should provide some good high overview of the current ESS and MSS offerings. Customers are realizing the differences between the Enhancement Pack and the Business Functions – Enhancement Packs are a BASIS activity versus Business Functions are for Functional consultants (this is a generalization, but the point is that the business functions is where we actually switch on the functionality). For those who want a baseline, please check out my ESS/MSS SAP PRESS book  as well as Marin Gillet’s SAP PRESS book.

I am hosting another HR Forum on Talent Management, on January 23 at 12:30pm EST. Please join me then and let’s have another great conversation about Talent!

You can follow me on twitter at @jeremymasters

Best,

Jeremy

 

How SAP’s purchase of SuccessFactors will affect SAP HCM consulting

SAP HCM, SuccessFactors, Talent Management, , ,

I was recently asked to provide a few comments on the recent SuccessFactors purchase and what it means for SAP HCM consulting. Some other leading industry experts and I gave our slant on how the recent news may influence how we do our work differently within the HCM space.  Click here to be taken to the article posted in the SAP Community Network’s website.   The blog offers some nice perspectives, broken down by some of the major areas within the SAP HR module including:

  • Core HR (Payroll, Time, Benefits, PA, OM)
  • Enterprise Compensation (ECM)
  • eRecruiting
  • Learning Solution (LSO)
  • Talent Management
  • Performance Management
  • ESS/MSS
  • SAP HCM Technical