SAP

SAP SuccessFactors: Enabling People Analytics for Improved Decision-making

By: Saratchandra Panganamamula

Publish Date: June 26, 2024

Imagine a global enterprise marred with a sudden spike in employee turnover. Despite the vast data available, the HR team struggles to identify the root cause. This unpredicted surge in resignations can pose significant problems for the organization. First, it disrupts the workflow and decreases productivity, as the departure of experienced employees leaves a knowledge gap that is not easily or quickly filled. Recruitment to replace lost talent becomes time-consuming and expensive, diverting resources from other critical projects. This situation could further exacerbate the turnover rate, creating a vicious cycle. Additionally, high turnover rates can damage the company’s reputation in the job market, making it more challenging to attract top talent in the future.

This is where SAP SuccessFactors comes in. Its People Analytics tool can enable the organization to harness data for strategic advantage. People Analytics combines SuccessFactors’ multifaceted reporting and analytics capabilities to provide a clear view of workforce trends. By integrating all transactional reporting tools into a unified system, People Analytics offers insightful reports, dynamic dashboards, and actionable recommendations. Based on near real-time data collected from HR processes, the reports help human capital management (HCM) executives make more informed decisions.

Companies can comprehensively check employee performance, engagement, and retention metrics with People Analytics. They can also gauge patterns, understand future workforce needs, and optimize HR strategies to enhance organizational performance.

Features and Benefits of People Analytics for Better Decision-Making

As a data-driven resource within the SuccessFactors suite, People Analytics leverages detailed workforce information to guide better decisions, making talent management more effective and productive. Critical features of People Analytics include:

  1. Variety of reports

People Analytics generates in-depth, bespoke reports. HR teams may use available templates or tailor the reports per organizational needs. Story Reports are based on integrating the SuccessFactors HCM suite with SAP Analytics Cloud, allowing users to create presentation-style reports with visualizations, text, and pictograms. The Canvas Report tool enables users to drag and drop components such as tables, charts, images, and text onto a report page to create customized reports. Such reports can be exported as PPTs, PDFs, spreadsheets, or documents to give decision-makers updated information to drive strategic initiatives and optimize HR processes.

  1. Predictive analytics

People Analytics helps forecast future workforce trends by combining historical data with custom-designed algorithms. Organizations can anticipate possible challenges such as attrition or skill shortages, take proactive measures, and prevent disruptions to the business. It can also predict the impact of training programs to improve talent management with data-driven decisions. This makes it easier for HR to align employee administration initiatives with business goals and maintain a competitive talent acquisition and retention edge.

  1. Interactive dashboards

Dashboards in People Analytics are collaborative and allow managers to view summarized team metrics. They condense textual details into visuals that can be comprehended quickly (such as value comparison by column heights) and convey more semantics (such as alerts through colors).

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People Analytics Dashboard: SAP

Dashboards offer a dynamic way to interact with HR data and monitor KPIs. By consolidating different metrics onto an easily navigable interface, they provide real-time insights for routine HCM tasks. Users can adjust their views, filter data, and drill down into specific areas of interest. They facilitate quick identification of trends and anomalies, empowering the HR team to make informed decisions and swiftly respond to emerging issues.

  1. Holistic data integration

People Analytics fast-tracks data consolidation from multiple HR systems and sources, providing managers with a unified view of the workforce in a single interface. The integration also streamlines data management, reducing redundancies and improving information accuracy. Organizations can get the insights they need to design cohesive HR strategies for greater workforce efficiency through a single source of truth.

  1. Employee feedback with surveys

Organizations can invite employees to express their views on workplace engagement using People Analytics surveys. There are tools to design and distribute surveys for feedback on HR policies and employee experiences in training and workshops. The collected data helps understand employee sentiments and development needs. Besides, HR managers can use the insights to improve workplace culture and become one of the best brands to work for.

Maximizing the Effectiveness of People Analytics

Organizations can enhance the benefits of People Analytics by following these best practices:

  • Clear objectives: With pre-defined goals on what they intend to achieve with People Analytics, HR goals can be aligned with overall business objectives.
  • Data quality: Focus on the five pillars supporting data quality—accuracy, completeness, consistency, relevance, and timeliness. Moreover, implementing clear validation rules, regular audits, and cleansing data are critical to maintaining reliability.
  • SAP templates: SAP offers pre-built templates and dashboards to draw more value from People Analytics that can be customized to fit an organization’s specific needs and metrics.
  • Data-driven culture: To nurture a workplace where data drives decisions, HR leaders can equip everyone with crucial information that aligns with their role and reward data usage by linking it to performance appraisals.
  • Integration with other modules: People Analytics can be integrated with other SAP SuccessFactors modules such as Performance & Goals, Compensation, and Recruiting for a holistic view of HR processes and outcomes.
  • Monitoring and iterating: People Analytics’ performance and impact should be continuously monitored. Feedback from users and stakeholders can be collected to make iterative improvements.
  • Security and compliance: Robust security measures protect sensitive HR data. Companies must ensure compliance with the latest data protection regulations and industry policies.

 

Configuring People Analytics in SAP SuccessFactors

Activating People Analytics begins with ensuring that the SuccessFactors instance meets the essential technical requirements and that the user profile has required administrative privileges for configuration changes. Companies can consult an experienced SAP service provider like YASH Technologies for support on provisioning, enabling role-based permissions, configuring report centers, and preparing data. YASH Technologies offers customers a range of SAP SuccessFactors solutions, helping them leverage the benefits of People Analytics cost-effectively. We also train end users to familiarize them with this suite of SAP SuccessFactors.

For more information on SAP’s applications and how YASH can help deploy them smoothly for your business, write to us at info@yash.com.

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