UK&I: SF additional learning

Click on each section to view the flow process and for FULL training.Please ensure that you follow EVERY step

Viewing and changing information

Recruitment

Onboarding

Creating and viewing reports

This is Zoe. She is a Line Manager who is looking to hire a new team member into her team.

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Before she can start the recruitment process, she needs to know:

1. Does she follow the central or the regional recruitment process? Central: The recruitment team will take responsibility for some workflows, while supporting the hiring manager with others.Regional: The hiring manager will take responsibility for the workflows with recruitment team support. 2. Does the position already exist? If yes, she can proceed, if no then 1) SSP Ops – please use the 4me service – Position Management 2) RG Ops – please email Gillian Clark 3) Head office – please email Parimala Mannava 4) Group - please email Su Kim Lee

Then she can start the recruitment process

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These are the steps Zoe needs to take to hire a new colleague for her team - click on individual steps to find out what they mean and who is responsible for completing them, or use the simplified flow process.Once you familiarise yourself with all the steps, use the How to… cards as a guide in completing individual steps. Please click here to access SharePoint to ensure the correct options are chosen in the drop-down boxes.

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7. Select the successful candidates​

5. Interview with potential candidates​

1. Create job requisition from existing position

3. View and shortlist​

simplified process

8. Prepare offer and approve the offer​

6. Evaluate candidates and feedback​

2. Post job internally & externally​

4. Screen and arrange interviews​

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Now that Zoe has found the perfect person, the onboarding process can take place. This is not just ‘online’ on SuccessFactors, but also she can start planning for a successful start ‘offline’. As their line manager, Zoe has the responsibility to make sure that the newest member of her team has the best onboarding experience possible, so the more prepared and organised she is the easier it will be for both of them.

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These are the steps Zoe needs to take to onboard a new colleague for her team - click on individual steps to find out what they mean and who is responsible for completing them. Once you familiarise yourself with all the steps, use the How to… cards as a guide in completing individual steps of the onboarding process. The crib sheet should be used to ensure the correct options are chosen in the drop down boxes.

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5. Complete manage pending recruit

4. Induction planning

2. Data review and contract

1. Initiate Onboarding

3. New starter activities

crib sheet

Onboarding

Congratulations! Your new colleague is ready to start. There will be occasions when a colleagues you hired worked with us before or your new employee might change their mind about joining SSP. For more information, click the buttons below:

simplified process

Rehire with new employment

No show

SuccessFactors is the hub of all people information, and whenever information needs to be changed, updated, amended or utilised SuccessFactors is the portal to allow this. It contains all information around a colleague’s life cycle including any role movements. Here, you will find all of the other process’ that can be completed within the system. Click on the buttons below for details

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Changes to colleague's contract or cost

Business information changes

Other actions

Colleague job movement

Changes to colleague's status

note: Chief People Officer must authorise all Hay Grade C+ changes

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Business information changes

Create a new position

Contingent (contracted) worker

Change a position

simplified process

Changes to colleague's status

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Long term absence

Hire colleague directly onto SF

Terminate colleague employment (voluntary)

Terminate colleague employment (involuntary)

Extend a probation period

simplified process

Colleague job movement

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Change a colleague’s cost centre

Transfer a colleague

Promote a colleague

Global assignment

Demote a colleague

simplified process

Changes to colleague's contract or cost

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Change colleague’s contract type

Set an alternative cost distribution

Change a colleague’s hours and related pay

Adjust annual leave allowance

Change colleague’s comp/pay rate (incl. HGD)

Issue one time payment

Change colleague’s pay grade

simplified process

Other actions

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Complete approvals and take actions tasks

Proxy another user

Delegate an approval & set up auto-delegations

There are a number of reports that can be run to gain all sorts of data and information. The reports available to you will be role based. This means that you will only be able to run and access reports relevant to your role in order to protect the data within. Click below to view the how to card to access and view reports.

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Reports in SuccessFactors

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lines

Change colleague’s pay grade