Implementing the SuccessFactors Compensation module can be very complex when implemented on a global scale due to all the legal and country-specific compliance. SuccessFactors provides a standard template to be used as a Rapid Deployment Solution, but you still need to adapt it to your global and local specificity and processes. From a Best Practices point of view, you should consider the following:
1. Think Global
Start from a Global Approach to create a unique SuccessFactors Compensation Process that will be applied to all countries. The purpose is to avoid, as much as possible, the creation of multiple templates per cycle to reduce the administration and maintenance burden. Global guidelines & eligibility rules should cover the countries that do not have any country-specific or legal compliance requirements.
2. Adjust Local and use Executive Review
Move to a Localized approach to cover the legal compliance by country and any deviation from global process to cover the country-specific requirements – The use of custom fields loaded in the User Data File (UDF) will help to apply specific Guidelines & Eligibility rules to cover the needs of these countries. In some countries, depending on regulations or whether they are unionized or not, the inflation or the merit score will only be known after the forms are loaded. This can be an issue if you want these numbers to be defaulted on the worksheets of the planners. Don’t hesitate to make use of the Executive Review to solve these kinds of issues and many others using the powerful Export/Import functionality of these worksheets. Consider also the use of Executive Review to simplify your Route Map.
3. Start with Reporting need
Too often are the Reporting needs discussed at the very end of the project, which can lead to the reworking of your Templates. We recommend analyzing your Global and Localized needs for reporting as early as possible, preferably during the Explore phase. Pay attention from the very beginning to the country-specific needs of the Compensation Statement and the effort required to build and test these requirements. There are typically items such as the statements must be language localized, must contain data that are more relevant for payroll or contain additional sections for compliance reasons.
4. Who May See What?
Depending on the maturity and the culture of your company, you would probably not allow a Planner, a local HR or any other Reviewers except the top-level executives to see their own data in the worksheet. Permissions and Roles need to be analyzed and configured as soon as possible. And more importantly, tested thoroughly on both global and local levels. Our recommendation for creating the separate role(s) specifically for Compensation.
5. Practice Makes Perfect
This is common sense but users must get used to the system. This happens during the iterations review, the Training workshops, and the Testing phase! Admin Processes such as moving employees from worksheets, UDF updates and the options available during the import procedure and Export/Import to Excel in Executive Review are not difficult to use but need to be practiced and understood before going live.
Like to read some tips on what NOT to do? 7 Ways to fail a SuccessFactors implementation
Contact us if you have any questions on how to roll out Compensation on a global level. If you experience any performance issues with your Compensation module currently, you may be due for a Health Check.
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