Activating SAP Analytics Cloud for Planning - Oper...
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Everything you need to get started for your Operational Headcount Planning needs.
Overview
Workforce Planning is no longer a siloed part of business that organizations can visit once a year. And modern workforce planning needs to become a framework of collaborative enterprise planning that is continuous and dynamic. Organizations are transitioning from purpose-built workforce planning application to enterprise-grade planning where they get access to HR as content for acceleration.
From Operational headcount planning to Strategic workforce planning, SAP Analytics Cloud for planning integrates Workforce Planning into the realm of Extended Planning and Analysis (xP&A). It combines Workforce Planning with Smart Predict capability and comes with standard features that are critical for planning to empower businesses to drive positive financial, operational, and human capital outcomes of an organization.
Strategic Workforce Planning vs Operational Headcount Planning
“What are the workforce implications of our organization’s short and long-term business strategy on our critical job roles?”
“Will we have the right resources? If not, how could we get them?”
For business HR strategists, Strategic Workforce Planning ensures the contribution of the HR strategy to the business’s success and strategic objectives. It is a planning solution that helps to predict the future development of workforce demand, supply, and gap, and define a strategy for gap closure.
“How do we plan for the right number, cost, and types of workforce resources to hit projected business targets and make sure we are executing on that plan?”
For HR business partners, Operational Headcount Planning is a planning solution that supports the yearly planning of headcount. Operational Headcount Planning by Job allows planning of headcount or FTE for hires, terminations and transfers and their salaries and merit increases. Operational Headcount Planning by Position is performed on position level and allows for planning of new positions, position transfers, employee transfers and position terminations and salary adjustments.
Here is a high-level overview of how HR can help streamline the workforce planning workflow to make better-informed talent decisions.
Create your planning model
In order to use SAP Analytics Cloud for workforce planning you’ll have to import your HR data. Usually before you can import any data you have to define how it will be structured by creating a planning model. SAP accelerates this process by providing you with predefined templates you can use to define and load data from SAP SuccessFactors Employee Central based on existing structures and relationships.
A planning model is a representation of your people data according to your defined structure. When you create your model, you’ll define hierarchical relationships between positions and determine your organizational structure according to cost center or departmental structures. Models will provide the basis for your planning in SAP Analytics Cloud.
Once your model is defined, you’ll complete the process by importing your workforce data. In this stage, you can add the different types of your headcount and cost data such as actuals, budget, and forecasts.
Collaborate with your team
In order to increase accountability and cut down on multiple communication channels, SAP Analytics Cloud incorporates collaboration tools so stakeholders like cost center managers, leadership and workforce planners can communicate in context without leaving the platform.
Collaboration features give individuals the ability to:
Add Connection by selecting Acquire Data – SAP SuccessFactors
On the New SAP SuccessFactors Connection dialog, enter data connection name, Service URL, User ID, API Key, upload the certificate file under Private Key, and enter Company ID
Clicking Create will add the new connection to the list of connections on the Connections screen
Add connection by selecting Acquire Data – SAP SuccessFactors Workforce Analytics
On the New SAP SuccessFactors Workforce Analytics Connection dialog, enter data connection name, Service URL, Workforce Analytics User ID, API Key, upload the certificate file (.pem file) under Private Key, and enter Company ID
Clicking Create will add the new connection to the list of connections on the Connections screen
This connector only provides a way to include some of the analytical information that were performed in Workforce Analytics in SAC Stories. With this connector, you can access predefined, time-trended HR, and talent metrics from Workforce Analytics without having to build from scratch
This connector requests the results of a query at the leaf node, performing the aggregations as part of processing the query and building the model. Hence it requires manual re-creation of the hierarchies that have been requested from Workforce Analytics in the SAC model.
We recommend that you use the connector for requesting small and targeted amounts of data for inclusion in SAC models and stories
Steps to Start with SAP Analytics Cloud Planning – Operational Headcount Planning by Job (Best Practice Content)
Prepare System for Operational Headcount Planning
Validate Planner Views
Identify and Create New Positions to be Added
Create Headcount & Full-Time Equivalent Plan
Create Annual Salary & Merit Percentage Plan
Calculate Costs & Obtain Approvals
Consolidate Plans & Create Hiring Plan
Analyze Actual and Plan Headcount and Full-Time Equivalent Plan
Track and Analyze Actual vs. Plan Headcount and Full-Time Equivalent Plan
Operational Headcount Planning by Job is the process of planning the headcount or full-time equivalents for a twelve months planning horizon. The planning is performed on a job classification level per organizational unit and allows for planning of hires, terminations and transfers-in and transfers-out. In a second step the salary and merit increase per job classification is planned. New positions (i.e. job classifications) together with annual salary can be created in specific locations for planning of new headcount and full-time equivalents.
Three types of comprehensive pre-built analytics stories support the planning activities:
The analysis of the Plan with e.g. net change and salary-related charts
Actual & Plan analysis presenting key measures including breakdowns by period
Actual vs. Plan analysis providing e.g. the calculation of variances
Steps to Start with SAP Analytics Cloud Planning – Operational Planning by Position
Prepare System for Operational Headcount Planning
Create Local Guidelines
Review Cost Data
Add New Positions, Transfer Positions, Transfer Employees, Terminate Positions
Adjust Salary
Review Headcount, Salary and Midpoint
Review Total Cost
Analyze Plan, Analyze Actual and Plan, Analyze Actual vs. Plan
Operational Headcount Planning by Position is the process of planning the headcount for a twelve months planning horizon. The planning is performed on a position level per organizational unit and allows for planning of new positions, position transfers, employee transfers and position terminations. Transfers are planned between cost centers of the same organizational units (not across organizational units). In a second step the salary adjustments per position are planned. Local guidelines including merit and benefits are used to calculate total cost. Comprehensive pre-built analytics stories support the planning activities. The solution is designed with planning administrator and planner roles in mind with role-specific launchpads.
Helpful Resources
Learn about current functionality, recent improvements, anticipated road map, and more by clicking the links below: