SAP SuccessFactors Job Profile Builder
Summary
TLDRThis webinar, hosted by Talent Team, a premier value-added reseller of SAP SuccessFactors, focused on leveraging the Job Profile Builder for creating more effective job descriptions. The session covered the functionalities and key features of the tool, its integration with various SuccessFactors modules, and the process of migrating from the legacy Job Description Manager. The consultant provided a live demo, showcasing how to create job profiles and manage skills, emphasizing the importance of job descriptions in talent management. The webinar concluded with a Q&A segment and a call for feedback for future sessions.
Takeaways
- 😀 The webinar is hosted by Talent Team, a premier value-added reseller of SAP SuccessFactors, specializing in implementation services and product support for SuccessFactor solutions.
- 📝 The main focus of the webinar is to discuss the Job Profile Builder (JPB) tool within SuccessFactors, which is used to create more effective job descriptions.
- 🛠️ JPB is a successor to the legacy Job Description Manager (JDM) and is built on the metadata framework, offering more features and versatility for managing job profiles.
- 🔑 Key features of JPB include the ability to create various job profile content, template management, workflow integration, skill profile portlets, and employee acknowledgements.
- 🔗 JPB integrates directly with other SuccessFactor modules, allowing job profile information to flow between talent management processes without the need for redundancy.
- 📈 The tool supports standardization of job profiles across the organization, making it easier to manage roles and responsibilities from hire to retire.
- 🤝 Skill management is an integral part of JPB, allowing for the definition and assessment of skills related to job roles, enhancing the HR processes.
- 📚 The webinar covered the steps for migrating from JDM to JPB, emphasizing the importance of data validation to ensure a smooth transition.
- 💻 A demo was provided to illustrate the functionality of JPB, showing how to create and manage job profiles, templates, and associated content.
- 🗓️ The session was recorded and can be rewatched for further reference, and attendees were encouraged to share it with colleagues.
- ❓ The webinar concluded with a Q&A session, addressing questions about reporting on job profiles and configuring job profile acknowledgement settings.
Q & A
What is the main focus of the webinar presented in the script?
-The webinar focuses on how to produce more effective job descriptions using SuccessFactors' Job Profile Builder (JPB).
Who is the intended audience for the webinar?
-The intended audience includes HR professionals and other stakeholders involved in talent management and job description creation within organizations using SAP SuccessFactors.
What is the role of the Talent Team in the context of the webinar?
-The Talent Team is a premier value-added reseller of SAP SuccessFactors, specializing in implementation services and product support for SuccessFactors solutions.
How can participants engage with the presenters during the webinar?
-Participants can ask questions at any point by dropping them in the Q&A or chat box, and the presenters will address them either throughout the session or afterwards.
What is the significance of job descriptions in HR processes according to the script?
-Job descriptions are crucial as they set the foundation for recruiting, developing, retaining talent, and for optimum work performance by clarifying expected responsibilities and results.
What are some key features of the Job Profile Builder mentioned in the script?
-Key features include the ability to create various job profile content, job profile template management, optional workflows for approvals, skill profile portlets, and employee acknowledgement of job profile changes.
How does the Job Profile Builder integrate with other SuccessFactors modules?
-The Job Profile Builder integrates both directly and indirectly with other SuccessFactors modules, sharing information and ensuring consistency across talent management processes.
What is the purpose of the 'employee acknowledgement' feature in the Job Profile Builder?
-The 'employee acknowledgement' feature ensures that employees are notified of changes to their job profiles and have acknowledged that they have read and understood the changes.
Can organizations migrate from Job Description Manager (JDM) to Job Profile Builder, and what considerations are needed?
-Yes, organizations can migrate from JDM to JPB. Considerations include ensuring proper data migration, validating data consistency, and understanding that access to the competency library from the application will be lost.
How can the Job Profile Builder help with diversity and inclusion goals in job descriptions?
-The Job Profile Builder, along with the optional SAP SuccessFactors Job Analyzer feature, can help identify and highlight biased terms in job descriptions, promoting diversity and inclusion.
What are the next steps for participants after the webinar?
-Participants are encouraged to provide feedback and suggestions for future webinar topics, and to reach out with any questions to the provided email addresses.
Outlines
📝 Introduction to the Webinar and Talent Team
The session begins with a welcome note and an introduction to the Talent Team, a premier value-added reseller of SAP SuccessFactors specializing in implementation services and product support. The webinar's purpose is to explore the use of SuccessFactors' Job Profile Builder for creating more effective job descriptions. The facilitator encourages participants to ask questions throughout the session and mentions that the session is being recorded for later viewing and sharing.
🔍 Understanding the Importance of Job Descriptions
This paragraph delves into the significance of well-crafted job descriptions, which are essential for setting clear expectations for roles within an organization. It discusses how job descriptions are foundational for recruiting, developing, retaining talent, and evaluating performance. The speaker emphasizes the need to regularly update job descriptions to reflect changes in roles and responsibilities, and highlights the challenges HR teams may face when job profiles are not properly maintained within HR applications.
🛠️ Exploring the Job Profile Builder (JPB) Tool
The speaker introduces the Job Profile Builder (JPB) as a tool within the SuccessFactors platform that facilitates the creation of job profiles. JPB is highlighted as a successor to the legacy Job Description Manager (JDM), offering more features and versatility. It is built on the metadata framework, allowing for the management of job profile structures efficiently. The paragraph also touches on the integration of JPB with Skill Management for assessing skills associated with job roles.
🏢 Key Features and Capabilities of Job Profile Builder
This section outlines the key features of the Job Profile Builder, including the ability to create various job profile contents, job profile template management, and the option to create profiles without a workflow. It also discusses the skill profile portlet, which allows employees to view and self-rate their skills associated with their job roles. Additionally, the paragraph covers the employee acknowledgement feature, which ensures employees are aware of and acknowledge changes in their job profiles.
📚 Navigating Job Profile Builder's Setup and Terminology
The speaker guides participants through the setup process of the Job Profile Builder, explaining the importance of creating content for job families, roles, competencies, and skills. It also clarifies the terminology used within the platform, such as job families, job roles, job codes, and profiles, emphasizing how these elements are interconnected within the system.
🛫 Demonstrating Job Profile Content Creation and Management
This paragraph provides a walkthrough of creating and managing job profile content within the system. It covers the creation of job families and roles, the association of skills and competencies, and the setup of employment conditions and educational requirements. The speaker also explains how to import and export job profile content for bulk creation and management.
📝 Creating Job Profile Templates and Profiles
The speaker demonstrates how to create job profile templates and profiles using the previously created content. Templates are used to define the structure of job descriptions, and profiles are filled with specific information for each role. The paragraph also discusses the integration of job profiles with position management and the importance of standardizing job descriptions across the organization.
🔄 Transitioning from Job Description Manager to Job Profile Builder
This section addresses the process of migrating from the Job Description Manager (JDM) to the Job Profile Builder (JPB). It covers the migration of structures, such as competency families and roles, and the need to ensure data consistency during the transition. The speaker also mentions the use of a check tool to validate the migration process and the implications of losing access to the competency library once JPB is enabled.
📊 Reporting and Acknowledging Changes in Job Profiles
The speaker discusses the limitations regarding reporting on job profiles, noting that while data can be exported, there are no specific reports available for job profiles. However, they demonstrate how to configure job profile acknowledgement settings within the system, allowing employees to acknowledge changes in their job profiles, ensuring they are informed and understand any modifications to their roles and responsibilities.
📩 Closing the Webinar and Gathering Feedback
The session concludes with a call to action for participants to provide feedback and suggestions for future webinar topics. The speaker shares email addresses for further inquiries and emphasizes the importance of job profiles within organizations. They thank participants for their engagement and express hope for continued communication and future webinar attendance.
Mindmap
Keywords
💡Webinar
💡SAP SuccessFactors
💡Job Profile Builder (JPB)
💡Implementation Services
💡Product Support
💡Job Description
💡Metadata Framework
💡SuccessFactors Consultant
💡Migration
💡Integration
💡Talent Management Suite
Highlights
Webinar introduction by Sena, emphasizing the importance of job descriptions in talent management.
Sadaf takes over to discuss the effectiveness of job descriptions using SuccessFactors' Job Profile Builder.
Explanation of what Job Profile Builder (JPB) is and its role in creating standardized job profiles.
Key features of JPB, including its capabilities and advantages over the legacy Job Description Manager (JDM).
How JPB integrates with different SuccessFactor modules, enhancing the talent management suite.
The process of migrating from JDM to JPB, including considerations and steps involved.
Importance of well-written job descriptions for realistic role portrayal and talent acquisition.
JPB's ability to create job profiles with or without the Employee Central module.
Skill management integration with JPB, allowing for skill definition and assessment.
Standardization of job profiles through template creation and reuse in JPB.
JPB's role in supporting the annual performance evaluation cycle and role changes.
Technical demonstration of JPB's functionalities within the SuccessFactor application.
Discussion on the importance of job profiles in HR processes and the challenges of maintaining them.
How job profiles created in JPB can be accessed and acknowledged by employees.
The use of job profile templates in JPB to streamline the creation of job descriptions.
Final Q&A session and feedback collection for future webinar improvements.
Transcripts
okay i see people joining let's let's
start now and
so thank you all for making time
in your diary and joining us today um
you're all very welcome to this webinar
i'm sure that most of you know but
uh for those that don't know talent team
um we are one of um sap successfactors
premier value-added resellers uh we
specialize in implementation services
and then product support and success
factor solution
um so let's let's get the session
started you you may ask questions at any
point uh just drop them in the q a or
chat box um and we'll make sure that we
answer either throughout the session or
afterwards um and also the session is
being recorded and so you can rewatch it
at your convenience and also share it
with your colleagues and so pass over to
sadaf now our success factors consultant
at talent team so enjoy the session and
we hope that you find it useful
right thank you sena
uh hello everyone very warm welcome and
good evening good afternoon and good
morning as well uh i hope you all are
doing great and again thank you very
much for joining us today in this
webinar which has produce more effective
job description using one critical tool
which is nothing but our success factors
job
profile builder
all right
so
uh i hope
those who have joined us today most of
you
know about it uh or maybe know about it
a bit uh in a bits and pieces a part of
it but yeah that's we are here today to
help you understand what job profile
builder does
so let's quickly
look at
what are we going to cover today in this
webinar
so yes we are going to talk about what
is exactly job profile builder is what
does the solution do
we are also be talking about the key
features and the solution capabilities
that it offers to the success factor
customers which are really important
especially when the job description is
one of the great key
information that flows between all the
talent management suit you have
we will be talking about the
interactions that happens
all the informations we
create within the job profile builder
how that that's connect with the
different success factor modules
and yes uh if
you may know about that uh
there is a previous
version of the job profile management is
the job description man manager which is
the legacy functionality which is still
being used but yeah if you wish to
migrate from jdm to jpb then what are
the key steps you may need to consider
for that migration and how that happens
we are going to be
talking about those as well and finally
there will be a time for you
to
let us know any more questions you have
and definitely will be happy to to
get your valuable feedback and comments
at the end of this webinar as well
and you since we have
created a specific slot for the
questioning at the end of this webinar
but feel free to
post your questions like esvena said in
the qana panel and will be happy to
assist even during when we are on a
particular topic
all right
so
before we actually uh start talking
about
the technical or functional aspects of
job profile builder
let's let us all just talk about
more
what
actually job pro why the job
descriptions are
so important right
because that is
the key of this particular session that
we like to make you understand that why
the job descriptions are important and
why the job profile builder is something
which helps you make
manage this important piece of
information within the
success factor application
so if i can explain uh the job
description should actually reflect
all the duties and the responsibility of
the position
and when
these are well written so these actually
produces a very realistic picture of
job and answers
there is always been a very important
question so around hr
platform that
what does a person do in this in his or
her role actually so that's where the
job descriptions play very vital role
explaining the roles and responsibility
of the person of the role he holds in
the organization
and hence
job description not only describes the
positions responsibility
it actually sets the foundation for
recruiting
developing
retaining the talent and also sets the
stage for optimum work performance
for say by clarifying all the
responsibility expected
results from that person who is holding
that position while his or her
performance is being evaluated and more
i would say this is a one of the
component which actually also uh
supplement the compensation
and the legal compliances if there is
any in the organization around the rules
and responsibility which person performs
so
as best practice i would say this job
description it has to be revisited and
updated in line with the annual
performance evaluation cycle
or maybe
on a
regular interval where if there is any
change in the roles and responsibility
of a particular person so those should
well reflect so as a person he should be
well aware what he's supposed to do and
as an evaluator they should know that
what he was supposed to do and how he
has been performing
so definitely job profiles are the
central building block for the efficient
hr processes
and since they are so significant in the
many hr processes these has to be
assessed very quickly so what happens is
uh if these job descriptions or job
profiles if these are not maintained
within the hr application right the the
one what you use for managing your uh
employee base uh so usually uh the hr
team they may face challenges of
accessing and validating these job
profiles and especially that happens
when the recruitment
recruitment of the new joiners happen so
you really need to be having while
creating the requisitions the job in
descriptions
roles and responsibilities properly
provided so the one who are applying for
the applicant also and for the recruiter
also the proper well-written job
descriptions help
so that's that's all uh i wanted to
cover about why the job descriptions are
so important
uh before we move on to uh understand
what is jpb exactly and how does it work
uh we'll have a mix of for both
the the con content what we have within
the slides and also
i'll be showing some of the part of the
jpp within the demo system so you will
get the flavor of how does the job
profile
function and the features work within
success factor application
all right
let's start with our first topic that is
what sjb okay so jpb uh it's it's
obviously it's an acronym so it's a job
profile builder okay within the
successful uh solution and it's uh it
comes with the platform so uh it's not
necessary that once you have the
employee central module that only you
can use it but yeah definitely with and
without ac they're easy there is some
features which you don't get but yeah
jpb is available with the platform which
can help you create
job profiles and it over the period of
time
when you start using the jpb and create
the job profiles with this
particular content for the job families
and roles you have in the organization
it actually creates a standardized
repository so it helps recruiters and
the entire hr fraternity within your
organization to help in manage employees
roles and responsibility from their hire
to retire
and
right as i rightly mentioned at the
start of this
session that this is a successor of jdm
a job description manager which is a
legacy functionality which is usually
the data is managed the
competencies are managed family enrolls
from
from the provisioning from the back end
of the successful application
and
yeah and you really don't have that uh
much type different type of
features to create a different kind of
content within the job
profiles with this particular tool
it definitely replaces the family and
roles structures what you create using
the jdm
uh
since the metadata framework is a way
forward and most of the success factors
functionalities and features are now
moving
towards mdf has already been a lot of
them and that's what the jpb introduces
uh it is built on the metadata framework
that's why it helps you manage the job
profile structure efficiently in terms
of creating competencies creating any
content you want to
associate with the job profiles and
doing it from the application that makes
this tool is more versatile in terms of
the usage
yes so with jpv what happens is uh you
can create the job profiles with or
without the employee central so although
you really not too mandatory have the
employee central module in place or
subscription of it you can use it
without even employee central as long as
you have
the employee profile the platform of
success factors to use that
as a best practice so job profile
builders should be used with the skill
management so skill management is
another
part of the solution where you actually
get a good number of skills repository
and with the
with the legacy jdm you do not have an
option for
assessing the skills but the skill
management functionality what you have
is you actually get to define the skills
associate the expected readings around
skills and then employee can create and
managers can actually assess those
skills so that's that's skills is one of
the important
area within the hr so yeah with jpb you
can actually manage the skills
management as well
yes it does help you
achieve the standardization of the job
profiles because what happens is you
create a specific template the way you
want to present uh
the structure of your job profile
contents
and you really need not to every time a
requisition needs to be created or a job
needs to be posted
for externals or maybe internal to your
employees you need not to create all
these job profiles or jd's from the
scratch you can actually identify a
specific uh
related to the job family roles you have
in your organization some particular
template what content you want
whether it should have only competency
areas skills areas some physical
requirements and that's done once those
templates are created these are ready to
use every time you want to use them
all right
that was about a brief on the job what
is job profile builder is
now let us talk about what
key features it offers to success factor
customers
so the very first and i would say very
important is you actually can create a
different kind of job profile content so
it's not only restricted to your family
roles and competencies skills which are
important and basic but apart from that
you can actually create other different
type of content and when i'll show you
uh in our
demo system i'll show you how those
different contents you can create
oh and that you can leverage creating
the enrich top descriptions that meets
your requirement
job profile template management so
we have talked about it just while ago
where you can actually create a standard
templates and those templates can be
reused so that's that's depending on the
organization uh how diverse the job
roles uh and the families the
responsibilities they have
so based on that the templates can be
created uh maybe a few of them to meet
all the job roles or maybe
some specific to the families as a broad
category
you can create the job profiles within
without workflow what does that mean so
usually what happens is if you want to
ensure that once the job descriptions
and these profiles are published um the
new one or maybe any updates what you're
making due to the change in
in the organization or maybe due to the
change in the domain where your
organization walks in
so
those changes if you want to get
reviewed before those are made available
to the people who holds that job role
and are
actually associated with that job
profile
you can get these reviewed uh and these
workflows i mean
you might be knowing in the success
factor you can set up these workflows so
it's easy to set the workflows
associated with the job profiles and
then you are done every time you make
the changes it will go for the approval
and then
once that's approved those get published
skill profile protlet so
we will see this in a bit how does this
look like so in in success factors yeah
all these combination information you
display together these are combined in
the form portland with jpbu
and when you actually enable the skill
management along with the jpb you get
this additional portlet so within the
employee profile of the employees what
they can do is they have access to their
skills associated to their job roles and
that's the separate sections which is
easily available for them to access nss
yeah so this is how it looks like so in
your
[Music]
profile itself you get a separate
section where you can actually see what
are the skills uh and
as employee you can actually self-rate
yourself and then
this shows uh what is x
manager have rated and what is the
expected rating for a specific skill so
this is a very good presentation of for
the skills because when skills are tied
to
a particular
the roles or responsibility what are you
doing so it is very essential to assess
whether you are
meeting the expectations so out of that
or not
employee acknowledgement so this is a
very nice feature where uh like i said
when the changes are made it also go
through the work approval also when
there is a change in the organization's
job descriptions are changed somebody
has joined or maybe someone has already
working
on that particular
performing those roles and
responsibility but due to the change in
organization
the responsibilities needs to be added
or modified those are done but how the
employee gets to know so this is
something based
for employee to get to know about it and
acknowledge that they have read the
changes in their roles and
responsibility and acknowledge that
so this is something
you can set it up for the job profiles
and there will be different conditions
you can set or whenever the change in
the job profile or the job code
associated to that profile is change and
the other parameters
we will look at at this as well and yeah
for them to acknowledge for employee to
acknowledge this change
it's simple to get that
task in their to-do list so it's nothing
where it gets lost within the
application but yeah they have the
readily available this acknowledgement
to
read and accept that okay
all right so that was the key features
and now uh
let's look at what the job profile
builder as a solution oh it has the
capabilities what all it can do we will
talk about it and then we will quickly
switch over to the system to look at it
how does all these capabilities work
okay
you can manage the content so you can
actually create the different profile
content that's always
going to be the step one
which forms so the basic for you to
create start creating the job profile
templates where you can associate these
contents
and these content is nothing something
which you can only create from the
application but yeah there is an option
available because usually the job
profile creations if that needs to
happen in bulk
uh so creation from the application will
be a tedious task so the standard
templates are available
which can be used for populating the
specific information and then upload it
in bulk so that helps
and then once you have the contents in
place you actually create the templates
which actually form the base for the job
descriptions and the information the way
it displays to the person who holds that
role
and the final comes with the help of the
templates you actually create the
profiles which is nothing but your job
description actually so
after a contents are created the format
is finalized the templates and the
contents are associated together and
that brings forward job profiles which
are actually associated with the rules
and then it actually eventually gets
visible to the employee who holds those
roles
yeah so
uh quickly before i will show you the
demo for the job profile builder
solution or just for the benefit of
everyone uh
we will quickly uh
look at these important terminology
which uh we have
used so far in this webinar and i'll be
using them again and again so in case oh
if anyone is not familiar we'll just
quickly look at these
so
uh
in success factor elements when you set
up the job profile builder the basic
framework so that's where you need to
create the families roles and the job
profiles so families aware it's it's
nothing but in your organizations the
broader category of the roles and
responsibility those becomes your job
families and then the further
segregations of those job families are
your job roles
here if we take an example of the
information technology as a job family
so and then further segregation of id
can be different where the application
team and the server team so they'll be
the these different categorization
becomes the job role because they have
their different and the specific sets of
responsibilities they need to perform
when they hold that role
position definitely oh i i'm sure all of
you must be aware of it so this is
something which a person holds and it
shows and it actually connects the
person with the job core and that's all
the job codes associated with the roles
they have
profiles we are calling them a profile
which is nothing but your job
descriptions which talks about very
clearly what the person
who holds the role that's associated the
job profile is supposed to do in the
organization
uh that person's skills what skills he
needs to
hold what type of competencies
any specific
requirement for that person to perform
his roles and
all those conditions we can define
this is just a pictorial representation
of how the family roles and job codes
are associated to each other so this
this is pretty simple where uh you have
the job families the for the
categorization of roles and the
competencies are associated with roles
as well as the job codes and even at the
end of any particular person he actually
belongs to a position and position is
connected to the job
so that's how
everything what we define are
interconnected and that's the data flow
in and out and that's how those are
accessible to the employees
all right
uh
okay so for just to ensure that in case
if we have any technical glitch i also
have the power point slides on the
different
uh
capabilities we are going to talk we
have already talked about right how you
can create the contents but what we will
do is i'll quickly
jump to a demo system and then i'll show
you how these uh different
structures what we are talking about for
the jpb it works okay
you will see me i'll just quickly stop
sharing and share my screen pack
i'm sorry for that but just give me
quick one second
yeah we are almost there
sorry about that there was some
technical glitch
can y'all see myself i hope my screen is
visible
no we can't see your screen just yet
yeah so i'm showing a system
sorry about that everybody fine so here
let's look at all the uh how the job
profile all the confidence what we have
talked so far all the building blocks of
job profile how these are managers so
here what i have done is i have now
logged in as an admin uh
someone who has a permissions to manage
all these job profile contents create
template um and create the job profiles
and then do the further association
between them
so it's pretty simple you have all job
profiles
activities doing in here
so yeah that's the step one
so
before we actually create the
final job profiler job description what
it requires is as i said you we really
need to create the content what you want
to populate right and that content setup
is something i would say oh if you're
starting a fresh it's a one-time
activity it's a big activity but yes
this is like once it is done you are all
good to continue using the setup for for
the longer term
so yeah as you see here
uh within the job profile content you
have an option to create families roles
uh different type of certifications
because a role can have a requirement
for someone to hold a specific
certification and that domain or the job
he does
we can create competencies employment
conditions uh
educational requirements of the degree
any major and minor injury questions so
yeah this is just
for the job profile but these interview
questions are actually are not visible
on the recruitment side basically
and then job responsibility any specific
physical requirement or relevant stunt
industry so if an industry specific
experience is required or that position
is something which requires persons to
hold experience in an id industry or
five years something you actually
specify all these and the skill skill i
talked about that the skill management
it's a supplement with the job profile
builder where you can actually have the
skills matrix created
so let's look at all these quickly one
by one
all right so he said the families are
nothing but these are the broad
categories of all the roles and
responsibility
in your organizations which are
categorized as a specific
roles okay so as you see here um we can
actually create these families based on
how diverse your
in your organization's roles and
responsibilities are
or
there are standard uh job families
available within uh the success factor
which you can actually
use so this is the readily available
repository so if
in your organization there are
uh roles which are pretty much matching
to these families and also you get to
see a associated role as well so what
you can do is you can actually choose so
that's oh if the family is something
which is matching to your requirement
you will choose to
adopt that
uh and also all the rules associated
that comes along with the standard
definition if those also
is feasible for you to attack you can
actually use that and that's where this
gives an option at family only or at
family enrolled sports so this is pretty
much flexible
so it's not a mandate that anytime you
adopt a family from adopt a family from
here you actually have to use only the
roles associated with that
so that's how you can actually pick and
choose from what's available within the
success store
and apart from that or you can actually
create
if you want to create a family details
from scratch providing a name
and then
all this data which skills you want to
associate with the family so obviously
the creation of the family goes first
and then the skills and the competencies
other contents are created and then
these are interlinked with each other so
i'll quickly show you for one of the
family here
how does this look like so see here
so we have created managerial and
supervisory family where it talks about
all the executive and the management
roles it falls to this particular family
and that's where it shows what all are
the roles which is associated to it
so it doesn't have skills or competency
map here but yeah you do have an option
to create the skills and competencies
and associated with the family also or
what you can do is you can actually
associate the competencies
with the role directly if you don't want
to associate it with the family
so that's how the families and roles are
set up
from here itself
you go ahead again the way the families
are available the standard families same
way the roles are also available so you
can pick and choose
a specific role if that meets your
requirement but again it starts with
picking up the family so it's nothing
like well you'll directly end up
choosing the roles but you first need to
choose specific family choose the roles
associated if you wish to and then adapt
that
this is about setting up the families
and role and that goes further with the
other components so it's pretty much
simple where it's give you an option of
creating a different kind of
certifications where you will provide
the details
uh description and the name and this is
what it creates the repository i was
talking about so you will keep on
building these different content and
that helps you create the further job
profile template and the job profiles at
the end
employment conditions you can have
degrees so
let will not go into each and every
content type because we know now with
the job profile builder other than only
families and roles competencies you also
have an option to create these type of
content so you can create those and what
happens is once you have these contents
created maybe you want to uh in your
organization maybe a specific content
something is not very relevant you can
still use that and repurpose that for
some other where
i'll tell you how within a particular
sections you can actually rename these
components and then use it for another
purpose
so that was about how you can actually
create the top profile content it was a
little brief just in the interest of
time we have
and then what happens is you actually go
on as a step two
we actually create you have the job
profile contents all the contents in
place
this i'll just quickly show this that
job profile content import and export so
it's going to be the same activity so
with the job profile manager profile
what we did is we created the content
from the application but here with the
important export options you have an
option to download a template for all
these kind of associations uh
have the template downloaded fill in the
information and upload it back so you
need not to do it like one by one for
each content what you want to create
and quickly
yeah now the second step uh
further to it you have the contents now
what we are going to do is we will look
at how templates for the job description
or job profiles are created in template
is where it actually forms the basic
structure what information you want to
populate
so
we will look at the one we have already
created
so obviously when we create these
templates uh you have to associate with
the family so this is what the templates
are created the families families are
eventually associated with the roles
then roles are something are connected
to the profile and the profile is hold
by the person that's how it the data
flows
so here as you see within the template
you have an option to define the name of
the template it automatically shows
based on the same family you have chosen
to associate it with this template
and then you have an option over here to
add a section so this is what we are
forming a template here and then fill in
the different information sections are
nothing but we have seen these are the
content so which content you want to
populate in a particular section so you
can name a section differently and then
you can populate specific information so
see uh essential functions this is
something
specific relevant industries right or a
particular education that information
you can populate in here
and once these sections are created what
happens is for a specific section you
have an additional option to make the
section required which means when
uh these uh using these templates when
job profiles are created those sections
needs to have a content those cannot be
leave blank
and yeah some specific settings related
to
when it the jpb and recruitment
integration these settings are actually
ties with the recruitment so if you want
to show this particular section in the
job requisition for external posting and
internal posting so that's some
additional features in there and yes oh
this one section visible to admin only
this is if you only want
someone who has an option to manage the
job profile templates only they should
be able to see that sections you can
actually manage that way
so this is about how you can actually
build the templates so step one you we
have created the content and then you go
on creating the template choose how with
how many sections you want to have in
the template and then we can choose
which type of content you want to
associate with the specific section
and once that's done the last step says
that
now create a job profile where we
actually
associate
a specific sections with the content so
here we created the building block and
with the job profiles you actually
fill in that information you want for a
specific role
so that's this last step
within the setup what we make
yeah
so here
uh i'll take an example of something
which already existing and then i'll
show you how the blank template looks
like so here let's take an example of hr
professional job profile
so when we create a job profiles a
system asks you to actually choose for
which job family and the further job
role you want to create
and also if the position management in
easy that's
if you're using that it actually further
shows you that how many positions are
associated
to the job code uh with which this job
role is associated right so you can also
create a job profile specific to
position but as a best practice it's
usually uh it is done on the role and so
because all the roles that have the
different positions most of them will
perform a similar kind of activity so to
make it more standardized uh it's it's
best practice to create with profile for
the role not at a position level but
yeah you do have an option to do that
and
let's look at how does it look like so
here if you see
so we uh while setting up the template
we created the sections right and then
uh those templates can be reused and
then filled further with all these
information
so you can actually fill a job
responsibilities of the sections were
created the summary and the competencies
all these what you see here so with
every sections you get the edit option
and the competencies i'll take an
example of competency so all the
competencies that was associated with
the job family for which you are
creating this
job profile those will populate in here
so this is quite important that setting
up a content and then associate that
with the job families and then when you
create a profile you will already know
you can pick and choose out of all these
available which are relevant to this job
family
and yeah for the sections depending on
what is the requirement for the jd you
want to
create you can have these sections and
then associate the content
so yeah that's
what all about how you can create the
job profiles from step one to
creating them for the final
now let's
do one thing let's have a quick check on
where we are in our presentation
i have unsure i'll share my screen pack
all right
so
let's have a quick check
what we have covered so we have seen how
you can create the contents what
different type of contents are available
how we can actually create the template
what are how you can actually create a
template that's nothing but creating
separate sections giving a name to the
template
and
yes and then when we end up at the last
step what we do is we actually create
the job profile so yeah this is just a
quick check on that just to ensure that
we have covered
what we need to
yes so job profile contents are in place
and then we create yeah
um
one point i think that
we may stop discussing about so
when within success factors the there is
a functionality available which is sap
success factors business beyond bias
feature it's optional upgrade i would
say
but that's available and when that's
enabled what happens is within your job
description if you have written
any term which is a biased maybe biased
in terms of feminism or
something which is
biased towards any particular aspect so
job analyzer does their job and let you
see those results that in your job
description and highlight that these are
the terms which are uh
are not
actually as per the diversity
goals
okay so inclusion and diversity is is
something which
the sap success factor products are
following where
this is where the job analyzer feature
is available to help you achieve that
inclusion and diversity goals so yeah
the job profile you have an option to
analyze the content and just to ensure
that those are nowhere by is to any of
the aspects
all right so that was about how we set
up the job profile using the different
functionality and features
let's quickly talk about that when we
set up all this data right within the
platform how this information what you
capture within the job profile it flows
across successfactory suite so there is
a direct and indirect integration i
would say so through some of the modules
there is direct integration there is
indirect integrations so there are the
direct integrations where your all these
competencies something you have these
available within your cdp
if i take an example of indirect
integrations so uh with lms right so the
competency what you create in the jpb
these competencies are available in the
platform and then you have these
competencies so flown to lms lms has all
the users the job codes are there and
then that's how the competency gets
associated with the user eventually
so that's how it works uh
this is just a little complex uh
structure of how those interactions
happen
so yeah on the left side what see you
you see is when the jdm is there how
that works and when you have the job
profile builder it actually has more
enriched experience and also features
for this communications around
satisfactory suits to happen
so you'll have families which can be
browsed in the compensation successions
gets the families and roles information
recruitments on the requisition when
that's created you have the job profiles
available which recruiters can see and
also modify
specific to any particular requisition
uh yeah this is just a quick uh
snap shots from uh how these
interactions happen so in your profile
you see the skill profile that we saw at
the start of this presentation
and with the uh employee when the job
profiles are created they can actually
access those job profiles from their uh
this employee profile informations
within the rcm uh the recruiters
actually they can see these job profiles
and like i said they can actually create
a local version of those job profiles
and adapt to or maybe make it flexible
to the requisition
and yes in the career and development uh
for
if i'm someone who really want to know
that what is the suggested role based on
uh the criteria set up so i may wish to
know what this particular role is
expecting if i i'm aspiring or maybe i'm
i'm expected to take a cut rule so yes
that's how you set up this information
within the platform and then the
information is shared across the success
factor module so you need not to reboot
repeat this setup again and again across
modules
fine uh i think this is the last topic
for our webinar today and
just interest of time so that we have a
good time for the questioning and the
feedback at the end
let's talk about what does
uh jdm to jpv migration does so if you
are already if you are a success factor
customer definitely and you are using
the job description manager for managing
your family roles and competency and uh
considering that the jpp offers more
diverse features and the interactions
are called success factors suit and you
wish to migrate and what are the
consideration you really need to make
so yes it does involve the structures
migration so these structures are your
jdm structures are nothing but your
competency families and roles what you
set up
uh you really need to because this is a
migraine migrating a data from one
particular component within the
subspector to another so needs to ensure
that you the data has been migrated
properly and it's it's it's actually
responsive so those validation checks
needs to be run
uh there is this functionality in
successfactor check tool which is
available where
you can actually run these checks and
know if there is any
data inconsistency
while happened during that migration
uh a very important point to note here
that
when the job profile builder that's
enabled right within your success factor
instance what happens is from your
application so uh
i i'd like to emphasize here that from
your application from your successfactor
application you actually
lose an access to the competency library
what does that mean you don't you know
no longer have access to that managed
competencies options
right so that's where you need to ensure
so in case of any further changes to the
legacy competency library either you
need to reach out to sap support or if
you're
you have the implementation partner
today they'll be able to support you
with that
and yes migration of job description
manager to job profile builder oh
okay i'm sorry this is a repetition so
what i wanted to say here is this
migration requires that you need to run
a migration job on the provisioning side
and that's that's what actually migrate
the data copy over the data from the
legacy functionality to the
jpp
over here just a quick check on
when we though with the help of that
check tool when we run those checks of
data being migrated so yeah you get an
option for checking data or what's
coming in from the job description
manager and from the job profile builder
so these kind of different checks are
available which can ensure that your
data has been migrated properly so data
sequence issue if there is any issue you
get the error
you you actually can investigate and
then fix those errors in the data and
then
run the migration again and then it
actually trans transfer the data
properly over to jpb
uh competencies data whether that has
been migrated properly or not
roles data families roles data when you
migrate and the same type of check you
can run from the application from for
again competencies and behavior families
and roles whether these are migrated
properly or not
all right
uh fine so we have now come to the end
of our
webinar today
uh is there any questions
i see a question sadaf um are there any
possibilities available to report on the
job profiles for example on team level
uh no so i mean you can export the data
but as of now there are no reports
available on these particular contents
like specific job profiles
but yeah i'll be happy to check and
surely i think when we share across so
the webinar content
will provide the further update
okay um oh i see something else come in
could you show in your demo system
configure job profile acknowledgement
settings please
yeah sure
that's a good
short let me
share my demo
so
yeah
i hope you can see the demo system so
over here this is uh again an option
available in your admin center
successfactor admin center that
configure job profile acknowledgement
setting
and here
these are
so the step one is you really need to
identify when these acknowledgements
should actually trigger whenever there
is a change in the job profile itself
if the job codes associated to
that profile is changing or the row
build role and job profile map begins
changing so yeah these are the three
criteria available for triggering these
acknowledgement to the user and yes the
notification gets popped up in the to-do
list and then you can actually write the
actual uh terms and conditions which you
wish your employees to read and accept
and say yes they acknowledge and they
they're well understood the changes that
have been made
does that answers your question who has
asked this yeah
i hope yes
all right
uh
if there is no further question then can
i
ask every one of you who are with us
today
if you could
go to
mendybeta.com
and just enter this code and
oh there is a small
exercise we will just do quickly to
understand if there is anything specific
you want to know more about this
particular topic and what additional
topics you would like us to come up with
in our next webinar
so i'm gonna present the minty
cure and then
i'll wait for your response
let me
bring that up here
can everybody see my screen
yeah yeah we can see
so she could please provide your inputs
to so yeah you need to go to binti.com
and then just enter this code and you'll
be in
in the meantime while you do that just
wanted to say
thank you for joining
if you have any questions regarding this
webinar
please feel free to email us at
webinarexparelentine.com
or if you have any other queries then
please email info
team.com
i'll be sending out a recording of this
webinar shortly as well for you to have
and thank you for your feedback
all right can i present the next one
because we have
six minutes exactly left if
anyone from everyone
anything else okay so now
the next
if you could help us with
if you
if there are any suggestions because we
are happy to do the webinars for the
topics you would like to know more about
so if there are any specific topic you
want to know more around the success
factor entire soon so we'll be happy to
to organize that
i hope everybody is able to access
mentee.com
all right uh if there is no suggestion
at this point in time feel free to
let us know later even uh we'll be happy
to to consider your suggestions
and yeah i think
[Music]
yeah sure that's fine i've just sent you
two emails in the chat box for you to
have in case you do come up with any
questions so just feel free to get in
touch
do you have anything else enough or can
we wrap up
yeah yeah we can surely wrap up and i
like to thank everyone for joining us
today i hope
uh you found this
session useful
and if you like to know more about in
details because jpb is something which
is oh i would say currently this is very
much in demand in terms of because most
of the organizations are moving towards
gpp using this functionality because
it's pretty much tied up with all the
success factor products you have and the
jd's are really important for for
everyone within the organization to work
perform so yeah that's it from uh from
my side and i like again thank you
thanks to everyone for joining us and uh
yeah if you have any question like it's
finna said you can write to us
to the email id given here or
you can visit our website as well thank
you so much all right have a wonderful
day everyone
hope to see in the future bye
thank you everyone bye
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