SAP SuccessFactors Job Profile Builder

Summary

This 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

00:00

📝 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.

05:03

🔍 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.

10:04

🛠️ 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.

15:05

🏢 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.

20:06

📚 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.

25:07

🛫 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.

30:09

📝 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.

35:10

🔄 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.

40:10

📊 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.

45:11

📩 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.

Keywords

💡Webinar

A webinar is an interactive online seminar or presentation that allows attendees to learn or discuss a particular topic. In the context of the video, the webinar is focused on the use of SAP SuccessFactors' Job Profile Builder, demonstrating its importance for creating effective job descriptions within an HR management suite.

💡SAP SuccessFactors

SAP SuccessFactors is a cloud-based human resource management system that provides a wide range of services for human resources, from recruitment to employee development. The video script discusses the company's premier value-added resellers and their implementation services for the SuccessFactors solution.

💡Job Profile Builder (JPB)

Job Profile Builder is a tool within the SAP SuccessFactors suite designed to create and manage job descriptions effectively. The script highlights its capabilities, such as building standardized job profiles and integrating with other modules within the SuccessFactors suite.

💡Implementation Services

Implementation services refer to the process of putting a system or solution into operation. In the script, the talent team specializes in these services for the SuccessFactor solution, helping organizations to effectively utilize the platform for their HR needs.

💡Product Support

Product support involves providing assistance to users to ensure the smooth operation and use of a product. The script mentions that the talent team offers product support for the SuccessFactor solution, indicating ongoing assistance for users.

💡Job Description

A job description is a document that outlines the roles, responsibilities, and requirements of a job position. The video emphasizes the importance of well-written job descriptions for recruiting, developing, and retaining talent within an organization.

💡Metadata Framework

The metadata framework is a system that allows for the management and organization of data elements, or metadata, which describe other data. In the script, it is mentioned that JPB is built on this framework, enabling efficient management of job profile structures.

💡SuccessFactors Consultant

A SuccessFactors consultant is a professional who specializes in advising and assisting organizations in the effective use of the SAP SuccessFactors platform. The script introduces Sadaf as the SuccessFactors consultant who will guide the audience through the functionalities of JPB.

💡Migration

In the context of the video, migration refers to the process of transferring data from one system or module to another. The script discusses the steps and considerations for migrating from the legacy Job Description Manager (JDM) to the Job Profile Builder (JPB) within the SuccessFactors suite.

💡Integration

Integration in the video refers to the way different components or modules of a system work together. The script explains how the job profiles created in JPB integrate with various SuccessFactors modules, enhancing the overall HR management process.

💡Talent Management Suite

A talent management suite is a comprehensive set of applications that organizations use to manage their workforce. The script mentions that job descriptions, created using JPB, are a key piece of information that flows through the entire 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