Implementing SAP SuccessFactors Employee Central at AyushVeda Wellness: A Pharma Industry Case Study

Case Study Background

AyushVeda Wellness Limited, headquartered in Haridwar, Uttarakhand, has emerged as India's leading Ayurvedic pharmaceutical and wellness company with an extensive global footprint across 100+ countries. Founded in 1942 as a small Ayurvedic medicine manufacturing unit, AyushVeda has grown into a global enterprise with 12,000+ employees worldwide, specializing in traditional Ayurvedic medicines, herbal supplements, naturopathy products, and holistic wellness solutions.

Dr. Vaidya Mohan Sharma, CEO of AyushVeda Wellness, recently unveiled "Vision Wellness 2035" – an ambitious strategic roadmap focusing on global leadership in natural healthcare through a blend of ancient wisdom and modern science. "The world is witnessing a paradigm shift toward holistic wellness," emphasizes Dr. Sharma. "Our ancient Ayurvedic knowledge, when combined with modern research and delivery systems, can transform global healthcare. However, this vision can only be realized if we have the right talent with the right skills at the right time."

Dr. Lakshmi Agarwal, CHRO at AyushVeda, has identified several critical talent management challenges:

Severe shortage of qualified Ayurvedic practitioners and researchers with both traditional knowledge and modern scientific skills

High attrition rates (27% annually) among R&D specialists and master formulators

Limited visibility into workforce capabilities across global operations

Inconsistent skill standards between traditional Ayurvedic roles and modern corporate functions

Difficulty in developing career pathways that honor both Ayurvedic expertise and business acumen

Challenges in preserving traditional knowledge while fostering innovation

"Our talent management approach must reflect the same holistic philosophy that guides our products," explains Dr. Agarwal. "Currently, our systems treat employees as either 'Ayurvedic experts' or 'corporate professionals,' without recognizing the integration needed between these domains. The Ministry of Ayush's focus on skill development highlights the urgent need for standardized capabilities in our sector."

To address these challenges, AyushVeda has decided to implement SAP SuccessFactors Talent Intelligence Hub as the cornerstone of its talent transformation journey, aligning with both the company's growth strategy and the broader national focus on Ayurvedic skill development.

Implementation Challenge

As the implementation consultant engaged to support this strategic initiative, you must address the following questions that incorporate both technical and organizational considerations specific to the Ayurvedic pharmaceutical and wellness sector.

Case Study Questions - Employee Central Core

💡

Data Model ( 3 Days Challenge)

Dear Participants ,

Welcome to Day 0 of the HR Tech Challenge - Core HR! 🎉 Today marks the beginning of your journey into mastering Core HR Tech Operations with focus on SAP SuccessFactors Employee Central.

For other products, you can understand the challenge and submit your solutions in respective HR Tech products (Workday/Oracle/Darwinbox or any other )

🛠️ What to Expect Today:

Orientation Session: Understand the challenge structure and goals.

Industry Selection: Choose your focus industry for the challenge (e.g., Pharma, Retail, Manufacturing). Contact to check which Industry Labs are open to enroll.

Introduction to Foundation Objects: Gain insights into Corporate Data Model (CDM), Succession Data Model (SDM), and Position Management. You must have studied these and we are now ready for Hands on.

📊 This challenge is designed to prepare you for real-world HR Tech Operations, with hands-on activities that will build your expertise step by step.

Stay engaged, ask questions, and get ready to dive into the world of Core HR technology! 🚀

This is not a training session, You must have completed EC Data Models/Position Management before accepting the challenge.

Solutions will be provided those who are part of my any of Membership.

Best regards,

Niladri

Your Career Challenge Architect

Day 1 Basics & CDM

Day 1: Basics & Corporate Data Model

Subject: Day 1: Kickstarting the HR Tech Challenge - Corporate Data Model 🚀

Dear Participants,

Welcome to Day 1 of the HR Tech Challenge - Core HR! Today, we dive into the Corporate Data Model (CDM), the backbone of SAP SuccessFactors Employee Central.

For other products, you can understand the challenge and submit your solutions in respective HR Tech products (Workday/Oracle/Darwinbox or any other )

💡 What’s on the agenda?

Hope you are confident about Foundation Objects and their role in structuring organizational data.

Hands-on activities to configure Legal Entities, Business Units, Divisions, and more.

Explore Pay-Related and Job-Related objects critical for HR operations.

🛠️ By the end of today, you’ll have a strong grasp of foundational configurations that set the stage for seamless HR processes. Let’s make it a productive day!

Best regards,

Niladri

Your Career Challenge Architect

Email for Day 2: Succession Data Model Hands-On

Subject: Day 2: Mastering Succession Data Model 🌟

Dear Participants,

Welcome to Day 2 of the HR Tech Challenge - Core HR! Today, we focus on the Succession Data Model (SDM), which defines how employee data is structured and managed.

For other products, you can understand the challenge and submit your solutions in respective HR Tech products (Workday/Oracle/Darwinbox or any other )

💡 What’s on the agenda?

Configure Employment Information objects like Job Titles, Employment Types, and Compensation Details.

Dive into Personal Information fields such as Biographical Details, Work Permits, and Emergency Contacts.

Hands-on ESS/MSS activities to empower employees and managers in updating critical data.

🛠️ By the end of today, you’ll be equipped to create robust employee records that align with organizational goals. Let’s keep up the momentum!

Best regards,

Niladri

Your Career Challenge Architect

Email for Day 3: Review, Q&A, Quiz & Next Steps

Subject: Day 3: Wrapping Up with Position Management 🎓

Dear Participants,

Welcome to Day 3 of the HR Tech Challenge - Core HR! Today marks the final day of this exciting journey as we tackle Position Management and review our progress.

For other products, you can understand the challenge and submit your solutions in respective HR Tech products (Workday/Oracle/Darwinbox or any other )

💡 What’s on the agenda?

Configure Position Objects and workflows for approvals and changes.

Hands-on activities for creating positions, assigning employees, and managing hierarchies.

Wrap-up with a quiz to test your knowledge and a Q&A session to clarify doubts.

🌟 Stay tuned for upcoming challenges where we’ll explore advanced configurations across SAP SuccessFactors modules. Thank you for your dedication—let’s finish strong!

Best regards,

Niladri

Your Career Challenge Architect

Congratulations Email for Completing the HR Tech Challenge

Subject: 🎉 Congratulations on Completing the HR Tech Challenge - Core HR!

Dear Participants,

🌟 Congratulations on successfully completing the 3-day HR Tech Challenge - Core HR! You’ve demonstrated exceptional dedication and skill while mastering the foundations of SAP SuccessFactors Employee Central.

💼 Over the past three days, you’ve tackled Corporate Data Model, Succession Data Model, and Position Management with hands-on activities that mirror real-world scenarios. Your hard work has equipped you with the expertise to configure and optimize Core HR processes effectively.

👏 We are incredibly proud of your achievements and your commitment to learning. You’ve taken a significant step toward becoming a skilled SAP SuccessFactors professional.

📢 Stay tuned for upcoming challenges, where we’ll dive deeper into advanced configurations, workflows, and integrations across SAP SuccessFactors modules.

Thank you for your participation and enthusiasm—keep up the great work! 🚀

Best regards,

Niladri

Your Career Challenge Architect

Corporate Data Model Implementation for AyushVeda Wellness Limited Foundation Objects Design

The implementation of SAP SuccessFactors Employee Central begins with creating a robust Corporate Data Model that serves as the blueprint for your organization's structure. AyushVeda's unique requirements, this report outlines a comprehensive set of Foundation Objects to support your talent transformation journey. These objects will form the backbone of your HR data architecture, enabling seamless integration across the SuccessFactors suite while addressing your specific talent management challenges.

Understanding Foundation Objects in SuccessFactors

Foundation Objects are the building blocks of the SAP SuccessFactors system that define your organizational structure and framework. These objects must be established before any employee data can be added to the system and will support your vision of integrating traditional Ayurvedic expertise with modern corporate functions2 4. The Corporate Data Model organizes these objects into four main categories Organization Structure, Pay Related, Job Related, and Other components15.

While some Foundation Objects are managed through the Admin Center using MDF (Metadata Framework), others are managed through the Corporate Data Model2. This structured approach will help AyushVeda address key challenges such as limited visibility into workforce capabilities and inconsistent skill standards between traditional and modern functions.

Organizational Structure Foundation Objects

The following tables detail the recommended Foundation Objects for AyushVeda Wellness Limited, aligned with your global operations and specialized focus on Ayurvedic healthcare:

Legal Entity

External Code	Name	Description	Status
AWLIND	AyushVeda Wellness Limited	Parent company headquartered in Haridwar	Active
AWIPL	AyushVeda International Pvt Ltd	Entity managing global operations	Active
AWLRF	AyushVeda Research Foundation	Dedicated R&D legal entity	Active
AWLNAC	AyushVeda North America Corp	Regional entity for North American operations	Active
AWLEUL	AyushVeda Europe Ltd	Regional entity for European operations	Active

Business Unit

External Code	Name	Description	Parent Legal Entity
BU-AM	Ayurvedic Medicines	Traditional medicine formulations	AWLIND
BU-HS	Herbal Supplements	Nutritional and wellness supplements	AWLIND
BU-NP	Naturopathy Products	Natural therapy and treatment solutions	AWLIND
BU-WS	Wellness Solutions	Holistic wellness programs and services	AWLIND
BU-RD	Research & Development	Innovation and product development	AWLRF
BU-GO	Global Operations	International market management	AWIPL

Division

External Code	Name	Description	Parent Business Unit
DIV-PD	Product Development	New product creation and enhancement	BU-RD
DIV-MF	Manufacturing	Production facilities management	BU-AM
DIV-QA	Quality Assurance	Quality standards and compliance	BU-AM
DIV-RI	Research & Innovation	Advanced research initiatives	BU-RD
DIV-TF	Traditional Formulations	Ancient Ayurvedic preparations	BU-AM
DIV-MF	Modern Formulations	Contemporary delivery systems	BU-HS
DIV-CR	Clinical Research	Scientific validation studies	BU-RD
DIV-RA	Regulatory Affairs	Compliance with global regulations	BU-GO

Department

External Code	Name	Description	Parent Division
DEPT-AR	Ayurvedic Research	Research on traditional formulations	DIV-RI
DEPT-HE	Herbal Extraction	Processing of herbal ingredients	DIV-MF
DEPT-PF	Product Formulation	Development of product formulas	DIV-PD
DEPT-QC	Quality Control	Product testing and quality verification	DIV-QA
DEPT-RC	Regulatory Compliance	Adherence to regulatory standards	DIV-RA
DEPT-MS	Marketing & Sales	Product promotion and distribution	BU-GO
DEPT-SC	Supply Chain	Logistics and distribution management	BU-GO
DEPT-HR	Human Resources	Talent management and development	AWLIND
DEPT-FA	Finance & Accounting	Financial operations and reporting	AWLIND
DEPT-IT	Information Technology	Technology infrastructure and support	AWLIND
DEPT-CC	Customer Care	Customer support and service	BU-WS
DEPT-TD	Training & Development	Employee skill enhancement	DEPT-HR

Cost Center

External Code	Name	Description	Manager
CC-RDO	R&D Operations	Research and development expenses	Head of R&D
CC-MFO	Manufacturing Operations	Production costs and operations	Head of Manufacturing
CC-SM	Sales & Marketing	Market development and sales activities	Chief Marketing Officer
CC-AF	Administrative Functions	Corporate overhead expenses	Chief Administrative Officer
CC-TA	Training Academy	Knowledge transfer and skill development	Head of Training
CC-KM	Knowledge Management	Traditional knowledge preservation	Chief Knowledge Officer
CC-GE	Global Expansion	International market growth initiatives	Head of Global Business

Location

External Code	Name	Description	Address	Country
LOC-HQ	Haridwar Headquarters	Corporate headquarters	Haridwar, Uttarakhand	India
LOC-MUM	Mumbai Office	Western India regional office	Mumbai, Maharashtra	India
LOC-DEL	Delhi Office	Northern India operations	New Delhi	India
LOC-BLR	Bangalore Center	R&D facility	Bangalore, Karnataka	India
LOC-NYC	New York Office	North American headquarters	New York, NY	USA
LOC-LON	London Office	European operations center	London	UK
LOC-DXB	Dubai Center	Middle East operations	Dubai	UAE
LOC-SYD	Sydney Office	Australia & Pacific operations	Sydney	Australia

Geozone

External Code	Name	Description
GZ-NIN	North India	Northern states of India
GZ-SIN	South India	Southern states of India
GZ-WIN	West India	Western states of India
GZ-EIN	East India	Eastern states of India
GZ-NAM	North America	USA and Canada operations
GZ-SAM	South America	Latin American countries
GZ-EUR	Europe	European countries
GZ-MEA	Middle East & Africa	Middle East and African regions
GZ-ASP	Asia Pacific	Asia and Pacific countries

Location Group

External Code	Name	Description	Locations Included
LG-MFG	Manufacturing Locations	Production facilities	Manufacturing plants
LG-RD	R&D Locations	Research centers	Research facilities
LG-CO	Corporate Offices	Administrative centers	Headquarters, regional offices
LG-WC	Wellness Centers	Client-facing wellness facilities	Treatment and therapy centers
LG-RO	Retail Outlets	Product sales locations	Stores and distribution centers
LG-TC	Training Centers	Knowledge transfer facilities	Training academies

Pay Related Foundation Objects

These objects will help structure AyushVeda's compensation framework to address key challenges like high attrition rates among specialists and the need to recognize both traditional knowledge and modern expertise.

Pay Component

External Code	Name	Description	Frequency
PC-BS	Base Salary	Standard base compensation	Monthly
PC-AEA	Ayurvedic Expertise Allowance	Special allowance for traditional knowledge	Monthly
PC-RI	Research Incentive	Bonus for research contributions	Quarterly
PC-TKP	Traditional Knowledge Premium	Premium for preserving ancient practices	Monthly
PC-PB	Performance Bonus	Annual performance-based incentive	Annual
PC-RB	Retention Bonus	Long-term retention incentive	Annual
PC-GMA	Global Mobility Allowance	Support for international assignments	Monthly
PC-WB	Wellness Benefit	Health and wellness stipend	Monthly

Pay Component Group

External Code	Name	Description	Components Included
PCG-FC	Fixed Compensation	Guaranteed compensation elements	PC-BS, PC-AEA, PC-TKP
PCG-VC	Variable Compensation	Performance-based pay	PC-PB, PC-RI
PCG-RI	Research Incentives	Research-specific bonuses	PC-RI
PCG-KP	Knowledge Preservation Incentives	Rewards for knowledge transfer	PC-TKP, PC-AEA
PCG-GAB	Global Assignment Benefits	International posting benefits	PC-GMA
PCG-RB	Retention Benefits	Long-term retention packages	PC-RB

Frequency

External Code	Name	Description
FREQ-M	Monthly	Monthly payment cycle
FREQ-Q	Quarterly	Quarterly payment cycle
FREQ-SA	Semi-Annual	Twice-yearly payment cycle
FREQ-A	Annual	Yearly payment cycle

Pay Grade

External Code	Name	Description	Level
PG-AV1	Apprentice Vaidya	Entry-level Ayurvedic practitioner	1
PG-JV	Junior Vaidya	Early career Ayurvedic practitioner	2
PG-SV	Senior Vaidya	Experienced Ayurvedic practitioner	3
PG-MV	Master Vaidya	Expert Ayurvedic practitioner	4
PG-RA	Research Associate	Entry-level researcher	1
PG-RS	Research Scientist	Mid-level researcher	2
PG-RL	Research Lead	Senior researcher	3
PG-JE	Junior Executive	Entry-level corporate role	1
PG-SE	Senior Executive	Mid-level corporate role	2
PG-M	Management	Department management	3
PG-SM	Senior Management	Division leadership	4
PG-EL	Executive Leadership	C-suite and equivalent	5

Pay Range

External Code	Pay Grade	Minimum	Midpoint	Maximum
PR-AV1	PG-AV1	₹300,000	₹400,000	₹500,000
PR-JV	PG-JV	₹500,000	₹650,000	₹800,000
PR-SV	PG-SV	₹800,000	₹1,000,000	₹1,200,000
PR-MV	PG-MV	₹1,200,000	₹1,600,000	₹2,000,000
PR-RA	PG-RA	₹400,000	₹550,000	₹700,000
PR-RS	PG-RS	₹700,000	₹900,000	₹1,100,000
PR-RL	PG-RL	₹1,100,000	₹1,500,000	₹1,900,000
PR-JE	PG-JE	₹350,000	₹500,000	₹650,000
PR-SE	PG-SE	₹650,000	₹800,000	₹950,000
PR-M	PG-M	₹950,000	₹1,300,000	₹1,650,000
PR-SM	PG-SM	₹1,650,000	₹2,100,000	₹2,550,000
PR-EL	PG-EL	₹2,550,000	₹3,500,000	₹4,500,000+

Pay Group

External Code	Name	Description
PG-TP	Traditional Practitioners	Ayurvedic experts and practitioners
PG-RD	Research & Development	R&D personnel
PG-CF	Corporate Functions	Administrative and support staff
PG-MF	Manufacturing	Production staff
PG-SM	Sales & Marketing	Market-facing personnel
PG-GA	Global Assignments	Internationally deployed staff

Pay Calendar

External Code	Name	Description	Pay Components
PC-MP	Monthly Payroll	Regular monthly compensation	Base Salary, Allowances
PC-ABC	Annual Bonus Cycle	Yearly bonus distribution	Performance Bonus, Retention Bonus
PC-QIC	Quarterly Incentive Cycle	Quarterly incentive payments	Research Incentive

Job Related Foundation Objects

These objects will help standardize job roles across traditional Ayurvedic and modern corporate functions, supporting the development of integrated career pathways.

Job Classification

External Code	Name	Description	Job Family
JC-AP	Ayurvedic Practitioner	Traditional medicine specialist	Ayurvedic Medicine
JC-HF	Herbal Formulator	Specialist in herbal preparations	Product Development
JC-RS	Research Scientist	Scientific researcher	Research & Development
JC-QA	Quality Analyst	Product quality specialist	Quality Assurance
JC-RGS	Regulatory Specialist	Compliance expert	Regulatory Affairs
JC-PM	Production Manager	Manufacturing supervisor	Operations
JC-MS	Marketing Specialist	Product promotion expert	Marketing
JC-HRP	HR Professional	Human resources expert	Human Resources
JC-FP	Finance Professional	Financial management expert	Finance
JC-ITP	IT Professional	Technology specialist	Information Technology
JC-TS	Training Specialist	Knowledge transfer expert	Training & Development
JC-KME	Knowledge Management Expert	Traditional knowledge curator	Knowledge Management

Job Function

External Code	Name	Description
JF-AM	Ayurvedic Medicine	Traditional Ayurvedic practices
JF-RD	Research & Development	Innovation and product development
JF-MFG	Manufacturing	Production operations
JF-QM	Quality Management	Quality assurance and control
JF-RA	Regulatory Affairs	Compliance and regulations
JF-SM	Sales & Marketing	Market development and sales
JF-HR	Human Resources	Talent management
JF-FA	Finance & Accounting	Financial operations
JF-IT	Information Technology	Technology management
JF-TD	Training & Development	Skill enhancement
JF-KM	Knowledge Management	Knowledge preservation and transfer

Other Foundation Objects

These additional objects will support workflows and processes across the organization, particularly addressing challenges in preserving traditional knowledge while fostering innovation.

Event Reason

External Code	Name	Description
ER-NH	New Hire	Initial employment
ER-PROM	Promotion	Advancement to higher role
ER-TRF	Transfer	Internal movement between units
ER-GM	Global Mobility	International assignment
ER-OC	Organizational Change	Restructuring-related movement
ER-PC	Pay Change	Compensation adjustment
ER-RET	Retirement	End of career
ER-VS	Voluntary Separation	Employee-initiated departure
ER-IS	Involuntary Separation	Company-initiated departure
ER-LOA	Leave of Absence	Temporary leave
ER-RFL	Return from Leave	Resumption after leave

Workflow

External Code	Name	Description	Steps
WF-HA	Hiring Approval	New hire authorization process	Requisition, Interview, Approval
WF-PA	Promotion Approval	Advancement authorization	Nomination, Review, Approval
WF-TA	Transfer Approval	Internal movement process	Request, Evaluation, Approval
WF-GAA	Global Assignment Approval	International posting process	Nomination, Assessment, Approval
WF-CCA	Compensation Change Approval	Pay adjustment process	Recommendation, Review, Approval
WF-SP	Separation Processing	Departure handling	Notice, Clearance, Exit
WF-PR	Performance Review	Performance evaluation	Self-Assessment, Manager Review, Calibration

Dynamic Role

External Code	Name	Description
DR-DM	Direct Manager	Immediate supervisor
DR-SLM	Second-level Manager	Manager's manager
DR-HRBP	HR Business Partner	HR support person
DR-AM	Ayurvedic Mentor	Traditional knowledge coach
DR-DH	Department Head	Department leader
DR-CCM	Cost Center Manager	Budget responsible person
DR-PL	Project Lead	Project manager

Conclusion

The Foundation Objects outlined above provide a comprehensive framework for AyushVeda Wellness Limited's Corporate Data Model implementation in SAP SuccessFactors Employee Central. This structure addresses your unique organizational needs while supporting your "Vision Wellness 2035" strategic roadmap7 8.

By implementing these objects, you will create a solid foundation that bridges traditional Ayurvedic expertise with modern corporate functions, addressing your talent management challenges like limited workforce visibility, inconsistent skill standards, and the preservation of traditional knowledge3 6. This approach aligns with your goal of creating integrated career pathways that honor both Ayurvedic expertise and business acumen.

As you progress with the implementation, these Foundation Objects will serve as building blocks for the full SAP SuccessFactors suite, enabling seamless integration across modules and supporting your global operations. Regular review and maintenance of these objects will ensure they continue to support your organization's evolution and growth in the dynamic field of Ayurvedic wellness.

Go to Challenge Mode and submit your Evidence of Completion (EoC).

Organization Structure Activities

📋 Lab Activity # 001 Create a Legal Entity to define the parent organization.

🏢 Lab Activity # 002 Add Business Units to represent major operational areas.

🏛️ Lab Activity # 003 Define Divisions under Business Units for segmentation.

👥 Lab Activity # 004 Configure Departments for functional teams within divisions.

💰 Lab Activity # 005 Create Cost Centers for tracking expenses and budgets.

🌍 Lab Activity # 006 Add Locations for physical offices or plants globally.

📍 Lab Activity # 007 Group Locations into Location Groups, such as administrative or operational categories.

🌐 Lab Activity # 008 Set Up Geozones for regional segmentation.

🔗 Lab Activity # 009 Link Departments to Divisions to establish hierarchical relationships.

💼 Lab Activity # 010 Assign Cost Centers to Departments to track expenses at a granular level.

👔 Job Related Activities

👔 Lab Activity # 011 Add Job Classifications to represent specific job roles within the organization.

🔖 Lab Activity # 012 Define Job Functions to group job classifications into broader functional categories.

🏢 Lab Activity # 013 Assign Job Classifications to Departments, aligning roles with functional teams.

🔗 Lab Activity # 014 Link Job Functions to Business Units, ensuring proper categorization of roles.

🌍 Lab Activity # 015 Set Up Job Classification Localizations, supporting country-specific job titles and descriptions.

💸 Pay Related Activities

🔢 Lab Activity # 016 Add Pay Components to represent individual pay elements, such as salary or bonuses.

🔗 Lab Activity # 017 Group Pay Components into Pay Component Groups, such as Fixed Compensation and Variable Compensation categories.

📅 Lab Activity # 018 Define Payment Frequencies, such as Monthly or Quarterly cycles.

🎯 Lab Activity # 019 Create Pay Grades to define hierarchical levels of pay based on job roles.

📊 Lab Activity # 020 Configure Pay Ranges, including minimum, midpoint, and maximum values for specific grades.

💼 Lab Activity # 021 Add Pay Groups to categorize employees based on payroll requirements.

📆 Lab Activity # 022 Set Up Payroll Calendars with specific payment schedules.

🔗 Lab Activity # 023 Link Pay Grades to Job Classifications to standardize compensation structures.

🏷️ Lab Activity # 024 Assign Pay Components to Pay Component Groups, ensuring proper categorization.

💱 Lab Activity # 025 Configure Currency Settings for Pay Components, supporting multi-country payroll.

Next Iteration

⚙️ Other Foundation Object Activities

⚙️ Lab Activity # 026 Configure Event Reasons, such as promotion, transfer, or termination, with appropriate descriptions.

🛠️ Lab Activity # 027 Set Up Workflows for Hiring Approvals, ensuring proper authorization processes are in place. (WF)

👥 Lab Activity # 028 Assign Dynamic Roles, such as HR Business Partner or Direct Manager, dynamically to workflows based on hierarchy or responsibilities.

🔗 Lab Activity # 029 Create Associations Between Foundation Objects, such as linking departments to divisions and cost centers.

📊 Additional Corporate Data Model Activities

⚙️ Lab Activity # 030 Enable MDF-Based Management for Foundation Objects in Admin Center, allowing flexibility in configuration.

📅 Lab Activity # 031 Configure Effective Dating Rules, ensuring proper data validity periods across objects.

📋 Lab Activity # 032 Set Up Picklists for Foundation Objects, such as employment types or payment frequencies.

🔒 Lab Activity # 033 Define Visibility Rules for Fields, ensuring appropriate access levels based on user roles.

📋 Validation and Reporting Activities

📝 Lab Activity # 034 Run a Validation Check on the Corporate Data Model, ensuring consistency across objects and associations.

📊 Lab Activity # 035 Generate Reports on Foundation Object Usage, analyzing organizational structure and payroll configurations.

🔌 Integration Activities

🔌 Lab Activity # 036 Prepare Foundation Objects for Integration, ensuring compatibility with other SAP SuccessFactors modules like Recruiting and Succession Planning.

🧪 Lab Activity # 037 Test Corporate Data Model Configurations, validating workflows and object associations in a sandbox environment.

🔧 Advanced Configuration Activities

🔧 Lab Activity # 038 Configure Field-Level Permissions for sensitive data fields in Foundation Objects, such as salary information or event reasons.

📦 Lab Activity # 039 Set Up Custom Fields in MDF Objects, supporting industry-specific requirements not covered by standard fields.

📍 Position Management-Specific Activities

📈 Lab Activity # 040 Enable Position Management in instance (Assuming it is activated in Provisioning , if not get it done ) , activating this functionality within SAP SuccessFactors (for consultants only).

🏢 Lab Activity # 041 Create Positions Using the understandings from Corporate Data Model, aligning them with organizational structure objects like departments and cost centers.

👨‍💼 ESS/MSS-Specific Activities

👨‍💼 Lab Activity # 042 Enable Employee Self-Service (ESS) Access for Foundation Object Updates, allowing employees to view relevant data like job classifications or pay components.

👩‍💼 Lab Activity # 043 Enable Manager Self-Service (MSS) Access for Hierarchical Updates, allowing managers to request changes related to positions or departments.

🌍 Localization-Specific Activities

🌍 Lab Activity # 044 Set Up Country-Specific Fields for Locations, supporting local compliance requirements like tax codes or regional identifiers.

🔍 Final Review Activities

🔍 Lab Activity # 045 Conduct a Comprehensive Review of the Corporate Data Model, ensuring alignment with organizational goals and compliance requirements.

Let me know if you need further adjustments!

🌍 Localization-Specific Activities

🌍 Lab Activity # 046 Configure Country-Specific Fields, supporting local compliance requirements like tax codes or regional identifiers.

🏭 Industry Special Activities

🔢 Lab Activity # 47 How would you configure a new Legal Entity for a recently acquired company in your industry?

Key Consideration Ensure the Legal Entity aligns with the existing organizational structure and complies with regional regulations.

🌍 Lab Activity # 48 How do you define Geozones to manage workforce segmentation across different regions in your industry?

Key Consideration Use Geozones to simplify reporting and workforce management for geographically dispersed operations.

💼 Lab Activity # 49 How would you set up Pay Grades and Pay Ranges to standardize compensation structures for diverse roles in your industry?

Key Consideration Ensure alignment with industry standards and internal equity while maintaining flexibility for regional differences.

📅 Lab Activity # 50 How do you configure Event Reasons to support unique employee lifecycle events specific to your industry?

Key Consideration Tailor Event Reasons like "Project Completion," "Seasonal Hiring," or "Skill Certification" based on industry-specific requirements.

Day 2 SDM Hands On

Succession Data Model Implementation for AyushVeda Wellness Limited

The Succession Data Model (SDM) is a critical component for implementing SAP SuccessFactors Employee Central, serving as the foundation that defines how employee data is structured and managed across the system. Based on the provided screenshots and AyushVeda's unique business requirements, this report outlines a comprehensive implementation plan for your Succession Data Model and associated ESS/MSS activities.

Succession Data Model Foundation Objects

The Succession Data Model defines the structure of employee records by specifying different elements like HRIS elements, fields, and associations. It serves as the backbone for how employee data is stored, retrieved, and displayed across the system5. For AyushVeda, we need to configure both Employment Information and Personal Information sections to support your global Ayurvedic wellness operations.

Employment Information Foundation Objects

Category	Object Type	Values for AyushVeda
Job Information	Job Title	Master Vaidya, Ayurvedic Practitioner, Herbal Formulator, R&D Scientist, Quality Analyst, Production Specialist
ㅤ	Job Code	AYV-001, AYV-002, AYV-003, RDS-001, QA-001, PS-001
ㅤ	Employment Type	Full-Time, Part-Time, Contract, Internship, Consultant
ㅤ	Standard Hours	40, 30, 20
ㅤ	FTE	1.0, 0.8, 0.5, 0.25
ㅤ	Time Type	Full time salaried, Part time salaried, Hourly
Employment Details	Hire Date	[Effective dated field]
ㅤ	Service Date	[Effective dated field]
ㅤ	Contract End Date	[For temporary employees]
ㅤ	Probation Period	3 months, 6 months
ㅤ	Notice Period	1 month, 2 months, 3 months
ㅤ	Employee Status	Active, Terminated, On Leave, Suspended
ㅤ	Employee Class	Regular, Ayurvedic Expert, Research Professional, Production Staff
Compensation Information	Pay Type	Salary, Hourly
ㅤ	Pay Group	Ayurvedic Practitioners, R&D Specialists, Production Staff, Corporate Staff
ㅤ	Salary Structure	Traditional Practitioner Scale, Research Scale, Corporate Scale
ㅤ	Currency	INR, USD, EUR, GBP, AED, AUD
ㅤ	Pay Frequency	Monthly, Bi-weekly, Weekly
Recurring Payment Information	Allowance Type	Ayurvedic Expertise Allowance, Research Incentive, Traditional Knowledge Premium
ㅤ	Amount	[Varying by level and role]
ㅤ	Frequency	Monthly, Quarterly, Annual
One-Time Payment Information	Bonus Type	Performance Bonus, Retention Bonus, Research Achievement Bonus
ㅤ	Amount	[Based on performance and contribution]
ㅤ	Payment Date	[Scheduled dates]
Job Relationships	Reports To	[Manager hierarchy]
ㅤ	Matrix Manager	[For cross-functional reporting]
ㅤ	Mentor	[For traditional knowledge transfer]
ㅤ	Support HR	[HRBP assignments]

Personal Information Foundation Objects

Category	Object Type	Values for AyushVeda
Person Information	First Name	[Employee first name]
ㅤ	Last Name	[Employee last name]
ㅤ	Middle Name	[Employee middle name]
ㅤ	Preferred Name	[Employee preferred name]
ㅤ	Date of Birth	[Employee birth date]
ㅤ	Gender	Male, Female, Non-binary, Prefer not to say
Dependents Information	Relationship	Spouse, Child, Parent, Sibling
ㅤ	Full Name	[Dependent's name]
ㅤ	Date of Birth	[Dependent's birth date]
ㅤ	Gender	Male, Female, Non-binary
ㅤ	Is Beneficiary	Yes, No
Biographical Information	Nationality	Indian, American, British, UAE, Australian, Others
ㅤ	Marital Status	Single, Married, Divorced, Widowed
ㅤ	Education	Ayurvedic Degree, Ph.D., Master's, Bachelor's, Diploma
ㅤ	Certification	BAMS, MD (Ayurveda), Ph.D. in Herbal Sciences, cGMP Certification
Phone Information	Phone Type	Home, Mobile, Work, Emergency
ㅤ	Country Code	+91, +1, +44, +971, +61
ㅤ	Phone Number	[Employee phone number]
ㅤ	Is Primary	Yes, No
Social Account Information	Account Type	LinkedIn, Twitter, Research Gate, Professional Blog
ㅤ	Account ID	[Employee social media handle]
Work Permit Information	Permit Type	H1B, Work Visa, Business Visa, Residence Permit
ㅤ	Country	USA, UK, UAE, EU Countries, Australia
ㅤ	Valid From	[Permit start date]
ㅤ	Valid To	[Permit end date]
Global Information	Global ID	[Unique employee identifier]
ㅤ	Language	Hindi, English, Local languages
ㅤ	Date Format	DD/MM/YYYY, MM/DD/YYYY
ㅤ	Time Format	12-hour, 24-hour
Home Address	Address Type	Permanent, Current, Temporary
ㅤ	Address Line 1	[Street address]
ㅤ	City	[City name]
ㅤ	State/Province	[State name]
ㅤ	Postal Code	[ZIP/Postal code]
ㅤ	Country	India, USA, UK, UAE, Australia, Others
National ID Information	ID Type	Aadhaar (India), SSN (USA), National Insurance (UK)
ㅤ	ID Number	[ID number]
ㅤ	Country	[Country of ID issuance]
Email Information	Email Type	Work, Personal, Other
ㅤ	Email Address	[Email address]
ㅤ	Is Primary	Yes, No
Emergency Contact Information	Contact Name	[Contact person name]
ㅤ	Relationship	Spouse, Parent, Sibling, Friend
ㅤ	Phone Number	[Emergency contact number]
ㅤ	Is Primary Contact	Yes, No

Employee Self-Service (ESS) Activities

Based on the Succession Data Model, the following ESS activities can be configured for AyushVeda's employees:

Activity	Description	Workflow Required	Related SDM Objects
Update Personal Details	Allow employees to update personal information like address, contact details	No	Person Information, Phone Information, Email Information
Update Emergency Contacts	Enable employees to maintain emergency contact information	No	Emergency Contact Information
View Job Information	Provide employees visibility into their current job details	No	Job Information
View Compensation Details	Allow employees to see their compensation structure	No	Compensation Information
Request Address Change	Process for updating residential address	Yes	Home Address
Update Dependents Information	Allow updating of family details for benefits	Yes	Dependents Information
Maintain Work Permit Information	Enable employees to update visa/work permit details	Yes	Work Permit Information
Update Biographical Information	Allow changes to educational qualifications, certifications	Yes	Biographical Information
View Payslips	Access to digital payslips	No	Compensation Information
Request Time Off	Submit leave requests	Yes	Employment Information
Traditional Knowledge Tracking	Document traditional Ayurvedic knowledge	Yes	Custom Object
Research Contribution Record	Document research contributions	Yes	Custom Object

Manager Self-Service (MSS) Activities

Activity	Description	Workflow Required	Related SDM Objects
Approve Employee Requests	Review and approve various employee requests	Yes	Multiple Objects
Initiate Job Change	Process promotions, transfers, or role changes	Yes	Job Information, Employment Details
Initiate Compensation Change	Update salary or compensation components	Yes	Compensation Information
View Team Information	Access to team member profiles and data	No	Multiple Objects
Performance Review Initiation	Start performance evaluation process	Yes	Custom Object
Talent Assessment	Evaluate skills and identify development needs	Yes	Custom Object
Knowledge Transfer Mapping	Track traditional knowledge transfer	Yes	Custom Object
Succession Planning	Identify successors for critical roles	Yes	Job Relationships
Team Calendar Management	View team leave calendar	No	Employment Information
Onboarding Task Assignment	Assign orientation tasks to new hires	Yes	Custom Object
Ayurvedic Expertise Assessment	Evaluate traditional knowledge competency	Yes	Custom Object
Research Output Evaluation	Review research contributions	Yes	Custom Object

Workflow Definitions ( We will do it in Workflow Mini Challenge)

To support the ESS/MSS activities, the following workflows can be configured:

Conclusion

This Succession Data Model implementation plan provides AyushVeda Wellness Limited with a comprehensive framework for managing employee data in SAP SuccessFactors. The foundation objects and ESS/MSS activities are designed to address your unique challenges, including the integration of traditional Ayurvedic knowledge with modern corporate functions, high attrition rates among specialists, and the need for consistent skill standards across global operations.

By implementing this structure, you will create a solid foundation that supports your "Vision Wellness 2035" strategic roadmap while addressing the talent management challenges identified by your CHRO. These objects and activities will be reusable across the full SAP SuccessFactors suite implementation and can be integrated with other modules to support your global operations.

🏢 Employment Information Activities

🏢 Lab Activity # 001 Add Employment Types to define categories such as Full-Time, Part-Time, Contract, or Internship.

🖋️ Lab Activity # 002 Configure Job Titles to align with organizational roles.

🔢 Lab Activity # 003 Set Up Job Codes to uniquely identify job titles.

🕒 Lab Activity # 004 Define Standard Hours for different employment types.

🧑‍💼 Lab Activity # 005 Configure FTE (Full-Time Equivalent) values for employment types.

🕰️ Lab Activity # 006 Set Up Time Types to distinguish between salaried and hourly employees.

📅 Lab Activity # 007 Add Hire Dates to track employee onboarding timelines.

🔄 Lab Activity # 008 Define Service Dates for tenure tracking.

📆 Lab Activity # 009 Set Up Contract End Dates for temporary employees.

📝 Lab Activity # 010 Configure Probation Periods for new hires.

Compensation Information Activities

💸 Lab Activity # 011 Define Pay Types such as Salary or Hourly pay structures.

💼 Lab Activity # 012 Set Up Pay Groups to categorize employees based on compensation policies.

📊 Lab Activity # 013 Configure Salary Structures aligned with organizational standards.

💱 Lab Activity # 014 Add Currency Options to support multi-country payroll operations.

📅 Lab Activity # 015 Set Up Pay Frequencies, such as Monthly, Bi-weekly, or Weekly cycles.

Recurring Payment Information Activities

💵 Lab Activity # 016 Add Allowance Types, such as housing allowance or transportation stipend.

💰 Lab Activity # 017 Define Recurring Payment Amounts, based on job levels or roles.

🔁 Lab Activity # 018 Set Up Payment Frequencies for allowances.

One-Time Payment Information Activities

🎁 Lab Activity # 019 Add Bonus Types, such as performance bonus or retention bonus.

💲 Lab Activity # 020 Configure Bonus Amounts, based on organizational criteria.

📅 Lab Activity # 021 Define Payment Dates for one-time payments.

Job Relationships Activities

👥 Lab Activity # 022 Set Up Reporting Relationships, linking employees to their managers.

🔗 Lab Activity # 023 Add Matrix Manager Relationships, enabling cross-functional reporting structures.

🤝 Lab Activity # 024 Define Mentoring Relationships, supporting knowledge transfer within the organization.

Personal Information Activities

🧑‍💼 Lab Activity # 025 Add Employee Names, including first name, last name, and preferred name fields.

⚧️ Lab Activity # 026 Configure Gender Options, ensuring inclusivity in records.

🎂 Lab Activity # 027 Set Up Date of Birth Fields for employee profiles.

Dependents Information Activities

👨‍👩‍👧 Lab Activity # 028 Add Relationship Types, such as spouse, child, or parent.

🧸 Lab Activity # 029 Define Dependent Names and Birth Dates, for benefits tracking purposes.

💳 Lab Activity # 030 Set Up Beneficiary Status Fields, identifying dependents eligible for benefits.

Biographical Information Activities

🌍 Lab Activity # 031 Add Nationality Fields, capturing employee citizenship details.

💍 Lab Activity # 032 Configure Marital Status Options, ensuring accurate biographical data tracking.

🎓 Lab Activity # 033 Add Education Fields, recording qualifications like degrees or certifications.

Phone Information Activities

📞 Lab Activity # 034 Define Phone Types, such as home, mobile, work, or emergency contact numbers.

🌍 Lab Activity # 035 Configure Country Codes, supporting international phone numbers.

Social Account Information Activities

📱 Lab Activity # 036 Add Social Media Account Types, such as LinkedIn or X (Formerly Twitter) profiles.

Work Permit Information Activities

🛂 Lab Activity # 037 Define Work Permit Types, including H1B, Business Visa, and Residence Permit categories.

📅 Lab Activity # 038 Set Up Validity Periods for Work Permits, including start and end dates.

Global Information Activities

🌏 Lab Activity # 039 Add Global ID Fields, uniquely identifying employees across regions.

🌐 Lab Activity # 040 Configure Language Preferences, ensuring multilingual support in records.

ESS/MSS-Specific Activities

👨‍💼 Lab Activity # 041 Enable Employee Self-Service (ESS) Access for Personal Information Updates, allowing employees to update their own records like phone numbers or addresses.

👩‍💼 Lab Activity # 042 Enable Manager Self-Service (MSS) Access for Job Relationship Updates, allowing managers to modify reporting structures.

Validation and Reporting Activities

📊 Lab Activity # 043 Run Validation Checks on Succession Data Model Configurations, ensuring data consistency across HRIS elements.

Integration-Specific Activities

🔌 Lab Activity # 044 Prepare Succession Data Model Objects for Integration with other SAP SuccessFactors modules like Recruiting or Compensation Management.

Advanced Configuration Activities

🔧 Lab Activity # 045 Set Up Field-Level Permissions, ensuring sensitive fields like salary information are accessible only to authorized users.

Localization-Specific Activities

🌍 Lab Activity # 046 Configure Country-Specific Fields supporting local compliance requirements like tax codes or regional identifiers.

Final Review and Customization Activities

🔍 Lab Activity # 047 Conduct a comprehensive review of all Employment Information configurations and ensure alignment with the case study requirements.

✔️ Lab Activity # 048 Validate Personal Information fields and ensure compliance with organizational standards.

🔄 Lab Activity # 049 Test integration scenarios between Succession Data Model objects and other modules like Position Management or Recruiting using sample data from the case study context.

📑 Lab Activity # 050 Conduct a final walkthrough of all SDM configurations and prepare a report summarizing key learnings and outcomes from the challenge.

Day 3 Review , QnA , Quiz, Next Steps

💡

Position Management

Position Management Implementation Plan for AyushVeda Wellness Limited

Position Management in SAP SuccessFactors Employee Central provides AyushVeda with a powerful structure to manage its diverse workforce across traditional Ayurvedic roles and modern corporate functions. This structured approach will help address talent management challenges by creating a central repository of authorized positions, enabling better workforce planning and supporting your vision of integrating ancient Ayurvedic expertise with modern business practices.

Foundation Objects for Position Management

The following foundation objects need to be established before implementing Position Management:

Category	Foundation Object	Examples for AyushVeda
Organization Structure	Legal Entity	AyushVeda Wellness Limited, AyushVeda Research Foundation
ㅤ	Business Unit	Ayurvedic Medicines, Herbal Supplements, Research & Development
ㅤ	Division	Product Development, Traditional Formulations, Clinical Research
ㅤ	Department	Ayurvedic Research, Product Formulation, Quality Control
ㅤ	Cost Center	R&D Operations, Manufacturing Operations, Training Academy
Job Related	Job Classification	Ayurvedic Practitioner, Herbal Formulator, Research Scientist
ㅤ	Job Function	Ayurvedic Medicine, Research & Development, Quality Management
Position Management Specific	Position Matrix Relationship	HR Manager, Division Director, Department Head, Master Vaidya
ㅤ	Position Status	Active, Inactive, Planned, Pending Approval
ㅤ	Position Type	Regular, Contract, Project-based, Temporary
ㅤ	Position Category	Ayurvedic Expert, Research, Production, Administration
ㅤ	Transition Period	30 days, 60 days, 90 days
ESS/MSS	Workflow	Position Creation Approval, Position Change Approval
ㅤ	Event Reason	New Position, Reorganization, Replacement, Global Expansion
ㅤ	Dynamic Role	Direct Manager, HR Business Partner, Department Head

Position Management Implementation Activities

Based on the provided information and screenshots, here is a structured list of activities for implementing Position Management at AyushVeda:

Unit 1 Introduction to Position Management

Activity Type	Activity	Description
Lesson	Describing Position Management	Overview of Position Management and its benefits for AyushVeda
Lesson	Enabling Position Management	Set up Position Management in Provisioning
Exercise	Enable Position Management	Activate Position Management functionality in the system
Exercise	Set up Role-Based Permissions	Configure permissions for Ayurvedic experts, HR team, and managers
Lesson	Using Position Management Tools	Introduction to Position Management tools and interfaces
Exercise	Add Position Management Tools to Favorites	Configure quick access to essential tools
Lesson	Navigating the Position Organization Chart	Understanding the Position Organization Chart view
Exercise	Set Position Org Chart as default Sub-Tab	Configure default views for different user groups
Exercise	Navigate the Position Org Chart	Practice using the Position Org Chart to understand hierarchies

Unit 2 Maintaining Positions

Activity Type	Activity	Description
Lesson	Configuring the Position Object	Define Position Object structure and fields
Exercise	Set up Position Object	Configure the Position Object with custom fields for Ayurvedic expertise
Exercise	Create a Configurable UI for Position object	Design user-friendly interfaces for different user groups
Lesson	Setting Up Position Management Settings	Configure core Position Management settings
Exercise	Check and Enable Position Management Settings	Set leading hierarchy, synchronization options, and UI customization
Lesson	Creating Position Records	Process for creating new positions
Exercise	Create a new Position	Practice creating positions for Ayurvedic practitioners and researchers
Lesson	Maintaining Existing Position Records	Procedures for position modifications
Exercise	Modify the Parent Position	Update reporting relationships for a position
Exercise	Create a Mass Change UI	Set up mass position changes for organizational restructuring
Lesson	Position Matrix Relationships	Establish position relationships beyond direct reporting
Exercise	Configure Position Matrix Relationships	Set up mentoring relationships for knowledge transfer
Lesson	Position Management Workflows	Configure approval processes for position changes
Exercise	Create Position Approval Workflow	Design workflow for new position approvals

Unit 3 Maintaining Employees

Activity Type	Activity	Description
Lesson	Position Information in the Employee File	Understanding position data in employee records
Exercise	Add Position Fields in Job Information	Configure position fields visibility in employee data
Lesson	Hiring Employees to Positions	Process for assigning new hires to positions
Exercise	Hire a New Employee	Practice hiring process with position assignment
Lesson	Maintaining Existing Employees	Managing position changes for current employees
Exercise	Transfer an Employee to a New Position	Process employee moves between positions
Exercise	Create a Temporary Position Assignment	Configure temporary assignments for knowledge sharing
Lesson	Terminations	Managing position implications during terminations
Exercise	Process a Termination	Handle position vacancy after employee departure
Lesson	Workflows	Position-related workflow processes
Exercise	Configure Position Request Workflow	Set up workflow for managers to request new positions

ESS/MSS Activities for Position Management

User Type	Activity	Description	Workflow Required
Manager Self-Service (MSS)	View Team Position Structure	Access position hierarchy and vacancy information	No
ㅤ	Request New Position	Submit request for creating a new position	Yes
ㅤ	Request Position Modification	Submit changes to existing positions	Yes
ㅤ	Assign Temporary Position Replacement	Manage temporary position assignments	Yes
ㅤ	View Position Analytics	Access reports on position occupancy and vacancy	No
ㅤ	Monitor Position Transition	Track employees in transition between positions	No
ㅤ	Knowledge Transfer Planning	Plan knowledge transfer for position transitions	Yes
Employee Self-Service (ESS)	View Current Position Details	Access own position information	No
ㅤ	View Career Path Options	See potential future positions	No
ㅤ	Express Interest in Open Positions	Indicate interest in vacant positions	Yes
ㅤ	View Position History	Access record of previous positions held	No
ㅤ	Apply for Internal Positions	Submit application for open positions	Yes
ㅤ	View Position Requirements	Access competency requirements for current position	No
ㅤ	Knowledge Contribution Record	Document traditional knowledge for position profile	Yes

Implementation Sequence and Integration Points

Phase	Activities	Integration Points
Phase 1 Foundation Setup	Enable Position Management, Configure Position Object	Corporate Data Model
Phase 2 Configuration	Set up Position Management Settings, Configure workflows	Succession Data Model
Phase 3 Position Creation	Create position structure, Set up position hierarchy	Organization Structure
Phase 4 Employee Assignment	Link employees to positions, Configure position data propagation	Job Information
Phase 5 ESS/MSS Implementation	Configure self-service activities, Set up approval workflows	Employee Central
Phase 6 Integration	Integrate with Recruiting, Succession Planning	Talent Management Suite

Conclusion

This position management implementation plan provides AyushVeda Wellness Limited with a comprehensive framework to support your "Vision Wellness 2035" strategic roadmap. By properly implementing Position Management, you'll create an organizational structure that bridges traditional Ayurvedic roles with modern corporate functions, addressing your critical talent management challenges.

The position structure will help track qualified Ayurvedic practitioners, support career pathways that honor both traditional expertise and business acumen, and provide visibility into workforce capabilities across your global operations. This framework will integrate with your broader SAP SuccessFactors implementation, supporting your holistic approach to talent management that reflects the same philosophy guiding your wellness products.

Citations:

https://learning.sap.com/learning-journeys/configure-sap-successfactors-employee-central-core/describing-sap-successfactors-employee-central-position-management_bcd65377-bc96-400d-9df9-c31c228a8ecf

https://userapps.support.sap.com/sap/support/knowledge/en/2563791

https://help.sap.com/docs/SAP_SUCCESSFACTORS_EMPLOYEE_CENTRAL/cf23ba26985f4d4a8df3a34b7392847d/044431a397074930830e294a38e9ed89.html

https://help.sap.com/docs/SAP_SUCCESSFACTORS_EMPLOYEE_CENTRAL/cf23ba26985f4d4a8df3a34b7392847d/1b5243de0d934e98890872312d5ea066.html

https://help.sap.com/docs/SAP_SUCCESSFACTORS_EMPLOYEE_CENTRAL/cf23ba26985f4d4a8df3a34b7392847d/6b91cd3f8e3f494591f32089c12f1d11.html

https://learning.sap.com/learning-journeys/configure-sap-successfactors-employee-central-core/setting-up-workflows-in-position-management_e032c0e9-6040-4ed6-a6aa-28a9b87efe1e

https://learning.sap.com/learning-journeys/configure-sap-successfactors-employee-central-core/navigating-the-position-organization-chart_e6c44680-cacf-4f6c-9e6a-03c5908643f4

Lab Activities for SAP SuccessFactors Position Management

Position Object Setup

🚀 Lab Activity #001 Create the Position Object in Admin Center with the required fields.

🛠️ Lab Activity #002 Add custom fields to the Position Object specific to <Industry X>.

📄 Lab Activity #003 Configure Effective Dating for Position records.

🔒 Lab Activity #004 Set up Role-Based Permissions for managing positions.

⭐ Lab Activity #005 Enable synchronization between the Position Object and Job Information.

📊 Lab Activity #006 Define Position Types such as Regular, Contract, or Temporary.

🖥️ Lab Activity #007 Configure Position Categories like Administrative, Technical, or Managerial roles.

🔍 Lab Activity #008 Add Transition Periods (e.g., 30, 60, or 90 days) for position changes.

Creating Positions

✏️ Lab Activity #009 Create a new Position using Admin Center tools.

🔗 Lab Activity #010 Link the newly created Position to a Department in the organization structure.

📜 Lab Activity #011 Add reporting relationships by assigning a Parent Position.

🤝 Lab Activity #012 Establish Matrix Relationships for cross-functional reporting.

🧑‍🏫 Lab Activity #013 Set up Mentoring Relationships between positions.

🗂️ Lab Activity #014 Create Planned Positions for future workforce planning.

🔧 Lab Activity #015 Modify an existing Parent Position to reflect organizational changes.

Maintaining Positions

🛡️ Lab Activity #016 Configure Inactive Positions to retain historical data.

🕒 Lab Activity #017 Update a Position’s status to Active or Pending Approval.

🌍 Lab Activity #018 Assign Locations to Positions for global compliance.

📂 Lab Activity #019 Bulk update multiple Positions using Mass Change functionality.

🔄 Lab Activity #020 Modify reporting relationships for an existing Position.

Workflows and Approvals

✅ Lab Activity #021 Create a Workflow for New Position Approvals with multi-step authorization.

🔄 Lab Activity #022 Set up a Workflow for Position Changes (e.g., title or reporting changes).

💼 Lab Activity #023 Configure a Workflow for Termination of Positions due to reorganization.

🌍 Lab Activity #024 Enable Global Mobility Workflows for international assignments tied to positions.

Employee Assignments

👩‍💻 Lab Activity #025 Hire an Employee directly into an existing Position.

🔄 Lab Activity #026 Transfer an Employee from one Position to another within the same department.

⏳ Lab Activity #027 Assign an Employee temporarily to another Position during transitions.

🚪 Lab Activity #028 Process a Termination and release the associated Position as vacant.

📥 Lab Activity #029 Rehire an Employee into their previous Position using Direct Rehire.

ESS/MSS Activities

👨‍💼 Lab Activity #030 Enable Manager Self-Service (MSS) Access to view team position structures.

📤 Lab Activity #031 Submit a Request for New Positions using MSS functionality.

✏️ Lab Activity #032 Update Reporting Relationships through MSS tools.

📊 Lab Activity #033 View Team Analytics related to vacant and occupied positions in MSS.

🙋‍♂️ Lab Activity #034 Enable Employee Self-Service (ESS) Access to view current position details.

Advanced Configuration Activities

🌐 Lab Activity #035 Configure Country-Specific Fields in Positions for global compliance.

🔍 Lab Activity #036 Add another Custom Fields in Positions specific to <Industry X> similar to 🛠️ Lab Activity #002. Analyze why custom was needed. Is there no workaround ?

📅 Lab Activity #037 Set up Date-Dependent Fields for tracking position history.

Validation and Reporting Activities

✅ Lab Activity #038 Run Validation Checks on all configured Positions to ensure data consistency.

📈 Lab Activity #039 Generate Reports on Vacant Positions across departments.

📊 Lab Activity #040 Create Analytics Dashboards showing position occupancy trends.

Integration-Specific Activities

🔄 Lab Activity #041 Test Integration of Positions with Recruiting Module for requisition creation.

🤝 Lab Activity #042 Integrate Positions with Succession Planning Module for talent pipelines.

Final Review Activities

🌟 Lab Activity #043 Conduct a Comprehensive Review of all configured positions and workflows based on case study requirements in Industry X.

🔐 Lab Activity #044 Validate User Access Permissions across ESS/MSS tools related to positions, ensuring proper role-based access control is applied in Admin Center settings for managers and employees alike.

🛠️ Lab Activity #045 Test End-to-End Scenarios involving hiring, transferring, and terminating employees linked to positions, using sample data from the case study context.

📑 Lab Activity #046 Prepare documentation summarizing all configurations made during the challenge, including screenshots and key decisions taken during implementation .

🔄 Lab Activity #047 Validate integration scenarios between Position Management objects and other modules like Recruiting or Succession Planning, using sample workflows from the case study context.

📊 Lab Activity #048 Create custom reports highlighting employee movement across positions over time, using analytics tools within SAP SuccessFactors Employee Central Admin Center settings.

🎓 Lab Activity #049 Conduct training sessions for HR administrators on managing positions effectively, using ESS/MSS tools based on configurations done during this challenge setup phase in Industry X.

📝 Lab Activity #050 Prepare a Summary Report outlining key learnings, challenges faced, and outcomes achieved during this challenge.

💡

Workflow

Design & test any 3 workflows from below, document them and upload in Learning Platform

Workflow Name	Triggered By	Approvers	Applicable For
Personal Data Change Approval	ESS personal data updates	Direct Manager	All Employees
Job Change Approval	MSS job changes	HR, Division Head	All Employees
Compensation Change Approval	MSS compensation updates	HR, Department Head, Finance	All Employees
Work Permit Update Approval	ESS work permit updates	HR, Legal	International Employees
Traditional Knowledge Certification	Knowledge documentation	Master Vaidya, R&D Head	Ayurvedic Practitioners
Research Output Validation	Research contribution records	R&D Head, Scientific Committee	Research Scientists
Leaves Approval	Time-off requests	Direct Manager, HR	All Employees
New Hire Onboarding	Hiring completion	HR, Department Head, IT	New Employees
Global Mobility Approval	International transfers	HR, Legal, Finance	Eligible Employees

Business Rules

MDF

Case Study Questions for Talent Intelligence Hub

Skills Ontology Development

AyushVeda needs a comprehensive skills framework that bridges traditional Ayurvedic knowledge with modern pharmaceutical expertise. How would you design a skills ontology within the Talent Intelligence Hub that captures both ancient Ayurvedic principles (like Tridosha theory, Panchakarma techniques) and contemporary skills (like GMP compliance, clinical research methodology)? Include specific categories and hierarchical relationships you would establish.

Data Migration and Integration Strategy

AyushVeda currently maintains a fragmented skill tracking system with traditional knowledge documented in Sanskrit texts and modern competencies in HR databases. What approach would you recommend for migrating this diverse data into the Job Profile Builder (JPB) as a prerequisite for enabling the Talent Intelligence Hub? Detail specific strategies for standardizing ancient Ayurvedic practices into measurable competencies.

Growth Portfolio Implementation for Vaidya-Scientists

Dr. Agarwal wishes to develop "Vaidya-scientists" who combine traditional knowledge with evidence-based approaches. How would you configure the Growth Portfolio feature to empower employees to track and prioritize their development across both traditional and modern domains? Explain how the system would recommend skills that balance Ayurvedic expertise with scientific research capabilities.

Learning Integration for Traditional Knowledge Preservation

AyushVeda maintains a gurukul-style Vaidya training program alongside modern corporate learning systems. How would you integrate the Talent Intelligence Hub with SAP SuccessFactors Learning to create personalized development journeys that respect traditional knowledge transfer methods while introducing modern learning approaches? Include considerations for capturing tacit knowledge from master practitioners.

Competency Framework for Holistic Wellness Practitioners

How would you evolve AyushVeda's competency framework using TIH to reflect both traditional Ayurvedic competencies and emerging skills in integrative medicine, sustainable sourcing, and global wellness trends? Detail how you would establish proficiency levels that acknowledge both formal qualifications and traditional expertise.

Opportunity Marketplace for Cross-Functional Development

AyushVeda wants to facilitate knowledge exchange between traditional Ayurvedic practitioners and modern corporate teams. How would you design and implement the Opportunity Marketplace to create developmental assignments that foster cross-pollination between the company's traditional and modern domains? Explain how employees could discover opportunities that enhance their holistic development.

AI-Driven Talent Insights for Knowledge Preservation

With many master practitioners approaching retirement age, AyushVeda risks losing irreplaceable traditional knowledge. How would you leverage the AI capabilities within TIH to identify critical knowledge transfer needs and facilitate succession planning for specialized roles like master formulators and Nadi experts? Include specific use cases for predictive analytics.

Change Management for Traditional Practitioners

Many senior Ayurvedic practitioners at AyushVeda follow traditional work approaches and may resist technology-driven talent management. Design a comprehensive change management strategy that respects traditional values while demonstrating the benefits of the Talent Intelligence Hub. Include specific engagement approaches for different stakeholder groups.

Strategic Workforce Planning for " Vision Wellness 2035"

Dr. Sharma's vision includes establishing 50 new Ayurvedic research centers globally by 2030. How would you utilize the Talent Intelligence Hub to support strategic workforce planning for this expansion? Explain how predictive analytics could inform both talent acquisition and development strategies for specialized Ayurvedic roles across diverse global markets.

Ethical Considerations in AI-Driven Skill Recommendations

Traditional Ayurvedic knowledge involves spiritual and philosophical dimensions that may not easily translate into an AI-driven skill framework. How would you address the ethical considerations of applying machine learning to traditional knowledge systems? Include specific guidelines for ensuring that AI recommendations respect the holistic nature of Ayurvedic practice.

Implementation Context

When developing your responses, consider these additional factors:

AyushVeda competes globally with both traditional herbal product companies and modern pharmaceutical giants

The company maintains a dual culture blending traditional Ayurvedic values with contemporary corporate practices

Recent government initiatives like "Skill India" and the "Champion Services Sector Scheme" provide potential resources for talent development

The company sources rare herbs and ingredients from over 1,000 farming communities, requiring specialized supply chain talent

Employee engagement surveys indicate that career development opportunities are a top concern across all employee groups

Your implementation approach should balance technical excellence with organizational change requirements, ensuring that the Talent Intelligence Hub delivers both immediate improvements and sustainable long-term value in addressing the critical talent challenges facing AyushVeda Wellness Limited.

Evaluation Criteria

Students will be evaluated on:

Understanding of SAP SuccessFactors Talent Intelligence Hub capabilities

Ability to align technical implementation with Ayurvedic pharmaceutical business needs

Practical approaches to data migration and system integration that respect traditional knowledge

Creative solutions to user adoption challenges among diverse employee groups

Appreciation of Ayurvedic industry context and specialized talent requirements

Integration of AI and advanced analytics to drive strategic talent decisions while preserving traditional wisdom