What was the starting point?
Besides Türkiye, the company had companies in several other countries. Employee and organizational data was kept in different places from country to country, and performance and talent processes ran separately in each country. The company needed a single source of employee data in which all countries work under the same rules, with talent processes built on top of that source.
How was Employee Central set up?
The project started with a global template: first the common data model and organizational structure were defined, then each country was added to this template with its own local requirements. Configuration progressed in iterations; country workbooks were prepared, and master data migration and user data loads were carried out country by country.
An integration was built between Employee Central and on-premise SAP payroll; Turkish payroll continued to be calculated in SAP HCM, receiving employee data from Employee Central. With role-based permissions, each user saw only the data within their own area of responsibility.
What changed in talent processes?
Performance and goal management, 360-degree reviews, potential assessment and calibration, development plans and performance improvement processes were set up on the same platform; forms were prepared in multiple languages. The career site was rebuilt with SuccessFactors Recruiting Marketing, and job postings were integrated with professional networks.
What happened after the project?
After go-live, IKSAP continued, within the same team, to provide support for performance cycles, calibration, permissions and reporting on the SuccessFactors side, and for payroll, incentive control reports and monthly withholding tax return (muhtasar) processes on the SAP HCM side.
Assessment
In multi-country Employee Central projects, defining the common template first and country differences second prevents each country from creating its own rules. Where payroll remains on-premise, addressing the integration between Employee Central and payroll within the project scope from the outset is the step that saves the most time at go-live.
Frequently Asked Questions
Which SuccessFactors modules were used in the project?
Employee Central, Performance & Goals (including 360-degree reviews, potential and calibration), Recruiting Marketing (career site) and Learning.
Was payroll moved to the cloud?
No. Turkish payroll stayed in on-premise SAP HCM and ran with an integration that receives employee data from Employee Central.
How were multiple countries managed?
A global template was defined first, then each country was added to the template with its own local requirements; forms were prepared in multiple languages.