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By using the job analysis INFORMATION and suggestions from the HR and other manager in DESIRED ROLES one can predict the success factors. It can be MADE easy by practice.

By using the job analysis information and suggestions from the HR and other manager in desired roles one can predict the success factors. It can be made easy by practice.

At FIRST assessment can take time as it is a NEW PROCESS SINCE, we are working on new concepts they can bring BENEFITS.

At first assessment can take time as it is a new process since, we are working on new concepts they can bring benefits.

ANALYSING the last 12 months and picking the BEST suited ONE which describes the success FACTORS POSITIVELY.

Analysing the last 12 months and picking the best suited one which describes the success factors positively.

Evidently, the success of the individual can explain the JOB PERFORMANCE, behaviours at that TIME it can be use in any type of job APPLICATION or the PAYMENT review.

Evidently, the success of the individual can explain the job performance, behaviours at that time it can be use in any type of job application or the payment review.

Success factors are examples for OBJECTIVE standards as WELL as BENCHMARKS with SUBJECTIVITY in all the ELEMENTS dealing with people.

Success factors are examples for objective standards as well as benchmarks with subjectivity in all the elements dealing with people.

SUCCESS factors are how to do the job and the BEHAVIOUR study in CARRYING a job technically.

Success factors are how to do the job and the behaviour study in carrying a job technically.

CORPORATE data model defines foundation objects fields and their interconnections. Once again they contain type of ORGANISATION, mode of PAY and JOB role.

corporate data model defines foundation objects fields and their interconnections. Once again they contain type of organisation, mode of pay and job role.

Country SPECIFIC succession data model is configured by address FORMATS,country specific FIELDS and by all the INTERNATIONAL standards.

Country specific succession data model is configured by address formats,country specific fields and by all the international standards.

All the records of the EMPLOYEE are present in succession data model.This type of succession data mode constructs the FIELDS both internal(information RELATED to employment) and external(PERSONAL information of employee) works’s.

All the records of the employee are present in succession data model.This type of succession data mode constructs the fields both internal(information related to employment) and external(personal information of employee) works’s.

EXTERNAL Integration of employee CENTRAL can be done by USING CLOUD based integration PLATFORM.

External Integration of employee central can be done by using Cloud based integration platform.

With the HELP of HRIS sync by success FACTORS Products, EMPLOYEE central can be INTEGRATED Internally.

With the help of HRIS sync by success Factors Products, Employee central can be Integrated Internally.

Initially, MAKING the assessment may take some time because it is a new process and we’re dealing with new CONCEPTS but it is WORTHWHILE for the benefits they BRING.

Initially, making the assessment may take some time because it is a new process and we’re dealing with new concepts but it is worthwhile for the benefits they bring.

LOOK over the previous 12 months for examples and pick out the 2 or 3 which DEMONSTRATE the SUCCESS Factors the most.

Look over the previous 12 months for examples and pick out the 2 or 3 which demonstrate the Success Factors the most.

There is always an ELEMENT of subjectivity in any PROCESS dealing with PEOPLE. However, Success Factors are OBJECTIVE STANDARDS or benchmarks with good examples.

There is always an element of subjectivity in any process dealing with people. However, Success Factors are objective standards or benchmarks with good examples.

Managers will receive training; Success FACTOR documentation and guidance on its USE will be available on the HR web site; members of the HR TEAM will be able to PROVIDE advice.

Managers will receive training; Success Factor documentation and guidance on its use will be available on the HR web site; members of the HR team will be able to provide advice.

Not directly. Obviously the more SUCCESSFUL the individual is in their role / can demonstrate effective JOB performance / demonstrates additional BEHAVIOURS, then this can be used as evidence in any job APPLICATION or pay review case.

Not directly. Obviously the more successful the individual is in their role / can demonstrate effective job performance / demonstrates additional behaviours, then this can be used as evidence in any job application or pay review case.

There may be a ‘TECHNICAL’ REQUIREMENT to do that but success factors are about ‘how’ the job is DONE / the behaviours required in CARRYING out their job.

There may be a ‘technical’ requirement to do that but success factors are about ‘how’ the job is done / the behaviours required in carrying out their job.

Use the job analysis information and advice from your HRO and other MANAGERS with the same roles to DETERMINE the 3-5 core success factors. It will become EASIER with practice.

Use the job analysis information and advice from your HRO and other managers with the same roles to determine the 3-5 core success factors. It will become easier with practice.

No. HOWEVER, it may be that they tend TOWARDS ONE level.

No. However, it may be that they tend towards one level.

Through DIALOGUE / communication between the MANAGER and the INDIVIDUAL. The CHANGE can also be flagged on the PDR form.

Through dialogue / communication between the manager and the individual. The change can also be flagged on the PDR form.

Yes; it DEPENDS on the requirements / NEEDS of the role at any POINT. It is fluid and therefore MAY change year on year.

Yes; it depends on the requirements / needs of the role at any point. It is fluid and therefore may change year on year.

The manager USES the job analysis information to DETERMINE the Success Factor for the role in conjunction with DISCUSSIONS with the INDIVIDUAL. However, it is ultimately the manager’s decision.

The manager uses the job analysis information to determine the Success Factor for the role in conjunction with discussions with the individual. However, it is ultimately the manager’s decision.

That is not why they have been developed. They are used to develop INDIVIDUALS. However, if the BEHAVIOUR(s) are ESSENTIAL to the JOB and there continues to be no development then it could become a performance ISSUE.

That is not why they have been developed. They are used to develop individuals. However, if the behaviour(s) are essential to the job and there continues to be no development then it could become a performance issue.

There is a similar framework for STRATEGIC Leaders Framework and ONE for researchers which have been based on SUCCESS FACTORS. The idea going forward is to have something similar for all STAFF groups in the university.

There is a similar framework for Strategic Leaders Framework and one for researchers which have been based on Success Factors. The idea going forward is to have something similar for all staff groups in the university.

No. Just because SOMEONE is on a certain job grade, it doesn’t rule out any of the levels. However, if a job is more senior you would expect to see more of the university LEVEL BEHAVIOURS.

No. Just because someone is on a certain job grade, it doesn’t rule out any of the levels. However, if a job is more senior you would expect to see more of the university level behaviours.

They DESCRIBE a range of different TYPES of behavior which are RELEVANT to a range of different JOB roles. However, the LEVELS are not hierarchical.

They describe a range of different types of behavior which are relevant to a range of different job roles. However, the levels are not hierarchical.

Because they are BEHAVIORS which LEAD to SUCCESSFUL PERFORMANCE in the JOB.

Because they are behaviors which lead to successful performance in the job.

DOCUMENT TYPE DEFINITION of the DATA MODEL

Document Type Definition of the data model

SET the ATTRIBUTE REQUIRED=”TRUE”

Set the attribute required=”true”

SET the ATTRIBUTE VISIBLE=”both”

Set the attribute visible=”both”

SET the ATTRIBUTE PII=”TRUE”

Set the attribute pii=”true”

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DATA MODEL WORKFLOW RULES Data Model, Event and Event DERIVATION Rules Data Model

Data Model Workflow Rules Data Model, Event and Event Derivation Rules Data Model

HRIS Propagation Data MODEL is used for the AUTO Population from Foundation Tables

HRIS Propagation Data Model is used for the Auto Population from Foundation Tables

In here FOUNDATION objects fields for a SEPARATE COUNTRY are DEFINED.

In here foundation objects fields for a separate country are defined.

Foundation Objects and their relationships are DEFINED in the corporate data MODEL. Foundati, Objects are also CALLED Foundation Tables. They include ORGANIZATION, Job and PAY.

Foundation Objects and their relationships are defined in the corporate data Model. Foundati, Objects are also called Foundation Tables. They include Organization, Job and Pay.

Address formats, country SPECIFIC fields and international STANDARDS are SET in the country-spe, succession DATA model.

Address formats, country specific fields and international standards are set in the country-spe, succession data model.

The EMPLOYEE Records are contained in the Succession Data Model. The succession data MODE configures the fields that will appear in the Employee’s PERSONAL Information (outside of WORK) Employment Information (inside of work).

The Employee Records are contained in the Succession Data Model. The succession data mode configures the fields that will appear in the Employee’s Personal Information (outside of work) Employment Information (inside of work).

There is a cloud -BASED INTEGRATION platform AVAILABLE for EXTERNAL integration.

There is a cloud -based integration platform available for external integration.

Employee CENTRAL integrates internal with other SuccessFactors products through HRIS SYNC.

Employee Central integrates internal with other SuccessFactors products through HRIS Sync.