Onboarding 2.0: High-Level Demo

foreign [Music] so today we are going to see high level uh demo uh so basically uh the process oriented but in training sessions we will going through in depth of each topic but to understand high level process how onboarding 2.0 is working how onboarding 2.0 sap offered so we are going to see all the uh the basic high level plan or high level process perspective and then we will take it further detail in the training session all right okay so these are the terminologies we used to have so basically the the provisioning instance initiate onboarding new higher data review so all the these are the terminologies which we use in the onboarding 2.0 module so I&#39;ll tell you in the upcoming slides so for prerequisites so if the client is want to implement onboarding 2.0 employees until must be there so without employee Central also a basic employee profile uh you can Implement onboarding 2.0 uh RCM also should be there without RCM also you can Implement onboarding 2.0 so the onboarding 2.0 is fully fully based on employee Central structure so it&#39;s completely with the employee Central screen like if you know how you have a add new higher screen the same way the employee Central um the onboarding 2.0 screens also looks like so it&#39;s based on the employee Central framework so the prerequisite to have an employee Central to get the full onboarding 2.0 experience for the client so there are the other employee Central settings like the the attachment management intelligence Services effective data platform these are the employee Central configuration which is there should be for the prerequisite so coming to Standard onboarding Process so this is onboarding process map this is for the standard onboarding process map so basically uh so there will be a different role so end of RCM where you start the onboarding so once the candidate lands the ready to higher stage so onboarding will get initiated so from the from there to till they uh till they hire the employee that is where the onboarding process so basically what is onboarding process where what where the process starts in the sense so initially the candidate accepts the offer and then he ready to hire they know that from there to till the joining game let&#39;s say today they are today September 1st he got the offer he accepted the offer and they moved the candidate into the ready to hire status December 1st is their joining date so in between the September 1 to December 1 that the in-bit period of 60 days that is called onboarding period there we will have a onboarding process there that period only onboarding process will take care so from the Alpha acceptor 2 till the higher date till this time date of the employee so that is where the um the onboarding process will calculated so in the onboarding standard process so as we have a different roles in recruiting the same way in onboarding also who is doing what who is initiating onboarding who is doing the task who is doing the hiring manager activities who is what candidate is doing all this thing so this is the first step recruiter so basically most of the client they will have a recruiter to initiate the onboarding from RCM but it depends on some clients they say no we don&#39;t want um recruiter they want onboarding admin should initiate onboarding they want HR admin should initiate onboarding you can do that so we can do whatever they want to initiate the onboarding so once onboarding is initiated it goes to the review new higher step so review new higher step is nothing but this is the first step in the process so once you initiate the onboarding the revenue new high step process begin so review new her step is nothing but the data which is coming from recruitment to onboarding someone has to validate it before going to employee Central someone has to validate the data which is coming from RCM to onboarding so RCM to onboarding the data should be validated so who is the person whether it&#39;s the recruiter or HR admin or onboarding admin someone has to preview the data so what data is coming from recruitment to onboarding is a basic information like your first name last name your email address and your phone number your address information so or your position information whatever the information you captured in recruiting all the information will flow to automatically to onboarding so that candidate or someone on boarding should not fill again so it is automatically integrated we have an integration from RCM to onboarding and onboarding to EC so that seamlessly the process will flow so the data will flow seamlessly from from RCM to onboarding so someone has to validate okay whether the start date is correct uh the the date of birth is correct the national ID is everything this supplements has to validate the uh thing so most of the clients use the step but some of the clients they will skip this step we don&#39;t want because already recruiter is the person who is doing the recruitment process he knows what is coming to the onboarding so we don&#39;t want this step so they will skip this step so they will take out the step from the process so we can do that as well but yeah just I&#39;m telling review new high step is the first process so once a review new house step is completed there is a parallel process will trigger for the on body as well as the hiring manager to complete the task so it&#39;s a parallel process it&#39;s not next to next process it&#39;s a parallel process so parallelly a candidate will get an email notification welcome to onboarding portal and then sign in and provide the and login with your welcome account so log in the by using a credential log in your onboarding portal the new hire portal so we will call it as an onboarding portal or new hire portal so they will get an email notification to login so parallely hiring manager also will get a task trigger so some of the tasks like welcome message recommend links assignment do you recommend people prep for day one so these are the standard tasks we have in success factors for onboarding to a schedule so here these are the these are the standard tasks if you want to create some custom tasks if client is asking some custom tasks you cannot create a custom task only in the request equipment you can create a category in that but you cannot create a new task let&#39;s say they are asking the ID card task here you cannot create a new task here there is no no possible way right now from sap side there is no standard there is no custom process custom task you can create only the standard task and again there is one more Advantage here let&#39;s say client is saying uh welcome message to be trigger to be assigned to recruiter and the recommend people should be assigned to recruiter whereas the request equipment should be go to ID team this task should be assigned to ID team not the recruiter so that we can flexible for them so for each task you can assign to different different user also or all the tasks you can assemble one person so some clients they will say the schedule meeting should be assigned by the manager a welcome message will be sent by the recruiter whereas the the equipment will be taken here by it team so this is all to be done by the IT team so you should assign this task to the ID person so we can we can do the responsible users to the respective task the respective group so we can do that but these are the standard tasks we have so once the onboarding task will trigger whereas once the candidate barely logs in to the onboarding portal so once he logs in he will go to the data collection so he have to provide the data collection steps of the first second step in the process for the candidate is the personal data collection step so personal data collection step is nothing but um see in recruitment you have hundreds of candidates applying for a job you will not ask so much of information out of 100 candidates two or three candidates or one candidate only will come to onboarding because he&#39;s the one selected the selected the uh accepted the offer and he&#39;s the one who is coming to the onboarding to to join the company so that one candidate you have very minimum information in recruitment you want to capture more information like emergency information their Bank information uh their National address information all the additional information you wanted to capture that you can do with the provide this data collection step and once the data collection is completed the next step is additional onboarding data collection so this is in another another um another opportunity for the company to get additional information with the to the candidate for example you wanted to capture the driving license information or if the if that client is a manufacturing or factory company so they wanted to make sure that the candidate is before on on the day one they wanted to arrange the uniforms because they are working on a factory people so they wanted to arrange the uniform so they wanted to capture the uniform size uniform pant size shirt size all those things they will make up Arrangement so that that information you can capture or if the company is providing any gym membership or any parking pass or any other health insurance benefits something they are providing that you wanted to candidate whether they wanted to take it that opportunity or not you can ask them in the additional data collection stem apart from that you can also capture some additional documents like education document uh author ID or the driving license or national ID card whatever you want you can capture the additional data collection step that is a one more opportunity but still no we don&#39;t want to capture any of the documents or anything you can skip that additional step also that is up to them to decide whether they want to have additional step or not and then once it&#39;s completed then a forms will be generated so basically every client will have a forms onboarding forms uh like standard forms like the mobile policy code of conduct ethical compliance form all the standard forms will be there so those forms will be generated you can also generate a custom form so if the client is giving 10 custom forms based on the country specific you can create a custom forms also and then once the forms are generated there is an e-signature build trigger so from onboarding 2.0 perspective success factors have an inbuilt e-signature embedded is a signature functionality okay so they don&#39;t want to go with the any separate DocuSign or third party for the signature success factors only offers the e-signature but there is a drawback where if success factors offers a e-signature only employee and manager can sign the form no other participants for example there is a form which has a five user has to sign let&#39;s say HR has to sign recruiter has to sign uh manager has to sign and then ITT must to sign and then finally employers to send little different people has to sign the form uh they are embedding they are using embedded signature e-signature at that time you cannot use you cannot have a other participants only manager and employee can sign the form by using the employees e-signature embedded signature so if the client is having a DocuSign and the client wants to integrate with DocuSign there you can have a different participants to sign the form that is that is the only advantage of going with a DocuSign otherwise if they don&#39;t have other participants only employee and manager has to sign then you can go with the embedded uh a signature concept which is offered by a success factors but there is no any any any license or anything nothing required it&#39;s a it&#39;s a inbuilt inbuilt e-signature but if they were going for a DocuSign they should have a proper DocuSign credential we can integrate with the DocuSign that&#39;s the difference between the DocuSign and the e-signature so if you are attending any any certification exam or any interview question this might even come what is the difference between the DocuSign and the embedded signature why client is opting for DocuSign instead of embedded signature because they might have a more participants to sign the form whereas success factors offers only employee and the manager so once the form signed everything then compliance will trigger so compliance is basically a legal country specific forms uh right now from success factors point of view we have only five countries compliance from one is US UK Australia New Zealand and Canada only five forms only five countries so in that U.S we have i9w4 uh voluntary self disability all these things and for UK we have a starter checklist and uh for Canada we have personal return tax sheet some form is there and Australia we have superannuation form and then we have New Zealand we have one more form so we have different countries we have a different compliance legal compliance form right now only in success factors we have only five firms available only five countries available maybe sap can bring up for other countries in the future release but as of now only five countries we have so once the compliance generated compliance signs everything then candidate will go to the mph mph is nothing but the last step in the process manage pending higher he will sit in the manage spending higher and then once manage printing higher HR or recruiter will review all the data which is coming from RCM to onboarding and onboarding to easy everything will be filled automatically in the mph and they will hire the candidate on the day one so on the day one um once they have completed on the day when there is a job running in the provisioning converter external user to employee then they will become a employee Central they will become an employee and they will land in the employee Center so that&#39;s where it starts from RCM it goes to onboarding complete onboarding and it goes to the employee Central so this is the high level Standard Process flow which we are using in the onboarding any doubts okay I&#39;ll take it as no then next one this is the internal hire process the other one is called um cross boarding we call it as crossbody so I&#39;m gonna give you some notes here um let me just take the notes okay guys see so basically uh so cross boarding we call it as a internal people so internally someone applying for a job or internally someone moves internally someone got promotion see they&#39;re working five years in a company obviously they get a promotion uh they get a position change everything they might change different location different country they might change so in that cases something the crossbody that means onboarding has to trigger for the internal people then we call it as a cross boarding so here in Cross boarding we have two two process one is through through employee Central you can initiate a cross boarding or through RCM you can install recruitment also you can initiate the cross boarding so through EC is nothing but um in the job information okay in the job information there is any changes in the job information or any changes in the compensation information then cross boarding will trigger so basically initiation of the for internal higher process everything looks same guys there is no change in the process same completes new higher review new higher and then task data collection for data provides data collection and the additional data collection everything will be the same only the initiation will be different so they will whether they will initiate with EC or without uh without EC through RCM with with uh from Easy means there is no need of job requisition so that directly there is any changes in the using we have an event reason so if there is any based on the promotion event reason or demotion event reason or promotion or transfer event reason based on those event reason in EC any changes in the job information which will automatically trigger the onboarding which is called as cross-boarding or if someone they have an internal website right internal career portal will be there someone applying for from for senior to manager level they are trying to apply internally they are moving from one position to other portion or one country to other country then uh from the from their applying through internal and then they&#39;ll go to the RCM process completely like attending interview get the offer everything then they will uh initiate the onboarding in RCM so that is called the internal hire process so if you are initiating from EC it&#39;s a cross boarding if you&#39;re initiate from RCM it&#39;s an internal hire process but client will not differentiate internal hire or transporting they will say just it&#39;s a cross boarding both the both the process they call it as a crossbody but stand point of view you have to understand if your initiative from EC it&#39;s a cross boarding if you&#39;re initiating from RCM it&#39;s a it&#39;s a internal hire process the entire process same guys because they are employees they have to review the data which is coming from EC uh for personal data collection step additional data collection step everything will be there the only thing is candidate will not land into the mph internal candidates will not suited by mph it will automatically update their job information in the employee because they are employed they are already in the system they are in the employee Central record they will not come to mph to hire to generate a new employee that&#39;s that process will not be there automatically it will update in the employees job information record that&#39;s the only difference so initiation is different and the candidate will not land in them kids whenever once the onboarding process the crossboarding process completes automatically candidates uh their uh job information will be updated with the effective record let&#39;s say they are getting a promotion on December 1 so once they uh they are making some changes in the job information crossbody triggers they go through all the process and then once they complete that it goes automatically in the job information you see a mystery record on an effective date one so and so uh this is your promotion this is your event is information this is your position title your manager changes everything will automatically get updated in the in the job information record apart from that rest all the same so in in interview and all the client or in maybe in client or something you have to understand you tend to explain the candidate will not come to mph that&#39;s the only major difference because they are employees they are already internal people they have a employee information record that&#39;s the only reason they will not come into the MPS screen okay only external candidates will come to the mph screen any questions guys No Object okay previously a right process wise okay this is the process variant basically this is the process variant this is where we set we will Define the process variant so let&#39;s say level client is telling I have eight countries okay I want to have eight different process can for different countries let&#39;s say for for us I don&#39;t want to use additional step for UK I cannot use I don&#39;t want to use new higher step for uh India I don&#39;t want to use document flow something they are saying with a different thing so can we go with the eight different process variant yes we can do that you can have a different process variant according to the client specific or country specific you can do that so this is default once you enable once you switched on your onboarding 2.2 settings and all everything in instance in provisioning automatically you get a default this onboarding process variant this is where the standard onboarding process within which defines I have to known as that Revenue has stable however once revenue or something it&#39;s a parallel process where personal data connections an additional data connection and then document flow so now client is saying see before document step I wanted to have one more custom process in the process variant is it possible Is it feasible no it is not visible you cannot create any additional custom process in this step maybe they can skip it for example they don&#39;t want additional step you can remove it so then then your process will become little small because this process will be skipping you can remove it from the process variant just you&#39;ll have a personal data collection automatically it goes to the document step so like that you can skip it but you cannot add any custom process in the process variant I&#39;m telling you two things guys the first thing is you can have a different process variant or country specific but you cannot have cast cannot have a different custom process inside the process variant so that is the difference you need to understand so you can have a different process variant but inside the process variant you cannot have a custom process okay that&#39;s the only uh draw uh functionality we have with the process variant clear so whatever I told you what is the behavior who is the responsible persons for this you can see it here okay so I am okay so this is just for notes right when you&#39;re going for a workshop on your attending with a client requirement so you can ask them who is who wants to initiate onboarding who is doing the revenue higher step this is just for your checklist to note to for yourself for configuration like how do you want to generate a contract how do you want to happen in the onboarding how do you want to have a cross-boarding process all this thing just you can take a notes with the client when you are in the workshops now initiate onboarding so this is where fxs factors recruiting screen recruiting applicant tracking system so here you see a take action button so you can have a stand in and then you can have a take action initiate onboarding button so initiate onboarding and then you click on initiate onboarding automatically onboarding will be initiated now it&#39;s manual process so nowadays clients are going for automatic initiate process so once the candidate comes into the onboarding status automatically it will they don&#39;t do a manual initial automatically by using an integration Center in success factors we can do automatic initiative on boarding but not all the clients are using as of now like I have implemented one or two clients but there is a way of initiating automatic also but it is little tricky complicated configuration which we do it in the integration Center but as of now everyone uses the manual initiative one but if they go into the candidate and then they click on take action initiate on board okay you are about to initiate the onloading process for the candidate please click to confirm if you click on confirm onboarding process we may initiate it next new hire data review so you will get a new higher time so this this all this is a home page oldest homepage screen but now we have new home page and all so here you will get a new hire of data review tile so for example if onboarding admin wants to do this step so in the onboarding admin they get this style and they click on it they&#39;ll get a candidate name they click on start happens they click on start you can see this is where this is looks like a add new employee screen but this is an onboarding screen so the same structure what add new employees you use in employee Central the same screen we will have it here so we&#39;ll have the higher date company even resend date of birth National information all this some of the information will flow automatically from from RCM to onboarding so someone has to validate those information and then they click on submit that&#39;s where the review new Hollister will complete so once they submitted they get a okay thank you for updating the paperwork on boarding will be notified about the changes you have made okay so once the revenue High Step is completed the next is the hiring manager experience a task so now parallel hiring manager will reach this is a dashboard guys so this is an onboarding dashboard 2.0 dashboard so where you have a candidate you have a start date adding manager the task have written I&#39;ll show you in the system also so basically this is where the task so you have a welcome message assigned by the recommend people so if you are sending all the tasks to one person you&#39;ll get all the tasks or you are saying only with some of the few tasks here and few tasks for a different person will listen to the different person but in the onboarding dashboard you can see the task or you can also get for prepare for new higher tile where you can go directly from the home page okay so this is where you get a tile and then you log in now click on that you go here and start start assigning the task so this is a welcome message you select a team member that you wanted to select a send a welcome message so uh write a welcome message so this is a task you click on start and then you will have okay let me show you in the system instead of the stupidity okay sorry okay uh okay I&#39;ll go to onboarding dashboard so if you drop down onboarding you will directly align to the onboarding dashboard this is the onboarding dashboard Abhishek how does that onboarding drop down come in that home button uh once you enable the provisioning settings which is right all the models we get right here so it will come onboarding also we if you have a proper permission for the news user then you will get the onboarding drop down okay so this should be activated in the provisioning only yeah provisioning settings and RBP should be there okay okay so you can see all the candidates here and then you can just let me go any of the candidate then you can see the data collection uh this is where the the recruiter or the onboarding admin can see whether the status whether the candidate completed the auditions table or the candidate completed the personal data collection within the candidate computer to the signature compliance signature everything they can see it here and this is a task this is weird regard so assign a new hire buddy manager checklist they have relabeled it but yeah you can you can relabel it but you can create a new new tasks here so the the the task names are here so for example send a welcome message right they click on start here so my inbuilt the the the the welcome message we have configured in the back end but still they can have edit access to add some more thing also if they want so this is a welcome message they will con submit so then once the submit then candidate will get an email notification they can see it in the new hire portal also I&#39;ll show you how a candidate is saying the welcome message in the new higher portal so and then buddy they are sending through a buddy to somebody so buddy is nothing but some employees so hello please welcome to the dawn you can also add some personal note to your buddy so Elsa please take care of your body so you can search all the employees in the in the company you can have it here so you can search all the people in the company so just you can assign a buddy and then you can click on submit so but it will be assigned to the new hire and then we have a prep for the event so prep for day one is nothing but on day one what candidate has to bring so we are excited to join you please trust properly and then come to this bring your online documents bring your Auto ID bring your citizenship documents bring your passport all these things so you can also have bring your passport you can have anything in the notes and then you can just send send to the candidate just to the candidate to bring what what all the things they have to come on the day one to bring on the day one and then we have um uh recommend people we wanted to recommend the people you can also recommend or some recommend links to be there like okay on the before before joining so you can just go through the the company website Company YouTube company LinkedIn company Instagram everything you can just and click on submit they can they can review it so all these things they can have everything in the welcome message all the tasks to be assigned by the hiring manager and there is a chance called checklist so basically checklist is just for the for the managers not for the candidate so just to make sure okay uh they they make sure everything is set up ready for the day one one week Prayer day okay schedule a lunch for the day first day with you on your team uh make sure that create a new hire when they arrive on a site make sure that they have a new higher or time ID computer setup make sure that batches so don&#39;t think this is all provided by the client okay so basically you can make sure for the for the manager just to not to forget everything make sure they are arranging everything before the candidate joins.com on the day one everything should be there in the com it should be arranged for the candidate that&#39;s where we are doing it in the onboarding process all right so that&#39;s all about the new higher task welcome message and Buddy schedule you can also schedule the meetings but the schedule meeting is not integrated with our Outlook that&#39;s the drawback here so many of the clients have requested this because we wanted to schedule the meetings whatever we are scheduling a meeting here it should be reflected in the Outlook calendar right now it&#39;s integration is not possible maybe sap can come up with the future release in the future but right now there is no no tracking in the Outlook and like it was the equipment they wanted to request equipment laptop phone and all these things they can send a request equipment so with this request equipment right if the client is having the service now ticketing tool or some other third party you can integrate with that so by using a ticketing tool like servicenow or Gira these kind of any of the ticketing tool they might using for requesting the ID team we can integrate that with success factors but again it&#39;s a complex integration but we can do that just FYI recommendings you can also click on recommend link and then Center document links and then prep for day one what you have to bring for day one and this is just for the way to go like on on the day one where you have to go so come to the this building sit on the reception or go to the induction room something like that you&#39;re just telling the candidate to uh arriving on the day one where they have to sit okay uh it will give you the location so on the this location this map for the candidate can see in the map only but yeah you can send a location and then you can see the note you can put commands it or meet the reception and then go to the induction room and start uh submit all your paperwork something you can just mention it for the candidate where to go on the first day and this is gold plan so you can integrate with this goal you can set to 30 days or 60 days 90 days goal to the candidate as well so but and that is also integrated with your goal management that&#39;s your pmgm model is there right you can integrate with that also but yeah so you can also set 30 days 60 days 90 days gold for the candidate complete all your course training complete your your ethical compliance training make sure you are completed all the training before you assign a project complete your code of conduct mobile policy training all these things so just setting a goal for the candidates before they join to the company and that is integrated after the choice to the company also and then you can also there is a these are the standard one there is one more called LMS learning integration so the task for example before the the client is saying before com employee joins some of the mandatory training has to be completed uh before they join to the company let&#39;s say ethical compliance training or the mobile policy or code of conduct training these are the mandatory basic training where the candidate has to take in before the joins the company is there a way that we can integrate with onboarding yes we can do that but most of the clients will not appreciate uh to do the trainings before they join the company they will do everything after the joint that means on the day one only they will do it this is a checklist task as I told you yeah this is all about the things so this is where the hiring managers can see the status so if you if you see in the dashboard uh you can see in the right corner action button so you can see the onboarding documents all these things so if you don&#39;t have permission so whatever the candidates signed the documents right all the documents will be here they can download it from here and uh here you can see like this you will have a status so status whatever is completed not started on track off track you can see it here okay and then you also have a restart and cancel onboarding process I&#39;ll tell you in the last last one what is what is the purpose of using the restart and cancel on boarding okay now coming to onboarding 2.0 new higher experience personal data connection step additional step and document flow so now uh once the new higher review new high step is completed candidate will get an email notification like this welcome to onboarding uh is your username password your login URL your reset password URL everything so they click on reset password URL and they will reset they will reset the password and then they will log in with the this URL the onboarding URL so then they will get a welcome message and then they will log in so once they log in this is where they will have a new hire portal so they&#39;ll have a quick tour also there and then they they will click on the provide data collection for onboarding so once they click on provide onboard index you see here whatever the welcome message where to go prep for day one whatever the hiring manager assigned right everything will be showing the tile so that&#39;s how the new hire can see everything here in the portal new hair also will get an email notification for each task plus they can see it in the new higher portal so once they click on provide data collection so same add new employee screen so we&#39;ll have a first name last name everything will comes automatically from recruitment to onboarding so don&#39;t need to fill it again the rest of additional information like emergency dependent Bank information on this thing they will fill it in the employee on the as to provide in the like the new hire can complete the information like personal data biographical dependent emergency Etc okay so address information National address information national ID and then you can also have attachment here where the national national ID has been uploaded you can do that emergency contact and all this thing they will review finally and they click on they can also save draft and again they can combine they can come back and then they can do the step or they can click on submit to complete the personal data collection step so once the personal data collection step completes they&#39;ll have a additional data connection tile will pop up they click on it so once the step is completed the tile will be will be will be grayed out it will not be available it will contact it so once the title Advance this step is completed the tile will be gone from the new higher portal so they will get a new tile which is an upcoming process additional data collection step so in the additional data collection step you have a as I say no do you need uniform yes or no what is the color the size all these things you can capture here so example what are all the new things means you can get a lab coat or parking from your Fitness you have any gym equipments or equipment preference special need so all these kind of things you can pension scheme enrollment all these things you can collect in the additional data collection stuff your equipment preference your parking pass all these things you can capture in the additional data collections and then finally they will get a signature document signature to sign the documents so they will this is a DocuSign basically this is a DocuSign screen but embedded thickness access factors you get like this complete e-signature of document this is how the candidate will get a embedded signature but if they don&#39;t have e-signature if they don&#39;t have a document they&#39;ll not get this time they&#39;ll get a DocuSign email from it because document is a third party guys it will come in the uh it will it will get a separate email from they&#39;ll get a separate email from the talk to sign account not From Success factors if they are not using DocuSign then there will be this style completely signature of documents so this is how the document will be there like the names location position manager all the information in the form everything will be fetched it will automatically populated no need to fill anything here in the form just they have to sign it they have to review it and they have to sign it so employee can sign and manager can sign in the in the e-signature form okay and this is the task uh welcome message meeting useful link where to go prep for day one you wanted to have a welcome message from CEO you want to add some video or something you can also add it in the custom tile you can have it in a new hire portal okay this is a welcome message this is a body and this is your recommend people useful contacts these are the meeting schedules so these are the meetings that they can can see on the on on the day one they have a new Joiner orientation global settings meeting new order benefit session news Runner ID session all these things so we schedule like that and this is a recommended link where they can go and view the link and this is a way to go so they have a location and they click on this fine Direction it will take you to the map Google map on platform they even what they have to bring this is a message from the manager this has been this is the recommend people we have recommend links as well as I recommend people on the day when you can reach out all these people once you join to the company for any other doubts or clarification many things go to person kind of thing okay this is all the tiles on the new hire experience any doubts guys oh okay I&#39;ll take it as no uh and then now we&#39;ll go to the last Financial experience is a management so after candidate completes everything and it will be lying in a manage spending higher so again management higher is also same Avenue employee screen so all the information which is coming from onboarding recruitment everything so the integration how it works in the sense uh integration works from RCM to onboarding and onboarding to EC this is how the integration works okay so where you have all the information will flow automatically so this is a compliance so as I told you right compliance is on the five countries us UK Canada Australia and uh this one India India is not there this is New Zealand we have New Zealand and performs and policies they can have code of conduct mobile policy all the all these are the forms this is just an eye level but we will see it in the detail how to configure the forms how to get the form from the client how do we place them from how the values will be populated in the forms everything we will see it in the in the training session and in onboarding it&#39;s completely we are communication with the candidate is an email Channel only with the email notification email template we will config we will we will be communicating with the candidate no SMS nothing only through the email templates so you can have a different email templates different uh email trigger custom email templates everything for the different country specific also you can configure so this is internal hire process so I told you as there is any change in the process in the in the position or in the compensation then automatically the cross boarding will trigger so we will have all the things uh now coming to Chris tab so where where the scenario comes in a sense if there is any change in the start date okay let&#39;s say you initiated the onboarding with so and so did first of December now the start date is changed due to some something delay the start date is changed to 15th or maybe candidate is saying I cannot join on first day I need a one week or two 10 days a break I will join on 15th of December something there is a change in the start date you can restart the onboarding process because because as of now you have completed the onboarding 10th of 10th of December right sorry first of December when you hire it will be a start date will be first off December only the record so you don&#39;t want to you don&#39;t have access to change anywhere in the onboarding so you have to restart the process once you restart the process you can change that standard but the drawback here is if you&#39;re restarting the process um you have to start from the scratch there is no that if you are completed review personal data collection step okay in additional data collection step you are now and you wanted to restart the process if you are restarting it will not or proceed from again additional step it will start again from the revenue or step you have to start from the scratch but the information or the data will be saved there you don&#39;t need to fill it again it will be saved automatically you just need to review it and you need to submit again and change the specific things what you wanted to change it there and then you have to click on submit the rest will be there and also we have manual restart and automatic restarts so manually they can the HR can go and uh restart in the dashboard or automatically you can write a business rule to automatically if there is any change in the start date or any change in the manager it will automatically restarts the onboarding there is also automatic restart process and the rehire process yeah this is also very good of the process we have rehire so basically the company employee employee leaves the company after two months or after two years or three years is coming joining back to the same company then you have a rehire time so based on the their first name last name the recession the date of birth the system will give you the matching profile because he&#39;s already working their record will be there in easy it is an inactive state right so you want to make that profile active so we can go with the rehire with the onboarding with the rehire with new employment or old employment so we have that process also in scope I&#39;ll tell you in the training session more but we also have a rehire functionality and data privacy obviously which is very important everywhere in the data security data plays because once the candidate moves to employee Central their candidate data in the dashboard has to be wiped off all these things will be there in the data privacy and the data retention management so we will ask the client how many days you want to keep the data in the system all these things the onboarding data not the easy data the on-body data and also here one more uh we have left out which is called off-boarding off-boarding is also in the process of voting also we have a set of process once the employee terminates the company we have off-boarding off-boarding also we&#39;ll have a different process they have a different task like the asset return firewall message announced account termination KT task on the set of standard tasks also we have so we will see it in the off-boarding also in a scope of training session but yeah so we are covering onboarding cross-boarding off-boarding and rehire so right now and just to understand the eye level things but in the training sessions we will be starting more in depth how to configure what all the things we need what all the permissions we will crank everything we will see it here clear guys any doubts that&#39;s all your demo today so any other doubts any questions no all seems good [Music] thank you foreign [Music]

foreign [Music] so today we are going to see high level uh demo uh so basically uh the process oriented but in training sessions we will going through in depth of each topic but to understand high level process how onboarding 2.0 is working how onboarding 2.0 sap offered so we are going to see all the uh the basic high level plan or high level process perspective and then we will take it further detail in the training session all right okay so these are the terminologies we used to have so basically the the provisioning instance initiate onboarding new higher data review so all the these are the terminologies which we use in the onboarding 2.0 module so I&amp;#39;ll tell you in the upcoming slides so for prerequisites so if the client is want to implement onboarding 2.0 employees until must be there so without employee Central also a basic employee profile uh you can Implement onboarding 2.0 uh RCM also should be there without RCM also you can Implement onboarding 2.0 so the onboarding 2.0 is fully fully based on employee Central structure so it&amp;#39;s completely with the employee Central screen like if you know how you have a add new higher screen the same way the employee Central um the onboarding 2.0 screens also looks like so it&amp;#39;s based on the employee Central framework so the prerequisite to have an employee Central to get the full onboarding 2.0 experience for the client so there are the other employee Central settings like the the attachment management intelligence Services effective data platform these are the employee Central configuration which is there should be for the prerequisite so coming to Standard onboarding Process so this is onboarding process map this is for the standard onboarding process map so basically uh so there will be a different role so end of RCM where you start the onboarding so once the candidate lands the ready to higher stage so onboarding will get initiated so from the from there to till they uh till they hire the employee that is where the onboarding process so basically what is onboarding process where what where the process starts in the sense so initially the candidate accepts the offer and then he ready to hire they know that from there to till the joining game let&amp;#39;s say today they are today September 1st he got the offer he accepted the offer and they moved the candidate into the ready to hire status December 1st is their joining date so in between the September 1 to December 1 that the in-bit period of 60 days that is called onboarding period there we will have a onboarding process there that period only onboarding process will take care so from the Alpha acceptor 2 till the higher date till this time date of the employee so that is where the um the onboarding process will calculated so in the onboarding standard process so as we have a different roles in recruiting the same way in onboarding also who is doing what who is initiating onboarding who is doing the task who is doing the hiring manager activities who is what candidate is doing all this thing so this is the first step recruiter so basically most of the client they will have a recruiter to initiate the onboarding from RCM but it depends on some clients they say no we don&amp;#39;t want um recruiter they want onboarding admin should initiate onboarding they want HR admin should initiate onboarding you can do that so we can do whatever they want to initiate the onboarding so once onboarding is initiated it goes to the review new higher step so review new higher step is nothing but this is the first step in the process so once you initiate the onboarding the revenue new high step process begin so review new her step is nothing but the data which is coming from recruitment to onboarding someone has to validate it before going to employee Central someone has to validate the data which is coming from RCM to onboarding so RCM to onboarding the data should be validated so who is the person whether it&amp;#39;s the recruiter or HR admin or onboarding admin someone has to preview the data so what data is coming from recruitment to onboarding is a basic information like your first name last name your email address and your phone number your address information so or your position information whatever the information you captured in recruiting all the information will flow to automatically to onboarding so that candidate or someone on boarding should not fill again so it is automatically integrated we have an integration from RCM to onboarding and onboarding to EC so that seamlessly the process will flow so the data will flow seamlessly from from RCM to onboarding so someone has to validate okay whether the start date is correct uh the the date of birth is correct the national ID is everything this supplements has to validate the uh thing so most of the clients use the step but some of the clients they will skip this step we don&amp;#39;t want because already recruiter is the person who is doing the recruitment process he knows what is coming to the onboarding so we don&amp;#39;t want this step so they will skip this step so they will take out the step from the process so we can do that as well but yeah just I&amp;#39;m telling review new high step is the first process so once a review new house step is completed there is a parallel process will trigger for the on body as well as the hiring manager to complete the task so it&amp;#39;s a parallel process it&amp;#39;s not next to next process it&amp;#39;s a parallel process so parallelly a candidate will get an email notification welcome to onboarding portal and then sign in and provide the and login with your welcome account so log in the by using a credential log in your onboarding portal the new hire portal so we will call it as an onboarding portal or new hire portal so they will get an email notification to login so parallely hiring manager also will get a task trigger so some of the tasks like welcome message recommend links assignment do you recommend people prep for day one so these are the standard tasks we have in success factors for onboarding to a schedule so here these are the these are the standard tasks if you want to create some custom tasks if client is asking some custom tasks you cannot create a custom task only in the request equipment you can create a category in that but you cannot create a new task let&amp;#39;s say they are asking the ID card task here you cannot create a new task here there is no no possible way right now from sap side there is no standard there is no custom process custom task you can create only the standard task and again there is one more Advantage here let&amp;#39;s say client is saying uh welcome message to be trigger to be assigned to recruiter and the recommend people should be assigned to recruiter whereas the request equipment should be go to ID team this task should be assigned to ID team not the recruiter so that we can flexible for them so for each task you can assign to different different user also or all the tasks you can assemble one person so some clients they will say the schedule meeting should be assigned by the manager a welcome message will be sent by the recruiter whereas the the equipment will be taken here by it team so this is all to be done by the IT team so you should assign this task to the ID person so we can we can do the responsible users to the respective task the respective group so we can do that but these are the standard tasks we have so once the onboarding task will trigger whereas once the candidate barely logs in to the onboarding portal so once he logs in he will go to the data collection so he have to provide the data collection steps of the first second step in the process for the candidate is the personal data collection step so personal data collection step is nothing but um see in recruitment you have hundreds of candidates applying for a job you will not ask so much of information out of 100 candidates two or three candidates or one candidate only will come to onboarding because he&amp;#39;s the one selected the selected the uh accepted the offer and he&amp;#39;s the one who is coming to the onboarding to to join the company so that one candidate you have very minimum information in recruitment you want to capture more information like emergency information their Bank information uh their National address information all the additional information you wanted to capture that you can do with the provide this data collection step and once the data collection is completed the next step is additional onboarding data collection so this is in another another um another opportunity for the company to get additional information with the to the candidate for example you wanted to capture the driving license information or if the if that client is a manufacturing or factory company so they wanted to make sure that the candidate is before on on the day one they wanted to arrange the uniforms because they are working on a factory people so they wanted to arrange the uniform so they wanted to capture the uniform size uniform pant size shirt size all those things they will make up Arrangement so that that information you can capture or if the company is providing any gym membership or any parking pass or any other health insurance benefits something they are providing that you wanted to candidate whether they wanted to take it that opportunity or not you can ask them in the additional data collection stem apart from that you can also capture some additional documents like education document uh author ID or the driving license or national ID card whatever you want you can capture the additional data collection step that is a one more opportunity but still no we don&amp;#39;t want to capture any of the documents or anything you can skip that additional step also that is up to them to decide whether they want to have additional step or not and then once it&amp;#39;s completed then a forms will be generated so basically every client will have a forms onboarding forms uh like standard forms like the mobile policy code of conduct ethical compliance form all the standard forms will be there so those forms will be generated you can also generate a custom form so if the client is giving 10 custom forms based on the country specific you can create a custom forms also and then once the forms are generated there is an e-signature build trigger so from onboarding 2.0 perspective success factors have an inbuilt e-signature embedded is a signature functionality okay so they don&amp;#39;t want to go with the any separate DocuSign or third party for the signature success factors only offers the e-signature but there is a drawback where if success factors offers a e-signature only employee and manager can sign the form no other participants for example there is a form which has a five user has to sign let&amp;#39;s say HR has to sign recruiter has to sign uh manager has to sign and then ITT must to sign and then finally employers to send little different people has to sign the form uh they are embedding they are using embedded signature e-signature at that time you cannot use you cannot have a other participants only manager and employee can sign the form by using the employees e-signature embedded signature so if the client is having a DocuSign and the client wants to integrate with DocuSign there you can have a different participants to sign the form that is that is the only advantage of going with a DocuSign otherwise if they don&amp;#39;t have other participants only employee and manager has to sign then you can go with the embedded uh a signature concept which is offered by a success factors but there is no any any any license or anything nothing required it&amp;#39;s a it&amp;#39;s a inbuilt inbuilt e-signature but if they were going for a DocuSign they should have a proper DocuSign credential we can integrate with the DocuSign that&amp;#39;s the difference between the DocuSign and the e-signature so if you are attending any any certification exam or any interview question this might even come what is the difference between the DocuSign and the embedded signature why client is opting for DocuSign instead of embedded signature because they might have a more participants to sign the form whereas success factors offers only employee and the manager so once the form signed everything then compliance will trigger so compliance is basically a legal country specific forms uh right now from success factors point of view we have only five countries compliance from one is US UK Australia New Zealand and Canada only five forms only five countries so in that U.S we have i9w4 uh voluntary self disability all these things and for UK we have a starter checklist and uh for Canada we have personal return tax sheet some form is there and Australia we have superannuation form and then we have New Zealand we have one more form so we have different countries we have a different compliance legal compliance form right now only in success factors we have only five firms available only five countries available maybe sap can bring up for other countries in the future release but as of now only five countries we have so once the compliance generated compliance signs everything then candidate will go to the mph mph is nothing but the last step in the process manage pending higher he will sit in the manage spending higher and then once manage printing higher HR or recruiter will review all the data which is coming from RCM to onboarding and onboarding to easy everything will be filled automatically in the mph and they will hire the candidate on the day one so on the day one um once they have completed on the day when there is a job running in the provisioning converter external user to employee then they will become a employee Central they will become an employee and they will land in the employee Center so that&amp;#39;s where it starts from RCM it goes to onboarding complete onboarding and it goes to the employee Central so this is the high level Standard Process flow which we are using in the onboarding any doubts okay I&amp;#39;ll take it as no then next one this is the internal hire process the other one is called um cross boarding we call it as crossbody so I&amp;#39;m gonna give you some notes here um let me just take the notes okay guys see so basically uh so cross boarding we call it as a internal people so internally someone applying for a job or internally someone moves internally someone got promotion see they&amp;#39;re working five years in a company obviously they get a promotion uh they get a position change everything they might change different location different country they might change so in that cases something the crossbody that means onboarding has to trigger for the internal people then we call it as a cross boarding so here in Cross boarding we have two two process one is through through employee Central you can initiate a cross boarding or through RCM you can install recruitment also you can initiate the cross boarding so through EC is nothing but um in the job information okay in the job information there is any changes in the job information or any changes in the compensation information then cross boarding will trigger so basically initiation of the for internal higher process everything looks same guys there is no change in the process same completes new higher review new higher and then task data collection for data provides data collection and the additional data collection everything will be the same only the initiation will be different so they will whether they will initiate with EC or without uh without EC through RCM with with uh from Easy means there is no need of job requisition so that directly there is any changes in the using we have an event reason so if there is any based on the promotion event reason or demotion event reason or promotion or transfer event reason based on those event reason in EC any changes in the job information which will automatically trigger the onboarding which is called as cross-boarding or if someone they have an internal website right internal career portal will be there someone applying for from for senior to manager level they are trying to apply internally they are moving from one position to other portion or one country to other country then uh from the from their applying through internal and then they&amp;#39;ll go to the RCM process completely like attending interview get the offer everything then they will uh initiate the onboarding in RCM so that is called the internal hire process so if you are initiating from EC it&amp;#39;s a cross boarding if you&amp;#39;re initiate from RCM it&amp;#39;s an internal hire process but client will not differentiate internal hire or transporting they will say just it&amp;#39;s a cross boarding both the both the process they call it as a crossbody but stand point of view you have to understand if your initiative from EC it&amp;#39;s a cross boarding if you&amp;#39;re initiating from RCM it&amp;#39;s a it&amp;#39;s a internal hire process the entire process same guys because they are employees they have to review the data which is coming from EC uh for personal data collection step additional data collection step everything will be there the only thing is candidate will not land into the mph internal candidates will not suited by mph it will automatically update their job information in the employee because they are employed they are already in the system they are in the employee Central record they will not come to mph to hire to generate a new employee that&amp;#39;s that process will not be there automatically it will update in the employees job information record that&amp;#39;s the only difference so initiation is different and the candidate will not land in them kids whenever once the onboarding process the crossboarding process completes automatically candidates uh their uh job information will be updated with the effective record let&amp;#39;s say they are getting a promotion on December 1 so once they uh they are making some changes in the job information crossbody triggers they go through all the process and then once they complete that it goes automatically in the job information you see a mystery record on an effective date one so and so uh this is your promotion this is your event is information this is your position title your manager changes everything will automatically get updated in the in the job information record apart from that rest all the same so in in interview and all the client or in maybe in client or something you have to understand you tend to explain the candidate will not come to mph that&amp;#39;s the only major difference because they are employees they are already internal people they have a employee information record that&amp;#39;s the only reason they will not come into the MPS screen okay only external candidates will come to the mph screen any questions guys No Object okay previously a right process wise okay this is the process variant basically this is the process variant this is where we set we will Define the process variant so let&amp;#39;s say level client is telling I have eight countries okay I want to have eight different process can for different countries let&amp;#39;s say for for us I don&amp;#39;t want to use additional step for UK I cannot use I don&amp;#39;t want to use new higher step for uh India I don&amp;#39;t want to use document flow something they are saying with a different thing so can we go with the eight different process variant yes we can do that you can have a different process variant according to the client specific or country specific you can do that so this is default once you enable once you switched on your onboarding 2.2 settings and all everything in instance in provisioning automatically you get a default this onboarding process variant this is where the standard onboarding process within which defines I have to known as that Revenue has stable however once revenue or something it&amp;#39;s a parallel process where personal data connections an additional data connection and then document flow so now client is saying see before document step I wanted to have one more custom process in the process variant is it possible Is it feasible no it is not visible you cannot create any additional custom process in this step maybe they can skip it for example they don&amp;#39;t want additional step you can remove it so then then your process will become little small because this process will be skipping you can remove it from the process variant just you&amp;#39;ll have a personal data collection automatically it goes to the document step so like that you can skip it but you cannot add any custom process in the process variant I&amp;#39;m telling you two things guys the first thing is you can have a different process variant or country specific but you cannot have cast cannot have a different custom process inside the process variant so that is the difference you need to understand so you can have a different process variant but inside the process variant you cannot have a custom process okay that&amp;#39;s the only uh draw uh functionality we have with the process variant clear so whatever I told you what is the behavior who is the responsible persons for this you can see it here okay so I am okay so this is just for notes right when you&amp;#39;re going for a workshop on your attending with a client requirement so you can ask them who is who wants to initiate onboarding who is doing the revenue higher step this is just for your checklist to note to for yourself for configuration like how do you want to generate a contract how do you want to happen in the onboarding how do you want to have a cross-boarding process all this thing just you can take a notes with the client when you are in the workshops now initiate onboarding so this is where fxs factors recruiting screen recruiting applicant tracking system so here you see a take action button so you can have a stand in and then you can have a take action initiate onboarding button so initiate onboarding and then you click on initiate onboarding automatically onboarding will be initiated now it&amp;#39;s manual process so nowadays clients are going for automatic initiate process so once the candidate comes into the onboarding status automatically it will they don&amp;#39;t do a manual initial automatically by using an integration Center in success factors we can do automatic initiative on boarding but not all the clients are using as of now like I have implemented one or two clients but there is a way of initiating automatic also but it is little tricky complicated configuration which we do it in the integration Center but as of now everyone uses the manual initiative one but if they go into the candidate and then they click on take action initiate on board okay you are about to initiate the onloading process for the candidate please click to confirm if you click on confirm onboarding process we may initiate it next new hire data review so you will get a new higher time so this this all this is a home page oldest homepage screen but now we have new home page and all so here you will get a new hire of data review tile so for example if onboarding admin wants to do this step so in the onboarding admin they get this style and they click on it they&amp;#39;ll get a candidate name they click on start happens they click on start you can see this is where this is looks like a add new employee screen but this is an onboarding screen so the same structure what add new employees you use in employee Central the same screen we will have it here so we&amp;#39;ll have the higher date company even resend date of birth National information all this some of the information will flow automatically from from RCM to onboarding so someone has to validate those information and then they click on submit that&amp;#39;s where the review new Hollister will complete so once they submitted they get a okay thank you for updating the paperwork on boarding will be notified about the changes you have made okay so once the revenue High Step is completed the next is the hiring manager experience a task so now parallel hiring manager will reach this is a dashboard guys so this is an onboarding dashboard 2.0 dashboard so where you have a candidate you have a start date adding manager the task have written I&amp;#39;ll show you in the system also so basically this is where the task so you have a welcome message assigned by the recommend people so if you are sending all the tasks to one person you&amp;#39;ll get all the tasks or you are saying only with some of the few tasks here and few tasks for a different person will listen to the different person but in the onboarding dashboard you can see the task or you can also get for prepare for new higher tile where you can go directly from the home page okay so this is where you get a tile and then you log in now click on that you go here and start start assigning the task so this is a welcome message you select a team member that you wanted to select a send a welcome message so uh write a welcome message so this is a task you click on start and then you will have okay let me show you in the system instead of the stupidity okay sorry okay uh okay I&amp;#39;ll go to onboarding dashboard so if you drop down onboarding you will directly align to the onboarding dashboard this is the onboarding dashboard Abhishek how does that onboarding drop down come in that home button uh once you enable the provisioning settings which is right all the models we get right here so it will come onboarding also we if you have a proper permission for the news user then you will get the onboarding drop down okay so this should be activated in the provisioning only yeah provisioning settings and RBP should be there okay okay so you can see all the candidates here and then you can just let me go any of the candidate then you can see the data collection uh this is where the the recruiter or the onboarding admin can see whether the status whether the candidate completed the auditions table or the candidate completed the personal data collection within the candidate computer to the signature compliance signature everything they can see it here and this is a task this is weird regard so assign a new hire buddy manager checklist they have relabeled it but yeah you can you can relabel it but you can create a new new tasks here so the the the task names are here so for example send a welcome message right they click on start here so my inbuilt the the the the welcome message we have configured in the back end but still they can have edit access to add some more thing also if they want so this is a welcome message they will con submit so then once the submit then candidate will get an email notification they can see it in the new hire portal also I&amp;#39;ll show you how a candidate is saying the welcome message in the new higher portal so and then buddy they are sending through a buddy to somebody so buddy is nothing but some employees so hello please welcome to the dawn you can also add some personal note to your buddy so Elsa please take care of your body so you can search all the employees in the in the company you can have it here so you can search all the people in the company so just you can assign a buddy and then you can click on submit so but it will be assigned to the new hire and then we have a prep for the event so prep for day one is nothing but on day one what candidate has to bring so we are excited to join you please trust properly and then come to this bring your online documents bring your Auto ID bring your citizenship documents bring your passport all these things so you can also have bring your passport you can have anything in the notes and then you can just send send to the candidate just to the candidate to bring what what all the things they have to come on the day one to bring on the day one and then we have um uh recommend people we wanted to recommend the people you can also recommend or some recommend links to be there like okay on the before before joining so you can just go through the the company website Company YouTube company LinkedIn company Instagram everything you can just and click on submit they can they can review it so all these things they can have everything in the welcome message all the tasks to be assigned by the hiring manager and there is a chance called checklist so basically checklist is just for the for the managers not for the candidate so just to make sure okay uh they they make sure everything is set up ready for the day one one week Prayer day okay schedule a lunch for the day first day with you on your team uh make sure that create a new hire when they arrive on a site make sure that they have a new higher or time ID computer setup make sure that batches so don&amp;#39;t think this is all provided by the client okay so basically you can make sure for the for the manager just to not to forget everything make sure they are arranging everything before the candidate joins.com on the day one everything should be there in the com it should be arranged for the candidate that&amp;#39;s where we are doing it in the onboarding process all right so that&amp;#39;s all about the new higher task welcome message and Buddy schedule you can also schedule the meetings but the schedule meeting is not integrated with our Outlook that&amp;#39;s the drawback here so many of the clients have requested this because we wanted to schedule the meetings whatever we are scheduling a meeting here it should be reflected in the Outlook calendar right now it&amp;#39;s integration is not possible maybe sap can come up with the future release in the future but right now there is no no tracking in the Outlook and like it was the equipment they wanted to request equipment laptop phone and all these things they can send a request equipment so with this request equipment right if the client is having the service now ticketing tool or some other third party you can integrate with that so by using a ticketing tool like servicenow or Gira these kind of any of the ticketing tool they might using for requesting the ID team we can integrate that with success factors but again it&amp;#39;s a complex integration but we can do that just FYI recommendings you can also click on recommend link and then Center document links and then prep for day one what you have to bring for day one and this is just for the way to go like on on the day one where you have to go so come to the this building sit on the reception or go to the induction room something like that you&amp;#39;re just telling the candidate to uh arriving on the day one where they have to sit okay uh it will give you the location so on the this location this map for the candidate can see in the map only but yeah you can send a location and then you can see the note you can put commands it or meet the reception and then go to the induction room and start uh submit all your paperwork something you can just mention it for the candidate where to go on the first day and this is gold plan so you can integrate with this goal you can set to 30 days or 60 days 90 days goal to the candidate as well so but and that is also integrated with your goal management that&amp;#39;s your pmgm model is there right you can integrate with that also but yeah so you can also set 30 days 60 days 90 days gold for the candidate complete all your course training complete your your ethical compliance training make sure you are completed all the training before you assign a project complete your code of conduct mobile policy training all these things so just setting a goal for the candidates before they join to the company and that is integrated after the choice to the company also and then you can also there is a these are the standard one there is one more called LMS learning integration so the task for example before the the client is saying before com employee joins some of the mandatory training has to be completed uh before they join to the company let&amp;#39;s say ethical compliance training or the mobile policy or code of conduct training these are the mandatory basic training where the candidate has to take in before the joins the company is there a way that we can integrate with onboarding yes we can do that but most of the clients will not appreciate uh to do the trainings before they join the company they will do everything after the joint that means on the day one only they will do it this is a checklist task as I told you yeah this is all about the things so this is where the hiring managers can see the status so if you if you see in the dashboard uh you can see in the right corner action button so you can see the onboarding documents all these things so if you don&amp;#39;t have permission so whatever the candidates signed the documents right all the documents will be here they can download it from here and uh here you can see like this you will have a status so status whatever is completed not started on track off track you can see it here okay and then you also have a restart and cancel onboarding process I&amp;#39;ll tell you in the last last one what is what is the purpose of using the restart and cancel on boarding okay now coming to onboarding 2.0 new higher experience personal data connection step additional step and document flow so now uh once the new higher review new high step is completed candidate will get an email notification like this welcome to onboarding uh is your username password your login URL your reset password URL everything so they click on reset password URL and they will reset they will reset the password and then they will log in with the this URL the onboarding URL so then they will get a welcome message and then they will log in so once they log in this is where they will have a new hire portal so they&amp;#39;ll have a quick tour also there and then they they will click on the provide data collection for onboarding so once they click on provide onboard index you see here whatever the welcome message where to go prep for day one whatever the hiring manager assigned right everything will be showing the tile so that&amp;#39;s how the new hire can see everything here in the portal new hair also will get an email notification for each task plus they can see it in the new higher portal so once they click on provide data collection so same add new employee screen so we&amp;#39;ll have a first name last name everything will comes automatically from recruitment to onboarding so don&amp;#39;t need to fill it again the rest of additional information like emergency dependent Bank information on this thing they will fill it in the employee on the as to provide in the like the new hire can complete the information like personal data biographical dependent emergency Etc okay so address information National address information national ID and then you can also have attachment here where the national national ID has been uploaded you can do that emergency contact and all this thing they will review finally and they click on they can also save draft and again they can combine they can come back and then they can do the step or they can click on submit to complete the personal data collection step so once the personal data collection step completes they&amp;#39;ll have a additional data connection tile will pop up they click on it so once the step is completed the tile will be will be will be grayed out it will not be available it will contact it so once the title Advance this step is completed the tile will be gone from the new higher portal so they will get a new tile which is an upcoming process additional data collection step so in the additional data collection step you have a as I say no do you need uniform yes or no what is the color the size all these things you can capture here so example what are all the new things means you can get a lab coat or parking from your Fitness you have any gym equipments or equipment preference special need so all these kind of things you can pension scheme enrollment all these things you can collect in the additional data collection stuff your equipment preference your parking pass all these things you can capture in the additional data collections and then finally they will get a signature document signature to sign the documents so they will this is a DocuSign basically this is a DocuSign screen but embedded thickness access factors you get like this complete e-signature of document this is how the candidate will get a embedded signature but if they don&amp;#39;t have e-signature if they don&amp;#39;t have a document they&amp;#39;ll not get this time they&amp;#39;ll get a DocuSign email from it because document is a third party guys it will come in the uh it will it will get a separate email from they&amp;#39;ll get a separate email from the talk to sign account not From Success factors if they are not using DocuSign then there will be this style completely signature of documents so this is how the document will be there like the names location position manager all the information in the form everything will be fetched it will automatically populated no need to fill anything here in the form just they have to sign it they have to review it and they have to sign it so employee can sign and manager can sign in the in the e-signature form okay and this is the task uh welcome message meeting useful link where to go prep for day one you wanted to have a welcome message from CEO you want to add some video or something you can also add it in the custom tile you can have it in a new hire portal okay this is a welcome message this is a body and this is your recommend people useful contacts these are the meeting schedules so these are the meetings that they can can see on the on on the day one they have a new Joiner orientation global settings meeting new order benefit session news Runner ID session all these things so we schedule like that and this is a recommended link where they can go and view the link and this is a way to go so they have a location and they click on this fine Direction it will take you to the map Google map on platform they even what they have to bring this is a message from the manager this has been this is the recommend people we have recommend links as well as I recommend people on the day when you can reach out all these people once you join to the company for any other doubts or clarification many things go to person kind of thing okay this is all the tiles on the new hire experience any doubts guys oh okay I&amp;#39;ll take it as no uh and then now we&amp;#39;ll go to the last Financial experience is a management so after candidate completes everything and it will be lying in a manage spending higher so again management higher is also same Avenue employee screen so all the information which is coming from onboarding recruitment everything so the integration how it works in the sense uh integration works from RCM to onboarding and onboarding to EC this is how the integration works okay so where you have all the information will flow automatically so this is a compliance so as I told you right compliance is on the five countries us UK Canada Australia and uh this one India India is not there this is New Zealand we have New Zealand and performs and policies they can have code of conduct mobile policy all the all these are the forms this is just an eye level but we will see it in the detail how to configure the forms how to get the form from the client how do we place them from how the values will be populated in the forms everything we will see it in the in the training session and in onboarding it&amp;#39;s completely we are communication with the candidate is an email Channel only with the email notification email template we will config we will we will be communicating with the candidate no SMS nothing only through the email templates so you can have a different email templates different uh email trigger custom email templates everything for the different country specific also you can configure so this is internal hire process so I told you as there is any change in the process in the in the position or in the compensation then automatically the cross boarding will trigger so we will have all the things uh now coming to Chris tab so where where the scenario comes in a sense if there is any change in the start date okay let&amp;#39;s say you initiated the onboarding with so and so did first of December now the start date is changed due to some something delay the start date is changed to 15th or maybe candidate is saying I cannot join on first day I need a one week or two 10 days a break I will join on 15th of December something there is a change in the start date you can restart the onboarding process because because as of now you have completed the onboarding 10th of 10th of December right sorry first of December when you hire it will be a start date will be first off December only the record so you don&amp;#39;t want to you don&amp;#39;t have access to change anywhere in the onboarding so you have to restart the process once you restart the process you can change that standard but the drawback here is if you&amp;#39;re restarting the process um you have to start from the scratch there is no that if you are completed review personal data collection step okay in additional data collection step you are now and you wanted to restart the process if you are restarting it will not or proceed from again additional step it will start again from the revenue or step you have to start from the scratch but the information or the data will be saved there you don&amp;#39;t need to fill it again it will be saved automatically you just need to review it and you need to submit again and change the specific things what you wanted to change it there and then you have to click on submit the rest will be there and also we have manual restart and automatic restarts so manually they can the HR can go and uh restart in the dashboard or automatically you can write a business rule to automatically if there is any change in the start date or any change in the manager it will automatically restarts the onboarding there is also automatic restart process and the rehire process yeah this is also very good of the process we have rehire so basically the company employee employee leaves the company after two months or after two years or three years is coming joining back to the same company then you have a rehire time so based on the their first name last name the recession the date of birth the system will give you the matching profile because he&amp;#39;s already working their record will be there in easy it is an inactive state right so you want to make that profile active so we can go with the rehire with the onboarding with the rehire with new employment or old employment so we have that process also in scope I&amp;#39;ll tell you in the training session more but we also have a rehire functionality and data privacy obviously which is very important everywhere in the data security data plays because once the candidate moves to employee Central their candidate data in the dashboard has to be wiped off all these things will be there in the data privacy and the data retention management so we will ask the client how many days you want to keep the data in the system all these things the onboarding data not the easy data the on-body data and also here one more uh we have left out which is called off-boarding off-boarding is also in the process of voting also we have a set of process once the employee terminates the company we have off-boarding off-boarding also we&amp;#39;ll have a different process they have a different task like the asset return firewall message announced account termination KT task on the set of standard tasks also we have so we will see it in the off-boarding also in a scope of training session but yeah so we are covering onboarding cross-boarding off-boarding and rehire so right now and just to understand the eye level things but in the training sessions we will be starting more in depth how to configure what all the things we need what all the permissions we will crank everything we will see it here clear guys any doubts that&amp;#39;s all your demo today so any other doubts any questions no all seems good [Music] thank you foreign [Music]

Transcript for:Onboarding 2.0: High-Level Demo

Transcript for:
Onboarding 2.0: High-Level Demo