Transforming Human Capital Management

The Human Capital Management (HCM) transformation will rebuild the core human resources structure. Upgrading from SAP to SAP SuccessFactors (an integrated, cloud-based core human capital management solution) will transform the way we manage people processes. By implementing an organizational structure as our foundation, we will be able to utilize automated work and approval flows.

SAP SuccessFactors

The following SAP SuccessFactors modules will be implemented:


Recruiting – All hiring (faculty, staff and student) is automated through one system as SuccessFactors eliminates Taleo, SEMS recruitment and any other recruitment system.


Onboarding – New hire information, including tax forms and I-9 Employee Eligibility Verification are collected through a streamlined, automated process. This process also includes simplifying system access for the new hire.


Learning – An integrated learning management system (LMS) that streamlines registration, training schedules and offers better reporting.


Goals –  Supervisors can set and distribute goals to team members. Employees can view and acknowledge completion of goals. Goals integrate with Performance module for the staff evaluation process.


Time – Paper timecards and Kronos are replaced with SuccessFactors, eliminating manual data entry. Exception reporting will allow supervisors/managers to quickly view needed information. 


Performance – Supervisors and staff can create goals that integrate with the streamlined staff annual evaluation process.


Organization –  Employees and managers can view their own departmental org chart, including vacant positions. Various search capabilities make viewing org charts easy.


Employee Data Changes –  Online forms or ‘actions’ replace current paper forms. Employees can change their own personal data through Profile. Other data requests such as job reclassification, change in FTE, etc. are automated through SuccessFactors.


Careers –  First, the newly designed job family structure brings transparency to both career paths and career planning. Secondly, all employees (including students) have easy access to open positions through the Careers module.


Compensation – Enables employees to view annual compensation statement through Employee Self-Service and streamlines merit planning and Bravo Award nominations.


Payroll – Automated calculations replace manual calculations requiring special forms, formulas and tracking.


Offboarding – Offboarding is automated, saving time and resources. By simply initiating a request to terminate an employee, SuccessFactors will notify all the proper departments (payroll, benefits, etc.) of the employment change.

Project Progress

Human Capital Timeline

As of early December 2017, the project team is completing the project’s third round of testing, prior to user acceptance testing (UAT) and training. Data conversion strategies continue to evolve. As we move closer to go-live, more HR-related tasks and transactions will be paused in order to completely convert and validate data in the new structure. A cut-over guide will be provided outlining ‘dos and don’ts.’ Partnerships across campus, some formed as task forces, continue meeting regularly, ensuring our redesigned processes and SAP SuccessFactors functionality are meeting our business needs.


The following presentations or demonstrations have been utilized across campuses.

Recruitment Prototype Presentation – Presentation facilitated across all three campuses, specifically reviewing recruitment for faculty positions and SAP SuccessFactors’ integrated process.

HCM Project Update – Presentation facilitated at various departmental meetings in July 2017, updating on current human resource process changes.

HCM Project Update – Regional Campuses – Presentation facilitated by Linda Baer, project director at both Purdue Northwest and Fort Wayne campuses in March 2017 as an update on redesigned processes and SAP SuccessFactors functionality.

Summer Pay Prototype – This prototype was used at several project update meetings across all three campuses, and was highlighted in the President’s video.

  • Redesign the organizational structure and utilization of current job family structure project will streamline approval paths for manager, standardize job family structure across campus and show career path possibilities for employees.

  • Implement a new benefits administrator will provide cost savings due to easier system interfaces and process simplification.

  • SAP SuccessFactors will support reengineered processes, increasing mobile functionality and data integration.

  • Business process redesign will be based on the standard application fo the software, limiting manual forms, processes and approvals performed outside the system.

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