SAP SuccessFactors: Human Capital Management (HCM) Course

Lesson 1 • System Administration Fundamentals

Covers Admin Center tools, company settings, and basic provisioning concepts. Establishes the administrative foundation required for all configuration work ahead.

Lesson 2 • SAP SuccessFactors Platform Architecture

Explains the cloud-based, modular structure of SuccessFactors and how modules integrate. Provides the technical mental model needed before exploring individual modules.

Lesson 3 • Roles, Permissions, and Security Model

Introduces role-based permission groups and the permission role framework. Learners understand how access control governs every action taken in the system.

Lesson 4 • Overview of Human Capital Management

Defines HCM as a strategic discipline and contrasts it with traditional HR administration. Establishes the business context for all subsequent SuccessFactors modules.

Lesson 1 • Time Off and Absence Management

Configures time-off types, accrual rules, and absence calendars within Employee Central. Accurate absence tracking feeds payroll and workforce planning calculations.

Lesson 2 • Workflows and Approval Processes

Builds approval workflows for HR transactions using the workflow configuration tool. Automated approvals reduce manual effort and enforce governance policies.

Lesson 3 • Employee Central Data Model

Explains the generic object model, foundation objects, and employment objects. Understanding the data model is prerequisite to any Employee Central configuration.

Lesson 4 • Employment and Job Information

Configures job information, compensation information, and employment details portlets. These records drive payroll, benefits, and talent processes downstream.

Lesson 5 • Organizational Structure Configuration

Covers creation and maintenance of company, business unit, division, department, and location objects. Accurate org structure underpins reporting and workflow routing.

Lesson 1 • Recruiting Module Architecture

Introduces Recruiting Management and Recruiting Marketing components and their relationship. Establishes the structural context before configuring individual recruiting objects.

Lesson 2 • Offer Management and Hire

Configures offer letter templates, approval workflows, and the hire action that creates an Employee Central record. Seamless offer-to-hire reduces onboarding delays.

Lesson 3 • Candidate Pipeline and Application Review

Builds candidate pipeline stages, screening questions, and interview scheduling tools. Structured pipelines ensure consistent, bias-reduced candidate evaluation.

Lesson 4 • Career Site and Job Posting

Configures the external career site, job posting rules, and job board integrations. An optimized career site directly improves applicant quality and volume.

Lesson 1 • Onboarding Module Overview

Introduces Onboarding 2.0 architecture, key objects, and its integration with Recruiting and Employee Central. Provides the structural foundation before building onboarding programs.

Lesson 2 • Onboarding Program Design

Covers program templates, participant roles, and milestone-based task sequencing. Thoughtful program design ensures consistent new-hire experiences across the organization.

Lesson 3 • Document and Form Configuration

Configures onboarding documents, e-signature workflows, and compliance form routing. Automated document collection eliminates paper-based delays and errors.

Lesson 4 • Onboarding Compliance and Reporting

Monitors task completion, generates compliance reports, and configures escalation alerts. Compliance visibility protects the organization from regulatory risk.

Lesson 1 • Performance Review Cycle Management

Configures review routes, launch schedules, and step-by-step workflow routing. Automated cycle management reduces administrative burden and ensures timely completion.

Lesson 2 • Goal Management Configuration

Covers goal plan templates, SMART goal fields, and goal library setup. Structured goal plans ensure measurable alignment between employee and organizational objectives.

Lesson 3 • Performance Review Form Design

Builds performance form templates with rating scales, competency sections, and goal sections. Well-designed forms produce consistent, actionable performance data.

Lesson 4 • Continuous Performance Management

Introduces check-in templates, achievement tracking, and feedback request tools. Continuous feedback supplements annual reviews and improves real-time development.

Lesson 1 • Salary Structure and Pay Grade Setup

Configures pay grades, salary ranges, and compa-ratio calculations. Accurate salary structures are the foundation of equitable and competitive compensation decisions.

Lesson 2 • Compensation Module Fundamentals

Introduces compensation plan types, the compensation cycle, and key configuration objects. Understanding these fundamentals prevents costly configuration errors in later steps.

Lesson 3 • Pay Equity Analysis and Reporting

Uses built-in analytics to identify pay gaps and generate equity audit reports. Proactive pay equity analysis reduces legal risk and supports inclusion goals.

Lesson 4 • Merit and Bonus Plan Configuration

Builds merit matrices, bonus plan rules, and eligibility filters for compensation worksheets. Properly configured plans automate budget allocation and reduce manual errors.

Lesson 1 • Curriculum and Assignment Profile

Builds curricula, learning paths, and assignment profiles that auto-enroll employees. Automated assignment ensures consistent compliance training across the workforce.

Lesson 2 • Course and Content Management

Covers item creation, content object upload, and SCORM or AICC package configuration. Properly structured content ensures accurate completion tracking and learner experience.

Lesson 3 • Compliance Training and Certification

Configures recurring compliance courses, certification tracking, and expiration alerts. Automated compliance management reduces regulatory risk and manual follow-up.

Lesson 4 • Learning Module Architecture

Introduces the LMS data model, user sync, and domain structure. A clear architectural understanding prevents configuration conflicts across learning objects.

Lesson 1 • Diversity, Equity, and Inclusion Metrics

Configures DEI dashboards tracking representation, pay equity, and promotion rates. Visible DEI metrics hold leadership accountable and guide inclusion strategy.

Lesson 2 • People Analytics Architecture

Introduces the People Analytics data model, story canvas, and embedded analytics framework. Understanding the architecture prevents data modeling errors in report design.

Lesson 3 • Building Story Reports

Covers page design, chart types, filters, and calculated measures in the Story report builder. Well-designed stories communicate workforce trends clearly to non-technical stakeholders.

Lesson 4 • Workforce Planning and Headcount Analysis

Builds headcount, attrition, and span-of-control reports to support workforce planning. Accurate headcount analysis enables proactive talent supply and demand decisions.