Live Broadcaster wanted – Periscope, Meerkat, Google Hangout on Air, Youtube, Ustream, Bambuser, TwitchSeptember 28, 2015
I am into live broadcasting and would like to meet like minded broadcasters. My dream is to cover a live event through the lenses of other live broadcasters.
For a test I would like to suggest some upcoming major sport events by respecting the legal framework but add flavour to the live experience. As an example I would see the live coverage of fans gathering in order to follow the event together in a sports bar or other settings. There are many major events coming up again, so would like to meet people who would like to join this pilot.
But this all up for discussion and if successful real project could follow.
Engage yourself and your employees with the amazing variety of learning available on the internet.
Help yourself and others to become a passionate and highly effective learners.
In this pilot workshop you will learn how to be a more effective learner and how to best use OER (Open Education Resources) and other tools in a corporate environment for your development. Bring back the knowledge from this workshop to implement in organization or just for yourself.
Reflection on your own learning experiences and habits
Get to know the latest research and principles in effective learning
Define a mission statement for your next development project/goal
Overview of resources and tools available
Identify the right approach, methodology and tools for your learning path
Introduce your learning project to the group and get helpful feedback
Develop a contingency plan for your learning journey
Timing & Costs:
It is a two days workshop. The pilot workshop will be delivered for free. The only costs the participants will have to cover are travel, accommodation and food.
The pilot workshop will be run in Switzerland.
Ideal timing and place will be decided with the registered participants.
Number of participants:
Maximum 12 people can attend
If you are interested please sign up here in this google form: http://goo.gl/forms/QNyO5VfUTs
The SAP SuccessFactors Employee Central Certified Application Associate Exam: How I passed it and how I prepared for itSeptember 2, 2015
This article has three parts. In the first part I write about my personal experience of the test itself in more detail because I would have welcomed such insights before my exam. In the next part I talk about my learning journey and in the last section I speak about my learning strategy. I will also share my key learning’s and what I would do differently the next time.
My certification test experience
I was able to take my test from my home office. This is such a big improvement because I did not have to drive to a test centre which in my case is far away and where I can only take the test on specific days in the year. Instead I scheduled my preferred time in the certifications section on training.sap.com site.
Another good thing is that I could even change the start time just shortly before. This means if ever anything unexpectedly happens you can reschedule quite easily.
In order to do it from home I needed to have a webcam and a reliable and fast internet connection.
In the certification exam section I used the link to install the required questionmark secure browser 4 days before. Additionally I tested the system by connecting to a proctor to confirm it is working. A proctor will be the person to welcome you to your exam and give you advice as well as continue to watch you the whole time. SAP will allow you to do the system test up to 4 hours before your exam.
It takes a few clicks to get to the page where I launched the certification test. I logged in in as suggested 15 minutes before my start date on 14.00 hrs on Friday, August 14. You do not have be on time. SAP will allow 15 minutes after the start time to log in before you will be denied entrance. In total you are allowed to take 6 exams in one year. If you miss one you have 5 more opportunities.
On the SAP Certification Hub Page where the examination process is described in detail I needed to click on the link C_THR81_1502 on the left side of the page. This then opened up a page with a menu at the top. This menu contains a link to the “Exam Appointments”. This is also the exact same way to take when you schedule for an exam. I opened up “Exam Appointments” where the upcoming appointment is listed in a table with the following headings “exam title”, “booking code”, “exam date” and “start exam”.
Around 15 minutes before the exam date a green arrow should appear in the row “start exam”. This wasn’t the case for me. Therefore I contacted Technical Support and was advice to reboot my computer or even use another web browser.
I rebooted my computer but had to use Internet Explorer again the only browser currently installed on my computer. And yes after several minutes later and past 14.00 hrs. I was back to the same page. The green arrow did appear but when I clicked on it nothing happened. The secure questionmark browser does not start when other programs like outlook or skype are running. Even though I had switched off those programs before yet in my case skype always starts up again when my computer restarts.
Therefore my recommendation is to disable the auto launch of such programs. I quit Skype but to my surprise it took the questionmark secure browser a few minutes to launch. This was much longer time compared to the system test I did with a proctor a few days ago. You can guess how exited I got and how my blood pressure went up during those moments.
I would recommend you to boot your computer 30 minutes prior to such an event and hope that the green arrow is there 15 minutes before your scheduled time.
Additionally I had forgotten to have my two official identity documents with a picture ready to show to the proctor. The proctor was so kind to wait and let me get my passport and my driving license.
The proctor would then explain the key rules: If my connection would break down during the test I had 5 minutes to get back in and if I had technical issues I had another 5 minutes to contact the technical support. After this time my test would be cancelled. Also I was told not to leave the room during the exam. In a test centre someone can accompany to the rest room, but at home the proctor needs to rely on your presence in order to prevent any unfair test taking practices. I also had to show that I was alone in the room with my webcam by turning the camera 360 degrees. Further I had to point the webcam to my desk to proof that it was totally clean of any supporting material.
After this phase the proctor activated the test button. I now had 180 minutes time to go through 80 multiple choice questions while being watched all the time by the proctor. I needed to answer at least 50 (63%) of the questions correctly to become certified. For each multiple choice question it was indicated in writing how many answers were expected. A radio button indicates if only one answer is required. Boxes are used if more if more than 1 answer is correct. 3 were the maximum answers I came across. SAP provides a lot of information on the certification exam here: https://training.sap.com/shop/certification/c_thr81_1502-sap-certified-application-associate—cloud-hcm-employee-central-g/
As well you will find a link to 9 example certification questions. https://training.sap.com/uploads/C_THR81_1502_sample_questions.pdf
Overall it took me around 85 minutes to pass the test. I went through question by question and I skipped a question when I was not sure about the answer yet. Then I went backwards from 80 down to 1 and checked each question again if I was confident about my answer(s) and reworked those that I was still not 100% sure of. Of course I answered all the ones that I had skipped. Each question I read at least two times before I made my choice.
Usually I read out questions aloud and write the question again on paper in order to uncover any hidden traps. But these practices are not allowed in the certification exam.
On June 24th 2015 I got my access to the SAP Learning Hub (https://training.sap.com/shop/learninghub ). The first course I had to take was the THR80 Foundations of SuccessFactors HCM. I passed this course on 29th of June.
As I had holidays scheduled from 11th of July till 1st of August I decided not to take the THR81 SuccessFactors Employee Central Academy before. I began with this course on August 3rd and finished by August 7th.
I scheduled my exam for August 14th at 14.00 hrs. In the week before the exam I read the Employee Central Implementation Handbook carefully and skimmed through the Employee Central Country Specific Implementation Handbook, Role Based Permission Handbook, Data Objects: Quick Reference Tables and the Metadata Framework Implementation Handbook. 2 days before the exam I went through my notes three times. I passed the exam on August 14th at 15:50 hrs.
During my holidays I read a few articles by Luke Marson: the SuccessFactors Employee Central Organization Structure, The SuccessFactors Employee Central Pay Structure, The SuccessFactors Employee Central Position Management feature, Extending SuccessFactors with the Metadata Framework and Rules and Picklists in the SuccessFactors Metadata Framework. You find the articles here at: SuccessFactors – Useful Resources and Documents http://scn.sap.com/docs/DOC-41539
If I had to do it again I would not take a holiday between the THR80 Foundations of SuccessFactors HCM course and the THR81 SuccessFactors Employee Central because content from THR80 Foundations of SuccessFactors HCM is still part of the exam. It is best to keep these courses as close as possible together.
At least I would read the Employee Central Implementation Handbook thoroughly and schedule the exam as soon as possible after the end of the THR81 SuccessFactors Employee Central course.
At minimum I would leave a week between the end of the course and the exam. Yet I believe the longer you wait with the exam the more likely you will forget the content of the courses.
In total I invested 3 weeks net over a time of 8 weeks while still working on demanding projects at the same time and looking after my family.
Learning Strategy and Recommendations
As I have a very strong background in Learning & Development and a passion for continuous learning I used all my wisdom to make my learning journey as effective as possible. I have read all the major and current research on human learning and I have read a number of books written by world class memory champions on mnemotechnics and learning.
The first fundamental principle I follow is frequency over duration. Instead of learning on one day in a week for several hours I spread it out and learn every day at least for 5-10 minutes and if possible I do this several times a day if time permits. The only time I broke this rule was during my holidays. Only in the last few days of my vacation I started to read the articles from Luke Marson.
Everything that I found to be a good content for a question I wrote down. I came up with 200 items. Which brings me to my second fundamental principle of vivid associations I apply in learning. I used the method of loci (https://en.wikipedia.org/wiki/Method_of_loci) to memorize it all. But before memorization I first and foremost try to establish logical rules to understand and connect the new knowledge. Sheer memorization is dedicated to exceptions and key underlying information chunks to build my knowledge or so called mind map.
And the third fundamental principle is called overconfidence in learning. Often when I listen to a trainer or read a document I come out feeling that I have understood everything and it will be easy to recall. Then a few days later I come across a question and I realize that I am not so sure anymore how to answer it. In order to overcome my overconfidence I created my own set of 212 questions to test my learning progress. I used those questions again just the last days before my exam.
If you would like to see my set of practice questions I am happy to share with you my document. Either send me a message on Linkedin Peter Palme or connect with me on Linkedin and let me know in your invitation that you are interested or enter your email address in this google form: My SAP SuccessFactors Employee Central Practice Questions.
. Here are some of my sample questions:
- Are all Foundation Objects effective-dated?
- Is NationalID an MDF object?
- Can one person have more than one active employment at the same time?
- Can you assign a workflow to a field in a foundation object?
- Can you assign a workflow to the payCalendar object ?
I would recommend you to read at least the Employee Central Implementation Handbook. Pay special attention to the info section that are highlighted in light red / pink colour.
If you do not have access to the SAP Learning Hub yet I have collected also some free resources on Employee Central here: https://ppalme.wordpress.com/2015/05/19/free-learning-resources-to-help-you-to-become-a-sap-successfactors-consultant/
My vision is to build a truly integrated HR in the cloud. A truly integrated HR is the key enabler for organizations to maximize their business outcomes.
I will give a key note speech at on 17.09.2015 at the HR exhibition Zukunft Personal in Cologne on Education Hacking vs. Corporate Learning.
Latest Update: October 3, 2015
This is the most extensive list on free professional and personal education available on the web. I have put them into categories that I thought would be helpful for anyone who is taken her personal & professional development in her own hands. In the first part of the list I focus on MOOCS and Open Education Resources (OER) and in the second part I list tools and resources available for language acquisition.
Whitepaper: For these resources and tools I have finished a whitepaper explaining the benefits, the key features, the system requirements and costs in more detail. If you want a copy please connect with me on LinkedIn: http://www.linkedin.com/in/peterpalme or on Xing: https://www.xing.com/profile/Palme_Peter or leave your email in this Google form: http://goo.gl/forms/UZ4JrfUJM1
Search for OER & MOOCs
Class-Central https://www.class-central.com/ Aggreator of MOOCs
Degreed https://degreed.com/ Aggregator of OER and MOOCs
Academic Earth http://academicearth.org/ Curator of Open Education Resources from several well-known universities worldwide
Mooctivity https://www.mooctivity.com/catalog/courses/ Aggregator of MOOCs
Mooc List https://www.mooc-list.com Aggregator for MOOCS, Search for MOOCs in a perticiular language MOOCs in German https://www.mooc-list.com/language/german?static=tru
Open Education Database http://oedb.org/ Same owner as Academic Earth. OEDB is an online education directory for both free and for-credit learning
OER = Open Education Resources
MIT http://ocw.mit.edu/index.htm First to offer Open Education Resources on a massive scale – since 2002.
Khan Academy http://www.khanacademy.org/
Offers also courses in economics and finance
Resources in German:
P2PU: http://p2pu.org/en/ Take online courses in libraries for free
Udemy: www.udemy.com free courses available not all
Skillshare www.skillshare.com. is a similar to Udemy. Most courses charge enrollment fees.
Open Learning Initiative: http://oli.web.cmu.edu/openlearning/
Online College Classes: http://www.onlinecollegeclasses.com/
MOOCS & Online Courses Provider
Coursera https://www.coursera.org Largest provider of MOOCs
edX https://www.edx.org/ Founded by MIT and Harvard
Canvas.net https://www.canvas.net/ LMS – Colleges and Schools develop their own courses on this platform
Udacity https://www.udacity.com/ Focus is on computer sciences
CourseSites https://www.coursesites.com/webapps/Bb-sites-course-creation-BBLEARN/pages/index.html Owned by Blackboard. Free LMS to create MOOCs, provides MOOC Catalogue of courses
Iversity https://iversity.org/ European Provider of MOOCs with focus on Europe
Open University http://openlearn.open.ac.uk/ The Open University Learning space (600 free courses also with credits). See Credit Accumulation and Transfer scheme (CATS):http://en.wikipedia.org/wiki/Credit_Accumulation_and_Transfer_Scheme. (Remark: Can be transferred into ECTS)
Open edX https://open.edx.org/ Open edX is the open source platform that powers edX courses. Universities can produce their own MOOCs on this platform. Hosts MOOCs as well.
Alison https://alison.com/ Offers free online degrees and diplomas
YouTube Edu http://www.youtube.com/education Lectures from Universities
Ted- Ideas Worth Spreading www.ted.com
MOOCs relevant for HR & Corporate L&D
Using MOOC in training: https://www.mooc-list.com/course/teaching-flipped-canvasnet?static=true
Dynamic Educator in the digital world: https://www.mooc-list.com/course/becoming-dynamic-educator-canvasnet?static=true
Leaders of Learning: https://www.mooc-list.com/course/gse2x-leaders-learning-edx?static=true
Human Resources: https://www.open2study.com/courses/human-resources-090215
Learning How to Learn University of California, San Diego Learning How to Learn: Powerful mental tools to help you master tough subjects by Dr. Barbara Oakley, Dr. Terrence Sejnowski
Data Scientist for Free https://www.tucana-global.com/tucana_blog/how-to-become-a-data-scientist-for-free
Entrepreneur for Free https://ppalme.wordpress.com/2015/10/03/entrepreneur-for-free-curricula/
SAP SuccessFactors LMS http://www.successfactors.com/en_us/solutions/talent/learning/lms.html tracks MOOCs
Create your own courses
Lore http://lore.com/ is another type of plattform to create free online courses. The focus of this plattform is on the community and the social networking between students.
Coursesites http://www.coursesites.com/ by Blackboard is another free web-based course platform to attend courses or setup your own.
1.1 Language Exchange/Community Platforms
Livemocha http://livemocha.com/ Owned by Rosetta Stone. Also offers courses
Busuu https://www.busuu.com/enc/ also offers courses
My Language Exchange http://www.mylanguageexchange.com/ text and voice chats and also organizes meetups
The Polyglot Club http://polyglotclub.com/ organizes meetups
Couchsurfing https://www.couchsurfing.com/ When you travel stay with locals to practice your language
Meetup http://meetup.com/ Find meetups where people speak the language you are learning
Internations http://internations.org/ Meet expats
Google Practice Hangouts Search for Google Hangout for Language practice via G+GoTo Gal https://plus.google.com/u/0/+Gplusgotogal/posts I have found hangouts for English, French and Mandarin.
Speaky https://www.gospeaky.com/ Online Exchange Platform
Coffeestrap https://www.gospeaky.com/ Online gamified exchange platform, identify exchange partners with similar interests
Hellotalk http://www.hellotalk.com/Index/index/lan/en/hellotalk.html#en Language Exchange Learning app for ios and android
Linqapp http://www.linqapp.com/ Language Exchange app for ios and android
1.2 Language teacher platforms
You have to pay for teachers. However rates can be very low depending on the coutry the teacher resides and what experience she has. You can try teachers for a reduced rate before you commit more.
Learning English Video Lectures: http://www.businessbookmall.com/Learning%20English%20Video%20Lectures.htm
Open Culture http://www.openculture.com/freelanguagelessons
Radio Lingua Network http://radiolingua.com/ Podcasts for French Spanish, German, Italian
2.2 Radio Online
2.3 Film / Video / Television
Streema http://streema.com/tv/ Find Television Stations streams
Lyricstraining http://lyricstraining.com/ learn languages free with music
Reddit – Subreddit Group /r/JudgeMyAccent http://www.reddit.com/r/judgemyaccent Share your recordings for native speakers to give you feedback
Learning With Texts LWT http://www.fluentin3months.com/lwt An online version is installed on Benny Lewis Blog Fluent in three month Instructions on the tool: http://www.fluentin3months.com/learning-with-texts/ Link to Download Tool http://lwt.sourceforge.net/ Diigo Web Plugin / Google Tranlsate Plugin https://chrome.google.com/webstore/detail/diigo-web-collector-captu/pnhplgjpclknigjpccbcnmicgcieojbh?hl=en / https://chrome.google.com/webstore/detail/google-translate/aapbdbdomjkkjkaonfhkkikfgjllcleb?hl=en Translate text while you read on the internet and make annotations with the Diigo Web Plugin
Ebook Directory for Languages http://www.e-booksdirectory.com/listing.php?category=325
Lyrics Translate http://lyricstranslate.com/
4.1 Spaced repetition tools
Byki http://www.byki.com/ Flashcards for phrases in 76 languages
- Understanding / Meaning
Tatoeba http://tatoeba.org/eng Translations of sentences
Internet Polyglot http://www.internetpolyglot.com/ Memorize words and meaning for 40 Languages
5.1 Translation Tools / Dictionaries
Google Translate http://translate.google.com/
Bing Translator https://www.bing.com/translator/
Interactive Terminology for Europe http://iate.europa.eu/SearchByQueryEdit.do
- Other Tools
Palermo http://www.parleremo.org/ Is a virtual town where you can practice 85 languages in all areas.
Colango http://www.colango.com/en/ Simular to duolingo, users crowdsource mini lessons for language learning
Foreign Service Institute http://fsi-languages.yojik.eu/
Mango Languages http://mangolanguages.com/ available free through libraries
Immersion & Hacks
Wordsteps http://wordsteps.com/ Read, Listen, Practice – list relevant sources on the internet
I will teach you a language http://www.iwillteachyoualanguage.com/ Good advice on language hacks
Education Hackers & Hacks
Scott H. Young – MIT Computer Science Degree in 1year: http://www.scotthyoung.com/blog/myprojects/mit-challenge-2/ Scott H Young succeeded to learn MIT’s 4-year curriculum for computer science in 12 months, without taking any classes and spending less than 2000 USD. His speech at the Ted Conference: https://www.youtube.com/watch?feature=player_embedded&v=piSLobJfZ3c#t=0
Jay Cross – College Degree in 1 year: http://www.doityourselfdegree.com/ Scott was influenced by the first Education Hacker Jay Cross. Jay got a college degree in 1 year at 1/20th of the cost compared to the traditional way by using online available resources only.
Benny Lewis – Fluent in a language in 3 months: http://www.fluentin3months.com/ Benny has demonstrated on how to become fluent in a language in just 3 months without having to visit the country where it is spoken. Not only is Benny with the help of internet more effective than using the traditional class room programs, he also does it at a fraction of the costs.
Dale Stephenson – Education without College (uncollege): http://www.uncollege.org/ Dale Stephenson founded UnCollege.org after he dropped out from college. Uncollege provides Gap Year programs for young adults who want to drive their own education. Dale shows new ways to drive your own education without having to attend college which costs as you know a lot of money in the US. He is the Author of Hacking Your Education and has a background in home schooling. His book also inspired McKenzie’s new onboarding program where they follow a very similar approach.
Peter Palme – Reading Chinese Newspaper in 1 year: https://ppalme.wordpress.com/mission-2015-able-to-read-a-chinese-newspaper-in-chinese-by-31-12-2015/ Peter set himself the Mission of Reading a Chinese Newspaper by the end of 2015
In just 2 months and a net learning time of 32 hours he read his first Chinese book. 7 months later he knew more than 2000 unique characters Peter read his first article in a Chinese newspaper.
As a comparison Chinese children will learn just over 1000 characters in their first four years in school and then it would take them to grade 6/7 before they can read a newspaper.
Peter Palme – SAP SuccessFactors Employee Central Certified Application Associate – Cloud HCM Peter used open.sap.com and the SAP Learning Hub to get his certification in ¼ of the time compared to attending a SAP classroom training and at a 1/5th of the costs. As he has a subscription to SAP Learning Hub for one year and can attend other courses the costs for his employee central certification will even further decrease compared to the traditional way.
Do you have your own education hacking story to share please contact connect with me on Linkedin http://www.linkedin.com/in/peterpalme
Workshop “Education Hacking”
40+ Free Online Language Learning Resources http://www.fluentin3months.com/free-links/
140 Tools to Learn a Language http://chinesemusings.com/140-tools-to-learn-a-language/
Free online learning resources: see http://www.forbes.com/sites/jamesmarshallcrotty/2012/01/01/free-education-for-all-a-meme-whose-time-has-come/2/
A very well structured and very extensive list at uncolleg.org – Hacking your Education by Dale J. Stephens: http://www.uncollege.org/resources/
My vision is to build a truly integrated HR in the cloud. A truly integrated HR is the key enabler for organizations to maximize their business outcomes. And I want to leverage the cloud for learning. I want to help companies to become engaging and innovative learning organizations.
I will collect all relevant resources in the best sequence to help you to become a SAP Successfactors consultant. Additionally you find my notes on what I have learned from these free resources.
Update 02.09.2015: I have written a post on “The SAP SuccessFactors Employee Central Certified Application Associate Exam: How I passed it and how I prepared for it”
And in October there is a new free course Run Simple HR with SuccessFactors Employee Central on open.sap.com available. The course starts on October 13, 2015. More details here.
What I have learned from this video:
Luke Marson wrote a blog post about the skillsets a SaaS Consultant should have. In on-premise projects there are 5-10 different roles from program manager to hardware consultant while in a SaaS Project all is covered by just one person. This person needs to understand the business process, the technology and how to configure it, how to problem solve, how security works and how to secure data. The person also needs to know how to manage the project. In summary this SaaS consultant needs a broad knowledge at a relevant level.
Jarret Pazahanick says people underestimate what it takes to learn to become a cloud consultant. A consultant works usually on multiple projects, two to three at the same time which is different to the on-premise projects. The work is done more and more remotely. The person needs to apply agile project management methodology. To have business process knowledge is great, but that is not what the business hires a consultant for. They have the knowledge themselves.
After three weeks of training in successfactors and getting certified a consultant cannot lead immediately a workshop at the client. The client will ask very specific questions if the system can do this and that and how the consultant would recommend to setup this. These questions are best answers by a consultant who has done several successfactors implementations. His recommendation is to join an experienced consultant for a few projects in order to learn before the new consultant leads his or her own project.
The consultant also needs to keep up with the new releases. SuccessFactors has 4 releases per year. Change is a constant and it is so much faster compared on-premise software. Every release comes with 200-300 powerpoint slides about changes. This person needs to have the aptitude of a life-long learner to keep up with this pace of learning.
What I learned from this video:
John Reed: Do you need industry specific knowledge?
Jarret Pazahanick: Industry specific knowledge is not need in HR, there are only small nuances. There are bigger differences between the different SuccessFactors modules. A consultant needs to know about recruiting or learning. So most consultant focus on a niche area and not the whole spectrum of HR and successfactors modules.
Yet areas compared to the on-premise HCM solutions are pushed together. If you take for example Successfactors Employee Central which is Core HR the consultant needs to do personal administration, organisational management, employee self service, manager self service, workflow and security. In the on-premise HCM world this was done by 4-5 different consultants.
Staying compliant is much easier now with the cloud solution. Changes in country laws are reflected always in the latest version.
When hiring a consulting firm there can be huge price differences. SaaS Implementation are much cheaper than what customers expect. You need less consultants than before and they can do much more work remotely. Companies purchasing these services still need to learn this.
Jarret Pazahanick focuses on Employee Central and Employee Central Payroll.
Training for non successfactors partner and certification ?
SAP Learning Hub costs 3500 USD / Year to use the learning material. You need provisioning rights to use SuccessFactors. You get the rights only if are certified. It costs 500 USD to take the certification exam. You can do it from your office or home. The certification exam can be taken without having gone through the SAP Learning Hub. After the certification the consultant will have to take a delta exam twice a year.
Luke Marson is a certified Employee Central Successfactors consultant.
You will find a summary of the key skills in Thoughts on the SuccessFactors consultant skillset by Luke Marson
What I learned from this article: The most successful of SuccessFactors consultants should be able to understand and manage:
- Customer needs and challenges
- Business processes
- Product capabilities
- Security and authorization
- Soft skills: creative, problem solver
- To create process or configuration workarounds need to understand logical calculations and rules
- Able to create complex business rules in SuccessFactors
This course is aimed at HR Business Partners, people managers, and executive leaders who want to improve their overall HCM strategy.
The course starts at Thursday, May 28, 2015 09:00 (UTC) to Thursday, July 02, 2015 21:00 (UTC).
What I have learned from this course:
Week 1: All Units are presented by Steve Hunt, vice president customer value realization for Successfactors, industrial organizational psychologist, 25 years of experience in HR, 8 of those with Successfactors. He is the author of the book Common Sense Talent Management: Using Strategic Human Resources to Improve Company Performance
The first week consists of 6 Units. Most of the content you will find in the introduction in his book. You can Look Inside the book on Amazon.
Steve starts with the definition of human capital management. He talks about the 4 R’s – right people, right way, right things and right development and how hr processes such as workforce planning and succession management are aligned to the 4 R’s.
Then he looks at integrating HR Processes and how this will change perspectives in HR organizations. As an example he shares one company and how they changed their view on global assignments.
He talks about accelerating change. Steve has a very interesting view on the myth of people fearing change contrary to the mainstream view. I highly recommend you to view the sequence in unit 3A. The only point where I differ is that I see people’s need for belonging and their commitment they made in a group is much stronger than their personal sense of the purpose for the change. See this article What Really Drives People To Commit to Change? – Mini Case Study with Surprising Results.
My personal highlight was the unit 3B in week 1. Steve goes into chronic skill shortages. This is not labor shortage! He shows the factors that create it. But my key take away is his point he makes about what people want from work based on research going back to the 1920s and the only thing that has changed. Worth watching!
He shows a framework with six categories on how to link HR to the business needs. You won’t find innovation (disruptive and incremental) in this model. Steve suggested to place it under scalability and if want under alignment as well. With the ongoing digitalization of our economy we will see increasingly the need for large scale transformation (restructuring) programs within our companies. In this model it probably will go under efficiency and alignment and scalability. However personally I would see at as a category on its own.
In the last two units Steve looked at how HR methods are impacted by technology and how to deploy it. My key take away is that it is not about automation of manual processes, it is about better ways of working. Example Performance Management: it is not about filling the goals and reviews electronically on time, instead the goal is to have better conversations between managers and their employees.
In order to achieve this you need a very effective process design and very good change management. It must be clear what people should do differently in the future than compared to now. The main thing is to address the mindset of people because this will shape their behaviour. You also need adequate end-user training.
Key is that the CEO gets engaged. Steve gave some excellent examples in unit 6 which I would highly recommend to view.
Week 2: Getting Started with SuccessFactors
Presenter Steve Gregory, senior consultant with the HCM line of business
6 Units from Driving successful business outcomes to the Onboarding
Unit 1: Driving Successful business outcomes
Steve touched on the five key success factors where SuccessFactors can transform business strategies into outcomes such as faster time to market, employee engagement and potentially increasing brand loyalty.
He gave an overview from Attracting to Onboarding and Developing Talents where Successfactors will support with the various tools.
The Learning Managements system (LMS) is also used in heavily regulated organizations where they are audited if the people have the right skills for the task they perform. What I could not get out of the presentations yet how the LMS will deal with Role Based and Massed Scheduled Trainings that usually take place just before a new go-live.
Unit 2:SuccessFactors Talent Foundation Skills & Competencies
Steve shared the three pillars of integrated talent management. Successfactors has a competency and skill libarary which already includes 14 000 Skills and knowledge elements, 250 sample job families each with 4-7 job roles and pre-mapped skills as well as 5 levels of proficiency.
Also with the prepopulated content it seems very easy to create job profiles.
Unit 3: SuccessFactors Talent Analytics & Planning
2000 KPI metrics as well as benchmarks are available. I was just wondering how these KPIs are interlinked and what is a leading indicator and what is lagging indicator.
Steve cited a Bersin by Deloitte study which found that organizations that embrace workforce analytics and planning have 30% greater stock return than the average. They have 79% higher return on the equity within their organization. 15 times improvement in customer satisfaction. Two times as likely to improve their leadership pipelines and two times greater talent mobility within these organizations. I was missing the word execution in workforce analytics and planning therefore I would like to know what these companies did based on the analytics findings and planning. Also I wonder what view the work councils in Europe have on such workforce analytics especially in France or Germany.
Steve mentioned now Generation Z which are the people born after 1995.
Unit 4: SuccessFactors Recruiting Marketing
This was my favourite unit. I am always interested to find the right channel for the right segment and thus leverage the budget to attract the right talent and at the same improve the employer branding. Successfactors offers a very interesting tool to analyse and control the investment in the different recruiting channels. Also they have a patented technology to place you well in search engines (SEO). Very interesting was the fact that with the system one can now automatically trace where the candidates came across the employer website and the offered position without having to ask them.
Unit 5: SuccessFactors Recruiting Management
You can give the hiring manager view rights within the hiring process via the system. This way it seems much easier to keep the hiring manager in the loop. However this needs to well thought-through and the hiring manager have to be trained to understand the hiring workflow and how to interpret the data.
Also interesting for me to see was the opportunity to use online as well as paper print outs to monitor the structured interview. Later all people involved in the interviewing process can give their candidate feedback within the system
Unit 6: SuccessFactors Onboarding
A further highlight for me was the onboarding wizard for the hiring manager. Besides the paper-work the wizard shows the hiring manager the various key steps he needs and can take to make the onboarding a success. He or she can start the requisition of all the necessary equiments within the wirzard, he or she can connect the new hire to a number of people and community of practice within the organization and he or she can send a welcome post card. Further options are available as setting key milestones for the first 90 days and enrol the employee in relevant training programs and other events. When the employee logs in for the first time he will have a To Do List.
However what I find is too much focus is given to the onboarding of new hires and often the onboarding of internal transfers or promotions are overlooked. Think about first time leaders or the first global assignments. I have written my diploma thesis on successful internal onboarding and the key role the HR BP can play in it without a big effort.
Week 3: Perform, Reward, and Learn
Presenter: Steven Gregory for unit 1-3.
Unit 1: SuccessFactors Performance & Goals and Calibration
My highlights were the Goal Wizard that I have mentioned previously that guides the manager to create SMART goals. The ability to cascade one’s goals further down in the organization. Then for a goal of probability of success can be indicated. Interesting new concept. Additionally the execution map allows a leader to drill down in his or her organization at what level and what employee is to see where his or her goal is behind. And during the calibration employees in SuccessFactors can be moved around by using drag & drop in the calibration ratings table.
Unit 2: SuccessFactors Total Rewards & Compensation
Compensation Budgeting which is usually tedious task seems to be much easier to do in SuccessFactors. However the example shown where the total rewards were planned by the manager is usually done by different people in the organization. Often times the bonus plans are separated from the merit increases. And equity or non-cash incentives are managed by someone in HR on a separate plan.
Unit 3: SuccessFactors Succession & Development
Steve emphasized that succession still is more focused on high-level executives and not on the critical and most value adding positions in an organization. What I really liked was the ability to simulate the knock-on effects of promotions. Once the person moves on who are the likely candidates within the organization to fill this new vacant spot. The whole graphical representation is well done. Besides position and people succession there is also now a pool-based succession. You can quickly see how many people the organization has in specified pool. An example for such a pool could be project managers, or people with a certain certification, etc. The other element that I find usful was the possibility to create dynamic presentation. When you present to the executive board and there is a question about the person within the succession plan you can quickly pull up the background information from SuccessFactors. To set up presentations is almost automatic. No need to populate a Power Point presentation manually. As well SuccessFactors allows to compare individuals side by side.
Unit 4-6 was presented by Andy Shean, who is a principal consultant for SuccessFactors.
Unit 4: SuccessFactors Learning – Talent Development
SuccessFactors Learning is an extra application which interfaces with Successfactors HR solution.
This Learning Management now allows to pull MOOCs from Udacity, Coursera, Lynda.com and openHPI via the Open Content Network. Also I liked their theme of seeing an employee as a learner and a teacher at the same time. Therefore a lot of collaboration capabilities were added to the system. One feature that I was amazed about is the ability to highlight a section in a document and attach a question to it or give an answer to. As well the user can create step-by-step guides in a very easy and intuitive way and share with others.
Unit 5: SuccessFactors Learning for External Enablement
This is targeted for externals. For some industries people who come to work for you need to pass certain courses before they are allowed to work for you. As well the organization can also bill those courses to external users. It also includes now a multi-part electronic signatures. Not sure if this compliant for all countries or can only be used in this way in certain countries.
Unit 6: SuccessFacots Learning for Compliance
Nothing new for me. Therefore the only thing to mention are the availability of 200 out of the box reports in the system.
Week 4: At the core
The presenter for this week is Dave McHugh senior solutions consultant for SuccessFactors.
Unit 1: SuccessFactors Emplyoee Central
Employee Central was launched in 2009.
Employee Central Payroll is available in 28 countries.
I am impressed by the intuitive user interface. Especially about the workflows. It is very easy to track who is part of the workflow. Who has an active role and who needs to be informed. And the user can see where the workflow is currently at and who stills needs to approve.
The same applies to absence management. And you have an immediate view of who else in the team will be on absence in that period. All in one instead of someone in the team pulling all the absence data into an excel file and then project this list during the next team meeting.
Another highlight for me was whenever the user changes a value the old value will be displayed with a stroke through next to the field.
Unit 2: SuccessFactors Employee Central Service Center
I have never seen a system yet that helps the user to work seamlessly with the shared service center. Tasks like registering the birth of child just takes 60% less time because it only requires one system and not several different softwares such as Excel, PowerPoint and ticketing system as well as the evaluation form.
Employee can always initiated Ask HR wherever they area in the system and immediate direct their questions to the shared service center. At the same time the SuccessFactors will track service KPIs and give an overview of backlogs and other stats to the people working in the shared service center.
Unit 3: SuccessFactors Global Payroll
According to the survey conducted NGA HR over 35 countries Italy, Germany and France are the top three most complex countries to run a payroll for.
For managing employee on average 16 to 20 data fields per employee. There are 15 different parameters globally that will impact the net result of the calculated salary.
Also impressive was the Payroll Control Center. It gives an overview of the current running cycles and the upcoming processes where one is responsible for. And there is not need to rerun the total payroll when there are mistakes. Only need to fix the mistakes. Also retrorcalculations seem to be much easier to handle.
Unit 4: SuccessFactors Global Benefits
SuccessFactors works together with Benefitfocus. Also very userfriendly way for employees to monitor and change their benefit programs.
Unit 5: Final Recap
SAP bought FieldGlass in order to manage contract labor.
Employee Central is localized for 71 countries and supports 37 languages.
There is 24×7 global help and support. Regional data centers in North America, Europe and Asia and even one in the Peoples Republic of China. What I have not seen if they have a data center in Russia. Since a few weeks data of Russian Citizens cannot be stored outside of Russia.
SuccessFactors is preconfigured with the most relevant business scenarios, SAP best practices and relevant technical settings from pure cloud to hybrid solutions.
This week I will take the final exam.
What I have learned from this video:
User based licensing fee for Successfactors. Walmart with 2 Million users is the bigget customer. Successfactors supports 53 languages.
If you use the Talent management solution you need to provide the employee masterdata to the Successfactors cloud solution. See the next video below 2015 02 04 19 59 SAP Successfactors Online Training Feb Batch on how to import the employee master data. This is called the data integration concept.
You can also run a hybrid setup through Netweaver with your existing on-premise SAP system. This is called process integration as you will move between the SAP Screens and the Successfactors screens in the talent management process. You have a single sign on via your Netweaver portal.
Successfactors supports 4 main processes:
- the core HR process
- Talent Management
- Social Collaboration
The different modules can be grouped in three categories:
Employee Transaction Management: Core HR, Payroll, Benefits administration (Strategic Partnership with Benefitfocus) , Time & Attendance (Strategic Partnership with WorkForce Software)
Talent Management: Performance Management, Goals Management, Compensation, Recruiting, Learning, Social Collaboration, Succession
Workforce Intelligence: Workforce Analytics, Workforce Planning
Everything can be accessed via the Successfactors home page. The user can setup the homepage individually by moving around the tiles, display new ones or remove them from the home page. There is no limit to the amount of tiles on this page. The Company Logo can be customized.
The admin can search for employees, configuration notes and data maintenance notes.
Every Screen has a show me option. The admin can record a video (max. 5 min) to show how to use the particular tile, how to navigate in this section for the end user.
Add new employee is used to run the hiring process in Successfactors.
The configuration of Successfactors is now template driven. In the template the admin can set the authorization for fields or for steps.
What I have learned from this video:
Introduction to Mastery
You activate all the modules in the provisioning system that the client has licensed. You need to be certified by Successfactors to access the provisioning system.
How to remove tiles from the home page. Click on the Tile “Tile Browser” Add/Remove tiles. You will see the list of tiles. Select the one you want to remove. Click the button Remove.
Proxy: SF Admin can log in as one of the employees in the systems. In AdminTools see Menu SF Admin.
In Options (SF Admin Menu) you can set who can proxy in for you, your start page, set your sub tabs, set if you want to receive notifications,choose your language and set the numbering scheme.
How do the upgrade of SuccessFactors and how to manage permissions of the users.
How to set detailed reporting privileges and compensation management privileges.
How to import users. How to do mass proxy.
How to upload the company logo.
How to do text replacements. (starts at 29 min in the video).
How to set the rating scales (starts at 30:40 min)
How to set up the performance management process (starts at 33 min).
How to set up Password Login Policy. (38:20 min)
How to manage the homepage. (45 min)
How to set up Security (1:02:50 hr)
Goal Management (1:04:50 hr)
Performance Management (1:39:30)
What I have learned from this video:
The LMS is a stand alone solution.
The Video is an introduction to a 20 day training programs and what topics will be covered.
What I have learned from this video:
How to create users in the talent management system:
You need to enter the login credentials for the provisioning system from Successfactors. Use the company ID. This company ID is unique for each customers.
Go to the Company Settings.
First setup the superadmin for the instance. The superadmin will then login into the instance and create all the other users.
Then on the main home page choose Admin Tools from the Home Menu. On the admin tools page go to the Manage Employees pane. Click on the icon Update User Information and select from the menu Manage Users. Then click on the button Add New Users and choose Quick Add. You need to fill all fields for the new user. If there is no manager assigned yet put in no manager. The same applies to the HR Manager field.
If you choose Detailed Add Users you have more fields such as telephone number. Not all fields are required to be filled.
Before you can add users you have to setup the companies, divisions and department – the org structure and the job codes. This is all done by the superadmin in the provisioning system.
The other way to create users is to use the employee import feature. The system will give you a blank template. You upload the csv file with the employee records after you have clicked first the button validate file.
How to configure the system?
In Admin Tools choose Manage Templates. No need to work on the XML files.
What I have learned from this video:
The following videos were created by email@example.com called Kanthu. Blog.
How to work on the XML files?
Example Employee Files. Choose from AdminTools Menu the menu item employee files.
Select Profile from Public Profile drop down list. In this example the personal information tile will be customized.
In SuccessFactors you have two data models:
the corporate data model – this contains enterprise/org. ex. company, location, business units
the succession data model – this contains employee data/personal details
The data models are maintained in the provisioning system. In the provisioning system home page go to the section Succession Management. Select Import/Export Data Model. Download the data model from the provisioning system. Open the data model file with a XML editor.
Remark: you get the latest data model file on the Successfactors partner website which for the first time you load into the provisioning system.
Use table view in your XML editor. Then look at the standard elements. In this table you see the fields ,their label and properties. Next look at the element-permissions table. If you put * in a cell in the role name column everyone with access to the successfactors system in that company will be able to read the content in that fields. In the standard elements ref column you see all the fields this rule applies to.
Remark: if you want to get into the details of permissions read the article Successfactors all you need to know about authorizations and security
Next you can define the fields that can be edited and by which groups of employees. Change the word read in the first column to the word edit. In the role name column you can put for examples employees only, write an E instead of * or employees managers EM, or the employee managers manager EM+ or HR for the HR representative, etc…
If you want a user to write to a field put write in the first column. To limit the number of fields a certain user group for example can write to you need to go in the section of the XML source file and look for the tag element-permission type = write and delete below all tags that you want to exclude for this employee group. If you want additional fields that the user can write to just copy these field in the source code to the element-permission type = write section.
If you want to have two different employee groups for example employees and HR to be able to write to the same fields you need to copy the row in your employee permission table to each. In one row you put the first group E for employees and in the copied row you put HR.
What I have learned from this video:
How to change the layout of the employ profile?
Go to AdminTools, click Employee Files and select Configure Employee Files. You can now configure what views should be displayed in which order. Click on the profile view. In there you can configure the portlets. Click on the edit button of the Live Profile User Information portlet. Now you can edit the fields. You change the order of how the fields are displayed. You can add new fields and you can also delete fields.
In the data model xml file the pii column (5th column) indicates if the content of the field is stored as secure data. Put true. The data will be encrypted and stored in a database and on the end user screen it will be displayed as **** (star characters).
If you want to add an editable custom field give it a name in the ref-id column (last row). Then check if the field is displayed to the employee group in the element-permission type = write. If not you need to copy it into the section of your xml source code.
In the xml file you can also configure what characters the field accepts and at what positions. For example the first 4 characters should be letters and the next three should be numbers. You need to search for set id of the field.
You can also define own rules how the data is verified. Each time you make a change to the data model and import it into the provisioning system you need to log out and then into your instance again in order to see the changes. The same applies for all other configurations you do in the SuccessFactor instance.
How to display a drop down list (pick list) in SuccessFactors? Go to the xml source code and add to your field the picklist element tag. In this video example the name is employeehobbylist. To populate this picklist with items and display it to the users you need to go to your SuccessFactors instance. Go to AdminTools, click Employee Files and select Configure Employee Files. Go the Profile View and edit the Live Profile User Information portlet. You need to add the new picklist field. To populate the list go to the AdminTools in the Tool Search enter Picklist Management. Then export all picklists. How to populate the picklist will be shown in the next video.
What I have learned from this video:
How to populate the picklist?
You need the name, the id of the picklist. In this example the id is employeehobbylist. Open the exported picklist file in excel. In the first column you see the picklist id. Now enter the picklist id employeehobbylist in the first column. The Optionid in the second column will be later generated by the system. In the columns minValue, maxValue and Value enter -1. In the Status column write ACTIVE. If you put inactive this item will not be shown in your picklist. No external code needed. Leave this field empty. Enter -1 for parent option. In the next column en_US enter the first item. In this example Reading. Then copy the row and insert it below the first row. Enter in the column en_US the next item. In this example Singing. Continue in the same way until you have entered all the items for your picklist. At the end save this csv file.
Then go back to the SuccessFactors and import this picklist csv file. You find the import function on the same page as the export function. After the import the system will need 1-2 minutes to process the file.
How to work with picklists that will show items based on the item the user has picked in another picklist. Let’s take the example where the user selects a country in the first picklist and in the next picklist needs to select one of the states in that country. In this case you need the option ID number that was automatically created for that country picklist and enter this number in all the parent option fields of the states for this country in your picklist csv file.
The external code column is used to align with another system such as in a hybrid setup.
For the past 15 days SuccessFactors will keep a backup. In case you made a mistake in your picklist file you can recover the data.
SuccessFactors Certification for Employee Central and Learning (LMS) is open for everyone. The compensation modul certification is only open to SuccessFactors Partner.
How to configure your email notifications?
Go to AdminTools, click Company Settings and select E-Mail Notification Templates Settings. You will see a list of all E-Mail Notifications. There you can activate all the notifications you want to use.
How do you load your E-Mail notifications from your legacy system?
Click on one of the E-Mail notifications in the list. Use the browse button to select the relevant E-Mail notification. Then click the Upload Template File button.
How to configure security settings?
Go to AdminTools , click Company Settings and select Password & Login Policy Settings. In the provisioning system you setup the IP range. On the home page scroll down. After the section Google Applications and SF LMS you will find a field to enter the IP range.
How to configure company specific terminology?
Go to AdminTools. In Tool Search enter Text Replacement. Enter your replacement text in the relevant fields.
What I have learned from this video:
In the admin tool go to company settings. Go to email notification settings. There you can change your email signature. Click on Email signature.
Hybrid Modell implementation
1) File integration: Manual or Automation
2) Dell Boomi Cloud Atmosphere Integration Tool
4) Informatica Cloud
5) Jitter Bit
6) Cast Iron
2)-6) The successfactors consultant is not responsible for. The integration consultant is.
There is a SF(SuccessFactors) add 3.0 for SAP HCM to automate the import and export of data between the system.
To see what data you can import or export to SF go to AdminTools and enter the word import in the Tool Search. Do the same for export. It will list all functions.
To automate log-in to the provisioning system. Then from the section Managing Job Scheduler select Manage Scheduled Jobs. Then create new job option. Choose Job Type from the drop-down menu.
If you have new customized fields added in SF you need the SAP Consultant with ABAP skills do add the same custom fields in SAP HCM.
You can also use FTP to exchange data. In the Managed Schedules Jobs all scheduled jobs are listed. You can run them at anytime by clicking Select and choose run it now.
If you choose monitor job you can see how each job has performed.
For realtime or exchange of data in another format you need to use middleware – see point 2)-6).
Implementation Phases: Prepare / Realize / Verify / Launch
There is a section on how to match job roles to competencies. You will find a better and more detailed explanation in the videos 2105 02 27 and 2015 03 04.
What I have learned from this video:
Workforce Analytics Modul: If it is not activitated there will be no reporting available in the SuccessFactors instance. How to activate it? In the provisioning system home page click company settings. Scroll to the section Analytics and Dashboards Tabs & Misc Reporting. In this section scroll to the Analytics Tab section. Then activate the four items Last Views (Dashboard Drilling), Spotlights View, Spreadsheet Reports and Classic Reporting. Then activate Dashboards 1.0 and Workflow Status and Score Distribution. Also activate the Reporting W2 below and Enable Schedule Export from List Views. If you want to build custom reports you can activate Ad Hoc Report iBuilder Standard Reports and Ad Hoc Report iBuilder. And select the SuccessFactors Moduls and other categories (Rating Scale, etc.) below for whichyou want to build customize reports.
How do you grant Admin Privileges to other consultants for a specific modul?
Go to AdminTools, click Set User Permissions and select Administrative Privileges. Search for a username. Select the modul.
How to grant an employee view rights to the reports?
Go to AdminTools, click Reporting and you will see a various permissions to choose from.
How to restrict the views for employees?
You can also restrict the view based on the location of the user. A user for example in one country should not see the report from the other country. Go to AdminTools, click Reporting and select Detailed Reporting Privileges. You can restrict the view based on Divisions, Departments, Location and HR Function. If you want to restrict a group of employees just click on the drop down list next to Find and select the group there for example With Direct Reports Only (Manager).
Where do you find the different reports?
Go to Reporting – your analytics modul. Click on the Analytics menu and on the page you will see all the available reports in the report center. You also see the 4 different types of reports listed. In the video the trainer also explains how to create a list view report. You can also schedule the export of these reports. If you have activated the relevant email notification an email will be send otherwise you can go the reporting center and select in the left menu Scheduled Reports to view your report.
What I have learned from this video:
How to use the analytics portal?
Go to AdminTools, form the menu choose Reports then click on Analytics. On this page select in the left menu Ad Hoc Reports. There you have the option to create a new report (Button). Click on the button Create New Report. You then have the possibility to choose between the Single Domain and Cross Domain Report Types. Choose Single Domain. The Domain represents a modul in SuccessFactors. If you click on the picklist Report Definition type all available domains will be listed. In this example the trainer chooses the domain Employee Profile. Then click on the button Create. In this example the report name Feb Employee Profile Adhoc Report is entered. There you can choose the Report Priority – Low, Medium, High. Then save.
Next click on People. Then select Detailed Reporting Rights. Tick Include inactive users. Then save. Click on Columns. Here you select what fields to display on the screen. Click the button Select Columns. In this example the trainer selects Username, First Name, Middle Name, Last Name, Email, Country, Address 1, Address 2, City, State, Zip Code and Divisions. Then save. No need to do anything in the configurations screen. In the last step select Filters. Here you can choose a filter based on a column. For example you want to filter on a certain division in the company or a specific city. In this example the filter is on the Country column. Select By Rule Equal to USA. If you wish you can add multiple conditions. Click Done to save it. You can also add more filters to the report. Click Generate. The report will be displayed.
You will find on the Ad Hoc Reports page in the analytics tool the name of your report in the list of all the ad hoc reports created. Attached to the report is a drop down list. You can choose directly from here to run Run Report.
How to create a cross domain report?
On the Ad Hoc Reports page click on Create New Report.
Select from the Report Definition type drop down list the domains.
In this example the trainer chooses Employee Profile. Then click Create. On the next page you can click the button Add Domain. Enter Report Name Feb Cross Domain Report. Then click the button Add Domain and select Goal Management.
You can further domains or you can delete one.
Click People. In Team Reporting Type choose Detailed Reporting Rights. Also tick Include inactive users.
You will see you new step. Data Sets. Click it.
You will see below Goal Planning Domain the button Select Template. There you can select against which year of Goal Management or location (based on your templates) you want to run your report.
In this example the trainer chooses all the templates.
Click Columns and in the section Employee Profile Domain click Select Columns. In this example the columns Username, First Name, Last Name, Email, Business Phone, City, State, Zip Code and Division.
Then scroll to the section Goal Planning Domain (Goal Management). Again click on Select Columns.
In this example the columns Goal Plan ID, Goal Plan Name, Goal Plan Last Modified, Goal Plan Start Date,Goal Plan State, Goal Plan Data Last Modified, Last Modified Date, Goal Id and Goal Owner Username is selected.
Leave the next steps Configurations and Filters as it is or choose your own settings there.
Last step is Relationships. You can choose relations between the two domains. Example Users Sys ID in Employee Profile Domain equals Goal Owner ID in Goal Planning Domain.
Run the report.
On the Ad Hoc Reporting Page you have other options in the drop down list attached to each report name.
If you choose Save as you can copy an existing Ad Hoc Report.
If you use the option Share you can allow another admin user to reuse your ad hoc report. In this case the other user cannot share it further nor can he or she edit the report settings.
You can also share with a group of people by choosing the tab Create Dynamic Group.
If you want to use run time filters in your reporting you need the advanced reporting tool from SuccessFactors.
You can also export the report to share with another user. This user just needs to go to the Ad Hoc Reports page and click on the Upload Report button and then select the report. The user can share this report with other other users.
What I have learned from this video:
Dashboards are one page views and are based on reports.
You need to refresh your dashboards manually if you want to view the latest data.
Go to AdminTools, click Reporting and select Dashboards.
You will see a list of standard dashboards and your customized dashboards.
Select show for the dashboard if you want the employees with the privileges to see them.
A dashboard can contain different portlets in different columns. You can choose between 4 types of layout.
You can only copy the standard dashboards. You can edit or delete the customized dashboards.
How to create a new dashboard?
Click the button Create New Dashboard. Enter a name for the dashboard. In this case it is Feb 2015 Dashboard. You have four different layout options. Choose Wide / Wide.
Click Insert Portlet. You will see a list of portlets. You cannot put a portlet marked as wide into a narrow column. In this example the portlet Overall Goal Status is added in the first column and Compa Ratio Distribution in the second.
Then Save Dashboards.
You can also set on the dashboard page which should be the default dashboard.
The user can click on any of the graphs to drill down.
Go to AdminTools, click Reporting and select Portlet Permissions to grant permissions to view by the organization.
Dashboard 2.0 / Youcalc or Tiled based dashboards Framework. You need activate it in the provisioning system.
You can place these tiles also on the home page.
How you grant rights to the dashboard 2.0?
Go to AdminTools, click Set User Permissons and select Administrative Privileges.
Search for an user. Click on Dashboards / Reports and tick Youcalc: Tiles And Dashboards.
How to configure the tiles?
Go to AdminTools, click Reporting and select Manage Dashboards.
Click on Manage Standard Dashboards and YouCalc Files. You will see all the existing tiles in the organization. You can disbable, edit, download and delete these tiles.
How to add own tile?
Click Add From Success Store. Remark: you can also add tiles from a legacy system. Choose the tile from the library and press the button Add to Instance.
In this example add Most Common Competencies.
How to build your own dashboards?
In Manage Standard Dashboards and YouCalc Files and click Build Tile.
Select a domain. In this example choose Goal Management. Name your tile. Example is: Feb 2015 GM Tile. Click on Next. You can set report type and levels. Choose Detailed Reporting in Report Type. Click Next. You can customize the Chart Type and add category. Choose Column as Chart Type. Select Goal Plan ID under Category. In Metric add Category. In Calculation choose Count. Click Next. No filter is set. Click Next. Select Drill Down Columns for the users. In this example Goal Plan ID, Goal Plan Name, Goal ID, Category is picked. Click Next to see the Preview. Click Next. . In the Availability you can set if this tile is visible on the home page and or iPad. You have to tick Make Active. Then click Save and Exit. You need to create a Dashboard and add this new tile.
How to share your dashboard?
Go to AdminTools, click Reporting and select Manage Dashboards. Click Manage Tile Based Dashboards.Click the user icon in the action row field of the dashboard you want to share for example with all employees.
In Manage Dashboards you can also set a Manage Dashboards Filters for the users. The filters are on Department, Location, Division.
How to compare two different periods?
Go to AdminTools, click Reporting and select Trending.
Where to configure the dates?
Go to AdminTools, click Reporting and select Performance Management Date Range.
Where to select the templates?
Go to AdminTools, click Reporting and select Processes and Forms.
What I have learned from this video:
Performance Plan and Goal Plan.
How to activate the Goal Management Modul in SuccessFactors?
Go to the provisioning systems home page and click on company settings. Then scroll down to Goal Frameworks and activate Goal Management Suite. Below from the drop down menu choose Total Goal Management. Additionally you can choose what User Interface the system should use. You have the latest version Enable Goal Management V12 – requires Version 12 UI framework (Revolution) or the TGM Version 10 UI. If you want to enable Goal Transfer to allow managers to cascade their goals to their employees or to allow employees to transfer their goals to another employee you need to activate TGM/CDP Goal Transfer Wizard.
If you have employees goals in another system and you want those to import into SuccessFactors you need to select Goal Import. There is also a special tab based view on goals for employees. If you want to have this type of goal representation you need to choose My Goals Tab – For V10 and Ultra. If you want to assign goals to a group of people you need to activate Enable Group Goals 2.0 and Enable target population for group goals. And if you want to include inactive users as well you need to additionally tick Enable Group Goals 2.0 Push-down Update to Inactive Users. Inactive Users can be employees on maternity leave or on an extensive holiday. By changing those into inactive users you do not pay license fees for these users during this time. Activate the GM – PM Sync-up. If the a goal changes this should automatically change in the performance management modul as well.
In the Goal Plan Template you define what categories should be used, what fields should be displayed in the goal plan form, what permission is set for the fields and what are the route maps. I learned how the end user will enter a new goal with the Goal Wizard.
What I have learned from this video:
How to manage templates?
Go to AdminTools, click Performance Management and select Manage Templates.
You will see a list of templates on Peformance Review, Goal Plan, 360 Multi Rater and Development.
Select Tab Performance Review. To create a new template click Add New Template. In this Performance Management – Self Review only is selected. Then Save. Under the General Settings you can set the Route Map and Rating Scale. Select Comp for the Route Map in this example. And for the Rating Scale choose 2014 CSV Rating Scale.
In the Edit Fields and Sections menu you can select what employee information the user will see in the form in the Employee Information subsection. In the subsection Goals you select the Goal Plan to use.
How to assign core values to Goal Plan?
In the subsection Core Values you can add the core values (core competencies) as well as the job specific ones and custom ones.
How to change a non core competency into a core value?
Go to AdminTools,in Tool Search look for Manage Competencies.
Click View Competency Libraries List, select SuccessFactors. For example click on Computer Skills and you mark here under Core, yes if it should be or no if it should not.
How to assign Role Specific Competencies?
Go to the subsection Role Specific Competencies.
If you do not want Core Values or Role Specific Competenices to be part of the goal plan just click on the bin icon next to the subsection. Then click the button Delete.
How to assign weightings for the different sections in your goal plan?
Go the Summary subsection. Here you can enter the weightings for the goals, core values and role specific competencies.
Below the Signatures section you find Add New Section if you need further sections such as a customized one in the goal plan.
The Goal Plan XML file is in the provivisioning system, the Performance Management and Compensation Management XML file is loaded into the instance.
How to load XML file into the instance?
Go to AdminTools, click Performance Management and select Form Template Settings.
Click on the button Upload New Form.
If you on the template in this list you will see a list of settings you can change. You can for example assign the route map. You can set Automatic Manager Transfer in case the manager will change during the review period. You can enable the SMART Goal Wizard. There are many more settings available.
What I have learned from this video:
How to setup and configure the Compensation modul?
Compa Ratio = Current Salary / Industry Salary Mid Point
Range Penetration = (Current Salary – Range Minimum) / (Range Maximum – Range Minimum)
Go to the provisioning system. Go to Company Settings.
For the very first you setup a very new instance you need to active the admin configuration tool, live profile and the relevant language packs. Then as well activate the UI (User Interface): Tick Version 10 UI, Version 11 UI framework (Ultra), Version 12 UI framework (Revolution). Further select Profile V12 and Admin 2.0. Additionally enable below Admin 2.0 the Enable Compensation Admin 2.0. And you need to setup the super admin user.
Activate Compensation Management plus below Use edit-in-place for executive review edit,Compensation form UI V2,Enable Compensation Excel Offline Edit,Allow Compensation Managers to grant/revoke planner permission via UI,Enable YouCalc widget on compensation form,Enable Compensation Employee Profile.
Executive review means any manager in the hierarchy is granted view and editing rights on the compensation profile of all the team members under his or her hierarchy.
Enable Compensation Employee Profile to let the user view their personal compensation statement in their profile.
You can also activate below the Ad Hoc Report Builder Compensation Eligibility and Compensation Planning.
To work with compensation modul ensure that the Goal Management Suite and Goal Import is activated.
Go to AdminTools, click Set User Permission and select Adminstrative Privileges.
Search for all admin users and make sure they have the rights to the compensation modul.
Then you need to load the file with the employee names and additional information required for the compensation such as hierarchy details.
It takes a 1 to 2 minutes. Then go to the instance and go to My Employee Profile. Then choose from the menu Company Info. Search for one of the employees in the list. In this example Marla Gibbs. See if the reporting lines for her are correct.
In the next step activate Always enable proxy lookup and Enable Advanced Proxy Management.
Go to AdminTools, search in Tool Search for Proxy Management. On the page you will find the tick boxes to activate proxy lookup and proxy management.
Set permission for the people involved in the compensation process.
Go to Admin Tools, click Set User Permission and select Manage Compensation Management Privileges. Usually select With Direct Reports Only. Click the button Grant Compensation Management Permission.
You can also grant permission for a particular user. Just click on Manage Compensation Management permission security through individual users.
Email Notification Settings is the next step. Deactivate all email notification to avoid users receive emails when you are just mass uploading employee information and setting up the system. The only email notification active at this point for the end user is Password Changed Notification and Forget Password Support Notification. Also do not deactivate User Import Notification, Mass Create Compensation Notification, Group Import Notification, Live Profile Import Notification, Goal Import Notification, Report Process Notification, Success Email Approver Notification and Notify Calibration Rating Changes during Session Finalization.
What I have learned from this video:
Import Goals with the Goal plan file template in a csv format to the Successfactors instance. ID of the file has to be same as the XML Template loaded to the provisioning system before. Go to Admin Tools, click the Goal Management icon and select the Import Goals option. After the import validate if the goals have been assigned correctly to the users. Select one user and then select in switch plan the correct goal plan template to show the goals for the user.
Next you need to load the file with job family and roles and competencies. Go to AdminTools,click the icon Company Settings, select Import job roles. Then import the relevant csv file. It can take 1 to 2 minutes to load.
Go to AdminTools and search for Manage Job Roles. You will get an overview of all the job families. If you click on job family you will then go the screen where all the roles of this job family are listed. When you click on the role it will open the page where it shows the required competencies for this role.
Next step is to link the jobcode to the paygrade. Go to Admin Tools, click the Compensation Icon, select Actions for all plans, from the menu Salary Plans choose Job Code & Pay Grade Mapping. Then you load the csv file with job codes and the pay grades.
Next is to setup Performance Management by adjusting the rating scale for each country. Go To Admin Tools, click Company Settings and select Rating Scale Designer.
After this step you need to Manage Route Maps. Go to Admin Tools, click Company Settings and Manage Route Maps. Here you define the people involved in the review process and the time Iines. Example: Employee Review, Manager Review and CompAdmin Review.
In the next step you load PM form template. Go to Admin Tools, select Performance Management and choose Form Template Settings. Then import the relevant xml template file. Go to Admin Tools, click Performance Management and select Manage Templates. Then go to the Tab Performance Review. Your new template will be listed there. Open the relevant PM Form Template. Choose Edit Fields and Sections and click Performance Goals. See here if the right Goal Plan Template is linked.
Go to Admin Tools, click Performance Management and select Launch Forms. Choose the right Performance Template from the drop down list. Select the right dates. Then in the next step select the group of employees for example based on location. It will take 1 to 2 minutes to launch the form to all users. Then go to one of the users and select from the menu Home the item Performance. You should find the launched form in the list.
What I have learned from this video:
How to set the salary range?
Go to AdminTools, click Compensation and select Actions for all plans.
From the menu Salary Plans choose Salary Ranges.
You will get a list of salary pay matrices. Click one of them.
It will show the table with pay grades and ranges. The list can include hourly paid as well as full time.
The position needs to be set in column Promotable to true if this role can be promoted to the next level.
There are additional rows available for each position. If you need to differentiate the salary range based on the location or division or other attributes within the organization you can use these rows.
Under Salary Ranges you can create additional salary pay matrices. Once created you can import the associated salary pay matrices file.
From the menu Stock Plans select Stock Value Tables.
You see a list of stock value tables. Also you can create a new one and import the associated file for it.
How to provide the Currency Conversion Tables?
From the menu All Plans choose Currency Conversion Table.
Again here you see a list of currency conversion tables. You can also create a new one and import the related file.
If you have the compensation period of six months but want to refresh the currency conversion more frequent you need to use the same currency conversion table and edit the value there.
How to load the compensation plan template?
You need to use the ID of the performance management template to integrate with the compensation plan template because you need the performance ratings.
Go to the provisioning system and click on company settings. Scroll to Form Template Administration and click it. There you have the list of all templates with their IDs.
Select the ID from the relevant performance plan template.
Then open the compensation plan template xml file. Search for the comp-rating-source tag. In the attribute form-id enter the ID of the performance management template.
Load the compensation plan template into the instance. Go to AdminTools, in Tool Search enter Form Template Settings. There click on Upload New Form. Name the new template. Browse and then click on Upload Form Template.
You will receive an error if you did not provide the Salary tab, the Bonus tab and the Stock tab name in the xml file.
In the compensation plan xml file search for salarytab and in the tag enter a name for the salary tab. Do the same for bonustab and stocktab.
This is optional. In the document outline click on the comp-pay-matrix tag. In the , and tags enter the respective names. See alternative way below.
After you have loaded the compensation plan to the instance go to AdminTools,click Compensation and select Actions for all plans. On the left side all compensation plans are listed. Click on the new compensation plan template. In the Plan Setup under Settings you can also select from the drop down list the relevant Exchange Rate Template for this plan. The same you can do for the Salary pay matrix. And you can associate you approval process with the right route map. Then save.
Launch the compensation plan template. Go to the next step Manage Worksheets. Click on Create Worksheets. Enter a unique name for your worksheet. Select the date range. Then you can select a single user to launch to or click on Launch worksheet for specific group. You can select an existing group or create a new one. For the new group you can set the compensation budget (salary, bonus, stock, bonus)
In the Plan Setup in Plan Details you can also add a new rating source. It can be a form in the drop down list or you can use an import key.
In settings you can also set the proration dates.
What I have learned from this video:
How to set percentage for the proration dates in percentage manually? How to manually upload the data?
Go to AdminTools, click Compensation and select Actions for all plans.
Select the relevant plan. In this example 2015 March Compensation Plan.
Scroll down to Calculation Settings. In the subsection Salary proration activate Prorate based on percentage. Then Save.
Then select from the Menu All Plans Employee Data Export. In the section Specify Compensation Data Using Options tick Include User Compensation Data. Then tick Include Imported compensation fields(1). Select the relevant compensation template. In this example it is 2015 March Compensation Plan Template. Click Export User File.
In the downloaded the csv file you will the column SALARY_PRORATING. Here you will find the percentages. Enter here manually the percentage rate for the respective employee(s). Save the file.
In the same place in Actions for all plans import the updated file. From All Plans select Employee Data Import. Select the relevant Compensation Template. In this example it is 2015 March Compensation Plan Template. Then you can tick different options on what else should be updated when you import the compensation plan. In this example in the section Changes in Eligibility Update Budget is ticked. Then click Import User File. It can take 1 to 2 minutes to load.
Now in Action for all plans select your compensation plan template. Then select Manage Worksheets and click on the Manage Worksheets button and select the relevant compensation plan template to launch and delete all others. Then save.
Next click the Launch Worksheet button. Enter a unique Worksheet name. Set the plan start and end dates and the due date. Then in Step 3 Select Worksheets to Create tick Create for Head of Planning only. Then click Find Employees and enter the respective name. Click Launch Plan.
The prorates were not displayed. Trainer needs to come back with an update.
How do you calculate your budget in the compensation module?
Go to Compensation Plan Template. In the menu Plan Details in Plan Setup select the item Budget.
You can edit the budget calculation. You can select several components. Merit, finalSalary, Total Pay, Total Increase, Promotion, Adjustment, Lump Sum, Discretionary Bonus, Emp Tier, Hire Date, Previous Year Merit, Previous Year Salary, testt, Employee Tier. You can choose different modes, such as PercentOfCurSal, PercentOfMerit Target, Percent Of Lumpsum Target,etc. Direct Amount.. In Budget Value you can choose the percentage.
What I have learned from this video:
How to load the standard data model into the provisioning system?
Go to the homepage in the provisioning system. Scroll to the Succession Management section. There are seven Links to load the different data models. You need all those to set up the Employee Central Modul. You need to load them in below order.
First click Import/Export Coporate Data Model. Then click the button Choose File. Then click Submit.
Next select Import/Export Country Specific XML for Corporate Data Model. Same steps as in the first one.
After this step choose Import/Export Data Model. And then in the next step choose Import/Export Country Specific XML for Succession Data Model.
Finally import the three outstanding Data Models: Import/Export HRIS, Import/Export Rules XML for EventReason Derivation, Import/Export Rules XML for Workflow Derivation.
If you have customized your data model and there is a new release with a new data model. You need to customize the new data model and load it again into the provisioning system.
Like always you have to set up the superadmin in the provisioning system. And when this admin logs into the instance for the first time, this person needs to go to AdminTools and click on Set User Permissions to grant him or herself the rights to access the different moduls. First this person needs to grant for itself the Role Based Permission Access. Then this superadmin will configure all the permissions for the various roles in the system. There is a standard setup already available. In the next step the superadmin will add users to the different roles.
This is different to the talent management setup. Here you do not need to customize the XML file.
How to configure Business Rules?
Go to AdminTools and search for Configure Business Rules.
What I have learned from this video:
If the visibility attribute is set to none in the data model xml model file, no data can be imported for this field.
If it is set to to both, it can manipulated by the user (read/write).
You have Foundations Objects, Generic Objects, Employment Objects, Person Objects.
Foundation Objects are the building block for the organization. These are Organization Structures, Job structures, legal entity (Company, BU), pay structures. This is part of the corporate data model.
The Generic Objects are Position Information, Vacation, etc…. It does not belong to a data model. Time Management as well is part of the generic objects.
The Employment Objects contain compensation data of emp., hire date of employee, job related information, etc….. It is part of the succession data model and also some of it is in the corporate data model (Job level, Job function)
In Personal Objects you have personal address, dependents, personal email, phone no.,… This is part of the success data model.
Where to see the corporate data in the instance?
Go to AdminTools, in Tool Search enter Manage Organization, Pay and Job Structures.
Select the arrow of the drop down list next to create new. Here you will see the different data object. In this example Legal Entity is selected.
I learned how to capture the client requirements in regards to customization of the data model and how to configure the requirements in the xml file.
How to customize the views?
Go to AdminTools and search for Manage Configuration UI.
You can add more fields and change the order of the fields.
You can also set an end-date. In the example of employees when their contract ends. In order to have the end-date field you need to make it visible and editable in the xml file. By default this field is not visible.
What I have learned from this video:
Where to find the standard association in the successfactors instance?
Go to AdminTools and search for Manage Organization, Pay and Job Structures.
Within the Division you can add a new Business Unit. This way you can build the hierarchy of the organization in the system. In department you can add a new department associated to your divison as well.
In the corporate data model xml file you will find the association under the location tag . The association is to the company and the geozone. You can have multiple associations.
If you go to the division tag in the xml file you will find the above configured associations.
How to create Propagation Rules?
Go to AdminTools, click Update User Information and select Add New Employee.
Select a company. Then choose from the Event Reason Picklist Acquired employee.
Enter details for new employee. When you go to Job information and select the Business Unit some fields will be prepolutated according to the propagation rules.
You have a propagation data model xml file called HRIS Propagation Configuration XML file.
In the propagate foundation-element-id company tag you can see the propagation rule for standard hours to be prepolated the standard hour field in the job info.
In the corporate data model xml go to the company tag and look for hris-field id standardHours.
What I have learned from this video:
Manage Mass Changes.
Go to AdminTools and search for Manage Mass Changes.
How to create positions and maintain them and establish the hierarchy?
Go to AdminTools and search for Manage Positions.
Select from the Drop Down Menu Create the item Positions.
Before you can use this tool you need to activate it in the provisioning system.
In the provisioning system home page click on company settings.
In the section Employee Central tick Enable Position Management.
The position management depends on the Generic data model. This need to be active as well.
How to configure the manage position fields?
Go to AdminTools, click Company Settings and select Configure Object Definitions.
Make the field position id read only. Therefore the select the field code.
How to set number ranges?
You need to have a sequence object in place with the defined number range. Go to AdminTools and search for Manage Sequence. Select from the Create New picklist the item Sequence. Enter the externalCode and the externalName. Then set a start number and set the step. Then Save.
Go to AdminTools and search for Configure Business Rules.
Click on Create New Rule. Set a Rule ID and then select the Base Object which is Position.
Then enter a Rule Name. Select a start date. Then from the picklist Rule Type choose Position Management.
Then enter your rule.
If Position ID is equal to Null Then Set Position ID to be equal Format Number() Template Text Position_ and Number Get Next Value() and Sequence Value March_Pos. Then Save.
How to activate the rule?
You need to associate it to the position object.
Go to AdminTools and search for Configure Object Definitions.
Search for position. Scroll all the way down to click on Details.
You can add to different Events different rules. Like validate Rules or when the user saves the position.
Oh what would happen if you had a stroke or an accident and lost your language and you had to relearn it from scratch? How about this would happen to a person close to you? What about if your child suddenly couldn’t hear or speak ? It would take years to learn the sign language.
Sonja Lang invented a simple language that can be learned in one day. See the result below:
There are many other situations where it would be beneficial to have a language that can be learned in such a short time span. Think about people who fall in love with each other but do not speak the same language. Or think about people travelling to a country where they do not know the local language. In a very short time the host and the guest could communicate. Hotel and Restaurtant owners could indicate if they had mastered Toki Pona. The same would be apply for other business and other work related matters.
Specific in sports think about a trainer going to train in a language he or she cannot speak. Together with the new team the trainer could learn Toki Pona in a short. The same applies to expert going abroad to each very needed skills.
Sonja Lang used the Pidgin-word tok (in English talk) und the adjective from Esperanto bona (in English good) to name her new language Toki Pona “the simple language of good”. Sonja is a linguist and speaks five languages one of them is Esperanto. The reason for her to develop this new language was to overcome her depression. According to the Sapir-Whorf hypothesis the language affects the way we think. It helped her to work through problems because Toki Pona strips away all the complexity of our mother language. With Toki Pona she could see patterns and how things are connected in a different way. ¨Reference The Globe and Mail
Pekka Roponen in Finland central hospital of Hameenlinnan says Toki Pona focuses on the positive thought so negative thought pattern can be eliminated. Reference The Globe and Mail
Toki Pona consists of 120 words. It takes about net two hours to learn the whole vocabulary. You could learn it during a morning or afternoon. There are many Toki Pona courses on Memrise. So from whatever language background people come they probably find a course for Toki Pona on Memrise. The main Toki Pona course has currently 977 students.
To communicate in Toki Pona you need to follow 10 simple grammar rules.
There is also now a Toki Pona sign language.
If you want to learn the language there are several resources:
The Memrise Courses to learn the vocabulary. They are free.
Also free Lessons on YouTube:
Jonathan Gabel developed a visual approach to Toki Pona. He created a number of glyphs.
On Omniglot you will some useful phrases in Toki Pona.
I noticed that most of the learning material could be improved. Benny Lewis has developed an excellent process to become fluent in any language in three months. How would his methodology improve the learning and teaching of Toki Pona? Tim Ferris has also an interesting approach to analyse the difficulty of a language with 8 sentences. This is another way to get people engaged early on. Then with Kato Lomb she gives excellent advice on how to use extensive reading to learn languages. So also something to add in order to help more people to get into Toki Pona to solve their life challenges. Last but not least I wonder how fast a memory champion could learn this language. And what memo techniques can accelerate the learning. Their are many opportunities to ease the learning and motivate people based on the latest research such as gamification of learning.
What I would like to find out in the Toki Pona community is if someone had a real live examples where learning the language helped to overcame such obstacles that I had described at the beginning of my blog posts. Was Toki Pona used in AI ? https://www.cleverbot.com dose not speak Toki Pona. There is one on Github called reserbot. Try to understand if the gini at wolfram research speak Toki Pona.
How I would learn the language?
Explain the first simple concept by comparing to how many words to be fluent in English, how many words in Esperanto, what are the 1000 most frequently used words in English, compare also the list of frequent-forever.com.
Think about a language beginner with a restricted vocabulary or think about the guessing game of an object. – Concept of Toki Pona.
Let the user pick a noun from the first 5 introduced in jan Pije’s course.
Then use forever-fluent.com and introduce the pronunciation – see Forvo.com for audio on toki pona.
Also compare to the IPA – international phonetics alphabet on forvo.com and write toki pona pronounciation in IPA.
Another opportunity to practice your new language skills.
How fast could a computer learn this language ? Have a competition between a human and a AI. Add Tim Ferris How to Learn (But Not Master) Any Language in 1 Hour (Plus: A Favor) and Benny Lewis 12 Rules for Learning Foreign Languages in Record Time — The Only Post You’ll Ever Need and the advice of Kato Lomb
it took me below 3.2 hours to learn to read my first book, When I read my first book The secret Garden I was amazed how fluent I was able to read it without consulting a dictionary It can be done faster, My questions are: how to teach others? who else written about the subject? where do people talk about this subject? who are the expert in this field?
Research on who and what is out there:
hackingchinese.com : The new paperless revolution in Chinese reading
Total Shares 253 facebook and twitter
Learn to read Chinese most shared: GIVEAWAY! WINK to LEARN Speak & Read Chinese Program Review + Promotion!
wordpress.com fluentu.com several top shares
search on Chinese:
This Chinese Music Video Is Every kind Of WTF 596 800 Shares
Millions share new Chinese character 167 400 Shares
Analyse new character , break up into components
Use Text song for learning.
search on Mandarin:
Of Course Mark Zuckerberg Speaks Fluent Mandarin 78 900 Shares
Leave comment – can this man also read
Chinese Reading: This Video Will Teach You To Read Chinese In 10 Minutes.
34.1 K shares mainly on facebook awareness-time.com Learn to read your first text in Chinese in under 10 minutes and then take this test. “Learning Chinese in 7 Minutes” Ted Talk by ShaoLan. Linkedin
It is traditional Chinese and not the simplified version although most of the are the same. You will learn the English word but not the Chinese Pronounciation and the pinyin of the character. The pinyin is useful if you want to type a Chinese character on a PC.
Fascinating. My kids (9 + 5 years) just learned eight characters in 2 Minutes.
First Row: 1) Fire 2)Tree 3)Sun 4)Moon Second Row: 5)Human Being 6)Mouth 7)Door 8)Mountain
You learn 43 characters in 10 minutes. With these you cannot form sentences.
If you go by the course one memrise the first thousand words in Chinese, you are able to form sentences already after the first 15 words you have learned.