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From YouTube: Digitalization and Effective Management of HR documents by OpenText for SAP SuccessFactors
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A
To
to
help
us
with
this
discussion-
and
I
have
with
me
my
colleague
gagan
who
is
based
out
of
india,
the
two
of
us,
the
three
of
us
we're
going
to
present
to
you-
you
know
how
we
propose
to
manage
the
digital
content
in
the
in
the
context
of
your
hr
solution,
which
is
success
factors.
So
with
that
brief
er,
you
know,
I
would
like
to
hand
over
to
gagan
to
take
over
the
conversation
garden
over
to
you.
A
C
B
A
A
D
D
D
Moving
on
from
there,
we
will
talk
about
the
changing
needs
in
today's
digital
era,
from
the
employee
and
hr
perspective,
thereon
I'll
get
my
colleague
warner.
Who
would
talk
about?
How
do
we
actually
manage
documents
and
documentations,
which
is
a
huge
part
in
the
entire
hr
ecosystem,
followed
by
couple
of
case
studies
that
we
have
seen
how
our
customers
have
actually
benefited
from
these
kind
of
a
solutions?
D
D
D
When
we
talk
about
experience,
it
is
a
documentations
that
do
with
the
outside
world
from
the
internal
organization,
so
it
could
be
something
like
a
bank
statements
or
utility
bills
and
so
and
so
forth.
Analytics.
When
we
talk
about
analytics,
we
do
more
of
a
text
analytics
analysis
where
a
document
needs
to
analyze.
Summarized
sentiment
needs
to
be
evaluated
and
so
and
so
forth.
D
So
from
that,
you
understand
that
guess.
Open
text
is
one
of
the
players
who
deals
specifically
on
the
content
or
the
documentation
part
of
it,
and
that
is
where
we
gel,
or
we
work
in
tandem
with
sap,
because
sap
is
something
who
does
a
lot
of
business
process
automation
and
to
fuel
this
business
process.
D
Okay,
when
you
talk
about
open
text
and
sap,
so
that
is
where
the
combination
of
open
text
and
sap
has
part
of
a
solex
partnership
that
we
have
with
sap.
What
does
the
customers
benefit
from
the
solex
partnership?
Is
it's
a
one
team
approach
from
sap
and
open
text,
so
sap
would
be
the
sap
and
success
factor
would
be
your
licensed
teams
who
would
work
in
tandem
with
you?
You
have
to
raise
any
kind
of
issues
within
the
sap
itself,
so
there
is
no
ticket
movement
between
sap
and
open
text.
D
The
technical
tickets
that
comes
down
from
sap
will
be
taken
by
open
text.
We
have
joined
customers
of
more
than
5000
numbers
right
now
across
the
globe.
We
have
20
plus
solution
extension
solutions
not
only
on
the
hr
perspective,
but
also
other
documents
related
solution.
As
I
just
mentioned,
we
have
a
tight
partnership
with
sap.
D
D
So
when
I
come
down
to
solution,
part
of
it
from
the
hr
successfactor
teams,
we
have
a
predominantly
an
extended
ecm
solution
that
talks
or
that
imbibes
the
entire
documentation
of
an
hr
nature
into
success.
Factor
not
only
success
factor
has
application,
be
it
even
sap
same
or
some
models
in
sap,
hcm
and
some
modules
on
success,
factor
for
an
organization
moving
away
or
moving
transition
to
those
success.
D
D
Apart
from
the
hr
documentations,
as
I
mentioned,
we
also
have
other
line
of
businesses
predominantly
on
the
finance
purchase
sales
order,
engineering
documentations
so
anywhere
you
see
kind
of
a
documents,
images,
videos,
photographs
that
comes
along
with
your
sap
business
processes.
That
is
where
open
text,
product
or
a
solution
is
where
you
will
be
able
to
find
it
so
moving
on
from
the
open
text
and
what
we
do,
let
us
get
into
of
getting
get
into
a
real
situation
of
an
hr
or
an
hr
teams
that
that
we
see
right
now.
D
So
I'll
just
showcase
you
some
of
the
issues
that
we
are
seeing
in
or
the
changes
that
we
see
in
the
employee
experience
right
now.
So,
from
the
hr
perspective,
what
we
are
seeing
is
we
are
seeing
a
lot
of
remote
work
workforce
with
the
pandemic
coming
in
for
the
last
two
years.
This
has
been
a
story
across
organizations
across
industries,
but
a
lot
of
people
are
working
from
home,
and
that
is
a
remote
workings
place
that
we
are
finding
hr.
D
So
if
you
see
the
top
challenges
that
we
have
seen
in
the
past
past
experience
from
us,
hr
teams
or
the
organizations
are
working
towards
getting
maximization
of
the
employee
experience.
So
they
want
a
good
employee
experience
from
which
is
very
important.
As
we
say
that
employee
is
the
most
important
resource
in
an
organization
attracting
and
nurturing
top
talent.
We
don't
want
our
employees
to
go
into
some
non-productive
or
non
in
to
documents,
areas
which
are
not.
D
They
are
not,
you
know
bound
by
and
they
are
trying
to
find
a
lot
of
loopholes
in
getting
those
documentations
in
so
we
want
to
attract
and-
and
you
know,
keep
that
talent
perspective
managing
the
compliance,
which
is
also
a
very
important
part.
As
for
the
regulations
of
different
countries,
there
are
different
laws
of
keeping
this
personal
data
as
hr.
Documentations
would
come
down
to
a
lot
of
personal
data
information,
be
it
their
date
of
birth,
education
so
and
so
forth.
D
D
What
we
have
seen
is
also
is:
if
there
is
a
good
process
and
good
experience
at
the
beginning
from
the
for
the
employees,
there
is
82
percent
chances
chances
that
they
have
a
much
better
retention
and
productivity
among
them,
and
what
we
have
also
seen
is
54
average
new
higher
activities
completed
during
the
onboarding
part
of
it,
and
and
that
we
all
have
experience
right
when
we
onboard
that
is
a.
That
is
a
process
which
is
a
lot
of
documents
and
trick.
D
All
right
transactions,
when
you
talk
about
the
transactions,
employee
transactions
are
also
very
important.
Be
it
something
to
do
with
the
leave
applications
we
to
do
with
their
retentions
when
it
talks
about
their
promotion
cycles.
So
all
these
are
employ
all
these
are
document
centric
processes
which
results
in
the
business
transaction
with
a
document
getting
generated
out
of
it.
D
So
something
like
an
address
proof,
letter
or
a
letter
that
needs
to
be
generated
for
their
employment
letters.
You
know
which
needs
to
be
given
to
some
kind
of
agencies
for,
say
renting,
a
house
or
any
kind
of
a
gas
connections.
We
don't
want
our
hr
teams
to
come
in
and
you
know
generate
those
kind
of
documentations.
There
could
be
a
self-service
kind
of
a
portal,
so
that
is
where
the
seamless
experience
by
an
employee
the
moment
he
decides.
He
needs
a
letter.
D
Separation
is
also
a
very
important
process
in
the
entire
gamut
of
the
things,
because
that
is
a
process
where
an
employee
has
decided
that
he
needs
to
move
out
of
the
organization
and
any
kind
of
miscommunication
or
misrepresentation
by
the
organization
can
result
into
a
lot
of
legal
issues:
hassles
the
brand
equity
of
the
organization
and
so
and
so
forth.
So
what
we
have
seen
in
the
past
is
this
suppression
and
retirement
policies.
D
Retention
also
needs
a
seamless
experience
from
the
documentation
and
communication
perspective
for
the
employees
moving
out.
So
from
this
things
that
we
see,
what
we
have
understood
is
there
has
to
be
a
digitalization
and
a
management
of
the
entire
employee
documentation
in
a
seamless
manner.
It
could
be
on
cloud
or
has
for
the
organization
structure
on
on-prem
can
also
be
managed,
but
there
has
to
be
a
business
process
of
digitalization
and
managing
these
documents.
D
D
D
What
are
the
documents
which
are
missing
from
the
employee
records
and
a
notification
based
approach
where
a
system
can
provide
a
good
notification
and
reports
to
the
hr
teams
to
provide
those
kind
of
approach,
or
those
kind
of
notifications
to
the
extended
teams,
self-service
access
to
the
employees
to
generate
those
kind
of
documentations
to
create
those
documents
on
their
behalf
and
finally,
guarantee
document
retention
and
disposition,
because
that
is
also
very
important.
Specifically
after
the
suppression,
you
don't
want
to
keep
employee
records
and
and
broader
your
entire
hr
systems.
D
So
what
you
need
to
retain
is
the
specific
records
at
times
by
law.
Also,
you
need
to
remove
some
of
the
personal
records
so
moving
those
different
policies
on
different
documents.
That
is
where
the
entire
management
of
retention
records
management
legal
holds
would
help
us
to
provide
those
kind
of
situations
to
manage
those
documents.
D
And,
finally,
yes,
compliance
is
what
we
need
to
all
work
around
hr
being
a
personal
topic
which
needs
a
bit
more
focus
from
the
compliance
perspective,
so
that
is
the
hr
needs
that
we
have
seen
what
an
hr
organizations
are
looking
forward
for.
Let
us
see
how
at
open
text
we
solve
these
issues,
and
this
this
is
where
I
will
call
my
colleague
warner
to
take
the
session
forward.
C
B
D
C
Okay,
so
let's
just
look
at
how
we
manage
documents
using
the
overtex
system.
So,
as
garin
has
said,
managing
documents
within
hr
is
challenging
and
it's
complex
simply
to
make
sure
that
your
day-to-day
operations
happen
on
time
and
in
context
and
it's
difficult
to
make
sure
that
sensitive
records
are
securely
managed
and
they're
migrated
or
removed
when
required,
and
actually
what
we've
seen
is
that
it
affects.
C
You
know:
lots
of
different
departments,
for
example
in
hr
it
management,
they're
kind
of
focused
on
reducing
costs
and
complexity.
Around
infrastructure.
You've
got
your
shared
services
managers
who
are
focused
on
ensuring
that
the
business
processes
are
optimized
and
that
they
improve
their
communications
both
to
employees
and
to
service
level.
C
Just
to
make
sure
that
you
keep
on
top
of
that
and
making
sure
that
you
have
central
access
to
employee
records
and
also
kind
of
the
hr
managers
as
well,
making
sure
that
they've
got
a
complete
set
of
employee
files
to
make
sure
that
they
can
manage
their
paperwork
and
manage
their
administration
as
well
as
doing
their
other
jobs.
So
it's
kind
of
important
from
our
point
of
view
that
we
recognize
that
hr
is
complex
and
it
affects
a
number
of
departments
outside
of
hr
and
and
across
the
organization.
C
C
So
what
are
the
key
integrations
that
we
have?
So
if
we
look
at
success
factors,
we
have
five
key
integration
points.
If
I
kind
of
just
pick
out,
maybe
three
at
this
stage,
one
would
be
the
ui
integration
and
that's
unique
to
to
open
text
and
the
partnership
we
have
with
sap
in
that
an
employee
or
a
hr
manager
logs
into
success
factors.
C
We
also
provide
integrated
workflows
so
that,
if
an
action
happens
within
success,
factors
that
trigger
can
also
create
a
document,
for
example.
So
if
you
are
moving
departments
and
your
contract
needs
to
change,
because
your
working
hours
have
changed,
we
can
have
the
system
so
that
those
documents
are
automatically
generated,
and
those
are
just
some
of
the
key.
The
few
integration
points
that
that
we
have
with
sap
success
factors
so
again.
So
what
are?
C
What
are
we
proposing
we're
proposing
that,
whether
you
have
employee
central
or
whether
you
have
the
recruitment
module
on
boarding?
All
of
the
information
is
stored
in
one
location,
so
you
don't
have
to
go
to
separate
modules
to
get
access
to
those
records.
It's
all
stored
in
this
in
a
central
location,
regardless,
where,
where
you
are
in
the
region,
you
can
get
access
to
those
documents,
depending
on
your
role.
C
Okay,
so
you
you
might
say
from
your
point
of
view,
how
do
we
enhance
sap
success
factors?
So,
from
your
point
of
view,
when
you
buy
employee
central,
for
example,
there
is
a
document
store,
so
you
can
attach
and
upload
documents
into
employee
central.
But
what
we're
proposing
is
that,
on
top
of
that
we
add
a
whole
additional
groups
of
features
and
functions.
C
When
they're
stored
in
one
location,
then
we
have
audit
that
can
be
attached
to
all
of
those
records,
regardless
of
where
they've
come
from,
so
that
you
can
see
who's
accessed
the
records
when
they've
accessed
those
records,
and
you
can
run
a
report
at
any
given
time.
So
those
are
some
of
the
key
reasons
why
sap
success
factors
have
partnered
with
opentext.
C
To
add
document
management
to
their
solution,
and
on
top
of
that
again
you
might
say
that
sap
success
factors
has
the
ability
to
generate
documents
and
letters
for
employees,
but
again
sap
successfactors
has
chosen
us
because
we
then
add
additional
functionality
on
top
of
that.
So,
for
example,
if
you've
got
a
complex
contract
that
you
need
to
be
generated,
we
can
we
can
support
you
in
that,
so
that
specific
paragraphs
or
sections
can
be
added
to
the
contract
depending
on
roles,
so
it's
role-based
or
job-based
or
location-based
whatever.
C
That
is,
but
we
can
help
you
create
those
documents
so
that
they
can
be
personalized
for
employees
and
there
are
no
limits
to
the
number
of
documents
that
can
be
created
and
again
all
of
that
could
then
link
to
an
electronic
signature
such
as
docusign,
so
that
we
can.
We
reduce
the
ability
to
actually
need
to
print
paper
and
everything
is
stored
in
one
location.
C
So
if
we
remember
right
back
at
the
beginning,
when
garen
started,
how
can
we
help
improve
the
new
hire
process?
So
on
one
side,
we've
got
what
it
is
without
open
text
and
the
other
is
with
opentext,
and
some
of
the
key
things
that
we
need
to
look
at
is
that
we
can
automate
the
production
of
documents
such
as
offer
letters
based
on
the
data
within
success
factors,
sap
success
factors
to
improve
hr
efficiencies.
B
C
C
Reducing
risk
again
is
a
key
is
a
key
process
for
lots
of
organizations
such
as
you,
so
that
when
an
employee
leaves
and
their
their
permission
is
stopped
within
success,
factors
automatically
at
the
same
time,
their
permission
is
stopped
within
the
open
text
system
and
access
to
their
records,
but
it
does
not
mean
their
records.
Are
deleted?
C
C
C
Okay.
So
if
we
just
quickly
just
look
at
a
couple
of
case
studies
that
I
just
kind
of
want
to
bring
light
to
you
so
hr
magazine
was
a
a
case
study
that
that
I
we
were
involved
with
and
if
I
remember
correctly,
claudius
was
their
project
manager
and
what
was
really
important
to
him
from
the
from
the
beginning
was
both
removing
paper
and
making
their
processes
digital
and
more
integrated.
C
So
those
were
their
their
two
key
things
that
they
needed
to
do
and
in
fact
he
spoke
at
a
sapphire
roundtable
conference
with
sap
success
factors
around
their
implementation
and
their
value
that
they
saw
from
implementing
the
solution
and
again,
at
the
end
of
this
conference,
there
is
a
link
to
their
story
there
and
you
can
get
access
to
that
video
if
that's
required.
So
again,
they
were
around
15
000
employees
and
they
went
live
within
three
months
so
because
they
were
clear
on
what
their
objectives
were.
C
C
The
last
case
study
I
wanted
to
put
in
here
was
a
a
pharmaceutical
company
with
1
500
employees,
so
just
to
show
you
that
the
size
of
organization
can
be
large
or
small
and
again
they
were
focused
in
the
in
the
first
step.
They
wanted
to
reduce
the
manual
steps,
they
were
storing
documents
within
sharepoint
and
they
kept
having
to
copy
and
paste
data
from
from
success
factors.
C
Take
it
over
to
word,
do
the
documents
and
they
would
they
found
that
there
were
too
many
areas
and
too
many
manual
steps,
and
that
was
one
of
their
key
processes,
so
their
first
step
was
to
store
the
documents
centrally
and
give
employees
access.
Their
second
step
was
then
to
reduce
to
reduce
the
process
in
time
and
reduce
some
of
those
manual
steps.
C
A
C
Yeah,
I
think
the
question
was
on
the
second
part,
because
successfact
also
allows
to
create
some
template
using
which
we
could
do
documents,
and
so
the
question
was,
if
we
use
that
which
traditionally
some
of
us
may
be
using.
Can
those
documents
move
to
open
peaks
for
the
question?
But
what
I
know
you
as
well,
you
said
open
text.
C
B
B
C
I
suppose
just
for
clarity,
there
are
some.
There
are
some
documents
that
are
in
success,
factors
that
appear
as
documents,
but
they're
actually
forms.
So
if
they
are
forms,
then
we
would
need
to
convert
those
to
pdf,
for
example,
and
then
those
could
be
saved
into
the
system.
So
if
they
are
web
forms,
then
those
don't
get
saved
automatically.
We
need
to
save
it
as
a
document
and
then
save
it.
C
Okay,
so
so
what
we
do
is
we
we,
when
we
start
the
implementation,
we
take
the
roles
and
permissions
within
success
factors
and
we
just
duplicate
them
within
open
text,
but
they're
synchronized,
open
text
does
have
the
ability
to
have
more
granular
permissions.
So
it
may
be
that
some
document
types
you
don't
want.
For
example,
you
don't
want
managers
to
see
medical
records,
so
what
we
can
do
is
on
on
when
we
do
the
roles
we
can
say,
managers
don't
see
specific
document
types
so
as
standard.
C
B
C
So
well,
it
is,
it
is
on
a
synchronized,
but
we
can
actually
say
the
synchronize
happens
in
in
real
time.
So
we,
you
know
we're
talking
about
a
second,
but
then
there
are
different
synchronization
jobs
for
different
actions,
so
permissions
we'd,
say
they're
real
time,
but
it's
synchronized,
but
it
could
be
half
a
second.
It
could
be
saving
a
document
could
be
half
a
second.
So
it's
real
time,
but
but
it's
it's
a
synchronization
process.
C
C
B
Okay,
so
there
was
a
question
about
where
these
documents
are
stored
itself.
So
the
question
from
regiolas
is:
how
is
the
storage
architecture?
Where
is
the
document
reside?
Is
it
in
the
same
data
center
of
sf
or
in
some
other
place?
Second,
would
it
be
possible
to
see
some
screen
transactions
for
us
to
kind
of
know
relate
to
what
you
are
talking
about.
D
So
the
dc
option
that
we
have
would
be
from
the
open
text,
so
it
stores
into
the
open
text
data
centers,
this
document
storage
that
we
have.
We
can
also
propose
an
on-prem
option.
So
if
you
want
to
have
it
stored
into
your
own
data,
centers
and
repository
talking
about
the
screens,
let
me
share
and
and
I'll
showcase,
some
screens
how
this
the
solution
looks
like
and
what
kind
of
a
view
this
solution
would
have.
D
So
this
is
the
screen
how
it
looks
like.
So
all
the
documents
that
gets
stored
into
the
repository
would
have
a
document,
folder
structure
view,
and
it
also
have
a
dozier
view.
The
dozier.
We
will
give
you
what
kind
of
a
documents
it
has
a
small
view
so
that
it
can
be
correlated
very
easily
in
the
screens
itself,
not
only
that
it
also
provides
you
the
actions.
D
If
there
is
some
kind
of
an
approval
or
a
pending
approval
from
the
bphr
or
managers
that
that
needs
to
be
taken
before
it
gets
published
into
the
employees
structure,
it
can
be
taken
there
if
there
are
any
missing
documents
it.
It
can
also
be
highlighted
by
a
mark
there
any
kind
of
outdated
documents.
It
would
also
be
highlighted.
D
So,
basically,
all
the
documents
get
managed
seamlessly
and
you
get
the
notification
of
those
documents
there
and
there
itself
employees
can
go
ahead
and
add
the
documents
themselves,
depending
on
the
access
that
they
would
have,
so
that
the
living
documents
or
the
document
that
are
missing
can
be
completed
by
them
self
rather
than
hr
uploading
those
documents.
We
can
also
put
a
date
of
origin
date
of
expiry
and
so
and
so
forth.
D
In
the
entire
solution
for
the
documentations
coming
down
to
the
workflows,
you
can
go
and
initiate
a
workflow
on
the
pro
proper
documents.
So
the
moment
you
add
a
document
and
there's
document
needs,
for
example,
an
hr
view
or
hr
approval.
You
can
initiate
a
workflow
and
the
workflow
would
get
the
required
teams
names
and
the
slas
that
can
be
followed
by
the
central
team
of
the
hr
shared
service
personnel
to
work
on
it
from
the
document
management
perspective.
D
Of
course,
we
would
have
much
more
other
functions
that
we
can
showcase
in
a
detailed
demo
or
a
session
that
we
would
plan
with
you
in
in
a
no
stipulated
time.
What
we
also
have
is
document
generation.
So
we
talk
about.
There
was
a
question
on
document
generation
how
it
gets
stored
into
it.
So
there
is
a
document
generation
capability.
D
It
gives
the
ability
to
generate
the
document
signed
by
the
employees
and
then
that
document
can
get
stored
once
generated
and
approved
can
store
into
the
document
repository
and
it
gets
the
part
of
the
employee
folder
structure
itself,
which
can
be
the
part
of
the
hr
storage.
So
we
do
have
quite
a
few
document
generation,
legal
compliance
and
other
stories
which
can
be
the
part
of
the
entire
documentation
process
to
it.
B
There
were
a
few
questions
that
were
actually
raised
when
the
registration
process
itself
concerning
the
national
id.
So
I
put
those
questions
on
the
chat.
The
first
one
was:
how
do
you
manage
storage
of
national
ids
in
a
separate
instance?
How
do
you
put
a
password
to
the
documents
automatically
for
storage?
How
do
you
post
documents
directly
from
other
systems
than
sap,
for
example?
We
do
you
know,
sap
success
factors.
Example,
they
don't
have
rcm.
B
C
Okay,
so
so
let
me
just
so
handling
near
national
id,
so
I'm
assuming
the
national
id
is
a
document
type.
So
if
it's
a
document,
then
each
document
that's
uploaded
to
the
system,
has
a
security
attached
to
it,
which
is
attached
to
the
sap
role.
So,
first
of
all,
when
a
document
is
uploaded,
you
will
have
the
user
and
the
role
that
can
access
it.
So
if
you're,
not
their
manager
and
you're,
not
the
employee,
for
example,
you
wouldn't
have
access
to
that
document.
C
We
could
even
make
it
that
that
the
manager
doesn't
see
it.
It's
just
somebody
in
in
hr
administration
and
the
employees,
so
those
are
the
only
two
people
that
could
access
it.
Once
it's
stored
within
the
system,
you
have
to
have
the
correct,
username
and
password
to
get
access
to
the
document,
and
even
then
anybody
that
does
get
access.
The
system
audits,
the
time
and
the
date
that
that
is
is
then
done.
So
all
the
documents
are
stored
in
the
same
location,
but
each
has
a
separate
using
a
user
password.
C
B
E
A
What
we
are
trying
to
ask
is
that
the
national
ids
that
are
uploaded
by
the
candidates
is
there
a
way
to
make
it
secure
in
a
totally
separate
database
as
a
whole,
or
is
there
a
way
or
an
ocr
which
can
read,
and
let
us
know
that?
Okay,
this
document
is
a
national
id
document
and
that
has
to
be
stored
in
a
secured
way
in
a
totally
different.
C
C
C
So
yeah,
well
I
said
yes,
I
think
I
can
get.
I
can
get
some
information
around
the
number
of
times.
The
systems
has
gone
down
or
stopped
working
because
that
those
are
few
and
far
between.
So
there
is
a
backup
system
with.
So
if
it's
down
for
any
length
of
time,
there
is
a
backup
system
that
we
then
put
into
place.
But
again,
if,
if
you
want
some
information
around
how
the
system
restarts,
if
a
document
is
being
uploaded
and
the
system
slows,
then
then
we
can.
We
can
provide
you
that
information.
B
Okay,
so
while
I
come
to
the
next
question,
I'm
just
opening
up
a
poll
to
collect
feedback.
It
will
be
great
if
you
can
share
your
feedback
as
well.
So
there
is
a
question
around
you
know:
can
you
have
third
party
recruiting
onboarding
application,
and
can
you
integrate
it
with
the
tc?
Yes,
of
course,
there
are
standard
application
interfaces
that
sap
provides
which
using
which
you
can
do
that
integration
with
pc
for
sure,
then
there
was
a
question
around.
B
How
do
you
create
a
document
tracking
system
in
sap
right
so,
for
example,
appointment
later
etc
must
have
its
own
unique
id
date
time?
Yes,
that
is
possible
using
the
business
technology
platform
you
can
but
to
get
specific
answer
in
terms
of
how
to
do
that.
I
think
it
is
best
that
you
talk
to
your
account
management
team
at
sap
as
well.
So
there
is
another
question
which
was
around
ats
so
that
rohan
also
asked
we
have
a
separate
ats
other
than
sf.
C
Okay,
so
as
as
far
as
the
system's
concerned,
as
long
as
the
documents
that
you
want
to
push
or
pull
are
related
to
hr,
then
they
can
be
stored
within
the
system.
We
have
out
of
the
box
integration
to
sap
success
factors
and
on-premise
hcm,
but
if
you
have
other
hr
systems
supporting
systems
we
can
integrate
to
them.
C
B
B
Sandeep
is
yes,
you
can
use
the
standard
integration
options
that
btp
as
a
technology
platform,
provides
to
integrate
both
with
ecc
and
s4.
I
hope
that's
the
answer
that
that's
the
question
that
you
had
regarding
integration.
So
there's
a
question
from
local
again
around
reports
or
dashboard:
is
it
possible
to
get
reports
or
dashboard
bases,
the
missing
and
available
documents
or
mandatory
or
non-mandatory
documents?.
C
B
A
C
So,
as
I
said
so,
each
so
somebody
might
have
an
employee
might
have
50
different
documents
in
their
sys
in
their
employee
file.
Each
document
doesn't
have
its
individual
password,
but
what
we
do
say
is
that,
depending
on
the
document,
type
depends
on
which
individual
can
view
that
document,
and
that
is
done
as
part
of
the
permission
setup.
So
we
set
out
all
the
different
document
types
and
we
say
who
has
permission
to
access
and
we
link
that
to
sap
success
factors.
A
C
So,
as
I
said,
when
somebody
leaves
the
organization
their
records
do
not
automatically
get
deleted,
the
the
documents
stay
there
for
as
long
as
the
organization
requires
it.
What
we
then
say
is
that
we
can
then
set
up
retention
rules
on
those
different
documents.
So,
depending
on
the
document,
you
can
say
how
long
those
documents
need
to
be
kept
before
they're
destroyed,
but
all
of
those
rules
are
your
rules
and
you
can
configure
them
with
our
support
or
we
can
configure
them
for
you.
A
D
So
rohan,
yes,
just
to
answer
that.
That
is
the
purpose
of
retention
policies.
Various
document
types
would
have
various
different
rules
and
it
it
can
be
different
events,
also
not
only
the
date
wise.
It
could
be
a
trigger
of
an
event.
So
when
you
say
an
employee
leaves
an
organization
is
an
event
on
that
event,
I
want
to
pass
down
his
education
records,
but
not
his
form,
16
and
other
records.
So
that's
the
event.
D
You
know
the
suppression
event
would
take
him
out
of
the
education
records,
but
the
form
16
records
would
have
a
different
retention
policy,
so
that
can
be
done.
One
more
question
I
see
is
on
the
ecc
and
s4hana
version.
Does
it
work
on
both?
So,
as
wanda
mentioned,
we
have
integration
with
sap,
hcm,
on-prem
version
of
hr
solution
and
also
with
the
success
factor
solution
on
the
newer
stack
that
we
have
and
anything
apart
from
that
would
need
an
integration
which
can
also
be
done.
So,
yes,
we
can
have
both
versions
thanks.
B
To
the
earlier
question,
there
was
a
private
question
to
me
if
any
candidate's
documents
synced
from
rcm
or
onboarding
to
open
text
and
in
later,
if
the
candidate
is
dropping
off,
does
the
auto
archive
happen
for
the
data
or
the
document?
Yes
right,
so
that's.
I
think
you've
already
answered
that
question
with
when
you
are
presenting
it.
Sir.
A
D
So
I'll
answer
that
one
yeah
sorry
so
we
do
have
integrations
with
talent
modules
of
sf,
so
anything
to
do
with
the
succession,
planning,
learning
performance
and
goals,
so
that
can
be
also
integrated
and
documents
would
get
stored
into
the
employee
folder
structure
that
we
will
create
for
each
and
every
employee.
Thank
you.
C
So
so
what
we
do
with
the
system
is
that
we
have
an
overall
size,
so
it's
15
megabytes
per
employee,
but
it
but
that's
times
by
the
whole
organization,
so
one
employee
might
not
use
all
of
that.
So
we
have
an
overall
size
and
at
any
time,
during
the
contract,
if
you
reach
the
size
of
the
overall
environment,
you
can
purchase
more
more
storage.
So
some
organization
want
to
back
scan
historic
records
for
employees
that
have
left
the
organization.
B
A
B
C
So,
within
within
success
factors
employee
central
there
is
a
there
is
on
some
of
the
screens.
There
is
a
a
field
that
says
attach
documents
so,
for
example,
attach
your
driving
license
when
you
attach
your
driving
license.
The
system
will
check
your
security
and
and
check
your
passwords
and
and
the
document
type,
and
it
will
store
it
into
the
open
text
system
automatically.
Okay,.
E
It's
taking
too
much
time
like
to
upload
each
document
see
there
is
one
other
pan
and
some
other
documents.
We
are
uploading
going
to
in
sf
sf
document
center.
We
are
uploading
one
by
one,
so
it
is
taking
so
much
of
time
for
per
employee.
It
is
suppose
five
documents
or
ten
documents.
Imagine
I
have
today
hiring
about
10
people,
so
imagine
like
10
to
50
50
documents
upload.
I
have
to
do
today
as
per
my
sls
suppose.
E
C
B
C
B
And
we
can
continue
to
have
this
conversation
again,
but
for
today
I
think
we
have
we've
reached
the
time
that
we
had
planned
for
today's
session.
Thank
you
so
much
for
all
your
time,
attention
and
questions
these
questions
make
these
sessions
number
one
more
interesting
number,
two
more
useful
for
everyone
concerned.
So
at
any
point
in
time,
please
do
join
the
whatsapp
group
that
we
have
and
you
can
continue
to
post
your
questions
there
and
we'll
try
and
see
if
we
can
get
your
answers
there
in
that
group
as
well.