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Automating and improving HR processes

UCT’s Human Resources department (HR) is on a mission to improve administrative processes, enhance and unify learning and development management, and revamp recruitment processes at the university. These key objectives drive the department’s SuccessFactors project, which has been quietly working behind the scenes to bring about major improvements for UCT.

The project will use automation to make HR processes more user-friendly, while also reducing the risks of manual processing. Two of the project’s elements run on the SAP Cloud Platform’s SuccessFactors extension package, which informs the project name.

The project’s main streams are:

Employee Self-Service (ESS) ESS will reduce paperwork and simplify the workflow for high-volume employee processes, such as leave forms, receiving monthly payslips and accessing IRP5s.

ESS won’t run on the Success Factors platform, but it does form part of HR’s overall automation drive.
SuccessFactors Learning 

The SuccessFactors Learning platform will consolidate the booking and administration of all learning and development initiatives taken up by staff.

The following UCT learning centres make use of the SuccessFactors Learning platform:

  • The Staff Learning Centre (Human Resource Development)
  • Office of Inclusivity & Change (Office of the Vice-Chancellor)
  • ICTS Training (Information & Communication Technology Services)
  • Researcher Development (Research Office)
  • Research Systems Support (Research Office)
  • Research Integrity (Research Office)
  • Health, Safety & Environment (Properties & Services Department)
  • Student Systems Support (Office of the Registrar)
  • Health Sciences EDU (Faculty of Health Sciences)
  • HR Systems Training (Human Resource Department)
  • Finance Systems Training (Finance Department)

UCT learning centres wanting to make use of SuccessFactors Learning to promote and manage their learning offerings can contact karin.smit@uct.ac.za

E-recruitment This stream will move UCT from manual recruitment processes to an integrated online solution for our end-to-end recruitment process.

In addition to enhancing and streamlining the recruitment process, e-recruitment will also promote a more proactive approach to attracting internal and external talent.

It will improve the time frames for the recruitment processes and reduce the time taken to fill vacancies.

Project timelines

The SuccessFactors project commenced in 2017 and HR aims to wrap it up in 2020.

Employee Self-Service
 
The ESS drive had previously implemented online viewing of staff payslips and IRP5 certificates.

In 2018, it moved on to automate leave processes. This functionality is now live for all departments and faculties on campus.
SuccessFactors Learning platform The SuccessFactors Learning platform was successfully launched in 2019.
E-recruitment
(due 2020)
Work will begin immediately after the release of the SuccessFactors Learning, and we hope to have the system in place by 2020. Training and support will be provided closer to the implementation date.

How will it affect me?

With the implementation of each new system at UCT, staff will need to change the way they do things. For example, instead of printing and signing leave forms, they now simply fill out an online form and line managers are alerted to the application via email. A link in the email allows for quick and easy approval.

The HR department says that although there will be a learning curve, the benefits of the new systems will make life far easier in the long run for staff members of the UCT community.

The department will provide ample training and documentation to get staff members up and running on each system, along with ongoing support to ensure that everyone is able to do everything they need to do within the HR online environment.

What happens next?

The teams involved with each stream are working hard to develop the new processes and procedures associated with the new systems. As each module nears implementation, HR will provide more information on what is changing, how it will benefit staff members, and what will need to be done differently.

In the meantime, keep an eye out for further communications updating you on the progress of these projects.

Page last updated: 15 April 2021