SuccessFactors Onboarding 1.0 is sunsetting

SAP SuccessFactors Onboarding got a major update! But here's the catch: the old version known as Onboarding 1.0 is going to be phased out gradually. Starting in the second half of 2025, SAP will begin the process of winding down the support for SAP SuccessFactors Onboarding 1.0 and enter its End of Maintenance phase.

Organizations currently using Onboarding 1.0 will need to take action and be ready for these changes. Many organizations are currently asking themselves many questions like: How will this impact us? Why should we migrate to the newer version of Onboarding 2.0? What are the different approaches we can take? And we hope to shed a bit of light on this so you can feel confident in your transition plan.

Let’s dive right into answering some of those questions!

> What are the different implications of Onboarding 1.0 reaching end-of-life?

Whenever a solution provider announces the end of maintenance or support for a product, this is not something to take lightly as it can have multiple impacts of different scales for an organization, including unforeseen costs. The objective is to have a clear understanding of the implications and ensure proper planning to avoid disrupting any of your operations. Here are a few things to consider with the sunsetting of Onboarding 1.0:

1. Lack of Support: Once Onboarding 1.0 reaches end-of-life, it will no longer be supported by SAP. This means that customers will not receive updates, bug fixes, or technical support for Onboarding 1.0. It may become increasingly challenging to address any issues or problems that arise in the system.

2. Inability to Process New Hires: With the end-of-life of Onboarding 1.0, customers will not be able to process new hires through the system. This can disrupt the onboarding process and require organizations to find alternative solutions or migrate to a newer version.

3. Elimination of Dual Redundancies: As Onboarding 1.0 is no longer supported, organizations will need to eliminate any dual redundancies they may have had in place with other systems or processes. This may involve streamlining and consolidating onboarding processes to ensure efficiency and compliance.

4. Migration to a Newer Version: The end-of-life announcement for Onboarding 1.0 indicates the need for organizations to consider migrating to the newer version of Onboarding 2.0. This newer version will provide access to updated features, improved functionality, and ongoing support from SAP.

5. Planning for Migration: Organizations using Onboarding 1.0 should start planning for the migration to a newer version. This involves assessing the requirements, evaluating the benefits and features of the new version, and developing a migration strategy. It is important to monitor the development of Onboarding 2.0 and stay informed about any updates or timelines provided by SAP or asking your service partner.

> What are the main differences between Onboarding 1.0 and Onboarding 2.0?

It's undeniable that onboarding 2.0 offers a more modern, flexible, and integrated onboarding experience that can help organizations streamline their onboarding process and improve the new hire experience. Here’s a look at some of the main new benefits of Onboarding 2.0:

1. UI (User Interface): Onboarding 2.0 offers a modern and intuitive user interface, making it more user-friendly and responsive.

2. Onboarding 2.0 is an extension of Employee Central framework, meaning all the Employee Profile fields and business rules you have created on EC can be used in Onboarding

3. Mobile Support: Access and complete onboarding tasks on the go with mobile-responsive Onboarding 2.0, enhancing flexibility and accessibility.

4. Configurability: Customize workflows, forms, and templates in Onboarding 2.0 to fit your organization's unique needs and requirements.

5. Integration: Seamlessly integrate Onboarding 2.0 with other SuccessFactors modules, like Employee Central and Recruiting, for smooth data flow between HR processes.

6. Collaboration: Foster collaboration and communication among stakeholders with task assignments, notifications, and document sharing in Onboarding 2.0.

7. Compliance and Security: Ensure data privacy and protection with the latest security measures, such as data encryption and access controls, in Onboarding 2.0.

8. Reporting and Analytics: Gain insights into onboarding processes and track key metrics with enhanced reporting and analytics in Onboarding 2.0.

9. Employee Experience: Delight new team members with personalized welcome messages, self-service portals, and guided tasks in Onboarding 2.0.

For more information on some of the new features available in Onboarding 2.0, click here.

The onboarding process is crucial for organizations as it sets the tone for a new employee's entire experience within the company. It can lead to higher employee engagement, improved retention rates, faster productivity, cultural alignment, talent development, and enhanced employer branding. These new benefits of Onboarding 2.0 are sure to help set the stage for long-term success and foster a positive work environment.

> What are the different approaches possible for moving towards Onboarding 2.0?

There are different implementation approaches possible to migrate from Onboarding 1.0 to Onboarding 2.0. The specific approach that an organization chooses may depend on various factors, including the size of the organization, the complexity of the existing Onboarding 1.0 configuration, the level of customization required, the specific requirements of the upgrade project and their available resources. Here are some possible implementation approaches:

1. Big Bang Approach: This approach involves a complete cut-over from Onboarding 1.0 to Onboarding 2.0 in a single go-live event. This approach is typically used for smaller organizations with less complex configurations and fewer customizations. It can be a faster and more straightforward approach, but it may also involve higher risks.

2. Pilot & Phased Approach: This approach involves a gradual migration from Onboarding 1.0 to Onboarding 2.0 in phases based on Country/Region, Department, Division, Employment Type, Job Function or Location. Specific (Pilot) target population is moved to the new Onboarding process to take advantage of the new data collection steps, including forms, workflows, and templates. This approach is typically used for larger organizations with more complex configurations that vary across user population. It can be a more controlled and less risky approach, but it may also involve a longer timeline.

3. 1.0 and Onboarding Hybrid Approach: This approach involves a combination of the Big Bang and Phased approaches. It may involve a complete cut-over for some user base, while other users are migrated in phases. This approach is typically used for organizations with a mix of simple and complex configurations and customizations. It can provide a balance between speed and control, but it may also involve more complexity.

If you’re not sure what approach is best for your organization, our team can help you with that! IN-RGY also offers comprehensive 3-tiered Velocity Solution Service packages that leverage our extensive knowledge and experience to propel your organization towards a quick and successful implementation, contact our team.

> What are the top 5 takeaways?

As SuccessFactors Onboarding 1.0 makes way for its successor, there are many things to consider, but here are the top 5 key takeaways we feel are important to remember as you get ready to embark on this exciting journey of transition, and witness firsthand how Onboarding 2.0 can create a remarkable onboarding experience like never before!

1. Migration to Onboarding 2.0: Consider transitioning to Onboarding 2.0 for a better user experience, enhanced configurability, mobile-friendly features, and improved reporting and analytics capabilities.

2. Visual Overview and Drilldown: Take advantage of Onboarding 2.0's visual dashboards that provide an overview of tasks and allow for detailed information on each step's status.

3. Integration with SuccessFactors Modules: Enjoy seamless management of the entire employee lifecycle by integrating Onboarding 2.0 with modules like Employee Central and Learning.

4. Strategic Activities for New Hires: Empower new hires to engage in strategic activities, enabling them to start off on the right foot, while facilitating effective communication between managers and new hires.

5. Streamlined Administration: Experience a consistent look and feel across the HXM Suite with Onboarding 2.0 natively integrated into the SuccessFactors platform, eliminating the need for separate administration tools.

By keeping these takeaways in mind, organizations can make informed decisions about migrating to SuccessFactors Onboarding 2.0 and capitalize on its enhanced features and benefits. From its user-friendly features to its visual delights, from strategic empowerment to streamlined administration, this upgrade opens a world of possibilities for organizations seeking to revolutionize their onboarding experience.

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About the Author

> Based in Montreal, Vijay K. holds a professional SuccessFactors certification and helps accompany businesses in their HR digital transformations as the Solution Advisor at IN-RGY. Having worked on various HRIS implementations & ERP system integrations for large global organizations, Vijay brings valuable knowledge and an extensive expertise to ensure they are maximizing the value of their HR systems.