Transitioning from Legacy Reporting Tools to People Stories


In the rapidly evolving landscape of human resources management, the transition from legacy SuccessFactors reporting tools to the groundbreaking concept of People Stories is gaining momentum. This transformative shift is not just about technological advancement but is strategically driven by the impending deprecation of legacy reporting tools. As businesses strive for more intuitive, user-friendly, and collaborative workforce analytics, People Stories emerge as the beacon of a new era in HR reporting. 

Understanding the Challenges of Legacy Reporting

Legacy SuccessFactors reporting tools, while foundational in their time, present challenges that hinder the agility and efficiency demanded by the modern business world. The upcoming deprecation of these tools underscores the need for a dynamic and responsive reporting solution. 

The Challenges of Legacy Reporting Tools
  • Complexity and Learning Curve:
    • Legacy reporting tools often come with a steep learning curve, consuming valuable time as HR professionals navigate their complexity. 
  • Limited Visualization Capabilities:
    • Visualization limitations in traditional tools impede effective communication of insights, hindering the understanding of complex data sets. 
  • Static and Reactive Reporting:
    • Static reporting fails to meet the real-time demands of today’s business environment, providing retrospective views rather than proactive insights.
  • Isolated Reporting Silos:
    • Siloed reporting systems hinder collaboration, preventing organizations from gaining a comprehensive view of their human capital.

People Stories: A Solution for the Future

The emergence of People Stories signifies more than an upgrade; it represents a paradigm shift towards a more insightful, user-friendly, and collaborative approach to workforce analytics. As organizations gear up for the deprecation of legacy reporting tools, People Stories offers a multitude of benefits.

Why People Stories Matter
  • User-Centric Design:
    • People Stories prioritize a user-centric design, reducing the learning curve and enabling quick adoption by HR professionals, managers, and executives. 
  • Advanced Visualization and Dashboards:
    • Advanced visualization capabilities, customizable charts, and real-time data representation empower HR professionals to transform complex data sets into actionable insights.
  • Real-Time Data Analytics:
    • Leveraging real-time data analytics, People Stories enable proactive decision-making by providing up-to-the-minute insights into workforce trends and challenges.
  • Holistic Workforce Analysis:
    • Breaking down silos, People Stories integrate various HR functions to provide a holistic view of the workforce, identifying correlations and insights that isolated reporting systems might miss. 
  • Collaboration and Stakeholder Involvement:
    • People Stories foster collaboration, allowing different stakeholders to contribute to and engage with the data, ensuring decision-makers at all levels have access to relevant information.
  • Adaptive and Agile Reporting:
    • Adaptable to changing organizational needs, People Stories seamlessly accommodate new metrics, KPIs, or reporting structures, ensuring ongoing relevance. 
  • Empowering Employees with Data:
    • People Stories extend transparency to employees, providing access to relevant data related to performance, career development, and engagement, fostering a sense of ownership and accountability.
The Implementation Process

As organizations prepare for the deprecation of legacy reporting tools, a successful transition to People Stories involves careful planning: 

  • Assessment of Current Reporting Needs:
    • Identify limitations with legacy tools and establish specific requirements for the new People Stories system.
  • Report Migration and Integration:
    • Migrate existing data seamlessly and integrate the new reporting system with other HR modules for a unified HR ecosystem.
  • User Training and Adoption Programs:
    • Develop training programs to familiarize stakeholders with the new system, emphasizing user-friendly features to encourage positive adoption.
  • Customization for Specific Organizational Needs:
    • Customize the system to meet the unique needs of the organization, defining key performance indicators and reporting structures.
  • Establishing Governance and Security Measures:
    • Implement governance protocols to ensure data accuracy, consistency, and security within People Stories.
  • Pilot Testing:
    • Conduct pilot testing with select users, gather feedback, and make necessary adjustments to enhance the user experience.
  • Rollout and Continuous Improvement:
    • Roll out People Stories gradually, encourage ongoing feedback, and make continuous improvements based on evolving business needs.
Benefits of People Stories Adoption
  • Enhanced Decision-Making:
    • Advanced visualization and real-time analytics empower decision-makers to make informed, data-driven decisions.
  • Improved User Engagement:
    • The user-centric design enhances engagement among HR professionals, managers, and executives.
  • Efficiency and Productivity Gains:
    • Streamlined access to data allows HR teams to operate more efficiently and respond quickly to changing circumstances.
  • Strategic Workforce Planning:
    • Holistic workforce analysis facilitates strategic planning for future talent needs and challenges.
  • Improved Employee Experience:
    • Access to relevant data fosters a positive employee experience, increasing transparency and empowerment.
  • Adaptability to Organizational Changes:
    • People Stories evolve alongside organizational changes, ensuring ongoing alignment with business goals.
  • Cost-Efficiency in the Long Run:
    • Long-term benefits include improved efficiency, better decision-making, and enhanced productivity, contributing to overall cost-efficiency.
  • Future of HR Analytics and Reporting.
    • Continuous Innovation: SAP is actively developing People Stories, adding new features and functionalities regularly.
    • This ongoing development ensures that the platform remains relevant and adaptable to future reporting needs and technological advancements.


The transition from legacy SuccessFactors reporting tools to People Stories is not just a technological upgrade; it’s a strategic response to the imminent deprecation of outdated systems. As businesses prepare for this paradigm shift, People Stories emerge as a beacon of innovation, offering a transformative approach to HR reporting.  

By embracing the power of People Stories, organizations embark on a journey where reporting is not merely a task but a catalyst for organizational growth, excellence, and resilience in the face of the evolving demands of the modern workforce. 

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RETAIL (Planning & Consolidation)
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ENERGY (Business Modeling)
Merger and Acquisition: ETP needed to manage multiple cultures, process, systems, and general ledgers from a series of merges and acquisitions, and generate meaningful budgets and forecast for company reports
Business Growth – expansion of manufacturing sites required enhanced planning, and potential acquisitions would require confidence in consolidation and reporting