Performance Management Module in Sap Success Factors

Performance Management modules is an extended capabilities of talent management solutions. Continuous performance management has designed to solve some of the issues identified in performance management programs, the new capabilities allow managers and employees to have one to one check-ins to ensure activities accomplishing. This will make sure that the activities and goals are on track. SAP Success factors Performance and goals includes performance management capabilities that revive and motivate managers and employees to help in alignment and coaching.

With continuous performance management within SAP Success factors Performance and goals the following are the benefits

• This allows employees to know their capabilities, performance and document progress. Also they will come to know about their achievements and feedback. They will stay updated with business information.
• Human resource managers will know the entire information of the employees like on what they are working, to how extent they are completing their projects and all which helps managers to provide their support or guidance to the employees effectively.
• HR can track the conversations that are held one to one or one to many taking place in an organization. This will remind HR to have conversations on performance and provide guidance on training.

All the technologies that are developed to improve performance of an individual and working environment in an organization to increase success rate. With continuous performance management and goals the communication and workforce will be motivated. This is used to increase employees performance and as they will know feedback on their performance. Also managers look for tools to improve their employee’s knowledge and skills by guiding them effectively.

Sap Successfactors performance and goals are considered as trusted talent management solution for all companies across all regions.

I hope this post helped you to get information on performance and goals module in Sap success factors. If you would like to get more information join our sap successfactors online training as we are the well known online training providers in sap successfactors.

Benefits of SAP Successfactors offers to its customers

1. Large Customer Base- you will get exposure to how large companies are deploying SAP Successfactors to manage and solve their problems for HR(Human Resources).

2. Cloud Commitment - Everyone knows most of the business are shifting to cloud based. So you needn't worry about future with SuccessFactors.

3. Innovation - With its excellent mobile and desktop analytical solutions, I guess we needn't say anything about its innovation in its product line. With its powerful in memory HANA software, SAP Successfactors can access any queries within seconds.

4. Business Integration - Different verticals like Human resources, Financials, Operations, and Supply Chains are integrated into the successfactor. So it's like all your business problems are taken care of with one solution.

So technology has become a part of our lives and work. We expect technology to be as simple as possible. SAP successfactors is very easy to use and cool to use. There are a number of institutes which offers SAPsucessfactors online training. I suggest you would check them over internet. But we would recommend http://successfactorsonlinetrainings.com/. This course is especially designed to make you an expert in SAP Succesfators and also offers certification. The modules you need to be learning to get Certified in SAP Successfactors is the importance of HCM and how HR is evolving today and in the future, how SuccessFactors solutions support the entire HR life-cycle starting with Talent Foundation Skills & Competencies, Talent Analytics and Planning, Recruitment and On-boarding,you’ll need to focus on Core HR, starting with SuccessFactors Employee Central, the Employee Central Service Center, Global Payroll and Global Benefits.

SAP Successfactors Cloud System

Successfactors is presently leading the SAP cloud system. It mainly works on Human capital management (HCM) solutions which focus on HR cloud system includes recruiting the employees, employee performance management, tracking software etc.. SAP SucessFactors is a cloud(over internet and needn't download any application) based HRM(Human Resources - People in your Company) Solution which can be accessed everywhere through Mobile, Desktop and Tablets.

We are moving from individual Server Business Model to cloud based Business Model. I suppose you know the benefits of Cloud based Models, in case you haven't let me brief Cloud offers benefits like

1. Anywhere and Everywhere - you could access your applcations anywhere, everywhere and on any device, only if you are connected through Internet.

2. Reliable and Safety - In old days when a server crashes, the application went offline for that time it takes it to fix it. Through cloud solutions, the data resides on many servers, so when one server goes down, other server offers you the services. And also the data recovery, you could retrieve the data from the other services.

3. Flexibilty - based on the number of users accessing your service, the bandwidth capacity of cloud services can ne increased, so there would no inconvenience to the users and vice versa.

4. Cost Effective - Small business can thrive using cloud services, for you needn't buy any hardware. It's would be a subscription based model, so you but more services as your business grows. The best example is AWS(Amazon Web Services). You could be more competitve.

What are the SAP HCM Delivered Applications ?

SAP is currently offering the following mobile and tablet applications.

SAP Manager Insight: This SAP Manager insight is developed to run in tablet, it’s a tablet app. This app provides managers to get quick access to the data of HR’s, KPIs, reports, organisational chats. It also facilitates collabortation on HR topics and also shows follow-up actions.

SAP Interview Assistance: This SAP Interview assistance is developed to run in tablets, it’s a tablet app. This app allows the managers to access and view the candidates documents and their performance during the interview conducted. So that the managers can easily understand the candidate profile to analyse for the acceptance or rejection.

SAP Employee Lookup: SAP Employee Lookup is a mobile app. This app is a mainely developed for the companies who are integrated on SAP HCM. This app provides access using flexible search to any employee’s details/profile, it also provides organisational information as well.

SAP Leave Request: SAP Leave request is a smart phone mobile app, it allows employees to create, modify, delete and review leave requests . This app also provides the number of vacation days which are available.

SAP Timesheet: SAP Timesheet app is created for smart phones. This app enables time entry to be captured as work is performed and it also provides flexibility to create, modify or deletetime sheet entries.

SAP HR Approvals: This SAP HR approvals is a mobile app, which is developed to provide motifications of approved work timings, viewing the team calender and also provides the ability to the managers to approve or reject HR related employee requests.

SAP Travel Receipt Capture: This smart phone mobile app used to reduce the administrative overhead of saving, sorting and scanning expenses receipts and reduces the chance inappropriate paper receipts by creating expense items on the go.

SAP Travel Expense Approval: This app enable to accelerate accurate billing to customers and reimbursement of expenses to employees, and manage the timely processing of travel expense workflows on the go.

3rd Party HCM Applications

SAP has a long term stated goal of having 80-90% of their mobile and tablet applications coming from 3rd party partners. Below are two that are currently available in use.

Sovanta iPeople:- This iPeople application provides leadership relevant organizational data and key HR metrics to take better decisions.

EPI Use SkillScanner:-The application gives Line Managers a single view of their employee’s mandatory certifications and the compliance thereof.

To know more about SAP related apps or if you want learn SAP to implement to your own apps, there are many institutes in the market who are providing SAP success factors trainings online along with proxy support. Consult with them and learn the things which are need to be implemented.

Source: SAP Success Factors Online Training

About SAP Modules – Introduction to SAP and it’s Modules

SAP stands for System, “Applications and Products in Data Processing” SAP is the fouth largest company in the world, providing various end to end solutions for manufacturing, financials, logistics, distribution etc.., SAP is best known for their ERP (Enterprise Resource Planning) software, SAP BW ( Data Warehouse Product), SAP Business Objects Software and SAP HANA(High Performance Analytic Appliance). SAP consists of two modules, each SAP module is integrated with other SAP modules, these modules are named as Functional Modules and Technical Modules.

The following are the most important modules which are used by many organisations:

1. SAP FICO (Financial & Controlling) Module

2. SAPMM (Material Management) Module

3. SAP SD (Sales & Distribution) Module

4. SAP HR (Human Resources) Module

5. SAP PP (Production Planning) Module

6. SAP Project Systems

7. SAP ABAP

8. SAP Success Factors

9. SAP Security and so on..

INDUSTRY SPECIFIC MODULES:

• SAP IS Aerospace & Defense – Air and military industries
• SAP IS Automotive – Automobile manufacturing industries
• SAP IS Banking – Financial Industries, Banking, and Market Risk Management
• SAP IS Chemicals – Chemical industries
• SAP IS Consumer Products – Consumer product industries
• SAP IS Defense & Security – Defense and security industries.
• SAP IS Engineering, Construction, and Operations – Construction and engineering companies
• SAP IS Healthcare – Hospitals and healthcare institutions
• SAP IS Higher Education & Research – Campus management
• SAP IS High Tech – High tech industries
• SAP IS Industrial Machinery and Components – Heavy machinery manufacturing companies
• SAP IS Insurance – Insurance companies and Currency Markets
• SAP IS Life Sciences – Life sciences industry
• SAP IS Media – Communication and Publishing industries
• SAP IS Mill Products – Mill product industries
• SAP IS Mining – Mining industries
• SAP IS Oil & Gas – Oil and Gas Industries
• SAP IS Professional Services – Professional services industry
• SAP IS Pharma – Pharmaceutical industries
• SAP IS Public Sector – Public Sector and Administration
• SAP IS Retail – Supermarkets and Retail industry
• SAP IS Telecommunications – Telecommunication operators
• SAP IS Transportation & Logistics – Transportation and logistics industry
• SAP IS Utilities – Utility industries
• SAP IS Wholesale Distribution – Wholesale distribution industry

SAP Modules as a career path:

When you go for learning SAP modules, you need to have a clear picture on understanding which module relates to what and whether you better fit for the selected module or not. Select your interested module based upon your educational background, do your own research on each module so that you will get enough idea on what to work on most.

The most important thing you should keep in mind is which SAP module is high in demand now? Whether its a temporary or permanent in the market. This you’ll get to know only when you reach a certified SAP training partner. It’s not a big deal in finding a right coach to guide on factors in SAP. Now-a-days there are many institutes who are providing trainings on various SAP modules like SAP success factors, SAP ABAP etc., If you want to get clear idea on SAP trainings you can go through this SAP success factors online trainings.

Go for SAP certification program so that you can attempt for a certification exam. This certification is just a proof that your trained under this module but note that doing certification does not help you in getting a job nor it wont give 100% guarantee to obtain a job. This certification is only a point of proof to the employers that you are trained on related module. Your work experience and professional recomendations will demonstrate your proficiency with SAP modules.

Ways to Stand Out From Other Candidates in a Job Interview

Well... Job interviews are exciting, challenging and sometimes breathe holding experiences too. We all know a saying “if something seems too good to be true, then it probably isn’t true”. Finding a job requires lot of hard work and dedication. Everyone who are going for job interview wants to give their best anyways, but in reality most individual’s success varies significantly.

No matter where you are in your career, these tips, tricks, secrets for success will get you on the way to making and keeping your mark in the business world:

Research the Company

You should be on clear idea about the company like what is main motto of that company to exist, what are their products, services, customers and their reputation in the market. List out all positives of the company and make an effort to put down in front of your interviewer if possible. Because this will show them how interested you are about to get into their company.

Do more than show up

When a company drives an interview, they invite almost all the candidates who are looking for a job opportunity. If you are one from the remaining candidates, think about how you should impress your interviewer with your skills, what make them to remember about you? You can create or have an opportunity before, during and after the interview to become memorable, in a right way.

Understand the role

You just cannot apply all kind of interview adverts, without knowing the actual requirement of the company. So, first understand what is the role you are attending an interview for? Is that offered role is best fits to you or whether you fit for that position? It might be surprise you that most of the candidates doesn’t even bother about the job requirement and start applying for the job.

Understand the Success Factors

Demonstrate yourself with the success factors of a company and know whether you match to them are not. There are certain things in every job which are going to contribute to someone being a success in an offered role.

This is more likely that it will be a blend of experience, knowledge, hard and soft skills that will contribute to success in a role.

Be Self Confident

Self confidence is what matters to crack an interview. Create a comfort level within you and maintain a good eye contact with your interviewer. Discuss what make sense with confident.

The truth is that there is awful lot of simple but effective things that you can do to stand out from the crowd in job interviews. So try these simple things while you are preparing for your interview. Any simple techniques with you? Don’t forget to mention in the below comment section.

Source: Best SAP HCM SuccessFactors Online Training With Certification

An Enterprise compensation Management Strategy

An enterprise compensation management strategy is very crucial for dealing with the rapidly changing business environment and also for making the most of human resources in the best – and also the worst – of economic times. The SAP Sucessfactors ERP Human Capital Management (SAP ERP HCM) solution provides a thorough and complete solution for all enterprise compensation management, budget handling, long-term incentives, compensation administration, reporting and job pricing.

As Enterprise Compensation Management is a very new module and it is very different from that of the old Compensation Management, a complete new implementation is always recommended. This can be skillfully done by standardizing processes as far as it is possible to do, based on inputs and current configuration from all the departments in the Company.

The following of the functionalities are available in ECM

Compensation:

• The Compensation Plan Structure

• Compensation Planning for Front-End User Processes

• Compensation Statement

• Reporting Functionalities

• The Back-End Flow of the Compensation Process                  

• Long-Term Incentives

• Compensation Administration

Benefits:

• Strategic personnel management and support for your full enterprise strategy

• Business Intelligence reports and ad hoc query functionalities

• Flexible customizing to meet your business specific needs.

• Broad, real-time and reliable information exchange and availability for decision making

• Improved productivity through user-centric applications that ensure HR professionals and

• managers have  all the right tools with an easy-to-use interface

The Importance of Workforce Analytics

Did you know that, all the data you've been collecting also has a secret life? And once this is revealed, it can provide the information which you need, to make better& more strategic business decisions. A strong analytics tool is one of the major key to see your present data's value.

Workforce Analytics is one of the easy ways to start organizational performance tracking. On-demand dashboards &Data transformation plus hundreds of performance indicators are some of the features which may help you to measure and analyze workforce performance and eliminate any surprises. Data exploration and visualization enables users to easily create dashboards which have a variety of interactive graphs and charts, like geographic maps, scatter plots, as well as built in filters and progressive disclosure.

An automated workforce analytics tool uses your present data to provide continuous visibility into labor costs and track key performance indicators that which would impact your productivity and labor costs. This is basically a combination of methodology and software which applies statistical models to worker-related data, finally allowing enterprise leaders to have an optimized successfactors HRM (human resource management).

Workforce analytics would help business leaders to improve and develop recruiting methods, which would make general and specific hiring decisions, and keep the best workers with the company. In addition, workforce analytics also help management personnel to:

• Identify the need for new departments and positions
• Assign and delegate responsibility for tasks and goals
• Determine which departments or positions can be reassigned or eliminated
• Analyze and predict current and future technological needs
• Identify and quantify factors that influence employee job satisfaction
• Predict the probability of an individual employee's success
• Help the enterprise to identify, encourage, and cultivate its future leaders
• Identify and quantify physical risks to employees in specific positions
• Optimize the enterprise's organizational structure

Job Profile Builder - At a Glance

The Job Profile Builder is a platform which is featured in the SAP SuccessFactors HCM suite that provides an instinctive and flexible way to identify all the elements of a job and also share them with your users. It is meant to be a substitution for the legacy Job Description Manager so that a user may use this tool to control changes and update the job profiles. The use of Job Profile Builder (JPB) also invalidates the need for the legacy Families & Roles because JPB provides more compact features that allows customer to build a complete job profile with multiple types of content and elements.

Job Profile Builder can be accessed from various parts of the SAP SuccessFactors HCM suite. JPB also uses the Roles and Families construct. In addition, there are some modules, such as Career, and Recruiting Development Planning, Employee Profile and Succession that are more tightly integrated with JPB and are used more.

One major decision that needs to be made for the implementation of SAP SuccessFactors, is whether to use the legacy Family and Roles or Job Profile Builder.

There are many pros and cons on the use of both of these components.  Thus the decision will vary for each client, but generally legacy Family and Roles suits more to a client who only wants to maintain basic job definition information and would not have the resources available to setup and maintain Job Profile Builder. On the contrary, clients with a well-defined job description who have both the resource & data available can use JPB and derive more value out of it.

The Open Content Network for SuccessFactors LMS

“Content is king”- a correctly quoted phase that says a lot of thing about a perfect site.  Now what good is an LMS if it has no content?  It is very evident that LMS content can or should, come in many different forms now. Learning today is all about just about sitting in a classroom, or mindlessly clicking through the internet.  While there are many organizations today who are seeing the need for an LMS to support their organizations learning strategy and goals, there are a lot of them struggling with the content that goes into them, this is especially seen among the smaller companies.

SuccessFactors introduced the Open Content Network for the successfactors Learning product.  This is an extension of the LMS which allows it for integration with a few selected MOOC providers which helps to incorporate a vendor’s courses into the organization’s LMS.  This may also allow organizations to present online learning courses from within the LMS directly. In little or no investment an organization can increase their catalogue substantially, by providing more and big engaging training opportunities to learners and at the same time get the benefit from having the ability to track all the information within the LMS.

Let’s now illustrate how the Open Content Network which can be turned on within your LMS and considerations that comes with it.  While doing so we would keep in mind that right now the Open Content Network is still very new and there are definitely some great benefits which can be realized immediately for all the organizations, but it would be more exciting if the potential of what this may lead to a perfect LMS.

The content which is available with the vendors are currently integrated and may not be overly applicable to all the organizations, and therefore the integration to some of the providers are still way to go for cutting down on administrator efforts in tracking user training.  Nevertheless, the groundwork has been laid successfully, and there are plenty of things to be excited about for the Open Content Network into the future.

Looking forward to a brighter future with The Open Content Network for SuccessFactors LMS.

Why SAP Successfactors Certification Is Important?

SAP successfactors online training course with valid certification and the credential is recognized by industry that can help one to succeed in their IT career. SAP successfactors is one of the world’s largest enterprise software companies and to get the certification from this company is really a great credit to one’s career. The SAP successfactors online training is a professional online training program offered by the SAP Corporation. With the increase in number of candidates applying for jobs in present situations, most of the IT companies select candidates based on whether they have got a valid certification and thus getting certification is a must for all in their respective area to increase their entry in job market. SAP successfactors certification plays a major role, by helping you to get into job market by making them confident in their area of certification and thereby also helps them to present a more marketable résumé to good and prospective employers.

Along with this the SAP successfactors certification also helps the candidate to acquire good knowledge in their area of requirement. Not only for fresher, is SAP successfactors certification process helpful for experienced people too. It is very important that they have to stay updated on new technologies and tools. But with recent trends is seen in organization, it is not possible to provide all training and updates by the company and so there comes the responsibility of the candidates to keep them updated with recent changes.

To help all the people who wants to get an upper hand in their company, SAP successfactors certification proves a great resource. There are many levels and branches of certification that one can take, depending on their experience and their branch or skill they are into. 

Why is Human Capital Management (HCM) Important in Organizations?

Let’s start this blog by asking a very simple question. What do you think is the most important thing to a company?

Employee. Correct, these are the people who work day in and day out to bring the maximum output one individual can. An employee can either make or break the company foundation. And thus it’s very evident that the importance of the employee to a company is of high priority. 

Human Capital Management (HCM) is essential for managing, hiring, training and retaining high performing and talented employees.

Human Capital management plays a crucial role in the recruitment procedure. It ensures that human resource professionals hire people who really deserve to be in the company. Recruiting the right talent is most importance. A person who is not fit for a certain role will not be able to work much in the long run.

Human Capital management also plays a major role in orienting a new employee to the system. Meaningless and Boring induction programs often leads to confusions and an employee gradually loses interest in the organization. It is important for all the employees to upgrade their knowledge with time to come up with the ever changing situations. Human Capital Management (HCM) basically helps in training the employees and making them the best resource for the organization. They always motivate employees to take up new and special courses or online training programs which would help them in their job. This is generally because employees who do not brush up on their skills on a regular basis find it difficult to survive in the long run.

Human Capital management always plays an important role in increasing the prominence of employees. Individuals are always in a position to contribute more towards the system, eventually increasing the overall production of the organization.

To put it in a nutshell, human capital management is important for:

• Hiring the right talent
• Orienting him/her to the organization
• Making a new employee feel comfortable
• Training employees in order to constantly upgrade their skills
• Retaining employees
• Making employees self sufficient and prepare them for adverse conditions
• Human Capital management generally helps in developing skills of every employee which in turn help them stand apart from the rest.

SAP Successfactors is absolutely the best future for HCM

Is the world’s major marketer of cloud-based business performance software. The focus here is the alignment of employee development with company goals. The Success factors HCM suite is SAP’s cloud suite of Human Capital Management solutions covering core HR, talent management, analytics, workforce planning, social collaboration, and mobile. The suite has always been rated as the predominant cloud-based HCM suite for human resource management by a number of leading analyst firms. Success Factors cutting edge innovative way ensures that the suite continues to evolve on a quarterly basis.

As far as it’s about Success Factors online education, we may say taking up success factor training can be convenient and rewarding too. A key plus point in Success Factors online education is the web-centered curriculum. In step with the country wide center for schooling records, a Success Factors online education is defined as a proper training where in the trainees and instructor aren't with in the identical place and yet connected. Which means that all assessments, lectures and far of the reading in classes are carried out on the internet. Many students have overcome the assignment of on-line Success Factors online education and have adapted good to the method.

The SAP Success factors training course will help you to understand the key concepts of Success factors from every Industry perspective. The best part of this SAP Successfactors online training institute is, you can avail flexible timings according to your wish. Success factors Human Capital Management (HCM) solutions merges on boarding, business and collaboration tools with a learning management system, performance, recruiting software, applicant tracking software and maximize people performance. The solutions are generally cloud-based, easy to implement and have the capability of growing with any organization, so that one can start anywhere and go everywhere!

The leader in cloud-based Human Capital Management (HCM)

SAP Successfactor is basically an American firm, providing cloud based Human capital management (HCM) software solutions. SAP- a major name in the IT sector acquired Success Factors for $3.4 billion, what most people praised as an exemplary move to embrace the so-called “cloud.”  Success Factors is now, the world’s major marketer of cloud-based business performance software. It covers majorly HR, talent management, business analytics, workforce planning, social collaboration and mobile applications. This SAP Success factor cloud suite has always been rated as the predominant cloud-based HCM suite by a number of leading analyst firms. Success Factors HCM suite is sold directly through SAP or its third-party business partners. Multiple support options are available and can be tailored to client preferences and needs.

SuccessFactors Human Capital Management (HCM) solutions merges  on boarding, business and collaboration tools with a learning management system, performance, recruiting software, applicant tracking software and maximize people’s performance. The solutions are generally cloud-based, easy to implement and have the capability of growing with any organization, so that one can start anywhere and go everywhere!

SAP HCM successfactors is also pretty famous for Business implementation & consists of workforce analytics and planning which ultimately comes under workforce Intelligence. Business competition and Human resources both play a major role for the constructive functioning of the company and that is why SAP HCM Successfactors is a worthwhile administration.  While you are with SAP Successfactors, there are many HR products that might be taken into consideration which will hence strengthen the business procession and Human resources management of a firm. SAP HCM Successfactors usually uses SAAS (Software as a Service) platform which provides some of the best HR solutions.  

Employee Central - Data Models

Employee Central is global core HR solution and foundation for all of the other modules in the BizX Suites. 

EC provides support for any combination of business units, geos or cost centers to model and manage any workforce and as a pure cloud-based solution, provides access to near real-time updates from nearly any internet connection.

Corporate Data Model:

• Defines Foundation Objects
• Configures the relationships amongst Foundation Objects

Country Specific Corporate Data Model:

• Defines Foundation Object fields for a specific country
• If a country is not defined, then system will use the configuration from the corporate data model. 

Succession Data Model:

• Configures the fields that appear on the Employee’s Personal and Employment Information.

Country Specific Succession Data Model:

• Configures country specific fields that appear on the Employee’s Personal and Employment Information.
• Sets international standards like address format and national ID format
• If a country is not defined, then system will use the configuration from the succession data model.

HRIS Propagation Data Model:

• Defines how the system prepopulates data from the foundation tables into the employee record.

Workflow Rules Data Model: 

• It specifies what data changes should trigger a specific workflow 
• Workflow is a series of employees that review the workflow 
• You can configure the employees in a workflow via Admin Tools

Event Derivation Rules Data Model:

• It specifies what data changes should trigger a specific event reason
• It allows changes to be recorded and categorized

Employee Central Objects: 
 EC objects are classified in to the following three categories

• Foundation Objects
• Employee Data (HR Data) Objects
• MDF Objects or Generic Objects

Organization Structure

In the standard-delivered configuration the organization structure is composed of the following MDF Objects (Migrated from Foundation to MDF):

• Legal Entity
• Business Unit
• Division
• Department
• Cost Center

 The diagram below illustrates the “top” 4 objects in the structure, with the standard-delivered Associations between objects:

 

A Legal Entity cannot have a parent of the same type. A Division can belong to multiple Business Units and a Department can belong to multiple Divisions. In addition, both a Division and Department can have a parent of the same type, thus creating a hierarchy of these object types.

 We can compare the objects in this structure to SAP object types or fields:

Foundation Object	SAP ERP HCM equivalent
Legal Entity	Company Code
Business Unit	Business Area / Organizational Unit (Object type O)
Division	Organizational Unit (Object type O)
Department	Organizational Unit (Object type O)
Location	Personnel Area / Personnel Subarea
Cost Center	Cost Center (Object type K)

Associations between Foundation Objects (including Generic Objects)

Associations are relationships between objects that define the hierarchical relationship and filters for these objects. In essence, they define the parent-child relationship and whether a child relationship must exist for a parent object. In addition, they are used to filter object lists. An Association must have a multiplicity defined, which is either One-to-One or One-to-Many:

One-to-One: Defines that the object can only be associated to one other object

One-to-Many: Defines that the object can be associated to multiple objects

In the diagram above we can see several associations. Departments are associated to Divisions, while Divisions are associated to Business Units, and Business Units are associated to Legal Entities. Business Units, Divisions, and Departments can have parents of the same type.