This chapter examines the first of four phases every cloud implementation should have, beginning with the Launch phase and opening with an explanation of on-boarding methodology. While not a rehash of project management methodology, it provides best practice recommendations for selecting a project team, finding a partner, establishing project governance, creating project plans, reviewing and defining scope and transition, defining priorities, and refining roles and responsibilities.
SAP SuccessFactors and SAP ERP Human Capital Management (HCM) consultant Jyoti Sharma of HRIZONS recently took questions from SAP customers in an hour-long chat on SAPinsider Online. Below is an edited selection of questions, covering topics such as comparisons of organizational management capabilities in on-premise SAP ERP HCM systems against position management functionality in SAP SuccessFactors Employee Central, implementation best practices, and more.
Q: What are the main differences between position management in SAP SuccessFactors Employee Central and organization management in SAP ERP HCM?
Jyoti Sharma: Excellent question! Here are some major differences between the two functionalities:
- The position object does not inherit all the attributes of the job classification (i.e., job code) foundation object. Using the rules engine, you can create a rule to define which attributes of the job classification should be filled when creating or changing positions. Some of the common standard fields between job code and position object that can be filled are job title, job level, regular or temporary, and pay grade. If you have custom fields, they can be filled using the rules engine as well.
- SAP SuccessFactors Employee Central empowers you with a position-based org chart that displays the position hierarchy and, if integrated with SAP SuccessFactors Recruiting Management, you can create open requisitions from the position org chart.
- To account for global organizational needs, you can define child objects that will contain country-specific fields. Alternatively, you can have a conditional association that enables you to enter data on the user interface (UI) based on the country as well as the value in another field, such as the paygrade.
- SAP SuccessFactors Employee Central allows you to use event reason derivations so that the system selects the relevant event reason when a position is created or changed. These changes are workflow enabled as well.
Q: Does SAP SuccessFactors Employee Central offer an org chart view with org units, positions, and incumbents?
Jyoti Sharma: Yes, it allows you to see a position-based org chart. Here’s a screenshot illustrating it:
Q: Approximately how long do you think a good implementation of position management would take an organization of 2,000 employees? We currently have just under 600 unique job classifications.
Jyoti Sharma: The implementation time frame will depend on a few factors. This is based on the assumption that you have already implemented SAP SuccessFactors Employee Central and are now looking to implement the position management component:
- Are you a global organization? If yes, have you already completed the harmonization of your job codes globally?
- Have you already completed an exercise to brainstorm what a potential position management solution will look like for you?
Assuming the above steps haven't been completed, we would generally estimate the following timelines:
- One week for requirements-gathering workshops and the validation of requirements.
- Two-to-four weeks for configuration and testing. A lot depends on the complexity of requirements and rules that need to be configured, workflows to be enabled, etc.
- Approximately one week for data import, assuming that you have to gather all the data elements and populate the templates.
Hope this helps provide you some idea of what a position management implementation will look like.
Q: Is it possible to roll out the functionality incrementally? Our business feels there is a use case for position management to be implemented as standalone module; however, our implementation partner has said that SAP SuccessFactors Employee Central must be implemented in its entirety and it replaces on-premise PA and OM components. That does not really sound practical because obviously there is no local solution for Middle East countries in SAP SuccessFactors Employee Central at the moment, whereas on-premise SAP systems offer a country solution for UAE, KSA, Qatar, etc.
Jyoti Sharma: No, you don't need to implement SAP SuccessFactors Employee Central in its entirety, but you do have to turn it on and get the bare bones, such as the foundation objects and employee data objects, in place. Once you have done that, you can implement position management. The key factors to consider are as follows:
- What processes and functions will be carried out in your on-premise SAP system vs. SAP SuccessFactors Employee Central?
- What will be your integration strategy between your legacy system and SAP SuccessFactors Employee Central?
- Will SAP SuccessFactors Employee Central be used only for position management, while all other information is read-only and your on-premise SAP system is the system of record instead?
For more on SAP SuccessFactors, you can read Jyoti's co-authored article “Creating Metadata Framework Objects in SuccessFactors Employee Central,” in the HR Expert anthology SuccessFactors and SAP ERP HCM: Technical Tips and Integration Advice. This anthology gathers some great technical tips and advice from other expert authors, including Danielle Larocca, Priynk Gautam, Prashant Rastogi, Luke Marson, Mohan Paul Varghese, and Manjunath Bannur in one complete package.