Implementing or migrating to a new HRIS is a significant and complex undertaking for any enterprise, irrespective of their scale or industry.
On the other hand, migrating to SAP SuccessFactors Employee Central also opens up a whole box full of opportunities that can help an organization augment its growth and scale business operations with better efficacy and efficiency.
Therefore, organizations must calculate the consequences of this migration thoroughly to ensure a smooth and hassle-free migration.
Hence, let us look at a couple of tricks and tips that will help organizations consider the effects of this migration and facilitate seamless implementation of SAP SuccessFactors Employee Central throughout the organization.
But First, What is SAP SuccessFactors Employee Central?
SAP SuccessFactors Employee Central is one of the leading human resource management solutions that is known for its flexibility and scalability. The solution supports many different processes related to the HR operations of an organization along with numerous employee self-service features for the entire workforce of an organization.
This enables organizations to significantly boost their efficiency and productivity as most HR processes are either automated or streamlined with the self-service HR tools.
Areas to Focus to Drive Seamless Implementation of SAP SuccessFactors Employee Central
Organizations come across many different issues while implementing SAP SuccessFactors Employee Central in their enterprise. In many cases, it is also seen that organizations have moved forward with the implementation but struggling midway because of insignificant preparation and knowledge about the solution.
Therefore, continue reading to ensure a smooth and successful SAP SuccessFactors implementation throughout any organization.
Ensuring Proper Conformity between Cardinal Elements of HR
Every HR process revolves around three fundamental elements that comprise the organization, job, and payment structures.
Therefore, before an organization begins to work on its SAP SuccessFactors Employee Central implementation, it is important to ensure that there is conformity between these elements.
Apart from that, organizations must also make sure to refine these elements before implementing the HR solution, as it will help the HR department get a fresh and clean start.
Prevent Re-Building the Legacy HR Solution into Employee Central
The fact that an organization is considering migration to SAP SuccessFactors Employee Central clearly shows that there is some problem with the legacy system. In addition, implementing a new HR management system provides an organization with many new opportunities to evaluate and streamline the existing processes.
Plus, the features and processes in the existing system work differently than they work in Employee Central. Therefore, our advice here is that organizations must prevent the implementation of SAP SuccessFactors Employee Central on the legacy HR solution used by the business.
Evaluating the Scope of Integration
Integration is an important aspect to consider as organizations need all their solutions to facilitate seamless operations. Therefore, before an organization moves forward with their SAP SuccessFactors Employee Central implementation, they must consider the types of info types that they need to be mastered in Employee Central.
Furthermore, an enterprise must also take time to understand these info types and decide if they should stay in SAP HCM. one easy way to do this is by using the data and process distribution strategy from the Implementation Design Principle or IDP as it can help one better understand everything related to integration.
Determine What Data Should be Stored in Different Systems
Every organization migrating to SAP SuccessFactors Employee Central must determine which data is required in which system.
This will help the enterprise discern the integration efforts and help them develop an effective roadmap that can be used to implement other applications found in the HCM suite of SAP Success Factors.
Therefore, in this case, our recommendation would be not to consider integration as lightweight and put some thorough thoughts into it. Furthermore, one will also need to consider different limitations where specific types of data or field lengths are a component of the integration landscape.
Examining the Return on Investment (ROI)
Solutions such as the SAP SuccessFactors Employee Central do not come cheap. Therefore, organizations must determine the ROI in both systems of record and systems of engagement. Further, they must also consider the savings from the system and staffing consolidation.
However, when it comes to calculating the return on investment, there is more than one needs to consider, including staffing, support, maintenance, and reduced hardware. Other than that, we should also take note of costs saved by different perks including, seamless maintenance, enhanced analytics, better accuracy, and more.
Time is one the most factor for any business, no matter their industry or scale of operations. In addition, implementing SAP SuccessFactors Employee Central can help one better manage their time by leveraging different features that are available in the solution.
Therefore, businesses are recommended to define the perks that the organization can get by implementing the time management feature of Employee Central.
Furthermore, it is also imperative to ensure that the organizations consider the existing and upcoming features in Time Sheet and Time Off functionalities for better and informed implementation.
Define How to Leverage the Solution
Now that we have almost everything figured out, it is finally time to define how the organization will leverage the solution. In addition, businesses must understand the system landscape, analyze different HR processes, as well as the reasons to use the solution that can include self-service, data, workflows, transactions, and more.
This time is ideal for streamlining existing processes and restructuring them for better efficiency and effectiveness. This will help the organization better understand how different business processes can be supported in the Employee Central platform.
Furthermore, this will also help determine any existing gaps and address the same to enhance the competence of all HR processes.
If an organization can keep all these pointers in mind while implementing SAP SuccessFactors Employee Central, then chances of them encountering any issues during the process can reduce significantly.
Not just that, but this also helps an enterprise reduce the number of change requests during the implementation journey. Nonetheless, if any other query was not addressed through this, then make sure to contact these leading SAP implementation companies to get the query addressed.