The implementation of cloud-based SAP SuccessFactors HCM systems is a multiyear, complex, cross-functional project for large companies. The goal of human capital management is to maximise and improve the economic or business value of an organisation’s human capital in order to gain a competitive advantage. Successful human capital management enables the business to pursue its human capital ambitions.
Addressing HCM implementation concerns
If implemented correctly, the HCM will unlock improved methods for managing talent, hiring, promoting, and working, among other important tasks. But none of these objectives will be possible if you are ill-prepared. There are several tactical—and less tactical—considerations to make before you get started. Our top five recommendations are listed here.
1. Aligning business goals and decision makers
Identifying the business objectives and the system requirements necessary to support you is one of the initial stages in any project involving the adoption of HCM technology. Identifying the members of your HCM implementation roster is crucial. Representatives from every pertinent stakeholder group, including those involved in hiring, compliance, remuneration, and other areas, should be on the project team.
The last essential component of putting up your project team is creating a structure to enable quick decision making. Lack of a clear decision-making structure might cause your endeavour to stall out entirely due to excessive back and forth and requests for several approvals.
2. Breakdown silos and prioritise collaboration
Especially at the business level, assembling your project team is a fantastic chance to begin dismantling the organisational barriers that frequently impede communication and productivity in HR. Key process for workforce planning, hiring, talent management, payroll, auditing and internal controls, human resource management, and compliance with HR laws will all be combined into a single control centre with your HCM system.
3. Overseeing the quality and migration of data
A key component of implementing HCM technology is guaranteeing accuracy and quality of the data that the new system will store and analyse. This includes transferring data from the old system to the new one and cleansing, verifying, and standardising the current data.
On the other hand, data quality problems can cause mistakes, delays, and inefficiencies in the new system, making this a difficult and dangerous process. Setting up a data governance structure, defining measurements and criteria for data quality, and using trustworthy tools and techniques for data transfer and cleansing are all necessary to avoid this.
4. Offering training and support to users
Improving user experience is one of the primary objective of HCM technology adoption. This implies that the new system has to be responsive, simple to use, and intuitive. But it also implies that users must receive assistance and training to efficiently use the new system. Users may differ in skill levels, knowledge bases, and attitudes towards the new technology, making this a problem.
Although non-HR staff won’t utilise the HCM much, this really creates a bigger training issue. When employees don’t carry out a process on a regular basis, they frequently forget how to execute it until they are required to do so again. This “forgetting curve” reduces output, fuels annoyance, and generates needless support requests.
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5. Handling expectations and change
Managing change and the associated expectations is the last hurdle in the deployment of HCM technology. Any organisation experiencing a big transition such as the implementation of a new system may find that it has a substantial influence on roles, procedures, and organisational culture.
Thus, to guarantee a seamless and fruitful transition, it is crucial to manage the shift and expectations efficiently. This includes informing users and stakeholders about the advantages and difficulties of the new system, empowering them, resolving problems, and acknowledging successes and milestones.
Achieving HCM excellence: Expert insights on SAP SuccessFactors best practices
The Josh Bersin Company presents a study on HCM best practices and key takeaways from SuccessFactors-powered HR transformation, focusing on strategies and practices from HCM implementation professionals. The report highlights multiple businesses that are most powerful and effective in SAP SuccessFactors implementations and along with the forthcoming implementation plans. Among them are,
- Understanding SAP SuccessFactors
- Six Key Lessons from Successful SAP SuccessFactors Transformations
- Conclusion
- Appendix: Study Methodology
Best practices for HCM excellence: The SAP SuccessFactors edition is an outcome of several hours of discussions with executives at The Josh Bersin Company, CHROs, EX leaders, and pioneers in HR technology. Based on these conversations by several experts from diverse companies the researchers have built a common framework and methodology for HCM and produced a maturity model to assist your company in its HCM journey.
Download the new report to gain a comprehensive understanding of the powerful SAP SuccessFactors HCM system that transcends traditional boundaries.