Weekly Insight - June 28, 2010

Globalizing Talent Management

Nearly two-thirds of the companies Enrst & Young recently surveyed (PDF) had talent management programs that were aligned with their company's business strategies. However, many lack the visibility to complete and accurate employee data: only 32% report having an integrated global view of their talent management processes. About one-third reported no integration or no knowledge at all of the talent management process integration.

Having a global view of all your employees is a critical first step towards talent management. SAP HR is ideally suited to this global HR function since it was designed from the start to support multiple countries. Going global doesn't have to happen all at once; classifying your employee data into global vs. country-specific components is a good first step towards building a global view of employee data in SAP HR..

Talent & Succession Management Closer to Home

Although implementation skills often get the most attention, supporting a productive SAP HR instance is often more challenging. Learning both the business and technical processes is critical for those who work in the support organizations. That level of knowledge requires a sizable investment in training and on-the-job experience. Replacing that talent can take months, forcing companies to rely on expensive staff augmentation resources to bridge that gap.

What are you doing to develop those employees who are key to supporting your SAP HR platform? What is the career path for your SAP HR support resources? The technology and processes have changed and expanded dramatically the past 10 years; how do you keep your support staff up to date on those changes? If one of your SAP HR support resources were to leave the company, what would the resulting gap look like? Do you have other staff who can temporarily fill-in? How long could they do that? How would your work and projects be affected?

Steve Bogner, Managing Partner
www.insightcp.com

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