HR, Project Management, Implementations, Recruitment, Workflow, Reporting, Payroll, Time Management, Process Improvement

Implementing SAP HR

When trying to decide whether to choose mySAP, or an HR specific software package to replace their existing Human Resources and Payroll systems, most companies will have similar questions and sometimes even apprehensions in regards to choosing mySAP HR. The uneasiness associated with the idea of going through a mySAP HR implementation evolves primarily around three main factors: the length of the implementation, the costs associated with it and the resulting, often painful, organizational changes. This article has a closer look at how organizations should approach a mySAP HR project, proposing solutions that should be adopted prior, during and after the implementation to ensure a smooth transition and hopefully dissipate some of the concerns HR managers still associate with the idea of implementing mySAP HR. TIME FACTORS Length of the Implementation "How long will it take to implement mySAP HR"? …this question has been posed to me many times by potential customers during pre-sales demonstrations. The answer is that it depends on the type of organization, the size of the implementation and the effectiveness and experience of the consulting firm chosen.

The Impact of Implementing an HRIS

ARE YOU READY FOR A CHANGE Integrated HR Information Systems (HRIS) have a profound effect on firms that implement them. Most often these firms are replacing several related systems, such as a personnel database, payroll system and benefits system, with one HRIS that does it all. Many people focus on the improved reporting and processing that will be realized from the new system, and those are the reasons most firms choose to implement a new HRIS. But what many people don’t focus on is that the new HRIS will most likely affect the company much more deeply – it will challenge the operating structure and principles of all the HR-related departments. An integrated HRIS results is a drastically different environment than a cluster of related but separate systems. The core concept of a centralized data store inherent with an HRIS demands integrated work processes for consistently managing that store. The two attributes – centralized data storage and integrated work processes – will affect the company in ways most managers don’t expect. EVALUATING AND PREPARING FOR A NEW HRIS Many companies go through a process of comparing and evaluating several HRIS packages using a team of analysts or managers from the various departments affected – HR, Payroll, Benefits, Employee Relations, Training and so on.

Planning for Phased SAP HR Implementations

INTRODUCTION

When purchasing the SAP/HR system, some important choices have to be made about the implementation schedule. How should the company implement - Big bang or Phased? Which functionality does the company wish to utilize? Often, implementations are hindered by unrealistic expectations and poor implementation methodology, which are direct results of poor planning. This poor planning often results in unrealistic project timelines or budgets. Upper management and module sponsors’ expectations for ‘success’ are then driven more by the timelines or budget than they are the quality of the implementation. Such thinking can result in an over-dependence on consulting organizations, heavy project turnover, and a lack of user buy-in. In an attempt to meet impending deadlines, some companies may feel it necessary to ramp up the consultants on a project to overcome the lifecycle of knowledge transfer. While this is a certain way to advance the project, it can lead to a dependence on consulting, reduced contribution from the company’s project team members, and a slower rate of knowledge transfer. After the go-live period, when the consulting firm has gone, users and team members may not be adequately trained to support the system.

Online HR Resources from Insight

Many HR firms and government agencies have made their resources available on the World Wide Web. We've found that many of these tools are very worthwhile resources for professionals in the HR, Payroll and Benefits fields.

HUMAN RESOURCES GENERAL

http://www.shrm.org/ This is the official site of the Society for Human Resources Management. Here you can find everything from HR news, HR links to HR related up-to-date laws as well as a large number of interesting articles and publications.

http://www.hr-assistant.com This site, set up in association with the Greater Cincinnati chamber of Commerce provides a large number of tools facilitating Hr processes, lists upcoming HR related seminars and offers members the opportunity to have general HR questions confidentially answered by volunteer HR professionals.

Selecting an HRIS Provider

Overview

There comes a time when your organization’s current stand-alone HRIS system becomes out of date. This realization can occur in a number of ways. Perhaps it’s been a progressive realization and you finally can’t take it anymore. Maybe you tried to run payroll and the system irrevocably crashed. Or maybe the HR department is on the verge of walking out unless a serious overhaul is undertaken, and now! But, chances are someone in your organization has witnessed firsthand the benefits of an upgraded HR system, or another department needs to integrate its data with HR and the current system just won’t do the job. These are obvious reasons for selecting a new HRIS system, but perhaps your company doesn’t even know it could perform its HR duties more efficiently and is therefore not looking.

Establishing the Need for Change

There are several very important reasons for regularly reviewing your current system with what is available in the software marketplace. First and foremost; cash, the bottom line.

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