Minimize cost and reduce risk. These are the advantages of implementing technology in the HR department, says Paul Belliveau, co-chair of the Special Expertise Panel within the Society for Human Resources Management (SHRM). “The tools are not a threat,” he wants you to know. “Data is crucial to managing all facets of HR; so are the tools.”
Implementing technology the right way
Technology is useless if it isn’t implemented correctly. “We have to know what the tool will help us accomplish, the problems it will help solve, the metrics it will help drive, and what to do with the results,” says Belliveau, who is also a senior principal in the Consulting & Systems Integration Practice at Infosys Limited, an SAP Partner. “There’s no easier way to move forward in technology than to study the practices of good, sophisticated HR organizations and learn from the methods, processes, and tools that made them successful.”
One popular HR technology tool is the employee and manager self-service solution. According to Damon Lovett, another member of the SHRM Specialty Expertise Technology Panel, companies must take special care to keep their customer – the employee end-user – in mind when designing and implementing a solution. “(Workers) are more tech-savvy than ever before. They have become innovators in their own right and have very different expectations of technology, so HR professionals have to work hard to create an HR tech strategy that is more agile and relevant to business and the business user today.”
With SAP ERP rapid-deployment solution for employee and manager self-service, HR can leverage an existing Microsoft SharePoint or SAP NetWeaver portal to provide managers with a global view of employee information. Managers can also use the SAP solution to approve processes like compensation increases, leave requests, expenses, and time sheets. Employees can access information, tools, and services to manage their personal information and careers. Transitioning from manual to automated HR processes can be a big leap, but a technology like the SAP ERP rapid-deployment solution for employee and manager self-service can help minimize the risk.
HR Portfolio: Pre-configured, but flexible
SAP Rapid Deployment solutions are packaged ‘chunks’ of the powerful SAP HR portfolio. They deploy with a fixed scope, fixed price, and fixed schedule, yet are customizable. “It’s important that these solutions allow additional configuration as the HR organization’s needs change or if the HR organization’s processes and practices vary from the standard, core package,” says Belliveau.
SAP produces its own rapid-deployment solution packages and also qualifies its partners to produce packages based on their specialized knowledge, expertise, and core content. REALTECH Italia is one such partner; the company offers an SAP ERP HCM employee and manager self-service rapid-deployment solution.
REALTECH’s customer Techno Sky, a manufacturer of air traffic management and air traffic control systems, implemented their rapid-deployment package as part of an effort to improve the company’s operational efficiency.
Techno Sky: SAP methodology speeds up implementation
Based on SAP’s methodology, Techno Sky implemented the solution in just eight weeks. Quality, fixed scope, clear timeline. According to Bruno Sebastian, unit manager for the Human Capital Management business unit at REALTECH Italia, these factors made it possible to speed up the implementation process, and ultimately, convinced the customer of the rapid-deployment promise.
About SHRM: The Society for Human Resources Management (SHRM) studies and shares HR best practices. Within the group, a specialized panel of experts advises SHRM’s 250,000 members on HR technology trends.
More information on the solution:
SAP ERP Rapid-Deployment Solution for Employee and Manager Self-Service