ERP Area: HR/Human Capital Management
Software:  SAP SuccessFactors
Products Implemented:  HCM (HR Core),Benefits
Company Size:  10 – 20k Employees  /  Industry:  Telecommunications
Regions in Scope:  Latin America
Reviewer Role:  Benefits Workstream Leader

Project(s) in Scope:  Initial deployment (Phase 1)

Systems Expertise  2 out of 5
Implementation Process  2 out of 5
Responsiveness  5 out of 5
Quality of Consultants 2 out of 5
Flexibility / Adaptability 3 out of 5

SPEED & COST
Speed vs. Expectations:  1.5x the time we expected
Cost vs. Expectations: 1.5x cost budgeted

SCOPING ACCURACY:
How well did your implementation partner scope the work and understand your needs during the pre-sales process?
Partner under-quoted the project and we had multiple change orders

Was the implementation team who actually performed the work the same team that was proposed?
Slight change in team

What “Lessons Learned” would you provide to others implementing with this partner / software? What else would you tell us about your project experience?
1. It’s important to have Benefits Experts on the consultant side; otherwise, a lot of configuration mistakes are made along the way and we arrive at the same mistakes over and over in the 3 iterations.
2. Don’t expect the client to fill out the workbook themselves. Also, create a client-friendly version of the workbook that the client can reference back to when testing.
3. Have more checkpoints between the vendor and the project team along the life of the project, have brave conversations, and change the ways of working consequently.
4. The consultants should be testing themselves before asking the client to do so. Some mistakes are “too obvious” and the consultants shouldn’t have to rely on the client to catch them.
5. SAP´s Global Benefits Module (outside USA) is sub-standard and does not fulfill the needs of a top-level Benefits CoE within a global organization. We are adapting to the system’s limits, instead of the system providing alternatives and adapting to our needs.