HR Software: SAP SuccessFactors
Products Implemented: HCM (HR Core),Talent Management (Learning, Performance, Succession Planning, Social Collaboration),Recruiting / Onboarding
Company Size: 5 – 10k Employees / Industry: Manufacturing
Regions in Scope: Asia Pacific & Japan,Europe, Middle East & Africa,North America
Level of Complexity: 10
Reviewer Role: Project Leader
Consultant Recognized: Alejandro Aquila; David Polo
Project(s) in Scope: Initial deployment (Phase 1)
Systems Expertise 5 out of 5
Implementation Process 5 out of 5
Responsiveness 5 out of 5
Quality of Consultants 4 out of 5
Flexibility / Adaptability 5 out of 5
SPEED & COST
Speed vs. Expectations: Right on schedule!
Cost vs. Expectations: Exactly what we budgeted
SCOPING ACCURACY:
How well did your implementation partner scope the work and understand your needs during the pre-sales process?
Partner scoped and quoted the work precisely
Was the implementation team who actually performed the work the same team that was proposed?
No change
What “Lessons Learned” would you provide to others implementing with this partner / software? What else would you tell us about your project experience?
As this is (massive) data migration project, this is typically a 1-time effort to extract, collect and cleanse the HR and Payroll data. On top of that, the conversion from the SAP data model to Workday data model needs to be taken into consideration 4 times in a project. It’s an iterative design as data and configuration can change during the project duration. Hence, it was vital to use a specialised partner with a specialised toolkit to ensure efficiency en quality of the data migration.
With the SAP and Workday data model and logic being different, there is a risk that the (internal) SAP expert does not fully (and timely) understand the Workday logic and is not able to convert the data to the full potential of the HR Transformation.