ERP Area: HR/Human Capital Management
Software: SAP SuccessFactors
Products Implemented: HCM (HR Core), Talent Management (Learning, Performance, Succession Planning, Social Collaboration), Recruiting / Onboarding, Payroll
Company Size: 5 – 10k Employees / Industry: Transportation / Distribution
Regions in Scope: Europe, Middle East & Africa
Reviewer Role: HRIT – to make sure, that the business need fitted into the system, but I was not the decision maker.
Consultant Recognized: Steen Bjørnskov
Project(s) in Scope: Optimization / Ongoing support services
Systems Expertise 4 out of 5
Implementation Process 5 out of 5
Responsiveness 5 out of 5
Quality of Consultants 5 out of 5
Flexibility / Adaptability 5 out of 5
SPEED & COST
Speed vs. Expectations: Less than 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 scoped and quoted the work well, but our needs changed during implementation
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?
I have no insight to the budget spent, so the above answer is my undocumented best guess.
Lessons Learned – The hard work is not to get the system to work to fit the business need. The hard work is to make the involved decision-making parties to understand the limits in the system, and not underestimating how much time and effort that there should be allocated to communicating this out to managers. Our partner knew this, was proactive and tried his best understand the culture and way of thinking in our company, so that we were able to list the critical elements to communicate both to decision making parties but also to the managers. The goal for the partner was not to only create a successfull implementation, but also to create a successfull communication plan. The system itself is intuitive for the managers, but the tranformation from excel to system born salary review, has it limits and possibilities that needs clear communication to understand for both the companies HRIT (myself), decision making parties and managers.