HR Force

Analysis of the desired HCM components usually starts with providing the client with the corresponding HR Force questionnaire, so that this can be com­pleted in advance. Based on the answers in the HR Force questionnaire, an actual concept that describes the actual processes with respect to systems used, data saved, required process steps and resources used is developed together with the client. The results of this actual analysis form the basis for the concept (blueprint) of the SAP ERP HCM components required.

To give the client a better understanding of the function of the HCM components, a presentation based on an HR Force HCM demo system with preset (best practice) processes may be carried out. Based on the information from the presentation and the questionnaire, a detailed require­ment profile (blueprint) is created by the HR Force consultant for each HCM component in cooperation with the client. This documents the client’s target process with respect to systems used, data saved, required process steps and resources used. Using the findings of the analysis, both the client’s resource expenses and the external consulting expenses can be estimated and serve as the basis for the concept in the imple­men­tation process.

After the conditions for the imple­men­tation have been created in the concept, the individual task packages are pro­cessed in accordance with the project plan. A task package, e.g. personnel administration, consists of several subtasks e.g. company structure, personnel structure, rate structure, etc. Each subtask is divided again into a customising, test and acceptance phase. Because several HCM components are usually realised at the same time, fine-tuning workshops regularly take place with the team responsible, so that integration aspects between the HCM components (e.g. master data, payroll
and time management) can be fine-tuned.
At the beginning of the realisation phase, key users receive training on the HCM components to be introduced.

As the customising for a classic HCM introduction (master data, payroll or time management) is usually initiated on 01.01 of a calendar year and there are a lot of dependencies in the chronological order of the tasks to be carried out, this planning (go-live) should take place separately. In this “go-live planning”, all time-dependent tasks, such as system availability, any system upgrades required (LCP) due to legal changes, user and authorisation administration, training for HCM end users, migration of the old data, and manual reworking of the HCM production system up to production release, are defined.

In this phase, the settings and programs with real data of the company are tested first. The data from the data transfer are checked to make sure they are complete and accurate. Recurring technical operations are scheduled (job schedu­ling). Only closing operations are carried out in the old system. The users are released from the production system, and the processes are shown with the newly implemented system from this point forward. Employee information, inclu­ding any available history, is entered into the production system. The system is accepted and taken over by the client.

Changes to a company’s organisation (e.g. new operating agreements or a new collective agreement) can lead to new requirements for HCM components that have already been realised. This means that the system has to be adapted or expanded accordingly. Likewise, the payroll is subject to continuous legal changes. These changes are delivered by SAP as part of the LCP (Legal Change Patch) maintenance. Should these changes pertain to client customisation, they must be followed. The LCP maintenance will also include trouble­shooting and updates for all other HCM components. Any requirements that are not covered by the client here fall under continuous support.