SAP SuccessFactors: How to Transform Global Human Resource Management Into the Cloud

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(3 min read)

At itelligence, we use our strong partnership with SAP to constantly expand our expertise. Thus, we decided to equip our more than 10,000 employees in 28 countries with the new Human Resource (HR) Management solution SAP SuccessFactors. Alongside with the implementation of our own AddOn, it.ready2run RecruitingR2R, we achieved a 30 percent decrease in time spent for HR administration, a significant facilitation of HR managers workload, and gained more time to communicate with employees on a more personal level.

 

Why SAP SuccessFactors?

We rely on SAP and its solutions. Our aim is not only to be an excellent implementation partner but also to shape new technologies and innovations with SAP. As a cloud solution, SAP SuccessFactors enables us to build the best HR system to support our global workforce. HR data can be accessed by all employees all over the world in real time. Furthermore, the modular nature of SAP SuccessFactors makes it extremely flexible and gives us the ability to adapt processes based on local regulations and to roll out new functionalities step-by-step.

 

The Challenges

The challenges we had to face during the project were mostly driven by our global presence. We needed to establish global HR management processes for more than 10,000 employees in more than 28 countries but meet local governance and different cultural requirements at the same time. Also, the data migration to the new solution and the creation of interfaces with existing systems seemed to be complex.

 

The Highlights

Thanks to itelligence’s own solution, it.ready2run RecruitingR2R, we were able to implement the first modules in no time. Also, the establishment of a change community payed off. While the core team has outlined the strategies and set the direction, local coordinators passed all relevant information on to each of the countries and initiated the implementation of local adjustments.

 

The Benefits

The benefits range from a continuously updated overview of the organization structure to straightforward access to accurate reports and the use of smart workflows for automated communication processes. The key word is self-service, meaning that employees can keep their personal data up to date independently, which improves data quality significantly.

 

What Comes Next?

The plan is to implement five more modules within the next three years. Then, all countries will soon not only benefit from system-based talent identification processes, but also direct communication channels and seamless access to the global internal career page. Working objectives can be tracked in real time and employees get consistently feedback on their strengths and development areas. In addition, e-learnings open the path to new career chances and thanks to the in-house developed skills database transparency of employee competences for an efficient resource planning will be increased on a global level.

 

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