SAP Best Practices for SAP SuccessFactors was created to assist customers in getting the most out of their SAP SuccessFactors footprint. The customer and their implementation partner can choose the configuration blocks that best meet their needs.
The implementation of “go-live” is only the first step in HR Transformation. To guarantee that the journey yields the desired strategic benefits, supporting and optimizing a customer’s investment in SuccessFactors is essential.
Ensuring users receive responses to their questions promptly, utilizing recurring product upgrades, and exploiting ongoing product innovations are crucial to ensuring the trip is on course.
Through SAP SuccessFactors services, customers’ pain points associated with establishing SuccessFactors Support operations are alleviated. The SuccessFactors Shared Services Support Packages from providers can assist you in scaling up or down based on the urgency, impact, and recurrence of any support issues you may experience.
The free value-add hours are an additional benefit that you may use to innovate and improve your current SAP SuccessFactors solution. Below, we discuss the best practices and key considerations of SAP Success factors.
1. Prepare the Ground
The preparation phase entails identifying various project elements and ensuring that everyone involved in the implementation and those enjoying the sap successFactors services know what modifications will be made. Sharing an analysis of the current HR system and suggestions for improvement will create a foundation for cooperation.
2. Define Goals and Roles
Establishing a core team with a single project leader responsible for the project’s success and a clear hierarchy within which activities are distributed is the first task in the implementation phase.
Establish lines of communication now to prevent potential miscommunications later in the implementation process. Decide the aims of the implementation now. Since SuccessFactors consists of several complementary HR solutions, it’s crucial to clarify what you are installing and define the scope of the implementation.
Is HR function automation a goal of the project? Will it also contain SuccessFactors HXM Suite, People Analytics, or Onboarding and Learning, or is the main goal to integrate SAP SuccessFactors Employee Central? How will the handling of the integration with other ERP processes be?
The implementation project’s stated aims must be in line with corporate objectives. Moreover, the business’s vision of the future HR processes and how they connect to the core objectives of the organization as a whole must be communicated to the implementation team.
What is the implementation’s context or goal? Is the company growing its employees to serve new markets or business lines, or is it becoming global?
The ideal implementation team would comprise a Customer Team made up of representatives from the current HR team or management, but there should undoubtedly be close communication between the customer and the implementation team members.
The optimum team to handle tasks like preparing HR data for migration would be a customer team.
3. Establishing a Project Timeline
A process schedule can be developed if the project’s structure and scope are understood. That can be used to ensure that the project continues on course and that individuals involved in its implementation have frequent chances to offer updates on its status, emphasizing the accountability of each team member.
Scheduling analyses and evaluations similar to quality control checks can keep the project on track. The project can also self-regulate to test the quality delivery of each aspect, preventing subpar work from becoming a problem or unexpectedly delaying the timeline.
4. Enablement and Access
Teams must set up access to the cloud system and create a launch strategy during this initial project stage. The team must confirm they have the necessary tools and expertise to see the project through to its conclusion.
Before moving on to the project’s second phase, when further specifics like configuration settings are specified, it is necessary to ensure that the existing ERP system and infrastructure meet the requirements for integration.
5. Further Considerations of Customer Requirements
Following initial planning and consideration of stakeholder feedback, implementation teams must be prepared to respond to the following inquiries: Is the design suitable for the task? Is the design suitable for the given business situation? Will it fit in well with the system as a whole? Considering the SuccessFactors product roadmap, is it future proof?
6. Preparing for Data Migration and Integration
One important thing to investigate is how much the installation procedure will impact the business’s operations. The project’s implementation team should ensure it causes the least business disruption possible. It is essential to identify and plan for the requirements for the organization’s setup and master data access.
To lessen the effort of the migration, the team must assess all other data required for operation and start data purification. Data migration from other systems also needs some planning. Custom extensions may be required for the SuccessFactors implementation, in which case they must be managed and planned for.
7. Realize the Implementation
The system configuration for SAP SuccessFactors will undergo one final round of revisions in the following phase, coordinated by the Implementation Team and Customer Team. The Customer Team will be familiar with the most frequent use cases. Therefore, their input will be crucial at this time. Additionally, data will be loaded, and data linkages will be made.
Much of this phase’s work involves monitoring and testing, and the Customer Team will need to check the data to ensure it is accurate and relevant for reporting.
8. Deployment
Customers and the implementation team will continue training and monitoring the implementation before the Go-Live. It is time to plan a meeting to discuss the Customer Success organization. The organization should be ready for the transition from production to support.
Conclusion
After a launch, support requests frequently increase. Thus, resources should be available to handle this. That is particularly pertinent given the large number of consumers for HR solutions.
Even though SuccessFactors operation and maintenance training will be included in the project schedule under the best implementation methodologies, it is crucial to continue some training after the system’s launch to ensure that people are comfortable with it.