Tips for Integrating Global HR Processes and HCM Global Template Solutions with SAP ERP HCM and Manager Self-Service
- by Mark S. Jackson, HCM Senior Manager, Accenture
- April 6, 2011
Learn the key concepts and leading practices for designing global HR processes and integrating them with the SAP ERP HCM Personnel Administration (PA) module. Use this article to understand key considerations in configuring the PA module to work for your global design by applying leading practices to your personnel actions, SAP ERP HCM Processes and Forms, and SAP workflow. You can apply these concepts for initial implementations, roll-outs, or upgrades.
Many global SAP ERP HCM implementations struggle with understanding how to effectively design the Personnel Administration module in a way that promotes a global solution while also meeting country-specific (i.e., localization) requirements. Design principles for defining global HR process flows can help define the solution for manager self-service forms and take into account workflow considerations. Personnel action configuration and customizations can streamline reporting and maintain data integrity.
An ideal global SAP ERP HCM solution is one in which every country in the environment is following similar standards in naming conventions, design principles (i.e., use of specific fields), required infotypes, personnel actions, HCM Processes and Forms, and workflow. Designing the Personnel Administration (PA) module to support and promote a global mindset is essential as it helps reduce costs in delivery and training and in ongoing support. For example, if all countries are part of a global template approach, common configuration and training can be shared across the solution and additional country roll-outs take less effort.
Benefits of Global HR Processes
The first key component of a well-thought-out solution for PA is having all countries in agreement on the global HR processes related to personnel events such as hire, transfer, termination, and pay change. When implementations don’t have global HR processes in place, the result can be an increase in system costs for country-specific training, customizations, and reporting. For example, if one country is using infotypes and fields differently than other countries, reporting will be inconsistent. In addition, custom reports and workflow will be more complex because of the different rules you need to set up based on specific country differences. While defining your global HR processes, you should design them so that all countries can use them. Country-specific variations should be granted only on an exception basis for payroll processing, legal compliance, or regulatory reasons.
It is important to establish a global process flow for each HR process (e.g., hire, transfer, pay change, and change in position) that you can use across all countries. Some additional key benefits to standard HR processes are:
- Allows for simpler SAP workflow design and maintenance. As all countries are following the same global process (with the exception of county-specific scenarios for regulatory reasons), they share the same SAP workflow rules and objects.
- Allows for more efficient HR management across the board. HR and other roles are transparent and share similar responsibilities in each country, which promotes a standard way of doing transactions within the system.
- Simplifies activities when new countries are converted into the SAP system. As a country is rolled out into the SAP ERP HCM solution, it has a baseline design to follow and does not have to start from scratch in designing its HR processes and workflow routings.
- Sets a foundation for individual countries that have to have a unique way of handling things due to local compliance
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