Key Considerations for Creating an SAP ERP HCM Global Template

  • by Mark S. Jackson, HCM Senior Manager, Accenture
  • October 8, 2012
Learn the decisions and strategies that need to take place when defining an SAP ERP HCM global template for an implementation. As global SAP ERP HCM projects begin, project teams commonly have the misconception that the SAP HR solution varies for each country. By following this erroneous approach, the result is that implementations are more costly and harder to maintain. See the key considerations and leading practices for creating a successful SAP ERP HCM global template while also taking into consideration the country-specific requirements that arise.
Key Concept

Implementing SAP ERP HCM globally in either a big-bang or country rollout is a strategic effort, with many different elements to be considered. The key decision about how to properly define an SAP ERP HCM global template up front is essential, as it sets the guiding principles for the design and overall solution from the outset of the project.

As project leaders begin a global SAP ERP HCM implementation, several tasks take place immediately, including defining a global design and solution for the project to follow. The end deliverable is the global template for the SAP ERP HCM implementation. Many projects struggle at the outset with understanding how to effectively create and document an SAP ERP HCM global template that can be followed from project blueprint all the way to production support (post go-live).

Creating a global template for your SAP ERP HCM project should be based on instilling key design principles for global HR processes, an effective SAP ERP HCM data model for organizational management (OM) and personnel administration (PA) data, a detailed and well-documented custom RICEFW (Reports, Interfaces, Conversions, Forms, and Workflow), and local considerations. Below I discuss many of the challenges and implementation considerations that users face.

SAP ERP HCM Process Design

At the beginning of the project blueprint, SAP ERP HCM project teams should establish an HR process inventory, and document global process flows and design documents by module (e.g., OM, PA, Time, and Payroll). The key consideration at this stage is that the HR processes being built should be global in nature, and all countries within the company should follow these business processes as a standard. Of course, there may be some country-specific variations required for legal or data privacy reasons, but these should be the exception.

During the design phase of the process flows, it’s important to have all the necessary stakeholders buy into the process, including regional and country-specific leadership, to ensure that the process flow is followed and built into the overall SAP ERP HCM solution. This is instrumental later in the project as these process flows ultimately feed into configuration and workflows. The process flows should have a clear distinction of roles (e.g., who is performing the task within the process) so that there is a clear understanding about roles and responsibilities.

Mark S. Jackson

Mark Jackson has been working with SAP ERP HCM for more than 12 years and specializes in SuccessFactors Employee Central and the SAP ERP HCM Personnel Administration and Organizational Management modules. He has had numerous experiences with implementing and leading SAP ERP HCM and SuccessFactors globally and is a subject-matter expert in defining global templates for SAP/SuccessFactors implementations.

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