Entries
Articles Tagged ‘LSO’
Benefits of SME’s implementing SAP HCM
Tuesday, September 7th, 2010
“Employees are our most valuable asset” is a common phrase used by companies both large and small, but what are companies in the SME space really doing about it? SME’s may question the value of implementing HCM when looking to include it in their SAP implementation due to lower employee count and fewer locations. Why spend the additional dollars needed to implement an HCM module?
There are several benefits to justify the implementation cost of implementing SAP HCM. The primary benefit of any HCM system is the positive effect it has on employees by eliminating redundant work, automating manual processes and providing employees better access to information. From a management viewpoint, it allows you to manage each employee in a more comprehensive and efficient manner.
Outside of increased employee satisfaction, there are substantial financial and technical benefits of rolling out HCM with your SAP implementation. From a financial standpoint, SAP HCM benefits your organization by allowing you to manage all of your HR processes with a single system which can reduce costs associated with licensing, labor, third party software fees and support fees. Technically, the benefits include easy integration, one entry point, data accuracy and an integrated portal, not to mention constant developments and enhancements by the world’s number one ERP system.
The SME market continues to be the fastest growing segment in software sales across the board. When you implement SAP HCM you are receiving a complete package of the technology and knowledge that SAP has been gathering from some of the best run businesses in the world. By implementing SAP HCM, you can truly show your employees that they are your company’s most valuable asset.
Posted in Tips and Tricks | No Comments »
The Power of Benchmarking
Monday, August 23rd, 2010
Benchmarking is the continuous process of comparing and measuring an organization’s business processes against those of business leaders anywhere in the world. We all know that identifying and implementing best practices will generate business excellence. We also know that benchmarking is no magic cure - but when executed properly, it promotes continuous improvement.
For HR people, this translates into the following:
- Standardizing and automating transaction processing to reduce the cost of delivering basic HR services
- Using freed-up resources to support an integrated talent-management process
- Integrating HR and relevant non-HR systems to eliminate information barriers and reduce time to market
- Providing every manager access to decision-support tools and people information
- Delivering relevant business metrics to front-line managers, linking people processes to operational performance
- Benchmarking HR’s performance against industry metrics and best practices
For those of you who have not heard of it, there is a dedicated ASUG/SAP benchmarking and best practices program providing an excellent forum for SAP customers to track trends, share best practices, and measure value based upon key performance drivers. To date, more than 200 companies have participated in the study, including more than 30 participants from the high-tech industry, with revenues of between less than $1 billion to more than $10 billion. The study covers the full scope of HR business process, segmented in sub-processes such as recruiting and staffing, learning and development, and payroll administration.
For more information about the program, visit www.asug.com/benchmarking or contact benchmarking@asug.com. Please also visit: https://www.benchmarking.sap.com/files/surveyExamples/HCM_Sample_Report.pdf.
Posted in Tips and Tricks | No Comments »
Qualification Catalog Structure
Monday, August 16th, 2010
Qualifications can be a foundation for many functional uses in SAP. Qualifications equate to the requirements capabilities needed to perform the duties of a position, to the initial skill set held by the person most qualified to receive an offer of employment, to development areas identified as part of the annual performance appraisal process.
Many organizations will start with a basic structure comprised of qualification groups for three competency areas:
1.) Core or foundational
Sets the tone and/or context and frequently aligns with key behaviors expected from everyone in the enterprise (Example: Customer Focus)
2.) Functional and/or technical
Knowledge and skills/abilities that is required for a specific function that may range from programming skills to the ability to give effective presentations
3.) Managerial or leadership
Capabilities that allow an individual to be an effective leader of people and/or processes
Beyond the initial three competency classifications, organizations may also define categories for licenses or certifications, education and experience. The key is to assess how your organization will use the qualifications catalog going forward and assure that the categories are meaningful to the organization’s needs and sustainability.
Posted in Tips and Tricks | No Comments »
Tips and Tricks for Appraisals
Wednesday, April 1st, 2009
Valuable tips and tricks regarding utilizing Objective Setting and Appraisal functionality for both LSO and Personnel Development will be covered. The session includes detailed step-by-step configuration tips and tricks to make appraisal templates work for your organization. The attendee will learn how to make use of anonymous appraisals, weighted appraisals, and time-sensitive appraisals.
Download our whitepaper on this!
Post a question in our Ask the Experts section.
Posted in Tips and Tricks | No Comments »
Ask the Experts
cforms contact form by delicious:days
Archives
Categories
- Ask the Experts (20)
- Careers (1)
- Commentary (1)
- SAP HCM News (8)
- Tips and Tricks (11)
Symphony Consulting