#S4HANA use case series: 5b – Engage talent across the organization (tech view)
As we described in the Business blog it is critical for companies to attract, develop and reward the top talents across the organization because these people drive innovation and create with their know-how and skills competitive advantages. SAP’s “power of one” solution is the foundation for this, and we’d like to give you a more technical view on this solution and their implementation options.
By combining SuccessFactors with SAP S/4HANA companies can drive an optimal alignment between HR and Finance to optimize capabilities, enable consolidated access to real-time data, measure the business impact of HR and integrate end-to-end process across financials and HR to help manage budget and headcount planning better. This blog will now dig deeper and show you what has changed with SAP S/4HANA and SuccessFactors in the processes from a technical point of view and how you can deploy to SAP /S4HANA and integrate HCM solutions.
What is the current HCM landscape for many customers?
In the graphic above you can see a classic HR landscape: many systems, many interfaces, high technical maintenance to support end-to-end process. For different functionalities of talent management system (like recruiting, learning or performance management) there are different systems on different databases. This complexity often developed historically as within several years to the core HR functions were added more and more talent management functions. As a result companies have to deal with multiple legacy and disparate HR systems which are costly and difficult to manage. The employees are not engaged with their HR systems and find them difficult to use. Especially the top talents get less support from the system as possible and they even don’t like to work with such old and complex systems. The separation of functionalities in different system makes it also hard to connect the data and get a holistic view of the talents. To gain such a holistic view data preparation is necessary because the information have to be select out of different systems.
Run your landscape with the “power of one”
SAP’s offering to run your talent and more broadly your HCM processes is a combination of best in class products: SuccessFactors and SAP S/4HANA. On the one hand, customer can benefits from SuccessFactors in the cloud, where are all the people-centric processes like Recruiting, Onboarding, Learning are living.
Those are critical to engage people across the organization. On the other hand customer will run their core processes like Financials or Procurement on SAP S/4HANA. Both solutions can be seamlessly integrated via middleware to run end-to-end processes or for data consolidation purpose.
How can customer get to that “power of one” landscape?
Let’s start with the classical situation. For new and existing customers considering SAP S/4HANA, SuccessFactors is the recommended HCM solution for S/4HANA. With this combination you can use the full advantages from the next generation HCM solution and next generation Business Suite which we described above and in the related business blog.
What is the value for customer choosing this classical approach?
- Current integrations between SuccessFactors and SAP Business Suite HCM can continue to be leveraged (Core Hybrid, Side by Side and Full Cloud for HR solutions)
- Integrated user interaction, processes and data (for e.g SAP HCM payroll, Source of Employee data …)
- ONE source of HR data from SuccessFactors, seamlessly integrated into S/4HANA
- Productized integration helps connect easily to S/4 HANA (HANA Cloud Integration)
- Early adopter program for EC + HCI available also to S/4HANA customers (for customers not in Early Adopter program, it is also possible to integrate with DELL Boomi)
For those customers who want to phase out the transition to SuccessFactors, SAP offers different scenarios to customers: they can deploy S/4HANA on premise and continueto keep SAP ERP HCM separate, or deploy SAP S/4HANA and SAP HR on premise on the same instance. SAP HR is indeed enabled in SAP S/4HANA and can technically run on the same instance. Customers can also choose a hybrid approach and use S/4HANA in the cloud and SAP ERP HCM On-Premise. Most importantly, So SAP ERP HCM customers may also continue to leverage their SAP ERP HCM implementations.
SAP uniquely gives a complete flexibility to the customers, with a complete solution on premise, a complete solution in the cloud, or a progressive hybrid approach. The chart below will give more details on the transition options for HCM:
SAP is proposing Rapid Deployment Solution for the implementation of SuccessFactors and SAP S/4HANA. With those dedicated RDS, customers get the latest innovations in the SAP solutions – S/4HANA and Employee Central. This solution is highly configurable and delivered with SAP Best Practices to accelerate implementation of the S/4HANA foundation in connection to the HR operations.
Find more details for LoB HR here: http://service.sap.com/rds
Stay tuned for the next use cases and follow me via @SDenecken for latest news.
Overview of SAP S/4HANA use cases: #S4HANA – the use case series – Intro & Overview