4 out of 5.0, Reviewed Oct 4, 2016
Our single instance, global implementation of SAP HCM was very smooth. Some core HCM processes were harmonized as part of this, but the nature of the HR function is pretty standard globally already. The platform provided us with a great opportunity to standardize many data elements and org structures, including position control, etc. The biggest challenge was, without a doubt, the people change management within our HR community. With 14,000 employees spread over 30 countries and four continents, things could get complicated. Everyone likes to think they are unique, when, in reality, there are many more similarities than differences. The biggest technical challenge was integrating SuccessFactors with SAP HCM ERP. Though SAP bought SuccessFactors, that does not mean that integration is out of the box; often, it seemed like we were the SAP development lab for their own internal integration efforts.
Take the time to get global agreement for global processes. Put a strong steering committee in place and ensure that global HR leadership knows that you need them to "lead" not just come to a monthly update meeting.
Sometimes a little complicated to use and the GUI screens are not friendly.
Integrate their own products!! SuccessFactors was not integrated with the HCM ERP until our project.
If we had to do this again, we would try harder to ensure global adherence to the model and build tigher integration to all 3rd party systems. Even today, our APAC region HR people enter new employee data into their 3rd party payroll systems and neglect the "system of record" with SAP. The people change management aspect should have been better.
Very strong basic functions, but also good roadmap as we look to move towards cloud in the future.
Knowling how to escalate is important. We also have deep SAP experience in other areas, so knowing how to leverage OSS, etc. is crucial
Integration was difficult, but the global rollout went smoothly