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SAP HR Global Footprint

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Deploying a Global Footprint at Air Products and Chemicals, Inc.

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SAP HR Global Footprint

  1. 1. Deploying a Global Footprint At Air Products Melissa Weller and Sherryanne Meyer Air Products and Chemicals, Inc. Session No. 2405
  2. 2. <ul><li>Introduction </li></ul><ul><li>Why A Global Template? </li></ul><ul><ul><li>What were our Challenges? </li></ul></ul><ul><li>Design Challenges </li></ul><ul><li>The Global Template Design </li></ul><ul><li>Lessons Learned </li></ul><ul><li>Conclusion </li></ul>Today’s Agenda
  3. 3. <ul><li>How we built our global country template </li></ul><ul><li>How to use SAP Service Marketplace as a tool </li></ul><ul><li>What we have learned along the way </li></ul>Learning Points
  4. 4. 1940 Detroit Michigan – Revolutionary concept of on-site gas supply WWII Chattanooga, TN - Mobile Oxygen Generators for Military Post-War Emmaus, PA – Taking the on-site concept to Commercial Markets 1950s – 1970s – Global Expansion and Diversification We Are Air Products
  5. 5. <ul><li>22,000 employees </li></ul><ul><li>Over 40 countries </li></ul><ul><li>Industrial, energy, technology and healthcare markets worldwide </li></ul>Today – A Global Supplier of Gases & Chemicals
  6. 6. Four Market Segments One Company Tonnage Gases, Equipment and Energy Merchant Gases Electronics and Performance Materials Healthcare
  7. 7. UK Ireland Belgium Netherlands Germany France United States Canada Spain , Italy, Portugal Indonesia Singapore Malaysia China Hong Kong Japan Korea Taiwan Israel SAP Helps Our “One Company” Strategy Poland, Czech Rep, Slovakia 23 Countries – One System
  8. 8. <ul><li>Introduction </li></ul><ul><li>Why A Global Template? </li></ul><ul><ul><li>What were our Challenges? </li></ul></ul><ul><li>Design Challenges </li></ul><ul><li>The Global Template Design </li></ul><ul><li>Lessons Learned </li></ul><ul><li>Conclusion </li></ul>Today’s Agenda
  9. 9. How did we arrive at a global template? <ul><li>Painfully </li></ul><ul><li>Practice, Practice, Practice </li></ul><ul><li>Issues and Experiences </li></ul><ul><li>Addressing Global Data Privacy Needs </li></ul><ul><li>Formal “Lessons Learned” after each project </li></ul><ul><li>Global Power User and Global Process Owner Engagement </li></ul>
  10. 10. What we experienced… <ul><li>Confusion over global processes among managers and employees </li></ul><ul><ul><ul><li>Manager in Germany – with direct reports in Italy where Appraisals were not deployed </li></ul></ul></ul><ul><ul><ul><li>Training Requirements had to be fulfilled but HOW requirements were met varied by country </li></ul></ul></ul>
  11. 11. What we experienced… <ul><li>Difficulty Reporting Globally </li></ul><ul><ul><li>Inconsistent use of data elements </li></ul></ul><ul><ul><ul><li>Social ID </li></ul></ul></ul><ul><ul><ul><li>Date specifications </li></ul></ul></ul><ul><ul><ul><li>Active / Inactive for Management of Headcount </li></ul></ul></ul><ul><li>Inconsistent data display in MSS </li></ul><ul><ul><ul><li>Address data </li></ul></ul></ul><ul><ul><ul><li>Consistent maintenance and update of emergency contact </li></ul></ul></ul>
  12. 12. What we experienced… <ul><li>Inability to support globally </li></ul><ul><ul><li>Support instructions / documentation </li></ul></ul><ul><ul><ul><li>Example: ESS – update your address in ESS….not everyone can do that </li></ul></ul></ul><ul><ul><li>Only N. America had an HR Employee Help Center </li></ul></ul><ul><ul><li>Asia and Europe managed SAP on a very LOCAL basis </li></ul></ul><ul><ul><ul><li>No tools to record and track issues </li></ul></ul></ul><ul><ul><ul><li>No feedback mechanism </li></ul></ul></ul>
  13. 13. Another Driver: Compliance and Data Privacy Issues <ul><li>Needed a high-level plan to address a variety of data privacy concerns: </li></ul><ul><ul><li>European Data Privacy Laws </li></ul></ul><ul><ul><li>HIPAA </li></ul></ul><ul><ul><li>SOX </li></ul></ul><ul><ul><li>EEO </li></ul></ul><ul><ul><li>Company Policy </li></ul></ul><ul><li>Needed adherence to a consistent set of principles </li></ul>
  14. 14. IT Project Management Methodology: Lessons Learned Approach <ul><li>Immediately after the project: </li></ul><ul><ul><li>Feedback from business and IT </li></ul></ul><ul><ul><ul><li>What worked well, what didn’t work well </li></ul></ul></ul><ul><ul><ul><li>Outstanding issues </li></ul></ul></ul><ul><ul><li>Activities/resolutions were defined </li></ul></ul><ul><ul><li>We took these and put them into ACTION! </li></ul></ul>
  15. 15. Conclusion… <ul><li>Reinvent and Reinforce Roles and Responsibilities from Project Charter </li></ul><ul><li>Clarify Accountability </li></ul><ul><ul><li>HR = Data Owner </li></ul></ul><ul><ul><li>IT = System Manager </li></ul></ul><ul><ul><li>JOINTLY = DATA STEWARDS </li></ul></ul><ul><li>Define a Mutually-Agreeable Goal </li></ul><ul><ul><li>Consistent global practices for storing, maintaining and sharing data </li></ul></ul>
  16. 16. How did we evolve? <ul><li>PUSH versus PULL </li></ul><ul><ul><li>No one in HR wanted to change </li></ul></ul>
  17. 17. IT as the Driver <ul><li>Process Owner Meetings </li></ul><ul><ul><li>OM </li></ul></ul><ul><ul><li>Comp </li></ul></ul><ul><ul><li>Benefits </li></ul></ul><ul><ul><li>Payroll </li></ul></ul><ul><ul><li>HR Admin </li></ul></ul><ul><ul><li>Performance Enhancement </li></ul></ul><ul><ul><li>Training and Events </li></ul></ul><ul><li>Knowledge Transfer between IT and HR Power Users </li></ul>
  18. 18. IT as the Driver <ul><li>IT Incident Tracking </li></ul><ul><li>IT Change Management Processes </li></ul><ul><ul><li>Enforced Ownership </li></ul></ul><ul><ul><li>Made users accountable for testing and sign-off </li></ul></ul><ul><li>Relationship building </li></ul><ul><ul><li>Increased travel by IT to our Regions </li></ul></ul><ul><ul><li>Face-to-face informal and formal discussions with HR </li></ul></ul>
  19. 19. How did we evolve? <ul><li>HR’s awareness of SAP and it’s capabilities grew </li></ul><ul><ul><li>HR began to drive the discussions </li></ul></ul><ul><ul><li>HR began to drive global processes </li></ul></ul><ul><li>IT’s understanding of how HR wanted to use the data improved </li></ul>Now…We Want The Same Things!
  20. 20. The IT – HR Partnership <ul><li>HR IT Steering Committee </li></ul><ul><li>Global Support model </li></ul><ul><ul><li>Joint use of Incident Tracking Tools </li></ul></ul><ul><li>HR Regional Centers of Excellence </li></ul><ul><li>IT-HR Power User Shared Online Workspaces </li></ul><ul><li>Total engagement in projects </li></ul><ul><ul><li>Resource Alignment </li></ul></ul><ul><ul><li>Travel where necessary – even by Power Users </li></ul></ul>
  21. 21. HR’s Role Today <ul><li>Process Owners </li></ul><ul><ul><li>Lead Management of Change Process </li></ul></ul><ul><ul><li>Lead Process Owner Meetings </li></ul></ul><ul><ul><ul><li>Focus on business changes, data integrity, adherence to process </li></ul></ul></ul><ul><ul><li>Engage in Testing and Approval of all changes </li></ul></ul><ul><ul><li>Decisions on Archiving </li></ul></ul><ul><ul><li>Disaster Recovery Contingency Plans </li></ul></ul><ul><ul><li>Ensure smooth integration between HR and ERP </li></ul></ul>
  22. 22. …And the End Result? Joint Recognition of the Need for Standardization
  23. 23. <ul><li>Introduction </li></ul><ul><li>Why A Global Template? </li></ul><ul><ul><li>What were our Challenges? </li></ul></ul><ul><li>Design Challenges </li></ul><ul><li>The Global Template Design </li></ul><ul><li>Lessons Learned </li></ul><ul><li>Conclusion </li></ul>Today’s Agenda
  24. 24. Country Specific Requirements <ul><li>SAP country versions </li></ul><ul><ul><li>Standard </li></ul></ul><ul><ul><li>Add on </li></ul></ul><ul><ul><li>Partner </li></ul></ul><ul><li>Paradigms </li></ul><ul><ul><li>Determining “Is this really a business requirement or is this what I always had and what I still want?” </li></ul></ul>
  25. 25. Country Specific Requirements <ul><li>Country specific business practices </li></ul><ul><ul><li>Validation of Social ID’s based on other data elements </li></ul></ul><ul><ul><li>Poland – Credited service recognized for all service in gas industry </li></ul></ul><ul><li>Interfaces </li></ul><ul><ul><li>In-country mailing address versus what US-based service providers could manage </li></ul></ul><ul><li>Integration with separate Payroll Providers </li></ul>
  26. 26. Language Barriers <ul><li>Going into a country…we often don’t understand each other! </li></ul><ul><ul><li>Colloquialisms and jokes don’t translate! </li></ul></ul><ul><ul><li>SAP terms don’t always mean the same thing </li></ul></ul><ul><ul><ul><li>“permanent residence” </li></ul></ul></ul><ul><li>What will we translate? </li></ul><ul><ul><li>Employee facing functionality legally must often be translated </li></ul></ul><ul><li>Unicode needed for Asia </li></ul>
  27. 27. Language Barriers <ul><li>Appraisals are both employee and manager facing </li></ul><ul><ul><li>How you can have an intelligent performance discussion with someone if you can’t deliver the written appraisal in their native language? </li></ul></ul><ul><ul><li>How do managers complete an appraisal in a language that’s not their own? </li></ul></ul><ul><ul><li>We can deliver the template translated – we cannot deliver what the manager enters translated! </li></ul></ul>
  28. 28. Language Barriers <ul><li>Human Resources terminology and practices </li></ul><ul><ul><li>Generally established in U.S. or U.K. </li></ul></ul><ul><ul><li>Need to be taught to users in other countries </li></ul></ul><ul><ul><ul><li>Example: HRP; RWH; Hay Grade </li></ul></ul></ul>
  29. 29. Personal Data <ul><li>Employee Name Structure is not a global definition </li></ul><ul><ul><li>Format of Spanish Names – Two surnames </li></ul></ul><ul><ul><ul><ul><li>Eg, Miguel Garcia Sanchez </li></ul></ul></ul></ul><ul><ul><li>Americanized Names in Korea </li></ul></ul><ul><ul><ul><li>Eg, Jeff Tan Peck Ting </li></ul></ul></ul><ul><ul><ul><li>Passport name: Tan Peck Ting </li></ul></ul></ul><ul><ul><ul><li>Workforce name: Jeff </li></ul></ul></ul><ul><ul><li>Indonesia has only one name </li></ul></ul><ul><ul><ul><li>First and Last names are the same </li></ul></ul></ul><ul><li>Integration with Workforce Database </li></ul>
  30. 30. Personal Data <ul><li>Expatriates </li></ul><ul><ul><li>Address of permanent residence versus temporary address </li></ul></ul><ul><ul><ul><li>Where you own property versus where you receive mail </li></ul></ul></ul><ul><ul><li>Where employee’s compensation planning and appraisal is completed – home or host? </li></ul></ul><ul><ul><li>Where training requirements are maintained </li></ul></ul><ul><ul><li>Where costs are charged </li></ul></ul><ul><ul><li>Where headcount is maintained </li></ul></ul><ul><ul><li>How travel is reimbursed </li></ul></ul>
  31. 31. Additional Considerations <ul><li>Support </li></ul><ul><ul><li>Global support model </li></ul></ul><ul><ul><li>Global Power Users </li></ul></ul><ul><li>Sustainability </li></ul><ul><ul><li>Limit variations to those absolutely necessary </li></ul></ul><ul><li>Ability to respond quickly to acquisitions and divestitures </li></ul>
  32. 32. How SAP Helped <ul><li>SAP Service Marketplace </li></ul><ul><li>In Country Contacts </li></ul><ul><li>Account Manager </li></ul><ul><li>Online Support System </li></ul>
  33. 33. SAP Service Marketplace <ul><li>www.service.sap.comglobalization </li></ul>
  34. 34. SAP – Country Versions
  35. 35. SAP – Country Specific Information <ul><li>www.service.sap.comglobalization </li></ul>
  36. 36. SAP Service Marketplace If there is no specific country template delivered use ‘XX’ country version where you define ‘XX’ the two digit company code for ‘XX’ (i.e., IL for Israel)
  37. 37. SAP – Global Knowledge Bases (GKB)
  38. 38. SAP Service Marketplace
  39. 39. SAP GKB – Country Overview [
  40. 40. <ul><li>Introduction </li></ul><ul><li>Why A Global Template? </li></ul><ul><ul><li>What were our Challenges? </li></ul></ul><ul><li>Design Challenges </li></ul><ul><li>The Global Template Design </li></ul><ul><li>Wrap-up </li></ul>Today’s Agenda
  41. 41. How we implemented the global template <ul><li>HR with IT - Documented and published and communicated the template </li></ul><ul><li>Formally adopted and implemented with deployment to Central Europe </li></ul><ul><li>Began with Blueprinting – set the framework </li></ul><ul><li>Built prototype – worked out weaknesses </li></ul>
  42. 42. How we implemented the global template <ul><li>Global design document developed </li></ul><ul><ul><li>Incorporated all of our separate original designs for each module </li></ul></ul><ul><ul><ul><li>Streamlined to reflect standardization </li></ul></ul></ul><ul><ul><li>Required each business process owner’s sign-off following prototype </li></ul></ul><ul><ul><li>Maintained the document as a “working document” throughout the project </li></ul></ul><ul><li>Used this document ongoing as our joint HR-IT design template </li></ul>
  43. 43. What’s inside the Global Template? <ul><li>Base Functionality </li></ul><ul><ul><li>HR Administration </li></ul></ul><ul><ul><li>Organization Management </li></ul></ul><ul><ul><li>Compensation – Global Process & Timeline </li></ul></ul><ul><ul><li>Benefits Administration – US primarily </li></ul></ul><ul><ul><li>Appraisals / HRP – Global Process & Timeline </li></ul></ul><ul><ul><li>Structural Security – Existing Roles only </li></ul></ul><ul><ul><li>Workflow </li></ul></ul><ul><li>Payroll – full functionality is US Only </li></ul>
  44. 44. What’s inside the Global Template? <ul><li>Payroll Data for other countries </li></ul><ul><ul><li>Basic Pay record maintained in SAP HR </li></ul></ul><ul><ul><li>Additional Payments recorded in SAP HR </li></ul></ul><ul><ul><li>SAP HR must be the system of record </li></ul></ul><ul><ul><li>Audits ensure both systems maintained </li></ul></ul><ul><li>Move towards regional payroll processes </li></ul><ul><ul><li>Standards to be maintained </li></ul></ul><ul><ul><ul><li>SAP as the system of record for defined data elements </li></ul></ul></ul><ul><ul><ul><li>Adherence to consistent use of data fields </li></ul></ul></ul><ul><ul><li>Audits to ensure SAP’s integrity </li></ul></ul>
  45. 45. What’s inside the Global Template? <ul><li>Adherence to Existing Enterprise Structure </li></ul><ul><ul><li>Company Code = Legal Entity – Defined by FI </li></ul></ul><ul><ul><li>PA = Corporate Division </li></ul></ul><ul><ul><li>PSA = Work Location </li></ul></ul><ul><ul><li>EG = Highest Grouping Level for Employee Types </li></ul></ul><ul><ul><ul><li>Never changes </li></ul></ul></ul><ul><ul><ul><li>Basic Agreement – No Contractors* </li></ul></ul></ul><ul><ul><li>ESG = Determined based on Pay, Benefits and Tax implications </li></ul></ul>*Exceptions approved by HR based on established criteria
  46. 46. What’s inside the Global Template? <ul><li>ERP Integration </li></ul><ul><ul><li>Time Entry Requirements </li></ul></ul><ul><ul><ul><li>Cost Center Distribution (IT0027) </li></ul></ul></ul><ul><ul><ul><li>Time Sheet Defaults (IT0315) </li></ul></ul></ul><ul><ul><li>Travel Management Requirements </li></ul></ul><ul><ul><ul><li>Travel Privileges (IT0017) </li></ul></ul></ul><ul><ul><ul><li>Bank Details (IT0009) </li></ul></ul></ul><ul><ul><ul><li>Communications Subtype for Credit Card (IT0105) </li></ul></ul></ul><ul><ul><li>Payroll Posting </li></ul></ul><ul><ul><ul><li>Wage Types </li></ul></ul></ul><ul><ul><li>ALE (Application Link Enabling) </li></ul></ul><ul><ul><ul><li>Company Codes </li></ul></ul></ul><ul><ul><ul><li>Payroll Areas </li></ul></ul></ul>
  47. 47. What’s inside the Global Template? <ul><li>Web-Based Services </li></ul><ul><ul><li>Employee Self Service (ITS) - Translated </li></ul></ul><ul><ul><ul><li>Personal Information </li></ul></ul></ul><ul><ul><ul><ul><li>Address </li></ul></ul></ul></ul><ul><ul><ul><ul><li>Emergency Contact </li></ul></ul></ul></ul><ul><ul><ul><ul><li>Family Members </li></ul></ul></ul></ul><ul><ul><ul><ul><li>Known As Name </li></ul></ul></ul></ul><ul><ul><ul><ul><li>Employee Profile </li></ul></ul></ul></ul><ul><ul><ul><li>Who’s Who – Employee Directory </li></ul></ul></ul><ul><ul><ul><li>Appraisals </li></ul></ul></ul>
  48. 48. What’s inside the Global Template? <ul><li>Web-Based Services </li></ul><ul><ul><li>Manager Self Service – English Only </li></ul></ul><ul><ul><ul><li>Employee Info </li></ul></ul></ul><ul><ul><ul><li>Position Management </li></ul></ul></ul><ul><ul><ul><li>Employee Change Request </li></ul></ul></ul><ul><ul><ul><li>Performance Enhancement </li></ul></ul></ul><ul><ul><ul><li>Time Approval </li></ul></ul></ul><ul><ul><ul><li>Manage Learning </li></ul></ul></ul><ul><ul><ul><li>Pay and Rewards – currently via MDT link </li></ul></ul></ul>
  49. 49. What’s inside the Global Template? <ul><li>Web-Based Services </li></ul><ul><ul><li>Learning Solutions - Translated </li></ul></ul><ul><ul><ul><li>Standards for Migration from Legacy Systems </li></ul></ul></ul><ul><ul><ul><ul><li>Past five years of EH&S </li></ul></ul></ul></ul><ul><ul><ul><ul><li>Past three years of Quality </li></ul></ul></ul></ul><ul><ul><ul><ul><li>Regulatory training (as required) </li></ul></ul></ul></ul><ul><ul><ul><ul><li>Lifelong training that is a requirement of the Job/Position </li></ul></ul></ul></ul><ul><ul><ul><li>Standard Workflows </li></ul></ul></ul><ul><ul><ul><ul><li>Management Approval for Cost or Proprietary Reasons </li></ul></ul></ul></ul><ul><ul><ul><li>Requirements: 56 Standard Courses Delivered with Go Live </li></ul></ul></ul>
  50. 50. What’s inside the Global Template? <ul><li>Reporting </li></ul><ul><ul><li>Business Information Warehouse </li></ul></ul><ul><ul><ul><li>Head Count, Compensation </li></ul></ul></ul><ul><ul><li>Standard Delivered Reports </li></ul></ul><ul><ul><li>Ad Hoc Query – Limited to Power Users and Key Business Process Owners </li></ul></ul><ul><ul><li>Necessary Maintenance of Previously Developed Custom Reports </li></ul></ul><ul><ul><li>Necessary Maintenance of Previously Developed Interfaces </li></ul></ul><ul><ul><li>No New Interfaces or Reports </li></ul></ul>
  51. 51. Template Applied to System Architecture <ul><li>Enterprise structure definition and data element usage descriptions </li></ul><ul><li>Strategy for country-specific namespaces </li></ul><ul><li>Technical naming conventions for all data elements and developments </li></ul>
  52. 52. Importance of Country Grouping - MOLGA <ul><li>Separate configuration on a country-by-country basis by defining separate MOLGAs </li></ul><ul><ul><li>Generic MOLGA 99 is used as a template to configure other smaller non-SAP delivered countries (IL) </li></ul></ul><ul><li>Allows local changes to tables </li></ul><ul><li>Used throughout security and in authorization profiles </li></ul><ul><li>Required for a country’s payroll </li></ul><ul><ul><li>Outsourced Payroll Solutions require MOLGA </li></ul></ul><ul><ul><li>Application Link Enabling (ALE) uses MOLGA </li></ul></ul>
  53. 53. Where Tables Do Not Contain Country Group…Define & Maintain Manually <ul><li>Consistent use of Employee Subgroups beginning with “A” for Asia…beginning with “4” for U.S. </li></ul>
  54. 54. Reporting by country made easy <ul><li>“Smart-Coding” </li></ul><ul><ul><li>ISO Code for each country used for first two digits of company code </li></ul></ul><ul><ul><li>Second two digits allow multiple legal entities per country </li></ul></ul>
  55. 55. Security made easy <ul><li>Personnel Area (PA) Key is used in security roles </li></ul><ul><li>Smart-coding Identifies our Regions within PA and our Business Areas </li></ul><ul><ul><li>EA = European Corporate </li></ul></ul><ul><ul><li>NA= N. America Corporate </li></ul></ul><ul><ul><li>EC = European Chemicals </li></ul></ul><ul><ul><li>NC = N. America Chemicals </li></ul></ul><ul><ul><li>EG = European Gases </li></ul></ul><ul><ul><li>NC = N. America Gases </li></ul></ul>
  56. 56. Technical Naming Conventions <ul><li>Use naming convention for objects such as: </li></ul><ul><ul><li>ABAP programs (reports and interfaces) </li></ul></ul><ul><ul><li>ABAP function modules </li></ul></ul><ul><ul><li>Payroll/time functions, operations, rules and schemas </li></ul></ul><ul><ul><li>Features </li></ul></ul><ul><li>Use the “Customer Name Space” – eg: </li></ul><ul><ul><li>Z_GL_HR_PY* , Z_US_HR_PY* </li></ul></ul>
  57. 57. Sample Program Names Employee Conversion Programs are Identified by two-character country code
  58. 58. Features <ul><li>No special consideration for MOLGA </li></ul><ul><ul><li>Our team was centralized so could avoid sub-features for country </li></ul></ul><ul><ul><li>Might want to consider depending on your team’s needs </li></ul></ul>
  59. 59. Design Document <ul><li>Defines enterprise structure and naming conventions </li></ul><ul><ul><li>Wage Types – Global table maintained to prevent overlapping of wage types country-to-country </li></ul></ul><ul><ul><ul><li>E.G. – Wage type # 1279 is consistently used for local incentive bonus payments </li></ul></ul></ul><ul><ul><li>PA – region specific and line of business – simple, high level – doesn’t change </li></ul></ul><ul><ul><ul><li>Easier to justify deployment to smaller countries </li></ul></ul></ul>
  60. 60. Design document <ul><li>Company Code – using ISO codes </li></ul><ul><li>ESG - employee subgroup = Assigned using a consistent range (A for Asia, 4 for US…) </li></ul><ul><li>Result: </li></ul><ul><ul><li>A common global structure that also satisfies local reporting requirements </li></ul></ul><ul><ul><ul><li>Equal Employment Opportunity (EEO) reporting in the US </li></ul></ul></ul>
  61. 61. <ul><li>Introduction </li></ul><ul><li>Why A Global Template? </li></ul><ul><ul><li>What were our Challenges? </li></ul></ul><ul><li>Design Challenges </li></ul><ul><li>The Global Template Design </li></ul><ul><li>Lessons Learned </li></ul><ul><li>Conclusion </li></ul>Today’s Agenda
  62. 62. Avoid Pitfalls <ul><li>Do not assume the current design is best </li></ul><ul><ul><li>If you always do what you always did – you always get what you always got! </li></ul></ul><ul><li>Create a global template with participation from all major countries, process owners and power users </li></ul><ul><li>Keep abreast of what’s new in SAP – functionality has grown a lot for HCM globally! </li></ul>
  63. 63. Avoid Pitfalls <ul><li>What to do when your signed, approved design document CHANGES </li></ul><ul><li>that NEVER happens </li></ul>
  64. 64. Management of Change <ul><li>From a practical aspect: </li></ul><ul><ul><li>MOC process owned by HR </li></ul></ul><ul><ul><li>Include MOC process as part of design document </li></ul></ul><ul><li>From a technical aspect: </li></ul><ul><ul><li>For Air Products, our global team means we do not have to control who changes tables by MOLGA – but you might want to consider that </li></ul></ul><ul><ul><li>Quality aspects / Critical Object Warnings configured to control enterprise structure </li></ul></ul>
  65. 65. Define Critical Objects in Transport Manager Approver of Transports will receive an alert (a “Critical Object” warning) if these tables are changed
  66. 66. <ul><li>Support and Sustainability is easier! </li></ul><ul><li>Our global SCC support team KNOWS what functionality each country has and how it should work – we no longer work separately – round the clock support is available </li></ul><ul><li>Ability to engage IT Service Center </li></ul><ul><li>HR is more self-sufficient </li></ul><ul><li>IT has been able to focus on higher-value added items </li></ul>What we’ve learned
  67. 67. <ul><li>How we built our global country template </li></ul><ul><ul><li>Partnership between IT and HR </li></ul></ul><ul><ul><li>Mutually Agreed Global Processes </li></ul></ul><ul><ul><li>Communication </li></ul></ul><ul><ul><li>Global Teams </li></ul></ul><ul><li>Use SAP Service Marketplace as a tool and engage SAP Contacts </li></ul><ul><li>What we have learned along the way </li></ul><ul><ul><li>Work with your ASUG colleagues! </li></ul></ul><ul><ul><li>LISTEN to your in-country experts </li></ul></ul>Wrap Up Learning Points
  68. 68. <ul><li>ASUG Discussion Forums </li></ul><ul><ul><li>Human Capital Management Communities     Payroll/Time Management SIG     Human Resource Management SIG </li></ul></ul><ul><ul><li>Services & Support Communities     Documentation & Training SIG     Global Implementations SIG     Organizational & Change Management SIG </li></ul></ul>Resources
  69. 69. <ul><li>SAP Insider HR Expert Publication </li></ul><ul><ul><li>Articles by Charles Eubanks, Senior Manager, SAP HR Integration, ARINSO International </li></ul></ul><ul><ul><ul><li>6 Tips for Going Global with Extra Savoir-Faire </li></ul></ul></ul><ul><ul><ul><li>Avoid Global Implementation Pitfalls with a Well-Defined, Strategic Global Template </li></ul></ul></ul>Resources
  70. 70. <ul><li>HR Global User Group: www.service.sap.com/hrgug </li></ul><ul><li>SAP Service Marketplace – Multinational Implementation Resources www.service.sap.com /globalization </li></ul><ul><li>www.service.sap.com /localization </li></ul>Resources
  71. 71. <ul><li>links </li></ul>Resources and References [ ] <ul><li>Thank you for participating. </li></ul>SESSION CODE: 2405 Please remember to complete and return your evaluation form following this session. For ongoing education on this area of focus, visit the Year-Round Community page at www.asug.com/yrc

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