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Archive for the tag “SAP HR”

HRrenewal- just patching and layering

HRrenewal 1.0 is SAP’s “safe” approach to upgrading SAP HR by adding new UI layer and few functions. It’s just a small upgrade for the on-premise clients. SAP Community Network has detailed information in blogs like HR Renewal FAQs. SAP intrigued me with one of their product, SAP Scouting, in totally different area of football!! I am not an expert at SAP Scouting, but my understanding is that it helps the football team “SF 49ers” build a better team. Team? Isn’t is also important for HR to help build good teams? Instead of draining resources on patching and layering, SAP should review and rebuild HR on newer concepts like SAP Scouting.

SAP should lead in adding new concepts and technology into SAP HR. Workday has tickled SAP by just adding cloud concept. One can only imagine the power of a good HR solution that begins with baking social, mobile and Bigdata concepts into core functionality.

See also:

SAP’s Delightful New HCM User experience

49ers NFL Draft 2013: Team works with SAP to remain ahead of the pack in efficiency

RebuildHR Manifesto- Part A

RebuildHR Manifesto- Part B

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Improving meeting effectiveness by crowdsourcing

Meetings take up the most inelastic resource, time. Meetings are important, but they can take up valuable resources if not conducted effectively. I guess everyone has had his or her share of ineffective and time-wasting meetings where either the meeting purpose is not clear or the outcomes are not clear. More importantly, there was no easy way to give this feedback to the organizer. Now, with the help of IT, we can setup a whole new process.

Meeting Process

Meeting Process

  1. Organizer sets up the meeting
  2. Organizer and the participants meet
  3. [New step] After meeting, the participants give feedback with ubiquitous smart phone
  4. [New step] Collect feedback from all meetings
  5. [New step] Rate each meeting using new (to be defined by HR) data analysis algorithms in traditional SAP BW, HANA-powered SAP tools, BigData tools (like Hadoop) or any other tool up for the job.
  6. [New step] This “crowdsourcing” rating will be automatically populated on the employee’s performance report

The rating provides information that will help the company draw up a good solution. One solution could be to offer training. Another solution could be to add a team member who could bridge the skill gap.

IT support is crucial to setting up this solution:

  1. Organizer sets up the meeting. (Existing meeting tools like MS Outlook)
  2. Organizer and the participants conduct the meeting. (Existing process)
  3. [New step] After the meeting, the participants get a brief evaluation on their mobile app. They give their opinion about the meeting (IT needs to develop a smart phone app)
  4. [New step] Collect feedback from all meetings. (IT has to roll out the app to as many users as possible)
  5. [New step]Rate each meeting using data analysis algorithms in traditional SAP BW, HANA-powered SAP tools, BigData tools (like Hadoop) or any other tool up for the job. (IT has to build new backend system to collect meeting data from each user)
  6. [New step] This ‘crowdsourcing’ rating will be automatically populated on the employee’s performance report. (Implement new calculation rules)

‘Improving meeting effectiveness by crowdsourcing’ is just an example of how technology convergence can help ‘RebuildHR manifesto’. We can leverage this concept to other skills that justifies building this infrastructure.

RebuildHR Manifesto- Part A

I have implemented global SAP HR projects for almost 15 years. During this time, very little has changed with HR and SAP HR. There were some cosmetic changes (HR to HCM) and some incremental changes (seeing your manager’s goals and setting your own goals for the year). I always felt some gap in HR/ HR systems as compared to consumer technology. For example: Why not email a photo, taken using a ubiquitous cell phone, of required document than faxing? How can the world of HR use the technological innovation? My tipping point came when I watched the movie ‘Moneyball’.

‘Moneyball’ (the movie and the book) is about how Billy Beane, the General Manager of Oakland Athletics’, rebuilt his baseball team on a lean budget using data analysis in selecting his players. He did not believe in the traditional scouting method. Nor did he believe in many of the player statistics as they did not correlate to their real performance. He used new player metrics (Sabermetrics) developed by Bill James that showed the true contribution and skills of the player. The results were astounding. Oakland Athletics created history in 2002 by winning 20 straight games, an accomplishment unheard of but what was fascinating is that his team had the lowest payroll. Boston Red Sox, understanding what Billy Beane had done, copied the approach. They went on to win the World Series in 2004 after a gap of 86 years!

US baseball’s origin can be traced back to 18th century, and the ‘World Series’ started in 1903. Traditional scouting techniques seemed the only way to find baseball talent. Bill James saw the inherent flaws in this technique and started to write about it, but baseball insiders couldn’t see it. Computers became available to do data analysis and crunch number and showed that Bill’s assessment made sense, but still the insiders refused to see the facts objectively. Finally, Billy came and executed on new model using technology. Now, why are we discussing this and what does this have to do with HR or HR systems like SAP HR?

Introduced around 1995, Core SAP HR hasn’t changed much. Since then, Steve Jobs came back to Apple and created iPhone. Mark Zuckerberg left college to create ‘Facebook’. Jack Dorsey lead ‘Twitter’. During this people-centered technological upheaval, SAP HR was just tweaked. I think most of the other systems are very similar and essentially execute the same HR processes, maybe slight differently. It seems that HR itself, as a function, has changed very little. Most data collected by HR drives administrative processes. Statistics and analytics that come from this data can not drive talent management or employee engagement. HR talks about building teams all the time, but how do you measure success of team building programs? How to measure what employees do differently if they become good team players? HR talks about employee engagement. How can it find out the degree of employee engagement? The lack of data and data models prevents HR from measuring key skills of the employees. But the same employees create an unbelievable amount of data when they leave the office. They tweet millions of messages every day post thousands of picture and posts on social media sites like Facebook. How can this phenomenon of creating and sharing data, willingly, be replicated for work, in the context of an office, a company ?

Big data, social media, cloud computing and mobile connectivity are going to help bring about HR transformation. HR has to rebuild itself from the bottom up. HR can analyze social data, provided by employees using their mobile devices, to improve personal productivity and lead the use of wearble computing which leads to higher company profits.

– Mobile devices enable employees to capture data easily and efficiently

– Mobile social apps help capture the relevant data

– BigData/ Analytics helps crunch and analyze this data (collected by crowdsourcing)

– Cloud computing makes this analysis/ feedback available anywhere, anytime

– Wearable computing (like Google Glasses)

The dreams of HR visionaries can become reality as the technologies have converged. It’s time for HR professionals to understand technology to see what moon shots are now possible. It’s time for HR professionals to become the ‘Billy Beane’ of a company. They have to build new HR systems that captures more relevant data, engages employees,  predicts true talent and directly impacts company’s bottom-line. It’s not a time for incremental changes, it’s not a time for just a little transformation. It’s time to rebuild HR from the ground up using all the technology we have. It’s time for a new ‘RebuildHR’ Manifesto.

To be continued…

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Acknowledgements:

Wikipedia, Billy Beane, http://en.wikipedia.org/wiki/Billy_Beane (as of May 13, 2013, 19:11 GMT).

Wikipedia, Bill James, http://en.wikipedia.org/wiki/Bill_James  (as of May 13, 2013, 19:14 GMT).

IMDB, Moneyball, http://www.imdb.com/title/tt1210166/ (as of May 13, 2013, 22:00 GMT).

Wikipedia, History of baseball in the United States, http://en.wikipedia.org/wiki/History_of_baseball_in_the_United_States (as of May 15, 2013, 02:45 GMT).

Special thanks to Martix Rexroad for his insight and feedback.

With the advent of cloud computing, what’s the future of SAP HCM consultants? Part 3 (Final)

I have talked to many SAP HCM consultants. Most of them are aware of the changes and confused. SAP has always been about integration but now we hear about hybrid solutions. For example: store the core employee data in SAP HCM and interface with SuccessFactors’ functionality of on-boarding, talent management, compensation management. Some companies integrate SAP  finance, production planning, material management, human resources and other functions but what will be the impact of hybrid HR solution. There are many thoughtful questions but few good answers as things are still evolving. Cloud computing is a disrupting technology and has changed HR solutions and in turn the SAP HCM consulting. The consultants need to keep calm, carry on with their current work and understand the new normal proactively

  1. Networking – LinkedIn.com provides a good way to stay connected to your contacts. Your connections can offer insight and information that can help you. You can also reciprocate the same.
  2. Learning – Twitter.com, Facebook.com, SAP.com and other sites have a lot of information. You can follow industry experts and companies to learn about the trends as well as new detailed information.
  3. Certification – Certification is not always required but it can come in handy. Though it might not always be obvious how useful they might be, there is definitely no harm in getting certified.

SAP HCM Consultants (Functional)

The good news is that there are many transferable skills.

  1. Leadership, Team work and communication These skills are transferable.
  2. Project management This is also transferable with some knowledge of the new system that you are implementing.
  3. Documentation and testing These skills are transferable though a little system knowledge might be helpful.
  4. Business analysis – This skill is transferable. Cloud solution also requires HR processes analysis and requirements gathering.
  5. Gap analysis and configuration – This requires the knowledge of the new system. Understanding the cloud based solution is the key. If you plan to switch to the cloud, then you should take up some training or be a part of a cloud project. There are no courses available to public and training is only provided to the vendors/ system integrators.

SAP HCM Consultants (Technical)

There are specific challenges to this role as the cloud solution grows but it provides big opportunities. There will be a lot of work in transition and upgrade projects. But as more and more technical work is outsourced, technical consultants might need to add skills (though this might be a boon to technical consultant where the outsource work is going).

  1. Leadership, Team work and communication These skills are transferable.
  2. Project management This is also transferable with some knowledge of the new system that you are implementing.
  3. Documentation and testing These skills are transferable though a little system knowledge might be helpful.
  4. Development (Programming): Though the basic programming concepts might be transferable, the detailed coding will not. ABAP programming is SAP’s proprietary language.
    • You can move to other SAP module if you would like to continue within SAP environment
    • You can also pursue other upcoming SAP technologies like SAP Mobility and SAP HANA.
    • You can move to cloud solutions and learn the new system by getting trained or being part of a cloud project. There are no courses available to public and training is only provided to the vendors/ system integrators
    • You can learn more by following people and companies on twitter/ LinkedIn. I have a twitter list that might help to get your started http://twitter.com/manishcom/hrtech-sap-sf-workday

If you have any feedback, please feel free to give your comments here or email manish.thakkar@adept-consultancy.com. I wish you all the best.

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