Mar 16, 2011 -- 2:13PM, Lucy wrote:

Greetings,

Jeremy, it was great to meet you in Vegas last week — I can say first-hand that attendees were raving about you every time they left your session room!

A question for all of you:

For customers who haven't yet upgraded to ECC 6.0 but want to add Talent  Management, what do they need to know to implement it? Can they implement in  their current version – 4.7, 4.6, etc.?

Thanks for your time today!

Lucy

For customers who haven't yet upgraded to ECC 6.0 but want to add Talent  Management, what do they need to know to implement it? Can they implement in  their current version – 4.7, 4.6, etc.?

If you are trying to implement Talent Management on 4.6 or 4.7 it is going to be a little difficult since a lot of the functionality changes or is enhanced with ECC 6.0 and the application of Enhancement Packs.  Today, Enhancement Pack 4 is available for general release with Enhancement Pack 5 on its way to the masses.  If you are looking at an implementation of Talent Management, first I would upgrade to ECC 6.0, EP4 (at a minimum).  Once you do that, the world of Talent Management has been completely opened up. 

As an example, Compensation Management changes between the older versions of SAP and ECC 6.0.  For instance, new tables are being utilized and replacing the old functionality. 

While SAP hasn't done so yet, it is likely on the way that they will not be supporting the older versions as it matures.

There are still options in 4.6 and 4.7, but I'd know what you are getting into before you go there.

Hope that helps!

Mar 16, 2011 -- 2:16PM, Kellie Fitzpatrick wrote:

Mar 16, 2011 -- 2:16PM, Kellie Fitzpatrick wrote:

Mar 16, 2011 -- 2:09PM, Davin Wilfrid wrote:

Hi all,

Someone earlier mentioned business cases. Are there any particular KPIs or metrics you favor in terms of tracking the success of an SAP ERP HCM solution? Can those KPIs be defined clearly in the business case?

Thanks,

Davin

Hi Davin -

Someone earlier mentioned business cases. Are there any particular KPIs or metrics you favor in terms of tracking the success of an SAP ERP HCM solution? Can those KPIs be defined clearly in the business case?

There are a number of business cases and such we've helped with.  I'm not sure if you have access to the presentations from last week, but look up "How to prepare and present a comprehensive business case for your next project" from the HR2011 conference.  It tells you how to prepare a business case and lists a number of KPI's on slide 30 or so.

Some which are mentioned are around HR Expenses and Staff, Total HR Staff, etc.

Here's the link, just in case:

wpc.0b0c.edgecastcdn.net/000B0C/Presenta...

 

 

Mar 16, 2011 -- 3:01PM, Laura Casasanto wrote:

Hi Kellie,

When implementing ECM, what are the big differences in managing payroll  interfaces and testing with SAP Payroll vs. a third-party payroll provider? Do  you have different advice for avoiding payroll problems after implementation?

Thanks,
Laura 

When implementing ECM, what are the big differences in managing payroll  interfaces and testing with SAP Payroll vs. a third-party payroll provider? Do  you have different advice for avoiding payroll problems after implementation?

Hi Laura -

Great question.  The biggest piece of ECM is that when you utilize SAP for the process, you need to make sure you are testing the functionality at the end and the integration into Payroll.  As part of the implementation you will want to run a parallel to make sure the increases and wage types are integrating correctly.  ECM automatically updates IT 8 or 15 as such it should be picked up within SAP Payroll. 

With a third party provider, you will need to make sure the wage type and deduction codes are passing in the interface.  You will also want to check via a parallel to make sure everything is happening correctly.

ECM is a great tool for organizations trying to capture bonuses, merit increases, etc.  You just want to make sure you accurately test the functionality through the integration to SAP payroll or your Third Party Payroll provider.

Hope that helps.