• In examining your current HCM your team is stuck doing things the old system state, in addition to examining way. Not all existing processes should be processes and forms, you will look at migrated, some should be discarded for new and updated processes that 昀椀t with work昀氀ows—both HR and non-HR. You will also take inventory of any SAP upgraded technology and modern HR SuccessFactors Talent Modules you may demands. already be running, and look at shift Transformation often comes for customers in planning, compensation, and self-service the form of employee self-service. This might capabilities. come as a change for your organization, • Beyond that, you will look at a list of where HR administrators are relied upon things in your SAP ERP HCM system, as to initiate processes. In a self-service well as current interfaces and programs environment, managers and employees on which your HCM process relies. conduct many HR transactions. Addressing For each of these areas, it is important to user adoption should be part of your strategy. consider potential impacts they may have Finally, you may have deployed custom on an Employee Central implementation, programs, Infotypes, and objects in your as well as possible mitigation strategies SAP HCM on-premise system. These custom for that impact. solutions need to be examined early for successful Employee Central adoption. Identifying Roadblocks If some of the functionality addressed in your on-premise customizations will be necessary in your SAP SuccessFactors system, it’s to Success important to know what tools are available Roadblocks to a successful Employee for extensibility in the cloud. For example, Central implementation can be both the SAP Cloud Platform is a differentiator technical and involve cultural and mindset in the HR space for bigger projects, and SAP SuccessFactors also offers user-friendly shifts. If employees are unable to adjust to extensibility options within the solution for the new HCM system, that can impact the smaller additions. project negatively. They need to be ready for the change. These custom solutions also tie into data Change management experts will be key migration and data cleansing. There are costs to keeping your stakeholders in the loop associated with conversions and keeping and ensuring consistent communication historical data. Think about your data early throughout the Employee Central evaluation. and 昀椀gure out your strategy. One option The amount of change management that is for keeping your historical data accessible required is reliant upon your current self- without propping up an old system is Rizing service landscape. We will cover change Lyra—we will expand on historical data options in a later section. management in more detail later in this paper. The goal of implementing a new HCM A good partner will help you 昀椀nd the best system in the cloud should be real HR solutions for extensibility and data migration, transformation. That cannot be done if as well as help alleviate any other roadblocks you may discover. / 8 © 2020 Rizing LLC or a Rizing LLC af昀椀liate company. All rights reserved.