3 Technologies to make dealing with employees easier

HR enterprise resource planning

by Kevin Paul

Whether you are an HR manager, line manager or you own your own business, dealing with employees’ queries and concerns takes up a lot of your time. Enterprise resource planning (ERP) software systems and solutions are designed through using master data to combine key functions within an organisation, e.g. HR, to make your daily job a lot easier.

1.    The Structural Analysis Program (SAP) ERP system will help you achieve the following key strategic objectives with regard to your employees:

  • Improve your organisation’s capacity to manage your employees,
  • Support the implementation of HR management policies and processes,
  • Improve HR service delivery by automating and standardising processes,
  • Improve planning and decision-making,
  • Improve the quality of, and access to, HR management information,
  • Improve HR reporting, and
  • Support your organisational objectives of, for example, improving interoperability, IT security, economies of scale and eliminating duplicate systems.

2.    Without IT change management, HR projects will experience resistance from employees and managers. Research indicates the greatest obstacle to change is resistance from employees. This resistance impacts the project team and its success. HR change management can play a vital role in managing resistance to change and help the team succeed.

IT change management will help the HR domain to achieve the following key strategic objectives:

  • Increase the speed and effectiveness of change and minimise associated disruptions or productivity losses during the establishment of HR projects,
  • Enable sustained change, including the delivery of targeted business benefits,
  • Define transformational and process factors impacting the implementation of an HR project,
  • Define groups most likely to be affected by organisational, process and technology changes,
  • Bridge potential cultural barriers between legacy organisational structure and HR structure,
  • Lower resistance to change among affected employees and managers, and
  • Build the capability level needed for affected employees and allow them to operate effectively in their new environment.

3.    SAP Human Capital Management (HCM) focuses on the business process to provide organisations built-in support for best business practices across all sectors, such as:

  • Organisation management,
  • Personnel administration,
  • Recruitment,
  • Time management,
  • Payroll accounting,
  • Benefits administration,
  • Employee self-service,
  • Employee performance management, and
  • Travel management.

SAP HCM securities:

  • Design and create a functional role matrix to control access to personnel data,
  • Create a segregation of duties matrix (SOD) to ensure safe access in the SAP HCM system (primarily for payment-related requests),
  • Create an emergency user concept based on the SAP fire-fighter, emergency-user tool,
  • Design of structural authorisations including context-sensitive functionality and provisioning using default roles,
  • Redefine user administration (user creation and an assignment of roles and authorisations),
  • Develop automated and indirect role assignment using the HCM organisational management,
  • Develop a design for automating the creation of users; a consistent, transparent and manageable authorisation system in the SAP HCM application; and reduce the number of roles from approximately 600 to around 80,
  • Clearly define rules for assigning permissions, and
  • Comply fully with all legal and company standards, with the project auditors, accepting the entire design from conception to implementation.

This article first appeared on HR Pulse.

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