An industrial group is moving its companies across different sectors onto the same SAP HR structure

What was the starting point?

The group's companies have very different working patterns: shift-based textile factories, cement plants, energy operations, a hospital and a university. Each company had its own collective agreement, leave rules and time and attendance habits. The group's goal was to bring these companies onto a shared SAP HCM structure and to produce the results of the legacy programs with the same accuracy in the new system.

How are the companies being taken live?

For each company, a conceptual design is prepared first; wage types, reports and the payroll schema are set up based on this design. After master data migration, payroll scenarios are run in the test environment, compared with the legacy program's results, and differences are closed before go-live.

In time management, company-specific work schedules are created so that badge swipes can be converted into time and attendance; half-day holiday eves and public holidays, annual leave rules, overtime approval and time-off-in-lieu calculations are defined with schema rules. In payroll, retroactive payroll for collective agreement differences, advance and installment debt rules, incentive, severance, private pension and disability allowance applications, tax return and labor cost reports, and accounting integration are handled within the same scope.

What is being done on the SuccessFactors side?

At group headquarters, performance management processes and an Employee Central employee data structure are being set up on SuccessFactors. Integrations carrying address and leave information between SuccessFactors and SAP HCM are being tested; e-mail notifications based on approval status are being added to leave requests, and process documentation is being prepared for users.

Where does it stand today?

In companies that are live, payroll, time and attendance and leave processes run with IKSAP's ongoing support. Headcount, leave, labor cost and senior management reports, along with additional reports developed based on user requests, are produced from the same data structure across the group's different companies.

Assessment

In groups that bring companies from different sectors onto a single SAP HR structure, taking each company live by comparing it against the legacy system's results earns user trust from the very first month. Having the team that handles go-live also take on support prevents company-specific rules from being lost over time.

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