A consumer products holding moves on-the-job training to Fiori, and learning and performance to SuccessFactors

What was the starting point?

The holding consists of group companies operating in different lines of business. On-the-job training for new hires and employees changing roles, learning needs that vary by company, and performance cycles renewed every year were tracked with separate tools. The holding's goal was to manage these processes in a connected way on the SAP platform and to handle day-to-day HR transactions with the same support team.

Which projects were implemented?

Custom applications were developed on SAP Fiori for the on-the-job training and rotation process; training steps, approvals and notification e-mails run through these applications. A SuccessFactors Learning project was carried out for one group company: the training catalog and learning histories were migrated, e-learning packages were tested, location-based permissions were set up, and location HR teams were trained.

On the performance side, forms that differ by management level, goal cards, a competency library and the transfer of calibration results are managed with SuccessFactors Performance & Goals. In recruiting, SuccessFactors Recruiting works integrated with an external candidate assessment platform and SAP; onboarding and career processes are also connected to the same structure.

Which areas does the support cover?

Payroll carries the most weight in ongoing support: wage garnishment deductions, payslip screens, termination notifications and a severance and leave liability report for financial reporting are handled within this scope. Travel and per diem processes, the transfer of external expenses to accounting, organizational management, and employee and manager self-service screens are also supported by the same team. Analysis and design work was also done for the payroll needs of group companies abroad.

Where does it stand today?

The holding's on-the-job training, learning, performance and recruiting processes work in a connected way on SAP; employee data created in one process is used in the others without being re-entered. With every new performance cycle and training need, IKSAP updates forms, permissions and integrations together with the holding.

Assessment

In group-structured companies, setting up learning and performance processes on a shared platform with company-specific permissions increases headquarters' visibility while still leaving room for locations to manage their own training. Keeping projects and ongoing support within the same team also makes it easier to roll out each new cycle's changes quickly.

Frequently Asked Questions