SuccessFactors EC is a transformation indeed. I think we should expand our HCM portfolio by signing up for SuccessFactors other offering.
I am with you!
We need recruiting, and onboarding from SuccessFactors
Oh wait! We use ADP for our payroll. I think we can continue with them and eventually get to using SuccessFactors EC Payroll and Compensation.
I would need to hire an implementation partner like I did for EC. They should be able to get our systems setup, integrated and also train our internal folks.
I don't know how challenging would it be to implement all of these products in SuccessFactors? I also want to integrate my finance system with HCM. Are the partners well qualified? How long will they take to implement? What kind of SLAs do we follow? How should I plan for my go-live?
Let me reach out to Dave from SAP sales team and try to get answers.
I am completely sold out on Hire-to-Retire. Yes, count me in!
Kate is having a meeting with all her peers and decision makers to have their buy-in to add more products from SuccessFactors. Well she herself is quite excited.
Kate, did you see our new product "Hire-to-Retire"? This will integrate your finance with HR-everything pre-configured, will save you implementation time and you can plan for go-live much faster. Very low TCO & Big ROI. What do you think? Do I have you in?
Once everyone gives thumbs up, she can't stop thinking about the next steps.
Although Kate is excited, she is equally anxious and nervous on how things will materialize. In the past her team had faced numerous challenges around figuring out complex configurations, integrations etc. She ended up hiring an experienced implementation partner. It took them a while to clean up the systems and re-configure those.
2. Yes we use ADP. Once our contract ends, we will switch to SAP payroll. Can we do that? Can we upgrade our existing account?
Scoping for Hire-to-Retire
1. Do you have third party integrations to run Payroll?
3. Yes absolutely.
Kate reaches out to Dave. After understanding her challenges, Dave introduces her to Hire-to-Retire.
xyz corp. is ready to get started on Hire-to-Retire. Kate and her colleagues are excited to know that Hire-to-Retire does more than what they have expected-auto provisioning, service management, monitoring etc. It's like one stop shop for all-Build-Run-Deploy-Test-GoLive-Change Management.
Kate assigns Jessica as a project manager for Hire-to-Retire. Jessica is assigned to work with Mark from SAP team. Mark then interviews Jessica for scoping purpose and fetch the inputs to ALM for xyz corp.