<img height="1" width="1" style="display:none" src="https://www.facebook.com/tr?id=1334192293361106&amp;ev=PageView&amp;noscript=1">

Implementing a new HR technology is no easy feat. Have no fear! We've put together an implementation guide built by lessons learned from both sides of the table (consulting and client) to ensure your next project's success.

Making Your Plan

The work starts even before implementation. In preparing your game plan, consider the following:

  • What are your highest priorities and key deliverables?
  • Timeline - do you have any hard and fast go-live dates (subscriptions ending, etc.)? How many resources can you dedicate to the project?
  • Data migration - if migrating platforms, will you bring data? If so, how much?
  • Integration - what will you need to integrate with? HRIS, other talent modules, 3rd party vendors, etc.
  • What does success look like at the end of the project and how are you going to measure it?

Evaluating Your Process

As you're evaluating your process and making decisions about future process, we can't stress this enough: avoid the "lift and shift" mentality. The need for change is likely driving this implementation, so don't drag your bad process into your new project! Look for ways to eliminate "administrative" burden and build a solid process that easily repeatable and streamlined.

Assembling Your Team
Selecting the right implementation team is critical to success. Key questions to ask as you assemble your team:

  • Who will be responsible for making design and configuration decisions and has sign-off authority?
  • Who will be responsible for maintaining the system on a day to day basis after you have gone live?
  • How are you going to communicate to the organization about the new tool, and how frequently?
  • Who will help champion the change?

Your core team is typically involved in every aspect of the project from start to finish. They will be involved in process and design meetings with the recruiting team.

Executive Sponsor [10-15%] Project Manager [60-75%] Design/Configuration Decision Authority
IT/HRIS [20-75%] System Administrator(s) SME(s) [50-75%]


Supporting the System Post Go-Live

  • Know what your support structure looks like for the first two-weeks
  • Is your implementation partner providing any support or will you be logging issues with the SAP Support Portal
  • Educate your system administrator and have them complete SFX exams for your supported module (if possible, before going live)

Determining Project Success

  • Did you meet your goals and was the project on time and on budget?
  • Did you accomplish the deliverables you started with?
  • Project De-Brief; What worked well? What would you do different next time?

For a more comprehensive view on implementing SAP SuccessFactors, we encourage you to watch the playback of our recent webinar: Everything You Need To Know About Implementing SAP SuccessFactors Recruiting. While it's specific to the Recruiting module, you'll find that the advice can be applied to other modules as well. 

Specific implementation questions? Contact our team today to discuss!

Get The Case Study