7/23/2019 SAP HR Used Within SAP
http://slidepdf.com/reader/full/sap-hr-used-within-sap 1/2
SAP Customer Success Story
SAP GLOBAL HRmySAP™ ERP WORKFORCE PERFORMANCEMANAGEMENT CAPABILITY HELPS SAP BRINGCONSISTENCY, TRANSPARENCY TO EMPLOYEEDEVELOPMENT PROCESS
As part of Global HR, SAP University came into being in 2003 to
centralize and leverage all employee development processes and
activities for SAP – the world’s largest interenterprise software
company, and the world’s third-largest independent software
supplier overall.
Until last year, different business units and offices within SAP
were using a variety of different methods – ranging from paper
and pen to feedback tools designed in-house – to handle the
annual performance reviews of the company’s 30,000 employees.
Then, SAP University brought in the mySAP™ ERP solution’s
capability for workforce performance management. Now,
SAP University is completing a pilot project that covers
about 6,800 users worldwide; within six months, the official
company-wide rollout will take place.
NEED FOR A CONSISTENT PROCESS
“SAP isn’t that different from other companies, in the sense that
we value our employees and their intellectual and emotional
well-being very highly,” says Vivien Schmitt, project lead for
SAP University. “But, we are a large company, and we knew that
the best thing for all our employees, and for our enterprise as a
whole, was to make the employee performance management
process consistent across the company.”
AT A GLANCE
Company NameSAP
www.sap.com
IndustryHigh tech
Key Challenges
• Standardize employee reviewsand development methods
• Integrate team and individualgoals with corporate goals andstrategies
Solution and ServicesmySAP™ ERP
Implementation Highlights
• Involved 6,800 users in pilotproject
• Will include 30,000 users in finalrollout (2005)
Key Benefits
• Consistent employee reviews
• Integration with other humancapital management (HCM) toolsand processes
• Ability to align employee/manager goals with enterprise vision
Hardware
HP/UNIX workstations
Operating SystemMicrosoft Windows NT
“Workforce performance management with
mySAP ERP gives us confidence, and it gives
employees and managers confidence in SAP. We
can all use one process, use one tool, and ensure
high-quality standardized processes worldwide.”
Stefan Ries, Global Head of Global HR Business Partners, SAP
7/23/2019 SAP HR Used Within SAP
http://slidepdf.com/reader/full/sap-hr-used-within-sap 2/2
50 069 880 (04/08)© 2004 by SAP AG. All rights reserved. SAP, R/3, mySAP, mySAP.com, xApps, xApp, and other SAP products and services mentioned here-in as well as their respective logos are trademarks or registered trademarks of SAP AG in Germany and in several other countries all over the world. All other product and service names mentioned are the trademarks of their respective companies. Data contained in this documentserves informational purposes only. National product specifications may vary. Printed on environmentally friendly paper.
These materials are subject to change without notice. These materials are provided by SAP AG and its affiliated companies (“SAP Group”)for informational purposes only, without representation or warranty of any kind, and SAP Group shall not be liable for errors or omissions withrespect to the materials. The only warranties for SAP Group products and services are those that are set forth in the express warranty state-ments accompanying such products and services, if any. Nothing herein should be construed as constituting an additional warranty.
www.sap.com/contactsap
from project managers and peers, as well as from other supervisors.
It’s especially valuable in matrix organizations – or where project
teams may be formed periodically – because it lets the manager
see how the employee is viewed by others. Another example is
the succession management tool that lets managers identify those
people who would be likely candidates for taking their positions.Consequently, appropriate development plans for these candidates
can be defined in the performance management process.
“Functions like these help build relationships throughout
the enterprise,” says Schmitt. “And other functions, such as
customization and integration with other human capital
management and ERP modules, give us plenty of flexibility
for handling enterprise growth – as well as any extraordinary
demands we may experience – in the future.”
SAVING TIME, GAINING VISIBILITY
Workforce performance management with mySAP ERP also saves
employees and managers time, because it helps to structure per-
formance review discussions around the most important topics.
“It expedites the entire process, and ensures that everyone’s time
is used eff iciently,” says Schmitt.
But, most important, according to Stefan Ries, global head of
Global HR Business Partners at SAP, it brings transparency and
consistency to the performance management process – benefitsthat are invaluable in a company with 30,000 employees.
“On the one hand, it expedites the entire process, and ensures
that everyone’s time is used efficiently,” he says. “On the other
hand, workforce performance management with mySAP ERP
gives us confidence, and it gives employees and managers confi-
dence in SAP. We can all use one process, use one tool, and
ensure high-quality standardized processes worldwide.”
The main reason for this was to bring consistency to the processes
used for evaluating employees. According to Schmitt, different
managers were using different measurements and different
processes for evaluating employees. Also, employees were not get-
ting full access to the best training and development opportunities.
“And, because different managers were using dif ferent processes
and measurements, it may have been more difficult for employees
to move from division to division, since the managers might not
understand each others’ review standards.”
ALIGNING GOALS
SAP introduced the mySAP ERP workforce performance
management capability at SAP Labs in India, SAP America,
and SAP IT.
The basic process is simple. At the time of the employee’s annual
review, the workflow process e-mails an application link to the
employee’s manager, asking the manager to provide the team
or department objectives. Then, the workflow sends an e-mail
to the employee, asking him or her to come up with a proposal
for individual performance objectives that will be compatible
with the larger goals. The employee can then send the suggestions
for his or her individual objectives to the manager. The manager
subsequently brings in his or her own ideas, and sets up an
appointment to meet with the employee.
“It’s important to note that this tool doesn’t replace that conver-
sation,” says Schmitt. “But it does help to guide and focus it.”
ADVANCED FUNCTIONS FOR PEOPLE DEVELOPMENT
The mySAP ERP solution has other functions that can be invoked
in the review processes to facilitate communication and enhance
long-range planning. One example is what’s called “additional
appraiser feedback.” This permits a manager to request reviews