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In the last part of the series we learned about why a health check is important and what are the parameters that we need to observe during a health check.

Utilizing the HCM health check data for a Strategic HR Roadmap

Once you understand the urgency of an HR health check, I will assume you are good to develop a business case for the next round of investment into HR Transformation which is to build an HR Roadmap. You may be asking how do I build a future HR Roadmap? What are the considerations for building a robust HR Roadmap which will survive the test of time in fast changing cloud world where 4 quarterly innovation sometimes brings in innovations and changes faster than anybody can comprehend?

Let us look at what are the components which are essential to develop a great HR Roadmap:

  1. Aligning with Organization strategic objective and value creation
    • In order to contribute as a full business partner to client’s sustained success the HR function will have a clear role, its own strategy and tangible objectives, short and long term.
    • These goals will be set in the context of the Organization’s Vision & Values and Business Strategy and will be aligned and integrated with the roles and goals of the other company functions
    • The Roadmap should represent a commitment to a long term investment in people, including the development of the HR function. Naturally, the annual investments will take account of the resources available and sustained investment will be justified by improved business results through the performance of our organisation and its people.
    • Additionally the Roadmap should help provide the basis for determining the most effective HR structure, the goals of its team members and those tasks which needs to outsource in order to optimize the HR service delivery.
  1. Current pain points, and what gives the maximum bang for your buck
    • HCM health check would have given the organization their current list of problems. The main areas we have seen are either the user experience, HR Core, talent, Analytics etc. or a combination of these are a problem.
    • The short term goal is to first take away the immediate pain point which is hampering the growth. This can be identified in various ways either by the number of tickets generated in that area, loss of productivity, employee turnover, lack of adaptability etc.
    • The mid-term plan could be something more strategic which can be easily achieved and goes well with the overall long term objective e.g., implementing Workforce Analytics could be one such plan. You can have a few mid-term plans depending on the need and funding.
    • While designing short term and mid-term plans one should not forget the end goal i.e., that is the overall HR Roadmap.
  1. Rationale and the role of technology
    • It is all right to build your own Roadmap for HCM with SAP HR and SuccessFactors in mind but what is also crucial to consider is the roadmap of SuccessFactors as suite and also the individual modules within that e.g., if you want to go for 3rd party implementation of US benefits have you considered the US benefits roadmap for EC first, same is the case with Time Management Functionality etc.
    • Important to note here that if you’re Payroll and Time is in SAP HR on prem and they are running smooth then that is the last thing that you want to disturb (core Hybrid could be the way to go here). If it is outsourced then a good consideration could be to bring it to EC Payroll (same on prem PY engine but hosted in the cloud) if it makes sense and add value to the overall strategy.
    • Based on our experience and best practices, Recruitment Execution, Recruitment Marketing and Onboarding typically go hand in hand. Similarly all talent management modules like PMGM, career and succession management has dependencies and should go together. LMS has lesser dependencies on other modules (one major dependencies could be the competency structure) hence can go anytime depending on our other objectives. Compensation and variable play can be grouped together for synergy but Compensation can go without Variable pay as well.
    • We recommend that you consider the implementation of Employee Central as a big strategic move towards your complete move to a SuccessFcators based solution. Sometimes it makes more sense to implement EC first and then other modules (pre-packaged integration, out of the box ESS/MSS, standardization of core processes which creates a strong foundation etc.) but again it depends on your overall objective.
    • While deciding on which modules to go first depends on the above parameters but also a major factor is when an existing legacy product comes for a renewal of contract. It is sometimes makes sense to use the entire period and then replace the product rather than pulling the plug in between.

Finally based on your health check discussions and feedback received during assessment sessions, you could device your HR Roadmap for future. In another future blog post we will cover an important approach called “Strategic Implementation Pre-Planning (SIPP)” which we recommend that you take it up after you decided to go with a “HR Roadmap” approach.

Please visit Renew HR’s HCM Implementation Services to learn more and Contact Us to schedule a free HR Health Assessment.

Sabya Mitra (LinkedIn)

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