Your business case and its content will largely depend on what you have identified as the problem areas and improvement opportunities in your “HCM Health check”. It will also focus on what you want to achieve as part of your “HR Roadmap”. However in general your HR Business case should have the following components:
HCM Health Check – Current State assessment and future desires
One of the first tasks in preparing a business case is to determine why there is a need for a change. For details on this please refer to the blog on “HCM Health Check” (http://renewhr.com/2016/08/20/hcm-health-check-roadmap-part-1/)
The list of what you identify for your organization may be similar or unique to some of the issues stated in the earlier blog , but documenting your current state and the future desire will be important in building your business case.
Identify the Stakeholders and Decision makers
From within your list of stakeholders and decision makers, there lies a sponsor for your initiative. If you are not the executive sponsor, then you will need to have that resource to help you with getting support for your project based on your “HR Roadmap”. A sponsor is a key decision maker who will be committed to not only supporting your SuccessFactors based HR Transformation roadmap but support you through the implementation and change management process as well.
Know your Organization
Cloud HCM solutions such as SuccessFactors bring in a lot of change which affects the entire organizations in a way never before because of the rate at which innovation is offered in the cloud is different then what most of the organizations are used to. That is why it is important to understand your organization, its culture, its ability to accept major change, and, most important, its short and long-term plans.
It is important understand how your organization goes about making important investment decision regarding overall transformation initiatives. Consider whether or not employees, line managers , supervisors and senior management will support the fact that human resources is bringing in a new system which may bring more work and accountability to them. These and more are all factors that should be taken into consideration.
Identify HR Services Delivery
The human resources area provides more services than most people realize. The implementation of your SuccessFactors based “HR Transformation” will change the type of delivered services as well as how they will be delivered going forward. To help determine the quantity and quality of those services, you will need to list all of the deliverables that come out of the HR area and assess not only how implementation of SuccessFactors can alleviate some of the manual processes in place to deliver those services, but more importantly how you can begin to deliver those services, better, faster and more economically.
HR Roadmap – Determine Your Immediate Requirements & Deliver Value
In short your identified “HR Roadmap” should be able to determine its overall business value for the organization short term and long term. Establish what your tangible and intangible savings and costs will be. Be sure to look beyond the HR department for potential opportunities. Often times there are overlapping services that HR provides, but doesn’t necessarily take the credit for.
In order to validate what value a SuccessFactors based HR Transformation project can bring to the organization, you will need to quantify what the cost is to provide your current level of services against what the new system is supposed to accomplish.
At the end if you are able showcase how you can align HR goals with corporate strategy and how your business case will effectively measure and report the impact on the bottom line, you have a potential winner in your hand. Be sure to emphasize how your HR function is ready to ride the “Digital HR” wave and provide more strategic, higher value at lower TCO.