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OCM by SAP HCM implementation – are there well known areas?

Dear Colleagues

Changes caused in behavior and organization in ERP scope are well known but now I am facing the wide HCM implementation (SAP HR and ERECRUIT) and I am looking for some advices like a kind of lists or case studies of changes caused in big organizations in this area.

Best regards


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  • Best Answer
    Posted on Jan 11, 2015 at 08:25 AM

    For the real end-users (applicant / candidates), the effort is less;

    1. for existing candidates on career portal the change would be how they access their profiles / view the status of their application. You may need to highlight the "changes" from existing to new process.
    2. for new applicants, since they have to register their profile - the standard documentation could suffice.

    For the staffing organization, however, which includes Recruiters, Administrators, Managers etc, the impact is larger. The procedure they were following earlier - with existing recruitment system, would change. This would require role-based training highlighting

    1. the new procedure - ERECRUIT standard documentation may help here.
    2. the changes along-with how the change would be beneficial to the staff (first) and then the organization.

    By introducing some competitions with incentives could help in quick adoption.

    Hope the above helps. The above process helped me on an engagement of deploying SAP E-Recruiting System where I worked on OCM role.

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  • Posted on Jun 22, 2019 at 09:53 AM

    Wow great work Faisal with finding our discussion from 2014/2015! �� Thank you again for good advice! I completed it in time and budget despite many surprises, and also have learned a lot like:

    1. HR people alike other (FI, logistic) defend their legacy and habits and are good in finding strong justification why it all need to stay the same way ��

    2. In case of recruitment there is no chance to learn the “users” as they are unknown – it must be very intuitive and if overcomplicated the best candidates will not apply.

    3. After all if we do the work well (despite the two above) we can create a very well solution, human friendly and fair due to standard operational procedures and transparency thus making all around contributing to the business.

    Good point with reminding me it – this was the first time (after many ERP transformations) I have faced really wide scale HR transformation. So far HR was always a kind of outskirts of ERP project often limited to administration and payroll.

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