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

[WaldemarFal]

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

Waldemar

[fim · Accepted solution]

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.

[WaldemarFal · Accepted solution]

Dear Faisal,

thank you! However pls note that my question was about the particular changes. Can you please name most visible changes you have observed by ERECRUIT implementation on the side of recruiters managers and other internall staff?

Cheers

Waldek

[fim · Accepted solution]

Dear Waldek,

My experience mainly was with SAP's E-Recruiting component, not with ERECRUIT and therefore it may not be completely relevant to your situation though there might be some similarities. I hope someone on the forum, having similar experience, could add to our discussion.

In my experience, the implementation was a shift from partially manual process to a entirely automated solution. Hence, the impact of change even though was wide (because complete recruiting practice was changed from job identification to position creation and then filling it with qualified employee), but at least end-users were familiar with SAP system (to good-enough extent) so the effort in embracing the new staffing solution wasn't that tough.

Before the deployment of E-Recruiting solution, we already had the core components of SAP HR implemented including OM & PA in addition to PCP. So, the new jobs were identified, created and fulfilled even though in different way but the internal staff already had adopted the process. Upon implementing new solution i.e. E-Recruiting, I mainly had to focus on the "Changed Processes" and had to coordinate with my Technical & Training Teams to address both sides in explaining how the process was changed. And of course by highlighting the benefits of new system.

I hope the above explanation could be some help. Please keep the forum posted of your 'voyage' : ) Good luck!

Faisal

[WaldemarFal · Accepted solution]

Dear Faisal,

Thank you for your answer! By the way SAP E-Recruiting and ERECRUIT are different names for the same.

I am back and I like to share some new observations and experiences starting with new entry:

http://scn.sap.com/community/erp/hcm/blog/2015/03/14/hr-transformation-building-hr-erp-hrp-sap-solut...

See you!

Waldemar