The Future for Your SAP HCM Payroll

Transcription

1 The Future for Your SAP HCM Payroll Options to Keep Your Payroll Future-Proof Live Webinar This webinar gives you an understanding of the changes coming and the options available for your SAP HCM Payroll system. 1

2 Welcome Martin Brockett Global HR Change and Transformation Lead Digital HR Services NGA HR Andy Martin Pre Sales Lead Specialist 15+ years experience in HCM 2

3 NGA HR by the Numbers 3m+ employees served by NGA HR 1,300+ HR system implementations Providing HR & Payroll services in 188 4business lines 5,300 employees globally Working with 1 out of 5 of Fortune 500 companies 300m languages supported in our HR service centers HR BPO & BPaaS clients countries 5HCM platforms which NGA can deliver HR services on 35 Offices & centers in countries HR Technology Consulting HR Application Maintenance Payroll Outsourcing HR Outsourcing 3

4 Agenda What Is the Industry Saying Threats & Drivers for Your Payroll Strategy How Does Technology Contribute? Goals of Workplace Modernization by Importance Marry HR and Technology to Engage Employees Payroll Options Conclusion Digital HR Transformation Delivers Value for Everyone in Your Organization 4

5 SAP News January 9, 2018 The Future of SAP HCM OnPremise Encourage ERP HCM customers to move to SuccessFactors to accelerate digital HR transformation. Non-disruptive transition. Short window to switch between 2023 and 2025 Extended support at least until What does this mean? Changes ahead for SAP HCM clients. 5

6 SAP HCM Install Base 14,000 On Premise SAP HCM customers, of which 8,000 on Payroll (September 2017) Including some of the world s largest employers Approx. 80 million employees paid through SAP Payroll People are very afraid to move away from what seem to be fairly stable payroll solutions into a cloud environment In 50+ countries Impact on payroll? Sierra-Cedar HR Systems Survey 6

7 Threats & Drivers for Your Payroll Strategy Staff attrition in Payroll department Consolidated reporting & analytics Compliance guarantee & GDPR M&A s Lower cost Capex vs Opex 2025 Carve out Innovation 7

8 How Does Technology Contribute? HRMS User Experience Scores** by Service Delivery Model No or Low Tech With Self Service* With Self Service* and Help Desk With Self Service* Help Desk, and Mobile increase in user experience scores with combined self 49% service, help desk, and mobile technologies. ** With Self Service: Employee and manager self service applications serve 60% or more of employees and 50% or more of manager populations ** User experience scores based on a three point scale: 1 = Poor. 2 = Acceptable. 3 = Excellent 8

9 Goals of Workplace Modernization by Importance Strategy & Organization Integrated design and service concept Change management SLA-based delivery 46% 46% 54% Design & integration Mobile devices / wearables 49% UCC integration Availability and performance of latest workplace applications 59% 63% Management & support End-to-end security Global service desk Unified endpoint management 51% 55% 57% HR-related workplace design & mgmt. HR and payroll cloud strategy HR self-service access Access to HR support services 61 46% 46% 61% 9

10 Marry HR and Technology to Engage Employees Fragmented processes Local point solutions with limited local view Rigid structures Incompatible data, difficult to analyze HR relationships are largely transactional Antiquated processes Disparate systems Low workforce adoption Lack of actionable insights and transparency 10

11 Options to Consider Do Nothing Respect earlier investments, stable Difficult to embed innovation Sustainability: cost, compliance, skills, maintenance Solutions Payroll Control Center & New UX (Fiori) Application Management New Platform Modern user interface and best practices by moving HCM to SuccessFactors Compliance covered by Payroll provider, predictable costs Supports rapid international expansion plans Solutions Move to new platform Application Management Move Modern user interface by moving HCM to SuccessFactors Compliance covered by Payroll provider, predictable costs No payroll disruption, maintain what works Solutions SAP SuccessFactors Managed Payroll Transition & Transform Application Management 11

12 Option 1: Do Nothing Do Nothing + Leverage historical investment + Stability : no disruption (for now), risk-free + History kept for all employee data and payroll calculations + Adequate SAP Time Management Solution when integrated with SAP Payroll - No access to modern user interface - Hard to embed innovation on a legacy platform - Ongoing cost, compliance, skills and maintenance burden - Long term SAP HCM support migration to HANA - Opportunity cost of doing nothing 12

13 Solution: Payroll Control Center & New UX (Fiori) For organizations with: Complex payroll with excellent in-house SAP skills Complex time Complex integrations Difficulty to adapt today to Cloud standards Payroll Operations Ongoing Configuration Legal Changes Version Updates Implementation Payroll Operations Customer NGA HR NGA HR (one-off)) SAP Infrastructure, Hosting, Backup, Disaster Recovery Application Maintenance Services Summary Risk level: low risk and optimize cost of running payroll, does not require to re-implement payroll Time: months Investment: limited Impact organization: no change 13

14 Solution: Application Maintenance Services (AMS) For organizations with: Complex payroll with excellent in-house SAP skills Complex time Complex integrations Difficulty to adapt today to Cloud standards A maintenance operating model that is too expensive Payroll Operations Ongoing Configuration Infrastructure, Hosting, Backup, Disaster Recovery Legal Changes Version Updates Implementation Payroll Operations Application Maintenance Services Customer NGA HR NGA HR (one-off)) SAP Summary Risk level: low risk and optimize cost of running payroll, does not require to re-implement payroll Time: weeks Investment: limited variable pricing units (employee/ticket/fee) Impact organization: limited 14

15 SAP Payroll & Cloud Application Maintenance Cloud Application Management Services Application Maintenance User Support Corrective, adaptive and preventive All configuration; provisioning, XML, advanced reporting tools, Boomi, SCP ITIL processes framework Technical and operational support Navigation support Security Management Management of application security Role based permissions Release Management Management, implementation and testing of new releases and enhancements Refresh management Yearly roadmap plan Configuration Changes Minor changes included - 4h Catalogue of change requests Ad-hoc change requests Business Continuity Management Continuity planning and disaster recovery support in line with approved plans Processing Support Support and management of automated processes Execution of agreed mass data updates Execution of agreed routine reports Integration and Performance Monitoring Monitoring and troubleshooting data mapping and 3rd party integration issues Web performance monitoring and reporting Documentation Maintenance Technical and configuration document updates 15

16 Option 2: Move to a New Platform Move to EC Payroll + Access to innovation: UX, Payroll Control Center, Mobile + Integration with core HRIS (EC) - Cost associated with implementation and risk of disruption - + Hosting by SAP or NGA (ECP) + More predictable cost model compared to OnPremise 16

17 Solution: Employee Central Payroll (ECP) For net new payroll clients or for SAP OnPremise customers who wish to move to a more standardized and optimized payroll solution Choose 2 options for deployment, customer managed or partner managed Purchase a SFSF EC license Purchase a SFSF EC Payroll license Re-implement and simplify (remove customizations) in their existing SAP Payroll Build integrations to partners for time or benefits processing Ongoing Configuration Infrastructure, Hosting, Backup, Disaster Recovery Legal Changes Version Updates Implementation / Migration Payroll Operations Application Maintenance Services Customer NGA HR NGA HR (one-off)) SAP Summary Risk level: new payroll implementation Time: Can be achieved in 9 months but less than moving to a new non-sap platform and can be accelerated with NGA FastTrack Products Investment: depending on company size may be a better CAPEX option Impact organization: same internal payroll operational cost but outsourced application and legal maintenance 17

18 SAP Payroll & Cloud Application Maintenance Cloud Application Management Services Application Maintenance User Support Corrective, adaptive and preventive All configuration; provisioning, XML, advanced reporting tools, Boomi, SCP ITIL processes framework Technical and operational support Navigation support Security Management Management of application security Role based permissions Release Management Management, implementation and testing of new releases and enhancements Refresh management Yearly roadmap plan Configuration Changes Minor changes included - 4h Catalogue of change requests Ad-hoc change requests Business Continuity Management Continuity planning and disaster recovery support in line with approved plans Processing Support Support and management of automated processes Execution of agreed mass data updates Execution of agreed routine reports Integration and Performance Monitoring Monitoring and troubleshooting data mapping and 3rd party integration issues Web performance monitoring and reporting Documentation Maintenance Technical and configuration document updates 18

19 Option 3: Transition Payroll Move Payroll + Access to experienced payroll knowledge + Compliance and quality covered by payroll provider through SLAs + Predictable cost model + Various integration options/platforms - Less direct control over your payroll system - Change in process controls - Impact on processes depending on level of outsourcing + No payroll disruption, maintain what works + Opportunity for simplification and best practice standardization of processes + Closing possible gap of internal resources/skills 19

20 Solution: SAP SuccessFactors Managed Payroll For organizations that have made a significant investment in SAP Payroll (and Time) and do not wish to change. This model allows customers to keep the functionality of their system. They simply allow a certified partner to host it and integrate with SF Employee Central Purchase a SFSF Employee Central license over time Single support experience Lift and shift the Payroll without reimplementation and/or simplification Ongoing Configuration & maintenance Infrastructure, Hosting, Backup, Disaster Recovery Legal Changes Version Updates Implementation / Migration Payroll Operations Application Maintenance Services Customer NGA HR NGA HR (one-off)) SAP Summary Risk level: low risk and optimize cost of running payroll, does not require the customer to re-implement payroll Time: transfer to provider happens with 3 to 6 month depending on complexity Investment: take advantage from a flexible cost model and SLA governed support, full history of payroll kept Impact organization: hosting and application maintenance are with provider, You continue to run payroll operations Benefit: provider is responsible to keep payroll legally updated, various level of services can be added up to full process outsourcing on request, enabling SuccessFactors Employee Central provides up-to-date access and self service for end-users 20

21 SAP Payroll & Cloud Application Maintenance Cloud Application Management Services Application Maintenance User Support Corrective, adaptive and preventive All configuration; provisioning, XML, advanced reporting tools, Boomi, SCP ITIL processes framework Technical and operational support Navigation support Security Management Management of application security Role based permissions Release Management Management, implementation and testing of new releases and enhancements Refresh management Yearly roadmap plan Configuration Changes Minor changes included - 4h Catalogue of change requests Ad-hoc change requests Business Continuity Management Continuity planning and disaster recovery support in line with approved plans Processing Support Support and management of automated processes Execution of agreed mass data updates Execution of agreed routine reports Integration and Performance Monitoring Monitoring and troubleshooting data mapping and 3rd party integration issues Web performance monitoring and reporting Documentation Maintenance Technical and configuration document updates 21

22 Conclusion 5 Key Questions to Prepare Your Business Case 1. What are your current costs? 2. How are you performing against others? 3. Do you have a robust rationale or vision? 4. What are your quick wins? 5. How will you measure benefits and ensure these are realized? 22

23 Digital HR Transformation Delivers Value for Everyone in Your Organization Keep pace with technology innovations Make Payroll as agile as your business Free up IT resources IT PY Change the way Payroll serves the business Rethink and simplify Payroll Engage your workforce 23

24 Find Out More Learn more, visit: Which Way Now with SAP HCM? Download the definite guide: which-way-now-sap-hcm 5 Key Considerations for the Future of SAP HCM Payroll Read the blog: key-considerations-future-saphcm-payroll What Next with SAP HCM Payroll? Read the blog: at-next-sap-hcm-payroll 24

25 Thank You More Questions? Contact us. Martin Brockett Global HR Change and Transformation Lead Digital HR Services NGA HR +44 (0) Andy Martin Pre Sales Lead Specialist +44 (0)