This HR tip comes directly from a presentation I am delivering called “How to design or upgrade your global HR systems to proactively facilitate the international growth and profitability of your company” at the upcoming HR 2011 event 7-9 June in Amsterdam.
Challenge: Crucial HR Questions from a Global CEO
- How many employees do we have?
- Where are they?
Finance & Controlling
Jobs & Qualifications
- What do they do?
- What skills do they have?
- What skills do they need?
- Where should the training budget be allocated to get the highest ROI?
- Where should the company reorganize to increase profit margin?
- Where should the company build its next factory to get the highest ROI from its workforce?
To design a global SAP ERP HCM system, you must consider the four pillars of any IT-system
These decisions are crucial to ensure the ability to answer the CEO’s questions
- Process considerations
- SAP ERP HCM Global Template
Design Considerations: Architecture
- Completely Decentralized
- Partly Decentralized
- Completely Centralized
Decentralized Architecture: Advantages
- Locally independent
- No effort in coordination with other systems
- Country specifics are easy to implement
- Independence in release strategy
- Downtime is easily manageable
Decentralized Architecture: Disadvantages
- No synergies between the teams and the processes
- Redundant systems in the system landscape
- Huge efforts for hardware infrastructure
- Incompatible systems and interfaces
- Different releases
Decentralized Architecture: Recommendation
- Extracting, merging, and analyzing global data is often very labour intensive
- Therefore, rarely done
Data from decentralized systems
- Very often incompatible
- Cannot be used for reliable reporting, analysis, and decision making
A completely decentralized HR system does not give HR (reliable) answers to the CEO’s questions
To see this presentation in its entirety attend HR 2011 7-9 June in Amsterdam! For more information on the event and to register visit www.hr2011.com