by M.S. Hein, HR Expert
In this fascinating article about his professional experiences as an SAP HR jack-of-all-trades, David Wisor shows how he does his job, and gives many helpful tips so other HR professionals can learn from him. He also offers some great advice for how you can do your job more effectively and efficiently, along with some networking tips. You can read his HR Expert article here: “True Tales From a One-Man Tech Team” (posted online at HR Expert on January 30, 2012).
Here is an excerpt from David’s article, where he candidly talks about succession planning as it relates to his own job.
Part of providing excellent customer service means planning ahead for when you are on vacation and, yes, even for that day that when you are no longer configuring SAP. For short-term absences, such as vacations, planning is critical. As soon as I’ve made any vacation plans, I communicate them to my customers — in this case, fellow employees who count on my services. I also meet with these i
nternal customers several times a year to discuss upcoming projects and company initiatives, even when it doesn’t appear that those initiatives impact configuration. These meetings ensure I have my finger on the pulse of my customers, and can adequately prepare ahead for a week where there is a group of requests for new work schedule rules or new pay rates. Despite your best efforts to plan for every contingency, however, be prepared to be flexible. On more than one occasion I’ve cancelled vacations, worked company holidays, and taken phone calls on the beach.
The more difficult task is planning for the future. It can be flattering to imagine that your company cannot continue without you, but this is simply not the case. It is easy to avoid properly documenting your work, as it’s likely that you won’t be the person who needs that documentation. Keep in mind that this isn’t just about your personal job security.
If you have failed to establish a path where you can be replaced in your current position, you’ve also made it difficult for your company to transfer or promote you. With a system with as many intricacies as SAP ERP HCM, you won’t be able to quickly transfer your years of knowledge. Don’t expect any knowledge transfer to take the place of general knowledge of SAP ERP HCM. It is reasonable to expect that if and when you are replaced, it will be by someone who understands how to make configuration changes. For this reason, your approach should be more about why and not about how.
(If you are already a subscriber to HR Expert, you can read the complete article here: True Tales From a One-Man Tech Team.)