Based on the knowledge gained in the Asia-Pacific region, the second project step in January 2020 was implementing the tested system in Germany and Austria.
“The scope in APAC was a bit smaller than in Germany,” says Alexander Messer. “Nevertheless, the basic idea from the outset was to introduce the tested system as a rollout in Germany and Austria.”
Local requirements and processes had to be adapted in the process, but the implementation followed the overriding idea of the global template as far as possible.
In this context, the overall most significant challenge was the replacement of SAP HCM as the leading master data system and the associated data migration to SAP SuccessFactors Employee Central. With SAP HCM still being used for payroll accounting, an ongoing integration of the systems based on the SAP Business Technology Platform was implemented alongside the initial data migration.
“A general hands-on mentality, which characterizes both Gebr. Heinemann and projekt0708, was very helpful in meeting the challenges of migration and integration,” says Canan Eskikaya.
“Looking back, we can only recommend that other companies also address the technical aspects of data migration at an early stage,” suggests Alexander Messer.
Besides the digitalization of the administrative personnel processes, the implementation of SAP SuccessFactors Recruiting also included a flexible interface to the already existing content management system (CMS) with a specifically designed job portal. This solution is now used to import data from SuccessFactors and display it in the CMS or on the career page within the job search and job portal using a customized user interface. This individual development also involved introducing the brief application app “p78 Quick Apply for SAP SuccessFactors” to make the application process as simple and attractive as possible.