Cookies

We use cookies to ensure that we give you the best experience on our website. Read more

 

Welcome to GP Strategies

 

I accept cookies

GP Strategies was invited to present at two occurences of the SAP Coffee Mornings event series in Cape Town and Johannesburg, South Africa earlier this month. The main topic for both events was Role Based Permission, but due to an enthusiastic crowd of attending clients, we were able to discuss many subjects, making for some truly interactive and interesting conversation. Various ways of setting up RBP’s were shared, creating lively discussions about how RBP’s also can be used to help drive processes instead of just authorisations.

The overall themes covered were:

  • RBP Basics

  • Best Practice Tips

  • RBP Features

  • RBP Methods of Documentation

  • GP Strategies Enhanced Access Management Extension, Heimdall

  • *Heimdall is a configurable access request extension that allows decentralisation of access management. Read more about GP Strategies Extensions here.


A great event for sharing SAP SuccessFactors knowledge

The RBP features topic highlighted known features that has many benefits, but is often forgotten. A big thank you to SAP for including GP Strategies in the Coffee Mornings series, and thank you to all the attending clients for sharing their experiences and best practices with SAP SuccessFactors with us.

Want to learn more about how you can enhance your RBP process with SAP SuccessFactors?
Contact us to speak to an expert.

As part of our commitment at GP Strategies to fulfill our formal training, we ensure that all our colleagues are continually trained and certified in relevant areas which includes product training. In the area of SAP, we strive to always keep our teams aligned to the highest quality levels.

SAP has two certification levels: Associate and Professional; the Associate level requires that the certification holder has conducted a formal product training. In addition to product training, people certified as Professional must also have supported, in a lead capacity role, a minimum of three clients in the past 30 months, and all clients were satisfied with the services delivered.

As a result of the diligent training of our consultants, we are happy to announce that our colleague Erik Ebert recently earned his seventh SAP SuccessFactors Professional Certification, making him the highest-ranking SAP SuccessFactors expert globally. His most recent certification was achieved in Workforce Analytics, complementing the existing certifications he holds across all major HR process areas.

We had a chance to ask Erik a few questions about this achievement.

How do you feel about being the highest ranking SuccessFactors consultant globally?

In my daily life and [during] interactions with clients, colleagues, and partners, I rarely think of it. But in a very competitive market, I am aware that formal skills and competencies are important, as well as personal traits and interpersonal skills. Of course, it makes one proud to get appreciation, and you do feel some sense of achievement, but I actually feel more proud when we as a team succeed with a complex client engagement and get their acknowledgement. So, compared to other types of certifications, I see these specific certifications as proof of client happiness—which is what makes my heart tick faster.

What would you recommend to others?

Always focus on the client and always try to help to solve their business challenges. In professional services, we live for happy clients who continue to come back for more. In order to stay relevant, do not dig a hole and plan to stay there your entire career—look for development opportunities, one area at a time.

So, congratulations on this achievement, Erik: the only consultant in the world to hold seven professional certifications from SAP. As a leader in SuccessFactors implementation, Erik plays a critical role in ensuring that GP Strategies customers are successful while getting the most from their SuccessFactors solutions. His previous projects include Swiss Re, Oerlikon, DNV, Coop, KPMG, Givaudan, TELE2, Nokia, and John Wiley & Sons.

If you would like to learn more about GP Strategies’ expert SAP SuccessFactors practice, contact us.

Do you find yourself in doubt about the difference between metrics, analytics, and people analytics in relation to HR management? You are not alone. The ways in which metrics, analytics, and people analytics relate and add value to the practice of Human Resource Management can be confusing, so here is a brief overview.

HR Metrics
HR metrics are measurements used to determine the effectiveness and efficiency of HR policies. Metrics help compare different data points. For example, if voluntary turnover was 5% last year and is now 7.5%, it has increased by 50%. The former are data points, the latter is the metric. Metrics don´t say anything about a cause, they just measure the difference between numbers. They can be interesting and important, but really, they just tell a story about what happened.

HR Analytics
HR analytics is a historical view of your HR metrics. Your input metrics consist of lists of voluntary terminations, group by business unit for a specific time period. By looking at the trend over time, analysed by job family or termination reason, you will then be provided with your HR analytic.

People Analytics
People analytics is the quantification of people drivers on business outcomes. Analytics measures why something is happening and the impact of the outcome on the business. People analytics is often interchanged with HR analytics, but it is a quantifiable combination of HR analytics with other metrics, such as finance (financial analytics in particular). If you have voluntary termination for the last 6 quarters and you have a decline in sales revenue for the last 6 quarters, you can prove there is a correlation between the two. This is people analytics.

While the greatest benefit is within people analytics, you need to have the basic HR metrics and HR analytics in place as a prerequisite in order to achieve success with people analytics. In other words, do not try to achieve too much in one go. Instead, try to take a few steps forward at a time. Put processes and technology in place that allow you to gather the HR metrics that will eventually let you develop people analytics.

How to get started?
GP Strategies has completed more than 700 SAP SuccessFactors projects in more than 80 countries worldwide during the last 15 years. We are covering all major industries and we provide continued operational support and maintenance for more than 80 companies. We are a SAP Gold partner, and we have been awarded SAP Recognized Expertise in all SAP SuccessFactors areas. Together with our customers we have won 13 Quality Awards in four years. Contact us for expert guidance on HR analytics, or follow the links to read more about SAP Analytics Cloud or Workforce Analytics.

The challenge of building a solid HCM infrastructure often represent a journey rather than a destination. Rapidly evolving SaaS technologies and shifting requirements demand agility and flexibility of any HR organisation that wants to keep up in the ever-changing business landscape.

Employee Central Optimisation Workshop

At GP Strategies we don’t believe that a successful HCM solution is determined at go-live. In our view, the long-term key to success is an organisation’s ability to continuously realise value from their solution as well as the many new functions and features that each release offers. Based on this knowledge, we have developed an Optimisation Workshop, focusing on client pain points and need for optimisation.

The offering is provided free of charge for a limited time and provides your organisation an opportunity to address current issues, understand possibilities for refining processes and configurations and ensure that your solution is robust enough to stand the test of time. It provides business value that can be used on both an operational and strategical level.

The offer includes:

  • A full day workshop with a SAP Professional Certified SuccessFactors consultant

  • Input and recommendations for your road map priorities

  • Walkthrough of 12 month SAP SuccessFactors road map

  • Qualified guidance and recommendations in actionable format

Who would benefit from an Optimisation Workshop?

There are many scenarios where an optimisation workshop could add value to your organisation. Whether you need to resolve high-priority issues or simply want to improve on your current setup, some of the most common examples include:

  • Your team has an expanding list of issues that cannot be resolved with the existing support.

  • You would like to re-evaluate existing configurations and processes.

  • Quarterly upgrades have not been activated and you are not sure where to begin.

  • HR business processes need to be redesigned.

  • You have manual processes that you would like to automate.

If you would like GP Strategies to facilitate a FREE Employee Central Optimisation Workshop for your organisation, please contact us.

Why GP Strategies?

GP Strategies SuccessFactors EMEA Practice has completed more than 650 SAP SuccessFactors projects in more than 80 countries worldwide during the last 15 years. We are covering all major industries and we provide continued operational support and maintenance for more than 75 companies. We are a SAP Gold partner, and we have been awarded SAP Recognized Expertise in all SAP SuccessFactors areas.

GP Strategies builds Kronos Practice to meet global demand

Kronos and SAP have announced that they have established a partnership for SAP to resell the Kronos Workforce Dimensions, the next-generation of cloud-based workforce management solution.

As part of SAP’s new Time and Attendance Strategy, the Kronos application will be offered alongside the SAP SuccessFactors Employee Central Time Management application to enhance customer experience and accelerate innovation.

To meet the rising demand in the market for Human Capital Technology, GP Strategies has been building a Kronos practice throughout 2018 with an experienced team of highly skilled consultants. As proven through the SAP partnership, Kronos is a leading provider of Workforce Management Software, with more than 40 million people in over 100 countries using Kronos daily. Their purpose-built applications serve a multitude of businesses including retailers, healthcare providers, educational institutions, and government agencies of all sizes.

Building on the established presence that GP Strategies has in the market for Human Capital Technology, the Kronos practice already has a great customer list, and the team has a stellar reputation from 15-20 years of Kronos implementations globally.

GP Strategies is a trusted Kronos Partner. We cover all major industries and provide continued operational support and maintenance.

Contact us for expert guidance on how you can utilise Kronos within your organisation.

To learn more about the SAP and Kronos partnership, please visit SAP.com or Kronos.com.

13 SAP Quality Awards in 4 Years

The prestigious SAP Quality Awards celebrate and recognize customers who have excelled in the implementation of their SAP software solutions by using SAP’s ten quality principles to:

  • Effectively plan, execute, and manage their implementations

  • Achieve fast, low-cost implementations, and meet today’s demand for rapid time to value

  • Simplify business processes and deliver significant business benefits to their organization

Together with the following customers, GP Strategies has won 13 SAP Quality Awards during the last four years:

Want to know more?

GP Strategies SuccessFactors EMEA Practice has completed more than 650 SAP SuccessFactors projects in more than 80 countries worldwide during the last 15 years. We cover all major industries, and provide continued operational support and maintenance for more than 75 companies. We are a SAP Gold partner, and have been awarded SAP Recognized Expertise in all SAP SuccessFactors areas. Contact us to find out how we can help your organisation excel in the implementation of your SAP SuccessFactors solution.

GP Strategies builds Kronos Practice to meet global demand

To meet the rising demand in the market for Human Capital Technology, we have through 2018 been building a Kronos practice with an experienced team of highly skilled consultants. Kronos is a leading provider of Workforce Management Software, with purpose-built applications for businesses, including retailers, healthcare providers, educational institutions, and government agencies of all sizes. More than 40 million people in over 100 countries use Kronos every day.

Building on the established presence GP Strategies has in the market for Human Capital Technology, the Kronos practice already has a great customer list and the team has a stellar reputation from 15-20 years of Kronos implementations globally.

GP Strategies is a trusted Kronos Partner. We are covering all major industries and we provide continued operational support and maintenance.Contact us for expert guidance on Kronos.

GP Strategies is one of only three SAP EMEA partners that have all REX certifications

SAP has a program to distinguish experienced partners with satisfied clients. This program is called SAP Recognized Expertise or REX. As 1 of only 3 SAP partners in the EMEA region, GP Strategies has Recognized Expertise certifications in all SuccessFactors modules.

Within SAP SuccessFactors there are 4 REX certifications:

  • SAP SuccessFactors® Talent Solutions

  • SAP SuccessFactors® Recruiting and Onboarding Solutions

  • SAP SuccessFactors® Learning Solutions

  • SAP SuccessFactors® Employee Central and Payroll Solutions

Strict requirements

As a long time SAP partner, we have worked hard to earn all 4 of these designations, and we are one out of only three partners in the EMEA with all four designations. As partners with SAP Recognized Expertise, we have met strict requirements built on transparency and a stringent certification process by SAP. The requirements are:

  • 3 certified consultants as outlined in the qualification criteria of the respective industry

  • 3 certified consultants as outlined in the qualification criteria of the respective solution

  • approved business plan: A formal go-to-market plan for a specific recognized expertise area that the partner and the respective SAP subsidiary agree upon

  • A successful execution of a jointly defined and agreed plan

  • Valid until release of updated training or SAP product release (but min. 3 years)

Staying fresh

In addition to these strict requirements with regards to formal technical abilities, each Recognized Expertise category requires that the customer has agreed to participate in a post-project survey. In order for the survey to count towards a Recognized Expertise designation, the customer must give a score of at least 4 out of 5 on a wide range of questions regarding the success of the project. At least 3 happy customers are required to earn a designation within one of the categories, and there is no resting on ones laurels: This is an ongoing process, where partners must reapply with fresh projects every two years.

So, in order to ensure a successful implementation, make sure that you choose a partner that is experienced, certified and has great customer satisfaction.

At GP Strategies, we are all of the above.

Get in touch if you want to learn how we can support your journey to the cloud.

Kerry drives global growth and performance with support from SAP SuccessFactors and GP Strategies

Project at a glance:

Kerry is running a company-wide and large-scale change programme implementing the full SuccessFactors Talent suite. GP Strategies was selected as the implementation partner.

In October 2018, Kerry went live in nine months with Employee Central, Recruiting Management and Recruiting Marketing, integration to multiple payrolls, replication to SAP on premise and delivery of US benefit platform.

Challenges overcome in the project:

The scale and complexity of delivering a full suite implementation within nine months was challenging but GP Strategies was able to work closely with Kerry to ensure that the scope was delivered within the required timeline and to the agreed cost.

“GP Strategies off site delivery model worked perfectly, they supplied on site expertise as required that delivered a high quality product that exceeded our expectations.”

– Iain Witherington, Group VP of HR, Kerry Group

The SuccessFactors Talent Suite will support Kerry’s more than 25,000 employees, covering 50 countries. The impact of this project will ensure greater manager and employee self-service. A single point of access for all employee information will enable faster and easier transactions. With mobile access, employees can connect anytime from anywhere, and simpler tools will provide great user experience for both employees, managers and candidates. Kerry can now focus on business growth with reduced complexity an increased speed and efficiency.

About Kerry Group

Kerry Group is a public food company headquartered in Ireland. It is quoted on the Dublin ISEQ and London stock exchanges.

An audience of over 300 people was in attendance at the People Analytics World conference in in London this year. The speakers included high level management from big companies such as ING, Nestlé, Twitter, Swarovski, Procter & Gamble, Unilever and many more, all eager to learn more about the next big thing: People Analytics.

From a customer point of view, focusing on analytics right from the beginning of a project is a good idea. Even when discussing processes and modules, the analytics and reporting that these enable ought to be on the agenda, right from the get-go. We have seen that sometimes an entire HRIS implementation can be for the purpose of doing People Analytics. So, let’s take a look at the 7 main trends in People Analytics.

1. People Analytics is now

The biggest trend seems to be that People Analytics itself is becoming a larger item on the agenda for large companies. Conferences with specific focus on People Analytics have been growing steadily over the last five years. According to a recent study by Deloitte, 69% of large organisations now have a people analytics team. In fact, many companies have whole departments of 15-20 people dedicated only to People Analytics.

2. People Analytics vs. Business Intelligence

It seems that even though People Analytics is growing, People Analytics is still being kept somewhat or separate from Business Intelligence and Financial Analytics departments and functions. we will likely see a change in this constellation. How can HR/people data be combined with data from the rest of the organisation such as finance data and/or sales data? The idea is to elevate People Analytics to a level where it is no longer an island of knowledge and insights focused solely on HR, but where you can successfully identify e.g. correlation between employee engagement data and sales performance and prove the causality as well.

3. Start with People Analytics

Something else that seems to be prevalent on the People Analytics scene is that People Analytics itself can be a main driver right from the beginning of a project. It seems that even the decision to implement an organisation-wide HRIS system can be the result of wanting to do People Analytics. This was the case for Swarovski who, when delivering their speech at the People Analytics conference in London, focused mainly on their people analytics journey, and the choice of a cloud based HRIS system was in service to this agenda.

4. Forecasting and planning

Another hot topic was forecasting, planning and predictive analytics with HR data. All three are related to each other, and they enable the analysis of a plethora of data types in order to predict the future demand for labour – and plan for it. The goal is then to be able to provide this type of analysis to the CFO or other top-level management.

5. What about ethics?

On a less technical note, ethics and legality is also a big topic these days. There’s GDPR, of course, but there are also concerns like will we lose the trust of our employees? Is it even legal to analyse, for instance, age related metrics and make decisions for specific employees based on their age? In a world of increasing surveillance and privacy issues, the fear that employees might react negatively when they learn that they are being monitored and analysed by their employers is real and valid. This is something that HR-IT and PA departments and projects will have to take into account when planning their People Analytics strategy.

6. Using People Analytics insights to impact strategy

There is generally a strong desire in the world of HR to impact the company’s overall strategy through people analytics. Being able to present top management with substantiated KPI’s and actionable insights from analyses, is a highly coveted position to be in for most modern HR departments in large organisations.

7. Retaining talent with People Analytics

Lastly, there is the ever-difficult subject of using soft HR topics in an otherwise hard realm of statistics and data analysis. In other words: using talent data from various performance modules in order to spot trends and developments in order to retain top talent. According to a recent report on talent in the digital age published in Forbes Insights, employers’ perception rarely meet the reality of how many employees are at risk of leaving the company.

Digital HR: Foundation for the future

People Analytics is a powerful tool that will help companies bridge many existing gaps by adding visibility. With People Analytics, managers can see their organisations and use information to drive insights for decision-making about talent and human capital performance. Although SAP Analytics Cloud is a future concept, GP Strategies will continue to deliver tactical solutions on existing reporting tools as well as WFA on HANA, so do get in touch with us to learn more.

Read more about SAP Analytics Cloud here and Workforce Analytics here.

How to get started?

GP Strategies SuccessFactors EMEA Practice has completed more than 650 SAP SuccessFactors projects in more than 80 countries worldwide during the last 15 years. We are covering all major industries and we provide continued operational support and maintenance for more than 75 companies. We are an SAP Gold Partner, and we have been awarded SAP Recognized Expertise in all SAP SuccessFactors areas. Together with our customers we have won 13 Quality Awards in three years. Contact us for expert guidance on tactical solutions, analytics and reporting.