TRACK PRESENTATIONS

CSR has been a SAP Finance user since 1997 but had retained a heavily customised Payroll and HR system which had been implemented in the mid 1980s. The technical fragility of the legacy system and key person risk saw the company make a decision to implement the SAP HR modules in mid 2008. An intensive 12 month process commenced with the system go-live in late August 2009.

• Process and challenges in gaining business buy-in for commencing the project
• Key change management issues faced with design and implementation
• Specific issues faced in transitioning from a long established legacy system
• Key learnings taken from the project

SAP release: ECC6
Original go-live date: April 1997

Target Audience: This presentation is from a business rather than technical perspective and is designed to give insights for business sponsors, HR leaders and Change Managers on what worked well, what didn’t work so well and the key learnings.

Jemena works in the dynamic utilities market of Australia. Recently, Jemena experienced significant changes in their working environment and needed to have an organisational model that could adapt to this. Four years ago they were Alinta and ran a very different business model - using outdated and slow moving technology to support organisational design capability. The implementation of OrgPlus meant that their visual capability can now keep pace with their fast moving business models. OrgPlus provides the business with up-to-date media for assessing the business and a tool to provide hypothetical organisational designs in real time for business decision makers.

• Old Org Charts (how bad it was)
• On the road to recovery (implementation plan)
• What worked - and what didn’t?
• Current offering (what does charting/business support look like now?)
• On the horizon (what do we have coming up?)

SAP release: 4.6C
Original go-live date: November 1998

Target Audience: This presentation will suit those who have dysfunctional organisational charting capability and are looking for a solid solution.

The Human Resources transformation is reaching the end of its First Generation - and HR leaders now need to ensure they are well positioned to deal with the challenges of the Next Generation of transformational activity. Understanding the current HR Transformation challenges and why some of the objectives were not realised is an important component to moving forward in this HR journey. This presentation will provide HR professionals with powerful insight into the future demands of HR, including how HR technology will need to be positioned to add more value.

• What’s driving HR to continue their transformation journey?
• Early HR transformation challenges
• The Next Generation HR Transformation Design Principles
• The future of the HR Business Partner
• The new thinking behind Centres of Expertise and Shared Service Centres
• Positioning HR technology to deliver HR strategic objectives

Target Audience: This presentation is aimed at HR and HRIS Professionals wanting to understand how they can provide more value to the business and aims to give great insights into the future demands of HR. It is a strategic session that will demonstrate how HR technology will need to be positioned to add more value.

The web-based HR reports delivered to the business through SAP Business Warehouse (BW) have proven to be both powerful and flexible and provide the ability to ‘slice and dice’ data and drill-down to individual employee level. This session will include a live demonstration of FaHCSIAs solution and will show you what you too can have if you are a willing to invest in your BW system. Gary will provide an overview of the approach taken to implementing HR reporting in BW and the journey so far.

• Navigating around BW and how to ‘slice and dice’ your HR data
• Analysing your Headcount and FTE profiles and trends
• Using ‘Actions’ to measure your staff workload, as well as organisational staff turnover and churn
• Analysing leave usage and patterns and quota balances
• Finding the ‘gems’ buried in your data
• Checking your HR data integrity - how dirty is your data?
• Analysing contractor hours worked using CATS timesheet reporting in BW
• FTE budgeting and variance reporting at employee level
• Viewing payroll expenses to FICO postings at employee level - by both payroll period and posting period

Gary will also briefly explain the enhancements made to Business Content required to support the HR-Public Sector Industry Add-on, including nominal vs. actual, higher duties, disability and indigenous indicators, language background, age ranges, super funds, leave etc. Finally, he will also share some of the challenges encountered along the way, some lessons learned as well as the business benefits to FaHCSIA by using BW Rel 7.0 for HR reporting.

SAP release: ECC6
Original go-live date: June 1999

Target Audience: Workforce Planners, HR Reporting specialists, HR Managers, Personnel staff, BW Developers and Accountants.

 
Following the acquisition of Dyno Nobel explosives, the Incitec Pivot Limited (IPL) Group commenced a transformation of HR Services. IPL then chose to extend upon the established North American SAP HR platform.

The program of activity involved implementing SAP HR/Payroll for the Dyno Nobel Asia Pacific business, including Employee and Manager Self Service, followed by the rollout of ESS/MSS in the United States and the integration of the Incitec Pivot business.

Creating a Capital Expenditure Proposal at the height of the Global Financial Crisis meant the project had to satisfy tough financial payback criteria and demonstrate value creation for HR professionals.

• Options examined by IPL
• The Business Case - meeting strict financial hurdles
• The ESS/MSS implementation
• HRIS - from concept to reality
• International rollouts and the challenges faced

SAP release: ECC6
Original go-live date: January 1998

Target Audience: This presentation is aimed at those organisations that are enthusiastic about implementing SAP HR/Payroll and/or ESS/MSS, but who are wary of the excessive costs that are usually associated with such projects. It is a case study in how to leverage existing infrastructure, skills, and support to deliver a project in a short timeframe with a modest budget.

For an organisation to draft the most strategically beneficial implementation design it is essential to understand which practical activities are best allocated to various stakeholders in the business (from the HCM team to Line Management to Executives and Change Agents). This session will discuss the structures and processes required to ensure a successful implementation program. Various findings on benchmarking and ROI will be provided to outline the ever growing importance of these key business case foundation components.

Sourced from published case studies as well as interviews with a range of Australian business HCM professionals, the key success factors for the ‘Who’, ‘What’, ‘When’ and ‘How’ of an implementation will be examined. A framework for linking strategic goals to SAP HCM functionality will be provided with practical examples of ‘Quick Wins’ activities ranging from implementation governance to SAP function recommendations (process selection, core system set up activities, Portal Self Service, HR Processes and Forms, Workflow, etc.).

This session will provide attendees with an up-to-date appreciation of the major factors that shape the success of their HCM deployment program. There will also be a practical focus providing a number of ‘To Do’ list items that can be used immediately to bring the overall picture into focus.

Target Audience: This presentation is aimed at the various stakeholders of an organisation that are considering implementing ESS/MSS. From defining the business case based on established benchmarks and lessons learned to functional tips and tricks, this session contains elements for senior management, process management and super users/internal support staff.

Does your SAP initiative appear to be caught up in red tape, delays and bureaucracy? Are you frustrated with lack of executive commitment and business ownership around your SAP project? Do you believe your HR department can assume a more visible and assertive role related to SAP? This session assumes that participants believe HR can - and should - provide stronger leadership in their organisations’ SAP initiatives. It will highlight five key areas in which HR can provide the overall vision and leadership needed to make a difference in your SAP project’s effectiveness and impact.

• Governance
• Communication
• Change leadership
• Best practices (COE’s and Super Users)
• Team effectiveness

The session will identify ways to engage the appropriate stakeholders in these areas; how to assume more direct leadership in the overall SAP project, and how to ensure that the efforts continue throughout the project lifecycle. If you’ve always wondered why HR isn’t sitting at the strategic table in initiatives such as SAP, this session will help you to focus on specific ways to stop whining and start doing!

Target Audience: This presentation is designed for anyone who is ready to influence how HR can take on a more visible and active leadership role in a SAP project. This includes those who already hold formal leadership roles in their organisations as well as those who are ready to step up to the leadership challenge.

In May 2009, Monash University went live with an online ordering system for laboratory supplies. The ordering method is via an Adobe form hosted within Employee Self Service. The Adobe form pulls Materials Management data in real-time from SAP and pushes data back to SAP in the form of a requisition. This presentation is about Monash’s journey in deploying Adobe forms and provides a practical demonstration of the actual inventory form.

• The business case for the adoption of Adobe forms
• A practical demonstration of the form and comparison with the old process
• The benefits realised
• The challenges faced and recommendations for other organisations
• Resources and advice on how to get started with Adobe forms

SAP release: ECC6
Original go-live date: September 1999

Target Audience: This presentation is suited to anyone with an interest in using ESS to host simple business functions whether HR/Payroll based or non-HR/Payroll; and people with an interest in using Adobe form technology to streamline business processes.

HR departments generate large quantities of correspondence, such as employment contracts, confirmations of salary increases and bonus letters. This results in a substantial overhead. The necessary information is usually contained within the HR system but lack of uniform processes and integrated tools make this data difficult to access efficiently. Accenture Quick Document Builder provides a fully integrated, SAP NetWeaver-based standard software solution for automating correspondence and document management. Users can save valuable time by centrally managing stored templates and text modules in the familiar Microsoft Word environment and creating interactive or mass documents with live data from the SAP system.

• Introduction to Accenture Quick Document Builder (AQDB) for SAP HCM and SAP E-Recruiting
• Document creation and processing
  • interactive document processing
  • mass document processing
• Document automation
  • creating and maintaining document templates and text modules
  • template management
• Added value
• Customer credentials

Target Audience: HR and SAP HCM Managers, Heads of HR, Heads of HR Shared Service Center, SAP HCM Application Managers, SAP Innovation Managers and Business Process Managers.

In 2000, Steelcase implemented its four Human Resources (HR) modules: Organisational Management (OM), PD, Payroll and Benefits. However, it failed to follow SAP’s recommended process when it created its OM structure within SAP. As part of its HR upgrade to SAP ECC6 and Portal 7, Steelcase re-aligned to SAP best practice OM structure. This allowed HR to leverage SAP’s out-of-the-box functionality as much as possible. This presentation outlines Steelcase’s process for restoring SAP’s OM structure as well as the process, procedures and rules that Steelcase now follows to maintain their global OM structure.

• Learn how SAP’s OM structure serves as a key component in implementing HCM initiatives
• “Out of the box” configuration of OM will accelerate future functionality of SAP Human Capital Management
• Trusted reporting and analytics require a standards based approach to OM
• Explore the external rules and procedures that are critical to maintaining an OM structure
• Discover why it is never too late to restructure an OM structure to an SAP best practice

SAP release: ECC6
Original go-live date: September 1993

Target Audience: The presentation will be helpful to new users to SAP OM as well as experienced users. The presentation will begin with the basic concepts of SAP OM and continue into the business processes that insure that master data is maintained correctly. It will give a high-level technical overview of the techniques used to realign OM restructure within SAP.

You’ve just embarked on a journey to implement an ERP solution at your company and you realise that your biggest challenge is not fitting the IT to the business, but fitting the people to the IT. What do you do? Helping people adopt change with confidence is crucial to success in implementing HCM projects. Based on real examples applied at United Group Limited, you will learn how you can better manage and monitor change by:

• Giving everyone a sense of where they are going and why
• Making every project team member a change agent
• Making every training event a change management opportunity
• Thinking about the foundations of your house before you build it
• Being “at the table” not “under the table”
• Bringing people together to own processes and manage their own issues

SAP release: ECC6
Original go-live date: November 2007

Target Audience: Change Managers, Business Process Experts, training professionals and Project Managers who want some practical ideas to better manage the impact of implementing HCM modules, or even broader ERP implementations.

Last year, IBM invested heavily in a strategic initiative to help their client reduce the time and cost to implement out-of-box SAP HR/Payroll. The result of the investment is a SAP HR/Payroll template based on ECC6 for companies in Australia and New Zealand.

IBM successfully ‘road-tested’ the solution template on the client project with a better-than-expected outcome: implementation timeframe (validate/build to go-live) was four months; cost was at 50% less than a ‘normal’ implementation; client only required two part-time staff on the project and full PA, PY and OM implemented.

• About the IBM HR/PY Solution Template
• What’s in it?
• Tools to reduce risk and time

Target Audience: IBM’s template-based solution is targeted at companies which are ‘required’ by their Head Office to deploy SAP HR/Payroll, that want the competitive edge from SAP HR/Payroll but find the implement cost prohibitive and who want to replace their existing system with SAP HR/Payroll.

Comcast, the largest Cable Television provider in the US, discovered untapped return on their HCM investment by leveraging Workforce Analytics to provide business leaders with clear, thoughtful information and key performance indicators. They found their HCM and other systems were filled with valuable information and were able to become a true business partner by using the data to help their business leaders make better business decisions and develop a competitive advantage. Learn the steps Comcast used to change the way the workforce data was used.

• Developing Key Performance Indicators
• Designing delivery methods for metrics
• Educating HR and Business Leaders on the use of analytics
• Driving change in the organisation

SAP release: ERP 6.0
Original go-live date: December 2007

Target Audience: This presentation will be most valuable to those looking to gain additional return on their HCM investment through the use of Workforce Analytics.

Frustration caused by the on-going maintenance required (adding new wage types, or changes due to employees moving positions) drove Holcim to find a way to improve their SAP HR/Payroll Reports. Discouraged by the time it took to complete reports, they wanted to increase efficiencies with the data, once extracted, by removing the manual process of joining multiple SAP reports by VLookup. Holcim looked to a group of 3rd party providers for the answer.

The solution of BW was considered but required a technical expertise that was always overloaded due to working on the financial BW cubes. By choosing SpinifexIT, it allowed the Payroll/HR Team to drive their own reporting success.

• How we took HR/Payroll SAP information, made sense of it and enabled our managers
• Why SpinifexIT was selected over other products (logons, security, the differences from BW)?
• From implementation though to reports (linked to position not person, grouping of wage types)
• What savings were gained in real terms (training, ease of use, portal, automation)?
• Where we are today, learnings and planned future achievements

SAP release: ECC6
Original go-live date: November 2001

Target Audience: Aimed at HR/Payroll Team, touching on Finance and Portal Teams and managers looking for better reporting outcomes.

Gone are the days when training departments were measured by the number of classroom seats filled or the scores in course evaluations. These days, especially under the pressure of the current economic climate, it is more important that organisations maximize their productivity while at the same time keeping an eye on the costs. Still, learning departments are asked to react quickly to fast changing market environments and close the resulting skill gaps in order to be ahead of the competition. The overall goal is to create a flexible and competent workforce, including developing and retaining key talents in a company.

This presentation offers an in-depth look at the SAP Enterprise Learning/SAP Learning Solution and answers the following questions:

• What is the strategic role of learning in Talent Management and why is it important?
• What can the SAP Enterprise Learning/SAP Learning Solution do to support this role of learning?
• How is the SAP Enterprise Learning integrated into the Talent Management Suite?
• What is new in the latest Enhancement Packages and how can you make use of it?
• How you can ensure legal compliance with SAP Enterprise Learning/SAP Learning Solution?
• How do you reduce costs and make better decisions by using analytical reporting?

Target Audience: HR training professionals evaluating SAP Enterprise Learning/SAP Learning Solution.

With the recent down turn in the economy, is now the right time for your company to invest in the SAP Learning Solution? What are the key ROI’s for any LMS and which features should you consider when deciding the level of integration to your existing SAP Human Capital Management system? What are the touch points to SAP HCM and is it necessary to use the SAP LSO to get your organisation to where it needs to be? These are the questions that challenge the Steelcase University as we move from a North American Corporate University to a Global Learning Organisation.

• What are the benefits of a Learning Management System to Steelcase?
• How does SAP Learning Solution fit the needs of Workforce Management?
• Are there low cost alternatives to SAP?
• What content development standards has Steelcase leveraged?
• What are the key considerations when implementing any LMS globally?

SAP release: ECC6
Original go-live date: September 1993

Target Audience: New and experienced members of corporate training organisations and those involved in talent management. The presentation would also be of interest to project managers involved in LMS and e-Learning implementations. This strategic discussion will review the features of a Learning Management System and how those features integrate into SAP Talent Management functions.

CSR Limited (CSR) is one of Australia's leading manufacturing companies in sugar and building products with operations throughout Australia as well as in Asia and New Zealand. In 2008, CSR embarked on an SAP HR/Payroll implementation. For its transactional reporting, CSR had 3 aims: to have a flexible, on-demand transactional reporting capability for its end users in HR, Payroll and Finance; to reduce its reliance on costly and time-consuming ABAP reports and to lower its long-term total cost of ownership for reporting. This presentation will give an insight as to how CSR looked to achieve these goals and run through:

• Reporting product selection process
• Vendor engagement process
• Report requirements gathering process
• Implementation steps
• Ongoing process for new and additional reporting requirements and lessons learnt

SAP release: ECC6
Original go-live date: April 1997

Target Audience: Payroll Managers, HR Managers or Finance Directors, Reporting staff, SAP IT Functional Support staff, CIOs, new sites implementing (or considering) SAP HR/Payroll and Payroll operatives.

Make your upgrade or implementation dollar bring business improvements and not just provide a technical installation. This is your opportunity to make SAP easy to use and at the same time provide the tools to drive the business side of HCM.

• Should you consider changing the landscape between ERP and HCM so that you can take advantage of ECC6 with EHP4 for HCM?
• What is the right mix of team members and how to manage everyone’s expectations?
• Should you consider or retain customisation or can you provide the same functionality in standard SAP?
• Don’t just upgrade take the time to make SAP easy - put back the wow factor
• Your aim has to be to make it more cost effective for general maintenance - go back to standard SAP
• Move responsibility to the users with less emphasis on the technical teams
• Think about the right partners for both the upgrade and to act as your GPS to the future - use the right tools to get the best results
• The end result will be a more flexible and reactive solution

Target Audience: Anyone facing the need to upgrade, this session helps them consider what can be achieved, who should be part of the process and why jump straight to ECC6 and the affect on the rest of the business. Anyone who knows they need to upgrade but is having trouble justifying the cost.

Discovery Communications has a diverse employee base distributed across five continents. Effectively managing global HR initiatives, working across a distinct array of cultures and business models can be challenging. Craig will discuss how they were able to effectively align their global SAP HR rollout with the corporate objectives, integrating the media-mindset culture into the programs whilst continually balancing distinct local cultural and business operations.

• Changing the way HR projects are constructed, planned and implemented
• Outlining top goals, what is effective automation and systems deployment going to bring and where is it/is not
  going to give the best ROI?
• Marketing Campaigns - never underestimate Change Management
• Where will SAP play an integral role and where will it not - think long term, implement in ‘chewable bites’ and will SAP cook and clean for you - or will best-of-breed apply?
• Organisational Involvement - how Discovery evolved from silos into a more collaborative environment
• Bringing it all together - we didn't get it all perfect, where Discovery is looking to go next

SAP release: ECC6
Original go-live date: January 2000

Target Audience: This presentation is aimed at those organisations who are interested in a strategic conversation based in real-life experiences, who are either implementing SAP HR and/or ESS/MSS, but are concerned about making decisions that they may regret in future years. Technical and HR managers who are interested in a candid discussion about how to best align organisations and their SAP/HR projects to maximise the usage of their platform will benefit as well.

Integrated Talent Management processes can help you quickly find the best people for your business, effectively develop and leverage their talent, align their efforts with your corporate objectives and retain your top performers. Robust Talent Management analytics can greatly improve your business planning and decision making. Managers gain the insight to identify talent gaps and predict shortfalls based on anticipated business changes. By measuring and analysing HR programs such as those for succession and learning, you receive valuable data that lets you refine your Talent Management strategies and plan for the future.

This presentation will preview the latest Talent Management capabilities and user experiences for ERP 6.0. New user experiences for Performance Management, Succession, Recruiting and Learning will be shown and you will learn how these updated processes and user experiences help organisations improve their competitiveness by developing a highperforming workforce.

• Competency management
• Employee performance management and development
• Succession management
• Compensation management
• Talent Management analytics

Target Audience: This session is designed for any HR or HRIT professional or implementation partners interested in learning about the latest capabilities from SAP in the area of Talent Management.

Enterprise succession planning solutions call for detailed creation and maintenance of position competencies and skills, rendering highly comprehensive succession plans out of reach for many resource-strapped HR departments. In addition, plans that focus primarily on “boardroom bound” executives may miss opportunities to develop and motivate younger employees and midlevel managers. A method is needed that dramatically reduces the time and resource requirement associated with full-scale succession planning. This session will focus on how a new module attached to organisational charts can deliver this method.

• The must-haves for successful succession planning
• How visualisation directly reduces the burdens of succession planning
• Strategies to create and maintain succession plans in fast-moving environments
• How analytics can deliver a more detailed, longer term succession roadmap
• See a practical approach to add succession planning to your SAP-HR implementation

Target Audience: This session is for HR Managers and technologists alike, it will explore a new approach to practical succession planning and then look at functional methods and new technologies to achieve it in your organisation.

The Powercor workforce consists of 1800 payroll and 2500 external contractors. How do you manage an external workforce of this size? What information do you need to maintain to meet legislative requirements? This is a high risk industry which is highly regulated and the need to maintain this information and ensure people are duly qualified to perform the roles they are ‘hired’ for. Many of these people also require IT systems and building access.

Powercor will showcase their custom built Contractor Management ID Application form which captures the correct information and passes through authorisation steps to ensure they are adhering to legislative requirements.

• Defining your workforce - office and field based contractors
• Overcoming access issues - IT systems; building access; depot access; loan of assets
• How to handle contractor expiry
• Data storage
  • Contracting company and subcontractors
  • Licence and Authority information
  • Are the contractors appropriately skilled to carry out the tasks they are contracted to perform? If not what training is required?
• Hiring contractors in SAP
• Understanding who is the principal employer and who exactly they contract and subcontract to within our business

SAP release: ECC6
Original go-live date: November 1997

Target Audience: This presentation is aimed at organisations required to manage a significant number of external contractors who need to track information such as where they are from, are they qualified to perform the role they say they are, what training they require etc. This presentation looks at the problem from a utilities perspective.

Companies in Australia and New Zealand are often on the cutting edge of environmental Sustainability. The scarcity of precious natural resources like clean water drives significant innovation in all industry segments. Sustainability is a topic of great interest for practitioners of HR as well. HR plays a key role in driving corporate sustainability efforts and can also play a key role in maintaining a Sustainable Workforce. This session will provide insight into how SAP is working to ensure Sustainability in its practices - and delivers solutions to help customers comply with internal and external Sustainability measures.

• Learn about SAP’s ‘Triple Bottom Line’ in Sustainability measurement
• Learn how the Sustainable Workforce is defined, recognised and measured
• See how SAP measures its own progress using SAP tools like BusinessObjects analytics
• Explore key measures for Labour Practices and Decent Work and how these map to SAP HCM
• Discover Sustainable Workforce initiatives from other countries, such as Germany

Target Audience: This session is designed for any HR professional or implementation partner interested in learning about the latest capabilities from SAP in the area of Sustainability. There will be demonstrations of analytical functionality and discussions of new and updated best practices. No technical knowledge is required to benefit from this content.

Labour is generally the single largest cost for most organisations however managers are usually operating with poor quality data and outdated reports. Trying to make decisions on how to minimise the cost and improve productivity and service levels is like looking at last weeks weather to forecast next weeks. You cannot fill an empty place once it has departed and similarly you cannot take action to reduce labour costs after the work has been performed.

Workforce Management is about giving managers within your organisation the tools to place the right people at the right place at the right time - all whilst providing visibility of the costs and budget impacts of such decisions in real time. With the right policy framework in place to support the WFM process the cost savings are significant. In addition employees
benefit from greater transparency in the process of work allocation and how they are paid which in turn builds loyalty to the organisation.

This presentation will outline experiences of implementing “best of breed” WFM systems with SAP, the integration points and benefits to be gained for your organisation.

Target Audience: Senior Human Resources and Finance Professionals, Senior Business and Technology Managers.