YOUR CONTENT

The content areas for Mastering SAP HR & Payroll will be uploaded in September 2010.

More than 120 Australian and New Zealand organisations will participate in in-depth research to identify the content areas for this year's program. If you would like to contribute to creating the program by being part of the research please email Carolyn Watt or contact Carolyn on:

mobile: +61 402 032 987
landline: +61 2 9955 7400

In the meantime, please take a look at the content areas that our most recent Mastering SAP HR & Payroll (March 2010) program addressed.

ESS/MSS

Change management and cultural issues - pushing the responsibility out to the employees; functionality available in the system; flexibility; business requirements; importance of organisational structures in the configuration; leave considerations; interface to reporting tools; justification of costs; long term business benefits

HR & Payroll Reporting

Strategies and design; data setup in source system; available reports; standard vs. customisation; getting data out; building appropriate reports; planning your outputs; data ownership; organisation structure reporting; 3rd party tools; allowing and enabling managers to run reports themselves; gaining stakeholder buy-in; use of BW reporting; reporting with Organisational Management

Payroll Processing

Time and payroll processing; off cycle payroll options; leave provision functionality; superannuation; payslip design; terminations organiser; accruals and reversals; managing the business rules; payment summaries

3rd Party Tools Integration with SAP

“Best of breed” tools available in the HR space; requirements for integration with SAP; how to best utilise in conjunction with SAP ERP system; Org Plus; Adobe Forms; SpinifexIT; Infohrm - workforce management; Workbrain

Workforce Planning/Analytics

What is available in SAP for workforce planning and analytics?; the benefits of gathering data for the existing workforce; future skills planning - using SAP to build a long term plan; understanding and planning for future skills requirements; creating a better profile of the workforce; recognising an ageing workforce; lead time in developing specialists; risks of not planning; managing a flexible workforce; ability to report on the data; third party tools; Talent Management; maintenance effort required; succession planning; organisational restructures

Training

Understanding business needs; training material; access to good SAP training; avoiding staff turnover and therefore loss of knowledge; keeping up to date with functionality changes; training to improve usage and acceptance; get users engaged, on board quickly; career planning; succession planning; Learning Management

Change Management

Integrate change management with training - making every training event a change management opportunity; giving everyone a sense of where they are going and why; creating a definition of exactly what change management is; communicating the benefits and impact of change; formulating a proactive change management strategy; gaining upper management visible support of change; making every project team member a change agent; bringing people together to own processes and manage their own issues

Upgrades & Implementations

Understanding the business processes and knowing how, when and where they are being used; saving money vs. losing functionality; benefits of upgrading to ECC6; developing a business case for the upgrade or implementation; benefits vs. expense; how to bring on new functionality as part of an upgrade; Enhancement Packs; change management and lessons learnt; managing expectations; implementation experiences - what went well, what didn’t and what to do differently; team structure - internal and external; ongoing support

Organisational Management

Best practice; third party tool options; managing positions and organisation data; graphical reporting; impact of organisation structure setup and change procedures on other functions and modules; handling acting positions; ex-pats, contractors etc in organisational structures; creative use of jobs and positions; substitutions or delegations

Supporting the System

Building a strong and highly integrated support organisation; providing effective training and support - the benefits and risks; factors to include in your post-go-live (maintenance) strategy to ensure that training is up-to-date; various tasks, roles, responsibilities, skills and competencies necessary to develop and deliver quality support; measuring support effectiveness as part of a continuous improvement effort; driving self-service; balance of IT vs. “business” people managing support

Contractor Management

Managing qualifications and skills for contractors; meeting legal requirements; end-to-end process and management - hiring and workflow, visibility, what to store, when to enter, speeding up the on-boarding and exits processes; training, induction and certification; time capture for all contractors; managing the performance of the contractors; the
best way to include in the organisational structures; controlling contractor access to SAP

Talent Management

Succession planning; recruitment; dealing with the ageing workforce; how to up skill your workforce; remuneration; career planning; knowledge management, strategic workforce management; Performance Management