hcm initiative mini master w/cats

Strategy … Connectivity … Value ™

2003 Socousa Corporation. All Rights Reserved.



Socousa was founded on the bedrock of global consulting experience

and was incorporated in 2003. Providing specialized consulting and

recruiting services Socousa is positioned to meet the challenges our

clients are faced with in today’s fast changing environment. As an

independent organization we are able to objectively provide the

products and resources suitable for our clients and their specific

requirements.

Technology can add value if, and only if it removes or diminishes a limitation or constraint. It requires a

vision to set you apart and let you accelerate from your competition. It requires an experienced partner

and Human Capital Management to effectively execute and materialize visions, transforming visions into

actions and intangible assets into tangible results.

We are a client-centered organization with a complete portfolio of services. We make it our business to

understand your desired course of direction, the complexities of your trade, your business processes,

operating philosophy and your priorities. This has allowed us to exceed expectations and deliver solutions

that are tailor-made to match your business needs.

We truly believe that organizations grow and evolve not only through the growth in their respective

businesses but also by creating an environment which encourages self-development and empowerment.



Increased

ROI

Self Service Components

Manager’s Self Service

Employee Self Service

Employee Lifecycle Management

Performance Management, Training & Events, Recruitment, Enterprise Compensation

Management

Internal Service

Travel & Expense Management, Environment Health & Safety, Governance, Incentive & Commission Management

Employee Transaction Management (Core Components)

Global Payroll, Time & Attendance, Benefits, Organizational Management, Master Data, Mini Master

Setting the stage for an HCM initiative

HCM



OM

PA

PT

PY HCMI TPS

WF

PM

MM

CO

ECCEnterprise Central Component

CORE INTEGRATIONFI

EHS



Why SAP Human Capital Management (HCM)?Objective to transform the Human Resource department (HR) from a reactionary environment

into a strategic planning organization

Objective to align and realize the strategic Corporate and Human Resource vision

Objective to develop and retain the organizations valuable assets – employees

Objective to identify and utilize the critical functional integration points throughout the

organization

Objective to minimize Interfaces required to maintain Human Resource related data

Objective to reduce Total Cost of Ownership (TOC) and maintain “Best in Class” technology

Objective to measure results driven intangible and tangible benefits periodically

Tangible

• Customer satisfaction

• Employee retention

• Improved customer service

• Increased job satisfaction

Intangible

• Operational

• Strategic

• Technical



Getting started …!

Stage

•Selected HCM modules

•All departments

•Basic Core Functions

•Supports Integration

•Mini Master

•Int/ext rates

•CATS

Incremental

•All HCM modules

•Across selected departments

•Pilot roll-out

Multi Phase

•Selected HCM modules

•Across all departments

•No Pilot roll-out option

Big Bang

•All HCM modules

•Across all departments

•No Pilot roll-out option

Approach …

… is in line with present strategy and

benefits current SAP environment at

Samson facilitating integration

… mitigates risk

… initiates lower project cost

… allows targeted preparation

… allows parallel implementation



Concepts:Select the ideal project team defining the future of the organization

Innovative consistent new ideas & “out-of-the box” thinking

Dynamic ability to meet sensitive deadlines

Efficient objectivity and time management

Adaptable ability to change and convey changes to others in the company

Leadership transition from reactive to proactive management

Do not procrastinate … Unidentified areas cause project interruptions and “go-live” delays

Continuously test systems

Develop a post “go-live” plan early (Help Desk, Super Users, SLAs, etc.)

Develop training documentation and “clue cards”

Train end-users early and repeatedly (it’s just like muscle memory)

Utilize best practice Consider a phased implementation based on current environment & requirements

Streamline business processes with cognizant selection of on-premise, cloud or hybrid

Standardize business processes

Define corporate standards prior to implementation

Be thorough upfront and set baseline scope to build a solid foundation



Measuring SuccessLeveraging SAP ERP HCM can help HR work efficiently and effectively adding to a corporate

competitive advantage

Companies with a single enterprise-wide IT system can have lower staffing levels and utilize

a higher level of industry defined “best practice” in transactional environments

Determine measurable success indicators (KPIs) and set periodic measurement points

Additional technology can realize reduction in cost of ownership through elimination of

outsourced payroll providers, reduced staffing, lower maintenance fees for software and

hardware, and pre-determined service level agreements (SLAs)



HCM – Mini Master w/CATS Implementation

Integration with PS, CO, FI, PM

Cross Application Time Sheet

Vendor Master

Travel Management

Network Confirmations

Activity Allocations (charge rate by activity type – i.e. internal/external rates)

Workflow

Preparing environment for HCM Initiative

Next Steps: Schedule detailed HCM presentation

Outline details & assumptions for a cost estimate proposal

hcm initiative mini master w/cats

Presentations & Public Speaking

socousa corporation

strategy connectivity

organizational management

services socousa

class technology objective

tangible benefits

tangible results

intangible assets