PL EN
Best practices for IT service management

The dedicated SNP service organization ensures the quality and continuity of handling of all outsourcing contracts. Our work is based on ISO 20000, ISO 27001, PCoE (SAP Partner Center of Expertise) standards.

SNP Poland is the leader of SAP services market in Poland.
For 25 years (until 2017 - as BCC) we have been providing a full range of implementation, development and maintenance of SAP systems. We provide IT security and software development services.

We are a part of SNP Group - a leading global provider of solutions for transformation of SAP environments .

Since 1995 we have successfully accomplished hundreds of IT project in many countries worldwide.

Our experts present the most interesting solutions of IT world.

See the webinar archive, register for upcoming webinars.

See upcoming webinars:

    No results

Dlaczego uważamy, że SNP jest dobrym pracodawcą? Bo łączymy cechy rzadko spotykane w jednej organizacji - duże możliwości rozwoju, a zarazem dobrą atmosferę i elastyczność środowiska pracy. Dowiedz się więcej, na czym to polega w praktyce!

Taking over employees of the purchased company and HR systems

HR support scenarios after transformation

Share
Print:
The purchase of the company and its inclusion in the structure of the capital group is associated with the need to provide HR and payroll services to a new, sometimes large group of employees. The desirable scenario is that they do not see the merger as a threat to their professional position, but on the contrary, take it as an opportunity. Will we focus solely on the technical aspects of taking over - especially data migration - or will we take the opportunity to take the first step towards HR transformation? Our decision, in addition to operational aspects, may have an impact on employee motivation.
 

Let’s take a look at popular HR service scenarios after the acquisition of the company:

  • Scenario 1: Including employees of the new company in the working SAP HR system. This scenario is relatively easy to implement as it usually does not require major configuration changes. Data migration is key, but it is a well-tested process by partners and customers, and does not pose much risk.
  • Scenario 2: Integration of two HR systems (SAP and non-SAP). The capital group wants to have a coherent HR reporting system, but does not decide to include the employees of the new company in its SAP HR system. This is quite a breakneck scenario, because it requires building and maintaining mechanisms to power the reporting system. Doubtful benefits and high costs of such a solution should place it among the less preferred options.
  • Scenario 3: Roll-out of the current SAP HR solution to the acquired company together with its extension with functionalities needed to handle specific processes in the new organization. Let’s imagine that a company with a production profile takes over a company specializing in retail sales (a chain of stores). A priority process for the new company that requires automation is time scheduling. So, in addition to including employees in HR and payroll in the current SAP HR system, there is a need to implement an application to support store managers in managing salespeople’s time. With this project, there is a chance to automate working time management also in selected units of the capital group.
  • Scenario 4: The first step toward the cloud. Capital Group wants to migrate its old SAP HR solutions to SuccessFactors in the near future. Acquiring a new company is an opportunity to run SF now on a smaller scale, just for the acquired organization or on a smaller scale for all companies. SAP offers two main variants here: side-by-side and core-hybrid. Both are well supported by the vendor, so the risks associated with integrating different solutions are easily manageable.

Towards the cloud

The last two scenarios (automation of a key process and a move to the cloud) add value and can bring tangible benefits in the long run. Particularly interesting, in the context of changes in the SAP offer, is the cloud option (side-by-side or core-hybrid).

The side-by-side variant is based on a different approach, depending on the branch or company belonging to the capital group. For example, in the headquarters, the SAP HR system is used as the leading system, and talent management is carried out in SuccessFactors, while in the acquired companies SF Employee Central is the master system. Wages can be settled in an on-premise system or other local application, depending on the company. This variant is quite popular during the merger or digitization of HR processes of individual companies in the group. In small steps, the corporation can migrate to the cloud. In a side-by-side variant, SF Employee Central can be a consolidating system and at the same time the master system for selected branches.

For those branches for which the master system is SAP ERP HR, the data is replicated to SF EC. This is a relatively complex configuration option due to the frequent lack of alignment of processes and data within the group (e.g., different value lists and processes).

In a side-by-side scenario, observing the adoption process of the SuccessFactors solution by employees of the new company will allow the entire organization to be well prepared for the migration to the cloud.

The core-hybrid option changes a lot in handling HR processes. The employee is not hired in SAP ERP HR, but in SuccessFactors. In the on-premise system, payroll (and possibly the implemented time assessment) is counted, but to make this possible, most of the data is automatically replicated from SF to the appropriate HR infotypes. Only data specific to the payroll portion (e.g., IT0413, IT0515) is stored in the payroll system. Many core-hybrid projects, according to the producer, are expected to lead to a complete migration to the cloud in the long run. The core-hybrid architecture is an interim state, giving customers time to prepare their payroll migration to SF EC Payroll.

Choosing an HR scenario for a corporate merger process is not easy. Questions worth answering include:

  • How different is the acquired company from ours? Will integrating it into our system go smoothly?
  • Is the merger an opportunity to take the first step to the cloud? The support times for old SAP HR solutions are coming to an end and it may be worthwhile to start migrating now.
  • Is the necessity to automate an important HR process in the acquired company not a chance to look at the same process from a different perspective?
  • What will be the costs of maintaining two different HR systems with interfaces?

Case study
Sokołów: New entity, new employees in SAP HR

The Sokołów Group, by taking over the Gzella Grupa Mięsna, significantly increased its production potential and acquired the largest network of specialized meat delicatessen in the country. At the same time, she gained over 1,300 new employees, whom she included in the company’s HR and payroll system. The objective of the SAP HR rollout to Gzella, as well as the implementation of the SNP E-Time application for employees of nearly 300 stores, was to obtain a coherent platform for HR management and working time planning.

Lepszy Biznes

magazyn klientów SNP

Przejdź do bazy artykułów
Share
Print:
#}

Contact form





    1. Personal data is processed pursuant to Article 6 (1) (a) of the Regulation of the European Parliament and of the Council (EU) 2016/679 of April 27, 2016 – the General Data Protection Regulation
    2. The data controller is SNP Poland Sp. z o.o. with its registered office in Złotniki, ul. Krzemowa 1 62-002 Suchy Las. Contact data of the Data Protection Supervisor: dpo.pl@snpgroup.com.
    3. Consent to data processing is voluntary, but necessary for contact. Consent may be withdrawn at any time without prejudice to the lawfulness of the processing carried out on the basis of consent prior to its withdrawal.
    4. The data will be processed for the purposes stated above and until this consent is withdrawn, and access to the data will be granted only to selected persons who are duly authorised to process it.
    5. Any person providing personal data shall have the right of access to and rectification, erasure, restriction of processing, the right to object to the processing and to the transfer of data, the right to restriction of processing and the right to object to the processing, the right to data transfer.
    6. Every person whose data is processed has the right to lodge a complaint with the supervisory authority, which is the President of the Personal Data Protection Office (ul. Stawki 2, 00-193 Warsaw).
    7. Personal data may be made available to other entities from the group that SNP Poland Sp. z o.o. is part of – also located outside the European Economic Area, for marketing purposes. SNP Poland ensures that the data provided to these entities is properly secured, and the person whose data is processed has the right to obtain a copy of the data provided and information on the location of the data provision.

    Please write an email or call

    E-mail office.pl@snpgroup.com
    Phone +48 61 827 7000

    SNP Poland Sp. z o.o.

    Headquarter:
    Złotniki, ul. Krzemowa 1
    62-002 Suchy Las near Poznań, Poland

    Contact us

    How can we help?
    Write us
    Send email
    Call us





      1. Personal data is processed pursuant to Article 6 (1) (a) of the Regulation of the European Parliament and of the Council (EU) 2016/679 of April 27, 2016 – the General Data Protection Regulation
      2. The data controller is SNP Poland Sp. z o.o. with its registered office in Złotniki, ul. Krzemowa 1 62-002 Suchy Las. Contact data of the Data Protection Supervisor: dpo.pl@snpgroup.com.
      3. Consent to data processing is voluntary, but necessary for contact. Consent may be withdrawn at any time without prejudice to the lawfulness of the processing carried out on the basis of consent prior to its withdrawal.
      4. The data will be processed for the purposes stated above and until this consent is withdrawn, and access to the data will be granted only to selected persons who are duly authorised to process it.
      5. Any person providing personal data shall have the right of access to and rectification, erasure, restriction of processing, the right to object to the processing and to the transfer of data, the right to restriction of processing and the right to object to the processing, the right to data transfer.
      6. Every person whose data is processed has the right to lodge a complaint with the supervisory authority, which is the President of the Personal Data Protection Office (ul. Stawki 2, 00-193 Warsaw).
      7. Personal data may be made available to other entities from the group that SNP Poland Sp. z o.o. is part of – also located outside the European Economic Area, for marketing purposes. SNP Poland ensures that the data provided to these entities is properly secured, and the person whose data is processed has the right to obtain a copy of the data provided and information on the location of the data provision.

      General contact for the company
      office.pl@snpgroup.com

      Question about products and services
      info.pl@snpgroup.com

      Question about work and internships
      kariera@snpgroup.com

      +48 61 827 70 00

      The office is open
      Monday to Friday
      from 8am to 5pm