Post on 07-Dec-2014
description
DIANE MOREHOUSE[ASUG INSTALLATION MEMBERMEMBER SINCE: 2001
LORI NORMAN[ASUG INSTALLATION MEMBER MEMBER SINCE: 2004
GLENN WINTER[ASUG INSTALLATION MEMBER MEMBER SINCE: 1998
]Deploying a Global FootprintAt Air Products
Melissa Weller and Sherryanne MeyerAir Products and Chemicals, Inc.
Session No. 2405
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[ Introduction Why A Global Template?
What were our Challenges? Design Challenges The Global Template Design Lessons Learned Conclusion
Today’s Agenda
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[ How we built our global country
template
How to use SAP Service Marketplace as a tool
What we have learned along the way
Learning Points
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[1940 Detroit Michigan – Revolutionary concept of on-site gas supply
WWII Chattanooga, TN - Mobile Oxygen Generators for Military
Post-War Emmaus, PA – Taking the on-site concept to Commercial Markets
1950s – 1970s – Global Expansion and Diversification
We Are Air Products
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[ Today – A Global Supplier of Gases & Chemicals
22,000 employees Over 40 countries Industrial, energy, technology and
healthcare markets worldwide
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[ Four Market Segments
Tonnage Tonnage Gases, Gases,
Equipment and Equipment and EnergyEnergy
Merchant Merchant GasesGases
Electronics and Electronics and Performance Performance
MaterialsMaterials HealthcareHealthcare
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[ UKUKIreland Ireland
Belgium Belgium Netherlands Netherlands
Germany Germany FranceFranceUnited United
StatesStates
CanadaCanada
SpainSpain, , Italy, PortugalItaly, Portugal
IndonesiaIndonesiaSingaporeSingaporeMalaysia Malaysia
ChinaChina Hong Kong Hong Kong
JapanJapanKoreaKorea
TaiwanTaiwan IsraelIsrael
SAP Helps Our “One Company” Strategy
Poland, Czech Rep,Poland, Czech Rep,SlovakiaSlovakia
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[ Introduction Why A Global Template?
What were our Challenges? Design Challenges The Global Template Design Lessons Learned Conclusion
Today’s Agenda
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[How did we arrive at a global template?
Painfully Practice, Practice, Practice Issues and Experiences Addressing Global Data Privacy Needs Formal “Lessons Learned” after each
project Global Power User and Global Process
Owner Engagement
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[What we experienced…
Confusion over global processes among managers and employees
Manager in Germany – with direct reports in Italy where Appraisals were not deployed
Training Requirements had to be fulfilled but HOW requirements were met varied by country
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[What we experienced…
Difficulty Reporting Globally Inconsistent use of data elements
Social ID Date specifications Active / Inactive for Management of Headcount
Inconsistent data display in MSS Address data Consistent maintenance and update of
emergency contact
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[What we experienced…
Inability to support globally Support instructions / documentation
Example: ESS – update your address in ESS….not everyone can do that
Only N. America had an HR Employee Help Center
Asia and Europe managed SAP on a very LOCAL basis No tools to record and track issues No feedback mechanism
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[Another Driver:Compliance and Data Privacy Issues
Needed a high-level plan to address a variety of data privacy concerns: European Data Privacy Laws HIPAA SOX EEO Company Policy
Needed adherence to a consistent set of principles
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[ IT Project Management Methodology:Lessons Learned Approach
Immediately after the project: Feedback from business and IT
What worked well, what didn’t work well Outstanding issues
Activities/resolutions were defined We took these and put them into
ACTION!
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[Conclusion…
Reinvent and Reinforce Roles and Responsibilities from Project Charter
Clarify Accountability HR = Data Owner IT = System Manager JOINTLY = DATA STEWARDS
Define a Mutually-Agreeable Goal Consistent global practices for storing,
maintaining and sharing data
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[ How did we evolve?
PUSH versus PULL No one in HR wanted to change
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[ IT as the Driver
Process Owner Meetings OM Comp Benefits Payroll HR Admin Performance Enhancement Training and Events
Knowledge Transfer between IT and HR Power Users
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[ IT as the Driver
IT Incident Tracking IT Change Management Processes
Enforced Ownership Made users accountable for testing and
sign-off Relationship building
Increased travel by IT to our Regions Face-to-face informal and formal
discussions with HR
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[ How did we evolve?
HR’s awareness of SAP and it’s capabilities grew HR began to drive the discussions HR began to drive global processes
IT’s understanding of how HR wanted to use the data improved
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[The IT – HR Partnership
HR IT Steering Committee Global Support model
Joint use of Incident Tracking Tools HR Regional Centers of Excellence IT-HR Power User Shared Online
Workspaces Total engagement in projects
Resource Alignment Travel where necessary – even by Power Users
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[HR’s Role Today
Process Owners Lead Management of Change Process Lead Process Owner Meetings
Focus on business changes, data integrity, adherence to process
Engage in Testing and Approval of all changes Decisions on Archiving Disaster Recovery Contingency Plans Ensure smooth integration between HR and
ERP
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[ …And the End Result?
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[ Introduction Why A Global Template?
What were our Challenges? Design Challenges The Global Template Design Lessons Learned Conclusion
Today’s Agenda
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[ Country Specific Requirements
SAP country versions Standard Add on Partner
Paradigms Determining “Is this really a business
requirement or is this what I always had and what I still want?”
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[ Country Specific Requirements
Country specific business practices Validation of Social ID’s based on other data
elements Poland – Credited service recognized for all
service in gas industry Interfaces
In-country mailing address versus what US-based service providers could manage
Integration with separate Payroll Providers
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[ Language Barriers
Going into a country…we often don’t understand each other! Colloquialisms and jokes don’t translate! SAP terms don’t always mean the same
thing “permanent residence”
What will we translate? Employee facing functionality legally must
often be translated Unicode needed for Asia
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[ Language Barriers
Appraisals are both employee and manager facing How you can have an intelligent performance
discussion with someone if you can’t deliver the written appraisal in their native language?
How do managers complete an appraisal in a language that’s not their own?
We can deliver the template translated – we cannot deliver what the manager enters translated!
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[ Language Barriers
Human Resources terminology and practices Generally established in U.S. or U.K. Need to be taught to users in other
countries Example: HRP; RWH; Hay Grade
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[Personal Data
Employee Name Structure is not a global definition Format of Spanish Names – Two surnames
Eg, Miguel Garcia Sanchez
Americanized Names in Korea Eg, Jeff Tan Peck Ting Passport name: Tan Peck Ting Workforce name: Jeff
Indonesia has only one name First and Last names are the same
Integration with Workforce Database
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[ Personal Data
Expatriates Address of permanent residence versus temporary
address Where you own property versus where you receive mail
Where employee’s compensation planning and appraisal is completed – home or host?
Where training requirements are maintained Where costs are charged Where headcount is maintained How travel is reimbursed
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[Additional Considerations
Support Global support model Global Power Users
Sustainability Limit variations to those absolutely
necessary
Ability to respond quickly to acquisitions and divestitures
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[ How SAP Helped
SAP Service Marketplace In Country Contacts Account Manager Online Support System
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[ SAP Service Marketplace
www.service.sap.com\globalization
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[ SAP – Country Versions
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[ SAP – Country Specific Information
www.service.sap.com\globalization
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[ SAP Service Marketplace
If there is no specific country template delivered use ‘XX’
country version where you define ‘XX’ the two digit company code
for ‘XX’ (i.e., IL for Israel)
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[ SAP – Global Knowledge Bases (GKB)
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[ SAP Service Marketplace
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[SAP GKB – Country Overview[
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[ Introduction
Why A Global Template? What were our Challenges?
Design Challenges
The Global Template Design
Wrap-up
Today’s Agenda
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[ How we implemented the global template
HR with IT - Documented and published and communicated the template
Formally adopted and implemented with deployment to Central Europe
Began with Blueprinting – set the framework
Built prototype – worked out weaknesses
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[ How we implemented the global template
Global design document developed Incorporated all of our separate original
designs for each module Streamlined to reflect standardization
Required each business process owner’s sign-off following prototype
Maintained the document as a “working document” throughout the project
Used this document ongoing as our joint HR-IT design template
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[ What’s inside the Global Template?
Base Functionality HR Administration Organization Management Compensation – Global Process & Timeline Benefits Administration – US primarily Appraisals / HRP – Global Process & Timeline Structural Security – Existing Roles only Workflow
Payroll – full functionality is US Only
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[ What’s inside the Global Template?
Payroll Data for other countries Basic Pay record maintained in SAP HR Additional Payments recorded in SAP HR SAP HR must be the system of record Audits ensure both systems maintained
Move towards regional payroll processes Standards to be maintained
SAP as the system of record for defined data elements
Adherence to consistent use of data fields Audits to ensure SAP’s integrity
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[What’s inside the Global Template?
Adherence to Existing Enterprise Structure Company Code = Legal Entity – Defined by
FI PA = Corporate Division PSA = Work Location EG = Highest Grouping Level for Employee
Types Never changes Basic Agreement – No Contractors*
ESG = Determined based on Pay, Benefits and Tax implications
*Exceptions approved by HR based on established criteria
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[ What’s inside the Global Template?
ERP Integration Time Entry Requirements
Cost Center Distribution (IT0027) Time Sheet Defaults (IT0315)
Travel Management Requirements Travel Privileges (IT0017) Bank Details (IT0009) Communications Subtype for Credit Card (IT0105)
Payroll Posting Wage Types
ALE (Application Link Enabling) Company Codes Payroll Areas
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[What’s inside the Global Template?
Web-Based Services Employee Self Service (ITS) - Translated
Personal Information Address Emergency Contact Family Members Known As Name Employee Profile
Who’s Who – Employee Directory Appraisals
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[What’s inside the Global Template?
Web-Based Services Manager Self Service – English Only
Employee Info Position Management Employee Change Request Performance Enhancement Time Approval Manage Learning Pay and Rewards – currently via MDT link
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[What’s inside the Global Template?
Web-Based Services Learning Solutions - Translated
Standards for Migration from Legacy Systems Past five years of EH&S Past three years of Quality Regulatory training (as required) Lifelong training that is a requirement of the Job/Position
Standard Workflows Management Approval for Cost or Proprietary Reasons
Requirements: 56 Standard Courses Delivered with Go Live
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[What’s inside the Global Template?
Reporting Business Information Warehouse
Head Count, Compensation Standard Delivered Reports Ad Hoc Query – Limited to Power Users and
Key Business Process Owners Necessary Maintenance of Previously
Developed Custom Reports Necessary Maintenance of Previously
Developed Interfaces No New Interfaces or Reports
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[ Template Applied to System Architecture
Enterprise structure definition and data element usage descriptions
Strategy for country-specific namespaces
Technical naming conventions for all data elements and developments
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[ Importance of Country Grouping - MOLGA Separate configuration on a country-by-
country basis by defining separate MOLGAs Generic MOLGA 99 is used as a template to
configure other smaller non-SAP delivered countries (IL)
Allows local changes to tables Used throughout security and in
authorization profiles Required for a country’s payroll
Outsourced Payroll Solutions require MOLGA Application Link Enabling (ALE) uses MOLGA
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[ Where Tables Do Not Contain Country Group…Define & Maintain Manually Consistent use of Employee Subgroups beginning
with “A” for Asia…beginning with “4” for U.S.
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[Reporting by country made easy
“Smart-Coding” ISO Code for each
country used for first two digits of company code
Second two digits allow multiple legal entities per country
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[ Security made easy
Personnel Area (PA) Key is used in security roles
Smart-coding Identifies our Regions within PA and our Business Areas EA = European Corporate NA= N. America Corporate EC = European Chemicals NC = N. America
Chemicals EG = European Gases NC = N. America Gases
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[ Technical Naming Conventions
Use naming convention for objects such as: ABAP programs (reports and interfaces) ABAP function modules Payroll/time functions, operations, rules
and schemas Features
Use the “Customer Name Space” – eg: Z_GL_HR_PY*, Z_US_HR_PY*
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[ Sample Program Names
Employee Conversion Programs
are Identified by
two-character country
code
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[ Features
No special consideration for MOLGA Our team was centralized so could
avoid sub-features for country Might want to consider depending on
your team’s needs
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[ Design Document
Defines enterprise structure and naming conventions Wage Types – Global table maintained to
prevent overlapping of wage types country-to-country E.G. – Wage type # 1279 is consistently
used for local incentive bonus payments PA – region specific and line of business –
simple, high level – doesn’t change Easier to justify deployment to smaller
countries
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[Design document
Company Code – using ISO codes ESG - employee subgroup = Assigned
using a consistent range (A for Asia, 4 for US…)
Result: A common global structure that also
satisfies local reporting requirements Equal Employment Opportunity (EEO) reporting in
the US
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[ Introduction Why A Global Template?
What were our Challenges? Design Challenges The Global Template Design Lessons Learned Conclusion
Today’s Agenda
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[Avoid Pitfalls
Do not assume the current design is best If you always do what you always did –
you always get what you always got!
Create a global template with participation from all major countries, process owners and power users
Keep abreast of what’s new in SAP – functionality has grown a lot for HCM globally!
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[Avoid Pitfalls
What to do when your signed, approved design document CHANGES
that NEVER happens
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[ Management of Change
From a practical aspect: MOC process owned by HR Include MOC process as part of design
document
From a technical aspect: For Air Products, our global team means we
do not have to control who changes tables by MOLGA – but you might want to consider that
Quality aspects / Critical Object Warnings configured to control enterprise structure
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[ Define Critical Objects in Transport Manager
Approver of Transports will
receive an alert (a “Critical Object”
warning) if these tables are changed
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[ Support and Sustainability is easier!
Our global SCC support team KNOWS what functionality each country has and how it should work – we no longer work separately – round the clock support is available
Ability to engage IT Service Center
HR is more self-sufficient
IT has been able to focus on higher-value added items
What we’ve learned
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[ How we built our global country template
Partnership between IT and HR Mutually Agreed Global Processes Communication Global Teams
Use SAP Service Marketplace as a tool and engage SAP Contacts
What we have learned along the way Work with your ASUG colleagues! LISTEN to your in-country experts
Wrap Up Learning Points
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[ ASUG Discussion Forums
Human Capital Management Communities Payroll/Time Management SIG Human Resource Management SIG
Services & Support Communities Documentation & Training SIG Global Implementations SIG Organizational & Change Management SIG
Resources
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[ SAP Insider HR Expert Publication
Articles by Charles Eubanks, Senior Manager, SAP HR Integration, ARINSO International 6 Tips for Going Global with Extra Savoir-Faire
Avoid Global Implementation Pitfalls with a Well-Defined, Strategic Global Template
Resources
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[ HR Global User Group:
www.service.sap.com/hrgug
SAP Service Marketplace – Multinational Implementation Resources www.service.sap.com/globalization
www.service.sap.com/localization
Resources
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[ links
Resources and References
[
] Thank you for participating.
SESSION CODE: 2405
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