Olympus Delivers a Unified HR Strategy with SAP SuccessFactors and Rizing
Like many large enterprises that grew through acquisitions, Olympus Corporation of the Americas (OCA) ended up with multiple HR tools and technologies.
As part of its One Olympus initiative, the company wanted one HR talent management solution to unify employees in all locations.
To do that, OCA standardized on a cloud-based platform for talent processes including learning and performance management.
With the SAP® SuccessFactors® HCM suite implemented by Rizing, OCA achieved cost savings, increased organizational agility, and engaged its employees more effectively.
Olympus is a global technology leader, building innovative industrial, optical, and digital solutions in the medical and life science industries (the company sold its camera division in 2020).
Their solutions enable specialists to look inside the human body, further scientific research, and ensure public safety. Throughout their 100-year history, Olympus has focused on making lives healthier, safer, and more fulfilling.
Olympus Corporation of the Americas (OCA) is a wholly-owned subsidiary of Olympus Corporation and is headquartered in Center Valley, Pennsylvania. They employ over 5,100 employees in North and South America. For more information, visit olympusamerica.com.
Challenge: Managing Multiple Talent Systems
OCA had various HR tools in use at individual companies. These tools were redundant and not integrated. They offered no consistent, scalable approach to talent management.
Goal management, performance reviews, and training were all handled differently. Some locations used in-house systems, others used common spreadsheets or 3rd party solutions.
Multiple learning management systems and localized communications protocols caused further burdens on HR staff.
Overall, the lack of standard systems and processes made it difficult for OCA to develop a common culture and adapt to changing business strategies and conditions.
Solution: Standardizing on a Talent Suite
OCA chose to standardize on the SAP SuccessFactors cloud-based HCM Suite because it was a user-friendly, robust system that their users could learn quickly. It also integrated with their existing on-premise SAP system.
Olympus then researched third-party integrators, ultimately selecting Rizing to guide them through the configuration and implementation process. SAP recognizes Rizing as one of their most experienced implementation partners with an unmatched knowledge and proficiency of the software.
With Rizing’s guidance, Olympus implemented SAP SuccessFactors:
- Employee Profile
- Performance Management
- Goal Management
- Career Development
- Workforce Analytics and Reporting
“The integrated approach to Learning and Performance Management enabled by SuccessFactors and Rizing has improved workforce productivity and allowed us to easily adapt to changing business strategies.”
-Caryn Dashukewich, Corporate Vice President, Human Resources, Olympus Corporation of the Americas.
Advantages of a Staggered Rollout
Rizing started the project by sharing:
- Proposed roles and responsibilities
- Module workshops
- Configuration workbooks
- Change management and launch plans
Olympus and Rizing created a project launch plan to put the first SAP SuccessFactors module live within three months, then launch additional modules every few months after that. This fast deployment engaged employees quickly and increased adoption rates.
Some module rollouts were staggered, starting with smaller businesses, then at larger manufacturing locations, and finally corporate-wide.
The phased rollout:
- Balanced the internal resources workload
- Confirmed system performance
- Ramped up the help desk support
- Optimized user communications
- Reduced overall project risk
“Using SAP SuccessFactors, we’ve consolidated learning management systems from multiple businesses into a single, integrated, cloud-based platform.”
-Adrian Marsh, Vice President, Information Technology and Business Optimization, Olympus Corporation of the Americas.
Outcome: Simplified Processes
With a single, integrated, cloud-based talent platform, OCA streamlined and simplified talent processes they can apply consistently enterprise-wide.
For example, by integrating Goal and Performance Management, OCA aligned individual goals with organizational goals. This increased organizational agility and adaptability.
OCA planned for some user resistance, but was surprised by the overall user response. Departments actually requested to move more training courses and historical training records online, increasing training courses by 60% without hiring additional administrative staff.
Outcome: Improved Employee Engagement and Productivity
With a more efficient HR processes and a user-friendly talent platform in place, OCA also improved employee engagement and workforce productivity.
In a survey to gauge employee satisfaction with the new Goal and Performance Management processes, 55% of employees cited time savings compared to the prior year.
The survey also indicated that employees felt the SAP SuccessFactors platform was more effective in helping them achieve their personal development goals.
Outcome: Cost Savings and Scalability
By consolidating on a single talent platform across its multiple businesses, OCA saves money by no longer having to pay for licenses and support of multiple HR platforms. They can also scale the solution to new locations or business units easily.
All in all, the combination of SAP SuccessFactors implemented by Rizing proved to be a winning formula for OCA.