Beyond RDS: Can Pre-Packaged SAP SuccessFactors Solutions Provide Quicker Time to Value?

Beyond RDS: Can Pre-Packaged SAP SuccessFactors Solutions Provide Quicker Time to Value? featured image

Pre-packaged SAP solutions offer configurations, built through experience and leading practices, that intend to speed up enterprise software implementations. In the SAP world, this might sound like the classic Rapid Deployment Solution (RDS)—which could be successful given due diligence. However, consider pre-packaged offerings as a positive evolution of the RDS concept.

Acceleration is still the goal of pre-packaged SAP solutions. Instead of the often rigid structure of RDS, where your organization may be looking to fit its square peg into the RDS round hole, pre-packaged solutions look to map the software to your processes. There is also the potential for add-ons that can ensure the pre-configuration works for an individual company’s needs.

The evolution of pre-configuration in the SAP realm also includes the ability to combine different SAP modules, as well as SAP partner offerings, into the same package. For example, Rizing Synchrony Payroll combines SAP SuccessFactors Employee Central Payroll leading practices with SpinfexIT’s Easy Migration tool.

Rizing Synchrony Payroll and Rizing Synchrony People are examples of SAP-qualified partner-packaged solutions. You can find all SAP qualified partner-packaged solutions here.

The Benefits of Pre-Packaged SAP SuccessFactors Solutions

The goal of any pre-configuration is to minimize the time to value of an implementation. This can limit costs and allow companies that may have otherwise considered themselves “too small” to adopt top-tier, comprehensive payroll and HR tools

That reduction in implementation costs with pre-packaged SAP solutions is real—we estimate 35-40 percent savings over a traditional implementation based on our project experience and cost calculations. That estimate still includes a 20 percent variation from the standard pre-configuration—savings get higher the more standard the implementation. SAP has also recently made it easier for partners to add non-standard options, such as localized elements like country-specific time-off. We’ll cover that more at a later date.

Pre-packaged SAP solutions also include processes out of the box—so you’re not investing time in creating documentation or even conducting organizational design. This is especially beneficial for small-and-midsize companies that may not have the resources to invest in external consulting to do this step. That could leave them going with generic documentation and processes that don’t even match the target HR or Payroll system. Pre-packaged offerings like Synchrony Payroll or Synchrony People are designed to fit your business to SAP SuccessFactors. 

Advantages of Tier 1 Software to Midsize Companies

Midsize enterprises that have grown out of Excel for HR and payroll need more sophisticated tools to manage staff. This often means looking at point solutions that cover some HR functionality—typically core HR, performance and goals, and basic recruitment. These will work for a time, but with growth comes the necessity for more HR functions—recruitment marketing, career site building, succession planning, complex compensation, and more.

A Tier 1 HR suite like SAP SuccessFactors offers an integrated modular approach—so a company can start with features that match what they get from their Tier 2 solution, and the ability to add more functionality as they grow.

There’s more—Tier 1 software offers more in the way of sophisticated capabilities, modifying organizational structures, and unique workflows. And perhaps one of the most significant considerations for a growing mid-market is the possibility of expansion to other markets and other countries that may have different rules and regulations.

Tier 2 software doesn’t typically offer localized leave, for example. Countries often have different laws around leave, and smaller HR systems can’t handle that. Tier 1s often have localization in many countries. For example, SAP SuccessFactors Employee Central and Employee Central are localized for most countries, and the list is always expanding.

Finally, integration is a differentiator for Tier 1 software. We often see companies come to us that had previously been cobbling together several point solutions that weren’t connected. That means multiple log-ins across different tools. Going with a Tier 1 solution can mean single sign-on and data connected across HR functions. Fewer passwords mean fewer passwords to forget—and a Tier 1 solution comes with helpdesk support for when the password gets lost. With a Tier 2 system, getting a password changed might fall on the head of HR.

Time to Value Today, Sparing Headaches Later

Here’s an analogy for comparing Tier 2 and Tier 1 software: When teaching someone how to swim, there’s the option of giving them a kiddie pool in which to practice. The shallow water is explicitly designed for them to learn to swim, but eventually, they have to move to the big pool.

Moving to the big pool requires an adjustment. In a way, the budding swimmer needs to re-learn some things in adapting to the deeper water. There’s a cost to switching, and they might even feel like they are starting over.

With a pre-packaged solution, it’s like getting in the big pool straightaway, but it is corded off. As you get more proficient and more confident, that corded area grows. Eventually, you might be swimming laps up and down the pool—and that’s easier because you’ve been in the same pool the whole time.

Pre-packaged SAP solutions present the opportunity for mid-market businesses to start with HR and payroll software that will grow with them and avoid re-learning HR and payroll processes in the future.

To help determine if your HR and Payroll systems are creating positive and fulfilling employee experiences, check out this Core HR and Payroll checklist.