Methodology

Managing change in a HR department represents a multi-faceted project which affects people, processes and organisational models as well as data, rules and technology. This applies whether the change is triggered by technology or linked to the nature of the work. In fact, technology is frequently just the tip of the iceberg, the aspect on which attention and discussions tend to focus as it is often the main tangible component of the project. However, we know from experience that other aspects, whose influence is often underestimated, are just as important to the success of the project.

A structured approach offers the only possibility to take stock of all these considerations, establish coherence and ensure follow-up until the expected results are achieved, on time and on budget. Our methodology, outlined in the visual below, enables us to break the complexity down by using a modular approach, with clearly defined activities and deliverables for each module.

In the context of an SAP HCM implementation, this methodological matrix includes the ASAP approach recommended by the editor (for the 'systems' component).

Beyond this content-oriented methodology, project management must also provide a central point of reference throughout the whole process. This underpins the activities presented below, which are backed by tried and tested templates and tools.

This said, methodology can never replace the expertise and experience of the consultants, who will interact with you to define and implement the aspects that are crucial in the specific context of your organisation. All projects are unique, and we always strive to transform our methodological framework into a practical tool shared and understood by all.