11192

Kertios deployed Oracle HCM Cloud solution for a French leader in real-estate services (diagnosis and technical expertise of buildings).

In order to replace obsolete applications and reconstruct all Human Resources processes, the Customer researched available IT systems and identified that their requirements could be fully covered by Oracle HCM Cloud solution. Initial implementation project failed due to the inability to provide a solution in line with Oracle HCM Cloud best practices. Kertios with partner were able to restart the project and deliver requested solution with expected results:
– Replacement of current obsolete Sage People application by a modern and best in class HCM solution for a large scope of domains;
– Optimization of processes based on best practices and standard Oracle HCM Cloud functionality;
– Improvement of employee data management and related analytics for better reporting capabilities and alignment with good practices;
– Enhancement of data quality by implementing a single source of information;
– Better adaptation of the company to organizational, structural and regulatory changes;
– Unification and harmonization of compensation processes by reducing errors and increasing employee efficiency and motivation;
– Deployment of Integration with Sage Payroll solution;
– Preparation for future Oracle ERP Cloud implementation.

The functional scope of HCM Cloud solution deployment covered Core HR, Absences, Compensation, Recruitment.

Our expertise

Main deliverables

Unified set of target business processes 12
Design documents in line with Oracle Unified Method
Data Migration and Integration Strategy
Test Plans and Test Cases
Training Materials and Key User Training
Change Management Plan
Go-Live and Post-Implementation Support Plan
Improved set of reports

Lessons learned

  • Simplification and standardization of key business processes leads to better adaptation of the company to organizational, structural and regulatory changes in the future.

  • Compensation management functionality is not an operational back-office tool but a strategic instrument to motivate employees.

  • Involvement of the stakeholders from different departments throughout the process contributes to alignment with business needs and facilitates smoother implementation.

  • Variable pay is an excellent tool that, when designed properly, stimulates desired employee behaviours and business results.

  • Excessive customization may increase complexity and maintenance costs that is why it is so important to find the right balance between customization and using standard functionality.

  • Timely support is essential for addressing issues and ensuring system reliability.

Learning points

  • Simplification and standardization of key business processes leads to better adaptation of the company to organizational, structural and regulatory changes in the future.

  • Compensation management functionality is not an operational back-office tool but a strategic instrument to motivate employees.

  • Involvement of the stakeholders from different departments throughout the process contributes to alignment with business needs and facilitates smoother implementation.

  • Variable pay is an excellent tool that, when designed properly, stimulates desired employee behaviours and business results.

  • Excessive customization may increase complexity and maintenance costs that is why it is so important to find the right balance between customization and using standard functionality.

  • Timely support is essential for addressing issues and ensuring system reliability.

Our expertise

Main deliverables

Unified set of target business processes 12
Design documents in line with Oracle Unified Method
Data Migration and Integration Strategy
Test Plans and Test Cases
Training Materials and Key User Training
Change Management Plan
Go-Live and Post-Implementation Support Plan
Improved set of reports