Extend Technologies recently drew a number of our senior consultants together to update our customers in relation to HCM and EHP5.

The purpose of the session was:

1. To provide an overview of the EHP5 HCM specific content across the various process areas
2. To show a snapshot of the improvement from EHP1 through EHP4 for HCM for those who had not yet started the EHP journey
3. To drill down on HR Talent Analytics specifically to provide our perspectives on where there may be a disconnect between the stakeholders driving BI reporting requirements and those who ought to be; what can be done about this and why you should look at taking control of the HR/Pay reporting agenda in your business; We also touched on how this can be done without EHP5
4. There are always technical aspects to these types of projects; in the Basis part of the agenda, we highlighted the tools now available to customers to analyse the impacts and dependencies of applying packs and provided some high level guidelines and timeframes to use as a rule of thumb from a technical perspective. This provided some useful information for people to take to their next HRIS stakeholder meeting
5. To get a glimpse of SAP’s roadmap for HCM post EHP5, specifically around SaaS for Talent and Mobility

The session was fully booked out in both Sydney and Melbourne and some lively discussion ensued during the break and after the session concluded.  A lot of attendees expressed an appreciation for the various perspectives provided (BI, HR and Basis) – as we tried to do this from a HCM stakeholder perspective – which, from the feedback received, resonated well.

The full slide deck is now available for download and we also welcome any requests on future breakfast topics.  To summarise, this slide deck contains:

• EHP1 – EHP4 summary content for HCM
• EHP5 summary by process and detailed screenshots; new user experience, ECM updates, Nakisa ‘look and feel’ in MSS, freedom from NetWeaver Portal and much more
• EHP5 HCM Analytics; information from the experts in relation to ‘why?’ and benefits; some information on how to engage on a project pre-EHP5
• How to get there – a technical (Basis) perspective, showing the tools available; suggested technical timeline, etc
• SAP roadmap: EHP6, Renovation and HCM Mobility

As a teaser, Extend Technologies have started to plan our HR/Payroll HR Analytics session and to discuss options for enabling rapid take-up for our customers. Watch this space for more or get in touch directly via our contact form.

Thanks again to everybody for attending and for those that couldn’t join us, we look forward to seeing you at our next event.

Click here to dowload the slides from the AP EHP5 HCM Information Session.

For more information or to speak to one of our experienced consultants contact us on (02) 8908 4200 or contact@extendtec.com.au

Each release of SAP Enhancement Packages offers the opportunity for companies to implement richer functionality and enhanced end-user experiences across a number of HCM processes.  How many times do we hear “can’t you make the screen more intuitive”, “surely you must be able to do …?”

Being able to establish exactly what benefits can be realised from an Enhancement Package implementation, versus the amount of effort, system dependencies and risks require considerable research that can be time consuming and frustrating. 

Building a business case to secure the funds for an Enhancement Package implementation and being able to demonstrate tangible and non-tangible benefits that the implementation will deliver can be equally difficult.

Enhancement Packages are not HCM specific and their implementation has to be considered in conjunction with the other SAP applications that are being used, and the overall system landscape.

Extend Technologies will be running a 2 hour breakfast briefing where we will provide an overview of the business benefits that Enhancement Package 5  can provide to the HCM processes in your organisation,  and discuss implementation strategies with a view to accelerate your decision making and planning preparations.

Presentations will be given from a business process and functional perspective covering key areas such as:

• Building the workforce
• Developing a high performing workforce
• Driving efficient HR operations

We will also cover HCM analytics through Business Intelligence and a ‘how to get there’ session to help you understand the technical considerations and dependencies.  Our Business Intelligence and Basis experts will be presenting and will be available to answer your questions.

What is coming beyond Enhancement Package 5?  HCM solution experts from SAP will give us a preview of what to expect in future releases and an idea of timeline for these.

This information session will bring together representatives from a number of organisations throughout Australia who are using SAP HCM solutions. You will be able to network with others and we are sure will gain benefit and be better informed of Enhancement Package 5 content after attending this event.

The breakfast briefing session will be held in the following 3 locations:

Sydney – 10 November  | 9:00am -11:00am
Extend Technologies Sydney Office – Level 8, 124 Walker Street, North Sydney

Melbourne – 10 November | 9:00am -11:00am
Extend Technologies Melbourne Office – Level 9, 409 St Kilda Road, Melbourne

Brisbane – 11 November | 8:00am -10:00am
Extend Technologies Brisbane Office - 5 Florence Street, Newstead

For more information on this event click here, or to register submit your Name, Job Title, Company and Email Address to contact@extendtec.com.au with subject title “EHP5 Briefing”.

On Wednesday 12^th October, Extend and our partners sponsored the AHRI HR Technology conference.

Our aim was to demonstrate the end-to-end capability of the SAP HCM suite, including the major extension products that are available.  We also wanted to show how SAP is leading the market in terms of adoption of new HCM technology trends.  To that end our stand included demonstrations on mobility applications for field service staff, hosted risk management, HR and Talent Analytics.

Underpinning the mobility theme was an SAP HR installation specifically set up for the event to which we connected via iPads.  On the iPads, we had created a HR form that allowed us to ‘on-board’ delegates as they passed our booth.  Delegates were handed an ‘employee ID card” and in just a few seconds their ‘employee data’ was transferred to our SAP HR system.  Within a minute the new employees were able to go to our booth and clock in to one of our KABA terminals which showed their details on the display.  All of this functionality took us no more than a week to set up and install using a number of accelerators and templates designed to shorten implementation times.

As sponsors of the event, and in partnership with SAP Australia, we were delighted to have the opportunity to showcase a number of recently announced HCM Apps including:

• SAP ® Manager Insight: Provides managers with quick access to HR data, reports and KPIs at anytime and facilitates collaboration on HR topics and capture follow-up actions (click here to watch demo)
• SAP ® Interview Assistant: Allows managers to access documents, capture information during interviews and collaborate to act quickly during the hiring process

We also demonstrated Sovanta’s iPeople application on the day.

Our rolling stand display also contained a number of mobility demos for SAP Employee Lookup, SAP Leave Request and SAP Timesheet (click here to view demos).

Thanks to all delegates who participated in our mobile on-boarding experience.  But a reminder – it was just a demonstration, so no – you won’t be getting another salary paid this month, for those of you who asked!

Stay tuned for further follow up activity from the 2011 AHRI HR Technology conference day in the lead up to the Mastering SAP HR/Payroll in early 2012.

To read more HCM blogs click here, or to speak to an HCM expert contact us at contact@extendtec.com.au

When implementing Performance Management in SAP, there are essentially two choices of templates available: Predefined and Flexible.  Based on a number of recent implementation experiences, I wanted to highlight a number of points regarding the Flexible template.

More often than not, during the early phases of implementation when mapping the ‘as is’ to the ‘to be’, HR practitioners look for areas of process improvement.  This tends to reflect the fact that the ‘as is’ is either too broad (often a manual, paper based, highly subjective process) or too narrow (often reflecting a spreadsheet driven, or internally developed system).  Either way, this is where flexibility of SAP’s Performance Management can add value as it can accommodate a wide range of appraisal process variation.

“Flexible” as defined in Wiktionary includes ”capable of being adapted or moulded”, “able to be turned, bowed, or twisted, without breaking; pliable; not stiff or brittle”.  This description suits SAP’s Performance Management’s Flexible template for the below reasons:

1. Process and step description availability
The Flexible template can adapt to a company’s process.  If your company has 4 phases (eg (1) Set Objectives (2) Approve/Reject Objectives (3)  Mid-year Assessment (4) End of Year Assessment) with company set phase definition and times, the Flexible template can accommodate these as well as show the steps on the appraisal document page for participants to refer to anytime during the appraisal process. 

If each phase contains a set of steps that a participant must execute, you can publish step definition on the appraisal document page as well (eg  Manager needs to approve the goal by selecting “yes” or “no”).  This gives them a very detailed description of what needs to be done for a particular step which is very helpful for employees/managers who have limited IT experience, thereby reducing the level of “this is just too techie” remarks from users.

2. Company specific elements
The Flexible template can create customer specific elements relevant to their goal performance measures.  An example of an element would include keeping some of your existing appraisal document’s objective components:  Dependencies, strategy, action plan etc.  Most companies report back to these components to identify any pattern for goal reference and achievement.  Having company set components support objective creation under SMART principles.

Some companies value employee feedback and the answers they look for are situational descriptions.  With the Flexible template, questions such as “what barriers prevented you from or impacted on your performing your role better?” can be created in the template.

3. Element access
The Flexible template also supports the requirement to control content and function according to the phase of the process, the user profile, etc.  For example, you don’t want to overwhelm managers by presenting them with Mid-Year and End of Year assessment fields when it’s time to set objectives.  You may also want to prevent employees from reading notes created by managers intended for the attention of higher level managers during End of Year Assessment. 

4. Integration
Both Predefined and Flexible templates can interface with any existing internal system and is integrated with other SAP Personnel Development data objects allowing input and output functions.

It can also display Corporate Goals, Corporate Values and Team Goals created and cascaded by Talent Management Specialist and Manager roles.  Participants can select a skill or competency that they wish to achieve from SAP’s Qualifications catalogue.  Participants can select a training course that they would like to attend from the company training catalogue.  Once the appraisal process is completed, the information stored on the appraisal document updates the employee’s Qualifications Profile and/or mandatory assignment in his/her Training Activities screen. 

Both Predefined and Flexible templates can be can be integrated with Enterprise Compensation Management which administers salary adjustments, short term incentives and long term incentives.  In short, overall rating feeds into your reward calculation.

In summary, the flexibility of the appraisal template enables you to build a mirror of your company’s performance appraisal process and should ensure that all appraisals are complete and on time.

For more information or to speak to an HCM expert email us on contact@extendtec.com.au or call 02 8908 4200.

Click here to read more HCM blogs

My name is Sabine and I am a BI/BPC Consultant.

If you are still reading and nodding then you are a rare breed!

People often ask me what I do for a job and my initial response would be “I am a BI Consultant”.

Usually I can tell from the blank expression on their face that my counterpart is wondering if they have just been transported to an alternate reality where people speak a very strange foreign language.

I suppose it doesn’t really matter which area of SAP you work in, chances are you have found yourself in the same situation. That is why I’d like to share with you my guide for these slightly awkward social situations.

Initially I thought there was an easy way around this by eliminating all contact with people outside the SAP world. However, I soon realised that this would include about 96% of my closest friends, as well as my parents. No, my parents still don’t have the vaguest idea of what it is I do to raise money for rent. Sound familiar?

So, here is a simple “how to respond to the ‘what do you do?’ question” guide when asked by the following:

Philosopher: What do you do for work?

Me: I am glad you are asking. I provide questions to all your answers my friend

Pensioner: What do you do for work?

Me: I work with computers

Mad Scientist: What do you do for work?

Me: I create universes!

Hippie: What do you do for work?

Me: I create universes, dude!

Warehouse guy: What do you do for work?

Me: Funny, I work with warehouses too!

Banker: What do you do for work?

Me: See that fancy graph on your screen? I made that

Accountant: What do you do for work?

Me: Well, when you get sick of Excel – call me

Telemarketer: What do you do for work?

Me: Bit of this, bit of that

My Dad: What do you do for work?

Me: I am a brain surgeon Daddy, just like you always wanted me to be

And the moral of the story? It doesn’t matter where you are or what you do – Business Intelligence affects us all one way or another!

Click here to read more blogs from Sabine Bennett.

To contact one of our Business Intelligence experts call us on 02 8908 4200 or email contact@extendtec.com.au

Like many organisations around the globe, the NSW Government faces an array of critical business challenges.  Economic conditions and other pressures require significant cost reductions, yet organisations are expected to continue serving growing user and constituent needs in a restricted funding environment.

The NSW departments and agencies play a critical role servicing the requirements of a large and growing population which is diverse in its geographic spread and needs.  Provision of education, health, emergency, social, transport and other key services contribute directly to the regional and national economies and the ability of New South Wales to compete.  More importantly, ensuring broad access to quality services empowers individuals from all socio-economic backgrounds and ethnic groups; providing opportunity to participate in and contribute to a vibrant and inclusive society.  

To meet objectives of improved service delivery and increasing constituent demands, agencies face a fundamental challenge to improve levels of access and quality while reducing the cost of service delivery.  In addition, agencies must cope with the ongoing structural changes and increasing constituent expectations by strategically transforming business processes and harnessing technology.

Government reviews (such as Gershon), market research and anecdotal information indicates that significant portions of departmental budgets are consumed simply to run and operate agencies’ administration and IT environments.  Given these conditions, it is more important than ever that leadership strives for continuous improvement and seek innovative ideas to reduce operational costs while delivering high quality services to the community. 

Improving the efficiency and effectiveness of administration will allow departments and agencies to shift valuable resources, staff and funding from administrative tasks to delivery of services and infrastructure.  Simply put, a dollar saved on administrative tasks and IT services is a dollar that can be redirected to front line services and invested in teachers, nurses, police, social services and transport infrastructure.  This will further improve the life and future prospects of all who live in NSW.

Across all industries, organisations have recognised that focusing on core competence allows them to optimise processes, differentiate offerings and provide improved customer service.  Standardisation, and the move of non-core services which can be treated as a commodity to external providers, has allowed economies of scale and dramatic cost reductions.  This trend has seen the switch from inhouse application software development to commercial off the shelf software (COTS).  A first step has been the move by NSW Government departments and agencies to consolidate on a limited set of providers, such as SAP, which having a large global customer base can provide ongoing research, development and support.

Moving to modern and functional finance, HR, payroll and supply chain systems such as SAP has reduced manual processes, allowed online self service, improved the user experience and reduced administrative tasks.  However due to the fact that agencies have acted mainly in isolation it has not provided the large reduction in institutional administration and IT costs that the current climate demands of the NSW Government.    

The Blueprint for Corporate and Shared Services and the Future State Operating Model provides NSW Government with an opportunity to embark on a journey towards a shared services based systems model that will deliver significant benefits and savings to the participating institutes across core application systems.

Why Shared Services Computing?

Traditional departmental on-premise solutions have high costs of implementation and ongoing management.  The costs of interfacing applications and upgrades to maintain version currency, along with the effort involved to develop modifications, consume the majority of IT budgets and prevent IT departments from delivering the new and exciting services that users demand such as mobile access and web 2.0 collaboration. 

Economic pressures that have driven the move to COTS are now compelling departments to move towards template based solutions, commoditised shared services infrastructures and managed application services that can be provisioned and consumed as needed by agencies.  This “Utility Services” approach will provide departments with significant economies of scale that will deliver improved service levels and reduce costs.

In recent years, new IT delivery methods such as Software as a Service, on-demand applications, and shared services, have broadened the options for meeting IT needs. However, for many departments and particularly the smaller agencies, the burden of implementing and maintaining enterprise administrative systems is simply too great.  Administrative systems require secure data centres to function properly; need a ready pool of specialised talent to realise the benefits, and in an age of higher expectations for performance – 24/7 support.

With Shared Services Computing, departments can get powerful software and computing resources when and where needed. It gives system managers more flexibility to manage scale and cost in ways that are largely invisible to users and that also account for risk management, peak demand and long-term planning needs.  Agencies can respond to requirements with more agility, and help ensure that staff and constituents have on-demand access to essential information, using any device from anywhere. 

Shared Services Computing helps lower operating costs and environmental impact by pooling computing resources across organisational boundaries, and enable the assigning and reassigning of resources dynamically according to demand.

The Shared Services approach can help to manage spikes in user demand, and decrease the cost and burden of anticipating and building excess IT infrastructure by enabling on-demand scale, less ongoing maintenance, and shorter deployment time.  Systems can be scaled up or down according to actual needs.

The combination of these factors creates the cost savings inherent in Shared Services Computing. Using this leverage, NSW Government Shared Service Providers such as Service First, BusinessLink and internal service providers within the super agency clusters, can provide IT infrastructure, application solutions and support services better, faster, and cheaper than individual agencies can.

Extend is an endorsed provider on the NSW government ICT services panel (2020) for SAP related services. To speak to our Public Sector Industry Specialist or for more information email contact@extendtec.com.au or call  (02) 8908 4200.

Let’s face it – Salesforce.com has been the most successful Software as a Service (SaaS) platform on the planet.  It’s easy to use, easy to change and can be rolled out in days. 

Why and how is this possible?  The simple facts are that Salesforce only really has basic functionality, you have to code complex business rules and it typically sits stand alone so interfacing is not a requirement.

The more important fact is that the majority of organisations only have simple requirements for CRM so Salesforce is perfect!

The challenges for most Salesforce customers are what to do when they hit the information ‘wall’ -  what happens when a sales person says they want to see their customers invoices, payments, debtor days, open projects etc?

The dreaded integration raises its head.  IT gets a call and there is talk of a project!

SAP experts get in the room and talk about the complex data structures in SAP and the complexities of integrating two systems.  Master/Slave relationships, update anywhere, data quality issues …  all rear their head.

In practice, it’s quite simple to get Salesforce and SAP to be friends.

The audience for Salesforce and SAP integration is the sales team.  Now, I don’t want to be accused of casting dispersions onto the world of sales people, but the reality is the information needs to be simple.  Sales people do not have time to sift through reams of complex data.  Sales people want quick information to hand, in a digestible format quickly accessible.

The other challenge is they want it on the go - on their iPhone, iPad or Blackberry – so a mash-up won’t cut it if they are out in ‘woop woop’ with no mobile connectivity.

Extend Technologies has now done a number of SAP > Salesforce projects and has a clever tool kit of both SAP and Salesforce code to allow very quick proof of concept then systems delivery.  These include:

• Salesforce Account/Contact > SAP Accounts Receivable and SAP Accounts Receivable > Salesforce Account/Contact
• SAP Quotes > Salesforce
• SAP Invoices and Payments > Salesforce
• SAP Projects and WBS >Salesforce
• SAP Work Orders > Salesforce

The list goes on.  And as we have it all set up as a framework, it’s relatively easy to add in new areas.

Extend are still very much fans of SAP CRM, and SAP CRM wins over Salesforce as soon as you need to do anything that needs real, two-way and complex integration (eg sales orders with complex pricing).  Extend’s CRM team has a great track record of delivery across Australia with SAP CRM, but are first and foremost consultants.  They recommend the best solution for our customers – and occassionally it’s not SAP.

For some customers, understanding the tipping point between SAP CRM and Salesforce is not simple.  With a balanced argument and an understanding of just how complex it is to integrate SAP and Salesforce, Extend Technologies can help customers with the right decision for their organisation.

For more information or to speak with a CRM Specialist contact us on (02) 8908 4200 or contact@extendtec.com.au

Click here for more insightful blogs by Dominic Frost.

I attended a partner briefing at SAP Australia’s North Sydney office today. The core presentation was given by David Ludlow, SAP’s VP of Line of Business Solutions – HR. David covered a lot of ground in the available time, but the standout takeaways for me were as follows:

• The SAP HCM solution is leapfrogging into the next wave of IT ‘consumerism’ underpinned by Web 2.0 and the Sybase mobility platform
• The employee is at the centre of everything: Usability and ‘look and feel’ match the experience we are used to from the internet such as Facebook. This is being rolled out in 3 waves:
  - Wave 1 includes the updates of EHP4 and EHP5
  - Wave 2 due in EHP6 (Q1 2012), essentially this brings the concept of a ‘theme’ to the GUI
  - Wave 3 focuses on quick access to data leveraging HTML5 for a more pleasing look; ‘push’ of information to the user and ease of navigation
  We were given a preview of some of the screens and the difference from what we are used to in EHP4 is substantial. This really is the ‘look and feel’ that we needed to address the often heard feedback from HR specialist users that SAP was not as easy to use or as attractive when compared with competitive offerings
• Rapid Deployment Solutions (RDS)
  - More information on these as they come to market, but the ESS/MSS RDS is already available …  A key point here is that the next RDS in this area will contain ESS/MSS for SharePoint!! Music to everyone’s ears in the room
• MSS updates: There are quite a few here, but of note was the integration of a Nakisa/SAP co-developed Org Chart viewer that doesn’t require additional Nakisa license. This is a great introduction for customers to the power of the Nakisa toolkit and a big improvement in the functionality for managers.
• There has been a large investment in Talent Analytics. These look great – I actually presented a number of screenshots on this topic to ASHRR yesterday that were very well received. The upside – the extractors and cubes are provided gratis, but on the downside, if the customer wants to render the report via a dashboard they need to buy the appropriate SAP licence unless they have another reporting tool that they want to use. It also enables customers who are running non SAP talent management systems to report on that data as long as they can get that data into SAP – though to my mind, if you are going to do that, why not just look at expanding the SAP footprint and reducing your TCO by getting rid of another vendor solution in your HRIS landscape?
• Cloud: Career OnDemand is coming. Again, as a channel partner, this is a masterstroke as it allows us to position an SAP centric talent solution even if the customer agenda is not on premise. Many favoured talent solutions are in the cloud and it has been difficult to position the SAP inhouse system as a desirable alternative – this solves that problem (as a vendor) and will certainly please CIO/CTOs who want to give their HR constituents the functionality they want, but are trying to run a landscape aligned to a core ERP.
• New country versions are available for Saudi Arabia and United Arab Emirates – not of huge interest to anybody in Australia unless you have worked there. I have, and as I also have a number of my colleagues now working in various SAP houses in Australia, I thought I’d mention it.
• Mobile: Obviously SAP is having a huge play in this area across all areas. In HCM, they are focussed on 4 key users and will bring out the high-impact quick ROI functions first and build on those later. The users who will be getting ‘consumer grade user experience’ are below. Also worth quoting is that 20% of all mobility apps being released by SAP are for HCM – nice that HCM is front of mind for a change:
  - Executive
  - HR user
  - Manager
  - Employee
• Still on mobility, David gave us a quick demo on a Manager Insight application for iPad. I want one and any manager I’ve ever demonstrated SAP to will want one too.

There were other topics covered (Analytics, Strategic Workforce Planning on SAP HANA), but more on those later.

All in all, a very inspiring partner update and one that will put a spring in the step of all of SAP’s HCM customers as they start to implement over the coming year or two.

Come and visit Extend at AHRI’s HR Technology conference in Melbourne on 12 October to learn more – click here for details.

Click here to read more HCM blogs, or for more information contact us on contact@extendtec.com.au

The ClickConnect APAC user forum held in Manly, Sydney this year had a number of very interesting sessions.  The items that grabbed my attention in particular were:

• Questar Gas Case Study: We heard from the Project Manager, Stanna Headden, who gave a very detailed presentation of the Questar experience of ClickSchedule and ClickMobile from system selection, through implementation to benefits realisation.  Takeaways here were the flexibility of the solution, the customer focus on providing the right Subject Matter Experts from the business and ensuring adoption success via the use of rollouts, measurable benefits in terms of increased productivity and cost reductions.  The end user community were also really positive about the final result.
• ClickMobile: Uri Pinto provided a comprehensive overview of the recent and planned innovations for the mobile components of the ClickSoftware suite.  This highlighted the success of Click’s bet on HTML5 as being the way of the future when they embarked on their mobile strategy some years back.  The roadmap section of the presentation focussed on their concept of an App store – this was an extremely compelling aspect of the offering.  Later I had the opportunity to talk with Uri about the implications of this deployment approach in the context of the wider SAP HCM product set.  It is clear that SAP have embarked upon a number of initiatives that will see a surge in HCM ‘apps’ that enable customers to quickly increase their ROI.  Clicksoftware have also already made their offerings available on the newly SAP-acquired Sybase platform.
• Following from Uri’s presentation, Andrew Fox – Head of Mobility ANZ, SAP – took the stage to summarise the current state of play in mobility generally.  Using his iPad, he ran us through a range of currently available applications, highlighting as he went that 50% of mobile application requests come from employees.  This was evident from looking at his iPad screen where there were numerous SAP HCM apps including some new ones for expenses and leave requests/approval that I had not seen before.  He also had a new version of iPeople from Sovanta.

So mobility and SAP HCM looks very healthy and full of promise in the coming year.  Of course, there are still many questions to be answered – Who will develop HCM apps?  How will the enterprise manage them?  Will they be portable from company to company, etc?

Stay connected!

Keen to discuss your HCM requirements for 2011 and beyond?  Give us a call on 02 8908 4200 or email contact@extendtec.com.au

Read our interesting post on resource planning as well.

The recent updates on SAP Organization Visualization by Nakisa (SOVN) and SAP Talent Visualization by Nakisa (STVN) highlights the growing focus on building capabilities to organise and optimise an organisation’s HCM data.  I have been working with several organisations on HCM and self-service projects and can say that the functionalities offered by Nakisa will provide an answer to some of the frequently asked questions raised by HR professionals and managers.  Here are some FAQs and answers:

• Does it support matrix organisations? SOVN now caters for complex organisation structures including dotted-line relationships.  More and more organisations adapt a matrix set-up and Nakisa is ready to support this
• Can it adapt to the organisation’s specific requirements? With SP1 the Admin Console allows configuration to tailor fit some of Nakisa’s functionalities to the organisation’s needs. There is no need for additional development in most cases
• These visualisation tools and dashboards are good, but how do we even get the correct and updated information in the system in the first place? The Data Quality Console is a powerful data quality auditing tool which will guide HR professionals in maintaining a healthy data set

There are obviously more questions to be answered than those mentioned above – as the HCM practice continues to evolve, so does the solution.   For instance, the OrgModeler is a promising tool for planning organisational changes and in the next release towards the end of the year it is expected to include an enhancement to write back to SAP.

Extend recently announced that it has signed a Service Partner agreement with Nakisa to implement and support both SAP Talent Visualization by Nakisa and SAP Org Visualization by Nakisa as part of Extend Technologies’ total Human Capital Management solution offering.

For more information or to speak to an HCM expert email us on contact@extendtec.com.au or call 02 8908 4200.