Igor Gubanov: We provide requirement of the market on a step forward

Igor Gubanov: Select a share of HRM projects rather difficult. If to speak about quantitative indices in practice of IBS, then the total number of projects of the company is measured by hundreds, and HR projects in tens. However, some projects last over a year while we do others for several months therefore the share of HR projects strongly varies in the period. If to compare in a cash equivalent, then the share of HRM is considerable as we execute a number of the largest projects which are very powerful in turnover of the company. For example, among customers of IBS there are such large companies as Gazprom and Sberbank.

TAdviser: Building the HRM to the practician on what solutions of vendors you rely? I know that, for example, IBS proposes the SAP solution HCM and whether there are solutions of other producers?

Igor Gubanov: We multivendor company. At the moment the main platforms for us it is SAP and Oracle, including Oracle Fusion Applications, and "the products lying" with them from Success Factors, Nakisa, Taleo are near.

Also based on these platforms we create own the solution such such as "The industrial solution Recruitment".

TAdviser: Who optimum suits the SAP HCM system? Whether this solution is available not to the really large companies?

Igor Gubanov: The HCM system from SAP optimum suits the companies for which it is important not just to provide accounting of personnel and the salary, but also other functions: personnel development, performance management of employees and, eventually, efficiency of business processes in the field of HR.

For each specific situation the choice will depend as on the existing SAP products, and specialized solutions of partners of vendor. Depending on requirements of the company can select either installation of the platform "from scratch", or a finished shrink-wrapped software product, industry solution. Respectively, it directly influences terms and project cost. Especially as to leaders in the market of SAP it is already vital to have the set-up solutions which are able to begin to provide support of business processes of the company literally in few months after the beginning of the project. So such systems can be unrolled and brought into commercial operation quickly enough. The only thing, as customer company should meet halfway and the habits inherent in work with the old systems, alter.

TAdviser: What projects from HRM of practice of IBS in which you were directly involved, were remembered most of all? Tell, please, about 1-2 non-standard project?

Igor Gubanov: Work of IBS on creation of the personnel portal for Sberbank was remembered. It is very interesting project, as well as in terms of the scope of, and on technology features. Scales of the project were like that that literally for several months in a system appeared this several hundred thousands of employees. Besides, integration into online the mode with more than 50 historical systems of Sberbank was configured. It should be noted that also very strict requirements in terms of design were imposed to a system. Designers of Sberbank worked on the interface available to users, imposed very high requirements to it, and our specialists had to work that interfaces of SAP satisfied with it. It really was very serious work, and it to the requirement of the customer I did not see such difficult completion of the interface, finishing still in one project as ours, and other integrators.

Other important project, considerably smaller on volume, is the Mail.ru project, it still goes. Within this implementation from start of the project before trial operation there passed only two months. Sustain such terms extremely difficult, however, we managed to achieve operational system deployment due to use of own solution. It is just an example of when, by the standards of Gazprom and Sberbank not the really big company, is able to afford SAP in a format of the set-up solution.

TAdviser: How does it seem to you, today a HRM system in the company is only the instrument of payroll or something bigger? Whether you feel demand for "deeper" opportunities of HRM, the same SAP platform has very rich functionality – here both efficiency evaluation, and training, and talent management, and many other things?

Igor Gubanov: In my understanding, a system for payroll and other basic functions is any more not a HRM system. Requests of today are focused on something bigger. So on the deep opportunities of HR systems connected with personnel training, with its development, identification of talents, control and ensuring efficiency and also management of communication in the company. Certainly, today in the market there is demand for such solutions, we very strongly feel it, are ready to provide and moreover we look at a step forward developing new products to provide also future requirements. I can tell that at the moment we considerably reviewed the product portfolio.

TAdviser: What relevant trends in general in automation of the personnel are noted by you? What is necessary today for customers? Whether you work on corresponding to their requests or, on the contrary, the relevance of some new solutions should be explained to the companies?

Igor Gubanov: As I already spoke the customer ceases to perceive a HRM system as the solution providing only accounting of personnel and payroll. Now the efficiency of the process is already interesting to much, the economy, for example, becomes important that it is more profitable to hold the old employee or to release it on the market and to employ new how to provide accumulation of knowledge and their effective use how to automate planning process of personnel.

TAdviser: What relevant trends in general in automation of the personnel are noted by you? What is necessary today for customers? Whether you work on corresponding to their requests or, on the contrary, the relevance of some new solutions should be explained to the companies?

Igor Gubanov: The market will develop rather dynamically, and in several directions. Those companies which automated in a due measure basic HR processes i.e. will aim accounting functions and payroll, all the efforts at personnel development and increase in its efficiency. The companies which have some holding structures will aim in turn at centralization and will be anxious with to integrate all the existing HRM systems and to unify business processes.

At the technology level in the next 2-3 years there will probably be a certain movement towards work with cloud services. First of all it will be the services connected with distance learning, testing and personel assessment. It will be more convenient to small companies to use cloud solutions, than to be engaged in implementation of systems on own infrastructure.

Overview of the Personnel management system of HRMS

The TAdviser center conducted an annual research of the market of personnel management systems in Russia. Unique statistical data about implementation of HRM systems are provided in this overview in free access, the functionality of modern solutions is described, recommendations about the choice of systems are provided. Chief information officers and suppliers impart experience creations of effective information systems.

• Classification and functionality of personnel management systems
• To whom and when it is necessary to implement a HRM system?
• Russian market of HRM systems: volume and trends of 2011
• Industry specifics of implementations of HRM in Russia
• Yana Kudryavtseva IBS: Manage a human capital under laws of Wall Street
• Severstal: "Business start" on personnel management process automation
• The perspective HRM tools for the Russian companies
• Talent management (talent management)
• Cloud HRM systems
• Social HRM tools
• Systems of corporate training
• Recruitment automation
• Biometric systems of accounting of working time
• Igor Gubanov IBS: We provide requirement of the market on a step forward
• Andrey Li of I-Teco: Even more often SAP HCM is implemented by method of "Big Bang"
• Methods, approaches and problems of implementation of HRM systems
• Legislative changes in HRM
• Main errors HRM of projects
• TCO: How many will" the information system "cost"?
• As it is correct to select a HRM system: methodical recommendations
• Volume, dynamics, structure of the world market of the automation equipment of HR services
• Top trends of development of the world market of HRM
• Suppliers of HRM systems: leaders in different segments
• SAP implementation of HCM with I-Teco
• The industrial solution Recruiting based on SAP HCM