Sber refused to use the personnel IT system SAP Success Factors

Sber refused to use the personnel IT system SAP Success Factors

As it became known to TAdviser, in 2021 the Sber group completed the migration from the "zoo" of HR solutions to the unified Pulse platform, which was developed internally. In October 2021, the group did not renew its licenses for the SAP Success Factors solution, which it used to manage personnel along with other systems. At the same time, SAP Success Factors was completely decommissioned, and Sber's divisions began to use their own development, TAdviser told Sber.

Localized cloud solution SAP Success Factors was launched on the Russian market in 2012. In 2013, the regional branch of SAP Labs began to operate in Izhevsk, which was developing the SAP Success Factors Onboarding module. In December 2018, SAP Success Factors was certified by FSTEC. Read more here

Sberbank decided to implement the SAP SuccessFactors cloud service in 2016. In December 2016^[1] No. was announced^[2] the winner of which was SAP CIS. The amount of the contract was about 298.7 million rubles. Under the terms of the contract, SAP CIS implemented basic processes based on the SAP SuccessFactors Employee Central module, as well as the Personnel Recruitment, Adaptation, Training, Evaluation, Goal Setting and Goal Assessment, Career and Development Management modules and the SAP Jam Collaboration social network. Already in 2017, the number of implemented modules was significantly increased. And in 2018, Sberbank and SAP CIS signed an agreement on the joint development of an HR solution for the Russian market based on SAP SuccessFactors. Read more here

Sber abandoned the SAP Success Factors HR solution in favor of its own platform. The photo is rbc.ru

Development of its own platform began in 2019. According to TAdviser in Sberbank, the need to create your own solution became obvious a few years ago, when the group began to look for a comprehensive system for solving HR problems.

Sberbank, as a large company, has had many different niche solutions that automate key HR processes for a long time. This led to inconvenience of use, the need to duplicate information, high labor costs and complexity of support. Not to mention the opacity of processes and the lack of end-to-end analytics, which affected the quality and speed of process control. The desire to make a "single window" for all users with a seamless transition between processes led us to find a comprehensive solution that meets the current requirements of large companies: seamless automation of personnel processes, the use of artificial intelligence for analytics and data-based decision-making. We began to analyze the market and did not find a tool that would satisfy everyone's needs, - commented in Sberbank.

The first release of the Pulse HR platform took place in early 2020. In the first year of product development, Sber created and implemented 5 modules, and by 2022 a full HR cycle was implemented on the platform, including 13 modules. In April 2022, the platform received certification from the FSTEC. By July 2022, more than 300 thousand group employees were connected to the platform, 230 thousand of whom use the platform monthly, and 120 thousand daily. Sber noted that thanks to the intuitive interface of the Pulse platform, employees did not have to be further trained.

According to Sberbank, the transition to Pulse gave a positive economic effect, since a comprehensive solution is cheaper than a combination of hotel programs and easier to maintain. The digitization of all HR processes frees up the time of HR specialists, and the company saves on paper, cartridges, couriers, etc. So, according to Sberbank, only through the use of personnel electronic document management (KEDO), implemented on the platform, the company saves up to 5.5 million rubles for each 1000 employees by reducing the cost of paper, office equipment, cartridges, courier and postal services.

As explained in Sberbank, migration to its own Pulse platform not only made it possible to refine HR systems and applications as needed, but also significantly improved all HR processes.

We got a seamless transition throughout the HR cycle. Improved the user experience of employees. Automated all HR processes. We got functions that were not previously in any tool. We have created a single tool with end-to-end HR analytics, which is helped by artificial intelligence technologies. We have optimized and improved all HR metrics, - told TAdviser in Sberbank.

At the same time, the term for accepting the offer by candidates has been reduced, the period of work of employees has increased, the personnel service has the opportunity to predictively work with burnout of employees in the early stages. Management decisions began to be made on the basis of data, which increased the role of HR in the Sber group.

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