SAP HCM implementation project in Sberbank was continued by integration of the module "Personnel development"

Within the program of Sberbank for implementation of ERP based on SAP solutions of work on creation and replication of a single system of personnel management using SAP HCM in all divisions of bank started in 2011 and should come to the end by the end of 2014.

In a project deliverable all HR functions of Sberbank should be completely automated: selection and hiring of personnel, assessment of workers, performance management of their work, training, business trips, privileges, career and succession. Will pass functions of payroll, costs planning and management of remunerations into a new system.

Project implementation was broken into three main stages:

• Creation and system implementation on a basis the HR module of SAP in central office, the Moscow bank of Sberbank. The general contractor selected IBS IT Services company.
• The first wave of replication of the solution for four territorial banks. The I-Teco company became the general contractor.
• The second wave of replication of a system on platforms of 11 territorial banks.

According to plans, a system will process information about 250 thousand employees of Sberbank, including 7 thousand – in central office, 21 thousand – in the Moscow bank and 220 thousand – in territorial banks.

2011: Creation and implementation

At the time of start of the project in Sberbank for personnel management AS "Personnel and salary" which should be taken out of service in progress in creation and implementation of a new system based on a SAP software was used. Such change of IT systems was registered in the strategy of bank where it is told about "step-by-step unification of software". As the general contractor at the first stage the IBS company acted.

According to representatives of Sberbank, the pilot implementation of a new HCM system which covered Central office of bank and the Moscow bank provided data processing about 32 thousand employees.

During the project all HR functions of Sberbank should be automated: selection and hiring of personnel, assessment of workers, performance management of their work, training, business trips, privileges, career and succession. Also will pass functions of payroll, costs planning and management of remunerations into a new system.

2013: The first wave of replication

Within the second stage of project implementation replication of a system of the first wave in four territorial banks of Sberbank was carried out. The I-Teco company became the general contractor. According to the published information, the number of employees of the Central Russian bank, Central Chernozem bank, Northern and North Caucasian banks which data are processed in a system according to the results of replication of the first wave makes more than 50 thousand human.

2014: The second wave of implementation

In April, 2014 Sberbank announced the choice of the contractor for execution of works on replication of a system of personnel records and payroll based on SAP HCM in the territorial banks within the second wave of creation of a single system of personnel management. Sberbank designated the maximum cost of these works in 555 million rubles.

Within the project it is necessary to transfer to a new system the Volga-Vyatka (Nizhny Novgorod), West Ural (Perm), Northwest (St. Petersburg), Southwest banks of Sberbank (Rostov-on-Don), West Siberian (Tyumen), the Ural (Yekaterinburg) and Volga region (Samara) banks and also Baikal (Irkutsk), Far East (Khabarovsk), East Siberian (Krasnoyarsk) and Siberian (Novosibirsk). Total number of the bank staff covered by a system within the project exceeds 170 thousand human.

By the end of 2014 the personnel management system based on SAP HCM should earn in all territorial banks of Sberbank

In technical requirements to the project it is specified that a system should provide integration into the centralized solutions and the local systems of banks which final list will be defined within a design stage. Data migration should be carried out to a new system so that need of the appeal of users to an old system for accomplishment of their operating activities, except for the archived data was excluded.

Input of a system in commercial operation in the specified territorial banks is planned for December, 2014. In addition to directly implementation the contractor will also have to provide training and control of knowledge of users.

Among requirements to participants of tender on execution of works - presence at the participant for the last 3 years of experience of successful implementation not less than 2 projects of a full stroke on implementation/replication of basic functionality of SAP HR in the companies with the geographical distributed filial structure and numbering not less than 5 thousand staff as the general contractor.

Project Completion

In April, 2015 representatives of Sberbank told that in October of last year the centralized HR system was put into trial operation in territorial banks where implementation went within the second wave, and since January it turned into commercial operation. Now in a single system in all territorial banks of Sberbank employee administration, organizational management, management of remunerations, payroll, performance management, is conducted by corporate training, selection and hiring of personnel.

According to the results of implementation of the second wave in a system more than 180 thousand employee IDs are registered, and about 2.3 thousand professional users work in it, provide data in Sberbank. Work with a system had to provide user training in very short time – two months left on preparation of training and one month – on resident instruction of all users.

SAP implementation of HCM in Sberbank is one of the largest in Russia: in a single system the given more than 250 thousand employees are processed

Local bases of 65 different personnel systems which were used in territorial banks earlier for the beginning of 2015 were eliminated and remained to exist only in an archive status. Generally it were the self-written systems with different structure of storage and maintaining data.

The representative of Sberbank calls data migration from bases of the old systems in a new system one of difficulties of the project as each base was unique. In addition to different structure, often about bases there was no user documentation: information how to work with base it is correct, the users long ago working with it transferred to new employees in the oral form.

High-quality data transmission in very short time became a difficult task, note in Sberbank. For its solution criteria for different types of data which need to be transferred to a new system were defined. The quality and completeness of the data sent by territorial banks strictly was traced and checked before loading in the general base of a new system. Migration was complicated by the fact that in parallel with it there was a reorganization of processes.

The acute shortage and internal personnel resources under the project, and consultants in the market became one more complexity of implementation of the second wave in 2014, the bank representative tells. It connects it with the fact that at once several large companies in Russia began to implement SAP HCM. Total number of a project team on SAP implementation of HCM in Sberbank was about 350 people.

Further it is going to develop a system. So, in 2015-2017 SAP HCM in Sberbank should be replenished with functionality for career planning and distance learning. In plans also creation of the personnel portal.

the Project was continued by Personnel development

On March 10, 2015 it became known of implementation of the information system "Personnel development" on the HCM SAP ERP platform in Sberbank of Russia. Integrator of the technological solution the Molga Consulting company^[1].

Implementation project of the module "Personnel development" - a part of works on development of a corporate information system of the bank begun in 2012. The purpose of implementation of the module - internal requirement of bank for qualified specialists of mass and not mass specialties, the process automation of career development and training of employees connected with it.

Office of Sberbank, 2013

Participants consider feature of the project consolidation of different technologies in a single system, caused the large volume of non-standard tasks. For minimization of difficulties, employees of the bank and implementation specialists create a common information space, the general system of the purposes and requirements - a condition of achievement of qualitative results is developed.

Work progress

• For formation of a career ladder and storage of expanded information on positions, in the project the SAP Organizational Management and SAP Performance Management technologies allowing heads to see employee development perspectives, to observe and control their career movements were used. Employees, getting an information access, target positions and the operating conditions, can see the career way, have opportunities for career development.

• For obtaining the analytical reporting integration of a system into the module SAP BI is executed. For carrying out migration of historical data on training of employees of the bank within the project the tool is developed for creation new, transfer of effective rates and tests.

• Within the functional module SAP Learning Solution for drawing up registration of training of employees the calendar of training forming on the basis of matrixes of training in a position is developed for simplification of planning processes.

• Regarding management of distance learning of employees the functionality on holding webinars with a possibility of exchange of training materials in virtual offices of cooperation is implemented.

• The portal system interface Personnel development is implemented by means of SAP UI5 technology that made the interface of the portal convenient for users, and its design — corporate and friendly.

Alexander Korol, the Molga Consulting project manager, noted: "Despite difficulties in the course of implementation of a complex of advanced technologies and also the large volume of the tasks set for us, project objectives were completely achieved. For the Molga Consulting command participation in the project of Sberbank of Russia became the next experience which will be used further at the solution of other non-standard tasks. We could achieve effective objectives thanks to not only to working experience and rich examination of our company in the field of HCM SAP ERP, but also to the high level of training of specialists of bank, unity and coordination of works of project teams".

For April 10, 2015 the Personnel development system services about 15 thousand active employees of the Moscow bank, replication of the solution is planned further for all territorial banks of Sberbank of Russia.

Notes