Tegeta Motors used an employee management system that didn’t fit all their requirements. The company needed a new multifeatured HR software. Together with AtlantConsult, Tegeta Motors solved the issue by implementing the SAP SuccessFactors.
Tegeta Motors is the leading company in the automotive industry of Georgia. The company owns about 50% of the market, importing and selling vehicles (cars, trucks, buses) and auto parts. The supplier represents more than 300 brands, to name a few – Shell, MAN, Toyota, Porshe.
2K wholesale companies
10K B2B clients
The human capital management system didn’t have enough functions to support all the business needs. It lacked the following settings:
About 1,5 K employees worked at Tegeta Motors. Managers needed a system that would lower working hours spent on extensive data entry to the personnel database.
To maintain internal communication, the company required a unified online platform where employee’s positions and contacts are mentioned.
- Employee Central that supports core HR processes;
- Performance & Goals that helps to align company’s strategy and goals, improve employee performance;
- SAP Jam Collaboration - an enterprise social networking solution.
Every employee has a personal profile in the system that includes basic information about him (contacts, bio, position, skills, salary account, driver's license, etc.). Personnel completes profiles themselves that streamline HR department work.
In the system, users can see the company hierarchy and the structure of each department in accordance with employees’ positions.
In Employee Central staff creates requests and addresses them to proper managers or colleagues. It might be an order for equipment or asking for technical support. Previously, employees’ used to send it by email. Now, all requests are processed in the system.
The Benefits Management section is designed to administer employee’s insurance applications and other bonuses (corporate car sharing, holiday gifts, pension contributions).
To apply for a health insurance, an employee needs to make several clicks and fill in the required data. Earlier, staff used to negotiate it additionally with HR-manager and supervisor. The work of a staff specialist is simplified as well - he collects all applications and sends them to an insurance company.
Employee Central helps to track the employee working hours. The system is synchronized with a key card entry system and collects the information when employees come to an office, take breaks and work after hours.
The system register when a person works on holiday (according to working schedule). Thus, the employee is automatically granted a compensatory leave for the respective amount of time.The platform keeps track of sick, vacation leaves and other types of absence. The major part of absences employees book in the Employee Central by themselves and then adjust it with managers. They can see the remaining part of vacations.
|Performance & Goals|
The module enables to run an annual business plan and track the progress of subordinates and managers in goals achieving.
Supervisors set goals, tasks and activities for subordinates. The system shows the employee's progress and updates the percent complete.
The interface of goals management in the Performance & Goals
SAP Jam Collaboration
The news feed in the SAP Jam Collaboration
In the corporate social network, SAP Jam employees follow the company’s news and comment on it, can keep a professional blog. In the platform, the company’s departments, project teams, corporative learning groups can gather in communities. There is an option to share and adjust documents.
The publication of different versions of the file in the SAP Jam Collaboration
“SAP Jam is quite helpful to the communication on a project. Team members together edit project documentation and save different versions of files. Generally, vendor SAP recommends carrying out all the project documentation during the implementation of SAP SuccessFactors in SAP Jam Collaboration”, - commented the project leader Pavel Lobach.
Additional advantages of the SAP SuccessFactors suite concern mobility and outsourced technical support.
A user enters the system through a browser or a mobile app. When an employee is on the way or on a business trip, he is accessible and can utilize key functions of the system.
The SuccessFactors suite doesn’t require internal programmers to maintain it. The vendor SAP does it in terms of subscription.
HR specialists spend less time on data entering, partly delegating it to employees
HR managers keep staff information in the single system
The personnel can access the necessary information about colleagues and the structure of the company
Employees create and save requests in the one place
Executives can set individual goals for each subordinate in accordance with the strategic planning of the company
Managers can systematically track employees’ performance
The company has a platform for corporate communication
SuccessFactors is synchronized with an internal ERP system that enables to use of actual staff information in operational activity
Tegeta Motors plans to embed other SAP SuccessFactors modules:
Succession Management & Development Planning
Compensation & Variable Pay