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<\/a><\/div>\n\n\n\nA change to H4S4 <\/a>offers existing HCM customers continuity and secures investments already made. This is interesting for companies that have heavily customized their system with customer-specific modifications or have many components in use. At the same time, however, this increases the complexity of a change and the likelihood that a company will be affected by SAP's so-called simplifications. What does not continue to work as before, however, is the pricing construct. Before activating the business function H4S4 <\/a>subsequent licensing is required. The new S\/4HANA calculation metric is based on the number of employees processed. In reality, this means significant one-off costs for relicensing and higher recurring maintenance costs for many customers.<\/p>\n\n\n\n The cost of a change depends heavily on the individual starting position and the desired target image. Compared to FI\/CO, however, it is limited. Companies with SAP HCM ECC and without a HANA database face a longer and more complex path than those who have only implemented the business function H4S4 <\/a>have to be activated. This raises the question of whether it is still worth going down this path at all. The advantage of continuity is also the biggest disadvantage of H4S4<\/a>. After all, apart from the included employee user and the associated option of providing self services with SAP Fiori, the benefits are manageable. The major investments and innovations take place elsewhere, namely in SuccessFactors.<\/p>\n\n\n\n If you don't want to close the door to automated workflows, new possibilities in talent management and AI for your HR, there is no way around evaluating SuccessFactors. Especially as the decision does not simply have to be for one and against the other, but hybrid scenarios allow the best of both worlds to be used.<\/p>\n\n\n\n With a hybrid approach at the latest, HR leaves the waters of ERP transformation and often points the way to a modern SAP IT system landscape. Processes with a high hygiene factor that prevent dissatisfaction but do little to increase employee satisfaction, such as payroll and time management, can easily be migrated on-premise to a modern SAP IT landscape. H4S4 <\/a>be operated. At the same time, the current potential of the SuccessFactors Suite is fully utilized and supplemented with the SAP Business Technology Platform (BTP).<\/p>\n\n\n\n The most sustainable strategies are the result of cooperation between all stakeholders. It is therefore recommended that IT, HR and SAP partners come together at one table. The focus here is not on when the changeover to H4S4 <\/a>but whether this measure contributes to meeting the requirements of the company and its employees.<\/p>\n\n\n\nEffort and opportunity costs of switching to H4S4<\/h2>\n\n\n\n
HR as the first mover of digital change in companies<\/h2>\n\n\n\n
How are you shaping the future of your SAP HCM?<\/h2>\n\n\n\n