Since 2008 we have developed a successful track record in SAP® Human Capital Management software implementation, support and expertise.
Being ensured the payroll is the most complex, delicate, and often underappreciated
component of HR, we believe making it stable, efficient and scalable is a backbone of people management and a prerequisite to leverage modern technology.
That's what we do.
Perfecting your payroll solution to let you do business.
We do solve complex tasks in interconnected environments focusing on the value we deliver for our clients.
We follow the principles of clarity and reliability, and we are proud to provide you with the shortest timing for initial reaction, analysis and solution.
We work mostly remotely from Tallinn, Estonia for our clients worldwide, what allows us to be always ready to get down to business and provide affordable prices for the top quality service.
strong functional competence
We work out the complete end-to-end business process throughout the SAP human resource management system. Talk to us to find out right solution plans for your request.
Any country version
We possess in-depth practical knowledge of payroll. The list of country versions we worked on includes but not limited to Denmark, Ireland, Kazakhstan, Netherlands, Russia, Sweden, Ukraine, United Arab Emirates, the United Kingdom and the United States of America. Having such a multi-country experience and a profound knowledge in global payroll and the international solution architecture, we are glad to analyse if we can assist you with your country version with respect to your task.
The Payroll Process
The end-to-end HR/payroll procedure, managing global employees and concurrent employment, HR process workbench, background payroll, off-cycles.
Gross Part of Payroll
Customer-specific wage type catalog, payments, time management aspects in payroll, wage type valuation, averages and partial period remuneration (factoring).
Net Part of Payroll and Deductions
Loans, benefits, arrears processing, balances & totals, limits on deductions.
Posting to Accounting
Preliminary DME, symbolic and GL accounts, posting payroll results, posting runs and documents, reversal of posting documents, NEW GL, third-party FI integrations.
Payslip (remuneration statement): traditional and PDF HR Forms, output to ESS or Successfactors. Legal and custom reporting.
Country calendars and work schedules
Conflict-free stable configuration in a multi-country multi-calendar environment.
Planned and actual working time. Time management user interface, time manager's workplace and Self Services Web Dynpro for ESS and Successfactors.
Time Data Recording and Administration
Time management infotypes, contraints and collisions, time types, processing time data, absences and attendances.
Absence and attendance quotas
Migration to new quota management. Checking, valuating, and correcting quotas. Automatic accrual. Compensating. Generating.
Personnel time events and time recording systems
CATS, c ommunication with external systems running SAP and non-SAP software. Processing events: minimaster, absence/attendance reasons, employee balances, cost assignments.
Time evaluation with and without clock times, schemas and rules. Positive and deviations from the work schedule. Pair formation and wage type generation. Quota accrual in time evaluation. Integration with payroll.
Time statement forms: text and PDF HR Forms, output to portals. Time reporting on employees for timekeepers and management.
core hr & talent management
Infotypes for Personnel Administration and Payroll. Custom infotypes.
Organizatonal management objects, infotypes and relationships. Organization and staffing framework. Personnel cost planning. Career and succession management. Compensation management.
Travel Management (FI-TV)
Travel request. Travel planning. Travel data infotypes. Posting travel expenses.
Portal user roles. Full-cycle Talent Management. E-Recruiting, Performance Management (OSA), Enterprise Compensation Management, Succession Planning, Learning Solution, integration with ESS/MSS.
Reporting in Human Resources Management
Ad-hoc query. Legally-required standard and custom payroll and HR reports.
Integrations and migrations
We provide complete integrated solutions using standard SAP S/4 HANA built-in component integrations. With the use of standard integration and migration technology (SAP ALE, standard and custom IDOCs, ORACLE Service Bus) we have sucessfully completed various complex custom integration projects. SAP Workflow and Processes and Forms are also used to create an integrated business process.
Master data conversion
Selecting, conversion, merging and cleansing data from various sources.
ABAP developments for HR
We possess knowledge of making robust payroll and HR reports for any needs from scratch. Knowing the solution in detail, we understand how to approach a custom payroll and time management development in order to keep the system stable and running on the standard updates.
Authorizations for Human Resources
General and structural authorization checks. Custom authorization objects. Double verification principle. Central User Administration. Portal and backend roles. Centralizing backend user management on SAP Portal.
We possess deep practical experience across the diversity of country versions including development of a custom payroll driver as well. Using best practices and SAP implementation methodologies, including latest SAP® Activate®, enhanced by our task-solving, project measuring and management techniques, we are glad to offer top-notch implementation service. We are highly concentrated on Go Live on-time and budget, assisting our clients in dropping the excess load and using best practices to get maximum functional value from the solution.
Reduce your operation costs with our complete HR solution support. All SAP ERP HCM components covered, including multi-country Payroll, Time Management, Talent Management, integrated components and interfaces to third-party systems. Our maintenance service bases on the commonly recognized service operation frameworks and aligned with the agreed SLA. Basically, it includes issue resolution, changes implementation, end user support and assistance with the execution of regular functions and keeping the systems up-to-date with the monthly HR Support Packages from SAP.
You might need to put something specific in order. It can be a particular integration task, a new overtime remuneration rule, a quarter bonus or you might want a new
We are happy to do that for you.
At first we perform a preliminary analysis and provide you with the solution recommendation with no charge and no obligations from your side.
Complete quality assessment of an implementation project. The product comprises complex research, involving interviews with the key users and support team, documentation review and in-depth inspection of system configuration and ABAP developments. As a result, we provide a QA report with detailed recommendations. We also offer quality control along with a running implementation.
We help you plan your digital HR strategy and re-engineer and streamline your HR within your strategic model. The construction and execution of HR transformation roadmap is a multifaceted campaign. On top of the functional and technical activity areas, we focus on the company transformation providing HR business consulting and Change Management. Once your strategic goals are determined, we conduct research and build an as-is model of processes. Then we construct an optimized to-be model to achieve the goals and make your HR cheaper, faster and more competitive. Then we build a roadmap and implement to-be models using SAP software and provide advice on purchasing modern technology.
Each project is unique and demands its unique qualifications and approaches that are often impossible to identify beforehand. Management of a project is a particular enterprise that can’t be taught by a book or a set of lectures. It is not only about choosing a methodology and performing sequential steps but a deeply practical venture, very different from project to project, comprising building people activity in a way that achieves project goals. We are sure that having a solid in-field implementation background and SAP system knowledge are must-have features of a successful implementation project manager. Our project management service bases on our management experience, proven methodologies (both agile and waterfall), our extensive functional experience in SAP ERP HCM and profound understanding of all the undergoing project activities.
A good architect grasps the system landscape as a whole, keeping in mind all the possible integrations, updates and developments. Architecture starts from the early idea of a project and covers both server sizing and a prediction of the systems adaptation to the business change. We tend to minimize unmanageable enhancements and follow SAP standard guidelines for better stability and confidence.
Roll-out is typically a repeated implementation but with its specificities. A roll-out of an international template to a new country differs significantly from roll-outing an existing solution to a new factory. The project also can substantially change if a new instance is chosen and depending on an integration environmant. We structure the project according to your needs. A proper roll-out is not a fresh implementation but should use previous implementations completely, that's why structuring the initial template gives good clarity on the roll-outs.
Upgrading the system brings new business functions, system features and can give more opportunities to strengthen company's HR management. At the same time, for a particular case, it can cost more than it gives, and keeping your version running updated with legal changes makes the best deal. That’s why it’s essential to get an expert conclusion before starting the upgrade. If you are planning an upgrade to S/4 HANA and Successfactors ECP, we are glad to explain options delivered by SAP already and expected in the nearest future and build a roadmap for you. We are happy to provide you with a detailed pros and cons report. Once the favourable decision is taken, we are glad to perform an upgrade.
Support & Evolution
We are proud to provide the service of evolving the system by natural changes according to the business needs, keeping the version and stability at the same time. A natural change is ideally a customizing; it never breaks the solution architecture, complies with SAP standard so that the system can be easily updated and supported.
It's all about people. The efficiency of an SAP HCM Implementation is not only in the software, but how the people accept it. A truly successful implementation always involves key users from the early beginning and makes them the project decision-makers, clarifies the strategic needs to everyone in the company and keeping the project drive by treating all the plans and milestones seriously.
Cutover is one of the most delicate phases of an implementation project as this is when the new system starts working productively and the old one stops. That's why managing it demands in-depth knowledge of both HR/payroll and SAP functionality. We plan it in a tiny detail to avoid or minimize the breaks in the business operations. The clarity on the roles and responsibilities and consistent communication are the tools to make it right.
Proper configuration is based on involvement of the business users, deep knowledge and experience. The easiest way to get an unstable system is to create a situation where the goals could have been achieved by customizing but have been reached by custom developments instead. Our configuration rule number one is to avoid such cases and utilize the standard customizing potential up to maximum.
In case the software delivery doesn't fit the business requirements or a need for an additional stand-alone functionality arises, the developments are justified. ABAP for HR has its own approaches for fetching and processing, and we know how to leverage its tips and tricks to use this powerful tool for enhancing the HR & Payroll applications and keeping them consistent as a part of an integrated solution.
We have strong experience of migrating HR/payroll data to SAP systems from non-SAP sources. We have our own tools for data conversion and cleansing tailored to the SAP ERP HCM payroll implementation projects. Neat migration also takes into account the features of the target database and use cases. For example, a migration to S/4 HANA or payroll declustering requires review of the applications working with the data and their optimization if necessary.
Besides classical built-in integration between SAP components such as payroll and financials, the business might benefit from the integration of HR/payroll solution with a bunch of SAP and non-SAP software, for example with budgeting and time data systems. For our integration projects, we usually recommend to use SAP software: PI/XI servers and ALE/IDOC technologies, however, we also have a successful experience with third-party integration software, specifically Oracle service bus. Behind us, there are also a few interesting integration solutions with the system of HR record running non-SAP software integrated with the SAP payroll system. What comes first is not the technical approach, but the process and business impact in order to measure the advantage and proceed.
Security and Authorizations
It's not only essential to create a secure system but to provide a manageable process for user administration and authorization for scaling systems. Unlike any other system component, HR uses structural authorizations based on the organizational hierarchy. Precise use of structural authorizations smoothes onboarding and administering of HR/payroll users as makes additional configuration unnecessary. In distributed multi-instance landscapes, we also utilize the use of centralized portal role-management and SAP Central User Administration. Our clients invite us as independent SAP ERP HCM authorization experts to audit and even non-payroll implementation projects on SAP GRC, CUA . There were also successful accomplishments of very strict security requirements, including double verification principle, custom authorization objects and data encryption in database tables.
Tests are a part of any work in our field. It's crucial to ensure the solutions are ready for business use before deployment, so suggest our clients include the full range of tests in the test strategy: user acceptance, integration, configuration, unit (developments, interfaces, batches), conversion, security, regression, performance, load, backup, parallel, cutover testing. We have developed a testing approach, which includes continuous maintenance of the test catalogue from the early beginning as a part of regular project documentation. All the issue scenarios and customer-specific cases are being collected and ranged in the test catalogue together with business-defined tests and predefined scenarios we provide to our clients. Our techniques include automated test scenarios, payroll result comparison and master data copy between systems. We regularly provide detailed and transparent test monitoring diagrams according to the schedule to the client management.
Training is not only providing technical knowledge but an assurance of profound involvement of the users into the new process. User training is not about information but practical knowledge of execution a business function inside it. Such kind of hands-on knowledge can be transferred through practice only. Our user training approach gives such a practice with a series of workshops and gamified exams. To the complex distributed organizations, we apply a know-how "train the trainer" approach where we prepare and certify coach-users within the organization to distribute the knowledge among the function owners.
Decent documentation can save a system as it gives a snapshot of a system in its best condition. An essential documentation pack always includes Business Blueprint, Customizing Description and Test Scenarios. Solution or Change Request can serve as a Blueprint for small tasks or, vice versa, a hierarchy of Blueprints are required in case of complex projects and rollouts. If no documentation available, we also provide a service of building a Solution Document (aka reverse Blueprint) from the system.
Our task-solving approach is a streamlined result of our experience and research on methodology and systems thinking.
ITertop objective-logical framework
Objects or things, to which the activity is applied in order to transform them. These are SAP customizing and development objects, client business processes, client user knowledge and typical project objects (scope, time, cost, quality, risks, documents). Less formalized objects might come up as well, like stakeholder attitude, relations, expectations and motivation. The set of objects forms the task scope and our area of responsibility.
The process we are building contains actions and operations with the objects in order to achieve the solution. These can be system configuration or ABAP development as well as SAP Note implementaiton or change in a specific business process. The process forms timelines, work decomposition and solutions plans.
The method and assets used for constructing this process. These can be updating tax calculation schema changing Time Evaluation technique or business process re-engineering. The method is central for defining the solution architecture and required team.
The product, the result of our activity: the issue resolution, implemented system or quality assurance document. The product is defined considering given business environment, systems landscape within client IT/HR strategy and roadmaps and, ideally, matches the targeted solution.
This purpose of this step is to plan and prepare the realization.
We describe methods, process and objects to formalize the solution procedure. As an output of the step the team is staffed and assigned, plans and blueprint are signed-off.
- Solution design.
- Plan the delivery.
- Estimate costs.
- Define budget.
- Signoff design documents.
- Solution design document (Blueprint, SR, CR, etc.).
- Solution delivery schedule.
- Work breakdown structure.
- Quality validation plan.
- Communications plan.
- Risk mitigation plan.
- Realization strategy.
- Test strategy.
- Placement strategy: integration, migration, security, change.
The purpose of this phase is to establish a business operation of the realized solution.
- Final testing.
- Cutover. Establish extensive support for the first production operations in the delivered solution.
- Ensure the business transition to the delivered solution.
- Establish production support and maintenance, finalize documentation.
- Client Final Approval.
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Since 2008, we have forged trusted relationships with remarkable teams allowing us to gain a wide experience among vastly different tasks and services from various industries, regionally and globally.