SAP architecture combined with local labour rules, so complex time and payroll are calculated correctly and explained clearly.
Add objects, fields, rules and approval flows without code; employee records keep full effective-dated history.
Scheduling, clock-in, calculation, approval and month-end in one flow, including overnight, flexible and four-week variable working hours.
Built-in parameters for Taiwan labour and health insurance, pension, supplementary premium and withholding tax; every payslip line expands to its formula and legal basis.
Every project leaves outputs you can review and build on — not just a go-live date.
Many companies have run SAP HCM for years with deeply customised payroll and time rules. With the shift to cloud, there are three common paths: keep upgrading SAP HCM, migrate fully to SuccessFactors, or move to a hybrid of cloud core HR with on-premise payroll and time.
We assess rule complexity, customisation, country footprint and support cost to recommend a path, and run person-by-person parallel comparisons so payroll stays correct through the cut-over.
Expert Delivery Network delivery records. Client names are withheld under confidentiality agreements.
ScopeSF Employee Central, SAP HCM payroll, time management
ChallengeRapid headcount growth; manual, duplicated HR work; factory staff movements and attendance hard to keep up with.
ScopeSF Employee Central, SAP HCM org management and payroll, SF–HCM integration
ChallengePaper-based HR processes and clock-in, no system support for payroll, inflexible shift changes.
ScopeSF Employee Central, Goals & Performance, Learning; integrated with external payroll
ChallengeDifferent approval and performance policies by country; no global HR system.
ScopeSF Employee Central, Recruiting & Onboarding, Goals & Performance, Learning
ChallengeWeak HR systems foundation; existing tools could not support rapid global expansion.
We don’t just install systems. We start from business goals and HR issues, diagnose and design first, deliver with standard methods, and keep improving after go-live — with clear outputs and decision points at every stage.
Start from business goals and HR pain points; assess policies, processes, systems and data.
Get policies and processes right, then define the system blueprint, integration architecture and roadmap.
Build, migrate and test with standard methods and AI-assisted tools; key decisions are confirmed by the client.
After go-live: ongoing support, release assessment and optimisation, so the system grows with the business.
Tell us about your SAP SuccessFactors, HR system replacement or HRIS AI needs — a consultant will reply within two business days.
