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Together we look at which parts of the toolkit help your project.
We manage roles, the skill matrix, onboarding and handovers in the team, so your project keeps its momentum when people change. People change jobs, key users move on, consultants rotate out. That must not throw your SAP project off course.
An SAP implementation runs for 12 to 18 months. In that time, typically 20 to 30 % of key users, 40 to 50 % of consultants and 15 to 20 % of end users change. Every departure without a handover costs weeks and thousands in re-training. With our approach, knowledge stays in the project, no matter who stays or goes.
Every role gets clear tasks and requirements. Every person is mapped to their role, and an up-to-date directory shows status and training completion. That gives you one source for the question of who does what.
The skill matrix compares what someone can do with what the role requires. It shows training needs and critical gaps and supports succession. When someone resigns, you see immediately which skills will be missing and can bring replacement or handover forward.
New colleagues get a checklist for their role, selected knowledge packages and a contact person. Whether replacement or reinforcement, they become productive 50 % faster than without structured onboarding.
Every role has a knowledge package with tasks, required skills, the current project status and key contacts. The successor works through the critical topics first with a checklist and has a contact person for questions.
Yes. Every person is measured against the requirements of their role: training completion, skills, practice and exams. Leadership sees it in numbers, for example “85 % of finance users ready, 92 % in the warehouse”, and decides go or no-go on that basis.
Structured onboarding carries that too. New people get their role, a training cohort and tracking of their skills. Onboarding runs alongside the implementation, and nobody falls through the cracks.
With guided exit conversations based on templates for each role. We record unique expertise and decisions made, record handover sessions and store everything in the knowledge repository. This starts as soon as a departure is known, not after the person has gone.
Together we look at which parts of the toolkit help your project.
