Transitioning HR to SAP-HANA: How Do I Clearly Define Processes for IT Teams?

Transitioning HR Processes to SAP-HANA

I have worked for five years in HR, covering various functions like payroll, recruitment, training, performance management systems, and HR MIS. Previously, my tasks were managed manually using Excel charts and MS Word. However, as my company transitions to SAP-HANA, I need to define every minor process, from sourcing to interviewing, in detail. This will help the IT team develop a version that is convenient for us.

Defining a process is straightforward, but elaborating it for the software team is challenging. To facilitate understanding for third parties, I need to address pain points, manage time effectively, and consolidate screens into one. Can anybody advise on the key points to consider while creating the process document?

Planning Process Improvement

This is how I am planning to do it (Any further suggestions are welcomed):

- Map your current process.
- Map your subprocess.
- Record if it is done through SAP/Manual.
- If manual, on what platform is it done? (MS-Office/Notepad/Email/Calls, etc.)
- What are the bottlenecks/pinpoints?
- Who are the stakeholders involved? (Internal Stakeholders/External Stakeholders)
- Number of approvals required for the process.
- Any reports generated out of the process.
- Does the process at the end record the lead time taken?
- Involvement of any other software required.
- Count the number of screens involved to get your end result.
- Record the number of clicks involved to get your end result.

After looking at the current process, analyze where it takes more time and how it can be simplified.