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Technology Stocks : SAP A.G. -- Ignore unavailable to you. Want to Upgrade?

To: Jay8088 who wrote (896)	5/11/1998 9:43:00 PM
From: James Tsai	Read Replies (2) \| Respond to of 3424

If one has SAP ADR shares, what happens to them when SAP comes to the big board?

To: Jay8088 who wrote (896)	5/17/1998 12:26:00 AM
From: Jay8088	Respond to of 3424

The State of Florida goes SAP HR ... State of Florida Citing the scalability and robust functionality of SAP HR (R/3 Release 4.0) as key selection factors over other leading human-resources solutions vendors, the State of Florida chose it as a standalone solution for managing its human resources, payroll and benefits to deliver employee self-service solutions to its employee population. The state's initiative to overhaul its IT systems began last year when end users and top management alike recognized that the inability to share data across incompatible systems limited decision-making, data accuracy and productivity, noted Linda Fuchs, HR and payroll project coordinator for the State of Florida. Particularly, top managers expressed the need to access and analyze data in ways that would help them spot and understand trends, not just track transactions. "We'd recognized for a long time that our legacy systems were becoming inadequate to meet the state's growing needs," Fuchs said. "But it's only been recently that we've seen the availability of standard solutions in the marketplace, such as those offered by SAP, that meet the needs of large public sector organizations." SAP HR will provide the state with a unified view of human resources data, improving data accuracy and productivity while virtually eliminating redundant data entry. In particular, SAP Employee Self Service applications will automate many routine clerical human resources tasks, freeing up human resources professionals for tasks of greater value, Fuchs noted. Meanwhile, state employees will have convenient access to information pertaining to their own personnel files, including such information as vacation time, sick time, benefits, insurance information and tax withholdings. "We have many employees who don't work from 9 to 5, which makes it difficult for them to get the help they need from the human resources office," Fuchs said. "For example, our Department of Corrections employs correctional officers around the clock, while our agricultural inspectors may work during the day but aren't inside an office." The ability to track personnel costs by funding source, which is of particular interest in the public sector, is another key benefit to which the state looks forward. This will be especially helpful in instances where funding comes from both federal and state sources or in academic organizations, where funding may come from a combination of public sources and private grants. The State of Florida has designed a pilot project to manage payroll for a maximum of 15,000 employees, representing a cross section of organizations, employee categories and geographic locations. This project will effectively create an enterprise microcosm that will determine the most efficient way to design statewide rollout. Expected to go into production in the second quarter of 1999, the pilot encompasses between five and nine organizations and includes healthcare and academic requirements, law enforcement, multiple collective bargaining units, and centralized and decentralized clerical and administrative functions. The pilot includes seasonal workers, rotating shift employees, monthly and biweekly payroll employees, career service and elected officials, and grant funding and funds allocation, Fuchs noted. When the pilot is successful, the State of Florida will be using SAP HR to manage payroll, benefits and other human resources functions for more than 200,000 employees statewide. In 1997, the state's payroll was $6.8 billion.