User & Project Team Management
Comprehensive management of user roles, skill matrices, onboarding, and team transitions—ensuring continuity throughout your project. People change jobs, key users move on, consultants rotate out. Don't let turnover destroy your SAP project success.
SAP implementations run 12-18 months with typical turnover of 20-30% key users, 40-50% consultants, and 15-20% end users during that time. Each departure without proper management costs weeks of lost time and thousands in re-training. Our systematic approach ensures continuity regardless of who stays or goes, preserving knowledge and maintaining momentum.
Service overview
- Complete user role definition and skill matrix management tracking competency levels and readiness by individual
- Standardized onboarding protocols with role-specific knowledge packages accelerating new team member productivity
- Structured offboarding and knowledge transfer ensuring critical expertise is captured before departures
- Real-time readiness scoring quantifying organizational preparedness for Go Live based on people and skills
Key features
Our role management system defines all user roles with clear responsibilities and skill requirements, maps each individual to their role(s), and maintains a current directory tracking status and training completion. This creates a single source of truth for "who does what" throughout your organization.
The skill matrix tracks current versus required competency levels for every role, highlighting training needs, identifying critical skill gaps, and supporting succession planning. When someone leaves, you immediately know what skills are at risk and can prioritize replacement or knowledge transfer accordingly.
Standardized onboarding protocols include role-specific checklists, curated knowledge packages, buddy/mentor assignments, and progress tracking. New team members—whether replacements for departures or additions to capacity—reach productivity 50% faster than unstructured approaches.
Role & Skill Tracking
Complete directory with role definitions, skill matrices, and competency tracking showing readiness gaps.
Onboarding Acceleration
Standardized playbooks and knowledge packages bringing new members up to speed in days, not weeks.
Knowledge Transfer
Structured offboarding protocols capturing critical expertise before departures to prevent knowledge loss.
General questions
Our system maintains knowledge packages for each role. When turnover occurs, we have documented responsibilities, required skills, current project context, and key contacts ready for the replacement. Onboarding checklists guide them through critical knowledge in priority order, with buddy assignments for questions.
Yes. Our readiness scoring evaluates each user against their role requirements—training completion, skill level, hands-on experience, certification status. Leadership gets a quantified view: "85% of finance users ready, 92% of warehouse users ready" enabling data-driven Go/No-Go decisions.
Rapid growth is manageable with structured onboarding. New hires are mapped to roles, assigned to training cohorts, and tracked through skill development. Our system handles continuous onboarding alongside the implementation, ensuring new people don't fall through cracks.
We conduct structured exit knowledge interviews using role-specific templates, document unique expertise and decisions made, record handover sessions, and ensure artifacts are stored in the knowledge base. This happens proactively when departures are announced, not reactively after they're gone.
Need help?
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