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SAP Job Market

SAP job market is currently in a state of flux just like any other IT job. Where there used to be 10 jobs there are 4 or may be 5. Post recession, the reasons are obvious – Lack of budgets, postponing new implementations, general market slump etc.

However, all is not lost yet. There are still jobs. And more are going to come up as the economy slowly takes roots again and boomtown comes along. continue reading…

by Consultant Box

Since 1997, one of the most consistently difficult skill sets to find has been the SAP HCM (HR) master – during the down turn after the Y2k disaster when the SAP market sank, the SAP HCM consultants were in comparatively huge demand – but today in 2010 we find that more and more HCM specialists are available for projects – not, by any means all of them but even some of the most highly regarded are looking for new contracts.

The rates of pay on offer have reduced, but likewise the expectations – during 98/99 these consultants were commanding large rates and expense accounts above many others in the same industry due to lack of supply, but today things have changed. continue reading…

by Consultant Box

When creating a team to deliver a complex solution such as SAP, there is a very real need to have the most suitable and experienced people working at the highest levels, to bring together both the SAP solution knowledge and the clients business engineers.

SAP under former chief executive Leo Apotheker, focused on the importance of quality consulting to ensure successful and viable delivery of the SAP product – the, now famous, off record quote from Apotheker caused offence to many consulting houses by shifting the blame from SAP itself to its two global vendors – IBM and Accenture.

When apportioning blame it should be considered that the SAP solution has been implemented in most environments and has fitted into most global legal and accounting systems – however there are a comparatively high number of cases, where SAP implementations have failed.

Senior SAP consultants are often the individuals who are at the sharp end of issues between the three parties – SAP, implementation partner and the end customer. To this end, many of the senior consultants are starting to consider what issues may arise, when accepting positions within complex or failing projects. continue reading…

We are seeking individuals (mangers, recruiters, consultants)  to share their adventures they had with their counterparts (consultants, recruiters or managers) in their SAP projects.

Below is just one example:

A while ago, I was working for a consulting company. One of my colleagues was looking into changing employer and I gave him the contact information of a recruiter.

Guess what, this recruiter presented my colleague to the employer the consultant worked for at that time! He had a lot to explain to his boss, but as he was a great resource, he eventually kept his job.

Use this link to contact us for an own ID if you want to be a regular contributor or to send your story:

Robert Half International
In today’s economy, reorganizations are common, and you may find yourself suddenly overseeing employees who were once at the same level as you. While transitioning into a supervisory role can be exciting — and possibly signal a new phase in your career — it also means a shift in dynamics with colleagues, especially those who will now be reporting to you.

Your success taking on a leadership role is dependent on building positive working relationships with direct reports, and being able to exercise authority when necessary. Following are some steps to help make the switch from peer to manager as smooth as possible:

Meet with your team
One of the first items on your agenda should be to meet with those you will oversee. Arrange one-on-one conversations to make sure everyone understands the following: continue reading…