The end of paperwork: How cloud solutions are bringing HR into the 21st century

Mr. Bečvář, please introduce your company to those who are not familiar with Success Solutions.

My colleague Pepa and I founded Success Solutions in 2016. We were motivated by our belief that HR, and especially the implementation of HR systems, could be done differently than what we had seen and experienced in traditional corporations. The previous year, we both went to England, where there was huge interest in SAP SuccessFactors.

We met several times, discussed our experiences, agreed that things could be done a little differently, and decided to build a company based purely on this product. We founded the company remotely from England, and we acquired our first client, Mattoni, while we were still overseas. Other customers followed, such as ČSOB, KBC Global Services, and Škoda Auto.

Today, we have just under 50 employees and are considered leaders in the field of HR digitalization in the Czech Republic. We deal exclusively with HR, SAP SuccessFactors system implementations, and complementary solutions where SAP SuccessFactors does not cover certain areas. We develop some of these ourselves.

What makes SAP SuccessFactors unique compared to traditional HR systems?

It is a cloud-based system – accessible from anywhere and without the need for IT infrastructure, it also has its own mobile application. It allows HR departments to become owners of their own systems without heavy dependence on IT, to manage them independently, and to develop them without large investments. New updates are released every six months, developing existing functionality and adding completely new features in line with trends in HR and customer needs.

There is no longer a need for costly and painful upgrades every few years, as with older on-premise solutions. This allows companies to use a top-of-the-line product at a reasonable and predictable cost. At the same time, SAP SuccessFactors is not just a system; it brings about a real transformation in HR.

If a company takes advantage of its capabilities, it will significantly streamline processes and free up employees to do more meaningful work. Of course, this poses a considerable challenge for some companies. It is not easy to give up certain things that have always worked and change established processes. Change management is important. However, the entire change and journey towards HR digitalization is clearly beneficial.

Is the solution also suitable for smaller companies?

That's a question we've been asking ourselves from the beginning. SAP SuccessFactors is ideal for medium-sized and larger companies, especially those that operate internationally or have a more complex HR agenda. For smaller companies, the initial investment can be relatively high. That's why we've tried to create preconfigured versions of the system that would bring value but wouldn't be so expensive.

However, this requires the customer to be able to adapt to the system, because any modifications naturally increase implementation costs. In such cases, we recommend deploying a purely preconfigured solution with minimal modifications, starting to use it, and only then proposing any modifications based on practical experience with the system. This is because customer requirements are not always correct.

It happens that after some time of using the system, they back down or change them significantly, which increases both project costs and long-term development. We always recommend following the advice of consultants and being rather minimalistic. The system can be easily modified even during long-term support. This also applies to large companies, of course.

For really small companies (e.g., fewer than 500 employees), it depends on the management's approach. If the management is visionary, plans to grow, or wants to provide its HR, employees, and managers with a top-notch system, then it makes sense to implement this solution. We always recommend considering the scope and, if necessary, starting with only some modules and not coming up with special features.

Do you also address the specific needs of the Czech market?

Yes, that is where we are very strong. SAP SuccessFactors is a global product, but it does not address or sufficiently address some local requirements (typically areas such as medical examinations, attendance, taxpayer declarations and annual tax returns, or business trips). That is why we have created our own extensions – e.g., applications for business trips, shift planning, document generation, or tax declaration and settlement solutions. This allows us to offer our customers truly comprehensive solutions.

You are perceived as an implementation partner. Do you also offer strategic consulting?

We are definitely not just an implementation company. Our goal is to be the partner of choice for all of our customers' HR needs. When a customer is dealing with HR strategy, digitization, system change, or process development, we want them to turn to us. During the sales process and then on every project, we always discuss these things with customers to a certain extent, so we can bring valuable HR experience to the table regardless of whether the customer is considering SAP SuccessFactors or not.

We also offer process consulting and analysis, training, change management or change management support, implementation of employee experience systems, and personnel planning. To cover certain areas, we also use other partner solutions, such as digital signing, personnel planning, organizational structure planning, and the aforementioned employee experience.

Thanks to our knowledge and extensive network of contacts, we are able to recommend other high-quality partners or connect customers with each other so that they can share their knowledge and experience. Clients particularly appreciate our openness, expertise, and honesty—we never promise the impossible.

Do you also work with artificial intelligence?

Yes, we keep up with the times, and AI has become part of what we do. We use it internally to streamline our work, analyze data, automate support, and other repetitive tasks. At the same time, we are also integrating it into our own applications. Artificial intelligence helps us increase the efficiency and value of our solutions for customers. And it will play an increasingly important role.

What do you think are the main challenges that companies are facing in HR today?

I think that HR is basically still dealing with the same tasks, only the context is changing. I am referring to organizational structure and personnel planning, talent acquisition and retention, employee development, motivation and engagement, culture building, increasing HR productivity, and compliance.

I still see enormous potential in the digitization of HR. It has been talked about for a long time, but practice lags behind—it is hampered by legislation, the complexity of customers' internal operations, and costs. Excel spreadsheets are commonly used, and papers are printed. Legislation has now come a little closer to meeting our needs, so digital signatures can now be a common reality. Things are slowly moving forward. But, for example, reliable digital document archiving usually requires a company-wide solution, which is difficult for HR to implement.

We need to move towards more widespread use of AI and other technologies for everyday work and increasing productivity. I think HR in general has some problems with rapid technological development.

Another persistent issue is the shortage of quality people. Contrary to fears of robotization, we are still seeing the opposite – companies are desperately looking for employees. The battle for talent, retention, reskilling, and well-being are other key areas today. Since COVID, people have also become accustomed to working from home or anywhere else, and it is difficult to properly motivate and engage these employees and create a team culture.

Systems such as SAP SuccessFactors can significantly help in these areas, especially when they are part of a broader transformation.

How do you see the future of Success Solutions?

While the past was to some extent driven by a happy coincidence, we have clearer goals for the future. We want to promote our applications on a global level – they have the potential to reach markets outside the Czech Republic. We are adding partner solutions and developing our own solutions to our portfolio in order to cover as many of our customers' HR needs as possible. We will continue with our transformation projects. We also want to reach smaller customers with SAP SuccessFactors.

Everything is geared towards the long-term fulfillment of our vision – to be a trusted strategic partner for digital HR.

And finally, on a more personal note, how do you spend your free time?

I have four children, and I try to devote time to them. We go camping or play games, for example. Recently, I went to Šumava with friends, and we slept under the stars. Sometimes I make time for trashy literature or hanging out with friends. I like to visit interesting places around the world. My daughter and I started diving years ago and we really enjoy it. It's a world of silence and weightlessness, a complete contrast to today's noisy and fast-paced world with a lot of pressure.