Discovery. Contribution of SAP training in career development ANALYSIS. Page748

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1 Discovery ANALYSIS The International journal ISSN EISSN Discovery Publication. All Rights Reserved Contribution of SAP training in career development Publication History Received: 17 February 2016 Accepted: 26 March 2016 Published: 1 April 2016 Citation Kuruganty Seetha Ram Babu, Satyanarayana Rao AV. Contribution of SAP training in career development. Discovery, 2016, 52(244), Page748

2 CONTRIBUTION OF SAP TRAINING IN CAREER DEVELOPMENT Kuruganty Seetha Ram Babu * Prof. A. V. Satyanarayana Rao** Abstract Human Resources are the most important reusable asset in implementing the strategies, achieving results and meeting goals and objectives of the organizations. The superior organizations always involve its competent human resources to take innovative and timely action and build a work environment conducive to success. (DP Quinn and P Rivoli, 1991) argues that a key contributor to the success of firms particularly in processes innovation and continuous improvement is due partly to the employment development and compensation policies. Employee engagement is a measure of the emotional and intellectual commitment of the workforce. Introduction The shortage of ERP related skills is not a recent phenomenon. A survey by Hewitt Associates (1999) found that people with ERP skills were in short supply and consequently in high demand experiencing rapid changes in their market value. In accordance with this high demand many universities have identified the value of incorporating ERP systems into study curriculum. ERP systems can be used to reinforce many of the concepts covered in the business discipline (Becerra-Fernandez et al, 2000; Hawking et al, 2001). The SAP vendors argue that their products incorporate world s best practice for many of the business processes they support, making them an ideal teaching tool (Hawking, 1999; Watson and Schneider, 1999), while at the same time increasing the employment prospects of graduates *Research Scholar, JNTU Hyderabad, rkuruganty@yahoo.com ** Professor Emeritus, Department of Business Management Osmania University, Hyderabad Background Organizations achieve goals and objectives through a variety of human resource strategies and approaches. One such approach is a commitment strategy which attempts to develop psychological connections between the company and employee (Arthur, J. B., 1994). When organizations seek to foster a philosophy of employee career development commitment, then the likelihood of an employee searching for employment elsewhere is lowered. (Green, F., Felsted, A., Mayhew, K., & Pack, A., 2000) Found that committed employees are more likely to remain with the organization provided their development is looked after. (Owens, P. L., 2006) in his study of training and organizational outcomes was able to find a correlation between commitment and growth. Purpose Human resources (HR) department are the custodians of precious employee data. Collection, storage, usage and processing of data had changed over time, but the need to collect information relating to hiring, promoting, and firing employees has not changed. Advances in computer technology made the HR departments to run the applications by using software systems. HR systems began to become integrated with other business-related systems.sap was founded as System analyse and Programme ntwicklung in 1972 by five former IBM employees in Page749

3 Mannheim, Germany. This acronym was changed systems, applications, and products in data processing, and in 2005, the company name was officially changed to SAP AG. SAP products are used by more than 12 million people in more than 120 countries, and its market has typically been Fortune 500 companies. Recently SAP has targeted small to medium sized organizations with some of its new products. SAP is made up of individual, integrated software modules that perform various organization tasks such as finance/accounting, controlling, project system, funds management, materials management, sales distribution and human resource management. Methodology Primary data is collected from a MIPGS, a post graduate college with MCA and MBA as main disciplines. A well developed questionnaire was administered for collecting primary data with 63 samples collected randomly with 26 questions and the answers are tabulated into an ordinal scale and then the statistics has been arrived based on SPSS tool. All selected population has been recruited on the campus by reputed Multi National organization for the projects supporting from offshore. Scale: ALL VARIABLES Case Processing Summary N % Cases Valid Excluded a 0.0 Total Reliability Statistics Cronbach's Alpha N of Items The study model consists of Interest, Training and Experience as independent variables and Awareness of richness in SAP knowledge among PG students as Dependent variable. Interest Training Awareness of richness in SAP knowledge among PG Students Experience Experience: It is known fact that the campus recruited will have less job experience and more of theoretical knowledge, it is more desirable for a high technology like SAP to acquire science, mathematics, management, programming, logic building and discipline fundamentals along with Page750

4 soft skills which eventually prepares a launching pad for incumbents to plan, innovate, implement in building the career through the learning and training process. The Model Summary table provides the R and R 2 values. The R value is 0.913, which represents the simple correlation which indicates a high degree of correlation. The R 2 value indicates how much of the dependent variable, "awareness", can be explained by the independent variables, "experience, importance of training, interest of the student". In this case, 82.5% can be explained, which is very large. Model R Adjusted Square a R Std. Error of the Estimate ANOVA table indicates that the regression model predicts the outcome variable significantly well. Here, p < , which is less than 0.05, and indicates that, overall, the model applied can statistically significantly predict the outcome variable. NOVA b Model Sum of Squares Df Mean Square F Sig. 1 Regression a Residual Total a. Predictors: (Constant), EXPERIENCE, IMPTRAINING, INTEREST b. Dependent Variable: awareness Findings Majority of the students are interested to learn SAP and take it up as their career. 80% of the respondents felt that if SAP is included in the curriculum it would definitely help them in gaining Page751

5 knowledge and identifying a particular domain of interest. 60% have felt that unless and until exposed to real time situations in SAP, experience thus gained can be helpful in performing in live projects after the placements, therefore a strong suggestion that training and exposure to the SAP systems in real time environment as part of curriculum in their final semester can be of immense help for fresher s with knowledgeable and experienced team backing them in the projects. Such presence of efficient and performing backup team provide more comfort to the incumbents with more SAP training, good learning on work, getting exposed to clients, delivering quality services, understanding better team building capabilities and improving personality traits. Recommendation Recommendation is that all the students who have been interviewed through questionnaire are interested in SAP to be taught at the college. The most important aspect of the data collected emphasizes the introduction of SAP as course in university curriculum. This would benefit the students in knowing the SAP software by training before being inducted and placed in the organization chart. The benefit is also for organizations where the recruited skilled resources can be placed in the projects with confidence. Conclusion Training is one of the most important several human resource practices that can have a considerable impact on employee commitment and career building. Training seeks to improve employee investment, increase reciprocity, helps the employee identify and development with the organization and serves to limit alternative employment options. Organizations need to strategically and methodically develop human resource practices that are designed to fully achieve employee career development (Heyes et al., 1996). The paradigm shift of ERP systems from an operational to a more strategic focus requires a different strategy and skills to support the transition. More additional support from SAP is required in assisting the academics in developing a standard curriculum and making it portable to all universities. Universities and ERP vendors should jointly develop strategies on addressing the expansion of SAP with more collaboration than exists at present. References: Ang, J.S.K. Yang, K.K. and Sum, 1994, MRP II company profile and implementation problems: a Singapore experience, C.C. International Journal of Production Economics, 34,35-46 Antonucci, Y., 1999, "Enabling the Business School Curriculum with ERP software: Experiences of the SAP University Alliance", 27th International Business School Computing Association IBSCA, Atlanta, USA. Arthur, J. B., 1994, Effects of human resource systems on manufacturing performance and turnover, The Academy of Manufacturing Performance, 37(3): Page752