{"id":90266,"date":"2026-09-16T07:41:15","date_gmt":"2026-09-16T07:41:15","guid":{"rendered":"https:\/\/www.accely.com\/?post_type=news&p=90266"},"modified":"2026-10-07T07:48:30","modified_gmt":"2026-10-07T07:48:30","slug":"indian-auto-components-manufacturer-achieves-sap-successfactors-go-live","status":"publish","type":"news","link":"https:\/\/www.accely.com\/qa-en\/news\/indian-auto-components-manufacturer-achieves-sap-successfactors-go-live\/","title":{"rendered":"Indian Auto Components Manufacturer Achieves SAP SuccessFactors Go-Live With Accely"},"content":{"rendered":"\n
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Indian Auto Components Manufacturer Achieves SAP SuccessFactors Go-Live With Accely<\/h1>\n
\n India<\/span>\n <\/div>\n

Published: September 16, 2026<\/p>\n \n \n\n\n\n <\/div>\n

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Before this project, if you wanted to know how many people were on shift at the company’s main plant on a given Tuesday, you asked the gate supervisor and he checked a register. That was the system. It had worked for years in the sense that nobody was being paid incorrectly, but it meant corporate HR was always reporting numbers somewhere between two days and two weeks behind reality. The manufacturer has now completed an AI-enabled SAP SuccessFactors implementation<\/a> with Accely.<\/p>\n

What made this harder than a standard HR rollout is that the company employs two populations with almost nothing in common from a systems point of view. A few hundred people in offices who wanted goal setting and career planning and the usual corporate apparatus around it. Roughly three times that number on the plant floor, many of whom would open SuccessFactors maybe four times a year, from a phone, probably in Hindi, probably to apply for leave. Design decisions kept circling back to that second group, because getting it wrong for them would have meant the whole thing failing quietly over eighteen months.<\/p>\n

Attendance integration ate the schedule. Biometric terminals at three gates, contract labour routed through a different process to permanent staff, and a legacy database carrying enough duplicate employee records that the first sync produced output nobody could reconcile against anything. Accely pulled the integration back and spent close to six weeks on data cleanup before going again.<\/p>\n

Performance management brought friction of a different kind. Supervisors used to filling one annual rating sheet were now expected to document check-ins through the year. HR saw that coming and aimed the training at the supervisor layer specifically, which is usually where these rollouts die.<\/p>\n

Payroll went last, once master data had settled.<\/p>\n

Everything is live. Leave requests that took four days now clear the same afternoon, and HR has stopped exporting to Excel to answer headcount questions.<\/p>\n

Accely’s position as an autonomous enterprise SAP partner<\/a> mattered on a rollout touching every employee in the business. The workforce data now sitting in SuccessFactors feeds the wider enterprise digital transformation<\/a> the group is building across its plants.<\/p>\n <\/div>\n <\/div>\n<\/section>\n\n

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Accely Group<\/p>\n

Official News & Media Team<\/p>\n \n \n <\/div>\n <\/div>\n \n