The peak Christmas season is coming to an end, freeing up time to devote to new projects. The implementation of the 4D Employee Master Data Management system is at the top of our list of priorities, because this will harmonize the global database in the medium term and, in turn, permanently solve the problems that have arisen as a result of the current heterogeneous data landscape.

Even though the Christmas season is the most wonderful time of the year, Father Christmas and the archangels waited impatiently for Christmas this time. Because, only when the current peak season comes to an end, will there be time to take the first steps towards rolling out the global 4D employee master data management system. Today, the project kick-off meeting is finally being held, immediately followed by the first part of the workshop in which the 4D Employee Master Data model suitable for the industrial bakeries all over the world will be developed with Goldright. The maximin approach is used for the global HR master data harmonization. Data from all applications and spreadsheets are reconciled and uniformly defined. In doing so, the basic prerequisites for hitch-free integration of processes and the centralized enterprise software (4D Enterprise Suite) are put in place. This, in turn, forms the foundation for the global use of uniform employee master data and enables the clear, transparent definition of data sovereignty at data record and data attribute level.

The goal of today’s kick-off meeting and workshop is to jointly set out the project framework and develop the basic framework for the 4D Employee Master Data model. Father Christmas and the archangels are fraught, because they’re not IT experts. Nevertheless, global Human Resource Management entails working with the 4D Employee Master Data Management system further down the line without having to ask the internal IT department.

From the outset at the workshop, the terminology is clarified because, when it comes to the master data and the centralized database, different terms are often used. With a view to preventing misunderstandings, exactly what a data group, a data record, a data attribute and a relationship are and the characteristics in each case are defined. Afterwards, a design is mapped out. This sets out the basic technical requirements for historization, multilingualism, multi-client capability as well as role and rights structures. Based on this, the metamodel is defined with the exact, globally standardized data content that belongs to the technical content purpose. This is because the key goal of the 4D Human Resource Master Data Management system is to close the information gap while improving master data quality. This is measured by the usefulness of the information or data required for operational and strategic decisions, as well as operational work processes and workflows in the HR management environment.

As previously announced, there will be three more workshops held with Goldright. After all, the development of a suitable, bespoke data model is one of the most important factors when it comes to the success of the IT project. This is why as much time as needed will be spent on this stage of the project. After all, the end result is only as good as the master data model itself, as it is the foundation for the development of the 4D Enterprise Suite.

Today was an exhausting day for Father Christmas and the archangels, although they came away with more confidence in the roll-out of the 4D HR Master Data Management system in the industrial bakeries. The centralized database for all employee master data is an important step towards a digital future. Because there is one thing Father Christmas is sure of: digitalization is there to stay at the industrial bakeries on every cloud in the sky.