The Road Map for A Successful Transition

PAYROLL / HRIS ADOPTING AND DEPLOYMENT

Hatem El HoushyHR AdvisorSNC-Lavalin

Part One : Transition from legacy payroll-based systems to scalable

competency payroll systems ( Decisions and Actions ).

•Presentation Outline

Part Two :

The implementation process.

Part Three:

Transition Challenges

Part One

Transition from legacy payroll-based systems to scalable competency payroll systems

( Decisions and Actions )

Inadequate payroll calculations

Long payroll process

High cost of manual work

Unclear responsibilities and workflows

Security shortage

lack of reporting and analysis tools

lack of database

1- Identifying The Need For HRIS/Payroll Systems:

Healing existing pain:

Compliance with governmental requirements

Consistence with organization development strategy

Managing business growth

Enhancing work quality

Mergers and Acquisitions

Making accurate data available for budgeting, Projection and more

rational business decisions.

Fulfilling existing and future requirements :

1- Identifying The Need For HRIS/Payroll Systems:

1- Conducting Internal Need Analysis:

Organization Structure

Functional Structure

HR

Compensations & Benefits

Recruitment

Training & Development

HRIS-Centralized HR / Payroll-Single Installation-Unified Reports

Divisional Structure

Business Unit A

HR

Finance

IT

Production-Decentralized HR / Payroll -Multi Installation - Consolidated Reports

Business Unit C

HR

Finance

IT

Production

Matrix Structure

Operations / Regional Management

Region

Country

Branch

Division

IT

Decentralized HR / PayrollMulti InstallationConsolidated Reports

Decentralized HR / PayrollMulti InstallationConsolidated Reports

Installation / Reports( Depends on Industry - Branch Activities – De/centralization of HR / Payroll

Installation / Reports( Depends on Industry - Branch Activities – De/centralization of HR / Payroll

1- Conducting Internal Need Analysis:

Organization Structure

Payroll Profile and Process

Payroll Profile

BASE RATE

Allowances and

Expenses Treatment

Salary Structure /

Scale

Other Income

Formulas

Loan and Advances

Management

Analyzing

Attendance

Daily Transactions

Periodic Transactions

Other Income and

Deductions

Salary Calculation

Auditing Applying Corrections Closing

Posting

Payroll process

1- Conducting Internal Need Analysis:

Organization Structure

Payroll Profile and Process

Personnel Management

• Personal Information

• Documents Management

• Notification System

• Governmental Transactions

1- Conducting Internal Need Analysis:

Organization Structure

Payroll Profile and Process

Time and Leave Management

Personnel Management

• Attendance and Absence Control

• Leave Types

• Leaves Rules

• Leaves Entitlements

1- Conducting Internal Need Analysis:

Organization Structure

Payroll Profile and Process

Time and Leave Management

Reporting And Analysis

Personnel Management

Required Reports • Financial • Personnel

Sorting and Consolidation • Group of companies

case • Supporting Text

Analysis • Used and Required

Formulas • Projection

1- Conducting Internal Need Analysis:

Organization Structure

Payroll Profile and Process

Time and Leave Management

Reporting And Analysis

Personnel Management

Other Applications in Place

HRMS

TA

ETSWEB

ERP

3- Communications with vendors

RFP ( Request For Proposal )

Pre-sales Presentations

Live DemonstrationsGAP Analysis

Testing Workshops

Conducting GAP analysis

• Security and Control • Customization flexibility

• Support and maintenance and enhancement

• Basic compensation and benefits functions.

• Adaptability to Internal policy, payroll process and workflow.

• Compliance with local regulations.

Essentials1 Important2 Negotiable3• Friendly interface

• Reporting and analysis • Integration

• Cost VS Budget

Part Two

The Implementation Process

Scope Of Work & Project Plan

Take Into Account:

Handling surprises

and change orders

Employees engagement

and communicati

ons

Part Three

Transition Challenges

1- People:

Client’s Team

Vendor’s Team

Project Sponsors and Managers

1- Process:

•Incomprehensive Analysis

•Inadequate Time and Resources Estimation

•Scope of Work Encroachment

•Misleading the Process

1- Deliverables:

Over Expectations

Under Estimat

ion

Q & A

Thanks for Your Time

Hatem El Houshy