mnd association - head of hr peter reeve, presentation at the cipd hr software show
TRANSCRIPT
Prepare, prepare and then prepare for the unexpected...
Peter Reeve Eve Adu-BofourHead of HR HR Business Partner
Prepare, prepare and then prepare for the unexpected...
Peter Reeve Eve Adu-BofourHead of HR HR Business Partner
Our Story
Who are we?
Where and why did we start?
Why Cascade?
How did we prepare - what did we want?
From plan to reality
What did we learn?
The HR Team
In 2014
Head of HR - Peter Reeve
1.5 HR Business Partners – Eve Adu-Bofour
Training coordinator
Administrator
Why did we change?
Business drivers
•Better cross-team working
•Lack of integration with payroll
•Build better relationship with Finance
•Difficult to produce basic data & reliance on ICT
•Need to improve the HR admin
function – lots of paper
Why did we change?
Major concerns about our previous system•Difficult to use reporting tools – not SQL•Underlying tables and source-code difficult to understand –even ICT struggled.•Attitude from previous suppliers•Beta-tested self-service module on the staff!
How we made the decision?
Learning experience so deliberately ‘over-engineered’ the process:
•Invitation to tender
•Supplier presentations and interviews
•Reference sites
•Decision
Why Cascade?
•Fully responded to the ITT •Were clear about what they could and couldn’t do –suggested work-arounds.•Consistent and responsive account management•Experience of SMEs and understood we are a charity
Any negatives?Linking the live building of the system and the training – we weren’t really ready
What did we want – the ITT
Clarify that the system would be able:
• To cater for all types of employee
• To support Association policy and procedure
• Report an accurate profile of the workforce
• Smooth communication with the Payroll module
The ITT – the kitchen sink approach!
•Who are we?
•Process and the timings – 1st parallel run date
•Who are they – staffing, technical support etc
•Reference requirements – take them up!
•If Payroll not already integrated
why not there is probably a ‘good’ reason
Work closely with them to build the tender
What do you need the system to do ?
It might seem obvious!How is your organisation different?
•Organisation hierarchy / structure•Payroll patterns and dates
Data fields – essential/desirableProcess map your policies, particularly sickness absence and annual leave – key dates.L&D and recruitment - do we really need the module?Reporting – detail (we had over 25 reports)Licensing, data migration and technical's – dull but necessary.
The implementation
Consider the impact of the
project on operational day to day activities
If you are offered
help...... TAKE IT!!!
Consider how the introduction of a new system will impact on your stakeholders and
communicate your progress
Our reflections / learning
•Prepare, prepare, prepare
•Prepare for the unexpected - even the best laid plans....
•Prepare for self-service – don’t rush
•Share the knowledge around the team
•Don’t trust anything described as a ‘development opportunity’