HR Payroll Systems Replacement Presentation 06 02 08

8/7/2019 HR Payroll Systems Replacement Presentation 06 02 08

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HR/Payroll System Replacement Project June 2, 2008 Visioning Sessions

Bert Gordon and Phil Goldstein, Project Consultant


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HRM S =H uman

R esourcesM anagement

System

What is HRMS?


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I t is the system that delivers your pay and benefits:

What does it do?


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I t also maintains over 100 fields of employee data:

What does it do?


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Currently HRM S is over 15 years old:

vendor packagemainframe based Cobolexceeded system limits

Growing concerns about vendor.

Growing concerns with and our ability to keep pacewith much needed changes, as well as to extract andexchange data.

Increased reliance on shadow

systems and duplicative effortsto accomplish work.

System not able to meet the growing complexity of Brown,changing needs, and way in which work is accomplished.

Why Decision to Implement a New System?


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HR Project Governance

Executive Sponsors:Beppie H uidekoper, Karen Davis,M ichael Pickett, John Deeley,Dick Spies, R ajiv Vohra

Functional Owner:R oberta Gordon

Project Coordinator:Pamela Voccola

Planning Committee:Bert Gordon, Don Schanck, Terri-Lynn Thayer, John Styer, Linnea Wolfe, M ike Enos, PhilGoldstein (external consultant)

Steering Committee:I nterim Planning Committee members plus M ary R yan, Chris Wood, Doreen BrandleyBurgers, Drew M urphy, Geoff Greene M ete Tunca, Carina H ermann, CynthiaSchimelpfenig


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Key Dates

Important Target Dates:Subject to Change and Fine-Tuning

~J uly 1, 2008 Send out proposals to vendors

Late Summer/Early Fall 2008 Conduct vendor interviews and demos

Fall 2008 Conduct site visits and references

Late Fall 2008 R ecommend Vendor

October Corporation Meeting R equest approval of vendor recommendation and to proceed past planning phase

J anuary 1, 2009 December 31, 2010 Plan, design,and Implement

J anuary 1, 2011 Go Live


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1. Evaluating I nterim I mprovement Projects:

a) Bi-Weekly PayrollInitiative

ITP

R C approved in December 1) Gathered feedback

a) I mpacted Employeesb) SACc) Payroll Administratorsd) Academic Department M anagers

2) Go/No Go Decision last week b) All student employees on Kronos deferredc) Outsource payroll production and pay stubs deferred

2. Gathering info for RF P - Scope and Unique R equirements

3. I dentifying Process and Policy Analyses to be performed

4. M eeting the Challenge ensure that a new system meets core needsand requirements and has capacity to do more as funds and prioritiesdictate.

Next Steps?


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Campus announcement of HR Project on M ay 13 toAdministrative Leadership Group.

Campus team members moved to Davol 4th floor:Bert Gordon (100%), Christine Wood (100%),M ike Enos (50%)

HR team and other administrativecomputing resources increasinglydevoted to this effort as year progresses.

Near Term Impact


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1. Describe the most significant challenges we will face in nextthree to five years and the impact that will have on our futureHR/Payroll system, processes or services (e .g ., morecompetitive labor markets, regulatory changes, etc .)?

2. Describe the two or three most important changes you wouldlike to see this project introduce to how our HR/Payroll

processes work (e .g ., self service in particular areas, moredecentralized authority for processing particular transactions,automated workflow, etc )?

3. What are the most important analytical/ reporting capabilitiesthat this project should help us gain?

4. What are the most significant benefits that this project shoulddeliver to individual faculty and staff?

5. What are the three most important capabilities we should lookfor in a new HR/Payroll system?

Focus Group Discussion Questions

HR Payroll Systems Replacement Presentation 06 02 08

Documents

Transcript of HR Payroll Systems Replacement Presentation 06 02 08