HUMAN RESOURCES INFORMATION SYSTEMS (HRIS ... - CCIM

HUMAN RESOURCES INFORMATION SYSTEMS (HRIS) PROJECT IMPLEMENTATION PROCESS
HRIS project implementation is a seven-step process based on:
Respect for busy timelines, resource constraints and competing priorities
The HRIS team works with the organization to develop an implementation schedule. If required, the HRIS
team visits the organization to assist in collecting, validating and configuring information.
Building partnerships
The HRIS project team works collaboratively and strives to build successful relationships with organizations.
The implementation process requires input, data exchange and commitment from both parties.
Flexibility to cater to specific organization requirements
The HRIS project team is flexible and open to adjusting the implementation process to work with specific
organizational requirements and/or situations. The HRIS project team and the organization drive the plan
and activities.
Steps to a Successful HRIS Implementation:
Step
1
INTRODUCTION
Step
2
KICK‐OFF CALL
The process for collecting and
agreeing on business information
begins and continues until the
organization’s database is fully
configured.
The HRIS project team and the
organization hold a conference
call to discuss the implementation,
high-level requirements and any
constraints or unique
circumstances the organization
faces.
Step
3
REQUIREMENTS GATHERING
Step
4
TRAINING
A starter kit with the responses
from the kick-off call is sent to the
organization. The HRIS project
team may visit the organization to
minimize possible scheduling and
resource challenges.
During the requirementsgathering
phase, the
organization attends core HR
and Payroll training (see Training
Info Sheet for more information).

Step
5
DATABASE ACCESS and
CONFIGURATION
The organization is granted access
to a database that the HRIS project
team has configured with the
organization’s requirements. This
database is eventually replaced
with the organization’s tailored
database.
Step
6
TESTING
The organization’s database is
thoroughly tested; a payroll run is
simulated and formal user
acceptance testing begins. During
this phase, the organization
performs one (or more) formal
parallel run(s) to validate its
business requirements and
calculations.
Step
7
“GO LIVE “
After satisfactory completion of
the parallel run, the organization
confirms the “go live” date. This
effectively defines the successful
pay-run of the organization.
Post “Go Live” Support:
Full post-production support is available for all organizations after they “go live.”
What Participants
Say
“Patient, wonderful team…thorough…efforts appreciated...looking forward to
working with the team.” — Minto Counselling Centre
“Support is incredible. I have never been involved with any kind of software where
the support and commitment at year-end is what it is. They are very committed and
concerned that your problems are resolved." — Lambton Elderly Outreach Inc.
For more information
Contact your HRIS Support Centre for more information:
Community Support Services organizations:
css.hris@ccim.on.ca; (877) 706-8094 (Toll Free)
Community Mental Health & Addictions organizations:
cmh_a.hris@ccim.on.ca; (877) 706-8095 (Toll Free}
CCIM website: www.ccim.on.ca