ERP PeopleSoft Consulting

What are the questions you might ask when starting a 9.1 implementation for Core HR? Everyone has a questionaire stuffed away somewhere that was used in a former project. Some of us have several. In the next few posts, I will provide some of the initial questions I use when trying to get some high level information from my clients. Please feel free to comment and add your ideas as that is what makes this site valuable. Contributions that are longer than comments may be submitted for consideration. Though these questions are pertinent to a PeopleSoft Implementation, many could be used for other applications as well.

What might be some of the over arching questions that must be asked at the beginning of an implementation and what are some of the things you want your project team thinking about as they start on their adventure into implementation? Certainly a knowledge of the organizational structure is critical to understanding how the system might support the organization. Also, this is a time for looking hard at the organizational structure to envision where changes might make it more effective or integrated.

In terms of process your team members must have the ability to conceptualize and verbalize what they envision as the future state. Who will be doing what in the new process, what are the roles going to look like as the organization moves into the future? Where are the boundaries in the process? Is there a boundary between recruitment and workforce administration? Are they different systems which would require an interface? Where do processes begin and end?
What are the pre and post conditions? For example, after a termination there are actions that must be taken such as Cobra communication. This would be a post condition of the termination process.
Finally what are the business rules that must be followed in the process and are there any government regulations that will impact the way the process is implemented?

Wow, that seems like a lot of information and yet it is only a small part of the information that you must gather during project initiation.

What might be some Points of Discussion that you want your team to consider?
Investigate their pain points in the current process and how they might want to change that going forward? On every project there are pain points in the process such as dual data entry, manual processes, hand delivery rather than electronic. I am sure you can add to this list.
Are there points in the process that could be eliminated? Would automated workflow improve the efficiency of the process? If so, how and where would workflow be critical?

Are there manual processes that you would like to have supported by the system? Again, analyzing the process often uncovers areas that are still being especially where there are hand offs in the process or boundaries to cross.

Finally, what changes are most frightening in the organization? Uncover the areas of fear and trepidation and communicate the value of the new system. Enlist change agents to carry the positive message forward to the entire organization. Where are the pockets of resistance most apparent?

These are just a few of the overarching questions and concerns at the beginning of an implementation. In future blogs, discussion will center on the questions you might use in your initial questionaires.

Please comment and contribute as we all can benefit from the insight of others.

This entry was posted on Wednesday, June 9th, 2010 at 4:15 pm and is filed under Consultants, Implementation, People Soft 9.1 HCM, PeopleSoft Finance, PeopleSoft HCM, Project Management, Project Planning, Questions, Training, Training and Development, Uncategorized.You can follow any responses to this entry through the RSS 2.0 feed. You can leave a response, or trackback from your own site.