You’ve implemented a new HRIS but was that implementation successful? And how to measure that success? The system may be functioning perfectly and yet be an utter failure.

It’s tempting to go the ‘gut instinct’ route. After all, everything’s working, the sky hasn’t fallen, and it ‘feels’ like a successful conclusion to months of work.

You’ve initiated a recommendation to proceed with researching, evaluating, and selecting a new human resources information system (HRIS). Now senior management needs to know how much to include in the company’s financial budget to put that solution into place next year.

The testing process of your new Human Capital Management (HCM) solution has many benefits, the most obvious being the isolation of any errors within the system that can be identified early on and well before you go live with your new solution.

Within all Human Capital Management (HCM) solution implementations, an integral component to the success of the project is a testing strategy and a detailed work plan to execute its tasks. HCM customers should not trivialize or minimize the importance of their direct involvement in testing the HCM solution at various stages of implementation.

Your Information Technology (I.T.) Department plays a key role in all types of business technology analysis, evaluation, solution selection and implementation projects. Although the functional and process-related components of your new Human Capital Management (HCM) solution may be under the responsibility of Human Resources, the support and guidance of I.T.

After having worked with many clients on the implementation of StarGarden I have observed one common theme over and over again. No matter the type of industry or the size of the organization, many clients were just not prepared for a full scale Payroll/HRIS implementation. I thought that it might be helpful to provide some tips on getting ready for your implementation: