MND Association - Head of HR Peter Reeve, Presentation at the CIPD HR Software Show.
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Peter Reeve and Eve Adu-Bofour, both work for the Motor Neurone Disease [MND] Association. We had the pleasure of welcoming them along to the CIPD HR Software Show, to speaka about their journey of procuring and implementing their HR Software.
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MND Association - Head of HR Peter Reeve, Presentation at the CIPD HR Software Show.
- 1. Prepare, prepare and then prepare for the unexpected... Peter Reeve Eve Adu-Bofour Head of HR HR Business Partner
- 2. Prepare, prepare and then prepare for the unexpected... Peter Reeve Eve Adu-Bofour Head of HR HR Business Partner
- 3. 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?
- 4. Who are we?
- 5. The HR Team In 2014 Head of HR - Peter Reeve 1.5 HR Business Partners – Eve Adu-Bofour Training coordinator Administrator
- 6. 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
- 7. 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!
- 8. How we made the decision? Learning experience so deliberately ‘over-engineered’ the process: •Invitation to tender •Supplier presentations and interviews •Reference sites •Decision
- 9. 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
- 10. 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
- 11. 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
- 12. 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/desirable Process 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.
- 13. 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
- 14. 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’
- 15. Any Questions?