Sherrie Suski provides justification for a new integrated HRIS payroll system.

1. Justification for Integrated
HRIS/Payroll System
Human Resources | April 2018
Justifying a New Integrated
HRIS/Payroll System

2. Understand your Current Platform and Capabilities
• It’s hard to know what you need if you don’t understand what you
have
• Do a deep dive into each of the modules to understand their specific
functionality
• Start to develop a wish list based on deficits in your current systems
• Start your research as there may be functionality available that you
are completely unaware of
Understand your Current Platform and Capabilities

3. Current Platform Capabilities
Automated reminders
Place to maintain
instructional materials and
tools
Can integrated content be
included
Dos system provide links to
learning resources
Learning and
Development
Can handle lump sums as
well as step increases
Includes retroactive pay
calculations
Interfaces with payroll
Automatically calculates
shift differentials and
premiums
Compensation
Customizable core
competencies by function
and level
Provides historical data
Tracks review process
Has a library of core
competencies from which
to choose
Performance
Management
New Hire paperwork is
automated
Notify all areas of
organization of new hire
and needs
Enter new hire prior to start
date and they will not show
up in system or org charts
until after start date
On-boarding
Open and Post
Requisitions
Automated system
responses
Customization of verbiage
Auto interview scheduling
and notification
Applicant Tracking
ATS
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4. Current Platform Capabilities
Perform gross to net
calculations per employee
per check
Allows for unlimited number
of checks per employee per
payroll
All PTO included on checks
Up to 99 direct deposit
accounts
Payroll
Processing
Customizable columns for
display
Can view employee totals
and groups totals as pay is
being entered
Can track costs to pay code
How are unscheduled
payrolls handled
Payroll- Time
Entry
Customizable workflow
Maintains exit interview
information
Automatically cancels
employee benefits at
correct time
Termination checklist and
customizable steps
Termination
OSHA Logs
EEO-1 Reporting
Worker’s Compensation
COBRA letters and tracking
capability
ACA compliance
Compliance
Stores multiple iterations
Is customizable in terms of
the definitions
Has visual depictions of
Potential
Track core competencies
with current and future
positions
Succession
Planning
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5. Understand your Current Platform and Capabilities
• Once you have identified your current system capabilities, you will
want to ensure your new system has at least all of those.
• Start reviewing other systems, what capability do they have that you
would like
• Network with others using the systems you are considering to
understand the features that they feel as the most important
• Look at your pain points and identify what configurations would
resolve them
• It is not unusual for a well thought out RFP to be 50-100 pages in
length
Prepare your RFP

6. Understand your Current Platform and Capabilities
• Identify your top 3 vendors and send out your RFP
• Focus on size of company
• Number of employees
• Unique needs- like a global workforce
• Allow at least one month for vendors to return the RFP
• Set up a meeting to ask questions
• Schedule 2-3 meetings to view the demo and break it down into
modules
• Select your top 1 or 2 and continue the vetting process
Vetting process

7. Understand your Current Platform and Capabilities
• Hire a project manager to assist with the implementation. Very few
HR departments have the resources internally to be able to handle
this themselves
• Give yourself 2x the time you think you need. Something always goes
wrong
• Consider implementing one module at a time and not trying to
implement your entire suite all at once
• Be willing to run dual systems for 1-3 months until you know that
carrier feeds and especially payroll is working correctly
Implementation