WFA Implementation Readiness Checklist



INFORMATION NEEDED FOR Workforce Analytics and PlanningPROJECT KICK-OFFclient name:please return by:items neededIT IS POSSIBLE TO IMPLEMENT THE WORKFORCE ANALYTICS MODULE, THE WORKFORCE PLANNING MODULE, OR BOTH. IN ADDITION TO THE CORE PRODUCT, CUSTOMERS May ALSO CHOOSE additional METRICS PACKS TO IMPLEMENT. METRICS PACKS LOGICALLY GROUP DATA TO GENERATE RELATED STANDARD MEASURES AND REPORTING BREAKDOWNS. PLEASE BE FAMILIAR WITH THE METRICS OUTLINED IN THE STANDARD METRICS PACKS DOCUMENTATION. IF CUSTOM METRICS ARE REQUIRED BUT ARE NOT OUTLINED IN ANY OF THE METRICS PACKS DEFINITIONS, ADDITIONAL DETAILED SCOPING WILL BE REQUIRED. NOTE THAT THE FOUNDATION (COMPULSORY) METRICS PACK IS CORE WORKFORCE AND MOBILITY FOR WORKFORCE ANALYTICS AND/OR WORKFORCE PLANNING METRICS PACK FOR WORKFORCE PLANNING.Before the SuccessFactors Professional Services team can begin implementing Workforce Analytics and Planning the team will need access to the following-- Client contact informationMetrics Packs RequirementsReview Metrics pack MeasuresOrganisation People StrategyIdentify current organisational reportingDedicated resourcesIdentify organisational MythsIdentify quick winsMetrics Pack OrderPrimary Data Questionnaire (Core Workforce and Mobility)Client contact informationROlenameemailphone numberProject Sponsor (required)Project Manager/Day-to-day Contact during Implementation (required)Functional HR Specialist / Define required metrics (required)Technical Specialist / Define data sourcing and logic (required)Metrics Packs RequirementsPlease Identfy the Metrics Packs required for implementationMetrics PackIncluded?Details of Data SourcesCore Workforce & Mobility and/or Workforce PlanningYPlease provide more detail in following sectionAbsence Management Career and DevelopmentCompensation Planning Employee RelationsFinance Management Goals Management Health and Safety HR Delivery Leave AccrualPayroll and BenefitsPerformance Management Recruiting Succession Management Survey Talent Flow AnalyticsLearning ManagementMetric DefinitionsPlease review the Metrics Pack Documents in detail and identify any Metrics in which the definition is not applicable for <customer>. Articulate the <customer> definition of any such anisation/People StrategyLocate and collate <customer> documentation that describes the organisation and people strategy, goals and objectives.Current Organisational ReportingLocate and collate any/all current reports distributed within <customer> and identify the frequency and distribution of these reports in a summary table.?????Report Role Access & DeliveryREPORT NAMEDELIVERY FREQ.UPDATE FREQ.DELIVERY METHODOVERVIEW / NOTES / PROGRESSHRTEAMEXECUTIVELINE MANAGEROTHER OVERVIEW REPORTS??????????????????????????? Issue Focus Reports???????????????????????????Dedicated ResourcesAre there currently dedicated resources for workforce analytics? Do you separate the creation of operational, list based reports from workforce analytics?Organisational Myths Identify any organisational myths or hypotheses – e.g. “we have high turnover’ ; “we have low absenteeism”.Myth/HypothesisDetailsIdentify Quick WinsIdentify any quick wins that could be leveraged to demonstrate the value of the Workforce Analytics tool and to accelerate to uptake in tool usage – e.g.automatic refresh of standard reports and automated distribution will save X number of analyst daysMetrics Pack OrderThe implementation of multiple Metrics Packs will be done in Phases, therefore please list them in priority order (excluding Core Workforce & Mobility and/or Workforce Planning as by default this will be implemented first).1. Core Workforce and Mobility2.3.Review Primary Data QuestionnaireThe questionnaire is completed during the early stages of the project, however it is important to begin looking at the questionnaire as some information may require additional time to gather. Below is basic system questions that should be answered before the implementation begins. The comprehensive Primary Data Questionnaire should be supplied before the project kickoff meeting to allow enough time to review for questions.The purpose of the Data Questionnaire document is to gather information to enable the development of a data specification document that will form the framework around which the client’s site will be built. A separate questionnaire will be provided for each of the modules to be initially implemented on the site. The questions throughout the questionnaire will focus on detailed information about data sourcing and specific rules that may be applicable for various topics and data elements, as well as general information about HRIS and reporting requirements. Each data source provided will contribute towards populating different parts of the SuccessFactors website. The information provided will be used to create a member-specific data specification document. TOPICQUESTION / COMMENTSRESPONSE / COMMENTSGeneral??System and VersionConfirm system, version and DB where data is held.?Are there plans to upgrade/convert your HRIS system??If so, what is the timeline?Brower VersionConfirm browser type, version that will be used to view the website.?Years of HistoryHow many years of history data is held in the system.?Reporting PeriodsDoes the organisation want to report based on Calendar Year periods or Fiscal Year periods??If Fiscal Year is preferred, what is the start date of the Fiscal Year??Headcount NumbersWhat is the approximate number of current employees??Roles and ResponsibilitiesOnce the project begins there are a number of roles required from <customer> to ensure the successful implementation of WFA/P. An individual may fill more than one role within the project depending on availability and organizational arrangements. Please start thinking about who might fill the roles outlined below. Role of the Executive SponsorThe Executive Sponsor is the primary executive advocate for the human capital measurement capability at <customer>. While the Executive Sponsor may not be involved in the day to day project management over the course of the year, his/her engagement and sponsorship will be critical to the successful implementation of the dashboard among the user population. Overall responsibilities of an Executive Sponsor include:Establishing overarching goals and expectations for the projectServing as the executive champion of the measurement capability and dashboard adoption within the companySelecting a Project Manager and, as appropriate, a Technical LeadMarshalling internal resources for dashboard implementation and adoption, as neededAttending membership-wide meetings and onsite company meetingsWorking with the SuccessFactors team periodically to ensure a shared understanding of goals, expectations, and project progressRole of the Project ManagerTwo Project Manager roles are defined below. While these two roles can be performed by the same person, it is important to recognize the differing skill sets.The Project Manager is the person within the organization who is responsible for the ongoing progress of the organization’s human capital measurement capabilities within Infohrm. The Project Manager may wish to discuss the definition of the role with the Executive Sponsor, however, the typical responsibilities of a Project Manager follow.Project Manager – Technical ImplementationWorking with the SuccessFactors team to ensure project progressCoordinating with the designated Technical Lead and other internal resources to ensure project progressParticipating in regular project status callsReporting on project progress to the Executive Sponsor and other internal stakeholdersProviding sign-off for implementation deliverablesSetting priorities for the publication of additional data sourcesAttending membership-wide meetings and onsite company meetingsProject Manager – Change ManagementDefine a rollout strategy and implementation planManaging completion of steps in the rollout implementation planChampioning dashboards among key audiencesServing as the main contact and coordinator for onsite meetings onsite at the organizationManaging onsite logistics of SuccessFactors delivered trainingBuilding organization specific training supplementsMonitoring skill development of defined dashboard audienceServing as a Power Users single point of contact with WFA/PChampioning interventions / action plans designed with data from the dashboardRole of the Technical LeadThe Technical Lead serves as the primary resource for workforce data acquisition and transfer activities because of his/her expertise in the organization’s HR information system. The Technical Lead may want to discuss with the Project Manager what the role will include in relation with other technical activities such as verification and additional data acquisition. Organizations handle the allocation of these responsibilities in a variety of ways depending on individuals’ availability and expertise. Typical responsibilities of a Technical Lead include:Working with the Project Manager to establish project roles and ensure project progressCoordinating with SuccessFactors staff to establish shared understanding of company systems and technical contextManaging the extraction, encryption, and transfer of workforce data sent to SuccessFactors, and of other data as appropriateRunning internal reports to support data verification efforts and participate in the verification diagnosis process, as appropriatePartnering with SuccessFactors to identify and resolve underlying reasons for discrepancies uncovered during verification or initial publicationIdentifying any systems changes or issues that may impact dashboard creation, adoption, and refreshFunctional Specialist leadThe Functional Specialist Lead serves as the primary resource for understanding current HR business processes within the organization and how this can be improved through WFA/P. Their knowledge of HR business process are essential to making sure the analytical requirements are met through the implementation of the WFA/P tool. The Functional Specialist will liaise closely with the Change Management Project Manager to ensure the WFA/P tool is successfully rolled out within the organisation. Typical responsibilities of a Functional Specialist Lead include:Analysing the metrics pack to identify any gaps in required reportingInterpreting the source data and communicating to the project teamPartner with SuccessFactors to identify and document the business logic to be implementedUnderstanding of HR business processes (ie. Performance/Sucession Management, Payroll, Recruitment)Data verification and user testingIdentifying existing reports being produced within the organisation that can be reproduced using the WFA/P toolUtilisation of the tool once WFA Go-Live ................
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