Task centric process for utilizing an independent consultant…

Most service providers and their clients hire consultants to perform a specific or a group of specific task(s)… once done, the consultant is set free and it is off to another set of tasks somewhere else…

This approach, while practical, leaves many dynamics that provide a high amount of leverage within your HRIS project untapped… dynamics that can improve the performance of your project, effectively reduce your ROI as well as promote a healthy set of processes that can efficiently provide long-term effects … The biggest short-term effect is the reduction of the pain involved with any implementation…

A different approach through alliances…

Instead of the “I-have-a-task/I-need-a-resource” focus, CGServices USA Inc offers an approach that has for more than 19 years has proven to be highly effective and very efficient approach… By creating an alliance between the service provider such as ADP, PeopleSoft, Kronos and their client, the pain involved in implementing an HRIS system is greatly reduce (notice I never said it goes away entirely ).

Immediate macro benefits

By focusing on the needs of both the service provider and the client simultaneously, several factors come into play…

• Issues that arise with any HRIS implementation are channeled through one resource instead of several…
• Client perspective is kept in focus when addressing the service provider and the service provider’s perspective is kept in focus when address the client…
• Services become client centric instead of task orientated…

Domino effect of the immediate benefits

Creating this alliance allows CGServices to act as the go-between with the following benefits -

• system and project familiarities provide faster turn-around on many if not all tasks for both the client and the service provider…
• conflicts of interests of both the client and the service provider are protected as they can be incorporated in my statement of work…
• non-critical, non-priority items in the project can be addressed after the project has been completed, thereby decreasing the timeline of the implementation…
• the service provider is free to focus on their own set of tasks and can have confidence that the data and information they receive will be from an experienced resource…
• the client is free to focus on their own set of tasks and will build their confidence in handling and managing the system as well as their own data as they have a dedicated and experienced resource…

This approach is especially effective with multi-line and /or multi-service provider projects.  This approach effectively creates a client executive sponsor for your project.

What can I do for you ?

For both ADP and PeopleSoft systems, all modules are addressed: HR, Payroll, benefits, compensation, time and attendance, applicant tracking…  I also have extensive experience with both the Autopay and Autolink features. Working closely with the project managers on both sides – provider and client – allows me to leverage my skills to the interests of both, and to provide a better ROI on the system(s) being installed.   Most of my experienced has been gained through multi-line, multi-product projects.

Though the preference is to be managing the tasks and guiding others with their assignments, there are times that it becomes necessary to roll-up my sleeves and assist where I can, particularly if there is a very challenging task at hand.  This allows me to provide a service that will keep the project timeline and the budget within forecasts.  My skill sets include many of the facets needed to implement the system except for the hardcore programming.  By avoiding the hardcore programming, my energies and attention can be kept within the scope of the project instead of within a task that will pull my attention and energies away from the overall project.

In the beginning of an assignment, many times both the provider and the client need to be brought onto the same page as both are believing they understand the other (or not)- only to find out just before or after a major deliverables is made it is discovered that this was not the case.   This hugely impacts the project timeline as well as the budget.  As a result, most projects will require a needs assessment up front to protect the interests of both the provider and the client.  This needs assessment is focused not only the project but it includes recommendations for avoidable courses of action as well as possible gaps not seen by the provider nor the client.  It also provides leverage for conflicts of issues that both the provider and the client want to avoid – if something arises that is a conflict of issue for either, it can usually be shifted to my desk and addressed during or after the project without sacrificing much needed time and energy to keep the project intact.

Also, change management, compliance, economics, business processes, business requirements and gap analysis are constantly monitored and brought to review when the project path comes into conflict with the desired results.  Many clients are going through a lot of activity in a short amount of time – and many for the first time or have done so a long time ago.  My experience with these activities as a means of work provides a honed set of skills than can accommodate many needs both the provider and the client can utilize.  You can see my clients recommendations by clicking here.

For the last 10 years, my role as a Client Executive Sponsor (CES) provides my clients with an experienced oversight resource. As a CES, functional and technical know-how as well as SDLC, SLMC and project experience are brought to the same table. Instead of focusing one system, a CES focuses on the impacts and affects an implementation will have on all the systems in the HRIS environment. As such, a CES provides the knowledge and experience to work through or avoid system issues that can result from implementing multi-provider (such as ADP and PeopleSoft) as well as multi-line systems (2 or more products from the same provider). My role as CES expedites the implementation project by identifying what items can be addressed after a system has been placed into production and providing guidance where conflicts can occur, thereby providing an on-time and on-budget implementation. Finally, many of the postponed items are then serviced during the post-implementation phase.

As a CES, my role is both hands-on and managerial; this experience includes…

• More than 19 years’ project planning, implementation and post-implementation experience with HRIS, HRMS, HCM and HR technology systems in various lead roles (functional, technical, sponsor)
• Full experience with SDLC & SLCM for HR technology systems
• Multiple RDBMS and web-based (ASP) experiences with Kronos, ADP, PeopleSoft, Microsoft Access
• Business intelligence experience with PeopleTools, ReportSmith, MS Access, MS Excel, VBA, SQLplus and SQL
• Requirements development, business process analysis, documentation and process design; design specifications, update and write requirements
• Custom programs created for system integration, interfaces and business intelligence using Microsoft and Microsoft Office applications

Role versatility (performing 2 or more roles simultaneously)…

Client Executive Sponsor	HRIS Systems Analysis	HRIS Manager
Project Lead	Business Analysis	Tester
Functional Team Lead	Compliance	Trainer
Technical Team Lead

Hands-on and CES system implementations experience include…

ADP Enterprise HRMS	PeopleSoft HRMS	Microsoft Access
ADP Enterprise eTIME	Kronos Workforce Central	ReportSmith
ADP Writer	ADP ReportSmith	SQL / HTML
Microsoft Office applications	Multi-provider implementations	Multi-line implementations

• Working knowledge of Full Project and Systems Development Life Cycle for HRMS
• Extensive experience as an ADP Enterprise, ADP Enterprise eTIME and PeopleSoft Functional/Technical Manager as well as a HRIS Manager…
  • liaison and leader of functional and IT personnel performing PeopleSoft administration, development and production support
  • fit/gap analysis, business process design, data analysis, data configurations, data conversions, business process design and requirements
  • scope assessment
  • development of formal test plans and execution
  • application set-up/configurations, and mapping/modeling structures for business applications and reporting
  • SMB and Enterprise payroll and system conversions, implementations, integrations & upgrades for…
    • PeopleSoft (7.5 to 8.0; 8.0 to 8.3; 8.3 to 8.8)
    • ADP Payroll (PCPW v4 to v5; EHRMS v2 to v3, v3 to v4)
    • ADP eTIME / Kronos WFC (v2 to v3, v3 to v4, v4 to v5)
• Addressing issues unique to multiple system environments
  • ADP-to-ADP (PCPW v4, v5; EHRMS v2, v3, v4)
  • PeopleSoft-to-ADP
  • ADP-to-PeopleSoft
  • ADP Enterprise eTIME v3, v4, v5
  • Kronos Work Force Central v3, v4, v5
• BUSINESS INTELLIGENCE
  • ReportSmith v3, v4
  • PeopleTools (8.21, 8.45, 8.46)
  • MS Access 97-2007
  • SQL, macro and VBA programming
• COMPLIANCE
  • change management
  • version control
  • compliance - Sarbanes-Oxley and SAS70
• LEADERSHIP
  • effective and efficient management of several project teams ranging from 3 to 13 team members for both functional and technical
  • develop and manage collaboration among team members - lead, facilitate and organize
  • provide RFI and RFP support and guidance during project initial stages
  • perform Needs Assessment interviews to develop Scope of Work, Project Timeline and Project Plan
  • provided assistance with project expectations, goals, allocations, budgets and deliverables
  • utilized fit/gap sessions with focus groups to define, manage and execute management of system implementation as well as provide change management options
  • oversaw resource constraint management to follow budgets and strategies
  • provided guidance for compliance and change management (Sarbanes-Oxley and SAS70), testing, review of and approval of test scripts, training, documentation, database management, data modeling
  • utilized lessons learned and education transfer methodology for challenging and unexpected situations
  • setup and established post-implementation support and guidance to follow fit/gap recommendations and transfer of knowledge
  • review, develop and build project plans for acquisitions and mergers during payroll conversion and implementation phases
  • provide weekly project status and milestone reports for senior management
  • provide updates among the technical, functional and business areas

• PROJECT GUIDANCE
• Collect information for and develop needs assessment
• Developed and drafted Statement of Work
• Developed and created project plans
• BEST PRACTICES
• COMPLIANCE (Sarbanes-Oxley, SAS 70)
• Working knowledge of BOTH PeopleSoft and ADP HR, Payroll, Benefits, Timekeeping and Compensation systems in conversions, upgrades, implementations and post-implementations from the legacy system to PS and/or ADP.
• Implementation team support for converting legacy system to PeopleSoft and/or ADP Payroll, HR, using industry best practices, as part of the Enterprise Deployment program.
• Assignments included implementing both ADP as well as PeopleSoft HR, Payroll, Benefits, Timekeeping and Compensation systems using industry best practices, as part of the Enterprise Deployment program.
• Development of the business requirements and documentation for the Enterprise Design and configuration of HR, Payroll, Benefits, Timekeeping and Compensation systems.
• Configuration of systems to meet the Enterprise Design Standards and legislative specific requirements.
• Worked closely with the HR and payroll communities to communicate the impact of the EDP project (transition plans, communication plans, training plans)
• Assisted in the business readiness assessment and development of project plans.
• Managed data cleansing.
• Mentored and educated users.
• Assisted with quality assurance testing.
• Supported operations transition.
• Collaborates with external partners, functional areas and functional/technical peers to achieve resolution of issues in a timely manner.
• Very strong ability to manage workload and achieve results with minimal supervision.

• ENVIRONMENT SETUP
• interfaces, functional specs, technical specs
• multiple-system environments
• PROJECT LEAD
• providing solutions to problematic operations and system issues
• TECHNICAL WRITING
• Specs – both functional & technical
• User Manuals, User Guides, Technical Guides
• requirements, installation, troubleshooting payroll software
• operations, system and business processes
• TECHNICAL LEAD
• conversion strategies, data integrity issues
• data mapping, interface functional specs
• data file validation
• SYSTEMS ANALYSIS
• setup and data mapping of tables
• mapping, coordination of initial and sequential data loads
• data testing; population and integrity tests of all tables
• BUSINESS ANALYSIS
• redesign business processes
• provide full process work flow designing of implemented system
• develop new business processes and work flows
• INTEGRITY
• data mapping, testing, data flow
• EE profile comparisons between or among databases
• FIT/GAP, BUSINESS PROCESSES, DATA FLOW ANALYSIS
• application integration with 3rd party systems
• custom applications to provide gap resolutions
• DATA RETRIEVAL
• data warehousing
• single-point reporting for multi-system HRIS environments
• HRIS BUSINESS INTELLIGENCE
• Dashboards
• report management and data retrieval for hris and accounting
• TESTING
• static and dynamic testing throughout all systems
• covered all four stages of implementation
• UAT, SIT
• TRAINING
• drafting and designing materials for classroom
• instructing classroom sessions

Custom database applications and systems designed and built to retrieve years of historical information as well as to streamline interface data flow.  Data is retrieved from legacy system, warehoused in custom application and/or exported for other systems.  Also have created custom applications and systems to collect data from other systems for collective import into ADP or PeopleSoft systems.  Examples of custom apps and systems...

• EVA Bonus Calc and Statement system
• Time and Labor 2-way Interface for payroll systems
• Core table updates for Timekeeping system
• W-2C generator
• Earnings Distribution Report
• Financial Data Warehouse (data collected from multiple systems for reporting
  as well as for data processing in payroll).
• Financial Data Reporting system - data collected from ADP and PeopleSoft HCM
  and Financial systems for global reporting by various corporate departments
  as well as to generate files for importing data into Oracle and PeopleSoft Financial systems.

Data integration applications designed and created by combining HRIS systems with Microsoft Office.  Assists with district and regional reporting, communications, training, documentation, and helpdesk assistance. Most clients have experienced a cost savings in the range of $50,000 to more than $500,000 (depending on the size of the company) when compared to individual system data retrieval and communication methods.

As opposed to focusing on the technical and/or functional aspects of one system within the HRIS environment my business model focuses on the functionality and technical aspects of the entire HRIS environment.  Of course, services that focus on one particular system are provided if so desired.  Focus of all work revolves around economics, compliance and best practices.

I am a registered member of the Microsoft Partner Program and in the process of attaining Microsoft Certified Partner status.