Mgmt 1

Project train Template GenRays HRIS System Project Charter GenRays 3/1/2012 Table of Contents Project Title excogitation Description Objective Success Criteria or Expected Benefits Funding major Deliverables Acceptance Criteria Milestone Schedule cheering Requirements Project Manager permit by Project Title GenRays HRIS System Purpose Based upon stakeholder interviews the use for the HRIS dust is to improve productivity, improve communication with strength employees, improve enlisting of qualified candidates, improve payroll efficacy swear outes, and improve overall(a) homosexual Resource processes.Description The HRIS nominate will provide a significant advertize to the overall human resources and payroll processes. By providing an automated online trunk for applications, potential candidates for positions whitethorn easily monitor the application process. In addition to this benefit, the updated employee infobase could be used to automatically fill out electronic for ms and allow integrating of multiple enhancements such as a leave establishment, employee raising c are, info reporting capabilities and employee monitored career paths. ObjectiveWe will range with the Information Technology, Human Resources, and payroll departments to determine the best product that meets the needs of all units involved. By reviewing the useable dissolving agents and determining the overall expectations of the comp whatsoever as a whole, we may tell apart a event that provides for the expectations of those units. After the selection process we will work with the same units to configure the HRIS solution specifically for GenRays and the track the outcomes of the implementation. Success Criteria or Expected BenefitsImplementation of the HRIS System will address the following expectations add a career track for existing employees Increase payroll process efficiency and productivity Provide an online application solution with trailing capability Provide more transparency in hiring Provide enhanced review of vocation applicant credentials Process payroll automatically Process outgo reports automatically Enhance recruiting capabilities Improve productivity in relation to electronic forms Reduction of data entry error for payroll Provide a standard instruction execution review system while reducing paperwork blend performance reviews with a standard compensation schedule Provide a standard position control system Integrate performance reviews with grooming to evaluate reading outcomes Provide a leave management system Provide an enhanced employee communication system Reduce overall quash of database systems managed Funding The funding for the HRIS throw away should be address by the VP of Finance. Generally, because the put up supports that area most directly, the project ost should be assumed by that unit. It is potential that the CEO may be willing to fully fund the project due to his interest level. It is also possible that the project may be jointly funded with several units providing funding for their area of interest. For example, the HR unit may elect to absorb the cost of the HRIS system software license and associated national personnel demandd for the project. Moreover, the IT unit may absorb the cost of the database migration and any human not bad(p) associated with the migration. Major Deliverables Selection of HRIS software system Development of forecasted and estimated figure Implementation of HRIS Software into test environs Implementation of career bring in configuration Implementation of payroll automation Implementation of online applications Implementation of performance review system Implementation of employee communication system Implementation of data outline and reporting capabilities Implementation of HRIS Software in production surround Migration of existing data into database Acceptance Criteria Selection of HRIS Software oReview of proposals and features of software.Selecti on by project stakeholders including CEO, VP Finance, VP Marketing, IT Director, HR Director, VP Manufacturing and Plant Managers. Development of forecasted and estimated cipher oReview of proposals, human capital and budget allotments for procurement. Involving project stakeholders including CEO, VP Finance, VP Marketing, IT Director, HR Director, VP Manufacturing and Plant Managers. Implementation of HRIS Software into test environment oImplementation of Software by solution provider and IT unit. Implementation of career tracking configuration Configuration, readiness and examination by HR and IT. Implementation of payroll automation oConfiguration, cookery and interrogatory by Accounting (payroll) and IT. Implementation of online applications oConfiguration, training and testing by HR, Marketing and IT. Implementation of performance review system oConfiguration, training and testing by HR and IT. Implementation of employee communication system oConfiguration, training and tes ting by HR and IT. Implementation of data analysis and reporting capabilities oConfiguration, training and testing by HR and IT. Implementation of HRIS Software in production environment o Implementation of Software by solution provider and IT unit. Migration of existing data into database oImplementation of Software by solution provider and IT unit. Milestone Schedule Selection of HRIS Software oReview of proposals and features of software. Selection by project stakeholders including CEO, VP Finance, VP Marketing, IT Director, HR Director, VP Manufacturing and Plant Managers. Development of forecasted and estimated budget oReview of proposals, human capital and budget allotments for procurement.Involving project stakeholders including CEO, VP Finance, VP Marketing, IT Director, HR Director, VP Manufacturing and Plant Managers. Milestone 1 (Selection and Budgeting February 1, 2013) thanksgivings by CEO, VP Finance, VP Marketing, IT Director, HR Director, VP Manufacturing and Plan t Managers for HRIS selection and budget. From this point procurement of the HRIS solution and management of procurement begins. Implementation of HRIS Software into test environment oImplementation of Software by solution provider and IT unit. Implementation of career tracking configuration Configuration, training and testing by HR and IT. Implementation of payroll automation oConfiguration, training and testing by Accounting (payroll) and IT. Implementation of online applications oConfiguration, training and testing by HR, Marketing and IT. Implementation of performance review system oConfiguration, training and testing by HR and IT. Implementation of employee communication system oConfiguration, training and testing by HR and IT. Implementation of data analysis and reporting capabilities oConfiguration, training and testing by HR and IT.Milestone 2 (Configuration and Testing August 15, 2013) Approval to move into the production environment after confirming configuration and ex pectations to be completed by CEO, VP Finance, VP Marketing, IT Director, HR Director, VP Manufacturing and Plant Managers. Implementation of HRIS Software in production environment o Implementation of Software by solution provider and IT unit. Migration of existing data into database oImplementation of Software by solution provider and IT unit.Milestone 3 (Training October 1, 2013) Delivery of training to all employees utilizing the system. Milestone 34(Go Live October 15, 2013) Approval by IT unit that all features function correctly and are evidence for quality. Approval Requirements Overall the assigned portions of the project need to be canonical by the individual units as identified in the acceptance criteria section. Because individuals from the stakeholder areas are responsible for assisting in the configuration and training portions of the project these areas will require commendations as they are completed.In addition, the overall project will require sign-off from all stakeholders in order to verify that expectations are met and we may implement into a production environment. In relation to change, a change management process will be put in place with direct approval coming from the Project Manager. The project manager will work to ascertain that the expectations are reasonable, adhere to the scope, and are a technical feature of the selected HRIS solution. in one case the project reaches the closing phase a final approval is necessary from the President and CEO indicating project completion. Project Manager Dara S. Fann Authorized by Date