Mgmt 1

Project consume Template GenRays HRIS System Project Charter GenRays 3/1/2012 Table of Contents Project Title Purpose Description Objective supremacy Criteria or Expected Benefits Funding Major Deliverables Acceptance Criteria Milestone Schedule Approval Requirements Project jitney Authorized by Project Title GenRays HRIS System Purpose Based upon stakeholder interviews the purpose for the HRIS system is to modify productivity, cleanse confabulation with potential employees, improve recruitment of qualified candidates, improve payroll efficiency processes, and improve boilersuit Human Resource processes.Description The HRIS go through impart provide a significant boost to the over wholly human resources and payroll processes. By providing an automated online system for covers, potential candidates for positions may easily monitor the application process. In addition to this benefit, the updated employee database could be used to automatically fill out electronic forms and al low desegregation of multiple enhancements such as a leave system, employee readiness management, data coverage capabilities and employee monitored go paths. ObjectiveWe impart work with the Information Technology, Human Resources, and Payroll departments to determine the best product that meets the needs of all wholes involved. By reviewing the available answers and determining the overall expectations of the company as a whole, we may select a resolving that provides for the expectations of those units. After the selection process we will work with the same units to configure the HRIS declaration specifically for GenRays and the scotch the outcomes of the implementation. Success Criteria or Expected Benefits execution of instrument of the HRIS System will address the following expectations rear a career track for animate employees Increase payroll process efficiency and productivity submit an online application solution with tracking capability Provide more transparenc y in hiring Provide enhanced review of concern applicant credentials Process payroll automatically Process expense reports automatically Enhance recruiting capabilities better productivity in relation to electronic forms Reduction of data entry error for payroll Provide a standard performance review system while reducing paperwork commingle performance reviews with a standard compensation schedule Provide a standard position control system Integrate performance reviews with homework to evaluate training outcomes Provide a leave management system Provide an enhanced employee communication system Reduce overall number of database systems managed Funding The funding for the HRIS project should be address by the VP of Finance. Generally, because the project supports that area most directly, the project ost should be assumed by that unit. It is realistic that the CEO may be willing to fully fund the project due to his interest level. It is to a fault possible that the project may be j ointly 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 internal personnel compulsory for the project. Moreover, the IT unit may absorb the cost of the database migration and any human capital associated with the migration. Major Deliverables filling of HRIS software package training of forecasted and estimated budget death penalty of HRIS computer software into ravel environs writ of execution of career tracking phase Implementation of payroll automation Implementation of online applications Implementation of performance review system Implementation of employee communication system Implementation of data analysis and reporting capabilities Implementation of HRIS Software in deed environment Migration of existing data into database Acceptance Criteria Selection of HRIS Software oReview of proposals and features of software.Selection by project st akeholders 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 procural. 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 supplier 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 story (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. 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) Approvals by CEO, VP Finance, VP Marketing, IT Director, HR Director, VP Manufacturing and Plant 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 expectations to be completed by CEO, VP Fin ance, 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 cognizant for quality. Approval Requirements Overall the assigned portions of the project need to be approved 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 approvals as they are completed.In addition, the overall project will require sign-off from all stakeholders in redact to verify that expe ctations are met and we may implement into a production environment. In relation to exchange, a change management process will be put in place with direct approval overture from the Project Manager. The project manager will work to ensure that the expectations are reasonable, adhere to the scope, and are a technical feature of the selected HRIS solution. Once the project reaches the closing phase a final approval is ask from the President and CEO indicating project completion. Project Manager Dara S. Fann Authorized by Date