HR Software: Ultimate Software
Products Implemented: HCM (HR Core),Recruiting / Onboarding,Payroll
Company Size: 0 – 1,000 Employees / Industry: Finance / Banking / Insurance
Regions in Scope: North America
Level of Complexity: 5
Reviewer Role: Project Team Member
Project(s) in Scope: Initial Deployment
Systems Expertise 3 out of 5
Implementation Process 3 out of 5
Responsiveness 4 out of 5
Quality of Consultants 4 out of 5
Flexibility / Adaptability 3 out of 5
SPEED & COST
Speed vs. Expectations: Right on schedule!
Cost vs. Expectations: 1.25x cost budgeted
SCOPING ACCURACY:
How well did your implementation partner scope the work and understand your needs during the pre-sales process?
Partner scoped and quoted the work precisely
Was the implementation team who actually performed the work the same team that was proposed?
Slight change in team
What “Lessons Learned” would you provide to others implementing with this partner / software? What else would you tell us about your project experience?
Make sure you are staffed appropriately and expect that most of your time spent will just be on the implementation. If possible, delegate your day-to-day work to others ahead of time, once you get into the weeds of implementation, you don’t have much time to dedicate to anything else going on. Also, it’s vital to make sure you comprise a team of members who knows as many details of the way the company works, as possible. When building the system, you are building almost everything from the ground up, and specific details of how things work, especially in payroll (deductions, earnings, etc), are key.
When your goal of go-live hits, make sure you stay on your implementation team to completely finish up any outstanding items you have to address. I found that the implementation team hits go-live and drop off, never following up on the remaining items you had tried to get answers on.