Software: Ultimate Software
Modules Implemented: Talent Management (Learning, Performance, Succession Planning, Social Collaboration),Recruiting / Onboarding,Service Delivery
Company Size: 1 – 5k Employees / Industry: Finance / Banking / Insurance
Regions in Scope: North America
Reviewer Role: Project Leader
Project(s) in Scope: Phase 1: Initial Implementation / Go-Live,Phase 3: Optimization / Ongoing support services,Training
Did you get the business value that you thought you would achieve from this project?
Some of our goals were achieved, but not all
Were there any integrations that were particularly important or problematic?
yes, with the core system. The integration and partnership were sold as a competitive advantage but when the rubber hit the road the integration isn’t there in a valuable way.
Systems Expertise 3 (out of 5)
Implementation Process 3 (out of 5)
Responsiveness 5 (out of 5)
Quality of Consultants 3 (out of 5)
Flexibility / Adaptability 5 (out of 5)
SPEED & COST
Speed vs. Expectations: 2x time expected
Cost vs. Expectations: 1.5x 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 well, but our needs changed during implementation
Was the implementation team who actually performed the work the same team that was proposed?
No change
What “Lessons Learned” would you provide to others implementing with this partner / software?
Manage up and use data to persuade executive leadership not to make knee-jerk decisions based on a slick sales cycle experience. Push your leadership to adhere to your HR tech strategy and hold them accountable by asking clarifying questions.