It is well documented that up to 90% of HR technology implementation projects are not completed in full and, therefore, the return on investment is never as good as it should be.
There is certainly a phenomenon I like to call ‘implementation fatigue’. When an organisation purchases a new payroll software solution it typically includes additional modules such as HR, rostering or time and attendance functionality.
Normally you would implement the payroll module first, as this holds the master data and it generally forms the basis of the rest of the system. Once you are happy that your payroll system is implemented correctly you can continue with the other modules.
The implementation of the base payroll module is by far the most intense. Data must be checked and migrated correctly, and all the components that make up a payroll system must be set up. It is often underestimated what resources are required for the task.
When this is the case it is often the rest of the modules that either do not get implemented correctly or often do not get implemented at all. Normally it’s the additional modules that will provide the efficiency gains that an organisation is looking to achieve with the project in the first place.
So you need to make sure your project plan incorporates the other modules, the ones that will really give you the return on investment your organisation is looking for.
Focus on the outcomes of the project and work to achieving them. Never lose sight of what makes the return on investment in your project as these benefits will be the reasons your project will be one of the 10% to be fully completed.
If you have any questions on payroll projects and how to address these issues, please let me know at [email protected]