I’m back! Just like our implementations and upgrades normally go, the months of November, December and January are often plagued by “Your Real Job”. How many times do we plan and have all the best of intentions to work on the project over the holidays and at the same time handle all the year end processes? Many of you may be in the final stages of W2(s) or, worse case, W2C(s). I hope you have emerged unscathed and the new year started off on a positive note. I am finally back to blogging and away from “My Real Job”… at least for a few minutes. 🙂
I recently picked up another upgrade project (8.8 to 9.1) and oversight on a project for implementing the Person Model. Both of these have proven quite challenging and have given me the opportunity to include fit/gap and analysis on a few additional modules. These are Absence Management, Variable Compensation and detailed specifics around implementing the Person Model.
I’d like to share one insight that was a big concern for implementing Absence Management. Our customer uses North American Payroll and is very interested in implementing Absence Management to satisfy requirements related to STD/LTD, PTO Buy-Sell, and FMLA tracking. The customer also uses Time and Labor and would benefit from the integration with Absence Management. A huge improvement to many of their business processes will occur. The concern is around the maintenance of Absence Management going forward. Even though the product is now delivered independent of Global Payroll, the fixes and updates for Absence Management are included with the Global Payroll bundles. You must apply the Global Payroll bundles to get the changes/updates for Absence Management. This is a major consideration for your ongoing support staff and timelines when applying patches and bundles.
Check back soon for a discussion on the work I’m doing with the Person Model. For all 3 projects I’m working on, the Person Model has proven to be a major consideration and has resulted in additional time and resources for each.