Transcript Document 7430596

Overview: HR module of the IFMS
4th KZN Public Sector HR Convention
6 October 2009
Presentation overview
• What is IFMS
• Strategic objectives of HR domain
• Current project
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Objectives
Progress
Key phases
High level project plan
Functional areas to be supported by HR module
Key stakeholders involved in current project
Roll-out approach
Challenges
Critical success factors for future implementations
What is IFMS?
• The IFMS programme is a joint initiative between DPSA,
National Treasury and SITA to modernize and integrate the
Public Service’s transverse information technology (IT)
systems.
• Transverse systems include:
– Human resource management
– Financial management (including payroll)
– Supply chain management (including asset and procurement
management)
– Business intelligence
• The objective is to enhance the integrity and effectiveness
of financial management, human resource management,
supply chain management, performance reporting, etc in
the Public Service in order to support effective service
delivery.
Strategic objectives of the HR
domain
The HR domain aims to achieve the following key strategic
objectives:
• Improving the strategic capacity of the Public Service to manage
its human capital
• Support implementation of HR management policies and
processes
• Improving HR service delivery by automating and standardising
processes
• Improving planning and decision-making
• Improving the quality of, and access to, HR management
information
• Improving HR reporting
• Support e-Government objectives of interoperability, I.T security,
economies of scale and elimination of duplicated systems
Objectives of the current IFMS HR
project
• Successfully develop and implement the new HR module of
IFMS (excluding payroll)
• Project divided into three sub-projects:
– Development of HR Generic Template
– DPSA lead site implementation
– Department of Education: Free State lead site implementation
• Ensure ability to integrate with other modules of IFMS,
especially the IFMS payroll solution
• Create and sustain SITA and DPSA capacity to roll-out,
maintain and support the HR module
Current project: Progress to date (1)
•
HR user requirements statement (URS) developed in consultation with
departments
•
Cabinet decision (Sept 2005)
– Fast track HR and Procurement – COTS solutions
– Moratorium on development/procurement of systems by departments
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Request for bids (RFB) published May 2007
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Selection process by bid evaluation committee (BEC) - including
conference room demonstrations – key stakeholders were involved
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Simunye Consortium, headed by SAP, identified as preferred service
provider early in 2008
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Contract negotiations culminated in signed agreements in February
2009
– Software license and maintenance agreement
– Services agreement (implementation)
Current project: Progress to date (2)
• Development of HR Generic Template
commenced April 2009:
– Currently finalizing business blueprinting phase
• Engagement with lead sites:
– Training of members of project team
– Representatives (future users) involved in
blueprinting process
– Change management engagements
• Interviews with key stakeholders
• Communication
– Infrastructure assessments
Key deliverables per stage
1
• Create Project Charter
• Develop Scope Definition
• Define Implementation
Strategy and Approach
2
• Develop Business Process
Designs
• Develop Customization
and Configuration
Specifications
• Training of Project Team
• Develop Interface
• Determine HR/payroll
Specifications
Integration Points
• Data Migration
Specifications
3
• Develop and
Configure HR
Solution
4
5
• Conduct User
Acceptance Testing
• Go Live
• Develop Interfaces
• Migration to
Production System
• Unit Testing
• Data Conversion
• Provide Post
Implementation
Support and
Problem Resolution
• Integration Testing
• Conduct Review
High Level Project Plan
Functional areas to be supported by HR module
Termination
of Service
Health &
Safety
Remuneration
Management
Education,Training &
Development
Organisation & Post
Management
Labour Relations
HR
Planning
HR
Administration
Employee
Movement
Performance
Management
Career
Management
Recruitment
Management
Key stakeholders in current
project
• DPSA – custodian of HR module/Generic Template,
lead site
• SITA
• National Treasury – Persal and custodian of IFMS
programme
• Education: National – policy owner for educator
sector & Free State as lead site
• SAPS – policy owner
• DoD – policy owner
• DCS – policy owner
• GSSC – previous exposure to SAP HR
Roll-out approach (1)
“Vanilla” solution
configured/
customised with
generic
parameters,
applicable to all
departments
(Public Service
look and feel)
HR COTS
Tender Awarded
Pre-configured HR
COTS received
Configure Generic
Template
“Vanilla”,
pre-configured
HR COTS
received from
Vendor
Base-line system
DPSA
Personalisation
DoE: FS
Personalisation
HR Generic
Template
configured/
customised for
specific departments
(Personalisation)
Full Roll-out
(Personalisation)
HR Generic
Template used as
base system for
continued rollout
HR Generic
Template
personalised for
each site if required
Roll-out approach (2)
• HR Generic Template and lead site implementations
to be finalized by early 2011
• After lead sites, commence with full roll-out across
the Public Service – phased approach over ± 5 years
• Implementation approach for full roll-out still to be
confirmed. Potential options:
– Own implementation partners
– SITA as implementation partner
– Panel of accredited implementation partners
Challenges
• Sufficient participation by key
stakeholders
• Architectural complexity
– Payroll integration
– SEMP requirements
• Tight project schedule and time-frames
• Volume of work
– Process to review and sign-off
documentation
Critical success factors for future
implementations
• Executive commitment
– Project to be positioned as strategic business initiative – not
an IT project
• Strong project management
– Senior level project manager – preferably full-time
– Quick decision-making, rapid removal of blockages
– Adequate involvement of business “process owners”
• Intensive investment in change management and
communication
– Ensure organisational readiness
– Overcome resistance to change
• Realistic implementation project plan
• Sufficient quality checks
• IT infrastructure to support the solution