15 December 2016
Which Project Method is useful?
What defines a good project and what impact does have the chosen project method on an successful outcome of your project? In this blog article we will give you some guidance coming from our own experience that we have made during the implementation of different HR Software solutions. As many of you know already there are a lot of different project management approaches with their certifications. Many different companies follow different approaches that they use during projects. From IPMA, PMI, Prince 2 to agile concepts like Scrum and Kanban. One can find a handful of good approaches and more that established itself on the market based on quality standards and best practices.
In your company or organisation you are either using the implementation of IT systems based on one of these special methods, but if not than you need the experience of your HR Software Provider or its implementation partner. If the last one is the case than the provider has to show you what your obligations are during the project. You should also detain what you want to achieve during the project cooperation. From our own experience we know that a structured approach is needed during the implementation and that is the obligation of the HR Software provider to lead you through this process.
A good Project Manager from an HR Software provider could have the following approach:
1) Project Kick-off
2) Project Workshops
3) Project Customizing phase
4) Project pre Go-live phase incl. User Trainining und Testing
5) Project Go-live, Review and Support phase
This approach turned out to be a good common practice, particularly if the client didn’t use any pre defined project method. Depending on the size of the project one can also build in other steps, e.g. for Risk Controlling or monthly Project status team meetings then you can flexible add them to your project plan. If you are implementing HR Cloud projects then we recommend you these 3 Tips for successful cloud projects for further reading.
One should not neglect the mutual project acceptance, especially in terms of project milestones. Here are some examples: 1) Completion of an prototype and its acceptance; 2) After completion of the testing phase; 3) After Go-live of the HR Software and its handover to your company / organisation. It is useful for both sides to keep track of this in a written way. On one hand side it is important for the HR Software provider so he can see if there are any defects. On the other hand you as client can make the provider aware of certain topics that aren’t working to 100%. On such document, we can call it acceptance report the project members are held on, particularly the main responsible project managers on the side of the client as well as on the side of the HR Software provider. Additionally one can find an area where the already mentioned defects are detained. Of course it is also important to leave space for praise and critics. The document ends usually with an signature field to make it complete and one should keep an eye on that it will be signed by the HR Software provider as well as from your company or organisation.
We hope that we could give you an overview in this blog article about what is in our opinion important to keep in mind during the implementation of an HR Software and what from our experience are some good best practice approaches. These approaches are going closely inline with the common project methods like IPMA and PMI and have proved to various successful HR Cloud Software implementations based on our experience.