Free Payroll Template

							    IFMS HR Presentation
HRM&D Steering Committees




                  12 August 2010
                  1 October 2008
                                                   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.

• Transversal 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.
                                                             2
                                                                             IFMS Scope

•IFMS Functional Scope
 Strategic Planning   Financial              Human Resource   Supply Chain     Business
 And Budgeting        Management             Management       Management       Intelligence



                                                              Asset             Master Data
                                   Payroll                    Management        Management


                                                                                Enterprise
                                                              Procurement       Structure
                                                              Management        Management




                                                                                        3
                         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
  · Improving interoperability, I.T security, economies of scale and
    elimination of duplication of HR systems

                                                               4
                        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




                                                                    5
                                                   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
   · Other modules – bespoke (in-house developed) solutions
   · Moratorium on development/procurement of systems by departments
• Request for bids (RFB) published May 2007
• Selection process by bid evaluation committee (BEC) - including
  conference room demonstrations – key stakeholders were involved
• Simunye Consortium, headed by SAP, identified as preferred service
  provider early in 2008
• Contract negotiations culminated in signed agreements in February 2009
   · Software license and maintenance agreement
   · Services agreement (implementation)

                                                                       6
                                               Progress to date (2)



• Development of HR Generic Template commenced
  April 2009.
• Preparation and blueprint phases (GT and DPSA)
  finalized
• Current status:
  · Building of solution finalized
  · Testing commenced August 2010
  · Preparation for DPSA implementation
     ·   Governance structure established
     ·   Infrastructure assessment completed
     ·   Change management and communication on-going
     ·   Authorizations process on-going
     ·   Training projected to be done in October 2010


                                                              7
                                         Progress to date (3)



•Payroll solution:
  · In-house developed solution – SITA with support
    from industry
  · Project led by National Treasury, DPSA provide
    support
  · Other key departments will be involved where
    required
    · SMEs
    · Business Forum
  · Progress:
    ·   Scope finalized
    ·   Governance structures established
    ·   Project team being ramped up.
                                                      8
    ·   Design phase to commence September 2010
                            IFMS HR and payroll: Key dates


Implementation                Projected Go-live date

DPSA (HRM)                    November 2010

DPSA (Payroll)                December 2011

Dept of Education: Free       Two options: July/October
State (HRM)                   2011
Dept of Education: Free       April 2012
State: (Payroll)
Joint HRM/payroll             Commence April 2012 –
implementation to rest of     finalized within 3 – 5 years
Public Service



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                                                      IFMS HR ASAP Methodology




1.   Project Preparation Stage:
     Initial planning and preparation for the implementation – establishment of project team,
     governance structures, guiding documentation, overview training. Duration ± 9 weeks
2.   Business Blueprint Stage:
     Define HR system requirements (departmental specific additions to the Generic Template)
     through workshops with business representatives. Duration ± 15 weeks
3.   Realisation Stage:
     Build (configure & develop) and test the system. Duration ± 22 weeks
4.   Final Preparation Stage:
     Finalise the training material and present training to system user base. Migrate the required HR
     data from the legacy systems. Duration ± 20 weeks
5.   Go Live & Support:
     Users start using the IFMS HR system and will be supported by project team, Centre of Expertise
     (SITA) & internal super-users. Duration ± 4 weeks

                                                                                           10
                                                         HRM Solution
                                        Termination
                                         of Service
                            Health &                  Remuneration
                             Safety                   Management




           Education,Training &                          Organisation & Post
              Development                                  Management




    Labour Relations
                                                                         HR
                                                                      Planning




         HR                                                          Employee
     Administration                                                  Movement
                                            HR
                                         Reporting


                       Performance                      Career
                       Management                     Management
                                       Recruitment
*
                                       Management
                                                                      11
                                                   Roll-out approach



• After lead sites, will commence with full roll-out across the Public
  Service – phased approach over 3 - 5 years

• Joint implementation of HR and payroll solutions

• Possible focus on sectors

• Implementation approach for full roll-out in process of being
  confirmed. Potential options:
   · Own implementation partners
   · SITA as implementation partner
   · Panel of accredited implementation partners




                                                                  12
      Critical success factors for implementation (1)


•Executive commitment
  · Project to be positioned as strategic business
    initiative – not an IT project
•Strong project management
  ·   Senior level project manager – preferably full-time
  ·   Representative governance structures
  ·   Quick decision-making, rapid removal of blockages
  ·   Adequate involvement of business “process
      owners”
•Intensive investment in change management,
 training and communication
  · Ensure organisational readiness
  · Overcome resistance to change
                                                     13
            Critical success factors for implementation (2)




•IT infrastructure
  · WAN (bandwidth)
  · LAN (network topology)
  · Desktop infrastructure
•Data clean-up
  · HR Connect
  · Persal clean-up




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                                     Questions?




Cornel Uys – cornel@dpsa.gov.za

Alan Meyer- alan.meyer@dpsa.gov.za




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