Mgmt 1

Project Charter Template GenRays HRIS System Project Charter GenRays 3/1/2012 Table of Contents Project Title Purpose Description Objective Success Criteria or Expected Benefits Funding Major Deliverables Acceptance Criteria Milestone Schedule Approval Requirements Project Manager Authorized by Project Title GenRays HRIS System Purpose Based upon stakeholder interviews the purpose for the HRIS system is to improve productivity, improve communication with potential employees, improve recruitment of qualified candidates, improve payroll efficiency processes, and improve overall Human Resource processes.Description The HRIS project will provide a significant boost to the overall human resources and payroll processes. By providing an automated online system for applications, potential candidates for positions may easily monitor the application process. In addition to this benefit, the updated employee database could be used to automatically fill out electronic forms and allow integration of multiple enhancements such as a leave system, employee training management, data reporting capabilities and employee monitored career paths. ObjectiveWe will work with the Information Technology, Human Resources, and Payroll departments to determine the best product that meets the needs of all units involved. By reviewing the available solutions and determining the overall expectations of the company as a whole, we may select a solution that provides for the expectations of those units. After the selection process we will work with the same units to configure the HRIS solution specifically for GenRays and the track the outcomes of the implementation. Success Criteria or Expected BenefitsImplementation of the HRIS System will address the following expectations:  ·Provide a career track for existing employees  ·Increase payroll process efficiency and productivity  ·Provide an online application solution with tracking capability  ·Provide more transparency in hiring  ·Pro vide enhanced review of job applicant credentials  ·Process payroll automatically  ·Process expense reports automatically  ·Enhance recruiting capabilities  ·Improve productivity in relation to electronic forms  ·Reduction of data entry error for payroll Provide a standard performance review system while reducing paperwork  ·Integrate performance reviews with a standard compensation schedule  ·Provide a standard position control system  ·Integrate performance reviews with training to evaluate training outcomes  ·Provide a leave management system  ·Provide an enhanced employee communication system  ·Reduce overall number of database systems managed Funding The funding for the HRIS project should be address by the VP of Finance. Generally, because the project supports that area most directly, the project ost should be assumed by that unit. It is possible that the CEO may be willing to fully fund the project due to his interest level. It is also possible that the project may be jointly funded with several units providing funding for their area of interest. For example, the HR unit may elect to absorb the cost of the HRIS system software license and associated internal personnel required for the project. Moreover, the IT unit may absorb the cost of the database migration and any human capital associated with the migration. Major Deliverables  ·Selection of HRIS Software Development of forecasted and estimated budget  ·Implementation of HRIS Software into test environment  ·Implementation of career tracking configuration  ·Implementation of payroll automation  ·Implementation of online applications  ·Implementation of performance review system  ·Implementation of employee communication system  ·Implementation of data analysis and reporting capabilities  ·Implementation of HRIS Software in production environment  ·Migration of existing data into database Acceptance Criteria  ·Selection of HRIS Software oReview of proposals and features of software.Selection by project stakeholders including CEO, VP Finance, VP Marketing, IT Director, HR Director, VP Manufacturing and Plant Managers.  ·Development of forecasted and estimated budget oReview of proposals, human capital and budget allotments for procurement. Involving project stakeholders including CEO, VP Finance, VP Marketing, IT Director, HR Director, VP Manufacturing and Plant Managers.  ·Implementation of HRIS Software into test environment oImplementation of Software by solution provider and IT unit.  ·Implementation of career tracking configuration Configuration, training and testing by HR and IT.  ·Implementation of payroll automation oConfiguration, training and testing by Accounting (payroll) and IT.  ·Implementation of online applications oConfiguration, training and testing by HR, Marketing and IT.  ·Implementation of performance review system oConfiguration, training and testing by HR and IT.  ·Implementation of employee commun ication system oConfiguration, training and testing by HR and IT.  ·Implementation of data analysis and reporting capabilities oConfiguration, training and testing by HR and IT. Implementation of HRIS Software in production environment o Implementation of Software by solution provider and IT unit.  ·Migration of existing data into database oImplementation of Software by solution provider and IT unit. Milestone Schedule  ·Selection of HRIS Software oReview of proposals and features of software. Selection by project stakeholders including CEO, VP Finance, VP Marketing, IT Director, HR Director, VP Manufacturing and Plant Managers.  ·Development of forecasted and estimated budget oReview of proposals, human capital and budget allotments for procurement.Involving project stakeholders including CEO, VP Finance, VP Marketing, IT Director, HR Director, VP Manufacturing and Plant Managers. Milestone 1 (Selection and Budgeting – February 1, 2013) – Approvals by CEO, VP Finance, VP Marketing, IT Director, HR Director, VP Manufacturing and Plant Managers for HRIS selection and budget. From this point procurement of the HRIS solution and management of procurement begins.  ·Implementation of HRIS Software into test environment oImplementation of Software by solution provider and IT unit.  ·Implementation of career tracking configuration Configuration, training and testing by HR and IT.  ·Implementation of payroll automation oConfiguration, training and testing by Accounting (payroll) and IT.  ·Implementation of online applications oConfiguration, training and testing by HR, Marketing and IT.  ·Implementation of performance review system oConfiguration, training and testing by HR and IT.  ·Implementation of employee communication system oConfiguration, training and testing by HR and IT.  ·Implementation of data analysis and reporting capabilities oConfiguration, training and testing by HR and IT.Milestone 2 – (Configuration and Tes ting – August 15, 2013) – Approval to move into the production environment after confirming configuration and expectations to be completed by CEO, VP Finance, VP Marketing, IT Director, HR Director, VP Manufacturing and Plant Managers.  ·Implementation of HRIS Software in production environment o Implementation of Software by solution provider and IT unit.  ·Migration of existing data into database oImplementation of Software by solution provider and IT unit.Milestone 3 (Training – October 1, 2013) – Delivery of training to all employees utilizing the system. Milestone 34(Go Live – October 15, 2013) – Approval by IT unit that all features function correctly and are certified for quality. Approval Requirements Overall the assigned portions of the project need to be approved by the individual units as identified in the acceptance criteria section. Because individuals from the stakeholder areas are responsible for assisting in the configura tion and training portions of the project these areas will require approvals as they are completed.In addition, the overall project will require sign-off from all stakeholders in order to verify that expectations are met and we may implement into a production environment. In relation to change, a change management process will be put in place with direct approval coming from the Project Manager. The project manager will work to ensure that the expectations are reasonable, adhere to the scope, and are a technical feature of the selected HRIS solution. Once the project reaches the closing phase a final approval is required from the President and CEO indicating project completion. Project Manager Dara S. Fann Authorized by Date: