Attendance Enterprise - Labor Management Solutions

Our unique approach combines software-based implemenation technologies as well as an iron-clad integration process.

PeopleForce has developed a suite of built-in tools at the various stages of implementation to shorten the implementation process and maximize the quality of the implementation.

PeopleForce uses a gated approach whereby every phase of the implementation has distinct customer-approved outcomes and deliverables. This approach is supported by weekly meetings and status reports, and defined processes for change requests and handling exceptions during the project’s implementation and pilot phases.

The PeopleForce Solutions management team has over 50 years of combined expertise analyzing and developing labor management solutions for enterprise level clients.

PFS has developed a service methodology that is consultative and structured throughout the project lifecycle. This repeatable process allows PFS to cost-effectively implement its solutions quickly and on-time. The PFS/Client relationship spans from pre-sales through ongoing service:

Presales: Analyze client’s suite of HR/employee data systems and current business processes. Identify areas for improvement with the labor system functionality and integration opportunities.
Detailed Design: Thorough review of current systems, document processes, improvements. Deliver a detailed spec for review and approval.
Configuration & Implementation: Translate detailed spec into a configured solution. Implement the solution at client’s location.
Testing & Training: Create test environment. Conduct data conversion from the existing labor system. Train users on system features/capabilities.
Go live: Customer signoff and transition to technical support.

Sample Implementation Plan

The PeopleForce implementation plan would typically span a minimum of 8 weeks based on the various roles and responsibilities and the "gated approach" employed. A breakdown of the implementation tasks is as follows:

Defining the Team, Responsibilities and Implementation Activities

Goal: Obtain a common “vision” from between ‘Prospective Client’ and PeopleForce. Launch project, introduce team, processes, identify resources/responsibilities, identify concerns and system touch-points issues and timing.

Pay Rules Definition

Goal: Getting it right the first time. Consists of understanding the way in which people are paid and transforming those policies into software building blocks.

System Integration

Goal: Identify requirements that impact Pay Rule and System definitions. Consists of identifying and “measuring” all external requirements of systems that connect to Attendance Enterprise and proceeding with a discovery phase and an implementation phase.

System Configuration (Software)

Goal: Create building blocks that are both accurate and expandable for the future.

Transfer payroll and attendance policy into software building blocks.

Prototyping and Testing

Goal: Customer acceptance of System Configuration. Use Attendance Enterprise technology to generate test data and review configured system output with customer contact.

Pilot and Training Documentation

Goal: Create Learning Tools that fit the needs of ‘Prospective Client’. Once Attendance Enterprise has begun to be configured, the ‘Prospective Client’ specific information can be created for Managers, the Pilot Department Supervisors and Timekeeping Staff.

Software Installation and Testing

Goal: Make system production ready and identify all outstanding unresolved issues. This phase involves the actual installation of the Attendance Enterprise software on ‘Prospective Client’ servers, polling data and generating test payroll runs.

Timekeeping Training

Goal: Timekeeping approval of system. At this point, training is done for the Timekeeping group as well as other administrators or managers associated with project.

Pilot Supervisors Training

Goal: Create high knowledge and comfort level with Attendance Enterprise. Pilot training validates approach for future rollouts and helps identify potential obstacles to success.

Pilot

Goal; Support Pilot Supervisors, evaluate training effectiveness and provide a safety net when possible. Begin Pilot rollout based on previous training.

Review Pilot Results and Approve

Goal: Turn over system to ‘Prospective Client’ for use and obtain system acceptance. Final audit of Pilot and Attendance Enterprise implementation. Identify outstanding issues preventing continued rollout, make changes where necessary to insure success of implementation.