Moving HR Technology – best practices in switching HRIS/HCM providers

performance management best practices


What do HRIS/HCM strategies do best? User testimonials appreciate the fact that all employee data is in one place with multiple disparate back-office systems and high visibility to employees and managers. But, technology is restless and drives creation of new SaaS approaches. And, as more companies seek to move their needs from one HRIS/HCM system to another, you might be interested in strategies offered by Workday, SuccessFactors®, and PeopleStrategy eHMC®.

Workday – Best Practices at Kohl’s

Kohl’s recently joined Workday’s list of quality clients like BankAmerica, Chiquita, and Netflix. Ryan Festerling, Executive VP of HR, recommended the switch to align with its recent shift in corporate goals. The Kohl’s Greatness Agenda was dedicated to: amazing products, personalized connections, incredible savings, and winning teams. Festerling felt it was clear that Kohl’s associates needed to be included in the overarching business strategy.

Kohl’s saw Workday as the engaging technology to put the right data in the hands of associates to make better decisions, advance their careers, and develop their teams. Their focus throughout the Workday decision and installation was on providing associates with self-service tools, managers with autonomy and accountability to lead teams better, and executives with insight into the broad workforce to make data-based decisions, and mobile associates with the same data on the same system.

Getting there required Kohl’s partnership in planning with Workday’s team:

  • Frankly assess current HR strategy.
  • Redesign structure and roles.
  • Inventory organizational values.
  • Align job descriptions and job families.
  • Match job descriptions to competency models.
  • Align compensation programs, eligibility requirements, and labor market rates.
  • Plan HR technology change strategy.
  • Develop and run transformation model.

SAP® SuccessFactors® – Best Practices at JE Dunn

JE Dunn construction (Kansas City, MO) offers life-long careers. Positive as that may be, it presents some problems: low employee engagement, too many HR administrative functions, and lengthy onboarding system. Being able to identify these specific needs helped them shop smarter.

Jen Harrell, Dunn’s HRIS manager admitted the HR employees spent days completing and passing on forms for employees, many of them in regional locations. Manual recruiting and tracking consumed time and energy. And, results were inconsistent and non-predictive.

Over 100 days, JE Dunn brought SAP® SuccessFactors® into the work experience. It served as a foundation for the added integration of SuccessFactors® modules: Onboarding, Recruiting, and Performance & Goals solutions. The products put paper-processes online, and engaged employees with self-service.

The data and processes, now readily available and automated, makes performance transparent and key to performance-based decisions. And, that it central to re-energizing the JE Dunn culture.

PeopleStrategy eHMC® – Best Practices at Grave Hill Settlement House

The Saint Louis, MO community is grateful for the generous, much-lauded contrition of the Grace Hill Settlement House since its origin in 1903. Grace Hill works without rest to make a difference in the future for every child and family. And, they want tools and resources that let them achieve their non-profit goals and objectives.

Making that happen, Grace Hill picked PeopleStrategy’s Enterprise Human Capital Management Suite (eHCM) to streamline its Human Resources administration. Alura Kozak, Grace Hill’s Chief Administrative Officer looked for a comprehensive HCM suite that would serve employee/management needs and still support their commitment to public service. So, it is fitting that the PeopleStrategy partnership building service helped make their decision.

PeopleStrategy eHCM® put all employee data into a central location providing real-time performance analytics with predictive information for aligning talent and business decisions. Now, it now finds itself able to retain and develop staff and make data-based strategic decisions.

Louis Carter, MA is author of over 10 books on best practices in leadership and management including Change Champion’s Field Guide and Best Practices in Talent Management. He is one of the top advisors to C-level executives – helping them and their organizations achieve measurable results. Carter is the recipient of ELearning! Magazine’s Trailblazer Award, HR Tech Conference’s Top Products Award, and Leadership Excellence Magazine’s Best in Leadership Development for his work as Chairman and CEO of Best Practice Institute. He received his MA in Social/Organizational Psychology from Columbia University


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Louis Carter
Louis Carter is CEO and founder of Best Practice Institute, social/organizational psychologist, executive coach and author of more than 11 books on leadership and management including his newest book just released by McGraw Hill: In Great Company: How to Spark Peak Performance by Creating an Emotionally Connected Workplace. He has lectured globally in the U.S., Middle East, and Asia on his work and research in organization and leadership development and is an executive coach and advisor to CEOs and C-levels of mid-sized to Fortune 500 organizations. He was named one of Global Gurus Top Organizational Culture Gurus in the world and was chosen to be one of 100 coaches to be in the MG100 (Marshall Goldsmith) out of 14,000 people as one of the top 100 coaches in the world .