While I went through an implementation to a different system than EV5, I did just finish a very large HRIS implementation and can share a few things:
- Be very sure you understand the logic of the system and how it houses data and what the data will look like for your reporting and analysis. This is hugely important to be sure your information is captured in a way that is useable on the back end.
- Get as many people involved as you can for testing. Don't scrimp in this area.
- Don't scrimp in educating those who will be your core users of the system, and include them along the way in making key decisions. This was a huge help in our implementation by including core users along the way - the buy-in was much better.
- The system itself will not improve anything. It's what you put into the system and who is using the system and how, along with intensive communication and education. Too often people think that the system will solve all their problems. Simply not true.
- Be open to new ways of doing things, as many of the new systems have built in business processes that can really improve efficiency and productivity. Yet think through and effect changes as a group of stakeholders; don't impose changes upon people.
- Ask yourself if how you code jobs is working for you. This gets back to the logic of the system. If ADP only codes one way and your company codes another way, this is no small undertaking. Again, really think through how you want to report on things, how you want to be able to sort, filter, etc. Will you be changing structures down the road? What other changes might you be making? Anticipate these types of things so you can be building flexibility into your structure. It's easy to paint oneself into a corner when implementing a new system, and then be "stuck" with the results once you're in.
- Integrations, integrations, integrations. How will the system work with your application tracking system? Payroll? Active Directory? Etc.? This is mission critical.
- Do you have the right staff in place? Do you need to hire an extra head, even temporarily, to ramp up and get everyone up to speed?
- Even if MSS and ESS are not going to be used, don't assume it won't affect managers and employees. Determine what the potential impact is and still educate your organization on the changes you're making and why. It may slow down HR productivity for a period of time; you and your clients will be better served if everyone understands why and what they'll get on the back end.
Hope this helps!