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HR/Payroll Testing Approach IRIS Steering Committee April 26, 2005

HR/Payroll Testing Approach IRIS Steering Committee April 26, 2005. Agenda. Types of Testing done during HR Unit Testing Integration Testing Comparison Testing Production Simulation Production Simulation Options Pros and Cons Recommended Discussion. HR Testing Cycles: 4 Types – 7 Rounds.

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HR/Payroll Testing Approach IRIS Steering Committee April 26, 2005

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  1. HR/Payroll Testing ApproachIRIS Steering CommitteeApril 26, 2005

  2. Agenda • Types of Testing done during HR • Unit Testing • Integration Testing • Comparison Testing • Production Simulation • Production Simulation Options • Pros and Cons • Recommended • Discussion

  3. HR Testing Cycles: 4 Types – 7 Rounds Unit Testing (Baseline Testing) – 1 Round Integration Testing (Scenario Testing) – 2 Rounds Comparison Testing ( Parallel) - 2 Rounds then … • Production Simulation Testing – 2 (4 Bi-Weekly, 2 Monthly) Rounds

  4. Unit Testing Unit Testing (aka Baseline Testing) • Completed at the end of Baseline Configuration • Modular Focus • Testing completed by Project Team Purpose • Quantify completion of Baseline Configuration • Are we where we say we are? Started on 4/1 and scheduled to be completed by 5/15.

  5. Integration Testing: Scenario Testing Integration Testing (aka Scenario Testing; aka User Acceptance Testing). Develop “real-life” scenarios of and test each HR Payroll business process and process variant focusing on the integration of the process across modules. • Two Rounds – Round 1 Project Team; Round 2 SMEs. • Scheduled to begin June 20 for a duration of 6 weeks. • Round 1: June 20 – July 8: 2 Weeks Testing + 1 Week Reconciliation • Round 2: July 11 – July 29: 1 Week SME Prep + 2 Weeks Testing • Testing will be conducted in IRIS HR Team room. Purpose • Verify completion of configuration and its integration across the system. • Validate that Business Scenarios are covered. • Involve SMEs and obtain acceptance “buy-in” • Identify and Resolve “Gotchas” During Scenario Testing 30 SMEs will be needed for 3 weeks for approximately 20 hours per week.

  6. Comparison Testing Comparison Testing (August – September ) • Focus on comparing Payroll results of entire employee population between HRS and SAP • Completed by Project Team and Subject Matter Experts (Payroll Office) • Two rounds to be completed. Purpose: • Validate Payroll results of entire population at fixed point in time. • Validate Conversion Programs and Data Migration • Reconciliation of System issues (not User issues).

  7. Comparison Testing (How, Why) • Comparison Testing parallels the results from the current HRS Payroll System ▪Frozen flat file upload from HRS in June ▪ Full payroll conversion from frozen date file into SAP validates conversion loads ▪Allows for testing of all payroll results – full population ▪Allows for repeated test cycles to resolve all system errors prior to production simulation

  8. Production Simulation Testing Production Simulation Testing is a parallel test of Live data prior to Go Live. • The goal is to mimic a production environment. • New hires, terminations, changes in positions, time entry and other actions that take place in the current environment will be replicated in SAP. • Completed by IRIS Team, SMEs and End-users (approx. 100 users). • Permits testing of retro-active payroll. • To begin September and run through October. Purpose: • To validate against the current environment that all processes of HR/ Payroll are working as expected prior to Go Live. • To establish and familiarize Super Users with system prior to Go Live.

  9. Production Simulation Testing: Population DECISION: What size of the population will be tested during the Production Simulation? • 100% Population vs. Comprehensive but Representative Sample.

  10. Production Simulation Testing: Population Considerations • Training • Beta Testing vs. Full Delivery by end of August • FI and MM simultaneous training • Time to Deliver Logistics • Coordination of 100 testers vs. 1,000 Data Conversion • Partial Population vs. Full Conversion Reconciliation • System Issues vs. “Fat Finger” Issues

  11. Production Simulation Testing: Population Recommendation • It is recommended that a production simulation be executed using a representative sample of the University population. • HRS Test list + • University and Hospital • Not all “All-Stars” • Proven Approach: University of Tennessee, Texas State University, Commonwealth of Pennsylvania

  12. Discussion

  13. Training HR/Payroll Entry Personnel • Assumptions: • 100% entry training of 1,000 entry personnel, 25 people per session for 40 sessions • Control group training of 100 entry people, 25 people per session for 4 sessions

  14. 100% Campus-wide Production Simulation • Process Description -all HR/Payroll re-entered in the new payroll system by all campus-wide entry personnel • Benefits/Advantages– • All entry people from across the campus will have exposure to system • Full population • Development of end users • Costs/Disadvantages of Approach – • requires training before integration scenario testing is complete • require the acceleration of the training materials while stabilizing system • degree of logistics to support entry personnel • error correction focus is on entry errors vs. system errors

  15. Control Group Representative Testing • Process Description – HR/ Payroll entries entered by a Control Group representing cross-campus users selected by each of the five “security officers” representing the five business areas for a 10 to 15% sampling from a cross-section of campus. • Benefits/Advantages– • allows for a manageable size of testers for training while providing comprehensive • testing of all payroll requirements • allows for the early piloting of the training materials and approach to be used during • “just in time” end-user training. • establishes a core group of SMEs and Super Users to support end user training and • post Go-Live users • conserves HR Team resources for other concurrent tasks during testing • Costs/Disadvantages of Approach – • members of the control group will need to represent all HR/Payroll entry requirements. • Lack of participation by the control group members in testing may reduce the • representation of the user community.

  16. IRIS Team Recommended Approach • Given the thoroughness of the testing methodology, the quality of the parallel test results with the Control Group is adequate. • Control Group test group will allow concurrent project tasks to occur without constraining HR team resources. • Provide more time to develop and deliver end-user training

  17. Payroll Test Cycles

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