University of Colorado

1. University of Colorado • Session 1017/5420 Training for HR Go-Live - Planning Through Implementation (PS HRMS version 7.51) Presenter: Kaye Orten, Director, Change Management University of Colorado

2. University of Colorado Profile • Dedicated project team • 1200 HR users • 5 campuses • Went live with Finance Version 7.0 public sector GL, AP, PO July 1, 1999 • 80% of end users use both HR and Finance applications

3. Profile, page 2 • Dedicated training team and training facilities • Citrix is used as front end to accommodate both MAC and PC users; also provides shadowing capability on the help desk • Used PeopleSoft EUT for HR training

4. Agenda • Prior to HR training • What we learned from Finance training the year before • Pre-training steps - HR • Formal classroom training • Other resources: labs, practice area • Go-live support

5. Agenda, page 2 • Training transition to campuses - letting go • Post go-live user communication • Changes incorporating user feedback

6. Prior to HR training : • User inventory/needs assessment • Basic computer skills workshops • Managing imposed change workshops • PS tutorial on web site • Trained 1900 finance users • People were already familiar with infrastructure and PS navigation

7. What we learned from Finance training • What we learned in Finance, we incorporated into Human Resources training • Engage users up front • Control the # of people being trained to those who really need it • Have the Service Center up front

8. What we learned, page 2 • Customize the training data base as much as you can given the time you have • Use non-directed exercises - make people think • Provide step by step guides as part of the initial training material

9. Pre-training steps - HR: • Tried to minimize impact of security class and row level security problems by having every staff person test security prior to go-live. We didn’t test workflow as much as we should have. • HR is different than finance - it has to work from day 1, especially when you have a payroll deadline your first week

10. Pre-training steps, page 2 • Build confidence in your employees - answer the two key questions - Will I get paid ? Will the staff that I work with get paid ? Strategy : sample payroll advice

11. Formal classroom training • Training goals: available on-going high quality user friendly • PS End-User Training - customized for many CU processes and panels in both EUT and online library

12. Other resources • Practice area available from desktop • HR implementation was delayed twice - we trained on original spring schedule. Took several steps to keep activities fresh in the interim • Sent out practice area exercises prior to go-live • Conducted a 1/2 day required refresher

13. Go-live support • Extensive go-live support centered in classrooms, around each payroll cycle, Maintained this level of support for 6 months to help off-load phone call volume from the PBS call center. • Call center (help desk) within the Payroll & Benefit Services Center had dedicated line for PS questions

14. Training transition to campuses - letting go • Re-wrote training to work from the practice area. The practice area is defined as one of production-supported environments. • Carried new user training/support for 8 months and then transitioned this to the Payroll & Benefit Services Center.

15. Post go-live user communication • Working groups in key areas • Open forums • Refresher training on request • User Alerts • Help Desk • Step by step guides

16. Changes incorporating user feedback • Software customizations • Process changes • Feedback mechanisms User Alerts Step by step guides Web pages

17. Questions ??? • Kaye Orten University of Colorado Director, Change Management • phone: (303) 492-9382 • email: Kaye.Orten@cusys.edu • fax: (303) 492-9883