For almost two months, we’ve been under orders that have changed the way we approach our day-to-day jobs. In those two months, we’ve seen the rise of remote work and for some people, the ability to put their energy into tasks they weren’t doing at the beginning of the year.
Implementing a new HCM system is a challenging and exciting endeavor for HR and payroll professionals. Too often we have found that the project team tends to focus on the HCM solution vendor selection and core implementation.
Remember two years ago when everyone in HR, the government, and organizational leadership was up in arms about the changes to overtime rules and the punishments the Department of Labor (DOL) could dole out? Then with the changing of presidents the proposed changes to thresholds and testing requirements never happened.
And everyone moved on and forgot about how important it is to pay attention to regulations that are in place about employee overtime.
Well not everyone.
Is Launching a New HCM System in the New Year the Best Decision?
Congratulations, you’ve made the important decision to implement a new HCM system! Whether you picked it because you liked the HR technology presented at a conference, went through a rigorous vendor selection process, or somewhere in between, to get to a decision has likely been a considerable weight on you and your team. As experts in all things HR technology, but especially HCM systems, we truly understand the gravity of the decision.
But the hard work does not end once you select the system. Some say the hard work starts once you start implementing your new HCM system. Why? Once you start implementation, you're working hard to complete data migrations, learning the new system, re-evaluating your processes, making important decisions, and more.
So, what’s one of the most important decisions when working on your HCM systems implementation? That would be your go-live date. It’s the day when (in theory) the old system is officially done and the new one is activated and ready to go. It’s that day that you’ve been leading up to when you first started investigating changing.
Increasingly, HR professionals are considering contract work, which many within the workforce are migrating to. But contract work isn’t for everyone as success relies on a tolerance for risk as well as a personality that may have to be “on” more than you are comfortable with. Contract jobs can be a foot-in-the-door for a long-term job, but they can also become temporary lucrative and exciting career opportunities. They present the chance to try new things for a limited time or hone in on set skills and projects, allowing you to excel and change your day-to-day.
As we journey along our payroll or HR career path we are encouraged to find a mentor – someone to be both a “consigliere” and advisor. This seasoned individual is someone who has been through many of the challenges younger HR and payroll professionals find themselves faced with. Don’t forget to consider how much a younger mentee can teach an HR professional some new tricks. Whether you would be the mentor or mentee, there’s lot to gain in a professional mentoring relationship for both parties. Mentors can learn about new trends, technology, etc. while they assist with the valuable advice commonly associated with mentorship. And while they are at it, mentors can help mentees careers soar.
PHR…SPHR…FPC…CPP…SHRM-CP…SHRM-SCP…if you’re in the human resources or payroll profession you undoubtedly know what these letters represent. But is there value in these certifications to justify the time and financial investment for both individuals and employers? After spending a good portion of the past year studying for my own SPHR and CPP certifications, I believe more than ever that obtaining certification adds a significant value to HR and payroll professionals and their employers.