Embracing the opportunities presented by technology is at the heart of our plans for the council of the future and as we build towards that vision there will be lots of different examples of the Council’s digital transformation.
Last week I gave an overview of the Being Digital approach and through my blog I will aim to keep you updated as the many projects that are underway move forward.
One of those that will have a positive impact for all employees revolves around the replacement of our main HR and payroll system, known as PSe.
The current system is due to be retired by the supplier in 18-months and we have an in house project team working to finalise a new solution, taking the opportunity to consider how we can better use technology to manage our information and improve our processes by reducing unnecessary steps.
This project will affect all of us in some way – whether that be simply changing the look of our payslip, allowing more of us the opportunity to self-serve or providing managers with more tools to better support their team.
The system that is being implemented is called CoreHR and you can review in greater detail what this will offer in this video.
The CoreHR system will go beyond simply replacing the current system and replicating what we do now. It will provide increased functionality that will improve our self-service capability allowing us to build upon what is currently done well within YourHR and ultimately replace both YourHR and Open Options.
The replacement of these systems will be done in a phased approach with the functionality of the various systems being gradually shut down as it is moved into CoreHR.
Phase one of the project is focussed on the foundation elements of the system; ensuring that our HR records (including annual leave) are in place and enabling us all to be paid from the new system in October. This initial phase will also bring more self-service opportunities for us all and an improved experience for new employees.
The second and third phases of the project will bring improvements in how we approach recruitment by streamlining the process and reducing the time to recruit, expenses will be processed in a self-service way and health and safety will also allow more of us the opportunity to record any health and safety issues ourselves.
One of the major benefits that CoreHR will bring will be talent management functionality, replicating aspects of the existing PR&D process but providing a full and complete view of all our employees and their development needs. Ensuring we have the correct skills, behaviours and attitudes is critical to ensuring we achieve the aims of the Target Operating Model and it is vital that we are all provided with the opportunity to develop our skills and progress within the Council.
The existing Employee Benefits and Occupational Health Assist portals as well as the online learning platform (OIL) will be maintained. Details of how training will be provided and what opportunities there will be for remote employees to begin to self-serve will be provided directly by the team as part of the project communication.
There will be more information on the roll-out of CoreHR in the months ahead, but I’m pleased to be able to provide an introduction at this stage and to thank you in advance for your support in embracing new systems and new ways of working.