We have gone from using separate HRIS and Payroll solutions to an integrated product (Ultipro). Can anyone offer advice about an effective organization structure to manage the system since the two de
Answers
One could argue placing the HR inside the
The most practical option is identifying (and assigning) which departments are responsible for what portions (info) of the combined system and leave the "org" AS IS. In other words, try to lessen (or eliminate) the finger pointing. I believe this is the option of least resistance and still manage your combined system.
Building on Emerson's comments, can I suggest that you consider starting the discussion by stating to your colleagues that, fundamentally, this is an "enterprise wide" solution, not a parochial/departmental system. Get your
Then simply work with your dept heads to identify who should be involved in:
-managing master data
-processing transactions/updates to records
-using system based controls as far as possible
-dividing duties in line with sound internal controls
-using the data to provide reports and queries to different people for different reasons (e.g. if the VP Sales requests certain reports to help manage his sales team, listen to his needs).