Supply Human Resources and Payroll System

The Human Resources and Payroll System Project The University’s current HR and Payroll System was implemented in 2004. In 2015 the University undertook and external review of the HR & Payroll systems provision with the purpose of identifying the best way forward for HR & Payroll technological provision. The review focussed on the need to underpin the University’s People Strategy 2015-2020 (see Appendix 1) by the provision of simple, efficient, technology enabled processes (aspiring towards self-service). The People Strategy further supports the University’s Strategic Framework goal ‘to ensure that [the University] is an inspiring place to work, where people are able to develop and realise their potential within a friendly and professional learning community’. Following an analysis of available options, looking at both current system provision and offline processes, the review recommended that the University goes to market for HR and Payroll as an integrated product. Current State The University’s current HR & Payroll System is part of the integrated Agresso Business World product (ABW) provided by Unit 4, used also for finance and purchasing processes within the University. In addition, the Human Resources & Organisation Development department (HR & OD) use several additional, non-integrated systems for other processes including: • An in-house staff training database • i-grasp for e-recruitment processes • A hosted solution called VT2000 for the management of hourly paid academic staff Vision At the organisational level, our vision is that a new HR and Payroll system will help to deliver one of the key elements of the People Strategy – “Simple, efficient processes that are technology enabled”. The University primary position is to procure a single technical solution for the capture of full employee lifecycle activity. However, if necessary, best of breed solutions might be considered where the desired functionality cannot be achieved in one solution. The University’s vision for the new system is that it will deliver: • A single technical solution for the capture of full employee lifecycle information • A focus on maximising manager and employee self-service • Sophisticated and robust data and reporting capabilities, including data analytics, to drive decision making • The maximisation of operational efficiency through lean and efficient business processes • Excellent value for money • Effective and robust interfaces with other University systems