Strategic Planning

At times, Management within the internal HR and Payroll organizations might have a difficult time clearly articulating HR and Payroll technologies in the context of the direct effect on important business results. Often the project teams may not be able to justify the expenditures needed to align their HR and Payroll technologies with their business goals.

Executive Alliance will work with you to create a plan to include business, functional and technology needs as well as assessing the impact of the change and any potential costs.

Our Approach to Strategic Planning

Assessment:

  • EA will conduct discovery meetings with the client’s key HR, Payroll, business and technology stakeholders to gain an understanding of the high-level strategic and operational needs and the business drivers that might impact the direction of the project.  Specifically we will discuss current challenges, unmet needs & risks, identify HR priorities and challenges and establish project boundaries and goals.

Planning:

  • The goal of the Planning process is to ensure that our Client Sponsors understand the due diligence involved in assessing the current environment, the steps required to achieve the desired state, as well as resource and cost commitments.  The focus of the Planning process will include phasing considerations, timing issues, resource requirements, cross functional dependencies, critical success factors and risks.

Our Deliverables to the Client Include:

  • Integrated HR functional requirements template
  • Documented requirement prioritizations in order to objectively assess gaps with current technology
  • Evaluation criteria
  • Short-term and Long-term Human Resource Technology Roadmap
  • Outline of business drivers that become a key component of the roadmap
  • Business plan that outlines HCM improvements and their effects on organizational goals
  • Functional plan to identify process areas needing improvement by redesign
  • Technology plan to determine IT strategy and direction in support of the HCM delivery model
  • Change impact analysis based on recommended changes
  • Critical success factors and organizational risks
  • Potential costs associated with the plan