End of HRMS Project, End of HRMS Team
Finally…, it’s all over. The new HRMS is installed, it functions as hoped for. Users have embraced its advanced features, the training was highly effective. Initial evaluation has shown that the HRMS ROI goal has been exceeded. The HRMS project has been a success! But what happens to the HRMS team now...
This is the final stretch in which so many projects stumble, because team-wise the finishing line hasn’t been crossed yet. Simply stopping once the HRMS project objectives have been met risks leaving people high and dry. There is one more task remaining: to mark the efforts and achievements of the team.
Firstly, the HRMS itself may have been evaluated but what about the HRMS team? A fitting end to the team’s hard work is to review and identify what went particularly well and why. Not only is this an appropriate ego boost for the team members but it will also provide a record for the organization that may be of use in future HR or IT projects. Likewise, if anything did not go so well, flag it up and consider – with the benefit of hindsight – what could or should have been done differently.
Similarly on an individual level, the final performance management task is to review personal performance: achievements, lessons learned, skills developed that can be transferred back to the ‘day job’ and so on.
Part of the HRMS project review should include putting the team’s documentation in order for future reference. In addition to the highlights and lessons learned mentioned above, the team’s documentation might include: a log of outstanding issues, a record of key HRMS project decisions including who approved and when, new procedures that are being used in the system, system training manuals, technical requirements, and any other records or core materials that might of assistance to those with HRMS responsibility in the future.
Reward and Recognition
Finally? Celebrate! It’s over, you did it, even if everything wasn’t perfect, you made it to the end of the project so it’s time for the team to kick back a little and take a time out. Whether it’s an office party, an afternoon off for everyone, a team bowling evening…, whatever, find something that everyone can enjoy and use it to mark the milestone. One warning: beware of the message that goes: “Well done on all the hard work, the next project will require more of you…” That’s not a reward and it’s not motivational; it’s a downer – just stick to well done, there’s plenty of time to talk about the next round of hard work tomorrow!
Also, don’t afraid to ‘celebrate’ failure for the lessons it offers. After all, everybody fails, it’s human and if the result is punishment then it’s more likely to be brushed under the rug and the lessons lost. Drag any failures out into the light; treat them kindly and then learn from them.
Finally, depending on how you’ve structured the HRMS project and the team (or teams) you may find you have several ‘ends’ to celebrate or acknowledge. While naturally you can’t get too carried away with the partying, it’s no bad thing to have several events or milestones to celebrate… they can keep the motivation high as the project progresses.
And by the way, congratulations on a successful HRMS project!
Featured white papers
Working with HRMS consultants: five steps to success
Find and onboard the right HRMS consultant for your project with this guideDownload
Workforce engagement is the key to HRMS implementation success
How user buy in affects your HRMS project, and how to encourage it
The pros and cons of hiring an HRMS consultant
What are the benefits of hiring an HRMS consultant for your implementation project
How to work with HRMS consultants
HRMS consultants can be invaluable...if you establish a solid working relationship.