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While carrying out HR|Payroll projects, we’ve noticed a new trend of Lithuanian client’s attitude toward the deployment of HR|Payroll solutions and the implementation of projects, that has become much broader. Encouraging news that Human Resources and Payroll management is no longer just about running payroll.

Depending on the culture and habits of the organization, the level of innovation adoption, and the functional scope being installed, HR|Payroll projects can also be successfully implemented using different project management methodologies, from sequential (Waterfall), incremental or pure Agile, or hybrid methods and so on. Don’t be afraid to experiment to get the greater result for your organization. I think every modern provider will recommend the most suitable methodology for your specific case and help you implement it.

If you are considering replacing an old HR and Payroll management solution or improve the existing one, a new implementation project is naturally on your table. Before all activities start, we strictly recommend paying attention to the following key stages during the project:

  • Diagnostics – analysis. Even in Lithuania, investments are being made more and more confidently into deeper analysis of HR|Payroll processes and needs, realizing more clearly that Human Resources management is an extremely broad, sensitive and crucial topic for every organization. An initial analysis of the most important requirements for the solution should be carried out before diving into the entire project and choosing a specific HR|Payroll solution.
  • Design, development – adjustment. A creative process for both - the implementer and the organization deploying the solution. The most effective way is when the client and his project team with K-users are involved in an active and coherent process (during design, reviews sessions, acceptance of development works, etc.). During the implementation projects like these, the design and development process becomes alive and very close to the actual need of the organization deploying the solution, which is a great benefit for the organization itself. The active involvement of both parties has a huge impact on the success of the entire project and the result created, as well as overall satisfaction using the new solution later on.
  • Solution deployment, active support after go-Live (hyper care or babysitting). A very important moment for the project implementation team, otherwise known as “low start” or “bringing the solution to life – go-Live”. A clear system deployment plan facilitates communication during this active period, when the sequence and timeliness of the actions performed become especially important to start properly and on time. During this stage, all project teams, implementer, and the client, are actively engaged in project activities, and new users are doing their first steps working independently with the solution.

The mutual, coherent, and open-minded involvement into the implementation process is a prerequisite for a successful project, regardless of what methodology is used or what functional scope will be implemented. When preparing for an important project, every organization must clearly dedicate resources and give them possibilities to effectively participate in project activities on a daily basis.

Good luck!

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English Darbuotojų savitarnos portalas yra asmeninė personalizuota platforma kiekvienam organizacijos darbuotojui. Darbuotojų portalo vienas pagrindinių tikslų – užtikrinti vienoje vietoje prieinamą ir susistemintą svarbiausią darbuotojo asmeninę personalo valdymo ir darbo užmokesčio informaciją. Bendrai pastebime, jog apie darbuotojų savitarnos portalo funkcinę aprėptį reikėtų kalbėti gerokai plačiau, nei tai mato didžioji dauguma bei atkreipti dėmesį į teikiamas šių funkcijų naudas. Mūsų akimis didžiausią naudą organizacijoms teikiančios ir praktikoje dažniausiai diegiamos Darbuotojų savitarnos portalo funkcijos yra šios:
Lietuvių The Employee Self-Service Portal is a personalized platform for every employee in the organization. One of the main objectives of the Employee Portal is to provide, in one place, accessible and structured key personal HR and payroll information for every employee. We see that the functional scope of the Employee Self-Service Portal should be much broader than the majority of people see it, and that the benefits of these features should be highlighted. In our view, the functionalities of the Employee Self-Service Portal that provide the biggest value to organizations and most commonly implemented in practice are:
The aim is to follow the strategy – unify Human Resources (HR) databases across separate business units of different countries using the reliable Dynamics 365 platform. Each country has its own specificity for HR management and is affected by the local legislation system. Nevertheless, the most important HR management rules, unified databases of employees and other contractors, can be managed globally. Each organization can highly benefit from creating a Master HR database and be able to share the HR information with other internal or external systems in a unified way.
Yes, it is, and you gain twice, especially when you know all benefits and strengths of using Microsoft Dynamics 365 platforms in your daily business life and, of course, the possibility to calculate Payroll for 3 different countries. I am proud to present you our Columbus Baltic HR|Payroll solution on Dynamics 365 Finance & Operations platform (previously known as AX or Axapta). This solution is completely unique in the Baltic market due to the following 3 aspects:
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