I'm often asked when a team should move new features into Production. Or, how do you know that a Kronos configuration is "good enough"? This is a simple question that deserves a simple answer. I answer the question with a question. "Is it right?"
So now I want to avoid the subject of this blog and talk about the last question! How do we know when a Kronos HR configuration is "right"? How do we know when a Timekeeper configuration is right? How do we know with a WIM is right? Notice that these questions aren't about if it works. Many many systems work but aren't right. So again, how do you know?
And the answer is simple. Just look at each step in a best practices approach to the project and answer the following questions.
Is the Kronos change/implementation/upgrade assessment work complete and agreed upon with the unit/department/organization?
Did you think about everything? Sounds silly right, but one needs to brainstorm and think out of the box on this one.
Are the timekeeping, HRPR, scheduling, etc. requirements documented, reviewed and signed off -- addressing everything in the assessment documentation?
Has the Solution Design been written, reviewed and approved (Kronos creates a Product Design Document for this step) to address all the requirements?
Has the build been completed and tested with a proper test plan, scripts and validation by someone other than the developer?
Does this list sound like a standard implementation framework? If so you already know all this right? Then why consider any other way.
No matter what the size and scope of the change we plan for our Kronos Workforce Central environment, if we don't do our due diligence it is reasonable that what we deliver is not right. Happens all the time.
Download the Workforce Management Implementation Strategy White Paper.