Phase 1: define the target operating model
Document current processes, future ownership, policy decisions, approval paths, reporting requirements and integration boundaries. Resolve governance questions before configuration.
- Executive sponsor and project owner
- Scope and success measures
- Decision and escalation structure
- Representative test scenarios
Phase 2: prepare data
Create a field-level data dictionary, identify source owners, remove duplicates and validate employee status, structures, identifiers and effective dates.
- Employee master
- Organisation and location hierarchy
- Compensation and payroll data
- Leave and attendance balances
- Historical documents and records
Phase 3: configure and test
Configure policies using approved scenarios. Test normal cases, edge cases and cross-module effects such as attendance-to-payroll or offer-to-onboarding.
Phase 4: parallel validation and readiness
For payroll and other critical cycles, compare outputs with the approved existing process and investigate differences. Train process owners and managers using their actual responsibilities.
Phase 5: go live and stabilise
Launch with a published support path, issue log, daily review during the initial period and clear criteria for closing migration or configuration issues.
Phase 6: expand deliberately
After the operational foundation is stable, add workflows, talent modules and analytics based on adoption and business readiness rather than feature availability alone.
This resource is operational guidance, not legal, tax or statutory advice. Validate current obligations and final configurations with qualified advisors and official authorities.