If you’re one of the many Infor Lawson customers migrating from Lawson S3 to Infor Global Human Resources (GHR), you’ve come to the right place. We have a series of articles to help educate you on what to expect as you start your migration journey. You can catch up on our first posts below: 

What You Need to Know Before Migrating Benefits to Infor Global Human Resources

Biggest Changes to Expect With Infor Global Human Resources

In our experience, organizations tend to fall into a few common pitfalls when migrating to GHR. So we gathered some of our consultants’ best advice on how to make your transition as smooth as possible. Here are their suggestions on what not to do. 

Skipping User Testing

We recommend at least three solid testing cycles to ensure that everything from payroll being processed into S3 and benefits is accurate (and vice versa). When payroll is completed, you’ll be able to get all that information out of benefits and bring it over into S3. 

We’re also big believers in testing your entire process with actual users. So if you have dedicated resources for each of these teams, go through the testing cycle with them in its entirety. You can start in benefits and create a benefits policy. 

For example, let’s say your health plan is through Aetna. Begin by creating a configuration for it. From there, Aetna should be receiving the demographics file, and then we can run payroll to make sure that benefit reduction is coming out. Once that benefit reduction is coming out, we want to make sure it goes to Aetna and that they receive the deduction. From there, it’s reverted back into the employee’s paycheck, and on it goes. 

Not Testing All the Components

Sometimes organizations will say they’re “testing” but what they mean is that they’re just testing the actual benefit plan itself. You need to consider all of the components involved in this process. You’ll be dealing with the IT, human resources (HR), and human resources investment fund (HRIF) teams. Everyone needs to be informed and involved in the testing. 

Not only is thorough and comprehensive testing key to a smooth migration process, it’s also a great reason to bring a third-party consultant on board. An expert consultant can use their experience to help guide you through the various stages of a testing plan, while customizing it to your employee and organization’s specific requirements. 

Finishing Time Records Later

This is a simple trap to fall into, but it can cause you big headaches later on. There’s a job called a PR 985. It’s your time records. This file channel needs to be created in collaboration with your IT and HR teams before you start implementing your testing strategy, so keep that in mind whether you’re going to handle testing yourself or bring in a hired gun to help out. 

Bringing Over Dirty Data 

We’ve said it in previous migration articles, and we’ll say it again—clean your data before migrating it. You wouldn’t pack up dirty dishes if you were moving across the country, so why bring dirty data with you to your new system? And if your data is already squeaky clean, kudos! That gives you extra time to focus on testing.

Only Hiring a Third-party Consultant After Things Go Wrong

A lot of organizations try to take on a migration or upgrade using just current staff, and in many cases, this leads to disaster. After all, your current staff is probably already juggling a few tasks in their day-to-day roles. Asking them to take on a migration or upgrade in addition to their full-time work is a bit like tossing a juggler a machete, a flaming torch, and a watermelon, and then telling them to juggle all that while on a unicycle.

Putting your full-time employees on projects like these can easily lead to burnout as they work overtime trying to juggle their “day” jobs and the migration. We’ve also seen projects that weren’t staffed properly slip through the cracks, leading to longer timeframes and costly mistakes. No one wants to report to the leadership team that a migration isn’t going to meet its deadline or budget. 

That’s why we recommend hiring a third-party project manager before getting started on your migration to Infor GHR. A third-party PM can manage the project so that your employees can focus on their day jobs, and the project can stay on track. 

Succeeding with Your GHR Migration

That covers some of the common pitfalls we see organizations run into when trying to manage a GHR migration project. In our final article of this series, we’ll cover the duties of a third-party project manager and how adding one to your project team will benefit your migration to GHR. 

If you’re ready to kick off your migration but need some assistance, Surety Systems can help. Our senior-level Infor Lawson consulting team can assist you with your migration at any stage of the process. Contact us today to get started.