Many of our Infor Lawson clients are in the process of moving from Lawson S3 to Infor Global Human Resources (GHR). Eventually, all users will need to migrate to GHR (as it’s the future of Infor’s strategy), but in the meantime, customers are taking it step by step.
One of the core modules to consider migrating right now is benefits. Why? So you have a single system of truth. If you have benefits in S3 and are using other human resources (HR) tools like recruitment and time accrual in GHR, there’s a potential for a disconnect in data. And an issue with that sort of data can lead to a host of issues, especially when it comes to processing payroll.
So if you’re getting ready to migrate benefits to Infor GHR, this article is for you. We’ll cover everything you need to know to set yourself up for success. Let’s dive in.
Clean Your Current Data
If you’ve been using Lawson S3 for many years, you’ve likely accumulated some bad data—it happens to everyone. So, before you consider migrating to GHR, you should clean up your current data. You may need to keep some of your existing data, but get rid of as much ancillary stuff as you can. You don’t want to carry garbage over to your new system. Scrubbing your data is the first step in prepping for migration.
Develop a Communication and Training Plan
It’s never good to spring a new process and solution on your entire employee base overnight. That’s why we encourage clients to develop a communication strategy to prime their employees on what’s coming. This communication can start months in advance and should continue as you get closer and closer to launch.
About a month before go-live, we suggest training the organization on the new process. This training could be web-based or on-demand videos, whatever works best for your org. We’ve seen a lot of success when companies develop a series of videos to walk employees through the new open enrollment and benefit-selection process. Doing this walkthrough helps to reduce excessive calls and emails to your HR staff when the new system is rolled out.
Plan for Dedicated Resources
Trying to add implementation tasks on top of a full-time employee’s day-to-day workload is a recipe for disaster. Depending on the size of the project, migrations like these can take months to years to finish, and adding a ton of after-hours work to an employee’s plate can easily lead to burnout.
Before getting started on your migration, consider the additional resources that you’ll need. We recommend a third-party project manager who can manage the process and all the administrative work, allowing your employees to focus on their day jobs. A project manager can tackle project plans, status reports, and other project-specific tasks. We’ll dive deeper into the benefits of bringing on a project manager in an upcoming article.
Partner with Infor Experts
One of the primary parts of a compensation plan that attracts employees is benefits. Of course, maintaining everything involved in a company’s benefits plan can cost your HR team a lot of time and money. That’s why it’s critical that all the cogs and wheels of your benefits process are well-oiled and churning smoothly.
If you’re still using Lawson S3 benefits and hesitant to migrate to Infor GHR, we understand—if it ain’t broke, why fix it?. But GHR Benefits offers your benefits team and your employees so much more. Not only will you experience all the benefits of a cloud solution, you’ll get a single source of truth for your organization’s data.
Surety Systems can help you create a roadmap to migrate your Infor system from S3 to GHR. Our senior-level Infor consulting team has experience guiding other clients through these changes and can bring that expertise to your project.
Contact us today to learn how we can help make your migration seamless and successful.