Keith W: Good afternoon everyone. My name is Keith Wayland from RPI Consultants. I want to thank you once again for attending this presentation on HCM 10x Differences. We have a great presenter today, Miss Jackie Dudas, who has delivered this at various user groups and has also been responsible for 10x Differences training related to HCM, brought a dozen different upgrades. We are very excited to have her here presenting today. We will hand off in just a second.

First, I have a couple of housekeeping items, number one, you should see a live video feed and you should be able to toggle between the PowerPoint and the video as you wish… to make us bigger or smaller. Number two, we encourage questions. Anything you want to know, now is the time to ask. Please type it into the Go-to-Webinar questions box and we will try to ask it throughout the presentation. We find questions help enrich our presentations, so please feel free to fire away. Number three, and most importantly, we are going to be recording this session and we are going to be putting it on our website and on YouTube. It does take us a couple of days. We are doing a lot of these this week. Once we do, we will send you a link with the recording, so you can re-watch it or share it with your colleagues. I hope you find this very useful and informative and without further ado, I give you Miss Jackie Dudas.

Jackie D: Thank you Keith and thank you everyone for joining today. We are going to be talking about HCM version 10 Differences. This presentation is a highlight reel of all of the things I find really exciting or really neat about Version 10 Differences. It’s not all of them. There are some release nodes and I have compiled a sheet of release nodes that I can send out with the presentation if you want to see the full list.

Here is our obligatory about RPI slide. If you have been on other presentations today or this week, you have probably already heard this spiel, but we are a full service, Lawson Consulting Firm, founded in 1999. We have over 50 consultants that live all across the country and we do projects all over the United States and recently one of my colleagues just flew to Canada for a project. This is our agenda for today. This is what we are going to be going over. The first thing we are going to be talking about is Mingle. Mingle is the new Workspace. It’s the new Portal essentially. It’s where you are going to be logging in to access all of your information to access Lawson. We are going to be going through new features within each of the modules and then we are going to talk a little bit about change management. How you are going to prepare your organization for this upgrade.

First of all, what should you expect out of your version 10 upgrade? The majority of this upgrade is going to be a technical upgrade, things on them back-end. Your tech team is going to be involved family. Your functional teams are going to be involved in testing and making sure things work on the front end, but it’s really just mostly a technical upgrade. Another new thing or another exploitation is to expect a different user interface. Again, Mingle, you are going to hear me say that 100 times in this presentation. Mingle is the new user interface. It’s going to be a new look and feel and then testing. A lot of testing is going to be going into this upgrade.

Once you have the system up and running, you are going to want to get your users in thereto test all of your business functions. You are going to test the employee and manager self-service, browser compatibility because you now have the ability to use Portal or Mingle within Chrome, Internet Explorer and Firefox. You are going to want to test any interfaces you have into and out of the system, make sure it is still works. Any custom forms you have set up, you are going to want to open those up, test them as well. The last thing you are going to need to expect to do is a differences training because of a lot of the differences within Version 10 are just on the look and feel, you are going to want to get your users accustomed to it. It’s easy enough to do with just the differences training. We do it a lot. We do it in a presentation format because they don’t need to get their hands on the stuff to learn about the differences.

What is new in Version 10? It’s an enterprise-wide release that delivers enhancements in all of Infor’s core product lines. Like I said, it’s not major changes. It’s a new look and feel. It’s not a lot of processing changes. It’s more processing efficiencies. There’s going to be some new forms, some new fields, but again, your users are going to be able to use it as if it were Version 9. On to Mingle. There are two different types of Mingle. There is Mingle Foundation and there’s Mingle Enterprise. Foundation is your standard out-of-the-box, doesn’t cost anything extra version. It comes with all of the things that are listed here. You have the Yelp and Currency converter, world clocks, that kind of thing.

Mingle Enterprise comes at an additional cost. It has some more social features. I just want to make you aware that there are two versions. You are probably going to be perfectly fine setting up Mingle Foundation. We have one or two clients that have Mingle Enterprise right now, but again, it’s just an extra social component. Like I said, Enterprise does come at an additional cost. This is an example of Mingle when you first log in to Version 10. This is your home screen. This is where you are brought first. This is Mingle and this is the share points out of Mingle. Mingle is a portal within a SharePoint wrapper.

When you first come into Mingle, this is going to be your SharePoint side. As you can see, I have a document uploaded here, for this presentation just to show you that you can upload documents to this page. The way this works is it’s going to be viewable. These documents are going to be viewable and updatable by anyone that shares the same security role as you. A different security role, you cannot see a document that I have posted. This is the Portal side of Mingle. To get here, I started off on the original SharePoint side and I clicked this global button up here. This is what it’s going to look like when you get on to the Portal side. It looks very different at first, probably. It’s the stark white, which I love, but I hear a lot of people don’t like it. They think it’s just too plain, hurts their eyes. It looks different at first, but then you can see your search bar is still up here on the top left, top right. Bookmarks over here are no longer in that panel bar on the side. They are a collapsible menu up top. You are still going to be able to use your search bar to navigate, still same functionality, different look and feel.

Depending on what your organization has purchased and deployed, you are going to see different icons here on the top. That home/house there, that’s the SharePoint side. This globe here is Portal. This lightbulb I believe is LBI and I think this box with the arrow in it is RQC, but again, whatever your organization wants to have links out to up there, you can put that up there and then it is just a quick link out to wherever you need to be. Over here on the right hand side are contextual applications. This suitcase here is a screenshot of your printer manager. If you were to click this contextual … We will come back to that. If you were to click this suitcase here, it would open up a screenshot of your printer manager. It’s going to show you programs you have already run. It’s not going to take you to a program to run. It’s going to take you to the output that’s already been made.

This sheet here with the question mark is the Lawson Documentation Info Center. If you have any questions or want to access a user guide, you can come here and click on this sheet and it will actually link you out to an info Center where you can get documentation about the system. This start here is actually a shortcuts button. It works like bookmarks, but if you navigate to a screen and then click that star, it marks whatever screen you are on as a shortcut. Contextual applications are just little helpful widgets that live on the side. It will help you get quicker, better at navigation functionality use out of your system.

This is your contextual application manager. If you actually click this gear button on the top right, it will take you to this application manager. The way this works is you have all of these over here that are available to be added to your desktop or to Mingle. If you select one, click that Chevron here, it will come over to the right hand side and this is going to show all the ones that are already added. Over here on the left-hand are the ones you still have to choose from. Then I have a list here of a few other things that are available to you, if you would like to add them for quick access.

Here is my screenshot of the printer manager. This Chevron, if you pop that out it’s going to pop out your printer manager and all of your contextual applications actually. If you double click on this PA340 right here, it would show you the output of the last PA340 I ran and here is your link to get you to that documentation info center.

Now we are going to touch on Mingle Enterprise for a moment. Again, we were just at Mingle Foundation. Now this is Mingle Enterprise. You are still going to have that same SharePoint site in the beginning and then you are also going to have a portal here. As you can tell, it looks very similar. The main differences are on your homepage. This is the homepage for Mingle Enterprise. As you can see it’s very busy. There is a lot of social integration. It’s your dashboard essentially. The way this works is based on your role, your security role, it’s going to push data that’s relevant to you. You have alerts, tasks, trending posts, comments. This is where task still come to you for approval. If you need to approve something, you are going to see it light up here. Again, we only have a couple clients that have gone live on Mingle Enterprise and I am not even sure they are using all of this functionality.

Now we are going to get into some of the actual system changes. First couple here are navigation changes. The first one is data area verification. Previously, your data area verification like whether you were in Prod or test would live up in the top. It would say, “Welcome Jackie PROD.” Now it’s going to be right next to the screen tokens. The token is the name of the screen. For HR11 it’s going to be … I don’t have it set up here, but it’s going to be to the right of that. The reason I don’t have it set up here is because I wanted to show if you hover over at the token name, it will give you this little drop-down on it that tells you where you are. Even if you don’t have it set up to show continuously, you are still able to quickly view it rather than having to go to user options and accessing your data area from there.

The next one is the status messages. If you are like me and your Internet Explorer ever updates overnight and you lose the settings you had for your status messages to show up, it can be very annoying. Now you don’t have to worry about that anymore because the status messages are actually going to be on the screen rather that in the Internet Explorer status bar. That’s very helpful. Again like I said, for that reason you can now use Portals within Chrome and Firefox as well. List view is another cool functionality within Version 10. How it works is it basically displays items that are shown as a single item on a form in a list view format. This is a PA02 positions screen shown in the list view. The way it works is you have a full list of positions here and the way it works is I would just type in these white boxes here. I will type in there. You can still use your asterisks to search. If you want to do like something and hit enter and is going to filter back only the results that are relevant to what you have typed in here.

Once you find the record you like, you can double-click it and it’s going to bring you to the traditional view of the form you are on. If I clicked one of these records, it would bring me to the PA02 and inquire on the record I have chosen. If I get to the PA02 and it’s in list view and I don’t want to see it in list view, I can click this button up here on the top left “show form” and that will take me to the traditional view of the PA02. If I am on the traditional view of the PA02 and I want to get back to the list view format to be able to search more quickly, I can click “show list”, that will replace the show form when you are on the traditional view and it will bring you back to the list and you can go ahead and search like that.

If you hate list view, if you never want to see it again, you can go into your user options and you can turn it off for all screens. If you decide you hate it for some, but you like it for others, you can still go into user options and you can type in which ones you want to you don’t want to see list view on. You can turn those off. I just have a list of list of list you screens here. This is not all of them. There have been some additions since this list was published.

Another navigation item is the status bar history trail. The status messages are usually across the bottom here. What I have done is this arrow is normally facing up, so I have popped it up. You can see all of my status messages for the past few form actions I have done. I was essentially clicking next on a PA52 to see actions that were taken on employees. This is neat because if you are doing a lot of manual entry, a lot of data entry, and you can’t remember, “Shoot, did I hire John Smith or not or I can’t remember. Let me go back through and see what I have done,” you can just pop this up and scroll through the form actions you have done. This is not just the PA52. This is for all screens.

If you decide you want to go back and inquire on something that was pulled up before, anytime you see it highlighted in blue like that, that’s a hyperlink. You can click on that and it’s going to take you to that form, if you already not on it, and inquire on all that information that you see. It will bring you right back to where you were moments ago. Also, if you go to “add a record” or “change a record” and a field is required, if you click on the message field as required, it’s going to plop your cursor arrived in the field that was required.

Now we are going to get into the HR and PA modules, talk about some of the actual changes within there. First thing is going to be on the employee groups. First of all, the updating on employee groups has been expanded to 2000. Previously, it was 800, some of you might be saying, “Who has more than 800 employee groups?” I know people that do. I know clients that do. They are very excited about this. A lot of people were approaching 800, having to clean it up and delete them. You should probably be up your employee groups if you think you have too many, but now you can wait a little bit longer because you have up to 2000.

There’s also a new field on the HR55 for inactivation of employee groups. This is cool because it’s this flag down here at the bottom. 1 is active, 2 is inactive. You can flip employee group to inactive and what that does is it maintains the membership as static. Despite employee data changing to fit the criteria and not fit the criteria, no one is going to move into or out of that group. This is good for any time you have grandfathered employees that are excluded outside of the normal rules or if you have an employee group you want to set up, but you should not have it be active or used for a little while. You can set it up and turn it off and no one will move in or out of it. If you need to update or process an employee, an inactive employee group, you can use a HR156 to do that. If you decide even if you have employees in it, if you decide you do want to turn an employee group back to active and allow employees in and out of it like normal, you can just flip that back on and then run the HR156 to get that back into the normal rotation of employees flowing in and out of it.

A couple of updates on HR11 here. I have some piecemeal screenshots. The first thing here is the attaching documents. If you are on the employee and you inquire on an employee and you right-click on their employee number, you have the option to attach documents. If you click “attachments” here, it will bring you to another page where you can not only attach new documents that are actually going to live out on the server, but you can also view existing attachments that are already there for an employee.

Address field link updates. The previous limit I believe was 30 characters and it has now been updated to accept 57 characters. The reason it’s 57 as opposed to a round number is because BSI only accepts up to 57 characters. New personal email field on the address tab, the employee now has the ability, even in ESS they can go in and add their personal email address. If HR knows it or has gotten it from the employee, they can go ahead and plug that in there if the employee wants to provide it.

The only problem with this is if you are hiring employees off the PA31, the email address they put into their record that you see on the PA31, when you do that hire action that email address is not going to go into those personal email field. It’s still going to go into their work email address field. When you hire them, you are still going to have to move the personal email address into the personal field and then update with their new employee address. You also have voluntary self identification of disability. I have a little screenshot here of the disability field. You just now have Yes/No and then you have “Don’t wish to answer.” If an employee does not want to answer this, you can go ahead and select that they have opted out of that.

Across the bottom I have this personal email field. This is just on the bottom of the address tab, just on the way bottom. Multiple ethnicity identification for employees: This, I actually have a screenshot here. This is the personal tab for employee and there’s a new button here for ethnicity. You still have this original ethnicity field here and once that’s populated this button will appear and you can click it and there is a new screen, the HR28. If an employee identifies as multiple ethnicities, this is where you are able to mark that. You can see here we have American Indian, Asian, Black or African-American, all of these you can pick all of them here and then you will have to use the back button to go back to the HR11.

I have seen some companies just set it up to where on the HR11 you can have a value that’s multiple and then they would use the HR28 to identify the rest of them. Ethnicities as they are, you can still select that on the HR11 as well. Again, the problem with this is the PA52 as of right now if you are updating employee information, it does not hit the HR28. Any time you are updating ethnicity information via a personnel action, it’s going to only touch the ethnicity field on the HR11. Another new screen, the Employee Assignment Inquiry, HR11.4. What this is, is essentially the HR11, but just the first two tabs of it. This is useful for a couple reasons. First one being maybe you want some of your back office HR employees to only see some information about the employees but not all. Additionally, I think the real reason they made this screen is they can pare down to some fields so that they can now have a list view for the HR11. This is helpful because maybe you only know part of an employee’s name, part of a social, something to that effect.

Now it’s a very quick way for you to be able to search for employees within the HR11. Again just like the PA02 example I used before, once you find an employee you can double-click it and then it will bring you to the traditional view of the HR11. You can go back to use “show form” right here. It shows list on the traditional view of the HR11, you can use “show list.” It’s just a very quick way to navigate to the HR11. Another update, we are back to our contextual applications here. This one is called Employee Information. Again, to add this you would use this gear button on the top right here and select the employee information contextual application.

Once you are on an HR11 record and you have inquired for an employee, you can open this up. It’s the blue profile button looking here. You are going to see five headers of employee information. You are going to see employee history, ACH distribution, payroll year to date totals, benefits and your absence point information. This is a quick way to get a snapshot of all employee information. If an employee calls, wants to know their benefits, wants to know their absence plan information, you can just go to one place, looking up really quick. You don’t have to go back and drill around on a bunch of fields. A couple more here. We have job and position descriptions have been expanded from 30 to 60 characters. I am really excited about this because I have done some position implementations where you have to abbreviate your positions down so much they don’t make any sense. Now we have tons of room to be able to describe them very well.

City Field: this update is actually system-wide. It’s not just on the HR side. The City field has been increased from 18 to 30 characters. That’s throughout the application. Multiple address lines will now be printed on W-4s within the system. If you have an employee who has multiple address lines, it’s not just going to include address one. It will include all the address lines. Personal action updates, a couple here. The new field value has been increased to accept 60 characters. I believe for the address information like we said earlier, it’s now accepts 57 characters. I think on the PA52, it’s still going to accept 60, but it’s going to truncate that to 57 when it’s passed to BSI. There’s also a new personal action history audit. When you are drilling around, you can see who made the change. It’s going to show their user ID and the date and the time for when exactly that was done.

Some reporting updates here. The PA222 certification listing now shows all four digits of the year and I always joke that’s really helpful if you need to know whether a nurse received her certification in 1912 or 2012. Enhanced starters and leaders report PA223, is now going to show the employee assigned position. The position they are being hired into or terming out of, it’s going to show that on the 223. Then we have just a couple of additional parameters added to the HR105 and the PA105 and I have them listed here.

Additional parameters that will help you to pare down the information you are looking for. Into benefits. A couple HR13 dependents during updates. On the benefits analysis tab we now have another option for dependent type, domestic partner. Down below the same tab, if you need to track the dependents are a student and you need to track you have verified this, there is a new field called “verified” and it is a date field. Once you have actually verified these dependents are a student, you can come in here and put the date of that verification right there. More benefits, the employee benefits statements BN242. I was going to get screenshots for some of these, but the screenshots are just as boring as the text.

The new parameter on the BN242 that allows you to create multiple benefits statements for employees. The way you can do that is enter ranges of employee numbers. You can do 100-105 or there is also a parameter for employee group. You can run the benefit statement by employee group. BN247 beneficiary listing. Additional parameter there just for delivering by employee or employee group again. Benefit plan set of minimum dependent enrollment rules. This is another cool update. When you are setting up your benefit plan on the BN15, once you go to the coverage screen on the BN17, the little button at the bottom of the BN15, there is going to be a field where you can input a minimum dependent enrollment rule that’s going to block anyone that does not have that number of dependents from enrolling in this plan. If I go to enroll for benefits as single and I have accidentally selected the family plan, it’s going to say, “Hey, there’s only one of you, just use this or you cannot enter into this plan.”

Now you also have the descending date order when you drill around on employee records. Instead of having to scroll all the way to the bottom to see the latest record, the latest record is actually going to show at the top. Into Absence Management here. The reversal of any personal action is now going to update the LP35 and LP100. Anytime a personal action that was reversed that would have affected absence management, the LP35 and the LP100 are also going to be updated to support that as well.

If you are processing FMLA, there has been a new behind the scenes coding to auto restore the employees 12 week entitlement after they have completed 12 months of work after they have returned from leave. That’s just another thing you don’t have to do manually. The system is going to handle that. A couple LP51, employee leave of absence updates. There is a new employee email address field. I forget what tab it’s on. I think it’s on the address tab, of course. That’s just a new place. If they don’t have access to their employee email address and they have not provided a personal email address for the HR11, while they are on leave they can access this new email address. You can get thatfrom the employee and put that on the LP51.

There’s also an employee memo field. This is going to accept 60 characters and is just at the bottom of the screen. You have any additional information about the employees leave you can go ahead and put that in the memo field there. You now have drill around available on employee leave of absence records and this is just a screenshot of that. You can drill around on the employee, the type of leave, the reason for leave, and estimated return date.

Another new screen, LP199. It’s a new program for closing on process service data. If you have employees that are actively enrolled in a plan that only receive a flat amount accruals that are independent of any hours or earnings, this stuff can get jumped up in your system. They can sit there and slow down your cycle programs, slow down your processing. This new program has been created. It’s going to allow you to move, purge all that, close it out, move it off-line. You can save it to a CSV file, save it off-line and that should help. You have a lot of records that should help speed up some of your processing.

Into payroll. New information for the PR160. Let me just set the scene here. This is a screenshot of the PR160, this little mini screenshot. This right here is a screenshot of process level HR01. There is a new field called direct deposit company name that has been added to the HR01 and the HR00. You are able to select that’s on the PR160. If your company has a legal name that’s different than what employees identify as who they work for, that you need to use for payment processing, that name is going to be included on the payment print. If you want your employees to be able to recognize the name they are used to seeing, you can go ahead and put that in this field here on the HR01 or the HR00 and then select on the PR160, from where you want to pull that, whether you pull it from the HR00 or the HR01.

Another new screen, the PR170 positive pay file creation. This allows you to produce an electronic file to ensure banks have received and validated your check for cashing. There is also one on the finance side. It’s the CV170. It does the same thing, just two new forms for it. The PR160, there is a new field, the payment detail field that allows you to suppress employee bank information when you run the payment detail listing. We actually have a client who had this as a customization and they were able to down remove that customization because it’s delivered functionality. What is going to do is it’s a yes or no field. On yes, it will print all the detail. No, it would just display the totals only. New database changes have been put into play. It’s a column change. It now allows three digits within the column. Previously, it allowed two digits, which allowed up to 99 pay codes. Three digits now will allow up to 999 pay codes you can have.

Standard Time record, PR134, a new hire skip, another cool piece of functionality here. When you run the PR134, you have the option to skip new hires that were hired within the pay period and that will look at the hire date and the adjusted hire date. You can choose to print them off in a separate exception report and come back and look at them and decide whether you do need to create time records for them or not.

We also have a couple updates with direct deposit. First thing, if you go to the PR12 and you are doing some editing or you accidentally tried to delete an employee’s direct deposit record, it’s just going to hit you with a warning to say, “Hey, are you sure you want to do this?” just to confirm that was your actually intent. The HR10, data item attributes has been updated with a new topic of “DD” for direct deposit that’s going to allow you to select some fields if you want to track them for history or not. On the PR35.2 and 36 there is a new memo tab and field down at the bottom here. Like any of the forms that look like this work, anytime you are selected on a line item up here, the data at the bottom is going to correspond with that line item. For every record you have here you can enter a new memo, it’s going to accept up to 60 characters and that’s going to follow that time entry line all the way through processing and into history.

A couple updates in employee and manager self-service. Again, that’s new personal email field, that exists in ESS. If you open it up to an employee to be able to add that within ESS, they are able to and that’s going to show up on the HR11 address tab or personnel tab. Additional contact phone numbers, the employee now has the ability to add multiple contact numbers and that’s going to be stored on the HR20. It’s a new form as well.

Multiple certifications for employees: if you have a nurse or someone who has a certification in multiple states, it’s now going to allow that employee to add the two certifications. It’s not going to show up as a duplicate. It’s going to accept both of them because they are in different states. Two question format for ethnicity. If you have a new hire that’s on boarding, it’s going to ask them to identify their ethnicity. The two question format is are you Hispanic yes or no and then the next question is how do you identify? It’s just going to follow that format for them as well.

Your web user ID is going to be captured any benefits changes. It’s going to be your user ID, but preceded by a “W” and it’s going to show the date and the time, whether that was an employee who made them changes in ESS it is going to show it was them rather than someone within Benefits making the changes. You are going to be able to tell that it was on the web. If I am an employee and I am in open enrollment or a new hire enrollment, I’m clicking through my benefits election here. If I go to click out, it’s going to give me a disclaimer. It’s going to say, “These benefits have not been saved. If you want to save them, you are going to have to continue and complete the election process.” If I continue to try to exit, it’s just going to say, “You did not choose to keep these benefits,” just so you know they are not going to be here when you get back.

Again, I gave this presentation a couple weeks ago and someone was like, “There isn’t a way to save where we are, stop and save it?” Unfortunately, no there is not, but at least it’s going to tell you that while you are clicking through. Question?

Keith W: Yeah, I do have a question here. If we know what version the employee information contextual opt is delivered in?

Jackie D: 10.06. I don’t know if you know, but it’s probably from someone who already has Version 10 that … Last couple updates here is something within add-ins. If you are using add-ins, this will be relevant to you. It’s basically the drill around feature is now available within Add-ins. The way you would do that is you would go ahead and fill out a query, just however you want to see it and once you have selected all your fields, you are going to go to the map wizard tab of your add-ins.

This is an old screenshot of add-ins. You are going to go to the map wizard tab and you are going to select all the fields you want to be able to drill around on. “Company” is always drillable so that’s always going to appear there. Then I just go in and selected “employee” as another drillable field. I ran my query. I see it finished. It came back. You can see I have my data here and my two drillable fields, I have company and employee which are denoted with an asterisk here. If I selected anymore as drillable, they would have an asterisk next to them, too. What you are going to do is go on to the field you want to drill around on. Put your cursor in the field, go back up to “Infor Lawson” and select “Lawson drill.” It’s going to pop up a drill around box. Very similar to what you are used to seeing within Lawson, you have all of this data you can select through here.

I’m not sure how often you are going to be using drill in Add-ins as opposed to using it just within Portal, but it is helpful if you are pulling a query and you are not sure if you are going to need to go back and check something. This is easily doable within the query once you already have it out. Within the drill around, it’s going to show what’s current in the system right now. Your query itself is not going to update ‘behind’. My employee 1000 is a manager right now and then they get transferred into being a director. Their position here on my query is still going to show as manager, but when I drill around it’s going to show they are now a director. Your query might become out of date with the drill around, but again that’s like any query you have. Drill around is just going to show you live data within the system.

Now you have heard about all this exciting stuff, you are dying to get it implemented. You want to know how long does it take. We, at RPI, say it takes about six months, depending on the size of your company, on resources available and the complexity of some of your processes or customizations. It may take a little bit less or a little bit longer, but generally six months is a good benchmark.

Change management: a couple things here to get you thinking about how you are going to prepare your company for bringing up Version 10. You are going to want to communicate with your users the windows in which they are expected to have a role. Like I said, starting out it’s primarily a technical upgrade. Your tech users are going to be engaged heavily getting that stood up. You are going to want to also tell your functional users, “Yes, this is coming live. When we are testing, we are going to need you when we are going through all the processes.” You should also leverage application exploration and testing a lot.

Basically, as soon as the system is ready, as soon as it is set up with data in it, just open it up to your employees and say, “Hey, this is available, go and poke around.” That way they will get used to it. They will be comfortable with it. It can be scary because it does look very different at first, but if you allow them to get in there and poke around and take a look, they will realize that it is not that different, they still are able to do all the same things they were before, just better.

Another thing you can do is embed a deep link to Lawson. If you guys can remember all the way back to the beginning of this presentation when we first logged into Mingle, it brought us to the SharePoint side first. It’s always going to default to that unless you embed a deep link to Lawson, which will then take you to the Portal side first. If you do that, then when an employee logs in they are going to be brought right to Portal. That eliminates that extra click, eliminates any confusion. Anybody on a Monday morning who logs in and says, “This isn’t what it looks like,” and then tries to call IT to get to Portal. Then you are going to want to deliver focused Differences training.

Again, Mingle’s main difference. Just get Mingle in front of your users, gets them used to it. Focused differences training can help with that. Like I said, we do provide it in a presentation format like this just so people are aware that is different. Then get a WebEx and record it. Record any training you do and post it to your Intranet or to your SharePoint so that way people are able to access that information on demand. If you have any new hires, a good way to get them acquainted to the system if you just have something that’s recorded and viewable again and again. And that is it for today. Do we have any more questions?

Keith W: Yeah, I want to give everybody a minute or two to come up with any questions they have since we have you here, Jackie. I do want to say as well what I like about this presentation is it’s packed with information. It’s very well organized. For any of you out there that are user group board members or looking to get presentations, Jackie has delivered this at user group meetings. I know from my side sometimes it’s hard to get consultants out there, but Jackie is usually game. If you would be interested, definitely reach out and we may be able to get her to go in there.

Jackie D: If anyone thinks of any questions later, please do not hesitate to reach out. My email is here, office, phone number, please do shoot me an email.

Keith W: I love the Santa hat on the Penguin. That is a …

Jackie D: ‘Tis the season.

Keith W: It looks like we don’t have any questions. I do want to very quickly plug that in about 20 minutes we are going to have another presentation that’s going to be focused on differences, except it’s going to be differences between S3 and the landmark HCM app. That will be fun as well. Thank you very much Jackie. That was excellent.