10 DIY S3 HR/Payroll Projects

Join RPI while we present 10 DIY S3 HR/Payroll Projects and learn and discuss the top 10 awesome things you can do to optimize your existing HR/HCM v10x applications! Extend the use and life of your current applications! Provide your organization with a deeper appreciation and value of the investments already made.

Keith Wayland: Good Afternoon everyone. My name is Keith Weiland from RPI Consultants. I want to thank you for taking the time to attend our webinar debut of a brand new presentation “10 awesome things to do with your existing HGM applications”. This is focused on projects that clients can do with internal resources or consulting support to improve what they’re getting out of the system they have today, Lawson and HR/Payroll S3. I’m going to hand it off to two excellent presenter. Ms. Melissa Olson and Ms. Jackie Goudas.

Two quick housekeeping notes. Number 1, we will be recording this presentation. It does take us a week or so to get that video edited and uploaded to Youtube. When we do we will send you an email and you will be able to view it and share that copy. The second is, we love questions. We even have more of a panel format here today. So please type them into the go to webinar module. Our college, Mr. Bill Getty, will read them as he has time. And it helps us break up the presentation. And without further adue, I give you Ms. Jackie Gudas and Ms. Melissa Olson.

Jackie: Thank you Keith. So as he said, today we’re going to be talking about 10 awesome things you can do with your current existing software. We’re not going to be selling you anything. We’re not going to be telling you to buy Global HR. Just so happens though that some of these things will help you if you eventually plan to move to GHR. Not only will it help you with your current processing, but it will help you get into a position for if and when you do eventually move to GHR.

Melissa: A little bit about us, RPI Consultants. We are an alliance partnered with Infor, we have been in the Lawson based since 1999 and we have consultants based all over the U.S.

Jackie: Here’s our agenda for the day. Just going to leave it up here for a second if you’re watching it as a repeat. But this is what we’re going to be talking about today.

Number 1, the fist thing we’re going to talk about is cleaning up your position structure. I have gone a lot clients and done position re-implementations, position implementations. A lot of times we’ll see where the position structure is not clean. If you ask someone what constitutes a position, they cannot really tell you because it varies by employee. That’s not good, we want to make sure that each position has a specific definition. Maybe your position is made up by job, department, location, maybe you track per Diem status at the position level, maybe not, maybe track it at the employee level. But you want to take your existing positions and kind of clean them up. Make sure that the relationship between your jobs and positions is one to many. You want to have 1 job like RN and then many positions beneath that. RN, ERRN, ORRN, Acute, that kind of thing.

The same as cleaning up duplicate positions. We want to also clean up duplicate jobs. So if you have jobs that pretty much everything is the same except for maybe the title is different, or someone didn’t see this job before so they created the same thing over again and now they’re using it in their employees allocated in each bucket. Clean that up, get it a little bit neater, helps for reporting and it helps keep your structure clean, especially with your supervisor structure, which we’ll talk about in a minute.

Here we are, supervisor. So determine if your position and supervisor should be 1 to 1. One really neat feature within PAO2, the position screen, is your link to supervisor field. And that’s on the structure tab. And what you can do is put, if you’re in a supervisory position or if your creating a supervisory position, you can put the associated supervisory code into that field. So whenever someone moves into or out of that position, the related HR07 record will be updated with that employee number.

Melissa: I want to jump in right there because that field is often mistaken. People think you link it to that positions supervisor, as opposed to you linking it to the position supervisor code. If the position is a supervisor, you link it to the supervisor code that it attaches to. You do not link it to that positions direct supervisor or uplined supervisor.

Jackie: Right and it just creates that automation where if you have