E-Kampus - Sun-e-HR

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Implementation of sun-e-HR

Project approach
The implementation of sun-e-HR necessitates a project-management approach because the task is so extensive and because the control of time, cost and quality is extremely important.

sun-e-HR will be implemented in accordance with sound project-management principles and therefore the scope, deliverables, milestones and risks of the project are clearly defined. This also entails that the budget, finances, time, resources, risks and other issues must be managed according to predetermined criteria. Read more here about the project's timeframe and budgets.

The management team
The team responsible for the implementation of sun-e HR includes inter alia:

Various experts from the University's implementation partner, Oracle Consulting

Various experts from the University's IT, HR and Remuneration departments

The change management team

A communication and marketing specialist

A training specialist

Project managers from the University and Oracle Consulting

Project phases
The implementation of sun-e-HR will take place in two phases. Phase 1 was launched on 1 June 2004 and will continue until 2 March 2005. When all the implementation steps have been completed successfully by 2 March, phase 1 will go live. After this a stabilisation period of three months will follow after which the implementation of the phase 2 functionality will take place.

The implementation of phase 1 will facilitate the following self-help facilities for staff and managers:

Phase 1 – Self-help facilities

Staff	Managers
Electronic enquiries about and printing of own payslip Enquiries about present as well as previous remuneration Enquiries about previous leave transactions Electronic leave application Structuring of packages Updating own personal information Electronic submission of grievances and nominating a person to handle grievances	Enquiries about the leave history of all the staff for whom the manager is responsible Electronic follow-up of grievances directed to managers and recording of solutions and/or referral to other party Electronic access to staff information (including remuneration) of all the staff for whom the manager is responsible Electronic approval of staff transactions where required, e.g. leave

Phase 2 – Prospective self-help facilities

Staff

Managers

Electronic applications for posts
Electronic enrolment for a non-academic training course on a specific date
Enquiries about previous training courses for which application had been made and which was attended
Performance evaluation of self, colleagues and head if nominated to do so. Also access to the results of the other person's evaluation of him/herself if authorised.

Applications for posts- will be able to establish on the system who has applied for a specific post and also the state of the applications e.g. correspondence
Enquiries about the training history of staff members
Enrolling staff member for a course
Successor planning – a tool for successor planning if the requirements per post regarding e.g. competencies and qualifications have been predetermined.
Performance management of staff taking into consideration other persons' evaluation of such staff member
Career planning for specific staff members depending on their qualifications and competencies.
Business intelligence (post-phase 2) to use previously instated functionality regarding analytical trends and reports and to retrieve graphic illustration for information about human resources and remuneration.