Stakeholder Involvement

Sample Solution

Stakeholder Management Plan for Strayer University's Workday Implementation

Project: Implementing Workday HR/Payroll System at Strayer University Project Duration: 1 year

Introduction:

The successful implementation of the Workday HR/Payroll system at Strayer University requires thorough stakeholder engagement throughout the year-long project. This plan outlines key stakeholders, their concerns, and proposed communication methods to keep them informed, engaged, and supportive.

Full Answer Section

Key Stakeholders:

• Executive Leadership Team: President, Provost, VP of Administration and Finance, VP of Human Resources
• HR Department: HR Leaders, HR Operations team, Payroll team, Benefit team
• Finance Department: Accounting team, IT team
• Campus Leadership: Campus Presidents, Deans, Department Chairs
• Faculty and Staff: All full-time and part-time employees
• IT Department: Network specialists, system administrators, data migration specialists
• Third-party partners: Workday implementation team, other relevant vendors

Communication Methods:

• Executive Leadership Team:
  • Quarterly Executive Sponsor meetings with detailed progress reports and Q&A sessions.
  • Bi-weekly email updates with key milestones and decision points.
  • Executive Briefings on major project impacts and benefits.
• HR Department:
  • Weekly project team meetings with detailed task updates and collaboration opportunities.
  • Monthly department-wide Town Halls with live Q&A and demonstrations.
  • Targeted training sessions for specific HR functions in Workday.
• Finance Department:
  • Joint meetings with HR and IT to discuss financial integration and data migration.
  • Regular reports on cost and resource allocation for the project.
  • Collaborative workshops on optimizing financial processes in Workday.
• Campus Leadership:
  • Regional Leadership meetings with regular updates and opportunity for feedback.
  • Campus visits and demonstrations by project team members.
  • Dedicated webinars and online support resources for campus-specific concerns.
• Faculty and Staff:
  • Project website with FAQs, news updates, and resources.
  • Informative email campaigns with important dates and key milestones.
  • Employee Town Halls with live Q&A and demonstrations.
  • Targeted training sessions based on employee roles and responsibilities.
  • Dedicated hotline and online support forum for questions and concerns.
• IT Department:
  • Weekly technical team meetings with project team members.
  • Joint workshops on system integration and data migration.
  • Ongoing collaboration on security, training, and support plans.
• Third-party partners:
  • Regular meetings with Workday implementation team to ensure project alignment.
  • Collaborative sessions with other vendors for seamless integration.
  • Joint communication efforts to stakeholders on shared responsibilities.

Considerations for Remote Stakeholders:

• Utilize video conferencing and online collaboration tools for meetings and training sessions.
• Record and post videos of important presentations and demonstrations.
• Offer online surveys and feedback forms for remote participation.
• Provide dedicated contact information and support channels for remote stakeholders.

Success Measurement:

• Stakeholder engagement surveys conducted throughout the project.
• Attendance and feedback from communication events.
• Timely resolution of concerns and issues raised by stakeholders.
• Smooth system adoption and user satisfaction with Workday.

Conclusion:

By implementing this comprehensive stakeholder management plan, Strayer University can foster open communication, address concerns proactively, and achieve a successful rollout of the Workday HR/Payroll system. This plan ensures stakeholders at all levels feel informed, involved, and ultimately supportive of this transformative project.