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Innovations and Best Practices in HR
The 21st Century Personnel
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Chapter 7
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Real-Life Examples: Rocketing
into the Brave New World
Customer: Prince William County Schools, VA
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As the developers and a key vendor where
systems integration is involved, we get the opportunity to work with school
districts and a project managers that push the envelope and prove themselves to
be innovators and fellow pioneers. These visionaries have the ability to take
lofty ideas and turn them into functional realities. Prince Williams County
Schools in Virginia is a great example of this.
Paulajane Hancock was the project leader
with the vision and determination. Working with the HR Department, IT, Finance,
Principals and others, she analyzed processes, defined a new workflow, built a
timeline, communicated the project, and followed through on the implementation.
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Implementing a 21st
Century HR Department -
The Prince William County Public Schools Department of Human
Resources had a vision to implement a workflow system focusing on electronic
personnel actions, a referral system and report management. As the School
Division continues to grow, personnel processes needed to be streamlined to meet
staffing needs and ensure there is an efficient mechanism to expedite employment
processes to better serve our customers.
The implementation of workflow began the summer of 2006 with
CCR visiting the School Division for the Discovery Phase. At that time, an
overview of our personnel functions, the steps that would need to be taken to
implement workflow and develop a relationship with CCR to promote collaboration
for the success of this project. A timeline was set to “go live” with the
personnel requisition for vacancies, supplements, recommendations for hires and
other actions by March 2007. The timeline was met and workflow went live at
that time. By the beginning of May, all schools were using workflow.
In the Fall 2007, the second phase of workflow began with
establishing flows and electronic approvals for the reduction form that included
separations, non-renewals, de-staffs and reduction FTEs. The second phase went
“live” at the end of December 2007 and training was open up for administrators
and support staff.
Buy-in of workflow had a surprising result. At the Discovery
Phase, Human Resources seemed to have buy-in of the system but as we started
testing, with the heavy workloads, there was less buy in due to time constraints
within the department and minimal knowledge/understanding of the program. To
increase the knowledge and understanding of the program, all District HR staff
participated in training the School Division on workflow. This gradually
increased the buy-in and lead to full support a year later.
We continue to brainstorm new ideas and to become more
efficient with WinOcular’s applicant search and workflow. There is no end to
this project. It is understood that we are focused on staying on the
competitive edge of HR technology as part of a World-Class School Division
focusing on highly qualified employees to meet our student needs.
PJ Hancock, Prince William County Schools, VA
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Summary
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Others have done it, so can you. Your
vision of an integrated, smoothly-running HR department within sight. A little
vision, some leadership, a bit of change management with process improvement,
and a project plan are all that’s required for your department to become a 21st
Century Personnel Department.
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About the Author:
Paul T. Montgomery has been
involved in HR solutions since 1994. His technology innovations range from
better substitute placement and employee absence management to recruiting,
hiring and business automation improvements. You may contact him at
Paul@WinOcular.com
or 972-567-7767. |
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This article is
composed of 100% recycled electrons.
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