PETA Foundation's Lessons Learned When Changing Their HRIS

What's your name?

Cody Ammerman

What is your company name?

The PETA Foundation

What's your title?

HR Manager - LA

What city is your company based in?

Norfolk

What country is your company based in?

USA

How many employees does your company have?

100-500

How would you categorize your spark?

HR - General

What's the challenge you had to overcome?

In 2016, we moved everything over to a new HRIS, and rolled these features out to staff and management. It was a rocky start as found a lot of out dated information that long-term staff had never communicated to us (wait, you moved to Iowa in 2012?!). It was a big culture shift, getting staff to key in their own changes and look for information on their own. Think of the issue and we faced it.

What did you do to solve it?

We had one-on-one meetings with staff that struggled with the changes, hosted multiple large group meetings and tutorials, sent memos and Standard Operating Procedures (SOPs), and we walk new staff members through our new HRIS, Namely, their first week and when it’s time to submit their first timesheet. We put ourselves in the shoes of others, took their suggestions, and made everything as easy as possible.

What was the ROI / impact of your solution?

More accurate staff data has been the biggest, unexpected benefit. When staff can see their information, they can let us know when it’s no longer current. We’re seeing a lot more “self-service” although we still have a bit to go there, people are getting paid, it’s easier than ever to make updates, staff are more comfortable coming to HR with questions, and the transparency with this new program is a game-changer. 

What was your biggest learning?

I’d scope software/implementations with new eyes in the future—no system is perfect and it will be different than what you’re used to. 

What was your biggest mistake? #Doh

We should have better audited our data, and asked better questions on how data was going to translate. Then we should have audited it again. ;) We are still working through some of those issues, which could have been easily avoided. We should have spent a lot more time asking questions about how things would change in the new system, instead of just checking boxes with “oh good it does timesheets”. 

Did you use any tools in your initiative?

Namely (HRIS)


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