When you look at medical or life insurance policies there are generally two layers to them. There is the big concept, large-type section and, of course, the infamous minute detail, small-print section where the gnashing of arcane points is explicitly called out with mathematical precision. Written Pay & Leave Policies in most companies are the same with the big ideas called out in the HR/PR Policy docs and the hair-splitting details called out in…well? Where are all those pay precedence, rounding precision, cascade sequence, over limit, allow less than zero policies documented? In most companies you actually have to look at the configuration code – Payrules, Workrules, Paycodes, Leave Cascades, etc to know what will really happen when various work and leave hours are run thru the mill. Is this best practice?
I am always surprised when long time users of Kronos’ Workforce Timekeeper seem to have forgotten about the ability to perform group edits.
I recently had the opportunity to work with a client that implemented a new HRPR system. Along with infrastructure changes they also had an interesting structural change that restructured all positions in their existing Kronos system. Those changes needed to be reflected in Kronos Workforce Timekeeper and Scheduler. They needed to expand the existing organizational hierarchy to allow for an additional level at the top of the structure and expand existing levels to allow for more characters. Post the change, scheduling and labor accounting can now be done with the added level. In addition, since there are more digits for level entries, it reduced the amount of level entries to go through for a transfer or employee assignment.
Although change can initially be cumbersome (based on the complexity of the request), some companies find it not only inevitable but beneficial. In my experience, changes can also be time sensitive for "live" systems. If you are already using Kronos, managers need time to continue to pay employees from the existing system; thus changes to production need to be planned well in advance. If you are a new Kronos customer, it can be less of a challenge as you do not have to consider historical information. Change complexity is based on the number of Kronos products, the amount of changes, and if it is made to a new or existing system. The good news is that Improvizations is quite capable of assessing then implementing change for both existing and new Kronos customers.
As an example, let's talk about two components that could require configuration changes: the Organizational Map and Labor Level structure. What could drive structural changes to these components? Although there could be many reasons (including those I mentioned in the second paragraph), the simplest reason is that the existing structure is dated. With the organization restructure, new HRPR software (even possibly a new Kronos Workforce HR Payroll implementation) may also come into play. The challenge presents itself when we consider the dependencies in the Kronos system that may have to be accounted for. When the Labor Level structure is changed, we need to analyze the impact on Labor Level Sets, Interfaces, Hyperfinds, employee assignments, data collection devices, past data, and perhaps custom reports. For Scheduling customers, when the Organizational Map is changed we analyze the impact on many of the same items (Organizational Sets instead of Labor Level Sets) in addition to other items (Schedule Sign-Ups and Time Off Requests). From there we develop a plan to implement change as well as a timeline (when the changes will occur).
How can we at Improvizations help you accommodate the ever changing Workforce? Or perhaps you are not looking at a full restructure for your positions and jobs but your company had some union changes... Let our expertise assist with not only implementing change, but also helping identify requirements for change and assist with adopting Kronos changes in your environment. Maximize the ROI from your Kronos Workforce Central Suite with change today! For more about change, see this article! For more Best Practices on change control, see this article.
The Greek titan of time, “Kronos” (or Cronus) in addition to spawning the name of the company we all know and love, also had many children. Most of these he ate. Or at least swallowed until, Zeus, one of the survivors grew up and forced Kronos to disgorge his siblings. Such abuse was apparently common during the so called Golden Age of Greek mythology. Another famous Greek, Plato, is known for his own perspective on the abuse of things… namely poets and or poetry. Apparently much nerdier folks than I have spilled a lot of ink debating whether Plato disliked poetry or the poets themselves. As far as I have read he never ate any of them. Plato did, however, coin a very interesting (dare I say poetic) admonition: “Banish the abuse, not the thing”.
If you are having a hard time connecting all this with Kronos Workforce TimeKeeper I know just how you feel. I was in a Guitar Forum of all places when I started reading a thread asking about people’s experience with ‘Kronos timekeeping system at work’. Quite frankly ‘Kronos’ got a fair amount of abuse from many of the responders. One complained about having a tiny window of time to clock in, another the amount of keystrokes needed to login or make a change, and another about how paranoid management must be to install fingerprint readers. Of course, none of these evils are inherent to Kronos but rather a particular implementation. I wanted to shout “εξορίσει την κακοποίηση δεν το πράγμα!” (Banish the abuse not the thing) but I might as well be speaking Greek to them. Oh wait, that is Greek. This got me wondering who hates Kronos and why? (Reference the Timekeeping system not the voracious namesake titan )
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