With our extensive expertise in implementing, optimizing, and enhancing various HCM systems such as Ceridian Dayforce, UKG, and others, we bring valuable experience to the table when we listen to your goals, business requirements, and unique circumstances. Having successfully implemented over a thousand WFM and HCM systems across diverse industries for over 35 years, we have the knowledge and skills to guide you through the process.

As your trusted guides and assistants, we provide a range of services including consultation, navigation, translation, implementation, and comprehensive training and support. Our AES consultants possess the exact experience you need to mitigate project risks and enhance your HCM system and processes.

We are well-versed in identifying potential obstacles and avoiding hidden issues, thanks to our deep understanding of systems, underlying technology, data, compliance considerations, and the intersections between systems and processes.

As a valued client of Automated Employee Systems, you gain exclusive benefits that include access to our experienced Ceridian Dayforce Certified Consultants. Additionally, we equip you with the necessary training, tools, and information to help you achieve your goals.

AES takes a unique approach to HCM Consulting by leveraging technology-assisted tools and providing a comprehensive library of resources exclusively for our member clients. Unlike traditional models, you don’t have to go through the hassle of negotiating and signing a new Statement of Work (SOW) to discuss your needs. With Automated Employee Systems, you have an established relationship with your trusted advisors—your AES HCM Consultants.

Certifications

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A well-designed, configured, and implemented Human Capital Management (HCM) system can offer your organization a strategic advantage by driving employee engagement, providing real-time actionable information to your management team, and significantly reducing manual tasks. It has the potential to eliminate over 80% of tasks related to recruitment, onboarding, training, scheduling, payroll, benefits, and compliance, leading to substantial annual labor cost reductions. We have witnessed clients experiencing labor cost reductions of 5% to 8%. As our clients have attested, “HCM has transformed our business.”

In the current post-COVID landscape, talent acquisition, employee engagement, and retention are crucial for the success of your organization. We can demonstrate how your HCM system can contribute to achieving these goals. The capabilities of HCM big data analytics to identify flight risks, features that enhance employee engagement, satisfaction, and retention are competitive advantages.

Our approach begins with attentive listening to understand your goals, business model, and unique requirements. We delve into your processes, familiarize ourselves with your people, and aim to provide a tailored solution that meets your organization’s specific needs.

Analysis begins with a thorough examination of your data and understanding the challenges you face. We listen, investigate, and collaborate with you to develop a plan to achieve your goals and requirements. In many cases, minor system configuration adjustments, combined with a renewed focus on education and process refinement, can yield the desired results using the existing features and functionality of your system. However, in certain instances, modifications to the organizational structure or key underlying configurations may be necessary to achieve the desired outcomes.

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Whether you’re implementing a new Human Capital Management (HCM) system or adding on a module, AES is here to provide guidance and support, tailored to your project and requirements.

Module Implementation:

If you’re ready to implement an additional module, such as Succession, Compensation, Learning, Recruiting – Talent Acquisition, Onboarding, Performance, HUB, or Document Management, your AES consultant will guide you to achieve a successful implementation.

These modules differ from core HCM components like Payroll, Benefits, or Workforce Management (WFM). They are typically owned by a different part of your HR team and often considered Phase II implementations.

For each of these Internal  modules, the configuration and data are dependent on and interact with your core HCM system. We’ll guide your team through the implementation process, offering training, configuration support, testing, and collaboration to help you meet your goals and requirements.

New Feature Implementation:

Whether it’s enabling a new integration, implementing Business Intelligence, Single Sign-On, or creating a custom form or workflow, AES is here to assist. We’ll listen to your situation, goals, and requirements, identify the available options, guide you in selecting the best approach, and help you swiftly implement and roll out the feature to your users.

New HCM Implementation:

We understand the challenges of implementing a new HCM system. It’s unfamiliar territory for you and your team.

We encourage you to reflect on your past experience with implementing complex systems and consider the importance of making well-informed decisions during the implementation discovery process. Rushed decisions often lead to issues that require subsequent fixes. 

It’s not uncommon for teams to feel overwhelmed as they balance their regular responsibilities with the demands of implementation, such as attending meetings, training sessions, extracting data from legacy systems, and making critical decisions that impact the new system’s configuration.

The common approach is to replicate the previous system’s setup, assuming it’s safe and faster than exploring the capabilities of the new system. However, this “Lift and Shift” approach often yields suboptimal results.

AES serves as your experienced guide and consultant. We navigate the implementation project, avoiding hidden issues and obstacles along the way. As your dedicated support team, AES provides:

• Overall project guidance to help you achieve an optimal HCM system aligned with your organization’s priorities, goals, processes, and culture.
• Project management for your team, including executive sponsor guidance to resolve issues and escalations.
• Assistance in gathering discovery information, offering guidance on best practices, and explaining the downstream effects of your choices.
• Support in extracting and validating data from your legacy system, relieving the burden of this complex task.
• Discussions on compliance issues and choices based on your existing policies and processes.
• Development and execution of test cases for User Acceptance Testing (UAT), Parallel Testing, and Day in the Life (DIL) testing, along with training for your users and system administrators.
• Customized training for your users, including the development of training materials, job aids, and recorded sessions for future reference.

With AES by your side, you can confidently navigate your HCM implementation journey and unlock the full potential of your new system.

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We begin by gaining a thorough understanding of your organization, including your goals, business model, and unique requirements. We delve into your processes, familiarize ourselves with your team, and aim to provide a tailored solution that meets your specific needs.

Our analysis process starts with your data and identifying any issues. We listen, investigate, and collaborate with you to develop a prioritized plan that efficiently achieves your goals. In many cases, the necessary changes to the system configuration are minor, with education and process adjustments playing a key role. Solutions are often readily available within the existing features and functionality of your system. However, in some instances, modifications to the organizational structure or underlying configuration may be necessary to attain your desired outcomes.

Analysis:

Your AES Consultant will guide you through a proven process to identify and address issues. We focus on resolving the highest priority items causing the most challenges, such as manual processes, complex labor-intensive tasks, recurring inaccuracies, and user-identified problems. Our standard diagnostic analysis, consisting of approximately 712 points (depending on Modules in use), swiftly identifies root causes stemming from data or configuration choices.

We thoroughly examine factors like Org Structure, GL, Employee and Dependent data, Effective Dates, Job Structure, Management Structure, HR Data and Elements, Integrations, and more.

This analysis uncovers needed details, similar to how an EKG or MRI helps doctors discover underlying health issues. With customized reports, data extracts, and years of experience, we validate your HCM system and data, utilizing the results to prescribe the appropriate solutions.

Change Management:

Change can be challenging, particularly when it involves complex processes and systems. Effective communication and comprehensive training are vital tools to support your users, along with fostering a sense of inclusion and ownership in the decision-making process. Some users may require additional guidance, time, and training.

One common situation we encounter is users not fully utilizing or being aware of the available capabilities and processes.

We often share a lighthearted story to illustrate this issue:

“Imagine a scenario where a manager used to commute to work on a bicycle, and we provided them with a new car as an upgrade. A few months later, we check in with the manager, only to find out that they’ve been pushing the car back and forth to work. We then show them how to properly use the car, including getting in, using the keys, and driving it.”

The importance of training and understanding the features and capabilities of a new HCM system cannot be overstated. Sometimes, minor adjustments are needed to accommodate the new processes and automation.

Process:

During our assessment of your processes, we often identify gaps or duplications that lead to excessive work, rework, or delays. For example, in one case, hourly employees were using four separate systems to record time for different purposes. By aligning the requirements and integrating these systems, we were able to improve accuracy and eliminate wasted time and effort.

In one example the hourly employees were using four (4) systems to capture time: 1) ERP – Job Cost, 2) Time for Payroll,  3) Time for Client Billing,  4) Time for Driver Logs and Compliance. We were able to align requirements and integrate these to improve accuracy and reduce or eliminate the wasted time and effort.

In some instances, we can recommend leveraging your existing assets. For retail clients, we have assisted them in utilizing their existing Point of Sale terminals to eliminate the need for employees to use a separate clock terminal. This approach not only saves on the cost of purchasing and maintaining additional devices but also ensures that employees record their time in their work areas, visible to coworkers and supervisors. This practice can yield significant savings, as even a 5-minute daily reduction in wasted time equates to 1% of your gross annual payroll expense.

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Are you executing a Private Equity Acquisition business model, where you acquire one or multiple businesses and integrate into your existing HCM? Perhaps you’re establishing a divested business from a parent company and require new systems, including HCM.

These projects differ from typical HCM implementations. They involve a distinct process due to the unique goals and business requirements involved. Your team of resources may consist of a hybrid mix of Private Equity partners, new hires, consultants, and newly acquired team members. With compressed timelines, potential gaps in crucial information like historical legacy data, and the need to build the structure based on a Pro Forma business model, these projects can often feel like “building the plane while flying.”

Flexibility, vision, and experience are crucial in these cases. Recognizing that the HCM configuration will evolve as other systems come online and having a comprehensive understanding of both the current state and the ultimate objectives will inform the project’s phases. Certain outcomes, such as accurate employee payments, compliance with wage, tax, and employment regulations, financial and security controls, and precise accounting and general ledger management, are non-negotiable.

We are eager to discuss your project with you and determine if we are the right fit. Our commitment is to provide an honest assessment of the project, including the required resources and potential risks, and to respond promptly to your needs.

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Key areas AES provides consultation:

• Discovery of your requirements
• Implementation and Configuration
• Extraction, Transforming, and Loading Clean Data
• Organizational structure, Changes to Org Structure
• Deployment of additional modules
• Compliance Issues
• Policy Changes
• Acquisitions

HCM Features and Modules include