hr payroll testing approach iris steering committee april 26 2005 l.
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HR/Payroll Testing Approach IRIS Steering Committee April 26, 2005. Agenda. Types of Testing done during HR Unit Testing Integration Testing Comparison Testing Production Simulation Production Simulation Options Pros and Cons Recommended Discussion. HR Testing Cycles: 4 Types – 7 Rounds.

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agenda
Agenda
  • Types of Testing done during HR
    • Unit Testing
    • Integration Testing
    • Comparison Testing
    • Production Simulation
  • Production Simulation Options
    • Pros and Cons
    • Recommended
  • Discussion
hr testing cycles 4 types 7 rounds
HR Testing Cycles: 4 Types – 7 Rounds

Unit Testing (Baseline Testing) – 1 Round

Integration Testing (Scenario Testing) – 2 Rounds

Comparison Testing ( Parallel) - 2 Rounds

then …

  • Production Simulation Testing – 2 (4 Bi-Weekly, 2 Monthly) Rounds
unit testing
Unit Testing

Unit Testing (aka Baseline Testing)

  • Completed at the end of Baseline Configuration
  • Modular Focus
  • Testing completed by Project Team

Purpose

  • Quantify completion of Baseline Configuration
    • Are we where we say we are?

Started on 4/1 and scheduled to be completed by 5/15.

integration testing scenario testing
Integration Testing: Scenario Testing

Integration Testing (aka Scenario Testing; aka User Acceptance Testing). Develop “real-life” scenarios of and test each HR Payroll business process and process variant focusing on the integration of the process across modules.

  • Two Rounds – Round 1 Project Team; Round 2 SMEs.
  • Scheduled to begin June 20 for a duration of 6 weeks.
    • Round 1: June 20 – July 8: 2 Weeks Testing + 1 Week Reconciliation
    • Round 2: July 11 – July 29: 1 Week SME Prep + 2 Weeks Testing
  • Testing will be conducted in IRIS HR Team room.

Purpose

  • Verify completion of configuration and its integration across the system.
  • Validate that Business Scenarios are covered.
  • Involve SMEs and obtain acceptance “buy-in”
  • Identify and Resolve “Gotchas”

During Scenario Testing 30 SMEs will be needed for 3 weeks for approximately 20 hours per week.

comparison testing
Comparison Testing

Comparison Testing (August – September )

  • Focus on comparing Payroll results of entire employee population between HRS and SAP
  • Completed by Project Team and Subject Matter Experts (Payroll Office)
  • Two rounds to be completed.

Purpose:

  • Validate Payroll results of entire population at fixed point in time.
  • Validate Conversion Programs and Data Migration
  • Reconciliation of System issues (not User issues).
comparison testing how why
Comparison Testing (How, Why)
  • Comparison Testing parallels the results from the current HRS Payroll System

▪Frozen flat file upload from HRS in June

▪ Full payroll conversion from frozen date file into SAP validates conversion loads

▪Allows for testing of all payroll results – full population

▪Allows for repeated test cycles to resolve all system errors prior to production simulation

production simulation testing
Production Simulation Testing

Production Simulation Testing is a parallel test of Live data prior to Go Live.

  • The goal is to mimic a production environment.
  • New hires, terminations, changes in positions, time entry and other actions that take place in the current environment will be replicated in SAP.
  • Completed by IRIS Team, SMEs and End-users (approx. 100 users).
  • Permits testing of retro-active payroll.
  • To begin September and run through October.

Purpose:

  • To validate against the current environment that all processes of HR/ Payroll are working as expected prior to Go Live.
  • To establish and familiarize Super Users with system prior to Go Live.
production simulation testing population
Production Simulation Testing: Population

DECISION: What size of the population will be tested during the Production Simulation?

  • 100% Population vs. Comprehensive but Representative Sample.
production simulation testing population10
Production Simulation Testing: Population

Considerations

  • Training
        • Beta Testing vs. Full Delivery by end of August
        • FI and MM simultaneous training
        • Time to Deliver

Logistics

        • Coordination of 100 testers vs. 1,000

Data Conversion

        • Partial Population vs. Full Conversion

Reconciliation

        • System Issues vs. “Fat Finger” Issues
production simulation testing population11
Production Simulation Testing: Population

Recommendation

  • It is recommended that a production simulation be executed using a representative sample of the University population.
    • HRS Test list +
    • University and Hospital
    • Not all “All-Stars”
  • Proven Approach: University of Tennessee, Texas State University, Commonwealth of Pennsylvania
training hr payroll entry personnel
Training HR/Payroll Entry Personnel
  • Assumptions:
  • 100% entry training of 1,000 entry personnel, 25 people per session for 40 sessions
  • Control group training of 100 entry people, 25 people per session for 4 sessions
100 campus wide production simulation
100% Campus-wide Production Simulation
  • Process Description -all HR/Payroll re-entered in the new payroll system by all campus-wide entry personnel
  • Benefits/Advantages–
    • All entry people from across the campus will have exposure to system
    • Full population
    • Development of end users
  • Costs/Disadvantages of Approach –
    • requires training before integration scenario testing is complete
    • require the acceleration of the training materials while stabilizing system
    • degree of logistics to support entry personnel
    • error correction focus is on entry errors vs. system errors
control group representative testing
Control Group Representative Testing
  • Process Description – HR/ Payroll entries entered by a Control Group representing cross-campus users selected by each of the five “security officers” representing the five business areas for a 10 to 15% sampling from a cross-section of campus.
  • Benefits/Advantages–
    • allows for a manageable size of testers for training while providing comprehensive
    • testing of all payroll requirements
    • allows for the early piloting of the training materials and approach to be used during
    • “just in time” end-user training.
    • establishes a core group of SMEs and Super Users to support end user training and
    • post Go-Live users
    • conserves HR Team resources for other concurrent tasks during testing
  • Costs/Disadvantages of Approach –
    • members of the control group will need to represent all HR/Payroll entry requirements.
    • Lack of participation by the control group members in testing may reduce the
    • representation of the user community.
iris team recommended approach
IRIS Team Recommended Approach
  • Given the thoroughness of the testing methodology, the quality of the parallel test results with the Control Group is adequate.
  • Control Group test group will allow concurrent project tasks to occur without constraining HR team resources.
  • Provide more time to develop and deliver end-user training