You’re looking for a clear path to managing the financial and HR processes so vital to your business. We can pave that road for you. We will deliver a personalized workforce optimization solution that meets your unique business challenges. We will provide you with the expertise, tools and resources to maximize your organization’s HCM investment.

1. Engagement Plan

2. Partner with ADP®
As Human Capital Management (HCM) technology and strategy has evolved, the process of evaluating HCM providers has
become more complex. Yet, the opportunity to deliver strategic workforce optimization for your organization is now within
your reach. Through our experience, participating in thousands of decision processes with our clients, we have identified
common themes and best practices, summarized below, that can help guide your vendor evaluation and selection.
As you contemplate the HCM buying process, consider how it might be transformed from a complex and cumbersome task
to a strategic process that helps move your organization closer to achieving your business outcomes. ADP®
is your trusted
advisor and is uniquely qualified — through our commitment to innovation, service excellence, and client collaboration — to
be the vehicle that gets you there.
ADP delivers the broadest, most comprehensive portfolio of HCM services — making us well suited to help you
maintain ongoing global compliance, gain greater insight into your employees, and manage your workforce in a holistic
manner. All of this goes a long way toward helping you realize your organizational goals — not the least of which is
deriving the most value from your human capital investments.
Workforce Optimization Solutions
Best of Breed
ADP Unified HCM

3. Internal Business Considerations
ADP, in collaboration with the Corporate Executive Board, has identified several categories we believe will be helpful
as you navigate the HCM buying process. Following are a few categories to consider.*
Determine Overall Business Outcome. We often
engage in projects where our clients have
decided to invest in a new technology solution, but
have not yet identified the business driver for change.
We see a growing list of organizations that invest
heavily in the process for change but, without a
clearly defined business outcome, they are unable
to justify the investment (in dollars and people).
Having a clearly defined outcome for the project will
help guide the decision-making process, help ensure
a successful implementation, and ultimately result in a
satisfied organization.
Construct a Plan. Once an overall outcome has
been established, having a clear plan of action
is critical for project success. Plan considerations
may include:
• Determine the overall project scope.
• Identify current systems and vendors that may
be improved, modified, or removed.
• Develop the overall budget and project to
justify the project financially.
°° Total Cost of Ownership (TCO) study on
current infrastructure and processes.
°° Return on Investment (ROI) of new project.
• Assign a project team and leader (both
for vendor consideration and overall
implementation) and determine if these
resources are available internally.
• Evaluate current business projects/
initiatives that may compete for the same
resources. This will help drive the overall
project time line.
Confirm Internal Stakeholders and Identify
Potential Business Challenges. In addition to the
initial project team and directly impacted staff (HR,
payroll, benefits, recruiting, talent management,
finance, etc.), identify which business unit leaders may
be impacted by the project and the potential change.
We recommend identifying these stakeholders and
engaging them early in the project. Don’t forget to
engage legal resources, too.
Establish Common and Negotiable Ground. Once the plan
is constructed, a team assigned, and stakeholders identified, it
is imperative to establish the priorities and objectives. Cost will
undoubtedly be an important consideration. We recommend identifying
the other critical priorities that can be agreed on early in the project.
A few examples might be: employee data security requirements; one
vendor/one platform vs. a multiple-vendor approach; and vendor
reputation (third-party studies, business stability, etc.).
Secure Stakeholder
Commitment. Once the
team has identified a
recommended vendor and
solution, help ensure that the
initial plan is still viable —
including project scope,
time line, and team.
CEB is a best practice insight and technology company. In partnership with leading organizations around
the globe, we develop innovative solutions to drive corporate performance. CEB equips leaders at more
than 10,000 companies with the intelligence to effectively manage talent, customers, and operations.
*Source: CEB, Driving Customer Consensus, Arlington VA, 2014.
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Perform Beyond Expectations
You’re looking for a clear path to managing the financial and HR processes so vital to your business. We can pave that
road for you. We will deliver a personalized workforce optimization solution that meets your unique business challenges.
We will provide you with the expertise, tools and resources to maximize your organization’s HCM investment.
DATE
Engagement Plan
Company Name:
Initial Meeting
Sets the stage for change management and criteria for
a successful HCM strategy/implementation.
Analysis
Gain a clear understanding of your current business
processes and technology infrastructure, and discuss key
business drivers and expectations for a future HCM project.
Solution Alignment
Discuss the key findings from the discovery session and
mutually prioritize your HCM goals, expected outcomes,
and proposed solution outline.
Solution Agreement
The proposed solution and services will be presented in detail.
Proposal Review
Face-to-face meeting where all components of the proposal
are reviewed and discussed.
Work through
contractual terms
Implementation Kickoff
Facilitates a successful start by transforming your key HCM
objectives in an obtainable and efficient plan for execution.
GO Live
End Of fiscal year:
OTHER:
IMPORTANT DATES
ADP has a team of experts ready to help —
Strategic Advisory Services (SAS).
SAS provides organizations with insight, actionable ideas, and added-value support to help you execute your HCM
strategy. Our SAS experts will lead you through the steps of this Engagement Plan from the initial meeting through
implementation kickoff. They will remain a part of your team until the Go Live phase; ensure you have the help you
need to execute your HCM strategy; and engage all stakeholders along the way. To learn more, please contact your
local ADP Representative.
For more information about ADP, visit adp.com/human