Case Study Digital Time and Attendance: Australia and New Zealan

Project Outcomes
How we achieved this through implementing Kronos
IR Defensibility Discipline Cost Control Workforce Management Manager Upskilling Skills Transferability

Matured business processes and ways of working
All sites were trained in a consistent way of working and approach for paying their people

Documented business roles/ responsibilities and expectations
HR now plays a vital role in defining pay rule interpretations and site liaison for changes.
Managers are now accountable and responsible for their workforce scheduling and cost management.

>1000 hrs of training and coaching for managers
completed with >350 site managers/ supervisors

Contractor and Labour Hire review
Defining and codifying processes, pay rules and conditions to ensure there is a clear distinction between Contractors, Labour Hire and Employees

Accuracy Transparency Auditability Risk Management Fraud Detection
Validated all personnel Master Data and created 295 Pay Rules Documented and clarified pay rules and sites are now consistently applying Awards and Agreements for all people

Standardised payroll input data
Data is now uploaded into Chris21 in a standardised way with no need for interpretation of manual timesheets

Cleansed master data
Validated and cleansed >3000 HR master data records and pay conditions

Automated data entry 260 sites have now converted from manual timesheets for >2000 people

Data Integrity
Root Cause Solutions

Documented the payroll processes

Resolved long standing legacy issues like terminations, holiday zones, auto paid and Overtime updates to profiles. Standardised an approach to manage leave and aligned the business behind a single payroll processing approach.

Payroll adjustments now managed each pay cycle within a tightly governed process to improve standardisation and control

Damstra: Kronos: Chris21 interface and data exchange Fixed integration and data exchange issues to improve synchronisation, accuracy and data integrity