Does anyone have experience of using HR Connect? Could you share you experience and specifically help to give an estimate of how much time/effort we should allow for developing scripts to update common admin data?
London Business School
CANDACE GRAUSDIRECTOR OF RESEARCH OPERATIONS AND CONTRACTINGTHE NEW SCHOOLTHE PROVOST'S OFFICE, RESEARCH SUPPORT
79 FIFTH AVE., FLOOR 17, NEW YORK, NY email@example.com" style="color:rgb(102,102,102);text-transform:lowercase" target="_blank">firstname.lastname@example.org
Thank you Candace, that's really helpful. Can I ask which modules you are using? We are using Research Ethics monitor only at present but have plans to implement the repository in the future.
79 FIFTH AVE., FLOOR 17, NEW YORK, NY email@example.com"="">firstname.lastname@example.org" style="color:rgb(102,102,102);text-transform:lowercase" target="_blank">email@example.com
We are live with Research Ethics Monitor, Repository, Costing Tool and Sponsored Projects. We use HR Connect, but also needed to use a supplementary file to load additional data that we needed for our Researcher Profiles and Costing Tool. Are you intending to use the researcher profiles as part of your repository implementation? If so, I would recommend identifying the data that you want to display on your profiles as soon as possible as this will determine whether you need a supplementary file or if HRConnect is sufficient. For example, we include all qualifications on our profiles. Since HRConnect only allows one qualification per person, we needed to include this in the separate file.
With the HRConnect implementation, we did spend extra time ensuring that we had a very comprehensive log file and that has certainly paid off. In particular, we identify staff movements so that we can manually delete roles and affiliations where required as the api does not delete data.
All the best,
Thanks so much for your message and it's interesting that you had to use a supplementary file on top of HR Connect. At this stage I don't think we will need to display full research profiles even for the repository implementation.How long did it take to implement HR Connect? How many developers worked on it? I'm currently trying to add an estimate to my project plan so it would be helpful to understand the effort involved.Thanks,
It's difficult to provide an estimate for HR Connect because we started design work as soon as we commenced our implementation project and then built, tested and refined throughout the implementation (i.e. 18 months duration). By the end of our project, we were running it in parallel in our test environment to make sure that we had covered boundary cases.
In terms of actual effort, we had one developer (who happens to be our best developer and an expert in both our Student System and HR system where the data is extracted from) and one senior functional analyst (me!). The design was about 2 weeks effort, development effort was about 4 weeks and testing about 3 to 4 weeks. We did have to spend time understanding and finalising our business processes so that we knew which roles to assign to different cohorts. Developing an understanding of Admin and how that worked was an important first stage as well. We were also working with a moving target because we were the first to implement on the blended platform so we had to wait for security roles to be applied on the platform and for the sync process (between Admin and our Researcher modules) to be developed so that we could be confident that we had a solid design.
Apologize for sneaking into this conversation but have questions about HR Connect. We have been utilizing Human Ethics for about a year now and reconsidering HR Connect. How does HR Connect work and how much data does need to be pulled from our institutions database? Also, do you need everyone from institution or can you selectively choose?
You can load as much or as little as you like. We load all staff and students because everyone needs access to our system, but you could choose to only load a smaller set depending on your needs. We use HR Connect to load basic person data (name, email, Employee ID) and activate profiles/accounts, assign internal associations, and set security roles. When staff or students leave the institution we also use HR Connect to automatically inactivate their profiles. We have setup HR Connect to run as an automatic process each night so any updates to data or statuses (i.e. inactivating profiles, updating affiliations or security roles) are pushed through overnight. There are some fields available that we don't use, so we simply load a 'null' (or equivalent) into those fields. As I mentioned in my earlier comment, we are currently using a supplementary file to load additional data that can't be accepted by HR Connect, so it would be great to see additional fields added to this functionality over time.
Is HR Connect synced with your HR Departments system data or IS Department data when it runs an automatic process for updates and statuses? Appreciate your help and time.
The Units file (i.e. departments) is the first of the four HR Connect files that we load as part of our nightly batch. The Units file brings across our department configuration from our HR system. We then load the users (data comes from both our student system and HR system), associations (i.e. which department people belong to or are affiliated with) and finally the Roles file. The roles assigns the security roles to each individual.
The main point is to make sure that you load the Units file first because the people are then linked to these departments. If the departments are incorrect or don't exist, then you will get errors in subsequent files.
Not to butt in, but I just want to say how great it is to see this kind of discussion where there are participants in England, Australia, and the US helping each other. It's very exciting to see the community grow and become more international!
Hi Simon, yes I think it's great and as a PM I'm finding it really helpful to learn from others experiences. Thank you Cayuse for setting this forum up!
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