10 Rules for a Successful HR Cutover

  • by Deepankar Maitra, Senior Manager, Accenture
  • November 15, 2005
A good cutover plan is as important as a good overall project plan. Get real-world tips on how to execute a flawless go-live.
Key Concept

In a major SAP HR system implementation project context, a cutover refers to the part of the implementation plan that focuses on the activities of the final few days or weeks before changing from an old system to a new system. Depending on the company, the cutover period can either end with go-live or extend to the period immediately afterward. In the latter case, the use of the term generally ceases after the support organization formally accepts responsibility for maintaining the system. This typically happens one to two weeks after the official go-live date.

A cutover to a new or upgraded HR system focuses squarely on the go-live date, and missing this date negatively affects all areas of a business. If the project’s scope includes payroll, then tax and pay implications potentially impact every employee of the company.

I think of implementing a smooth and painless cutover as an art form. You should design your cutover plan to meet the challenges of the real world, including high volumes and intricate relationships among many types of systems. An effective cutover plan must address this complexity head-on. A good way to start your project is to gather the appropriate skill set, which depends on project characteristics such as size.

Deepankar Maitra

Deepankar Maitra has more than 25 years of consulting experience specializing in SAP-based solutions for human resources, supply chain, and reporting in multi-national companies around the world. He has successfully directed large implementation projects as solution architect, delivery manager, global lead, and country lead. His expertise lies in pragmatic harmonization of data and synthesis of processes using tools that improve process execution through quantum leaps in productivity.

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