What's the effort to enable the Enterprise Onboarding and Transition (Life Cycle Event)?

[MarjorieT]

For those who had experience deploying Enterprise Onboarding and Transition (Life Cycle Event), what does the implementation effort looks like (ie: number of developers who worked, duration of the project) or if you implemented this with a consultant, how long did that take? Any key points on the cost? Did you implement it on global process or included country nuances? 

Thank you!

[Abbas_5]

Hello @MarjorieT,

Enabling Enterprise Onboarding and Transitions (EOT) in ServiceNow requires a significant effort involving configuration, customisation, and potentially integration with other systems. The specific effort will vary based on the complexity of your organisation's processes and desired features, but generally includes planning, configuration of EOT workflows, and potentially customisation of the user interface and integration with external systems. 

Here's a breakdown of the effort:

1. 1. Planning and Scope Definition:

   • Define clear objectives and scope: Determine which lifecycle events will be supported (e.g., onboarding, offboarding, relocations) and the specific tasks and processes you want to automate. 
   • Identify stakeholders and their needs: Involve HR, IT, and other relevant departments to understand their requirements and ensure the solution meets their needs. 
   • Define the initial phase: Prioritise high-value areas and implement them first to achieve quick wins and build momentum,  says ServiceNow. 
2. 2. Configuration and Customisation:

   • Configure EOT workflows: Define the steps, tasks, and activities for each lifecycle event, including notifications, approvals, and triggers. 
   • Customise the user interface: Tailor the portal and user experience to meet the needs of different user groups (employees, managers, HR). 
   • Integrate with other systems: Connect EOT with HRIS, IT provisioning, payroll, and other relevant systems. 
3. 3. Testing and Validation:

   • Thoroughly test the system: Verify that all workflows are functioning correctly and that users can easily navigate the system. 
   • Gather feedback from stakeholders: Ensure that the solution meets their needs and is easy to use. 
4. 4. Implementation and Deployment:

   • Roll out the EOT solution: Implement the solution in a phased approach, starting with a pilot group and then expanding to the wider organisation. 
   • Provide training and support: Ensure that users are properly trained on how to use the system and provide ongoing support. 
5. 5. Ongoing Maintenance and Optimisation:

   • Monitor system performance: Track the use of the EOT solution and identify areas for improvement. 
   • Continuously refine workflows and processes: Adapt the solution to changing business needs and feedback. 

Effort Estimates:

• Development/Customisation:

  The effort required for development and customisation can range from a few weeks to several months, depending on the complexity of the processes and integrations.
• Testing:

  Testing can take a few weeks to several months, depending on the scale and complexity of the implementation.
• Deployment:

  Deployment can take a few weeks to a few months, depending on the size of the organisation and the complexity of the integration. 

Key Considerations:

• Complexity: The more complex the processes and integrations, the more effort will be required.
• Customisation: The more customisation required, the more effort will be needed.
• Integration: The more integrations required, the more effort will be needed.
• Phased Approach: Implementing EOT in a phased approach can help reduce the initial effort and manage risk.
• Internal Resources vs. Consulting: Organisations can choose to implement EOT with their own resources or engage a ServiceNow consultant. The effort required will vary depending on the chosen approach

OR refer to this link:
https://www.servicenow.com/docs/bundle/yokohama-employee-service-management/page/product/human-resou...

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Thanks & Regards,

Abbas Shaik

[Wessel van Enk]

Hi @MarjorieT ,

I've implemented it for a couple of companies over the years and it really depends on the processes at that company.
Not all onboarding or change processes are the same and it can take more time if the processes are pretty complex.

But generally, a basic onboarding process should take no more than a week to build and test. One or two developers (with experience!) should do the trick and it depends if you have the experience you can do it yourself, but if not, please use an consultant. I've seen a lot of projects where people just tried it without experience or only ITSM experience and it just does not work... 

Normally the processes should be created on a global level if you work with multiple countries and then you can add activities per country (via the audience) to add activities for applicable countries. Only if the task list is really a lot (say more than 20 tasks that are needed besides the global process), than I would consider creating an own lifecycle event, but otherwise, keep it global and use the audience.