Beyond go-live, we’ll make sure your solution is not ‘set and forget’ but being nurtured and optimised to evolve with the needs of your business.
Whether that's helping you transition from project mode to BAU, undertaking Health Checks and solution reviews, providing adhoc support, strategic optimisation or advising on new modules - we've got you covered.
We were so happy with Pinpoint, they were a brilliant team, and there isn’t much we would do differently. They were the perfect partner and the results speak for themselves. We had no hiccups at go-live (which is incredible!) and after 6 months we were already experiencing the benefits and value realisation of our Dayforce solution.
We have been extremely impressed by Pinpoint's agility and out of the box solutions, and feel really reassured in that every answer starts with ‘Yes, we could do that by …’ It feels like we’re in experienced, expert hands! We loved that the team works collaboratively and brings their specialisation and expertise together in a coordinated way – it’s a night and day difference from our previous provider!
Pinpoint HRM’s transition management services help clients seamlessly move from project mode to post-go-live with confidence. We ensure a smooth handover by providing tailored support during the transition phase (typically 3-6 months after go-live), ensuring your team is fully prepared to operate the system independently.
We provide a structured approach to managing your solution ongoing that includes:
Once you’re through transition, Pinpoint HRM provides functional post-go-live support for Dayforce, Cornerstone, Humanforce, and Oracle HCM solutions.
We can be the first line of support for your day-to-day operations or complement your vendor offerings with more specific optimisation services.
Pinpoint have a range of support packages to suit every scenario:
HR systems are not set-and-forget. We focus on continuous improvement, enhancing HR maturity, and adapting to changing strategic drivers after go-live.
Our approach ensures that your HR systems not only keep pace with change but also proactively support your long-term business objectives.
Our solution-agnostic services can support you with:
Here, Craig Aunger, Pinpoint Founder and Managing Director, shares the most critical stage of the tech journey, revealing what needs to happen after go-live in determining the true success of HR transformation.
According to Aunger, the most common mistake organisations make is not giving enough attention to what happens after the initial implementation of technology. Success doesn’t happen at go-live, it’s about what comes next that determines the long-term transformational impacts.
“I think if you ask any HR technology leader who’s had a system for a year or two: ‘Are you getting the most out of a solution you’ve got?’ Invariably, the answer is, ‘No, I think I’m probably using less than 50 per cent of it’, and to me that’s a tragedy.
Learn about new product offerings and read articles to help guide you with your project.
What does HR tech success look like after go-live?
What’s the biggest risk after HR tech go-live?
What is the ‘Transition Phase’ in HR tech projects?
How do I manage vendor updates after go-live?
How do we avoid ‘set and forget’ after go-live?
How can I assess the maturity of our HR tech post go-live?
