HR departments across Africa are moving from paper files and spreadsheets to cloud HRIS platforms, employee self-service, mobile approvals and automated payroll. The potential gains are real: faster hiring, fewer payroll errors, reliable headcount data and managers who can act without waiting on HR. But many implementations disappoint because they are run as software installations rather than as process and people change.

The Planning and Implementation of Digital HR & Process Automation Training Course gives HR and project staff a disciplined method for delivering these programmes. It starts with a digital HR roadmap and readiness assessment, then moves to process discovery and redesign, requirements definition, and a structured approach to selecting vendors and negotiating contracts. Implementation days cover project governance, data migration and quality, configuration choices, integration, testing and cutover planning. The course closes with user adoption, training design, hypercare support, post-implementation review and the measurement of benefits such as cycle time, error rates and cost per transaction.

Participants learn through a simulated HRIS project that runs across the five days, supported by templates for each phase. Where possible they apply the templates to an HR process from their own organisation.

Participants will leave able to:

• Assess HR digital readiness and build a phased digital HR roadmap.
• Document current HR processes with BPMN and redesign them before automating.
• Identify which HR tasks suit workflow automation, self-service, chatbots or RPA.
• Write functional and technical requirements and user stories for an HRIS.
• Run a fair vendor selection using scripted demonstrations and weighted scoring.
• Plan data migration, cleansing and validation for employee and payroll records.
• Organise user acceptance testing, cutover and hypercare for a smooth go-live.
• Track adoption and benefits after implementation using agreed baseline measures.

This programme is suited to staff who will plan, sponsor or deliver an HR technology change, such as:

• HR directors and HR managers leading digitisation
• HRIS administrators and HR systems analysts
• Payroll managers and payroll officers
• HR business partners and HR operations staff
• ICT project managers and business analysts supporting HR
• Finance officers involved in payroll and HR system integration
• Public service commission and civil service HR officers
• Transformation and change management officers

Each participant leaves with:

• A digital HR readiness assessment and three-phase roadmap.
• As-is and to-be process maps for one HR process.
• A requirements pack with prioritised user stories.
• A vendor evaluation scorecard and demonstration script.
• A data migration checklist with validation rules.
• A UAT plan and go-live readiness checklist.
• A benefits tracking sheet with baselines and target measures.

The week follows a simulated HRIS project from roadmap to go-live, using:

• Phase-by-phase templates applied to a realistic case organisation
• BPMN mapping exercises on recruitment, onboarding and leave processes
• Vendor demonstration role-plays with scoring panels
• Data cleansing exercises on a sample employee dataset in Excel
• Go-live readiness reviews run as a steering committee meeting
• Group discussion of implementation lessons from participants' organisations

Participants who complete the five days and the project simulation exercises receive a CPD-accredited Certificate of Completion issued by Vision Reach Global Consultancy. The requirements pack, process maps and implementation plan developed during the course can be presented alongside the certificate as evidence of applied skills.