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EmployeeNet

What's In It for Me?

  • Current State

    Current State

    • Disconnected Processes
    • Hard to Find Data
    • Inconsistent Employee Experience
  • Transition State

    Transition State

    • Training
    • Testing
    • New Procedures
  • Future State

    Future State

  • For Non-Office & Office Staff

    • Easy access to your HR information - even on the go.   
    • A reduction in physical paperwork.
    • Get updates about onboarding and training more quickly.  
    • A system that respects your time and automates workflows. 
    • Self-service access to information - no more tracking down forms or waiting on emails. 
    • Faster, more transparent HR processes (i.e. onboarding, benefits, training, and employee check-ins).   
    • Less physical paperwork - shifting work to automated processes and electronic forms. 
    • Improved data integrity - means fewer errors in reporting.  

  • For HR & IT Staff

    • Less manual work - fewer spreadsheets and repetitive tasks, increase in automated workflows.  
    • Fewer paper forms - digital processes and electronic forms.
    • Clean, consistent data - one source of truth.
    • Consistent processes - clear HR workflows built into the system.  
    • Connect work to Talent Management Strategy - align daily tasks with big-picture goals.  
    • Work more efficiently - maximize time by reducing duplicative efforts. 

  • For Supervisors, Managers, & Leadworkers

    • Seamless handoffs - requests move smoothly between employees.
    • Clear ownership - know who's responsible at every step.
    • Built-in routing - automatically send work to the right person.
    • Real-time visibility - track progress & status instantly.
    • Less back-and-forth - fewer emails & follow-ups between staff.

 

Consistent Employee Experience - Envisioned Future 

An HRM System will help us create more consistent employee experiences across the organization. Below are the seven components of our Talent Management Strategy (TMS) - detailing our envisioned future employee experience at the City of Madison, how we want our employees to feel, and ideal experiences and manager responsibilities for each component. Together, these elements will be supported and strengthened by the new HRM System, helping embed our goals into daily life at the City. 

Pie chart showing the 7 areas of talent management, with a band around it saying Equity. Further outlined in text on Talent Management webpage.

Recruitment & Selection: 

I see myself here. 

  • Employee: Applies easily; equitable & timely process. 
  • Manager: Defines skill-based role needs; structured, unbiased hiring process.

Onboarding: 

I belong here.

  • Employee: Feels welcomed; trained; confident. 
  • Manager: Prepares role plan; ensures early success. 

Goal Alignment & Development Planning: 

I have a direction here. 

  • Employee: Sets goals aligned with team. 
  • Manager: Aligns goals; sets development plan. 

Performance Management: 

I know what good looks like here. 

  • Employee: Receives regular feedback.
  • Manager: Provides feedback; tracks progress. 

Growth & Career Pathways: 

I can grow here.

  • Employee: Sees career options; builds skills.
  • Manager: Supports internal growth plans.

Recognition & Belonging: 

I believe my work matters here. 

  • Employee: Feels valued & recognized. 
  • Manager: Builds inclusion & belonging. 

Succession/Workforce Planning: 

I made an impact here. 

  • Employee: Sees impact; long-term growth.
  • Manager: Plans for future workforce. 
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HRM Implementation Questions

This is a large, organization-wide change. We want to make it easy for you to ask questions quickly. If you have any after reviewing these HRM Implementation pages, please send an email to HRMS@cityofmadison.com. 

Project Team Contacts

  • Andie Hopkins, HR
  • Anne Nowak, HR
  • Brad Wollmann, HR
  • Mike Lipski, HR
  • Stephan Precourt, IT