Skip to content

Top 5 tips for User Acceptance Testing

The business world is constantly changing. Companies should ensure their HR systems optimize employee engagement to meet these changes. They often look at implementing Human Resources Information Systems (HRIS) to achieve this.

Regardless of the platform all digital transformation projects require User Acceptance Testing (UAT). Here we look at 5 top tips for UAT.

There are a wide variety of HRIS platforms on the market. Some support the full ‘Hire to Retire’ process, while others just focus on specific elements of the Human Experience Management (HXM).

Getting it right is crucial, as it forms a significant part of employee experience and engagement.

It is said that organizations which deliver exceptional employee experiences achieve better business results and outperform the competition. A Gallup study found that companies with the most engaged employees 20% higher productivity and 21% higher profitability compared with the companies with the least engaged employees.

Trends

Many companies want to improve employee engagement and work distribution. Automation and digitalization are quickly becoming top priorities for organizations of all sizes.

This trend is acutely observed within Human Resources. Organizations are investing in people, process and systems to enhance their employee experience.

However, some stages of a HR Transformation Project will feel unfamiliar or daunting. It’s not everyday an organization implements a new HR platform.

However, there are some stages of a project that are essential to get right first time. UAT is definitely one of them and here are our top 5 tips for successful UAT:

1. Work in with the system (a lot)

One of the biggest mistakes, is that post go-live customers experience issues that weren’t picked up during the project.

This is usually because they hadn’t spent enough time in the system, testing and validating different scenarios. Instead they follow pre-prepared test scripts designed to test basic transactions.

Most systems are designed to allow multiple options to achieve the same result, so be brave and explore the system.

Try to make the things happen in a different way (hint – this will help you define your training approach!).

2. Engage the right people in UAT

It is vital to engage the right people at the right time. Subject matter experts need to be involved from the beginning and deeply involved in both the design and testing phases.

Key business stakeholders and change champions also need to be involved, but not too early. This ensures you engage them at the right time with the right context.

It makes sure you not only validate new processes for yourself, but also that the feedback you receive is useful.

As a result, they become advocates and promoters of the new solution. For change management to succeed, a great solution needs a high adoption rate.

3. Allocate enough time for UAT

Good UAT isn’t achieved in a day or two. When planning the project make sure that there is enough time allocated for testing.

Don’t forget to factor in public holidays, annual leave, competing projects and other business initiatives.

It’s better to go-live a week or two later than it is to struggle post go-live with defects and/or poor processes. Going live with defects can impact the reputation and adoption of the solution you have worked so hard to create.

4. Use the Issue Log

Document everything. Make sure all your findings are recorded and handed over to the implementation consultant.

Do not store the findings on your own laptop because you will end up with dozens of separate files from each tester.

Create one global document and make it accessible for all testers in an accessible collaboration space.

Good governance means all risks, actions, issues and decisions (RAID) are tracked and resolved during the project. This builds confidence to all stakeholders at the ‘Go/No Go’ decision for go-live.

5. Be engaged and lean in

Deploying a new solution takes time, dedication and your expertise. Collaborate, validate and ensure everyone understands their role and what they need to bring to the project.

Share openly and engage early. Make sure your team understands the processes and knows the decisions you have made so they can test it properly.

Related Insights


Get to know Workday’s People Experience

In this article, we break it all down for you, introduce each product and show how they work to provide an intelligent, engaging, and helpful employee experience for your organization.

2021 Workforce Mindset® Study

Alight’s Workforce Mindset® Study examines a range of workplace topics such as the employee experience, cultural characteristics and differentiators, total rewards, communication and technology.