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Example project plan

Project plan for a time-tracking rollout

A project plan for a time-tracking rollout covers 15 weeks, six phases, 36 tasks, and an approximate €39,950 budget for 80 employees. The PathHub AI example addresses works council alignment, GDPR, production and administration needs, payroll integration, testing, training, and go-live stabilization.

  • 15 Weeks
  • 6 Phases
  • 36 Tasks
  • Budget approx. €39,950
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Example plan

Workforce Management / Time-Tracking System Implementation

This project will introduce a new time-tracking system for 80 employees across production and administration. It will align the solution with works council requirements, privacy and GDPR obligations, and operational needs in both shop-floor and office environments. The implementation also includes system configuration, payroll-related integration, testing, training, and go-live stabilization. The goal is to establish a compliant, practical, and reliable time-tracking process with clear ownership and user adoption.

Total Progress0%
15Weeks
0/6Phases
0/36Tasks
€39,950Budget
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Phases

1

Phase 1: Project Initiation and Requirements

Pending · 2W · 0/5
HR and Payroll Lead
0

Establish the project structure and define the operational, payroll, and employee requirements for production and administration. The phase creates a jointly agreed baseline for system selection and works council discussions.

Conduct project kickoff and confirm scope, governance, decision rights, communication routes, and escalation procedures
Oct 1 – Oct 1 1 day
HR and Payroll Lead
Document current time-recording processes for production shifts, breaks, overtime, absences, and administration working patterns
Oct 1 – Oct 3 3 days
Production Management and Administration Department Managers
Define required working-time rules, shift models, break rules, overtime handling, absence categories, approvals, and payroll outputs
Oct 1 – Oct 4 4 days
HR and Payroll Lead
Identify production and administration user groups, manager responsibilities, access requirements, and representative employee scenarios
Oct 1 – Oct 2 2 days
HR and Payroll Lead
Approve the requirements baseline, initial success criteria, high-level implementation plan, and decision log
Oct 5 – Oct 8 2 days
Executive Sponsor / Management
Map the planned processing activities, data flows, user access, payroll transfers, retention periods, and deletion procedures
Oct 15 – Oct 18 4 days
Data Protection Officer / Privacy Counsel
Prepare and conduct works council workshops covering employee monitoring, booking methods, reports, access rights, manager visibility, and permitted evaluations
Oct 15 – Oct 18 4 days
HR and Payroll Lead and Works Council
Define the data-minimization requirements, prohibited tracking functions, privacy notices, retention rules, and employee information obligations
Oct 19 – Oct 23 3 days
Data Protection Officer / Privacy Counsel
Create the preliminary role and access concept for employees, production supervisors, administration managers, HR, payroll, IT, and the vendor
Oct 15 – Oct 17 3 days
IT and Information Security
Prepare the draft works council agreement and supporting GDPR documentation, including system screenshots or process examples where available
Oct 24 – Oct 26 3 days
HR and Payroll Lead and Data Protection Officer / Privacy Counsel
Obtain documented approval of the employee-monitoring, access, reporting, and retention framework for solution design
Oct 29 – Oct 30 2 days
Works Council and Executive Sponsor / Management
Evaluate shortlisted solutions against working-time rules, production use cases, administration workflows, GDPR controls, reporting, support, and total implementation effort
Nov 5 – Nov 8 4 days
HR and Payroll Lead and IT and Information Security
Assess shop-floor access options, including terminals, badge readers, tablets, shared devices, connectivity, placement, and fallback procedures
Nov 5 – Nov 7 3 days
Production Management and IT and Information Security
Design the target configuration for shifts, flexible working, breaks, overtime, absences, corrections, approvals, and employee self-service
Nov 9 – Nov 15 5 days
System Vendor or Implementation Partner and HR and Payroll Lead
Define the payroll and HR interface design, including employee identifiers, organizational units, working-time results, absence data, export frequency, and error handling
Nov 9 – Nov 14 4 days
HR and Payroll Lead, Payroll Lead, and System Vendor or Implementation Partner
Specify required dashboards, standard reports, manager approvals, audit trails, and works council access to permitted evaluations
Nov 16 – Nov 20 3 days
HR and Payroll Lead and Works Council
Approve the selected solution, target architecture, device approach, integration design, and configuration scope
Nov 21 – Nov 22 2 days
Executive Sponsor / Management
Configure organizational units, locations, departments, employee groups, contracts, calendars, and manager hierarchies
Nov 26 – Nov 29 4 days
System Vendor or Implementation Partner and HR and Payroll Lead
Configure production shift patterns, break rules, grace periods, overtime rules, absence categories, corrections, and administration working-time models
Nov 26 – Nov 30 5 days
System Vendor or Implementation Partner and Production Management
Configure employee, manager, HR, payroll, works council, IT, and vendor roles according to the approved access concept
Nov 26 – Nov 28 3 days
System Vendor or Implementation Partner and IT and Information Security
Build and connect the HR/payroll interface, including field mapping, file or API exchange, validation rules, error handling, and reconciliation outputs
Nov 30 – Dec 10 7 days
System Vendor or Implementation Partner and HR and Payroll Lead
Configure approved dashboards, manager approval queues, payroll exports, audit logs, and works council reporting views
Dec 11 – Dec 13 3 days
System Vendor or Implementation Partner and HR and Payroll Lead
Cleanse and validate employee master data, employment status, department assignments, working-time models, and supervisor relationships for all 80 employees
Nov 26 – Nov 29 4 days
HR and Payroll Lead
Load the validated master data and create representative test records for production shifts, administration schedules, absences, overtime, corrections, and payroll processing
Dec 11 – Dec 13 3 days
HR and Payroll Lead and System Vendor or Implementation Partner
Create the test plan, test cases, expected results, defect categories, acceptance criteria, and test evidence templates
Dec 17 – Dec 18 2 days
System Vendor or Implementation Partner and HR and Payroll Lead
Execute functional tests for clock-in and clock-out, shift changes, breaks, overtime, absences, corrections, approvals, and administration working patterns
Dec 19 – Dec 21 3 days
Production Management, Administration Department Managers, and System Vendor or Implementation Partner
Execute payroll integration tests using representative monthly scenarios and reconcile exported working-time and absence results against manually verified calculations
Dec 19 – Dec 21 3 days
Payroll Lead and System Vendor or Implementation Partner
Test role-based access, audit trails, retention settings, privacy restrictions, reporting visibility, and works council-approved monitoring controls
Dec 24 – Dec 25 2 days
IT and Information Security and Data Protection Officer / Privacy Counsel
Conduct user acceptance sessions with production representatives, administration managers, HR, payroll, and the works council; document defects and obtain acceptance sign-off
Dec 26 – Dec 28 3 days
HR and Payroll Lead
Create role-specific training materials, quick-reference guides, booking instructions, correction procedures, absence workflows, and escalation contacts
Dec 31 – Jan 1 2 days
HR and Payroll Lead and System Vendor or Implementation Partner
Train production employees on terminals or approved access devices, shift bookings, breaks, corrections, and fallback procedures
Jan 2 – Jan 3 2 days
Production Management and System Vendor or Implementation Partner
Train administration employees and managers on bookings, approvals, absences, reporting, corrections, and employee support responsibilities
Jan 2 – Jan 3 2 days
Administration Department Managers and HR and Payroll Lead
Train HR, payroll, IT support, and designated system administrators on monitoring, interface checks, error handling, access administration, and privacy procedures
Jan 4 – Jan 4 1 day
HR and Payroll Lead, Payroll Lead, and IT and Information Security
Execute the cutover runbook, confirm final master-data load, activate devices and user accounts, communicate go-live instructions, and start production operations
Jan 7 – Jan 7 1 day
HR and Payroll Lead and System Vendor or Implementation Partner
Monitor the first booking and approval cycles, resolve priority incidents, validate the first payroll-related export, and maintain a daily issue log
Jan 8 – Jan 10 3 days
System Vendor or Implementation Partner and HR and Payroll Lead
Complete operational handover, confirm support ownership and escalation paths, and review initial adoption, data quality, and defect metrics with management
Jan 11 – Jan 11 1 day
HR and Payroll Lead and IT and Information Security
Open in the app: Phases

Timeline

Timeline 6 PhasesStart: Oct 1, 2026
Phase / Task
Oct 2026
Nov 2026
Dec 2026
Jan
W 1Oct 1
W 3Oct 15
W 5Oct 29
W 7Nov 12
W 9Nov 26
W 11Dec 10
W 13Dec 24
W 15Jan 7
Project Initiation and RequirementsOct 1 – Oct 14 · 2 wk · 0/5
Project Initiation and Requirements
Works Council, Privacy, and Compliance AlignmentOct 15 – Nov 4 · 3 wk · 0/6
Works Council, Privacy, and Compliance Alignment
Solution Selection and System DesignNov 5 – Nov 25 · 3 wk · 0/6
Solution Selection and System Design
Configuration, Integration, and Data PreparationNov 26 – Dec 16 · 3 wk · 0/7
Configuration, Integration, and Data Preparation
Testing and User AcceptanceDec 17 – Dec 30 · 2 wk · 0/5
Testing and User Acceptance
Training, Go-Live, and StabilizationDec 31 – Jan 13 · 2 wk · 0/7
Training, Go-Live, and Stabilization
PlannedIn progressCompletedBlockedMilestones
Open in the app: Timeline

Budget

Budget: €39,950
External Implementation and Compliance Services · €16,350Internal Personnel · €9,450Testing, Training, and Change Enablement · €7,150Software and Shop-Floor Infrastructure · €7,000
External Implementation and Compliance Services€16,350
ItemQtyUnit priceTotal
Time-Tracking System Configuration Consultant9 Person days€950€8,550
Payroll and HR Integration Developer5 Person days€900€4,500
Works Council and GDPR Compliance Advisor3 Person days€1,100€3,300
Internal Personnel€9,450
ItemQtyUnit priceTotal
Project Manager / Internal Coordination Lead5 Person days€850€4,250
HR and Payroll Lead7 Person days€600€4,200
IT and Information Security Coordinator2 Person days€500€1,000
Testing, Training, and Change Enablement€7,150
ItemQtyUnit priceTotal
Test and User Acceptance Lead3 Person days€900€2,700
Employee and Manager Training Facilitator3 Person days€750€2,250
Training Materials and Employee Communications1 Flat rate€700€700
Go-Live and Initial Stabilization Support3 Person days€500€1,500
Software and Shop-Floor Infrastructure€7,000
ItemQtyUnit priceTotal
Time-Tracking System Subscription for 80 Employees12 Person days€500€6,000
Shop-Floor Time-Tracking Terminal Kits2 Person days€500€1,000
Open in the app: Budget

Risks

High

Works Council Agreement Delayed

If the works council has not formally approved the monitoring, access, reporting, and retention framework by the end of Week 5, configuration and the planned go-live may be delayed.

Countermeasure: The HR and Payroll Lead will provide the works council with a complete system description, data-flow overview, draft agreement, and configuration options by Week 3; the Executive Sponsor will resolve escalations by Week 5 and prevent implementation of unapproved monitoring functions.
High

Payroll or HR Integration Errors

If employee master data, working-time rules, absence codes, or payroll mappings fail reconciliation during Weeks 11–13, the system may produce incorrect payroll inputs and require manual corrections.

Countermeasure: The HR and Payroll Lead and system vendor will complete interface mapping and sample-file reconciliation by Week 11, run a parallel validation against the existing process in Week 12, and obtain payroll sign-off before go-live in Week 13.
High

Production Workflow Mismatch

If shift patterns, break rules, shared terminals, badge access, or shop-floor connectivity fail production scenario tests in Week 12, employees may be unable to record working time accurately.

Countermeasure: The Production Manager and IT will document representative shift and terminal scenarios by Week 7, pilot the selected access method before Week 10, and require successful testing of all production scenarios before the Week 13 acceptance decision.
High

GDPR or Excessive-Monitoring Concerns

If the selected solution collects unnecessary location, biometric, device, behavioral, or detailed activity data, or if the privacy assessment remains unresolved by Week 8, the configuration may require redesign and the go-live may be blocked.

Countermeasure: The Data Protection Officer and IT Security team will define data minimization, purpose limitation, retention, and access requirements by Week 5; the vendor will disable non-essential monitoring features and provide the required privacy documentation before configuration is approved in Week 8.
Medium

Incomplete or Incorrect Master Data

If employee records, departments, contracts, working-time models, manager assignments, or absence entitlements for any of the 80 employees are not validated by the end of Week 11, access, approvals, reporting, and payroll outputs may be incorrect at launch.

Countermeasure: HR will provide the controlled master-data extract by Week 9, department managers will validate their records by Week 10, and the HR and Payroll Lead will complete a reconciliation and approval of all 80 employee records by Week 11.
Medium

Employee Adoption and Incorrect Booking Procedures

If fewer than 95% of employees and all relevant managers complete training before Week 14, or if pilot users generate repeated booking errors during Week 13, time records may be incomplete or inaccurate after go-live.

Countermeasure: HR and Production Management will deliver role-specific training for production employees, administrative employees, and managers in Week 14, provide quick-reference instructions at terminals and online, and operate a staffed support channel during Weeks 14–15.
Open in the app: Risks

Stakeholders

ES

Executive Sponsor / Management

Provides funding, resolves escalations, and approves the target solution and go-live decision

Involve: Phase 1
HA

HR and Payroll Lead

Defines working-time rules, payroll requirements, absence handling, and operational ownership

Involve: Phase 1
WC

Works Council

Reviews employee monitoring implications, access rights, reporting, and the required agreement

Involve: Phase 1
PM

Production Management

Validates shift patterns, shop-floor access methods, breaks, and practical production workflows

Involve: Phase 1
AD

Administration Department Managers

Validates office-based working patterns, approval processes, and reporting needs

Involve: Phase 1
IA

IT and Information Security

Assesses architecture, integrations, access management, support, and security controls

Involve: Phase 2
DP

Data Protection Officer / Privacy Counsel

Reviews GDPR compliance, retention periods, employee information, and monitoring risks

Involve: Phase 2
TT

Time-Tracking System Vendor or Implementation Partner

Configures the solution, supports integration, testing, training, and go-live stabilization

Involve: Phase 3
Open in the app: Stakeholders

Compliance

Required 6

Define and document a lawful GDPR employment-data processing basis, purpose limitation, data minimization, transparency notices, retention periods, employee rights, and deletion procedures for time and attendance data.

Data Protection Officer, HR and Payroll Lead Weeks 2–8; ongoing during operation
Required
Rule from the compliance library
GDPR (General Data Protection Regulation)(EU 2016/679)
  • Legal basis for every processing of personal data (consent, contract, legal obligation, legitimate interest)
  • Complete record of processing activities (Art. 30) for all processes
  • Data Processing Agreements (DPA) with all sub-processors
  • Data Protection Impact Assessment (DPIA) for high-risk processing
  • Technical and organisational measures (TOM) documented

If breached: Fines up to €20 million or 4% of global annual revenue, whichever is higher. Plus civil damages claims by affected individuals.

Evidence

No evidence yet. In PathHub you attach evidence to each obligation, e.g. minutes, a certificate or a link to the document, and export everything as a PDF evidence report.

File Link Note

Complete a GDPR data protection impact assessment where the planned systematic monitoring or processing presents a high risk to employees, and resolve all identified privacy risks before production use.

Data Protection Officer / Privacy Counsel Weeks 3–6; update for significant changes
Required
Rule from the compliance library
GDPR (General Data Protection Regulation)(EU 2016/679)
  • Legal basis for every processing of personal data (consent, contract, legal obligation, legitimate interest)
  • Complete record of processing activities (Art. 30) for all processes
  • Data Processing Agreements (DPA) with all sub-processors
  • Data Protection Impact Assessment (DPIA) for high-risk processing
  • Technical and organisational measures (TOM) documented

If breached: Fines up to €20 million or 4% of global annual revenue, whichever is higher. Plus civil damages claims by affected individuals.

Evidence

No evidence yet. In PathHub you attach evidence to each obligation, e.g. minutes, a certificate or a link to the document, and export everything as a PDF evidence report.

File Link Note

Execute a GDPR Article 28 data-processing agreement with the system provider, verify sub-processors, and establish appropriate safeguards for any processing or transfer outside the EEA.

IT, Procurement, Data Protection Officer Weeks 6–8, before vendor access to employee data
Required
Rule from the compliance library
GDPR (General Data Protection Regulation)(EU 2016/679)
  • Legal basis for every processing of personal data (consent, contract, legal obligation, legitimate interest)
  • Complete record of processing activities (Art. 30) for all processes
  • Data Processing Agreements (DPA) with all sub-processors
  • Data Protection Impact Assessment (DPIA) for high-risk processing
  • Technical and organisational measures (TOM) documented

If breached: Fines up to €20 million or 4% of global annual revenue, whichever is higher. Plus civil damages claims by affected individuals.

Evidence

No evidence yet. In PathHub you attach evidence to each obligation, e.g. minutes, a certificate or a link to the document, and export everything as a PDF evidence report.

File Link Note

Implement GDPR Article 32 security controls, including role-based access, least privilege, authentication, audit logging, secure data transmission, backup/recovery, vulnerability handling, and access revocation when employment or responsibilities change.

IT and Information Security, System Vendor Weeks 6–13; ongoing after go-live
Required
Rule from the compliance library
GDPR (General Data Protection Regulation)(EU 2016/679)
  • Legal basis for every processing of personal data (consent, contract, legal obligation, legitimate interest)
  • Complete record of processing activities (Art. 30) for all processes
  • Data Processing Agreements (DPA) with all sub-processors
  • Data Protection Impact Assessment (DPIA) for high-risk processing
  • Technical and organisational measures (TOM) documented

If breached: Fines up to €20 million or 4% of global annual revenue, whichever is higher. Plus civil damages claims by affected individuals.

Evidence

No evidence yet. In PathHub you attach evidence to each obligation, e.g. minutes, a certificate or a link to the document, and export everything as a PDF evidence report.

File Link Note

Configure and validate working-time, break, rest-period, shift, night-work, absence, and overtime rules in line with the German Working Time Act, applicable collective agreements, employment contracts, and approved company policies.

HR and Payroll Lead, Production Management Weeks 1–13; ongoing rule governance
Required
Rule from the compliance library

There is no matching rule in the library for this obligation. In PathHub you can link a rule from the library if needed.

Evidence

No evidence yet. In PathHub you attach evidence to each obligation, e.g. minutes, a certificate or a link to the document, and export everything as a PDF evidence report.

File Link Note

Ensure reliable records and audit trails support payroll, wage, social-insurance, and labor-law reviews, with retention and access controls aligned to applicable statutory and company retention schedules.

HR and Payroll Lead, Payroll, IT Weeks 9–15; ongoing
Required
Rule from the compliance library

There is no matching rule in the library for this obligation. In PathHub you can link a rule from the library if needed.

Evidence

No evidence yet. In PathHub you attach evidence to each obligation, e.g. minutes, a certificate or a link to the document, and export everything as a PDF evidence report.

File Link Note
Important 1

Provide employees with clear information and role-specific training covering the purpose of processing, booking procedures, corrections, approvals, support contacts, and privacy rights before go-live.

HR and Payroll Lead, Managers, Data Protection Officer Weeks 13–15; refresh after material changes
Important
Rule from the compliance library

There is no matching rule in the library for this obligation. In PathHub you can link a rule from the library if needed.

Evidence

No evidence yet. In PathHub you attach evidence to each obligation, e.g. minutes, a certificate or a link to the document, and export everything as a PDF evidence report.

File Link Note
Open in the app: Compliance

Milestones

  1. Week 2

    Approved requirements baseline covering both employee groups, working-time rules, payroll needs, and success criteria

    Depends on: Phase 1 completion
  2. Week 5

    Signed or formally approved works council and privacy framework covering monitoring, access, reporting, retention, and employee information

    Depends on: Phase 2 completion
  3. Week 8

    Approved solution design and implementation scope, including access methods, configuration rules, reports, roles, and payroll interface requirements

    Depends on: Phase 3 completion
  4. Week 11

    Configured and integrated test environment populated with validated data for all 80 employees and agreed production and administration scenarios

    Depends on: Phase 4 completion
  5. Week 13

    Signed user acceptance record with no open critical defects and verified payroll, access-control, privacy, and operational results

    Depends on: Phase 5 completion
  6. Week 15

    System live for all 80 employees with completed training, validated initial payroll output, documented support ownership, and no unresolved critical launch issues

    Depends on: Phase 6 completion
Open in the app: Milestones

How this plan was created

This plan was created by PathHub AI from a single description: “Introduce a new time-tracking system for 80 employees in production and administration, including alignment with the works council and training.” Without company context. With your departments, approval processes and compliance requirements it becomes much more precise.

Obligations

Obligations with lead time: what many think of too late

These obligations are typically triggered by a time-tracking rollout (example: Germany). PathHub AI schedules them with lead time, warns when the schedule is too tight and shows the rule with its criteria under “Rule & evidence”, which you tick off and back with evidence. Not legal advice.

Define recording rules for start, end, breaks and overtime, including mobile work (ArbZG)
Required 2–4 weeks before go-livestatutory
Rule & evidence

Why: The system must reflect statutory maximum hours, breaks and rest periods.

Legal basis: Since the Federal Labour Court decision of 13 Sept 2022 (1 ABR 22/21) employers must record working time systematically; time beyond 8 hours must be recorded and kept for two years (Sec. 16(2) ArbZG).

Rule from the compliance library
Working Hours Act and time recording
Criteria
  • Maximum 8 hours per working day, up to 10 hours with compensation within 6 months or 24 weeks (Sec. 3 ArbZG)
  • Breaks: 30 minutes after 6 hours, 45 minutes after 9 hours (Sec. 4)
  • Rest period of at least 11 hours after work ends (Sec. 5)
  • Systematic recording of start, end and duration of working time (Federal Labour Court, 1 ABR 22/21)
  • Record time beyond 8 hours and keep records for at least two years (Sec. 16(2))

If breached: Administrative offences under Sec. 22 ArbZG with fines up to EUR 30,000; intentional violations endangering health are criminal offences under Sec. 23.

Evidence: In PathHub you tick off the criteria and attach evidence to each item as a file, link or note. Everything exports as a PDF evidence report.
Conclude a works agreement on time recording with the works council
Important 6–12 weeks before go-liveguide value
Rule & evidence

Why: Time recording is a technical system that can reflect performance and behaviour.

Applies: only if a works council exists

Legal basis: Sec. 87(1) No. 2 and 6 BetrVG: co-determination on working time arrangements and technical monitoring systems.

Rule from the compliance library
Works Constitution Act (BetrVG)
Criteria
  • Enable works council election from 5 eligible employees upward
  • Co-determination on working time, monitoring systems, IT rollouts (§87)
  • Hearing before every dismissal (§102): written with reasons
  • Balance-of-interests and social plan on operational changes (§111)

If breached: Dismissals without works council hearing are void. Administrative fines up to €10,000 per violation. Criminal liability (§119) for obstructing the works council up to 1 year imprisonment.

Evidence: In PathHub you tick off the criteria and attach evidence to each item as a file, link or note. Everything exports as a PDF evidence report.
Settle data protection for employee data: purpose, access rights, deletion periods, DPIA where needed
Required 2–4 weeks before go-liveguide value
Rule & evidence

Why: Time recording continuously processes personal data of all employees.

Rule from the compliance library
GDPR (General Data Protection Regulation)
Criteria
  • Legal basis for every processing of personal data (consent, contract, legal obligation, legitimate interest)
  • Complete record of processing activities (Art. 30) for all processes
  • Data Processing Agreements (DPA) with all sub-processors
  • Data Protection Impact Assessment (DPIA) for high-risk processing
  • Technical and organisational measures (TOM) documented

If breached: Fines up to €20 million or 4% of global annual revenue, whichever is higher. Plus civil damages claims by affected individuals.

Evidence: In PathHub you tick off the criteria and attach evidence to each item as a file, link or note. Everything exports as a PDF evidence report.
All typical initiatives and their obligations: planning internal projects

Frequently asked questions

How long does a time-tracking rollout take?
In the example plan, a time-tracking rollout takes 15 weeks in 6 phases. The actual duration depends on company size, starting point and available resources, with your company context PathHub adjusts the schedule accordingly.
What does a time-tracking rollout cost?
The example plan estimates about €39,950, split into 12 budget line items with quantity and unit price. The largest items are External Implementation and Compliance Services, Internal Personnel. This is an AI estimate as a starting point, not a quote.
What are the risks of a time-tracking rollout?
The plan lists 6 risks with countermeasures. Rated highest: Works Council Agreement Delayed; Payroll or HR Integration Errors; Production Workflow Mismatch.
Who needs to be involved in a time-tracking rollout?
Among others, the plan includes these people: Executive Sponsor / Management, HR and Payroll Lead, Works Council, Production Management, Administration Department Managers, IT and Information Security. For each role it states why and from when to involve them.
Can I adapt the plan to my company?
Yes. Open the plan in PathHub without signing up, adjust phases and tasks or describe your own initiative: with company context (departments, approval processes, works council, compliance requirements) every further plan gets more precise.

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