Sunsetting Software: Why HRM’s Role is Vital in the Final Chapter of the SDLC

In the dynamic world of software development, there's often excitement around building something new—ideas are turned into products, and user needs become features. However, one often overlooked yet crucial phase of the Software Development Life Cycle (SDLC) is the sunsetting phase—the end of a software application’s life.

For the Department of Treasury's Human Resource Management (HRM) section, understanding and embracing the sunsetting phase is not just a technical requirement; it is a strategic HR imperative. Let’s explore why.

The Full Lifecycle Perspective

Development: The Fast Lane

In the early stages of development, the priority is speed. Rapid iterations, quick feedback, and fast-moving workflows dominate. Mistakes are easier to fix, and perfection isn't expected—what matters is learning what works. Developers enjoy this phase, but it’s also when foundational decisions on tech stack and architecture are made, requiring both experience and foresight.

Production & Growth: Balancing Speed and Stability

Once deployed, the application starts to support real-world use cases. At this stage, developers must be cautious—changes can impact active users. Security, stability, and communication become critical. Teams need to mature, develop change management habits, and implement more robust review and monitoring processes.

Maintenance: Keeping the Lights On

Eventually, the software reaches a point where it serves its intended purpose well, but there’s no drive—or budget—for major new features. Updates are limited to security patches and minor bug fixes. Though often undervalued, this is a key opportunity for HR to support developers through mentorship and internal recognition, as it’s often the most stable but least exciting part of the lifecycle.

Sunsetting: A Strategic and Human-Centric Closure

Here’s where the HRM section plays a defining role.

What Is the Sunsetting Phase?

The sunsetting phase marks the end of active use and support for a software application. At this point, maintaining the system becomes unsustainable—whether due to budget constraints, better alternatives, or shifting priorities.

Why Is It Important?

1. Risk Management
   Without a structured sunsetting process, data loss, user dissatisfaction, or operational chaos are real threats. The longer outdated systems run, the higher the maintenance and compliance risks.

2. Smooth Transitions
   HR can coordinate training, handovers, and reallocation of personnel to ensure a seamless shift to new systems or platforms.

3. Preserving Institutional Knowledge
   Developers and support staff often carry tribal knowledge. As systems are sunset, HR must ensure this knowledge is documented and transitioned—protecting the intellectual capital of the organization.

4. Well-being and Morale
   Sunsetting can be a tense period—particularly if layoffs, role changes, or resource reallocations are on the horizon. Transparent communication, mental health support, and career transition assistance can turn uncertainty into opportunity.

Executing a Successful Sunsetting Process

Think of sunsetting as closing a chapter gracefully, not pulling the plug. Here’s what a successful transition looks like:

• Early Planning: Involve HR, developers, users, and leadership as early as possible. Define timelines, communication strategies, and role impacts.

• Clear Communication: Let everyone—especially users—know what's coming. Transparency builds trust.

• Support Developers: Recognize their contribution. Help them transition to new projects. Developers who manage successful sunsetting are often great assets to other projects.

• User Migration: Migrate users, customers, and data thoughtfully and securely. Think of it as a farewell tour with a legacy worth protecting.

Final Thoughts: HRM’s Strategic Value in Sunsetting

While the software lifecycle often begins with innovation and excitement, it ends with responsibility and precision. The sunsetting phase isn’t just an IT event—it’s a cross-functional initiative where HR plays a leadership role.

At the Department of Treasury, HRM professionals are uniquely positioned to manage the human side of change. From workforce planning and reskilling to morale and communication, your involvement ensures that sunsetting is not seen as an ending, but as a springboard to something better—for both people and systems.

Let’s champion sunsetting not as software retirement, but as software succession planning—led by empowered teams, supported by HR, and executed with dignity.