Needs Analysis and HR Technology Vendor Evaluation and Selection Techniques - Webinar (Recorded)

This webinar focuses on the steps necessary to evaluate and eventually select the best HR Technology solution for your organization. By understanding your current 'points of pain' - those being your inefficient and ineffective paper intensive - excel based workarounds - and utilizing them in your documented Needs Analysis - you will begin the process of culling a potential HRMS solution from many hundreds to a small pool of candidates. Using proven techniques developed over 30 + years of independent HR Tech consulting, Marc Miller will share his expertise in building a comprehensive Request For Proposal (RFP), evaluating written proposals submitted by your pool of vendors, identifying those worthy of being asked to demonstrate their products’ features, functions and support, and finally providing methods to select your leading candidates and how to end up with the most appropriate HRMS solution for your environment.

With provided templates along the evaluation and selection process - plus an overview of who the leading vendors are in the HRMS arena and their strengths and weaknesses, this webinar gives attendees a comprehensive project team-oriented approach to making the most appropriate (and important) decision - in order to gain a strategic business partner - and not just another software vendor.

Why you should Attend

This webinar is for any senior leader - who wants to initiate a new or upgraded HRMS solution Evaluation and Selection Project. It will provide the criteria to determine which HRMS solution best fits your company’s environment. Additionally, the latest trends in what HRMS vendors deliver in terms of workforce analytics and other applications will be discussed.

The impact of COVID on the need for HR Technology to maintain all appropriate data and then information on the workforce will be focused on.

A best practice RFP document will be suggested, with a section-by-section review of potential contents.

The Evaluation Project - team roles, SME roles, time commitments, and overall timeframes from start to final selection will be discussed.

Templates showing best practices will be provided, including:

• RFP - suggested contents - section by section
• Vendor Response - codes associated with their required narrative response to your Needed Requirements Statements
• Core Team - guidelines for reading and evaluating submitted written Proposals
• Suggested Demo Agenda - time slots and topics over the course of nearly 2 days
• Final evaluation Factors - used in making the final selection from among 2 - 3 finalist candidates

Areas Covered in the Session

• DETERMINING THE BEST FIT FOR HR TECH IN YOUR ORGANIZATION
  • The HRMS solution provider LANDSCAPE IN 2021 and beyond
  • How to determine which HRM providers your organization needs to consider
    • Determining your Requirements
    • 'Points of Pain' priorities
    • The use of an RFI (Request for Information) as the first step in fine-tuning your potential vendor pool
• EVALUATING YOUR HRM SOLUTION VENDOR CANDIDATES
  • Developing the detailed RFP - a section-by-section discussion of contents
  • How to evaluate Submitted Written Proposals from HR Technology Vendors
    • Criteria and scoring methods and worksheets for the core project team
    • Templates for Core Team and SME guidance in reading submitted proposals
• PREPARING FOR THE ONSITE (OR VIRTUAL) HRMS SOLUTION PROVIDER’S PRODUCT DEMONSTRATION
  • Preparing the detailed Demo Agenda - timings, functions, sequence, etc.
    • Provided: sample HRMS demo agendas, etc.
  • Who should participate in the Demo sessions - and why? - managing expectations and the roles of the 'Core' Project Team and needed SME (Subject Matter Experts)
• SELECTING YOUR HRMS (HR TECHNOLOGY) SOLUTION PROVIDER
  • Suggested 'Final Factors' - to be weighed and scored by the Core Project Team
    • Provided: template listing of over 15 Final Factors and their definition to be considered for use
  • Determining the need for Cost Justification to Senior Leadership