RFP Process for HR
- Format: Self-paced
- Course Duration: 1 hr 19 mins
- SHRM Professional Development Credits: 1.25
- HRCI General Recertification Credits: 1.25
- Certificate of Completion (after passing quiz)
It’s Friday morning, the end of the work week. Imagine yourself sitting at your computer analyzing employee data. The software keeps crashing and it just doesn’t have the capability you need any longer. You have a big problem. What’s the solution? An RFP (Request for Proposal).
HR departments conduct RFPs regularly across a broad spectrum of HR functions such as benefits, compensation and recruitment with vendors who supply goods and services to support everyday business needs. This course will guide you through the often overwhelming yet rewarding process of implementing an RFP. It’ll show you how to conduct one from start to finish.
As an HR practitioner, you will eventually be involved or possibly manage an RFP process. The overall learning objective is to not only help you understand the process but also enable you to successfully lead it!
SHRM:
HR Jetpack is recognized by SHRM to offer Professional Development Credits (PDCs) for SHRM-CP or SHRM-SCP. This program is valid for 1.25 PDCs for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit shrmcertification.org.
HRCI:
This activity, has been approved for 1.25 HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
The use of the HRCI seal confirms that this activity has met HR Certification Institute's® (HRCI®) criteria for recertification credit pre-approval.
Title: Reference Checks
Module: Assemble & Assess Vendors
Duration: 2:49
Reference checks are the last part of the vendor evaluation process. A topic most HR practitioners are familiar with during the candidate experience. There are two decisions to make here, number 1, are you going to do reference checks and number 2, when to do them.
In most situations, you will want to do a reference check, especially on your final choice and perhaps, on those chosen for a final round of discussions. This is an important part of the process. It should be taken seriously.
A common approach is to ask finalists for a list or several names of businesses they are currently providing similar goods or services to in the local market. The information should be shared as part of the final presentation. This will save time and energy when you are ready to make a final decision.
I recommend at the very least you talk to the references on the phone. In the case of larger purchases, such as HR software or payroll services, you may want to arrange a site visit to see the products being used and talk to internal customers. This will help you better understand some of the dynamics such as learning curves to new products or transition issues that may not have come up in discussion during the formal RFP process.
Many years ago, my firm was evaluating new time and attendance software. We identified two businesses that had gone through a purchase and implementation in the past 18 months. We actually visited their facilities. The experience helped us make a better decision in ultimately purchasing the product.
In a separate example, we were going through a major purchase of office furniture and had the opportunity to personally see it in use and talk to individuals to hear their feedback.
Additionally, your reference checking may involve another service provider, a broker, or consulting firm. Just be careful to avoid collusion between them and the potential provider. Sometimes a broker or consulting firm receives incentives to steer you toward a particular vendor.
A reference check for an RFP can be much more than a phone call. In addition, it can be an actual visit to see another organization using the product which may be even more beneficial to you and your team.
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Lessons Not Completed:
- Introduction
- What is an RFP & Common RFPs for HR
- Who is Involved in the RFP Process
- Preparing for an RFP
- Understanding Contract Lengths & Renewal Terms
- Setting the Scope & Requirments
- Achieving Consensus on the RFP Parameters
- Roles & Responsibilities
- RACI
- What is Important & What's Not Important?
- Marketplace Trends & Considerations
- Impact on the Organization
- Key Measurements & Metrics
- Begin at the End
- Participant & Business Scheduling Considerations
- Service Provider Transition Timing
- Purchasing Department Requirements
- Who & How many Vendors to Invite
- Providing Information to the Vendors
- Reference Checks
- Establish Quality & Criticality Factors
- Develop a Rubric to Capture Key Capabilities
- Select an Evaluation Team
- Make a Selection
- Complete the Process
- Notify Winner & all Participants
- Transitioning, Contracts & Miscellaneous
- Conclusion
Instructor: Mark Fogel
Mark S. Fogel, SHRM-SCP, SPHR, GPHR, is an educator working as a Senior Adjunct Professor of distinction at Adelphi University’s Business School. Mark leads HR classes for MBA and Undergrad students in Staffing, Selection, Compensation and Global disciplines. He has also presented over two dozen times at SHRM national, regional, and local conferences on a...