RFP Process for HR
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!
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.
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: What is Important & What's Not Important?
Module: Conducting a Needs Analysis
What do you focus on and what do you ignore? Often times RFPs go off track. Staying focused on your goals can be tough but it’s important for a successful
The primary purpose of an RFP is to transmit your understanding of the requirements for a project to suppliers who you believe can provide solutions. The RFP is a written document that both you and the supplier use to establish your joint understanding of the requirements, which become the project's baseline.
Another important component of the RFP is determining the best distribution and communication strategy. The way you communicate with and receive proposals from vendors should be communicated with the RFP. Let the vendor know if an in-person presentation is required.
Also, think about who you will be sending the proposal to. Are they the lead individual or a support person for a large team? You will want to get the information into the right hands. Sometimes a vendor you want to make a proposal, can miss it simply because they don’t get the information in time.
Remember to include a timeline with key dates such as the RFP release, finalists notified, interviews, presentations and vendors selected. Clear communication is the key to success. I can’t stress this enough!
In terms of what isn’t important, sometimes vendors will bolt on additional features, products, or services to the RFP response. If it is ala-carte or offered as a separate or extra item, ignore it. If it is intertwined into the proposal, then you need to double back and ask the vendor to subtract it and resubmit with what is required on your end.
Your requirements are what’s important, focus on that and eliminate the rest.
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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...