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: Participant & Business Scheduling Considerations
Module: Establish an RFP schedule
Once you have a basic time line, you need to start filling in the details. Review participant scheduling considerations and service provider transition timing before finalizing your schedule.
Sometimes the schedules of those needed to participate in an RFP process are overlooked. This can cause an RFP to derail and should be visited during the planning phase of an RFP. Additionally, the timing of your RFP may not be optimal with either your organization’s business schedule or your own departments.
Early in my career, I worked for a couple of major retail companies. Obviously, November and especially December were our busiest months. Later in my career, I worked for a major accounting firm and the months of March and April were extremely busy and, finally, during my time in education, late August and September (the beginning of the school year) were our busiest organization times.
With that said, your own department may or may not be busy while your organization is going through peak business. So, for example, if you work for an accounting firm you may start planning your process at the very end of tax season.
Holiday and vacation schedules for participants also come into play. In many business environments, the summer months or the end of December may not be optimal to plan or participate in an RFP while for some organizations that may be the best time.
As HR pros, you know your business! Take this into consideration and identify the best time for your organization and team to participate in an RFP.
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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...