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: Transitioning, Contracts & Miscellaneous
Module: Post RFP Actions
You may be replacing an existing product or service with a new one being furnished from a different vendor. This can cause anxiety for many individuals
who will be switching to a new or different solution. As with all situations, change can be difficult. Clear communication and support from a variety
of sources can make a positive impact as you transition.
To start, it is important to have a direct conversation with your existing vendor being replaced. You should be transparent and positive with the intent that the existing vendor will be helpful or at least not detrimental in your transition. Most service providers understand and know their reputation can be hampered if they fail to transition smoothly.
As noted earlier in the planning phase of your RFP, communication to all stake holders and in some cases training on new products will be needed to complete the transition.
Contracts are the very last piece of the RFP process and as noted earlier, your legal and purchasing departments or other organizationally designated departments, may need to be involved. With that said, leadership and key stakeholders in the HR department must have a full understanding of what has been contracted for.
If some aspect of the contract is omitted or not working properly, HR will need to step in and address it immediately.
Additionally, your existing vendor may have contractual obligations in terms of notice and turnover of data to the new vendor. The HR staff responsible for the product or service must know the current in-force contract. It will be critical for a smooth transition.
Lastly, when it comes to contracts, be aware and insure the appropriate organizational representative signs the contract, gets vendor sign-offs and processes the documents appropriately according to your organizations protocol.
You completed 0% of this lesson
You completed 0% of this course
Lessons Not Completed:
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...