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: Preparing for an RFP
Module: Understanding an RFP
As noted earlier, RFIs are often a part of the RFP process. Internally, it is important to determine the scope of what is being requested and then provide potential suppliers with that information prior to the beginning of the formal RFP project.
Later in the course, I’ll discuss the particulars of planning and scheduling an RFP, figuring out a timeline and incorporating the use of tools and trackers to keep the project moving until selection and implementation.
At the beginning, it is critical to know if any contracts are expiring and allow enough time to either renew or find a replacement to supply services, especially for critical functions such as payroll and benefits.
It is suggested that a planning meeting with all critical stakeholders be held far in advance of any actual RFP to iron out details and responsibilities.
Here’s a couple more “Dos” and “Don’ts”
Meet with senior team members as appropriate before beginning the process. Specifically meet with your boss to ensure alignment. This will impact the buy-in necessary.
Think through the impact of a change in vendor, product and or service to end users.
Consider any communication needs to be provided at the front end.
Don’t allow extras that are outside of the scope or need of the RFP to be brought into the discussion or project.
And, finally, don’t get caught up in minutia, especially at the beginning.
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...