A 14-step framework for your HRMS RFP document
Overview – set the scene, drawing on the HRMS business case to explain why you’re looking to make this purchase, at this time, and what strategic business goals it is intended to help HR to support.
Brief introduction to the business – your organisation’s vision and purpose, core markets and clients, staff numbers, office locations, customer locations, relevant expansion projects, particular HR compliance areas.
Sector/industry background – any relevant context from your ‘line of work’, notable trends that may have an impact on people management, etc.
HRMS project – the goals of the project, including scope, timing/schedule, and key deliverables.
Past or legacy systems – details of previous HRMS (if any) and any other relevant business intelligence systems, especially there are integration requirements.
Hardware and systems – relevant in-house platforms, infrastructure and resources.
Project team – key personnel with responsibilities for delivering the new HRMS.
Stakeholders – details of key stakeholder groups with interest in and/or influence over the HRMS project.
HR processes – full details of the HR functions and procedures that will require HRMS support. These should be drawn from the original business case and/or scope document and include any additional functionality, such as ESS/MSS and predictive analytics, that you are intending to leverage. Each requirement should indicate the priority, timing, reason/need, any integration or configurability requirements and any additional expectations. It’s good practice to invite the vendor to state degree of availability of each requirement in their product. (You may wish to give details of the rating scale you intend to use in the selection/shortlisting process).
Be crystal-clear about the format in which you require a response from the vendor, including:
Timing and schedule – be clear about the timing and deadlines for responses that vendors must follow in order to be considered.
Key people – ask for full details of the relevant personnel that the vendor would deploy as part of your HRMS project, including their experience, skillsets, particular expertise and availability.
Cost – a breakdown of the cost of the product, including licensing, support options, customisation, maintenance and any consultancy.
Viability – proof of the vendor’s financial stability.
References – at least 2-3 previous/existing satisfied customers who can be contacted and whose requirements bear a degree of comparison with those of your own organisation.
Featured white papers
HRMS Software Pricing Guide
Get your comprehensive guide to the cost of HRMS software in 2017Download
A step-by-step guide to project managing your HRMS selection
Project managing an HRMS selection project is a big task. Use this step-by-step guide to figure o...
Five features of a standout HRMS demo
What to look for to sort your stellar HRMS demo performers from the rest of the pack
Three qualities of a good HRMS project executive sponsor
Finding an executive sponsor for your HRMS project can be difficult. Here are three qualities to ...