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The screen shots in this section illustrate the method used to gather requirements for product comparison in the HR Solution Finder.

Requirements are assigned weightings out of 100 to indicate their relative importance to the business.

Technical & General Requirements Screen - Define the vendor features (SaaS, languages, etc.)

Technical & General Requirements are used to filter products that do not meet the basic requirements and focus on only products that meet the specified criteria.

For example, only SaaS products, country availability, or only products that have had their capability claims assessed by an accredited partner.

 

 
Overall Requirements Screen - Define the importance of core, specialty & admin components

Over Requirements capture the relative importance of the three major groupings - core, specialty and administrative components and are usually determined by the nature of the client’s business.

For example, if the client has a large staff turnover and does a lot of recruiting then specialty components (includes a Recruitment & Selection component) may carry a higher weighting than administrative components.

 

 
Functional Requirements (Level 1) Screen - Define requirements & importance of technology to HR functions

Functional Requirements (Level 1) is intended to assign importance at the HR function level, within the major components (core, specialty and administrative).

For example, this level determines the relative importance of components such as payroll versus employee lifecycle within core, or learning and development, versus time and attendance within specialty components.

There are 5 Core, 10 Specialty and 15 Administrative components.

 

 
Process Requirements (Level 2) Screen - Define requirements & importance to support HR processes

Requirements are significantly differentiated at process level. This level helps eliminate products in the selection process by identifying only products that meet important needs to perform daily HR tasks. It is a good indicator of most suitable products but is still somewhat generalized and is open to liberal interpretation by vendors.

There are over 200 processes listed within the 30 level ONE components.

 

 
Data Requirements (Level 3) Screen - Define what data is required to support information needs

Requirements go down to the data level and identify what data is needed to produce company information.

If data is not available in the chosen system then customisation will be necessary to close the functional gap.

Data is assigned values out of 10, where 1 is nice to have and 10 is must have. The data capability of products is used to determine a factor that can be applied to level TWO scores to give a more accurate assessment of customisation requirements. For example, a product may have an Employee Details components but may not collect passport information. If that data item is critical for the business then a product that contains that data must be scored higher than a product that does not. The absence of that item would indicate a gap and customisation is needed. The detail from this level helps produce a component assembly map for a client wishing to build their own custom solution.

 

HR Metric Requirements - Define what HR Metrics are needed

HR Metric requirements: HR Cloud Solutions unique approach to HR technology selection is to focus on the HR metrics required first. Once the metrics are determined HR Cloud Solutions database of data dependencies help determine what data is to be collected and where it is coming from: That determines what transactions are needed to manage data and what processes must be supported.

The list of HR metrics is constantly changing due to management needs and published industry standards. Any solution must be flexible and user customisable.

HR Cloud Solutions provide a list of over 200 commonly required metrics, supported by reports and dashboards to choose from.

Business Process Improvement Calculator - Calculate the savings achieved through process improvement

The Business Process Improvement Calculator is a fast way to get an idea whether the time saved on transactions improved by a new HRMS featutre returns sufficient savings to justify its inclusion in requirements.

Savings are based on the volume of transactions and transaction costs.