You are an HR generalist, and your VP of HR has asked you to implement Successfactors for performance reviews. She was at a conference where she saw the product and was very impressed.
How do you approach this request?
Just because my VP of HR saw SuccessFactors at the conference does not mean that it is (or is not) the right solution for our business. I would start from the beginning by 1) creating a charter and 2) conducting an HR software analysis on SuccessFactors.
CHARTER: First things first, I was not even aware that we had a problem around performance reviews! Let's define the problem and document the current processes in place for performance reviews. This will give me the opportunity to pick my VP's brain on exactly what she wants to get out of the technology. What problem do we want the technology to solve? Maybe Successfactors is not the best solution for the problem we are trying to solve.
SOFTWARE ANALYSIS: Now that we have defined the problem and written the charter it's time to analyze Successfactors. We are an international company, does it have global capabilities? Successfactors is a SaaS, what kind of software do we need to have to make it work? What kinds of SLAs does Successfactors offer? How long is the implementation? Can we talk to our implementation specialist before buying? How often is the system upgraded? What systems do we have in place that need to be integrated? Can they be integrated? What are the one time costs? What is the annual cost? Once implemented, what kind of data are we going to be able to access?
Once a full software analysis has been conducted we will be in a better place to answer the question "Does Successfactors solve the problem we are trying to solve?"
SOFTWARE ANALYSIS: Now that we have defined the problem and written the charter it's time to analyze Successfactors. We are an international company, does it have global capabilities? Successfactors is a SaaS, what kind of software do we need to have to make it work? What kinds of SLAs does Successfactors offer? How long is the implementation? Can we talk to our implementation specialist before buying? How often is the system upgraded? What systems do we have in place that need to be integrated? Can they be integrated? What are the one time costs? What is the annual cost? Once implemented, what kind of data are we going to be able to access?
Once a full software analysis has been conducted we will be in a better place to answer the question "Does Successfactors solve the problem we are trying to solve?"
1 comment:
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