Requirement Analysis

This presentation will explore five steps to help identify and document your HRIS requirements. This
is important because to make the right HRIS selection, you must first understand your requirements
and priorities so that you can assess which HRIS meets those requirements.

Here are the five steps:

 Brainstorm your requirements with your HR staff.

 Discuss requirements with others in the organization.
 Assess your regulatory requirements (audit, compliance and risk management)
 Look at what is currently available.
 Analyze your business work flow processes

Brainstorm your requirements with your HR staff

During the presentation the audience will be provided with links to public resources that can help
begin the assessment process. The benefit of reviewing other lists is to help stimulate the
brainstorm process and to ensure that you haven’t left off any obvious items from your list of
requirements.

Discuss requirements with others in the organization

First explore the requirements within the HR organization. The Talent Acquisition team will have
specific requirements. So will the Compensation and Benefits staff. Outside of HR, the Finance
department could have specific requirements in the area of budget planning, benefit cost
reconciliation, vacation liability, basic employee pay and demographic data, and more. Top
management may have strategic requirements such as turnover analysis, talent acquisition
efficiency, performance and compensation analysis, etc.

Assess your regulatory requirements (audit, compliance and risk management)

The audience will be provided with a summary of regulatory requirements based on size of the
company. We will also discuss requirements driven by the OFCCP, EEOC, OSHA, DOT, FDA, DOD,
state governments, and other agencies.

Look at what is currently available

By now you have a good idea of your requirements. Next look at what is currently available. What
systems do finance use? Do you have an applicant tracking, performance management, training
administration system in place? Do they meet all of your requirements? Do you want to continue
using any or all of those systems? Do you want to integrate the new system with the existing
systems? This analysis leads to the next step.

Analyze your business workflow processes

What systems share common data? What data do managers and employees need? What are your
approval processes? Who has access to what data? From where does data originate and to where
does it flow? What are the communication requirements. What is the relative location of the
employees and decision-makers.

 Dissecting the current information to improve company’s capabilities

 Thoroughly identifying and prioritizing requirements i.e current and future requirements
 A gap analysis is being conducted, identifying what is being done and what is lacking that
requirements to be done
 We gathered information by conducting interviews, focus groups, surveys and online tools.

3 BIG QUESTIONS

 Where are we now?

 Where are we heading?
 How are we going to get there?

In reference to the above 3 questions, we would analyse the verdict of the users of the propose
system.