Needs Analysis

An HRIS Needs analysis is a tool which can be used both to define the need for an HRIS, or to verify that the current system meets both the current and future needs of the organization.

HR Needs Analysis

An HRIS needs analysis is a critical step in the search for a Human Resource Information System. By working through your plans, and organizing your requirements into one comprehensive document, you develop a tool which can be used to guide the rest of the process. An HRIS Needs Analysis can be used as the basis for an RFP (Request for Proposal) or as a document which provides specific information on company HR workflow so that all of your prospective vendors receive the same information.

Many companies chose to do an initial HRIS Needs Analysis prior to implementing a new HRIS. In addition to serving as a project work plan, the process requires the department to pull together relative forms and documents which might otherwise have been forgotten or missed. By focusing on where you are today, and where you want to be in the future, the HRIS Needs Analysis will become the central tool which ties both short and long term goals together.

Our HRIS Needs Analysis can include review and documentation of all areas of HR. A few of the many topics we cover are listed below:

Employement:

  • Management of New Hire
  • Termination Procedures
  • Skill Tracking and Inventory

Employment Work History

  • Management of Transfer and Promotions
  • Job Change History
  • OSHA/EEO/AAP and I-9 Management and documentation
  • Disciplinary Policy Review and Management
  • Training and Development
  • Compensation Management and Calculations

Application

  • Background Check
  • Skills, Education and Language Inventory
  • Applicant/Requisition Match
  • Interview Management and Procedures
  • Applicant EEO
  • Testing Requirements

Job and Requisition:

  • Requisition Management
  • Budgeting Process and Requirements
  • Skills, Licenses and Languages Inventory
  • Position Descriptions

Benefits Administration:

  • General Benefits Reporting
  • Carrier Requirements
  • Re-enrollment Process
  • Plan Administration and Cost Management
  • Flexible Benefits (Section 125)
  • Plan Documentation and Review
  • Benefits Communications
  • Benefit Statements
  • Executive Compensation

Reporting Requirements:

  • Daily, Weekly, Monthly and Quarterly Reporting Requirements
  • Report Review
  • Management of Report Information Flow
  • Creation of New Reports
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PSG International - Human Resource Systems
PO BOX 498
Cornwall, NY 12518