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HR Technologies and Tools - Selected Case Studies
IRS Requirements Analysis
Client Objective: In an effort to build its strategic workforce planning capability, the IRS contracted with FMP to conduct an analysis of its current and potential workforce planning systems. The purpose of these systems is to analyze service-wide workforce trends and identify systemic issues.
FMP Approach: FMP conducted the project in two phases: 1) an analysis of the functionality of four workforce planning systems and 2) the identification of enhancements to the current system. The first phase included a comparison of the Integrated Workforce Planning System (IWPS), the Enterprise Human Resources Integration (EHRI), Human Capital Analysis Suite (HCAS), and PeopleTrak. FMP:
- Evaluated each system’s capabilities
- Identified areas of duplication or gaps in requirements
- Developed recommendations for closing the gaps and minimizing duplication
The second phase involved a detailed analysis of IWPS (the current system) in order to identify the enhancements required to meet immediate workforce planning needs.
No documentation was available for IWPS; therefore, FMP:
- Conducted a thorough review of the SAS code, data files, and the Excel Workbook in order to develop both system and data requirements. These requirements defined the qualitative constraints and conditions that the system must achieve in order to be successful.
- Identified any gaps which existed between the requirements and the existing IWPS programming.
- Provided potential enhancements to the system based upon the results of the gap analysis.
Results: FMP recommended that IRS continue to maintain IWPS until newer systems could demonstrate the ability to provide similar functionality. FMP proposed an implementation schedule which the IRS used for planning and budgeting purposes. The system requirements which FMP developed in phase II have been used by IRS as the basis for procuring increased functionality for the replacement system.
Anonymous Client
Client Objective: A civilian agency experienced many difficulties with their homegrown recruitment tracking application. The problems with the system included inaccurate and duplicated data, inadequate reporting capabilities, and lack of system adaptability—an overall inconvenient and unreliable system. FMP was asked to examine the homegrown application and recommend a viable alternate solution.
FMP Approach: FMP analyzed the system by following the steps below, ultimately recommending that the client move to a more sophisticated web-based tool that could be integrated with their HR Information System.
- Served as the end-to-end project manager for this project.
- Conducted multiple focus group sessions with users, facilitated the development of detailed recruitment process maps to determine the critical steps in the recruitment process, developed the software requirements document and managed the IT development.
- Developed communication and change management tools.
- Developed user training guides and conducted training.
Results: The new recruitment tracking tool will allow HR staff to plan for, manage, track and report on internal recruitment actions. The application will directly interact with other IT systems and as a result will minimize manual data entry and eliminate data integrity problems.
The application will help track the details of a recruit action from the time an action is planned to the time of EOD, will help users manage workload proactively within HR with reminders/alerts and will help estimate EOD to plan for and better manage FTE. The reporting module of the application will allow HR professionals to better communicate the status of recruit action at any given time to customers, will provide more sophisticated reporting capabilities to enable decision making, and will provide HR with data to conduct analysis to improve, streamline and adjust the recruitment process in the future. |
