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Requirements for HR professionals during a Salesforce project

Updated: Mar 30, 2022

Salesforce implementation or upgrade may be a massive undertaking, but good communication from the start can ensure a seamless path that meets the needs of all departments involved. By engaging experts like the team at Saba we can make this process easy, effective, and efficient.

Gathering requirements at an early stage is critical. Salesforce is such a versatile business tool that it can help with reporting and process automation as well as substantially improve visibility on essential data. As a result, you must discover what Salesforce can accomplish for you and how to guarantee that your HR department is Salesforce-ready.

You may have been consulted on the adoption or upgrade of your Salesforce CRM product, or you may have been notified after the choice has already been taken, depending on where you sit in your business. In either case, you'll want to talk to your technical staff about Salesforce's features so that you can match your needs to what Salesforce can eventually provide you. The member gets their own personal profile page that they can customize.

Common Salesforce requirements for HR professionals

Knowing what Salesforce has to offer HR professionals is a big part of figuring out what you need from your new system. For HR professionals, some of the most popular Salesforce features include:

Process automation: Salesforce can automate operations that HR professionals are accustomed to carrying out manually. This saves time and effort, and it may be very beneficial to firms in the long run.

Intranet: Salesforce is beneficial for giving workers one location to handle all of their employment-related interests, such as payroll, benefits, and even time off, in addition to providing inventive customer-facing solutions.

KPIs: Managing and visualizing employee KPIs is possible with Salesforce, and there are even specific Salesforce dashboards for HR professionals.

Reporting: Salesforce's business suite's reporting functionalities enable displaying, disseminating, and drawing conclusions from data easier than ever before.

Mistakes to avoid when setting out requirements

We're all guilty of being absorbed in our work, but while defining your requirements, keep in mind that yours isn't the only department in the company. Every key department in the company will be laying out requirements and presenting a case for change, so avoid these typical blunders to ensure your demands are heard clearly.

Requesting too much

If you don't have to, don't worry about how you could automate every single procedure. Instead, concentrate on where your present flaws are, and make sure your outline requirements strive to address them.

Not prioritizing requirements

Try using the MoSCoW principle to prioritize your requirements after you've generated your list. Sort them into must-haves," should haves,' 'could haves,' and 'would haves,' keeping in mind the relative importance of each to your job function and the company as a whole. The return on investment (ROI) is one of the most important things to consider when making any sort of company change, therefore be ready to go through any prioritized needs in-depth, especially if they don't have a high ROI.

Not consulting the wider department

It's one thing to write down your own criteria, but if you don't talk to coworkers about their problems and apparent flaws, you risk losing out on crucial information. It will be easy to do so as well.

Not giving context to your requirements

As an HR expert, you understand how these standards will help you reach your goals, but don't expect others to understand. Always be prepared to explain concepts of your work function to non-experts; otherwise, important project sponsors may not understand your intended outcomes and, as a result, may neglect your requirements.

Make no mistake: adopting or upgrading to a Salesforce product is a difficult process. However, communicating your expectations and articulating them clearly from the start will guarantee that the HR department achieves all of its goals.

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