Automatically export planned new headcount from employee planning model to HR system in the form of a new requisition

Description

When importing, it also requires that the requisitions from a prior period that have been hired are updated in the workforce planning model, and that terminations, leave of absences, and so on are applied to existing employees. This keeps both systems in sync and prevents manual checks and balances.

Example Use Case

Scenario: A large manufacturing business uses a CPM software for workforce planning. The HR department uses this system to forecast the company's future staffing requirements based on projected production volumes. The system predicts that the company will need an additional 20 production engineers in the next quarter.

Solution: Once this data is approved, the system automatically exports this information to the HR system. A new requisition for 20 Production Engineers is generated without manual data entry, ensuring that the recruitment process starts on time and there is no gap in the workforce plan.

Considerations

This is a complex process when it goes beyond simply importing data. Matching planned hires in the CPM with filled requisitions in the HCM requires some method to match the two. That could be a shared key (created when the planned hire was created in the CPM), a match based on the position / department combination, or something else specific to the organization. It requires a workflow with properly mapped fields and an error handling mechanism that finance can fix when needed.

Also consider when the planned hire is created in the first place, which should be in the CPM. That planned hire needs to flow to the HCM (HR) system. That requires additional work on the HCM side to make sure it maps properly and allows HR to add additional information for the req to be posted.

Some products, instead of facilitating a live import, will create an intermediate layer where both HR and Finance can edit information before it is committed to the system. This allows them to remove planned hires in the CPM tool and replace with completed hires or edit actual hires salaries and other benefits that may not have been in the plan.

In summary, a lot can go wrong here. Make sure to push the vendor for specifics on their process.

Questions to Ask a Vendor

• HR Systems Compatibility: Which HR systems does your software easily integrate with for automatic headcount import?
• Workflow: Does the hire data move one direction or two directions? In other words, do the planned hires move into the CPM and then the completed hires come back?
• Data Integrity: When this data moves, how do we update records already in the system reliably, making sure we don't overwrite the wrong record or add a record when one already exists?