Use Cases

Use Case: Streamlining HR Software Selection with the MoSCoW Methodology via

Paul Clark
By Paul Clark

04 FEB 2024

6 min read

Executive Summary

In the rapidly evolving landscape of human resources (HR), selecting the right software and tools is crucial for operational efficiency and employee satisfaction. GlobalTech Inc., a multinational corporation, faced the challenge of modernizing its HR technology stack. The company utilized incorporating the MoSCoW methodology to prioritize their needs and make informed choices about their HR software and tool investments.


GlobalTech Inc., with its diverse workforce and complex HR operations, found its existing HR systems outdated and inadequate for current challenges. The HR team needed to choose from a plethora of available HR software options, each offering a variety of features and capabilities.

The Challenge: Aligning HR Software with Strategic Needs

The main challenge was to align the selection of HR software with the company’s strategic objectives, diverse employee needs, and budget constraints. uses the MoSCoW methodology providing a structured approach to evaluate and prioritize these software options.

Step 1: Identifying HR Software Requirements

The HR team, along with key stakeholders, identified a broad range of requirements for their new HR software, including payroll management, employee self-service portals, recruitment and onboarding systems, performance management tools, and advanced analytics capabilities.

Step 2: Applying the MoSCoW Methodology

Using the, the HR team categorized these requirements:

Must-Have (M):

  • Comprehensive Payroll System: Essential for managing global payroll complexities.
  • Compliance Management: Crucial for adhering to regional legal requirements.
  • Data Security and Privacy: Non-negotiable for protecting employee information.

Should-Have (S):

  • Employee Self-Service Portal: Important for enhancing employee experience.
  • Performance Management System: Beneficial for streamlined performance appraisals.
  • Mobile Accessibility: To provide flexibility and remote access to employees.

Could-Have (C):

  • Advanced Analytics and Reporting: Desirable for better decision-making but not immediately essential.
  • AI-driven Recruitment Tools: Useful for optimizing talent acquisition but can be considered in later phases.

Won’t-Have (W):

  • Extensive Customization Options: Deemed unnecessary due to sufficient out-of-the-box features of selected software.
  • On-premise Installation: In favor of cloud-based solutions for better scalability and remote access.

Step 3: Evaluating HR Software Options

With the priorities set, the HR team used to evaluate different HR software against the MoSCoW criteria. This evaluation included vendor demonstrations, cost-benefit analyses, and feedback from pilot testing.

Step 4: Making the Final Decision helped the team to objectively compare the shortlisted options, focusing on the ‘Must-Have’ and ‘Should-Have’ categories. The team selected a cloud-based HR suite that excellently aligned with these priorities and offered ample functionalities in the ‘Could-Have’ category for future scalability.


The adoption of the new HR software significantly improved GlobalTech Inc.’s HR operations:

  • Enhanced efficiency and compliance in payroll management.
  • Improved employee engagement through the self-service portal.
  • More streamlined and data-driven performance management processes.


Q: How adaptable is the MoSCoW methodology for different types of organizations? A: The MoSCoW methodology is highly adaptable and can be tailored to fit the specific needs of any organization, regardless of size or industry.

Q: Can priorities shift during the selection process? A: Yes, priorities can shift based on evolving understanding and feedback. The methodology is flexible to accommodate such changes.

Q: Is it necessary to use for applying the MoSCoW methodology? A: While not necessary, enhances the efficiency and accuracy of applying the MoSCoW methodology, especially in complex scenarios.


GlobalTech Inc.’s use of with the MoSCoW methodology streamlined its HR software selection process, ensuring the chosen solution aligned perfectly with its operational needs and strategic goals. This case exemplifies how structured decision-making methodologies, aided by technology, can lead to impactful organizational decisions.

Discover the Power of Structured Decision Making

Are you facing similar challenges in selecting the right tools and software for your organization? Explore how can streamline your decision-making processes and lead you to the right choices for your business needs. Visit us at for more information.

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