HR Category Refinement Best Practice

[pokai]

Hi All,

Bit of background, I'm a Servicenow Admin hired by HR to help with them replatforming from legacy HR to the most recent HRSD PRO with a vendor.

Over the last years 10 years they have 3 levels of category in all their cases with hundred of categories and we are in the process of refining/cleaning them.

I keep reminding them to think about only to keep the category to group and report on else we don't use it. But they are still hard bent that we need it and that we should keep all the categories that are used in all the record producer templates they use thus far and all the query categories. Still seems like alot.

What is the best way forward or explaining best practices so we have the right amount of categories moving onwards?

[Mark Manders]

You are hired by them to help them move forward. What is their explanation of needing all of those categories? What is the purpose of them? How are they used by HR?

They need to realize that they asked you to change their way of working and are not allowing you to do your job. Either they follow your guidance, or they proceed as is. If they can't explain to you why those levels and hundreds of options are needed, they aren't needed.
Just explain to them that it will make their job that much easier if they just follow OOB and any deviations can be added on top, but the starting point shouldn't be "we are replatforming, so let's build on top of what we have". That's not how it works. Tell them you can't help them if they stick to it. It's not worth your frustration.