By embracing HR integration technology, companies can reduce the number of applications in their HR process, eliminate wasteful repetition, minimize costly errors, and free up time to focus on what matters.
It's a common stumbling block on the road to growth: The more talent you add to your workforce, the harder it becomes to manage all your HR data manually. What was once an efficient system has grown into a mess of overlapping spreadsheets, outdated rosters, and insurance rolls filled with departed employees. It's enough to make you wonder why you spent all that time entering every employee's data, by hand, into four different applications in the first place.
Such situations are one of the primary reasons that 20% of organizations have a major initiative to improve HR data integration, according to Sierra-Cedar. By embracing HR integration technology, companies can reduce the number of separate systems in their HR workflow, eliminate wasteful repetition, minimize costly errors, and free up time to focus on what matters.
And the business case for integration is clear. Organizations with an enterprise integration strategy have 21% higher business outcomes than those without one, according to the Sierra-Cedar paper.
Here are a few of the ways that integration technology can help automate and streamline your HR processes.
HR integration begins with empowering employees to enter, access, and edit their own data. From the time someone applies for a job, they can be prompted to enter their information into a recruitment module, and that information will follow them throughout their employee lifecycle. This cuts down on errors made through repetition and the time that HR staff must spend updating information or fulfilling requests for documents.
Many enterprise systems also give employees the ability to make their own changes to their benefits or retirement accounts, further reducing the need for HR staff to act as go-betweens.
The heart of any good HR integration system is the ability to seamlessly share data between functions and departments—even with external partners. For example, Chuck Fimble, Chief Talent Officer for KIPP Houston Public Schools, helped streamline his department by using ADP Workforce Now® Carrier Connections to share data across various systems.
"If an employee changes their address through a self-service module, I don't have to have somebody look at that address, it just flows into the system, which then flows to the state retirement system and to the benefits providers and the 401(k) provider," he said. The result is less chaos and fewer mistakes. [See video below.]
Linking time and attendance with payroll
One of the most common HR pain points is the transfer of time and attendance data to payroll. When the two systems aren't integrated, it's easy to commit errors when transcribing hours, resulting in inaccurate paychecks and frustrated employees. Integrating your time and attendance system with your payroll automates the process and increases accountability across the board.
Performance evaluations are pivotal moments in the employee-employer relationship. With a properly integrated system, any changes in compensation, status or bonuses stemming from a review will be automatically added to an employee's profile and take effect in payroll. Employees can also be empowered to review and approve their reviews at their convenience, directly in the system.
If you are considering an integrated HR solution, download, "Human Capital Managment Integration Planning Guide."
Chuck Fimble, Chief Talent Officer for KIPP Houston Public Schools
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