This is a three-part series over the next two weeks discussing why HR and People Operations teams should be the natural owners of choosing HR integration vendors and managing their employee integration workflows.
In a world dominated by technological advances, data integration stands out as a core pillar in the business realm. A report by Forrester Research emphasized that organizations with efficient integration strategies experienced a 30% spike in customer satisfaction and a 20% growth in annual revenue.
Now, let’s transpose this idea into the HR sector. Despite such evident benefits of integration, why do many enterprises still encounter friction? The answer lies in understanding the intricate nuances of HR data and processes—a task best suited to People Ops.
HR data isn't just about numbers; it's about individuals, their growth, and their interaction with an organization throughout their employment lifecycle. The nature of HR data is dynamic, covering aspects from recruitment, benefits, performance reviews, and more. Having a single integrated system can reduce redundancy, enforce data security and enhance decision-making.
But building an integrated system requires a deep understanding of the HR landscape. It’s more than just creating a platform, APIs, and other connectors: it involves mapping out the needs and expectations of various stakeholders, from recruiters to managers to C-suite executives. People Ops best understand these nuances, such as desired job titles, compliance rules, and employee engagement strategies.
Traditionally, the IT department undertook HR integrations. However, the common disconnect arose when IT professionals, despite their coding expertise, lacked insight into the HR workflow, leading to inefficiencies.
With the emergence of no-code integration platforms, People Ops have a unique opportunity to take charge of HR integrations. They can leverage their business and process knowledge while using intuitive tools like dashboard widgets and drag-and-drop fields to create smooth integrations in agile environments.
People Ops, a modern iteration of HR, focuses not just on recruiting but on optimizing employee experiences. They understand the intricacies of HR processes and are best equipped to handle integrations, ensuring the system complements the HR workflow.
For example, data from an HRIS system can be linked to a performance management or employee engagement solution to monitor employee growth milestones. This creates seamless experiences for managers and employees. People Ops also understand how to provide holistic employee care by ensuring that the integration is secure and compliant with internal data-governance and outside regulations.
People Ops have the working knowledge and should be the leaders and decision-makers of HR vendor integration. Thus, IT’s role should be to support the endeavors of People Ops, not dictate. Watch out for Part 2 of this article as we dive deeper into how organizations suffer when IT overrides People Ops initiatives.