This is a three-part series over the next three weeks discussing the essentials of upgrading the current HR integrating process to be sufficient for modern employee and organizational needs
Imagine being a conductor of a grand orchestra, each instrument playing a unique tune yet in harmony with the rest. Now imagine if each instrument decided to play its own tune, independent of the others—chaos, isn't it? This is exactly the state many HR leaders find themselves in when dealing with traditional, disjointed HR systems. Each system belting out its own tune, with no concern for the overall symphony.
In 2021, an IBM study revealed that 85% of HR leaders believed that traditional HR systems were insufficient for modern employee needs. With diverse vendor systems, data silos, and a myriad of formats, it's not hard to see why. However, modern challenges demand modern solutions. Enter the new age of HR integration, where streamlined, error-free data flow is more than a mere dream—it’s the standard
Every day, HR departments worldwide grapple with the onerous task of navigating between multiple vendor systems. Picture a complex spider web with dozens of endpoints, each representing a system like Fidelity, Okta, Cigna, Bswift, or ServiceNow.
At its core lies the HR department, trying to ensure seamless communication between these endpoints. The result? Time wasted from building and managing integrations, human errors, and significant expenses. There's an inherent need for a paradigm shift in how we approach HR integration.
Let’s talk about some reasons why HR integration is a must-have in modern businesses today:
As enterprises grow, they often incorporate multiple HR-related systems, from benefit platforms, to employee engagement platforms to learning management systems and many more. Each system typically operates in isolation, leading to:Redundant data entry tasks.
Suppose an enterprise has many vendor systems, such as benefits management and payroll. It is not uncommon for these two systems to be completely disconnected, leading to human errors in data entry or transmission and a disconnect between employee data across multiple systems.
This gap in the integration process can cause significant compliance risks. In particular, if a benefit change isn’t synced with payroll and taxes, the company may face fines or worse.
For any HR integration solution to be effective, it must:
An enterprise has a suite of HR systems (core HRIS and vendors) which are connected to each other but the data is not synced, leading to discrepancies in employee information. To address this issue, the company can opt for modern integration technology which uses APIs and other connectors to automate workflows between systems. This eliminates manual entry and ensures real-time updates across the HR landscape.
The result? A streamlined, error-free data flow ensures compliance and accuracy while reducing overall costs and optimizing processes and resources. This is modern HR integration at its best!