The HRIS Puzzle: Piecing Disparate HR Systems Together
HRIS Puzzle

The HRIS Puzzle: Piecing Disparate HR Systems Together

By: Dave Rietsema
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Increasingly, it is possible for companies to obtain “all-in-one” HR software that handles a variety of tasks from a single dashboard. While this unicorn sounds fantastic, it is simply not obtainable or realistic for every company. Some companies must work with separate HR systems that perform different functions.

In some cases, separate systems are needed because each system is ideal for the function that it performs within the company. Other times, the company simply cannot put forth the capital needed to acquire and implement a whole new system in order to scrap the disparate systems. Whatever the reasons for the separate systems, it is critical to make sure that the systems are working together in the most efficient way possible to meet the company’s needs.

Integrate Systems to Obtain Analytics

One major advantage that all-in-one systems have introduced is the ability to mash together many different pieces of organizational data in order to glean unique insights into operations and improve company performance. While a single vendor solution makes this easy, it is not something that can only be done by an all-in-one HRIS. Separate systems can produce sound predictive analytics, but they must be combined and used in the right way-and they must be capable of communicating.

If HR systems are not capable of communicating, it could put your company at a disadvantage, keeping you from making the most of your data. This type of broad disparity in systems is common in cases where a merger between companies has resulted in a multitude of unmatched systems. In this case, it may be necessary to do some HR software soul searching and possibly invest in more compatible systems when it is possible to invest the time and money that will be needed.

Make Sure HR System Goals Are Clear

Before your company spends time and effort trying to integrate your separate HR systems together, it is important to make sure that the HR system goals are clear and that these goals contribute to bottom-line organizational goals. You may have key team members put together a strategy for utilizing HR data that is wrought by integrating separate systems. You may also figure out how to prevent double data entry and thereby mitigate errors by bringing certain disparate systems together.

Make Intuitive Employee Self Service a Priority

Employee self-service can become extremely confusing or lack tools to make the employee portal worthwhile if systems are not integrated properly or at all. The employee self service function should not only be considered, but prioritized, as it is this function that may save the most labor hours and represent the company when recruiting employees. If it is not possible to provide a smooth user experience for employees after integrating HR systems, a new direction should be considered.

Make Sure that Integration Does Not Compromise Security

Combining systems can make it easier for savvy hackers to breach the system, in some cases. When non-sensitive data is combined with sensitive data, securing the entire range of new information that is now available sometimes gets overlooked. It may be necessary to have a security expert oversee or review integration tactics to make sure that the system remains secure in spite of any changes that are made.

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