As the HR landscape starts getting complex, there are many strategies that will help HR professionals to manage and integrate HR tools carefully in sync with organisational requirements on cloud. Integration between systems has been a major bugbear for companies, and with the need for more integrated processes and HR analytics that problem is getting more pressing.
Integration of HR data and process is becoming a critical issue for many companies, both to effectively manage their people, but also more importantly to maximise their impact on the performance of the business and the bottom line. Here are some practical strategies for HR leaders and IT managers to overcome the monolithic approach to HR solutions by leveraging cloud for seamless online integration of HR tools and applications.
Traditionally, organisations used to implement a Human Resource Management System (HRMS) that manages all data on-premise and supported by other process specific applications such as payroll systems, recruiting applications, learning and development, performance management, compensation planning and other applications. Just like the HR function, the HR systems landscape is in fact, a whole ecosystem of many systems managing separate activities and tasks.
However, the challenge to on-premise data management is that it can manage only few sub sets of people data, which in turn leads to fragmentation of organisation people data and results in complexity of HR processes. When HR tools get integrated on the cloud platform, organisations will then able to deliver superior user experience with features customised to meet each company’s unique business needs.
Docebo, the disruptive Cloud E-Learning solutions provider, has published a whitepaper by Fosway Group HR Analysts entitled “Integrating the HR landscape on the Cloud.” According to Fosway’s research, 75 percent of new HR solutions for organisations will be deployed on the cloud in 2015.
Much of the critical data needed to support key talent and work processes is not in the HRMS at all, but held within one of the many other specialist systems. Getting access to that data on a timely and accurate matter is really important for operational work processes as well as for HR and talent management.
Whilst moving HR data to the Cloud can generate concerns, not least for data security and privacy, it also brings many advantages. Cloud systems cannot be customised only configured. Vendors can therefore create pre-built connectors for all major points of integration, simplifying the integration process significantly for their customers, and also ensuring properly supported interfaces and integration tools.
Integrating disparate HR, learning systems and talent under a single umbrella on cloud offer many benefits such as:
HR leaders can continue to build transformational leadership by focusing on elevating the conversation from data that is required to build quality of experience and impact.
Ultimately, the bottom line is that HR is not just expected to track and record people data; it is expected to be able to use that data to drive positive outcomes for the business. That means being able to cross-integrate data across the fragmented HR landscape, and between HR systems and work systems.
The boost given by Cloud, Software as a Service and API integration, makes the choice of the classic monolithic HRMS or ERP systems less and less affordable for businesses, both in economic and in performance terms.
The synergy between interconnected HR applications guarantees maximum efficiency in personnel management processes. Today’s HR management dynamics require information systems to be as receptive as possible and quick to understand and satisfy the enterprise’s and users’ needs.
Image credits: docebo.com