Why Organizations Should Transition to a Unified HR System
Technology has revolutionized the way organizations operate. Processes that once took hours of manual labor are entirely automated, and can be completed within the quick and simple click of a button. Executives are now able to set their organization’s goals and productivity standards higher, allowing them to reach achievements they never thought possible.
However, while technology is supposed to make communication between departments simpler, according to the 2017 Workforce Management Trends Report, 50% of executives are “Always” or “Often” challenged with inefficient communication between departments. Not only does this make collaboration increasingly difficult, but it also leads to important information slipping through the cracks. Issues like these are detrimental to an organization’s ability to monitor and analyze productivity and success.
When determining why departments continue to struggle communicating with one another, the answer often lies within the number of various technology systems an organization is using. The Workforce Management Report revealed that an astounding 78% of HR respondents reported that their organization uses at least three unique systems among their various departments. When these systems are unable to freely communicate with each other, it creates informational silos, which 65% of employees cite as a barrier to cross-departmental communication.
With so many systems in place, it’s no surprise that departments are so out of sync. Maintaining accurate data in each system would be a full-time job of performing duplicate data entry into every system each time any piece of information changes. Multiple systems also make life extremely frustrating and stressful for an organization’s IT department. Imagine performing around-the-clock maintenance on four different systems, each of which has its own instructions and processes. Not to mention the costs associated with keeping these systems running on a daily basis.
Many organizations have multiple systems because it’s the easy option. It’s easy to find a system that works for HR and one that works for Payroll, and hard to find a system that works well for both. Executives often overlook the bigger picture when implementing systems throughout their organization, and rarely notice the implications of managing multiple systems before it’s too late.
These complications are leading many executives to start considering prioritizing the move to a unified system that brings all the information from their departments together. Centralizing this information eliminates informational silos within organizations, makes communication between departments more efficient, and provides executives with a holistic view of their workforce. Not only that, but a single, unified HR system reduces the burden on an organization’s IT department, and overall staff, as they would only have one system to manage and wouldn’t have to spend time piecing together data and reports.
While the upfront costs of a unified HR system may seem steeper and the implementation process lengthier, organizations that have made the transition have never looked back. A unified HR system makes organizations more collaborative, more productive, and more efficient.