Why opt for an integrated HR Suite?

May 11, 2021

Featured-Image_Blog_Why opt for an integrated HR Suite?_EN

The role of the HR function has become essential in the company. Between recruitment, career management, training and administrative tasks, the HR department has never been so busy. Here’s why an integrated HR suite can help you. 

The health crisis has made the HR department the guarantor of business continuity in a large number of organizations. Faced with ever-increasing complexity, HR departments must continue their transformation by digitizing HR processes efficiently and completely. The emergence of ERP systems has given rise to integrated systems in various areas, including HR. As their costs (acquisition, implementation and evolution) are becoming more and more controlled, many companies see an opportunity to review their entire HRIS.

The key is to ask the right questions to achieve this:

  • Are my processes efficient?
  • Do I have the right information in the right place?
  • Can I optimize task execution and processing and boost my production?
  • Are the tools in place effective?
  • Is my decision-making informed?
  • Is HR traceability guaranteed?

The issues surrounding HR data

According to a study conducted by Markess by exaegis on the management of HR data in companies, 55% of HR managers surveyed believe they use it primarily for performance evaluation, 47% for payroll and 43% for personnel administration. Of this data, 42% are managed in a centralized database. Finally, 62% of HR managers share their HR data with other company functions.

Why an integrated solution?

An integrated HR Suite allows the implementation of common and shared repositories. The solution will be built around a global, complete platform centered on a federative and collaborative HR Core. This central tool is designed to centralize a large amount of confidential data. This avoids the need to re-enter data and multiple databases, which can cause a number of problems.
The second benefit of an integrated solution is to benefit from a simplified architecture. IT managers and CIOs benefit from an upstream urbanism and master plans designed for users. All the modules are natively integrated and ideally built for the cloud.
The third advantage is the enhanced user experience. In today’s organizations, it is clear that a large number of employees find themselves lost when faced with the multitude of tools used for all tasks (time management, administration, training, etc.). A single, integrated solution provides an ergonomic and similar user experience across all media.
HR processes are also unified thanks to cross-module functionalities such as OnBoarding, which allows data from recruitment, administrative management, e-learning and interviews to be put to music. All the functionalities are then included in a common HRIS, which has a positive impact in terms of cost and maintenance. However, each functionality of the solution remains autonomous and interdependent.
Finally, a complete and integrated HR suite must offer the possibility of transverse reporting. Different dashboards allow you to cross-reference data from several areas, in order to have a global and precise vision of your employees in real time.

The integrated solution vs. the best of breed

Unlike an HRIS based on several best-of-breed solutions (software with a very specific approach in one field), the integrated HR suite is based on a cross-functional foundation such as a Core HR. This type of solution offers a global approach, via a single solution with centralized data, common repositories and a much more transverse vision. On the other hand, deployment times will be longer, the cost of covering all the functionalities will be higher, and the functional coverage will be wider but potentially less targeted.
On the other hand, the best-of-breed solution has a specialist approach and responds to more specific issues with a faster ROI on certain subjects. On the other hand, there will be a break in ergonomics with each change of solution, and you will have to find a way to integrate all the data at the risk of finding discrepancies and having to re-enter a certain amount of information.

What is the alternative?

There is an intermediate approach based on a single platform that maximizes the user experience, a solution that offers to embed different modules from third-party publishers within its portal. Among other things, it allows you to reconcile efficiency and simplicity of access by navigating easily between the various HR tools.