Why opt for an integrated HR Suite?

March 14, 2022

FeaturOpt for an integrated HR Suite

The HR function is 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 made the HR department play a role as the guarantor of business continuity in many organizations. Faced with ever-increasing complexity, HR departments must continue their transformation by digitalizing 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 better controlled, many companies see an opportunity to rethink their entire HRIS.

The first step is to ask the right questions:

  • 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 data primarily for performance evaluation.
  • 47% of them for payroll.
  • And 43%, for personnel administration.

Of this data, the HR function manages 42% in a centralized database. Finally, 62% of HR managers share their HR data with other company functions/departments.

Why an integrated HR suite can help?

An integrated HR Suite allows the implementation of common and shared repositories.

The solution works around a global, complete platform centered on a federative and collaborative Core HR. This central and single tool is designed to centralize a large amount of confidential data. This avoids the need to re-enter data and multiple databases. So, good news, because many databases usually mean many problems.

The second benefit of an integrated HR solution is to benefit from a simplified architecture. IT managers and CIOs benefit from upstream urbanism and master plans designed for users. All the modules integrate with each other natively, and they were 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 a multitude of tools. In fact, in some companies, employees have one tool per task (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. The result? You 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, and a much more transverse vision.

The best-of-breed solution has a specialist approach and responds to more specific issues with a faster ROI on certain subjects. However, there will be a break in ergonomics with each change of solution. So, 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.