Many organizations will have multiple data sets across different parts of their systems. Much of the data will contain similar, if not duplicate, information about the same people. This doesn’t only affect clients and external stakeholders. In fact, in some cases, most of the data will be on internal systems and employees, presenting a challenge for HR teams.
Since employee data is often stored in multiple locations, it can be difficult to track information and any changes that happen along the way. If you have an organization with hundreds, if not thousands, of employees, these changes will occur every week.
For example, employees will get sick once in a while, have families, or take leave. This needs to be updated in all the data sets – which can take time if each set needs to be changed individually. Taking a fully integrated approach can help companies merge these data sets so that it automatically applies across the organization once a record is updated.
That is just one example of how a synergized, integrated approach can support your business. There are other benefits for HR teams, including:
- Greater accuracy: One of the most common data issues faced by companies is data inaccuracy. Having an integrated strategy will make it easier for businesses to monitor and track any changes in data in real-time, increasing accuracy in the process.
- Easier navigation: By integrating the data sets, HR teams will locate and use the data more quickly - due to the time saved from searching multiple sources.
- Increased productivity: With the combination of accuracy and quicker access to data, HR teams can focus less on administrative tasks and more on productivity, leading to a smoother operation across the company.
- Improved security: In the digital era, data security is paramount. Having robust integration software in place will make the data more accessible and synergized, and more secure. Using advanced solutions, like Universal Adapter, helps companies balance the best of both worlds - access and security.
- Implementation of standardized processes: As any company knows, people come and go - and HR teams are no different. By using software, and a trackable series of processes, operational performance will not be tied to individuals. Anyone would be able to step in and continue the work with a bit of training and support.
- Better morale: This may not be a measurable metric, but a slicker HR team with access to better information with added security will provide assurance and improved confidence across the organization.
The trick is to have a coherent strategy to manage the integration of data and processes that impact HR. Given the broad spectrum of HR operations - from hiring to health insurance, payroll management to data privacy, it is essential to take a wide view of how an integration strategy could work.
How Integrations can be Applied
The first step is to analyze how integration capabilities can be applied to HR management. The point raised in the previous paragraph is, in one sense, illustrative of how integrations can be so powerful. Given that HR tech has become a burgeoning industry in recent years, it’s not surprising to find teams using multiple platforms to support their work.
While these platforms can prove invaluable to specific tasks - which can include payroll software, benefit management systems, and recruitment solutions - it can be challenging to track the data and performance of each one.
By integrating the data from multiple sources, in different formats, into one space - HR teams can synergize all their data and processes in a single platform. For example, payroll and benefit management platforms will no doubt have plenty of overlap.
Having a fully integrated system would mean HR teams can update the data in the payroll software, which would automatically be applied to the benefits management platform and all the other relevant areas.
This process can be repeated between dozens of different platforms - another example can be seen in recruitment software and job responsibilities. For instance, a position could evolve as objectives and requirements change. This could be updated in the employee management software and would automatically replicate in the recruitment platform.
Once that position becomes available, the recruitment software will already have the information required to develop a shortlist of candidates.
These integrations feed into the bigger picture - a slick, efficient, and well-managed HR team.
APIs Pave the Way for Integrated HR Teams
The next question is how to implement an integrated HR operation. The answer is shorter than you might think:
The job APIs connect the data with the user, bringing together the different formats and sources before delivering them to the user so that the data can be used. As digital data takes an increasingly pivotal part of business operations in all fields, the importance of APIs becomes more evident with each passing year,
For example, the digitization of HR teams can be an expensive and challenging process - with many different components. APIs can be used to reduce the cost and complexities by funneling the data from old, legacy systems into new, up-to-date cloud software.
However, it is worth noting that APIs often work with specific integrations - and not the whole system. By using an advanced API management solution like Universal Adapter, HR teams can synergize their whole operation with efficiency without the disruption of a complete overhaul.
Each HR department will operate in different ways. Some will be ahead of the curve in terms of digital maturity, while others will need to catch up. However, API management platforms can provide support in whichever situation - with the pace of technological development, there will always be room for improvement.
The key is the mindset.
Taking a broader view of HR operations and understanding how the different processes can be optimized and integrated.
Adopting the tools that make integrations happen.
And, delivering the results: A smooth, efficient HR team supported by robust software with clean and up-to-date data. Powered by APIs.