HR systems have a poor reputation for being restrictive and confining. Traditional HR systems own your data and require HR departments to undertake a myriad of labor-intensive processes just to complete weekly tasks, such as effort reportstimesheets and payroll processing. These manual processes paired with the dysfunction of marrying data together from different systems makes for an inefficient use of your employees’ time.
Don’t fret; there is good news. Fully unified HR and Payroll systems do exist and can provide a single source of truth for your organization’s data. How do these systems free you from the confines of a traditional system? Take a look below to learn more:
Employee Self-Service allows your employees to update their personal information, keep track of their own credentials, submit their timesheets electronically, and more. By empowering employees with the ability to complete these self-service tasks, your HR Department is no longer bogged down with these tedious back-office duties.
Unified Data & Reporting
Many traditional HR systems take ownership of your organization’s data, restricting you to standard reports or charging extra for custom reports. This makes it both costly and time-consuming to attempt to piece together organization-wide reporting. The reporting capabilities on these traditional systems are lacking the ability to be configured and typically only provide you with backward looking analytics. Finding a system that is unified, rather than disjointed, will provide your data in a format that allows you to pair your HR data with data from your EHR and GL and configure robust, real-time reports for executive level decision-making.
According to Forbes, only 13% of organizations have a single HR system, with the average number of systems being 3-4. Utilizing multiple systems makes reporting very difficult as each system may not be fully integrated. With a single HR system your organization will have access to accurate and timely data.
Your organization has a responsibility to protect itself against compliance risk. This includes ensuring employees are properly credentialed, time and attendance is being accurately tracked, and federal regulations and requirements are being met. Having a system that can automate these processes for you will allow you to reduce the risk your organization could potentially face.
A fully unified system has a myriad of benefits and provides freedom from the restrictions of a traditional HR system. By realizing these benefits, organizations are staying ahead of the curve by harnessing the power of their data and producing better insights.
Restrictions have become a norm for the typical organization using the traditional HR system, but that no longer needs to be the case. Has your organization freed itself from these HR restrictions yet?