There are advantages to having an integrated HR system. It collects your data in one place and saves you time when you need to use it. Still, there are many companies that work across HR systems, and this has its challenges.
It could be that one system handles salary payment and salary development, another tracks employee performance and professional development, while a third handles recruitment and job interviews.
However, it can be difficult and time-consuming in the long run when you use separate systems for different processes. And it can prove to be a problem in terms of supporting the entire employee journey from attracting candidates to off-boarding employees.
Challenge 1: Lack of integration makes delivery and reporting difficult
In addition to the difficulty of having to review several login information, orient oneself in various interfaces and navigate in different systems, it is a weakness that the data is not collected, but spread out. This makes it more difficult to make accurate and precise reports. The data must be transferred first, which can present challenges in relation to formatting and registration, as well as increasing the risk of misunderstandings and errors. Integrating the data requires manual effort and thus also time that could have been spent elsewhere.
Solution: The obvious solution is to integrate all your data in one system, alternatively to use systems that speak the same language and can make the transfer of information more efficient. This will create a more efficient and coherent HR administration and make it easier to manage employee data across different processes – and during the employee journey.
Challenge 2: Different work processes result in different treatment
Navigating between systems can lead to confusion and inefficiency, but also different practices depending on the systems' workflows and architecture. This can affect the training of new employees if the processes are not framed very specifically. In this way, different systems could lead to different treatment, which can both complicate onboarding, be at the edge of the company's training policy and lead to other challenges in the long term.
Solution: If you want uniform onboarding and training, it is necessary to have standardized processes in place that follow the best practice in the field. It is important that this process works across all HR systems. An integrated system can help here, so that different solutions do not arise depending on the platform.
Challenge 3: Different suppliers and high costs
There can be multiple vendors involved when organizations use separate HR systems to perform different tasks. This can create challenges with support and maintenance, uniform functionality, and compatibility across the systems.
It can also lead to increased costs for the company. Purchasing different systems from different suppliers quickly becomes more expensive than having an integrated solution from one supplier. At the same time, the administration and maintenance of separate systems often require more personnel and thus also more resources.
Solution: Limiting the number of suppliers is a good move. This makes it easier to administer and maintain the systems, it makes it easier to get support, and it therefore requires fewer resources to keep the functionality the same.
Below you can read other content on the subject, and of course you are also welcome to contact us if you want to hear more about our platform.
