HR professionals have no shortage of concerns to deal with on a daily basis. From payroll to compensation, to employee administration and compliance, HR services and functions play a critical role in the performance and success of a business. So it's critical to ensure that the practices, methods and policies pertaining to these operations are as accurate and efficient as possible.
Over the last decade, the digital revolution has ushered in a new era of managing and conducting business both internally and externally. These technology-driven solutions have helped streamline workflows, increase operational efficiency and reduce costs. However, they can only do so much when run in disparate systems. In today's increasingly complex, competitive and digital landscape, the biggest mistake organizations make is operating in siloed environments.
The competitive disadvantage of disconnected workloads
Whether it's for payroll, employee administration, compliance or something else, all functions of HR must align with the business strategy and bottom line. Companies that take a fragmented approach to their management, implementation and operation put themselves at a competitive disadvantage.
HR professionals who use dated, legacy systems and manual data entry face a wide range of issues, including duplicate data, redundant tasks, wasted time, higher risk of error, and limited compliance expertise. They may also fail to achieve the visibility, actionable insight and analytics the technology was intended to provide. For the company, all of this translates to unnecessary costs and lower performance.
At the end of the day, when a company's workloads aren't connected, neither are its people. Company performance suffers when people are walled off in organizational silos. A siloed organization can’t turn on a dime
to capture opportunities or step up to make changes necessary to stay competitive. Employees divided by departments or management levels can become so focused on their internal goals they fail to see the big picture or understand their contribution to the company as a whole.
Businesses need to take a new approach – one that fosters a more collaborative environment within the organization – and this holistic outlook should start in the HR department. If recruitment, payroll, benefits and other HR team members maintain shared goals, processes and data, it establishes the paradigm for the whole organization. If these initiatives are supported by connected HR technology, the HR team can offload time-consuming and redundant operational tasks and focus on advancing the company's core initiatives.
Without integration, businesses and HR are left with a detrimental disconnect.
Breaking down the barriers between business and HR
In this age of technology, information sharing is key. Transparency, collaboration and constant connectivity - these are all pillars of innovative organizations. With greater levels of accessibility and visibility come meaningful insights and better decision making. This is why businesses must prioritize HR integration, as doing so will lead to a wide range of benefits, such as:
Increased satisfaction and engagement: According to research conducted by the Society of Human Resources Management, over half of employers plan to increase their spend for technologies in administration, enrollment and employee benefits. It's not difficult to see why. According to SHRM, 40 percent of employees said they are very satisfied with their organization, with the top reasons cited as fair, respectful treatment and favorable compensation and benefits packages. Employers can only achieve this level of satisfaction and engagement when they have the necessary insight into their workforce.
Better collaboration and decision making: When you enhance the accessibility of information across departments and make it easier and more efficient to share information, you fuel managers' and employees' ability to collaborate, gain deeper insights and, therefore, make more informed decisions that help move the business toward its objectives.
"A connected HR system is a convenient one."
Streamlined workflow: A connected, integrated HR platform is a convenient one, since all employee data need only be input once. Once in the system, it will stay there and be carried throughout the employee lifecycle. This kind of portal can serve as a repository and valuable resource for workers across the organization, allowing them to find whatever they need, right when they need it.
Fewer errors, risks and redundancies: By using an integrated HR system, you won't have to deal with duplicate data entry or worry about mistakes attributed to human error. Reducing chaos and information overload leaves only the relevant information you need, when you need it. With better reporting and compliance policies and process management, you reduce the risk of noncompliance. Plus, on-demand analytics enhance the quality of forecasts and reporting, fueling strategic planning and improving compliance initiatives.
Time and cost-savings: When your employees spend less time on menial, manual processes that could otherwise be automated, they are freed up to spend their energy and attention on more meaningful and critical aspects of business. A better use of time is a better use of resources and spend. In fact, Aberdeen Research Group found that nearly a quarter of best-in-class-companies were more likely to name productivity as a top business priority.
Streamlining and optimizing HR and business processes to ensure they are all managed correctly and as efficiently as possible, without wasting time or money, can be a tricky endeavor - but certainly not an impossible one. Investing in intuitive technology systems that integrate HR, benefits and administrative tasks improve both the satisfaction of employees and the success of the organization overall.
Request a free HR assessment today and let our experts help guide you through the process of integrating technologies and enhancing the efficiency and performance of your HR administration.
Related Resource: Download the eBook, Beyond HRIS: What's next in Employee Data and Administration