The Human Resource Building Blocks are Tumbling Down
In today’s human resources environment, we have witnessed niche HR technology solutions being implemented to solve individual blocks of problems that are part of a greater whole. These “best of breed” or “point solutions” don’t always talk to each other and require different user credentials. Interfaces amongst disparate vendors add to the time, complexity and vulnerability of the overall HR operation.
The unique picture of any given organization’s best of breed environment is reminiscent of the building blocks we played with as children. Given a container of blocks, there are a lot of options that our creativity can work with like building a castle. There are numerous variations of putting the blocks together; and, they can be built into a multitude of shapes and sizes. If you decide to add additional rooms to your castle, you can simply add more blocks. You can use existing blocks in your bin or go out and get completely new and different blocks. You can remove blocks or knock the entire structure down and start from scratch.
If we looked at each of the individual blocks in our castle example as being an individual niche solution in our HR operation, we would come to realize that each block represents a costly investment. We have a business relationship to maintain with the vendor of each block. We have a financial commitment to each vendor. Made from different materials with different finishes, the blocks don’t always stack up smoothly and we end up with a castle that is uniquely multifaceted and complex.
HR users as well as employees demand a better experience. Cloud technology is achieving this by building solutions on a common platform allowing transactions involving related data to seamlessly function in an increasingly mobile world. Different tasks need to be completed, but with a common set of core data. Maintaining one native, agile environment provides flexibility. HR professionals do not need to keep different passwords or enter data in a multitude of systems to process benefits, time and attendance, payroll or tax exemption changes. Data should be entered once and utilized in a variety of ways. HR users can become champions of the data they maintain instead of spending their days negotiating interfaces to work or attempting to complete HR tasks by piecing together a number of fragmented components.
The days of being handed a container of blocks to build your HR castle are dwindling as cloud-based, single platform solutions are allowing HR operations to take advantage of today’s technology. It’s clear that the overall consensus on data handling is that data shouldn’t have to be entered multiple times in multiple places—and that the days of poking and prodding our various systems in hopes that they will seamlessly talk to each other are a thing of the past. Platform solutions are now providing the user experience we all demand.
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