As the work culture and working patterns are evolving around the world, the HR teams are on the constant lookout for innovative processes to manage employee lifecycle and information. Essentially, in the current era, it is inevitable for human resources departments to adopt modern technologies to pursue the underlying tasks like recruitment, onboarding, payroll, compliance, offboarding, etc. without compromising on efficiency and quality.
A modern HR technology stack comprises a human capital management system that can provide the required information and data to execute the HR and employee management operations with ease. It provides strategic support to perform talent acquisition, workforce optimization, and employee lifecycle management and identity provisioning processes.
89% of hiring managers said they found “few to no” candidates that qualified for high-skill positions.
Such challenges clearly point to the need for systems that can maximize human capital investment. HCM systems like Workday, SAP SuccessFactors, ADP, Azure AD, Oracle HCM, etc., provide a framework to implement the right practices and information to streamline the HR processes, increase employee engagement, and reduce human error on critical aspects.
These systems help resolve a wide range of HR-related challenges, including tedious and paper-based processes, increased skill gaps, siloed information, poor employee experience, etc. Companies get a better way to find experienced, skilled workers, making the most of their abilities while keeping them happy and engaged.
Typically, the investment in the HCM technology can be more fruitful if it combines HR, talent management, payroll, and other functions into a single, centralized and extensible solution. This can be achieved by integrating HCM with other best-of-breed systems.
Integrated HCM systems helps accomplish the primary goals of the HR teams by automating the processes of accessing, storing, and managing all HR-related information by connecting multiple systems and data sets. Hence, companies can rely on these systems for everything right from talent acquisition, employee onboarding/offboarding, identities management, learning management, and succession planning.
In addition, there are several benefits of implementing an all-integrated HCM system in your enterprise.
Consider the onboarding checklist of a new hire, which includes setting up the employee ID, creating a new email account, providing license and access to systems based on roles, ascertaining organizational hierarchy, adding payroll information, and what not. This formal set of processes typically consumes the entire day of the HR and IT teams, which leads to ineffective onboarding.
However, your HR and IT teams can leverage an integrated HCM system to master onboarding without losing productivity or feeling overwhelming due to tedious, repetitive processes for each new hire. It is crucial to provide a smooth onboarding experience to new hires and the right HCM technology will help you just do that.
Employee departures throw various challenges regardless of whether they leave an organization due to better career moves, family obligations, retirements, or layoffs. Just like onboarding, offboarding has its own agenda to be accomplished such as discontinuing email accounts, removing from payroll register, revoking rights and access to systems and data, and much more. Utilizing an integrated HCM system can align and automate offboarding tasks for both HR and IT teams with greater efficiency and in a timely manner.
A 2019 EY report calculated that each data entry action performed without a self-service HCM platform has a mean cost of $4.51 in labor and other expenses.
For a large organization, employee hiring and separation is an everyday task. Imagine the operational costs and resources required in doing the same job every day. With the right integration, HCM systems can automate repetitive and formal tasks like creating a ticket for new email setups, creating licenses, etc,. saving thousands of dollars and time spent in everyday operations.
Since employees get access to systems and data as per the roles assigned, there is more security and integrity of data. With appropriate identity creation in the HCM system as per their designation and profiles in the Active Directory, they are assigned access to information they need and not to the information they should not see. Thus, enterprises can curb unauthorized and untimely access to critical information with the right identity management.
With faster onboarding and access to the right information and systems from day one, the employees have a better first-day-at-work experience.
With SSO (single sign-on) and multifactor authentication, employees can log in to multiple systems with a single login to update information in the employee portal and access documents from the company wiki. Thus, they can start working with minimum guidance. With integrated and built-in workflows, the transfer of employee data from disparate systems takes no time. Hence, employees do not have to spend their first day in paperwork.
With the right partner integration, HCM systems like Workday, SAP SuccessFactors, and Oracle HCM can be made more scalable to accommodate the rapid changes in the employee management processes. From adopting regulatory requirements to making significant workforce changes, these systems provide flexibility without adding the burden over the HR or admin teams.
Imagine the time and efforts of an HR doing the manual data entry to record the data of each employee. HCM software reduces manual processes by extracting and storing information of employees from the resumes and databases collected from other systems. Thus, HR processes can be made more accurate and efficient by automating and integrating system-wide tasks.
Moreover, with employees having access to these systems, it helps them manage their information without adding the burden on the HR teams for the administration.
With the introduction of GDPR (General Data Protection Regulation) in some countries, the regulatory demands on HR have increased. An integrated HCM software helps fulfill these obligations by providing the right data from the right sources.
Also, automation leads to fetching of data to autofill office documents including tax documentation, insurance, benefits. This leads to better compliance from day one.
The existing scenario of the pandemic, remote working, growing mobile workforce, and geographical diversities emphasizes on transforming workforce management processes. An integrated HCM system helps navigate through these challenges with better employee management. It enables greater automation of HR processes, eliminating redundancies and ensuring the entire integration ecosystem benefits business with better HR productivity and reporting. It can become the mainstay of the company’s growth if implemented with the right integration in place. Also, having the right integration partner that supports seamless connection while ensuring all systems are managed consistently is highly important.
RoboMQ provides powerful integration solutions across a range of HCM technologies such as Oracle HCM, Workday, SAP SuccessFactors, Infor HCM, UKG Pro. With our HCM and HRIS integration solutions, we help you cut on tedious processes and automate employee lifecycle and identity provisioning tasks so you can focus on what’s important: MANAGING PEOPLE.
To learn how RoboMQ can help meet your HRIS and HCM integration requirements, talk to our integrations specialist.
Khushboo Chhatbar works as an Inbound Marketing Specialist at RoboMQ. She carries over 9 years of experience in executing and managing digital, inbound, and content marketing activities for the IT and software industry. She is passionate about writing for SaaS products, application integrations, and technological advancements.
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