An integrated HCM suite links organisations’ strategic systems to leverage your workforce’s skills, knowledge, and experience into a single integrated solution.
‘Best of breed’ or point solutions were a trend in Human Capital Management (HCM) a few years ago. As robust as these solutions may be, they are usually inconsistent, provide no single view and any integration is usually manual, time consuming and prone to errors. As a result, integration is usually forced, creating system failures and considerable stress for system administrators.
These handicaps have triggered a clear shift from point solutions to fully integrated HCM suites. End users don’t want 15 separate pieces of software to conduct their HCM processes; they want one destination for all of their Human Capital Management solutions, with one access point, one login detail and familiar navigation across the entire HCM suite.
Below are 8 reasons to have an integrated Human Capital Management suite.
An integrated HCM suite links your organisation’s strategic systems, to leverage your workforce’s skills, knowledge, and experience into a single united system. This single system provides a centralised structure that enables decision makers to execute effective workforce strategies.
The different systems, when combined, create synergies; achieving more value than each individual system would on their own. For example, by integrating these processes, executives can access the required data from multiple sources. They are able to make more informed decisions, enabling them to build a high performance workforce that will have a positive impact on the company’s bottom line.
One of the main reasons for having an integrated HCM suite is to make it easy and accessible for line managers to utilise; consequently encouraging consistent use. The feedback from line managers with non-integrated systems reads something like this:
Line managers are the ones who drive acceptance of these systems in the organisation. If they’re unhappy with multiple systems, or they are too hard to use, Managers are unlikely to use them and leverage the benefits.
HR then have an uphill battle to try and drive usage as they have constant resistance from line managers.
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