Three keys to successful business system integration

Three keys to successful business system integration

Integrated HR systems are the goal of strategic companies and can help improve talent management, but getting to that goal can be difficult. Three factors that may drive the need for integrating other services into core HR systems include disparate systems that do not communicate seamlessly, disruptive software upgrades and limited reporting capabilities, said Hila Bazar, VP of global HR at Glassbox, a customer experience service.

One way to overcome these challenges is for IT to work with leaders to identify the most effective and efficient platforms. Not only must these be intuitive, they also must be easy to integrate into even legacy systems. Select technologies that are scalable and can be easily deployed and adopted.

Berkey said that keeping things as simple as possible is key. “Integrations are meant to benefit internal customers overall, so it’s important that internal departments don’t get lost in the challenges of needing to understand multiple systems,” said Corey Berkey, director of HR at JazzHR, a hiring management service provider. Figure out the best way to integrate systems based on how it will most benefit the employees and their team. One strategy is to work with integration partners to create documentation and guided walk-throughs that make it easier for managers and employees to use the services provided through the integrations. They are less likely to get confused or frustrated by changes, and it will make their job easier as well.

Read the full, original article, Three truths about integrated HR systems IT and HR should know.

This content was aggregated and excerpted from its original source. No ownership is claimed of any images used; images are owned by their copyright holders. This is an abbreviated digest of the original source, with no intended stance or opinion expressed. Click the link above to read the full, original article.