When we speak about Human Resource technology, we are painfully aware of various issues and lack of integration in the technology. It’s been one of the major problems in HR domain with recurring lack of technical abilities. This has been one key focus area for Michael McGowan, who leads consulting firm BPI groups leadership and talent practice. He firmly argues on the point that employers have many technologies in hand, but when the need for integration arises, there are just not enough tools onboard.
Micahel McGowan added that when it comes to HR solutions, there has been increased demand for a one-stop shop for the integration of technology. So many enterprises have different technology for different HR process with a start from- learning management, recruiting, and attendance. Though all the flowing process seems too different from one another, they all need to align and integrate. In a recent survey from Reward Gateway for more than 500 HR professionals found that almost a fifth of the companies are using 10 or more different systems and applications at work. While close 60 percent of the HRs are using the five systems daily, 87 percent of the respondent agreed that having an integration tool will be the key if they want to make the HR process synchronized.
The employer is incorporating technology based on different requirements, 70 percent of the enterprises have incorporated payroll, 47 percent annual payroll enrollment, 42 percent for insurance enrollment, and employee time tracking. But aligning all the tools might be cumbersome as each tool comes with different capabilities and developer. Dan Staley, global HR technology leaders at PwC, advises HR teams to pick tools that already have integration built in them. Finding complete HCM systems that consolidate processes like payroll and benefits in one platform, for instance, that can assist in reducing some of the challenges.