HR teams invest in different technology solutions over time, many of which do not integrate with each other.
This creates different pockets of data and managing these silos becomes an unnecessary hassle.
To save time and hassle, many companies are aiming for a unified system of record for all data. However, you can’t just implement another technology to fix that – you’d need a major clean-up of data.
For example, an organization with over 130,000 employees and multiple lines of businesses could have 50,000 distinct job titles. To streamline the data, the organization would have to redesign its job architecture for a library of around 800 jobs.
This will become the core structure that HR would have to adhere to in managing talents in the company. The organization can then implement a standardized Human Resource Information System (HRIS), which will help the company gain a streamlined view of the data.
Having a core structure helps employees as well. With an organized career architecture, employees can use this to build their skill portfolios for career advancement.
Data silos is an issue that is commonly found in multinational companies, especially after corporate mergers or acquisitions. The different entities would have been running different HRIS systems, and operating with different corporate structures.
Streamlining that will take time, not to mention the complications that arise. However, if the data silos are not addressed, it will be impossible for companies to make accurate reporting and analysis.
Implementing a new HRIS can also help you save money. On-premise legacy systems rack up high maintenance costs and have few updates to features. In an age where user experience is key to productivity, these older unintuitive interfaces can hamper the workflow.
A successful implementation of HRIS will blend software, employee experience, and organizational strategy. In the long run, this will improve efficiency for everyone in the company.