HR Tech and Integrations – The Challenge

When wanting to integrate your HR solutions so they talk to each other, it soon becomes apparent this is by far the most challenging part.  In today’s rapidly evolving business environment, human resources management is becoming increasingly more complex. 

Many companies are using a wide range of niche HR solutions to manage various HR functions such as recruitment, employee engagement, performance management, compensation and benefits, payroll, health and safety and learning and development. While these solutions can help companies streamline their HR operations and enhance employee productivity, integrating multiple HR solutions can be a daunting task.

In this blog post, we will explore the challenges of maintaining integrations with multiple niche HR solutions and provide some tips for overcoming these challenges.

Challenge #1: Lack of Integration Standards

One of the biggest challenges of integrating multiple HR solutions is the lack of standardization in the HR technology industry. Each HR solution may have its own unique integration requirements and API specifications, which makes it difficult to create a consistent integration process. This can result in integration errors, data inconsistencies, and a fragmented HR technology ecosystem.

Solution: To overcome this challenge, it is essential to establish integration standards and best practices for all HR solutions. Companies should also consider using a middleware platform or an HR technology partner who can help ensure that all HR solutions are integrated consistently.

Challenge #2: Limited Data Sharing

Another challenge of integrating multiple HR solutions is limited data sharing. Each HR solution may only share a limited set of data, which can result in incomplete and fragmented employee data. This can make it difficult to track employee performance, identify skill gaps, and create a comprehensive employee profile.

Solution: To overcome this challenge, it is essential to establish a data sharing agreement between all HR solutions. This can involve creating a data model that defines the data that will be shared between solutions, and the frequency and format of data transfers. It is also important to ensure that all HR solutions are using the same data standards and definitions to avoid data inconsistencies.

Challenge #3: Maintenance and Support

Maintaining and supporting multiple integrations can be a significant challenge for companies, especially if they have limited IT resources. With each HR solution being updated at different times, it can be challenging to keep all integrations up to date and functioning properly. This can result in lost productivity and potential data breaches.

Solution: To overcome this challenge, companies should consider using an HR technology partner or a middleware platform that can help maintain and support all integrations. This can include regular testing, monitoring, and troubleshooting of all integrations to ensure they are working correctly.

Challenge #4: Cost

To integrate multiple HR solutions it can prove costly, both in terms of time and money. The cost of integration can vary depending on the number of solutions being integrated, the complexity of the integration, and the level of support required.

Companies should consider the overall total cost of ownership (TCO) to successfully integrate their HR solutions.  The TCO includes things such as software licenses, hardware, integration services, and ongoing maintenance and support.  

It is also important to prioritise your HR solutions based on ROI or those that present the best value to the organisation.

Conclusion

Integrating multiple niche HR solutions can be a complex and challenging task. However, by establishing integration standards and best practices, establishing a data sharing agreement, using an HR technology partner or a middleware platform for maintenance and support, and considering the total cost of ownership, companies can overcome these challenges and create a streamlined and efficient HR technology ecosystem. By doing so, companies can enhance employee productivity, increase operational efficiency, and achieve their HR goals.

Author – Chris Casanelia