A new HR system is supposed to make your workday easier – but have you thought about how to make it work with the systems you already use? We have. And to make it a little easier for you, here is a practical guide on how to proceed.
Why are integrations so important?
When looking at new HR systems, it’s easy to get caught up in features – how good is the recruitment solution? Does it support performance reviews? And what about succession planning? But having a really good system is of little use if it doesn’t play nicely with the tools you already use. Good integration saves you time, reduces errors and gives you a better data foundation – without having to change the entire way you work.
How to get started – step by step
To integrate a HR system doesn't have to be complicated. Here's a simple recipe:
1. Get an overview of what you have
Start by mapping out which systems you use today – and how they talk to each other. Do you have SAP ? payroll in the cloud? An intranet with its own forms? Find out what works, and where it stops.
2. Define the goals
Is the goal to automate the data flow between HR and economy? Increase safety? Better reporting? Being clear about the purpose makes it easier to set the right requirements – and measure the effect afterwards.
3. Choose a HR -system with open integration options
Modern solutions are designed to work in tandem with other systems. Make sure your system supports standardized APIs or integration platforms such as SAP Integration Suite.
Read also: SAP Innovation Partner of the Year – it's us!
4. Work closely with IT and suppliers
HR knows the needs – but IT is crucial to making the technology work. When HR , IT and the system vendor work closely together, integration goes better and faster, with less downtime and fewer surprises.
What exactly is an HR (Human Resource) system, and what should it contain?
An HR system is much more than a repository for employee data. It is a tool that supports the entire employee journey – from the first day on the job, through skills development and succession planning, and right up until the employee leaves the office for the very last time. A good HR system should have:
- Good integration with payroll and finance
- User-friendly dashboards for both managers and HR
- Automated processes (such as notifications, reminders, and approvals)
- Opportunities to grow with the organization
A modern HR system simply helps build culture and create a better working environment.
Typical pitfalls – and how to avoid them
It's easy to underestimate how much work setting up an integration actually involves. Here are three classic mistakes – and how to avoid them:
- Too little user involvement: Get both managers and employees involved early.
- Unclear ownership: Divide responsibilities between HR and IT – and be clear about who does what.
- Unrealistic schedules: Set aside time for testing and training – it pays off in the long run.
HR systems that work with the needs of the future
Choosing an HR system today that will also work in the future can be a daunting task. Regardless of which system you choose, it is important to think about HR both today and in the future. Choose a system that can grow with you and your company, and that can be easily adapted to your growth plans. Also remember to think about integrations. How will your new HR system fit into your existing IT landscape?
Are you considering switching? HR -system?
We fully understand that changing HR system can be perceived as a large and comprehensive process, and that it can be difficult to know where to start.
To make it all a little easier for you, we have created the guide "8 steps to a new HR system". It contains good advice on the way to a new and (hopefully) better HR system.
Good luck in the process!