Many businesses are turning to human capital management software to help them better manage their HR processes and simplify their data. Previously many HR teams had to juggle multiple pieces of software to get the job done. The different types of HR data range from recruiting programs, to onboarding and training platforms, to payroll and benefits processing programs, to performance management systems. An integrated HCM system is beginning to make a lot more sense for businesses who value efficiency and aren’t afraid of change.
Can HCM software simplify your HR data storage and processing?
While the initial swap might be tricky (it can be hard and time-consuming to backup all those separate data systems and then upload them into a new HCM management tool) it can add a lot of value to HR operations and business strategy overall. Here are some things to consider when consolidating or merging HR data into an HCM software program.
1. Get the appropriate help
Committing to HCM software is a great step for many businesses to take and can ultimately help organizations remain more competitive in their talent searches and enable them to make better business decisions backed by data. But making this HR data decision means that HR can no longer operate as a silo – for the process to be successful, it will require dedicated resources from an information technology team and buy-in from leadership. From sourcing the vendor to installation to training and troubleshooting, IT and the executive teams will need to be an HR partner at every step of the journey.
2. Backup and save
This step can start before IT even gets involved. It’s always a good idea to make sure that critical employee data is safely and securely stored and backed up. Transitioning to a new system and consolidating data from disparate programs into one software solution gives you an opportunity to make sure that your data is complete, accurate, accessible to the right people, and saved on more than just a local server. The kind of data that HR deals with regularly is usually sensitive and confidential, as it can contain personal employee data, and it’s imperative to ensure that this data isn’t lost, stolen, or otherwise insecure.
3. Use the right platform
One of the best tips for consolidating your HR data to a new HR data platform is by finding the right software vendor. It will require answering questions like “Does a software subscription the business is already using – like an ERP or CRM tool – have HCM capabilities?” If so, it might make sense to add that service to your software subscription to potentially make the transition easier and ultimately streamline data and processes. You might also want to ask if the HCM solution you’re thinking of using for your business will be able to scale with your company as it grows and changes.
You will want to make sure that the software has the capabilities to support all the data functions and features you’re currently using but can also handle any changes that you’ll face during growth, relocation, or other business transformations. Your business may only offer certain benefits now based on employee count, but you may be required to offer different benefits to either recruit more employees or simply because your workforce has grown. Asking and answering questions about the future possibilities of your business is one of the key factors in finding the right software solution.
The benefits of using an HCM software system can be substantial for some businesses, particularly those that are looking to streamline processes and create efficiencies enterprise-wide. It can also be an important addition to businesses who are hoping to use data to enable better business decisions in the areas of hiring, training, onboarding, performance reviews, payroll compliance and more.
