A business consists of many moving parts. Each performs a unique function – the finance department crunches numbers; marketing creates digital campaigns; sales tries to close deals, etc. Despite having different responsibilities, these parts need to work together to drive success and achieve common goals. For example, marketing needs finance to fund the software to create and promote their digital campaigns. Sales needs leads from marketing. And finance needs sales to generate revenue.

Now imagine if each of these teams operated in their own world, not communicating, collaborating or sharing data. This siloed approach would eventually fail because if marketing cannot generate leads, sales cannot close deals and finance has no money coming in to pay the bills.

A similar fate awaits companies using disparate HR technology systems. OK, failure may be an overstatement but inefficiency, frustration and a lack of insight into the organization are not.

Separate systems

HR is responsible for a variety of functions – payroll, benefits administration, recruiting, just to name a few. In addition to ensuring each of these tasks is handled efficiently, on time and accurately, HR is charged with showing company leaders that the processes they have in place not only help the company operate smoothly but also support the corporate strategy and help it achieve its goals.

Fulfilling that larger purpose is very challenging when data is housed in multiple systems – and even daily processes will probably turn into a headache. Being unable to automatically send information from one arm of your system to another can lead to constant frustration and stress and a drain on company resources.

In addition to creating inefficient processes, disparate systems cheat you out of a huge benefit on an integrated solution: analytics. When you can’t easily share and read data, it is extremely difficult – and very time-consuming – to draw valuable, actionable insight about your organization. And trust us – your employees dread logging into multiple HR systems as much as you do.

“HR staff can move seamlessly from one task to the next.”

Single system

There is a solution to this disarray and confusion, and that’s adopting a single HR technology system. With a single system that unites multiple HR functions, from payroll to benefits to performance management, important information is easily shared throughout one cohesive network. HR staff can move seamlessly from one task to the next in a single system that streamlines workflows and enables each function of HR to inform decision-making in the other.

With a single solution, company and financial leaders view the technology as a sound investment empowering the organization to reach its strategic goals. Employees enjoy simple and efficient access to the HR processes relevant to them – no more multiple sign-ons and forgotten passwords. And with the ability to easily share and access data, HR professionals can take a larger, more comprehensive view of what’s working and what’s not, and tweak their strategies based on insights gleaned from analytics.