Getting to Integrated Systems

To get to that future where HR is data-driven, proactive, agile, and tech-savvy, CHROs need to adopt a transformational mindset. Great HR helps create an exceptional work environment with a superb company culture producing outstanding financial results for stakeholders. For HR to maximize those elements, it needs integrated systems that communicate seamlessly with each other, providing a single interface and sharing trusted data.

One issue that stands in the way of seamless communication and shared, trusted data for HR is siloed systems within the company that don’t interface with each other. Moving away from siloed systems to an integrated solution allows HR to make the best use of the massive volume of company and other relevant data that is now available, and the ballooning volumes of data expected in the future. Effective solutions will need a simpler flow of information to produce a seamless experience across computing and mobile devices.

According to the Deloitte human capital report,

69 percent of the organizations surveyed are building integrated systems to analyze worker-related data,
with 17 percent reporting they already have real-time dashboards for viewing and analyzing the data.

It’s also important that the company’s senior leadership understands the importance of HR technology and its impact on the business, Varelas says. Even if the CHRO can partner with a business division leader to run a pilot project with HR data analytics to transform an underperforming group into a high-performing group, for example, then it can spark interest and promote understanding among other company leaders.