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Don’t Settle for Less Than All of Your People Data

We don’t have to tell you that people data is the foundation of your HR technology applications. You know that having quality, usable data that can support effective decision-making is a must for your HR department. In the past, utilizing data effectively may have seemed impossible, too expensive or even daunting to an HR manager. But in today’s cloud-based world, the people data necessary to make the best business decisions is literally at your fingertips.

In an age when multiple technology applications are in use, how well do the different systems utilized in your HR department communicate with one another? You may ask yourself this question when a newer application, like your new leave management system, needs to exchange data with an existing internal HRIS. Is it possible for these two systems to share data?

Yes!

Why would you need shared data capabilities? Perhaps you’ve changed the status of a leave event in your absence management system from STD to LTD and that information needs to be communicated to your HRIS. A secure, controlled link can be established between the two systems, which permits this type of information to be shared, monitored and audited. Sounds convenient, right?

But wait ... there’s more.

Today’s HR manager wears many hats. Perhaps you’re also responsible for validating funding for your self-insured plans, but it’s not a simple task because it requires integrating eligibility, enrollment, demographic and claims data. These different data types will obviously come from different vendors and be in different formats, creating a data nightmare. But there’s good news: Today’s cloud-based systems offer the ability to integrate and convert disparate data sources into one secure data warehouse so you don’t have to manually integrate all of that information.

Hmm … but what about workers’ compensation?

Although frequently managed by different departments, the information in your HRIS and your risk management system can become twice as beneficial when two systems are integrated. Integrating information such as claims, payments and notes with your HR data will allow you to maximize the value of both systems. The more information you have on your employees and the longer you have it, the more complete a picture you will have of each individual’s experience.

Data consolidation, integration and cloud-based storage will create a single source of clean, quality people data for your HR team to use. Once routines are established for each system, they can easily be updated when either a new data source requires conversion or an existing data source makes a change.

With all of your people data in one place, you’ll be able to become the HR rock star you know you are. No longer are the benefits of data integration outside the budgets or abilities of top HR managers. You’ll be in control. Don’t settle for less than ALL of your people data!

Optis Big Data

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