HRIS systems provide valuable insights into employee engagement, performance, training, and workforce planning through data analysis. A user-friendly system that supports self-service can reduce administrative costs and improve workforce productivity.
UKG’s HR solution integrates several modules that enable employees and their managers to handle tasks and access information whenever and wherever they want.
Many HR leaders push for HRIS integration because they see its potential to streamline their internal workflows, improve employee self-service, and save time. However, it’s essential to carefully plan out the process before rushing into implementation. Start by identifying which processes would benefit from automation. These could include being overly complicated, prone to human error, or costly to execute manually.
For instance, your IT help desk or contact center, commonly referred to in the industry, is an ideal candidate for automation, especially when it involves processing and responding to employee requests. Automating these processes can reduce IT overhead costs, improve the employee experience, and reduce the risk of data errors caused by manual inputs.
Another area of the business that can benefit from automated workflows is marketing. Workflow automation is well-suited for repetitive and time-consuming marketing tasks. These can include posting updates to social media, creating and sending email campaigns, and granting access to gated marketing resources based on employee roles. Similarly, your finance department can benefit from implementing automated workflows that speed up operations, reduce compliance risks, and eliminate manual errors. These may include resolving pay statement inquiries, managing employee changes to their compensation histories, and handling vacation requests.
Many HR professionals need help with day-to-day operational tasks like navigating scheduling problems, fielding questions about benefits, and processing time off requests. And even if these teams are highly effective, the volume of administrative work can quickly become overwhelming.
Luckily, UKG API integration offers a single source of truth that can streamline reporting across your tech stack and deliver data-driven insights for the business. With an HRIS-and-Payroll combined database and business intelligence tools working simultaneously, creating reports and gaining valuable insight is easier without manual information transport between systems.
For example, a webhook integration can automatically upload CSV files from one system to another on a recurring cadence. This reduces the need for manually transporting files from one system to another and makes it easy to access and share essential employee data with other departments.
In addition, an integrated HR system can make it easy for managers to pass workflows (like merit increase requests) through the system rather than waiting for a human resources professional to handle them. Depending on the specifics of your organization’s needs, these streamlined self-service options can result in significant savings that quickly outweigh any initial costs for the solution. It also ensures that critical issues and overlooked opportunities don’t slip through the cracks.
As a record-keeping system, an HRIS system is a single source of truth for all changes to employee data. This data can include anything from the date of hire to citizenship status, first contact information in case of emergencies, and time-card records for payroll processing.
Keeping this data in one place benefits HR managers and employees, who can use self-service features to view or update their records. Additionally, this data can help HR identify cost-saving opportunities by allowing them to see which processes need optimization.
An HRIS system can be connected to other systems containing valuable operational data. These integrations allow the consolidated data to be displayed and accessed by HR managers and employees in real-time. This data could include productivity metrics, operational performance data, or employee feedback and development plans.
Many employees and managers spend much time searching for the correct data in different applications and systems. Accessing all this data through an integrated unified platform reduces these frustrations and enhances the overall employee experience. An HRIS integration with a business communications platform can automatically notify teams of noteworthy announcements (e.g., an employee’s work anniversary). These notifications can be delivered as templates shared on a recurring cadence within the team’s communication channels.
While leveraging an HRIS system to enhance employee self-service is a significant benefit, taking a step back to understand your organization’s overall goals and objectives before implementing a solution is essential. This is a critical step to determine why you need an HRIS in the first place and what kind of return on investment you expect to see from your new solution.
For example, your HR team may need help to keep up with the number of employees you employ. If you have an HRIS solution that unifies payroll, time tracking, and core HR services, this can ease the workload for your technical staff.
If you are integrating your HR solutions with your existing software systems, make sure that the timing of your implementation doesn’t interfere with other company initiatives. You want the solution to be well-established and successful before adding another project to your team.
Additionally, if you choose to use point-to-point integrations, it’s crucial that the two systems are compatible and can communicate in real time. This is why many companies opt for a full-service cloud solution with built-in integrations and open APIs. This is much more effective than the traditional method of connecting systems via individual interfaces.