When you choose your digital Human Resources Management System or HRMS, there are two very different approaches to constructing the software architecture that forms the system platform. The first is the integrated approach that mashes together modules from disparate sources to accomplish all of the tasks that you require of it.
The alternative approach is to build all of the parts of the platform as one system, based on the detailed HR requirements of your organization, this is the unified approach, which is becoming more popular with enterprises, as they seek to balance costs with security and service. The eleven reasons that follow form a compelling justification for companies to commit to a unified platform instead of an integrated one.
It Is All About Architecture
- Built together – When software comprises components of one system and not hacked from multiple sources, it functions as a single, lean, and efficient entity that works together smoothly.
- Comprehensive capability – A unified system built on the specifications of your RFP is the product of an in-depth analysis of your needs. There is no reason to carry the baggage of legacy software just because it is part of an integrated module; the system reflects the business processes and HR structure of your organization.
- Compiled as one – Since there are no connections to modules from third parties, there is no reliance on cross-connected APIs that could be a source of system failures and expensive downtime.
- Information in one database – All of your information is in one master system of record with no need to sync multiple databases that might duplicate some data elements and lose others.
- One interface – You have a single login and single password and one system to learn behind one interface, not multiple disparate systems that have conflicting styles and operational procedures.
- One vendor – When a single vendor develops and updates your HRMS, there are no third-party updates that might cause conflicts and put your security at risk. By doing upgrades and maintenance concurrently, you get additional savings in time and expenditure.
- One setup – No redundant setup for added modules, one setup and done means that you can move forward without unnecessary downtime.
- Security – Unified systems have single avenues of access, which means fewer avenues of attack than integrated platforms that bridge functionality between many modules, leaving them vulnerable to attack.
- Speed – With one vendor and no need to navigate disparate sources, a unified platform fits together without conflicts; this saves time in setup and in the time not spent troubleshooting the patches that tie integrations together.
- Cost – Compared to integrated platforms, unified systems require less expenditure during setup and operations, and you do not have to make the additional unscheduled investments that come with troubleshooting and modifying the patchwork of modules that come with an integrated solution.
- Integrated talent management – Ironically, when you bring together all of the functions that a unified HRMS demands, it will be the most “integrated” talent management system possible, in the strictest sense of the word.
But What About Integration
The most significant point of leverage that integrated HRMS possess is that they can bridge two or more disparate systems of companies that are merging or acquired. In the case of M&As, integration is preferable to the legacy systems remaining separate. However, given the cost benefits and savings of adopting a unified HRMS, a merger is also the ideal point to begin again with a unified solution that is not beholden to legacy software.
Human resources software has to cover a lot of ground in the functionality that it provides to an enterprise. Surmount Human Resources Management delivers unified cloud-based human resources software solutions for our clients. Contact us to arrange a demonstration and decide for yourself what a unified human resources management system can do for you.