The value of integrating varied HR systems

Better HR analytics bring benefits to every business, but data integration must come first. Many companies use multiple human resources information systems (HRIS), each with its own data structures, making it challenging to see correlations that involve data from multiple applications. Data privacy and compliance regulations also pose challenges when integrating HR data. To overcome these obstacles, organizations should have a documented policy on access to data, designate a data protection officer, consult with legal experts, and consider migrating away from legacy systems to cloud-based SaaS applications. By consolidating data from multiple sources, companies can build a more unified view of employee satisfaction, candidate pipelines, and compensation strategies.