Let’s talk about your HR data.
Your ability to make smart people-decisions is often limited by data scattered across multiple HR systems. And when you do get it out, it's probably in a format that doesn't make sense for analysis.
Most of the time, you're using out-of-the-box reports that only give you a percentage of what you need to know about your workforce to make strategic decisions.
For example, if you want to find out how many people left your organization because of poor management, where would you even begin?
You want to know why they left, who they reported to and how long they worked at your company. You also want to know their compensation and performance ratings.
But before you can even think about accurately analyzing the data, you have to pull it from three different sources - HRIS, ATS, and performance management - and then normalize it into a format that uses the same metrics across all the sources.
It's not easy work. It takes time and money.
Then, there are those pesky custom reports with complicated formulas or VLOOKUPS that don't always work exactly like they should, depending on who runs them or what data sets they pull from.
The truth is, we're living in an interesting time for human resources.
We have more access to information than ever before, and we have more ways to nurture and track relationships with candidates, employees, and customers than ever before.
The problem is that all this information isn't easily connected.
The silos of HR data still exist, preventing us from using all the available data out there to find valuable insights that can benefit our organizations — or worse yet, provide us with some false conclusion.
The power of seamlessly accessing all our information lies in the ability to have an integrated, real-time view of our people-data.
And it all starts by having a single source of truth — Eqtble.
So why is it important to connect all your HRIS and HR data sources?
Here are five key reasons:
- It saves time.
When everything is integrated into one system, you won’t waste time logging into multiple accounts to find what you're looking for.
It also means you don't need to enter the same data into multiple systems manually. You simply enter the information once, and it updates across all systems automatically.
- Multiple platforms mean multiple data sources.
If you don't integrate your various HR software platforms and other systems, you'll be stuck with disjointed data spread across multiple silos.
In this scenario, it's challenging to get a complete picture of what's working and what isn't.
It’s especially difficult when combined with sieving through disparate databases and different formats for storing employee information.
When you integrate your HR software platforms, you can aggregate all that data into a single source of truth.
- An integrated system gives you more powerful people analytics.
When you have disjointed systems for storing employee information, it becomes difficult to analyze that information effectively.
- Data accuracy.
When it comes to HR data, accuracy is everything. And if you're manually combining data from different systems, there's a higher chance for errors.
By connecting your data sources, you can ensure that information is accurate and up-to-date. This is especially critical for employee data that changes over time, like compensation or benefits.
If the same information is updated in multiple places, at least one of those instances will quickly become inaccurate.
- Better understand your employees.
The day-to-day processes of HR teams are so tied up with administrative tasks that it's hard to see the big picture.
By connecting disparate data sources, you can start to see a more complete view of your people; one that paints a picture of how they flourish within your organization, where their skill sets lie, and how their performance compares with industry standards.
Feeling like your HR data is not unified?
Eqtble connects all your HRIS, ATS, and other HR data sources to build a unified view of your workforce.
In just a few clicks, you can gain insights into your workforce that would take weeks – or even months – to uncover using spreadsheets and manual processes.
Click here to get started.