Once your business or organization takes the leap and invests in a cloud-based talent management application or suite, it’ll be important to have a plan set for integrating your Human Resource Information System (HRIS) with the new talent management software.
In an attempt to bring you the best content within the ERP space, Solutions Review editors search the web high and low for insights that can have a real impact and help move the needle. An article written by Luke Marson titled, “Expert advice on integrating HRIS with cloud-based talent management,” available here, got us thinking about what you should be aware of when making the move from an on-premise HRIS to a cloud-based talent management solution. We’ve read the post from Marson, and for this article have chosen to focus on four key points to ensure a successful integration.
Usually, a talent management system will need a small “master of employee” data set in order to run any processes. Depending on the system, according to Marson, this could be a basic set of data such as employee ID, active or terminated status, name, email address, manager, HR manager or HR representative, and department. With all this data, the talent management software can manage all processes, enable workflows, and create notifications. Keep in mind, in some cases, the employee data will need to be changed in order for it to be accepted into the new talent management system.
This is where things can get a little more tricky than just sending over employee data. Marson states, “process-specific data integration requires actually starting processes in the target system from the source system.” This won’t be possible with every talent management system though, so don’t be disappointed if this isn’t a possibility.
Regardless, you’ll still need to get your process-specific data to the talent management modules that need it. If you’re running compensation processes in your talent management system, for example, you’ll need to replicate salary and other compensation data. This step is easy and straightforward, with the exception of formatting and changing numeric values.
It’s normal for challenges to arise from what data is stored in your existing HRIS and what data is needed in your new cloud-based talent management system. Modifying the HRIS processes might 1. impact existing processes, 2. require modification to user guides or help guides, or 3. simply need additional work during the implementation of your talent management modules.
Another challenge Marson addresses can be needing a specific process started either from your HRIS or in your new talent management system using HRIS data. Some talent management systems don’t enable processes to be started by external integrations or don’t enable a process to be started using data that originated outside the system during that process.
With most integrations, using a middleware platform is the best way to integrate the existing HRIS and new cloud-based talent management system. Your HRIS will most likely need web services to have data pushed to the talent management software, but for two directional process data integration, then your talent management system will definitely need to have web services too.
We encourage you to read Marson’s article in full here.
Looking for more? Download our talent management buyers guide and check out the top-24 products available in the market with full page vendor profiles, key capabilities and questions to ask yourself and the vendor before purchasing a talent management solution. For those just starting the talent management software search process, this is truly the best resource to help get you going.
Latest posts by Elizabeth Quirk (see all)
- Gartner’s Cool Vendors in Human Capital Management: Enhancing Employee Experience - July 18, 2019
- New Survey Confirms Managers Feel Talent Management Needs Improvement - July 16, 2019
- 7 Ways to Improve Talent Management - July 11, 2019