1. The Bottom-Line: When your strategic Human Resource goals are reflected and supported, clearly and directly, inside a well-integrated HR IT solution, HR professionals and your work force can operate more efficiently and effectively, leading to improved business performance. For example, the inclusion of performance and compensation management should be a priority for inclusion in any HR solution. This ensures that your investment in HR technology drives the bottom line, instead of just being another cost factor.
  2. More visibility on staff capabilities: Clarity on where your workforce is strong and where there are weaknesses, is essential for managers to take action and influence productivity. Accurate, reliable, and real-time data on your workforce allows managers to prepare for future requirements and position the company well ahead of opportunities or challenges. It also allows good performance and compensation reporting.
  3. Tools with a truly strategic HR focus: Naturally, there are still different types HR management solutions. Some applications really offer functionality across the whole organization and are natively integrated at the user-interface level. Some others only offer patchy HR functionality, maybe as part of an ERP (Enterprise Resource Planning) system - but without the deeper Human Resource specific functionalities and ability to connect different modules and functions. Some companies attempt to develop their own in-house systems – in theory this can allow the system to match existing needs and processes, but often in practice these can take a long time to develop, leading to an investment in redundant or legacy technology and an inability to later adopt more capable and competitive technologies or upgrades.
  4. Avoidance of ERP Wait-and-See: Some of the bigger ERP systems include HR management modules which on the surface look like they include most of the required functionalities. In reality, many will put you in a 'wait-and-see' mode when it comes to delivery. Some industry analysts put it this way: "ERP can do HRIS, but the question you should ask: can you do HRIS in ERP?" Most of the large ERP systems only deliver on their promise when implemented in large organizations with large budgets and lots of resources and expertise. For all others, going the ERP road for HR management means bringing in external systems integrators who often charge high fees and then advise you to change your processes to match the HR module requirements.
  5. Improved recruitment quality staff while lowering costs: In a competitive labor market both the quality of recruitment as well as the costs of recruiting are a hot topic. Coordinating all the hundreds of strategically oriented tasks large and small in pursuit of these goals is best done with an integrated HT solution. Many organizations that make the move and adopt such a solution are surprised how rapidly this helps them meet recruitment objectives and decrease costs. Job advertising, application screening, interviewing and other related HR tasks and processes will contribute to the bottom line once they are optimized and automated.
  6. Transparent staff development: A cross-functional HRIS allows you to carry out assessments, promotions and compensation processes with much greater ease and transparency. Job-specific competencies for key positions can be easily defined across the organization. Thus Human Resource processes can be leveraged and optimized so that your staff can be developed along the strategic lines required for your business.
  7. Better alignment of training and performance outcomes: Good company training supports employees in their career development, and helps unleash each individual's full potential. It is the role of HR to guide and support employees with career-development planning and performance-review tools. To do this, HR professionals require optimal processes and good data, as well as tools to develop and carry out training courses and examinations. An integrated HR management application will do all of the above, plus allow secure auditing and compliance reporting.
  8. Improved retention: Most organizations limit reward & incentive schemes to management and sales staff. Pay-for-performance models that apply organization-wide allow HR professionals increased staff retention and retain top performers through rewarding and incentivizing the achievement of goals and preferred behavior. Objective-based performance management can be managed more effectively with an integrated HR suite.


  9. Policy compliance: HR policies need to be consistent and easily understood and adhered by in order to contribute to fostering an effective workforce and good company performance. An integrated HR solution will highlight inconsistencies with alerts and flags, and promote greater accountability.
  10. Future-anticipating succession planning: Unexpected and unplanned departures can leave an organization with serious problems and disabilities. The most talked about of these situations are of course executive departures, but the same applies at all levels in the business. Rigorous, organization-wide succession planning that takes into account experience, skills and job-development planning can mitigate these risks and help organizations prepare for personnel and executive contingencies.
  11. Application integration with VoIP and HR applications: With the fast-growing explosion of Voice-over-Internet-Protocol (VoIP or internet telephony), the combination of integrating data and process-driven business solutions with telephony offers probably the most profound potential for productivity enhancement and cost savings. Only one example: imagine a leave management process where staff can apply for leave through a voicemail system, which automatically approves or declines, or sends both email and voicemail to a manager who has instant access to all data required to approve or decline, by email, by phone or through an integrated phone-and-HR-solution interface.

Choosing the right HR solution requires an evaluation of many factors, both on the organizational side as well as on the software side. Many businesses find it hard to make sound decisions as some vendors can use misleading marketing information. Being faced with these conflicting and confusing claims makes it difficult to choose the solution with the best ROI. To help you make a better choice, you can map the listed points above against your own Human Resource requirements. Also always consider a reputable IT partner for clarifying what is best for your organization and helping you select and implement the right integrated system.