Avoid the Heat of Multiple HR/Payroll Platforms: 4 Challenges When You Don’t Select the “All in One”

Have you ever googled ‘hr director’? In case you haven’t in your spare time, here is what pops up:

HR directors are responsible for the smooth and profitable operation of a company’s human resources department. Typically, they supervise and provide consultation to management on strategic staffing plans, compensation, benefits, training and development, budget, and labor relations.

This is quite the laundry list of items to provide consultation to management if you ask me. So much so, it’s not a surprise to see this as one of the first pictures when you select ‘images’:


Since HR Directors don’t have eight arms or an endless budget, they are forced to come up with solutions to conquer their daily tasks in an acceptable time frame, at an affordable cost. Years and years of HR directors attempting to find creative, efficient solutions to accomplish just this has led to the emergence of HR technology and with that, multiple HR platforms to address each specific area of interest. Although better for the HR director, multiple platforms still remain far from ideal. Fast forward to today. Today’s cutting edge businesses are looking ahead to the future of HR technology and the growing popularity of an all encompassing, single application system. Due to this system’s practicality and the  results speaking for themselves, many companies are turning away from their multiple HR platforms and moving onto a single application system.

Here are four challenges you face by remaining without a single application solution:

  1. Fragmented Reporting: Downloading a report can be a beautiful thing. Before Human Capital Management Systems (HCMS) were around, providing a report to the C-suite showing employee’s time, pay and benefit selection was a challenge. Now with ACA reporting, it’s a necessity. Your payroll vendor advises you to speak with your benefits broker. Your benefits broker tells you to get with your CPA. Your CPA says they don’t have the data necessary to complete the forms. You get the picture. Combine all these functions and it’s a click of a button.
  2. Time Spent: When updating your census, it’s much easier to retype all the fields in a new excel spreadsheet than to ‘copy and paste’ right? Sounds silly, but essentially this is what ends up happening when the processes of: applicant, onboarding, benefits enrollment, time, payroll, etc……are not linked in a single database.
  3. Human Error: Einstein isn’t needed to convince you that ‘plugging and chugging’ is the best way to avoid errors. Type the word ‘Reliance’ 1K times and you are almost guaranteed to misspell it. This can result in the same misstep when an employee/employer has to type the same information in multiple systems. Remember the time you called new hire Johnny for the 3rd time to ask for his social security number. Great onboarding experience huh…. don’t worry, you are not alone.
  4. Increased Cost: When you have multiple systems, all your vendors have to get a piece of the pie. Could you imagine how much money you would save on something simple such as a yoga mat if you didn’t have to pay the manufacturer, distributor, retailer, etc.? The markup is not a price gouge, it’s simply necessary to cover overhead and pay everyone. Your time keeping vendor, payroll provider, and benefit broker all have to eat too.If only you could find a company that did it all……………


– Written by Jack Silberman, Partner at Reliance Human Capital Management


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