| If you are going to use two different systems for HR | | | | either through a custom interface or some time of |
| and Payroll, you need to understand the difference | | | | import utility. This might not take more than five |
| between interfaces and integration of those systems. | | | | minutes, but it’s still an extra step you would |
| Expect to hear the terms interface and integration | | | | have to apply to keep your HR system up to date. |
| frequently during your search for a Human Resource | | | | Another important issue here is that your HR data is |
| Information System (HRIS) product. Both refer to the | | | | only as current as your last download. So if you are |
| interaction of two systems, but there are differences | | | | not frequently interfacing the data, you might find that |
| and it’s important that you understand them. An | | | | the data in your HR system is often out of date. |
| interface usually requires work on your part and data | | | | Interfaces require extra work and will not be real time, |
| changes do not happen in real time. Integration, | | | | but they are an important means of tying two |
| however, is automatic and requires no work on your | | | | systems together, eliminating repetitive double entry, |
| end. Either provides the capability to eliminate time | | | | and reducing manual entry errors. You will be probably |
| consuming, error-prone double entries, but because an | | | | be working with interfaces far more often than true |
| integration generally means less work you should | | | | integrated software applications. While an interface |
| select systems that integrate whenever possible. | | | | may not be the perfect solution, it does sometimes |
| Human Resource Software Interfaces | | | | offer the easiest method of eliminating time consuming |
| Almost all business software applications on the | | | | double entry. |
| market today should be able to create and accept | | | | Human Resource Software Integration |
| some type of import or export file. This allows you to | | | | Integration is always the best-case scenario, but |
| transfer data to and from numerous independent | | | | it’s rarely offered. An integrated system |
| solutions. | | | | requires no work and changes happen in real time; the |
| Let’s say, for example, your company uses one | | | | two systems share the same database, so you only |
| product for payroll and another for all other Human | | | | have to add or update data once. If the two systems |
| Resource (HR) functions. Obviously you would not | | | | from our earlier example were integrated, a change |
| want to enter changes to employee data separately | | | | made to payroll would show up automatically in your |
| into the two systems; it’s a lot of extra work | | | | HR product (and vise versa). If you are going to want |
| and literally doubles the chances of an error. An | | | | an integrated HRIS you will probably have to get all of |
| interface would provide the opportunity to take data | | | | your HR software products from the same company. |
| from your Payroll product and download it to your HR | | | | Take a look at our products list, as we offer a number |
| system following each payroll run. Now here’s | | | | of systems that provide integrated HR and Payroll |
| the catch: A file must be created or run from the | | | | software solutions. |
| payroll product, then downloaded to the HR product | | | | |