| Most of the benefits of having an integrated HR | | | | report this morning and the data had not been |
| system are fairly obvious but with this article, I will also | | | | transferred in two weeks, your report would be |
| point out some of the reasons for keeping payroll and | | | | inaccurate. HR Payroll software interfaces may be |
| HR separate. | | | | automatic or they may be manual, which requires |
| • Payroll HR Integration, No Double Entry - The | | | | someone to remember to run the process to update |
| simple reason for purchasing an integrated HR System | | | | the information. |
| is the elimination of double input between the two | | | | • Advantage of not integrating Payroll HR |
| systems. However, this reason may not be valid given | | | | software - The biggest advantage of not purchasing |
| that most, if not all, HR software vendors will offer | | | | an integrated HR system is that HR is not tied to |
| some type of interfacing options to tie your HR data | | | | payroll changes. You may love the existing HR |
| to your payroll data and thus, eliminating double input. If | | | | application you work with but if it becomes necessary |
| you are going to use two separate systems for | | | | to change payroll, you may have to change your HR |
| payroll and HR, during your evaluation, make sure that | | | | application, as well, to a less desirable system. |
| these two systems will speak with each other in some | | | | • You may not have any other choice - If your HR |
| fashion. | | | | Payroll Software application does not offer an HR |
| • Payroll HR Integration, No Interfaces - While | | | | software solution or an adequate one, you may be |
| interfaces eliminate double entry with your HRIS | | | | forced to seek out an HRMS solution from another |
| system, they don't offer the same benefits of a truly | | | | vendor who will provide an interface to your payroll |
| integrated payroll HR software solution which shares | | | | application. Right or wrong, over the years many have |
| the same database. The first issue is that your data | | | | perceived the national payroll companies as being |
| won't be real time. Let's say, for example, that you | | | | weak on HR and every HR software company I have |
| push data from your payroll application to your HR | | | | come in contact with, offers some type of interface to |
| system. The data in your HRMS is only valid to the | | | | those system. |
| date of the last data transfer. If you ran a turnover | | | | |