75% of HR teams lack integrated systems – and therefore data
HR functions who have integrated HR systems (and therefore data) are in the minority. This survey from StaffCircle wasn’t huge but reflects what I hear within my HR community.
There seems to be a premier league of large organisations who realise the value of investing in HR tech (and can afford it) and have it all sewn up neatly in a ‘single online platform’. They also benefit from valuable people insights and can build up persuasive business cases for interventions that further power engagement and performance.
That’s just a quarter of respondents in this research.
In the next division, in my experience, HR teams have several discrete systems that individually do a good job but are not integrated – the ‘siloed across several platforms’ section below. The prospect of taking these apart and building a new, integrated system tends to fill HR teams with fear as they don’t anticipate sufficient investment.
This means that three-quarters of HR teams lack integrated systems – and therefore data. The largest, yellow, slice of this graphic shows the number of HR teams still tied to spreadsheets which won’t facilitate easy analysis.
How do you build a business case for a powerful intervention if you haven’t got this kind of data? Or even build a business for integrated HR tech?
HR can’t grasp strategic authority in an organisation if they’re burdened with admin. But they have to demonstrate why – and what they’d be enabled to do – and the value that would add to business.
There’s another way to build a business case – we’ve developed our Business+HR Strategic Roadmap to see how to do it from the ‘business end’.
It’s a structured way to engage and involve your senior stakeholders to find out what they want from HR within the context of business priorities. Download a free ‘self-guide’ here.
Build the business case for what makes sense to everyone.
