NOVEMBER 2016HR TECH OUTLOOK8In My Opinionhese days there's an app for everything. Managing your grocery list, scanning and organizing files, even apps that connect with each other to give you a holistic view of your health profile, connecting the number of steps you take in a day with your overall calorie intake and workout regimen. But when you talk to HR professionals about the tools they use every day, you'll likely find By Linda Mougalian, VP, Product Management, ADPTFully Integrated HR Systems: The Key to a Compliant, Connected Workplacethey work with various HR systems that don't always talk to each other. According to a study of global human capital management (HCM) decision makers, companies on average have more than 31 HR applications and 33 payroll systems. As a result, many HR practitioners spend their time manually entering the same information into various systems and triple-checking data for accuracy. While this has long been an issue for HR professionals, it's become more of a challenge, as the regulatory landscape grows increasingly more complex. The Legislative Catalyst for Connected HR SystemsFor instance, annual reporting activities connected with the Affordable Care Act (ACA) require data to be captured, tracked and reported from a workforce management system of record in new ways. To meet these compliance requirements, companies may need to collect data from as many as four different systems­benefits, leave administration, payroll, and HR. It can be complex and time consuming to aggregate the entire employee data required to comply with the reporting requirements of the ACA. If this data doesn't live on a fully integrated suite of workforce management systems, HR leaders might need to access: The payroll system to verify how many hours an employee worked to determine their eligibility for the ACA. The benefits system to confirm what benefits packages were offered to that employee and Linda Mougalian
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