3 Tips for Integrating HRMS and Talent Systems
Are you using a talent management system to attract, identify, develop and retain individuals at your organization? In some cases it’s appropriate or even essential for you to have multiple HR systems - including HRMS and talent management systems - working towards your talent management goal. If this is the case, integrating HRMS and talent management systems is an essential process.
Broaden Your Candidate Pool
Most would agree that integrating HRMS with talent management systems makes sense; as candidate are hired into employee status, much of the needed data is duplicated in both systems. What about sending data in the other direction though, from the core HRMS to the talent management system, for example? By populating your talent management system with your current employees, you’re empowering your recruiters to find the best candidate, be it inside or outside of your organization. This also presents a more efficient experience for your employees, as they are not entering their data again from scratch if they decide to apply for an open position.
Plan Employee Development
What about other talent systems, what advantages can be gained through integration? If you have a succession planning system, integrating HRMS will allow you plan employee development based on their complete employment profile. The more up-to-date details that can be amassed about an employee, the better the decision making will be.
Define Data Purpose and User Access
As you collect all of this data and start to integrate systems, it’s always wise to give additional thought to the individual data elements that are being passed back and forth as well as the user access strategy for each system and integration. For example, a recruitment system may collect social security number once a person receives an offer letter, and this data should then flow into the core HRMS. However, while the HRMS is the owner of social security number going forward, it should not be transferred back into the recruitment system where it is no longer necessary. Understanding and defining data purpose is key. Just because we have the data does not mean that we always need to integrate it across systems. We should identify useful data elements and plan accordingly how they will be used downstream.
Finally, be sure to periodically review your integrations on a yearly basis. Is the data set complete, too expansive or too restricted? Integrations should grow and evolve, reflecting the growth of HRMS usage.
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