Talent management is more important now than ever before due to corporate globalisation. And this goes especially for big businesses. One of their greatest challenges is obtaining reliable and consolidated data that they can then use to efficiently manage their group’s workforce. By integrating Core HR into Talent Management, companies end up with centralized data on one same model, thus simplifying talent management.

68% of HRDs today plan to implement an HR data standardization process within the next 18 months. The administrative aspect of talent management can quickly turn into a bit of a conundrum between recruiting, departures, promotions, transfers, managing contracts…

Why integrate Core HR into your current systems?

Grouping Core HR, administrative management, and analysis indicators and connectors together to open up to third-party systems (e.g. payroll management), provides companies with an overall view of their data, which is critical when managing multiple subsidiaries or international offices.

The evolution of a data model gives meaningful insight on:

  • Data history – HR managers can track the actions carried out in Core HR for administrative data, as well as in libraries (e.g. organisation, countries, and contracts).
  • Data localization – information is adapted and displayed according to the country’s norms.
  • Data contextualization – HR managers can then use this contextualized data in their administrative management process thanks to a user-friendly and dynamic interface with secure data flow.
  • Legal conformity – a key challenge, as regulations change from one country to the other. For example, companies in the United States keep self-reported data on their employees’ race for affirmative action purposes, or to justify their employment and hiring practices. This practice is strictly prohibited in Europe. In Germany, managers must have access to their employees’ birth dates, without the birth year.

This is why using APIs to integrate Core HR into the current HRIS ecosystem (e.g. master data management and time management) greatly improves and facilitates your administrative talent management.

Deploy the project at your own pace

Each company is different and faces their own specific set of challenges. This is why it is important to be able to deploy a Core HR that is adapted to your specific requirements:

  • Primary system: data is entered directly in Core HR, which will then be used to supply secondary systems, such as payroll management.
  • Replica system: data is created in a third-party system, such as payroll, then retrieved, stored, and updated in Core HR.
  • Hybrid system: define what data is to serve as primary or replica data in the system; this can be changed later on. The hybrid mode allows for a progressive deployment, adapted to your company’s requirements, and promotes a rapid ROI. Say good-bye to having to wait until the end of the project to fully appreciate its value!

Best practices

  • Set the project’s pace to prioritize your critical points during the project’s deployment: what to include in the data flow, what employee information to highlight, etc.
  • Keep the end-user in mind: a clear and easy-to-use interface encourages greater user adoption.
  • Carry out a data reliability analysis to pinpoint any inconsistencies and ensure you are working with quality employee data.

Thanks to a more solid and flexible Core HR, you’ll gain a comprehensive view of your organisation and talents, and optimize your administrative management system.


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