It is a fact that all Human Resources departments will have to unify their HR core data system(s) in the near future. This is crucial to be able to manage and monitor an organization’s workforce. This harmonization of HR data will have to contend with the realities of an increasingly globalized world: highly diverse local regulations, divergent IT systems and strategies as well as different standards in data privacy and protection… They’re all part of the game.

These complexities can quickly become a frustrating task, especially if you’re part of a multi-national or multi-entity company. Human Resources managers will have to handle both administrative tasks (departures, transfers, promotions, etc.) as well as talent management processes at the same time; and merge them into a coherent whole to obtain results and reliable indicators to support a comprehensive HR strategy.

Up until recently, many of the administrative tasks depended heavily on Payroll as the only department with the right tools to process this data. When people strategy becomes more mature, HR accumulates data from talent management processes which is not always leveraged to its full potential.

Although, a multitude of point software solutions have arisen, this segmentation of information has been provided a challenge to HR. Human Resources professionals now are in need in-context indicators that leverage all people data and allows them to find solutions to the challenges of today’s organizations, be it the rapid pace of change, digital transformation, skill gaps or simply creating a holistic HR strategy supported by data.

If you want to know more about Core HR and how to implement it within your organization, download the ebook we have worked on with our two experts, Mathieu Vanderheyden (Head of Product Core HR at Talentsoft) and Cyril Gendron (Chief Product Officer & co-founder of GlobePayroll). You will find:

  1. 6 reasons to invest in Core HR
  2. The keys to success
  3. Existing solutions


How To Lead Your Core HR Development