Data-driven HR strategies need, well, data. But when that data is locked in multiple platforms, both strategy and process come to a screeching halt. Your HRIS (Human Resources Information System) is the beating heart at the center of your process, full of valuable data. But that data doesn’t do much good if it’s not portable.
HRIS integration closes the gap between your HRIS and other essential HR tools, from performance management platforms like 15Five to onboarding platforms like Sapling. As HR functions shift from traditional, reactive administrative roles to strategic pursuits, an HR team’s reliance on its HRIS and similar tools increases. They need better data, they need more of it, and they don’t have time to get it out of multiple platforms.
15Five has built-in integrations with some of the most popular HRIS platforms on the market, giving you access to all the data you need to improve employee experience and make stronger decisions.
In this guide, you’ll learn about integrating HRIS platforms with other essential tools, as well as how 15Five’s built-in integrations make this much simpler.
Key Takeaways:
An integration is a piece of software that closes the gap between two or more systems, ferrying data between them. Integrations, like any kind of software, vary widely. Built-in integrations, like 15Five’s HRIS integrations, bring data over from connected systems right into the tools you already know. They might require some extra work to set up—usually from your IT or engineering team—but they’re usually quick to deploy and use.
Other integration solutions, like iPaaS (integration platform as a service), workflow automation, and RPA (robotic process automation) tools, require significantly more setup time and resources to get working just right. These will usually be deployed across the organization, rather than just for HR systems.
HRIS integration connects your HRIS of choice with other platforms HR teams typically use, like performance management platforms, payroll systems, benefits management software, and more. Integrating these systems is rapidly becoming essential. Here’s how:
Conversely, HR professionals working without HRIS integration typically face the following challenges:
HRIS integration doesn’t just make administrative HR work easier; it’s an essential component of strategic HR. Strategic HR is about driving real, measurable impacts for employees by using people data to shape HR initiatives aligned with broader business objectives. Strategic HR (and HRIS integration) has a massive impact on performance management and employee engagement.
If your HRIS is your command center, performance management platforms are the terminals that give you the information you need to know exactly how to take action. When properly integrated, that means you’ll have all the performance data you need to know how to act and the results of these actions, all without leaving your HRIS. Similarly, your performance management platform is automatically populated with essential information about each employee, so you have complete profiles with regular updates, instead of disjointed data. This makes improving the employee experience and engagement more than just a guessing game.
HRIS integration allows you to get the data you need where you need it across the tools you use most. Here are just a few examples of situations where these integrations excel:
Through these uses and more, HRIS integrations enhance your reporting and collaboration capabilities, giving you everything you need to make stronger, data-driven decisions.
15Five’s HRIS connector integrates HRIS platforms like ADP, Paycor, BambooHR, and Ceridian, so you can do more with these tools. Feed your performance management platform with essential data so you can get to insights and action faster. The HRIS connector allows 15Five to put all your people data at your fingertips, with no extra manual work involved.
In just a few clicks, you can connect 15Five to your HRIS and get employee data, employment information, group data, and more, all up to date, whenever you need it. Leverage your HRIS platform’s strengths (housing all your people data) and 15Five’s (performance management and driving business outcomes) without fragmented data or incomplete reports.
With 15Five’s HRIS connector, you get:
With the right HRIS integration, paired with 15Five, you’ll see some major benefits across all your workflows.
When your HR strategies are built on people data, you need as much data as you can get, and it needs to be absolutely accurate. HRIS integrations eliminate manual data entry errors and keep data up to date across all systems, meaning you’re never working with inaccurate or outdated information.
Manually adding, updating, and transferring data across multiple platforms can easily absorb hours of an HR team’s time. With 15Five’s HRIS integration, that work completely disappears.
As employees change roles or get access to updated benefits, information is updated automatically in the platforms they use, based on information in your HRIS. That makes onboarding, transitions, and even simple time-off requests much smoother.
Your performance management is more useful the more data it has, and your HRIS is where all that data ends up. Lead better initiatives, get stronger insights, and start acting faster, all from your performance management tool.
Integrations are essential for scaling any HR process. They eliminate manual work, centralize data from an ever-increasing workforce, and make all your tools more efficient, even as you grow.
To deploy any integration (even 15Five’s), you should follow these best practices.
Even an integration that can be deployed in just a few clicks can have far-reaching impacts on your systems and processes. Draft a list of people who need to be involved in any integration process (e.g., HR team leads, department heads, your IT department) and loop them in before you do anything else.
Not all integrations are built equally, and they’ll help you achieve different things. By being clear on your goals (and making them measurable), you can track the impact of your chosen integration and make sure you pick the right one.
Before you apply an integration across all your organization’s data, you should test its performance with a smaller dataset. Start with HR data from a single tool, a single department, or just for a short-term project. Once you’ve done that, you can see the integration’s impact and whether it’s worth rolling out more broadly.
Once you’ve deployed an integration, you’ll want someone with technical skills (or your IT team) to maintain it over time. This maintenance is typically minimal, only involving occasional troubleshooting.
The right HRIS integration can completely transform the way your HR teams work. Bring all your people data into your performance management platform of choice with 15Five’s HRIS integration. Drive better business results, align strategy across business functions, and more, all without leaving your favorite platform.
Find out more about 15Five’s HRIS connector here.