What is Core HR and Why Is It the Basis for Everything in Human Resources, People, and Work

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New White Paper:

What is core HR, and why is it important? Information about your workforce is crucial business intelligence toward understanding available enterprisewide human resources, skills and the distribution of that workforce and skill arsenal.

 It is vital toward addressing the operational aspects of managing and paying the people who work for you as well as providing the best picture for your organization’s global strategy and talent mobilization. 

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The achievement of consolidated core HR data and reporting poses challenges, as multinational organizations continue to struggle with post-M&A data integration and drivers such as digital transformation. They risk never getting their growing core HR data correctly configured, consolidated, live, and working optimally to feed other HR operations, business strategies and performance.

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Download the following white paper to learn how you can:

  • Rationalize and integrate the employee databases of two or more merging organizations into a single HR core system.
  • Manage core HR data in one place and in a consistent format, to feed essential downstream HR processes such as onboarding, benefits administration, payroll processing, L&D, career and succession planning, workforce planning, and even recruitment.
  • Feed this assured data into payroll and benefits, performance management, and reporting and compliance functions.
  • Visualize talent, skills, salaries, and performance holistically across your multinational organization. 
  • Reduce HR administration data entry, re-entry and bottlenecks by implementing a core HR system rapidly to support agile business operations amid disruption.
  • Access accurate and up-to-date HR information in a consistent, centrally accessible format and repository.
  • Get a precise headcount for projecting future labor needs (workforce planning and analysis).
  • Provide employees with continuous training, classes for compliance, and career-minded next steps in L&D and succession plans.
  • Centralize the data yet still meet local, regional requirements and privacy laws.