IT checklist: 5 essential HR integration features

5 HR integration essentials for IT

With the talent market growing increasingly competitive, it’s more important than ever for companies to build a multiyear strategy for human capital resources management (HCM), enterprise resource planning (ERP), apps, and analytics to recruit, onboard, retain, and develop their employees. 

Hire-to-retire employee lifecycle technologies

There are more than 1,400 HR technology vendors in the market today. The human capital resource (HCM) ecosystem encompasses technology to support the entire employee lifecycle, including recruitment, onboarding, development, retention, and separation. 

While every organization already has a unique mix of HCM, HRM, ERP, SaaS, and ATS systems, many are looking into next-gen technologies such as AI, cognitive interfaces, advanced analytics, sentiment analysis, and other innovations that will make work easier. 

With a connected HCM ecosystem, HR can make use of the most up-to-date employee data, remove the need for manual data entry, and properly lay the groundwork for the adoption of advanced technologies.

5 essential HR integration features for IT

Here are five essential features that make HR integration easy for IT.

#1: A developer portal and resources for rapid development

#2: A scalable architecture and infrastructure built for change

Organizations must develop applications that are compatible with both their existing architecture and infrastructure as well as their future state. They must ensure that both the applications, as well as the integration runtimes powering them, can be moved across deployment environments without disrupting existing applications. Here are three key features to look for:

  • Simple containerization enables flexible deployment.
  • Support for decoupled architecture enables low-risk HR cloud migration.
  • A library of SaaS connectors enables new endpoints to be added with ease.

#3: Security by design

As organizations integrate employee data across the application network, security must be a top priority to prevent unauthorized access to employee systems of record.

  • OOTB policies for securing API traffic, and the ability to easily apply custom policies.
  • Tokenization, data encryption, and edge protection.
  • Compliance with ISO 27001, SSAE 18 SOC 1, SOC 2, PCI-DSS, and other security standards.

#4: Self-serve templates and knowledge hubs

Organizations must ensure that the data and services they unlock are consumable by lines of business, so that central IT doesn’t remain a bottleneck when these teams need system access. Such an approach can drive 4X increases in application development speed.

  • Anypoint Exchange provides a hub for publishing and discovering on-premises system connectivity assets to be used across cloud integration projects.
  • API mocking service, enabling design-first development.

#5: Operational visibility and analytics

Managing the increased complexity of applications consuming from assets across multiple environments can increase the number of resources required to maintain these applications without robust operational and analytics capabilities. Three key capabilities can increase CIO and IT leaders’ visibility and governance across the enterprise:

  • Single management console for APIs and integrations.
  • Operational visibility and governance at each legacy system endpoint.
  • Detailed analytics and insights on legacy system traffic.

To access other best practices on connecting your entire HR ecosystem, check out our 7 HCM integration best practices whitepaper.



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One Response to “IT checklist: 5 essential HR integration features”

  1. Really an interesting blog I have gone through. There are excellent details you posted here. Sometime it is not so easy to design and develop a HRMS app and software without custom knowledge; here you need proper development skill and experience. However the details you mention here would be very much helpful for the beginner.

    Know more about HRMS Applications: HRMS App Development