Is Your HCM Solution Actually Working For You?


We all know that technology drives innovation. But did you know that the opposite is true and that technology can prohibit innovation, too? Especially in the human resources (HR) and people operations space, where so many important business processes are either unlocked or held back by the company’s choice of Human Capital Management (HCM).

At SyncHR, we have a vision of positive disruption by HCM. We think you can bring about positive changes in impact, productivity, and efficiency through the technology you choose to use. And when you choose a truly flexible, integrated, and customizable platform like SyncHR to create processes based on exactly what your company needs, you end up developing a system that empowers your full potential. 

As an organization grows, it becomes even more important to have a system that supports you, rather than limits you. Here are a few of the most common signs we see that a company’s HCM solution is not delivering the benefits it’s promising — and what to look for to determine if your HCM is actually working in your favor. 

What Defines a Bad HCM?

While it might seem dramatic to call a particular HCM solution “bad,” we’ve seen some in real life! HCMs should promise an easier path for people leaders, human resources executives, and employees, but some end up making things harder. 

Here are five signs you’re working with a bad HCM and it’s time for an upgrade:

  • The HCM is prone to errors. If your HCM is prone to errors, you can’t trust the data you gather or the insights you capture as a result of that data. 

  • The HCM requires excessive manual effort. If your HCM requires manual effort to complete operational processes like employee onboarding, it can have a significant impact on your company’s profitability, productivity, and overall efficiency — not to mention the new employee’s experience.

  • You’re paying for more than you’re using. It’s incredibly important to control business costs, so you shouldn’t be paying for more features, tools, or users than you’re actually using.

  • The HCM doesn’t have position management. Without this feature, you’ll spend more time re-entering position details every time someone leaves a role for any reason, making succession planning more difficult.

  • The HCM can’t handle end-to-end payroll processes. Your HCM should be able to connect payroll with employee information, onboarding, taxes and compliance, and reporting to allow you to complete payroll easily and seamlessly each pay period.

A bad HCM isn’t just a waste of financial resources, but also time and effort. A bad HCM forces you to miss out on workflow automation, integrated data, and an intuitive user experience, ultimately wasting the time and productivity of your entire team. Anyone who comes into contact with a bad HCM ends up wasting the company’s time or money — or both. 

What Defines a Good HCM?

A “good” HCM is the opposite of a bad one in every way. But it goes a step beyond removing negative features to unlock a level of seamless productivity that enables actual business transformation. Because when you eliminate the most time-consuming and repetitive processes by automating functions and workflows across HR, payroll, benefits, or time and attendance, you end up making room for some seriously good changes:

  • Trust your data. When you remove the most common sources of errors, including human error, from data capture processes, you end up with a system of data you can rely on to inform your analysis and decision-making processes.

  • Save time and money. The more manual, repetitive tasks your team can successfully automate, the more time they can devote to more important, higher leverage tasks.

  • Pay for what you need. A true partner cares about your organization getting the HCM system, tools, and features your organization needs, not as many tools and features as possible.

  • Prepare for the future. With position management, you can maintain current org charts to ensure reporting relationships and cost center assignments are always accurate, while also seeing past and future org charts based on a position’s start or end date.

  • Automate payroll. An HCM that can handle end-to-end payroll processes frees you from manual tasks and siloed information.

These benefits combine to deliver the speed, agility, flexibility, and efficiency you need to perform your best in any business environment — even a post-pandemic economic downturn.

Good results come from a good HCM

Your HCM solution should help your business, not hinder it. And it should open new avenues of possibility, not close them. In fact, we think your company’s HCM can be more than just a repository for data. It can be a transformative, disruptive tool that allows you to achieve top efficiency and drive innovative solutions from your own core talent.

If you share the same vision of the future, you’ll want to read more about this topic in our recent E-Book, “Disruptive Solutions That Actually Work.” Download it here.

Say goodbye to “bad” HCMs.

We are here to support with efficient, accurate, and cost-effective workforce management solutions. To learn more about SyncHR, click here.

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Sarah Greesonbach

Sarah Greesonbach

Sarah Greesonbach turns cutting-edge research and data into captivating HR technology marketing content. She loves to consider the possibilities of humanizing, organizing, and minimalizing all things HR, and her writing helps HR executives and professionals develop their instincts and arrive at actionable insights for employee engagement and business performance.

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