Frequently, CHROs ask for reports on recruiting and other essential HR activities to get a sense of the health of the business - trying to align future activities with business objectives like hiring a new sales team or adding to the customer success team to boost customer satisfaction scores.
However, much of the information about the existing team, vacant positions, and key attributes for those positions is socked away in a variety of spreadsheets, static organization charts, and non-connected payroll systems that makes the decision about how to allocate resources and available funds an exercise in futility.
Compiling performance metrics into a usable report format can take days or weeks, so that by the time it even reaches the CHRO or business executive that needs it the most, the data is outdated and incomplete.
The setup creates massive visibility gaps across the org chart, puts data quality at risk, and limits a team’s control over their own information.
Since most HR and payroll SaaS systems are built with particular information about position — title, location, pay rate — tied directly to an employee record (as in, the person who presently occupies that position), the position and the person are indistinguishable.
This creates numerous headaches for team members, such as:
- Error-prone processes for updating deleted information: Compiling data from multiple spreadsheets and systems into a unified single source of truth is time-consuming and fraught with risk of miskeyed entries or other mistakes common to manual processes. A misplaced decimal point, a misclick on a drop-down menu, or other inadvertent data action can wreak havoc on payroll, recruiting, and training plans.
Dirty or non-existent data can quickly turn from an annoying inconvenience to a competitive disadvantage.
Legacy systems centered on employee-level data put companies at extreme risk of severely over or understaffing key roles, struggling to define compensation plans that can directly impact the bottom line, and generally falling behind competitors by missing out on core talent because it took too long to identify open roles.
Contact us to get started on a whole new way of approaching position management in your organization.
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John is responsible for SyncHR’s product, engineering, and system operations teams. He is focused on streamlining the business processes related to HCM and finance by distributing SyncHR to all members of the workforce and by using patented security and workflow to control these developments. John is also responsible for delivering SyncHR as a cloud based application with “extreme ratio” financial metrics.
He has a background in engineering, workplace applications, and business administration, bringing over 25 years of experience deploying strategic HCM applications. Prior to co-founding SyncHR, John was the CEO of Harbor Technologies, since acquired by Mellon Financial Corporation. Previous to Harbor Technology Group, he spent an internship with the Swiss Bank Corporation in their derivatives pricing and trading group and also worked as a senior manager for the US Navy. John received his Bachelor of Science degree in Electrical Engineering from the University of California at Santa Barbara, and his Master of Business Administration from the Haas School of Business at the University of California at Berkeley.