Integration & Data Management

Interfaces enable the smooth exchange of data between your various HR systems. Without them, important information remains isolated in the systems ("data silos"), which reduces efficiency and hinders decision-making.

This is done through clear data formats, validation rules and regular quality checks. Proper error logging and monitoring of the interfaces are also essential in order to recognise problems at an early stage.

Best practices include the centralisation of master data, clear definitions of roles and responsibilities, regular data maintenance and cleansing and the implementation of strict security and access guidelines.

Well-organised master data management is the basis for successful system integration. Consistent, up-to-date and cleansed master data ensures that information flows correctly and without data loss via interfaces.

There are several reasons not to implement an interface:

1. Cost and effort: developing and maintaining interfaces can be expensive and time consuming, especially if systems are complex or proprietary.
2. Security risks: any interface is a potential security risk as it creates additional points of attack that need to be secured.
3. Low benefits: if the amount of data or data exchange between systems is minimal, the cost of an interface may not justify the added value.
4. Stability and complexity: new interfaces can make the system landscape more complex and prone to failure, especially if the systems involved are frequently updated or changed.
5. Data inconsistencies: without clear data standards, an interface can lead to data inconsistencies, which in turn could lead to problems in the integrated systems.

In these cases, it may make more sense to consider alternatives such as manual processes, standard formats or data exports.