Being an institution with millions of devotees and thousands of employees brings many responsibilities. First of all, the leadership must inspire trust among its congregation and its staff. Secondly, the organisation must remain economically viable. And finally, the organisation must find new ways of attracting and engaging its flock.
But to achieve these points, our client needed access to complete, accurate, and secure organisational data. This realisation led them on a quest to identify and integrate any IT systems that were hindering their modernisation.
One such area in need of integration was the organisation’s personnel data. HR, payroll, pensions, and clergy records were held in three on-premise systems: ResourceLink, Civica UPM, and a proprietary staff database. Inconsistent data entry over the years meant that these records suffered from duplication and inaccuracy.
These disparate systems led to a waste of time and effort, as the HR team could not find all the information they needed in one place. There was also a high risk of error when manually transferring data between these three systems. And furthermore, the proliferation of software made it challenging to ensure data security.
To summarise, the downsides of these unintegrated HR systems were:
- reputational and regulatory risk of insecure HR data
- wasted time and effort of duplicate data across multiple systems
- high cost of maintaining multiple on-premise systems
For the sake of the client’s reputation and efficiency, it was clear that these systems required HR data integration.