Speaker 1: If you don't know what HR technology is, think about how it started, pins and paper, then filing cabinets, calculators, time card machines, and so on. Now, HR is streamlined by software, and it's constantly evolving. HR software can help with many of your HR needs or organizational needs, like handling applicant tracking, scheduling employees, managing performance, and more. You know how critical these responsibilities are to your organization's success. Imagine if they, and all your other duties, were much less time-consuming, but 100% more efficient and effective, with no extra effort on your part. So how do you begin to look for a system when there are so many options out there offering different solutions for various needs? Let's break it down to the basics. Point solution versus all-in-one systems. In this episode of our Future of HR series, we'll discuss what HR tech is, the pros and cons of a point solution software, the pros and cons of an all-in-one system, and why you need HR technology. Let's get started. What is HR technology? Since the original days of ADP transforming how HR handles payroll, HR tech has boomed. But HR tech is complicated and has many options. Ultimately, it falls into two camps, point solution software and all-in-one systems. But what are they, and what makes them different? Point solution software specializes in one HR task or other needs for your organization. For example, you may be able to get point solution software to schedule your employee shifts, like ScheduleFly. If your HRAS doesn't offer that ability. An all-in-one system has everything you need for your most complicated HR responsibilities. This system is built from the ground up to streamline the employee lifecycle. Once major duties like benefits administration or compliance requirements are taken care of, you can focus on making your role as strategic as it can be. An all-in-one system like Bernie Portal uses different features to shepherd your people through the employee lifecycle seamlessly. Each camp of tech has different pros and cons. Let's evaluate the differences between these software solutions. Point solution systems, pros, cons, and more. You may be familiar with some point solution systems. Consider Lever, Lattice, VeriClock, and others. They each provide a software solution for a specific function. Lever for applicant tracking, Lattice for performance management, and VeriClock for time and attendance. Like anything else, there are pros and cons to adopting point solution HR technology. Let's cover some of the pros, and then we'll follow up with the cons so you can see how point solution systems may be best used in your organization. So firstly, the two most notable pros of point solution technology, options. Point solution software for HR is produced by many companies and for many different HR needs. So you have your pick of options. You can research to find your best fit. And even if that one doesn't work out, plenty of other products are waiting for their turn in the spotlight. And ability. A good point solution software will have robust functionality and its intended purpose because that's all it does. Think of the Bruce Lee quote, I fear not the point solution software that has practiced 10,000 kicks once, but I fear the point solution software that has practiced one kick 10,000 times. That isn't exactly what he said, but you get the gist. A point solution system is great for only one job. And as an HR pro, you know you have way more than one job to think about. The primary cons of point solution tech concern the lack of functionality and usability. But there are other reasons to think twice before committing to a single system. Lack of functionality. Since point solution software targets a select aspect of your role, it will lack the features and flexibility of an all-in-one system. Point solution software will be exceptionally good at the task it manages. But what about all the other duties that may be adjacent to that main task? For example, you likely have some system or process to manage employee performance. If you only use point solution software to do this, but have no other systems to handle other tasks, then you're limiting what HR software can do for your role. A point solution system may have neat tools that help make up for what it lacks, but remember that each example that has a point solution system is meant to be used alongside your all-in-one system. Hard to use. Some software is cobbled together through years of companies absorbing other companies' products, leading to a mess you and your employees must untangle with multiple usernames and passwords. However, some products have the tools you need, while others don't. Steve Bosi, HR Technology Conference co-chair and tech columnist for Human Resources Executive, urges you to consider whether an HR tech product is comprehensive enough for your current and future needs. In his recent article, which I'll link in the description, Steve notes that if a trendy tool is a good idea, larger companies will swallow independent software to attach to their own systems. But that can lead to further issues. If your software forces you to keep up with all kinds of login info to access different features that they didn't successfully integrate, you are getting more work, not less. Employees may forget this info and ask you for help or become frustrated, repeatedly requesting password changes because they struggle to keep track. Employees will get irritated with their technology and transfer that negativity to you. If your employees use different software to gauge performance management, note time in attendance, and request PTO, then that's three different software systems to learn. Learning multiple platforms takes time, and you don't want the first month of a new hire's tenure at your organization to be spent learning the ins and outs of multiple systems. They may need to focus on technology that improves their productivity, like fine-tuning their Python coding skills, not fiddling with a PTO request application. Also, consider that using more than one system to manage your HR role means that there is no central team to help you or answer questions. You have to request help from each software individually if you have issues. While this doesn't add too much extra time or effort, you can't deny the benefit of having the same process for requesting help every time. No one hits a snag in their software and wants to jump through different hoops to find a solution, depending on which system is acting funny. This also proves why point solution software is best used in conjunction with your all-in-one system. Price. Point solution software will cost you more in the long run because it has to be used in addition to your HRIS. You're eating away at your HR tech budget by using a multitude of point software solutions alongside your all-in-one when a more comprehensive HRIS may have everything you need. How much would you save by using a more robust all-in-one rather than a point solution plus your all-in-one? And finally, more details to track. Technology should make your job easier, not harder. So if you use a point solution software for each of your major needs, imagine all your extra data tracking, statistics, invoices, user info, etc. are the need-to-know details that may bog down your day, but you can limit that work by streamlining your HR role with an all-in-one HRIS rather than splitting your needs among different point solution systems. All-in-one systems, pros, cons, and more. An all-in-one system has many pros and few cons, but let's cover our bases so you are the most informed on all your options. Some noteworthy pros. More features. A solid all-in-one system should provide these main features. An applicant tracking system, onboarding, benefits administration, PTO, time and attendance, payroll, compliance, and performance management. All of these features work seamlessly to manage the most complex and time-consuming portions of your HR role, not just one task at a time like a point solution software. Features work in concert. There shouldn't be a what-if concerning whether or not the features of an all-in-one system work together. A vendor shouldn't describe payroll as drawing data from PTO or time and attendance features. In an all-in-one system, the data is automatically provided as each feature seamlessly melds to create a holistic, comprehensive ecosystem to manage your tasks and the employee lifecycle. Decreases room for error. In the case of payroll, decreasing the room for error is a huge win. Because the features work in perfect harmony, payroll is already supplied with all of the data from your other features automatically. So you aren't worrying if different point solution software gives the correct information to your payroll provider. For example, Bernie Portal payroll works automatically with our PTO tracking and time and attendance features. So, your payroll runs correctly every time. Our payroll also accounts for the benefits administration feature, so the correct amount is withheld from each paycheck if your employees opt into non-employer covered benefit options. If you're using a point solution system to manage PTO outside of the system that runs your payroll, how can you be sure the data is transferred correctly? And how much time do you spend running payroll if you have to double check accuracy? Or even manually enter all the data yourself? Easier to use. If your HR technology offers single sign-on, it's not truly an all-in-one system. This is because a single sign-on system means you're using the same login for multiple platforms rather than one login for one platform. An all-in-one HRAS requires only one login to access your account and every feature you have available. This is easier for you and your employees. An all-in-one system shouldn't be a Frankenstein of other software systems that a company tried to integrate. Point solution systems run into the same issue of juggling logins, the varied needs of your role and your organization. With an all-in-one, service team members are also more prepared to help you since they are familiar with every part of the product. You call the same team member every time you have a question rather than making calls to multiple different vendors if something goes wrong. Creates a positive experience for employees and employer. An all-in-one system is one platform with one vendor ready to help you with any questions you may have, one bill to pay, and one login to remember. This makes work for you and your employees so much easier. Imagine if you had an all-in-one system with an applicant tracking platform used by you, any hiring managers or influencers, and the applicants ready to interview for your open role. Or if you have an HRIS that handles both PTO and clock-in, clock-out functions, running payroll would be much simpler if you didn't need to ensure all the data from different point solutions was accurately input into your payroll system. No more juggling platforms, reminding people which message board to respond to, or anything else. The pros of an all-in-one system are remarkable, and the cons are immaterial. The cons are based on the work you put into finding one and how transparent pricing structure is. Requires research. You have plenty of options, but it takes some legwork to determine which all-in-one system best fits your organization's needs. There are many critical things to consider. Budget, size, scalability, and more. Think of your budget and the size of your organization. Choosing an all-in-one system is time-consuming, but I have a solution. Check out our resource covering five easy steps to choosing an HRIS. I'll link to it in the description. It's especially important to consider that HR technology should evolve alongside your organization. You need access to features that scale to your growth, whether you need them a month or even years from now. Josh Beerson, a key voice on HR technology, predicts more and more organizations bonding with HR technology to nourish employee and employer experiences. Don't let yourself fall behind the curve when other HR pros are using HRIS tech to strategize their role so they can focus on recruiting your hard-won talent away from you. Pricing isn't always transparent. Scalability is vital. How are the product experts treating your price questions? Some software has hidden fees that can add up. A vendor should have a transparent pay structure, and it should be quick and easy to set up a free demo to review features. When you select specific features or upgrade plans, the cost should be explained clearly with no questions left unanswered. It's not easy to talk about money. However, your all-in-one vendor should be able to discuss costs without hesitation. For example, Bernie Portal is dedicated to providing a transparent pricing structure, and our product experts can easily answer any additional questions you may have. If you want an example of how transparent pricing should look, I'll provide a link in the description. There is an additional con to an all-in-one versus a point solution system, and it is dependent entirely on the needs of your organization. Features may not be as robust. Point solution systems have only their singular goal in mind, so the product is the best for the specific need it fulfills. For example, Lattice is a point solution software for the purpose of performance management. Lattice provides a social media-esque platform where employees are celebrated openly, generating a more energetic and driven culture. While the performance management feature of an all-in-one will do the trick, consider if your organization may benefit from a more in-depth option. However, remember, a point solution should always be used alongside an all-in-one system. So while the in-depth offer of Lattice may be great for your performance management needs, you shouldn't sacrifice the robust, comprehensive solution of an all-in-one. After all, what use is a great performance management point solution system if employees leave because you can't focus on retention due to lacking an all-in-one HRIS? You can't track employee performance if employees choose to perform at your competitor, who strategically uses an HRIS to improve their organization. In this episode, we've covered everything you need to know about point solution versus all-in-one HR technology. Even if point solution technology serves its purpose right now, adopting an all-in-one system like Bernie Portal can prepare your organization for greater success in the future. Bernie Portal is your one-stop shop for all your administrative needs, following the employee lifecycle so your new hire can become your best asset, and so you remain your organization's best asset. If you're interested in learning more about HR technology, check out the newest free Bernie You course, HR Technology and Tools, to earn Sherman HRCI recertification credit and everything you need to know about how HR technology can improve your role. I'll link to it in the description. As always, remember that your role is as strategic as you make it. Well, that's all the time we have for this episode. Don't forget to subscribe to our channel and ring the bell to get notifications about the latest HR Party of One updates and new episodes.