By data I mean job data and employee data.

I am so tired of recommending to employer clients that they fix their "system of record." Think Workday, Paycom, Paycor, ADP, SAP, etc.

I have current and past clients who share an Excel file with me and then they manually say that we must edit the grade, job family, job title, and/or target incentives before we can start the analysis.

OR the grades don't have the base pay minimum, midpoint, or maximum in that system. It is stored somewhere else.

And, of course, the data in the U.S. is maintained differently than it is in Canada or South America. Or Europe is in a different "system of record”, and they use different grades than other countries.

There are no globally equivalent grades stored anywhere.

And don't get me started on the files that list employees that need to be manually fixed.

Fix the data in the “system of record” so you don't have to manually update the data in Excel.

Clean. Up. Your. Data.

Put it all in one system not multiple systems. Excel is not a place to store the data.

HR/ Compensation never has enough resources (time, people, and money) so why make it harder to deliver what the business needs?

And that M&A that happened 3 years ago, yeah…put that former company’s wacky data on the list to fix too.

Rant over. For now.

(And yes, if you need help with these types of projects my team and I fix these issues. You’d be amazed at how easy it is to answer a senior leader’s question once the job/employee data is cleaned up.)

#hr #HCM #hrsystems #compensation #rewards #pay #humanresources #hris