Fix the data in the “system of record.” By data I mean job data and employee data.

If you are using an Excel file and fixing the grade, job family, job title, and/or target incentives before you can start an analysis, you have a problem.

Go into your HR system of record (Workday, Paycom, Paycor, ADP, SAP, etc.) and fix it there so the next time you pull a report you have clean data.

And please add grades with their minimum, midpoint and maximum to your HR system.

The manual manipulation of data takes time, and few HR/Compensation teams have the headcount they need to do the work expected of them. Time is money so sharpen your pencils.

If you are a global company and have data in different systems, develop the business case to put all the jobs and employees in one system.

That M&A that happened three years ago, start the project to bring them into alignment with the rest of the employees and jobs. Yes, it will be a lot of stakeholder work and there will be many decisions that need to be made. But don’t let the difficult decisions you are imagining stop you from making it happen.

If you have compensation software, develop the custom reports that you need to be efficient. Don’t do a download and manipulate the data in Excel. The ROI for software expense is often in the reports and analytics functionality.

Clean data is also the foundation for maintaining internal equity, ensuring competitive pay levels, the delivery of incentive payouts, and staying within budget.

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