I\u2019m sitting on a plane (delayed of course for 4 hours) thinking about the people around me.\u00a0 I have the fabulous exit row seat on the A319 where there is no seat in front of me.\u00a0 The guy in the middle next to me is great.\u00a0 He\u2019s not a talker, he\u2019s slim, does not intrude on my space at all, and basically minds his own business and his own space.\u00a0 (My policy on planes is that the guy in the middle seat gets both armrests unless s\/he happens to be rude, in which case any \u201cnice\u201d policies go out the window.)\u00a0 The guy sort of in front of me has decided that since there is no seat in front of me, that he will use my foot space as his trash bin.\u00a0 He\u2019s basically been dropping his garbage literally on top of my feet for the last couple hours.\u00a0 I basically kick it back at him at which point he turns around and gives me a nasty glare.\u00a0 I don\u2019t know why, but I really like order.\u00a0 Things should go in their appropriate place.\u00a0 When things go elsewhere where they don\u2019t belong, problems seem to start.<\/p>\n
For some reason, this has be thinking about systems of record and why this is such a hard thing to implement well.\u00a0 There seem to be lots of battles around system of record.\u00a0 Should your employee address reside in your HR or payroll system?\u00a0 Assuming they are actually different systems, some people will argue that all core employee indicative data resides in the HR system as the primary and gets interfaced to payroll and everywhere else.\u00a0 In general however, if the address is not current in the HR system, the ramifications are relatively minor.\u00a0 In the payroll system, local taxes can go awry, garnishments are not paid or are calculated incorrectly, and year end tax statement go to the wrong place.\u00a0 Then there is the never ending argument that comes from Payroll departments.\u00a0 HR just does not care as much about these things.\u00a0 Let\u2019s say things are still entered manually (god forbid).\u00a0 HR departments might sit on an address change for a while, but Payroll departments are all over it.<\/p>\n
I also think about competencies.\u00a0 Do competencies belong with job data in core HR? or do they sit better with all the talent stuff in a talent system?\u00a0 Wait, wait, you have multiple talent systems?\u00a0 Which talent system?\u00a0 Are the competencies designated with the job analysis?\u00a0 And do we care where the competencies are designed if they are only utilized at the talent process level?<\/p>\n
It really comes down to data governance (do we hate data governance yet?\u00a0 We should, but we don\u2019t because not enough of us are doing it well yet).\u00a0 I was recently speaking to an organization who decided that the global employee addresses were owned by the legal department in the organization.\u00a0 They decided it was not HR or Payroll simply because there were enough compliance issues from global safe harbors to payroll compliance and data privacy that it could only be owned by legal.\u00a0 In turn, it would then be legal\u2019s right to decide where the system of record would be.\u00a0 When it comes down to competencies, who owns this thing?\u00a0 Is it compensation?\u00a0 More often than not it\u2019s talent, but this is indeed one of those data elements that get defined in such a cross functional way that it\u2019s hard to navigate the waters.<\/p>\n
The hope is that with the continued evolution of real time API\u2019s and middleware, integration of data elements keeps getting easier and the conflicts that arise due to systems of record ease.<\/p>\n","protected":false},"excerpt":{"rendered":"
I\u2019m sitting on a plane (delayed of course for 4 hours) thinking about the people around me.\u00a0 I have the fabulous exit row seat on the A319 where there is no seat in front of me.\u00a0 The guy in the…<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_coblocks_attr":"","_coblocks_dimensions":"","_coblocks_responsive_height":"","_coblocks_accordion_ie_support":"","footnotes":""},"categories":[27,40,47,2,29,34],"tags":[69,68],"class_list":["post-1224","post","type-post","status-publish","format-standard","hentry","category-data-metrics","category-enterprise-solutions","category-governance","category-hr-technology","category-hrms","category-implementation","tag-data-governance","tag-system-of-record"],"_links":{"self":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/1224","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=1224"}],"version-history":[{"count":2,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/1224\/revisions"}],"predecessor-version":[{"id":1257,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/1224\/revisions\/1257"}],"wp:attachment":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=1224"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=1224"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=1224"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}