It is no secret that the HR department is worlds apart in culture and operation from the IT department. Human Resource Departments are involved in the day-to-day management of people that perform various roles throughout the company. At the opposite end of the spectrum are IT professionals that spend the majority of their time interacting with computer software programs.

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Normally, these two camps never come into much contact with each other. However, that changes the moment the company decides HR requires a snazzy new human resource management system (HRMS). Choosing the best HRMS to suit the needs of both departments is essential to the continued peaceful coexistence of HR and IT.

Meeting HR Goals

In today’s highly competitive environment the HR department is on the front lines of building a great workforce that is satisfied and highly effective. Companies depend on HR to screen the best applicants and create a modern, diversified and competitive atmosphere. HR is also tasked with managing employee benefit programs, personnel records and payroll.

Companies rely on HR to provide timely reports on across the board statistics regarding the overall recruitment, hiring, management, retention and turnover of a vibrant workplace. This is a huge responsibility with very little room for error. The goal of HR is to handle the complex management of people in a way that pleases management and employees.

Meeting IT Goals

Technology moves at an extremely fast pace and the IT department is expected to stay abreast of new systems that can give the company a competitive edge. What typically happens is that management tells IT they want an updated system that performs tasks better than what is currently in place. Although it varies, IT is usually the department that does the research and makes a recommendation. The new system is obtained and IT puts in the hours to make it run smoothly.

The IT department’s other main function is to ensure the efficiency of existing technology. They tweak, fix and replace hardware and software when needed.

Brainstorming a Joint Solution

Bringing the HR and IT teams together to brainstorm ideas is the first step in deciding which type of HRMS to pick. The ideal system is going to be flexible enough for both departments to tweak and expand with relative ease. The two sides must first agree upon the exact tasks the HRMS software system must perform in order to meet the basic standards of the company. Discussion will also include system requirements that are compatible with existing technology.

The new system must function on multiple platforms and locations and be easy to use. The teams can also discuss costs and installation issues.

These initial meetings produce a final list of specific selection requirements (i.e. needs) for this new system.

Requirement #1: Expandable

The system must grow and expand with the needs of the company. The HRMS system needs the capacity to add new capabilities that seamlessly integrate with the existing framework.

Requirement #2: Reporting

On a daily basis, HR professionals must be able to securely access a database to read and create a multitude of reports. The best HR systems allow HR to create new fields when needed without hassle.

Ability to do reports that include official compliance information such as W-2 and 1099 Wage filings, Equal Employment Opportunity (EEO), VETS, COBRA and OSHA should be a main feature.

Requirement #3: Automation

Time is money in the view of most busy companies. Selecting a fully automated HRMS increases the efficiency for both HR and IT. HR can do multiple tasks with the click of a button—this includes sending out important notifications and other employee communications. The maintenance load for IT should be minimum.

Requirement #4: Redundancy

Redundancy throughout any HR system is a real time waster. An upgrade should eliminate repetitive information and tasks found in third party services and systems. Everything is integrated under one central hub.

Requirement #5: Import/Export

A robust HRMS is capable of easily importing and exporting essential data without any help from IT.


It’s completely possible for HR and IT to find an HRMS that both departments will love—just takes a little planning, patience and cooperation.

Is your company ready to dive into 2014 with a new HRMS? Visit the HR Software Vendor Match page to start identifying new systems for your company!